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1.

1 INTRODUCTION
A study entitled “A study on level of employee’s satisfaction on labour welfare measures
provided in Meriiboy ice-cream”. The study covers statutory and non-statutory provisions
concerning labour welfare which includes salaries and wages, promotion, training leave
facility, uniform facility, medical facility, housing facility, transport facility, welfare fund,
canteen, recreation, safety measures etc.., provided by the company.
Human resources are the most precious asset of every business enterprise. The success or
failure of any organization is largely depending on the quality of the people working in the
organization. Employee welfare and safety has seen as one of the important measures of
performance of the organization. The changes in the work life of employees and changes in the
business environment internal as well as external has brought tremendous transformational in
the organizational behaviour. Globalization, Technology and other work design factors have
forced organizations to focus on employee safety and welfare. Organizations have set standard
measures to take care of the employees professional and personal careers.
Labour welfare infers to giving better work conditions, for example, honest to good lighting,
warm control, cleanliness, low commotion level, toilet and drinking water offices, and flask
and restroom prosperity and safety efforts. Welfare administrations, for example, lodging,
training, amusement, transportation, and guiding.
Labour welfare: The concept of labour welfare is necessarily dynamic and has been interpreted
in different ways from country to country and from time to time an even in the same country,
according to social institutions, degree of industrialization and general level of social and
economic development. .Labour Welfare includes under it “Such services, facilities and
amenities as adequate canteens, rest and recreational facilities, sanitary and medical facilities,
arrangements for the travel to and from and for the accommodation of workers employed at a
distance from their homes, and such other services, amenities and social facilities including
security measures as contributing to conditions under which workers are employed Welfare
activities influence the sentiments of the workers. When workers feel that the employers and
the state are interested in their happiness, his tendency to grouse and grumble will steadily
disappear. The provision of various welfare measures such as better housing, canteen, medical
and sickness benefits etc.

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1.2 INDUSTRY PROFILE
Ice cream origins are known to reach back as far as the second century B.C., although no
specific data of origin or inventor has been undisputedly credited with its discovery. We know
that Alexander the Great enjoyed snow and ice flavoured with honey and nectar. Biblical
references also show that King Solomon was fond of iced drinks during harvesting. During the
Roman Empire Nero Claudius Caesar [AD54-86] frequently sent runners into the mountains
for snow, which was then flavoured with fruits and juices.
Over a thousand years later, Marco Polo returned to Italy from the Far East with a recipe that
closely resembled what is now called sherbet. Historian’s estimate that this recipe evolved into
ice cream sometime in the 16th century. England seems to have discovered ice cream at the
same time, or perhaps even earlier than the Italians. “Cream Ice", as it was called appeared
regularly at the table of Charles I during the 17th century. France was introduced to similar
frozen desserts in 1553 by the Italian Catherine de Medici when she became the wife of Henry
II of France. It wasn't until 1660 that ice cream was made available to the general public. The
Sicilian Procopius introduced a recipe blending milk, cream, butter, and egg at Café Procope,
the first café in Paris.
WORLD SCENARIO
The annual world trade in milk product [excluding intra-EU] amounts to 33 million tons, valued
at US$ 10 billion. Barely 6 to 7 % of the world milk production is traded internationally. The
bulk of the world dairy trade is in Cheese, Butter and Powders. A growing shift towards cheese
is expected soon. Two dynamic products with a substantial projected growth in the coming
year are yoghurt dessert.
The international dairy airy trade is dominated by four players-EU, New Zealand, Australia
and USA-which together account for 85% of all exports. New Zealand and Australia export as
much as 80 and 50% of their milk production respectively. The Asia-Pacific region has been
and will remain a net milk importer in the foreseeable future. It accounts for the bulk of milk
powder imports and half of the imports of condensed and evaporated milk. In contrast, most
cheese imports go from developing countries such as Japan and the United States.
The dairy industries are regulated in most countries through various ways. Imports are
commonly restricted and exports frequently subsidized. High dairy price supports in many
countries are put in place to stimulate production to the extent that subsidies for exports are
necessitated to maintain domestic programs.

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In the United Kingdom, all the milk produced by farmers is produced by farmers is procured
by the cooperatives. Private dairies are required are required to buy their milk requirement from
cooperatives. New Zealand has no private sector dairy plants. As many as 90 percent of dairies
in the erstwhile West Germany and 100 percent in Denmark, Netherlands and Sweden are in
the cooperative sector.
In the United States 70 percent of the dairy industry is cooperative. Dairy programs are subject
to more Government participation or regulation than most other domestic agricultural
industries in the USA. There are also Federal Milk Marketing Order and movement barrier in
the USA. There are also Federal Milk Marketing Orders and movement barriers in the USA
for "orderly marketing control, which is associated with stabilizing fluid milk prices, providing
secure and dependable markets for individual dairy farmers ,primarily for the fluid market and
improving the balance of market power between farmers and handlers.
In the emerging liberalized global scenario, trade-distorting agricultural policies have been the
focus of the GATT multilateral trade negotiations. With the liberalization of agricultural trade
under the new GATT regime, the heavy subsidies prevalent in the dairy sector in the countries
of the EU as well as in the USA will have to be brought down in the next few years. The
competitive advantages of the Indian dairy industry are then considered to be substantial.
With substantial and continued investment in building up milk production, India can emerge
as a major exporter of dairy product and technologies in the next few decades.
1.3 COMPANY PROFILE
HISTORY OF THE COMPANY
Meriiboy is a division of Cousins Group, a business venture founded in 1990, by 5 closely-knit
families. Over the year, the group has developed diverse interests from plastic modelling to ice
cream and more. The first ice cream factory unit was set up in 2003 at Chelamattom with a
capacity of 600L a day. Today, the group holds four advanced units manufacturing over 5
million litres every year.
In 2006 Cousins Group stand the second ice cream factory in Kinfra Food Processing Park,
Calicut, Catering to Northern Kerala. In 2010 the third factory commissioned at Trivandrum.
As a part of market expansion, the fourth factory inaugurated at Kannur and reaches production
capacity of 8 million litter/annum.
ISO 22000:2005 certifications by BUREAU VERITAS for Kalady factory, Distribution
network spreads across 1200 dealers and 400 distributors in Kerala, Tamilnadu and Karnataka

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Establishes own retail outlets in Lulu and Oberon Malls in Ernakulam, Vega Land, Food Mall
at Revenue Tower, R P Mall at Calicut, Bakker Junction Kottayam.
Meriiboy is one of the largest producers of fresh ice cream, based in South India. The brand is
known across Kerala and in the emerging markets of Tamilnadu and Karnataka for its original
freshness and unmatched quality. The brand pays great attention to quality at every level, from
the source of fresh raw materials to testing manufacturing, packaging and the finished product.
Made with state-of-the-art production techniques and a comprehensive hygiene policy Every
Meriiboy product is nothing less than world class. To ensure this Tetra Pak Hoyer, Denmark
has been involved as consultants and quality advisors.
VALUES OF THE COMPANY
 High quality products
 Customer orientation
 Good relation between management & workers
Partners of the company
 A.V Thomas
 K.M Joseph
 E.V Joseph
 Daisy Devassy
 Mini Varghese
Year of incorporation
The company started its function as a partnership enterprise on 2003
Vision statement
The Supreme Food Industry [Meriiboy Ice cream Company] has a great vision of becoming a
leader of fast-moving consumer goods and products. Its vision is to provide total customer
satisfied through continuous improvement in production process and services.
Mission statement
The mission of the company is to deliver high quality food products that set themselves apart.
Ownership status
Partnership firm: The members of the board of directors of the company are closely related
family members.
Raw materials
The major raw materials used by Meriiboy are:

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 Milk
 Butter
 SMP Milk powder
 Sugar
 Fresh fruits

Name of the company Meriiboy ice cream [supreme food


industries], Chelamattom, Okkal P.O

Year of incorporation 2003


Place Chelamattom
District Ernakulam
State Kerala
Type-of-org. Partnership org.
Nature-of-org. Partnership firm
Name-of-product Manufactured

Objectives of company
 Quality: They mainly focus on quality. They use pure milk collected from nearby
PDDP centers for ice cream production.
 Profit Maximization: MERIIBOY Ice Cream Company is looking forward to
maximizing its profit through its quality products.
 Cost Minimization: Minimizing the cost is the best way to maximize profit. They are
using cost minimization techniques and are implementing it to their production.
 More Employment: As a part of the expansion of the company more employment
opportunities are provided by the company.
 Time Delivery: The Company is strict in timely delivery and feedback of the products
provided to various dealers.
 Proper Utilization of Resources: The resources available to the company were utilized
in the effective way in order to avoid wastage and increasing cost.
 Provide Service To Society: Moreover, the company provides finance to charitable
instruction on yearly basis.

