din final rough draft

A STUDY ON EFFECT OF WELFARE MEASURES ON EMPLOYEE

MORALE IN HIDESIGN, PUDUCHERRY.

ABSTRACT

The welfare measure is “An effort to make life worth living for workmen”. It motivates

employee to a great extent which leads to organizational growth. It is a major factor which

affects the employee morale. The study on effect of welfare measure on employee morale in

HIDESIGN, Puducherry .it was done to evaluate the level of satisfaction of employees

about welfare measures and its effect on employee morale. The main objective of the study

is to measure the effect of welfare measure on morale, level of satisfaction of employees

regarding working condition and general attitude of employee towards the organization. Certain

welfare measures provided by the company like medical facility, credit facility, canteen

facility, infrastructure facility, and certain factors of morale like motivation. Job satisfaction

interrelationships are considered in this study. This was a descriptive research study.

Nearly 50 samples were collected using simple random sampling method. A questionnaire of 17

questions was prepared and data were collected from the employees of HIDESIGN.

Appropriate statistical tools were used to analyze the data. From the study it is inferred that

most of the employees were satisfied with the welfare measures provided by the company. The

employee morale was found to be good in the company.

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CHAPTER:1

INTRODUCTION TO THE STUDY

The study was conducted in HIDESIGN in othiampet, puducherry to find the effect

of welfare measures on employee morale. The study intends to see the satisfaction level of

the employee on the facilities provided by the company and how these welfare measures

boost the employee morale. The study on effect of welfare measure on employee

morale gives the management an indication of the level of satisfaction among the

employees regarding the general working condition and the other facilities provided by the

organization. This helps the management to know the general morale of the employees.

Employee Welfare

Employee Welfare program is based on the management policy which is aimed

shaping perfect employees. Therefore the concept of employee welfare includes to aspects

namely physical and mental welfares

1. Applications of merit system or work performance system as the basis for employee

rewarding.

2. Providing the retired employees with the old age allowance.

3. Employee insurance program to provide the employee with better security.

4. Improvement in health security for the employees and their families so that they can

work confidently and productively.

5. Increase in basic salaries and pension as adjustment to the needs providing all work

units and their officials with vehicles to help support smooth mobility.

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Welfare includes anything that is done for the comfort and improvement of employees and is

provided over and above the wages. Welfare helps in keeping the morale and motivation of the

employees high so as to retain the employees for longer duration. The welfare measures need not

be in monetary terms only but in any kind/forms. Employee 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.

Labor welfare entails all those activities of employer which are directed towards providing the

employees with certain facilities and services in addition to wages or salaries.

Labor welfare has the following objectives:

To provide better life and health to the workers

To make the workers happy and satisfied

To relieve workers from industrial fatigue and to improve intellectual, cultural and

material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

Labor welfare includes various facilities, services and amenities provided to workers for

improving their health, efficiency, economic betterment and social status.

Welfare measures are in addition to regular wages and other economic benefits available

to workers due to legal provisions and collective bargaining

Labor welfare schemes are flexible and ever-changing. New welfare measures are added

to the existing ones from time to time.

Welfare measures may be introduced by the employers, government, employees or by

any social or charitable agency.

The purpose of labor welfare is to bring about the development of the whole personality

of the workers to make a better workforce.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and

satisfied labor force for the organization. The purpose of providing such facilities is to make their

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work life better and also to raise their standard of living. 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.

Employers get stable labor 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 prevalent among the labors such as substance abuse, etc are reduced to a

greater extent by the welfare policies.

CHAPTER:2

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2. COMPANY PROFILE

HIDESIGN WORLD WIDE

Hidesign India Private Limited manufactures and retails fashion accessories such as

leather handbags, clutches, briefcases, laptop cases, wallets, belts and garments. Its products

include formal and casual work bags, travel bags, men’s and women’s accessories, and

homewares.

The Brand Founded in 1978 as a two man workshop, Hidesign has grown into a global brand

recognized for its quality, ecological values and personalized service. By keeping its focus on a

classic contemporary look, Hidesign caters to the savvy and sophisticated urban professional.

Hidesign has grown from its artisan roots to an international brand with over 60 exclusive retail

stores and a distribution network across more than 20 countries. Hidesign can be found at

premium international outlets, including John Lewis and House of Fraser in the UK, Myers and

David Jones in Australia, Stuttafords and Edgars in South Africa, Lifestyle and Shoppers Stop in

India and Parkson, Robinsons and Isetan in Southeast Asia.

The company also operates stores at airports in Hong Kong and Scandinavia. It sells its

products through distributors in Australia, New Zealand, Canada, South Africa, the Netherlands,

Russia, Greece, the United Kingdom, Denmark, India, Sri Lanka, Norway, the United States, and

Hong Kong. Hidesign India Private Limited was founded in 1978 and is based in Puducherry,

India.

VISION OF HIDESIGN

All Hidesign product lines reflect the Hidesign concept and create a harmonious

image that reflects the sophisticated lifestyles of our customers. The core classic range of

briefcases, handbags and wallets are always contemporary, sophisticated and ideal for the

successful executive lifestyle. The wide range of garments reflects a continuous adaptation

to the latest fashion tendencies. The extensive range of small leather goods and fashion

accessories complement the handbags, the effect is stylish and harmonious. Kapur

emphasizes on workmanship and design, making beautiful, affordable bags. 70% of the

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manufacturing is done by hand &craftsmen carry out labor-intensive steps such as double-

stitching of pressure points.

