22.a study on effect of welfare measures on employee morale
TRANSCRIPT
A STUDY ON EFFECT OF WELFARE MEASURES ON EMPLOYEE MORALE IN HIDESIGN,
PUDUCHERRY
SUMMER PROJECT REPORT
Submitted by
V.MAHESWARI
REGISTER NO: 27348322
Under The Guidance Of
Mr. G. BALA SENDHIL KUMAR, B.E., MBA
Faculty, Department Of Management Studies
in partial fulfillment for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
DEPARTMENT OF MANAGEMENT STUDIES
SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
PONDICHERRY UNIVERSITY
PUDUCHERRY
September 2007
1
SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE MADAGADIPET PUDUCHERRY
DEPARTMENT OF MANAGEMENT STUDIES
BONAFIDE CERTIFICATE
This to certify that the project work entitled “A STUDY ON EFFECT OF
WELFARE MEASURES ON EMPLOYEE MORALE IN HIDESIGN,
PUDUCHERRY” is a bonafide work done by V. MAHESWARI [ REGISTER NO:
27348322] in partial fulfillment of the requirement for the award of Master of Business
Administration by Pondicherry University during the academic year 2007 – 2008.
GUIDE HEAD OF DEPARTMENT
Submitted for Viva-Voce Examination held on
EXTERNAL EXAMINER
1.
2.
2
TABLE OF CONTENT
LIST OF TABLES
LIST OF CHARTS
CHAPTER TITLEPAGE NO.
1 INTRODUCTION 1
2 REVIEW OF LITERATURE 8
3 OBJECTIVES OF THE STUDY 16
4 RESEARCH METHODOLOGY 17
5 DATA ANALYSIS AND INTERPRETATION 21
6FINDINGS, SUGGESTIONS AND RECOMMENDATIONS OF THE STUDY 42
7 CONCLUSION 44
8
LIMITATION OF THE STUDY AND SCOPE FOR FURTHER STUDY 45
ANNEXURES
1. QUESTIONNAIRE
2. BIBLIOGRAPHY
3
ACKNOWLEDGEMENT
With the divine blessing of god, I take immense pleasure in stating the
acknowledgement for this project. I express my deep gratitude to Mr. N.KESAVAN,
Chairman, Mr.M.DHANASEKARAN, Managing Director and Mr.S.V.SUGUMARAN,
Vice Chairman, Sri Manakula Vinayagar Engineering College.
My special thanks to our college Mr.V.S.K.VENKATACHALAPATHY for
extending me morel support during the course of this work.
My special thanks to Mr.S.JAYAKUMAR, Head of the Department of Management
studies for his motivation and providing me the permission in doing this project.
I wish to thank my internal guide Mr. G.BALA SENDHIL KUMAR for being so
resource full from the beginning of this project and help to bring this project successfully.
I thank my external guide Mr.LUCAS, Advocate cum Personal Manager of
Hidesign, Puducherry for giving me this opportunity to do this project work in their
organization and for guiding me throughout the project duration
I wish to thank all other faculty members of the department for their co-operation
and encouragement throughout my project work.
I am also thankful to the all employee of Hidesign, Puducherry for providing me the
details about the company for the completion of the project.
Last but not least I thank my parents and friends who were very supportive to me
during this project.
4
ABSTRACT
The welfare measure is “An effort to make life worth living for workmen”. It
motivates employee to a great extent which leads to organizational growth. It is a major
factor which affects the employee morale.
The study on effect of welfare measure on employee morale in HIDESIGN,
Puducherry was done to evaluate the level of satisfaction of employees about welfare
measures and its effect on employee morale.
The main objective of the study is to measure the effect of welfare measure on
morale, level of satisfaction of employees regarding working condition and general attitude
of employee towards the organization.
Certain welfare measures provided by the company like medical facility, credit
facility, canteen facility, infrastructure facility, and certain factors of morale like
motivation. Job satisfaction interrelationships are considered in this study. This was a
descriptive research study. Nearly 50 samples were collected using simple random
sampling method. A questionnaire of 23 questions was prepared and data were collected
from the employees of Hidesign. Appropriate statistical tools were used to analyze the
data.
From the study it is inferred that most of the employees were satisfied with the
welfare measures provided by the company. The employee morale was found to be good in
the company. The effect of welfare measure on employee morale was about 25%.
5
LIST OF TABLES
TABLE NO.
TITLEPAGE
NO.
5.1 EXPERIENCE OF RESPONDENT 21
5.2 LEVEL OF SATISFACTION OF SAFETY MEASURES 22
5.3 LEVEL OF SATISFACTION OF MEDICAL FACILITY 23
5.4LEVEL OF SATISFACTION OF WORKING ENVIRONMENT 24
5.5LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND WORKER 25
5.6
LEVEL OF SATISFACTION OF RELATIONSHIP
BETWEEN WORKERS 26
5.7 LEVEL OF MOTIVATION GIVEN TO EMPLOYEE 27
5.8 LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES 28
5.9STATUS OF GRIEVANCE HANDLING IN THE COMPANY 29
5.10 WORK SATISFACTION LEVEL OF THE EMPLOYEE 30
5.11SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES 31
5.12.1
ANALYSIS OF OPINION OF RESPONDENTS REGARDING COMMUNICATION IN WORK PLACE AND WORK SATISFACTION (USING CHI-SQUARE) –OBSERVED COUNT TABLE 32
5.12.2 EXPECTED COUNT TABLE 32
5.12.3 CHI- SQUARE TABLE 32
5.13.1
ANALYSIS OF OPINION OF RESPONDENTS REGARDING WELFARE SATISFACTION AND WORK SATISFACTION (USING CHI-SQUARE) - OBSERVED COUNT TABLE 34
5.13.2 EXPECTED COUNT TABLE 34
5.13.3 CHI- SQUARE TABLE 34
5.14.1
ANALYSIS OF OPINION OF RESPONDENTS REGARDING EXPERIENCE OF RESPONDENT AND WORK SATISFACTION (USING CHI-SQUARE) - OBSERVED COUNT TABLE 35
5.14.2 EXPECTED COUNT TABLE 35
6
LIST OF TABLES
TABLE NO.
