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Introduction

CHAPTER I

1.1 OUTLINE OF THE PROJECT All industries are made up of people and function through people, without people no industries exist. The resources for men, material and machinery are collected, co-coordinated and utilized through people. Human resource by themselves fulfill the objectives of an industries, they need to be united into a team. it is through the combined effects of people that material and monetary resource are effectively utilized for the attainment of common objectives without unity of no industry can achieve its goal.

According to Urwick. L.F., Business houses are made broken in the long run not by market, capital, patents or equipment but by men

Of all the resource, manpower is the only resource, which does not depreciate with the passage of time. Hence it is the duty of every employer to safeguard the resource because without human resource no industrial unit can survive.

In every industrial unit the human resource requires some basic facilities inside the premises to perform the job properly. These basic facilities are termed as welfare measures in the Factories act 1948. The need for adoption of welfare measures as a means to increase the workers productive efficiency, to keep up these moral and for the maintain of industrial peace which has then realized by all section of the society. The main objectives of this provision are to provide basic welfare amenities to the workers, while working in the factories. 1.1.1 INTRODUCTION TO THE STUDY1. Employee welfare work aims at providing service facilities and Amenities which enable the workers employed in an organization to perform2. Their work in healthy congenial surrounding conductive to good health and High morale.3. Employee welfare is a comprehensive term including various services, Benefits and facilities offered by the employer. 4. Through such generous fringe benefits the employer makes life worth living for employees. 5. The welfare amenities are extended in additional to normal wages and other economic rewards available to employees as per the legal provisions.NEED FOR THE STUDY

Government has passed many acts to provide facilities to the workers in factories. This study evaluates the extend of welfare facilities available in Fenner India Ltd

SIGNFICANCE OF THE STUDY

In the present industrial scenario, the basic aim of every organization is to achieve optimum production of high quality and earn adequate profits to survive in the field, in this context various welfare measures are undertaken so as to promote good industrial relations and create congenial atmosphere. The employers have to satisfy all the needs of employees to make better profits. Besides giving good wages, the welfare facilities given to them play a vital role in achieving their objectives. By providing good welfare facilities, the workers feel a better working condition.DIAGRAMATIC REPRESENTATION OF THE STUDY

1.1.2 SCOPE OF THE STUDY

The various components of welfare facilities are washing storing, drying and clothing, sitting first aid appliances, canteen, shelters, restroom, lunch room, crches, welfare offers, ventilation & temperature, drinking water, latrines & urinals, spittoons 1and lighting.

The study is confined into the workers in different categories such as drivers, supervisor, permanent and temporary workers.

1.1.3 PROBLEM DEFENITION

The problem is characterized by how the welfare is provided for the employees in the Fenner India(ltd) and the morale of the employees and in what ways it can be improved.It is defined by three basic steps Listening to the employees

Measuring the current welfare measures level through questionnaires

Identify the problem areas

Taking necessary steps to overcome the problems facedWHAT IS HRM?

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.

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 ENVIRONMENT1) 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

Lunch

Rest room

Crches

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

4) Economic Services

Employees co-operative societies

Grain shops and fair price shops 5) Study of the working of welfare Acts

Factories Act

Employees state insurance act

Minimum wages act

6) Social Work in industrial Setting

Family Planning

Employee counselingEMPLOYEE SERVICES AND BENEFITS

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

EMPLOYEE MORALE - DEFINITION

According to Yoder morale is a feeling, somewhat related to esprit de corps, enthusiasm or zeal. Fippo has described morale As 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 organizations 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 organizations structure which facilities the flow of work and

The size of the organization.CRITERIA THAT DETERMINES MORALE 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 employees educational level and occupational level.

TYPES OF MORALE

Morale is generally referred to as high morale. According to McFarland, high morale exists when employee attitudes are favorable to the total situation of a group and to the attainment 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, ones 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.

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.

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.

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.

1.1.4 OBJECTIVES OF THE STUDY

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

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

Secondary objective

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.

1.1.5 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 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.

A 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.

1.1.5.1 SOURCES OF DATA

Primary data

The primary data are collected from the employees of FENNER through a direct structured questionnaire.

Secondary data

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

1.1.5.2 SAMPLING SIZE AND TECHNIQUE

Size of the sample

It refers to the number of items to be selected from the universe to constitute as a sample. In this study 50 employees of FENNER in Chennai was selected as size of sample.

Sample design

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.

1.1.5.3 STATISTICAL TOOLS USEDTo analyze and interpret collected data the following statistical tool were used.

1) Percentage method

2) Weighted average method

3) Chi-square analysis

4) Correlation

5) Regression

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

x 100

Percentage of respondent =

Total no of respondentsWeighted average method

The weighted average method can be calculated by the following formula. This tool is used to find the rank given by the respondents to the welfare measures. It can be calculated as

Here

XW represents the weighted average

X represents the value of variable

W represents the weight given to the variable.Chi-square analysis

Chi-square analysis in statistics is to test the goodness of fit to verify the distribution of observed data with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual and expected frequencies.

