a study on labour welfare with special reference to jay kay exports (p) ltd, am

8/6/2019 A Study on Labour Welfare With Special Reference to Jay Kay Exports (P) Ltd, am

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EXPORT MANAGEMENT

1.1 EXPORT:

MEANING

Export is the outflow of goods and services from a country where it is

produced. It is the marketing across the national boundaries, irrespective of

differences in cultures, language, monetary systems, trade policy etc. It

involves the selling of goods and services produced by one country to

another country either in exchanges under a barter deal or for value.

DEFINITION

Export may be defined as “the selling of want satisfying goods and

services across national territories, involving different markets and

consumers in exchange for the goods and services, for gold and foreign

exchange or in settlement of debt”.

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MANAGEMENT

“Management is the process of managing people which involves

getting things done through and with others”. – Zene E.Quible.

EXPORT MANAGEMENT

“A process by which export executive in an organization gets the

things done through group efforts”.

Therefore, planning, organizing, directing, co-ordination and effective

control at all levels of various export activities are essentially important for

achieving goals set by the organization.

STAGES IN EXPORT MANAGEMENT

Developing a plan

Executing the plan so developed

Evaluating the results

Market research

Export formalities

Export finance

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Developing a plan

At this stage, a plan is developed on the basis of needs, tastes, wants,

fashions of the consumers.

Executing the plan so developed

At this stage, the actual operation of the plan is carried out. It involves

organizing, staffing the organization, directing and co-ordinating all the

activities relating to export.

Evaluating the results

At this stage, the actual performance with the goals established,

keeping in mind the past performances and future needs.

Marketing research

It is the collection and interpretation of facts that helps marketing

management to get products more efficiently into the hands of the

consumers. Export marketing research is very important to obtain and

sustain exports over a long period of time.

3



Export formalities

Various formalities are to be completed to export goods. An export

organization should be familiar with these formalities.

Export finance

Finance is the life blood of business. The exporter should be familiar

with these sources and take all possible steps to obtain the export finance

needed by him. Export finance has become an important area of export

management.

4



FUNCTIONS OF EXPORT MANAGEMENT

The following are the functions of export management

Export planning

Export organization

Staffing the export organization

Decision making

Directing

Controlling

Export planning

Planning is the process of thinking before doing. It bridges the gap

from where we are to where we want to go. Planning is an intellectual

process.

“Planning is the thinking process the organized foresight, the vision

based on fact and experience that is required for intelligent action” – Alford

and Beatty.

5



Each and every functional area of management needs planning for the

activities covered in that area. Export management is not an exception to it.

Before undertaking any export marketing activity careful planning is

essential. Export marketing planning defines the role and responsibilities of

export marketing executives in such a way to achieve the goals of the firm.

Formal planning is essential for the following reasons:

Export planning promotes successful export marketing

operations.

Export planning is one of the most effective management tools

which facilities risk deduction.

Careful planning provides for the successful operation.

It saves a considerable amount of export manager’s time and

effort.

It elicits disciplined thinking as the executives put their

opinions in writing before acting.

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ELEMENTS OF EXPORT PLANNING

The following are the elements of export planning:

Determining the objectives

Export forecasts

Policies

Procedure

Programme

Schedule

Budget

TYPES OF EXPORT PLANNING

1. LONG TERM EXPORT PLANNING

This will comprise an export plan of 3 to 5 years or, in some case, up

to 10 years. It normally includes, plans as to diversification into new

products and markets, sustain export on a long term as well a s a large scale.

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2. SHORT TERM PLANNING

Short-range plans are usually made for period of one year or less.

These plans are normally sub-divided into monthly or weekly plans for

control purposes. Short-term plans are prepared in a very detailed manner.

Short range planning deals with such things as adjusting prices, buying for

the next season and handling day-to-day problems of the export executives.

EXPORT ORGANIZATION

Export marketing organization is a separate organization for the

purpose export marketing only. It may be defined as “a group of persons

brought together to participate in a common effort to achieve certain

objectives”. The export marketing manager should organize his section on

the basis of sound principles of organization in order to achieve the various

objectives of export marketing.

The process of export organization:

Organizing an export organization consists of various steps.

Defining the objectives of export organization.

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Enumeration of the functions

Classification of activities

Placement of Individuals

Assignment of authority for action

3. Staffing the export organization

Work in any organization is essentially a team work. It requires

efficient, dynamic and result-oriented persons to achieve its goals. The

export management should, therefore attempt at building a good team of

personnel.

Steps in Staffing

The staff function involves a number of activities. They are

• Recruitment

• Selection

• Training and Education

• Promotion

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Promotion

The term promotion refers to the advancement of an employee to

better job at a higher salary with greater responsibilities.

Transfers

Transfer means the movement of man from one post to another, at the

same level, without involving any significant change in the duties,

responsibilities and compensations.

Performance Appraisal

It is concerned with measuring and evaluating employee performance

after he is placed on a job. In those days, the task of measuring the

employees efficiency was left to the judgment and opinion of the managers.

Counselling

In order to render effective counselling, one should be frank with the

employees, establish a friendly relationship with him and create confidence

in him by listening to his point of view carefully, which will give an

opportunity to the employee to analyse his own performance.

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Decision Making

“Whatever a manager does, he does through making decision”

– Peter f. Drucker.

“Decision – making is a process of selection from a set of alternative

courses of action which is a thought to fulfill the objective of the decision

problem more satisfactorily than others,” – Haynes and Massie.

Process of Decision – Making

Decision making involves the following phases

• Identifying the problem

• Analyzing the problem

• Developing alternative solution for the problem

• Evaluating the alternatives

• Deciding the best course of action

• Conversion of decision into action

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• Control

Directing

Directing deals exclusively with the human beings of the enterprise.

The term directing refers to that managerial function which initiates

organized action. Directing is the heart of management in action.

Direction is the sum total of all managerial efforts that is applied for

guiding and inspiring the working teams to make better accomplishments in

the organization.

Functions of Directing

Directing embraces and includes the following sub functions

• Motivation

• Leadership

• Supervision

• Communication

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Controlling

Control involves a sequence of activities, they are

• Establishment of standards

• Measuring and comparing the performance

• Correction of deviations

The above are the main functions of export management. Planning,

organizing, staffing, decision-making, directing and controlling are very

important functions of every export organization and management.