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1.3.3 PRODUCT PROFILE
Ice-creams:
Ice cream (derived from earlier iced cream or cream ice) is a sweetened frozen food typically
eaten as a snack or dessert. It is usually made from dairy products, such as milk and cream, and
often combined with fruits or other ingredients and flavours.
Typically, flavourings and colourings are added in addition to stabilizers. The mixture is stirred
to incorporate air spaces and cooled below the freezing point of water to prevent detectable ice
crystals from forming. The result is a smooth, semi-solid foam that is solid at very low
temperatures (< 2 °C or 35 °F). It becomes more malleable as its temperature increases.
Meriiboy is one of the largest producers of fresh ice cream, based in South India. A division of
Cousins Group, the business venture was founded in 1990, by 5 closely-knit families. The
brand is known across Kerala and in the emerging markets of Tamil Nadu and Karnataka for
its original freshness and unmatched quality, which is nothing less than world class. Tetra Pak
Hoyer, Denmark, are consultants and quality advisors for the brand. The brand is constantly
exploring new and exciting flavours with new products like ice creams in real fruit shells, fresh
fruit ice creams and milk lolly.
Sundae:
The sundae is a sweet ice cream dessert. It typically consists of one or more scoops of ice cream
topped with sauce or syrup, and in some cases other toppings including sprinkles, whipped
cream, peanuts, maraschino cherries, or other fruits.
Cassata:
Cassata is a traditional sweet from all areas of Sicily, Italy, born in Palermo. Cassata consists
of round sponge cake moistened with fruit juices or liqueur and layered with ricotta cheese and
candied fruits (which is also the cannoli's filling). It is covered with a shell of marzipan, pink
and green pastel colour icing, and decorative designs. The cassata is topped with candied
fruit depicting cherries and slices of citrus fruit characteristic of Sicily. Cassata may also refer
to a Neapolitan ice cream containing candied or dried fruit and nuts.
Bars:
An ice cream bar is a frozen dessert on a stick or a candy bar that has ice cream in it. The
coating is usually a thin layer of chocolate used to prevent the melting and dripping of ice
cream. The ice cream bar is often confused with the Popsicle, which does not contain any ice
cream.

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Flavours available at Meriiboy are:
 chocolate
 mango
 strawberry
 vanilla
 coconut
 Butterscotch etc.

Confetti Flavours:
 chocolate
 mango
 strawberry
 pista
Milk lolly:
Milklolly is a special item produced by Meriiboy. It is the mix of various ingredients like milk
powder, emulsifier, flavour etc. Milklolly is available at various flavour like Vanilla,
Strawberry, Pineapple, Mango etc.
Kulfi
Kulfi is a popular frozen dairy dessert from the Indian Subcontinent. It is often described as
"traditional Indian Subcontinent ice cream". As popularly understood, Kulfi has similarities to
ice cream in appearance and taste; however, it is denser and creamier. It comes in various
flavours like Mango and cardamom. Meriiboy ice cream produces cardamom flavoured Kulfi.
ORGANIZATIONAL STRUCTURE

Once the decision has been made to begin a retail venture, it is necessary to plan its
organizational structure in a way that maximizes efficiency and profitability. All of the duties
and responsibilities of those in the company must be identified, and lines of authority must be
carefully delineated so that all members of the organization will understand what their job
responsibilities are. By doing so, everyone knows who will report to whom, who the decision
makers are, and which advisory personnel are on hand to assist in the decision-making process.
No matter how large or small the operation, whether it is a major department store or single-
unit boutique, each company must be structured in such a way that best serves it needs and

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makes the business a success .Organizational structure is the hierarchical arrangement of lines
of authority, communications, rights and duties of an organization. Organizational structure

determines how the roles, power and responsibilities are assigned, controlled, and coordinated,
and how information flows between the different levels of management.

A structure depends on the organization's objectives and strategy. In a centralized structure,


the top layer of management has most of the decision making power and has tight control over
departments and divisions. In a decentralized structure, the decision making power is
distributed and the departments and divisions may have different degrees of independence. A
company such as Proctor & Gamble that sells multiple products may organize their structure
so that groups are divided according to each product and depending on geographical area as
well. An organizational chart illustrates the organizational structure.

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1.4 STATEMENT OF THE PROBLEM
Human resources are the most important resources of any organization. Here it is the duty of
the management to look after the welfare measures of the employees are satisfied with the
provided welfare measures, the production will increase. The welfare measures of the
employees are essential because of the nature of the industrial system. Today workers are an
essential element contributing to the growth of the organization.
In case of MERIIBOY there are 120 workers employed and the company is responsible for the
welfare of the workers. Hence the present study is conducted to learn the level of satisfaction
of the employees regarding the welfare measures provided by the company. This study is
important to find out how labour welfare facilities significantly influence the level of employee
satisfied and whether the statutory and non-statutory labour welfare facilities are better predicts
of employee satisfied.
1.5 OBJECTIVES OF THE STUDY
1. To identify different welfare measures adopted by the company.
2. To study the level of satisfactions of employees about various welfare measures by the
management.
3. To find out impact of effectiveness of welfare measures on employees.
4. To study the attitude of workers towards safety measures.
5. To find the occurrence of accidents happened at workplace.
1.6 RESEARCH METHODOLOGY
Research Design
Descriptive research design has been adopted by the researcher because the study concentrates,
fact finding enquiries related to level of satisfied of employees. The main features of this study
are that the researcher has happened or what is happening.
Research Instruments
The data have been collected from the employees through questionnaire. A structured
questionnaire was used to gain maximum insights from respondents. The complete data was
checked, numbered and tabulated according to the employee’s responses using the percentage
method which was essential for the study for proper analysis of data, Chart, tables, chart are
used for the easy and quick interpretation.

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Source of Data
The researcher used both primary and secondary sources for gathering necessary data for this
study.
Primary Data
The primary data was collected through structured questionnaire.
Secondary Data
 Company Website
 Library books and Magazines
 Information stored in company database
Duration of the Study
The study was carried out for a duration of 60 days at Meriiboy ice-cream.
Area of the Study
The area of my study is Meriiboy ice-cream. Around 120 employees in various categories are
working in the organization. I conducting this study in HR area at Meriiboy ice-cream,
Muvattupuzha, on the topic of Labour welfare measures and Employee satisfied.
Population Size
A total population of 120 employees and out of which 120 employees were distributed
questionnaire directly within the organization.
Population
The universe of the study is limited to Meriiboy ice-cream. The total number of employees in
the organization under the study is 120.
Sampling Method and Technique
The sampling method used is to here convenience sampling. Convenience sampling is used to
collect sufficient data from the employees in the organisation.
Data Collection Tool
 Questionnaire
Data Analysis Tool
The tools used to analysis the data collected from the respondents are percentage analysis.
Percentage analysis is one of the basic statistical tools which is widely used in analysis and
interpretation of primary data. It deals with the number of respondent’s response to a question
is percentage arrived from the total population selected for the study.
% Responded = (Number of respondents / total number of respondents) * 100 and

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1.7 SCOPE OF THE STUDY
The study captioned a study on level of employee’s satisfied on labour welfare measures
provided in Meriiboy ice-cream company, is focused on the degree of satisfied on labour
welfare and safety provided to them. The safety has been conducted by selecting 100
employees from the Meriiboy ice cream company. The study is designed to cover the analysis
of factors influencing the level of satisfied towards labour welfare measurers of employees .

1.8 LIMITATIONS OF THE STUDY


 Spreading of corona diseases is the important limitation. Due to the issue only, limited
population is taken for the study.
 The employee’s attitude and opinion may change in future. So, future relevance of the
study cannot be assuring.
 Time is the important limitation Due to time constraints only limited population is taken
for the study.
 The interpretation and analysis may not be accurate because of the limited experience of
the researcher.
 Lack of co-operation from the employees because employees has not enough time to
spend with the researcher
 Certain responses from some respondents was not satisfactory Personal bias of
researcher
 The laborers were not able to express their opinion in front of the superiors and co-
workers.

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2.1 REVIEW OF LITERATURE
This section presents the previous research that is relevant to the study’s focus. The discussion
Is on level of satisfaction on labour welfare. The major approaches within each field are
reviewed. Review of literature provides guidelines in research work. For this research
Paper various studies are concerned. Some of them are below:
Ravi Shankar S Ulle et.al (2020)
They made a study titled “The Impact of Labour Welfare Measures on Employee Satisfied in
Go-Go International Private Limited, Hassan” with objectives to study the labour welfare
measures, to identify the attributes of welfare measures leading to employee satisfied, to
evaluate the relationship between labour welfare measures and employee satisfied. Data were
collected through the questionnaire with a sample of 250 respondents chosen convenience
sampling. From this survey, the GO-GO international Pvt Ltd is giving good labor welfare
facilities to their employees. The study reveals that most of the labor welfare facilities are
satisfactory at GO-GO international Pvt Ltd, Hassan.
Arul Edison et.al (2020)
For their study titled “Analysis of labour welfare measures and its impact on employee’s
commitment”. The aim of the study is to analyse labour welfare measure and its

relationship with employee's commitment . A sample of 76 respondents (84.2% male and


15.8% female) from Jyothy Laboratories Limited were participated in the study and the
census method was adopted in the collection of data from individual respondents. The findings
of the research indicated that the labour welfare measure especially health insurance,
housing facility, hygienic toilet facility, transport facility, rest and lunch room facility,
compensation on death and recreational facilities creates a positive approach on employee’s
commitment, while the other factors create variables creates a negative approach on
employee’s commitment.
Dr. Renu Rathi et.al (2020)
A study on “Relationship between Welfare Measures Job Satisfied” with the objective that the
study deals with identifying the multiple determinants of labour welfare facilities and their
impact on job satisfied. Data is collected through primary sources with an interview schedule
with a Likert five-point scale with a sample size of 150. The success of an organization depends
on the job satisfied of the workforce. In the present study, the parameters of job satisfied are

