CHAPTER - I

1.1 INTRODUCTION

Industrial progress of a country depends on its committed labour force.

In this regard the importance of labour welfare was recognized as early as

1931 when the Royal commission on Labour stated that the benefits which

undergo this nomenclature are of great importance to the worker who is

unable to secure by themselves. The schemes of labour welfare may be

regarded as a wise investment which usually brings a profitable return in the

form of greater efficiency. Employee welfare means “the efforts to make life

worth living for workmen.” 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.”

Features of employee welfare:

Employee welfare is a comprehensive term including various services,

facilities and amenities provided to employees for their betterment. It

generally includes those items of welfare that is provided by statutory

provisions or required by the customs of the industry or the expectations of

employees from the contract of service from the employers. The basic

purpose is to improve the life of the working class. The purpose of providing

1
welfare amenities is to bring about the development of the whole personality

of the worker-his social, psychological, economic, moral, cultural and

intellectual development to make him a good worker, a good citizen and a

good member of the family. Employee welfare is a dynamic concept. These

facilities may be provided voluntarily by progressive and enlightened

entrepreneurs from their own side out of their realization of social

responsibility towards labour, or statutory provisions may compel them to

make these facilities available; or these may be undertaken by the

government or trade unions, if they have the necessary funds for the purpose.

Employee welfare measures are also known as fringe benefits and services.

‘Labour Welfare’ is a very broad term, covering social security and such

other activities as medical aid, crèches, canteens, recreation, housing, adult

education, arrangements for the transport of labour to and from the

workplace.

The features of employee welfare are: -

 Employee welfare is a comprehensive term including various services,

facilities and amenities provided to employees for their betterment.

 The basic purpose in to improve the lot of the working class

 . Employee welfare is a dynamic concept.

 Employee welfare measures are also known as fringe benefits and

services.

 Welfare measures may be both voluntary and statutory.

2
Objectives of employee welfare:

Employee welfare is in the interest of the employee, the employer and the

society as a whole. The labour/employee welfare work aims at providing

such service facilities and amenities as would enable the workers employed

in the industries/factories to perform their work in healthy and favorable

surroundings conducive to good health and high morale. It is partly

humanistic, for it enables the workers to enjoy a fuller and richer life

It is partly economic as it improves the efficiency of the worker and keeps

him contended and satisfied. It therefore minimizes the desire of the workers

to form unions and to resort to strikes. The aim is partly civic because it

develops a sense of responsibility and dignity amongst the workers and thus

makes them good citizens of the nation.

 To give expression to philanthropic and paternalistic feelings.

 To win over employee’s loyalty and increase their morale.

 To combat trade unionism and socialist ideas.

 To build up stable labour force, to reduce labour turnover and

absenteeism.

 To develop efficiency and productivity among workers.

 To save oneself from heavy taxes on surplus profits.

3
  To earn goodwill and enhance public image.

 To reduce the threat of further government intervention.

To make recruitment more effective (because these benefits add to job

appeal).

Employee relations. An organization's director of industrial relations forms la

bor  policy, oversees industrial labor relations, negotiates collective

bargaining agreements, and coordinates grievance procedures to handle

complaints resulting from management disputes with employees. The director

of industrial relations also advises and collaborates with the director of

human resources, other managers, and members of their staffs, because

all aspects of human resources policy such as wages, benefits, pensions, and

work practices may be involved in drawing up a new or revised work rules

that comply with

aunion contract.Labor relations managers and their staffs implement industria

l labor relations programs. Labor relations specialists prepare information for

management to use during collective bargaining agreement negotiations, a

process that requires the specialist to be familiar with economic collective

bargaining procedures. The labor relations staff interprets and 

Administers thecontract with respect to grievances, wages and salaries, emplo

yee welfare, healthcare, pensions, union and management practices, and other

4
contractual stipulations. In the absence of a union, industrial relations

personnel may work with employees individually or with employee

association representatives .Dispute resolution

attaining tacit or contractual agreements has become increasingly significant

as parties to a dispute attempt to avoid costly litigation, strikes, or other

disruptions. Dispute resolution also has become more complex, involving

employees ,management, unions, other firms, and government agencies.

Specialists involved in disputer solution must be highly knowledgeable and

experienced, and often report to the director of industrial relations. Mediator’

advice and counsel labor and management to prevent and, when necessary,

resolve disputes over labor agreements or other labor relations issues.

Arbitrators, occasionally called umpires or referees, decide disputes that bind

both labor and management to specific terms and conditions of labor

contracts. Labor relations specialists who work for unions perform many of

the same functions on behalf of the union and its members.

Other emerging specialties in human resources include international human

resources managers,

who handle human resources issues related to a company's overseas

operations and human resources information system specialists, who develop

and apply computer programs to process human resources information, match

jobseekers with job openings, and handle other human resources matters; and

total compensation or

5
total rewards specialists, who determine an appropriate mix of compensation,

benefits, and incentives. Work environment. Human resources personnel

usually work in clean, pleasant, and comfortable office settings. Arbitrators

and mediators many of whom work independently may work out of home

offices. Although most human resources, training, and labor relations

managers and specialists work in the office, some professional meetings,

participate in job fairs, and visit college campuses to interview prospective

employees. Arbitrators and mediators often must travel to the site chosen for

negotiations. Trainers and other specialists may travel to regional, satellite, or

international offices of a company to meet with employees who work outside

of the main corporate office. Many human resources, training, and labor

relations managers and specialists work a standard 40-hour week. However,

longer hours might be necessary for some workers for example,

labor relations managers and specialists, arbitrators, and mediators when

contract agreements or dispute resolutions are being negotiated.

Employee welfare agencies:

 Central government The central government has made elaborate

provisions for the health, safety and welfare under Factories Act 1948,

and Mines Act 1952. These acts provide for canteens, crèches, rest

rooms, shelters etc.

 State government Government in different states and Union Territories

provide welfare facilities to workers. State government prescribes rules

6
 for the welfare of the workers and ensures compliance with the

provisions under various labour laws.

 Employers Employers in India in general looked upon welfare work as

fruitless and barren though some of them indeed had done pioneering

work.

 Trade unions In India, trade unions have done little for the welfare of

workers. But few sound and strong unions have been the pioneering in

this respect. E.g. The Ahmedabad textiles labour association and the

Mazdoor Sabha, Kanpur.

