Chapter I    

 

INTRODUCTION    

  

1

 

CHAPTER I 

1.1 INTRODUCTION

 

Labour welfare measures are an effort towards relieving the industrial worker of his worries

and making him happy. It is generally agreed that labour is an underprivileged section of our

society.

Anything done towards the well being of labour force comes under the purview of labour

welfare. “As a matter of fact the whole filed of welfare is one in which much can be done to

combat the sense of frustration of the industrial worker, to bring about maximum satisfaction,

to relieve him of personal and family worries, to afford him a means of sphere in which he can

excel all others to help him to wider conception of life”.

 

On fulfillment of the basic needs of labour, considered as human being, the labour welfare

gives satisfaction to the workers to the extent that even good pay packets cannot do to them.

Changes in management thinking have also recognized the importance of their role in

providing the extra amenities, where the employers are primarily concerned with the viability

of the enterprise, labour welfare, even considered to be helpful to the efficiency of production.

 

Each employer thus gives varying degrees of attention to labour welfare on consideration of

priorities before him. The government being the other party in this feels necessarily introduces

labour legislation from time to time in order to bring uniformity in the basic amenities

available to industrial workers.

 1.2 DEFINITIONS

2

1. The oxford Dictionary defines Labour Welfare as “efforts to make life worth living for

workmen”.

 2.      Chamber’s dictionary defines welfare as a state of faring or doing well; freedom from

calamity, enjoyment of health, prosperity, etc.

 

3.      ILO Asian Regional Conference, it has been stated that worker’s welfare may be

understood to mean “such services, facilities and amenities, which may be established outside or

in the vicinity of undertakings, to enable the persons employed therein to perform their work in

healthy and congenial surroundings and to provide them with amenities conducive to good health

and high morale”.

 

4.      The Labour Investigation Committee (1944 – 46) includes under labour welfare activities

“anything done for the intellectual, physical, moral and economic betterment of the workers,

whether by employers, by government or by other agencies, over and above what is laid down by

law or what is normally expected as part of the contractual benefits for which the workers may

be bargained”.

 

5.      The Report of the Committee on Labour Welfare (1969) includes under it “such services,

facilities and amenities as adequate canteens, rest and recreation facilities sanitary and medical

facilities, arrangements for travel to from work and for the accommodation of workers employed

at a distance from their homes, and such other services, amenities and facilities including social

security measures as contribute to improve the conditions under which workers are employed”.

6. According to N.M. Joshi, welfare work “covers all the efforts which employers make for the

benefit of their employees over and above the minimum standards of working conditions fixed

by the Factories Act and over and above the provisions of the social legislations providing

against accident, old age, unemployment and sickness.

 

7.      According to HRM Labour welfare or Employee welfare is a comprehensive term including

various services, benefits and facilities offered to employees by the employer. The basic purpose

3

of labour welfare is to enrich the life of employees and keep them happy and contented. Better

working conditions and welfare measures enhance the motivations and efficiency of employees.

The main objective is to make the worker happy, healthy, committed and loyal.

 1.3 CONCEPT

 

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

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

emotional well-being. These four elements together constitute structure of welfare, on which its

totality is based. The social concept of welfare implies the welfare of man, his family and his

community. All these three aspects are inter-related and work together in a three-dimensional

approach. The relative concept of welfare implies that welfare is relative in time and place.

 

 The concept of welfare is dynamic and flexible and hence its meaning differs from time to time,

region to region, industry to industry, and country to country, depending upon the value system,

level of education, social customs, degree of industrialization and general standard of soico –

economic development of the people. The purpose of providing welfare amenities is to bring

about the development of the whole personality of the worker his social, psychological,

economic, moral and cultural and intellectual development to make him a good worker. A good

citizen and a good member of the family which serve to promote the development of the

organization.

1.4 APPROACHES TO LABOUR WELFARE

 

The various approaches to labour welfare reflect the attitudes and beliefs of the agencies which

are engaged in welfare activities. More over, the different approaches to labour welfare reflect

the evolution of the concept of welfare. In fact, welfare facilities are not restricted to workers

alone. They have now been extended to the society in general.

The approaches and their brief descriptions are:

 

4

A.     The Policy Theory

This theory assumes that man is selfish by nature. Therefore, an employer will leave no stone

unturned to exploit the labour if he is not forced to introduce some welfare measures. This theory

thus leads to enactments of various labour welfare laws, periodical supervision to ascertain that

the laws are implemented and punishment to the employers who do not obey the laws. In this

theory the main emphasis is on the fear and not on the spirit of labour welfare which perhaps is

the most important factor.

 

B.       The Religious Theory

Here the employer is concerned primarily with his own welfare because he introduces labour

welfare measures either as an investment for attainment of good in his life or as atonement for

his sins.

 

C.      The Philanthropic Theory

According to this theory man’s love for mankind is the guiding factor of labour welfare.

 

D.      The Trusteeship Theory

This theory has a paternalistic approach. Here employer has a moral responsibility to look after

the interests of their wards who are the workers. Therefore, labour welfare measures are the

outcome of moral responsibility.

E.     The Placating Theory

 It is believed that the labour groups are becoming more and more demanding and aware of their

rights. Therefore, their demands cannot be ignored. It is advisable to implement labour welfare

measures in time. In those programs which are based on this theory, sincerity may be lacking.

 

F.      The Public Reactions Theory

As per this theory, labour welfare programs work as a sort of advertisement and help the

industrialist to build up good and healthy public relations.

5

G.      The Functional Theory

Here labour welfare is introduced to secure, preserve and develop the efficiency and productivity

of labour. This theory is a reflection of contemporary support for labour welfare.

 

H.     Social Theory

The social theory implies that a factory is morally bound to improve the conditions of the society

in addition to improving the condition of its employees. So, labour welfare is gradually

becoming social welfare.

1.5 AIMS OF LABOUR WELFARE

  To provide assistance in solving personal and family problems of employees.

To offer openings for self expressions and advancement.

To provide opportunities for development of individual talents.

To offer facilities for health improvement.

To create conditions where employee are enabled to develop a broader vision of life and

matters.

   

1.6 SCOPE OF LABOUR WELFARE

 

Welfare is statutory and non-statutory kinds. Welfare ensures a minimum of

facilities and reasonably good working conditions as per the legal requirements, where as the

non-statutory welfare measures involve the voluntary efforts of the employer to provide certain

welfare facilities, which are also called as fringe benefits. Labour welfare has become essential

because of the very nature of the industrial system.

 

1.7 OBJECTIVES OF WELFARE MEASURES

1. To combat trade unionism and social ideas.

2. To build up stable labour force, to reduce labour turnover and absenteeism.

6

3. To develop efficiency and productivity among workers.

4. To save oneself from heavy takes on surplus profits,

5. To earn goodwill and enhance public image.

6. To reduce the threat of further government intervention.

7. To make recruitment more effective because these benefit add to job appeal.

1.8 KINDS OF WELFARE MEASURES

Educational and medical benefits

Transport housing

Rest and recreation

Co-operative societies

Day nurseries and crèches

Paid holidays and sick leave

Social insurance schemes

Provident fund and gratuity schemes

Pension

Legal and financial advice

Club membership and magazine subscription

Sponsorship of sports

Scholarships

 

1.9 IMPORTANCE OF LABOUR WELFARE

Employee welfare and benefit programs are important because they:

a)           Make the employee a group of citizens able to carry on the productive process.

b)           Contribute to the maintenance of employee morale and loyalty.

c)          Maintain an employee’s favorable attitude towards his work and work environment.

d)           Reduce labour turnover and absenteeism, and Promote good public relations.

e)            Balanced development of the employees.

f)             Immunity from evils of the industrialization.

 

7

1.10 PRINCIPLE:

 

Following are generally considered as the principle to be followed in setting up a labour welfare

service.

The Service should satisfy real needs of the worker.

The service should be such as can be handled by cafeteria approach. Due to the

differences in sex, age, martial status, number of children, type of job and the income

level of the employees.

The employer should not assume a benevolent posture.

The cost of the source should be calculable and its financing established on sound basis.

There should be periodical assessment or evaluation of the service and necessary timely

improvement on the basis of the feed back.

 

1.11 WELFARE PROGRAMMES IN THE INDUSTRY

 

The objectives of having welfare programmes in industry could be multiple.

1.            Outlook for improving the workers.

2.            Philosophy of humanitarianism termed as social responsibility fro within.

3.            A sense of feeling of concern by providing some extra amenities besides their basic pay

packet.

 

The humanitarian approach amongst the above objectives sounds more practical. IT attention in

achieving the organization’s task, thus, enhancing the efficiency and output. Such packages

spread over through their (workers) entire career with the organization help to retain the better

workers and simultaneously enhance their morale. The organization is also entitled to certain tax

concessions on the expenses being spent on employed welfare.

 1.12 INTRAMURAL AND EXTRAMURAL WELFARE FOR INDUSTRIAL LABOUR

The study team appointed by the Government of India in 1959 divided the scope of the entire

area into two parts as under:

1.      Welfare within the precincts of an establishment – Intramural.

8

2.      Welfare outside the establishment – Extramural.

International Labour Organization or ILO has used the following categorization:

 

Intramural Extramural

Drinking WaterSocial Insurance (Gratuity, pension, P.F.,

etc)Toilets Health and Medical FacilitiesCrèche Leave Travel Facilities

Washing Facilities Benevolent FundOccupational Safety Maternity Benefit

Uniforms and Protective Educational FacilitiesClothing’s Housing Facilities

Shift Allowance Recreation FacilitiesCanteen Worker’s Cooperatives

Vocational TrainingTransport to and form place of work.

The facilities and benefits can further be classified according to the manner it is provided. Some

are provided through statutes, some are provided by voluntarily by the management whereas

other are provided through bipartite settlements between management and the trade unions.

 

The classification may be made as under on the basis of above.

-                     Statutory

-                     Voluntary

-                     Mutual

 

A. Intramural - Welfare Facilities within the precincts of an establishment

 

The responsibility to provide facilities within the precincts of the establishment lies on the

employer, Intramural welfare facilities may fall under all the above classifications i.e. statutory,

9

voluntary and mutual. The I.L.O. in its conventions and recommendations has laid down

standards for health services including safety in industry and occupational safety. The same had

effective influence on legislation in India. On Statutory front series of legislations on labour

welfare have been enacted to provide various welfare benefits within the establishment for the

workers.

 The facilities provided within the precincts of the establishment form part of working

conditions. The policy of the Government also encourages this view. The statutory basis is

provided by Factories Act. The broad areas of coverage under the Factories Act, 1948 are

health, welfare, safety, working hours, annual leave with wages and employment of women and

children.

B.    Extramural – Welfare Facilities outside the establishment 

Here also welfare amenities extended outside the establishment may be subdivided into statutory,

voluntary and mutual. I.L.O. has made several valuable suggestions in respect of welfare

facilities outside the establishment which have been mostly accepted by the government. In this

sphere there are examples where progressive employers have done certain commendable

activities for the welfare of labour especially in the areas of Recreational facilities, housing etc.

Here also statutory measures have been taken by the Government with introduction of

enactments like Employees Provident Fund and Miscellaneous Provisions Act, 1952, Payment of

Gratuity Act, 1972 etc.

 

1.13 TYPES OF WELFARE ACTIVITIES:

The meaning of labour welfare may be made clearer by listing the activities and facilities which

are referred to as welfare measures.

A comprehensive list of welfare activities is given by Moorthy in his monumental work on

labour welfare. He divides welfare measures into two broad groups, namely.

1.    Welfare measures inside the work place; and

2.    Welfare measures outside the work place.

10

I. Welfare Measures in Work Place

(i) Conditions of the Work Environment:

a.       Neighbourhood safety and cleanliness; attention to approaches.

b.      Housekeeping; up keeping of premises – compound wall, lawns, gardens, and so forth,

egress and ingress, passages and doors; white-washing of walls and floor maintenance.

c.       Workshop (room) sanitation and cleanliness; temperature, humidity, ventilation, lighting,

elimination of dust, smoke, fumes, gases.

d.      Control of effluents.

e.       Convenience and comfort during work, that is, operatives’ posture, seating arrangements.

f.        Distribution of work hours and provision for rest hours, mental times and breaks.

g.      Workmen’s safety measures, that is, maintenance of machines and tools, fencing of

machines, providing guards, helmets, aprons, goggles, and first aid equipment.

h.       Supply of necessary beverages, and pills and tablets, that is, salt tablets, milk, and soda.

i.         Notice boards: Posters, pictures, slogans; information or communication.

 

(ii) Conveniences:

a.       Urinals and lavatories, wash basins, bathrooms, provision for spittoons; waste disposal.

b.      Provision of drinking water; water coolers.

c.       Canteen services; full meal, mobile canteen.

d.      Management of workers’ cloak rooms, rest rooms, reading room and library.

(iii) Worker’s Health Services: Factory health centre; dispensary, ambulance, emergency aid,

medical examinations for workers; health education, health research; family planning services.

 

(iv) Women and Child Welfare: Antenatal and postnatal care, maternity aid, crèche and child

care; general education; separate services for women workers, that is, lunch rooms, urinals, rest

rooms, women’s recreation (indoor); family planning services.

(v)   Worker’s Recreation: Indoor games, strenuous games to be avoided during intervals of

work.

11

 

(vi) Employment Follow up: Progress of the operative in his/her work; his/her adjustment

problems with regard to machines and workload, supervisors and colleagues, industrial

counseling.

 

(vii)     Economic Services: Co-operatives, loans, financial grants; thrift and saving schemes;

budget knowledge, unemployment insurance, health insurance, employment bureau, profit-

sharing and bonus schemes; transport services; provident fund, gratuity and pension; rewards and

incentives; workmen’s compensation for injury; family assistance in times of need.

 

(viii)   Labour –Management Participation:

(a)          Formation and working of various committees, that is, works committee, safety

committee, canteen committee; consultation in welfare area, in production area, in the area of

administration, in the area of public relations.

(b)         Workmen’s arbitration council.

(c)          Research bureau.

(ix)        Worker’s Education: Reading room, library, circulating library; visual education; literary

classes, adult education, social education; daily news review; factory news bulletin; co-operation

with workers in education services.

