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A STUDY OF LABOUR WELFARE MEASURES AT SAIL

SALEM STEEL PLANT

Project Report Submitted to North Orissa University, Baripada in Partial

Fulfillment of Requirement of award of Degree

Master of Business Administration

Submitted by

MAYADHAR JENA

Register No. 073MB024



CERTIFICATE

This is to certify that the project titled “A STUDY OF LABOUR WELFARE

MEASURES AT SAIL SALEM STEEL PLANT” submitted in partial fulfillment of the

requirement for the award of Master Degree in Business Administration is a record of original

research work done by MAYADHAR JENA with Register No.073MB024 during the period of

his study in the North Orissa University, under the supervision of Mr. Sekar, MBA, Faculty,

RVS Institute of Management Studies and Research, Coimbatore.

__________________ ________________

Internal guide Co-ordinator

Viva-voce conducted on ………………………………………………..



I, MAYADHAR JENA with the Register No. 073MB024 hereby declare that project

titled “A STUDY OF LABOUR WELFARE MEASURES AT SAIL SALEM STEEL

PLANT” has been prepared by me under the supervision of Mr. Sekar, MBA, Faculty,

Department of Management Studies, RVS Institute of Management Studies and Research,

Coimbatore. I further declare that this project has not been submitted to any other universities or

institution, for award of any degree or diploma recognition before. Further this is submitted on

partial fulfillment degree Master of Business Administration of North Orissa University,

Baripada.



ABSTRACT

In this project, an attempt has been made to study of the Welfare Measures available

at SAIL Salem Steel Plant (SSP).

The factories Act, 1948 lays stress on improved working conditions for the workers

employed in recognized industries. This Act implies providing better working conditions,

such as proper lighting, heat control, cleanliness, low noise level, toilet and drinking

facilities, etc.,

In SSP Welfare measures like Canteen, Education, Medical, Service dress,

Township, Monet, Motivational Scheme like incentive scheme for Non executives scheme,

and executives scheme, Market Executive Reward scheme, Nehru award, Jawahar award,

good work scheme, Suggestion scheme, Incentive for higher studies. SSP also provide

Advances like Festival Advance, Vehicle advance and House building advance etc.,

In order to study the objective, the data have been collected through Primary survey

by administrating a detailed questionnaire to section of the employees selected at random.

The sample size is 300 and is collected randomly. The simple percentage analysis is used

to know the satisfaction level of the employees regarding welfare measures. It is observed

that overall the workers are satisfied with the facilities.



ACKNOWLEDGEMENT

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CONTENTS



TITLE PAGE.NO

Abstract iii

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LIST OF FIGURES viii

CHAPTER 1 INTRODUCTION

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CHAPTER 2 OBJECTIVES OF THE STUDY

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3.1 Introduction 25

3.2 Research Design 25

3.3 Type of research 26

3.4 Sources of information 26

3.5 Sampling Design 26

CHAPTER 4 ANALYSIS OF DATA AND INTERPRETATION

4.1. Secondary data analysis 274.2. Primary data analysis 34

CHAPTER 5 FINDINGS, SUGGESTIONS

5.1 Findings 47

5.2 Suggestions 48

CHAPTER 6 CONCLUSION



6.1 Conclusion 49

APPENDICES 50

REFERENCES 60

LIST OF TABLES

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LIST OF FIGURES

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1.2.1 Organizational Structure 5

4.2.1 Satisfaction with regard to SSP hospital 35

4.2.2 Satisfaction with regard to Service Dress 38

4.2.3 Satisfaction with regard to MONET 39

4.2.4 Satisfaction with regard to Canteen 404.2.5 Satisfaction with regard to Education 42



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CHAPTER 1

INTRODUCTION

Under this chapter the significance of steel industry in India will be discussed with

Salem Steel plant as an example wherein the Welfare Measures offered by the industry to

its employees will be studied and analyzed in the following chapters.

1.1 THE STEEL INDUSTRY IN INDIA

1.1.1 Steel

Steel is circular for the development of any modern economy and it is

considered to be the backbone of human civilization. The level of per capita

consumption of steel is treated as an important index of the level of socio-

economic development and living standards of people in any country. It is a

product of large and technologically complex industry having strong forward and

backward linkages in terms of material flows and income generation. Deposits the

fact steel products are susceptible to corrosion and have a relatively high strength

to weight ratio, alternative materials have not been able to make many inroads into

its domain.

The steel industry in India symbolizes the general changes of a radical

nature, which have swept across the economic scene of the country during the

current decade. Latest technologies have been adopted and the outputs have

increased. The industry has moved up in the value chain and exports have risen



consequent to a greater integration with the global economy. The challenges that

confront Indian steel industry in the age of globalization are complex in nature

following the right strategy may help India to perform better in all areas in a

competitive world.

1.1.2. Steel Producers

There are mainly two types of steel producers, primary and secondary producers.

These two strategic groups together uses a mix of technologies, with much lesser degree

of backward integration and hold around 705 of the mild steel capacity in the Indian steel

industry. The third groups of tertiary producers were the mini-steel plants, using electric,

arc of induction furnaces and are very small in size.

1.1.3. Export of Steel in India

Exports in the first 5 years were mainly due to recession in the domestic iron

and steel market. Once domestic demand revived, exports declined. India once

again started exporting steel only in 1975 touching a figure of 1 million tones of pig

iron and 1.4 million tones of steel in 1976-77. Thereafter, exports again declined to

pick up only in 1991-92. When the main producers exported 3.87 lakh tones which

rose to 2.79 million tones in 1995-96 and 3.3 million tones in 2001-02.

India’s major market for steel and steel items include USA, Canada,

Indonesia, Italy, west Asia, Nepal, Taiwan, Japan, SriLanka and Belgium. The



steel industry has to gear up to meet domestic as Well as global competition terms

of product range, quality, and price.

1.2. STEEL AUTHORITY OF INDIA LIMITED

Steel Authority of India Ltd, (SAIL), India’s largest corporate entity, with its five

integrated steel plants, three special steel plants and Ferro-alloy plant forms the

backbone of Indian Steel Industry. From ordinary safety pin to sophisticated

industrial applications. Steel Authority of India Ltd. (SAIL) is India’s largest and one

of the world’s leading steel procedures with a turn over of 22,000 cr.

Its Central Marketing Organization (CMO) and the International Trade

Division (ITD) market within and outside India SAIL’s vast portfolio of long, flat and

tubular products respectively. By-products and chemicals are marketed directly by

the respective steel plants. SAIL’s Raw Materials division headquartered at

KOLKATTA, manages India’s second largest mines network.

SAIL is in the midst of organizational restructuring to bring greater focus on

its core business of making carbon steel. Making employees aware of the market

requirements, ensuring greater involvement of plants in marketing initiatives,

achieving cost leadership through rigorous cost cutting drives and rationalizing

manpower to bring down the total number of employees to competitive levels are

some other facets of the strategy to ensure sustained profitability and growth.

