CHAPTER 1 INTRODUCTION

1.1 INTRODUCTION TO THE CONCEPT OF THE STUDY Employee welfare is an important fact of industrial relations, the extra dimensions, giving satisfaction to the worker in a way which evens a good wage cannot. With the growth of industrialisation and mechanisation it has acquired added importance. Employee or labour welfare is a comprehensive term including various services, benefits and facilities offered to employees by the employer. Through such generous fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. According to Dr. Parandikar, Labour welfare work is work for improving the health, safety and general well being and the industrial efficiency of the workers beyond the minimum standard laid down by labour legislation . According to the Oxford dictionary employee welfare or labour welfare means the efforts to make life worth living for workmen. According to the Labour Investigation Committee (1946), employee welfare means anything done for intellection physical, moral and economic betterment of the workers, whether by employers, by Government or by other agencies, over and above what is laid down by law, or what is normally expected on the part of the contracted benefits for which workers may have bargained. Welfare measures may also be provided by the government, trade unions and nongovernment agencies in addition the employer. The basic purpose of labour welfare is to enrich the life of employees and keep them happy and contented. Welfare measures may be both statutory and voluntary. Labour laws require the employer to extend certain benefits to employees in addition to wages. Voluntary benefits are the result of employers generosity, enlightenment and philanthropic feelings.The worker, both in industry and agriculture cannot cope with the pace of modern life with minimum sustenance amenities. Employee welfare though it has been proved to contribute to efficiency in production, is expensive. Each employer depending on his priorities gives varying degrees of importance to employee .

It is because the government is not sure that all employers are progressive minded and will provide basic welfare measures that it introduces statutory legislation from time to time to bring about some measure of uniformity in the basic amenities available to industrial workers.The Workplace (Health, Safety and Welfare) Regulations 1992 cover a wide range of basic health, safety and welfare issues and apply to most workplaces (with the exception of those workplaces involving construction work on construction sites, those in or on a ship, or those below ground at a mine). They are amended by the Quarries Regulations 1999, the Health and Safety (Miscellaneous Amendments) Regulations 2002, the Work at Height Regulations 2005, and the Construction (Design and Management) Regulations 2007.Organizations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. statutory and non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization and from industry to industry. 1.1.1 STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions: 1. Drinking Water: At all the working places safe hygienic drinking water should be provided. 2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided. 3. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee. 4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition. 5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition. 7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts. 8. Washing places: Adequate washing places such \as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places. 9. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings. 10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc. 1.1.2 NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes: 1. Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up 2. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs 3. Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters. 4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee. 5. Maternity & Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.

6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy. 7. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization. 1.2 THEORETICAL BACKGROUND OF THE STUDY Now a days employees are not only satisfied with the salary, which is provided by the company. At any level of salary, the employees expectation is more than the salary that is other facilities like bonus transport, light, ventilation, air, restroom, toilet, water, training program and etc., these facilities are called as welfare activities The purpose of welfare facilities is to increase the satisfaction level of the employees. If the employee satisfaction level is high, then the productivity is also high, this is to increases the profit also. So welfare facilities are the base for profit. So this study is to analyse the welfare facilities which are provided by Shree Devi textiles gandhipuram.For this purpose a well suitable questionnaires prepared which contains both open end and close and questions. In shree devi textiles totally 750 workers are working. Among them 50 workers are selected through stratified random techniques. 1.2.1 FEATURES OF EMPLOYEE WELFARE Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment. Employee welfare is a dynamic concept varying from country to country and from region to region within the same country. It is a flexible and ever changing concept as new welfare measures are added to the existing measures from time to time. Welfare measures are in addition to regular wages and other economic benefits available to employees under legal provisions and collective bargaining. Welfare measures may be provided not only by employers but by the government, trade unions and other agencies too. The basic purpose of employee welfare is to improve the working class a lot and thereby make the worker as a good employee and a happy citizen.

Employee welfare is an essential part of social welfare. It involves adjustment of an employees work life and family life to the community or social life. Welfare measures may be both voluntary and statutory. Voluntary measures are the result of paternalistic and philanthropic feelings of employer. These may also be provided due to customs or traditions in the particular industry or region. Statutory measures are prescribed under labour laws.

