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1.1 INTRODUCTION:
the worker and ensure that proper remuneration is achieved. With the growth of
Industrialization, Mechanization and Computerization, labour welfare measures has got fillip.
The workers in the Industries cannot cope up with pace of modern life with minimum
sustenance amenities. The workers are in need of added stimulus to keep body and mind
together.
is expensive. Each employer provides welfare measures of varying degrees of importance for
Labour force. The social and economic aspects of life of the workers have direct influence on
the social and economic development of nation. There is an imperative need to take extra care
of the workers to provide both statutory and non-statutory facilities to them. The welfare
facilities help to motivate and retain employees. Most of the welfare facilities are matters of
sanitation and hygienic which is not provided dissatisfaction among workers are motivated by
providing welfare measures. This ensures employee satisfaction result in increased efficiency.
The need and important of labor welfare is being increasingly appreciated throughout
the civilized world. The worker both in industry and agriculture cannot cope up with the pace
of modern life with minimum sustainable amenities. He needs an added stimulus to keep body
and soul together. Employers have realized the importance of their role in providing these extra
amenities.
Each employer depending upon on his priorities gives varying degrees of importance
to labor welfare. It is because the government is not sure that all employers are progressive
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minded and will provide basic welfare measures that it introduces statutory legislation from
time to time bring about some measures of uniformity in the basic amenities available to
Industrial workers.
Employee welfare measures may help to minimize social evils like alcoholism,
gambling, drug addiction etc. The workers are likely to fall in victim because of discontentment
or frustration. The welfare facilities induce the workers happy, cheerful and confident with
commitment. The welfare measures and schemes form an integral part of Personnel and HR
Management in any organization will go a long way in ensuring the desired goals. In turn this
will enhance the productivity of the organization. The welfare measures are designed and
systematized by the organization through statutory bodies like trade unions. The labour
organization. This will ensure that minimum standards that are required for an employee to
carry out the duties and perform functions to the extent of satisfaction.
a broad field and a state of wellbeing, happiness, satisfaction, conservation and development
The basic purpose of employee welfare is to enrich the life of employees and to keep
them happy and conducted. Welfare measures may be both statutory and non-statutory laws
Organizations provide welfare facilities to their employees to keep their motivation levels high.
The employee welfare schemes can be classified into two categories viz. statutory and non –
The statutory schemes are those schemes that are compulsory to provide by an
organization as compliance to the laws governing for employee health and safety, these
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include: canteen facilities, drinking water, proper and sufficient lighting, facilities for sitting,
changing rooms, first aid appliances, t urinals, washing places, spittoons, rest rooms. Non
statutory welfare schemes may include: personal health care, flexi-time, employee assistance
programs, harassment policy, employee referral scheme, Medi- claim insurance scheme. The
non statutory schemes differ from organization to organization and from industry to industry.
Health, safety and welfare are the measures of promoting the efficiency of employee. The
various welfare measures provided by the employer will have immediate impact on the health,
physical and mental efficiency alertness, morale and overall efficiency of the worker and
LABOUR WELFARE:
The International Labour Organisation (ILO) report refers to labour welfare as, “Such
enable the persons employed in them to perform their work in healthy, congenial surroundings
and provided with amenities conducive to good health and high morale.”
Employee attitudes are important to human resource management because they affect
organizational commitment is of major interest to the field of organizational behaviour and the
toward their jobs and organizational commitment focuses on their attitudes toward the overall
organization.
The significance of welfare measures was accepted as early as 1931, when the Royal
Commission on Labour stated: The benefits are of great importance to the worker which he is
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unable to secure by himself. The schemes of labour welfare may be regarded as a wise
investment because these would bring a profitable return in the form of greater effective.
because of excessive heat or cold, noise, fumes, dust and lack of sanitation and pure through
preventive steps aimed at improving the lot of workers. A second reason in favour of welfare
work is called the ‘social invasion of the factory’. Workers face lots of adjustment problems
when they take up factory work. The congested environs, noisy machines, slum areas,
monotonous jobs impact the psyche of ruralities that come to cities in search of jobs. To escape
from such trying conditions, the worker absents himself, becomes irregular and shows signs of
indiscipline.
Raises the standard of living of the workers by indirectly reducing the burden on their
pocket. Welfare measures will improve the physical and psychological health of
unhealthy practices like absenteeism, labour turnover, strike, etc. Welfare work makes
the services in mills more attractive to workers. It improves the relations between
employers and employees. It promotes a real change of heart and a change of outlook
Prevents social evils like drinking, gambling, prostitution, etc., by improving the
welfare measures will act as a deterrent against such social evils. (Murthy)
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1.3 SCOPE OF LABOUR WELFARE:
A perusal of the definitions indicates that the term labour welfare is a very comprehensive
concept and is wide in its scope. It includes in its fold all efforts in the form of amenities and
activities which vary from place to place, industry to industry and time to time. Labour welfare
government of India in different enactments viz. Factories Act, 1948; Mines Act, 1952; The
Motor Transport Workers Act, 1961; Dock Workers (Safety, Health Act, 1951; The Merchant
Act 1961; Plantation Labour Act, 1951, The Merchant Shipping Act, 1958; Coal Mines Labour
Welfare Fund Act, 1974. The provisions contained in these Acts provide the minimum standard
of health, safety and welfare of workers. Voluntary welfare includes all those activities which
employers undertake for their employees on voluntary basis. Some of the important voluntary
welfare activities on the part of the employers may be provision of house facilities,
and loans for purchasing scooters, cars, provision of library, leave travel concessions, uniforms
and Gifts.
Future Prospective.
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1.5 STATEMENT OF THE PROBLEM:
measure is one of the factors penetrating in the life of employees those who are working in the
small scale sector. Labour welfare measures are an effort towards relieving the industrial
workers from want, worry and the adverse effects of industrialization, by improving working
and living conditions. The proper administration and implementation of labour welfare
facilities plays an important role in fulfilling the economic, social, and psychological needs of
employees. In satisfying these needs a favourable attitude towards the job can be developed.
Every employee should know about the welfare measures provided in the organization, so that
they can judge the adequacy of welfare measures provided in the organization. Hence, this
Both Primary and Secondary data were collected for the study. Primary data were
collected through Questionnaire and Interview Schedule method. This method helped to
analyse the Employees Attitude towards the Labour Welfare Measures and also helped with
regard to various facilities extended by the Organisation to Employees. For analysing the data
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Frequency Table
Percentage Method
Chi-Square Test
Out of the Employees working at Bharat Heavy Electricals Limited. The researcher has
Company are only considered for the study. But owing to lack of time only limited workers are
taken into consideration of study. The researcher had some difficulty in getting information
from the workers and also from the employers regarding the collection of data. The study could
have been done in a better manner if more time and other resources were available.
particular field of study, including vocabulary, theories, key variables and phenomena, and its
method and history. Conducting a literature review also informs the student of the influential
The term welfare is one that led itself to various interpretations and it has not always
the same significant in different countries. Author defined the welfare work that it is anything
for the comfort and improvement, intellectual or social of the employees over the wages paid,
The welfare work can be defined on work for improving the health safety generator
wellbeing and the industrial efficiency of the workers beyond the minimum standards laid
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down by the factory act and another legislations. The whole fields of welfare is one which must
can be done to combat the sense of frustration of the industrial workers to relieve of personal
and family worries to improve his health to make him offered means of self-expression to after
him. Same spears in which can be excel all other help him winder connection of life.
Rajeshwar W. Hendre (2017) says that statutory welfare provisions as mentioned the
Factories Act, 1948 are basic and can be seen from various angles like economic, social,
four active stakeholders namely- workers, Trade Unions, management and the Government. In
case of OEM’s it is assumed to be far beyond than myopic version of mere fulfilment of
statutory provisions.
However, the precise measurement of level of implementation brought out some area
like canteen, sitting facilities and facilities for storing and drying clothing shall be improved
by the companies. This will indicate to what extent we should take the same for other
K.K. Chaudhuri (2017) states that HR policies are being made flexible. From leaves to
compensations, perks to office facilities, many companies are willing to customize policies to
suit different employee segments. The older employees want social security benefits, younger
employees want cash in hand because they can’t think of sticking to a company for many years
and retire from the same company. Therefore ‘one jacket fits all’ will not be right to motivate
Ramesh Kumar Bhardwaj (2016) point out that Government has enacted a plethora of
labour welfare legislations from time to time. Workers have been provided with many
welfare facilities and amenities under these legislations. But these enactments have not
been enforced in their true letter and spirit. Welfare amenities have not been properly
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provided to the workers except in units managed by progressive employers or in modern units
experienced and observed that majority of the Labour welfare officers are not being
appointed as per the prescribed qualification. In spite of this, it is true that the inspection and
Rama Satyanarayana and Jayaprakash Reddy (2015) carried out a research to know the
satisfaction levels of employees about labour welfare measures in KCP Limited (Cement
Division). For the purpose of the study, convenience random sampling method was adopted.
Out of 925 employees, 90 were selected covering almost all the departments. A questionnaire
was used to collect primary data. The results of the research reveal that majority of the
employees are satisfied with all the welfare measures provided by the organization. The overall
satisfaction level of employees about welfare measures cover under study is satisfactory.
However, a few are not satisfied with welfare measures provided by the organization. Therefore
it is suggested that the existing welfare measures may be improved further. Such welfare
measures enrich the employees standard of living and their satisfaction levels.
retaining skilled personnel depends upon the competitive and compensation package the
company offers. Everyday innovative, attractive compensation packages are luring the
personnel. Thus, organization needs to provide more attractive compensation and qualitative
packages to enhance the motivation of the people. In the present competitive business
proving that the different welfare provisions provided to the employees working in an
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organization under the Factories Act 1948 are having positive relation with the employee
satisfaction.