SAIL’s ability to continuously grow in different market condition reflects the inherent

strengths of the company to manage its operations under the varying and fast changing

business environment over a long span of time. Its reservoir of human talent and expertise

supported by the latest state-of-art the technology, forms the strength of its foundation.



In the new millennium, there is a strong focus on SAIL’s business activities for

customer satisfaction, adopting an approach for increased synergy between

production capability and market needs and ensuring supply of customized

products with shorter lead times.

The product mix is being continuously oriented to specific needs of different

market needs of different market segments. SAIL has been progressively investing

in technological up gradation of its plants and facilities for environmental

protection. Information Technology will be an important tool in providing

competitive advantage in the coming years. In the new millennium, the accent in

SAIL is to accelerate the process of change, adapt to emerging competitive

business environment and excel as a business organization both within and

outside India.

SAIL has four integrated steel plants namely Bhilai Steel plant (BSP) in

Chhatisgarh, Durgapur Steel Plant (DSP) in West Bengal, Rourkela Steel Plant

(RSP) in Orissa and Bokaro Steel Plant (BSL) in Jharkhand.

SAIL has three special steel plants namely Alloy Steel Plant (ASP) in West

Bengal, Salem Steel Plant (SSP) in Tamil Nadu and Visvesvaraya Iron and Steel

Plant (VISP) in Karnataka.



Figure 1.2.1 ORGANISATIONAL STRUCTURE

General Manager (W)

Deputy General Manager

Projects

Deputy General Manager

(MM@

Chief of Communication

Chief of

Finance Manager

Additional Chief Vigilance

Officer

*(&

Chief of Personal and

Administration

Executive

Director

Deputy GeneralManager

Deputy GeneralManager Quality

Deputy GeneralManagerOperation

Asst.General Manager

(Technical & Admin)

Asst.General Manager

Senior Manager Safety

Chief Personal Manager

Chief

Medical & Health

Senior Manager

(Town Administration)

Manager(Administration)



1.3. SALEM STEEL PLANT

SSP located at the hills of Kanjamalai in Salem, South India, is a special

steels unit of steel Authority of India. State-of the art facilities for Hot rolling, cold

rolling and Blanking have been established at Salem Steel through backward

integration over the years, sourcing the equipment and technical know-how, from

the leaders in the respective fields from around the world.

The government of Tamil Nadu commenced acquition of land in August 1970,

with 43.38 acres for the project inauguration. Later, on September 16, 1970 Smt.Indra Gandhi, Prime Minister, laid the foundation on stone for the Salem Plant.

This was followed by acquisition of around 3973 acres including the lands at

Yercard, Kuchikaradu and poolampatti, for the plant, railway siding, and township

and external water supply scheme.

Salem Steel Plant (SSP) is the youngest member of SAIL; the public sector

giant becomes the visitor to the latest technology and sophistication. To meet the

growing demand in 1970 the Prime Minister of India announced in the Loc Sabha

the decision of the government to setup a steel plant at Salem in Tamil nadu.

Based on the feasibility report the government made an investment decision in

1972, to establish an integrated special steel plant for the manufacture of stainless

steel, electrical steel and special sheets and strips.

On Sep 13, 1977, the detailed project Report was approved by the

government and sanction was accorded for implementation of first stage to be

completed in Sep 1981. Work progressed on schedule and the Hot Rolling Mill was

commissioned on March 13, 1992. SSP produced all thickness and finishes of its



product mix during the first year of operation itself stabilizing operation, the plant is

steadily building up its capacity and achieved a break even point at the end of the

third year of its operations 1984-1985.

Salem Steel Plant (SSP) is a premier producer of international quality

stainless steel in India. Commissioned in 1981, the plant has a capacity to roll

186000 tones of hot rolled carbon and stainless steel sheets and coils per annum.

The plant has gone beyond its designed capacity and successfully cold rolled

value added 0.13mm thick stainless steel. SSP can also supply hot rolled carbon

steel in thickness of 1.5, 1.4, 1.25 mm. Its products have become a household

name ‘Salem Stainless’ in the domestic market and are widely exported; besides

meeting the requirements of 100 percent export oriented units and free-trade

zones in India. In hot rolled special grade carbon steels, SSP has been recognized

as a well known manufacture of boiler quality steels, the plant is also supplying

LPG grade is 6240 steel in sheet form. The entire plant is certified for the ISO:

9001 quality assurance and ISO: 14001 Environment Management Systems.

Organization Goals

Mission

Sustained growth through internal generation of resources is the hallmark of

the corporate mission of SAIL.

Vision

To be the market leader and prosper in business through satisfaction of

customer needs by continual improvement in quality, cost & delivery of products

and services.

Core Values



1. Customer Satisfaction

Customer satisfaction is the priority of every employee and the purpose of

every job. This alone enables to achieve market leadership.

2. Concern for people

Developing competence and commitment of our people for enhancing their

contribution is necessary for achieving customer satisfaction.

3. Consistent profitability

Consistent and significant profitability must be the essential outcome of our

activities.

4. Commitment to Excellence

Harnessing the full potential of all resources through creativity, continuous

improvement and teamwork makes the best organization.



Achievement of Salem Steel Plant:

Besides these products, a conversion scheme was launched for producing

value-added products like dinner sets and doorframes. These products have

gained wide acclaim and popularity among the general public.

Quality is the hallmark of Salem Steel Plant. Strong adherence to quality is followed

in the plant since inception. Salem is the first among the SAIL plants to get ISO-9002

Certification. The plant has also achieved ISO Certification for its hot-rolling mill within year

of its commissioning.

Salem Steel Plant is equally effective in pollution control and environment

management. The plant is the first among the SAIL units to achieve zero discharge of

effluence and swage. This plant has won the SAIL Paryavaran Award consecutively for

three years.

Salem Steel Plant thus added another features to its cap; it has won the SAIL

Parayavaran Award for the year 1999. It has also won the Jawaharlal Memorial

National Award for pollution and energy conservation methods from the

International Greenland Society. The plant is also the first in the SAIL units to

achieve Zero discharge of effluence and sewage.



1.4. SCOPE OF WELFARE MEASURES

Labour, at all times, has been recognized as a separate factor of production. Any

work, whether manual or mental, which is undertaken for a monetary consideration is

called as labour. There have been differences of opinion with regard to the importance of

labour, but the fact remains that no production possible without an efficient labour force.

Labour investigations committee defines welfare as “anything done for intellectual,

physical, moral and economic and betterment of the workers, whether by employers, by

government or by other agencies or over and above what is normally expected on the part

of the contractual benefits or which workers have bargained”.

International labours organizations refers with regard to labour welfare as

such services, facilities and amenities which may be established in or in the vicinity

of undertaking to enable the persons employed in them to perform their work inhealthy, consequential surrounding and provided with amenities conductive to

good health and high morale.