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1.2 Objectives of the Study

1. To study the labour welfare measures followed by the company

2. To find out the problems of employees in welfare measures

3. To know the level of employee satisfaction in the welfare

measures provided by the company

4. To evaluate the welfare facilities made available to the workers.

5. To study the relations between management of workers.

6. To give suggestions to improve welfare measures.

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1.3 Importance of the Study

1. The usefulness of welfare work cannot be over emphasized.

Welfare activities influence the sentiments of the workers.

When worker feels that the employers and the state are

interested in their happiness, his tendency to grouse and

grumble will steadily disappeal. The development of such a

feeling paues the way for industrial peace.

2. The provision of various welfare measures such as good

housing, educational, canteens, medical and sickness benefits

etc, makes them realize that they also some stake in the

undertaking in which they are engaged and so they think thrice

before taking and reckless action which might prejudice the

interest of undertaking.

3. Welfare measures indirectly increase the real income the

workers. If the workers go in strike they will be deprived of all

these facilities. Hence, they try to avoid industrial disputes as

possible as and do not go on strike on flimsy grounds.

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4. Welfare activities will reduce labour turnover and absenteeism

and create permanent settled labour force by making service

attractive to the labour.

5. Welfare activities will go a long way to better the mental and

moral health of workers by reducing the incidence of vices of

industrialization. Removed from native village and thrust into a

strange and unfavourable environment the workers are liable to

fall a prey to drinking, gambling and prostitution congenial

environment as a result of welfare measures with act as

different against such social vices.

6. Welfare measures will improve the physical intelligence,

morality and standard of living of the workers, which in turn,

will improve their efficiency and productivity. A high standard

of efficiency can be expected only from persons who are

properly trained. Properly housed, properly fed, and properly

clothed.

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1.4 Research Methodology

Research is a systematic and purposive investigation of facts with an

attempt to determine the cause and effect relationship among such facts.

1.5 Primary Data

Primary data are collected mainly through structured and closed type

questionnaire.

1.6 Analytical tools

The researcher used percentage analysis and per diagram and pie

diagram to study the problem.

1.7 Sampling Design

i. Sample Size

A sample of 50 employees was taken for the survey

ii. Sample Method

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The researcher selected stratified random sampling on the basis of

convenience

iii. Sampling plan

The researcher survey was conducted in jay Kay export only.

1.8 Data collection

The questionnaire schedule method is used for data collection.

Observation method is also used whanever necessary. The questionnaire was

prepared with twenty-eight questions vacating to the workers measure.

1.9 Data Processing

After collection of data it is edited properly to make them ready for

coding. A master table was prepared to sum up all the information contained

in the questionnaire.

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1.11 Chapter Scheme

The present study consists of fourth chapter

Chapter –I - Consists of introduction, objectives of the study, and

importance of the study, research methodology, primary

data, analytic tools, sampling design, data collection,

and data processing and limitation of the study and

chapter scheme.

Chapter - II - Deals with the company profit of labour welfare.

Chapter - III - With the analysis and interpretation

Chapter - IV - Ends with the findings and suggestions.

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LABOUR WELFARE

2.1 Introduction

The term labour is used in many ways. Any work is undertaken

manually or mentally for certain pecuniary consideration is termed as labour

in economics.

To quote marshall, “Any exertion of mind or body undergone partly

or wholly with a view to some good other than pleasure deprived directly

from the work is called “Labour”.

Labour in this sense includes “the very highest professional skill of all

kinds as well as labour of unskilled workers and artisans and of those

employed in education, in fine arts, in justice and in government in all its

branches & must include not only the labour that results in permanent form,

but also renders services which perish in the act”.

Welfare

Welfare connotes a condition of well-being, happiness, satisfaction,

conservation & development of human resources. The concept of welfare is

necessarily elastic in character, which vary in interpretations from country to

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country, and time to time depending on different social systems, degree of

industrialization & general level of social & economic development. The

need & importance of labour welfare is being increasingly appreciated

throughout the civilized world.

Labour welfare

Labour welfare anything done for the intellectual, physical, moral and

economic betterment of the workers, whether by employers, by govt or by

other agencies, over and above what is laid down by law or what is normally

expected as part of contractual benefits for which the workers may have

bargained.

Dr. Panendikar defines it as "work for improving the health, safety

and general well-being and the industrial efficiency of the workers beyond

the minimum standard laid down by the labour legislation.

According to the oxford dictionary employee welfare or labour

welfare means “the efforts to make life worth living for workmen”

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“According to Arthur James Todd ”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”.

According to a international Labour organization (I.L.O) report,

“workers” welfare may be understood as including such services facilities

and amenities which may be established in, or in vicinity of undertakings to

perform their work in healthy and congenial surroundings and to avail of

facilities which improve their health and bring high morale.

On the basis of these definitions the following features of employee

welfare can be identified:

Labour welfare is a comprehensive term including various

services facilities and amenities provided to employees for their betterment.

Employee welfare is dynamic concept varying from country to

country and from region to region with in the same country.

Welfare measures are in addition to regular wages and other

economic benefits available to employees under legal provisions and

collective bargaining.

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Welfare measures may be provided not only by employers but

also by the Govt, trade unions and other services agencies.

The basic purpose of employee welfare is to improve the

working class and there by make a worker a good employee and a happy

citizen.

2.2Aim of welfare work

The object of welfare activities is partly humanitarian, partly

economic. It is humanitarian, as it aims at providing certain facilities &

amenities of life to the workers which they themselves cannot provide. It is

economic, because it improves the efficiency of the workers & keeps the

workers contented and minimizes the chances of conflict. It is civic because

it is a means to promote a sense of responsibility and dignity among the

workers and to make them better citizens. Another object of labour welfare

is to fulfill the future needs and aspirations of labour.

The following motives and considerations have prompted employers

to provide welfare measures.

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1. Some of the early philanthropic and paternalistic employers

tried to ameliorate the working and living conditions of their

workers by providing various welfare measures.

2. Some of them took resource to welfare work to win over their

employee's loyalty and to combat trade unionism and socialist

ideas. The devotion to welfare work by many American

employers during the twenties could be attributed to their anti-

unionism. However, such a motive did not succeed in checking

the spread of trade unionism.

3. Some employers provided Labour welfare services to build up a

stable labour force, to reduce absenteeism and also to promote

better relations with their employers.

4. At present, labour welfare has been conceived of by some

employers as an incentive and good investment to secure,

preserve and develop greater efficiency and output from

workers.