Employee welfare measures are also known as fringe benefits and services. Welfare includes anything that is done for the comfort and improvement of s and is

provided over and above the wages. Welfare helps in keeping the morale and motivation of the s high so as to retain the s for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Welfare includes monitoring of working

conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Welfare entails all those activities of employer which are directed towards providing there with certain facilities and services in addition to wages or salaries.

Employee welfare has the following objectives 1. To provide better life and health to the workers 2. To make the workers happy and satisfied 3. To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied employee force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living. The important benefits of welfare measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a healthy work environment

Facilities like housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity.

Employers get stable employee force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation.

Welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace.

The social evils prevalent among the employees such as substance abuse, etc are reduced to a greater extent by the welfare policies.

1.2.2 MEANING AND SAFETY MEASURES Safety in the workplace means having an environment free from injury and hazards. Proper processes and procedures will allow s to work without worrying about their safety. To have a safe workplace, everyone within a company must be involved with the process s can be encouraged to review their work areas to ensure no hazards are present. Hazards that they cannot remove or repair should be report to management. Instruct workers about the importance of wearing safety equipment such as goggles, hard hats, gloves and face shields when performing their duties. Workers should be told not to explore work areas without the proper safety equipment. 1.2.3 NEED FOR SAFETY MEASURES Safety measures result in improving the conditions under which workers are employed and work. It improves not only their physical efficiency, but also provides protection to their life and limb. Inadequate provision of safety measures in factories may lead to increase in the number of accidents. Human failure due to carelessness, ignorance, inadequate skill, and improper supervision has also contributed to accidents, and the consequent need for safety measures. Other factors giving rise to the need for safety measures are: Rapid industrialization with its complexities in manufacturing process and layout; Expansion or modifications in existing factories; Setting up of new industries involving hazards not known earlier; Inadequate realization of the financial implications of accidents.

1.2.4 MEANING OF HEALTH Health is the general condition in all aspects. It is also a level of functional and/or metabolic efficiency of an organism, often implicitly human.At the time of the creation of the World Health Organization (WHO), in 1948, health was defined as being a state of complete physical, mental, and social well- being and not merely the absence of disease or infirmity. 1.2.5 WORKPLACE WELLNESS PROGRAMS Workplace wellness programs are recognized by an increasing large number of companies for their value in improving the health and well-being of their s, and for increasing morale, loyalty, productivity. Workplace wellness programs can include things like onsite fitness centers, health presentations, wellness newsletters, access to health coaching, tobacco cessation programs and trainings related to nutrition, weight and stress management. Other programs may include health risk assessments, health screenings and body monitoring. 1.2.6 EFFECTIVENESS OF THE HEALTH, SAFETY AND WELFARE MEASURES The measures will bring more effectiveness such as motivation, job satisfaction, lesser accident frequency, improved working conditions, morale, mental stability and confidence which may altogether help in achieving the organizations goal. 1.3 REVIEW OF LITERATURE Once a topic has been decided upon, it is essential to review all relevant material, which has bearing on the topic. In fact review of literature being with a search for a suitable topic and continues through out the duration of research project work. Since a research report ,either is a dissertation or a thesis is supposed to be a study in depth aiming contribution to knowledge, a careful check should be made that the proposed study has been carried out. Since the related review about the topic under research is limited, an attempt was made to compile the views given by various people relating to the study.

Anne Bdard (2001)1 conducted a study on Evaluative Research on a Union Training Program About Health and Safety at Work and examined The overall objective of the evaluative research project reported here was to determine the extent to which a health and safety training program offered by a Quebec federation produced expected outcomes or equivalently achieved its objectives. The ultimate objective of the fifteen-hour training program, delivered over three days, was to improve the health and safety interventions of the federation's members. This report discusses the results concerning occupational accidents, one of the themes of the training program. The study population was composed of members of the federation's unions who were eligible for the training program. A pre-test/post-test study design with a non-equivalent control group was used, and subjects were recruited using a clustered sampling strategy. The exposed group was composed of 65 union representatives who participated in one of four three-day health and safety training programs between February and November 1999. The control group was composed of 60 union representatives who had participated in three-day training programs on noise, work organization (2 groups) or the role of union representatives (3 groups) between November 1997 and February 2000. In all cases, the pre-test was administered at the beginning of the first day of the training program and the post-test administered at the end of the last day. The objectives of the accident module of the health and safety training program were to improve participants' understanding of the multiple causes of occupational accidents, improve their ability to identify these causes and accident-prevention measures, and enable trainees to attribute occupational accidents to environmental hazards for which employers are legally responsible. Data was collected from subjects using a self-administered questionnaire that included questions related to the expected outcomes of the training program. The questionnaire also provided data on the subjects and this was used to control for selection biases that could compromise the internal validity of the study.