The formula for computing chi-square is as follows.

The calculated value of chi-square is compared with the table of chi-square for the given degrees of freedom at the specified level of significance. If the calculated value is greater than the tabulated value then the difference between the observed frequency and the expected frequency are significant. The degrees of freedom is (n-2) where n is number of observed frequencies and in case of contingency table the degrees of freedom is (C-1) (R-1) where C is number of columns and R is number of rows.

It is used to find the relation between communication in work place and work satisfaction. It is used to find the relation between welfare satisfaction and work satisfaction it is used to find the relation between experience of respondents and work satisfaction

Correlation

The correlation analysis deals with association between two or more variables. The correlation does not necessary imply causation or functional relationship though the existence of causation always implies correlation. By itself it establishes only co- variance. It is used to find the degree of relationship between motivation and work satisfaction.

Cov(x, y)

(x X (y

Here,

r = co-efficient of correlation

Regression

The Regression analysis deals with the nature of association between two or more variables. In regression analysis we are concerned with the estimation of one variable for a given value of another variable on the basis of an average mathematical relationship between the two variables.

1.1.6 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 employees spot response.

Some false information may be given by the employee1.2 COMPANY PROFILE:

Fenner India Limited, established in 1929, is a member of the JK Organization, one of Indias top Industrial houses with diversified interests and assets exceeding US$ 1.6 billion

Fenner Indias product lines include Industrial and Automotive Belts, Oil Seals, Power Transmission Accessories for the OE and Replacement Markets and Textile Yarn.

Fenner (India) Limited is the largest manufacturer of Industrial and Automotive V-Belts, Oil seals and Power Transmission Accessories in India. With a large Sales and Distribution network across the country and a strong brand image, Fenner is undoubtedly the market leader in India.

Fenner India's emphasis on quality and customer satisfaction has earned respect and endorsement from major OEMs. The company is a pioneer and has been a market leader both in terms of new product development and market reach. Fenner India has regularly introduced state-of-the-art latest products both for domestic and international markets. Today eight out of ten automobiles in India have at least one Fenner Belt or Oil Seal in it.

Apart from being the domestic market leader, Fenner India is also one of the big exporters of V-Belts and Auto Belts in the country with products being exported to over 40 countries, including North and South America, Europe, Australia and South Africa.

VISION

To Position Fenner (India) Limited as a globally competitive player in Belts and Oil seals.

We have 3 state-of-art Manufacturing facilities and a sophisticated R&D center.

Our Distribution network is the largest in India in the Industry and we export to over 50 countries. We work on SAP R/3 platform. Employee profile- Professionally managed, 3000 strong employees. Our well-experienced team is young with an average age of 36 years, dedicated to Customer

MANUFACTURING AND QUALITY SYSTEMS:

Fenner India has 3 state-of-art manufacturing facilities at Madurai, Chennai and Hyderabad. The first manufacturing facility was established in 1955 in the 'Temple City' Madurai, southern India, which is the largest facility today.

In-process Quality control, careful choice of raw materials, technological up gradation has ensured complete product reliability and high levels of customer satisfaction.

Best Manufacturing Practices followed by Fenner India:

Lean Manufacturing

TQM

Poke Yoke (Error Proof)

5SFenner India has been awarded the following Quality Certifications: ISO 9001:2000 for Design and Manufacturing of V Belts for Industrial Applications.

ISO/TS 16949: 2002 for Design and Manufacture of V Belts, Timing Belts, Oil Seals and Moulded Rubber Parts for Automotive applications.

API- American Petroleum Institute accredited License No: 1B-0009 - the only Company in Asia to have the coveted accreditation.

ISO 14001:1996 Environmental Management System Standard.

TECHNOLOGY:

Technology Center employs state-of-the-art techniques, starting from simulation studies using Finite Element Analysis, all the way to validation through rigorous indoor testing. The Center has the best in class testing facilities for Raw Materials, In-Process components and Finished Products like Industrial and Automotive Wrapped Belts, Raw Edge Cogged Belts, Poly-V belts, Timing Belts and various types of Oil Seals.

Apart from product development, our experts also work closely with OEMs for Continuous Upgradation of belt drive system and provide sealing solutions.

Our technological efforts have made it possible for us to remain fully competitive in the global market by continuous development of a large range of new products such as Poly F Plus belts, Heavy Duty belts, Kevlar Cord belts, EPDM belts and many others.