5. One of the objects for provision of welfare activities m recent

times by certain employers is to escape themselves from heavy

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the interest of industrial workers and should secure for them, by suitable

legislation, a living wage, healthy conditions of work, limited hours of

labour. Suitable machinery for the settlement of disputes between employers

and workmen and protection against the economic consequences of old age,

sickness unemployment.

2.4 Principles of Labour Welfare Services

Following are generally given as the Principles to be followed in

setting up a labour welfare services.

1. The service should satisfy real needs of the workers. This

means that the manager must determine what the employee's

real needs are with the active participation of workers.

2. The service should be such as can be handled by cafetaria

approach. Due to the differences 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. Hence, it is suggested that a package total

value of benefits should be determined and the selection of the

mix of benefits' should be left to the choice of each individual

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employee. This is known as the 'cafetaria' approach.

3. The employer should not assume a benevolent posture.

4. The cost of the service should be calculated and its financing

established on a sound basis.

5. There should be periodical assessment or evaluation of the

service and necessary timely improvement on the basis of

feedback.

2.5 Labour Welfare in India

The chapter on the directive principles of state policy in our

constitution expresses the need for Labour welfare. Thus;

Article 38

The state shall strive to promote the welfare of the people by securing

and protecting as effectively as it may a social order in which justice, social,

economic and political, shall inform all the institutions of the national life.

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Article 39

The state shall, in particular, direct its policy towards securing

That the citizens, men and women equally have the right to an

adequate means of livelihood.

That the ownership and control of the material resources are so

distributed as to subserve the common goods.

That the operation of the economic system does not result in the

concentration of wealth and means of production to the common detriment.

That there is equal pay for equal work for both men & women.

That the health and strength of workers, men and women, & the

tender age of children a bused and the citizens are not forced by economic

necessity to cater a vocation unsuited for their age or strength.

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Article 41

The state shall, within the limits of its economic capacity and

development, make effective provision for securing the right to work, to

education and to public assistance in cases of unemployment, old age,

sickness and disablement and other cases of under-served wants.

Article 42

The state shall make provision for securing just and humane

conditions of work and for maternity relief. .

Article 43

The state shall endeavour to secure, by suitable legislation or

economic organization or in any other way, to all workers, agricultural,

industrial or otherwise, work, a living wage, conditions of work ensuring a

decent standard of life and full employment of leisure and social and cultural

opportunities and, in particular, the state shall endeavour to promote cottage

industries on an individual or co-operative basis in rural areas.

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The planning commission also realized the necessity of labour

welfare, when it observed: “In order to get the best out of a worker in the

matter of production, working conditions require to be improved to a large

extent".

2.6 Statutory provisions concerning Labour Welfare

Employers are required to provide welfare facilities for workers under

the following laws:

1. The factories act 1948

The welfare facilities provided under this act are as follows:

Adequate, suitable and clean washing facilities separately for

male and female workers.

Facilities for storing and drying workers clothes.

Sitting facilities for occasional rest for workers who are obliged

to work in a standing position.

First aid boxes or cupboards - one for every 150 workers, and

ambulance facilities if there are 500 or more than 500 workers.

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Canteens, if 250 or more than 250 workers are employed.

Shelters, restrooms, and lunch rooms if there are 150 or more

than 150 workers.

Creches where 30 or more than 30 womenss are employed.

Welfare officer, whenever 500 or more than 500 workers are

employed. The employer should appoint sufficient number of Welfare

officers.

Plantations Labour act 1951

Welfare measures prescribed under this act are as follows

A canteen whenever 150 or more workers are employed.

A creche if employing 50 or more women workers.

Recreational facilities for the workers and their children.

Educational arrangements in the estate if there are 25 children

of workers between the age of 6 and 12.

Housing facilities for every worker and his family residing in

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the plantation.

Medical aid to workers and their families.

Sickness allowance and maternity allowance subject to any

rules framed by the state government.

The state government may make rules requiring the employer to

provide the workers with the prescribed number and type of umbrellas,

blankets, raincoats or other such amenities for the protection of

workers from rain or cold. i. Appointment of a welfare officer in

plantations employing 300 or more workers

3. The mines act 1952

The mine owners are required to make provision for

i. Creches if 50 m more women are employed.

ii. Shelters for taking food and rest, whenever 150 or more

workers are

iii. employed. canteen whenever 250 or more workers are

employed.

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iv. First aid boxes and first aid rooms in mines employing

more than 150 workers

v. Pit head baths equipped with shower baths, sanitary

latrines and lockers, Separately for men and women workers.

b) Appointment of a welfare officer whenever more than 150

workers are employed.

4. The motor transport workers act 1961

a. Canteens of prescribed standards, if employing 100 or more

workers.

b. Clean, ventilated, well-lighted and comfortable restrooms at

every place where motor transport workers are required to halt

at night

c. Uniforms, raincoats to drivers, conductors and time checkers to

protection against rain and cold.

d. The prescribed amount of washing allowance to the above

mentioned staff.

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e. Prescribed medical facilities at the operating centers and at

halting stations.

f.First aid facilities in every transport vehicles.

5. The contract labour (regulation A abolition act 1970).

It is obligatory on the part of the contractor to provide the following

facilities.

a. A canteen in every establishment employing 100 or more

workers.

b. Rest rooms or other suitable alternative accommodation where

the contract labour is required to halt at night in connection

with work of an establishment.

c. Washing facilities.

d. First aid boxes equipped with the prescribed contents.

In case the contractor fails to make the above

arrangements, the principal employer is liable to provide

the same.

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2.7 Labour welfare measures:

The importance of labour welfare measures was Accepted as early as

1931, when the royal commission on labour stated the benefits, which go

under these nomenclature are of great importance to the worker and which

he is unable to secure by himself, The scheme? of labour welfare may be

regarded as a wide investment, which should and usually does bring a

profitable return in the form of greater efficiency.

Labour welfare measure also have beneficial effects of the workers.

The welfare measure influence the sentiments of the workers and contribute

to the maintenance of industrial peace. Better housing, sickness and

maternity benefits provident funds and pensions, educational facilities and

entertainment etc.,

In crates a feeling amongst the workers that they have a stake in the

industry the workers become more stabilized and committed, economically

efficient and mental and moral health of the worker is improved.

Following welfare facilities were selected for in depth research

investigation.