Other agencies some philanthropic, charitable social service organizations

like: - Seva Sadan society, Y.M.C.A. etc. are contributing towards employee

welfare.

Principles of employee welfare service:

Following are generally given as the principles to be followed in setting

up a employee welfare service:

 The service should satisfy real and individual needs of the workers and this

can be done by the active participation of workers.

 The service should be such as can be handled by cafeteria approach. An

employee benefit plan that allows staff to choose from a variety of benefits to

formulate a plan that best suits their needs. Cafeteria plan options may

7
include health and accident insurance, cash benefits, tax advantages and/or

retirement plan contributions. Due to the difference in Sex, age, marital

status, number of children, type of job and the income level of employees

there are large differences in their choice of a particular benefit. This is

known as the cafeteria approach. Such an approach individualizes the benefit

system though it may be difficult to operate and administer.

 The employer should not assume a benevolent posture.

 The cost of the service should be calculated and its financing established on

a sound basis.

 There should be periodical assessment or evaluation of the service and

necessary corrective action must be taken on the basis of feedback.

Benefits of welfare scheme source:

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.

8
 Employers get stable labour force by providing welfare facilities. Workers

take active interest in their jobs and work with a feeling of involvement and

participation.

 Employee welfare measures increase the productivity of organization and

promote healthy industrial relations thereby maintaining industrial peace.

 The social evils common among the labours such as abusing, teasing, etc.

are reduced to a greater extent by the welfare policies.

Summary of Employee welfare:

Employee welfare means “the efforts to make life worth living for

workmen.” .The labour/employee welfare work aims at providing such

service facilities and amenities as would enable the workers employed in the

industries/factories to perform their work in a healthy and pleasant

surroundings favorable to good health and high morale. Employee welfare

measures increase the productivity of organization and promote healthy

industrial relations thereby maintaining industrial peace. 12 Management

Human Resource Management Employee Welfare Labour welfare schemes

may be statutory, voluntary or mutual. It is statutory when such activities

have to be undertaken in lieu of the legislation given by the government like

drinking water facility, first aid, electricity etc. It is voluntary when the

activities are undertaken from their own side by the employers, for example

providing flexible timing to the employees, providing them with regular

9
health check up camp etc. It is mutual when all parties join hands to bring

about the social and economic upliftment of the workers. Welfare services

can be intramural or extramural. Intramural when provided inside the

organization like canteens, restrooms, providing uniforms etc. They are

extramural when provided outside the organization like housing, education,

loans etc.

TYPES OF WELFARE SERVICES

The types of welfare services are as follows

Intramural:

These are provided within the organization like:

 Canteen,

 Rest rooms,

 Crèches,

 Uniform etc.

Extramural:

These are provided outside the organization, like

 Housing,

 Education,

 Child welfare,

 Leave travel facilities,

 Interest free loans,

 Workers cooperative stores,

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 1.2 NEED FOR THE STUDY

 The Need for the study is to known the attitude of the employee towards

this work.

 To identify the factors that motivates the employees.

 And also to identify the benefits which motivate employee to work

efficiency.

1.3 SCOPE FOR THE STUDY

 The Scope for the study is to known the attitude of the employee towards

this work.

 To identify the factors that motivates the employees.

 And also to identify the benefits which motivate employee to work

efficiency.

11
 1.4 OBJECTIVE OF THE STUDY
Primary objective:
 To Study on employee in UNISOL INDIAN PVT LTD about
employee welfare.

Secondary Objective:
 To study the attitude of the employee towards their work
 To give suggestions for the growth & perspective of the
company.
 To identity the factors that motivates the employees.
 To identity benefits which motivated employee to work to work
efficiently.

1.5 LIMITATIONS OF THE STUDY

 Organization with more than 500 employees with 1 shifts in a day due to

which there were practical problems in covering all the employees. The

sample size is taken as 50. The study had been done during the working

hours.

 Hence it is not possible to cover all the departments of the organizations.

As employees are afraid of their superiors.

 Them are not interested in disclosing their opinions perfectly. Time

was a major constraint as the mentioned period of study is not enough

to gather in-depth information. Some of the respondents have

expressed difficulty in

 Answering the questionnaire.

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 1.6 RESEARCH METHODOLOGY

Research methodology is the scientific way to solve the research

problem .This involves exploring all possible methods of solving the research

problem, examine the alternative methods one by one and arriving at the best

possible method considering the resource at the disposal of the researcher.

Indian banking industry plays a paramount role throughout the world,

which is governed by the Banking Regulation Act in India. This industry is

one of the fastest growing sectors in India and gradually accompanying the

revolutionary phase. A vigorous banking structure is vital for any nation

motivated to attain high-quality enlargement and stay stable in an

increasingly global industrial surroundings. The Indian banking structure is

one of the prime banking associations in the world, witnessing a series of

transformations over the precedent few years like deregulation of interest

charge, intensity of the administration venture in public sector banks (PSBs),

and the augmented involvement of private sector banks. Indian banking

industry i.e. both public & private, are not only keen in domestic market but

also want to tap the global market place. Banks overseas are equally keen to

keep create a space in the Indian Banking Industry. Research methodology is

a composition and approach of a projected study.

In rationality, the current study is exploratory in analysis with

importance towards judging out few details. It is pragmatic in examination

13
because an effort has also been prepared to test a known place of hypothesis.

The query which is shaping the base of current study by which means Bank

of Baroda and ICICI Bank is improving their functional presentation. Data

gathered by means of questionnaire filled by permanent officials of the bank,

files of the bank and print literature provided served as the facts for the

investigation.

Research is a meticulous and methodical investigation into a specific

area. It has significant importance in various fields such as business,

economics and politics. Research is conducted to serve a diverse range of

purposes such as enhancing the knowledge of the researcher, developing

theories, and revising facts identifying the root cause of a problem and

devising innovative ways to solve the problem. Methods in research

comprises of all those procedures and models that are helpful in performing

search. It is a device that helps in choosing and performing research work and

research design

CATEGORY OF RESEARCH

Exploratory research

Exploratory (investigative) research is the basic type of research and

one of a preliminary research kind, which the experts were using in the early

stages of study. Here the researchers evaluates the data and determine options

of acquiring maximum relationship among the variables without having any

14
applications. A virtual research has been conducted universally without

having any goals behind its learning. Many hypotheses are being prepared for

a particular research problem. Some of the sources are used for conducting

exploratory or investigative research by the researchers.

