A STUDY ON IMPACT OF LABOUR WELFARE MEASURES TOWARDS

MOTIVATION LEVEL OF BLUE–COLLAR EMPLOYEES

Ms. Hinal Songhela (MBA – Human Resource)
Student at Shree Swaminarayan Institute of Management and I.T

Prof. Aakib R. Hamdani (MBA- Finance)

Assistant Professor at Shree Swaminarayan Institute of Management and I.T.
.

aakibhamdani786@gmail.com hinalsonghela21@gmail.com
Mobile No. +91 7383156800

ABSTRACT:

The basic aim to carry out the study is to find out the labour welfare measures provided to the
employees. From the study, we will come to know about the impact of inadequate welfare
measures on employee absenteeism and attrition. The study is carried out by using the
descriptive research design. Sample size is 150. The research has been conducted by using
stratified random sampling method with structured questionnaire. After the study, it is found that
inadequate welfare measures are not the reason behind employee absenteeism. But health
problem, work environment, work life balance, etc are the causes of absenteeism. As far as
employees’ attrition is concerned, non availability of First Aid and Medical Facilities and
Canteen Facilities lead to blue collar employees’ attrition. Therefore, there is need to provide
proper welfare facilities(both statutory and non-statutory) and work environment to workers,
which has direct influence on social and economic development of the organization as well as
nation.

Keywords: Labour Welfare Measures, Absenteeism and Attrition, Motivation Level, Blue
Collar Employees

INTRODUCTION
The term Welfare simply means the health, happiness, and fortunes of a person or group.
Labour Welfare means the voluntary efforts made by the employer to provide better
conditions of employment in their own industries. Labour welfare should meet the basic
requirements of workers. It should contribute to the productivity and efficiency of the workers.
The main objective of labour welfare is to provide the better standard of living of the workers,
by indirectly reducing the burden on their purse. An efficient, skilled and satisfied will be an
asset for the organization. He will work enthusiastically and better results can be achieved.
Labour is happy if his needs are fulfilled. The various labour welfare measures provided to the
employees are infact an important and valuable investment.
As overall cement and chemical industries involve large numbers of men and women workers.
The working environment in such industries is hazardous for their health. Due to this the
absenteeism, rate of attrition and labour turnover is high. Also labour may suffer from disease
and injuries. Therefore to overcome this problem, maintain healthy working conditions and to
retain the employees, industries are offering various safety measures along with the various
welfare facilities. That’s why, in this research, the Saurashtra Cement Limited situated in
Ranavav, Porbandar, Gujarat is selected to analyze the impact of Labour Welfare Measures
towards motivation level of blue collar employees.
 CONCEPT OF LABOUR WELFARE MEASURES

The total concept of welfare is that desirable state of existence involving the physical, mental
and emotional well-being.
The relative concept of welfare implies that welfare is relative in time and place. It differs
with time, region, level of education, social customs, political system, etc. Labour welfare
implies the setting up of the minimum desirable standards and the provisions of facilities like
health, clothing, housing, medical assistance, education, insurance, job security, recreation and
so on. Such facilities enable the worker and his family to lead a good work life, family life and
social life.

DEFINITIONS OF LABOUR WELFARE MEASURES

According to N. M. Joshi, “Welfare measures cover all the efforts which employers take for
the benefit of their employees over and above the minimum standards of working conditions
fixed by the Factories Act and over and above the provisions of the social legislation providing
against accident, old age, unemployment and sickness.”

According to Industrial Labour Organization (ILO),“Labour welfare measures may be

understood and including such services, facilities and amenities which may be established in
vicinity of undertaking to perform their work in healthy and congenial environment and to avail
of facilities which improve their health and bring high morale.”