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1. Health and medical facilities:

The efficient working process needs sound health of the persons

engaged there in unless the workers are physically and smoothly. Therefore,

medical care and health facilities for industrial workers form and integral

part of labour welfare programme in all the countries of the world.

2. Canteen facility

The workers canteen is being increasingly recognized all over the

world as an essential part of industrial establishment, providing very great

benefits form the point of view of health, efficiency and well being of the

workers. With view to evaluating the implementation of statutory welfare

measures, including canteen in factory establishment.

3. Housing facilities

Housing condition in industrial towns and cities have been worst.

Most of the industries grew up without any plan and cities have grown

haphazardly. This has resulted in the growth of slums and insanitary huts

and substandard houses which are poorly ventilated and over congested,

often lacking basic amenities like water & light.

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4. Recreation Facilities

The importance of entertainments, as a means to relative the

monotony and drudgery of working long hours in the factories, or mines,

and to introduce an element of Joy and relief as well as to impart instructions

and education to the ignorant workers.

5 Transport facilities:

Transport facilities by rail and road have acquired significance in view of

industrial development as well as change in the location pattern of

industries.

6. Educational facilities:

The provision of educational facilities for workers and their children

is a social service of great importance in India, where illiteracy is widely

prevalent.The economic & social progress of a particular country largely

depends, among other factors upon the quality of work force. This has a

special significance in view of the rapid technological changes. Education in

this context, plays a very important part in motivating and enabling the

working population for changes necessary for accelerated progress.

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2.8 History of the Company

Introduction

Jay Kay exports is a garments incorporated in 5 th may 1993. The

company was incorporated by Mr.S.Rajamanickam. The commencement of

production process of business way in 26 th December 1994.

Mr.s.Rajamanickam is a managing director of the company. Now the

company is well equipped with latest machines and better facilities of

production.

2.9 Location

Jay Kay exports is situated in Ammapalayam 7KM away from

Truppur. The company has an executive area of 7.58 acres of land. The

companies have all infrastructure facilities. Adequate supply of water has

been ensured by the local bodies and also the company has its own bore well

water.

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2.10 Share Capital

The company started with Initial capital of Rs. 50,00,000.

Organization Structure

The company is administered by one managing director and an

executive director under the supervision and control of the board of

directors.

2.11 Raw Materials

• Yarn

• Catton

• Stiching yarn

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Organisation Chart

Managing Director

Purchaseofficer

ProductionManager

FinanceManager

General Manager

MarketingManager

QualityController

Store Keeper Supervisor

Worker

Accountsofficer

Cashier

Sales officer

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2.12 Objectives of the company

The main aim or objective of the company is to maximize profit. In

addition to that the following objectives are important

• Maximise sales

• Customer satisfaction

• Maintaining quality

• Provide better services to its customers

2. 13 Management

The company is managed by Mr.S. Rajamanickam, managing director

of the company.

2.14 Bankers

• State bank of Mysore

• State Bank of India

• Indian bank

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2. 15 Personnel

There are 175 workers in the company

Office staff 16

Workers 159

----------------Total number of workers 175

----------------

Departments

The various departments are as follows

1. Purchase Department

2. Production Department

3. Accounts Department

4. Marketing Department

2.16 Purchase Department

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Purchase department is concerned with the purchase of required

materials differ from order to order. The purchase department is supervised

by the purchase manager. The main function of purchase department is to

purchase good quality of raw materials.

The common material purchased by the firm are taw materials.

Packing materials, tools etc., Among the raw materials yarn is the most

important material. The other materials, namely elastic, buttons are optional.

The yarn can be classified into

• Stitching yarn

• Knitting yarn

Stitching Yarn

The yarn used for the purpose of stitching is different from that of the

yarn used for knitting. The stitching yarn are stronger than the knitting yarn.

Knitting yarn

Knitting yarn is less in thickness and they undergo process in the

spinning these yarn are used in the fabrication machine. The process in

which the yarn is converted into cloth is known as fabrication. This serval as

45



the important process in the production of the garments only after this the

major part of the production takes place.

46



Packing materials

The packaging is the main part of the production. The packing is the

silent advertiser. So the materials used must be attractive and also it should

be capable of protecting the goods.

The materials used for packaging are

• Polythene covers

• Cartons

• Gummy bags

•

Gum Tapes

The polythene covers are also of different sizes namely large, medium

and small. The large size polythene covers are used for placing inside are not

damaged by changes in the weather. The finished fabrics are placed in the

medium sized polythene covers. The quality of these polythene covers are

higher than those of these polythene covers are higher than those used for

large size covers.

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Tools

The tools used are

1. Needles

2. Tapes

3. Scissors

The scissor and tapes are not purchased as that of needles. There are

different types of needles. Like needles used in over lock machines,

Tailoring machines, Flat machines, picodin machines. They are frequently

purchased, as they are easily breakable.

2.17 Production Department

The production department plays an important role in deciding the

returns to the firm. There are various steps in production cycle.

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Knitting

Dyeing

Steam

Cutting

Stitching

Checking

Ironing

Packing

PRODUCTION PROCESS

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Knitting

The process in which the yarn is converted into cloth is known as

knitting.

Dyeing

The kitted rolls are send for dyeing. They are steamed into required

colors. This is the largest process in to production. The dyes rolls are dried

through machines and also in the sun.

Steaming

The dyed fabric are rolled here. They are weighs are then sent to the

firm care should be taken in steaming fabric.

Cutting

The cutting masters are skilled labours. They cut the rolls in required

size and shape.

Stitching

After the cutting process the fabric are comes to the stitching master.

They stitch the fabric in required design and form.

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Checking

A sample piece is taken and checked to see whether they are dyes

properly by leaving the piece in the beaket filled water for one or two days.

Ironing

After the process in the checking the finished garments are pressed

and sent for packing.

Packing

The garments are kept in the cartons for packing. The garments are

packed in polythene covers and enclosed by cellotapes. Before it is packed

to send for the lorries they have to undergo checking by the quality control

department.

2.18 Accounting department

The function of the accounting department is that of maintaining

records of day-to-day transactions.

The following books are maintained

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• Sales day book

• Purchase day book

• Cash book

• Ledger accounts

With the help of the above information they prepare bank

reconciliation statement, ascertainment of balance between cash book and

pass book at the end of every month. The trial balance, trading and profit or

loss account and balance sheet are prepared at the end of the financial year,

namely from 1 April to 31 march in order to know the financial position of

the company.