RESEARCH DESIGN

A research design is the specification of methods and procedures for

acquiring the information needed to structure or to solve problem. It is the

overall operational pattern or frame work of the project that stipulated what

information to be selected, from which source, by what procedures.

DESCRIPTIVE RESEARCH

The research had been interested in knowing the proportion of people in a

given population who have behaved in a particular manner, making

projections of certain thing and determining the relationship between two or

more variables in some areas, As the set up has been a well structured and

rigid which could not be changed by giving sufficient thought informing

questions, deciding type of data to be collected and procedure that has been

used gives the proof of using descriptive research In descriptive also , there

has been use of cross sectional studies only because the researcher has taken

only a sample of element from the given population .In the cross sectional

study, the survey research has been selected as a detailed detailed and has to

15
be obtained from a sample of large population. This kinds of research are

usually undertaken with a particular motive or objectives, hence the results

always comes in a very twisting form. These kinds of research specify the

important characters of the study in detail along with its core importance.

Example: Here we taking the example of a two-wheeler, the use of this

product differ from person to person based on their age, gender, income,

occupation, position, mind set, and requirement etc. The level of use of this

product of diverse people as respondent carries a strong meaning for the

researcher.

ANALYTICAL RESEARCH

The researcher by using the result of the statistical and mathematical

analysis cameo a conclusion to show the scope and other needs for expanding

the market.

CONCLUSIVE RESEARCH

Based on the descriptive and analytical researches, the company can arrive at

a conclusion regarding their feature course of action. In this project

descriptive research is followed.

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RESEARCH INSTRUMENTS

After the research is selected, the data collection through questionnaire,

which is designed by covering the questionnaire are in the structured format.

Direct art structured questionnaire had been designed and used.

OPEN ENDED QUESTIONS

These types of questions are used to get complaints, actual feeling and

suggestions from customers.

CLOSED ENDED QUESTIONS

In this type, there are two kinds of questions:

Dichotomous

Multiple choice

Chi- Square test this project both open and closed are followed

SOURCES OF DATA

The data that is being used in study was collected from two methods:

 Primary data

 Secondary data

17
PRIMARY DATA

The primary data do not exist already in records and publications. Though

research had to gather the data freshly from specific survey. The primary data

can be gathered by way of observation method where the research mix, with

the people concerned with use of particular product and note important closed

by observing the respondents. The second method of collection is by way of

experimentation method where by some variables are followed to vary under

controlled environment and its use and effect relationship is studied

SECONDARY DATA

The secondary data refers to these data which were gathered for some offer

purpose and are already available in the firm’s records and business

magazines, government publications, company website, competitor website

browser, In the project, the secondary data is collected through company

annual reports and websites.

SAMPLE DESIGN

Introduction

The precision and accuracy of the survey results are affected by the

manner to which the sample has been chosen.

18
a) Sample

A party of a population, which is provided by some process on other,

usually by deliberate selection with the object of investigating the

properties of the parent population set.

b) Sampling Unit

The sampling unit is the basic unit containing the element of the employees,

Sample Unit:

c) Sample Size

The number of sample chosen from target population is 100 employees

SAMPLING METHODS

Sampling method indicates how the sampling units are selected. There

are two methods namely, probability and non – probability methods.

HYPOTHESIS

A hypothesis is a proposed explanation for a phenomenon. For a

hypothesis to be a scientific hypothesis, the scientific method requires that

one can test it. Scientists generally base scientific hypotheses on previous

observations that cannot satisfactorily be explained with the available

scientific theories.

19
H0 – NULL HYPOTHESIS: There is no significant relationship between

gender and good environment in work place status and kind of methodology.

H1 – ALTERNATIVE HYPOTHESIS: There is significant relationship

between gender and good environment in work place and kind of

methodology.

PROBABILITY SAMPLING

Probability sampling method is that in which every item in the

universe has got chance or probability sampling of being chosen for the

sample. This implies that selection of sample items are in dependent of the

person making the study that is the sampling operation is controlled

objectively that the items will be chosen strictly at random . In probability

sampling there sre so many methods % simple random sampling.

Every member of the population has an equal chance of selection.

Stratified random sampling

The population is divided into mutual groups and random samples are

drawn from each one cluster sample.

The population is divided mutually exclusive group and the researcher draws

a sample of the group to interview.

20
NON – PROBABILITY SAMPLING

Non – probability sampling methods are those which do not provide

every item in the universe with a known chance of being included in the

sample. The selection process is ablest particularly subjective. The following

are some of the methods of non – probability sampling.

CHI – SQUARE TEST

The chi – square test is one of the simplest and most widely used non

– parametric tests in statistical work. The X 2 are the Greet letter chi the (X 2)

test was first used by Karl Pearson in the year 1990. The quantity chi –

square describes the magnitude of the discrepancy between theory and

observation.

It is defined as: Chi - Square = Σ (O-E2) / E Where O = Observed frequency,

E = Expected frequency to determine the value of chi – square, the steps

required are:

1. Calculated the expected frequencies Total no. of Respondents E

=Different types of respondents.

2. Take the difference between observed and expected frequencies and

obtain the squares of these differences i.e., (O – E2)

3. Divide the values of (O –E2)

With respective expected frequency and obtain the total i.e Σ(O – E 2

) /E Degree of Freedom is ( n – 1)

21
 CHAPTER - II

2.1 REVIEW OF LITERATURE

KIRABAKARAN (1983) A study was conducted on welfare measures

his finding are as follows Dunlop India Ltd, has under taken a number of

welfare measures in addition to statutory provision. Majority of the workers

and staff are satisfied about the welfare facilities Provided by the concern.

S.KUMAR (1993) “A Study on the Labour welfare measures in AFT

Ltd owned”. The author concluded the objective of the Study is to find out

the welfare measures by using structure questionnaire and by concluding

personal Simple random sample of 100. The study revealed the welfare

measure provided by the company was adequate expect for a few systems

like housing scheme and pension scheme.

JOHRI C.K AND SHARMA D.I, “Financing and administration of

labour welfare” SriRam centres for industrial relation 1968,New Delhi.

Analysis on the lines of important aspect to be much more deficient is

considered as a favor by the employer to employee in term of providing

facilities like having education and recreation.

R.NAJEED(1996), “Labour welfare measure in Tanjore Corporation

spinning mils, Manalmedu”. The main object of his study is to identify the

worker welfare measure and to analysis the problem in the implementation of

22
the welfare measure to identify the need for improved working condition.