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identified by an extensive literature survey. The present study identifies that labour welfare
facilities and job satisfied of employees will affect the quality of work life.
Seenivasan and Rajendran (2020)
He studied Spinning mill employee’s trade union in Virudhunagar district with a sample size
of 200 using stratified random sampling technique. It is found that trade unions have economic
motives and security. The trade unions are continuously striving for the purpose of maintaining
or improving the conditions of their work. It was clear that the workers join trade union to fight
for their wage, job security, and increasing bargaining capacity. It was suggested that workers
may be motivated by paying for overtime wages, providing compensatory leave for the extra
time of work, improving the working conditions in the mills with adequate facilities, etc.
Manju et.al (2020)
For their study titled “A study on Labour Welfare measures in Salem Steel Plant” with
objectives to study about the various labour welfare provided by the Salem Steel Plant to its
employees; to study the attitudes of the workers towards the various welfare provided by the
industry; to study the impact of labour welfare measures on the productivity of the industry; to
suggest recommendation on the basic of which the labour welfare can be improved. The data
were collected from the blue collar and white collar employees. Data were collected through
the questionnaire with a sample of 105 respondents chosen stratified random sampling. The
results showed that most of the respondents are satisfied with canteen facilities. Half of the
respondents are satisfied in role of welfare officer.
Ramasatyanarayana (2020)
He made a study titled “Labour Welfare Measures in Cement Industries in India” with
objectives to study the employees about labour welfare measures provided by the organization;
to offer suggestions to improve the standard of labour welfare in the organization. Data were
collected through the questionnaire with a sample of 92 respondents chosen convenience
sampling. The results showed that 90 per cent of the respondents are satisfied transport
facilities, medical facilities, drinking water, rest room, sports and recreational facilities.
Majority of the respondents are moderately satisfied with the subsidized canteen food and
supply of uniforms. Most of the respondents are highly dissatisfied for not paying annual bonus
and no facilities of cooperative store.

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A.Varadaraj et.al (2019)
“Impact of Welfare Measures on the Quality of Employees Performance with Special
Reference to Construction Industry”. Objectives of the study is to study the impact of employee
welfare measures, to study the level of employee satisfied towards the welfare facilities offered
at ETA. The primary data for the study was collected through a questionnaire. The sample size
of the study was 80 and the sample design adopted was a systematic random sampling
technique. An organization has to provide welfare facilities to their employees to keep their
motivation levels high. The study throws light on impact of welfare measures on the
employees’ performances with respect to the construction industry.
Dhani Shankar Chaubey et.al (2019)
“Analysis of Labour Welfare Schemes and Its Impact on Job Satisfied: An Empirical Study”
The aim of this research is to examine the impact of labour welfare measures on job satisfied.
This study will help the management to know that Labour welfare measures play a significant
role in influencing the level of job satisfied of employees. A sample of 153 respondents was
collected from the universe. The collected data after being coded were analysed using
Statistical Package for Social sciences Research (SPSS) and various statistical tests were
applied based on hypotheses and matching variables. Results indicated that there is a significant
impact of labour welfare measures on job satisfied.
Dr. Usha Tiwari (2019)
Dr.Usha Tiwari has aforementioned that the study a trial has been created to review the worker
welfare facilities and its impact on employee’s competency at VindhaTelelinks Ltd. Rewa
Madhya Pradesh. It is terminated that the worker welfare facilities provided by the corporate
to staff are happy and it's commendable, however still of scope is there for additional
development.
Mr.T.venkataramana1et.al (2019)
This study was explored that worker welfare refers to “the efforts created to supply sensible
life value for employees”. The welfare measures are affected in sensible impact of worker
satisfied. Finally, the study I discovered the additional Mural significantly on Sports, Cultural,
Library, Reading, Leave on travel, Welfare Cooperatives, Vocational, Welfare facilities to
youngsters and ladies, wherever as in internal significantly protecting covering, crèches,
restrooms and drinking facilities are in poor state to enhance the speed of worker satisfied
within the central railways system.

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Dr. Arjita religion (2019)
He has aforementioned that worker Welfare and advantages are a company perspective or
obligation mirrored within the expressed take care of staff all levels. The fourteen objective is
to supply an operating atmosphere that is inspiring enough to market development and interest
within the staff. This study is formed a trial to manage the standing of worker welfare & profit
practices adopted by Indian Oil Corporation Ltd and counsel some ways that to enhance the
standard of welfare practices. The analysis sort is explorative the info base has been framed
from a sample of forty staff operating within the plant those that are on the role of IOC
restricted. Primary information was collected with the assistance of form stuffed by the
respondents.
Yousif Salam Saeed (2019)
The aim of this analysis is to spot and assess the protection management in construction comes
to minimise and management health and safety (H&S) of construction staff Form is employed
to collected a good vary of opinions from fully fledged professionals operating in several
construction sites for comparison between them. The reviews of the connected literature are
the primary step in getting data from antecedent connected studies. The literature reviews offer
a theoretical background concerning safety management that target-hunting the look of the
form.
R Santana Krishnan (2019)
In this study the labour welfare activities are for the most part impacted by compassionate
standards and enactment in any country. In India, before the presentation of welfare and another
enactment the states of the work were hopeless, misuse of kid work, work of long hours, terrible
cleanliness and nonappearance of wellbeing measures are the consistent elements of industrial
facility life in India. This article highlights the labour welfare measures and programmes.
Dr. Venkata Rao P (2019)
“The impact of work environment toward job satisfaction at pt. Post main branch office in
manado”. Based on the research problem, the objectives of this research are to know the impact
of work environment on job satisfaction at PT. Post Main Branch office Manado. The purpose
of this research is to know the impact of work environment toward job satisfaction at PT. Post
Main Branch Office Manado. This research is using a Simple Linear Regression Analysis with
total sample 40 respondents that were obtained from the employee at PT. Post Main Branch
Office Manado. The result shows that work environment is significantly and positively impacts
the job satisfaction. Which is mean that the environment of the company is really good.

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Sethuram et.al (2018)
Unconcealed that the availability of labour welfare measures has a sway on job performance.
The workers are assets of the organization. The management has the duty to protection and
uphold these possessions. The management mustn't solely befits the statutory welfare
obligations however ought to transcend what has been provided within the statute. The higher
than analyses demonstration that greatest of the exercises on health actions consume remained
in satisfiedment call at the community and sequestered initiatives handling etc. Betterment is
requiring within the work of co-operative societies that runs by the organisation.
Narsimha Reddy. Y (2018)
In his work on industrial relations and welfare measures in the BHEL suggested that workers
participation in management clubbed with effective implementation of labour
legislations do promote healthy industrial relations in the organization. The work
also suggested that multiplicity of unions hampered the industrial peace in the organization.
Ravindra. K.B (2018)
Labour welfare and social security has got a lot of significance with Public Sector, Private
Sector and also Multinational Companies. Labour welfare activities in an industrialized society
have far reaching impact not only on the work force but also on all facets of human resources.
Labour welfare includes all such activities which not only secure existential necessities but also
ensures improvement in the spiritual, emotional and other aspects of a worker. The aspect of
labour welfare requires an honest and serious approach that money and environment given to
employees never go waste. A happy employee is a productive employee. A study on labour
welfare and social security is an effort to be perfected in the art of managing people and in
these days the most important management is people’s management. Welfare schemes should
be regarded as a wise investment which should and usually does bring a profitable return in the
form of greater efficiency. The study provides a detailed insight in to the various aspects of
labour welfare and social security in Indian Industries. Various welfare measures available in
the organization; to know the satisfied levels
Meenakshi et.al (2018)
The paper looks at the view of specialists towards labour welfare measures in the changing
financial environment. This research aims to ought to give these offices to labourers. It has
been because of the increment in mindfulness among labourers. With a specific end goal to
keep up better modern relations and solidness in the associations, keeping in the view the

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impression of specialists towards work welfare measures the corporate division ought to
concentrate on these measures in a successful way.
Keerthisriya et.al (2018)
The results indicates that the general mindfulness level of various arrangements of the Factory
Act, it is not highest but rather an acceptable level, in with these facilities given by the
industries, all the accounts sufficient among the workers. Security and welfare measured by
the organization which is keeping the employees satisfied.
Kasenga F. et al (2018)
He conducted a study on staff motivation and welfare in Adventist health facilities in Malawi
they did a qualitative research study by group discussion with health care workers and
supportive staff and finally concluded that Adventist health facilities need to be revised,
training programs for further development must be programmed, they must increase the
communication between management and the health care staff through schedule routine
meetings.
Dr. Lalitha K. (2018)
She did a research study on employee welfare measures he wants to study the welfare facilities
provided to the employee and also conclude that employee’s happiness on welfare facilities
will increase the productivity
Dr. Tiwari U. (2018)
He conducted a study on employee welfare activities and its impact on employee’s efficiency
at Rewa and concluded that the management require giving an attention to the facilities
provided to the employees in such a way that will increase the productivity, satisfied,
performance level, profitability of organization.
Mrs. Ayesha M. (2017)
He conducted a study on role of welfare measures and its impact on employee productivity
with the aim to find out the role of welfare measures and its impact by applying t-test, f-test.
So far as sample is concerned, there were 1650 employees were selected out of the 2100. For
interpretation of data they used t-test, f-test. The female employees were less satisfied with
recreational facilities rather than male.
Srinivasa Rao et.al (2017)
they have carried comparative study to examine the effectiveness of statutory welfare measures
fulfilment in sugar mills at Krishna District of Andhra Pradesh. The researchers critically
evaluated the canteen facility satisfied among the selected employees of sugar mills. The