2.19 Marketing Department

Marketing is specialized branch of operation for any organization,

whether it earning profit or not. The whole position and performance of the

company depends on the marketing department and without the knowledge

of marketing department of the company cannot sell its goods.

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Sales Promotion

Sales promotion means increasing quantity of sales by means of

introducing new sales techniques, decreasing the cost and increasing the

quantity of product. The main technique of the mill is to reducing the cost

and increasing the quality of the product.

2.20 Welfare Measures

The following facilities are available to the workers

• Rest room

• Uniform

• Co-operative stores

• Production Incentives

• Medical Facility

• Safety and pollution control

• Allowances

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• Canteen

•

Bonus

• Leave facility

Rest Room

The company having a rest room and dressing room to enable the

workers to take rest during the intervals or prior of attending shifts.

Uniform

Every year two pairs of Teri cotton uniform are given to the workers.

Co-operative stores

The company having a co-operative stores to enable the workers to

purchase things at confessional rate.

Production Incentives

Incentives are given on the basis of time

Medical Facilities

The company having good medical facilities

55



Allowance

The company gives the following allowance

• Festival allowances

• Conveyance allowance

• Children’s educational allowances

Canteen

The company having canteen run by a contractor. Meals is provided at

subsidized rate along with vada, bajji at regular intervals.

2.21 Conclusion

The company is a growing concern. It has been planned to expand the

installed capacity to meeting the growing orders.

56



CHAPTER – III

ANALYSIS AND INERPRETATION

Introduction

This chapter concentrates about the profile of the socio-economic

characteristics like sex, age, educational, qualification, martial status, year of

service in the present post monthly income etc.,

For this purpose the primary data were collected through a structured

questionnaire administered to the 50 sample of respondents.

The profile of the respondents selected for the study has been

presented in this chapter.

57



Table – 1

Educational wise Classification of Welfare Measures

Educational qualification

No. of Respondents Percentage

SSLC 8 16

Higher Secondary 35 70

Illiterate 7 14

TOTAL 50 100

Source : Primary Data

Inference

The above table shows that out of 50 respondents are SSLC, 70% are

higher secondary and 14% of the respondents are illiterate.

58



Table – 2

Year of service in the present post

Year of Service No. of

Respondents Percentage

Below 3 years 25 50

3 – 5 years 18 36

Above 5 years 7 14TOTAL 50 100


Inference

The above table shows that out of 50 respondents, 50% respondents

are below 3 years service in the present post, 36% respondents are 3 – 5

years service in the present post and 14% are above 5 years services of the

company.

59



Table – 3

Monthly income of Employees

Income No. of Respondents Percentage

Below – 3000 19 38

4000 – 5000 21 42

Above 5000 10 20

TOTAL 50 100


Inference

The above table shows that out of 50 respondents, 38% are below

3000 with the monthly income provided by the company 42% are 4000 –

5000 and 20% respondents are above 5000.

60



Table – 4

Employees satisfaction from safety Measures

Opinion No. of Respondents Percentage

Fully Satisfied 12 24

Satisfied 35 70

Not Satisfied 3 6

TOTAL 50 100


Inference

The above table shows that out of 50 respondents, 24% are fully

satisfied with the safety measures provided by the company, 70% are

satisfied and 6% are not satisfied.

61



Table – 5

Employees satisfaction with the Incentives



Satisfied 34 68

Not Satisfied 10 20

TOTAL 50 100


Inference

This tale shows that out of 50 respondents, 12% are fully satisfied

with the incentives scheme, 68% satisfied and 20% are not satisfied with the

incentives provided by the management.

62



Table – 6

Employees satisfaction From Canteen



Satisfied 20 40

Not Satisfied 17 34

TOTAL 50 100


Inference

The above table shows that among 50 respondents, 26% are fully

satisfied, 40% respondents are satisfied and 34% respondents are not

satisfied with the canteen provided by Jay Kay exports.

63



Table – 7

Employees satisfaction towards conveyance allowance



Satisfied 32 64

Not Satisfied 12 24

TOTAL 50 100


Inference

It is inferred from the above table shows that out of 50 respondents,

12% are fully satisfied with the conveyance allowance provided by the

company, 64% are satisfied and 24% respondents are not satisfied with it.

64



Table – 9

Leave Facility Provided by the company



Satisfied 25 50

Not Satisfied 18 36

TOTAL 50 100


Inference

This table shows that out of 50 respondents, 14% are fully satisfied

with the leave facility provided to company, 50% are satisfied and 36%

respondents are not satisfied.

66



Table – 10

Employees Receiving the Support From Superiors



Satisfied 17 34

Not Satisfied 21 42

TOTAL 50 100


Inference

Here, out of 50 respondents, 24% are fully satisfied with the

suggestion and support received from superiors, 34% are satisfied and 42%


67



Table – 11

Employees satisfaction Regarding their present job



Satisfied 30 60

Not Satisfied 7 14

TOTAL 50 100


Inference

This table shows that out of 50 respondents, 26% are fully satisfied

with the present job provided by the company, 60% are satisfied and 14%


68



Table – 12

Employees Opinion about children Education Scheme



Satisfied 21 42

Not Satisfied 11 22

TOTAL 50 100


Inference

Here, out of 50 respondents, 36% are fully satisfied with the children

education scheme of a company, 42% are satisfied and 22% respondents are

not satisfied.

69



Table – 13

The Opinion the employees towards lighting


Good 35 707

Average 12 24

Bad 3 6

TOTAL 50 100


Inference

The above table shows that out of 50 respondents, 70% of the

employees feel good about lighting facility, 24% feel average and 6% feel

bad about lighting facility.

70



Table – 14

Drinking Water Facility


Good 25 50

Average 21 42

Bad 4 8

TOTAL 50 100


Inference

The above table shows that out of 50 respondents, 50% are

respondents feel that drinking water facilities are good, 42% of respondents

feel that its average and 8% of respondents viewed that its bad.

71



Table – 15

Opinion of employees about ventilation


Good 10 20

Average 25 50

Bad 15 30

TOTAL 50 100


Inference

The above table shows that out of 50 respondents, 20% feel good

about the ventilation in company, 50% feel average, and 30 % feel bad about

the ventilation of Jay Kay Exports.

Table – 16

72



Table – 17

Toilet Facility


Fully Satisfied 1 2

Satisfied 27 54

Not Satisfied 22 44

TOTAL 50 100


Inference


satisfied, 54% respondents are satisfied and 44% respondents are not

satisfied with the toilet facility provided by Jay Kay exports.