Labour welfare may be viewed as total concept, as a social concept and as a

relative concept.

ROBERT(2006) Employee welfare welfare in general, these are the

benefits that an employee must receive from his/her company, like

allowances, housing for those companies who provides, transportation,

medical ,insurances, food and some other way where the employee has rights

to demand.

RAVIKUMAR (2003) “Welfare includes anything that is done for the

comfort and improvement of employee and is provided over and above the

wages. Welfare help in keeping the morale and motivation of the employee

high so as to retain the employees for longer duration “. The 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.

PRADEEP (2009) “Employee welfare is a comprehensive term including

various services, benefits and facilities offered to employees and by the

Employers. Through such generous fringe benefits the employer makes life

worth living for employees.

23
BOLLEN (1999)

Conducted a study on Ratio Variables on which he found three different uses

of ratio variables in aggregate data analysis:

 As measures of theoretical concepts,

 As a means to control an extraneous factor, and

 As a correction for he teroscedasti city. In the use of ratios as indices

of concepts, a problem can arise if it is regressed on other indices or

variables that contain a common component.

For example, the relationship between two per capita measures may be

confounded with the common population component in each variable.

Regarding the second use of ratios, only under exceptional conditions will

ratio variables be a suitable means of controlling an extraneous factor.

Finally, the use of ratios to correct for he teroscedasti city is also often

misused. Only under special conditions will the ratio variables correct for

heteroscedasticity. Alternatives to ratios for each of these cases are discussed

and evaluated.

COOPER (2000)

conducted a study on Financial Intermediation on which he observed

that the quantitative behavior of business-cycle models in which the

intermediation process acts either as a source of fluctuations or as a

24
propagator of real shocks. In neither case do we find convincing

evidence that the intermediation process is an important element

of aggregate fluctuations. For an economy driven by intermediation shocks, c

onsumption is not smoother than output, investment is negatively correlated

with output, variations in the capital stock are quite large, and interest rates

are procyclical. The model economy thus fails to match unconditional

moments for the U.S. economy. We also structurally estimate parameters of a

model economy in which intermediation and productivity shocks are present,

allowing for the intermediation process to propagate the real shock. The

unconditional correlations are closer to those observed only when the

intermediation shock is relatively unimportant.

K.SRIKANTH – July 2004 “ The productivity of an organization is

dependents on occupational health and employee well being “. He conducted

the research addressing occupational health and employee well being

concentrates on 4 major areas in organizational psychology. Job insecurity

.work hours, control at work and managerial style The heightened pressure

can impact their behavior towards employee.

S.K.SRIVASTRA (2004) in a study on “Impact of labour welfare on

employee attitudes and job satisfaction”. Found that, if the management goes

on working for welfare of labourers the labourers feel satisfied it their job and

25
the get the motivation towards their work. For the study two hundred workers

were selected from private and public sector with the help of incidental

sampling method and both the sectors have been taken from Kanpur city.

Further the result of the study indicated that welfare activities / facilities

affect the workers attitude towards management and job satisfaction in both

sectors.

SUMATHI REDDY – 2006

“Employee health and wellness is a key concern for employers and

employees a like Incense competition. Tendency for a more materialistic life

and intensification of work due to modern production and processing

technology are some of the factors contributing towards an imbalanced life

style. Unless conscious measures are taken relating to health and wellness, it

will lead to loss of productivity and working days and loss of valuable talent.

26
 CHAPTER--III
3.1 COMPANY PROFILE

INTRODUCATION

UNISOL INDIA PVT. LTD. India’s only joint Venture for manufacturing
POLYURETHANE (PU) sole. The venture is in collaboration with DELTA
spa,

ITALY, a leading sole manufacturing company of international repute. The

Company has a planned capacity of 30,000 pairs per day. The first phase of

Project with a capacity of 10,000 pairs per day has already been
commissioned.

The remaining part of the project will be completed by the year 2001. The

Project has a total planned investment of USD 3 million. The plant is located
in

NCR of DELHI i.e. NOIDA phase II, the hub of industrial activities and is

About 1 km from Noida Export Promotion Zone, and around 25 km from

International Airport.

OBJECTIVES:

UNISOL, a leading name in the P.U. Shoe Sole and leather shoe sole
industry

has established itself as a leading player in both the domestic and the
27
international market through its manufacturing excellence and export

Our unflinching and sincere efforts over years have placed us on a pedestal

higher than our competitors. It is our product that itself speaks of the brand
we

have been able to build for our company. Our focussed attention towards the

quality of the products and in satisfying our clients forms our prime
objective.

PRODUCT:

UNISOL INDIA is one of the prestigious names in the P.U.Shoe sole

and

leather shoe sole industry in india.we cater to thousands of clients with its
state

of the art manufacturing quality forms the spine-support of our enterprise.

28
QUALITY:

29
PLANT & MACHINERY:

There is no trick in producing PU soles, but turning them out at the highest

level of perfection is a trade secret. The Highest level of comfort by proper

Geometry of sole is achieved by 3D design of moulds at our designing centre

in ITALY.

The technique in mixing of liquids to achieve highest level of FLEXIBILITY

&

ABRASION with very good skin is guaranteed b special Testing Equipment-

INDENTOMETER.

CLIENTS:
30
We Have Following Clients

o PARK EXPORTS

o FAIZAN SHOES

o LIBERTY SHOES

o DAWAR FOOTWEAR

o METRO & METRO

o FLORENCE SHOE COMPANY

o FLORIND SHOES

o FARIDA CLASSIC SHOES

o A.V.THOMAS AND ALLIED PRODUCTS

o RAM FASHION EXPORTS AND etc,……………

31
 CHAPTER – IV

4.1. DATA ANALYSIS AND INFERENCE

The data after collections to be possessed and analysed in accordance

with the online down for the purpose at the time of developing the research
plan. This is essential for scientific study and for ensuring all the relevant
data processing implies editing, coding, classification and tabulation of
collected data.

The term refers to the computation of certain measuring along with the
searching for patterns of relationship that exists among data group.

Analysis of data in a general way involves closely operations that are

performed with the purpose of summarizing the collected data and organizing
then in such a manner that answer the research questions.

