SUMMER TRAINING SYNOPSIS

ON
EMLOYEES WELFARE AND ORGANISATION COMMITMENT

Submitted to

I.K.GUJRAL PUNJAB TECHNICAL UNIVERSITY KAPURTHALA

In partial fulfilment of the requirement for the award of degree of

Master of business administration (MBA)

Submitted by Supervisor

Priya Sapna

1812753 Asst. Prof

 SUMMER TRAINING SYNOPSIS

ON
EMLOYEES WELFARE AND ORGANISATION COMMITMENT
SUBMITTED TO

PUNJAB TECHNICAL UNIVERSITY FOR THE FULFILLMENT OF M.B.A

(MASTER OF BUSINESS ADMINISTRATION)

Submitted by Supervisor

Priya Sapna

1812753 Asst. Professor

DEPARTMENT OF MANAGEMENT

ST.SOLDIER MANAGEMENT & TECHNICAL INSTITUTE

BATCH 2018 Onwards

2
 Certificate

This is to certify that, Ms. PRIYA student of MBA has worked on the dissertation titled
“Employee satisfaction with their work with special reference to RELIANCE
FRESH.” She has successfully completed her dissertation work in partial fulfillment for
the degree of MBA. This dissertation is the record of the student’s own efforts under our
supervision & guideline.

Place

Date

3
 STUDENT DECLARATION

I, “ Priya” , hereby declare that I have undergone my summer training at “RELIANCE

FRESH” from 15 june to 30 july. I have completed a research project “ EMPLOYEE
WELFARE AND ORGANISATION COMMITMENT ” under the guidance of Mr.
Kaishav.

Further I hereby confirm that the work presented herein is genuine and original and has
not been published elsewhere.

Priya

MBA 3 sem

4
 FACULTY DECLARATION

I hereby declare that the student Ms. Priya of MBA II has undergone her summer
training under my periodic guidance on the project “ EMPLOYEE WELFARE AND
ORGANISATION COMMITMENT ”.

Further I hereby declare that the student was periodically in touch with me during her
training period and the work done by student is genuine and original.

5
 ACKNOWLEDGEMENT

Through the acknowledgement, I express my sincere gratitude towards professors who

help in the preparation of this report. I am student of M.B.A. on the completion of my
industrial training at “RELIANCE FRESH” I would like to present this report of mine.

I am thankful to “RELIANCE FRESH COMPANY”, who gave me the permission of

training at their company and all staff members for their friendly and frank behavior and
co-operation and also to all those industries who helped directly or indirectly in my
training programmed.

Finally I would like to thank Prof. Mrs. SAPNA under which I have prepared this report.

"A person would never swim unless he gets into water likewise for knowing the
market we have to get into in the practical world."

Thank you

Yours truly,

PRIYA

6
CONTENTS

Chapter-1 Page no.

Introduction to company 1

 Employee welfare 3

 Organizational commitment 4

 Review of literature 6

Chapter-2 9

 Objective of the study 10

 Need of the study 10

 Scope of the study 10

Chapter-3 11

 Research methodology 12

 Data analyses and Interpretation 14

Chapter-4 26

 Finding 27

 Suggestions and recommendations 27

 Limitations 27

 Conclusion 28

Chapter-5 29

 Appendix 30

 Bibliography 30

 Questionnaires 31

7
CHAPTER-1

8
INTRODUCTION TO COMPANY

Reliance fresh is the convenience store format which forms part of the retail business
of Reliance Industries of India which is headed by Mukesh Ambani. The company
already has in excess of 1000 Reliance Fresh outlets across the country. These stores sell
fresh fruits and vegetables, staples, groceries, fresh juice bars and dairy products.

A Typical reliance fresh store is approximately 3000-4000 square feet and caters to a
catchment area of 2-3 km.

With a vision to generate inclusive growth and prosperity for farmers, vendor partners,
small shopkeepers and consumers, Reliance Retail Limited (RRL), a subsidiary of RIL,
was set up to lead Reliance Group’s foray into organized retail.