HISTORY OF HIDESIGN

Hidesign was set up by Dilip Kapur in 1978 as a ‘one-man artisian workshop’ at

Auroville, Pondicherry which he operated from his house. Initially, the venture was just an

extension of a special interest in leather craft that Kapur had developed while he was

studying in the U.S. The name HIDESIGN was formed by merging the words "hide" and

"design". And true to its name, Hidesign went on to become a premier design house for

leather goods, gaining acceptance even in the highly competitive western markets. Most of

Hidesign’s initial customers were foreigners who spotted the bags while traveling in India.

The Company received its first order from a German organization in India that had a

catalog. Gradually the business expanded with the company winning a number of export

contracts. Although initially, the firm experienced hiccups in developed markets like the

UK and the US, its good quality, distinctive designs, and aggressive marketing strategy

helped it succeed in carving out a niche for itself.

1978: Hidesign begins with a two-person workshop, marketing through small alternative

shops in Australia and the United States.

1982: Commences marketing in the UK.

1984: Development of solid brass buckles and subsequent discontinuation of zinc alloy

electroplated buckles.

1985: John Lewis in UK is the first department store to the carry the full line of Hidesign

leather goods that now includes handbags and wallets, as well as weekend, toiletry and computer

bags.

1988: Hidesign introduces leather garments including jackets and pants.

1990: Factory established in Puducherry

1992: Accessory Magazine UK chooses Hidesign’s “Boxy Bag” as Accessory of the

Year.

1997: Hidesign opens its first international store in Moscow.

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2000: Awarded Aksharam award for Outstanding achievement in Language

Technology.

2004: Alberto Ciaschini of Italy commences as lead designer.

2010: Launch of multistory flagship store in Puducherry.

The company was simple, to manufacture and provide the best quality product, using the finest

available raw materials and embellishments at an affordable price in an eco friendly manner.

Today , the brand is the best known player in the domestic market and has made steady in roods

into carrying a niche for itself across the world markets where its products are retailed.Hidesign

sells leather bags and garments under its own name in Australia, Greece, India, new Zealand,

Scandinavia, Slovakia, south Africa, united kingdom and united states. It also works closely with

some leather and fashion companies in the world to produce under their brand names. These

include: Armani, Marlboro, Rock N blue, Mauritius, replay, Chevignon, and red skin.Hidesign

has several integrated facilities at its disposal: where it started as a hobby, fueled by passion and

of course, customer demand, the company has expanded its operation to encompass both

backward and forward integration by virtue of owing and manufacturing facilities in Puducherry

which are geared to meet the ever increasing demands of highly fashion driven exports markets

as well as conscious customers in India. Hidesign serves customer demand by way of having

appointed distributors in every market across the worlds and by having created a series of

exclusive boutiques (show room) across India.To offer the finest quality by using natural

materials and traditional skilled craftsmanship at an affordable prices. HIDESIGN offers classic

and causal fashion through premium stores all over the world. Hidesign takes special care to

avoid the excessive use of pigments, binders or lacquers that make the leather virtually

indistinguishable form synthetic material.

Hidesign bags and garments requires special skills. Since products are ‘constructed’ not

first stitched. Six workers carefully put together the bag with glue before it is stitched. Critical

steps, which even the Italian masters, gave up as too much trouble, are then gone through. Steps

such as double stitching all gussets, folding or bending all edges to prevent wear and tear and to

strange the bag to small details such as knotting and matting down stitching ends.

The Hidesign is likely to be:

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Between 20 and 50 years.

Belongs to a high income household

Travels frequently (often abroad).

Buys quality products that have lasting value.

Looks casually fashionable but nature and ecology.

Corporate Goal

Hidesign goal is to become a leading leather label for bags and garments designed for work,

travel and casual wear and to offer the finest quality using traditional skilled craftsmanship.

Corporate Objective: Design integrity

Hidesign products are designed by core design professional and are being offered twice a year

seasonally. This is further reinforced by the recent introduction of an internationally removed

fashion consultant repute who conceives the designs of the exclusive boutiques.

Bags

a) Classics: The core classic range is made from vegetable tanned leather in tan,

dark, brown, burgundy and black this intensive range has great strength in briefcases and

travel bags, with additional and naively of ladieshand bags, backpacks ,tot bags.

b) Casuals: An extensive range made from heavy oil tanned pull ups in tan brown

and black, its silky but natural feel makes the leather ideal for business bags, computer

bags, rucksacks, sling bags, cavity cases as Hidesign as Beautiful designers, animalistic,

stylish business bags.

c) Fabric & leather: A range of canvas nags trimmed with heavy belting leather is

ideal casual wear.

Leather garments :

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Hidesign’s line encompasses heavy duty natural leather garments ideal for winter usage.

The wide range of garments in several heavy natural leathers reflects a continuous adaption to

the latest fashion tendencies. HIDESIGN offers several heavy natural leather ideal for winter;

while suede’s and calf napes are ideal for spring. The vegetable tanned country and oil tanned

ranch leathers are especially popular. Hidesign leather jackets are smart, casual, sophisticated

and up market.

Small leather items &stationary :

An extensive range of small leather goods on ranch and classic leather, packed in brown

colored HIDESIGN boxes. The bulk of this range is comprised of fined desktop accessories like

organizers, folders, diaries, address books, notebooks, computer, computer mouse pads, and

conference folders.

Belts :

Hidesign offers a wide range of casual made heavy oil tanned leather with brass buckles

in a natural braze or pewter finish which in turn are cast and hand polished in house.

