IMPACT OF VOLUNTARY WELFARE MEASURES ON JOB SATISFACTION: A CASE STUDY OF ASHOK LEYLAND INDIA

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2 Int. J. Mgmt Res. & Bus. Strat Puja Johri and Sanjeev Mehrotra, 2014 ISSN X Vol. 3, No. 1, January IJMRBS. All Rights Reserved IMPACT OF VOLUNTARY WELFARE MEASURES ON JOB SATISFACTION: A CASE STUDY OF ASHOK LEYLAND INDIA Puja Johri 1 * and Sanjeev Mehrotra 1 *Corresponding Author: Puja Johri pooja.j2011@yahoo.com The term is derived from the French word "WELFARE". This French word is "well-being or happiness or prosperity of individuals". Welfare means faring or doing well. It is a comprehensive term and refers the physical, mental, moral and emotional well-being of individual. Employee Welfare is an important facet of industrial relations, the extra dimension, giving satisfaction to the worker in a way which evens a good wage cannot. With the growth of industrialization and mechanization, it has acquired added importance. The workers in industry cannot cope with the pace of modern life with minimum sustenance amenities. He needs an added stimulus to keep body and soul together. Employers have also realized the importance of their role in providing these extra amenities. And yet, they are not always able to fulfill workers demands however reasonable they might be. They are primarily concerned with the viability of the enterprise. 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 labor welfare. Employee 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 the 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. Welfare measures may also be provided by the government, trade unions and non-government agencies in addition to the employer. The basic purpose of employee welfare is to enrich the life of the employees and keep them happy and contended. Keywords: Voluntary Welfare, Job satisfaction, Ashok leyland INTRODUCTION Employee welfare today has become a very controversial topic. It covers a very broad field. To being with, let us briefly discuss the main concepts or, rather, the general, meaning full ideas which have been evolved about it so far. The term welfare suggest many ideas, meanings and connotations, such as the state of well-belling, health, happiness, prosperity and the development of human resources. The concept * SIMT, Rudrapur, U.S.Nagar Uttarakhand India, Government PG College Ramnagar, Nainital, Uttarakhand, India. 29

3 of welfare can be approached from various angles. Welfare has been described as a total concept. It is a desirable state of existence involving for certain components of welfare, such a health, food, clothing, and housing, medical assistance, insurance, education, recreation, Job security, and so on. The word employee means any productivity activity. In a broader sense, therefore, the phrase employee welfare means the adoption of measures to promote the physical, social, psychological and general well being of the working population. Welfare work in any industry aims, or should aim, at improving the working and living conditions of workers and their families. The concept of employee welfare originates in the desire for a humanitarian approach to the sufferings of the working class. Later, it becomes a utilitarian philosophy which worked as a motivating force for labor and for those who were interested in it. Employee welfare has been defined in various ways, though unfortunately no single definition has found universal acceptance. AUTO COMPANIES The automobile or automotive industry in India is one of the larger markets in the world and had previously been one of the fastest growing globally, but is now seeing flat or negative growth rates. India s passenger car and commercial vehicle manufacturing industry is the sixth largest in the world, with an annual production of more than 3.9 million units in According to recent reports, India overtook Brazil and became the sixth largest passenger vehicle producer in the world (beating such old and new auto makers as Belgium, United Kingdom, Italy, Canada, Mexico, Russia, Spain, France, Brazil), grew 16 to 18% to sell around three million units in the course of In 2009, India emerged as Asia s fourth largest exporter of passenger cars, behind Japan, South Korea, and Thailand. In 2010, India beat Thailand to become Asia s third largest exporter of passenger cars. CLASSIFICATION OF WELFARE MEASURES The labor Welfare activities may be classified as under: Statutory: Every welfare promotes the welfare the labor by securing and protecting a social order in which justice, social, economical, political, confirms with all the institutions of the natural life. For this some legislation are passed and it is essential for all the employers to follow the provisions of the Acts and Rules. These legislative measures generally regulate working conditions, minimum wages, safety and sanitation. Such statutory provisions are gradually increasing with the industrial development in the countries. Voluntary: Under voluntary welfare, all those activities are including which are undertaken by the employees for their workers at their own. These activities are not statutory but the employees undertake these activities because they increase the efficiency of the workers and maintain the industrial peace. Mutual: Mutual welfare activities are those activities which are initiated by the workers for their betterment.welfare activities undertaken by the trade unions are included under this head. Labor welfare activities may be further classified under two heads: Intra Mural Activities: Intra mural activities are those amenities and services which have been provided by the employers inside the factories, 30