32
 4.1 ANALYSIS AND INFERENCES

TABLE NO 4.1.1

AGE WISE DISTRIBUTION

Age No of Employee Percentage

Below 20 Year 8 16%
20-25 Year 20 40%
26-35 Year 19 22%
Above 50 3 6%
Total 50 100
SOURCES: PRIMARY DATA

Inference:

The above table shows that, 40% of the respondent are in the age group
of 20-25 years, 22% of the respondent are in the age group of 26-35 years,
16% of the respondent are in the age group of Below 20 years and 6% of the
respondent are in the group of above 50 years

FIGURE NO 4.1.1

AGE WISE DISTRIBUTION

Above 50; 6; 10% Below 20 Year; 4; 7%

26-35 Year; 22; 38% 20-25 Year; 26; 45%

33
 TABLE NO 4.1.2

GENDER WISE DISTRIBUTION

Particular No of Employee Percentages

Female 21 58%
Male 29 42%
Total 50 100
SOURCES: PRIMARY DATA

Inference:

The above table shows that, 58% of the respondents are male and 42% of the
respondents are female.

FIGURE NO 4.1.2

GENDER WISE DISTRIBUTION

34
 Female Male

TABLE NO 4.1.3

QUALIFICATION WISE DISTRIBUTION

Particular No of Employee Percentage

Degree 22 44%
Diploma 9 18%
PG 17 34%
Other specify 2 4%
Total 50 100%
SOURCES: PRIMARY DATA

Inference:

35
 The above table show that, 44% of the respondent are Degree

holders,34% of PG holders, 18% of the respondent are diploma holders, 4%

of the respondent are of Other specify.

FIGURE NO 4.1.3

QUALIFICATION WISE DISTRIBUTION

TABLE NO 4.1.4

MARITAL STATUS WISE DISTRIBUTION

Marital status No of Employee Percentage

Unmarried 22 44%
Married 16 32%
Widowed 1 2%
Divorced 1 2%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

36
 The above table shows that, 22% of the respondent are unmarried and
16% of the respondent are married are 1% of the respondent are widowed and
1% of the respondent are divorced.

FIGURE NO 4.1.4

MARITAL STATUS WISE DISTRIBUTION

Marital status

Unmarried
Married
Widowed
Divorced

TABLE NO 4.1.5

YEAR OF SERVICE WISE DISTRIBUTION

Particular No of Employee Percentage

1-5 Year 23 46%
6-11 Year 21 42%
11-20 Year 4 8%
above 20 2 4%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

37
 The above table shows that, 46% of the respondent are in the year of
service 1-5 years,42% of the respondent are in the year of service 6-11
years,8% of the respondent are in the year of service 11-20 years and 4% of
the respondent are in the year of service above 20 years.

FIGURE NO 4.1.5

YEAR OF SERVICE WISE DISTRIBUTION

1-5 Year
6-11 Year
11-20 Year
above 20

TABLE NO 4.1.6

RANK OF FACILITY WISE DISTRIBUTION

Particular No of Employee Percentage

Medical 14 28%
Travelling 8 16%
Recreation 5 10%
Education 10 20%
Housing 6 12%
Children compassion 7 14%
Total 50 100
SOURCE: PRIMARY DATA

Inference:
38
 The above table shows that, 28% of the respondent are using medical facility ,20%
of the respondent are using Education facility,16% of the respondent are using traveling
facility,14% of the respondent are using children compassion, 12% of the respondent are
using housing loan facility and 10% of respondent are using recreation.

FEGURE NO 4.1.6

RANK OF FACILITY WISE DISTRIBUTION

Medical Travelling Recreation Education Housing

TABLE NO 4.1.7

OVERALL MEDICAL FACILITIES WISE DISTRIBUTION

Particulars No of Employee Percentage

Yes 36 72%
No 14 28%
Total 50 100
SOURCE: PRIMARY DATA

Inferences:

The above table shows that, 72% of the respondent were said agreed in
the medical facilities and 28% of the respondent were said disagreed in the
medical facilities.

39
 FIGURE 4.1.7

OVERALL MEDICAL FACILITIES WISE

Medical facilities

Medical facilities

Yes No

TABLE NO 4.1.8

OVERALL CANTEEN FACILITIES WISE DISTRIBUTION

Particular No of Employee Percentage

Yes 44 88%
No 6 12%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

The above table shows that, 88% of the respondents were said yes with
the overall canteen facilities and 12% of the respondents were said no with
the overall canteen facilities.

FIGURE NO 4.1.8

40
 OVERALL CANTEEN FACILITIES WISE DISTRIBUTION

Canteen Facilities

Canteen Facilities

Yes No

TABLE NO 4.1.9

PROVIDED WITH HOUSING LOAN WISE DISTRIBUTION

Particular No of Employee Percentage

Yes 23 56%
No 22 44%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

The above table shows that, 56% of the respondent were said yes with
the housing loan and 44% of the respondent responds were said no with the
housing loan.

FIGURE NO 4.1.9
41
 PROVITED WITH HOUSING LOAN WISE DISTRIBUTION

Housing Loan

Housing Loan

Yes No

TABLE NO 4.1.10

PROMOTION POLICY WISE DISTRIBUTION

Particular No of Employee Percentage

Highly satisfied 2 4%
Satisfied 26 52%
Neutral 16 32%
Dissatisfied 5 10%
Highly dissatisfied 1 2%
Total 50 100%
SOURCE: PRIMARY DATA

Inference:

The above table shows that, 52% of the respondents were satisfied for
promotion policy, 32% of respondents were Neutral for promotion policy
10% of respondent dissatisfied for the promotion policy, 4% of respondent
highly satisfied for the promotion policy and 2% of respondent highly
dissatisfied.
42
 FIGURE NO 4.1.10

PROMOTION POLICY WISE DISTRIBUTION

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

TABLE NO 4.1.11

SUTABLE VENTILATION AND GOOD ENVIRONMENT WISE DISTRIBUTION

Particular No of Employee Percentage

Highly satisfied 13 26%

Satisfied 26 52%
Neutral 11 22%
Total 50 100%
SOURCE: PRIMARY DATA

Inference:

The above table shows that, 52% of respondent satisfied for ventilation
and good environment, 26% of respondent highly satisfied for promotion
good environment and 22% of respondent neutral for the ventilation and good
environment.