Personal accessories:

Men’s wallet, coat, passport folder mobile phone cases, sunglasses, pen

cases, visiting card cases and key wallets form part of this exclusive range. Ladies wallets, coin

cases, cosmetics cases, key rings, key fobs and host of other items.

HIDESIGN BOUTIQUES IN INDIA

In India there are nearly 22 Hidesign boutiques. Particularly in Chennai five boutiques, in

Bangalore three, in Goa one, in Hyderabad one, in Mumbai three, in new Delhi three, in Pune

one, in Calcutta one and four in Puducherry.

HIDESIGN’S GLOBAL PRESENCE

Hidesign has collaborated with some of the best known brands to design, develop and

produce high quality products for them. Some of these include: Armani, Marlboro, Bock N Blue,

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Mauritius, replay, cherrion, redskin, libertys, anorexia. The brand has found of fraster and other

which Epitomize quality, elegance, high fashion and design integrity.

The following are some reasons for attracting the companies to collaborate with Hidesign

Some of the best equipment in the world.

1800 highly skilled workers.

A management that understands fashion trends, and is experienced in the needs of

international brands.

In house production from raw leather to finish product, including metal fittings.

This allows tight control over quality. Prevent loss of design to outside copies and

permits highly competitive pricing.

Own tannery that is generally as one of the best equipped and experienced

tanneries in this area.

Hidesign is present in India through a claim of owned and franchised exclusive in all major cities

as well as through a distribution set up in the nervous regions.

FUNCTIONAL ACTIVITES OF HIDESIGN

MARKETING DEPARTMENT :

Marketing is a total system of business activities designed the plan, price, promote and distribute

want satisfying products, services, and ideas to target markets in order to achieve organizational

objectives.

Marketing is a system of integrated business activities to develop strategies and

plans (marketing mixes) to the satisfaction of customer wants of selected markets

segments or targets.

Even though hidesign has ability to sell itself to sell itself. Customers still need to

be inform of the products through various methods.

Hidesign is now a well established brand with various manual like magazines and

advertisement to reach customers.

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Their aim is to supply the product to the customers, the highly valuable retail

partners with the information and support that will be enable the customers to be

confident and gain knowledge at the point of purchase. At times develop and produce

high quality product for them.

The marketing department concentrates on the following policies.

Brand value

Quality of product made to aspire the customer

Naturally tanned leather

International design

Global brand

Customer service

ORGANISATION CHART

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President

SWOT ANALYSIS OF HIDESIGN LEATHER PRODUCTS.

Strengths:

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MGR customer relational, leather goods & Garments

VP commercial

VP Supplychain management &HR

Vp leather finising Division

VPmarketingVP merchandising

design

Commercial Liason

Boutique Inc.CORP MGR North Account

s

Corp.MGR South

Sales MGR

QC Team

Pondy Team

EDP materialpersonal

purchase Stores

HiDesign is recognized worldwide and now sells leather bags and garments

under its own name in Australia, Greece, India, New Zealand, Scandinavia, Slovakia,

South Africa, the United Kingdom, and the United States.

They have the expertise to create a product that is excellent.

They do not compromise on quality of the products.

They have stayed focused on innovation, based on the heritage of

craftsmanship.

They stands out for the sensuous naturalness of its high quality leathers and

the smooth soft glow of its solid brass fittings.

They have loyal customers.

Weakness:

They are very weak management wise.

Their products are only for the higher income class people and very few for

middle class people.

They have concentrated market i.e. only in metro cities.

They follow traditional ways of production and through these ways it is very

difficult to compete with the competitors.

They are highly dependent on craftsmanship.

The rate of up gradation of technology is very slow.

Opportunities:

Demand of the leather products is very high in domestic as well as in

international market.

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They can expand their market share providing more range of products at

lower price mainly for middle class people.

They can reduce the production time by using the advanced technologies.

They can market their products in 2nd tier cities instead of marketing in only

metros.

Threats:

Competition is quite high in this industry.

Threats from the competitors as they are using new technologies in production

and hidesign is still following the traditional way.

Threats from some organizations like PETA as they are negatively advertising

the leather industry.

Environmental threats as the waste from these industries are very harmful.

International standards are very strict.

2.1 REVIEW OF LITERATURE

Human Resource Management is the process of procuring, developing, maintaining, and

controlling human resources for effective achievement of organizational goals. This project

is focused on employee welfare measure and employee morale.

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EMPLOYEE WELFARE – DEFINITION

Employee welfare means “the effort to make life worth living for workmen”. When all basic

facilities are provided and employees obtain satisfaction then the productivity can be

increased and development of the organization will be possible

CONDITIONS OF WORK ENVIRONMENT

1) Working conditions

Temperature

Ventilation

Lighting

Dust

Smoke

Fumes and gases

Noise

Humidity

Posture – simple

Hazard and safety complex devices

2) Factory Sanitation and Cleanliness:

Provision of urinals in factories

Provision of spittoons Provision for the disposal of waste and rubbish

Provision for water disposal (drainage)

Provision of proper bathing and washing facilities

Cleanliness, white- washing and repair of buildings and workshops

Care and maintenance of open spaces, gardens, roads, etc

3) Welfare Amenities

Provision and care of drinking water

Canteen services

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Lunch

Rest room

Crèches

Cloak rooms

Other amenities

EMPLOYEES’ HEALTH SERVICES

1) Factory health services

Medical examination of employees

Factory dispensary and clinic treatment

First aid and ambulance room

Treatment of accidents and

Health education and research

2) Recreation

Playgrounds for physical recreation (athletics, games, gymnastics, etc)

Social and cultural recreation (music, singing, dancing, drama, etc)

3) Workers education

Education to improve skills and earning capacity

Literacy

Library, audio visual education, lecture programmes and

Workers educational scheme and its working

Employees’ co-operative societies

Grain shops and fair price shops and

Housing co-operatives

Housing for employees and community services

Economic Services

EMPLOYEE SERVICES AND BENEFITS

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These are concerned with the process of sustaining and maintaining the work force in an

organization.