74



Table – 18

Employees Satisfaction with Festival Allowance



Satisfied 22 44

Not Satisfied 15 30

TOTAL 50 100


Inference

The above table shows that out of 50 respondents, 26% of the

respondents are fully satisfied, 44% are satisfied and 30% respondents are

not satisfied with the benefits of festival allowance provided by the

company.

75



Table – 20

Employees Satisfaction with Wage Structure



Satisfied 35 70

Not Satisfied 9 18

TOTAL 50 100


Inference


satisfied, 70% respondents are satisfied, and 18% respondents are not

satisfied with the wage structure offered by Jay Kay Exports.

77



Table – 21

Wage determination in connection with high consultation



Satisfied 28 56

Not Satisfied 14 28

TOTAL 50 100


Inference

The above table shows that out of 50 respondents, 16% respondents

are fully satisfied and 56% are satisfied, and 28% respondents are not

satisfied with the importance given to employees consultation while

determining the wages.

78



Table – 22

Wage determination by trade Union

Opinion No. of

Respondents Percentage


Satisfied 25 50

Not Satisfied 16 32TOTAL 50 100


Inference

Here, out of 50 respondents, 18% of the respondents are fully

satisfied, 50% are satisfied and 32% respondents are not satisfied with the

role played by trade union in wages determination.

79



Rest Room and Dressing Room Facilities



Satisfied 27 54

Not Satisfied 15 30

TOTAL 50 100


Inference


satisfied, 56% are satisfied and 20% respondents are not satisfied with the

rest room and dressing room facility provided by Jay Kay Exports.

81



Table – 25

Relationship with Company Workers


Good 21 42

Satisfactory 24 48

Poor 5 10

TOTAL 50 100


Inference

It is inferred from the above table shows that out of 50 respondents,

42% are feel good with the relationship with company workers. 48% are feel

satisfactory and 10% respondents feel poor.

82



Table – 26

Medical Benefits based on “Age”

Medical Benefit Fully Satisfied Satisfied Not Satisfied

Age Wise No.of

Persons Percentage

No.of Persons

Percentage No.of

Persons Percentage

20 – 30 5 83.33 15 53.57 11 68.75

31 – 40 1 16.67 9 32.14 3 18.75

Above 41 - - 4 14.29 2 12.50

TOTAL 6 100 28 100 16 100


Inference

The above table shows that out of 50 respondents, 83.33%

respondents are fully satisfied under the age group 20 – 30. 16.67%

respondents are fully satisfied under the age group 31- 40.

53.57% respondents are satisfied under the age group of 20 – 30.

32.14% respondents are satisfied under the age group of 31 – 40. 14.29% are

not satisfied under the age group of above 41.

83



68.75% respondents are satisfied under the age group of 20 – 30.

18.75 respondents are satisfied under the age group of 31 – 40 and 12.50%

are not satisfied under the age group of above 41.

Out of 50 respondents, 12% are fully satisfied, 56% are satisfied and

32% respondents are not satisfied with the medical benefit provided by the

company.

84



MEDICAL BENEFITS BASED ON AGE

010

20

30

40

50

6070

80

90

P e r c e n t a g e

20-30 31-40 above 41

Age Wise

Fully Satisfied Satisfied Not satisfied

85



Table – 27

Welfare Measures



Satisfied 28 56

Not Satisfied 10 20

TOTAL 50 100


Inference


satisfied and 56% are satisfied, and 20% respondents are not satisfied with

the welfare measures provided by Jay Kay Exports.

86



WELFARE MEASURES

24

56

20

Fully Satisfied Satisfied Not Satisfied

87



Table – 28

Housing facility Based on “Sex”

Housing Facility Fully Satisfied Satisfied Not Satisfied

Sex No.of

Persons Percentage

No.of Persons

Percentage No.of

Persons Percentage

Female 5 50 12 54.55 7 38.89

Male 5 50 10 45.45 11 61.11

TOTAL 10 100 22 100 18 100


Inference

This table shows that out of 50 respondents, 50% of the female are

fully satisfied and 50% of the female fully satisfied. 54.55% respondents of

the female are satisfied and 45.45% of the respondents are satisfied. 38.89%

of the female respondents are not satisfied and 61.11% of the male

respondents are not satisfied. Out of 50 respondents 20% fully satisfied and

44% satisfied, 36% are not satisfied with housing facility provided by the

Jay Kay Exports.

88



Table – 29

Wags Determination Trade Union Based on “Education Qualification”

Trade Unionwages

DeterminationFully Satisfied Satisfied Not Satisfied

EducationQualification

No.of Persons

Percentage No.of Persons


Percentage

SSLC 1 11.11 5 20 2 12.5

Higher

Secondary

6 66.67 16 64 13 81.25

Illiterate 2 22.22 4 16 1 6.25

TOTAL 9 100 25 100 16 100


Inference

The above table shows that out of 50 respondents. 11.11%

respondents are fully satisfied under the SSLC. 66.67% are fully satisfied

under the higher secondary, and 22.22% respondents are fully satisfied

under the Illitrate.

90



20% respondents are satisfied under SSLC. 64% respondents are

satisfied under the higher secondary, and 16% are satisfied under the

illiterate.

12.5% respondents are not satisfied, 81.25% are not satisfied under

higher secondary. 6.25% of Illiterate.

Out of 50 respondents, 18% are fully satisfied 50% are satisfied and

36% are not satisfied with trade union wages determination provided by the

Jay Kay Exports.

91



WAGE DETERMINATION TRADE UNION BASED ON EDUCATIN

QUALIFICATION

92

0

10

20

30

40

50

60

70

80

90

P e r c e n t a

g e

SSLC Higher secondary llitrate

Age Wise




Table – 30

Superior support Based on “Year of Service”

Superior Support toWorkers

Fully Satisfied Satisfied Not Satisfied

Year of Service No.of Persons


Percentag e

No.of Persons

Percentage

Below- 3 years 5 41.67 11 64.70 11 52.38

3 – 5 years 6 50 3 17.65 8 38.10

Above 5 years 1 8.33 3 16.65 2 9.52

TOTAL 12 100 17 100 21 100


Inference

The above table shows that out of 50 respondents 41.67% are fully

satisfied below 3 years. 50% fully satisfied 3- 5 years, and 8.33% fully

satisfied above 5 years.