 

(II)       Welfare Measures outside the Work Place

 

(i)            Housing: bachelors’ quarters; family residences according to type and rooms.

(ii)          Water, sanitation, waste disposal.

(iii)         Roads, lighting, parks, recreation, playgrounds.

(iv)       Schools: nursery, primary, secondary and high school.

(v)          Markets, co-operatives, consumer and credit societies.

(vi)       Bank.

(vii)       Transport.

(viii)     Communication: post, telegraph and telephone.

12

(ix)        Health and medical services: dispensary, emergency ward, out-patient and in-patient care,

family visiting, family planning.

(x)          Recreation: games; clubs; craft centers; cultural programmes, that is music clubs; interest

and hobby circles; festival celebrations; study circles; reading room and library; open air theatre;

swimming pool; athletics, gymnasia.

(xi)        Watch and ward; security.

(xii)       Community leadership development: council of elders; committee of representatives;

administration of community services and problems; child, youth and women’s clubs.

(xiii)     Welfare Facilities by the Government:

 

The Government of India has enacted several laws from time to time. These laws are the

Factories Act, 1948; the Mines Act, 1952; the Plantation Labour Act, 1951; the Bide and Cigar

workers (Conditions of Employment) Act, 1966; and the Contract Labour (Regulation and

Abolition) Act, 1970, Another significant step taken by the central government has been to

constitute welfare funds for the benefit of the employees.

 

1.14 STATUTORY AND NON- STATUTORY:

Welfare activities may be classified into (i) statutory and (ii) non-statutory

 

I. Statutory Provisions

These are mandated by the Factories Act, 1948; The mines Act, 1952; The plantation Labour

Act, 1951, and some other Acts, (Read Exhibit 19.1 for detailed statutory Welfare measures). Of

all these, the Factories Act is more significant and hence is covered in details here.

 

A. THE FACTORIES ACT, 1948

‘The Welfare amenities provided under the Act are given below:

a.       Washing facilities. (S.42)

b.      Facilities for storing and dry clothing (S.43)

c.       Sitting facilities for occasional rest for workers who are obliged to work standing (S.44)

d.      First-aid boxes or cupboard-one for very 150 workers and ambulance facilities, if there are

more than 500 workers (S.45)

13

e.       Canteens if employing more than 250 workers (s.46)

f.        Shelters, rest rooms and lunch rooms, if employing over 150 workers (S.47)

g.       Crèche, if employing more than 30 women (S.48)

h.       Welfare officer, if employing 500 or more workers (S.49) given below:

 

Labour Welfare Officer: Schedule 49 of the Act provides that in every factory wherein 500 or

more workers are ordinarily employed, the employer shall appoint at least one welfare officer.

The Officer is expected to act as an advisor, counselor, mediator and liaisoning officer between

the management and the labour. Specifically, his/her duties include the following:

1.      Supervision of (i) safety, health and welfare programmes like housing, recreation, and

sanitation services, (ii) working of joint committees; (iii) grant of leave with wages, and (iv)

redressal of worker’s grievances.

2.            Counseling workers in (i) personal and family problems; (ii) adjustment to their work

environment and (iii) understanding their rights and privileges.

3.            Advising management in matters of (i) formulating welfare policies; (ii) apprenticeship

training programmes; (iii) complying with statutory obligations to workers; (iv) developing

fringe benefits; and (v) worker’s education.

4.            Liaisoning with workers so that the may (i) appreciate the need for harmonious industrial

relations in the plant; (ii) resolve disputes, if any; (iii) understand the limitations under which

they operate; and (iv) interpret company policies correctly.

5.            Liaisoning with the management so as to appraise the later about worker’s viewpoints on

organizational matters.

  

B. THE MINES ACT, 1952 AND THE MINES RULES

The main obligations of the mine owners regarding health and welfare of their workers are as

follows:

a. Maintenance of crèches where 50 women workers are employed

b. Provision of shelters for taking food and rest if 150 or more persons are employed

c.       Provision of a canteen in mines employing 250 or more workers

d.      Maintenance of first-aid boxes and first-aid rooms in mines employing more than 150

workers.

14

e.       Provision in coal mines of (i) pit head baths equipped with shower baths; (ii) sanitary

latrines and (iii) lockers, separately for men and women workers

f.        Appointment of a Welfare Officer in mines employing more than 500 or more persons to

look after the matters relating to the welfare of the workers.

  

C. THE PLANTATIONS LABOUR ACT, 1951

The following welfare measures are to be provided to the plantations workers:

a.             Canteens in plantations employing 150 or more workers (S.11)

b.            Crèches in plantations employing 50 or more women workers (S.12)

c.             Recreational facilities for the workers and their children. (S.13)

d.            Educational facilities in the estate for the children of workers, where there are 25 worker’s

children between the age of 6 and 12 (S.14)

e.             Housing facilities for every workers and his her family residing in the plantation The

standard and specification of the accommodation, procedure for allotment and rent chargeable

from workers, are to be prescribed in the rules by the state government (S. 15 and 16)

f.              The state government may make rules requiring every plantation employer to provide the

workers with such number and type of umbrellas, blankets, raincoats or other like amenities for

the protection of workers from rain or cold as may be prescribed.

g.             Appointment of a welfare officer in plantations employing 300 or more workers (S.18)

The exact standards of these facilities have been prescribed under the Rules framed buy the state

government.

 

D. THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970

The following welfare and health measure are to provided to the contract workers by the

contractor:

i.         A canteen in every establishment employing 100 or more workers (S.16)

ii.       Rest rooms or other suitable alternative accommodation where the contract labour is

requires halting at night in connection with the work of an establishment (S.17)

iii.      Provision for a sufficient supply of wholesome drinking water, sufficient number of latrines

and urinals of prescribed types and washing facilities (S.18)

iv.     Provision for first-aid boxes equipped with the prescribed contents (S.19)

15

The Act imposes liability on the principal employer to provide the above amenities to the

contract labour employed in his other establishment, if the contractor fails to do so.

E. THE MERCHANT SHIPPING ACT, 1958

Provisions in the Act relating to health and welfare cover:

i.         Crew accommodation

ii.       Supply of sufficient drinking waters

iii.      Supply of medicines, medical stores, and provision of surgical and medical advice

iv.     Supply medicines, medical stores, and provision of surgical and medical advice.

v.       Maintenance of proper weights and measures on board, and grant of relief to distressed

seamen aboard a ship.

vi.     Every foreign-going ship carrying more than the prescribed number of persons, including the

crew, is required to have on board, as part of her complement, a qualified medical officer

vii.    Appointment of a Seaman’s Welfare Officer at such ports in or outside India as the

government may consider necessary.

viii.  Establishment of hostels, clubs, canteens, and libraries

ix.     Provision of medical treatment and hospital

x.       Provision of educational facilities

The governments have been authorized to frame rules, inter alia for the levy of fees payable by

owners of ships at prescribed rates for the purpose of providing amenities to seamen and for

taking other measures for their welfare.

 

F. DOCK WORKERS (SAFETY, HEALTH AND WELFARE) SCHEME, 1961

A comprehensive Dock Workers (safety, Health and Welfare) Scheme, 1961, has been framed

for all major ports and is administered by the Chief Advisor, Factories (Factory Advice Service

and Labour Institutes.)

It is framed under the Dock Workers (Regulation of Employment) Act, 1948, Amenities

provided in the port premises include provision of

(i) Urinals and latrines; (ii) drinking water; (iii) washing facilities; (iv) bathing facilities; (v)

canteens; (vi) rest shelters; (vii) first-aid arrangements.

 

16

Other Welfare measures provided are (i) housing; (ii) educational facilities (iv) grant of

scholarships; (v) libraries; (vi) sports and recreation; (vii) fair price shops; and (viii) co-operative

societies.

II. Non-statutory Benefits:

 

Non-statutory benefits, also called voluntary benefits, include loans for house building, education

of children, leave travel concession, fair price shops, loans for purchasing personal conveyance

and a host of other facilities.

 

1.15 GENERAL GUIDELINES FOR SETTING UP LABOUR WELFARE

PROGRAMMES IN AN INDUSTRIAL ESTABLISHMENT

1. Logical Approach

The employer should assume certain reasonable approach towards framing any welfare

programme either within or outside the establishment.

But the paternalistic and benevolent approach of the entrepreneurs has fallen in disrepute

because of the employees’ desire to gain maturity and adulthood.

 

2. Workers’ Needs

Any programme of this kind should be framed after ascertaining the real needs of the workers.

Studies may be undertaken to identify the exact needs of the service required by the employees.

 

3. Cafeteria Approach

The programme should be such as can be handled best by a group approach. For example, life

insurance purchased as a group can be obtained at a significantly lower price than the same

insurance purchased by an individual. But it is argued that depending upon the differences in sex,

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

are large difference in their choice of a particular benefit. As a result it is suggested that a

package of total value of benefits should be determined and the selection of the mix of benefits

should be left to the choice of each individual employee.

 

17

4. Cost and Financing

The cost of the programme should be thoroughly computed so that the programme can be

implemented within the limits of available finance. It is imperative, before conceding any extra

benefit over the negotiation table, to undertake the estimation of the cost as far as practicable and

proper provisions for financing i.e., administration etc., are to be formulated in proper manner.

 

5. Active Participation

It shall be the endeavor of the management to ensure active cooperation and participation from

all quarters i.e., workers in formulating and implementing any such welfare programme.

 

6. Evaluation

A continuous evaluation at an interval is necessary. Feedback should be collected on the

operation of the programme and improvements are necessary to become the programme more

effective.

  

1.16 INDIAN BACKGROUND

In India we may have a brief reference to different periods of time in regard to labour welfare.

 

A. Pre Independence Period

During this period the welfare activities were chiefly influenced by introduction of different

enactments and formation of commissions.

The formation of International Labour Organization or I.L.O in the year 1919 has beeped a major

step in the history of labour welfare regime. In India the Royal Commission on Labour

popularly known as Whitley Commission (1929) appointed under the Chairmanship of J.H.

Whitley in British India, had made remarkable recommendations for enactment on minimum

wages improvement in working conditions etc., most of which were later accepted by the

government.

 

18

Labour Investigation Committee or Rege Committee

The Second World War provoked the government to initiate and promote various welfare

activities among the working class.

 

The Labour Investigation Committee (popularly known as Rege Committee), appointed in 1944,

first time in India, emphasized the importance of welfare measures for workers in improving

their social and economic life.

 

B. Post Independence Period

 

In the Post independence period the major landmark is the government’s step in making the

special reference to the working conditions of the working class in the Directive Principle of the

State Policy under the Constitution of India.

 

1.17 PLANNING COMMISSION’S APPROACH TO LABOUR WELFARE:

 

A. The First Five Year Plan (1951 – 1956)

 

The planning commission was set up later in March 1950 and the planning commission’s first

consideration is related to the well being of the working class. Labour policy was first formulated

by the commission in 1951. The first five year plan concentrated on five aspect of labour policy:

1. Industrial relations, 2. Wages, 3. Working conditions, 4. Employment and training and 5.

Productivity. The plan emphasizes that administrative measures are t be developed for the

implementation of such pieces of legislations as the factories Act. 1948, the Mines act 1952, etc.

which regulated conditions of work. The first five year plan, in recognizing the Factories Act,

1948 was a comprehensive measure emphasized its effective implementation.

 

B. The Second Five Year Plan (1956-19612)

The policy charted out in the First Plan continued to be followed during the second plan,. The

coded of efficiency and welfare drawn up by a committee were included in the Industrial Trade

Resolution’ 1962. During this plan the commission recommended for extension of social security

19

measures like the EPF scheme. The EPF scheme was implemented on a statutory basis. The

enhancement of the rate of contribution form 61/2 to 8.33% and extending the provision of

medical benefits to workers families under the ESIS scheme was suggested.

C. The Third Five Year Plan (1961-1966)

The third plan reiterated the proposition made in the earlier plan that legislation enacted for the

protection, safety and welfare was adequate and better enforcement was needed. During this

commission aimed at a total coverage of ESI scheme to 30 lakh population. A Scheme was also

propose to add 600 hospital beds by additional hospitals. The Coverage of the EPF scheme was

also to be extended. The EPF scheme which covered 58 specified industries/ Establishments was

to be extended. The employment level for coverage was to be lowered form 150 to 200 persons.

As recommended by the plan, welfare funds were constituted for welfare measures for coal and

mica mining workers.

 

D. The Fourth Five Year Plan (1969-1974)

In the matter of industrial during the fourth five year plan period continued emphasis was laid on

measures recommended in the earlier plan. As a result many acts were enacted. E.g. the payment

of bonus act 1965, the shops and commercial establishment act and labour welfare fund act in the

states. The draft fourth five year plan provides for the expansion of ESI activities to provide

hospitalization to families of all insured workers to cover shops & Commercial establishments in

selected centers as also non power factories employing ten or more persons. In the fourth plan,

the industrial safety, health and hygiene divisions of the central, regional institutes were

proposed to be strengthened.

 

E. The Fifth Five Year Plan (1974-1979)

The Fifth five year plan document had a chapter on employment, manpower and labour welfare.

It was suggested that threw was a need to improve labour welfare amenities already existing by

integrating them in to more comprehensive social security package and expand the coverage of

the employee state insurance scheme and the family pension scheme. The plan allocation was

Rs.57 crores for craftsman training, employment service and labour welfare programs. The fifth

five year plan found that stray progress is being achieved social security measures.

20

 F. The Sixth Five Year Plan (1980-1985)

The expansion of two major social security measures was suggested: first the employees

provident fund scheme should be extended to employees in smaller establishments and those in

rural areas. The second was the need to extend the employees state insurance scheme to newer

areas. In both schemes, the coverage of employee was some what limited and these two

important benefits could help ease the privations of many wage earners. The state government

urged to undertake welfare programmes for the benefit of workers and artisans in the rural sector

particularly for those engaged in agriculture fishing, weaving and leather processing.

  

G. The Seventh Five Year Plan

In the seventh plan, welfare of unorganized urban labour, child labour and women labour have

been highlighted. For this purpose RS. 333.72 crores have been provided in the plan.