PRODUCTS:

FOR THE INDIAN MARKET

Industrial Power Transmission Products Belts

Power Transmission Accessories Automotive Products

OEM Replacement Market

Automotive Belts Oil seals

FOR THE FOREIGN MARKET

Industrial Power Transmission Products Belts Power Transmission Accessories Agricultural Products

Belts Automotive Products

Belts OilsealsINDIAN BRANDS FOREIGN BRANDS

Power flexes F&F

Pioneer,fenner Top drive.

fenner Top drive endurance plus

Multi pull Top drive cog power

Power TranEco drive

Polv-f plus

TEXTILES

Fenner India diversified into the manufacture of Cotton Textiles Yarn in the year 1992. Fenner India has two Textile manufacturing units with the following facilities:

Manavasai, Karur : 12000 spindles

Pattukonampalli, Salem : 23000 spindles and 768 rotors

Keeping in line with its tradition and with clear conviction on customer

satisfaction, Fenner Textiles has over the years reoriented its capabilities both quantitatively and qualitatively by furthering its state-of-the-art ISO 9002 certified manufacturing facilities

Today, Fenner India's Textile division manufactures a wide variety of hosiery yarn, warp yarn and sewing threads used in high fashion cotton knit woven garments. The range includes superior combed and carded yarn for knitting and weaving -2ply and 3plyYarn.

Products :

Cotton Yarn : 18 TPD carded and combed ring spurn, hosiery, warp yarn and 5 TPD OE yarn. Specialty Textiles : Knit Fabrics : Grey/White for ready use in garment manufacturing Woven Fabrics: Industrial fabrics for belt and abrasive manufacturers

Markets: Apart from catering to the domestic market, Fenner India textiles division exports to the Middle East, Asia Pacific, and Europe.

Fenner Schemes

Scratch Card Scheme for Maruti, Tata, Moped, Poly-V and Ecodrive Cogged belts. Monsoon Hungama Scheme was launched for sub-dealers in the industrial belts segment.

Fenner Celebrations Scheme was launched for retailers in the Replacement market.

Flights of Fantasy scheme was introduced for Dealers in.

1.3 PRODUCT PROFILE

Rubber is product that is known for its elastic property. Rubber is an established industry in India. Rubber is a frequently used material today. It is known for its elastic properties. Rubber can be of two types; natural and synthetic. Rubber is naturally produced by rubber plants that can be obtained and it can also be produced synthetically. Rubber industry in India was introduced by the British for commercial cultivation but the govt. of India has improved the scope of rubber production considerably. Today rubber and rubber related products are established industries in India.

ANCIENT RUBBER

Until recently modern thinkers believed rubber originated in 19th century Europe. According to a Tech Talk article published by Massachusetts Institute of Technology on Wednesday, July 14, 1999, Professor Dorothy Hosler, Assistant Professor Sandra Burkett and an undergraduate named Michael Tarkanian learned that the Mayan people in ancient Mesoamerica made and used rubber as long ago as 1600 BCE.

The ancient Mayan people used latex to make rubber balls, hollow human figures, and as bindings used to secure axe heads to their handles and other functions. Latex is the sap of various plants, most notably the rubber tree. When it is exposed to the air it hardens into a springy mass. The Mayans learned to mix the rubber sap with the juice from morning glory vines so that it became more durable and elastic, and didn't get quite as brittle. Both the rubber tree and the morning glory were important plants to the Mayan people- the latter being a hallucinogen as well as a healing herb. They two plants tended to grow close together. Combining their juices, a black substance about the texture of a gum-type pencil eraser was formed.

The rubber balls were about the size of a beach ball and weighed over 15 pounds (7 kilograms). These were used in an important ritual game called Tlachtlic. The game was a cross between football and basketball, but had religious significance as recorded in the Popul Vuh, a Mayan religious document. Spanish invaders in the sixteenth century reported that the game also involved gambling for various possessions including land and slaves. It is believed that the game ended in a human sacrifice at least some of the time. Versions of the game were played in the middle American region ranging from southern Arizona to northern South America. Native peoples in the region still make rubber in the same way.

VULCANIZED RUBBER

In 1736 several rolled sheets of rubber were sent to France where it fascinated those who saw it. In 1791, an Englishman named Samuel Peal discovered a means of waterproofing cloth by mixing rubber with turpentine. English inventor and scientist, Joseph Priestly, got his hands on some rubber and realized it could be used to erase pencil marks on sheets of paper.

Charles Goodyear, an American whose name graces the tires under millions of automobiles, is credited with the modern form of rubber. Before 1839, rubber was subject to the conditions of the weather. If the weather was hot and sticky, so was the rubber. In cold weather it became brittle and hard. Goodyear's recipe, a process known as vulcanization, was discovered when a mixture of rubber, lead and sulfur were accidentally dropped onto a hot stove. The result was a substance that wasn't affected by weather, and which would snap back to its original form if stretched. The process was refined and the uses for rubber materials increased as well. This new rubber was resistant to water and chemical interactions and did not conduct electricity, so it was suited for a variety of products. The process of making the rubber product improved as time went by, and now various chemicals are added before the mix is poured into molds, heated and cured under pressure.