TITLEPAGE
NO.
5.14.3 CHI- SQUARE TABLE 36
5.15.1
ANALYSIS OF OPINION OF RESPONDENTS REGARDING MOTIVATION GIVEN TO EMPLOYEE AND WORK SATISFACTION (USING CORRELATION) 37
5.15.2 CORRELATION TABLE 37
5.16.1
ANALYSIS OF RANKING GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES (USING WEIGHTED AVERAGE METHOD) 39
5.16.2 WEIGHTED AVERAGE TABLE 39
5.17.1
ANALYSIS OF OPINION GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES AND EMPLOYEE MORALE (USING REGRESSION METHOD) 40
5.17.2 REGRESSION TABLE 40
7
LIST OF CHARTS
CHART NO.
TITLEPAGE
NO.
5.1 EXPERIENCE OF RESPONDENT 21
5.2 LEVEL OF SATISFACTION OF SAFETY MEASURES 22
5.3 LEVEL OF SATISFACTION OF MEDICAL FACILITY 23
5.4LEVEL OF SATISFACTION OF WORKING ENVIRONMENT 24
5.5LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND WORKER 25
5.6LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS 26
5.7 LEVEL OF MOTIVATION GIVEN TO EMPLOYEE 27
5.8 LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES 28
5.9STATUS OF GRIEVANCE HANDLING IN THE COMPANY 29
5.10 WORK SATISFACTION LEVELOF THE EMPLOYEE 30
5.11SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES 31
8
CHAPTER-1
INTRODUCTION
1.1 COMPANY PROFILE
HIDESIGN is one of the leading brands in the leather industry and the first
company, which has gained international recognition due to the excellent quality and
customer service. Among the many leather brands in India. HIDESIGN is the only
renowned brand with no at par competitor in the domestic market.
About 200 people working under four roofs with tremendous recall and
equity, built patiently over years. HIDESIGN is a brand with a humble beginning in
Puducherry in 1978.
In the year 1990 it moved into its first factory. After having created boutiques
in fashion hotspots such as San Francisco, New York, London. HIDESIGN exclusive
store are present in Caramel, California in United States, Dubai, Moscow. HIDESIGN
sells leather bags and garments under its own name in Australia, Greece, India, New
Zealand, Scandinavia, Slovakia, South Africa.
HIDESIGN works closely with some of the best-known leather and fashion
companies in the world to produce under their brand names likely as Armani, Marlboro,
Rock’n’Blue, Mauritius, Replay, Chevignon, and Redskin. In India HIDESIGN outlets
retail stores like shoppers stop, Lifestyle, Westside, Landmarks, Taj Khazona Boutiques,
etc.,
The employee’s strength increase from 200 to over 1500. “Being different” is
today reflects in “HIDESIGN” products and by its highly motivated employee. To offer
the finest quality by using natural materials and traditional skilled craftsmanship at an
affordable price. HIDESIGN offers classic and casual fashion through premium stores all
over the world.
Real leather, crafted the forgotten way. To discover the first leather, we went
back to traditions that are century’s old-vegetables tanning in pits and wooden drums. A
tradition that had been discarded by other tanneries as too consuming (the vegetables
tanning for a bag takes 40 days whereas chrome tanning, takes a week) but brings to the
leather a rich beautiful patina that gets better with use.
9
Chrome tanning has given leather tanneries the reputation of being one of the
worst pollutes. Areas around tanneries have turned to waste lands and the underground
water has become too poisoned to drink or use for agricultural purposes.
A vegetable tanning on the other hand has for centuries to enlisted with thriving
agriculture and densely populated communities. In fact, history has proved that vegetable
tanning is beautiful, safe and economic.
Hidesign takes special care to avoid the excessive use of pigments, binders or
lacquers that make the leather virtually indistinguishable from synthetic material our oil
tanned ranch leather, for example, is very lightly dyed and then covered only with natural
oils.
Making Hidesign bags and garments requires special skills. Since products are
‘Constructed’ not first stitched. Six workers carefully put together the bag with glue
before it is stitched. Critical and lab our steps, which even the Italian masters, gave up as
too much trouble, are then gone through. Steps such as double stitching all gussets,
folding or binding all edges to prevent wear and tear and to strange then the bag, to small
details such as knotting and matting down stitching ends.
The successful upwardly mobile young at heart with a strong of independence. The
Hidesign is likely to be:
Between 20 and 50 years.
Belongs to a high income household.
Travels frequently (often board).
Buys quality products that have lasting value.
Looks casually fashionable but never gaudy.
Has a strong commitment to nature and ecology.
1.1.1 Corporate Goal
Hidesign’s goal is to become a leading leather label for bags and garments
designed for work travel and causal wear and to offer the finest quality using traditional
skilled craftsmanship.