1.4.1. Importance of Employee Welfare

The importance in the conditions of their life and work will lead to high

production and peace, which will ultimately lead to the national progress.

Employee welfare increases the productive efficiency of the workers and induce

them a new sprit of self-relation and consciousness. To save the workers from the

evils, to increase productivity efficiency of the workers and to make the country

more prosperous, labour welfare measures are essential for industry.

1.4.2. Definition

The term “employee” and “labour” is used interchangeably in the study unit. In this

study employee welfare refers to labour welfare. Efficiency of the workforce is directly and

indirectly linked with the conditions and environment under which they are required to

work. Even the most sincere employee cannot contribute his productivity is bound to

increase when he is comfortable at the workplace and he is conscious of the welfare

amenities.

If he is forced to work in inadequate light conditions or polluted air conditions,

his output potential will decline. Overacting of the environment are worse than

under heating although both are expensive in terms of decline in output since

respiratory ailments would be caused by both the conditions

1.4.3. Employee Welfare Activities

Employee welfare constitutes the provision of welfare work, which depends

for their observance on the compulsion of the government.



Voluntary

Voluntary facilities are the facilities, which are provided by the explorer voluntarily for

the benefit of the employees. Even though more provisions are becoming statutorily

obligatory, new avenues for voluntary welfare work are always opening up as a result of

new situations arising out of more accelerated pack of industry. So there is a vast scope

for employers to play their role in providing voluntary facilities.

Mutual welfare facilities are the joint enterprise of the workers to improve theirlot. This is a place where trade unions can play the active role and undertake manyprovisions for the betterment of the workers. But they are not much developed to

provide these facilities to the workers.

1.4.4. Employee Welfare Measures – An Overview

The following Acts provides these measures:

1. Factories Act 1948

2. Employees family pension scheme 1971

3. Employee state insurance Act 1948

4. Workmen’s compensation Act 1923

5. Payment of gratuity Act 1972.

6. Employees provident fund Act 1952

7. Maternity benefit Act 1961



Factories Act 1948

The existing law reacting to regulation of labour employed in factories inIndia is embodies in the factories act 1934. Experience of the working of the act

has revealed a number of defects and weakness, which hamper effectiveadministration. Hence the factories act 1948 was enacted and new changes wereintroduced to male health safety and welfare measures more appropriate to thefactory workers. The main object of this act is to protect factories act from being

subject to unduly long hours of bodily strain or manual labour. It also provides thatemployees should work in healthy and better sanitary conditions so far as the

manufacturing process will allow and precautions should be taken for their safetyand for the preventions on accidents.

1. Washing Facility (Sec.42)

In every factory adequate and suitable facilities (separately and adequatelyscreened for the use of male and female workers) shall be provided andmaintained for the use of the workers therein and such facilities shall be

conveniently accessible and shall be kept clean.

2. Facility for storing and drying clothing (Sec.43)

The state government may make rules requiring the provision of suitable places for

keeping clothing of workers not worn during working hours and for the drying or wet

clothing in respect of any factory or class of factories.



3. Facility for sitting (Sec.44)

Provision of status arrangement for workers obliged to work in a standingposition. In every factory, suitable arrangements for sitting shall be provided and

maintained for all workers who are obliged to work in a standing position. This hasbeen done in order that workers may take advantage of any opportunities for rest,

which may occur in the course of their work.

Provision of seating arrangement for workers doing work which can be done

in a sitting post if the workers in any factory engaged in a particular manufacturing

process or working in a particular room are able to do their work, the chief

inspector may require the occupier of the factory to provide such seating as may

be practicable.

4. First aid appliances (Sec.45)

At least one first-aid box with prescribed contents for every 150 workers.There shall in every factory be provided and maintained so as to be readilyaccessible during all working hours, first-aid boxes or cupboards with the

prescribed contents. There shall be at least one such box for every 150 workersordinarily employed at any one time in the factory.

First-aid box to have prescribed contents. Only the prescribed contents shallbe kept in a first aid box or cupboard. Most first-aid box to be in the charge ofresponsible person. Each First-aid box shall be kept in the charge of separate

responsible person who holds a certificate in the First-aid treatment recognized bythe state government. Further, such person shall always be readily available during

the working hours of the factory.

Ambulance room in a factory employing more than 500 workers. In everyfactory wherein more than 500 workers are ordinarily employed there shall be

provided and maintained an ambulance room containing the prescribed equipment.

The room shall be in the charge of such medical and nursing staff as may beprescribed and those facilities shall always be made readily available during the

working hours of the factory.



5. Canteens (Sec.46)

Canteen in factory employing more than 250 workers the state governmentmay make rules. The state government may make rules requiring that in anyspecified factory wherein more than 250 workers are ordinarily employed, acanteen shall be provided and maintained by the occupier for the use of the

workers.

6. Shelters, rest rooms and lunch rooms (Sec.47)

Provision for shelters, rest rooms. Lunch rooms in a factory employing morethan 150 workers. In every factory wherein more than 150 workers are, there shallbe a provision for shelters, rest rooms, lunch rooms where workers can eat meals

brought by them with provision for drinking water, however, any canteenmaintained in accordance with the provision of Sec 46 shall be regard as part ofthis requirement. Where a lunchroom exists, no worker shall eat any food in the

workroom.

7. Crèches (Sec.48)

Provision of crèches in factories employing more than 30 women workers. Inevery factory wherein more than 30 women workers are ordinarily employed, thereshall be provided and maintained a suitable room for use of children under the age

of 6 years of such women.

Crèches should be adequate lighted and ventilated and tobe under the charge of trained women. Rooms for use of children shall provide

adequate accommodation shall be adequately lighted and vent lighted.

Further they shall be maintained in a clean and sanitary condition shall beunder the charge of women trained in the care of children and infants. The locationand the standards in respect of construction, accommodation, furniture and other

equipment of rooms for use of children belonging to women workers.



8. Welfare officers

Employment of welfare officers in a factory employing 500 or more workers.

In every factory wherein 500 or more employees there shall be one welfare officer

for the purpose of marinating those facility.

Employees Family pension scheme – 1971

The family pension seeks to provide some monetary relief to the family

members of employees, who die in service, that is, before superannuating. In the

event of an employee’s death his family gets pension on a graded scale depending

on the employee’s last salary grade.

The range of pension is around Rs.50 to Rs.200. In addition to pension sum

of Rs. 1000. Is also paid as life insurance benefit. Those employees, who retire

from service, get a lump sum of Rs. 4000/- as retirement benefit, obviously under

the present scheme, retiring employees do not benefit from any sort of pension.

The employee, the employer and the state government contribute 1-1/6%

of the employee’s pay as contribution to fund. The central government pays the

administrative cost of the scheme.