An Englishman named Sir Henry Wickham collected about seventy thousand rubber tree seeds in Brazil in 1876 and took them to the East Indies where he started rubber plantations. In 1877 an American named Chapman Mitchell learned to recycle used rubber into new products.

MODERN RUBBER

Today about three quarters of the rubber in production is a synthetic product made from crude oil. World War II cut the United States off from rubber supplies worldwide, and they stepped up production of synthetic rubber for use in the war effort. There are about 20 grades of synthetic rubber and the intended end use determines selection. In general, to make synthetic rubber, byproducts of petroleum refining called butadiene and styrene are combined in a reactor containing soap suds. A milky looking liquid latex results. The latex is coagulated from the liquid and results in rubber "crumbs" that are purchased by manufacturersand melted into numerous products.

There is only one kind of natural rubber. Because the rubber plant only thrives in hot, damp regions near the equator, so 90% of true rubber production today occurs in the Southeast Asian countries of Malaysia and Thailand and in Indonesia. Indonesia's production has dropped in recent years and new plantations were started in Africa to take up the slack.

The Rubber Products industry is classified under the following categories:

SIC 15 Rubber Products Industry Establishments primarily engaged in manufacturing tires and tubes; rubber hose and belting; mechanical rubber goods; weather stripping (rubber and plastic); Pressure sensitive tape; rubber boot and shoe findings; tire re-treading materials, etc.

NAICS 3262 Rubber Product Manufacturing This industry group comprises establishments primarily engaged in processing natural, synthetic or reclaimed rubber materials into intermediate or final products using such processes as vulcanising, cementing, moulding, extruding and lathe-cutting.

Concordance between the SIC and NAICS classification systems is not exact. SIC 15 includes the following NAICS codes:

NAICS 313320 Fabric coating (Fabric, Rubberising)

NAICS 322220 Paper bag and coated & treated paper manufacturing (Cellophane adhesive tape, Manufacturing)

NAICS 332910 Metal valve manufacturing (Hose and tube assemblies, Manufacturing)

NAICS 339990 All other miscellaneous manufacturing (Rubber gaskets and gasket material manufacturing)

Oil Seals

Fenner India manufactures Oil Seals in its three TS 16949 certified manufacturing plants, with a combined annual volume of 30 million seals.

Applications

The company has proven expertise for the following applications:

Crankshaft front and rear Gearbox input and output shaft Camshaft Valve stem seals Clutch seals Brake main cylinder and wheel cylinders Wheel pinion Wheel hub seals

Crank Shaft Seals

Engine Oil Seals

Wheel Oil Seals

Valve Stem Seals

Responding to concerns of vehicle manufacturers for reducing warranty failures and extending seal life, Fenner developed PTFE seals for critical applications like crank shaft, tail pinion and gear box. The outstanding advantages of PTFE material - low friction, wide temperature range, fluid compatibility and dry run capability, combined with simple and rugged design eliminating garter spring, have found acceptance with premier OEMs in commercial vehicles and tractors. Fenner has special test facilities for validation, which include environmental ingress, high oil temperature and skewed fitment.

Under normal working conditions, it is enough to have the regular construction of seals. However, when the environment in which the seal works is different, such as puddling operations in tractors, heavy dusty atmospheres in the case of rear axles, PTO applications, etc., recourse has to be taken to different type of seal design.Unitised seal offers this advantage. While the cost is certainly higher than the normal seals, the functional advantages far outweigh the cost considerations

Technology and Innovation

The manufacture of tires has made significant technical advances over the years. For example, different compounding techniques made possible the development of the all season radial tire. This, in turn, has reduced the number of brands and types of tires, enabling longer production runs.

Technology-driven product differentiation will remain a strong force in the tire division. An anticipated technological advance is the development of run-flat tires. The development of the first all-steel reinforced passenger tire to replace polyester and rayon tire cord was recently announced. This ultratensile steel is the worlds strongest tire reinforcement material and is expected to be used worldwide to produce conventional as well as run-flat tires.

The Canadian rubber products industry is characterised by very low research and development (R&D) expenditures. As a result, this industry is dependent upon external source for technical know-how and innovation.

Developments in thermoplastic elastomer technology offer the potential for significant improvements in productivity and product quality. Thermoplastic elastomers exhibit the elasticity associated with rubber but, under appropriate conditions, are permanently deformable like plastics. This characteristic permits the use of plastic-processing technology to produce elastomeric products, offering significant cost and efficiency advantages over traditional rubber-processing methods.