10
1.1.2 Corporate Objective
Hidesign products are designed by core design professionals and are being
offered twice a year seasonally. This is further reinforced by the recent introduction of an
internationally removed fashion consultant repute who conceives the designs of the
exclusive boutiques.
1.1.3 Product lines
All HIDESIGN products lines reflect the Hidesign concept and when displayed
together in Hidesign shop or corners, create a harmonious image that reflects the
sophisticated lifestyles of the customers. Hidesign’s product range includes a wide variety
of bags, garments, personal, Accessories, Belts, and small items as well as an exclusive
collection desktop stationery items.
1.1.3.1 Bags
a. Classics: The core classic range is made from vegetable tanned leather in tan, dark
brown, burgundy and black this intensive range has great strength in briefcases and
travel bags, with additional and naivety of ladies hand bags, backpacks, tote bags.
b. Casuals: An extensive range made from heavy oil tanned pull-ups in tan, brown
and black. Its silky but natural feel makes the leather ideal for business bags,
computer bags, rucksacks, sling bags. Cavity cases as Hidesign as beautiful
designers, animalistic, stylish business bags.
c. Fabric & Leather: A range of canvas bags trimmed with heavy belting leather is
ideal casual wear.
1.1.3.2 Leather garments
Hidesign’s line encompasses heavy-duty natural leather garments ideal for
winter usage. The wide range of garments in several leather reflects a continuous
adaptation to the latest fashion tendencies. HIDESIGN offers several heavy natural
leathers ideal for winter; while suede’s and calf napes are ideal fro spring. The vegetable
tanned country and oil tanned ranch leathers are especially popular. Hidesign leather
jackets are smart, casual, sophisticated and up market.
11
1.3.1.3 Small leather items & stationary
An extensive range of small leather goods in ranch and classic leathers, packed in
brown colored HIDESIGN boxes. The bulk of this range is comprised of fined desktop
accessories like organizers, folders, Diaries, Address books, Note books, Computer mouse
pads, and conference folders.
1.3.1.4 Belts
Hidesign offers a wide range of casual made heavy oil tanned leather with brass
buckles in a natural brass or pewter finish which in turn are cast and hand polished in
house.
1.3.1.5 Personal accessories
Men’s Wallet, Coat Wallets, Passport folder Mobile phone cases, sunglasses, Pen
cases, visiting card cases and key Wallets form part of this exclusive range. Ladies
Wallets, coin cases, Cosmetic cases, key rings, key fobs and a host of other items.
1.1.4 Hidesign boutiques in India
In India there are nearly 22 Hidesign boutiques. Particularly in Chennai five
boutiques, in Bangalore three, in goa one, in Hyderabad one, in Mumbai three, in New
Delhi three, in Pune one, in Calcutta one, in Puducherry four.
1.1.5 Production centers
The entire production of Hidesign takes place in Puducherry. While the main
factory is located at villinur, Akela is located at kalapet and Janiseas and Salsa at
Thavalakuppam.
1.1.6 Production Process
Hidesign follows traditional methods of manufacturing and tanning, using
processes that have long since disappeared from the Modern Leather Industry. The leather
is full grain cowhide, vegetable tanned and hand dyed. The different absorption properties
of each hide allow for a natural variation of color. The art of tanning Hidesign leather is by
the time honored traditional method of soaking the hides for forty days in extracts of bark
and seeds collected from the forests of Africa and India.
12
Only after these vegetable extracts have been fully absorbed are vegetable oils
applied to make the hide supple. Each hide is hand rubbed with aniline dyes, leaving the
grain visible, enhancing the strength and beauty gained from the vegetable tanning process
and giving their product a strong natural look, as subtle and pleasing as stained oak.
Making Hidesign bags and garments requires special skills. Their products are
‘constructed’ _ not just stitched. Six workers carefully put together the bag with glue
before it is stitched. Critical and Labour intensive steps, which even the Italian masters
gave up as too much trouble, are then gone through. Steps such as double stitching all
gussets, folding or binding all edges to prevent wear and tear and to give strength to the
bag, to small details such as knotting and matting down all stitching ends are followed with
dedication.
The trims and accessories like the buckles and rivets which embellish the products
further, are of the finest brass, each individually sand cast and lovingly hand polished. The
use of solid brass fittings is a fine tradition that goes back to the old European style of
saddle making. Since the organization was not able to locate or develop the right king of
suppliers who shared the same passion and quality.
Hidesign decided to start up a buckle factory, which individually casts the buckles
by a molding material (River Sand) which provides a world class finish by hand polishing.
The process goes through the same eight stages that were used by the old master craftsmen
to create bronze sculptures.
1.1.7 Personnel Department
The personnel department process begins with the procurement of personnel. Job
analysis and manpower planning are the two fundamental building blocks of this system.
The process of a personnel department is that it plans policies, procedures, organizational
structure, communication, reward, decision making process and company’s environment
and legal obligation.
13
1.1.7.1 HR Policy of the Organization
Attendance details for period ranging from the 27th of the previous month to 26th of
the next month have to be couriered to the HR executive, Hidesign by the 27th of
the month.
The boutique staffs are eligible to take 15 days paid leave after the probation
period.
A boutique employee who wants to avail leave should fill the leave application
form and have it approved by the boutique manager of marketing manager.
In the case of leave availed due to sickness, the person is expected to attach a
doctor certificate covering period of absence. Failing this leave availed would be
taken as leave without pay.