Employees State Insurance Act 1948

This Act applies in the first instance to the personnel factories using power

and employing 20 or more persons. The objective of this act is to provide certain

benefits to employees. In case of sickness, maternity and employment injury and

to evolve a scheme for socio-economic welfare of the workers. The act covers all

factories and industries, which run on permanent basis, and it does not include any

seasonal factory.



Workmen’s compensation Act 1923

In 1923 the government of India passed the workmen’s compensation act

intended to provide for the compensation to those workman who sustain personnelinjuries by the accidents arising out of and in the course of their employment. The

act applies to all permanent employees employed in railways, factories, mines,

plantations, mechanically prepared vehicles construction work and certain

hazardous occupations of drawing a salary not exceeding Rs. 1000

The employer is liable to pay under this act, the compensation incase of

personnel injury by accident arising out of and in the course of employment. No

compensation is however payable if the incapacity of the worker, not resulting in

death.

The amount of compensation payable depends on the nature of injury and the

average monthly wages of the worker concerned for this purpose, injury has been

divided into three categories.

They are: a) Causing death, b) total or partial permanent disablement and

Temporary disablement. The rates of compensation are fixed for all type of injuries

according to wager ranges. If the period of disablement does not exceed 28 days,

no compensation is paid for the first thirty days.

Payment of gratuity Act 1972

The government has also passed the government of gratuity act 1972 under

which employees in factories. Since, oil fields, plantations, ports, railways,



companies, shops or other establishments are entitled to gratuity under completing

5 years of service, at the rate of ½ month’s wages for each completed years of

services subject to a maximum of 20 months wages. This scheme applies to

workers drawing a monthly salary of Rs. 1000 or less.

Employees Provident Fund Act 1952

The act was passed in 1952 covering factories employing 50 or more workers

in 6 major industries Viz., Iron and Steel industries, Textiles, Engineering, Cement,

Paper and Cigarettes. Establishment employing between 20 and 50 persons are

also exerted for 5 years. The employees and employers contribute 6 % of the total

emoluments.

The scheme covers every employee drawing as salary of Rs.100 or less and

who has completed one year continues service and actually worked for 240 days in

that period. A special reserve fund was made for making the payment to outgoing

members.

Maternity benefit Act 1961

Maternity benefit act 1961 has been passed to regulate the employment of

women in certain establishment for certain periods before and after childbirth to

provide different kinds of benefit to female wage earners.

Section (4) of this act prohibits of work by women under certain

circumstances.

1) Women shall not be employed during six weeks immediately following the day

of her delivery or miscarriage.



2) No pregnant women shall be made to do any work which involves long

hours of standing.

1.5. DUTIES OF WELFARE OFFICER

The duties of welfare officer shall be the following

a) To establish the conduct and hold consultations with a view to maintain

harmonious relation between the factory management and workers.

b) To bring the notice of the factory management the grievances of workers,

individuals as well as collective with a view to secure expeditions redress and to act as

liaison officer between the management and labour.

c) To study and understand ht point of view of labour in order to help the

management to shape and formulae labour polices to the workers in a language they can

understand.

d) To watch industrial relation with a view to use his influence in the event of dispute

between the factory management and workers to help and to bring about a settlement by

persuasive effect.

e) To advice the management and concern departments of the factory obligations,statutory or otherwise concerning regulations of working hours, maternity benefit, medical

scare compensation for injuries and sickness and other welfare and social benefit

measures.



1.5.1 Other duties

a) To advice and assist the management in the fulfillment of itsobligations statutory or otherwise concerning. Prevention of personnel injuries

and marinating a safe work environment, in such factories where a safetyofficer is not required to be appointed under the enabling provisions under

section 40B of Act.b) To promote regulations between the concerned

departments of thefactory and workers, which will bring about productive efficiency as well asamelioration in the working conditions and to help workers to adjust and

adopt themselves to their working environment.

c) To encourage the formulation of ht workers and joint productioncommittee, co-operative societies and welfare comities and to supervise their

works.

d) To encourage the provision of amenities such as canteens, crèchesadequate latrine facilities, drinking water, sickness and benefit schemes payment,

guarantee of loans and legal advice to workers.

e) To help the factory management in regulating grant of leave with wagesand explain to the workers. The provision relating to leave with wages andother leave privileges and to guide the workers in the matter of submission

of application for grant of leave for regulating authorized absence.

f) To advice the provision of welfare facilities, such as housing facilitiesfoodstuffs social and recreational facilities sanitation advice on individual,

personnel problems and education of children.

h) To work for the improvement of educational facility and promoteadoption of the family welfare measures among the workers. Welfare officers not

to deal with disciplinary cases or appear on behalf of the managementagainst workers.

No welfare officer shall deal with any disciplinary against a person employedin a factory or appear before a conciliation officer, court or tribunals on behalf of

the management. When he is required by a conciliation officer, court or tribunals to

appear as an indefinite witness.



CHAPTER 2

OBJECTIVES OF THE STUDY

2.1. Objectives

To study the existing welfare measures adopted by the organization

To identify the impact of the welfare measures upon the workers health and

productivity.

To pin point disparity in the existing welfare facilities.

To identify the place of deviation in the implementation of welfare measures

from the statutory regulation of the Factories Act.

To recommended suitable remedies related to welfare problem so as to

increase the job satisfaction and productivity of the employees.



2.2 Scope of the Study

The concept of labour is necessarily dynamic and has been interpreted in

different ways from country to country and time-to-time and even in the samecountry. According to the social institution degree of the industrialization and

general level of social and economic department. So also, the concept of welfare is

interpreted from various angles.

Labour welfare may be viewed as a total concept and as a relative concept.

The total concept is a desirable state of existence involving the physical, mental,

moral and economical well-being. These four elements together constitute the

structure of the welfare implies the welfare of man, his family and community.

All these three aspects are interrelated and work together in a three

dimensional approach. The relative concept of welfare implies that welfare is

relative, in time and place. It is a dynamic and flexible concept and hence its

meaning and content differ form time-to-time, industry-to-industry and country-to-

country depending upon the value system level of education, social customs and

degree of industrialization and general standards of a socio-economic department

of people.



2.3. Limitation of the study

This primary data is collected from these employees during their little leisure

hours and co-operation in responding to the schedule was not encouraging.So, 100% accuracy cannot be expected in this study.

This study deals with labour welfare measures and management relations

provided by SSP, to its employees.

For analysis, Labour welfare measures provided as per the provision of

Factories Act, 1948 and other voluntary welfare measures alone have been

taken in this survey.



CHAPTER 3

RESEARCH METHODOLOGY

3.1. Introduction

Research is a systemized effort in gain knowledge. It can also be referred to

as ‘the search of knowledge’. Research methodology is a technique used to

systematically solve a research problem. It helps the researcher to know which

research method and analysis could be utilized to bring out a possible solution for

a research problem. The researcher should know why a particular technique to the

project.

3.2. Research Design

Research design acts as the blueprint for the research by using this

framework the researcher moves step by step in to the research process. It

constitutes the basic forms for the collection, measurement and analysis of data.