They include :

1) Safety provision inside the workshop

2) Employee counseling

3) The medical services

4) The recreational and other welfare facilities

5) Fringe benefits and supplementary items

6) Study of the working of welfare Acts

EMPLOYEE MORALE –

DEFINITION

According to Yoder “Morale is a feeling, somewhat related to esprit de corps, enthusiasm or

zeal. Fippo has described morale “ s a mental condition or attitude of individuals and groups

which determines their willingness to co-operate. Good morale is evidenced by employee

enthusiasm, voluntary conformance with regulations and orders, and a willingness to co-

operate with others in the accomplishment of an organization’s objectives.

FACTORS AFFECTING MORALE

According to McFarland, the important factors which have a bearing on morale are the attitude

of the executives and managers towards their subordinates. working conditions, including pay,

hours of work, and safety rules effective leadership and an intelligent distribution of

authority and responsibility in the organization the design of the organization’s structure

which facilities the flow of work and the size of the organization.

CRITERIA THAT DETERMINES MORALE

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Several criteria seem important in the determination of levels of workers morale, such as:

The organization itself

The nature of the work

The level of satisfaction

The supervision received

The perception of the self

Workers perception of the past awards and future opportunities for rewards

The employees age

The employee’s educational level and occupational level.

TYPES OF MORALE

Morale is generally referred to as high morale. ccording to McFarland, “high morale exists

when employee attitudes are favorable to the total situation of a group and to the attainm ent of

its objectives low morale exists when attitudes inhibit the willingness and ability of an

organization to attain its objectives

High morale is represented by the use of such term spirit, zest, enthusiasm, loyalty,

dependability and resistance to frustration. Low morale, on the other hand, is described

by such words and phrases as apathy, bickering, jealously, pessimism, fighting, disloyalty to the

organization, disobedience of the orders of the leaders, dislike of, or lack of interest in, one’s job,

and laziness.

MORALE AND PERFORMANCE

It has been pointed that “there is a little evidence in the available literature that employee

attitudes bear any relationship to performance on the job. First, there are some who assert that

high satisfaction leads to high performance. The “Hawthorne” studies of 1930s seem to support

this view, as do findings of other studies. Third, still others claim that there is no consistent

relationship between morale and performance. Vroom found significant relationship between

morale and performance in only 5 out of 22 studies undertaken by him.

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WARNING SIGNS OF LOW MORALE

Among the more significant of the warning signals of low morale are

High rate absenteeism

Tardiness

High Labour turnover

Strike and sabotage

Lack of pride in work and

Wastage and spoilage.

IMPROVING MORALE

A three-fold action may be initiated. In the first place, it is essential to change the policy or to

correct it immediately. Employees do not lose their respect for the boss who admits his

mistakes but they cannot respect one who makes too many, and they may have contempt for

one who refuses to admit his mistakes. Second, misconceptions should be removed, and the

correct position should be explained to the employees. Third, a reasonable attempt should be

made to educate and convince the employees. Second, others take an opposite view. For

example, Lyman Porter and Lawler say that satisfaction results from high performance,

because most people experience satisfaction by accomplishing more tasks, like building a

radio, or clinching a sale.

2.2 OBJECTIVES OF THE STUDY:

To study and analyze the safety and welfare measures of the employee.

To evaluate the effect of the welfare measures on employee morale.

To evaluate the satisfaction level of employee about the work environment.

To find the level of satisfaction of employee about the facilities given by the company.

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CHAPTER :3

3. RESEARCH METHODOLOGY

RESEARCH – MEANING

Research is an art of scientific investigation. According to Redmen and Mary defines research

as a “systematic effort to gain knowledge”.Research methodology is way to systematically

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solve the research problem. It is a plan of action for a research project and explains in

detail how data are collected and analyzed. This research study is a descriptive research

study.

RESEARCH DESIGN

A research design is a plan that specifies the objectives of the study, method to be adopted in

the data collection, tools in data analysis and hypothesis to be framed.“ research design is an

arrangement of condition for collection and analysis of data in a manner that aims to combine

relevance to research purpose with economy in procedure”.

NATURE OF DATA

Primary data

The primary data are collected from the employees of HIDESIGN through a direct structured

questionnaire.

Secondary data

Company profiles, websites, magazines, articles were used widely as a support to primary

data.

SAMPLING SIZE AND TECHNIQUE

Size of the sample

It refers to the number if items to be selected from the universe to constitute a sample. Here 50

employees of Hidesign in Puducherry were selected as sample size.

Sample design

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The sampling technique used in this study is simple random sampling method. This

method is also called as the method of chance selection. Each and every item of

population has equal chance to be included in the sample.

Population design

The population of this study is the total employee in the company. It is finite population.

There are four production centers for the organization for this study I have taken only employees

in one production centre.