4 Figure 1: Voluntary Welfare Measures Provided by Ashok Leyland e.g.,sanitary conditions, medical facilities, shelter, canteens, etc. These activities are the part of working conditions. Extra Mural Activities: Extra mural activities are those amenities and services which are available in the workers outside the factory, e.g., housing, medical facilities, education, recreation, etc. VOLUNTARY WELFARE MEASURES All those activities which are under taking by the employers and worker s organization for the betterment of workers by providing facilities to their employees without any pressure from the Government are called voluntary activities. VOLUNTARY WELFARE MEASURES PROVIDED BY ASHOK LEYLAND There are certain employers especially in the organized sector of industry, who have promised a wide variety of welfare amenities and services to their employees. Such welfare measures are as follows:- NEED OF THE STUDY To know about the employee s satisfaction towards welfare measures. To find whether employee s welfare helps in providing good industrial relations. To find out the facilities entitled by auto sector companies. OBJECTIVES OF THE STUDY The major objectives of this study are: To study and analyze the Voluntary welfare measures provided to the employees. To study the level of awareness of employees on the various welfare Measures Provided by Ashok Leyland To evaluate the effect of the welfare measures on Job Satisfaction. To evaluate the satisfaction level of employee about the work environment. To find the level of satisfaction of employee about the facilities given by the company. 31

5 HYPOTHESIS Adequate welfare amenities exist in automobile industry. The welfare programs are effectively implemented in automobile industry. Existing welfare measures contribute to employee s satisfaction in automobile industry. Positive impact on Job Satisfaction with voluntary welfare facilities provided to employees of Ashok Leyland. RESEARCH METHODOLOGY Research is the process of systematic and indepth study or search for any particular topic, subject or area of investigation, backed by collection, compilation, presentation and interpretation of relevant details or data. Research methodology is the systematic way to solve the research problem. It gives an idea about various steps adopted by the researcher in a systematic manner with an objective to determine various manners. The research reveals that Employee Welfare plays an important role in our industry. Welfare measures either voluntary or statutory work for employees who are the assets of the organization and they increase employee s loyalty towards organization and these measures also improve supervisory and managerial effectiveness. RESEARCH DESIGN A research is the arrangement of the conditions for the collections and analysis of the data in a manner that aims to combine relevance to the research purpose with economy in procedure. In fact, the research is design is the conceptual structure within which research is conducted; it constitutes the blue print of the collection, measurement and analysis of the data. As search the design includes an outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data. The present study is descriptive in nature. Descriptive research studies are those studies which are concerned with describing the characteristic of a particular individual, or of a group. The aim is to obtain complete and accurate information in the said studies; the procedure to be used must be carefully planned. Research design is flexible enough to provide opportunity for considering different aspects of problem under study. It helps in bringing into focus some inherent weakness in enterprise regarding which in depth study can be conducted by management. SAMPLE SELECTION AND SIZE Sample size is determined on the population of company as well as it is also dependent on nature of population, nature of classes proposed, nature of study, and type of sampling. The sample size of the project is about 70 workers. DATA COLLECTION AND STATISTICAL TOOLS The sources of data for the purpose of study were both primary and secondary. Primary data was collected through questionnaire which was mainly close-ended questionnaire and discussion with workers whereas Secondary data was collected from records maintained by personal department and time office. 32