LITERATURE REVIEW

1. “Cooperative Unionism and Employee Welfare” by Michael R. White (University of

Westminster - Policy Studies Institute) Industrial Relations Journal, Vol. 36, No. 5, pp. 348-
366, September 2005. Using British national survey data,
thisarticleassessestheimpactofunionsonmanagementpracticestoreducelabour costs, implement
high-performance work systems, and make employee welfare provisions. Relative to non-union
workplaces, those with unions are found to have practices which are consistent with 'mutual gains'
outcomes.

2. “Provision Of Welfare Under Factories Act & Its Impact On Employee

Satisfaction” by Parul P Bhati (Research scholar Karpagam University), Dr. Ashokkumar M
(Professor & Head, Department of Management, Karpagam University) Journal of Business
Management & Social Sciences Research (JBM&SSR) ISSN No: 2319‐5614 Volume 2, No.2,
February 2013. This paper studies the impact of Welfare Under Factories Act 1948 On
Employee Satisfaction. For this researcher have taken the overviews of Engineering Industry.
Researcher has measured the impact of welfare provisions on employee satisfaction by way of
the correlation technique and also measured that whether any difference in terms of employee
satisfaction towards welfare provision exists by way of using one way Annova test.

3. “A Study On Performance of Labour Welfare Measures of Indian Industries: An

Overview” by Dr. A. Jebamalairaja (Associate Professor, Dept of Economics , Urumu
Dhanalakshmi College, Trichy, Tamilnadu, India) R. Pichumani (Associate Professor, Dept of
Economics , A.A.Govt. Arts College, Musiri, Trichy, Tamilnadu, India) IJMRR April 2012/
Volume 2/Issue 4/Article No-9/546-551 ISSN: 2249- 7196. In this article it is found out the
labour-welfare measures adopted by various industries in India, analyzed the statutory and non-
statutory measures of Industrial labour, effectiveness of these measures in morale building and
in enhancing the productivity of the Organization, assess the social security measures at
Industrial labours.

4. Labour Welfare Measures In Cement Industries In India (A Case Of KcpLimited,

Cement Division, Macherla, Andhra Pradesh) by M. Rama Satyanarayana, Dr.R.Jayaprakash
Reddy July 2012 IJPSS Volume 2, Issue 7 ISSN: 2249-5894. This study is undertaken to know
the satisfaction levels of employees about labour welfare measures in KCP limited (Cement
Division). After analyzing the whole data researcher has stated that the overall satisfaction
levels of employees about welfare measures in the organization is satisfactory. However, a few
are not satisfied with welfare measures provided by the organization. Therefore researcher
hassuggestedthattheexistingwelfaremeasuresmaybeimprovedfurther. Suchwelfare measures
enrich the employees‟ standard of living and their satisfaction levels.

5. A Study On Absenteeism Among The Employees Of Textiles Industries,

Coimbatore District By K.Vishnupriya, N.S.Suganya, P.Bhuvaneswari Sep 2012 IJMT
Volume 2, Issue 9 ISSN: 2249-1058. This study is concerned with the issues, factors and causes
related to absenteeism. In this study researcher has found that, there exist a significant relation
between absenteeism rate and the salary given and also there exist a relation between
absenteeism rate and the age group of respondents. For improving the things researcher has
given some suggestions like; the working conditions of the work place have to be improved.
The regulations for availing leave are to be made stricter. The relations between the
management and the employees should be increased for betterresults.

OBJECTIVES OF THE STUDY

1. To analyze the effectiveness of labour welfare on motivational level of blue collar
employees at Cementindustry.

2. To evaluate the impact of welfare measures on the operational performance of

employees.