1.18 NEED FOR THE STUDY:

 

This study on the subject welfare measures provided for Paramedical employees in a

corporate hospital with reference to Apollo hospital, Chennai aims together on insight into

the nature of existing welfare measures in the organization. The hospital being a professionally

managed organization is well known for its repute in India and also in Asia. The hospital has a

very good name among the big hospital for its achievements and effective functioning in medical

field. The topic of study analysis of the subject will give a picture about how this successful

organization handles this delicate and vital human resources/ motivational function for their

employees.

 

The study concentrates in identifying the areas that may enhance the betterment of job by way of

having the welfare measures in the organization. The findings could serve as guidance to

management for possible action as may be necessary.

21

1.19 ORGANIZATION OF THESIS:

 

The report of investigation has been presented in 6 chapters.

Chapter I outlines the introduction, definitions, concept, approaches, aims, scope, objectives,

kinds, importance, principle of labour welfare measures, intramural and extramural welfare

measures, statutory and non-statutory welfare measures, labour welfare in India, and need for the

study. Chapter I also includes the profile of Apollo Hospital.

Chapter II provides the review or related studies carried out in various parts of the World and

summary of review. Also theoretical concept about labour welfare is explained.

Chapter III delineates the statement of objective, formulation of hypotheses and the operational

definitions related to the investigation.

Chapter IV presents the methods of the investigation as objectives, research design, sampling

design, tools used, direction given, administration of tool, scoring method and statistical analysis

proposed.

Chapter V presents the results and discussion.

Chapter VI outlines the summary of findings, conclusion, and limitation of the study,

recommendations and suggestions for further studies in this area.

  

1.20 HOSPITAL PROFILE

Driven by the vision of its Chairman, Dr. Prathap C Reddy, Apollo Hospitals has

transformed the landscape of healthcare in India. The group owns and manages 41 hospitals

in and around India, becoming the largest healthcare provider in Asia.

Over the years, Apollo Hospitals has also founded various group companies to empower its

flagship company, Apollo Hospitals Enterprise Limited, to create a healthcare powerhouse

that has a leadership position in every sphere of healthcare. 22

With nursing and hospital management colleges, pharmacies, diagnostic clinics, medical

transcription services, third-party administration and telemedicine, Apollo's leadership

extends to all aspects of the healthcare spectrum.

Apollo Hospitals, Chennai was the first hospital to be established by the Apollo Group in 1983.

Today it is one of the most respected hospitals in the world, specializing in cutting-edge medical

procedures. It has over 60 departments spearheaded by award-winning doctors who are skillfully

supported by dedicated patient-care personnel. The hospital has pioneered many revolutionary

procedures and technologies in India such as:

         Total Knee Replacement

         Birmingham Hip Resurfacing Procedure

         Liver, multi-organ and cord blood transplants

         Coronary Angioplasty

         Stereotactic Radiotherapy and Radio surgery

Apollo Hospitals, Chennai is the first Indian hospital to be awarded the 1S0 9002 and ISO 14001

Certifications. It is also the first hospital in South India to get accreditation from the Joint

Commission International USA. The Government of India has recognized the Apollo Group of

Hospitals as a 'Centre of Excellence'.

This prestigious award has been conferred upon Apollo for its dedication to providing healthcare

of uncompromising quality driven by exceptional medical professionals and superior technology.

Highlights

         Established as the first corporate hospital in Chennai (Madras) in 1983

         Declared as a 'Centre of Excellence' by the Government of India

         Rated as the "Best Private Sector Hospital in India" by The Week magazine

27,000 heart surgeries with a success rate of 99.6%, on par with global standards

A 70% success rate in Bone Marrow Transplant

23

First hospital in India to perform Total Knee Replacement and the Illizarov

Procedure

First Indian hospital to introduce newer techniques in coronary angioplasty,

stereotactic radiotherapy and radio-surgery (for CNS tumors)

  First to perform liver, multi-organ and cord blood transplants in India

Category of Rooms

General Ward: This is similar to a dormitory with 6 to 10 beds and a common

washroom. Every bed is provided with a cupboard, footstool, food trolley, a screen

between each bed and a washroom.

  Special General Ward: This is a room with three beds, a washroom and a attendant's

couch.

   Double Sharing Room: This is an air-conditioned room with two beds separated by a

screen and has a common washroom. This has a television, telephone, and a couch.

Semi-Private Room: Two air-Conditioned rooms inter-connected by a washroom. Each

room has a television, telephone and a couch.

Single Room: This is an individual air-Conditioned room with attached washroom

located on a specially designated floor. This room has a Television, telephone and a

couch.

   Deluxe Room: This is an individual air-conditioned room larger than a single room. It

comprises of a patient cot and an attendant cot, a television, telephone, refrigerator,

cupboard and sofa.

 Executive Deluxe Room: This is a large air-conditioned room with television,

telephone, refrigerator, sofa set, mechanized patient's cot, wardrobe, a patient cot and an

attendant cot, computer with internet connection, microwave oven and a dining table.

Suite Room: A suite comprises of larger air-conditioned room and a space as waiting

24

area. It has a mechanized patient's cot and an attendant cot, one television, sofa sets, a

telephone, refrigerator, wardrobe, computer with internet connection, microwave oven

and a dining table.

Apollo Suite: Apollo suite comprises of three air-conditioned rooms, including dining room

and a waiting room. It has a mechanized patient's cot and an attendant cot, two televisions, sofa

sets, two telephones, refrigerator, a dining table, computer with internet connection, wardrobe,

micro wave oven and a massage chair.

FACILITIES AT APOLLO HOSPITAL CHENNAI

DIET

The Dietitian plans the diet based on the therapeutic needs.

GUEST DINING HALL

The Guest dining hall is situated in the basement, where breakfast, lunch and dinner are

available. Room service is also available. A 24 hours coffee shop is situated at the ground floor.

HOUSE KEEPING

Guest Laundry service is available between 9:30AM to 12.00Noon

SECURITY

Safe deposit lockers are available at the security office. In case of theft or loss, security may be

notified immediately. Unclaimed items, found in the hospital premises, may also be handed over

to security office at the ground floor.

TRANSPORT

Ambulance services are available for pick up and drop. Please contact ambulance department at

the ground floor (Near Emergency).

SPECIAL NURSE

Special nurse services can be arranged through Nursing Department. Please contact your ward

25

nurse for assistance.

PLACE OF WORSHIP

There is a Hindu temple in the hospital premises, a Namaz room available on the third floor in

the main block and a Prayer cell located on the fourth Floor, Sindoori Block.

POSTAGE

Postal facility is available at the Dispatch Section at the Basement.

TELECOMMUNICATIONSERVICES

A 24 hours STD/ ISD facility is available in the ground floor near the main reception area.

Internet, fax and e-mail facilities are available at the IT department on the third floor. Pay phones

are located on all the floors. For your convenience, hospital telephones are located at your

bedside. Dial 9 for operator assistance/ STD/ ISD.

TELEVISION

Television sets is provided for three bedded rooms & General bed category on request (on

payment).

TRAVELDESK

For any travel requirements contact the Travel Desk in the Main Lobby.

GUESTRELATIONS

For guidance on any aspect of the hospital, please contact this department located at the second

floor. We would appreciate if you give your suggestions / feedback by filling up the feedback

form.

INTERNATIONAL PATIENT SERVICES

This department, located on the fourth floor of the Main block, provides coordination and

assistance to our international patients.

INTERPRETATIONSERVICES

26

Translators or Interpreters for various languages are available for your easy communication.

APOLLO CAFÉ

The Apollo Cafe is located on the ground floor of the main block.

BANK&ATM

The Indian Overseas Bank has an extension counter on the fourth floor of the main block. ATM

counters of the HDFC bank and the Indian Overseas Bank are located near the Gate, Atrium

wing respectively.

ACCOMMODATION

Guesthouses and Hotels are available near the hospital. The details & information about the type

of accommodation may be obtained from the 'May I Help You' Counter, located in the Main

Lobby.

APOLLO HEALTH CHECK

This is one of the most comprehensive health screening programmes in the country. The Apollo

preventive health check offers you the convenience of all the tests under one roof and immediate

treatment if called for. The Checks are conducted at the Ground Floor of Sindoori Block. There

are various customizable as well as predetermined packages you can choose from, depending on

your requirement

         Apollo Master Health Check

         Apollo Executive Health Check

         Apollo Heart Check

         Apollo Whole Body Check

         Apollo Diabetic Check

         Apollo Well Woman Check

27

         Apollo Child Health Check

APOLLO DIABETES CENTRE

It is located on the Fourth Floor of Sindoori Block. The Apollo Diabetes Centre was set up with

the aim of providing comprehensive, evidence based management of diabetes and its

complications for patients, under one roof. Patients can make full use of the facilities available at

the Centre including consultation with the Diabetes specialist nurse who provides Diabetes

Education and a Dietitian who instructs them on specialized dietary plans. They are also

evaluated by an Ophthalmologist and at the Foot clinic, at the request of the referring

Diabetologist.

APOLLO WELLNESS CENTRE

Located on the Fourth Floor of Sindoori Block, this a unique blend of conventional, alternate and

complementary medical facilities, where the latest medical techniques are combined with ancient

healing methods like Aromatherapy, Ayurveda, Pranic Healing, Nutrition therapy, Yoga &

meditation. Gym, Fitness & Rehabilitation facilities for patients with cardiac, pulmonary

&neurological disorders are also available.

BREATHE EAZY CLINIC

The Breathe Easy Clinic at the third floor of the Main Block offers an "Asthma Disease

Management Program" which identifies the people who are at risk or with past history of asthma,

and sets up a lifelong preventive and promotional healthcare program by using medical

intervention and lifestyle management, thereby improving their Quality of Life.

Location  

Apollo Hospitals

No.21, GreamsLane, GreamsRoad

Chennai-600006

28

  

Chapter II            

REVIEW OF LITERATURE

29

 

 

 CHAPTER II

  REVIEW OF LITERATURE

  2.1 STUDIES OF WELFARES MEASURES IN DIFFERENT COUNTRIES   Arunagiri (2011) studied on employee’s perception towards the welfare measures at TTK

Health Care Ltd. The main objective is to study the existing welfare measures and to suggest

suitable welfare measures for betterment of it. They had used the well structured questionnaire

with 31 items in it and administered the sample of 50 people. Researchers used Percentile

method. Exploratory Research with non-probability sampling method was used. The result of the

study shows that majority of welfare measures are satisfied though it would be better to improve

in few areas like canteen services, insurance schemes, rest rooms, giving training to workers in

the field of welfare and safety measures.

  

Vijaya Chitra (2010) made an attempt to study on impact of Labour Laws on HR practices at

India Cements Ltd. The main objective is to maintain better industrial relations. The hypothesis

of the study is “To test whether the living conditions & industrial relations had been improved

due to the impact of labour laws”. They had used the well structured questionnaire with 40 items

in it and administered the sample of 50 people. Researchers used Percentile method. Exploratory

Research with simple random sampling method was used. The result of the study shows that

majority of welfare measures are satisfied, and it helps in betterment of welfare activities.

 

Namashivayam (2009) studied on Awareness of Legal provisions on Welfare Activities under

Labour Laws M|s. Sentinel Clothing Company, Tiruppatur. The main objective of the study is to

find out level of awareness of how HR related to human welfare measures in the organization.

30

The questionnaire contained 25 items in it with the rating of Good/Average/Poor. Sample size is

40 with stratified random sampling method used in supervisor and manager category of

employees. With the help of personal interview they collected all the data’s. Demographical

details are shown in pie and bar diagram. The collected data were presented to find out the

significance or relationship among the respondents demographic variable using‘t’ test, and

analysis of variance. The result shows that the universe is highly satisfied with the existing

safety, statutory, social security and welfare measures.

 

Johnson (2008) studied on welfare measures at Pepsico India Holdings Pvt Ltd, Mamandur. The

main objective of the study is to assess the various welfare measures in the pespsi company and

to suggest measures to bridge the gap is any required. The sample size of 36 associates was

randomly selected. The questionnaire contains 32 items with statutory and non-statutory welfare

measures in it. Using the percentage method the find that the result of the study is found that

majority of the statutory and non-statutory measures are fulfilled by the company. But they need

improvement in house keeping, education and awareness and recreational facilities.

  

A study conducted by Satish (2007) with the employees of CTS (Cognizant Technology

Solutions) to find the effectiveness of welfare measures. The main objective of the study is to

analyze the various welfare measures offered by the company. The questionnaire contains 47

items and administrated to 50 employees in the organization with simple random sampling

method. The hypotheses of the study is to check if the associated of

CTS are relatively satisfied with the existing welfare measures. The result also concluded that

the existing welfare measures are satisfied in nature. The suggestions that Go-Karting, Down

under bowling and les concierges personal services have to be improved more.

Balasundaram (2007) studied on welfare measures in M|S Ashok Leyland Limited. The

objective of the study is to assess various welfare measures and to analyze the satisfaction level

of it. The questionnaire contains 29 items of statutory welfare measures. The conclusion drawn is

that the company needs to provide statutory welfare measures over and above the prescribed

limits of the status. The study has identified quite a few areas where in certain welfare measures

like fair price shop, credit society facilities are grossly under utilized.

31

  

Sinithia (2006) made an attempt to study on non-statutory welfare measures and employee

motivation in Dalima Cement Bharath Ltd. The main objective is to study the employee’s

awareness of non- statutory welfare measures. The questionnaire contains 35 items namely

personal details, awareness and motivation, non-statutory welfare measures and motivation the

rating has been done in two methods 1. Awareness (a) aware (b) not aware; 2. Satisfaction (a)

satisfied (b) Dissatisfied (c) no idea. Descriptive research design used with percentage method. It

suggests that utilization dispensary and pre- retirement guidance is good but some new non-

statutory welfare measures has to be improved.

 

Idiculla Mappillai (2006) studied Non-statutory welfare measures provided at Ennore Foundries

Ltd. The objective of the study is to find out the awareness of non- statutory welfare measures

and to examine the usefulness of existing welfare measures. The questionnaire contains 50 items

namely welfare services, canteen uniform, shoes, helmets, raincoat, fire services, leave travel

allowance, loan, medical check up and welfare policy with sample size of 90. The conclusion

derived is the services measures to improved little more and introduce new welfare services. It

also suggests that motivation can be arrived by team building.