Since its inception in 2006, Reliance Retail Limited (RRL) has grown into an
organization that caters to millions of customers, thousands of farmers and vendors.
Based on its core growth strategy of backward integration, RRL has made rapid progress
towards building an entire value chain starting from the farmers to the end consumers.

Reliance Retail continued to expand presence of its value and specialty formats. During
the year, Reliance Retail opened 90 new stores spanning across ‘value’ and ‘specialty’
segments. In store initiatives, wider product choice and value merchandising enabled the
business to achieve robust growth during this period.

9
History:

After launch, in a dramatic shift in its positioning and mainly due to the circumstances
prevailing in UP, West Bengal and Orissa, it was mentioned recently in new dailies that
Reliance Retail is moving out of stocking fruits and vegetables. Reliance Retail has
decided to minimize its exposure in the fruit and vegetables business.

When the first Reliance Fresh store opened in Hyderabad last October, not only did the
company say the store’s main focus would be fresh produce like fruits and vegetables at a
much lower price, but also spoke at length about its “farm-to-fork” theory .The idea the
company spoke about was to source from farmers and sell directly to the consumer,
removing middlemen out of the way.

Company Description:

Reliance Fresh falls under Reliance Industries. It is the first retail venture of the group.
The company offers fresh fruits and vegetables, staples, groceries, fresh juice bars,
FMCG products and dairy products and non-vegetarian items. Reliance Fresh Limited
operates food retail outlets.

Date : 2006

Branches : Over a 1000 stores across India

Overview : Reliance Retail Limited (RRL) , a subsidiary of Reliance industries

Limited under Mukesh Ambani, Reliance Group’s foray into organized retail . RRL is

10
based on the growth strategy of backward integration, and it generates inclusive growth
and prosperity for farmers, vendor partners, small shopkeepers and consumers.

RLL is the second largest retailer in India. Its retail outlets offer foods, groceries, apparel
and footwear, lifestyle and home improvement products, electronic goods, farm
implements and inputs. The company’s outlets also provide vegetables, fruits, and
flowers.

INTRODUCTION TO EMPLOYEE WELFARE

Employee welfare is a term including various services, benefits and facilities offered to
employees by the employers. The welfare measures need not be monetary but in any
kind/forms. This includes items such as allowances, housing, transportation, medical
insurance and food.

Definition: According to Todd “Employee Welfare means anything done for the comfort
and improvement, intellectual or social, of the employees over and above the wages paid
which is not a necessity of the industry.”

The following are the features of employee welfare:

 Employee welfare is a comprehensive term including various services, facilities

and amenities provided to employees for their betterment.
 The basic purpose of employee welfare is to improve the lot of the working class
and thereby make a worker a good employee and a happy citizen.
 Employee welfare is an essential part of social welfare. It involves adjustment of
an employee's work life and family life to the community or social life.

Importance of Employee Welfare: As a business, you have to provide various benefits

to ensure your employees' welfare. While this may increase your business expense and
negatively affect your bottom line, looking after your employees will benefit you in other
ways.

Employees Motivation: By providing a plan that's good for employees' welfare, you
show them that you value them. This can help make them feel welcome and happy in
your company, motivating them to work harder.

11
Employees' Well-Being: For companies that have a large base of employees working
under stressful conditions or living away from family, it is important to look at fostering
personal happiness and professional growth.

Company Image: Providing a good employee welfare plan reflects well on your
business. It gives you free publicity to improve awareness among potential customers.

INTRODUCTION TO ORGANIZATIONAL COMMITMENT

It is not unreasonable to suppose that the strength and nature of the commitment someone
experiences in a personal relationship informs the manner in which that same person
commits to an organization or work group. If an organization were to request that
employees direct their efforts toward long-term goals, the message may be better
understood by workers who have been engaged in strongly committed relationships over
a long period of time.

Organizational commitment predicts work variables such as turnover, organizational

citizenship behavior, and job performance. Organizational commitment can be contrasted
with other work related attitudes, such as job satisfaction, defined as an employee’s
feelings about their job.

Definition: Organizational commitment may be viewed as an organizational member's

psychological attachment to the organization. Organizational commitment plays a very
large role in determining whether a member will stay with the organization and zealously
work towards organizational goals.