Venugopal, Bhaskar and Usha (2013) explain that human resources play a very
important role in the development of the business. They constitute the organization at all levels
and are regarded as a dynamic factor of production. The study was conducted with the main
objective of evaluating the effectiveness of welfare measures in industrial sector and to suggest
measures to make existing welfare measures much more effective and comprehensive so that
the benefits of the employees will be increased. In order to get best results from the employees,
management must be aware of what employees expect from their employees. It is for the
management to see that whether the workers get economic, social and individual satisfaction
Poongavanam (2012) explains that India’s labour force exhibits extremes ranging from
highly educated scientists, technicians and engineers, capable of working anywhere in the
Vijaya Banu and Ashifa (2011) throws light on welfare measures followed in Public
Sector Transport Corporation. This study analyses the various dimensions of labour welfare
measures that are perceived to the labours. It highlights the perception and levels of satisfaction
of the labours regarding the various welfare measures and the methods to improve the welfare
Jorge Soares (2010) has studied the bias of actually fair measures commonly used to
evaluate the impact of a social security system on the well-being of individuals. He has
investigated how the magnitude of this bias is affected by different features of a pay-as-you-go
social security system. Social security affects an individual’s welfare in ways other than
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through its direct effect on lifetime income. It influences labour and savings decisions and
hence factor prices affect labour income and the return to savings. Although social security can
provide insurance against risk, it can also push borrowing constrained individuals further away
from their optimal consumption paths. The result shows that by ignoring these features, fair
measures can grossly misevaluate the impact of social security on the well-being of an
individual.
Karl Aiginger (2009) reassessed the relative impact of labour market regulation on
economic performance. Inflexible labour markets combined with high welfare costs are often
thought to be the main cause of low growth in Europe. The main result is that regulation impacts
on growth, the impact of regulatory change is, however, less easy to demonstrate.
The impact of macro-economic policy can be demonstrated first by the more growth
oriented monetary and fiscal policy in the US and the success of some European countries in
bringing private and public costs in line with productivity and tax revenues. However, boosting
investment into future growth by encouraging research, education and technology diffusion
Jayadevadas (2008) based on his study of coir workers, suggested that the model before
the trade unions in Kerala was that of modern industrial employment characterized by high
wage rates, stable employment, fair working conditions, non-wage benefits, and long-term
economic security.
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1.10 CHAPTER SCHEME:
CHAPTER I:
The First chapter deals with Introduction, Meaning and Definition, Scope, Need and
CHAPTER II:
The Second chapter deals with Company Profile of Bharat Heavy Electricals Limited.
CHAPTER III:
The Third chapter deals with The Overview of Labour Welfare Measures.
CHAPTER IV:
The Fourth chapter deals with Analysis, Interpretation and testing of hypothesis
CHAPTER V:
The Fifth chapter deals with Findings identified by the Researcher, Suggestions for
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COMPANY PROFILE
BHEL has been the bedrock of India's Heavy Electrical Equipment industry since its
incorporation in 1964. BHEL is India’s largest engineering and manufacturing company of its
and servicing of a wide range of products and services for the core sectors of the economy, viz.
Power, Transmission, Industry, Transportation, Renewable Energy, Oil & Gas and Defence.
The company has been earning profits continuously since 1971-72 and paying dividends since
1976-77. In recognition of its consistent high performance, BHEL has been conferred with
‘Maharatna' status by Government of India on1st February, 2013. It is now one among the
Established more than 40 years ago, BHEL is the largest engineering and manufacturing
enterprise of India in the energy & infrastructure related sectors. BHEL is amongst world's
rarest few who have the capability to manufacture entire range of power plant equipment. Since
its inception, BHEL is maintaining a consistent track record of growth, performance and
profitability.
The company has grown in stature over the years with continued inflow of orders,
domestic and international markets as a major supplier of power plant equipment’s besides
railways.
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Bharat Heavy Electricals Ltd. (BHEL) is the largest engineering and manufacturing
enterprises of its kind in India and is one of the leading international companies in the field of
The first plant of BHEL, set up at Bhopal in 1956, signalled the dawn of the Heavy
Electrical Industry in India. In the sixties, three more major plants were set up at Haridwar,
Hyderabad and Tiruchirappalli that form the core of the diversified product range, systems and
services that BHEL offers today. BHEL’s range of services extends from project feasibility
The company has 14 manufacturing units, 4 power sector regions, 8 service centres and 15
regional offices, besides project sites spread all over India and abroad. BHEL has a well-
recognized track record of performance, making profits continuously since 1971-72 and paying
dividends since1976-77.
Bharat Heavy Electricals Limited (BHEL) was conceived with a vision to make India
self-reliant in the manufacture of power plant equipment and to change the face of industrial
development in India. Today, BHEL is the largest engineering enterprise of its kind in India
BHEL has already attained ISO 9000 certification for quality management and all the
manufacturing units divisions have been upgraded to the latest ISO 9001-2000 version. Also
has secured ISO 14001 certification for environmental management systems & OHSAS –
18001 certification for occupational health and safety management systems for all its
BHEL manufactures over 180 products under 30 major product groups and caters
to core sectors of the Indian Economy viz., Power Generation & Transmission, Industry,
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The wide network of BHEL's 14 manufacturing divisions, four Power Sector regional
centres, over 100 project sites, eight service centres and 18 regional offices, enables the Company
to promptly serve its customers and provide them with suitable products, systems and services
The high level of quality & reliability of its products is due to the emphasis on design,
engineering and manufacturing to international standards by acquiring and adapting some of the
best technologies from leading companies in the world, together with technologies developed in
services for core sectors including power generation, transmission and distribution; transportation;
and oil and gas as well as the supply of non-conventional energy systems.
BHEL provides customers worldwide with complete Custom- designed Boiler Island
Solutions for power and process steam generation covering design, engineering, manufacture,
erection and commissioning of boilers, boiler house auxiliaries and all associated systems and sub-
systems. In addition to Concept-to- Commissioning expertise for all types of steam generators.
Desalination Plants
Gas Generator
Hydro Generator
AC Motors
Transformer
Switchgear
Wind Mill
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PRODUCT OF HIGH PRESSURE BOILER PLANT
Fossil Boilers
Steam Generators
Pressure Vessels
Heat Exchangers
Studded Tubes
Soot Blowers
Gravimetric Feeders
Valves
Rifled Tubes
Studded Tubes
Serrated Tube
2.4 EXPANSION:
The company has realised the capability to deliver 15,000 MW p.a. power equipment
capacities and the further expansion program is underway to reach 20,000 MW p.a by 2012.
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BHEL caters to core sectors of the Indian Economy viz., Power Generation and Transmission,
Industry, Transportation, Renewable Energy, Defence, etc. The wide network of BHEL's 15
manufacturing divisions, 2 repair units, 4 power sector regions, 8 service centres, 15 regional
offices, 2 subsidiaries and a large number of Project Sites spread all over India and abroad enables
the company to provide most suitable products, systems and services-efficiently and at
competitive prices.
The company has entered into a number of strategic joint ventures in supercritical coal
fired power plants to leverage equipment sales besides living up to the commitment for green
energy initiatives. BHEL offers over 180 products and provides systems and services to meet the
BHEL has the unique advantage of world class, state-of-the-art manufacturing facilities
for the entire gamut of components and systems for the boiler island including boilers, auxiliaries
such as fans, air pre-heaters and electrostatic precipitators, piping and piping systems, valves,
BHEL is supplying onshore drilling rig equipment viz. Draw works, Rotary-table,
Travelling block, Swivel, Mast and Sub structure, Mud systems and Rig electrics, Well
heads & X-Mas tree valves up to 10,000 psi rating for onshore as well as offshore
political turmoil in the Arab world has adversely affected the business prospects of BHEL's
traditional markets. In spite of such situation, BHEL was able to sustain its exports
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The company is poised to maintain its references in the overseas market
encompassing almost the entire range of products and services, covering Thermal, Hydro
and Gas-based turnkey power projects, Substation projects, Rehabilitation projects, besides
The company has been successful in meeting the requirements of international markets in
BHEL has proved its capability to undertake projects on fast-track basis. Continued
focus on After-Sales-Services led to orders for Spares & Services from UAE, Bangladesh,
Nepal, France, Sri Lanka, Kazakhstan, Iraq, New Zealand, Malta, Thailand, Yemen and
Libya. Besides undertaking turnkey projects on its own, BHEL also possesses the requisite
flexibility to interface and complement other international companies for large projects,
and has also exhibited adaptability by manufacturing and supplying intermediate product.
The company has been successful in meeting the requirements of international markets in
Continued focus on After-Sales Services led to orders for Spares & Services from
Indonesia, Bhutan, Oman, Malaysia, Bangladesh, Vietnam, Srilanka, Saudi Arabia and
BHEL also possesses the requisite flexibility to interface and complement other
international companies for large projects, and has exhibited adaptability by manufacturing
and supplying intermediate products. As a part of its aim to expand offerings through
strategic tie-up in International arena, an MOU has been signed with the Ministry of Energy
and Industry, Tajikistan for setting up of two Hydro Power Projects (2x50 MW) on
customers who can bring long-lasting value to the company, Enterprise Framework
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Agreement (EFA) has been signed with Shell for the supply of Gas Turbine Generator
The company is firmly perched to expand its vista by taking a number of strategic
living things to work effectively together. Sound organization can contribute greatly to the
continuity and success of the enterprise. Organization is more than a chart – it is the
mechanism through which management directs co-ordinates and controls the business. It
is, indeed, the foundation of management. If the organization plan is ill designed, if it is
If, on the other hand, it is logical, clear cut and streamlined to meet present day
requirements, then the first requisite of sound management has been achieved. Moreover,
the sound organization facilitates administration of the company and its parts, encourages
growth and diversification and helps to improve the operation of the business as a whole.
The following sector presents institutional background of BHEL. Today, BHEL Hyderabad
is an integral part of the industrial scene in India. And catch to the needs of industries viz.,
Rayon’s etc., The following table explains the growing investment and production turnover
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2.6 VISION, MISSION AND VALUES:
VISION
MISSION
through Quality Products, Systems & Services in the fields of Energy, Industry, Transportation,
VALUES
2.7 AWARDS:
Bharat Heavy Electricals Limited (BHEL) has been ranked the Ninth Most
in 2011
BHEL wins ICWAI National Awards for Excellence in Cost Management for the
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BHEL's Innovativeness gets Global Recognition; Forbes ranks BHEL at No.9 in
BHEL gets Golden Peacock Award 2011 for Occupational Health and Safety.
2010– BHEL bags EEPC's Top Export Award for the 20th consecutive year.