 

Ashika ponnapa (2006) surveyed on Labour Welfare measures in the tea plantation of Kothari

Industrial Corporation. The objective of the study is to measures the level of satisfaction with

regard to the labour welfare measures provided by the company’s Plantation Department in

accordance with the Plantation Labour Act, 1951. Using the descriptive design and convenience

sampling method the questionnaire contains 16 items in it and the sample size is 100. The

finding shows that the employees are satisfied with almost existing welfare measures. Standard

of living of workers has increased due to the welfare measures provided on labour legislation.

Shoba Susan Thomas (2006) studied on Welfare Measures at Ponds (India) Ltd. The objective

of the study is to find the satisfaction of existing welfare measures provided by the company.

The questionnaire contains 20 items and it is also administered in Tamil for the convenience of

data collection and the scoring method used is strongly disagree, disagree, agree, strongly agree.

The systematic random sampling method used and the sample size is 50 and percentage method

32

is used. The finding says that one-third of employees are dissatisfied with cleanliness and half of

the employees are dissatisfied with disposal of waste and effluents.

 

Sethulakshmi (2006) comparatively studied welfare measures in non – government organization

which is conducted at three organizations. The objective of the study is to find out the attitude of

workers towards the welfare measures. The questionnaire 38 items in statutory welfare measures

namely canteen, transport, medical, recreation, voluntary welfare measures, housing, and welfare

legislature. It concludes that the welfare measure provided by company is satisfactory, in NGO’s

and the employees are more or less satisfied with the current provisions. The inference made

prove that the welfare measures both voluntary and general welfare measures are satisfactory.

 

Kannan (2005) studied on the welfare measures at Tamil Nadu Petro Products Ltd, Manali. The

objective is to study the existing welfare measures and to suggest if any. The questionnaire

contains 25 items with rating as more adequate, adequate, satisfactory, and inadequate. Fact

finding study is used with percentage method. Sample size is 150 employees. The study says

that less than half employees feel that lighting, layout, ventilation, noise level is less satisfactory.

2.2 THEORETICAL CONCEPTS OF WELFARE MEASURES

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

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

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

need not be in monetary terms only but in any kind/forms. Employee welfare includes

monitoring of working conditions, creation of industrial harmony through infrastructure for

health, industrial relations and insurance against disease, accident and unemployment for the

workers and their families. Labor welfare entails all those activities of employer which are

directed towards providing the employees with certain facilities and services in addition to

wages or salaries.

Labor welfare has the following objectives:

33

1. To provide better life and health to the workers

2. To make the workers happy and satisfied

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

material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

1. Labor welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment and social

status.

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

available to workers due to legal provisions and collective bargaining

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

added to the existing ones from time to time.

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

by any social or charitable agency.

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

personality of the workers to make a better workforce.

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

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

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

benefits of welfare measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a

healthy work environment

Facilities like housing schemes, medical benefits, and education and recreation

facilities for workers’ families help in raising their standards of living. This makes

workers to pay more attention towards work and thus increases their productivity.

Employers get stable labor force by providing welfare facilities. Workers take

34

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

participation.

Employee welfare measures increase the productivity of organization and promote

healthy industrial relations thereby maintaining industrial peace.

The social evils prevalent among the labors such as substance abuse, etc are

reduced to a greater extent by the welfare policies.

Labour sector addresses multi-dimensional socio-economic aspects affecting labour welfare,

productivity, living standards of labour force and social security. To raise living standards of the

work force and achieve higher productivity, skill upgradation through suitable training is of

utmost importance. Manpower development to provide adequate labour force of appropriate

skills and quality to different sectors is essential for rapid socioeconomic development.

Employment generation in all the productive sectors is one of the Basic objectives. In this

context, efforts are being made for providing the environment for self-employment both in urban

and rural areas. During the Ninth Plan period, elimination of undesirable practices such as child

labour, bonded labour, and aspects such as ensuring workers’ safety and social security, looking

after labour welfare and providing of the necessary support measures for sorting out problems

relating to employment of both men

What do you understand by term labour welfare? What is it all about?

Classical economics and all micro-economics labour is one of four factors of production, the

others being land, capital and enterprise. It is a measure of the work done by human beings.

There are macro-economic system theories which have created a concept called human capital

(referring to the skills that workers possess, not necessarily their actual work), although there are

also counterpoising macro-economic system theories that think human capital is a contradiction

in terms.

The term welfare suggests the state of well being and implies wholesomeness of the human

being. It is a desirable state of existence involving the mental, physical, moral and emotional

factor of a person. Adequate levels of earnings, safe and humane conditions of work and access

to some minimum social security benefits are the major qualitative dimensions of employment

which enhance quality of life of workers and their productivity. Institutional mechanisms exist

35

for ensuring these to workers in the organized sector of the economy. These are being

strengthened or expanded to the extent possible. However, workers in the unorganized sector,

who constitute 90 per cent of the total workforce, by and large, do not have access to such

benefits. Steps need to be taken on a larger scale than before to improve the quality of working

life of the unorganized workers, including women workers.

Labor welfare is the key to smooth employer-employee relations. In order to increase labor

welfare, Employers offer extra incentives in the form of labour welfare schemes, and to make it

possible to pursued workers to accept mechanization. Sometimes the employers to combat the

influence of outside agencies on their employees use labor welfare as a tool to minimize the

effect they may have on the labour. Labour welfare measures are also initiated with the view to

avoiding payment of tax on surplus and to build up at the same time better relations with

employees.

36

       

Chapter III                    

METHODOLOGY        

37

 

CHAPTER III

METHODOLOGY

3.1 OBJECTIVE OF STUDY

* The present study is aimed to find the employee perception towards the welfare measures

provided by Apollo hospital, Chennai namely: medical facilities, uniform and shoes, canteen

services, convenience,

* To study the other benefits and safety measures provided to employees

* To study the role of welfare officer and environment of the hospital.

3.2 STATEMENT OF THE PROBLEM

Nowadays the hospital industry is growing very fast. There has been drastic development in

research and technology in most of the top hospitals in India. Moreover there exist more

competition even in hospital industry due to availability of many hospitals provided with

infrastructure high tech equipments, modern therapy, more efficient doctors and hospital

administrators everywhere due to more competition and medical needs among patients are very

high the hospitals with 3to 4 shift a day .The job stress among the middle level employees and

low level employees are very high with more responsibilities. So hospitals can retain their

employees only by providing proper welfare measures to make them motivated and committed

towards their hospital. Good and reputed hospital provide sufficient welfare measures for

employees and few hospitals across the country do not bother about employee welfare and are

business oriented. At this juncture, the researcher wants to find out the employee perception

towards the welfare measures provided by Apollo hospital, Chennai.

3.3 RESEARCH DESIGN: Descriptive research Design: 

38

Descriptive research is followed in this study. The major purpose of this research is description

of the state of affairs as it exists at present.

3.4 SAMPLING DESIGN:

Since the universe is large and it is impossible to reach out to all the respondents, the

sample is selected based on Simple Random Sampling Method. The basic criterion followed in

the selection of samples is that, the view of a respondent may be considered as a collective

opinion of the group to which he belongs.

3.5 SAMPLING SIZE:

Respondents are Para-medical staffs assisting physicians, who are selected from the

various departments of the organization and the sample size is restricted to 100 only. They

include Nurses and technician in various labs and radiology units.

 

3.6 SCOPE OF STUDY:

The present study will explain the welfare measures provided at Apollo Hospitals and try

to find suitable measures to be taken to improve the welfare standard for low-income group

employees. The study may help hospitals to know the actual needs of its employees by which the

organization can check or control attrition rate.

.

 3.7 TOOL USED:

 Description of the Tool:

The researcher has developed 25 – items of welfare measures for the study. The present scale

was developed out of opinion collected from the various employees in the organization. The

scale has the 5 response category of “Highly satisfied”, “Satisfied”, “Undecided”, “Dissatisfied”,

“Highly Dissatisfied”.

 

3.8 VALIDITY:

The data are collected through Personal Interview Method, so ambiguities arising out in the

course of filling up the questionnaire are avoided. Both face and content validities were

39

established by the investigator. The secondary data was collected from the websites, books and

journals

 

3.9 ADMINISTRATION OF THE TOOL:

The questionnaire was given to all respondents to be filled during their leisure time. They were

encouraged to discuss the questions with the investigator.

 

3.10 DIRECTION GIVEN:

The following general instructions are given in the questionnaire.

General Instructions:

-       Please put a tick mark against the appropriate box clearly.

-      The following questions are for Research Study & analytical purposes only.

- They will not be used to try to identify any individual.

- You may leave any or all blank if you prefer.

3.11 Scoring Method:

The scoring method of the tool as follows:

a. Highly satisfied - 5

b. Satisfied - 4

c. Undecided - 3

d. Dissatisfied - 2

e. Highly Dissatisfied - 1

The sum of total score of each dimension is to indicate the “level of satisfaction” perceived by

the employees in welfare measures.

 

3.12 Limitations:

* The study is limited to employee of Apollo hospital in Chennai unit only.

* The study deals with the welfare measures for non Para-medical employees only.

40

* The time period is very short and researcher find difficult to get their responses due to busy

their work.

* Very few hesitate to reveal some information’s about their welfare Measures.

3.13 STATISTICAL ANALYSIS

A) PERCENTAGE

Percentage refers to a special kind of ratio. Percentage are used in making comparison

between two or more series of data percentage are used to describe relationship, percentage can

be used to compare the relative terms, the distribution of two or more series of data since the

percentage reduce everything to two common base and there by allow meaningful comparison,

can be made.

B) CHI SQUARE TEST

Chi-squared test, also referred to as chi-square test or χ² test, is any statistical

hypothesis test in which the sampling distribution of the test statistic is a chi-squared distribution

when the null hypothesis is true, or any in which this is asymptotically true, meaning that the

sampling distribution (if the null hypothesis is true) can be made to approximate a chi-squared

distribution as closely as desired by making the sample size large enough.

41

     

 

Chapter IV                  

ANALYSIS & INTERPRETATION

   

42

     

 CHAPTER IV

ANALYSIS AND INTERPRETATION

Table 4.1

Gender wise distribution of Respondents   

Age No. of Respondents PercentageMale 88 88

Female 12 12Total 100 100

  

 

Inference:

The total sample size is 100. Out of it 88 respondents belong to male and only 12 respondents

belong to female. Since in Apollo Hospital, Chennai other than nursing dept., the majority of the

people are male and only few percentage of female are employed in each department.

 

 Chart 4.1

43

Table 4.2 

Shows the Age wise distribution of Respondents  

Age No. of Respondents Percentage21 – 30 years 30 3031 – 40 years 40 4041 – 50 years 22 22

51 years & above 08 08Total 100 100

 

Inference:

 Out of the 100 samples the ages of the respondents are broadly distributed as: 40 respondents

belong to 31-40 years, 30 respondents belong to 21-30 years, 22 respondents belong to 41-50

years and only 8 respondents belong to 51 and above years.

 

Chart-4.2 

44

Table 4.3 

Education wise distribution of Respondents 

Education No. of Respondents PercentageUnder graduate 46 46

Post graduate 16 16

Diploma/technical 26 26

XII &Others 12 12

Total 100 100

Inference:

  Out of the 100 samples the education qualification of the respondents are classified as: 46

respondents are qualified as under graduate, 26 respondents are qualified as diploma/technical,

16 respondents are qualified as post graduate and 12 respondents are qualified as plus two.

 

Chart- 4.3

 

45

Table 4.4 

Designation wise distribution of Respondents

Designation No. of Respondents PercentageClerical 40 40

Managerial 14 14

Technical 46 46

Total 100 100

Inference:

  Out of the 100 samples the departments to which the respondents belong are 46 respondents

belong to technical department, 40 respondents belong to clerical department and only 14

respondents belong to managerial department.

  

 Chart 4.4

46

 

 Table 4.5 

Experience wise distribution of Respondents 

ExperienceNo. of

RespondentsPercentage

0 – 10 Years 36 36

11 – 20 Years 36 36

21 – 25 Years 22 22

25 & above Years 06 06

Total 100 100

 Inference:

Out of 100 samples, 36 respondents belong to 0-10 years and 11-20 years of experiences.

Between 21-30 years of experience 22 respondents belong to it and only 06 respondents belong

to 31 and above years of experiences.

 

47

Chart -4.5  

Table 4.6 

Income wise distribution of Respondents 

Income No. of Respondents PercentageLess than Rs.5000 08 08

Rs.5000 - Rs.10,000 12 12

Rs.10,000 - Rs.15,000 52 52

Rs.15,000 Above 28 28

Total 100 100

Inference:

  Out of the 100 samples about 12 respondents earns between Rs.5000 –Rs 10,000, 08

respondent earns less than Rs.5,000, 52 respondents belong to Rs.10000- Rs15,000 and 28

respondents belong to Rs.15,000 above.

 

48

Chart-4.6

 

Table 4.7 

Shows the Marital Status wise distribution of Respondents 

Marital Status No. of Respondents Percentage

Single 20 20

Married 80 80

Total 100 100

 Inference:

 Out of the 100 samples, 80 respondents are married and 20 respondents are single since the

majority of the people are more experienced.

Chart-4.7

49

WELFARE MEASURES

Medical Facilities & First – AidTable 4.8

Are you satisfied with the periodic medical check-up provided by the Hospital?

Inference:

Out of 100% of the respondents 50% are satisfied with the periodic medical check-up provided

by the hospital, 20% of the respondents are highly satisfied and 20% percentage of respondents

S.No Remark No of Respondents Percentage

1. Highly satisfied 20 20%

2. Satisfied 50 50%

3. Undecided 04 04%

4. Dissatisfied 20 20%

5. Highly dissatisfied 06 06%

50

are dissatisfied with the periodic medical facility. Only few (06%) are highly dissatisfied with

the facility.

Chart-4.8

Table 4.9

The medical benefits are paid fast by the Hospital. What is your opinion?

Inference:

From the above table it has been observed that, 40% of the respondents are satisfied and 30% of

the respondents are highly satisfied with the medical benefits are paid fast by the Hospital, 20%

were dissatisfied and 10% are Highly dissatisfied with medical benefits.