Research design stands fro the advanced planning of the methods to be adopted

for collection of relevant data. Moreover it explains about the techniques to be

used in the analysis, keeping in view the objective of the research and availability

of staff, time and money. This research design was selected based on the

objective on the study and keeping in mind the time and availability of recourses

for the research.



3.3. Type of Research

The type of research design used in this project was the descriptive research.

Because, it helps to describe the characteristics of a particular group of people,working within a company. The characteristics of a work group may differ in many

ways in different companies. Each group may have separate reasons for exhibiting

such characteristics within the company. The descriptive study was carried out to

seek these reasons. Careful design of descriptive studies was necessary to ensure

the complete interpretation of the situation and to ensure minimum bias in the

collection of data.

3.4. Sources of Information

It is necessary for every research to have both primary data and secondary

data, without which the research would be inefficient. In this research the primary

data was collected by means of a structured questionnaire. The questionnaire

consisted of twenty-five questions inquiring various factors related to their Welfare

measures in SSP. The secondary data was collected through company profile,

journals, websites and other databases of the company. All these data were helpful

in carrying out the analysis.

3.5. Sampling Design

Sample design lays down all the details to be included in a sample. It is a

definite plan for obtaining a sample from a given population. The sampling

technique used was the simple random sampling. It was the method by which each

number of the population had a chance of being selected.



CHAPTER 4

ANALYSIS OF DATA AND INTERPRETATION

4.1. Secondary data analysis

The secondary data was collected through company profile, journals,

websites and other databases of the company. In SSP various facility are provided

to their employees. They are:

1. Canteen

2. Medical

3. Educational

4. Service Dress

5. MONET

6. Township

7. Recreation Facility

8. Motivational Scheme

a. Incentive scheme for Non_executives employees

b. Incentive scheme for executives employees

c. Incentive scheme for Market executive employees

d. Nehru award

e. Jawahar award

f. Good work Reward

g. Suggestion scheme

h. Incentive for higher studies



1. Canteen

In India, the Factories Act places the responsibility on State Government to

make rules that in any specified factory with more than 250 workers, a canteen

should be provided and canteen standards should be maintained.

Workers should have representation in the management of the canteens.

Each state government has framed its own rules. However, CLW in its survey

found that even where canteens are provided they are not well stocked. The CLW

has suggested that canteen legislation should be amended to empower state

government to make rules to meet the objective of nutrition. In the case of small

establishments the committee has suggested joint services as also in backward

areas.

Canteen, it feels should try to provide at least on balanced meal to workers

and allow them credit purchases so that it may make good use of the facility. The

items of expenditure in the running of the canteen, which are not to be taken into

account in fixing the cost of, specified meals.

There are 3 canteens available in SSP. Main canteen is placed in CRM

complex. One at HRM, another in Admin area. These canteens benefit about 800

employees every day. The menu for Tiffin and lunch are finalized on the basis of

the recommendation of a Committee consisting of representatives of union and

Management constituted for the purpose. The food serve in the canteen are

subsided to all the employees.



2. Medical

SSP has a full-fledged 40-bedded hospital in the township premises. All employeesand their dependent family members are provided with medical treatment at free of cost.

The services of hospital are extended to CISF personnel posted at SSP as well as the

general public residing near by villages. Over and above there is an Occupational Health

Center in the plant premises, which also attend to the cases with regard to industrial

hygiene. For the Occupational Health Center, one ‘Factory Medical Officer’ is appointed

and posted at OHC, as per statutory requirement.

3. Educational Facilities

Education, to the children of factory employees is a statutory requirement. There is

two-schools functioning in SSP Township for the benefit of the children of employees. One

at primary level and another at secondary level. Children of Non-employees also gain the

benefit of this school. More than 1000 students are studying in this school. Well-trained

graduate and postgraduate teachers are posted for coaching purpose. The children of

nearby village other than SSP employees in limited number are also benefited by the

service of this school. Over and above about 6 number of children who are socially back

warded are admitted to class I and given free education in this school every year.



4. Service Dress

All male and female employees of SSP are provided which dress once in every year.This service dress includes shirts, trouser, socks, belt, shoes for male employees and

saris, blouse and chapels for female employees. SSP also provide winter Dress to

employees posted in its offices in the north India.

5. MONET

Monet is a close circuit TV system that is operated with in the SSP Township. All

employees and their family members who live in the Township enjoy this facility. This

serves the purpose of communication among the family members of employees by

telecasting company events and information. News bulletin are telecast periodically

through MONET. TV channels are also telecast for the benefit of the employees and their

family members at concessional rate.

6. Township

SSP Township consists of above 832 numbers of dwelling units at about 70%

satisfaction of total employees. This units are categorized into A, B, C, C” and D type with

scooter shed and car shed facilities. The township also includes a marriage hall, recreation

club, auditorium, swimming pool, hall for tiny tall, cooperative stores, post office, bank, full-

fledged children park, etc.,



7. Recreation Facility

The facility provided for the recreation and the resourcesavailable for this purpose the importance accorded to it by the employer. Thesefacilities are sometimes provided at the workplace or community basis. It is also

recommended that small units could be lent a helping land by a state in organizingrecreation facility for its workers in industrial housing colonies.

Employers may also sponsor athletic teams or arrange picnics and group dinners for

members of their families. Needless to say such events are meant to bring together

employers and their families at one place so that they develop close affinity with one

another and a sense of belonging to the enterprise.

8. Motivational scheme

a. Incentive scheme for Non_executives employees

All non-executive employees are included in this scheme. It considers the monthly

monitory payment is made to the employees that are linked to the production and

profitability of the plant. The non-executive employees are posted at Salem, Chennai,

Delhi, and Bangalore is covered under this scheme.



b. Incentive scheme for Executives Scheme

All executive employees are included in this scheme. All executive are paid

money in terms of monthly bases on the bases of production and financial position

of the company.

c.Incentive scheme for marketing executives

All the market executives are benefited by this scheme. The marketing

employees posted at Salem as well as outstations are eligible for this reward

scheme. This scheme is based on the total volume of sales per month.

d. Nehru award

Every year a committee constituted by the management for the purpose on

the basis of their overall performance and track record selects about 10 non-

executive employees. This award consist of Rs. 2500 and given to employees

concerned on august 15 every year.

e. Jawahar award

Under this award two executives are selected for this award based on their

performance. One from works area another from non-works area. The award

consists of Rs. 5000 and a citation and is conferred on the respective employees

on the National Metallurgies day every year.



f. Good work Reward

All non-executives up to manager level are covered under this scheme. Thepurpose of this scheme is to recognize especially good work by the employees.