BHEL wins MOU Excellence Award for the year 2006–07 for the highest growth
Supplied over 25,000 Motors with Drive Control System to Power projects,
Supplied Traction electrics and AC/DC locos to power over 12,000 kms Railway
network.
Supplied over one million Valves to Power Plants and other Industries.
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Rajiv Gandhi Quality Award: 2000–01
International Asia Pacific Quality Award (IAPQA) – 2005 BHEL wins MOU
Excellence Award for the year 2006–07 for the highest growth rate in Market
Capitalization
The company won the prestigious ‘Golden Peacock Award for Occupational Health &
Safety 2011’ for significant achievements in the field of Occupational Health & Safety.
In the year 2011, it was ranked ninth most innovative company in the world by
BHEL received two awards in CII-ITC Sustainability Awards 2012 from the
President of India.
In 2014, BHEL won ICAI National Award for Excellence in Cost Management
BHEL received the National Intellectual Property Award 2014 and WIPO Award
The company bagged PSE Excellence Award 2014 for R&D & Technology
Development.
CBIP.
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BHEL wins India Pride Award 2015-16 for Excellence in Heavy Industries.
Swaraj and the Union Minister of Water Resources, River Development and
project in Afghanistan.
company based in New Delhi, India. The BHEL Test-Pattern and Selection Procedure is
as follows: Company conduct recruitment process every year to select new candidates.
It can also select candidates through GATE Exam. The selection process consist of Three
Rounds as follows:
Written Exam
Technical Interview
HR Interview.
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2.12 MAN POWER STATUS:
E1 to E4 834 23 37 81 36 0 1011
Executives
E5 to E9 463 23 16 46 14 0 562
ETs E0 0 0 0 0 0 0 0
Supervisors SIV to
99 5 0 7 0 0 111
SVIII
Supervisor Trainees S0 0 0 0 0 0 0 0
AVII to
460 54 2 3 19 0 538
AXII
Workers
B1 to BVI 212 1 28 3 4 4 252
BVII to
107 5 0 16 2 0 130
BXII
Temporary Employee
TEA 0 0 0 0 0 0 0
Artisans
Junior Executives JE 0 0 0 0 0 0 0
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CHAPTER-III
Introduction:
development of community and society depends only on the development of labours. The
importance of labour welfare work is beyond the stage of debate and is recognized as an integral
part of industrial tradition in all industrially advanced countries. Labour welfare is a vital part
of business organisation and management now-a-days attaches more important to human angle.
It increases the productivity, as well as productive efficiency of the workers and induces in
them a new spirit of self-realization and consciousness. The labour welfare scheme may be
The term welfare suggests any ideas, meanings and connotations, such as the state of
well-being, health, happiness, prosperity and the development of human resources. The
concept of welfare can be approached from various angles. Welfare has been described as a
total concept. It is a desirable state of existence involving physical, mental, moral and
emotional well-being. All these four elements together constitute the structure of welfare on
which its totality is based. The social concept of welfare implies the welfare of man, his family
and his community. There is interconnection of these three aspects, in the sense that all the
each serving as ends and means. Welfare is called a relative concept, for it is related to time
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As welfare is growing and dynamic, the welfare potential changes, as a result of which
its content keeps on varying and has to keep pace with the changing times. Also, the
characteristics of welfare vary, for it depends largely on the development of a nation in all
fields. Its meaning and components, therefore, differ from country to country and from place
to place. Welfare is also a positive concept. In order to establish a minimum level of welfare,
it demands certain minimum acceptable conditions of existence, biologically and socially. This
positive nature calls for the setting-up of the minimum desirable standards necessary for certain
components of welfare, such as health, food, clothing, housing, medical assistance, insurance,
education, recreation, job security, and so on. Thus it has to specify the starting point for
building levels of welfare. However, labour welfare has both positive and negative sides
associated to it. On the positive side, it deals with the provision of opportunities which enable
the worker and his family to lead a good life, socially and personally, as well as help him adjust
to social transition in his work like, family life and social life. On the negative side, it functions
in order to neutralize the baneful effects of large scale industrialisation and provides a
counterbalance to the undesirable social consequences and labour problems which have
evolved in the process of this transition. The word labour means any productive activity. In a
broader sense, therefore, the physical, social, psychological and general well-being of the
working population. Welfare work in any industry aims, or should aim at improving the
The concept of labour welfare, however, is flexible, elastic and differs from time to
time, region to region, industry to industry and country to country, depending upon the value
system, level of education, social customs, degree of industrialization and the general standard
country. Further, it depends upon the kinds of problems with which society is confronted as
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age-group, sex, socio cultural background, marital status, economic status and educational level
of the employees in various industries. This nature of the concept of labour welfare makes it
very difficult for us to give a precise, all-inclusive single definition of the phrase.
The concept of labour welfare originated in the desire for a humanitarian approach to
the sufferings of the working class. Later, it became a utilization philosophy which worked as
a motivating force for labour and for those who were interested in it.
Labour welfare has been defined in various ways, though unfortunately no single
The Oxford Dictionary defines labour welfare as “efforts to make life worth living of
worker” Another definition implies that welfare is fundamentally an attitude of mind on the
part of management, influencing the method by which management activities are undertaken.
The emphasis obviously is on the “Attitude of mind”. In the Encyclopaedia of Social Sciences
welfare is defined as “the voluntary efforts of the employers to establish within the existing
industrial system, working and sometimes living and cultural conditions of the employees
beyond what is required by law, the customers of the industry and the conditions of the market.
Yet another definition is “Anything done for the comfort and improvement, intellectual and
social, of the employees over and above the wages paid, which is not a necessity of the
industry.” Labour welfare is also understood to mean “such services, facilities and amenities,
which may be established in, or in the vicinity of, undertakings to enable persons employed
therein to perform their work in healthy and congenial surroundings and to provide them with
amenities conducive to good health and good morals.” Some prefer to include under welfare
activities, “anything done for the intellectual, physical, moral and economic betterment of the
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agencies, over and above what is laid down by law or what is normally expected as part of the
It is for the “benefit of their employees over and above the minimum standard of
working conditions fixed by the Factories Act and over and above the provision of social
legislation providing against accident, old age, unemployment and sickness.” Labour welfare
is nothing but “such services, facilities and amen ities as adequate canteens, rest and recreation
facilities, sanitary and medical facilities, arrangements for travel to an from work and for the
accommodation of the workers employed at a distance from their homes, and such other
improvement in the conditions under which workers are employed.” Here, it may be pointed
out that “social security is considered to be one of the important aspects of labour welfare”.
These services are “rendered to workers and their families by an industrial enterprise with the
purpose of raising their moral, material, social and cultural levels and so that they may adjust
to better life.”
The whole field of welfare is said to be one “in which much can be done to combat the
sense of frustration of the industrial workers, to relieve them of personal and family worries,
to improve their health, to afford them means of self-expression, to offer them some sphere in
which they can excel others, and to help them to a wider conception of life.”
Thus, it would appear as if “a series of sharply divergent opinions exist on the motives
A significant definition describes labour welfare work as “the voluntary effort of the
employer to improve the living and working conditions of his employees; the underlying
assumption, of course, being that ‘the first essentials to the welfare of the employees are steady
work, a fair wage and reasonable hours of labour.’ That the employer has a further obligation
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and should not attempt to substitute welfare work for better wages and shorter hours is clear
from its added pronouncement that the spirit of the age has thrown upon the employers, duties
involving a proper regard for the comfort, health, safety and well-being of the employees”.
bearing a some-what different interpretation in one country from another, according to different
social circumstances, the degree of industrialization and the educational development of the
worker.”
comprehensive. There is no precise, definite outline or demarcation in this subject. More often
that many of them give rise to ambiguity and overlap in certain areas of action. However, what
is definite is that labour welfare promotes the well-being of workers in a variety of ways. Any
kind of voluntary service will come under the purview of labour welfare if it aims at helping
the worker to work better and in more congenial surroundings, and also to live better in a more
It has to be noted that, in one respect, welfare work is fundamentally distinct from social
work. The latter “implies no relation between employer and employee, but rather suggest the
activities of a state department or a volunteer organisation.” Social work reaches the entire
society, whereas labour welfare work, which is mostly the work of an employer, provides
coverage only for industrial society. Social work offers advice and assistance in the solution of
individual or family problems. Labour welfare work aims at solving the problems related to
adjustment and corresponding activities. However, though labour welfare is not entirely social
work, it is a resultant area of the latter and make use of the scientific techniques and body of
knowledge which have been evolved in the science of social work, particularly in the solution
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of various problems where the human factor plays a predominant role. Labour welfare thus
becomes a specialized branch of social work, offering assistance to a special group of people
Seven theories, constituting the conceptual framework of labour welfare, have so far
1. The Policy theory of Labour Welfare: This is based on the contention that a minimum
standard of welfare is necessary for labourers. Here, assumption is that without compulsion,
periodical supervision and fear of the punishment, employers will not provide even the
minimum welfare facilities for workers. Apparently, this theory assumes that man is selfish
and self-centred, and always tries to achieve his own ends, even at the cost of the welfare of
others. In this theory, the emphasis is unfortunately on fear and not on the spirit of welfare
2. The Religious Theory: This is based on the concept that man is essentially “a religious
animal”. Even today, many acts of man are related to religious sentiments and beliefs. These
expectation of future benefit, either in this life or in eternal life. The religious basis of welfare,
3. Philanthropic Theory: This theory is based on man’s love for mankind. “In Greek, Philos
means loving and anthropes means man.” So instinctive urge by which he strives to remove
the suffering of others and promote their well-being. This drive may be a rather powerful one
and may impel him to perform noble sacrifices. This theory thus depends largely on man’s love
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4. Trusteeship Theory: This is also called the paternalistic Theory of Labour Welfare,
according to which “the industrialist or employer holds the total industrial estate, properties,
and profits accruing from them in trust”. In other words, he uses it for himself, for the benefit
of his workers, and also for society. Here, too, labour welfare depends on the initiative of the
top management, since it has no legal sanction, its value is related to the moral conscience of
the industrialist.
5. The Placing Theory: This theory is based on the fact that labour groups are becoming
demanding and militant, and are more conscious of their rights and privileges than ever before.