6 SAMPLING TECHNIQUES Probability sampling method is used for the study, as it is also known as simple random sampling under this sampling technique, every item of the universe has an equal channel of inclusion in the sample. Random sampling from a finite population refers to that method of sample selection which gives each possible sample combination an equal probability of being picked up and each item in the entire population to have an equal chance of being included in the sample. SAMPLING UNIT The sampling unit is the basic unit containing the elements of the employees. Sample Unit: Employees RESEARCH INSTRUMENT Questionnaire Multiple choice question Dichotomous questions STATISTICAL TOOLS APPLIED Number of Respondent s Percentage = Total No. of Respondent s Analysis of Responses Received From The Employees 1. Information/Knowledge about Voluntary Welfare Measures. Analysis: In the Table 1, it shows that 95% of the respondents have knowledge of Voluntary welfare measures and 5% respondents are not aware about these measures. 90% of the workers have information about voluntary welfare measures. 2. Level of satisfaction with working condition. Analysis: In the Table 2, it shows that 50% of the respondents are satisfied with the working condition, 11% are less satisfied and 11% of the respondents are not satisfied with the working condition and 4% respondents don t want to say anything. Table 1: Information/Knowledge About Voluntary Welfare Measures Knowledge Number of Respondents Percentage Yes 65 95% No 5 5% Figure 1: Chart of Information/Knowledge About Voluntary Welfare Measures 33

7 Table 2: Level of Satisfaction with Working Condition Satisfaction Level Number of Respondents Percentage Satisfied 35 50% Average 25 35% Not satisfactory 8 11% Can't say 2 4% Table 3: Level of Satisfaction with Working Hours Satisfaction level Number of respondents Percentage Satisfied 50 72% Average 15 22% Not satisfactory 3 4% Can't say 2 2% Figure 2: Chart of Level of Satisfaction with Working Condition Note: S - Satisfied; A - average; NS - not satisfied; CS - can t say Figure 3: Chart of Level of Satisfaction With Working Hours Inference: The analysis shows that 50% of the workers are satisfied with the working condition. 3. Level of satisfaction with working hours Analysis: In the Table 3, it shows that 72% of the respondents are satisfied with the working hours, 22% are less satisfied and 4% of the respondents are not satisfied with the working hours and 2% respondents don t want to say anything. 34

8 70% of the workers are satisfied with the working hours. 4. Opinion regarding the transport facilities Analysis: In the Table 4, it shows that 72% of the respondents are satisfied with the transport facility provided to the employees and 12% of the respondents are not satisfied with the transport facility given to them. Table 4: 'Opinion Regarding the Transport Facilities' Satisfaction level Number of respondents Percentage Satisfactory 50 72% Average 10 14% Not satisfactory 8 12% Can't say 2 2% Total % 70% of the workers are satisfied with the transport facility provided to them. 5. Opinion regarding the medical facilities Analysis: In the Table 5, it shows that 72% of the respondents are satisfied with the medical facility provided to the employees and 12% of the respondents are not satisfied with the medical facility given to them. Table 5: 'Opinion Regarding the Medical Facilities' Satisfaction level Number of respondents Percentage Satisfactory 50 72% Average 10 14% Not satisfactory 8 12% Can't say 2 2% Total % Figure 4: Chart of 'Opinion Regarding the Transport Facilities' Figure 5: Chart of 'Opinion Regarding the Medical Facilities' 35

9 70% of the workers are satisfied with the medical facility provided to them. 6. Level of motivation given to employees Analysis: In the Table 6, it shows that 22% of the respondents accepted that they get very high level of motivation, 72% have high level of motivation and 4% of the respondents have moderate and 2% respondents have low level of motivation. Table 6: 'Level of Motivation Given to Employees' Level Number of respondents Percentage Very High 15 22% High 50 72% Moderate 3 4% Low 2 2% 70% of the workers have got high level of Motivation. Organization motivates employees to perform their duties efficiently. 7. Level of freedom given to the employees to express their ideas Analysis: In the Table 7, it shows that 80% of the respondents have high level of freedom to express their ideas, 14% have high level of Table 7: 'Level of Freedom Given to the Employees to Express Their Ideas' Level Number of Respondents Percentage Very High 10 14% High 55 80% Moderate 3 4% Low 2 2% Figure 6: Chart of 'Level of Motivation Given To Employees' Note: VH - Very High; H - High; M - Moderate; L - Low. Figure 7: Chart of 'Level of Freedom Given to the Employees to Express Their Ideas' 36