14
1.2 INTRODUCTION TO THE STUDY
The study was conducted in HIDESIGN in othiampet, puducherry to
find the effect of welfare measures on employee morale.
The study intends to see the satisfaction level of the employee on the
facilities provided by the company and how these welfare measures boost the employee
morale.
The study on effect of welfare measure on employee morale gives the
management an indication of the level of satisfaction among the employees regarding the
general working condition and the other facilities provided by the organization. This helps
the management to know the general morale of the employees.
15
CHAPTER -2
REVIEW OF LITERATURE
Human Resource Management is the process of procuring, developing,
maintaining, and controlling human resources for effective achievement of organizational
goals. This project is focused on employee welfare measure and employee morale.
2.1 EMPLOYEE WELFARE – DEFINITION
Employee welfare means “the effort to make life worth living for workmen”.
When all basic facilities are provided and employees obtain satisfaction then the
productivity can be increased and development of the organization will be possible
CONDITIONS OF WORK ENVIRONMENT
1) Working conditions
Temperature
Ventilation
Lighting
Dust
Smoke
Fumes and gases
Noise
Humidity
Posture – simple
Hazard and safety complex devices
2) Factory Sanitation and Cleanliness:
Provision of urinals in factories
Provision of spittoons
Provision for the disposal of waste and rubbish
Provision for water disposal (drainage)
Provision of proper bathing and washing facilities
Cleanliness, white- washing and repair of buildings and workshops
Care and maintenance of open spaces, gardens, roads, etc
16
3) Welfare Amenities
Provision and care of drinking water
Canteen services
Lunch
Rest room
Crèches
Cloak rooms
Other amenities
2.1.1 EMPLOYEES’ HEALTH SERVICES
1) Factory health services
Medical examination of employees
Factory dispensary and clinic treatment
First aid and ambulance room
Treatment of accidents and
Health education and research
2) Recreation
Playgrounds for physical recreation (athletics, games, gymnastics, etc)
Social and cultural recreation (music, singing, dancing, drama, etc)
3) Workers education
Education to improve skills and earning capacity
Literacy
Library, audio visual education, lecture programmes and
Workers educational scheme and its working
4) Economic Services
Employees’ co-operative societies
Grain shops and fair price shops and
Housing co-operatives
5) Housing for employees and community services
17
6) Study of the working of welfare Acts
Factories Act
Employees state insurance act
Minimum wages act
7) Social Work in industrial Setting
Family Planning
Employee counseling
2.1.2 EMPLOYEE SERVICES AND BENEFITS
These are concerned with the process of sustaining and maintaining the work
force in an organization. They include
1) Safety provision inside the workshop
2) Employee counseling
3) The medical services
4) The recreational and other welfare facilities
5) Fringe benefits and supplementary items
2.1.3 EMPLOYEE MORALE - DEFINITION
According to Yoder “morale is a feeling, somewhat related to esprit de corps,
enthusiasm or zeal.Fippo has described morale “As a mental condition or attitude of
individuals and groups which determines their willingness to co-operate. Good morale is
evidenced by employee enthusiasm, voluntary conformance with regulations and orders,
and a willingness to co-operate with others in the accomplishment of an organization’s
objectives.
2.1.4 FACTORS AFFECTING MORALE
According to McFarland, the important factors which have a bearing on morale are
The attitude of the executives and managers towards their subordinates.
working conditions, including pay, hours of work, and safety rules
effective leadership and an intelligent distribution of authority and responsibility in
the organization
the design of the organization’s structure which facilities the flow of work and
The size of the organization.
18
2.1.5 CRITERIA THAT DETERMINES MORALE
Several criteria seem important in the determination of levels of workers
morale, such as
The organization itself
The nature of the work
The level of satisfaction
The supervision received
The perception of the self
Workers perception of the past awards and future opportunities for rewards
The employees age
The employee’s educational level and occupational level.
2.1.6 TYPES OF MORALE
Morale is generally referred to as high morale. According to McFarland, “high
morale exists when employee attitudes are favorable to the total situation of a group and to
the attainment of its objectives low morale exists when attitudes inhibit the willingness and
ability of an organization to attain its objectives
High morale is represented by the use of such term spirit, zest, enthusiasm,
loyalty, dependability and resistance to frustration. Low morale, on the other hand, is
described by such words and phrases as apathy, bickering, jealously, pessimism, fighting,
disloyalty to the organization, disobedience of the orders of the leaders, dislike of, or lack
of interest in, one’s job, and laziness.
2.1.7 MORALE AND PERFORMANCE
It has been pointed that “there is a little evidence in the available literature that
employee attitudes bear any relationship to performance on the job.
First, there are some who assert that high satisfaction leads to high
performance. The “Hawthorne” studies of 1930s seem to support this view, as do findings
of other studies.
Second, others take an opposite view. For example, Lyman Porter and Lawler
say that satisfaction results from high performance, because most people experience
satisfaction by accomplishing more tasks, like building a radio, or clinching a sale.
19
Third, still others claim that there is no consistent relationship between morale
and performance. Vroom found significant relationship between morale and performance
in only 5 out of 22 studies undertaken by him.
2.1.8 WARNING SIGNS OF LOW MORALE
Among the more significant of the warning signals of low morale are
High rate absenteeism
Tardiness
High Labour turnover
Strike and sabotage
Lack of pride in work and
Wastage and spoilage.