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researchers framed hypothesis test to explore the association between age and statutory welfare
measures fulfilment across the different sugar mills selected for the study. The result indicates
that age has significant association with welfare measures fulfilment and KCP sugar mills have
higher welfare measures fulfilment compared to Delta Sugar Mills and other Sugar mills of
Andhra Pradesh.
Neha Rathore et.al (2017)
He have conducted a comprehensive review of literature to understand the existing body of
knowledge with respect to the effect of employee welfare in service industries and the
researchers found that still there is gap for offering a well-structured theoretical model for the
better implementation of welfare measures in service industries.
Hemalatha et.al (2017)
They have examined the impact of employee welfare facilities on job satisfied of the workers.
The researcher adopted interview method of data collection for the primary survey and applied
regression analysis to explore the causal effect of welfare facilities on job satisfied. The result
reveals that welfare facilities have moderate positive effect on job satisfied of the workers
covered for the study.
Mendis M (2016)
He studied on welfare facilities and job satisfied with the objective of to examine the welfare
facilities and its impact on job satisfied at operational level of employees in Shri Lanka
by interviewing 100employee. He also concluded that by increasing welfare facilities
organization can improve the job satisfied.
Karthi and Poongodi (2016)
He have tested the employee health and safety welfare measures in RBR garments through case
study method of research. The researcher made an in-depth attempt to understand the existing
welfare measures prevailing in the Indian textile and garments industry. The researcher adopted
survey method to collect responses from 150 employees working RBR garments by adopting
random sampling technique. The results indicate that majority of the employees of RBR
garments are satisfied with respect to their working conditions, welfare activities and safety
measures. Further the researcher also made an attempt to explore the association between the
various personal profiles and welfare measures satisfied and the empirical evidence explicit
that age has significant association with welfare measures satisfied of RBR garment employees.

19
Ramya and et.al (2016)
He have conducted an exploratory research study to explore the impact of welfare facilities on
employee satisfied with respect to hotel industries of Mysore City of Karnataka. The researcher
highlighted the various importance and benefits of welfare facilities to enrich the employee
satisfied. The researcher adopted survey method to gather the information from employees
through structured questionnaire measured by appropriate dichotomous and multiple choice
questions. The result shows that two dominant factors such as, intramural facilities and
extramural facilities in their order of dominance and both these factors have significant
influence of employee satisfied in textile industry.
Syed and et.al (2016)
He have conducted empirical research study to examine the employee welfare measures at
Southern Power Distribution Company of Andhra Pradesh with the primary objective to
explore awareness and satisfied of employee welfare measures of the organisation. The
researchers made an attempt to collect information from 101 employees working in the
organisation by adopting questionnaire method of survey. The result indicates that, work
experiences do not have significant relationship with employee welfare measures and welfare
measures have significant positive effect on employee satisfied.
2.2 THEORETICAL FRAMEWORK
Labour welfare is a dynamic and flexible concept and hence it’s meaning and contents differ
from time to time, region to region, Industry to Industry and Country to Country depending
upon the value system, level of education, social customs, political system, and degree of
industrialization and general standard of socio –economic developments of people.

Labour welfare may be viewed as a total concept, as a social concept and as a relative concept.
These concepts include a desirable state of existence involving the physical, mental, moral and
emotional well-being. .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 .All these three aspects are inter –related and work together in a three
dimensional approach .This relative concept of welfare implies that welfare is relative in time
and place.

International Labour Organization [ILO] defined labour welfare in 1969, as “Such services,
facilities and amenities as adequate canteen, rest and recreation facilities, sanitary and medical
facilities, arrangements for travel to and for the accommodation of workers employed at a

20
distance from their homes and such other services, amenities and facilities including social
security measures as contribute to improve the conditions under which workers are employed”.

Objectives of Labour Welfare:

Welfare measures generally aim to ensure social health and economic security to the worker,
increases their satisfied and raise their standard of living. The following are the basic objective
of the labour welfare facilities.

1. Creating a sense of commitment and loyalty among the workers.

2. Imposing numerous restrictions on the employer for the health and physical well-being of
the employees.

3. Ensuring social and economic security of the workers.

4. Inculcating leadership qualities and team spirit.

5. Reducing absenteeism among the workers and encouraging them for regular attendance.

6. Attracting and retaining talent and skill.

7. Improving industrial relations.

8. Building up a good image of the company.

9. Promoting harmony and developing co-ordination among the workers.

10. Building up a stable labour force.

11. Improving the productivity of the workers.

The aims and objectives of the 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 workers.

Need for Labour Welfare:

The need for labour welfare arises from the very nature of industrial system which is having
two basic characteristic ,one the condition under which the worker have to work or not
congenial for health and second the worker has to work an entirely strange atmosphere creating
problems of adjustment. The working condition in the factory adversely affects the health of

21
the worker because of the excessive heat or cold, noise, dust, lack of pure air etc. It results into
occupational health problems and diseases for the workers and so it becomes necessary on the
part of management to provide protective services and compensatory benefits. To escape from
the trying condition of tedious and tire some job, workers remain absent and become irregular
and indiscipline .Hence it becomes necessary for the management to improve the condition of
work for the life of the employees and provide welfare services.

The provision for welfare facilities creates a sense of security in the minds of the workers
whereby the workers are emotionally, mentally and physically satisfied. They try to put in their
best efforts which contributes to increased productivity, better profits fostering good industrial
relation and thus prosperity for the management and the workers

Principles of Labour Welfare:

Following are the principles for successful implementation of any welfare program in an
organization:

1) The labour welfare activities should pervade the entire hierarchy of an organization

2) Management should be welfare oriented at every level.

3) The employer should not bargain labour welfare as a substitute for wages or monetary
incentives.

4) There should be periodical assessment or evaluation of welfare measures and necessary


improvements on the basis of feedback.

5) The management should ensure co-operation and active participation of unions and workers
in formulating and implementing labour welfare program.

6) The labour welfare work of an organization must be administratively viable and essentially
development oriented.

7) There should be proper co-ordination, harmony and integration of all labour welfare services
in undertakings.

8) The employer should look after the welfare of his employees as a matter of social obligation.

22
Theories of Labour Welfare:

The Police Theory:

This is based on the contention that a minimum standard of welfare necessary for labourers.
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. According to this theory, owners and managers
of industrial undertakings get many opportunities for exploitation of labour. The state has to
intervene to provide minimum standard of welfare to the working class. A number of laws were
enacted to compel management to provide mini u wages, congenial working conditions,
reasonable hours of work and social security.

The Religious Theory:

This is based on the concept that man is essentially “a religious animal”. Many acts of man are
related to religious sentiments and beliefs. These religious feeling sometimes prompt an
employer to take up welfare activities in the expectation of future either in this life, or after it.

According to this theory, any good work is considered as an investment by which both the
benefactor and the beneficiary are rewarded.

The Philanthropic Theory :

This theory is based on man’s love for mankind .In Greek “Philos” means loving and
“antropes” means man .So philanthropic means “loving mankind”. Man is believed to have an
instinctive urge by which he strives to remove the suffering of others and promote their well-
being. The labour welfare movement began in the early years of the industrial revolution with
the support of philanthropists as Robert Owen .The philanthropic acts of welfare may
sometimes defeat the very purpose of welfare.

The 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 a trust. “The employer should hold the industrial assets for himself, for the benefit of
his workers and also for society. The main emphasis of this theory is that employers should
provide funds on an on-going basis for the well-being of their employees. Mahatma Gandhi

23
very highly advocated this theory. But it is easily talked about than practiced. Labour welfare
under this philosophy 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.

The Placating Theory:

This theory is based on the fact that labour groups are becoming demanding and militant, and
more conscious of their rights and privileges than ever before. Their demand for higher wages
and better standards of living cannot be ignored. According to this theory, timely and
periodically Sacts of labour welfare can appease the workers. They are some kind of pacifiers
which come with a friendly gesture.

The 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 programs under this theory, work
as a sort of an advertisement and help an organization to project its good image and build up
and promote good and healthy public relations. But this kind of program may also lack in
sincerity and continuity. When such a program loose its advertisement value, it may be
neglected by the employer even through it is still useful for the employees

The Functional Theory:

This is also called the efficiency Theory. 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. But all this will depend on a healthy collaboration between union and management
and their mutual concern for growth and development of the industry. Any higher production
is of benefit to both management and labour. The latter will get better wages and perhaps a
share in the profits. This theory is a reflection of contemporary support for labour welfare. It
can work well if both the parties have an identical aim in view, that is higher production through
better welfare. And this will encourage labour’s participation in welfare programs.

Legislative Enhancements:

The government of India passed the following acts for the welfare and social security of the
workers in the country.

1. The Factories Act -1948

24
2. The Minimum wages Act-1948

3. The Employees Provident Fund Act-1952.

4. The Employees State Insurance Act-1948.

5. The Workmen’s Compensation Act -1923.

6. The Industrial Dispute Act-1947.

7. The Payment of Wages Act-1936.

8. The Trade Unions Act-1926.

9. The payment Of Gratuity Act-1972.

10. The Industrial Employment Act -1946.

11. The Apprentices Act -1961.

12. The maternity Benefit Act-1961.

The minimum wages act empowers the state to take steps for fixing minimum wages in selected
occupations. The employees provident fund act provides for contributory provident fund. The
Employees state Insurance act offers medical benefits to the worker. The workmen’s
compensation act provides for the payment of compensation to the workers. If they become
disable fully or partly in the course of their work.

The Industrial dispute act provides machinery for the settlement of disputes between the
employer and employees. The bonus act makes the management to make the payments of bonus
at fixed rate to the workers irrespective of the profit earned by it. The payment of wages act
makes the management to make the payment of wages regularly .The Trade Unions act has
clarified the functions and activities of the trade Union .The payment of gratuity act directs the
management to make the payment of gratuity on superannuation. The Maternity benefit act
prescribes the maternity benefits to be paid to women workers.