S.No Remark No of Respondents Percentage

1. Highly satisfied 30 30%

2. Satisfied 40 40%

3. Undecided 0 0

4. Dissatisfied 20 20%

5. Highly dissatisfied 10 10%

51

Chart-4.9

Table 4.10I feel First Aid training is given to the employees?

Inference:

According to the above table, 50% Percentage of the respondents are satisfied with the first aid

training given to the employees 20% of them are highly satisfied, 10% of the respondents were

dissatisfied and the same percentage of the respondents are highly dissatisfied with the First Aid

given to the employees.

S.No Remark No of Respondents Percentage

1. Highly satisfied 20 20%

2. Satisfied 50 50%

3. Undecided 10 10%

4. Dissatisfied 10 10%

5. Highly dissatisfied 10 10%

52

Chart-4.10

Table 4.11

First Aid kit is provided on- hand and is satisfactory?

Inference:

According to the above table, almost all (80%) Percentage of the respondents is satisfied with the

first aid kit given to the employees, which is a very important and life saving issue in hospital.

15% of them are even highly satisfied and negligible percentages (5%) of the respondents are

undecided about it.

S.No Remark No of Respondents Percentage

1. Highly satisfied 15 15%

2. Satisfied 80 80%

3. Undecided 05 05%

4. Dissatisfied 00 -

5. Highly dissatisfied 00 -

53

Chart 4.11

Table 4.12

Uniform

Quality Colour Durability

S.No

Remarks No of Respondents

Percentage No of Respondents

Percentage No of Respondents

Percentage

1. Highly satisfied

10 10% 6 6% 4 4%

2. Satisfied 60 60% 50 50% 56 56%

3. Undecided 6 6% 14 14% 8 8%

4. Dissatisfied 20 20% 20 20% 26 26%

5. Highly dissatisfied

4 4% 8 8% 8 8%

Inference:54

The above table shows that, 60% of the respondents are satisfied with the quality of the uniform,

50% of them said that they are satisfied with colour of the uniform, 56% of them are satisfied

with Durability of the uniform, 20% of the respondents are dissatisfied with Quality & Colour of

the Uniform, 26% of the respondents were dissatisfied with the durability of the uniform, less

than 10% of the respondents are highly satisfied with Quality, 6% with Color, & 4% with

Durability of the uniform, 4% highly dissatisfied with quality & 8 % with color and durability.

Chart 4.12

55

Table 4.13

Quality Colour Proper size

S.No Remarks No. of Respond

ents

Percent-age

No. of Respondents

Percent-age

No. of Respondents

Percent-age

1. Highly satisfied

8 8% 30 30% 04 04%

2. Satisfied 52 52% 50 50% 90 90%

3. Undecided 20 20% 06 6% 06 06%

4. Dissatisfied 10 10% 10 10% 0 -

5. Highly dissatisfied

10 10% 4 4% 0 -

Shoes

Inference:

56

From the above table, 52% of the respondents are satisfied with the Quality of the Shoes, 50% of

the respondents said that they were satisfied with the colour of the shoes, 10% of the respondents

are dissatisfied with Quality and Colour of the Shoes, 10% of them are highly dissatisfied with

quality and 4% were highly dissatisfied with the colour of the shoes. 8% of respondents are

highly satisfied with Quality of the shoes, 30% with colour and 4% with proper size of the shoes

that was issued. Concerning size of the shoe almost all (90%) of the employees are satisfied with

the shoe size as the management provided them based on employees request on size

Chart 4.13

57

Canteen Services

Table 4.14

58

Quick supply of meals and tea in time

Inference:

54% of the respondents are satisfied with the Quick supply of meals & tea in time, 16% of the

respondents are highly satisfied, 10% of the respondents are dissatisfied and the same were

highly dissatisfied with the quick supply of meals & tea in time.

Chart 4.14

Table 4.15

Providing Nutritious and hygienic meals

S.No Remark No of Respondents Percentage

1. Highly satisfied 16 16%

2. Satisfied 54 54%

3. Undecided 10 10%

4. Dissatisfied 10 10%

5. Highly dissatisfied 10 10%

59

Inference:

46% of the respondents are satisfied with providing nutritious and hygienic meals, 14% of the

respondents are highly satisfied, 16% of the respondents are dissatisfied and 12% of the

respondents are highly dissatisfied towards providing nutritious and hygienic meals.

Chart 4.15

Table 4.16

S.No Remark No of Respondents Percentage

1. Highly satisfied 14 14%

2. Satisfied 46 46%

3. Undecided 12 12%

4. Dissatisfied 16 16%

5. Highly dissatisfied 12 12%

60

Quantity and Quality food

Inference:

Almost 66% of the respondents are satisfied with quantity and quality of the food, 12% of the

respondents are highly satisfied. 8% of the respondents are dissatisfied and the same percentage

of the respondents was highly dissatisfied with the quantity and quality of the food.

Chart 4.16

S.No Remark No of Respondents Percentage

1. Highly satisfied 12 12%

2. Satisfied 66 66%

3. Undecided 6 6%

4. Dissatisfied 8 8%

5. Highly dissatisfied 8 8%

61

Table 4.17

Neatness & Cleanliness

Inference:

48% of the respondents are satisfied with the neatness and cleanliness of the canteen service,

14% of the respondents are dissatisfied and 12% of the respondents said that they are highly

dissatisfied with the neatness and cleanliness and 6% of the respondents highly satisfied about

neatness and cleanliness of the canteen service.

Chart 4.17

S.No Remark No of Respondents Percentage

1. Highly satisfied 6 6%

2. Satisfied 48 48%

3. Undecided 20 20%

4. Dissatisfied 14 14%

5. Highly dissatisfied 12 12%

62

Table 4.18

Arrangement of tables & chairs in dining hall

Inference:

Half of the respondents (50%) are satisfied with the arrangement of tables & chairs in dining

hall, 20% of the respondents are highly satisfied. 12% of the respondents are dissatisfied and

12% of the respondents are highly dissatisfied towards the arrangement of tables & chairs in the

dining hall of Apollo hospital.

Chart 4.18

Table 4.19

S.No Remark No of Respondents Percentage

1. Highly satisfied 20 20%

2. Satisfied 50 50%

3. Undecided 12 12%

4. Dissatisfied 12 12%

5. Highly dissatisfied 6 6%

63

Pleasing nature of service People

Inference:

52% of the respondents are satisfied with the pleasing nature of service people, 16% of the

respondents are highly satisfied, and 12% of the respondents said that they were dissatisfied with

the pleasing nature of service people. More frequent orders, crowded customers and of course

fewer service people are found to be the main reason for dissatisfaction.

Chart 4.19

S.No Remark No of Respondents Percentage

1. Highly satisfied 16 16%

2. Satisfied 52 52%

3. Undecided 12 12%

4. Dissatisfied 12 12%

5. Highly dissatisfied 8 8%

64

Table 4.20

Urinals & toilets are cleanly maintained, ventilated, conveniently situated

Inference:

56%of the respondents are satisfied with the rest room facility provided and are cleanly

maintained, ventilated and conveniently situated at the Hospital, 24% of the respondents are

highly satisfied with the facility provided.10% of the respondents said that they were dissatisfied

and same percentage of the respondents were highly dissatisfied with the rest room facility

provided at the hospital.

Chart 4.20

S.No Remark No of Respondents Percentage

1. Highly satisfied 24 24%

2. Satisfied 56 56%

3. Undecided _ _

4. Dissatisfied 10 10%

5. Highly dissatisfied 10 10%

65

Table 4.21

Drinking water is effectively arranged at convenient points

Inference:

56% of the respondents are satisfied and 16% of the respondents are highly satisfied with

effective arrangement of drinking water at convenient places, 16% of the respondents were

dissatisfied and 12% of the respondents are highly dissatisfied with the drinking water arranged

at convenient points.

Chart 4.21

Table 4.22

S.No Remark No of Respondents Percentage

1. Highly satisfied 16 16%

2. Satisfied 56 56%

3. Undecided _ _

4. Dissatisfied 16 16%

5. Highly dissatisfied 12 12%

66

Changing room facilities

Staff dressing room is provide with security

Cupboard with safety locker

S.No Remarks No of Respondents

Percentage No of Respondents

Percentage

1. Highly satisfied 14 14% 70 70%

2. Satisfied 70 70% 20 20%

3. Undecided 06 6% 02 02%

4. Dissatisfied 10 10% 8 08%

5. Highly dissatisfied

0 - 0 -

Inference:

Concerning staff dressing room with security, 70% of the respondents are satisfied and 14% of

the respondents are highly satisfied. Only few (10%) of the respondents are dissatisfied.

With regard to Cupboard with safety locker, 70% of the respondents are highly satisfied and only

8% of the respondents are dissatisfied. Some employees in canteen division do not get locker

facilities.

Chart 4.22

67

Table 4.23

68

Free parking area for staff vehicle

Inference:

66% (majority) of the respondents are satisfied with free parking area and 10% of the

respondents are highly satisfied with parking arrangement. 14% of the respondents were

dissatisfied. In Apollo, only patients and visitors do not get proper parking arrangements as the

hospital parking area is very small and the management cannot fulfill this need due to non

availability of land in that business and residential area.

Chart 4.23

Table 4.24

S.No Remark No of Respondents Percentage

1. Highly satisfied 10 10%

2. Satisfied 66 66%

3. Undecided _ _

4. Dissatisfied 14 14%

5. Highly dissatisfied 10 10%

69

Hospital bus/cab facilities help to reach in time

Inference:

67% of the respondents are satisfied with hospital bus facility and 23% of the respondents are

highly satisfied with effective transport arrangement of cabs/buses at convenient points in the

city. 10% of the respondents were dissatisfied.

Chart 4.24

Table 4.25

ATM and checking cashing services are available in the hospital premises

S.No Remark No of Respondents Percentage

1. Highly satisfied 23 23%

2. Satisfied 67 67%

3. Undecided _ _

4. Dissatisfied 10 10%

5. Highly dissatisfied 0 -

70

Inference:

It is found that 62% of the respondents are highly satisfied with ATM and cash facility services in

Apollo premises as they have three bank’s ATM and banking service for their own employees in

the fourth floor of their main building. 35% of the respondents are satisfied and 03% of the

respondents were undecided.

Chart 4.25

Table 4.26

Tour packages

S.No Remark No of Respondents Percentage

1. Highly satisfied 62 62%

2. Satisfied 35 35%

3. Undecided 3 3%

4. Dissatisfied 0 0%

5. Highly dissatisfied 0 -

71

Inference:

Half of the respondents (50%) are satisfied with the tour packages, 30% of the respondents are

highly satisfied, and less than 10% of the respondents are dissatisfied and highly dissatisfied with

tour packages provided at the hospital.

Chart 4.26

Table 4.27

Best employee award

S.No Remark No of Respondents Percentage

1. Highly satisfied 30 30%

2. Satisfied 50 50%

3. Undecided 6 6%

4. Dissatisfied 8 8%

5. Highly dissatisfied 6 6%

72

Inference:

Majority of the respondents (61%) are satisfied with the best employee, 26% of the respondents

are highly satisfied and 10% of the respondents are dissatisfied with best employee award given

by the management of the hospital.

Chart 4.27

S.No Remark No of Respondents Percentage

1. Highly satisfied 26 26%

2. Satisfied 61 61%

3. Undecided 03 03%

4. Dissatisfied 10 10%

5. Highly dissatisfied 0 -

73

Table 4.28

Festival advance, Loan assistance, Long service awards, Special achievers award

RemarkFestival advance

Loan assistanceLong service

awardsSpecial

achievers awardS.No

No. % No. % No. % No. %

1. Highly satisfied

26 26% 28 28% 12 12% 22 22%

2. Satisfied 54 54% 52 52% 50 50% 58 58%

3. Undecided 8 8% 4 4% 14 14% 12 12%

4. Dissatisfied 6 6% 8 8% 12 12% 4 4%

5. Highly dissatisfied

6 6% 8 8% 12 12% 4 4%

Inference:

54% of the respondents are satisfied and 26% of the respondents are highly satisfied with the

festival advance, 6% of the respondents are dissatisfied and highly dissatisfied with the festival

advance benefit.

74

52% of the respondents are satisfied and 28% of the respondents are highly satisfied with the

loan assistance, 8% of the respondents are dissatisfied and the same percentage of the

respondents are highly dissatisfied with the loan assistance benefit.

50% of the respondents are satisfied and 12% of the respondents are highly satisfied with the

long service awards, 12% of the respondents are dissatisfied and the same percentage of the

respondents are highly dissatisfied, 14% of the respondents were undecided to give their opinion

about long service awards.

58% of the respondents are satisfied and 22% of the respondents are highly satisfied with the

special achievers award, 4% of the respondents are dissatisfied and the same percentage of the

respondents are highly dissatisfied with the loan assistance benefit, 12% of the respondents were

undecided to give their opinion about special achievers award.

Chart 4.28

75

Table 4.29

Accommodation , Discount in treatment ,Child care facilities , Chaplaincy services

Remarkaccommodation

discount in treatment

child care facilities

chaplaincy services

S.NoNo. % No. % No. % No. %

1. Highly satisfied

12 12% 5 5% 0 - 72 72%

2. Satisfied 57 57% 52 52% 16 16% 18 18%

3. Undecided 3 3% 05 10% 14 14% 10 10%

4. Dissatisfied 28 28% 30 30% 52 52% 00 -

5. Highly dissatisfied

0 - 8 8% 18 18% 00 -

Inference:

57% of the respondents are satisfied, 12% are highly satisfied with accommodation facilities and

28% of the respondents are dissatisfied. The accommodation or stays for some categories like

nurses are located at far of places from hospital.

76

Half (52%) of the respondents are satisfied with discount in treatment and 30% of the

respondents are dissatisfied and 8% of the respondents are highly dissatisfied for discount in

treatment. Some categories of staffs are given facilities to get treatment from ESI hospital.

52% of the respondents are dissatisfied about child care facilities and 18% of the respondents are

highly dissatisfied about child a care facility which is a big grievance among women employees.