Their demand for higher wages and better standards cannot be ignored. Psychologically, this
theory is unsound, though it has often been acted upon to secure the workers co-operation.
6. Public Relations Theory: This theory provides the basis for an atmosphere of goodwill
between labour and management and also between management and the public. Labour welfare
programmes, under this theory, work as a sort of an advertisement and help an industrialist to
build up good and healthy public relations. Here welfare may tend to become a publicity stunt.
7. The Functional Theory: This is also called the Efficiency Theory. Here welfare work is
used as a means to secure, preserve and develop the efficiency and productivity of labour. It
is obvious that if an employer takes good care of his workers, they will tend to become more
efficient and will thereby step up production. This theory is a reflection of contemporary
support for labour welfare. It can work well if both the parties have an identical aim in views
Labour welfare is dependent on certain basic principles, which must be kept in mind
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Underlying rules of Labour welfare are explained under the following points:The labour
welfare activities should pervade the entire hierarchy of an organisation. Management should
The employer should not bargain labour welfare as a substitute for wages or monetary
incentives. In other words, the workers have a right to adequate wages in addition to
welfare measures.
The employer should look after the welfare of his employees as a matter of social
obligation. The Constitution of India, in its Directive Principles of State Policy, also
Labour Welfare must aim at helping employees to help themselves in the long run. This
principle of self-help will enable them to become more responsible and more efficient.
There should be proper co-ordination, harmony and integration of all labour welfare
services in an undertaking.
The management should ensure co-operation and active participation of unions and
Labour welfare activity in India was largely influenced by humanitarian principles and
legislation. During the early period of industrial development, efforts towards workers’ welfare
was made largely by social workers, philanthropists and other religious leaders, mostly on
humanitarian grounds.
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Before the introduction of welfare and other legislation in India, the conditions of
labour were miserable. Exploitation of child labour, long hours of work, bad sanitation, and
1. Before Independence:
The earliest legislative approach could be traced back to the passing of the Apprentices
Act of 1850. This Act was enacted with the objective of helping poor and orphaned children
to learn various trades and crafts. The next Act was the Fatal Accidents Act of 1853 which
aimed at providing compensation to the families of workmen who lost their life as a result of
“actionable wrong”. Then came the Merchants Shipping Act of 1859, which regulated the
employment of seamen and proved for their health, accommodation, and necessary articles of
personal use. The deplorable conditions in which labour worked in the textile mills in Bombay
during those days, as testified by the Factory Commission of 1875 was the immediate cause
for the passing of the Act. The Act applied to factories employing not less than 100 persons
and using power. Under this Act, the employment of children below the age of 7 years was
prohibited, while those between 7 and 12 years were not to work for more than 9 hours a day.
An hour’s daily rest and 4 holidays in a month were prescribed for children. Adult labour,
however, was not protected in any manner. It was found inadequate in many respects. Anyhow;
it recognized the right of the government to safeguard the interests of the workers by means of
suitable legislation. The movement to improve the working conditions of Indian labour started
with the passing of the first Indian Factories act in 1881. Earlier attempts at legislation in this
The Mulock Commission was appointed by the Government of Bombay Mill Hands
Association brought the workmen together on two different occasions in 1884 and presented
33
on their behalf a charter of demands to the Commission. Under pressure from labour, the
Bombay Mill Owners’ Association conceded the demand for a weekly holiday.
The Factories (Amendment) Act, 1891 was passed as a result of the recommendations
of the Bombay Factory Commission of 1884 and the Factory Labour Commission of 1890. It
applied to all factories employing 50 persons or more. The lower and upper age limits for
children were raised to 9 and 14 respectively and their hours of work were limited to 7 hours.
Women were followed to work for 11 hours in a day with one and a half hours’ rest. Provisions
relating to better ventilation, cleanliness and for preventing overcrowding in factories were also
made. In the meanwhile, voluntary action in the field of labour welfare also made considerable
progress. Group efforts came to the forefront. The Amalgamated Society of Railway Servants
of India and Burma (1897) started a number of friendly benefit schemes. The Printers Union,
Calcutta (1905) and the Bombay Postal Union (1907), introduced mutual insurance schemes,
night schools, educational stipends, unreal allowances, and so on. The Government of India
appointed a Commission in 1907 to study the working conditions of labour in industry and
make recommendations. A more comprehensive Act was introduced in 1911 on the basis of
the recommendations of this Commission. The Indian Factories Act of 1911 was made
applicable also to seasonal factories working for less than 4 months in a year. The hours of
work for children were reduced to 6 per day. The hours of work of an adult male worker were
specified for the first time to 12 hours a day. Certain provisions were also made for the health
In 1910, the Kamgar Hitvardhak Sabha was established which helped the workers in
various ways. The outbreak of the First World War in 1914 led to a number of new
government and society towards labour. During the war years (1914-18) the number of
34
factories and the number of persons employed therein increased. Wages did not keep pace with
The working class became more conscious as a result of the general unrest following
the war. The establishment of the International Labour Organisation in 1919 was another
important landmark in the history of labour welfare movement in our country. The ILO
declared that universal peace can be established only if it is based upon social justice. The
formation of AITUC (1920), the first central trade union organisation in our country, also
As a result of all these developments, the importance of labour in economic and social
reconstruction of the world was recognized. All these factors created the background for a new
factory law. Following industrial unrest in 1919 and 1920, the Government of India passed the
Indian Factories (Amendment) Act, 1922 which was made applicable to all the factories using
power and employing not less than 20 persons. Children below 12 years of age were not to
work in factories and those between the years of 12 and 14 were not to work for more than 6
hours a day. Children and women were not to be employed between 7.00 pm and 5.30 a.m.
The hours of work for adults were limited to 60 in a week, and 11 in a day. Factory inspection
was improved by the appointment of full time factory inspectors possessing technical
qualifications.
The Royal Commission on Labour under the chairmanship of J.H Whitley was
appointed in 1929 to enquire into and report on the existing conditions of labour in industrial
undertakings, plantations, mines, and so on. The Commission made an in-depth survey of
different aspects of health, efficiency, welfare, standard of living, conditions of work and
relations between employers and employees and submitted its monumental report on March
35
wages in time, minimum wages, need for health insurance for industrial workers, and
this Commission were accepted by the government and they constituted the powerful influence
Apart from amending and consolidating all the previous enactments, the Factories Act
1934 introduced a number of prominent changes. It drew a distinction between perennial and
seasonal factories. The hours of work for children between 12 and 15 were reduced from 6 to
5 per day, while those for women from 11 to 10 in all kinds of factories. The Act also made
provision for the improvement of working conditions within a factory. For the first time in
factories legislation, welfares measures were also thought of and provision was made to
A number of committees also were set up by the provincial governments to enquire into
the working conditions of labour including the provisions of housing facilities. Some of these
committees were: Bombay Textile Labour Enquiry Committee (1937), the Kanpur Labour
Enquiry Committee (1937), the Central Provinces Textile Labour Enquiry Committee (1938)
and the Bihar Labour Enquiry Committee (1938). These Committees conducted detailed
investigations regarding housing facilities available in various industries and drew pointed
industrial workers.
Another milestone in the field of labour welfare was reached with the appointment of
Labour Investigation Committee (Rege Committee) in 1944. The Committee was asked to
investigate the problems relating to wages and earnings, employment, housing and social
conditions of workers. The Committee went into details of the working conditions, including
welfare measures available for workers employed in a large number of industries. The
36
Committee covered different areas in labour welfare such as housing policy, rest and recreation,
occupational diseases, relief in the case of old age and death, crèches, canteens, medical aid,
washing and bathing facilities, educational facilities, and so on. For the first time in India, this
Committee highlighted the importance of welfare measures for workers in improving their
social and economic life. It also emphasized the need for strengthening the enforcement
In May 1944, the grand Charter of Labour, popularly known as the ‘Declaration of
Philadelphia’, was adopted by the member states of the ILO. Amongst its aims and objects, the
Declaration said that labour is not a commodity and that it is entitled to a fair deal as an active
World War brought about far-reaching consequences in all fields of activities. The need for
sustained and increased production gave a fillip to Indian industry. The number of factories
and factory employees increased enormously. The government took the initiative and actively
promoted various welfare activities among the industrial employees. A number of legislations
2. After Independence.
After independence, the labour welfare movement acquired new dimensions. It was
realized that labour welfare had a positive role to play in increasing productivity and reducing
industrial tensions. The State began to realize its social responsibilities towards weaker
sections of the society. The emergence of different central trade union organisations like
INTUC (1947), HMS (1948), UTUC (1949), BMS (1955), CITU (1970), NLO (1969) gave a
further fillip to the growth of labour welfare movement. Mainly on the basis of the
recommendations of the Rege Committee, the Government of India enacted the Factories Act,
1948. To draft this important piece of legislation, the services of Sir Wilfred Garrett were
37
utilized. He drafted the legislation in detail using his wide experience of Factories’ Law. The
Factories Act of 1948 came into effect from 1st April, 1949. It is a comprehensive piece of
legislation. The Act applies to all establishments employing 10 or more workers where power
is used and 20 or more workers where power is not used and where a manufacturing processes
being carried on. However, Section 85 of the Act empowers the state governments to extend
all or any provisions of the Act to any premise. It contains many important provision regarding
health, safety, welfare, employment of young persons and children, hours of work for adults
and children, holidays, and leave with wages. The responsibility of administration of the Act
rests with the State Government who administers it through their own Factory Inspectorate.
The compliance with the provisions of the Act wholly rests on the occupier of the factory,
though certain obligations were also imposed on workers. The Directorate General of Factory
Advice Service and Labour Institute coordinate the work of enforcement of the Factories Act
throughout the country, frame Model Rules and suggest amendments to the Act and the Rules
in consultation with the State Chief Inspectors of Factories. The Constitution of India framed
a list of Fundamental Rights and Directive Principles of State Policy for the achievement of a
social order based on Justice, Liberty, Equality and Fraternity. It is stated in the chapter
embodying the Directive principles that “the State, shall strive to promote the welfare of the
people by ensuring and protecting as effectively as it may a social order in which justice, social,
economic and political, shall inform all the institutions of national life”.