Questionnaire

The questions are arranged logical sequence. The questionnaire consists of a variety of

questions presented to the employees for the response. Dichotomous questions, multiple

choice questions, rating scale questions were used in constructing questionnaire.

STATISTICAL TOOLS USED

To analyze and interpret collected data the following statistical tools were used.

1) Percentage method

2) One way annova.

Percentage method

The percentage is used for making comparison between two or more series of data. It is used

to classify the opinion of the respondent for different factors. It is calculated as

No. of respondents favorable

Percentage of Respondents = X 100

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Total no. of respondents

One way anova:

ANOVA is a essentially a procedure for the testing the difference among the different

groups of data homogeneity. The essence of ANOVA is that the total amount of variation in a set

data is broken down into two types, that amount which can attributed to chance and that amount

which can be attributed to specific causes. There may be variation between the samples and also

within sample items.

CHAPTER:4

DATA ANALYSIS AND INTERPRETATION

FRQUENCY TABLE

AGE WISE CLASSIFICATION OF THE EMPLOYEES.

TABLE NO: 1

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AGE FREQUENCY PERCENT

18-25 18 36

26-35 17 34

36-45 7 14

ABOVE 45 8 16

TOTAL 50 100

CHART NO: 1

18-25 26-35 36-45 ABOVE 4502468

101214161820

AGE

FREQUENCY

INTERPRETATION

From the above table it is seen that 36%of the employees are in the age of (18-25),34% of them

are in the age of (26-35),14% of them are in the age of (36-45),16% of them are in (above

45).From this we can infer that more employees are in (18-25) age group.

GENDER WISE CLASSIFICATION OF THE EMPLOYEES.

TABLE NO: 2

GEND

ER

EMPLOY

EES

PERCE

NT

MAL

E 24 48

24

FEMA

LE 26 52

TOTA

L 50 100

CHART NO: 2

EMPLOYEES

MALEFEMALE

INTERPRETATION

From the above table it is seen that 48% of the employees are male and 52% of the employees

are female. From this we can infer that more number of employees of hidesign are females.

CLASSIFICATION BASED ON EMPLOYEE QUALIFICATION.

TABLE NO:3

25

QUALIFICA

TION

FREQUE

NCY

PERC

ENT

BELOW

HR.SEC 8 16

HR SEC 12 24

U.G 16 32

P.G 14 28

TOTAL 50 100

CHART NO:3

BELOW HR.SEC

HR SEC U.G P.G0

2

4

6

8

10

12

14

16

QUALIFICATION

FREQUENCY

INTERPRETATION

From the above table it is seen that 16% of the employees are in the (below hr.sec) level, 24%

of the employees are in(hr.sec)level,32% of the employees are in(u.g)level,28% of the employee

are in (p.g)level. From this we can infer that most employees falls under the (u.g) level.

CLASSIFICATION OF THE EMPLOYEES BASED ON EXPERIENCE.

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TABLE NO:4

EXPERIE

NCE

FREQUE

NCY

PERCE

NT

0-1YRS 18 36

1-5YRS 10 20

5-10YRS 20 40

ABOVE

10YRS 2 4

TOTAL 50 100

CHART NO:4

0-1YRS 1-5YRS 5-10YRS ABOVE 10YRS02468

101214161820

EXPERIENCE

FREQUENCY

INTERPRETATION

From the above table it is seen that 36% of the employees have (0-1)yrs of experience,20% of

them have (1-5)yrs,40% of them have (5-10)yrs and 4% of them have (above 10)yrs of

experience. From this we can infer that most of the employees taken as sample have 5-10 yrs of

experience.

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SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE WORK

ENVIRONMENT PROVIDED BY THE COMPANY.

TABLE NO:5

WORK

ENVIRONM

ENT

FREQUEN

CY

PERCE

NT

HIGHLY

SATISFIED 25 50

SATISFIED 12 24

NEUTRAL 13 100

TOTAL 50 100

CHART NO:5

HIGHLY SATISFIED SATISFIED NEUTRAL0

5

10

15

20

25

30

WORK ENVIRONMENT

FREQUENCY

INTERPRETATION

From the above table it is seen that ,25 % of the employees are highly satisfied with the safety

appliances provided,12% of the employees are satisfied and 13% of the employees are neutral.

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From this we can infer that more number of employees are highly satisfied with the safety

appliances provided by the company.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE MEDICAL

FACILITIES PROVIDED BY THE COMPANY.

TABLE NO:6

MEDICAL

FREQUEN

CY

PERCE

NT

HIGHLY

SATISFIED 16 32

SATISFIED 16 32

NEUTRAL 10 20

HIGHLY

DISSATISFIE

D 8 16

TOTAL 50 100

CHART NO: 6

HIGHLY SA

TISFIE

D

SATIS

FIED

NEUTR

AL

HIGHLY DISS

ATISFIE

D 048

1216

MEDICAL FACILITIES

FREQUENCY

INTERPRETATION

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From the above table it is seen that , 32%of the employees are highly satisfied with the medical

facilities provided,32% of them are satisfied ,20% of them are neutral and 16%are highly

dissatisfied. From this we can infer that more number of employees are satisfied with the medical

facilities provided by the company.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE CANTEEN

FACILITIES PROVIDED BY THE COMPANY .

