A Study on Satisfaction of Employees Towards the Organisation s Welfare Measures

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1 A Study on Satisfaction of Employees Towards the Organisation s Welfare Measures S.C.Vetrivel Assistant Professor, School of Management Studies, Kongu Engineering College, Perundurai, Erode, Tamilnadu- India, Abstract: Welfare to employees is one of the essential activities of the top management through Human Resource Department. It has multi-dimensional benefit to the organization like, employees retention in the organization for a longer period, fulfilling the legal requirements of the state and effective management of the Human resource. In the modern times, manager in organizations face one of the biggest challenges is to meet the requirements of their employees. Workforce requirements and expectations are to be fulfilled to contribute to reduce turnover and to increase productivity and innovation. Employees often expect some facilities in the work place and career development for the work they perform. In this paper the survey was conducted to analyze the factors influencing labour welfare at a product manufacturing company. Key Words: benefit, expectations, welfare, career development. I. INTRODUCTION Employees are the great assets of an organization. Their good living and comfort in working place is a primary duty of the organization. Investment made by the company in machineries and other assets for induction and maintenance for their better performance. The same concept applied to employees also. Proper welfare activities, effective training and required facilities to make them to feel comfortable in work place and make them to perform better in their work place. Welfare of employees is defined as "efforts to make life worth living for workmen". The efforts are having their origin which is due to some statute or some customary activity or by it is due to employees initiative. II. REVIEW OF LITERATURE Chaudhuri, S. [1] in his model named as Harris-Todoro discussed three sectors like skilled labour emigration and non-migrants welfare and unemployment of unskilled labour in the urban areas.the analysis suggests that in a reasonable production structure for a developing economy.a brain drain of skilled labor raises urban unemployment of unskilled labour.the paper also shows that and emigration of skilled labour may raise the welfare of the non-migrants in a tariff distorted economy, if it imports the 13

2 specialized manufacturing product on the labor intensive goods. However,if the economy imports the welfare of the non-emigrating workers is likely to deteriorate. Aswathappa [2] in his view focused on three major aspects which are suitable working time, appropriate salary and occupational health care. It is nothing but the mental, physical, emotional and moral wellbeing of an individual who is working in an organization. The safety and security in the environment of work place provides the basic factor for the person to enjoy working.the work should not pose health hazard for the person.the welfare measures aim at improving and integrating the social-psychological needs of an employee, It creates a culture of commitment towards work in organization and society which provides higher productivity and great job satisfactions to the employees. Michael R.White [3] says that, the impact of unions on management practices to reduce labor costs, implement high-performance work systems, and make employee welfare provisions. Relative to nonunion workplaces, those with unions are found to have practices which are consistent with 'mutual gains' outcomes. Rao, P.L. [4] says that bodies like National Institute of personnel Management should constitute a standing committee which has to monitor the proceedings in the parliament regarding the labor welfare measures in the country. According to Ghana Library [5] Employee welfare and staff development are the assets which are valuable in an organization since an organization's primary aims are productivity and profitability. Every organization primarily needs committed and dedicated staff that will help the organization to meet its tactical and strategic objectives. Training programs are being offered to increase efficiencies, staff competence and performance. It was also aimed at assessing staff welfare practices and how these affect productivity and performance. Singh, R.K. [6] observed that there is a positive relation between the welfare measures and man power productivity i.e. if the proper welfare measures are taken the productivity of the employees will increase and ultimately the profit of the organization as well as it enhances the morale and motivation of the employees which gives a positive impact on the efficiency level of the organization. Jegadeesan, G. [7] says that, the important of improvement of labour welfare for increasing productivity of the organization. After globalization as the working condition of employees have been continuously changing due to various factors, the organization are planning to implement various welfare and social security program to minimized the social, physical, psychological problems and mitigate the risk encountered by the employee in their work and social life. Welfare is not only motivated to give better result in their job but also influence the sentiments of workers when an employee feel that the management are interested in their wellness and happiness, his tendency to grumble will gradually 14