FIGURE NO 4.1.11

VENTILATION AND GOOD ENVIRONMENT WISE DISTRIBUTION

43
 Highly satisfied Satisfied Neutral

TABLE NO 4.1.12

WORK PLACE CLEANING WISE DISTRIBUTION

Particular No of Employee Percentage

Highly satisfied 19 38%

Satisfied 25 50%
Neutral 6 12%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

The above table shows that, 50% of respondent satisfied for work place
cleaning, 38% of respondent highly satisfied for cleaning and 12% of
respondent neutral for the work place cleaning.

FIGURE NO 4.1.12

WORK PLACE CLEANING WISE DISTRIBUTION

44
 Neutral

Satisfied

Highly satisfied

TABLE NO 4.1.13

MATERNITY LEAVE TO FEMALE EMPLOYEE WISE DISTRIBUTION

Particulars No of Employee Percentage

Yes 45 90%
No 5 10%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

The above table shows that, 45% of the respondent respondents were
said yes with the maternity leave to female respondent and 5% of the
respondent were said no with the maternity leave to female respondent.

FIGURE NO 4.1.13

MATERNITY LEAVE TO FEMALE EMPLOYEE WISE DISTRIBUTION

45
 No; 10; 10%

Yes
No

Yes; 90; 90%

TABLE NO 4.1.14

WORK HOURS WISE DISTRIBUTION

Particular No of Employee Percentage

Highly satisfied 4 8%
Satisfied 26 52%
Neutral 13 26%
Dissatisfied 6 12%
Highly dissatisfied 1 2%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

The above table (4.14) shows that, there are 52% of respondent
satisfied for work hours, 26% of respondent Neutral for work hours, 12% of
respondent dissatisfied for the work hours, 8% of respondent highly satisfied
for the work hours and 2% of respondent highly dissatisfied for the work
hours.

FIGURE NO 4.1.14

WORK HOURS WISE DISTRIBUTION

46
 TABLE NO 4.1.15
SEATING ARRANGEMENT WISE DISTRIBUTION

Particular No of Employee Percentage

Highly satisfied 22 44%

Satisfied 13 26%
Neutral 6 12%
Dissatisfied 7 14%
Highly dissatisfied 2 4%
Total 50 100
SOURCE: PRIMARY DATA

Inference:
The above table shows that, 44% of respondent highly satisfied
for seating arrangement, 26% of respondent satisfied for seating arrangement,
14% of respondent dissatisfied for the seating arrangement, 12% of
respondent neutral for the seating arrangement and 4% of respondent highly
dissatisfied for the seating arrangement.

FIGURE NO 4.1.15

SEATING ARRANGEMENT WISE DISTRIBUTION

47
 Highly dissatisfied

Dissatisfied

Neutral

Satisfied

Highly satisfied

TABLE NO 4.1.16
OVERTIME ALLOWANCE WISE DISTRIBUTION
Particular No of Employee Percentage

Highly satisfied 1 2%
Satisfied 30 60%
Neutral 12 24%
Dissatisfied 6 12%
Highly dissatisfied 1 2%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

The above table shows that, 60% of respondent satisfied for

overtime allowance, 24% of respondent neutral for overtime allowance, 12%
of respondent dissatisfied for the overtime allowance, 2% of respondent
highly dissatisfied for the overtime allowance and 2% of respondent highly
satisfied for the overtime allowance.

FIGURE NO 4.1.16

OVERTIME ALLOWANCE WISE DISTRIBUTION

48
 Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

TABLE NO 4.1.17

LEAVE POLICY WISE DISTRIBUTION

Particular No of Employee Percentage

Highly satisfied 14 28%

Satisfied 21 42%
Neutral 11 22%
Dissatisfied 3 6%
Highly dissatisfied 1 2%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

The above table shows that, 42% of respondent satisfied for leave policy, 28% of
respondent highly satisfied for leave policy, 22% of respondent neutral for the leave
policy, 6% of respondent dissatisfied for the leave policy and 2% of respondent highly
dissatisfied for the leave policy.

FIGURE 4.1.17

LEAVE POLICY WISE DISTRIBUTION

49
 TABLE NO 4.1.18

REGULAR INCREMENT WISE DISTRIBUTION

Particular No of Employee Percentage

Yes 35 70%
No 15 30%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

The above table shows that, 70% of the respondent were said yes with
the regular increment and 15% of the respondent were said no with the
regular increment.

FIGURE NO 4.1.18

REGULAR INCREMENT WISE DISTRIBUTION

50
 Yes No

TABLE NO 4.1.19

SUFFICIENT NUMBER OF TOILETS WISE DISTRIBUTION

Particular No of Employee Percentage

Yes 45 90%
No 5 10%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

The above table shows that, 90% of the respondent were said yes with
the sufficient number of toilets and 10% of the responds were said no with
the sufficient number of toilets.

FIGURE NO.4.19.

SUFFICIENT NUMBER OF TOILETS WISE DISTRIBUTION

51
 No

Yes

TABLE NO 4.1.20
REST ROOM AND LUNCH ROOM FACILITY WISE DISTRIBUTION
Particular No of Employee Percentage

Highly satisfied 13 26%

Satisfied 11 22%
Neutral 10 20%
Dissatisfied 11 22%
Highly dissatisfied 5 10%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

52
 The above table shows that, 26% of respondent highly satisfied for rest
room and lunch room facility, 22% of respondent satisfied for rest room and
lunch room facility, 22% of respondent dissatisfied for the rest room and
lunch room facility, 20% of respondent neutral for the rest room and lunch
room facility and 10% of respondent highly dissatisfied for the rest room and
lunch room facility
FIGURE NO 4.1.20

RESTROOM AND LUNCH ROOM FACILITY WISE DISTRIBUTION

TABLE NO 4.1.21

ORGANIZATION PROVIDE CRECHE FACILITY WISE DISTRIBUTION

Particular No of Employee Percentage

Yes 40 80%
No 10 20%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

53
 The above table shows that, 80% of the respondent were said yes with
the organization provide crèche facility and 10% of the respondent were said
no with the organization provide crèche facility.

FIGURE NO 4.1.21

ORGANIZATION PROVIDE CRECHE FACILITY

No; 20; 20%

Yes; 80; 80%

TABLE NO 4.1.22

GIVE YOU A FEELING OF SECURITY WISE DISTRIBUTION

Particular No of Employee Percentage

Yes 30 60%
No 20 40%
Total 50 100
SOURCE: PRIMARY DATA

54
Inference:

The above table shows that, 60% of the respondent were said yes with
the feeling of security and 40% of the respondent were said no with the
feeling of security.