TABLE NO:7

CANTEEN

FREQUEN

CY

PERCE

NT

HIGHLY

SATISFIED 16 32

SATISFIED 21 42

NEUTRAL 9 18

HIGHLY

DISSATISFIE

D 4 8

TOTAL 50 100

CHART NO::7

HIGHLY SA

TISFIE

D

SATIS

FIED

NEUTR

AL

HIGHLY DISS

ATISFIE

D05

10152025

CANTEEN FACILITES

FREQUENCY

30

INTERPRETATION

From the above table it is seen that, 32% of the employees are highly satisfied with the canteen

facilities provided by the company,42% of them are satisfied,18% of them are neutral,8%of them

are highly dissatisfied. From this we can infer that more number of employees are satisfied with

the canteen facilities provided by the company.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE MOTIVATION

GIVEN TO EMPLOYEE .

TABLE NO :8

MOTIVATION TO

EMPLOYEE

FREQUENC

Y

PERCEN

T

HIGH 8 16

VERY HIGH 9 18

LOW 11 22

VERY LOW 2 4

MODERATE 20 40

TOTAL 50 100

CHART NO:8

HIGH VERY HIGH LOW VERY LOW MODERATE02468

101214161820

MOTIVATION TO EMPLOYEE

FREQUENCY

31

INTERPRETATION

From the above table it is seen that , 16%of the employees have high level of motivation,18% of

them have very high level of motivation,22% of them have low level of motivation,4% have very

low level of motivation and 40% have moderate level of motivation .from this we can infer that

more number of employees have moderate level of motivation from the company.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE MANAGEMENT

POLICIES PROVIDED BY THE COMPANY.

TABLE NO:9

MANAGEMENT

POLICES

FREQUEN

CY

PERCE

NT

ALWAYS 11 22

SOMETIMES 11 22

RARELY 26 52

NEVER 2 4

TOTAL 50 100

CHART NO :9

ALWAYS SOMETIMES RARELY NEVER0

5

10

15

20

25

30

MANAGEMENT POLICIES

FREQUENCY

INTERPRETATION

32

From the above table it is seen that , 22% of the employees says they are informed about the

policies always,22% of them says sometimes,52 % of them says rarely and 4 % says

never .From this we can infer that more number of employees are rarely informed about the

management policies. Because the management follows skeptic leadership styles, there is no

coordination between the employees and the organization and hence the employees are not

informed about the management policies.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE ALLOWANCES

PROVIDED BY THE COMPANY .

TABLE NO:10

ALLOWAN

CES

FREQUEN

CY

PERCE

NT

HIGHLY

SATISFIED 14 28

SATISFIED 20 40

NEUTRAL 16 32

TOTAL 50 100

CHART NO:10

HIGHLY SATISFIED SATISFIED NEUTRAL0

5

10

15

20

25

ALLOWANCES

FREQUENCY

33

INTERPRETATION

From the above table it is seen that, 28% of the employees are highly satisfied with the

allowances, 40 % of them are satisfied and 32% of them are neutral. From this we can infer that

more number of employees are satisfied with the allowances provided by the company.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE

INFRASTRUCTURE PROVIDED BY THE COMPANY.

TABLE NO:11

INFRASTRUC

TURE

FACILITIES

FREQUE

NCY

PERC

ENT

HIGHLY

SATISFIED 12 24

SATISFIED 29 58

NEUTRAL 7 14

DISSATISFIE

D 2 4

TOTAL 50 100

CHART NO:11

34

HIGHLY SA

TISFIE

D

SATIS

FIED

NEUTR

AL

DISSATIS

FIED

05

1015202530

INFRASTRUCTURE FACILITIES

FREQUENCY

INTERPRETATION

From the above table it is seen that , 24%of the employees are highly satisfied with the

infrastructural facilities provided by the company,58% of them are satisfied , 14% of them are

neutral,4% of them are highly dissatisfied.From this we can infer that more number of employees

are satisfied with the infrastructural facilities provided by the company.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE SAFETY

MEASURES PROVIDED BY THE COMPANY.

TABLE NO:12

SAFETY

MEASURE

S

FREQUEN

CY

PERCE

NT

YES 44 88

NO 6 12

TOTAL 50 100

CHART NO:12

35

SAFETY MEASURES

YESNO

INTERPRETATION

From the above table it is seen that ,88% of the employees are satisfied with the safety measures

provided by the company and 12% of them are not satisfied .From this we can infer that

majority of the employees are satisfied with safety measures provided by the company.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE GRIEVANCES

HANDLING .

TABLE NO:13

GREIVANCES

HANDLING

FREQUEN

CY

PERCE

NT

ALWAYS 4 8

SOMETIMES 24 48

RARELY 16 32

NEVER 6 6

TOTAL 50 100

36

CHART NO:13


5

10

15

20

25

GRIEVANCES HANDLING

FREQUENCY

INTERPRETATION

From the above table it is seen that, 8%of the employee says the company always helps in

grievances handling , 48% of them say sometimes ,32 % of them says rarely and 6% of them

says never. From this we can infer that more number of the employees says that the company

helps in grievances handling sometimes.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE LEVEL OF

FREEDOM PROVIDED BY THE COMPANY.

TABLE NO:14

LEVEL OF

FREEDOM

FREQUEN

CY

PERCE

NT

HIGH 7 14

VERY HIGH 6 12

LOW 25 50

MODERATE 12 24

TOTAL 50 100

37

CHART NO:14

HIGH VERY HIGH LOW MODERATE0

5

10

15

20

25

LEVEL OF FREEDOM

FREQUENCY

INTERPRETATION

From the above table it is seen that , 14% of the employees have high level of satisfaction in the

level of freedom provided by the company,12%of them have very high level of satisfaction,50%

of them have low level of satisfaction and 24% of them have moderate level of satisfaction.