2.1.9 IMPROVING MORALE
A three-fold action may be initiated. In the first place, it is essential to change
the policy or to correct it immediately. Employees do not lose their respect for the boss
who admits his mistakes but they cannot respect one who makes too many, and they may
have contempt for one who refuses to admit his mistakes.
Second, misconceptions should be removed, and the correct position should be
explained to the employees.
Third, a reasonable attempt should be made to educate and convince the
employees.
20
2.2 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES
Preserving Employee Morale during Downsizing
Karen E. Mishra, Gretchen M. Spreitzer and Aneil K. Mishra
Topic: Human Resource Management and Industrial Relations
Reprint 3927; winter 1998, Vol. 39, No. 2, pp. 83–95
Mishra propose a four-stage approach to downsizing, gleaned from interviews and
surveys that will retain workers' trust and sense of empowerment. The company should
consider all stakeholders' needs — survivors, laid-off employees, the community, local and
national press, and any affected government agencies. The implementation of all the
above, is the most important. Management should communicate frequently and be open
and honest.
How to Boost Employee Morale
By Betsy GallupApril 9, 2006
The following are the ways to boost the employee morale.
Treat employees with respect
Show interest in your employees' personal lives
Allow your employees to gain ownership of their jobs by being part of the
decision-making process
Create a pleasant work environment
Establish an employee recognition program
Give clear direction and set priorities.
Stand behind your employees. Be their greatest advocate.
21
Boost Employee Morale with an Employee Incentive Program
By: Trevor Marshall
Good managers know from their own observations that employee attitude affects
their work and eventually the company’s output.
It is essential that your incentive program will actually inspire and motivate them to
work efficiently and not just be competitive with each other. Healthy competition among
the company’s employees is good but too much of it may also cause the company to
disintegrate.
The company should still be very much hands-on with the whole employee
incentive program to ensure that the outcome of the employee incentive program will be
good.
Employee Welfare
By Regina Barr
Employee Welfare program is based on the management policy which is aimed
shaping perfect employees. Therefore the concept of employee welfare includes to aspects
namely physical and mental welfares
1. Applications of merit system or work performance system as the basis for employee
rewarding.
2. Providing the retired employees with the old age allowance.
3. Employee insurance program to provide the employee with better security.
4. Improvement in health security for the employees and their families so that they can
work confidently and productively.
5. Increase in basic salaries and pension as adjustment to the needs providing all work
units and their officials with vehicles to help support smooth mobility.
22
2.3 DIAGRAMATIC REPRESENTATION OF THE STUDY
EMPLOYEE MORALE
WELFARE MEASURES
MEDICAL FACILITY
CANTEEN FACILITY
INFRASTRUCTURE
CREDIT FACILITY
SAFETY
MOTIVATION
JOB SATISFACTION
INTER RELATIOSHIP
WORK ENVIRONMENT
Effect of welfare
measure on morale
23
CHAPTER-3
OBJECTIVES OF THE STUDY
To study and analyze the safety and welfare measures of the employee.
To evaluate the effect of the welfare measures on employee morale.
To evaluate the satisfaction level of employee about the work environment.
To find the level of satisfaction of employee about the facilities given by the
company.
24
CHAPTER -4
RESEARCH METHODOLOGY
4.1 RESEARCH – MEANING
Research is an art of scientific investigation. According to Redmen and Mary
defines research as a “systematic effort to gain knowledge”.
Research methodology is way to systematically solve the research problem. It is a
plan of action for a research project and explains in detail how data are collected and
analyzed. This research study is a descriptive research study.
4.2 RESEARCH DESIGN
A research design is a plan that specifies the objectives of the study, method to be
adopted in the data collection, tools in data analysis and hypothesis to be framed.
“A research design is an arrangement of condition for collection and analysis of
data in a manner that aims to combine relevance to research purpose with economy in
procedure”.
4.3 NATURE OF DATA
4.3.1 Primary data
The primary data are collected from the employees of HIDESIGN through a direct
structured questionnaire.
4.3.2 Secondary data
Company profiles, websites, magazines, articles were used widely as a support to
primary data.
4.4 SAMPLING SIZE AND TECHNIQUE
4.4.1 Size of the sample
It refers to the number of items to be selected from the universe to constitute as a
sample. In this study 50 employees of HIDESIGN in Puducherry was selected as size of
sample.
25
4.4.2 Sample design
The sampling technique used in this study is simple random sampling method.
This method is also called as the method of chance selection. Each and every item of
population has equal chance to be included in the sample.
4.4.3 Population design
The population of this study is the total employee in the company. It is finite
population. There are four production centers for the organization for this study I have
taken only employees in one production centre.
4.4.3 Questionnaire
The questions are arranged logical sequence. The questionnaire consists of a
variety of questions presented to the employees for the response. Dichotomous questions,
multiple choice questions, rating scale questions were used in constructing questionnaire.
4.5 STATISTICAL TOOLS USED
To analyze and interpret collected data the following statistical tools were used.
1) Percentage method
2) Weighted average method
3) Chi-square analysis
4) Correlation
5) Regression
4.5.1 Percentage method
The percentage is used for making comparison between two or more series
of data. It is used to classify the opinion of the respondent for different factors. It is
calculated as
No. of respondents favorablex 100
Percentage of respondent = Total no of respondents
26
4.5.2 Weighted average method
The weighted average method can be calculated by the following formula. This tool
is used to find the rank given by the respondents to the welfare measures. It can be
calculated as
Here
XW represents the weighted average
X represents the value of variable
W represents the weight given to the variable.