3 disappear. Thus welfare activities will develop the physique, morality, intelligence and the standard of living of the worker will improve the efficiency and productivity. Reddy, S. [8] says that, Employee health and wellness is a key concern for employees to prevent issues relating to health and wellness, it will lead to loss of productivity and working days and time, loss of valuable talent.most accident reveal workers error as course and hence companies need to concentrate on protecting the worker through safety equipment. The welfare measures are defined by the I.L.O at Asian regional conference [9] A term which is understood to include such services, facilities and amenities as may be established in the vicinity of undertaking to enable the person employed in them to perform their work in healthy, congenial surroundings and to provide them with amenities conductive to good health and high morale. III. OBJECTIVES OF THE STUDY To study the employees welfare measures in Production Company in Erode, Tamilnadu. To identify the various welfare measures provided to the employees. To know their satisfaction towards the welfare measures. IV. RESEARCH METHODOLOGY i) Sample Size: Sampling is a finite subset of population and the process of selection of samples is called sampling. This refers to the number of items to be selected from the population to constitute a sample. The overall population size is 1100.The total sample size of 110 has been taken for this study. The entire questionnaire received were screened for errors, incomplete and missing responses. ii) Sampling Method: Stratified random sampling method is used for this study which comes under probability sampling technique. V. ANALYSIS AND INTERPRETATION A. Relationship between age and satisfaction with welfare programs Null Hypothesis (H o): There Is no Significant relationship Between Age And Satisfaction With Welfare Programs Alternate Hypothesis (H1): There is Significant Relationship between Age And Satisfaction With Welfare Programs TABLE 1 15

4 AGE AND SATISFACTION WITH WELFARE PROGRAMS Satisfaction with welfare programs Age satisfied Satisfied Neutral Dissatisfied dissatisfied Upto Above TABLE 2 CHI SQUARE TEST Chi square value Degrees of freedom 16 Table value Significance level Not significant Interpretation: From the above analysis the calculated value is less than the table value and the result is not significant. Therefore Ho satisfaction with welfare programs. is accepted and there is no significance relationship between age and B. Relationship between length of service and satisfaction with welfare programs Null Hypothesis (Ho): There is no significant relationship between length of the service and Satisfaction with Welfare Programs Alternate Hypothesis (H1): There is significant relationship between length of the service and Satisfaction with Welfare Programs TABLE 3 LENGTH OF SERVICE AND SATISFACTION WITH WELFARE PROGRAMS Satisfaction with welfare programs Length of Service satisfied Satisfied Neutral Dissatisfied dissatisfied Upto 5 years years years years Above 20 years

5 TABLE 4 CHI SQUARE TEST Chi square value Degrees of freedom 16 Table value Significance level Not significant Interpretation: From the above analysis the chi - square value is lesser than the table value and the result is not significant. Therefore H o is accepted and there is no significance relationship between length of service and satisfaction with welfare programs. VI. CONCLUSION The study clearly shows that the factors influencing the satisfaction with the welfare measures provided by the companies. It is based on the information collected from the employees. The facilities provided to the employees have been considered as the welfare measures. It is found that employees satisfaction with the welfare measures is not dependent either on their age or their length of service in the organization. The actual growth of any organization is the growth of its employees. Individually, neither the organization nor the employees can grow. Taking this into consideration organization develops itself as well as its employees. Finally it is reflected on the development of the economy REFERENCES [1] Chaudhuri, S. (2002). International Migration of Skilled Labour, Welfare and Unemployment of Unskilled Labour, University of Calcutta, pp [2] Aswathappa K. (2002), Human Resource and Personnel Management, Tata McGraw Hill, pp 325 [3] Michael R.White. (2005). Cooperative Unionism and Employee Welfare. Industrial Relations Journal, Vol. 36, No. 5, pp [4] Rao, P.L. (2006). Labor legislation in the Making. Chaitanaya Publishing House, Allahabad, pp [5] Ghana Library. (2007). Staff Development and Employee Welfare Practices and Their Effect on Productivity. Vol. 19 (1), pp [6] Kumar, R. (2008). Journal Welfare Measures and its Impacts on Man Power Productivity. Pp.42. [7] G.Jegadeesan. (2009). Workforce Welfare. The ICFAI University Press, pp. 61. [8] Reddy, S. (2010). Article Employee Health and Wellness in Journal of ICFAI University. Pp. 26. [9] International Labour Organization about Welfare Measures (2011), Recommendation concerning Welfare Facilities for Workers. Pp

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