64.75% respondents are satisfied below 3 years. 17.65% are 3-5 years,

16.65% satisfied above 5 years.

93



52.38% respondents are not satisfied below 3 years 38.10%

respondents are not satisfied 3-5 years. 9.52% are not satisfied above 5

years.

Out of 50 respondents, 24% respondents are fully satisfied, 34%

respondents are satisfied and 42% are not satisfied with superior support

provided by the Jay Kay Exports.

94



SUPERIOR SUPPORT BASED ON YEAR OF SERVICE

95

0

10

20

30

40

50

60

70

P e r c e n t a g e

Below 3 years 3 - 5 years above 5 years

Age Wise




CONCLUSION

The study is helpful in finding out the Socio Economic

Characteristics, like Sex, Age Educational Qualification, Martial Status,

Year of service in the present past, monthly income etc., This analysis the

researcher should found out the labour satisfaction with regard to welfare

facilities are provided by the management.

96



CHAPER – IV

FINDINGS AND SUGGESTION

Findings

1. The researcher could find that 24% of the respondents are fully

satisfied and 70% of the respondents are satisfied and 6% are

not satisfied with the safety measures and protected equipment

provided by the company.

2. 12% of the respondents are fully satisfied, 68% are satisfied and

20% of the respondents are not satisfied with the incentives

provided by the company on the basis of their work.

3. 26% respondents are fully satisfied, 40% are satisfied and 34%

respondents are not satisfied with the canteen facility provided

by the company.

4. 12% respondents are fully satisfied, 64% respondents are

satisfied and 24% respondents are not satisfied with the

conveyance allowance provided by the company.

97



5. 22% respondents are fully satisfied, 46% respondents are

satisfied and 32% respondents are not satisfied with the

accident compensation provided by the company.


respondents are not satisfied with the leave facilities provided

by the company.


respondents are not satisfied with the support received from

superior.

8. 26% respondents are fully satisfied, 60% are satisfied 14% are

not satisfied with the employee present job provided by the

company.


respondents are not satisfied with the children education

scheme provided by the company.

10. 70% of the employees are feel good and 24% employees are

feel average, 6% employees are feel bad with the lighting

facility provided by the company.

98



11. 50% of the employees are feel good, 42% employees are

average, and 8% employees are feel bad with the drinking water

facility provided by the company.

12. 20% of the employees are feel good, 50% average and 30% bad

with the ventilation provided by the company.


32% respondents are not satisfied with the medical benefits



44% respondents are not satisfied with the toilet facility


15. 26% respondents are fully satisfied, 44% are satisfied 30% not

satisfied with the festival allowance provided by the company.


are not satisfied with the housing facility provided by the

company

99




18% respondents are not satisfied with the wages structure of

the company.

18. 16% of the respondents are fully satisfied, 56% satisfied and

28% are not satisfied with the wages determination in

connection with high consultation of the company.

19. 18% respondents are fully satisfied, 50% satisfied and 32%

respondents are not satisfied with the wages determination by

trade union of the company.


20% respondents are not satisfied with the welfare measures of

the company.


30% respondents are not satisfied with the rest room and

dressing room facilities of the Jay Kay Exports.

22. 42% respondents are feel good, 48% average and 10% bad with

relationship with the company workers.

100



23. 76% respondents come to job shift system 24% of the

respondents not shift time system in the company.

24. 26% of the respondents are feel good 54% of the respondents

are feel satisfactory and 20% are poor with the workers and

supervisors relationship of the company.

Suggestions

On the basis of survey finds the following suggestions are given to

improve the welfare measured provided by the Jay Kay Exports (P) Ltd.,

1. The company must increase the rate of incentives provided to

the workers on the basis of production.

2. It must provide vehicles to pickup shift duty workers for long

distance and any other purpose.

3. The company must increase the rate for their children education

allowance provided to the workers.

4. The company must increase the number of rest room and

dressing room facilities provided to the workers.

101



5. The company must provide good medical facilities

6. It must provide housing facility to employees.

7. The company must increase the festival allowance.

102



QUESTIONNAIRE

I) Personal Data

a. Employee Name :

b. Employee No. :

c. Age :

d. Sex :

i) Male [ ] ii) Female [ ]

e. Educational Qualification

i) SSLC [ ] ii) Higher Secondary [ ] iii) Illiterate [ ]

f. Martial Status

i) Married [ ] ii) Unmarried [ ]

g. Year of Service in the present post

i) Below 3 years [ ] ii) 3 - 5 years [ ] iii) Above 5 years [ ]



h. Monthly Income through employment

i) Below 3000 [ ] ii) 4000 - 5000 [ ] iii) Above 5000[ ]

II Awareness

1. Are you satisfied with the safety measures provided in the company?

a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

2. Are you satisfied with the incentives provided on the basis of your work?


3. What is your opinion about the canteen run by the organisation?


4. What is your opinion about the conveyance allowance?


5. Are you satisfied with the compensation provided for accidents?




6. What is your opinion about the leave facility?


7. Are you satisfied with suggestions and support received from supervisors?


8. Are you satisfied with your present job


9. Do you have any physical problem because of your work?

* Yes/NO

It yes, Specify ……………………

10. Are you satisfied with the children’s education scheme?


11. Rate your level of satisfaction regarding

Lighting : a) Good [ ] b. Average [ ] c. Bad [ ]

Drinking water : a) Good [ ] b. Average [ ] c. Bad [ ]



18. Are you satisfied with role played by trade union in wage determination?


19. Are you satisfied with the welfare fund of the company?


20. Do you come shift system?

a. Yes [ ] b. No [ ]

21. Is shift timing is convenient?

a. Yes [ ] b. No [ ]

22. Are you satisfied with the rest room and dressing room facilities offered

by the company


23. How is your relationship with co-workers?

a. Good [ ] b. Satisfactory [ ] c. Poor [ ]

24. How is your relationship with your supervisors?

a. Good [ ] b. Satisfactory [ ] c. Poor [ ]



25. Are you satisfied with the cleanliness in the canteen?

a. Yes [ ] b. No [ ]

26. Do you company provide employee’s state insurance coverage?

a. Yes [ ] b. No [ ]

27. Are you satisfied with the available of state insurance coverage?

a. Yes [ ] b. No [ ]

28. Give your suggestions to improve the existing facilities



BIBLIOGRAPHY

S.No. Book Name

AuthorName Year Publisher Name

1 Export Marketing B.S. Rathor

J.S. Rathor

1994 Himalaya publishing “Ramdjot”

Dr. Bhalerao Mang, Girgaon,

Bombay-400 004

2 Export Marketing Kathiresan

Radha

1993 Bhavani Publications 17,

Murugappa Achani Street,

Chepack, Chennai

3 Labour welfare

administration in

India

Sewashing

Chauthan

1993 Kanishka Publishers,

Distributors Delhi - 110031

4 Labour Welfare 4

Social security

A.M. Sarma 1996 Mrs. Meenapanday For Himalay

Publishing House Bomabay -

400 001

5 Labour problems and

social welfare

R.C. Saxena 1996 N.A. gupta partners K. Nath &

Co Mea ret

6 Human resource

Management

Dr. C. B.