4.5.3 Chi-square analysis
Chi-square analysis in statistics is to test the goodness of fit to verify the
distribution of observed data with assumed theoretical distribution. Therefore it is a
measure to study the divergence of actual and expected frequencies.
The formula for computing chi-square is as follows.
The calculated value of chi-square is compared with the table of chi-square for the
given degrees of freedom at the specified level of significance. If the calculated value is
greater than the tabulated value then the difference between the observed frequency and
the expected frequency are significant. The degrees of freedom is (n-2) where ‘n’ is
number of observed frequencies and in case of contingency table the degrees of freedom is
(C-1) (R-1) where C is number of columns and R is number of rows.
It is used to find the relation between communication in work place and work
satisfaction. It is used to find the relation between welfare satisfaction and work
satisfaction it is used to find the relation between experience of respondents and work
satisfaction
27
XW = ∑ WX / ∑ X
Chi-square = ∑ {(O-E)2 / E}
r =
4.5.4 Correlation
The correlation analysis deals with association between two or more variables.
The correlation does not necessary imply causation or functional relationship though the
existence of causation always implies correlation. By itself it establishes only co- variance.
It is used to find the degree of relationship between motivation and work satisfaction.
Cov(x, y)
x X y
Here,
r = co-efficient of correlation
4.5.5 Regression
The Regression analysis deals with the nature of association between two or
more variables. In regression analysis we are concerned with the estimation of one variable
for a given value of another variable on the basis of an average mathematical relationship
between the two variables.
28
Y= a + bX
Cov(x, y) = 1/n ∑ x y – x y
x = 1/n x2 – x 2
y = 1/n y2 – y 2
CHAPTER- 5
DATA ANALYSIS AND INTERPRETATION
TABLE 5.1
EXPERIENCE OF RESPONDENT
Inference:
From the table it infers that 52% of respondent are experienced above 10
years and 4% are less than one year.
CHART-5.1
EXPERIENCE OF RESPONDENT
Experience Frequency Percentage (%)
0-1 2 4.0
2-5 5 10.0
6-10 17 34.0
Above 10 26 52.0
Total 50 100.0
29
TABLE 5.2
LEVEL OF SATISFACTION OF SAFETY MEASURES
Inference: From the table it infers that 38%of respondent are dissatisfied with the
safety measures and 24% of respondent are satisfied.
CHART-5.2LEVEL OF SATISFACTION OF SAFETY MEASURES
Opinion Frequency Percentage (%)
Highly satisfied 1 2.0
Satisfied 12 24.0
Neutral 12 24.0
Dissatisfied 19 38.0
Highly dissatisfied 6 12.0
Total 50 100.0
30
31
TABLE 5.3
LEVEL OF SATISFACTION OF MEDICAL FACILITY
Opinion Frequency Percentage (%)
Highly satisfied 10 20.0
Satisfied 28 56.0
Neutral 3 6.0
Dissatisfied 6 12.0
Highly dissatisfied 3 6.0
Total 50 100.0
Inference:
From the table it infers that 56%of respondent are satisfied with the medical facility and 12% of respondent are dissatisfied.
CHART 5.3
LEVEL OF SATISFACTION OF MEDICAL FACILITY
32
TABLE 5.4
LEVEL OF SATISFACTION OF WORKING ENVIRONMENT
Inference:
From the table it infers that 80%of respondent are satisfied with the
working condition and 4% of respondent are dissatisfied.
CHART 5.4
LEVEL OF SATISFACTION OF WORKING ENVIRONMENT
Opinion Frequency Percent
Satisfied 40 80.0
Neutral 8 16.0
Dissatisfied 2 4.0
Total 50 100.0
33
TABLE 5.5
LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR
AND WORKER
Opinion Frequency Percentage (%)
Cordial 39 78.0
Moderate 10 20.0
Indifference 1 2.0
Total 50 100.0
Inference: From the table it infers that 78%of respondent are satisfied with the
supervisor and 2% of respondent are dissatisfied.
CHART 5.5
LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR
AND WORKER
34
TABLE 5.6
LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS
Inference:
From the table it infers that 82%of respondent are satisfied with the
workers and 2% of respondent are dissatisfied.
CHART 5.6
LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS
Opinion Frequency Percentage (%)
Cordial41 82.0
Moderate8 16.0
Indifference1 2.0
Total50 100.0
35
TABLE 5.7
LEVEL OF MOTIVATION GIVEN TO EMPLOYEE
Inference:
From the table it infers that 14%of respondent are highly motivated and 8%
of respondent are not motivated.
CHART 5.7
LEVEL OF MOTIVATION GIVEN TO EMPLOYEE
Opinion Frequency Percentage (%)
Very high 7 14.0
High 17 34.0
Moderate 12 24.0
Low 10 20.0
Very low 4 8.0
Total 50 100.0
36
TABLE 5.8
LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES
Opinion Frequency Percentage (%)Very High 2 4High 11 22Moderate 15 30
Low 18 36Very Low 4 8Total 50 100
Inference:
From the table it infers that 22% of the respondent feels that freedom given to them
to express their ideas is high and 36% of the feel as low.
CHART 5.8
LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES
37
TABLE 5.9
STATUS OF GRIEVANCE HANDLING IN THE COMPANY
Opinion Frequency Percentage
Always 10 20
Sometimes 20 40
Rarely 13 26
Never 7 14
Total 50 100
Inference:
From the table we infer that 40% of the respondents are satisfied with the
grievance handling and 14% of the respondents are dissatisfied.