.Affective Commitment

AC is defined as the employee's positive emotional attachment to the organization. Meyer

and Allen pegged AC as the “desire” component of organizational commitment. An
employee who is affectively committed strongly identifies with the goals of the
organization and desires to remain a part of the organization.

12
Continuance Commitment

Continuance Commitment is the “need” component or the gains verses losses of working
in an organization. “Side bets,” or investments, are the gains and losses that may occur
should an individual stay or leave an organization. An individual may commit to the
organization because he/she perceives a high cost of losing organizational membership
"side bet theory".

Normative Commitment

The individual commits to and remains with an organization because of feelings of

obligation, the last component of organizational commitment. These feelings may derive
from a strain on an individual before and after joining an organization. Normative
commitment in employees is also high where employees regularly see visible examples
of the employer being committed to employee well-being.

Critique to the Three-Component Model

TCM is a model for predicting turnover. In a sense the model describes why people
should stay with the organization whether it is because they want to, need to, or ought
to. The model appears to mix together an attitude toward a target, that being the
organization, with an attitude toward a behavior, which is leaving or staying. They
believe the studies should return to the original understanding of organizational
commitment as an attitude toward the organization and measure it accordingly.

A five component commitment model

More recently, scholars have proposed a five component model of commitment, though it
has been developed in the context of product and service consumption. This model
proposes habitual and forced commitment as two additional dimensions which are very
germane in consumption settings. It seems, however, that habitual commitment or inertial
may also become relevant in many job settings.

13
 It seems, however, the habitual commitment or inertial may also become relevant in
many job settings. People get habituated to a job – the routine, the processes, the
cognitive schemas associated with a job can make people develop a latent commitment to
the job – just as it may occur in a consumption setting.

REVIEW OF LITERATURE

1. EMPLOYEE WELFARE
Binoyjoseph, josephinjodey (2009), studies in the article points out that, the
structure of welfare states rests on a social security fabric. Government,
employers, trade unions have done a lot to promote the betterment of workers
conditions.

Aswathappa (2010) in his book, “Human Resource Management “discussed the various types
of benefits and services provided to employee’s in terms of payment for time not worked,
insurance benefits, compensation benefits, pension plans etc. He also discussed the ways to
administer the benefits and services in a better way.

REPORTS OF SURVEYS, COMMITTEES AND COMMISSIONS

Chattopadhyay Ramakrishna in his thesis, “Social Perspective on Labor Legislation in India”

discussed in detail about the importance given to social security in various legislations, which are
enacted from time to time by the Government of India.

Punekar Sadanand Dattatreya (1942-49) in his thesis, “Social Insurance of Indian Industrial
Workers” stated that social insurance aims at granting adequate benefits to the insured on a
compulsory basis in times of unemployment, sickness and other contingencies with a view to
ensure a minimum standard of living. He concluded that social insurance is absent in almost all
the industries barring a few.

Srivastava (1953) in his thesis, “Labour Welfare in India” detailed upon the labor welfare
measures undertaken by select public and private sector companies in India. He found that public

14
sector companies are far better than their private counterparts in the provision of welfare
facilities to workers and employees.

Shanti Arora (1957) in the thesis, “The Social Security in India” felt that the various Acts and
legislations made by the Government failed to provide social security to the masses.

VermaOmprakash (1958-65) in his thesis, “Labour Welfare and Industrial Peace in India”
stated that many industries failed to provide adequate welfare facilities to their employees due to
which industrial unrest had become a common phenomenon among various industries.

2. ORGANIZATIONAL COMMITMENT

The concept organizational commitment has grown in popularity in the literature on industrial
and organizational psychology (Cohen, 2003). Early studies on organizational commitment
viewed the concept as a single dimension, based on an attitudinal perspective, embracing
identification, involvement and loyalty (Porter, Steers, Mowday&Boulian, 1974). According to
Porter et al (1974) an attitudinal perspective refers to the psychological attachment or affective
commitment formed by an employee in relation to his identification and involvement with the
respective organization.

The Early Era: The Side-Bet Approach

According to Becker’s theory, the relationship between an employee and the organization is
founded on behaviors bounded by a “contract” of economic gains. Employees are committed to
the organization because they have some hidden vested investments or side-bets. These side-bets
are valued by the individual because of the accrual of certain costs that render disengagement
difficult.