The use of thermoplastic elastomers is expected to grow much faster than the market for industrial rubber products overall. Applications for which thermoplastic elastomers are replacing thermoset rubbers include seals, gaskets, hoses, flexible tubing, coated fabrics, weather stripping, sheeting, conveyor belting, boots on steering columns and air ducts in automobiles.

CHANGE DRIVERSEconomic/Market The domestic and international rubber tire and tube market has increasingly become a global one. This has led to a drive for greater efficiency and cost containment, which in turn has been responsible for greater integration of domestic producers with international markets.

Petrochemical feedstock price has a direct impact on the cost of rubber products manufacturing. Increasing energy costs result in significant pressure on profit margins.

On a global basis, the market is being continually rationalised and consolidated through mergers and acquisitions. In North America, the most lucrative tire market, the number of major tire producers has fallen from 11 in the 1950s to just three in the 1990s.

The rubber hose and belting division is subject to many of the same influences as the Tire and Tube division (although to a lesser degree). Globalisation has led to a drive for greater efficiency and cost containment. Accompanying this has been consolidation and integration of Canadian producers into a North American market.

The elimination of tariffs on rubber products under North American Free Trade Agreement (NAFTA) has shifted the Canadian rubber products industry from a domestic focus to a North American market orientation. The elimination of tariffs has forced the Canadian rubber products industry to become highly competitive.

The FTA and NAFTA provided a strong incentive for Canadian-owned companies to improve efficiency and competitiveness. This has been accomplished either through the establishment of commercial alliances with U.S. based firms, or through focussing production on a narrower product range aimed at the entire North American market.

Developments in the rubber hose and belting division are largely dictated by changes in the automotive industry. Over several decades, the number of belts and tubes in a typical vehicle engine has declined. At the same time, the remaining belts in the engine are more sophisticated, requiring changes in the manufacturing process.

Increasingly, multinational companies are rationalising their North American operations so plants manufacture greater volumes in a narrower range of products. Market rationalisation also means Canadian suppliers will focus on nearby Canadian and U.S. markets. The increased marketing and capital costs needed to improve competitiveness favour larger companies. The development of new partnerships and joint ventures with other companies may be essential for their continued participation in the marketplace.

CHAPTER II

2.1 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

Preserving Employee Morale during Downsizing

Karen E. Mishra, Gretchen M. Spreitzer and Aneil K. Mishra

Topic: Human Resource Management and Industrial Relations

Reprint 3927; winter 1998, Vol. 39, No. 2, pp. 8395

Mishra propose a four-stage approach to downsizing, gleaned from interviews and surveys that will retain workers' trust and sense of empowerment. The company should consider all stakeholders' needs survivors, laid-off employees, the community, local and national press, and any affected government agencies. The implementation of all the above, is the most important. Management should communicate frequently and be open and honest.

How to Boost Employee Morale

By Betsy GallupApril 9, 2006

The following are the ways to boost the employee morale.

Treat employees with respect

Show interest in your employees' personal lives

Allow your employees to gain ownership of their jobs by being part of the decision-making process

Create a pleasant work environment

Establish an employee recognition program

Give clear direction and set priorities.

Stand behind your employees. Be their greatest advocate.

Boost Employee Morale with an Employee Incentive ProgramBy: Trevor Marshall

Good managers know from their own observations that employee attitude affects their work and eventually the companys output.

It is essential that your incentive program will actually inspire and motivate them to work efficiently and not just be competitive with each other. Healthy competition among the companys employees is good but too much of it may also cause the company to disintegrate.

The company should still be very much hands-on with the whole employee incentive program to ensure that the outcome of the employee incentive program will be good.

Employee Welfare

By Regina Barr

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.

A series of study carried out by the labor bureau of India in a variety of Industries showed a large of women working in Manes did not have separate arrangements, latrines and rest rooms shelters and crches were in neglected condition (1979).

NATIONAL COMMISSION (1969) The report of this commission was appointed in

1966 had reviewed many aspects of labor welfare in India such as existing conditions of

their interest level of workers earnings, standard of living and various welfare facilities,

canteens, crches, housing, transportation, recreational facilities, provisions.

NATIONAL COMMISSION (1972) In conjunction with the passage of 1970 of the

Occupational Safety and Health Act Congress established a National Commission

undertake a compensation laws in order to determine if such provide an adequate,

prompt, equitable system of compensation.

EMPLOYEE WELFARE IN INDIA :

The chapter on the directive principles of state policy first 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 institution ofthe national life.

Article 39. The state shall, in particular, direct its policy towards security.

a). That the citizen, men and women equally, have the rights to an adequate means of

livelihood.

b). That the ownership and control of the material resource are so distributed so as to sub

serve the common good.

c). That the operation of the economic system does not result in the concentration of

wealth and means of protection to the common determine.

d). That there is equal work for both men and women, and Article 42. The State shall

make provision for securing just and human condition for work and for maternity relief.