Governments. Since it aims to achieve the welfare of public at large in a labour abundant
country. So the concept got importance in various five year plans of the government. The
First Five Year Plan (1951-56) paid considerable attention to the welfare of the working
classes. It laid emphasis on the development of welfare facilities, for avoidance of industrial
38
disputes and for creating mutual goodwill and understanding. During this period the Plantations
Labour Act, 1951, the Mines Act, 1952 and the Employees’ Provident Fund Act, 1952, were
enacted. A subsidized housing scheme for industrial workers was evolved in 1952. The state
governments passed various laws regarding housing for industrial labour, E.g, the Bombay
During the Second Five Year Plan (1956-61) the importance of better working
conditions had been progressively recognized. Greater stress was laid on the creation of an
industrial democracy. The second Five Year Plan saw further developments in the field of
labour welfare. New enactments were made to cover seamen and motor transport workers.
The coverage of the Employees’ State Insurance Scheme was also extended ringing to more
workers. A comprehensive Scheme known as Dock Workers (Safety, Health and Welfare) was
drawn up in 1961. In 1959, the Government of Assam passed an Act called the Assam Tea
Plantations Employees’ Welfare Fund Act. In April 1956, a new Plantation Labour Housing
Scheme was evolved which envisages a certain amount of loan for construction of house for
workers. Various states enacted legislation to regulate the working conditions in shops and
establishments. The Second Five year Plan period also saw a number of enactments in the field
The Third Five Year Plan (1961-66) stresses the need for more effective
working conditions and emphasized greater productivity and more efficiency on the part of
workers. It called upon the state governments to strengthen the factory inspectorates for
effective implementation of various labour enactments. The plan also recommended setting
up of co-operative credit societies and consumers stores for industrial workers, and emphasized
the role of trade unions and voluntary organisations in administering such co-operatives. Some
of the legislative measures during this period include the Maternity Benefit Act, 1961,
39
Apprentices Act, 1961, Iron-Ore Mines Labour Welfare Cess Act, 1961 and Payment of Bonus
Act, 1965, some of the state governments have also passed labour welfare fund enactments.
The Fourth Five Year Plan (1969-74) provided for the expansion of the Employees
State Insurance Scheme to cover medical facilities to the families or insured persons, and to
cover shops and commercial establishments in selected centres. During the Fourth Plan period,
the Contract Labour (Regulation and Abolition) Act, 1970, the Payment of Gratuity Act, 1972
and the Employees Family Pension Scheme 1971 were passed. The plan directed the
programmes for welfare centres, holiday homes, and recreational centres should be included
under the state plan and stress be laid on strengthening labour administration machinery for
effective enforcement of labour laws. For labour welfare programmes, a provision of Rs.37.11
The fifth five year plan (1974-79) also laid down programmes for labour welfare. For
promoting industrial safety in increasing measure, the Plan provided for setting up of safety
cells in various states. An amount of Rs.57crores was provided for labour welfare including
In the Sixth Plan (1980-85) according to the Planning Commission, “the thrust of the
legislative enactment and in extending the coverage of the Employees State Insurance Scheme,
the Employees Provident Fund and Family Pension Scheme; Special Programmes would also
need to be undertaken by the state governments for the benefit of agricultural labour, artisans,
handloom weavers, fishermen, leather workers and other unorganized workers in the rural and
urban areas.”
In the Seventh Five Year Plan (1985-90) emphasis was given on labour welfare,
improvement in working and living conditions of unorganized labour-not only in rural areas
40
but also in the urban areas. According to the Plan, “effective implementation of the existing
legislation would greatly improve matters for the unorganized urban workers. Efforts would
be made not only to train and upgrade the skills of the workers but also to educate them and
make them aware of the programmatic and legislative provisions available for them. Genuine
and effective voluntary organisations would be involved in the process of organizing and in
The plan laid down certain major tasks for women labour. These are:-
To ensure that in all asset endowment programmes, women have rights over asset and
resources.
To properly diversify vocational training facilities of women to suit their varied need
and skills.
To improve and enlarge the scope of the existing legislation for women workers.
The Eight Five Year Plan (1992-97) laid stress on strategic improvement in the quality of
labour, productivity, skills and working conditions and provision of welfare and social security
measures, especially of those working in the unorganized sector for quantitative and qualitative
41
The Ninth Five year Plan (1997-2002), the planning process attempts to create conditions
for improvement in labour productivity and for provision of social security to supplement the
The objective of Tenth Plan (2002-2007) was to increase the coverage of the labour market
institutions. The present infrastructure for improving labour productivity and for ensuring the
welfare of workers covers only a very small segment of the labour force. The essential
condition for this is the provision of gainful employment to the entire labour force. The
planning process supports the attainment of economic and social objectives in the labour sector
through a set of strategies. Appropriate conditions at work are ensured by measures taken to
promote safety at the workplace and minimizing occupational hazards. A reasonable return on
labour is facilitated by labour laws that regulate payment of wages and provision of social
security to workers. because number of jobs in the public sector (which has a three-fourth share
in organised sector jobs) has reduced and employment elasticity in the private sector has
decreased significantly.
Since a developing country like India is still going through the process of economic
development, it is of great consequence and somewhat easier for her to counteract effectively
the harmful effects of the Industrial Revolution which have adversely affected the people all
over the world. The need for labour welfare was strongly felt by the Committee of the Royal
industrial work among factory workers and also the harsh treatment they received from
employers. This need was emphasized by the Constitution of India in the Chapter on the
42
Article 41:- The State shall within the limits of its economic capacity and development, make
effective provision for securing the right to work, to education and to public assistance in cases
of unemployment, old-age, sickness and disablement, and in other cases, of undeserved want.
Article 42:- The State shall make provision of securing just and humane conditions of work
Article 43:- The state shall endeavour to secure, by suitable legislation or economic
organisation or in any other way, to all workers, agricultural industrial or otherwise, work, a
living wage, conditions of work ensuring a decent standard of life and full employment of
leisure and social and cultural opportunities, and in particular, the state shall endeavour to
The need for labour welfare in all sectors is clearly enunciated in the Directive
Principles of State Policy. Industrial workers today constitute functionally a very significant
and vulnerable element; they also contribute substantially to the nation’s economy. But if we
make an overall survey of the living and working conditions of these industrial workers, the
need for, and the necessity of welfare services have become necessary to “counteract the
handicaps to which the workers are employed, both in their work-life and folk-life, and to
provide opportunities and facilities for a harmonious development to the workers personalities”
In their work-life, workers have to put in long hours of work in unhealthy surroundings.
The drudgery of factory work continues to have an adverse effect on them even after they knock
off for the day. They are also far from their village community. As most of them have migrated
from rural areas, they are thrown into an uncongenial environment which is also strange to
them. As a result they fall a prey to alcoholism, gambling and other vices, which demoralize
them and sometimes completely ruin them. The high rate of labour absenteeism in Indian
43
industries is indicative of the lack of commitment on the part of workers, for they want to
escape from their environment whenever possible. This absenteeism can be reduced by the
provision of good housing, family care, or canteens where healthy; balanced diet is made
Good educational and training facilities for workers are also very necessary in Indian
industries because of the high rate of illiteracy and lack of proper educational background
among them. These facilities would also help in decreasing the number of industrial accidents,
increasing the worker’ efficiency and their sense of commitment, and made it possible for them
not to be exploited by moneylenders. The close association between efficiency and welfare
has been recognized and discussed at various conferences, such as the Indian labour
Conference, and in the meetings of the National Productivity Council, Sports, entertainment
and other recreational facilities help workers to develop their health and personality, and enable
them to feel that the state and their employers are interested in their welfare. These also would
Family planning, child-welfare facilities and maternity care assist workers in a variety of ways.
They reduce infant mortality, improve the health of the spouse and keep the family size to the
required minimum. They also reduce the worker’s anxiety and absenteeism because of
sickness in the family. These welfare programmes are indispensable in Indian conditions.
In these and many other ways labour welfare has an important, positive and dynamic part to
play in the industrial economy, particularly in developing countries where, paradoxically, sub-
development undertake in a planned way. The provision for suitable labour welfare facilities
designed to meet the needs of migrant workers can help them settle down more easily in their
new working and living environment. A proper organisation and administration of welfare
44
facilities can play a vital role in promoting better working conditions and living standards for
industrial workers and also increasing their productivity, especially in developing countries. It
is obvious, however, that the scope of labour welfare would depend on the kind of labour
problems in existence and on the types of welfare services which are needed in different
situations.
Labour welfare, by its very nature, “must necessarily be elastic; bearing a somewhat
different interpretation in one country from another, according to the different social customs,
the degree of industrialisation and the educational development of the worker” limits, therefore,
cannot be rigidly laid down for the scope of labour welfare for all industries and for all times.
They have to be elastic and flexible enough to suit the existing conditions of the workers, and
to include all the essential prerequisites of life, and the minimum basis amenities. Our
Constitution, in its Directive Principles of State Policy, refers generally to “the promotion of
the welfare of the people.” In its specific application to the working class, the necessity of
“securing just and humane conditions of work” for them has been highlighted; but what these
conditions actually imply cannot be specified in rigid terms for all times. In the Report of the
Committee on Labour Welfare, 1969, the scope of labour welfare covered “such services,
facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and medical
facilities, arrangements for travel to and from work, for the accommodation of workers
employed at a distance from their homes, and such other services, amenities, and facilities,
including social security measures, as contribute to improvement of the conditions under which
workers are employed.” While offering its own interpretation of the meaning of the scope of
welfare, the International Labour Organisation (ILO) observes: “The term is one which lends
45
itself to various interpretations, and it has not always the same significance in different
countries. Sometimes, the concept is a very wide one and it is more or less synonymous with
conditions of work as a whole. It may include not only the minimum standard of hygiene and
safety laid down in general labour legislation, but also such aspects of working life as social
insurance schemes, measure for the protection of women and young workers , limitation of
hours of work, paid vacations, etc. In other cases, the definition is much more limited, and
welfare, in addition to general physical working conditions, is mainly concerned with the day-
to-day problems of the workers and the social relationships at the place of work. In some
countries, the use of welfare facilities provided is confined to the workers employed in the
undertakings concerned, while in others, the workers families are allowed to share in most of
the benefits which are made available”. On the other hand, Moorthy holds that “labour welfare
has two sides, negative and positive. On the one side, it is associated with the counteracting of
the harmful effects of large-scale industrialization on the personal, family and social life of the
workers, while, on the other, and positive side, it deals with the provision of opportunities for
the worker and his family for socially and personally good life.”