INDEPENDENT VARIABLES
1. Statutory Welfare Facilities: -
The statutory welfare measures are those which have emerged from various acts passed by the
Government. It is legally binding on the part of Management to offer these welfare facilities.

25
These are connected with Cleanliness, ventilation, temperature, lighting, drinking water,
latrines and Urinals, rest rooms. Canteen etc.
2. Non-Statutory Welfare Facilities:
Voluntary welfare facilities are provided voluntarily by the employer for his workers. These
are provided to keep the labours force happy and contended. Such facilities may be called as
non –statutory facilities. These are primarily oriented to democratic value system. The Trade
unions played an important role in bringing forth these facilities. Such facilities depend upon
the increase the efficiency of the workers and reduce the conflict between the employers and
the employees.
3. Mutual Welfare Facilities:
Mutual welfare facilities refer to such activities which are initiated by the workers for their
betterment in a suitable manner either through the trade union or through the formation of the
co-operatives.
Mural Activities: -
In addition to the above classification the welfare activities can be further divided into two
groups.
Intra –Mural Activities: -
In intra –Mural activities we include such amenities and services which have been provided by
the employer inside the factory.eg latrines, urinals, canteen, drinking water, lighting, uniform
etc.
Extra Mural Activities: -
The extra Mural Activities are such services and amenities which are available to the workers
outside the establishment.eg; Social Insurance, Medical facilities, housing, transport,
cooperative credit society etc.
DEPENDENT VARIABLE
EMPLOYEE SATISFACTION
Employee satisfaction is a measure of workers' contentedness with their job, whether they like
the job or individual aspects or facets of jobs, such as nature of work or supervision. Employee
satisfaction can be measured in cognitive, affective, and behavioural components.

26
CONCEPTUAL FRAMEWORK

INDEPENDENT VARIABLE DEPENDENT VARIABLE

Statutory Measures Employee loyalty

Sense of ownership
Non-Statutory Measures
Level of Commitment

Mutual Welfare Facilities Efficiency & Effectiveness

Productivity
Intra-Mural Facilities

Extra-Mural Facilities

27
3. DATA ANALYSIS AND INTERPRETATION

The data collected were analysed using various statistical tools with percentage analysis,
correlation. The details are presented as follows:

3.1 DESCRIPTIVE ANALYSIS

The following table shows age of the respondents working in Malabar cements limited. Here
age of employees is represented in numbers as well as percentage.

Table 3.1: Age of the respondents

Age Respondents Percentage


Less than or equal to 30 31 25.8
Greater than 30 to 40 24 20
Greater than 40 to 50 36 30
Greater than 50 29 24.2
Total 120 100

Chart 3.1: Age of the respondents


35
30
30
25.8
24.2
25
20
Percentage

20

15

10

0
Less than or equal Greater than 30 to Greater than 40 to Greater than 50
to 30 40 50
AGE

From the above table and chart, it can be seeing that 25.8% of the total respondents belongs to
the age group of less than or equal to 30 and 20% of employees are greater than 30-40 age
categories. 30 % and 24.2% of the employees are greater than 40-50 and above 50 categories
respectively. So, it is clear that majority of the employees are belongs to less than or equal to
30 age categories.

28
The following table shows gender of the respondents in the organization. The below given table
represents gender in terms of numbers as well as percentage.
Table 3.2: Gender of the respondents

Gender Respondents Percentage


Male 95 79.2
Female 25 20.8
Total 120 100

Chart 3.2: Gender of the respondents

90
79.2
80
70
60
Percentage

50
40
30
20.8
20
10
0
Male Female
Gender

From the above table and chart, it can be seeing that 79.2% of the employees are male and
20.8% employees are female. So, it is clear that majority of the employees working in the
organisation are male.

29
The table given below shows that monthly income of the employees. It is represented as
numbers as well as percentage. Salary is starting from 30,000 and ends with more than
1,00,000
Table 3.3: Monthly income of the respondents

Monthly income(Rs) Respondents Percentage


Less than or equal to 30,000 48 40
Above 30,000-50,000 46 38.3
Above 50,000-100,000 18 15
Above 100,000 8 6.7
Total 120 100

Chart 3.3: Monthly income of the respondents

45
40
40 38.3

35
30
Percentage

25
20
15
15
10 6.7
5
0
Less than or equal Above 30,000- Above 50,000- Above 100,000
to 30,000 50,000 100,000
monthly income

From the above table and chart, it can be seeing that 6.7% of the respondents gets a salary
above 1,00,000. 15% of the respondents who are gets salary ranging from Rs. 50,000-1, 00,000.
38.3% and 40% of the respondents gets a salary above Rs.30, 000-50,000 and less than 30,000
respectively. So, it is clear the majority of the respondent’s salary is belonging to less than or
equal to 30,000.

30
The table shows work experience of the employee in the present organisation.it can be
represented in both numbers and percentage. Work experience is starting from below 5 years
to more than 20 years

Table 3.4: Work experience in the present organisation

Work experience Respondent Percentage


Below 5 years 39 32.5
5-10 years 30 25
Above 10-20 years 26 21.7
Above 20 years 25 20.8
Total 120 100

Chart 3.4: Work experience in the present organisation

35 32.5

30
25
25
21.7 20.8
Percentage

20

15

10

0
Below 5 years 5-10 years Above 10-20 years Above 20 years
work experience

From the above table and chart, it can be seeing that 32.5% of the respondents have an
experience below 5 years in the company and 25% of the respondents have an experience from
5 -10 years. 21.7% of the respondents have an experience from 10-20 years. 20.8% of the
respondents have experience of above 20 years. Majority of the respondents have work
experience of below 5 years.

31
I. WELFARE FACILITIES
STATUTORY MEASURES
The statutory welfare measures are those which are connected with Cleanliness, ventilation,
temperature, lighting, drinking water, latrines and Urinals, rest rooms. Canteen etc.
The table given below shows that basic welfare facilities provided by the company. Such as
ventilation, temperature, lighting, drinking water, latrines and Urinals, rest rooms. Canteen etc.
Table 3.5: Basic welfare facilities provided by the company

Opinion Respondents Percentage


Highly dissatisfied 0 0
dissatisfied 0 0
Neutral 20 16.7
satisfied 71 59.2
Highly satisfied 29 24.1
Total 120 100
Chart 3.5: Basic welfare facilities provided by the company

70
59.2
60
50
Percentage

40
30 24.1
20 16.7

10
0 0
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 59.2% respondents satisfied that they have basic
welfare facilities provided by the company. 16.7% respondents have not indicated their opinion
on this. 29% respondents were highly satisfied that they feel basic welfare facilities provided
by the company. Majority of the respondents satisfied that they have basic welfare facilities
provided by the company.

32
The table given below shows that Organization machines maintained properly. It is represented
in both numbers and percentages.

Table 3.6: Organization machines maintained properly


Opinion Respondents Percentage

Highly dissatisfied 0 0

Dissatisfied 33 27.5

Neutral 65 54.2

Satisfied 22 18.3

Highly satisfied 0 0

Total 120 100

Chart 3.6: Organization machines maintained properly

60
54.2

50

40
Percentage

30 27.5

18.3
20

10
0 0
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 54.2% respondents satisfied that they maintained
Organization machines properly. 27.5% respondents have not indicated their opinion on this.
18.3% respondents were highly satisfied that they maintained Organization machines properly.
Majority of the respondents were satisfied that they maintained Organization machines
properly.

33
The table shows ventilation and lighting facility in the working area. It is represented in both
numbers and percentages

Table 3.7: Ventilation and lighting facility in the working area

Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 1 0.8

Neutral 11 9.2

satisfied 84 70

Highly satisfied 24 20

Total 120 100

Chart 3.7: Ventilation and lighting facility in the working area

80
70
70

60
Percentage

50

40

30
20
20
9.2
10
0 0.8
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 70% respondents satisfied that in ventilation
and lighting facility in the working area. 9.2% respondents have not indicated their opinion on
this. 0.8% respondents were not satisfied in ventilation and lighting facility in the working area.
The majority of the respondents satisfied that in ventilation and lighting facility in the working
area.

34
NON STATUTORY MEASURES
Voluntary welfare facilities are provided voluntarily by the employer for his workers. These
are provided to keep the labours force happy and contended. Such facilities may be called as
non –statutory facilities.
The table shows leave facilities provided by the company. It is represented in both numbers
and percentages
Table 3.8: Leave facilities provided by the company

Opinion Respondents Percentage

Highly dissatisfied 1 0.8

dissatisfied 3 2.5

Neutral 28 23.3

satisfied 79 65.8

Highly satisfied 9 7.5

Total 120 100

Chart 3.8 Leave facilities provided by the company


70 65.8

60
50
Percentage

40

30 23.3
20
7.5
10 2.5
0.8
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 65.8% respondents satisfied with leave facilities
provided by the company 23.3% respondents have not indicated their opinion on this. 0.8%
respondents were not satisfied that with leave facilities provided by the company. Only 0.8%
respondents were highly dissatisfied with this statement. Majority of the respondents were
satisfied with leave facilities provided by the company.

35
The table show work schedule provided by the company s. It is represented in both numbers
and percentages.

Table 3.9: Work schedule provided by the company

Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 1 0.8

Neutral 38 31.7

satisfied 72 60

Highly satisfied 9 7.5

Total 120 100

Chart 3.9: Work schedule provided by the company

70
60
60

50
Percentage

40
31.7
30

20

10 7.5
0 0.8
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 60% respondents satisfied that with their work
schedule provided by the company. 31.7% respondents have not indicated their opinion on this.
0.8% respondents were not satisfied with their work schedule provided by the company.
Majority of the respondents satisfied with their work schedule provided by the company.