The Middle Era: The Psychological Attachment Approach

In the Middle Affective Dependence period, the focus shifted from tangible side-bets to
psychological connection developed towards the organization. This school of thought attempted
to describe commitment as a combination of attitude and interest in economic gains from
associating with the company. Employee retention was attributed not only to economic gains, but

15
more so to affective influence. Porter and his followers hence define commitment as “the relative
strength of an individual’s identification with and involvement in a particular organization”

The Third Era: The Multidimensional Approach

This approach is the advancement from the single-dimension era of organizational commitment.
The major proponents of the multi-dimension approach are Meyer and Allen (1984) and
Oreilleand Chatman (1986). Meyer and Allen’s Three Dimensional Theory (1984, 1990, 1997),
has been the leading approach to organizational commitment for more than two decades. The
fallacies and drawbacks resulting from improper execution of Becker’s Side-bet theory formed
the basis for Meyer and Allen’s (1984) research in this area.

Model Based on Two Dimensions:

Organizational commitment is two-dimensional- Instrumental and Affective. In addition, sharp

difference was made between commitment propensity that developed before one’s entry into an
organization and commitment attitudes that developed after ones entry, i.e., the importance of
time frame in development of organizational commitment.

The Combined influence of AC, CC and NC Approach In 2009

Somers studied a sample of 288 hospital nurses. Their commitment profiles were compared to
turnover intentions, job search behavior, work withdrawal (absenteeism and lateness) and job
stress. Five empirically-derived commitment profiles emerged: highly committed, affective–
normative dominant, continuance–normative dominant, continuance dominant, and
uncommitted. Results indicated that the most positive work outcomes were associated with the
affective–normative dominant profile which included lower turnover intentions and lower levels
of psychological stress. There were no differences among the commitment groups for late
coming, and the continuance–normative dominant group had the lowest levels of absenteeism.
Somers suggested that future research should focus on the combined influence of commitment
on work outcomes.

16
CHAPTER-2

17
 OBJECTIVES OF THE STUDY:

1. To identify the employees opinion about the present welfare facilities at factory.
2. To identify the level of commitment of employees towards the organization.
3. To measure the relationship between employee welfare and organizational
commitment.

NEED FOR THE STUDY

The need of this study is to measure whether welfare facilities play an important role on the
working of employees and to identify when the employees are dissatisfied welfare facilities will
help them to get motivated. Employees play an important role in the industrial production of the
country. Hence, organizations have to secure the cooperation of employees in order to increase
the production and to earn higher profits and also for the commitment of the employees towards
the job as well as organization. The cooperation of employees is possible only when they are
fully satisfied with their employer and the working conditions on the job. In the past,
industrialists and the employers believed that their only duty towards their employees was to pay
them satisfactory wages and salaries.

On the other hand committed organizational members contribute positively to the organization
which is not the case with less committed members. The organizations whose members have
higher levels of commitment show higher performance and productivity and lower levels of
absenteeism. This implies that employees with a high level of commitment tend to take greater
efforts to perform and invest their resources in the organization.

SCOPE OF THE STUDY

18
This study aims to find out the satisfaction of the employees, whether the company is providing
necessary health, safety and welfare measures in Reliance Fresh. The scope of the current study
named” Employee welfare in relation to organizational commitment” is limited only to Reliance
Fresh, Jalandhar and the study cannot be applied to other unit. This study helps to improve the
performance of the Human resource management department. Organizational commitment can
result in a stable and productive workforce. It enables employees to release their creativity and to
contribute towards organizational development initiatives.

CHAPTER-3
19
 RESEARCH METHODOLOGY

1.1Collection of data:

1) Primary data: Questionnaire methods are used to elicit information from employees of
various hierarchy departments. Primary data are those which are gathered especially for the
project at hand is directly through questionnaire & personal interaction. Primary data is collected
by administering the questionnaire & personal interaction.

2) Secondary data: The secondary data has been collected from different books and company
files and website. The secondary data has been collected by an individual from different sources.