CHART 5.9
STATUS OF GRIEVANCE HANDLING IN THE COMPANY
38
TABLE 5.10
WORK SATISFACTION LEVELOF THE EMPLOYEE
Opinion Frequency Percent
Always 23 46.0
Sometimes 23 46.0
Rarely 4 8.0
Total 50 100.0
Inference:
From the table it infers that 46%of respondent are always satisfied with
work and 8% of respondent are rarely satisfied.
CHART 5.10
WORK SATISFACTION LEVEL OF THE EMPLOYEE
39
TABLE 5.11
SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES
Opinion Frequency Percentage (%)
Yes33 66.0
No17 34.0
Total50 100.0
Inference:
From the table it infers that 33%of respondent are always satisfied with
welfare and 34% of respondent are not satisfied.
CHART 5.11
SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES
40
ANALYSIS OF OPINION OF RESPONDENTS REGARDING COMMUNICATION IN WORK PLACE AND WORK SATISFACTION
(USING CHI-SQUARE)
Observed count
TABLE 5.12.1
Opinion Always Sometimes Rarely Total Cordial 9 5 0 14 Moderate 9 6 6 21 Indifference 7 7 1 15 Total 25 18 7 50
Expected count
TABLE 5.12.2
Opinion Always Sometimes Rarely TotalCordial 7 5 2 14Moderate 10.5 7.6 2.9 21Indifference 7.5 5.4 2.1 15Total 25 18 7 50
Null Hypothesis:
H0: There is no significant difference between communication in work place
and work satisfaction.
CHI-SQUARE TESTS
TABLE 5.12.3
O E (O-E)2 (O-E)2/E9 7 4 0.575 5 0 00 2 4 29 10.5 2.25 0.216 7.6 2.56 0.346 2.9 9.61 3.317 7.5 0.25 0.037 5.4 2.56 0.471 2.1 1.21 0.58
41
Calculated value = ∑ (O-E) 2 / E = 7.51
Degrees of Freedom = (R -1) (C-1) = 4
Tabulated value for 4 degrees of freedom at 5% level of significance is
9.48
Inference:
The calculated value is less than the tabulated value. H0 is accepted.
Therefore there is no association between communication in work place and work
satisfaction.
42
ANALYSIS OF OPINION OF RESPONDENTS REGARDING WELFARE
SATISFACTION AND WORK SATISFACTION
(USING CHI-SQUARE)
Observed count:
TABLE 5.13.1
Opinion Always Sometimes Rarely Total Yes 20 12 1 33 No 7 6 4 17 Total 27 18 5 50
Expected count:
TABLE 5.13.2
Opinion Always Sometimes Rarely Total Yes 17.8 11.9 3.3 33 No 9.2 6.1 1.7 17 Total 27 18 5 50
Null Hypothesis:
H0: There is no significant difference between welfare satisfaction and work
satisfaction.
CHI-SQUARE TESTSTABLE 5.13.3
Calculated value = ∑ (O-E) 2 / E = 5.51Degrees of Freedom = (R -1) (C-1) = 2Tabulated value for 2 degrees of freedom at 5% level of significance is 5.99
Inference:
The calculated value is less than the tabulated value. H0 is accepted. Therefore there
is no association between welfare satisfaction and work satisfaction.
O E (O-E)2 (O-E)2/E20 17.8 4.84 0.2712 11.9 0.01 01 3.3 5.29 1.607 9.2 4.84 0.536 6.1 0.01 04 1.7 5.29 3.11
43
ANALYSIS OF OPINION OF RESPONDENTS REGARDING EXPERIENCE OF RESPONDENT AND WORK SATISFACTION
(USING CHI-SQUARE)
Observed count:
TABLE 5.14.1
Opinion Always Sometimes Rarely Total 0-1 1 1 0 2 2-5 2 2 1 5 6-10 6 10 1 17 Above 10 14 10 2 26 Total 23 23 4 50
Expected count:
TABLE 5.14.2
Opinion Always Sometimes Rarely Total 0-1 0.9 0.9 0.2 2 2-5 2.3 2.3 0.4 5 6-10 7.8 7.8 1.4 17 Above 10 12 12 2.1 26 Total 23 23 4 50
Null Hypothesis:
H0: There is no significant difference between experience of respondent and
work satisfaction.
44
CHI-SQUARE TESTSTABLE 5.14.3
Calculated value = ∑ (O-E) 2 / E = 3Degrees of Freedom = (R -1) (C-1) = 6Tabulated value for 6 degrees of freedom at 5% level of significance is
12.59
Inference:
The calculated value is less than the tabulated value. H 0 is accepted. Therefore
there is no association between experience of the respondent and work satisfaction
O E (O-E)2 (O-E)2/E1 0.9 0.01 0.011 0.9 0.01 0.010 0.2 0.04 0.22 2.3 0.09 0.042 2.3 0.09 0.041 0.4 0.36 0.96 7.8 3.24 0.4110 7.8 4.8 0.621 1.4 0.16 0.1114 12 4 0.3310 12 4 0.332 2.1 0.01 0.004
45
ANALYSIS OF OPINION OF RESPONDENTS REGARDINGMOTIVATION GIVEN TO EMPLOYEE AND WORK SATISFACTION
(USING CORRELATION)
Observed Count
TABLE 5.15.1
OPINION
FACTORS
ALWAYS SOMETIMES NEVER TOTAL
MOTIVATION(X) 24 12 14 50
WORK SATISFACTION(Y)
28 19 3 50
CORRELATION TABLE
TABLE 5.15.2
X Y X2 Y2 XY
24 28 576 784 672
12 19 144 361 228
14 3 196 9 42
Cov(x, y) = 1/n ∑ x y – x y
= 1/3 (942-278)
= 35
x = 1/n x2 – x 2
= √1/3(916-278) = 5.14
y = 1/n y2 – y 2
= √ 1/3(1154-278)
=10.28
46
r =
Cov(x, y)
x X y
= 0.66
Inference:
The motivation given to employees and work satisfaction are positively
correlated. The increase in motivation will increase the work satisfaction also.