72% of the respondents are highly satisfied with chaplaincy services and 18% of the respondents

are satisfied about it which creates good faith about the hospital by all communities

Chart 4.29

77

Table 4.30

Personal protective equipment

Inference:

44% of the respondents are satisfied with the personal protective equipment and 24% of the

respondents are highly satisfied. 16% of the respondents undecided to give their opinion, 10% of

the respondents are dissatisfied and 6% of respondents are highly dissatisfied with the personal

protective equipment provided for safety.

Chart 4.30

S.No Remark No of Respondents Percentage

1. Highly satisfied 24 24%

2. Satisfied 44 44%

3. Undecided 16 16%

4. Dissatisfied 10 10%

5. Highly dissatisfied 6 6%

78

Table 4.31

Safety Measures

Inference:

Almost 58% of the respondents are satisfied with the safety measures and 18% of the

respondents are highly satisfied. 8% of the respondents are dissatisfied and the same percentage

of the respondents was highly dissatisfied with safety measures provided in the organization.

Chart 4.31

S.No Remark No of Respondents Percentage

1. Highly satisfied 18 18%

2. Satisfied 58 58%

3. Undecided 8 8%

4. Dissatisfied 8 8%

5. Highly dissatisfied 8 8%

79

Table 4.32

Work environment

Inference:

54% of the respondents are satisfied towards the work environment and 16% of the respondents

are highly satisfied, 12% of the respondents said that they are dissatisfied with the work

environment and 8% of the respondents are highly dissatisfied.

Chart 4.32

S.No Remark No of Respondents Percentage

1. Highly satisfied 16 16%

2. Satisfied 54 54%

3. Undecided 10 10%

4. Dissatisfied 12 12%

5. Highly dissatisfied 8 8%

80

Table 4.33

Training

Inference:

50% of the respondents are satisfied with the training program, 20% of the respondents are

highly satisfied. 10% of the respondents are dissatisfied, and the same percentage of the

respondents was highly dissatisfied with the training program about safety measures.

Chart 4.33

S.No Remark No of Respondents Percentage

1. Highly satisfied 20 20%

2. Satisfied 50 50%

3. Undecided 10 10%

4. Dissatisfied 10 10%

5. Highly dissatisfied 10 10%

81

Table 4.34

The company’s welfare measures are in line with the statuary Norms – what is your opinion?

Inference:

50% of the respondents said that they are satisfied with the company’s welfare measures, 10% of

them are highly satisfied. 20% of the respondents are undecided to give their opinion about the

welfare measures provided by the company. 16% of the respondents are dissatisfied with the

company’s welfare measures.

Chart 4.34

S.No Remark No of Respondents Percentage

1. Highly satisfied 10 10%

2. Satisfied 50 50%

3. Undecided 20 20%

4. Dissatisfied 16 16%

5. Highly dissatisfied 4 4%

82

Table 4.35

Company’s welfare officer’s role is cordial – what is your opinion?

Inference:

50% of the respondents said that they are satisfied with the company’s welfare officers role, 20%

of them are highly satisfied.10% of the respondents undecided to give their opinion about the

welfare officer’s role. 10% of the respondents are dissatisfied with the company’s welfare

officer’s role.

Chart 4.35

S.No Remark No of Respondents Percentage

1. Highly satisfied 20 20%

2. Satisfied 50 50%

3. Undecided 10 10%

4. Dissatisfied 10 10%

5. Highly dissatisfied 10 10%

83

Table 4.36

The level of relationship with your welfare officer?

Inference:

46% of the respondents are satisfied with the level of relationship with welfare officer, 14% of

them are highly satisfied.10% of the respondents undecided to give their opinion about the

relationship with welfare officer. 20% of the respondents are dissatisfied and 10% of the

respondents are highly dissatisfied with level of relationship with the welfare officer.

S.No Remark No of Respondents Percentage

1. Highly satisfied 14 14%

2. Satisfied 46 46%

3. Undecided 10 10%

4. Dissatisfied 20 20%

5. Highly dissatisfied 10 10%

84

Chart 4.36

Table 4.37

The level of subordinate development that your welfare officer concerns while taking

decisions that cover your area of work?

Inference:

50% of the respondents are satisfied and 16% of the respondents are highly satisfied with the

level of subordinate development that welfare officer concerns while taking decision,

8% of the respondents said that they are dissatisfied, and the same percentages of the respondents

are highly dissatisfied.

S.No Remark No of Respondents Percentage

1. Highly satisfied 16 16%

2. Satisfied 50 50%

3. Undecided 16 16%

4. Dissatisfied 8 8%

5. Highly dissatisfied 8 8%

85

Chart 4.37

86

Table 4.38The interactions and communications of the welfare officer

87

Inference:

50% of the respondents are satisfied with the interactions and communications of the welfare

officer, 30% of the respondents are highly satisfied.10% of the respondents are dissatisfied and

the same number of the respondents said that they were highly dissatisfied with the interaction

and communications of the welfare officer.

Chart 4.38

Table 4.39

Environmental factors

S.No Remark No of Respondents Percentage

1. Highly satisfied 30 30%

2. Satisfied 50 50%

3. Undecided _ _

4. Dissatisfied 10 10%

5. Highly dissatisfied 10 10%

88

Variables a) Lighting system b) Ventilation c) Cleanliness

S.No Remarks No of respondents

% No of respondents

% No of respondents

%

1. Highly satisfied

40 40% 30 30% 40 40%

2. Satisfied 52 52% 60 60% 56 56%

3. Undecided _ _ _ _ _ _

4. Dissatisfied 8 8% 6 6% 4 4%

5. Highly dissatisfied

_ _ 4 4% _ _

Inference:

40% of the respondents said that they are highly satisfied with the Environmental factors such as

lighting system and cleanliness and 30% of the respondents are highly satisfied with ventilation,

60% of the respondents are satisfied with ventilation and more than 50% of the respondents are

satisfied with lighting system (52%) and cleanliness (56%). Less than 4 to 8% of the respondents

are dissatisfied with the environmental factors provided at the Hospital.

89

Chart 4.39

Table 4.39

90

Environmental factors

Variables d)Working space e)Work place security f)Computer, telephone and fax usage

S.No

Remarks No of respondents

% No of respondents

% No of respondents

%

1. Highly satisfied

12 12% 30 30% 70 70%

2. Satisfied 66 66% 60 60% 29 29%

3. Undecided 04 4% 04 4% 1 1%

4. Dissatisfied 18 18% 06 6% - --

5. Highly dissatisfied

_ _ 00 - _ _

Inference:

66% (majority) of the respondents are satisfied with work space and 18% of the respondents are

dissatisfied. This big and popular hospital all over the country requires more space for

accommodation of patients and improve rest room for employees.

60% of the respondents are satisfied with work space security and 30% of the respondents are

highly satisfied with the work space security and only 6% of the respondents are dissatisfied.

70% of the respondents are highly satisfied with computer, telephone and fax facility while 29%

of the respondents are satisfied about it.

Chart 4.39

91

Table 4.40

92

Are you satisfied with the sports & recreation programs?

Inference:

54% of the respondents are satisfied with the Sports & Recreation Programs 36% of the

respondents are highly satisfied. 4% of the respondents are dissatisfied and 6% of the

respondents undecided to give their opinion about Sports and Recreation programs.

Chart 4.40

Table 4.41

S.No Remark No of Respondents Percentage

1. Highly satisfied 36 36%

2. Satisfied 54 54%

3. Undecided 6 6%

4. Dissatisfied 4 4%

5. Highly dissatisfied _ _

93

The counseling measure offered by the company in relation to welfare measure

Inference:

58% of the respondents are satisfied with the counseling measure offered by company in relation

to welfare officer and 20% of the respondents are highly satisfied 12% of the respondents are

dissatisfied and 6% of the respondents are highly dissatisfied towards the counseling measures

offered by the company.

Chart 4.41

S.No Remark No of Respondents Percentage

1. Highly satisfied 20 20%

2. Satisfied 58 58%

3. Undecided 4 4%

4. Dissatisfied 12 12%

5. Highly dissatisfied 6 6%

94

Table 4.42

The housekeeping measure provided by the hospital

Inference:

30% of the respondents are highly satisfied with the Housekeeping measures provided by the

Hospital 50% of the respondents are satisfied. 6% of the respondents are dissatisfied and the

same percentages of respondents are highly dissatisfied with the housekeeping measures

provided by the Hospital.

S.No Remark No of Respondents Percentage

1. Highly satisfied 30 30%

2. Satisfied 50 50%

3. Undecided 4 4%

4. Dissatisfied 6 6%

5. Highly dissatisfied 6 6%

95

Table 4.43

Periodic meeting were arranged by the management for renew the welfare activities

Inference:

30% of the respondents are highly satisfied and 40% of the respondents are satisfied with the

periodic meeting arranged by the management for renewal of welfare measures.10% of the

respondents undecided to give their opinion 12% of the respondents are dissatisfied and 8% of

the respondents are highly dissatisfied towards the periodic meeting arranged by the management

for renewal of welfare activities.

Chart 4.43

S.No Remark No of Respondents Percentage

1. Highly satisfied 30 30%

2. Satisfied 40 40%

3. Undecided 10 10%

4. Dissatisfied 12 12%

5 Highly dissatisfied 8 8%

96

Table 4.44

I feel that the welfare measures initiated by our organization have benefited me as follows

To increase the output

Inference:

44% of the respondents are satisfied and 24% of the respondents are highly satisfied with the

welfare measures initiated by the organization that has benefited to increase the output.14% of

the respondents are dissatisfied and 6% of the respondents are highly dissatisfied with the above

statement, 12% of the respondents undecided to give their opinion.

Chart 4.44

S.No Remark No of Respondents Percentage

1. Highly satisfied 24 24%

2. Satisfied 44 44%

3. Undecided 12 12%

4. Dissatisfied 14 14%

5. Highly dissatisfied 6 6%

97

Table 4.45

Prevent accident

Inference:

56% of the respondents are satisfied and 20% of the respondents that they feel the welfare

measure initiated has benefited preventing accident.10% of the respondents are dissatisfied and

8% of the respondents said that they are highly dissatisfied with the welfare measures initiated

has prevent accident.

Chart 4.45

S.No Remark No of Respondents Percentage

1. Highly satisfied 20 20%

2. Satisfied 56 56%

3. Undecided 6 6%

4. Dissatisfied 10 10%

5. Highly dissatisfied 8 8%

98

Table 4.46

Reduce Absenteeism

Inference:

50% of the respondents are satisfied and 24% of the respondents said that they are highly

satisfied with the welfare activities initiated has reduced absenteeism. 8% of the respondents are

dissatisfied and 6% of the respondents are highly dissatisfied with the above statement.

Chart 4.46

Table 4.47

S.No Remark No of Respondents Percentage

1. Highly satisfied 24 24%

2. Satisfied 50 50%

3. Undecided 12 12%

4. Dissatisfied 8 8%

5. Highly dissatisfied 6 6%

99

Reduce attrition

Inference:

56% of the respondents are satisfied and 20% of the respondents are highly satisfied with the

welfare measures initiated has reduced attrition, 10% of the respondents said that they are

dissatisfied with the above statement and the same percentage of the respondents were highly

dissatisfied.

Chart 4.47

Table 4.48

S.No Remark No of Respondents Percentage

1. Highly satisfied 20 20%

2. Satisfied 56 56%

3. Undecided 4 4%

4. Dissatisfied 10 10%

5. Highly dissatisfied 10 10%

100

Good Health condition

Inference:

Almost 60% of the respondents said that they are satisfied with the welfare measures initiated

had benefited good health condition and 30% of the respondents are highly satisfied. 6% of the

respondents are dissatisfied and 4% of the respondents were highly dissatisfied with the above

statement.

Chart 4.48

Table 4.49

S.No Remark No of Respondents Percentage

1. Highly satisfied 30 30%

2. Satisfied 60 60%

3. Undecided _ _

4. Dissatisfied 6 6%

5. Highly dissatisfied 4 4%

101

Self motivation

Inference:

46% of the respondents said that they are satisfied with the welfare benefits initiated had self

motivated 28% of the respondents are highly satisfied. 8% of the respondents are dissatisfied and

the same percentages of the respondents are highly dissatisfied towards the welfare benefits. 10%

of the respondents not decided to give their opinion.

Chart 4.49

Table 4.50

S.No Remark No of Respondents Percentage

1. Highly satisfied 28 28%

2. Satisfied 46 46%

3. Undecided 10 10%

4. Dissatisfied 8 8%

5. Highly dissatisfied 8 8%

102

My view on the awareness of the following welfare scheme

Loans

Inference:

According to the above table, 60% of the respondents said that welfare scheme such as loans are

informed formally, 34% of the respondents felt that loan schemes are informally informed. 6% of

the respondents said that they were not at all informed.

Chart 4.50

Table 4.51

S.No Remark No of Respondents Percentage

1. Informed formally 60 60%

2. Informed informally 34 34%

3. Not at all informed 6 6%

103

Medical insurance & Medical Benefit Coverage

Inference:

70% of the respondents said that the Medical Insurance scheme had been informed formally and

60% of the respondents said that the medical benefit coverage was informed formally, 30% of

the respondents felt that the medical insurance benefit had been informally informed, 36% of the

respondents said that the Medical benefit coverage was informed informally and 4% of the

respondents said that it was not at all informed.

Chart 4.51

Table 4.52

S.NoRemark

MedicalInsurance

Medical Benefit Coverage

No of Respondents

Percentage No of Respondents

Percentage

1. Informed formally 70 70% 60 60%

2. Informed informally 30 30% 36 36%

3. Not at all informed _ _ 4 4%

104

Bonus

Inference:

60% of the respondents said that they were aware and formally informed about the Bonus

scheme, 40% of the respondents said that the bonus scheme was informed informally.

Chart 4.52

Table 4.53

S.No Remark No of Respondents Percentage

1. Informed formally 60 60%

2. Informed informally 40 40%

3. Not at all informed _ _

105

Marriage allowance & Festival allowance

Inference:

Most of the respondents (60%) said that they are aware and informed formally about the

marriage allowance 40% of the respondents said that they were informally informed; half of the

respondents (50%) said that they were formally informed and another half of the respondents

(50%) said that they are informed informally about the festival allowance.