 Text book
 Internet

1.2 Population:

Employees of the RELIANCE FRESH company, JALANDHAR. The population is based on the
HR department that also contains the lower level employees and middle level.

1.3 Sampling

Sampling size: The study was taken on 50 respondents.

1.4 Sampling technique:

Simple Random Sampling, technique is a set of items that have been drawn from a population
in such a way that each time an item was selected; every item in the population had an equal
opportunity to appear in the sample.

20
 1.5 Data presentation

Data was presented with the help of tables, charts; interpretation and observation were noted
below each table/charts.

1.6 Scales of measurement

I used two types of scales for measurement. To measure the employee welfare at industry I used
Likert scale and for the measurement of organizational commitment I used Allen Mayer scale.

 Likert scale: When responding to a Likert questionnaire item, respondents specify their
level of agreement or disagreement on a symmetric agree-disagree scale for a series of
statements. Thus, the range captures the intensity of their feelings for a given item. A scale can
be created as the simple sum of questionnaire responses over the full range of the scale. In so
doing, Likert scaling assumes distances between each item are equal. Importantly, all items are
assumed to be replications of each other or in other words items are considered to be parallel
instruments. The format of a typical five-level Likert item, for example, could be:

1. Strongly degree

2. Disagree

3. Neither agree nor disagree

4. Agree

5. Strongly agree

 Allen Mayer scale: The three-component model of commitment developed by Meyer

and Allen (1990) arguably dominates organizational commitment research. This model
proposes that organizational commitment is experienced by the employee as three

21
 simultaneous mindsets encompassing affective, normative, and continuance organizational
commitment.

1 Affective Commitment reflects commitment based on emotional ties the employee

develops with the organization primarily via positive work experiences.
2 Normative Commitment reflects commitment based on perceived obligation towards
the organization, for example rooted in the norms of reciprocity.
3 Continuance Commitment reflects commitment based on the perceived costs, both
economic and social, of leaving the organization.
Data analysis and interpretation

 I feel the working environment of the organization is comfortable

Level of satisfaction Percentage (%)

Strongly agree -
Agree 67
Neutral 30
Disagree 3
Strongly disagree -

strongly disagree disagree neutral agree strongly agree

0% 0% 3%

30%

67%

Data analysis :

22
  67% employees are agree.
 30% employees are neutral
 3% employees are Disagree

Data interpretation: Most of the employees are agree and 3% employee are Disagree
with the environment of the organization.
.
 The medical benefits provided by the organization for me as an employee and my
family are satisfactory
Level of satisfaction Percentage (%)
Strongly agree -
Agree 60
Neutral 30
Disagree 10
Strongly disagree -

Strongly
Disagree Disagree
Strongly Agree 0% 10%
0%

Neutral
Agree 30%
60%

Data analysis :

 60% employees are agree.

 30% employees are neutral.
 10% employees are disagree.

Data interpretation: Most of the employees are agree and 10% employees are disagree
with the medical benefits provided by the organization.

 I am comfortable with the working hours of the organization

Level of satisfaction Percentage (%)
Strongly agree -
Agree 87

23
 Neutral 7
Disagree 6
Strongly disagree -

Strongly agree Disagree

Strongly 0% 6%
disagree
neutral
0%
7%

Agree
87%

Data analysis :

 87% employees are agree.

 7% employees are neutral
 6% employees are disagree.

Data interpretation: Most of the employees agree and 6% employees are disagree with
the working hours of the organization.

 I am satisfy with sitting arrangement of the organization

Level of satisfaction Percentage (%)
Strongly agree 7
Agree 77
Neutral 10
Disagree 6
Strongly disagree -

24
 Strongly agree Strongly disagree Disagree
7% 0% 6%
neutral
10%

Agree
77%

Data analysis :
 7% employees are strongly agree.
 77% employees are agree.
 10% employees are neutral
 6% employees are disagree.

Data interpretation : most of the employee are agree and 6% employees are disagree
with the sitting arrangement of the organization.