The subject of labour welfare is thus fairly wide and it not limited to any one country,
one region, one industry or occupation. Its scope has been “described by writers and
institutions of different shade in different ways and from different angles”. The line of
demarcation cannot be very precise; but what should be common is that a welfare measure
should ameliorate the working and living conditions of the workers and their families and make
their lives more meaningful. Labour services should: “Enable workers to live a richer and more
satisfactory life”.
Raises the standard of living of workers by indirectly reducing the burden on their
purse.
46
Be in tune and harmony with similar services obtaining in a neighbouring community
on workers;
The scope of labour welfare, however, cannot be limited to facilities, within or near the
undertaking nor can it be so comprehensive as “embrace the whole range of social welfare or
social services.” It follows therefore, that all extra-mural and intra-mural welfare activities as
statutory and non-statutory welfare measures undertaken by employers, the government, trade
unions or voluntary organisations fall with the scope of labour welfare. It brings under its
purview all welfare activities and amenities related to canteen, rest and recreation facilities
medical assistance, better health, nutrition and sanitation, travel to an from work, education,
housing holiday facilities, and so on. It can also include social security measures which
contribute to workers’ welfare such as industrial health insurance, provident fund, gratuity,
maternity benefits, workmen’s compensation, pension, retirement benefits, etc. “which are the
that they are in no way ignored by the management, so as to increase their co-
operation and reduce unrest and conflict which ultimately establish industrial
47
Motivating employees to remain with the organisation as its dependable
enterprise
away from alcoholism, gambling, prostitution, criminal activities in slums and so on.
and industrial democracy with a satisfied family life, higher standard of living and
Employers in India are statutorily required to comply with the provisions of various
welfare amenities under different legislations. The Statutory Welfare Facilities provided under
the Factories Act, 1948, Plantations Labour Act, 1951, Mines Act, 1952, Motor Transport
Workers Act, 1961, and Contract Labour (Regulation and Abolition) Act, 1970 have been
discussed below:
1. Washing Facilities:
It was the Royal Commission on Labour which noted that the provisions of suitable
washing facilities for all employees though desirable were deficient in many factories. The
worker who lives in a crowded area has inadequate facilities for washing, and bathing at home.
Provisions of such facilities would add to his comfort, health and efficiency. Section 42 of the
Factories Act lays down that every factory has to provide adequate and suitable washing
48
facilities separately for the use of male and female workers. Section 18(c) of the Contract
Labour (Regulation and Abolition) Act, provides that every contractor employing contract
labour in connection with the work of an establishment has to provide and maintain washing
facilities. Similarly Contract Labour Central Rules 1971 and the Maharashtra Contract Labour
Rules, 1971, the contractor has to provide and maintain adequate and suitable washing
facilities.
It is only the Factories Act which has incorporated such provision. Under Section 43
of the Act a state Government may make rules for the provision of suitable places for keeping
clothing not worn during working hours and for the drying of wet clothing. As per the
Maharashtra Factories Rules, 1963, such facilities shall include the provisions of separate
rooms, pegs, lockers, or other arrangements approved by the Chief Inspector in all classes of
factories such as engineering workshops, iron and steel works, oil mills, chemical factories,
Every factory has to provide necessary sitting arrangements, particularly for workers
who are obliged to work in a standing position. It enables them to take advantage of any
opportunity for rest which may occur in the course of their work. The chief Inspector of
Factories may direct the occupier of any factory to provide suitable seating arrangements as far
as practicable.
The Royal Commission on Labour recommended that, in the case of all factories where
mechanical power is used, a first-aid-box of prescribed standard, which need not involve any
great outlay, should be provided and maintained in different departments according to the
49
number of workers employed, on the basis to be laid down by the local governments. Section
21 of the Mines Act provides for first-aid boxes and medical appliances on the same lines as
that of the Factories Act. Section 12 of the Motor Transport Workers Act has laid down a
statutory obligation on the employer to provide first-aid boxes equipped with the prescribed
contents in every transport vehicle, under the charge of the driver or the conductor. Under
Section 19 of the Contract Labour (Regulation and Abolition) Act, the contractor is required to
provide and maintain a first-aid box equipped with the prescribed contents at every place where
Every factory employing more than 75 workers must provide adequate and suitable
shelters or rest rooms and a lunch room, with provision for drinking water, where workers can
eat meals brought by them. According to Section 9 of the Motor Transport Workers Act, the
employer is required to provide rest rooms or any other suitable alternative accommodation at
places where motor transport workers employed in a motor transport undertaking are required
to halt at night. Section 17 of the Contract Labour (Regulation and Abolition)Act also made it
obligatory on the part of the contractor to provide for rest rooms or such other alternative
accommodation where contract labour is required to halt at night, in connection with the work
of an establishment. The Mines Rules have laid down that in every mine where more than 50
persons are ordinarily employed, adequate and suitable shelters at or near loading wharves,
open vast workings, workshops, and space are to be provided for taking food and rest.
6. Canteen:
According to Section 46 of the Factories Act, a state government may make rules for
provision of canteen by the occupier in any specified factory where in more than 75 workers
are ordinarily employed. The Royal Commission on Labour and Labour Investigation
50
Committee have laid considerable emphasis on the provision of canteen at the work place. The
ILO recommendation No. 102 adopted in 1956 in its 39th session gave further direction to the
establishment and improvement in the existing canteens in factory establishments in the various
countries.
7. Creche:
The need for setting up creches in industrial establishments was stressed by the Royal
Commission on Labour in its report way in 1931. The crèche facilities in different countries
are provided either under law or by public authorities or by local bodies as a part of the
community facilities. Section 48 of the Factories Act provides for the setting up of creches in
every factory wherein more than 30 women workers are ordinarily employed for the use of
These are essentially preventive, very common in the industrially advanced countries
of the West, and are gaining in importance and recognition in large sized undertakings in our
country. One of the main functions of these health services is to protect workers against the
health hazards arising out of the nature of their work or the work environment. The service
includes carrying out periodical medical checks of certain outbreak of serious health
complaints. Section 87 of the Factories Act refers to dangerous occupations and states that the
State Government is empowered to make rules for any factory or class of factories in which
any operation exposes persons to a serious risk of bodily injury, poisoning or disease.
9. Welfare Officer:
The Factories Act, 1948 provides for the statutory appointment of a welfare officer in
a factory, Section 49(1) and (2) of Factories Act, lays down that:- In every factory wherein
51
hundred or more workers are ordinarily employed the occupier shall employ in the factory such
The State Government may prescribe the duties, qualifications and conditions of service of
officers employed under sub-section (i) accordingly those persons who have obtained a post-
graduate degree or diploma in social science which is recognized by the State Government are
eligible for appointment as welfare officers. The table 3.2 shows how assistant or additional welfare
Table 3.1
Workers
Exceeds
52
3.12. Act-Wise Outline of Welfare Facilities:
A brief outline of various welfare facilities provided under different labour enactments is given
below:
Sitting facilities for occasional rest for workers who are obliged to work standing (S.44)
First-aid boxes or cupboards-one for every 150 workers and ambulance facilities if
Shelters, rest rooms and lunch rooms, if employing over 150 workers (S.47)
Provision of shelters for taking food and rest if 150 or more person are employed.
Provisions of shelters for taking food and rest, if 150 or more persons are employed.
Maintenance of first-aid-boxes and first aid rooms in mines employing more than 150
workers.
53
Appointment of Welfare Officer in mines employing more than 500 or more persons to
Educational facilities in the estate for the children of workers, where there are 25
Housing facilities for every worker and his family residing in the plantation. The
standard and specification of the accommodation, procedure for allotment and rent
chargeable from workers, are to be prescribed in the Rules by the state governments
The state government may make rules requiring every plantation employer to provide
the workers with such number and type of umbrellas, blanket, raincoats or other like
amenities for the protection of workers from rain or cold as may be prescribed ( S.17)
The Motor Transport Undertakings are required to provide certain welfare and health
54
Canteens of prescribed standard, if employing 100 or more workers (S.8)
Clean, ventilated, well-lighted and comfortable rest rooms at every place wherein
Uniforms, raincoats to drivers, conductors and line checking staff for protection against
rain and cold. A prescribed amount of washing allowance is to be given to the above-
Medical facilities are to be provided to the motor transport workers at the operating
centres and at halting stations as may be prescribed by the state governments ( S.11)
First-aid facilities equipped with the prescribed contents are to be provided in every
The following welfare and health measures are to be provided to the contract workers
by the contractor;
Rest rooms or other suitable alternative accommodation where the contract labour is
55
6. The Merchant Shipping Act, 1958:
Crew accommodation.
Supply of medicines, medical stores, and provisions of surgical and medical advice.
Maintenance of proper weights and measures on board, and grant of relief to distressed
Every foreign-going ship carrying more than the prescribed number of persons,
A comprehensive Dock Workers (Safety, Health and Welfare) Scheme, 1961, has been
framed for all major ports and is administered by the Chief Advisor, Factories (Factory Advice
Service and Labour Institutes). It is framed under the Dock Workers (Regulation of
Employment) Act, 1948. Amenities provided in the port premises include provision of
56
Urinals and Latrines
Drinking water
Washing Facilities
Bathing facilities
Canteens
Rest Shelters
Call Stands
Housing
Schools
Educational facilities
Grant of scholarships
Libraries
Co-operative Societies
57
9. Inter State Migrant Workmen (Regulation of Employment and Conditions of Service)
Act. 1979:
Section 16 of the Act stipulates that every contractor employing inter-state migrant
worker men in connection with the work of an establishment to which this Act applied
To ensure regular payment of wage to such workmen (at least minimum wage have to
To ensure suitable conditions of work to such workmen having regard to the fact that
they are required to work in a State different from their own State
In case of fatal accident or serious bodily injury to any such workman, to report to the
specified authorities of both the States and also the next of kin of the workman.