36
The table shows welfare activities conducted by the company. It is represented in both numbers
and percentages
Table 3.10: Welfare activities conducted by the company

Opinion Respondents Percentage


Highly dissatisfied 2 1.7

dissatisfied 10 8.3

Neutral 42 35

satisfied 57 47.5

Highly satisfied 9 7.5

Total 120 100

Chart 3.10: Welfare activities conducted by the company

50 47.5
45
40
35
35
Percentage

30
25
20
15
10 8.3 7.5
5 1.7
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 47.5% respondents satisfied that with their
welfare activities conducted by the company.35% respondents have not indicated their opinion
on this. 8.3% respondents were not satisfied that with their welfare activities conducted by the
company. 7.5% respondents highly satisfied with this statement. Majority of the respondents
were neutral in their opinion on this.

37
The table shows safety inspections are held in your company. It is represented in both numbers
and percentages

Table 3.11: Safety inspections are held in your company

Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 9 7.5

Neutral 45 37.5

satisfied 57 47.5

Highly satisfied 9 7.5

Total 120 100

Chart 3.11: Safety inspections are held in your company


50 47.5
45
40 37.5
35
Percentage

30
25
20
15
10 7.5 7.5
5
0
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 47.5% respondents satisfied that there is a safety
inspections are held in the company. 37.5% respondents have not indicated their opinion on
this. 7.5% respondents were not satisfied that there is a safety inspections are held in the
company. Only 7.5% respondents highly dissatisfied with this statement. Majority of the
respondents satisfied that there are safety inspections are held in your company.

38
MUTUAL WELFARE FACILITIES

It refers to such activities which are initiated by the workers for their betterment in a suitable
manner either through the trade union or through the formation of the co-operatives.

The table shows role of trade union in implementing safety measures. It is represented in both
numbers and percentages

Table 3.12: Role of trade union in implementing safety measures.


Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 1 0.8

Neutral 48 40

satisfied 70 58.3

Highly satisfied 1 0.8

Total 120 100

Chart 3.12: Role of trade union in implementing safety measures

From the above table and Chart, it is clear that 58.3% respondents were satisfied in the role of
trade union in implementing safety measures. 40% respondents have not indicated their opinion
on this. Only 0.8% respondents were not satisfied in the role of trade union in implementing
safety measures. Majority of the respondents were satisfied in the role of trade union in
implementing safety measures.

39
The table shows Opportunity for growth is always open for the welfare of employees. It is
represented in both numbers and percentages.
Table 3.13: Opportunity for growth is always open for the welfare of employees

Opinion Respondents Percentage

Highly dissatisfied 9 7.5

dissatisfied 28 23.3

Neutral 33 27.5

satisfied 39 32.5

Highly satisfied 11 9.2

Total 120 100

Chart 3.13: Opportunity for growth is always open for the welfare of employees
35 32.5

30 27.5

25 23.3
Percentage

20

15
9.2
10 7.5

0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 32.5% respondents satisfied in Opportunity for
growth is always open for the welfare of employees. 27.5% respondents have not indicated
their opinion on this. 23.3% respondents were not satisfied with Opportunity for growth is
always open for the welfare of employees. Only 7.5% respondents were highly dissatisfied
with this statement. Majority of the respondents satisfied that they have sufficient Opportunity
for growth is always open for the welfare of employees.

40
The table shows Workers participation in management. It is represented in both numbers and
percentages
Table 3.14: Workers participation in management
Opinion Respondents Percentage

Highly dissatisfied 3 0

dissatisfied 8 22.5

Neutral 27 6.7

satisfied 73 60.8

Highly satisfied 9 2.5

Total 120 100

Chart 3.14: Workers participation in management


70
60.8
60

50
Percentage

40

30
22.5
20

10 6.7
2.5
0
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 60.8% respondents satisfied with Workers
participation in management in the company. 6.7% respondents have not indicated their
opinion on this.22.5% respondents were not satisfied with Workers participation in
management. Majority of the respondents were satisfied with Workers participation in
management.

41
INTRA MURAL FACILITIES

Intra –Mural activities we include such amenities and services which have been provided by
the employer inside the factory.eg latrines, urinals, canteen, drinking water, lighting, uniform.
The table shows Canteen facility, Latrines Urinals, Wash basin bathroom etc.., provide by the
company. It is represented in both numbers and percentages
Table 3.15: Canteen facility, Latrines Urinals, Wash basin bathroom etc.., provide by
the company

Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 9 7.5

Neutral 27 22.5

satisfied 82 68.3

Highly satisfied 2 1.7

Total 120 100

Chart 3.15: Canteen facility, Latrines Urinals, Wash basin bathroom etc.., provide by
the company
80
68.3
70
60
Percentage

50
40
30 22.5
20
7.5
10 0 1.7
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 68.3% respondents satisfied with Canteen
facility, Latrines Urinals, Wash basin bathroom etc.., provide by the company. 22.5%
respondents have not indicated their opinion on this. Only 7.5% respondents were not satisfied
Canteen facility, Latrines Urinals, Wash basin bathroom etc.., provide by the company.
Majority of the respondents were satisfied with Canteen facility, Latrines Urinals, Wash basin
bathroom etc.., provide by the company.

42
The table shows transportation facilities provided by the company. It is represented in both
numbers and percentages

Table 3.16: Transportation facilities provided by the company

Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 0 0

Neutral 22 18.3

satisfied 90 75

Highly satisfied 8 6.7

Total 120 100

Chart 3.16: Transportation facilities provided by the company

80 75

70

60
Percentage

50

40

30
18.3
20

10 6.7
0 0
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 75% respondents satisfied with transportation
facilities provided by the company. 18.3% respondents have not indicated their opinion on this.
Only 6.7% respondents were highly satisfied with transportation facilities provided by the
company. Majority of the respondents were satisfied with transportation facilities provided by
the company.

43
The table shows salary and other allowance of the company. It is represented in both numbers
and percentage

Table 3.17: Salary and other allowance of the company


Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 3 2.5

Neutral 8 6.7

satisfied 98 81.7

Highly satisfied 11 9.2

Total 120 100

Chart 3.17: Salary and other allowance of the company

90 81.7
80
70
60
Percentage

50
40
30
20
6.7 9.2
10 2.5
0
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 81.7% respondents satisfied with salary and
other allowance of the company. 6.7% respondents have not indicated their opinion on
this.Only 2.5% respondents were dissatisfied satisfied with salary and other allowance of the
company.Majority of the respondents were satisfied with salary and other allowance of the
company.

44
EXTRA MURUAL FACILITIES

The extra Mural Activities are such services and amenities which are available to the workers
outside the establishment.eg; Social Insurance, Medical facilities, housing, transport,
cooperative credit society etc.
The table shows the Working hours. It is represented in both numbers and percentages.

Table 3.18: The Working hours

Opinion Respondents Percentage


Highly dissatisfied 1 0.8
Dissatisfied 9 7.5
Neutral 18 15
Satisfied 72 60
Highly satisfied 20 16.7
Total 120 100

Chart 3.18: The Working hours

70
60
60

50
Percentage

40

30

20 15 16.7
7.5
10
0.8
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 60% respondents satisfied with the Working
hours. 15% respondents have not indicated their opinion on this. 7.5% dissatisfied with this
statement. Only 0.8% respondents highly dissatisfied with this opinion. Majority of the
employees satisfied with the Working hours.

45
The table shows medical care facilities provided by the company. It is represented in both
numbers and percentages.

Table 3.19: Medical care facilities provided by the company.

Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 1 0.8

Neutral 24 20

Satisfied 84 70

Highly satisfied 11 9.2

Total 120 100

Chart 3.19: Medical care facilities provided by the company.

80
70
70

60
Percentage

50

40

30
20
20
9.2
10
0 0.8
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 70% respondents satisfied with the medical care
facilities provided by the company r. 20% respondents have not indicated their opinion on this.
Only 0.8% dissatisfiedd and 9.2% respondents were Highly satisfiedd with this statement.
Majority of the respondents satisfied with the medical care facilities provided by the company

46
The table shows the Holidays facilities Earned leave, Sick leave, Casual leaves provide by the
Company. It is represented in both numbers and percentages

Table 3.20: The Holidays facilities Earned leave, Sick leave, Casual leaves provide by
the Company
Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 0 0

Neutral 17 14.2

satisfied 101 84.2

Highly satisfied 2 1.7

Total 120 100

Chart 3.20: The Holidays facilities Earned leave, Sick leave, Casual leaves provide by
the Company

90 84.2
80
70
60
Percentage

50
40
30
20 14.2
10 1.7
0 0
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 84.2% respondents satisfied the Holidays
facilities Earned leave, Sick leave, Casual leaves provide by the Company.14.2% respondents
have not indicated their opinion on this. 1.7% highly satisfied with this statement. Majority of
the respondents were satisfied the Holidays facilities Earned leave, Sick leave, Casual leaves
provide by the Company.