CHAPTER III

DATA ANALYSIS AND INTERPRETATION

3.1.1 EXPERIENCE OF RESPONDENT

ExperienceFrequencyPercentage (%)

0-124.0

2-5510.0

6-101734.0

Above 102652.0

Total50100.0

Inference:

From the table it infers that 52% of respondent are experienced above 10 years and 4% are less than one year.

3.1.2 EXPERIENCE OF RESPONDENT

3.1.3 LEVEL OF SATISFACTION OF SAFETY MEASURES OpinionFrequencyPercentage (%)

Highly satisfied12.0

Satisfied1224.0

Neutral1224.0

Dissatisfied1938.0

Highly dissatisfied612.0

Total50100.0

Inference:

From the table it infers that 38%of respondent are dissatisfied with the safety measures and 24% of respondent are satisfied.

3.1.4 LEVEL OF SATISFACTION OF SAFETY MEASURES

3.1.5 LEVEL OF SATISFACTION OF MEDICAL FACILITY

OpinionFrequencyPercentage (%)

Highly satisfied1020.0

Satisfied2856.0

Neutral36.0

Dissatisfied612.0

Highly dissatisfied36.0

Total50100.0

Inference:

From the table it infers that 56%of respondent are satisfied with the medical facility and 12% of respondent are dissatisfied.

3.1.6 LEVEL OF SATISFACTION OF MEDICAL FACILITY

3.1.7 LEVEL OF SATISFACTION OF WORKING ENVIRONMENT

OpinionFrequencyPercent

Satisfied4080.0

Neutral816.0

Dissatisfied24.0

Total50100.0

Inference:

From the table it infers that 80%of respondent are satisfied with the working condition and 4% of respondent are dissatisfied.

3.1.8 LEVEL OF SATISFACTION OF WORKING ENVIRONMENT

3.1.9 LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND WORKEROpinionFrequencyPercentage (%)

Cordial3978.0

Moderate1020.0

Indifference12.0

Total50100.0

Inference:

From the table it infers that 78%of respondent are satisfied with the supervisor and 2% of respondent are dissatisfied.

3.1.10 LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND WORKER

3.1.11 LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERSOpinionFrequencyPercentage (%)

Cordial4182.0

Moderate816.0

Indifference12.0

Total50100.0

Inference:

From the table it infers that 82%of respondent are satisfied with the workers and 2% of respondent are dissatisfied.

3.1.12 LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS

3.1.13 LEVEL OF MOTIVATION GIVEN TO EMPLOYEE


Very high714.0

High1734.0

Moderate1224.0

Low1020.0

Very low48.0

Total50100.0

Inference:

From the table it infers that 14%of respondent are highly motivated and 8% of respondent are not motivated.

3.1.14 LEVEL OF MOTIVATION GIVEN TO EMPLOYEE

3.1.15 LEVEL OF FREEDOM GIVEN TO THE EMPLOYEESOpinionFrequencyPercentage (%)

Very High24

High1122

Moderate1530

Low1836

Very Low48

Total50100

Inference:

From the table it infers that 22% of the respondent feels that freedom given to them to express their ideas is high and 36% of the feel as low.

3.1.16LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES

3.1.17 STATUS OF GRIEVANCE HANDLING IN THE COMPANYOpinionFrequencyPercentage

Always1020

Sometimes2040

Rarely1326

Never714

Total50100

Inference:

From the table we infer that 40% of the respondents are satisfied with the grievance handling and 14% of the respondents are dissatisfied.3.1.18 STATUS OF GRIEVANCE HANDLING IN THE COMPANY

3.1.19 WORK SATISFACTION LEVELOF THE EMPLOYEE

OpinionFrequencyPercent

Always2346.0

Sometimes2346.0

Rarely48.0

Total50100.0

Inference:

From the table it infers that 46%of respondent are always satisfied with work and 8% of respondent are rarely satisfied.

3.1.20 WORK SATISFACTION LEVEL OF THE EMPLOYEE

3.1.21 SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES


Yes3366.0

No1734.0

Total50100.0

Inference:

From the table it infers that 33%of respondent are always satisfied with welfare and 34% of respondent are not satisfied.