Anne Bdard (2001)1 .,Evaluative Research on a Union Training Program About Health and Safety at Work, Journal of Management Development ,Volume. 2, Issue.3, pp. 23-33.
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Drakopoulos, Stavros A. and Theodossiou, Ioannis (2011)2 conducted a study on Workers Risk Underestimation and Occupational Health and Safety Regulation and examined The standard treatment of occupational risk in the market is conducted in terms of the theory of compensating wage differentials, the basic characteristic of which is that workers can fully estimate actual occupational risks. However, research in cognitive psychology, and recent advances in economic psychology, suggest that individuals consistently underestimate risks associated with accidents. In this paper, we discuss the case when the workers systematically underestimate job risks. After presenting the standard treatment of occupational risks, and of health and safety at work regulation, we then proceed to incorporate the idea of job risk underestimation. The paper discusses the types and impact of regulation on health and safety effort in a simple framework in which workers beliefs concerning accident risks also play a role. The paper shows that a particular type of regulatory intervention is necessary for the risk underestimating workers not to suffer a welfare loss. Eddy Van Doorslaer (2002)3 conducted a study on Child Labor and Health: Evidence and Research Issues and examined The ILO definition of the worst forms of child labor includes work that is likely to jeopardize health and safety. Effective targeting of those child work activities most damaging to health requires both conceptual understanding and empirical evidence of the interactions between child labor and health. The aim of the paper is to review the current state of such knowledge, which is central to the design of policies that, whilst protecting children from work activities most damaging to their health, do not jeopardize the subsistence livelihood of their families. The relationships between child labor and health are complex. They can be direct and indirect, static and dynamic, positive and negative, causal and spurious. The diversity of potential relationships makes their empirical disentanglement a difficult exercise. A conceptual framework of analysis is required and important issues of measurement and of estimation must be given careful consideration.

Drakopoulos, Stavros A, Theodossiou, Ioannis (2011)2 ,Workers Risk Underestimation and Occupational Health and Safety Regulation, Personnel Journal,Volume.9,Issue.4,pp32-38. 3 Eddy Van Doorslaer (2002)3 ,Child Labor and Health: Evidence and Research Issues,Human Ressource Journal,Volume.8,Issue .9,pp89-95.
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Elliot et al(1995).4 Conducted a study on workforce development systems, he used site visits to 13 states to identity major workforce development issues and gauge how their workforce programs where being affected by the newly welfare legislation. This study found that states workforce developments systems were maintaining their own identity and in most cases. Remained administratively distinct from welfare-to-work programs operated Gowrishanker (2004)5 in his thesis A study of employees welfare activities in Indian aluminium company ltd, hirakud, analysed intra-mural and extra-mural welfare activities in the company. The study throws lift on the economic condition and social background of the workers and brings out that most of the workers were cordial and peaceful. The management with co operation of the workers union level entered into long term agreements. Covering a number of issues including welfare works committee and grievance committees were an essential part of the ire system is the factor. Jothi.V (1999)6 in her thesis A study of employee welfare activities and the attitude of workers towards the welfare facilities and the welfare officer in mysore kirlosker ltd., brand factory, hubli,analysed the attitude of workers towards the welfare facilities provided and the extent to which workers were making use of them. She has pointed out that management had not provided many voluntary welfare facilities in the proper spirit. The study also brought the favourable attitude of the workers to the role played by the welfare officer in providing the welfare facilities.