Chart 4.53

Table 4.54

S.No RemarkMarriage allowance Festival allowance

No of respondents

% No of respondents

%

1. Informed formally 60 60% 50 50%

2. Informed informally 40 40% 50 50%

3. Not at all informed _ _ _ _

106

S.No

Remarks

Birthday (sweets) Picnic Scheme Annual day gifts

No of respondents

% No of respondents

% No of respondents

%

1. Informed Formally

46 46% 56 56% 54 54%

2. Informed Informally

54 54% 44 44% 46 46%

3. Not at all informed

_ _ _ _ _ _

Birthday sweets, Picnic Scheme, Annual day gifts

Inference:

46% of the respondents said that they were aware and formally informed about the birthday

sweets and 54% of the respondents felt that it has been informed informally. 56% of the

respondents said that they were informed formally about the picnic scheme and 44% of the

respondents said that they were informally informed. 54% of the respondents said that they are

aware and formally informed about the annual day gift 46% of the respondents said that the

annual day gift was informed informally.

Chart 4.54

Table 4.55

107

Funeral expenses

Inference:

Almost 60% of the respondents said that they are aware and formally informed about the funeral

expense, 40% of the respondents said that they were informally informed about the funeral

expense.

Chart 4.55

S.No Remark No of Respondents Percentage

1. Informed formally 60 60%

2. Informed informally 40 40%

3. Not at all informed _ _

108

Statistical Analysis

HYPOTHESIS TESTING

Aim

To find the relationship between Experience of the respondents vs Relationship with the

Welfare Officer

Null Hypothesis Ho: There is no relationship between Experience of the respondents vs

Relationship with the Welfare Officer

Experience

Experience Vs Relationship with the Welfare Officer

Total Highly

satisfied Satisfied Undecided DissatisfiedHighly

dissatisfied0 – 10 Years 6 20 2 6 2 3611 – 20 Years 3 16 5 8 4 3621 – 25 Years 4 8 2 5 3 2225 & above

Years 1 2 1 1 1 6Total 14 46 10 20 10 100

Chi-Square Degree of freedom p-value

5.96 12 0.239

Since P>0.05 , the null hypothesis is accepted at 5% level of significance “ Hence there is

no relationship between Experience of the respondents vs Relationship with the Welfare

Officer

109

Aim

To find the relationship between Age of the respondents vs Periodical Medical Checkup by

the hospital

Null Hypothesis Ho: There is no relationship between Age of the respondents vs Periodical

Medical Checkup by the hospital

Age

Age Vs Satisfaction level of periodical medical checkup by the hospital

TotalHighly

satisfied Satisfied Undecided DissatisfiedHighly

dissatisfied21 – 30 years 5 16 1 7 1 3031 – 40 years 7 24 1 7 1 4041 – 50 years 6 8 1 5 2 2251 years &

above 2 2 1 1 2 8Total 20 50 4 20 6 100

Chi-Square Degree of freedom p-value

12.312 12 0.4211

Since P>0.05 , the null hypothesis is accepted at 5% level of significance “ Hence there is

no relationship between Age of the respondents vs Periodical Medical Checkup by the

hospital

110

Aim

To find the relationship between Experience of the respondents vs Long Service Award

Null Hypothesis Ho: There is no relationship between Experience of the respondents vs Long

Service Award

Experience

Experience Vs Satisfaction Level on Long Service Award

TotalHighly

satisfied Satisfied Undecided DissatisfiedHighly

dissatisfied0 – 10 Years 4 24 2 3 3 3611 – 20 Years 3 16 9 4 4 3621 – 25 Years 4 8 2 4 4 2225 & above Years 1 2 1 1 1 6Total 12 50 14 12 12 100

Chi-Square Degree of freedom p-value

12.438 12 0.411

Since P>0.05 , the null hypothesis is accepted at 5% level of significance “ Hence there is no

relationship between Experience of the respondents vs Long Service Award

111

Aim

To find the relationship between Monthly Salary vs Information on Medical Insurance

Null Hypothesis Ho: There is no relationship between Monthly Salary vs Information on

Medical Insurance

Monthly Salary

Monthly Salary Vs Information on Medical Insurance

TotalInformed Formally Informed Informally Not at all InformedLess than Rs.5000

4 4 0 8Rs.5000 - Rs.10,000

7 5 0 12Rs.10,000 - Rs.15,000

40 12 0 52Rs.15,000

Above 19 9 0 28Total 70 30 0 100

Chi-Square Degree of freedom p-value

3.550 3 0.314

Since P>0.05 , the null hypothesis is accepted at 5% level of significance “ Hence there is no

relationship between Monthly Salary vs Information on Medical Insurance

112

Aim

To find the relationship between Monthly Salary & discount in treatment

Null Hypothesis Ho: There is no relationship between Monthly Salary & discount in

treatment

Monthly Salary

Monthly Salary Vs Satisfaction Level Discount in treatment

TotalHighly

satisfied Satisfied Undecided DissatisfiedHighly

dissatisfiedLess than Rs.5000 2 1 1 2 2 8Rs.5000

- Rs.10,000 1 3 2 4 2 12Rs.10,000

- Rs.15,000 1 34 1 14 2 52Rs.15,000

Above 1 14 1 10 2 28Total 5 52 5 30 8 100

Chi-Square Degree of freedom p-value

24.67 12 0.0165

Since P<0.05 , the null hypothesis is rejected at 5% level of significance “ Hence there is

relationship between Monthly Salary & discount in treatment

113

Aim

To find the relationship between Educational Qualification vs training

Null Hypothesis Ho: There is no relationship between Educational Qualification vs training

Educational Qualification

Educational Qualification Vs Satisfaction Level on Training

Total Highly

satisfied Satisfied Undecided DissatisfiedHighly

dissatisfied Under graduate

6 32 3 3 2 46Post graduate

5 2 3 3 3 16 Diploma/technica

l5 15 2 2 2 26

XII &Others 4 1 2 2 3 12Total 20 50 10 10 10 100

Chi-Square Degree of freedom p-value

26.136 12 0.010

Since P<0.05 , the null hypothesis is rejected at 5% level of significance “ Hence there is

relationship between Educational Qualification vs training

114

Aim

To find the relationship between Gender vs Safety Measures

Null Hypothesis Ho: There is no relationship between Gender vs Safety Measures

Gender

Gender Vs Satisfaction Level on Safety Measures

Total Highly

satisfied Satisfied Undecided DissatisfiedHighly

dissatisfiedMale 16 57 5 5 5 88

Female 2 1 3 3 3 12Total 18 58 8 8 8 100

Chi-Square Degree of freedom p-value

20.592 4 0.0004

Since P<0.05 , the null hypothesis is rejected at 5% level of significance “ Hence there is

relationship between Gender vs Safety Measures

115

Aim

To find the relationship between Designation vs Interaction & Communication of welfare

officer

Null Hypothesis Ho: There is no relationship Designation vs Interaction & Communication of

welfare officer

Designation

Designation vs Satisfaction level on Interaction & Communication of welfare officer

TotalHighly

satisfied Satisfied Undecided DissatisfiedHighly

dissatisfiedClerical 10 23 0 3 4 40

Managerial 4 4 0 3 3 14Technical 16 23 0 4 3 46

Total 30 50 0 10 10 100

Chi-Square Degree of freedom p-value

6.971 6 0.324

Since P>0.05 , the null hypothesis is accepted at 5% level of significance “ Hence there is

no relationship between Designation vs Interaction & Communication of welfare officer

116

Aim

To find the relationship between Marital Status Vs Loan Assistance

Null Hypothesis Ho: There is no relationship between Marital Status Vs Loan Assistance

Marital Status

Marital Status Vs Satisfaction Level on Loan Assistance

Total Highly

satisfied Satisfied Undecided DissatisfiedHighly

dissatisfiedSingle 5 5 2 4 4 20

Married 23 47 2 4 4 80Total 28 52 4 8 8 100

Chi-Square Degree of freedom p-value

14.835 4 0.005

Since P<0.05 , the null hypothesis is rejected at 5% level of significance “ Hence there is

relationship between Marital Status Vs Loan Assistance

117

Aim

To find the relationship between Age Vs Self Motivation through welfare measures

Null Hypothesis Ho: There is no relationship between Age Vs Self Motivation through welfare

measures

Age

Age Vs Satisfaction Level on Self Motivation through welfare measures

Total Highly

satisfied Satisfied Undecided DissatisfiedHighly

dissatisfied21 – 30 years 5 18 3 2 2 3031 – 40 years 14 19 3 2 2 4041 – 50 years 8 8 2 2 2 2251 years &

above 1 1 2 2 2 8Total 28 46 10 8 8 100

Chi-Square Degree of freedom p-value

15.953 12 0.1935

Since P>0.05 , the null hypothesis is accepted at 5% level of significance “ Hence there is

no relationship between Age Vs Self Motivation through welfare measures

  

118

 

Chapter V          

SUMMARY AND

CONCLUSIONS    

 

CHAPTER V 

SUMMARY & CONCLUSIONS

119

  5.1 Summary of findings:  

50% of the respondents are satisfied with the periodic medical check-up provided by the

hospital, 20% of the respondents are highly satisfied

40% of the respondents are satisfied and 30% of the respondents are highly satisfied with

the medical benefits are paid fast by the Hospital, 20% were dissatisfied

50% Percentage of the respondents are satisfied with the first aid training given to the

employees 20% of them are highly satisfied, 10% of the respondents were dissatisfied

and the same percentage of the respondents are highly dissatisfied with the First Aid

60% of the respondents are satisfied with the quality of the uniform, 50% of them said

that they are satisfied with colour of the uniform, 56% of them are satisfied with

Durability of the uniform, 20% of the respondents are dissatisfied with Quality & Colour

of the Uniform,

52% of the respondents are satisfied with the Quality of the Shoes, 50% of the

respondents said that they were satisfied with the colour of the shoes, 10% of the

respondents are dissatisfied with Quality and Colour of the Shoes,

54% of the respondents are satisfied with the Quick supply of meals & tea, 16% of the

respondents are highly satisfied, 10% of the respondents are dissatisfied

46% of the respondents are satisfied with providing nutritious meals, 14% of the

respondents are highly satisfied, 48% of the respondents are satisfied with the neatness

and cleanliness of the canteen service, 14% of the respondents are dissatisfied

50% are satisfied with the arrangement of tables & chairs, 20% of the respondents are

highly satisfied. 12% of the respondents are dissatisfied and 6% of the respondents are

highly dissatisfied towards the arrangement of tables & chairs in the canteen service area.

120

52% of the respondents are satisfied with the pleasing nature of service 16% of the

respondents are highly satisfied, 12% of the respondents said that they were dissatisfied

with the pleasing nature of service in canteen area.

56%of the respondents are satisfied with the rest room facility provided and are cleanly

maintained, ventilated and conveniently situated at the Hospital,

56% of the respondents are satisfied and 16% of the respondents are highly satisfied with

effective arrangement of drinking water at convenient places, 16% of the respondents

were dissatisfied

58% of the respondents are satisfied and 18% of the respondents are highly satisfied with

the cool & hot water provided as per requirement, 14% of the respondents are dissatisfied

Half of the respondents (50%) are satisfied with the tour packages, 30% of the

respondents are highly satisfied

54% of the respondents are satisfied and 26% of the respondents are highly satisfied with

the festival advance, 6% of the respondents are highly dissatisfied with the festival

advance benefit.

52% of the respondents are satisfied and 28% of the respondents are highly satisfied with

the loan assistance, 8% of the respondents are dissatisfied

50% of the respondents are satisfied and 12% of the respondents are highly satisfied with

the long service awards, 12% of the respondents are satisfied and the same percentage of

the respondents are highly dissatisfied

44% of the respondents are satisfied with the personal protective equipment and 24% of

the respondents are highly satisfied

121

58% of the respondents are satisfied with the safety measures and 18% of the respondents

are highly satisfied.8% of the respondents are dissatisfied

54% of the respondents are satisfied towards the work environment and 16% of the

respondents are highly satisfied, 12% of the respondents said that they are dissatisfied

with the work environment

50% of the respondents are satisfied with the training program, 20% of the respondents

are highly satisfied. 10% of the respondents are dissatisfied

50% of the respondents said that they are satisfied with the company’s welfare officers

role, 20% of them are highly satisfied.

50% of the respondents are satisfied and 16% of the respondents are highly satisfied with

the level of subordinate development that welfare officer concerns while taking decision,

40% of the respondents said that they are highly satisfied with the Environmental factors

such as lighting system and cleanliness and 30% of the respondents are highly satisfied

with ventilation

54% of the respondents are satisfied with the Sports & Recreation Programs 36% of the

respondents are highly satisfied. 4% of the respondents are dissatisfied and 6% of the

respondents undecided to give their opinion about Sports and Recreation programs.

58% of the respondents are satisfied with the counseling measure offered by company in

relation to welfare officer and 20% of the respondents are highly satisfied 12% of the

respondents are dissatisfied

30% of the respondents are highly satisfied with the Housekeeping measures provided by

the Hospital 50% of the respondents are highly satisfied

122

30% of the respondents are highly satisfied and 40% of the respondents are highly

satisfied with the periodic meeting arranged by the management for renewal of welfare

measures.

44% of the respondents are satisfied and 24% of the respondents are highly satisfied with

the welfare measures initiated by the organization that has benefited to increase the

output.14% of the respondents are dissatisfied

56% of the respondents are satisfied and 20% of the respondents that they feel the

welfare measure initiated has benefited preventing accident

50% of the respondents are satisfied and 24% of the respondents said that they are highly

satisfied with the welfare activities initiated has reduced absenteeism

56% of the respondents are satisfied and 20% of the respondents are highly satisfied with

the welfare measures initiated has reduced attrition,

60% of the respondents said that they are satisfied with the welfare measures initiated had

benefited good health condition and 30% of the respondents are highly satisfied.

6% of the respondents said that they are satisfied with the welfare benefits initiated had

self motivated 28% of the respondents are highly satisfied.

60% of the respondents said that welfare scheme such as loans are informed formally,

34% of the respondents felt that loan schemes are informally informed

70% of the respondents said that the Medical Insurance scheme had been informed

formally and 60% of the respondents said that the medical benefit coverage was informed

formally.