3.1.22 SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES

3.2 STATISTICAL TOOLS

3.2.1 ANALYSIS OF OPINION OF RESPONDENTS REGARDING COMMUNICATION IN WORK PLACE AND WORK SATISFACTION (USING CHI-SQUARE)

Observed count

OpinionAlwaysSometimesRarelyTotal

Cordial95014

Moderate96621

Indifference77115

Total2518750

Expected count

OpinionAlwaysSometimesRarelyTotal

Cordial75214

Moderate10.57.62.921

Indifference7.55.42.115

Total2518750

Null Hypothesis:

H0: There is no significant difference between communication in work place and work satisfaction. CHI-SQUARE TESTSOE(O-E)2(O-E)2/E

9740.57

5500

0242

910.52.250.21

67.62.560.34

62.99.613.31

77.50.250.03

75.42.560.47

12.11.210.58

Calculated value = (O-E) 2 / E = 7.51

Degrees of Freedom = (R -1) (C-1) = 4

Tabulated value for 4 degrees of freedom at 5% level of significance is

9.48

Inference:

The calculated value is less than the tabulated value. H0 is accepted. Therefore there is no association between communication in work place and work satisfaction.

3.2.2 ANALYSIS OF OPINION OF RESPONDENTS REGARDING WELFARE SATISFACTION AND WORK SATISFACTION

(USING CHI-SQUARE)

Observed count:

Opinion AlwaysSometimesRarelyTotal

Yes2012133

No76417

Total 2718550

Expected count:


Yes17.811.93.333

No9.26.11.717

Total 2718550

Null Hypothesis:

H0: There is no significant difference between welfare satisfaction and work satisfaction.

CHI-SQUARE TESTS

OE(O-E)2(O-E)2/E

2017.84.840.27

1211.90.010

13.35.291.60

79.24.840.53

66.10.010

41.75.293.11

Calculated value = (O-E) 2 / E = 5.51


Tabulated value for 2 degrees of freedom at 5% level of significance is 5.99

Inference:

The calculated value is less than the tabulated value. H0 is accepted. Therefore there is no association between welfare satisfaction and work satisfaction.

3.2.3 ANALYSIS OF OPINION OF RESPONDENTS REGARDING EXPERIENCE OF RESPONDENT AND WORK SATISFACTION

(USING CHI-SQUARE)

Observed count:


0-11102

2-52215

6-10610117

Above 101410226

Total2323450

Expected count:


0-10.90.90.22

2-52.32.30.45

6-107.87.81.417

Above 1012122.126

Total2323450

Null Hypothesis:

H0: There is no significant difference between experience of respondent and work satisfaction.

CHI-SQUARE TESTS

OE(O-E)2(O-E)2/E

10.90.010.01

10.90.010.01

00.20.040.2

22.30.090.04

22.30.090.04

10.40.360.9

67.83.240.41

107.84.80.62

11.40.160.11

141240.33

101240.33

22.10.010.004

Calculated value = (O-E) 2 / E = 3


Tabulated value for 6 degrees of freedom at 5% level of significance is

12.59

Inference:

The calculated value is less than the tabulated value. H0 is accepted. Therefore there is no association between experience of the respondent and work satisfaction

3.2.4 ANALYSIS OF OPINION OF RESPONDENTS REGARDINGMOTIVATION GIVEN TO EMPLOYEE AND WORK SATISFACTION

(USING CORRELATION)

Observed Count

OPINION

FACTORSALWAYSSOMETIMESNEVERTOTAL

MOTIVATION(X)24121450

WORK SATISFACTION(Y)2819350

CORRELATION TABLE

XYX2Y2XY

2428576784672

1219144361228

143196942

Cov(x, y) = 1/n x y x y

= 1/3 (942-278)

= 35

(x = (1/n ( x2 x 2 = 1/3(916-278)

= 5.14

(y = (1/n ( y2 y 2

= 1/3(1154-278)

=10.28

Cov(x, y)

(x X (y

= 0.66

Inference:

The motivation given to employees and work satisfaction are positively correlated. The increase in motivation will increase the work satisfaction also.

3.2.5 ANALYSIS OF RANKING GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES

(USING WEIGHTED AVERAGE METHOD)

Observed Count

OPINION

FACTORSSATISFIEDNEUTRALDISSATISFIEDTOTAL

MEDICAL FACILITY3541150

INFRA STRUCTURE2791450

CANTEEN FACILITY2191450

CREDIT FACILITY26101450

WEIGHTED AVERAGE TABLE

RANKWEIGHTSFACTORS

Medical FacilityInfra structures FacilityCanteen FacilityCredit Facility

XWX1WX1X2WX2X3WX3X4WX4

1335105278121632678

224891814281020

311114141415151414

TOTAL50124501135010650112

CW2.482.262.122.24

RANK1243

CW (CALCULATED WEIGHT) = WXn / XnInference:

From the table it is inferred that employees ranks medical facility followed by infra structure with the canteen facility as last.

3.2.6 ANALYSIS OF OPINION GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES AND EMPLOYEE MORALE (USING REGRESSION METHOD)

Let X be the morale of the employee

Let Y be the satisfaction of welfare measures.