METHODOLOGY
The nature of the study is descriptive research. Working blue collar employees from Cement
industry from Ranavan, Porbandar, Gujarat area is sample unit for this research. The sample for
the study is in total 150 numbers. Stratified Random Sampling method has been used for the
study.
DATA COLLECTION ANDINFERENCES
A) Preference Given by Blue Collar Employees for Essentiality of Welfare
Measures in future.
Essentiality of Welfare Measures In Future
Sr. (Percentage)
No.
Welfare Measures Employee Response
Very Very
High High Medium Low Low
1 Washing Facilities 84.95 5.30 4.42 2.65 2.65
2 Storing & Drying 85.84 7.07 5.30 0.88 0.88
3 Sitting Facilities 84.95 9.73 3.53 0.88 0.88
4 Statutory First Aid 99.11 0.88 0 0 0
5 Canteen 96.46 0.88 0.88 0.88 0.88
6 Rest Room 85.84 5.30 3.53 3.53 1.76
7 Creches 75.22 7.96 5.30 5.30 6.19
8 Welfare Officer 90.26 4.42 1.76 1.76 1.76
1 Accommodation 82.30 11.50 4.42 0.88 0.88
Education to
2 Children 92.03 3.53 1.76 1.76 0.88
3 Holiday Homes 59.29 21.23 7.07 5.30 7.07
Non-
4 Medical 93.80 2.65 1.76 0.88 0.88
Statutory
5 Leave Travel 69.91 15.04 4.42 6.19 4.42
6 Transportation 67.25 19.46 10.61 1.76 0.88
7 Uniforms 92.03 7.07 0.88 0 0
Inferences:

The above table and graph depict the opinion of blue collar employees for welfare
measures that are essential and they would like to have these facilities in future also. Most
of the blue collar employees i.e. 99.11%, 96.46%, 90.26%, 85.84%, 84.95%, 84.95%, &
84.95% have given very high preference to First Aid, Canteen, Welfare Officer, Storing
and Drying Facilities, Washing Facilities, Sitting Facilities & Rest Room Facilities
respectively.
As far as non statutory welfare measures are concerned blue collar employees that
comprise of 93.80%, 92.03%, 92.03% and 82.30% have given very high preference to
Medical, Education to Children, Uniforms and Accommodation respectively. Blue collar
employees have given high preference to Holiday Home & Leave Travel also; medium
preference is given to Transportation i.e 10.61% respondents. The reason behind this is that
company does not give these facilities (Leave Travel, Holiday Homes & Transportation) to
the blue collar employees. Hence, blue collar employees do not bother about these & so
only worry or focus on the routine facilities.

B) Rating of Various Factors Responsible for Absenteeism (Blue Collar

Employee)

Factors Responsible for Absenteeism (Percentage)

Factors Responsible Opinion of Blue Collar
Sr. No Employee
for Absenteeism Very Very
High High Medium Low Low
1 Health Problem 95.57 0.88 0.88 0.88 1.76
 Inadequate Welfare
2 Measures 1.76 3.53 3.53 23.89 67.25
Workplace
3 Environment 73.45 7.96 6.19 7.07 5.30
4 Stress 93.80 2.65 1.76 0.88 0.88
5 Work Dissatisfaction 86.72 4.42 2.65 2.65 2.65
6 Family Problem 91.15 5.30 1.76 0.88 0.88
7 Harassment 74.33 7.07 6.19 6.19 6.19
8 Depression 61.06 29.20 4.42 2.65 2.65
9 Job Hunting 18.58 11.50 7.96 50.44 11.50
10 Partial Shifts 87.61 5.30 0.88 3.53 2.65

Inferences:
The above table and graph shows that, for blue collar employees 95.57%, 93.80%, 91.15%
& 87.61, Health Problem, Stress, Family Problem and Partial Shifts are the major causes of
absenteeism respectively. The reason behind this is that blue collar employee’s deal with
actual manufacturing process. They work on heavy machinery, so they face health
problems and are stressed due to unhealthy workplace environment. 67.25% blue collar
employees responded that inadequate welfare measure does not lead toabsenteeism.
FINDINGS
1. Almost all blue collar employees are getting statutory and non-statutory welfare
measures except leave travel and holiday home for blue collar and non availability of
welfareofficer.
2. An inadequate welfare measure doesn‘t have an impact on absenteeism of blue
collaremployee.
3. There is less attrition on part of employees as proper welfare measures are
provided.
4. It is found that non availability of first aid and medical facilities are responsible
reasons for blue collar employees’ attrition in the company.