The main purpose of this scheme is to motivating the employees to maintain high

standard of work among the employees. Good work means specific piece of work

perform by individual (or) group it will resulted in honest quality of output, good

house keeping, etc., based on the recommendation from HOD each employee (or)

group of employees are award ranging from Rs. 200 to Rs. 500 to each employee.

g. Good Suggestion scheme

Under this scheme the employees are encouraged to give their suggestions

in that will result in the meant have improve the working conditions or financial

position of the company. Suggestions are given in the prescribed format. Cash

award is given according to the meant of the suggestion, made by the employee.

Suggestions are arranged and on the spot prizes are given to the employees

concerned.

h. Incentive for higher studies

This scheme also includes the motivational scheme. This scheme facilitates

the employees to enrich their knowledge by acquiring for higher qualification.

Under this scheme the employees who acquire PG, BE, MBA, ICWA, etc.,



obtained degree from educational institutions is given one time cash award of

Rs.10000 to each employee.

4.2. Primary data analysis

The primary data was collected by means of a structured questionnaire.

Table 4.2.1 AGE WISE CLASSIFICATION OF EMPLOYEES

AGE Respondents Percentage

25-30 48 16.00

31-40 131 43.67

41-50 96 32.00

Above 50 25 08.33

Total 300 100



This table indicates that 16% of the respondents were between the age group of 25-

30. 44% of the respondents were between the age group of 31-40. 32% of the

respondents were between the age group of41-50. 8 % of the respondents were

between the age group of above 50.

Table 4.2.2DESIGNATION WISE CLASSIFICATION OF EMPLOYEES

DESIGNATION Respondents Percentage

Technician 61 20.33

Operator 81 27.00

Sr.Technician 52 17.33

Sr.operator 74 24.67

Metallurgical services 32 10.67

TOTAL 300 100

0.B

05B)5B

04B

))B &



Table 4.2.3 SATISFACTION WITH REGARD TO SSP HOSPITAL

Satisfaction Respondents Percentage

Highly Satisfied 63 21.00

Satisfied 60 20.00

Neutral 76 25.33

Dissatisfied 101 33.67

Total 300 100

The above Table indicates that 21% of the employees are highly satisfied with

the facilities provided in SSP hospital. 20% of the employees are satisfied

with the facilities provided in SSP hospital. 25% of the employees are

Neutrally satisfied with the facilities provided in SSP hospital. 34% of the

employees are dissatisfied with the facilities provided in SSP hospital.

FIGURE 4.2.1 SATISFACTION WITH REGARD TO SSP HOSPITAL

0

50

100

150

200

250300

350

Respondents Percentage

Satisfaction level of SSP hospital

Highly Satisfied

Satisfied

Neutral

Dissatisfied

Total



Table 4.2.4 SATISFACTION WITH REGARD TO NUMBER OF DOCTORSIN THE HOSPITAL


Yes 65 21.67

No 235 78.33

TOTAL 300 100

This Table indicates that 22% of the employees are highly satisfied with thesufficient number of doctors in the hospital.78% of the employees are not

satisfied with the sufficient number of doctors in the hospital.

Table 4.2.5 SATISFACTION WITH REGARD TO REFERRALSYSTEM

This Table indicates

that 4.00% of the

employees are highly

satisfied with the existing referral system in hospital. 69% of the employees

are satisfied with the existing referral system in hospital. 17% of the

employees are Neutrally satisfied with the facilities provided in SSP hospital.

8% of the employees are dissatisfied with the existing referral system in

hospital. 2% of the employees are highly dissatisfied with the existing referral

system in hospital.



Satisfied 208 69.33

Neutral 52 17.33


Highly Dissatisfied 5 1.67

Total 300 100



Table 4.2.6 SATISFACTION WITH REGARD TO SERVICE DRESS

This Table indicates that 58% of the employees are satisfied

with their service dress. 42% of the employees are not

satisfied with their service

dress.

Table 4.2.7 SATISFACTION WITH REGARD TO QUALITY OF SERVICE

DRESSS


Yes 175 58.33

No 125 41.67

Total 300 100



Satisfied 170 56.67



' 4 5 ' 67 )( ' 8)& ''& (5 9' '

:& )(;5267)(' 8)& (59' ':&)(

;5/<7)('8)&&(59'':&)(

;5.=7)('8)&5(59'':&)(;

5

FIGURE 4.2.2 SATISFACTION WITH REGARD TO SERVICE DRESS

Neutral 79 26.33


Total 300 100

0

50

100

150

200

250

300

350


Satisfaction level of Service Dress

Highly Satisfied

Satisfied

Neutral

Dissatisfied

Total



Table 4.2.8 SATISFACTION WITH REGARD TO USEFULNESS IN

PERFORMING THE DUTY

This table indicates that 27% of the employees are rate their service dress is

highly helpful to perform their duty. 61% of the employees are rate their

Performance Respondents Percentage

Highly Helpful 82 27.33

Helpful 182 60.67

No effect 36 12.00

Total 300 100



service dress is helpful to perform their duty. 12% of the employees are rate

that no effect in their service dress to perform their duty.

Table 4.2.9 SATISFACTION WITH REGARD TO MONET

FIGURE 4.2.3. SATISFACTION WITH REGARD TO MONET

Performance Respondents Percentage

Yes 170 56.67

No 130 43.33

Total 300 100

050

100150200250300350


Satisfaction level of MONET

Yes

No

Total



This table indicates that 57% of the employees are satisfied with the functioning of

MONET. 43%of the employees are not satisfied with the functioning of MONET

Table 4.2.10 SATISFACTION WITH REGARD TO ENTERTAINMENT BY

MONET



Satisfied 51 17.00

Neutral 57 19.00



Total 300 100

This Table indicates that 15% of the employees are highly satisfied with

entertainment by MONET among township resident. MONET satisfies 17% of

the employees with entertainment among township resident. MONET neutrally

satisfies 19% of the employees with entertainment among township resident.

MONET dissatisfied 22% of the employees with entertainment among township

resident. MONET highly dissatisfied 28% of the employees with entertainment

among township resident.

Table 4.211. SATIFACTION WITH REGARD TO CANTEEN



(In Percentage)

Highly Satisfactory Satisfactory Neutral Dissatisfactory

a) Quality of food 22.67 58.33 19.00 0

b)Hygiene 19.67 65.00 12.00 3.33

c)Service 17.33 71.67 8.67 2.33

This Table indicates that 23% of the employees are highly satisfied with quality of food in

canteen. 20% of the employees are highly satisfied with Hygiene of food in canteen.

17% of the employees are highly satisfied with Canteen service.

FIGURE 4.24. SATISFACTION WITH REGARD TO CANTEEN

Table 4.2.12. SATIFACTION WITH REGARD TO FOOD IN

CANTEEN

01020304050607080

a) Qualityof food

b)Hygine c)Service

Satisfaction with regard to Canteen

Highly Satisfactory

Satisfactory

Neutral

Dissatisfactory



This Table indicates that

15% of the employees are

highly satisfied with

the food in canteen. This

Table indicates that

72% of the employees are satisfied with the food in canteen.10% of the

employees are neutrally with the food in canteen. 2% of the employees are

dissatisfied with the food in canteen.