47
II. EMPLOYEE SATISFACTION
EMPLOYEE LOYALTY
Employee loyalty can be defined as employees who are devoted to the success of their
organization and believe that being an employee of this organization is in their best interest.
The table shows employees are allowed to take responsibility and authority. It is represented
in both numbers and percentages.
Table 3.2:1 Employees are allowed to take responsibility and authority
Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 9 7.5

Neutral 21 17.5

satisfied 89 74.2

Highly satisfied 1 0.8

Total 120 100

Chart 3.21: Employees are allowed to take responsibility and authority


80 74.2
70
60
Percentage

50
40
30
17.5
20
7.5
10 0.8
0
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 74.2% respondents satisfied that there is
employees are allowed to take responsibility and authority.17.5% respondents have not
indicated their opinion on this. 7.5% dissatisfied that there employees are allowed to take
responsibility and authority. Majority of the respondents were satisfied that there is employees
are allowed to take responsibility and authority.

48
The table shows working environment. It is represented in both numbers and percentages

Table 3.22: Working environment


Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 0 0

Neutral 13 10.8

satisfied 84 70

Highly satisfied 23 19.2

Total 120 100

Chart 3.22: Working environment


80
70
70

60
Percentage

50

40

30
19.2
20
10.8
10
0 0
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 70% respondents satisfied with the working
environment in the company. 10.8% respondents have not indicated their opinion on this.
19.2% highly satisfied with the working environment in the company. Majority of the
respondents satisfied with the working environment in the company.

49
The table shows morale in the company. It is represented in both numbers and percentages

Table 3.23: Morale in the company


Opinion Respondents Percentage

Highly dissatisfied 9 7.5

dissatisfied 3 2.5

Neutral 33 27.5

satisfied 63 52.5

Highly satisfied 12 10

Total 120 100

Chart 3.23: Morale in the company


60
52.5
50

40
Percentage

30 27.5

20
10
10 7.5
2.5
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 52.5% respondents satisfied the morale in the
company 27.5% respondents have not indicated their opinion on this. Only 2.5% employees
said that they are not satisfied with the morale in the company. 7.5% respondents highly
dissatisfied with the morale in the company highly satisfied with this statement. So, majority
of the respondents were satisfied with the morale in the company.

50
LEVEL OF COMMITMENT
A high level of commitment is really what is required to achieve major goals in our life, and
that brings us to the Commitment Scale.
The table shows job responsibilities are clearly defined. It is represented in both numbers and
percentages.

Table 3.24: Job responsibilities are clearly defined


Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 0 0

Neutral 24 20

satisfied 95 79.2

Highly satisfied 1 0.8

Total 120 100

Chart 3.24: Job responsibilities are clearly defined


90
79.2
80
70
60
Percentage

50
40
30
20
20
10 0.8
0 0
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 79.2% respondents satisfied that their job
responsibilities are clearly defined. 20% respondents have not indicated their opinion on this.
Only 0.8 % employees said that they are highly satisfie with job responsibilities are clearly
defined. Majotity of the respondents were satisfiedd with job responsibilities are clearly
defined.

51
The table shows job utilizes your skills and abilities as much as it could. It is represented in
both numbers and percentages.

Table 3.25: Job utilizes your skills and abilities as much as it could
Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 1 0.8

Neutral 12 10

satisfied 95 79.2

Highly satisfied 12 10

Total 120 100

Chart 3.25: Job utilizes your skills and abilities as much as it could

90
79.2
80
70
60
Percentage

50
40
30
20
10 10
10
0 0.8
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 79.2% respondents satisfied that job utilizes
your skills and abilities as much as it could. 10% respondents have not indicated their opinion
on this. Only 0.8 % employees dissatisfied that there should be not effectively job utilizes your
skills and abilities as much as it could. Majority of the respondents were satisfied that job
utilizes your skills and abilities as much as it could.

52
The table shows company offer adequate opportunities for promotions and career development.
It is represented in both numbers and percentages
Table 3.26: Company offer adequate opportunities for promotions and career
development
Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 2 1.7

Neutral 53 44.2

satisfied 54 45

Highly satisfied 11 9.2

Total 120 100

Chart 3.26: Company offer adequate opportunities for promotions and career
development
50 44.2 45
45
40
35
Percentage

30
25
20
15 9.2
10
5 0 1.7
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 45% respondents satisfied that there is company
offer adequate opportunities for promotions and career development. 44.2% respondents have
not indicated their opinion on this. 9.2% employees highly satisfied that company offer
adequate opportunities for promotions and career development. Only 2% respondents were
dissatisfied with this statement.so, majority of employees satisfied company offer adequate
opportunities for promotions and career development.

53
PRODUCTIVITY

Productivity is commonly defined as a ratio between the output volume and the volume of
inputs. In other words, it measures how efficiently production inputs, such as labour and
capital, are being used in an economy to produce a given level of output.

Table 3.27: Increasing productivity helps the company’s to achieve short and long term
career goals
Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 10 8.3

Neutral 45 37.5

satisfied 63 52.5

Highly satisfied 2 1.7

Total 120 100

Chart 3.27: Increasing productivity helps the company’s to achieve short and long term
career goals

60 52.5
50
37.5
Percentage

40
30
20
8.3
10
0 1.7
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 52.5% respondents satisfied that increasing
productivity helps the company’s to achieve short and long term career goals. 37.5%
respondents have not indicated their opinion on this. 8.3% employees dissatisfied with this and
only 1.7% respondents highly satisfied that increasing productivity helps the company’s to
achieve short and long term career goals. So, majority of the respondents satisfied that
increasing productivity helps the company’s to achieve short and long term career goals.

54
The table shows training helps to increase the productivity level of employees. It is represented
in both numbers and percentages.

Table 3.28: Training helps to increase the productivity level of employees

Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 10 8.3

Neutral 45 37.5

satisfied 63 52.5

Highly satisfied 2 1.7

Total 120 100

Chart 3.28: Training helps to increase the productivity level of employees

60
52.5
50

40 37.5
Percentage

30

20

8.3
10
0 1.7
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and Chart, it is clear that 52.5% respondents satisfied with training helps
to increase the productivity level of employees. 37.5% respondents have not indicated their
opinion on this. 8.3% employees dissatisfied that training helps to increase the productivity
level of employees. Only 1.7% respondents were highly satisfied with this statement. Majority
of the respondents were satisfied with training helps to increase the productivity level of
employees.

55
The table shows management conduct formative evaluation to improve the productivity. It is
represented in both numbers and percentages

Table 3.29: Management conduct formative evaluation to improve the productivity

Opinion Respondents Percentage

Highly dissatisfied 0 0

dissatisfied 10 8.4

Neutral 49 40.8

satisfied 60 50

Highly satisfied 1 0.8

Total 120 100

Chart 3.29: Management conduct formative evaluation to improve the productivity


60
50
50
40.8
40
Percentage

30

20
8.4
10
0 0.8
0
Highly dissatisfied Neutral satisfied Highly satisfied
dissatisfied
Opinion

From the above table and chart, 50% of the employees are satisfied with that organisation
management conduct formative evaluation to improve the productivity and the 8.4% of the
employees are dissatisfied with this statement. 40.8 % of the respondents have not indicate
their opinion on this. There is no highly satisfied and dissatisfied towards this statement.
Majority of the respondent’s satisfied that management conduct formative evaluation to
improve the productivity.

56
3.2 INFERENTIAL ANALYSIS

CORRELATION

Correlation shows the strength of a relationship between two variables and is expressed
numerically by the correlation coefficient. The correlation coefficient's values range between
-1.0 and 1.0. A perfect positive correlation means that the correlation coefficient is exactly 1. A
perfect negative correlation means that two assets move in opposite directions, while a zero
correlation implies no linear relationship at all.

Hypothesis
H0: There is no significant relationship between the labour welfare and employee satisfied
H1: There is significant relationship between the labour welfare and employee satisfied
CORRELATION BETWEEN STATUTORY WELFARE ACTIVITIES AND
PRODUCTIVITY
X = Statutory welfare activities
Y = Productivity

Table shows that correlation between statutory welfare activities and productivity. Relationship
with statutory welfare activities taken as variable x and productivity is taken as Y variable.

Table 3.30: Showing correlation between statutory welfare activities and productivity

Opinion Statutory welfare activities Productivity

Highly dissatisfied 0 0

Dissatisfied 0 0

Neutral 20 33

Satisfied 71 65

Highly satisfied 29 22

𝑛∑𝑥𝑦−(∑𝑥.∑𝑦)
Karl person coefficient of correlation = .
√𝑛 ∑𝑥 2−(∑ 𝑥)2 √𝑛 ∑𝑦 2−(∑ 𝑦)2

3033
= 0.9626
3151

57
Chart 3.30: Showing correlation between statutory welfare activities and productivity

Interpretation: The value of R is 0.9626. This is a strong positive correlation, which means
relationship with statutory welfare activities and productivity are highly related.

CORRELATION BETWEEN NON STATUTORY MEASURES AND LEVELS OF


COMMITMENT

X = Non statutory measures

Y = Level of commitment

Table shows that correlation between Non statutory measures and level of commitment. Non
statutory measures is taken as variable X and level of commitment is taken as Y variable.

Table 3.31: correlation between non statutory measures and level of commitment

Opinion Non statutory measures Level of commitment


Highly dissatisfied 2 0
Dissatisfied 10 0
Neutral 42 24
Satisfied 57 95
Highly satisfied 9 1
𝑛∑𝑥𝑦−(∑𝑥.∑𝑦)
Karl person coefficient of correlation =
√𝑛 ∑𝑥 2−(∑ 𝑥)2 √𝑛 ∑𝑦 2−(∑ 𝑦)2

58
3552
𝑟= = 0.8998
3947

Chart 3.31: correlation between non statutory measures and level of commitment

Interpretation: The value of R is 0.8998. This is a strong positive correlation, which means
that relation between non statutory measures and levels of commitment is highly related to each
other.