Gupta

2002 Sultan chand & Sons New Delhi

- 110 002



4.1 Findings 96

4.2 Suggestions 101

APPENDIX

Questionnairesss

BIBLIOGRAPHY



LIST OF TABLES

ChapterNo.

Table Name PageNo.

1 Educational wise classification of welfare measures 57

2 Year of service in the present post of employees 58

3 Monthly income of employees 59

4 Employees satisfaction from safety measures 60

5 Employees satisfaction with the incentives 616 Employees satisfaction from canteen 62

7 Employees satisfaction towards conveyance allowance 63

8 Employees satisfaction towards accident compensation 64

9 Leave facility provided by the company 65

10 Employees reviving the support from superiors 66

11 Employees satisfaction regarding their present job 67

12 Employees opinion about children education scheme 68

13 The opinion of employees towards lighting 69

14 Drinking water facility 70

15 Opinion of employees about ventilation 71

16 Medical Benefits 72

17 Toilet facility 73

18 Employees satisfaction with festival allowance 74

19 Housing facility provided by the company 75

20 Employees satisfaction with wage structure 76

21 Wages determination in connecting with high 77



consultation

22 Wages determination by trade union 78

23 Welfare measures 7924 Rest room and dressing room facilities 80

25 Relationship with company workers 81

26 Medical benefits based on age 82

27 Welfare measures 85

28 Housing facility based on sex 87

29 Wages determination trade union based on educationqualification

89

30 Superior support based on year of service 92



LIST OF CHARTS

ChapterNo.

Chart Name PageNo.

1 Medical benefits based on age 84

2 Welfare Measures 86

3 Housing facility based on sex 88

4 Wages determination trade union based on education

qualification

91

5 Superior support based on year of service 94



A STUDY ON LABOUR WELFARE WITHSPECIAL REFERENCE TO JAY KAY

EXPORTS (P) LTD AMMAPALAYAMA PROJECT REPORT

Submitted by

S.SarojiniReg.No.023AA0151

Under the guidance of

Mr. S. SARAVANAN , M.A. M.Phil.,

Submitted in the partial fulfillment of the requirements for the degree ofMASTER OF COMMERCE

Of Bharathiar University, Coimbatore

OCTOBER - 2003

Department of Commerce

MAHARAJA COLLEGE FOR WOMENPerundurai – 638 052



MAHARAJA COLLEGE FOR WOMENPerundurai – 638 052

CERTIFICATE

This is to certify that the project report entitled, “A STUDY ON

LABOUR WELFARE WITH SPECIAL REFERENCE TO JAY KAY

EXPORTS (P) LTD, AMMAPALAYAM.” is a bonafide record of work

done by S.SAROJINI, Reg.No 023AA0151 is submitted in partial

fulfillment of the requirements for the Degree of Master of Commerce of theBharathiar University, Coimbatore.

Head of the Department Faculty Guide(Ms.S.RAJALAKSHMI) (Mr.S.SARAVANAN)

Viva voice Examination Held on:________________

Internal Examiner External Examiner

Principal



DECLARATION

I, S.Sarojini, Reg.No. 023AA0151 declare that the project report on

“A STUDY ON LABOUR WELFARE WITH SPECIAL REFERENCE

TO JAY KAY EXPORTS (P) LTD, AMMAPALAYAM” is the result of

the original record work done by me and to the best of my knowledge. This

project report is submitted on partial fulfillment of the requirements for

award of the degree of MASTER OF COMMERCE of Bharathiar

University, Coimbatore under the supervision of Mr.S.Saravanan, M.A.,

M.Phil.

Place: Signature of the candidate

(S.Sarojini)

Date: Reg.No. 023AA0151



ACKNOWLEDGEMENT

“Love is scattered with shadows of thanks and gratitude”

If words are considered as symbols of approval and taken of

acknowledgement then let the words play the heralding role of expressing

my gratitude to all those who have helped me directly me directly or

indirectly during this project.

First and foremost, I wish to express my gratitude to the lord almightyfor his graceful blessing showered upon me.

I express my sincere gratitude and profuse thanks to

Thiru.K.PARAMASIVAM, Chairman Maharaja College for Women,

Perundurai. Thiru.P.SATHIYAMOORTHY, Correspondent and Secretary,

Maharaja College for Women and Mrs.R.INDRALEKHA, Special Officer

and Mrs.V.PANKHAJA VIJAYAN, Principal, Maharaja College for

Women, Perundurai for providing necessary facilities to complete this

project.

I express my sincere thanks to Ms.S.RAJALAKSHMI, M.Com.,

B.Ed., M.Phil., Lecturer, Head of the Department of Commerce for having

permitted me to take up this project work.

I wish to convey my profuse thanks to my project guide

Mr.S.SARAVANAN, M.A., M.Phil., Lecturer Department of Commerce

for his encouragement and guidance through out this project.



I wish to vouchsafe my deep sense of gratitude and thanks to

C.Rajamanickam, Managing Director of JAY KAY EXPORTS LTD.,

Ammapalayam, who have spared their valuable time for providing thefacilities during the period of the project work.

I express my thanks to all the employees of Jay Kay Exports and to

the respondents for their kind co-operation in fulfilling the questionnaire.

I express my sincere thanks to my Father and also Family members

for their affectionate blessings and loving, Co-operation received from them

at all moments and hours of this academic venture.

I wish to express my sincere thanks to my Friends for their love,

motivation and Co-operation during the course of study.

I thank to Callme Computers for their neat and timely completion

of typing of this project.

(S.Sarojini)

a study on labour welfare with special reference to jay kay exports (p) ltd, am

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