FIGURE NO 4.1.22

GIVE YOU A FEELING OF SECURITY WISE DISTRIBUTION

No of Employee

No; 20; 40%

Yes; 30; 60%

TABLE NO 4.1.23

SAFETY MEASURES FOR EMPLOYEE SAFETY WISE DISTRIBUTION

Particular No of Employee Percentage

Yes 37 74%
No 13 26%
Total 50 100
SOURCE: PRIMARY DATA

Inference:

55
 The above table shows that, 74% of the respondent respondents
were said yes for the safety measures in the organization and 26% of the
respondents were said no with the safety measures.

FIGURE NO 4.1.23

SAFETY MEASURES FOR EMPLOYEE SAFETY WISE DISTRIBUTION

TABLE NO 4.1.24

SATISFIED WITH EMPLOYEE WELFARE ACTIVITIES WISE DISTRIBUTION

Particular No of Employee Percentage

Yes 39 78%
No 11 22%
Total 50 100
SOURCE: PRIMARY DATA

Inference:
56
 The above table shows that, 78% of the respondent respondents were
said yes with the satisfied with employee welfare activities and 22% of the
respondents were said no with the satisfied with employee welfare activities.

FIGURE NO 4.1.24

SATISFIED WITH EMPLOYEE WELFARE ACTIVITIES WISE DISTRIBUTION

No of Employee

Yes No

4.2. SATATISTICAL ANALYSIS

CHI- SQUARE TEST BASED ON RELATIONSHIP BETWEEN

GENDER AND GOOD ENVIRONMENT IN WORK PLACE

57
H0 – NULL HYPOTHESIS: There is no significant relationship between gender and

good environment in work place status and kind of methodology.

H1 – ALTERNATIVE HYPOTHESIS: There is significant relationship between

gender and good environment in work place and kind of methodology.

Suitable ventilation and good environment in the work

place

Gender Highly Satisfaction Neutral Highly TOTAL

Satisfaction dissatisfaction

Male 6 17 6 - 29

Female 6 9 5 1 21

Total 12 26 11 1 50

Gender Highly Satisfaction Neutral Highly TOTAL

Satisfactio dissatisfaction
n
Male 7 15 6 - 28
Female 5 11 5 1 22

Total 12 26 11 1 50

CHI – SQUARE:

Ei = A*B/N

CHI – SQUARE TABLE:

58
 Oi Ei Oi-Ei (O i - E i)2 (O i - E i)2 / E i

6 7 -1 1 0.14
17 15 2 4 0.26
6 6 0 0 0
6 5 1 1 0.2
9 11 -2 4 0.36
5 5 0 0 0
1 1 1 1 1
50 50 1.96
Degree of freedom = (Row - 1) (Colum – 1)

= (5 – 1) (2 – 1) = (4) (1)

= 4

Level of significant = 0.05 Chi – square value = 1.9 Table value =9.488

Interpretation:

The calculated value of chi – square (1.96) is less than the table value

(9.488) .so we failed to reject the null hypothesis at 5% level of significance.

Hence, there is no significant relationship between gender and good

environment in work place.

CHAPTER - V

5.1 SUMMARY OF FINDING

INTRODUCTION:

59
 The data analyzed in the previous chapter is depicted into findings in

this chapter. This findings will help the readers and researcher to arrive at

generalizations and suggest suitable measures for making improvement in the

respective areas. The hypothesis analyzed also gives a view on the findings

for better understanding the response of the samples.

MAJOR FINDINGS:

5.2.1 PERCENTAGE ANALYSIS:

 The above table shows that, 40% of the respondent are in the age group

of 20-25 years, , 16% of the respondent are in the age group of Below

20 years and 6% of the respondent are in the group of above 50 years

 The above table shows that, 58% of the respondent are male and 42%

of the respondent are female.

 The above table show that, 44% of respondent are Degree holders,

18% of the respondent are diploma holders, 4% of the respondent are

of Other specify.

 The above table shows that, 22% of the respondent are unmarried and

16% of the respondent are married and 1% of the respondent are

divorced.

 The above table shows that, 46% of the respondent are in the year of

service 1-5 years, ,8% of the respondent are in the year of service 11-

60
 20 years and 4% of the respondent are in the year of service above 20

years.

 The above table shows that, 28% of the respondent are using medical

facility , 16% of the respondent are using traveling facility, and 10% of

respondent are using recreation

 The above table shows that, 72% of the respondent are agreed in the

medical facilities and 28% of the respondent are disagreed in the

medical facilities

 The above table shows that, 88% of the respondent yes with the overall

canteen facilities and 12% of the respondent no with the overall

canteen facilities.

 The above table shows that, 56% of the respondent respondent yes

with the housing loan and 44% of the respondent responds no with the

housing loan.

 The above table shows that, 52% of respondent satisfied for promotion

policy, 10% of respondent dissatisfied for the promotion policy, and

2% of respondent highly dissatisfied.

 The above table shows that, 52% of respondent satisfied for ventilation

and good environment, 26% of respondent highly satisfied for

promotion good environment and 22% of respondent neutral for the

ventilation and good environment.

61
 The above table shows that, 50% of respondent satisfied for work place

cleaning, 38% of respondent highly satisfied for cleaning and 12% of

respondent neutral for the work place cleaning.

 The above table shows that, 45% of the respondent responds yes with

the maternity leave to female respondent and 5% of the respondent

responds no with the maternity leave to female respondent

 The above table shows that, there 52% of respondent satisfied for

work hours, 12% of respondent dissatisfied for the work hours, and

2% of respondent highly dissatisfied for the work hours.

 The above table shows that, 44% of respondent highly satisfied for

seating arrangement, 26% of respondent satisfied for seating

arrangement, 14% of respondent dissatisfied for the seating

arrangement and 4% of respondent highly dissatisfied for the seating

arrangement.

 The above table shows that, 60% of respondent satisfied for overtime

allowance, 12% of respondent dissatisfied for the overtime allowance,

2% of respondent highly dissatisfied for the overtime allowance and

2% of respondent highly satisfied for the overtime allowance.

 The above table shows that, 42% of respondent satisfied for leave

policy, 28% of respondent highly satisfied for leave policy, 22% of

respondent neutral for the leave policy, 6% of respondent dissatisfied

62
 for the leave policy and 2% of respondent highly dissatisfied for the

leave policy.