CORRELATION BETWEEN MUTUAL WELFARE FACILITIES


AND EMPLOYEE LOYALTY

X = Mutual welfare facilities

Y = Employee loyalty

Table shows that correlation between Mutual welfare facilities and Employee loyalty. Mutual
welfare facilities is taken as variable X and Employee loyalty is taken as Y variable.

Table 3.32: correlation between mutual welfare facilities and employee loyalty

Opinions Mutual welfare facilities Employee loyalty


Highly dissatisfied 0 0
dissatisfied 1 9
Neutral 48 21
satisfied 70 89
Highly satisfied 1 1

59
𝑛∑𝑥𝑦−(∑𝑥.∑𝑦)
Karl person coefficient of correlation =
√𝑛 ∑𝑥 2−(∑ 𝑥)2 √𝑛 ∑𝑦 2−(∑ 𝑦)2

4368
𝑟= = 0.8903
4906

Chart 3.32: correlation between mutual welfare facilities and employee loyalty

Interpretation: The value of R is 0.8903. This is a strong positive correlation, which means
there is relationship between mutual welfare activities an employee loyalty.

60
4.1 SUMMARY

This study has been conducted on the topic of ‘A study on level of employee’s satisfaction on
labour welfare measures provided in Meriiboy ice-cream’. The project is divided in to 4 parts.

Chapter 1, deals with the introduction, industry profile, company profile, and statement of the
problem, objectives of the study and research methodology. The research methodology part
deals with statement of the problem, research tools, scope and limitations of the study.

Chapter 2, deals with the concept and review of literature, it shows about the viewpoints of
different authors and institutions about the opinion topic.

Chapter 3, deals with the data analysis and interpretations. The collected data analyzed through
simple percentage and correlation.

Chapter 4, deals with the summary, findings, suggestions and conclusion that has found in the
study.

61
4.2 FINDINGS

 From the collected data it is clear 59.2% respondents satisfied that they have basic
welfare facilities provided by the company. It means the company provides a good basic
welfare facilities such as food, water, uniform. (Table3.5)
 From the analysis it is clear that 54.2% respondents are satisfied that they maintained
Organization machines properly. It means that most of the employees saying that the
maintenance of machine is proper. (Table 3.6)
 From the collected data it is clear that 70% respondents satisfied that in ventilation and
lighting facility in the working area. , so we can assume that the company is providing
better working condition. (Table 3.7)
 From the analysis it is observed that 65.8% respondents satisfied with leave facilities
provided by the company. Majority of the employees are highly satisfied with leave
facilities provided by the company. (Table 3.8)
 From the analysis it is founded that 35% respondents have not indicated their opinion
on welfare activities conducted by the company. It means that they neither agree nor
disagree to the concern point. (Table 3.9)
 From the analysis it is founded that 60% respondents satisfied that with their work
schedule provided by the company. It means Majority of the respondents satisfied with
their work schedule provided by the company. (Table 3.10)
 From the analysis it is clear that 47.5% respondents satisfied that there is a safety
inspections are held in the company. It means role of management in implementing
safety measures is good. (Table 3.11)
 From the collected data it is clear that 60.8% respondents satisfied with Workers
participation in management in the company. It means that the opinion and suggestion
given by the employees is accepted by the company. (Table 3.14)
 From the collected data it is clear that68.3% respondents satisfied with Canteen facility,
Latrines Urinals, Wash basin bathroom etc.., provide by the company. It means that the
company providing goo working condition (Table 3.15)
 From the analysis it is clear that 75% respondents satisfied with transportation facilities
provided by the company. It means that the company is providing better transportation
facilities. (Table 3.16)

62
 From the collected data it is observed that 81.7% respondents satisfied with salary and
other allowance of the company. It means that majority of the employees satisfied with
salary and other allowance (Table 3.18)
 From the collected data it is observed that 84.2% respondents satisfied the Holidays
facilities Earned leave, Sick leave, Casual leaves provide by the Company. It means
that Majority of the respondents were satisfied the Holidays facilities Earned leave,
Sick leave, Casual leaves provide by the Company. (Table 3.20)
 From the analysis it is observed that 44.2% respondents have not indicated their opinion
on company offer adequate opportunities for promotions and career development. it
means that they neither agree or disagree to the concern point (Table 3.26)
 From the collected data it is observed that 37.5% respondents have not indicated their
opinion on Training helps to increase the productivity level of employees.it means that
they neither agree or disagree to the concern point (Table 3.28)
 From the collected data it is observed that 40.8 % of the respondents have not indicate
their opinion on Management conduct formative evaluation to improve the
productivity. It means that they neither agree nor disagree to the concern point. (Table
3.29)
 From the analysis it is clear that correlation value is highly positive (0.9626). So null
Hypothesis is rejected. Hence, there exist a close relationship between statutory welfare
activities and productivity. (Table 3.30)
 From the analysis it is clear that correlation value is highly positive (0.8998). So null
Hypothesis is rejected hence, there exist a close relationship between non statutory
measures and levels of commitment. (Table 3.31)
 From the analysis it is clear that correlation value is highly positive (0.8903). So null
hypothesis is rejected. Hence, there exist a close relationship between mural welfare
facilities and employee loyalty. (Table 3.32)

63
4.3 SUGGESTION

 Training helps to increase the productivity level of employees, it is better to conduct


Regular feedback so that they will able to efficiency.
 Financial motivation is an effective way to promote employees, Salary and incentives
are the main things to improve their performance and dedication.
 It is better to conduct more welfare activities programs to make the employees More
engaged in the organization and make the work place enjoyable like Sports and Arts
day, best employee rewards, etc.it help the employees to enjoy the work in the
organization.
 Make sure that Company offer adequate opportunities for promotions and career
development
 To improve the productivity of the company, formative evaluation is a better suggestion
when conducted effectively.

64
4.4 CONCLUSON

The study conducted in Meriiboy ice cream Company is to understand the level of employee
satisfaction on labour welfare measures provide by the company. 1abour welfares is anything
done for the comfort and improvement of employee. From the study on labour welfare
measures certain points have been identified that some employees are satisfied and some are
not satisfied with the present welfare measures. The improvement in working condition are
suggested to improve effectiveness of the employee welfares measures like canteen facility
drinking water, rest rooms etc which in turn would build the morale and increase the
productivity of the employees. Human resources are the asset of organizations, so they need
proper attention.

65
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Websites
 www.merriboy.com
 www.google.com
 www.yahoo.com
 www.link.springer.com
 www.dl.acm.org

68
QUESTIONNAIRE

Respected Sir/Madam

I am Ms. Anna Mery John pursuing fourth semester MBA in Lead College of Management,
Palakkad. As part of the university curriculum I am doing a project under the title “A study on
level of employee’s satisfied on labour welfare measures provide in Meriiboy ice-cream”. In
this regard I request you to kindly tick the most relevant opinion from your perspective for the
statements mentioned in this questionnaire. Also, I assure you that the information provided by
you will be kept confidential and used only for academic purpose.

1. GENERAL INFORMATION

1. Name: ……………….
2. Age (years): Less than or equal to 30 口
Greater than 30 to 40 口
Greater than 40 to 50 口
Greater than 50 口
3. Gender: Male 口 Female 口 others 口
4. Designation: ……………….
5. Monthly Income (INR): Less than or equal to 30,000 口
Above 30,000 to50, 000 口
Above 50,000 to 100,000 口
Above 100,000 口
6. Level of experience in the present organization?
Below 5 口
Years 5-10 year’s 口
Above10-20 year’s 口
Above 20 years 口

69
I. Welfare facilities
Statutory measures
1. Are you satisfied with the basic welfare facilities provided by the company!
Food, uniform, lighting etc?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
2. Are you satisfied in the machines maintained properly?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
3. How the ventilation and lighting facility in the working area?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
Non statutory measures
4. Are you satisfied with the leave facilities provided by the company?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied

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5. Are you satisfied with the work schedule provided by the company?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
6. Are you satisfied with the welfare activities conducted by the company?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
7. Are you satisfied in the safety inspections are held in your company?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
Mutual welfare facilities
8. Are you satisfied in the role of trade union in implementing safety measures?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
9. Is the Opportunity for growth is always open for the welfare of employees?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied

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口 Highly satisfied
10. Workers participation in management?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied

Intra mural facilities


11. Are you satisfied in the Canteen facility, Latrines Urinals, Wash basin bathroom etc..,
provide by the company?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
12. Are you satisfied with the transportation facilities provided by the company?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
13. How much you are satisfied with the salary and other allowance of the company?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied

72
Extra mural facilities
14. Are you satisfied in the Working hours?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
15. Are you satisfied with the medical care facilities provided by the company?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
16. How much you satisfied in the Holidays facilities Earned leave, Sick leave, Casual leaves
provide by the company?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
II. Employee Satisfied
1. Employee loyalty
17. Is the employees are allowed to take responsibility and authority?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied

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18. How much you satisfied in working environment?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
19. What about morale in the company?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
2. Level of commitment
20. Do you satisfied that your job responsibilities are clearly defined?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
21. Do you satisfied that your job utilizes your skills and abilities as much as it could?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
22. Does our company offer adequate opportunities for promotions and career development?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied

74
口 Highly satisfied
3. Productivity
23. Does the increasing productivity helps the company’s to achieve short and long term career
goals?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
24. Does training helps to increase the productivity level of employees?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied
25. Does the management conduct formative evaluation to improve the productivity?
口 Highly dissatisfied
口 dissatisfied
口 Neutral
口 Satisfied
口 Highly satisfied

75
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