 The conveyance allowance offered by the organization is satisfactory

Level of satisfaction Percentage (%)
Strongly agree 3
Agree 80
Neutral 14
Disagree 3
Strongly disagree -

25
 Strongly Disagree
Strongly Agree Disagree 3%
3% Neutral
0% 14%

Agree
80%

Data analysis

 3% employees are strongly agree.

 80% employees are agree.
 14% employees are neutral .
 3% employees are disagree .

Data interpretation: Most of the employees are agree and 3% employees are disagree
with the conveyance allowance offered by the organization.

 I m comfortable with the leave policy of the org. is adequate

Level of satisfaction Percentage (%)

Strongly agree 3
Agree 83
Neutral 10
Disagree -
Strongly disagree 4

26
 Strongly
Disagree
Disagree
0%
4%
Strongly Agree Neutral
3% 10%

Agree
83%

Data analysis :

 3% employees are strongly agree.

 83% employees are agree.
 10% employees are neutral.
 4% employees are strongly disagree.

Data interpretation: Most of the employees are highly satisfied and 4% employees are
strongly disagree with the leave policy of the organization.

 The rest room and lunch room facilities are satisfactory

Level of satisfaction Percentage (%)
Strongly agree 3
Agree 67
Neutral 27
Disagree 3
Strongly disagree -

27
 Strongly
Disagree Disagree
Strongly Agree 0% 3%
3%
Neutral
27%

Agree
67%

Data analysis:
 3% employees are strongly agree.
 67% employees are agree.
 27% employees are neutral.
 3% employees are disagree.

Data interpretation: Most of the employees are agree and 3% employees are disagree
with the rest room and lunch room of the employees.

 I am satisfying with the overall employee welfare activities of the org.

Level of satisfaction Percentage (%)

Strongly agree -
Agree 60
Neutral 30
Disagree 10
Strongly disagree -

28
 Strongly
Disagree Disagree
Strongly Agree 0% 10%
0%

Neutral
Agree 30%
60%

Data analysis:

 60% employees are agree.

 30% employees are neutral.
 10% employees are disagree.

Data interpretation: Most of the employees are agree and 10% employees are disagree
with the overall employee welfare of the organization.

9….the regular increments in the org. are effective

Level of satisfaction Percentage (%)

Strongly agree 3
Agree 70
Neutral 17
Disagree 10
Strongly disagree -

29
 Strongly
Disagree Disagree
Strongly Agree 0% 10%
3%
Neutral
17%

Agree
70%

Data analysis :

 3% employees are strongly agree.

 70% employees are agree.
 17% employees are neutral.
 10% employees are disagree.

Data interpretation: Most of the employees are agree and 10% employees are disagree
with the regular increments provided by the organization.

10…..the toilet, water facilities are satisfactory

Level of satisfaction Percentage (%)

Strongly agree -
Agree 87
Neutral 7
Disagree 6
Strongly disagree -

30
 Strongly Disagree Disagree
Strongly Agree 0% 6%
Neutral
0%
7%

Agree
87%

Data analysis :
 87% employees are agree.
 7% employees are neutral.
 6% employees are disagree.

Data interpretation: Most of the employees are agree and 6% employees are disagree
with the toilet shelter and water facilities provided by the organization.

 The lighting and sanitation in the are effective

Level of satisfaction Percentage (%)

Strongly agree 7
Agree 77
Neutral 10
Disagree 6
Strongly disagree -

31
 Strongly agree Strongly disagree Disagree
7% 0% 6%
neutral
10%

Agree
77%

Data analysis :

 7% employees are strongly agree .

 77% employees are agree.
 10% employees are neutral.
 6% employees are disagree.

Data interpretation: Most of the employees are agree and 6% employees are disagree
with the hygiene conditions of the organization.

 I am satisfied with the accommodation in the org

Level of satisfaction Percentage (%)

Strongly agree -
Agree 67
Neutral 30
Disagree 3
Strongly disagree -

32
 strongly disagree disagree neutral agree strongly agree
0% 0% 3%

30%

67%

Data analysis :

 67% employees are agree.

 30% employees are neutral.
 3% employees are disagree.

Data interpretation: Most of the employees are agree and 3% employees are disagree
with the accommodation facility of the organization.