Table 4.2.13 WHETHER THE WEIGHTAGE IS GIVEN TO THE SUGGESTION BY

EMPLOYEES



Satisfied 217 72.33

Neutral 31 10.33

Dissatisfied 6 2.00

Total 300 100


Yes 205 68.33

No 95 31.67

Total 300 100



This table indicates that 68% of the employees are rated that

their suggestions is consider by canteen in charge. 32% of the

employees are rated that their suggestions is not consider by

canteen in charge.

Table 4.2.14 SATISFACTION WITH REGARD TO HIGHER EDUCATION


Yes 215 71.67

No 85 28.33

Total 300 100

This Table indicates that 72% of the employees are satisfied with the promotional

measures. 28% of the employees are not satisfied with the promotional measures.

0

50

100

150

200

250300

350


Satisfaction level of education

Yes

No

Total



Table 4.2.15 SATISFACTION WITH REGARD TO TOWNSHIP SCHOOL

This Table indicates that 5% of the employees are highly satisfied with theTownship school. 65% of the employees are satisfied with the Township

school. 17%of the employees are neutrally with the Township school. 10%of the employees are dissatisfied with the Township school. 3% of theemployees are highly dissatisfied with the Township school.

Table 4.2.16 SATISFACTION WITH REGARD TO NUMBER OFTEACHERS IN THE SCHOOL



Satisfied 195 65.00

Neutral 50 16.67



Total 300 100


Yes 225 75.00

No 75 25.00

Total 300 100



This Table indicates that 75% of the employees are satisfied with the

number of teachers available in

Township school. 25% of the

employees are satisfied with the

number of teachers available in

Township school.

Table 4.2.17 SATISFACTION WITH REGARD TO REST ROOM


Yes 110 36.67

No 190 63. 33

Total 300 100

This Table indicates that 37% of the employees are satisfied with the rest room. 63%

of the employees are satisfied with the rest room.

Table 4.2.18. SATISFACTION WITH REGARD TO TOILET FACILITY


Yes 230 76.67



This Table indicates that 77% of the employees are satisfied with the toilet

facility.23% of the employees are not satisfied with the toilet facility.

Table 4.2.19. SATISFACTION WITH REGARD TO MOTIVATIONAL

SCHEME

This Table indicates that 20% of the employees are highly satisfied with the

Motivational Scheme. 49% of the employees are satisfied with the MotivationalScheme. 16% of the employees are neutrally with the Motivational Scheme. 12% of

the employees are dissatisfied with the Motivational Scheme. 2% of the employees

are highly dissatisfied with the Motivational Scheme.

No 70 23.33

Total 300 100



Satisfied 148 49.33

Neutral 47 15.67



Total 300 100



Table 4.2.20 SATISFACTION WITH REGARD TO CO-OPERATIVE

STORES

This Table indicates that 2% of the employees are highly satisfied with thefunctioning of co-operative stores. 19B of the employees are satisfied with the

functioning of co-operative stores. 32Bof the employees are neutrally satisfied with

the functioning of co-operative stores. 33% of the employees are highly dissatisfied

with the functioning of co-operative stores.

Table 4.2.21. SATISFACTION WITH REGARD TO RECREATIONAL

MEASURES



Satisfied 58 19.33

Neutral 95 31.67



Total 300 100





Satisfied 170 56.67

Neutral 92 30.67



Total 300 100

'45'/7)('8)&''&(59''())(

) 267 )( ' 8)& (5 9' ' () )(

)0.7)('8)&&(59''()

)( ) >7 )( '

8)&5(59''())()/7)('

8)&''&5(59''())()

Table 4.2.22 SATISFACTION WITH REGARD TO SPORTS AND

CULTURAL ACTIVITIES

This Table indicates that 75% of the employees are satisfied

with the Sports and Cultural activities. 25% of the employees

are not satisfied with the Sports and Cultural activities.


Yes 225 75.00

No 75 25.00

Total 300 100



Table 4.2.23 SATISFACTION WITH REGARD TO NON-STATUTORY

WELFARE MEASURES

(In Percentage)

(

This Table shows that 60% of the employees are highly satisfied with the transport

facility. 13% of the employees are dissatisfied with the education facility. 78% of the

employees are satisfied with the milk during night shift.

CHAPTER 5

5.1 Findings

From the survey conducted, it has observed that the company provides

several welfare measures for its employees. The opinion of the respondents

shows that in general, most of the employees are satisfied with the medical

facilities extended to them. Regarding referral system in the hospital, only 2

percent of the employees are satisfied with the existing guidelines. Majority of the

employees are satisfied with the service dress issued by the company. Only 12

percent of the respondents feel that service dress is not helpful to perform their

duty. Further, employees feel that MONET is the best channel for communicating

company information and events among employees and their family members

Highly Satisfied Satisfied Neutral Dissatisfied

Transport facility 60 29.67 5.33 5.00

Education facility 5 65.00 16.67 13.33

Milk during night shift 2 78.33 12.67 7.00



residing in the Township. It is also observed that most of the employees are highly

satisfied with the canteen facilities.

Regarding education facilities, 72 percent of the respondents are satisfied

with the functioning of the Township schools meant for the children of the

employees. Regarding motivational scheme in vogue, the same is well accepted

by the employees. However it is derived that many are not satisfied with the

functioning of Co-operative society in the Township premises. Regarding

recreational measures, only 2 percent of the respondents are disagreement with

the existing facilities.

The survey results shows that majority of the employees are satisfied with

other welfare measures like washing allowances, night shift allowance, festival

advances, house rent allowance, shift duty allowance, bonus vehicle advance, etc.,

5.2 Suggestions

While rewarding suggestion master quality of suggestions could be

considered instead of quantity.

Employees could be oriented to utilize Welfare facilities

Employees can self-access, finding faults and correcting them.

Alternative rewards could be give as reward for quality circles



CHAPTER 6

6.1 Conclusion

The study clearly shows that majority of the employees are satisfied with

the existing welfare measures in SAIL, SSP. Only a meagre percentage of about 8

percentages (overall) of the employees are not in agreement with the various

existing welfare measures like canteen, medical, Township, school lighting facility,

ventilation, and service dress, transport facility. Employees are also satisfied with

various monetary facilities like festival advances, house building advance and

vehicle advance provided by the company. To sum up, in general employees are

satisfied with the various welfare measures currently in vogue, in Steel Authority of

India Ltd., Salem Steel Plant.

However, a section of the employees are under the impression that facilities for rest

room especially for lady employees can be thought of as an additional welfare measure.

Also the services rendered by the MONET and Cooperative society are to be improved

further.