There are certain employers especially in the organized sector of industry, who have
promised a wide variety of welfare amenities and services to their employees. A brief account
58
1. Educational Facilities:
The pace of economic and social progress of a particular country largely depends upon
the quality of its work force. Education plays a very important role in motivating and enabling
the working population for their mental and physical development. Improvement in the quality
of the industrial work force demands accelerated pace of economic development for which
2. Medical Facilities:
Employers whether in private or in public sectors have been providing medical facilities for
their workers and their families, even before the introduction of ESI Scheme. The workers in
departmental undertakings are more or less governed by the medical rule applicable to
government servants, or such other facilities, both indoor and outdoor. In the case of public
sector undertakings, it has been a matter of rule that the provisions of adequate indoor and
outdoor medical facilities should form an integral part of the project plan itself. These
undertakings have provide by and large, suitably equipped first-aid-centres, ambulance rooms
and even regular hospitals either in the factory premises or inside the township.
3. Transport Facilities:
The provision of transport facilities to industrial workers forms and integral part of the
general transport facility and is, by and large, the responsibility of the public authorities like
the local bodies, transport corporations, and state Governments. Hence many of the employers
4. Recreational Facilities:
contribute to social development. It affords the worker an opportunity to develop his sense of
59
5. Housing Facilities:
Some of the industrial employers both in public and private sectors have provided
housing facilities to their employees. The employees who are not provided corporations
quarters are paid house rent allowance at some of the places. The community centres that have
developed around the public sector townships are the focus of recreational, cultural, sports,
The institution of co-operative stores/fair price ships has a definite role to play in
providing workers with essential items of need. The objectives of the consumer’s co-operative
stores are;
To provide to the members’ good quality food grains, cloth and all necessary
To keep the prices at a fair and reasonable level, lower than the market rate.
To protect the consumers from the vagaries of market and middlemen and from
To protect factory workers from the clutches of the money lenders and to inculcate
Self-interest
commodities and help to bring down their prices in the open market.
60
Apart from the economic benefits, the consumer co-operatives have some important
social benefits which have moral and social effects on the members.
7. Counselling Services:
By means of this service, workers are able to receive advice and counsel on some of
the personnel and sometimes also on personal problems, inside and outside their place of work.
Many a time, a trained social worker is appointed for this purpose in large industrial
The importance of labour welfare activities in India has been recognized very recently
by the employers, by the Government and by other agencies. The main agencies engaged in
1. Central Government:
Till the Second World War, the Government of India did very little in the field of
labour welfare. It was during the Second World War that the Government of India, for the first
time, launched schemes for labour welfare in their ordinance, ammunition and other war
industries to increase the productivity of the workers and to keep up their morale. With the
welfare state and to a socialistic pattern of society, efforts in this direction were intensified.
Since then, various legislations were passed for the welfare of different types of workers. The
important Acts which incorporate measures for the welfare of the workers are, Factories Act,
Indian Mines Act, Employment of Children Act, Maternity Benefits Act, Plantation Labour
Act. Under these Acts, employers have to provide certain basic welfare facilities to the
workers.
61
2. State Governments:
Various State Governments and Union Territories provide welfare facilities to workers.
The implementation of many provisions of various labour laws also rests with the state
governments. The state governments run health and family planning centres, centers for
education, vocational guidance, recreation and training of workers and other welfare centers.
The state governments also keep a vigil on the employers that they are operating the welfare
schemes made obligatory by the central or state government. The state governments have also
been empowered to prescribe rules for the welfare of workers and appoint appropriate
3. Employers:
At present, the welfare activities are being brought more and more under the legislation
rather than being left to the good sense of the employers. The government has made certain
facilities obligatory on the part of employers. Most of the employers consider the expenditure
on labour welfare activities as waste of money rather than an investment. Even then, some
enlightened employers, on their own initiative have been doing a bit in the direction of welfare.
They have provided medical facilities, hospital and dispensary facilities, canteens, fair price
shops, recreation clubs etc. These facilities are apart from their liability under various central
or state legislations.
4. Trade Union:
In India, trade unions have done very little for the welfare of workers. They have not
taken much interest in welfare work because of lack of proper leadership and trends. However,
a few sound and strong unions have been the pioneers in this respect. They are Ahmedabad
62
5. Other Agencies.
Apart from the agencies closely associated with the industries (Government,
Employees and Trade Unions) several other agencies have also done some work in the field of
labour welfare. Philanthropic charitable and social service organisations like Bombay Social
Service League, Seva Sadan Society, the Depressed Classes Mission Society, and the Y.M.C.A
etc., provide facilities for the welfare of the working class on a voluntary basis.
3.15. Conclusion:
Labour welfare has become essential because of the very nature of the industrial
system. The approach to this problem or movement differs from country to country, according
to the degree of development in a particular country. However, the need for labour welfare in
some way or the other is realized all over the world because of the socio-economic conditions
The aims and objectives of labour welfare have progressively changed during, the last
few decades. From the primitive policing and placating philosophy of labour welfare, it
gradually moved to the era of paternalism with philanthropic objectives. Even today there is
programmes. The recent thinking in labour welfare however is more oriented towards
increasing productivity and efficiency of the work people. An outstanding trend today is that
it has become a comprehensive concept concerned with the development of the total human
personality embracing physical, mental, social psychological and spiritual aspects of the
employees wellbeing. Be that as it may be, well-organised labour welfare efforts can and do
solve some of the labour problems that have resulted from industrialisation. There may be
divergent views about the implementation of labour welfare programmes, about who should
undertake responsibility for them and who should bear the cost. But what is invariably called
63
off is sincerity of purpose. However there has been a growing appreciation and acceptance of
“utility of welfare work” on the part of employers. As long as this appreciation exists, charity,
as one of the motives, cannot undermine the purpose of labour welfare. In this context, the
question of benevolence does not arise at all. An industry is certainly not a place where workers
and employers try to get the maximum from each other. Both labour and management can do
a lot more if and when they work together as partners in an enterprise, and if they have
sympathy with, and understanding of each other’s problems. This is the basic problem in labour
welfare, and it has been solved, at least to some extent, over the years. It is sincerely hoped
that the welfare concept will help the industrial community better, in future, to maintain
harmonious industrial relations and lasting industrial peace, to tackle effectively the resultant
problems of social transition, and to strive for and attain human welfare.
promoter. In spite of all these efforts, the welfare work in India is still considerably below the
standard set up in other countries. However, it has come to stay as an accepted feature of
employment conditions and is bound to make rapid progress in the years to come, especially
when the Indian Republic is wedded to the ideal of a Welfare State with socialistic objectives.
64
CHAPTER –IV
The level of labour welfare measure varies from person to person and from organization
quantitative terms. There is no fixed value or score which will help to measure the labour
welfare measures of the employees in an organization. But labour welfare measure can be
measured indirectly with the help of Scaling Techniques, Percentage Analysis and Chi Square
Test. Employees attitude towards Labour Welfare Measures with special reference to
65
Table 4.1
AGE GROUP
Below 25 3 6
25-35 27 54
35-45 11 22
45-55 4 8
Above 55 5 10
Total 50 100
The above table 4.1 it inferred that, respondents were classified based on their age group.
54percent of the respondents belong to the age group of 25 to 35 years; 22percent of the respondents
belong to the age group of 35 to 45 years; 10per cent of the respondents belong to the age group of
Above 55 years; 8 percent of the respondents belong to the age group of 45 to 55 years; 6per cent of
66
CHART 4.1.a
RESPONDENTS PERCENTAGE
60
54
50
40
30
27
20 22
10
11
10
8
6
5
3 4
0
Below 25 25-35 35-45 45-55 Above 55
67
TABLE 4.2
GENDER
Male 34 68
Female 16 32
TOTAL 50 100
The above table 4.2 reveals that, respondents were classified based on their gender.
68percent of the respondents are Male while 32per cent of the respondents are Female.
68
CHART 4.2.a
Male Female
68
70
60
50
34
40 32
30
16
20
10
0
RESPONDENTS PERCENTAGE
69
TABLE 4.3
Married 32 64
Single 18 36
TOTAL 50 100
The above Table 4.3 It acknowledges that out of 50 respondents 64 percent are Married and
remaining 36 percent of respondents were Single.
70
CHART 4.3.a
70 64
60
36
50
40
32
18
30
20
Single
10
Married
0
RESPONDENTS PERCENTAGE
Married Single
71
TABLE 4.4
RESPONDENTS PERCENTAGE
EDUCATION QUALIFICATION
Post Graduate 4 8
Under Graduate 8 16
Diploma 17 34
Professional 7 14
ITI 14 28
50 100
TOTAL
The above table 4.4 confess that, respondents were classified based on the Educational
qualification. 34 percent of the respondents belong to Diploma; 28 percent of the respondents
belong to ITI; 16 percent of the respondents belong to Under Graduate; 14percent of the
respondents belong to Professional and 8 percent of the respondents have completed Post
Graduation.
72
CHART 4.4.a
35 34
30
28
25
20
17
16 RESPONDENTS
PERCENTAGE
15 14 14
10
8 8
7
5 4
0
Post Under Diploma Professional ITI
Graduate Graduate
73
TABLE 4.5
RESPONDENTS PERCENTAGE
DESGINATION
Executives 5 10
Supervisor 8 16
Artisans 31 62
Office staffs 4 8
Others 2 4
50 100
TOTAL
SOURCE: Primary Data
The above table 4.5 shows that, the respondents were classified based on their designation. 62
percent of the respondents belong to Artisans category; 16 percent of the respondents belong to
Supervisors category; 10per cent of the respondents belong to Executives; 8 per cent of the
respondents belong to Office staffs; 4percent of the respondents belong to other category (like driver,
helper, attainders so on).