From this we can infer that there is no cordial relationship between the employee and the

management hence more number of employees have low level of satisfaction.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE JOB

SATISFACTION.

TABLE NO:15

JOB

SATISFACTI

ON

FREQUEN

CY

PERCE

NT

ALWAYS 27 54

SOMETIME

S 11 22

RARELY 8 16

NEVER 4 8

38

TOTAL 50 100

CHART NO:15


5

10

15

20

25

30

JOB SATISFACTION

FREQUENCY

INTERPRETATION

From the above table it is seen that , 54%of the employees says that they are always satisfied

with their job,22% of them says they are sometimes satisfied ,16%of them says they are rarely

satisfied and 8% of them say they are never satisfied. From this we can infer that more number

of employees are highly satisfied with their jobs.

SATISFACTION LEVELS OF THE EMPLOYEES BASED ON THE

COMMUNICATION BETWEEN SUPERVISORS AND EMPLOYEES.

TABLE NO:16

COMMUNICATION BETWEEN

SUPERVISORS AND EMPLOYEES

FREQUENC

Y

PERCEN

T

HIGH 9 18

VERY HIGH 7 14

LOW 8 16

VERY LOW 2 4

39

MODERATE 24 48

TOTAL 50 100

CHART NO :16

HIGH

VERY H

IGHLO

W

VERY L

OW

MODERATE

0

10

20

30

COMMUNICATION BETWEEN SUPERVISORS AND EMPLOY-

EES

FREQUENCY

INTERPRETATION

From the above table it is seen that , 18% of the employees high level of satisfaction in

communication between supervisors and employees,14%of them have very high level of

satisfaction,16% of them have low level of satisfaction,4% of them have very low level of

satisfaction and 48% of them have moderate level of satisfaction. From this we can infer that

there is no cordial relationship between the employees and the supervisors.

40

DESCRIPTIVES

N Mean Std. Deviation Std. Error

95% Confidence Interval for

Mean

Minimum Maximum

WELFA

RE

MEASU

RES Lower Bound Upper Bound

MALE 24 9.7917 3.29663 .67292 8.3996 11.1837 5.00 18.00

FEMAL

E26 10.6538 2.79918 .54896 9.5232 11.7845 7.00 16.00

Total 50 10.2400 3.04765 .43100 9.3739 11.1061 5.00 18.00

TEST OF HYPOTHESIS

ONE WAY ANNOVA

TEST BETWEEN GENDER AND WELFARE MEASURES

TABLE NO: 17

41

INTERPRETATION

H0-Null hypothesis- There is no difference in welfare measures among male and female.

H1-Alternate hypothesis-- There is difference in welfare measures among male and female.

From the above table, it can be inferred that the calculated value is .99 and significance value is

0.323 which is more than table value 0.05, hence reject alternative hypothesis. Hence there is no

difference in welfare measures among male and female.

42

ANOVA

WELFARE

MEASURES

Sum of

Squares df Mean Square F Sig.

Between Groups 9.277 1 9.277 .999 .323

Within Groups 445.843 48 9.288

Total 455.120 49

TEST BETWEEN EXPERIENCE AND WELFARE MEASURES

TABLE NO: 18

Descriptives



Mean

Minimum Maximum

WELFARE

MEASURES Lower Bound Upper Bound

0-1 Yrs 18 11.3333 3.74166 .88192 9.4727 13.1940 7.00 18.00

1-5 Yrs 10 10.6000 2.45855 .77746 8.8413 12.3587 7.00 14.00

5-10 Yrs 20 9.2000 2.46235 .55060 8.0476 10.3524 5.00 13.00

Above 10 Yrs 2 9.0000 .00000 .00000 9.0000 9.0000 9.00 9.00

Total 50 10.2400 3.04765 .43100 9.3739 11.1061 5.00 18.00

43

ANOVA

WELFARE

MEASURES

Sum of


Between Groups 47.520 3 15.840 1.788 .163


Total 455.120 49

INTERPRETATION

H0-Null hypothesis- There is no differences in welfare measures among different experience

groups.

H1-Alternate hypothesis-- There is differences in welfare measures among different experience

groups.

From the above table, it can be inferred that the calculated value is 1.788 and significance value

is .163 which is more than the table value 0.05, hence reject alternative hypothesis. Hence there

is no differences in welfare measures among different experience groups.

44

TEST BETWEEN QUALIFICATION AND WELFARE MEASURES

TABLE NO:19

Descriptives



Mean

Minimum Maximum

WELFARE

MEASURES Lower Bound Upper Bound

Below Hr Sec 8 8.5000 1.30931 .46291 7.4054 9.5946 7.00 10.00

Hr Sec 12 8.8333 .93744 .27061 8.2377 9.4290 8.00 10.00

UG 16 10.3750 3.09570 .77392 8.7254 12.0246 5.00 14.00

PG 14 12.2857 3.75046 1.00235 10.1203 14.4512 7.00 18.00

Total 50 10.2400 3.04765 .43100 9.3739 11.1061 5.00 18.00

45

ANOVA

WELFARE

MEASURES

Sum of


Between Groups 106.846 3 35.615 4.704 .006


Total 455.120 49

INTERPRETATION

H0-Null hypothesis- There is no difference in welfare measures among different qualification

groups .

H1-Alternate hypothesis-- There is difference in welfare measures among different qualification

groups .


is .006 which is less than table value 0.05, hence accept alternative hypothesis. Hence there is

difference in welfare measures among different qualification groups .