 The above table shows that, 70% of the respondent responds yes with

the regular increment and 15% of the responds no with the regular

increment.

 The above table shows that, 90% of the respondent responds yes with

the sufficient number of toilets and 10% of the responds no with the

sufficient number of toilets.

 The above table shows that, 26% of respondent highly satisfied for rest

room and lunch room facility, 22% of respondent satisfied for rest

room and lunch room facility, 20% of respondent neutral for the rest

room and lunch room facility and 10% of respondent highly

dissatisfied for the rest room and lunch room facility.

 The above table shows that, 80% of the respondent were said yes with

the organization provide crèche facility and 10% of the respondent no

with the organization provide crèche facility.

 The above table shows that, 60% of the respondent were said yes with

the feeling of security and 40% of the respondent were said no with the

feeling of security.

5.2. SUGGESTIONS

63
 From the study we can found few employees are not fully satisfied

with the welfare measures provided by the company. The management

should consider this and necessary arrangement should be made to provide

adequate facilities to improve the efficiency of the workers.

We can also understand from the finding that there are few employees not

being satisfied with the medical facilities available in the organization. The

management should pay kind attention in this regard to improve the medical

facilities.

The management shall adopt appropriate communication system to ensure

that all the future plans and company policies being reached to all the

employees in the organization. The management should take appropriate

action improve the transportation facilities as some of the employee

dissatisfied by the transportation facilities provided by the organization.

The company can also establish a council constituting of members from all

the departments to device the welfare measures and to make the employees

much more satisfied.

Library facility should be provided to the employees for improving their

knowledge.

64
 5.3 CONCLUSION
It is matter of great satisfaction that majority of the respondents

observe that welfare measures are good.

There is always scope for improving health and safety measures for the

workers.

It argues well for the company that majority of the respondents have

expressed their satisfaction with regard to training in their area of job

operation.

The pleasant surprise is that the company provides traning for the workers

according to their most preferred choice.

This motivates the workers in a long way in achieving both organizational

and individual goals.

Workers are able to manage work and family life without any major problem

shows again that stress levels are manageable.

65
 BIBLIOGRAPHY
 WILMAR B. SCHAUFEL- January 2009-“How changes in job
demands and resources predict burnout, work engagement, and
sickness absenteeism Journal of Organizational Behavior” J.
Organization Behaviour. Page -893– 917 Published online 21 in Wiley
Inter-Science DOI: 10.1002/job.595
 Dr.Despoina Xanthopoulou Arnold B. Bakker Evangelia
Demerouti, March 2009, ”Work engagement and financial returns: A
diary study on the role of job and personal resources”and journal of
psychology Page 183–200 Pages 183–200.
 Dr Richard McBain-2007“the practice of engagement: Research into
current employee engagement practice”. Publisher: Emerald Group
Publishing Emerald Group pp.16-19, Vol. 6 Issue: 6,
 Fred lurthan2002“Employee engagement and manager self‐efficacy
Publisher: MCB UP Ltd Copyright”- MCB UP Limited Published by
MCB UP Lt-d, pp.376-387 Vol. 21 Issue: 5
 Anton Vorina, MiroSimonica- 2017-07-18, “An Analysis of the
Relationship between Job Satisfaction and Employee Engagement”-
journal Economic themes Pages 243-262volume 55)
 Dernovsek D. (2008). “Creating highly engaged and committed
employee starts at the top and ends at the bottom”.
 Ellis C. M., and Sorensen A. (2007). “Assessing Employee
Engagement: The Key to Improving Productivity”.
 Endres G. M., and Mancheno-Smoak L. (2008). “The Human
resource Craze: Human Performance Improvement”

66
 https://www.scribd.com/document/208749207/MBA-Project-on-
Employee-welfare-measures

 https://www.scribd.com/doc/97934286/A-Study-On-employee-
Welfare-Measures-Hdfc-Project-Work

 http://shodhganga.inflibnet.ac.in/bitstream/10603/12615/8/08_chapter
%203.pdf

 https://www.studymode.com/essays/Employee-Welfare-Measures-
39129922.html

67
 ANNEXURE
A STUDY ON EMPLOYEE WELFARE AT
UNISOL INDIA PVT LIMITED
DEMOGRAPHIC DETAILS:

1.Name:

2. Age :

a) Below 20 years b) 20-25 years c) 26-35 years

d) above 50

3. Gender:

a) Male b) Female c) Transgender

4. Educational Qualification:

a) Degree b) Diploma c) PG d) Other specify

5. Marital Status:

a) Unmarried b) Married c) Widowed d) Divorced

6. Year of service:

a) 1-5 years b) 6-1 years c) 11-20 years d) above 20

years
68
SURVEY DETAILS:

7. Rank the following facility the benefit you the most?

Facilities 1 2 3 4 5
Medical
Travelling
Recreation
Education
Housing
Children
compassio
n

8. Are you satisfied with overall medical facilities provided by the company?

a) Yes b) No

9. Are you satisfied with overall canteen facilities provided by the company?

a) Yes b) No

10. Are you provided with Housing Loan?

a) Yes b) No

11. Are you satisfied with the promotion policy in you organization?

a) Highly satisfied b) satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

12. Is there suitable ventilation and good environment in the work place?

a) Highly satisfied b) satisfied c) Neutral

69
 d) Dissatisfied e) Highly dissatisfied

13. Is the work place regularly cleaned?

a) Highly satisfied b) satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

14. Does the company provide maternity leave to female employee ?

a) Yes b) No

15. How do you rate the working hours of the organization ?

a) Highly satisfied b) satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

16. How do you rate the sitting arrangement of the organization?

a) Highly satisfied b) satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

17. How do you rate the overtime allowance offered by the organization ?

a) Highly satisfied b) satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

18. How do you rate leave policy of the organization ?

a) Highly satisfied b) satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

19. Do you get regular increments?

a) Yes b) No

20. Does the organization offers sufficient number of toilets ?

70
 a) Yes b) No

21. Are you satisfied the Rest room and lunch room facility to the employee?

a) Highly satisfied b) satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

22. Does the organization provide crèche facility?

a) Yes b) No

23. Does working in the organization give you a feeling of security?

a) Yes b) No

24.Does the company takes safety measures for employee safety ?

a) Yes b) No

25.Rate the overall satisfaction with employee welfare activites of the organization

a) Yes b) No

71
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75
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