74
CHART 4.5.a
DESIGNATION OF THE RESPONDENTS
70
62
60
50
40
31
30
20
16
10
10 8 8
5
4 4
2
0
EXECUTIVES SUPERVISOR ARTISANS OFFICE STAFFS OTHERS
RESPONDENTS PERCENTAGE
75
TABLE 4.6
RESPONDENTS PERCENTAGE
INCOME LEVEL
Below 40,000 5 10
40,000-50,000 14 28
50,000-60,000 15 30
60,000-70,000 6 12
Above 70,000 10 20
TOTAL 50 100
The above table 4.6 declare that income level of the respondents were classified 30 percent of
the respondents belong to Rs.50,000 to Rs.60, 000; 28 percent of the respondents belong to Rs.40,000
to Rs.50,000; 20 percent of the respondents belong to Above Rs.70,000; 12 percent of the respondents
belong to Rs.60,000 to Rs.70,000 while 10 percent of the respondents earn Below 40,000.
76
CHART 4.6.a
Chart Title
30 30
28
25
20
20
15
15 14
12
10 10
10
6
5
5
0
BELOW 40,000 40,000-50,000 50,000-60,000 60,000-70,000 ABOVE 70,000
RESPONDENTS PERCENTAGE
77
TABLE 4.7
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO WORK EXPERIENCE
RESPONDENTS PERCENTAGE
WORK EXPERIENCE
Below 5 years 5 10
5-10 years 21 42
10-15 years 11 22
15-20 years 7 14
Above 20 years 6 12
50 100
TOTAL
SOURCE: Primary Data
The above table 4.7 declare that, 42 percent of the respondents have got 5 to 10 years of
experience; 22 percent of the respondents have got 10 to 15 years of experience; 14 percent of the
respondents have got 15 to 20 years of experience; 12 percent of the respondents have got Above 20
years of experience and 10 percent of the respondents have got Below 5 years.
78
CHART 4.7.a
45
42
40
35
30
25
22
21
20
15 14
12
11
10
10
7
6
5
5
0
Below 5 years 5-10 years 10-15 years 15-20 years Above 20 years
RESPONDENTS PERCENTAGE
79
TABLE 4.8
RESPONDENTS PERCENTAGE
WELFARE MEASURES
HIGHLY SATISFIED 25 50
SATISFIED 23 46
NEUTRAL 2 4
DISSATISFIED 0 0
HIGHLY DISSATISFIED 0 0
50 100
TOTAL
SOURCE: Primary Data
The above table 4.8 concedes that, 50 percent of respondents were highly satisfied; 46
percent of respondents were satisfied; 4 percent of respondents were neutral regarding their
welfare measures provided.
80
CHART 4.8
WELFARE MEASURES OF THE RESPONDENTS
100% 50 46 4
90%
80%
70%
60%
50%
40%
25 23 2
30%
20%
10%
0% 0 0
HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY
RESPONDENTS PERCENTAGE DISSATISFIED
81
TABLE - 4.9
Components of Job Satisfaction measures
The Above Table 4.9 shows that the components selected for the study and the scores
given to them depending upon their significance. We have 4 scales in the interview schedule
and the responses of the study use all the 4 point scale.
82
The above table shows that components selected for the study and the score given to them
depending upon their significance
Satisfied 1
Neutral 0
Dis-satisfied -1
Highly dis-satisfied -2
+ 44 to – 44 Neutral attitude
83
TABLE 4.10
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO CONVENIENCE
Satisfied 80 80
Neutral 29 0
Dissatisfied 11 -11
The above table 4.10 it is found that Employees have Highly Satisfied for 66 responses;
Satisfied for 80 responses; Neutral for 29 responses, Dissatisfied for 11 responses and Highly
Dissatisfied for 14 responses; The Total score for Employees Conveniences is “173”.
84
TABLE 4.11
Satisfied 72 72
Neutral 20 0
Dissatisfied 15 -15
Highly Dissatisfied 2 -4
The above table 4.11 it is found that Employees have Highly Satisfied for 91 responses;
Satisfied for 72 responses; Neutral for 20 responses, Dissatisfied for 15 responses and Highly
Dissatisfied for 2 responses; The Total score for Employees Canteen Facilities is “235”.
85
TABLE 4.12
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO MEDICAL FACILITIES
Satisfied 53 53
Neutral 33 0
Dissatisfied 22 -22
The above table 4.12 it is found that Employees have Highly Satisfied for 82 responses;
Satisfied for 53 responses; Neutral for 33 responses, Dissatisfied for 22 responses and Highly
Dissatisfied for 10 responses; The Total score for Employees Medical Facilities is “175”.
86
TABLE 4.13
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO ECONOMIC SERVICES
Satisfied 64 64
Neutral 23 0
Dissatisfied 7 -7
The above table 4.13 it is found that Employees have Highly Satisfied for 101
responses; Satisfied for 64 responses; Neutral for 23 responses, Dissatisfied for 7 responses
and Highly Dissatisfied for 5 responses; The Total score for Employees Economic service is
“249”.
87
TABLE 4.14
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO EDUCATION FACILITIES
Satisfied 61 61
Neutral 40 0
Dissatisfied 28 -28
The above table 4.14 it is found that Employees have Highly Satisfied for 64 responses;
Satisfied for 61 responses; Neutral for 40 responses, Dissatisfied for 28 responses and Highly
Dissatisfied for 7 responses; The Total score for Employees Education facilities is “249”.
88
TABLE 4.15
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO HOUSING FACILITIES
Satisfied 81 81
Neutral 45 0
Dissatisfied 9 -9
Highly Dissatisfied - -
The above table 4.15 it is found that Employees have Highly Satisfied for 65 responses;
Satisfied for 81 responses; Neutral for 45 responses, Dissatisfied for 9 responses; The Total
score for Employees Housing facilities is “202”.
89
TABLE 4.16
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO LEAVE FACILITIES
Satisfied 49 49
Neutral 34 0
Dissatisfied 8 -8
Highly Dissatisfied 2 -4
The above table 4.16 it is found that Employees have Highly Satisfied for 107
responses; Satisfied for 49 responses; Neutral for 34 responses, Dissatisfied for 8 responses
and Highly Dissatisfied for 2 responses; The Total score for Employees Leave facilities is
“251”.
90
TABLE 4.17
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO RECREATION FACILITIES
Satisfied 50 50
Neutral 29 0
Dissatisfied 11 -11
Highly Dissatisfied - -
The above table 4.17 it is found that Employees have Highly Satisfied for 110
responses; Satisfied for 50 responses; Neutral for 29 responses, Dissatisfied for 11 responses;
The Total score for Employees Recreational facilities is “248”.
91
TABLE 4.18
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO LABOUR MANAGEMENT PARTICIPATION
Satisfied 63 63
Neutral 35 0
Dissatisfied 21 -21
The above table 4.18 it is found that Employees have Highly Satisfied for 67responses;
Satisfied for 63 responses; Neutral for 35 responses, Dissatisfied for 21 responses and Highly
Dissatisfied for 14 responses; The Total score for Employees Labour Management
Participation is “148”.
92
TABLE 4.19
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO SAFETY PROVISION
Satisfied 62 62
Neutral 42 0
Dissatisfied 24 -24
The above table 4.19 it is found that Employees have Highly Satisfied for 59 responses;
Satisfied for 62 responses; Neutral for 42 responses, Dissatisfied for 24 responses and Highly
Dissatisfied for 13 responses; The Total score for Employees Safety Provision is “148”.
93
TABLE 4.20
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO TRAINING AND DEVELOPMENT
Satisfied 44 44
Neutral 29 0
Dissatisfied 23 -23
The above table 4.20 it is found that Employees have Highly Satisfied for 92 responses;
Satisfied for 44 responses; Neutral for 29 responses, Dissatisfied for 23 responses and Highly
Dissatisfied for 12 responses; The Total score for Employees Training and Development is
“181”.
94
TESTING OF HYPOTHESES
HYPOTHESES - I
Ho: There is no significant relationship between Employees Satisfaction with Overall Welfare
N of Valid Cases 50
INTERPERTATION:
The Calculated value of Chi - Square is 43.132 which is greater than the Table value 38.89
and the Significant Level is 0.019 which is greater than P value (0.05).Hence the Null
Hypothesis is accepted and Alternative Hypothesis is Not Accepted. Therefore it shows that
there is no Association between Employees Satisfaction with Overall welfare measures and
Statutory Welfare.
95
HYPOTHESES –II
Degree of
Linear-by-Linear
30.453 1 .000
Association
N of Valid Cases 49
INTERPERTATION:
The Calculated value of Chi - Square is 46.992 which is lesser than the table value 48.60 and
the significant level is 0.085 which is greater than P value (0.05).Hence the Null Hypothesis
is Accepted and Alternative hypothesis is Not Accepted. Therefore it shows that there is No
Association between Employees Satisfaction with Overall welfare measures and Voluntary
Facilities.
96
CHAPTER-V
From a detailed analysis made in the previous chapter the researcher has been able to arrive
68 percent of the Respondents are Male while 32 percent of the respondents are Female.
34 percent of the Respondents selected for the study have educational qualification of
Diploma.
50 percent of the respondents have positive attitude with the welfare measures will
Nearly 80 Respondents were Satisfied with the convenience facilities provided to the
82 Respondents were Highly satisfied with the medical facilities provided to the
101 Respondents were Highly satisfied towards Economic services provided to the
97
81 Respondents were Satisfied with the Housing facilities provided to the employees
by the Industry.
Nearly 107 Respondents were Highly satisfied with the Leave facilities provided to the
110 Respondents were Highly satisfied with the Recreation facilities provided to the
67 Respondents were Highly satisfied with the Labour management participation inside
the Industry
Nearly 62 Respondents were Satisfied with the Safety provision provided to the
92 Respondents were Highly satisfied with the training program organized by the
company
98
SUGGESTIONS:
Brief introduction about the objectives, contents, purpose and importance of the labour
program may be explained to the employees for better understanding and utilizing of the
The labour welfare measure should help the personal growth and development of
the employees.
The employees and their union shall be informed of the procedure adopted to
Creating new career paths to accommodate and satisfy employee with potentials
and so on.
99
CONCLUSION:
The researcher feels that the study could be considered as sources for the
assessment how far the labour welfare imparted is effective. By considering the
suggestion given in the study, better and more qualitative welfare measures could be
conducted in future. The organization should provide the means for the workers to
cover the serious of needs and to realize their personal development, which will bring
attitude change and high knowledge among the work force to shape their own work
climate.
then only the employees will feel free to discuss their problems. The management must
be in a position to convince the employees about the need for the change. Certain
100