60% of the respondents said that they were aware and formally informed about the Bonus

scheme, 40% of the respondents said that the bonus scheme was informed informally

123

Most of the respondents (60%) said that they are aware and informed formally about the

marriage allowance 40% of the respondents said that they were informally informed,

46% of the respondents said that they were aware and formally informed about the

birthday sweets and 54% of the respondents felt that it has been informed informally.

56% of the respondents said that they were informed formally about the picnic scheme

60% of the respondents said that they are aware and formally informed about the funeral

expense

Almost all (80%) Percentage of the respondents is satisfied with the first aid kit given to

the employees, which is a very important and life saving issue in hospital.

54% of the respondents are satisfied with the Quick supply of meals & tea in time, 16%

of the respondents are highly satisfied, 10% of the respondents are dissatisfied

Concerning staff dressing room with security, 70% of the respondents are satisfied and

14% of the respondents are highly satisfied. Only few (10%) of the respondents are

dissatisfied.

With regard to Cupboard with safety locker, 70% of the respondents are highly satisfied

and only 8% of the respondents are dissatisfied. Some employees in canteen division do

not get locker facilities.

66 %( majority) of the respondents are satisfied with free parking area and 10% of the

respondents are highly satisfied with parking arrangement. In Apollo, only patients and

visitors do not get proper parking arrangements as the hospital parking area is very small

and the management cannot fulfill this need due to non availability of land in that

business and residential area.

67% of the respondents are satisfied with hospital bus facility and 23% of the respondents

are highly satisfied with effective transport arrangement of cabs/buses at convenient

points in the city.

124

62% of the respondents are highly satisfied with ATM and cash facility services in

Apollo premises as they have three bank’s ATM and banking service for their own

employees in the fourth floor of their main building.

Majority of the respondents (61%) are satisfied with the best employee, 26% of the

respondents are highly satisfied

57% of the respondents are satisfied with accommodation facilities and 28% of the

respondents are highly dissatisfied. The accommodation or stays for some categories like

nurses are located at far of places from hospital.

52% of the respondents are dissatisfied about child care facilities and 18% of the

respondents are highly dissatisfied about child a care facility which is a big grievance

among women employees

72% of the respondents are highly satisfied with chaplaincy services and 18% of the

respondents are satisfied about it which creates good faith about the hospital by all

communities

FINDINGS FROM STATISTICAL ANALYSIS – CHI SQAURE TEST

It is found that there is no relationship between Age of the respondents vs Periodical

Medical Checkup by the hospital

It is found that there is no relationship between Experience of the respondents vs Long

Service Award

125

It is found that there is no relationship between Monthly Salary vs Information on

Medical Insurance

It is found that there is relationship between Monthly Salary & discount in treatment

It is found that there is relationship between Educational Qualification vs trainin

It is found that there is relationship between Gender vs Safety Measures

It is found that there is no relationship between Designation vs Interaction &

Communication of welfare officer

It is found that there is relationship between Marital Status Vs Loan Assistance

It is found that there is no relationship between Age Vs Self Motivation through welfare

measures

5.2 Recommendations:

Though periodic medical check-up provided by the hospital are good, the employees

should get medical benefits for their family members also and concession in payment can

be given in case if they go major surgeries.

126

The medical benefits should be paid very fast by the Hospital to its employees to reduce

loss.

The first aid training should be given to all categories of people, particularly uneducated

employees in catering and sanitary departments to safeguard them.

Though most of the employees are satisfied with the color and quality of uniforms, more

Uniforms with different colors for different groups can be given to employees to keep

them neat and tidy.

Though most of the employees are satisfied with the Quick supply of meals they can be

available at appropriate places in all floors and buildings inorder to reduce their time. The

rates charged for it can be reduced further for low income groups.

The arrangement of tables & chairs can be increased to make the employees feel relax in

their job. In few sections the availability of chairs are very less as it may cause nuisance

to employees from the visitor’s side. More rest room facility can be provided for all

section of people to take rest and work on all shifts without tiredness.

Though hospitals do not encourage tour packages, at least the organization can provide

tour packages for senior and experienced employees which may reduce their job stress.

The bonus and loan assistance can be provided at nominal amount for temporary or

contract employees also to improve their living and satisfaction

Career development for employees can be enriched by the management by providing

effective and modern training. The can offer diplomas/certificate training program in

various technical field to improve their employees skill and knowledge .job

opportunities can be provide to poor employees kids in their hospital based on their

qualification and educational loans can be provided.

5.3 CONCLUSION

127

 Periodical assessment of statutory welfare measures variables to be studied and necessary

adjustment to be taken by the employer.

Respondents are satisfied with the Uniforms and shoes provided by the company.

Canteen services still more to improve.

More than half of respondents feel that Sports and recreation facilities has to be

concentrated still more.

The few respondents feel that welfare measures are informed informally and this

has to be avoided in future.

A follow-up study will be carried out with large number of sample size.

Comparative study will be conducted with similar type of industries to improve the

organizational facilities.

The depth study on this area may help to reduce attrition rate in any company.

 

          

128

   

        

REFERENCE

  

  

 

 REFERENCE

BOOKS:

1.      Aswathappa. K (2006): Human Resources and Personnel Management, Text & Cases –

the Mc.Grew Hill Companies, page no: 446 – 458.

129

2.      National Institute of Personnel Management - Calcutta: Social Security and labour

Welfare, page no: 7 – 12.

3.      Gupta C.B. (2006): Human Resources Management, page no.6.22 – 6.31.

4.      Sarma A.M. (2006): Labour Welfare and Social Security, Himalaya Publishing House,

page no: 1 – 9.

REVIEW OF LITERATURE

1.      Arunagiri A study on employee’s perception towards the welfare measures at TTK

Health Care Ltd.

2.      Vijaya Chitra A study on impact of Labour Laws on HR practices at India Cements

Ltd.

3.      Namashivayam A study on Awareness of Legal provisions on Welfare Activities under

Labour Laws M|s. Sentinel Clothing Company, Tirupptur.

4.      Johnson A study on welfare measures at Pepsico India Holdings Pvt Ltd, Mamandur.

5.      Satish A study to find the effectiveness of welfare measures with the employees of CTS

(Cognizant Technology Solutions).

6.      Balasundaram A study on welfare measures in M|S Ashok Leyland Limited.

7.      Sinithia A study on non-statutory welfare measures and employee motivation in Dalima

Cement Bharath Ltd.

8.      Idiculla Mappillai A study on Non-statutory welfare measures provided at Ennore

Foundries Ltd.

9.      Ashika ponnapa A survey on Labour Welfare measures in the tea plantation of

Kothari Industrial Corporation.

10.  Shoba Susan Thomas A study on Welfare Measures at Ponds (India) Ltd.

130

11.  Sethulakshmi A comparative study on welfare measures in non – government

organization.

12.  Kannan A study on the welfare measures at Tamil Nadu Petro Products Ltd, Manali.

 WEBSITES:

www.welfareindia.com

www.appollohospitals.com

www.google.com

www.chennaibest.com

 

        

131

                    

APPENDIX        

APPENDIX

QUESTIONNAIRE

A study on welfare measures provided for Paramedical employees in a

corporate hospital with reference to Apollo hospital, Chennai

132

General Instructions:

-         Please put a tick mark against the appropriate box clearly.

-         The following questions are for Research Study & analytical purposes only.

-         They will not be used to try to identify any individual.

-         You may leave any or all blank if you prefer.

Note: For the employees who are Un- educated, the researcher conducts oral interview based on

the questionnaire only.

Personal profile

 Name (optional):

Sex:

Male Female

Age:

o       21 – 30 Yearso       31 – 40 Yearso       41 – 50 Yearso       51 & above years

 

Marital Status:

o       Single o       Married

 

Designation:

o       Clericalo       Managerialo       Technical

 

 Experience in this company:

o       0 – 10 Yearso       11 – 20 Yearso       21 – 25 Yearso       25 & above Years

Educational Qualification (please put “O”mark)

o       graduate o       post graduate

133

o       diploma/technicalo       XII/others

 Total Salary Package Per Month?

o      Less than Rs. 5,000 o       Rs.5000 to Rs.10000o       Rs.10,000 to Rs.15,000o       Rs.15,000 or more

  

WELFARE MEASURES 

I. Medical facilities & First – Aid 1) Medical Facilities:

Items Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) Are you satisfied with the periodic medical check-up provided by the hospital?

 5

 4

 3

 2

 1

b) The medical benefits are paid fast by the hospital? What is your opinion?

 5

 4

 3

 2

 1

2) First- Aid

Items Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) I feel First Aid Training is given to the employees?

5 4 3 2 1

b) Whether First Aid Kit is provided on-hand?

5 4 3 2 1

3) Uniform

  Variables Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) Quality 5 4 3 2 1b) Colour 5 4 3 2 1c) Durability 5 4 3 2 1

 

4) Shoes

134

Variables Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) Quality 5 4 3 2 1b) Colour 5 4 3 2 1c) Proper size 5 4 3 2 1

 

III. Canteen and Dining Services:

5) Canteen Factors based on my satisfaction:

  Variables Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) Quick supply of meals & Tea in time

5 4 3 2 1

b) Providing Nutritious and hygienic meals

5 4 3 2 1

c) Quantity & Quality of food 5 4 3 2 1d) Neatness/Cleanliness of dining

hall5 4 3 2 1

e) Arrangements of Tables & Chairs in dining hall

5 4 3 2 1

f) Pleasing nature of service people 5 4 3 2 1

IV. Conveniences:

6) Rest Room Facilities:

Variables Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) Urinals & toilets are cleanly maintained, ventilated, conveniently situated

 5

 4

 3

 2

 1

b) Drinking water is effectively arranged at convenient points

 5

 4

 3

 2

 1

c) Cool & Hot water is provided as per requirements

 5

 4

 3

 2

 1

7) Change Room Facilities:

  Variables Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) Staff Dressing Room is provided with security

5 4 3 2 1

b) Cupboard with safety locker 5 4 3 2 1

8) Parking and Transport Facilities: 

135

Variables Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) Free parking area for staff’s vehicle

5 4 3 2 1

b) Hospital Bus/Cab facilities helps to reach in time

5 4 3 2 1

9) Banking facilities:

Variables Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) ATMs and Check cashing services available on campus

5 4 3 2 1

 V. Benefits:

10) Benefits are

  Variables Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) Tour packages 5 4 3 2 1b) Festival Advance 5 4 3 2 1c) Loan Assistance 5 4 3 2 1d) Long Service Awards 5 4 3 2 1e) Special Achievers Awards 5 4 3 2 1f) Valuable Suggestions Awards 5 4 3 2 1g) Best Employee Award 5 4 3 2 1h) Annual leave 5 4 3 2 1i) Accommodation 5 4 3 2 1j) Discount On Treatment 5 4 3 2 1k) Childcare Facilities 5 4 3 2 1l) Chaplaincy Services 5 4 3 2 1

 

VI. Safety:

11) Safety measures are

  Variables Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) Personal Protective Equipment 5 4 3 2 1b) Safety Measures 5 4 3 2 1c) Work Environment 5 4 3 2 1d) Training 5 4 3 2 1e) Safety Officer 5 4 3 2 1

136

VII. Welfare Officer:

S.no Items Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

12) The company’s welfare measures are in line with the Statutory Norms – What is your opinion?

 5

 4

 3

 2

 1

13) Company’s Welfare Officer’s role is cordial – what is your opinion?

 5

 4

 3

 2

 1

14) The level of relationship with your Welfare officer is

 5

 4

 3

 2

 1

15) The level of subordinate development that your Welfare Officer concern while taking decisions that cover your area of work.

  5

  4

  3

  2

  1

16) The interactions and communications of the Welfare Officer is

 5

 4 

 3

 2

 1

 VIII. Environment:

17) Some of the environmental factors are

 Variables

Highly satisfied Satisfied

Undecided

Dissatisfied

Highly dissatisfied

a) Lighting system 5 4 3 2 1b) Ventilation 5 4 3 2 1c) Cleanliness 5 4 3 2 1d) Fire and Emergency Exit 5 4 3 2 1e) Emergency Dial 5 4 3 2 1f) Working Space 5 4 3 2 1g) Workplace Security 5 4 3 2 1h) Infection Control Rate 5 4 3 2 1i) Computer , telephone & fax

usage5 4 3 2 1

IX. Other Welfare Measures:

S.no Items Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

137

18) Are you satisfied with the sports & recreation programs?

 5

 4

 3

 2

 1

19) The counseling measure offered by the company in relation to welfare measure is

 5

 4

 3

 2

 1

20) The housekeeping measures provided by the hospital is 

 5

 4

 3

 2 

 1

21) Management has proper assessment tool\techniques for assessing the effectiveness of welfare scheme (eg. Feedback)

 5

 4

 3

 2

 1 

22) Periodic meeting where arranged by the management for review the welfare activities

 5

 4

 3

 2

 1

 

23)  I feel that the welfare measures initiated by our organization have benefited me as follows:

  Variables Highly satisfied

Satisfied Undecided Dissatisfied Highly dissatisfied

a) To increase the output 5 4 3 2 1b) Prevent Accident 5 4 3 2 1c) Reduce Absenteeism 5 4 3 2 1d) Reduce Attrition 5 4 3 2 1e) Good Health Condition 5 4 3 2 1f) Self – motivation 5 4 3 2 1

24) My view on the awareness of the following welfare scheme

S.no Welfare Scheme Informed Formally 

Informed Informally

 

Not at all Informed

 1. Loans 2 1 02. Medical Insurance 2 1 03. Medical Benefit

Coverage2 1 0

4. Bonus 2 1 05. Marriage Allowance 2 1 06. Festival Gifts 2 1 07. Sweets (festival) 2 1 08. Benevolent Fund 2 1 09. Picnic Scheme 2 1 010. Residential Quarters 2 1 011. Availing for Leave 2 1 0

138

12. Annual day Gifts 2 1 013. Funeral Expenses 2 1 014. Death Relief Fund 2 1 015. Safety measures 2 1 0

25) a) Do you Suggest any new welfare measures to be started in your organization ?

Yes No b) If yes, in which area do you need a welfare improvement?

Specify :_____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

139