10 freedom and 4% of the respondents have moderate and 2% respondents have low level of freedom 80% of the workers have got high level of freedom to express their ideas. It will improve employeremployee relationship and also generate belongingness towards organization. 8. Level of satisfaction with grievance handling mechanism in the company Analysis: In the Table 8, it shows that 86% of the respondents accepted that they are always satisfied with grievance handling mechanism in the company, 9% of the respondents are sometimes and 4% of the respondents are rarely and 1% respondents are never satisfied with grievance handling machinery. 80% of the workers are satisfied with grievance handling mechanism. It shows that organization has effective grievance handling mechanism. 9. Opinion on job satisfaction level Analysis: In the Table 9, it shows that 22% of the respondents accepted that they have very high level of satisfaction with their jobs, 72% have high level of satisfaction and 4% of the respondents have moderate and 2% respondents have low level of satisfaction. 70% of the workers have high level of Satisfaction with their jobs. 10. Opinion regarding the total voluntary welfare amenities in the company Table 8: 'Level of Satisfaction With Grievance Handling Mechanism In The Company' Table 9: 'Opinion on Job Satisfaction Level' Level Number of respondents Percentage Always 60 86% Sometimes 6 9% Rarely 3 4% Never 1 1% Satisfaction Level Number of Respondents Percentage Very High 15 22% High 50 72% Moderate 3 4% Low 2 2% Figure 8: Chart of 'Level of Satisfaction With Grievance Handling Mechanism in the Company' Note: A - Always; S - Sometimes; R - Rarely; N - Never. 37

11 Table 10: 'Opinion Regarding The Total Voluntary Welfare Amenities in the Company' Satisfaction Level Number of Respondents Percentage Satisfactory 50 72% Average 10 14% Not satisfactory 8 12% Can't say 2 2% Total % Analysis: In the Table 10, it shows that 72% of the respondents are satisfied with the welfare amenities provided to the employees and 12% of the respondents are not satisfied with the welfare facility given to them. 70% of the workers are satisfied with the welfare amenities provided to them. Figure 9: Chart of 'Opinion on Job Satisfaction Level' Note: VH - Very High; H - High; M - Moderate; L - Low. Figure 10: Chart of 'Opinion Regarding the Total Voluntary Welfare Amenities in the Company' Note: S - Satisfied; A - average; NS - not satisfied; CS - can't say. CONCLUSION A study was conducted on the Impact of Voluntary Welfare Measures on Job Satisfaction of Ashok Leyland employees. Welfare measures in Indian industries have become an institutional and social responsibility of management in every organization. Employee welfare measures are advocated to maintain a strengthen manpower both physically and mentally. The study of various 38

12 voluntary welfare measure brings in to light that the present measures taken by the company. Job Satisfaction, a part of Employee Satisfaction defines an attitude which results from balancing and summation of many specific likes and dislikes experienced in connection with the job their evaluation may rest largely upon one s success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. A majority of respondents are satisfied with voluntary welfare measures provided to employees. They are also highly satisfied with their jobs. Doing my research with Ashok Leyland has been a great experience as I got to learn the new welfare measures which are in the corporate field and also the way the government firm works. The project was basically done to find out the impact of voluntary welfare measures on job satisfaction. After a detail analytical study we can say that there is a Positive Impact on Job Satisfaction with Voluntary Welfare Measures. ACKNOWLEDGMENT Author is thankful to Mr. Arpit Kumar Sharma, for his technical support, suggestions and motivation during the work. REFERENCES 1. Das N (1964), Experiments in Industrial Democracy, Asia Publishing House, Bombay. 2. Flippo Edwin B (1976), Principles of Personnel Management, Mc Graw Hill, Tokyo. 3. French W L (1986), Human Resource Management, Houghton Mifflin Company, Boston. 4. Ginseberg Eli (1965), The Development of Human Resources, Mc Graw Hill, New York. 5. Jain and Gupta (2005), Personal Management & Industrial Laws, Mahaveer Book Depot, Delhi. 6. Sharma A M (1997), Aspects of Labour Welfare and Social security, Bombay, Himalaya. 7. Sharma B R (1974), The Indian Industria. 39

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