Observed Count

OPINION

FACTORSSATISFIEDNEUTRALDISSATISFIED

EMPLOYEE MORALE(X)1163648

WELFARE MEASURES(Y)281913

REGRESSION TABLE

XYX-XX-X2Y-YY-Y2(X-X) (Y-Y)

1162849244011130563

369-31936-858233

4813-19346-41367

Formula

bxy = ( x-x )( y-y )

( x-x )2

= 863/201

= 4.29

Regression Equation

X-X = bxy (Y-Y)

X = 4.3Y -6.1

Inference:

Excluding the constant, from the above equation we can infer that effect of welfare measure on morale is measure is found as1:4. Therefore we can conclude that the effect of welfare measure on employee morale is about 25%.

CHAPTER IV

4.1 FINDINGS OF THE STUDY

Most of the employees in the company are female. More than 50% of respondent are working for more than 10 years. Most of the respondents are highly satisfied with the medical facility. Most of the respondents are dissatisfied with the safety measure and only few are satisfied.

Most of the employees are satisfied with the working condition. Most of the respondents are satisfied with the motivation given by the company. Most of the respondents are satisfied with the relation between supervisor and workers. Most of the employees are satisfied with the relation between workers.

Most of the respondents are satisfied with the work. Most of the respondents are satisfied with the welfare measures. Most of the respondents are satisfied with the canteen facility. Most of the respondents are satisfied with the credit facility.

The communication in work place has no effect on work satisfaction. The welfare measure satisfaction has no effect on work satisfaction. The increase in employee motivation will increase the work satisfaction. The effect of welfare measures is about 25% on employee morale.

4.2 SUGGESIONS AND RECOMMENDATIONS

Since most of the employees are married the company can concentrate on crche facility. The company can improve the grievance handling system so that they can increase the employee satisfaction. The company can provide safety equipments to the employees. The salary increment for employees will increase the employee satisfaction and which in turn increase the employee morale.4.3 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 facility like crche facility, uniform, and safety measures 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%.

APPENDICES

A STUDY ON EFFECT OF WELFARE MEASURES ON EMPLOYEE MORALE QUESTIONNAIRE

PERSONAL DATA

1. Name

:

2. Age

:

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

3. Gender

:

(a) Male (b) Female

4. Educational Qualification:

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

5. Experience:

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

6. Total Salary:

7. Designation:

8. Safety Measures

:

8.1. Are you satisfied with the safety appliances in work place?

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

e) Highly Dissatisfied

9. Medical Facility

9.1 Specify the level of satisfaction

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

e) Highly Dissatisfied

9.2 Is there any periodical medical check up given to you

(a) Yes (b) No

10. ESI Benefits:

10.1 Do you have ESI car

(a) Yes (b) No

10.2 Do you get all the ESI benefits?

(a) Yes (b) No

11. Canteen facility

Specify the level of satisfaction

Highly SatisfiedSatisfiedNeutralDissatisfiedHighly Dissatisfied

Cleanliness

Hygienic

Serving

Price

12. Credit facility

12.1. Is any Advances and loan given to you are satisfied

(a) Very high b) high c) moderate d) low e) very low

Specify the level of satisfaction of other allowances


Transport allowance

Attendance allowance

Punctuality allowance

Education allowance

13. Infra-structural facility :

Specify the level of satisfaction


Rest room

Drinking water

Ventilation

Lighting

Toilets

Working environment

Transportation

14. Inter-relationship:

14.1. Relationship between co-workers

(a) Cordial (b) Moderate (c) Indifferent

14.2. Relationship between supervisor and workers.

(a) Cordial (b) Moderate (c) Indifferent

14.3. Level of communication between supervisor and employee

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

15. Level of motivation given to employee

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

16. Are u informed about all the management policies?

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

17. Does the management solve all your grievances?


18. Level of freedom to express your ideas?

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

19. Are you satisfied with the work you do.


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

(a) Yes (b) No

21. Suggestion for Improvements

BIBLIOGRAPHYBOOKS

1. Kothari C.R., Research methodology, published by Tata Mc Graw-Hill Publishing Company Ltd., 13th 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.WEBSITES

1. www.ncr.com2. www.fennerindia.comY= a + bX

r =

Cov(x, y) = 1/n x y x y

(x = (1/n ( x2 x 2

(y = (1/n ( y2 y 2

Chi-square = {(O-E)2 / E}

XW = WX / X

Measure on morale

Effect of welfare

WORK ENVIRONMENT

INTER RELATIOSHIP

JOB SATISFACTION

MOTIVATION

SAFETY

CREDIT FACILITY

INFRA

STRUCTURE

CANTEEN FACILITY

MEDICAL FACILITY

WELFARE MEASURES

EMPLOYEE MORALE

r =

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