33
CHAPTER-4

34
LIMITATIONS OF THE STUDY:
Following are some of them limitation of the study:
1 The data was collected during the working hours; employees were busy in their routine
work so they were less responsive.
2) The data is collected from the permanent and casual employees and hence the opinion
of contract employees is not collected.
3) Inadequacy of time was a major limiting factor which is faced.

FINDINGS:
 The employees are satisfied with the organization and they do not want to leave
the organization
 There is no significant relationship between employee welfare and organizational
commitment or the relationship is diverse. The employees are not show the
commitment towards the organization only if the industry provides welfare
facilities.
 According to continuance commitment the employees want to stay in the
organization.

SUGGESTIONS:
1. Organizational commitment or active participation of the laboring class to a
possible extent should be got in the welfare activities. Workers should be provided
with opportunity to avail the newly needed welfare measures.
2. The worker should be provided with personal assistance when he encounters
welfare activities obstacles.
3. The workers should be provided with regular constructive feedback concerning
the progress in all employee welfare work and implementation of the newly
applied welfare programs.

35
CONCLUSION
 Human resource plays an important role in any organization. Employee welfare
facilities are concern to this department, if the employee happy with welfare
facilities then only the productivity of that organization can be increased.
 Based on the study of Employee Welfare Facilities in Reliance Fresh company it
is clear that the factory is very keen in the promoting all the welfare facilities.
 There is always scope for improving health and safety measures for the workers
in the industry.
 The company provides training for the workers according to their most preferred
choice.
 Workers are able to manage work and family life without any major problem
shows again that stress levels are manageable.

36
CHAPTER-5

37
APPENDIX:
 BIBLIOGRAPHY
 QUESTIONNAIRE

BIBLIOGRAPHY

Books

o Malhotra N.K. , Marketing Research, Pearson

Education, New Delhi, 2012.

o Sivarethinamohan, R, Industrial Relations and Labour Welfare-Text

and Cases, PHI Learning Pvt. Ltd, New Delhi, 2010.

o Robbins, Organization Behaviour, Pearson Education.

Websites

 www.google.com

 www.managementparadise.com



 https://www.slideshare.net

38
QUESTIONNAIRE
1. Are you feel the working environment of the organization is comfortable ?

a) Highly satisfied b) Satisfied

c) Average d) Dissatisfied
e) Highly dissatisfied

2. Are the medical benefits provided by the organization for employees and
their family satisfactory ?

a) Highly satisfied b) Satisfied

c) Average d) Dissatisfied
e) Highly dissatisfied

3. Are you comfortable with the working hours of the organization ?

a) Highly satisfied b) Satisfied

c) Average d) Dissatisfied
e) Highly dissatisfied

4. Are you satisfy with the sitting arrangement of the organization?

a) Highly satisfied b) Satisfied

c) Average d) Dissatisfied
e) Highly dissatisfied

5. Are the conveyance allowance offered by the organization is satisfactory ?

a) Highly satisfied b) Satisfied

c) Average d) Dissatisfied

39
 e) Highly dissatisfied

6. Are you comfortable with the leave policy of the organization ?

a) Highly satisfied b) Satisfied

c) Average d) Dissatisfied
e) Highly dissatisfied

7. Are the rest room and lunch room facilities satisfactory ?

a) Highly satisfied b) Satisfied

c) Average d) Dissatisfied
e) Highly dissatisfied

8. Are you satisfy with the overall employee welfare activities of the
organization ?

a) Highly satisfied b) Satisfied

c) Average d) Dissatisfied
e) Highly dissatisfied

9. Are the regular increments in the organization effective ?

a) Highly satisfied b) Satisfied

c) Average d) Dissatisfied
e) Highly dissatisfied

10. Are the toilet, water facilities satisfactory ?

a) Highly satisfied b) Satisfied

c) Average d) Dissatisfied
e) Highly dissatisfied

11. Are the lighting and sanitation in organization effective ?

a) Highly satisfied b) Satisfied
c) Average d) Dissatisfied

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 e) Highly dissatisfied

12. Are you satisfied with the accommodation in the organization ?

a) Highly satisfied b) Satisfied
c) Average d) Dissatisfied
e) Highly dissatisfied

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