Elliot, workforce developments systems, Journal of Management Development ,Volume. 4, Issue.3, 1995, pp. 23-33. 5 Gowrishanker., A study of employees welfare activities in Indian aluminium company ltd,, hirakud,Personnel Journal ,Volume.14,Issue.3,,2004,pp. 77-88 6 Jothi.v, A study of employee welfare activities and the attitude of workers towards the welfare facilities and the welfare officer in mysore kirlosker ltd, Human Resource Development International journal, Volume. 25, Issue.4, 1999, pp 45-51.

Menno Pradhan (2001)7 conducted a study on Welfare Analysis with a Proxy Consumption Measure Evidence from a repeated Experiment in Indonesia and examined Every three years, Indonesia fields simultaneously two nationwide surveys which collect consumption data. One collects consumption using 23 questions, the other using 320 questions. Based on a repeated experiment in which the two questionnaires were randomly assigned across households, I examine the consequences of using a higher level of aggregation in questioning. A mapping of distribution functions reveals the combined effect of systematic differences in measurement and measurement error. Using a pseudo cross section approach, I eliminate the effect of measurement error and find that using a high level of aggregation yields a lower consumption measure, and that the fraction of underestimation increases as consumption rises. A one percent increase in average consumption increases the fraction by which consumption is underestimated by about .4 percent point. Next, I examine the consequences of using the short consumption questionnaire in welfare analysis. Higher relative measurement error in the consumption measure derived from the short questionnaire results in higher poverty estimates even if the poverty line is adjusted to take account of the systematic underestimation. Small differences are found for analysis that is based on the rank the individual holds in the consumption distribution. In gradient analysis, it seems impossible to devise a simple correction factor for the higher consumption elasticities that follow when the short questionnaire is used. M.K. Jinadu (2010)8 conducted a study on Occupational Health and Safety in a Newly Industrializing Country" and examined a four-year record review of modifiable industrial disease and accidents was undertaken in Oyo State of Nigeria with an objective of evaluating the administrative effectiveness of occupational health and safety programmed in the country. Incidence rate of notifiable industrial accidents was quite high 18.2/103 workers. The rate was higher in the construction workers 20.1/103 than in the manufacturing workers 16.3/103. Yet, few of the accidents were notified and compensated for under the workmen's Compensation Act. The amount of financial compensation received by the few compensated workers was out of tune with socio-economic realities of the country.

Menno Pradhan (2001)7 , Welfare Analysis with a Proxy Consumption Measure Evidence from a repeated Experiment in Indonesia, Human Resource Development International journal, Volume. 23, Issue.4, pp 45-51 8 M.K. Jinadu (2010)8 ,Occupational Health and Safety in a Newly Industrializing Country",Human Resource Journal,Volume .3,Issue .2,pp 112-119
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Throughout the period of the study not a single notifiable occupational disease was diagnosed and noti fied. Reasons were advanced for non-compliance with safety laws and ineffectiveness of the occupational health and safety system. Raymond Markey1, Greg Patmore2 (2011)9 conducted a study on Participation in Health and Safety in the Australian Steel Industry, 19352006 an examined Occupational health and safety (OHS) representatives and committees are the principal form of participation mandated by legislation in Anglo-Saxon countries, and therefore have a strong base. However, their existence precedes legislation in some significant cases. This article undertakes a 70-year historical analysis of the effectiveness and operations of one significant example of pre-legislative OHS committees in an Australian steelworks. The study finds that effectiveness of the committees as a form of participation depended on a complex complementarily of variables, including relationship with unions, the nature of management commitment, the organizational industrial relations climate and the political and institutional macro environment, consistent with favourable conjunctures theory. Sheila Danko M.I.D., Paul Eshelman M.F.A., Alan Hedge Ph.D.(1990)10 conducted a study on A Taxonomy of Health, Safety, and Welfare Implications of Interior Design Decisions and examined Legal and operational definitions of health, safety, and welfare are expanding to include greater emphasis on long-term issues of health and psychological wellbeing in addition to near-term safety issues. Mounting environmental research suggests that many interior design decisions previously thought of as benign with respect to their effects on human health and productivity may, in combination with other environmental influences, have debilitating effects on the occupant. Other research indicates that interior features and environmental amenities previously considered extravagant can have an empowering influence on people, elevating their sense of self-worth and contributing to their long-term physical and emotional wellness. To better enable designers to understand their role in affecting the safety, health, and well-being of occupants, this article briefly describes emerging health concerns related to the indoor environment and cites environmental design research that potentially links these health concerns to interior design decisions.