CONCLUSION
Every organization provides the statutory welfare measures but some organization
provides some more welfare facilities to the employees so that they may retain the
employees and their quality of work life. By the result of increased quality of work life
among the employees they get satisfaction in their personal and professional life. An
organization could see the reflection of these things in increased productivity. As far as
cement industry is concerned welfare measures are very much essential because the
workplace environment in the cement industry is hazardous and it directly affects workers
health. Therefore it leads to absenteeism and attrition. To overcome employees’ attrition
ratio, organization must provide proper welfare facilities. As a result of this, organizations
will definitely achieve their goals & objective effectively and efficiently.

References:
 Jagdish C. Joshi (2010) Labour Welfare Administration: Tools andTechniques
RajatPublications
 John M. Knight (2008), How To ReduceAbsenteeism
 Kunal Gaurav (2007) Drivers of Employee Satisfaction andAttrition
 Pratibha Goyal (2011) Labour Welfare and JobSatisfaction

 Robyn D. Madison-Harris (2012) Causes of Employment Attrition and Retention in

a State EducationAgency
 R.Shivarethinamohan (2008) Industrial Relation And Labour Welfare: Text &
CasesISBN:978-81-203-3973-6
 Sarma A. M (2006) Aspects of Labour Welfare And SocialSecurity
 Susan R. Rhodes, Richard M. Steers (2009) Managing Employee Absenteeism

Journals :
 ―Cooperative Unionism and Employee Welfare‖ by Michael R. White (University
of Westminster - Policy Studies Institute) Industrial Relations Journal, Vol. 36, No. 5, pp.
348-366, September2005.
 ―Provision Of Welfare Under Factories Act & Its Impact On Employee
Satisfaction‖ by Parul P Bhati (Research scholar Karpagam University), Dr. Ashokkumar
M (Professor & Head, Department of Management, Karpagam University) Journal of
Business Management & Social Sciences Research (JBM&SSR) ISSN No: 2319‐5614
Volume 2, No.2, February2013.
 ―A Study On Performance of Labour Welfare Measures of Indian Industries: An
Overview‖ by Dr. A. Jebamalairaja (Associate Professor, Dept of Economics , Urumu
Dhanalakshmi College, Trichy, Tamilnadu, India) R. Pichumani (Associate Professor, Dept
of Economics , A.A.Govt. Arts College, Musiri, Trichy, Tamilnadu, India) IJMRR April
2012/ Volume 2/Issue 4/Article No-9/546-551 ISSN: 2249- 7196.
 Labour Welfare Measures In Cement Industries In India (A Case OfKcp
 LimitedCement Division,Macherla,Andhra Pradesh) by M.Ramasatyanarayanar. R.
Jayaprakash Reddy July 2012 IJPSS Volume 2, Issue 7 ISSN:2249-5894.
 A Study On Absenteeism Among The Employees Of Textiles Industries, Coimbatore
District By K.Vishnupriya, N.S.Suganya, P.Bhuvaneswari Sep 2012 IJMT Volume 2, Issue
9 ISSN:2249-1058.
 Effectiveness of Labour Welfare Measures in India by K. Kaliyamurthy Associate
Professor & Research Advisor, Pg And Research Department Of Economics, Urumu
Dhanalakshmi College, Kattur, Tiruchirappalli and J. Shyamala Devi Ph.d Research
Scholar, Pg And Research Department Of Economics, Urumu Dhanalakshmi College,
Kattur, Tiruchirappalli.International Global Research Analysis Volume : 1 | Issue : 7 | Dec
2012 • ISSN No 2277 –8160.

 Employee Perception on welfare measures in COAL mines by D. Nageshwar Rao&

K. Jyothirmai Faculty Member, Vivekananda Degree & PG College, Karimnagar, Andra
Pradesh, India.The International Journal‘s Research of Commerce and Behavioral Science
ISSN:2251-1