46

TEST BETWEEN AGE AND WELFARE MEASURES

TABLE NO: 20

47

Descriptives



Mean

Minimum Maximum

WELFAR

E

MEASUR

ES Lower Bound Upper Bound

18-25 18 9.5556 1.72259 .40602 8.6989 10.4122 7.00 13.00

26-35 17 12.8824 3.17967 .77118 11.2475 14.5172 7.00 18.00

36-45 7 7.8571 2.67261 1.01015 5.3854 10.3289 5.00 10.00

ABOVE

458 8.2500 .46291 .16366 7.8630 8.6370 8.00 9.00

Total 50 10.2400 3.04765 .43100 9.3739 11.1061 5.00 18.00

ANOVA

WELFARE

MEASURES

Sum of


Between Groups 198.554 3 66.185 11.866 .000


Total 455.120 49

INTERPRETATION

H0-Null hypothesis- There is no difference in welfare measures among different age groups

H1-Alternate hypothesis-- There is difference in welfare measures among different age groups.


is .000, hence accept alternative hypothesis. Hence there is difference in welfare measures

among different age groups.

48

CHAPTER:5

5.1 FINDINGS

Most of the employees falls in the age group of (18-35) years .There are equal number of

employees in both male and female. Most of the employees who are working in hidesign are

under and post graduated. More than 40% of the respondents are working for the period of 5-10

years.

More than 50% of the respondents of hidesign are highly satisfied with the safety measures that

has been implemented. More than 60% of the respondents of hidesign are satisfied with the

medical facility. More than 70% of the respondents are satisfied with the canteen facility. Most

of the respondents are satisfied with the working condition. Most of the employees are satisfied

with the welfare and safety measures .Most of the employees are satisfied with the infrastructure

and allowances

More than 34% of the employees are satisfied with the motivation given by the company. Most

of the employees are moderately satisfied with relation between supervisor and workers very few

are satisfied .Most of the employees are not satisfied with the grievances handling system in the

company. Most of employees are not having the clear knowledge about the management policies

and future plans of the company.

5.2 SUGGESTIONS AND RECCOMENDATIONS

The company can improve the grievance handling system so that they can increase the

employee satisfaction.

The company can concentrate on improving the motivating factors to the employees as it

can improve the employee morale.

The relationship between the supervisors and the employees can be improved as it helps

increasing the employee satisfaction.

49

5.3 CONCLUSION

The study on effect of welfare measure on employee morale helps the management to

know the satisfaction level of the employees about the welfare measure provided by the

company. From this study we can infer that the majority of the employees are satisfied with the

welfare measures. The company can concentrate on other factors like grievances

handling ,motivating the employees to boost the employee morale. The employee morale is good

in the company. It is found that the effect of welfare measure on employee morale in this study is

about 25%.

50

CHAPTER:6

6.1 LIMITATIONS OF THE STUDY

The time period of the study is very short, so elaborate study was not made.

Only certain factors are considered in this study to measure the effect of welfare

measure on employee morale.

The conclusions and suggestions were formed based on employee’s spot response.

Some false information may be given by the employee

6.2 SCOPE FOR FURTHER STUDY

The sample size taken for this study is only 50, it can be extended to a larger sample

The study can be done by considering some other factors to measure the employee

morale

This study can be used to measure the satisfaction level of employee.

This study can also be extended to the other production centers of the company.

51

CHAPTER:7

7.1 QUESTIONNAIRE

PERSONAL DATA

1. Age:

(a) 18-25 (b) 26-35 (c) 36-45 (d) Above 45

2. Gender:

(a) Male (b) Female

3. Educational Qualification:

(a) Below Hr Sec (b) Hr Sec (c) UG (d) PG

4. Experience:

a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs

5. Designation:

6. Are you satisfied with the work environment?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied

7. Specify the level of satisfaction on medical facilities provided.

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied

8. Specify the level of satisfaction on Canteen facility

A) Highly satisfied B) satisfied C) neutral D) dissatisfied E) highly dissatisfied.

52

9. Specify the level of satisfaction of other allowances provided.

A) Highly satisfied B) satisfied C) neutral D) dissatisfied E) highly dissatisfied

10. Infra-structural facility:

Specify the level of satisfaction

A) Highly satisfied B) satisfied C) neutral D) dissatisfied E) highly dissatisfied.

11. Level of communication between supervisor and employee

(a) High (b) Very high (c) Low (d) Very low (e) Moderate

12 .Level of motivation given to employee

(a) High b) Very high (c) Low (d) Very low (e) Moderate

13. Are u informed about all the management policies?

(a) Always (b) Sometimes (c) Rarely (d) Never

14. Does the management solve all your grievances?


15. Level of freedom to express your ideas?

(a) High (b) Very high (c) Low (d) Very low (e) Moderate

16. Are you satisfied with the work you do.


17. In general are you satisfied with the welfare and safety measures given by Management?

(a) Yes (b) No

53

7.2 BIBLIOGRAPHY

BOOKS :

1. Kothari C.R., Research methodology, published by Tata Mc Graw-Hill Publishing Company

Ltd., 13t h

Edition, 1982.

2. Gupta, S.P., and Gupta, M.P., Business Statistics, Published by Sultan Chand & Sons, 7th

Edition,

1989.

3. Personnel Management by C.B.Mamoria & S.V.Gankar, Published by Himalaya Publishing

House.

54

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