A STUDY OF LABOUR WELFARE MEASURES

AT STEEL AUTHORITY OF INDIA, SALEM STEEL PLANT

EMPLOYEES SURVEY:

1. A

r

e

y

ou satisfied with the facilities provided in SSP hospital?

a) Highly Satisfactory [ ]

b) Satisfactory [ ]

c) Neutral [ ]

d) Dissatisfactory [ ]

e) Highly Dissatisfactory [ ]

2. Is the hospital is occupied with the sufficient no. of doctors

[YES] [NO]

3. Please specify the level of satisfaction in the medical facility available

in the hospital


b) Satisfactory [ ]

c) Neutral [ ]



Name of the person

Emp.No

Age

Department

Do you know the welfare measures

on the company Act



4. Are you satisfied with the existing referral system in the hospital


b) Satisfactory [ ]

c) Neutral [ ]



5. Are you satisfied with the existing system of issue of service dress?

[ YES ] [ NO ]

6. Are you satisfied with the quality of service dress provided by the

company?


b) Satisfactory [ ]

c) Neutral [ ]



7. How service dress help the employee to perform their duty

a) Highly Helpful [ ]

b) Helpful [ ]

c) No effect [ ]

8. Does MONET help the employees and their dependents in the

Township in the communication of company performance and events

[ YES ] [ NO ]



9. How is the MONET entertain the employees and their family members


b) Satisfactory [ ]

c) Neutral [ ]



10. Please specify the level of satisfaction with regard to canteen in respect of

following:

Highly satisfactory Satisfactory Neutral Dissatisfactory

Highly

dissatisfactory

a) Quality of food

b) Hygiene

c) Service

11. Please specify the level of satisfaction with regard to food inthe canteen


b) Satisfactory [ ]

c) Neutral [ ]



12. Does the suggestions given by you is given due weight age by the

canteen in charge or not

[YES] [NO]



13. Does the company promote employees to acquire higher educational

qualification to enrich their knowledge?

[YES] [NO]

14. If yes, are you satisfied with the existing promotional measures?

[YES] [NO]

15. Please specify the quality of coaching in the Township school


b) Satisfactory [ ]

c) Neutral [ ]



16. Is the School is equipped with the sufficient no. Of qualified Teachers

[YES] [NO]

17. Does the company provide the rest room for employees?

[YES] [NO]

18. Do you feel the toilet facilities provided by the company is sufficient?

[YES] [NO]



19. Are you satisfied with the motivational scheme with regard to good

work award, suggestion scheme award, etc.,


b) Satisfactory [ ]

c) Neutral [ ]



20. Are you satisfied with the performance of the cooperative stores?


b) Satisfactory [ ]

c) Neutral [ ]



21. How do you rate the sports and recreational measures existing in the

plant


b) Satisfactory [ ]

c) Neutral [ ]



22. Does the company give due weightage for promoting sports and

cultural activities among the employees and their dependents



[ YES ] [ NO ]

23. Please specify the level of satisfaction with regard to non-statutory

welfare measures


Highly

dissatisfactory

a) Transport facility

b) Educational facility

c) Milk during night shift

24. Please specify the level of satisfaction with regard to allowance like


Highly

dissatisfactory

a) Washing allowance

b) Night shift allowance

c) Festival allowance

d) House rent allowance

e) Shift duty allowance

f) Bonus

g) Vehicle advance



25. Please specify the appropriate answer according to your opinion in respect

of following aspects of work environment


Highly

dissatisfactory

a) Light

b) Ventilation

c) Temperature

d) Dust

e) Fumes

f) Water facility

g) First aid facility

Appendix – 2

Table A.2.1 Chi-Square on age and satisfaction level of hospital

Satisfaction

HS S N D

Age range O E O E O E O E

25-30 18 10.08 10 9.6 12 12.16 8 16.16



31-40 20 27.51 24 26.2 40 33.19 47 44.10

41-50 19 20.16 21 19.2 18 24.32 38 32.32

Above 50 6 5.25 5 5 6 6.33 8 8.42

Null hypothesis Ho = There is no significant different insatisfaction level about hospital facility among the different age group.

Alternate hypothesis H1 = There is a significant different in

satisfaction level about hospital facility among the different age group.

The observed Frequency (O) is the value obtained from the collected data

and the expected frequency (E) is calculated using equation (A.2.1)

Row total of the cell X column total of the cell

E =Grand total --------- (A.2.1)

In the next step the corresponding values of O and E are calculated using

the formula in equation (A.2.2)

"/C9@

DE;;;;;;;;;;;;;;;;;;; (A.2.2)

E

Here the calculated value of Chi-Square is 17.21 and a tabulated value for degrees

of Freedom 9 [d.f= (c-1)(r-1)] at 0.05% level of significance is 16.9. Hence conclude we



reject the null hypothesis and accept the alternative hypothesis. There is significance

between age group and the satisfaction level of hospital.

Appendix – 3

Table A.3.1 Chi-Square on Designation of employees and

satisfaction level of Monet

Satisfaction

HS S N D HD

Designation O E O E O E O E O E

Technician 8 8.95 9 10.37 12 11.59 15 13.22 17 16.88

Operator 10 11.88 11 13.77 15 15.39 18 17.55 27 22.41

Sr.technician 9 7.63 10 8.84 11 9.88 12 11.27 10 14.39

Sr.operator 12 10.85 14 12.58 13 14.06 15 16.03 20 20.47

Metallurgical

Services

5 4.69 7 5.44 6 6.08 5 6.93 9 8.85

Null hypothesis Ho = There is no significant different in satisfactionlevel of MONET among the different department



Alternate hypothesis H1 = There is a significant different in satisfactionlevel of MONET among the different department.

The observed Frequency (O) is the value obtained from the collected data

and the expected frequency (E) is calculated using equation (A.3.1)

Row total of the cell X column total of the cell

E =

Grand total --------- (A.3.1)

In the next step the corresponding values of O and E are calculated usingthe formula in equation (A.3.2)

"/C9@

DE;;;;;;;;;;;;;;;;;;; (A.3.2)

9

Here the calculated value of Chi-Square is 5.7 and a tabulated value for degrees of

freedom 16 [d.f= (c-1)(r-1)] at 0.05 % level of significance is 26.3 Hence conclude, we

accept the null hypothesis and reject the alternative hypothesis. There is no significance

between department and the satisfaction level of MONET.

REFERENCE



BOOKS

1. R.S. Dwivedi (1997) Human Relations & organizational

Behaviour, New Delhi.

2. S. Krishnasamy (1984) First Edition Hand Book of Labour

Laws, Senthil publications Chennai.

3. C.B. Memoria (1983) Third edition labour social security and

industrial peace in India, Allahabad.

NEWS PAPER AND MAGAZINE REFERENCE

1. Metal Bulletin

2. SAIL News

3. Stainless Steel

SECONDARY DATA REFERENCE

1. Salem Steel Plant Brochures & Catalogues

2. Web Sites of SAIL

hrm project (sail)

Documents