Raymond Markey1, Greg Patmore2 (2011)9 Participation in Health and Safety in the Australian Steel Industry,Journal of management,Volume.7,Issue.8,pp 32-40 10 Sheila Danko M.I.D., Paul Eshelman M.F.A., Alan Hedge Ph.D.(1990)10 A Taxonomy of Health, Safety, and Welfare Implications of Interior Design Decisions, Human Resource Development International journal, Volume. 5, Issue.2, pp 75-91
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Rather than an exhaustive literature review, this paper focuses on selected studies that highlight the significance of interior design decisions in ensuring the health and well-being of the occupant. The goal is to propose a framework that makes the consequences of daily interior design decision making more evident to interior design practitioners and educators while providing a structure for future research. 1.4 STATEMENT OF THE PROBLEM Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale of the motivation of the employees high, so as to retain employees for longer duration. This study is carried out to identify the satisfaction level of employees regarding various measures of the organisation. 1.5 OBJECTIVES OF THE STUDY To study about the welfare measures provided by company to its employees. To determine the employee level of satisfaction regarding the welfare measures providing by the organization. To study the grievance towards welfare facilities. To provide recommend & suggestion to improve the facilities in the organization.

1.6 SCOPE OF THE STUDY This study would give an overview of the welfare measures existing at Shree devi textiles. Since safety and welfare are two important elements essential for improving the productivity of an organization, a study on the existing welfare measures would help the organization perform better. This study would throw light on the perception of the employees regarding safety and welfare. Shree devi textiles can identify the areas where it can improve so as to improve the performance of the employees. 1.7 RESEARCH METHODOLOGY Research methodology is away to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. Here the researcher studied various steps that are generally adopted by a researcher in studying the research problem along the logic behind them.

1.7.1 Research Design Descriptive research design is used for this study. It describes the state of affairs as it exists at present. Descriptive research includes surveys and fact-finding inquires of different kind 1.7.2 Data Collection Method Both primary and secondary were collected this study. The primary data was collected from employees, through structured questionnaire. The questionnaire contains both open ended and closed ended questions. The secondary data were collected from company records, magazines, journal, internet etc. 1.7.3 Sample Size The sample selected for the study is 70 respondents 1.7.4 Sample Design Strata sampling technique was used to collect the data from the total 200 employees. In this study the population of 120 is divided into segment or strata and a certain number of units are selected from each strata. The population is divided into 5 strata and 10 units is selected from each strata. n i = (Ni / N) n Ni-Strata size N-Population n-Sample size n i =(50/250)*70 -14 samples for each strata No of strata-5 Sample size-14*5-70 samples 1.7.5 Tools Used for the Study A simple percentage analysis and chi square test is used for analysing the collected data.

1.8 LIMITATIONS The study is conducted only in Coimbatore Hence the findings of the study cannot be generalized for any other purpose or cannot be used for other studies. This sets to be the drawback in concern with the study. 1.9 CHAPTER SCHEME Chapter 1: INTRODUCTION This chapter gives an introduction about the research conducted. It deals with the background study, theoretical background of the study, review of literature, statement of the problem, objectives of the study, scope of the study, research methodology adopted and the limitations of the study. Chapter 2: ORGANIZATIONAL PROFILE The chapter organization profile deals with the history of the organization, the management, organization structure, product profile and the market potential, competitive strengths of the company, future plans and the description about various functional areas. Chapter 3: MACRO-MICRO ECONOMIC ANALYSIS The chapter micro-macro analysis gives an insight about the industry in the Global scenario as well as the Indian scenario. Chapter 4: DATA ANALYSIS AND INTERPRETATION Analysis and interpretation deals with the analysis of the data collected for the study and the interpretation of the results obtained. Chapter 5: CONCLUSION This chapter deals with the discussions on the findings and the suggested recommendations based on the findings.