47
ANALYSIS OF RANKING GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES (USING WEIGHTED AVERAGE METHOD)
Observed Count
TABLE 5.16.1
OPINION
FACTORS
SATISFIED NEUTRAL DISSATISFIED TOTAL
MEDICAL FACILITY
35 4 11 50
INFRA STRUCTURE
27 9 14 50
CANTEEN FACILITY
21 9 14 50
CREDIT FACILITY
26 10 14 50
WEIGHTED AVERAGE TABLE
TABLE 5.16.2
RANK WEIGHTS
FACTORSMedical Facility
Infra structures
Facility
Canteen Facility
Credit Facility
X W X1 WX1 X2 WX2 X3 WX3 X4 WX4
1 3 35 105 27 81 21 63 26 782 2 4 8 9 18 14 28 10 203 1 11 14 14 14 15 15 14 14
TOTAL 50 124 50 113 50 106 50 112CW 2.48 2.26 2.12 2.24
RANK 1 2 4 3
CW (CALCULATED WEIGHT) = ∑ WXn / ∑ Xn
Inference:
From the table it is inferred that employees ranks medical facility followed
by infra structure with the canteen facility as last.
48
ANALYSIS OF OPINION GIVEN BY RESPONDENTS REGARDING
SATISFACTION OF WELFARE MEASURES AND EMPLOYEE MORALE
(USING REGRESSION METHOD)
Let X be the morale of the employeeLet Y be the satisfaction of welfare measures.
Observed Count
TABLE 5.17.1
OPINION
FACTORS
SATISFIED NEUTRAL DISSATISFIED
EMPLOYEE MORALE(X)
116 36 48
WELFARE MEASURES(Y)
28 19 13
REGRESSION TABLETABLE 5.17.2
Formula
bxy = ∑ ( x-x )( y-y )
∑ ( x-x )2
= 863/201
= 4.29
X Y X-X X-X2 Y-Y Y-Y2(X-X) (Y-Y)
116 28 49 2440 11 130 563
36 9 -31 936 -8 58 233
48 13 -19 346 -4 13 67
49
Regression Equation
X-X = bxy (Y-Y)X = 4.3Y -6.1
Inference:
Excluding the constant, from the above equation we can infer that effect of
welfare measure on morale is measure is found as1:4. Therefore we can conclude that the
effect of welfare measure on employee morale is about 25%.
50
CHAPTER -6
6.1 FINDINGS OF THE STUDY
Most of the employees in the company are female. More than 50% of respondent
are working for more than 10 years. Most of the respondents are highly satisfied with the
medical facility. Most of the respondents are dissatisfied with the safety measure and only
few are satisfied.
Most of the employees are satisfied with the working condition. Most of the
respondents are satisfied with the motivation given by the company. Most of the
respondents are satisfied with the relation between supervisor and workers. Most of the
employees are satisfied with the relation between workers.
Most of the respondents are satisfied with the work. Most of the respondents are
satisfied with the welfare measures. Most of the respondents are satisfied with the canteen
facility. Most of the respondents are satisfied with the credit facility.
The communication in work place has no effect on work satisfaction. The welfare
measure satisfaction has no effect on work satisfaction. The increase in employee
motivation will increase the work satisfaction. The effect of welfare measures is about
25% on employee morale.
51
6.2 SUGGESIONS AND RECOMMENDATIONS
Since most of the employees are married the company can concentrate on
crèche facility.
The company can improve the grievance handling system so that they can
increase the employee satisfaction.
The company can provide safety equipments to the employees.
The salary increment for employees will increase the employee satisfaction
and which in turn increase the employee morale.
52
CHAPTER - 7
CONCLUSION
The study on effect of welfare measure on employee morale helps
the management to know the satisfaction level of the employees about the welfare measure
provided by the company. From this study we can infer that the majority of the employees
are satisfied with the welfare measures. The company can concentrate on other facility like
crèche facility, uniform, and safety measures to boost the employee morale. The employee
morale is good in the company. It is found that the effect of welfare measure on employee
morale in this study is about 25%.
53
CHAPTER -8
8.1 LIMITATIONS OF THE STUDY
The time period of the study is very short, so elaborate study was not made.
Only certain factors are considered in this study to measure the effect of welfare
measure on employee morale.
The conclusions and suggestions were formed based on employee’s spot response.
Some false information may be given by the employee
54
8.2 SCOPE FOR FURTHER STUDY
The sample size taken for this study is only 50, it can be extended to a larger
sample
The study can be done by considering some other factors to measure the employee
morale
This study can be used to measure the satisfaction level of employee.
This study can also be extended to the other production centers of the company.
55
APPENDICES
ANNEXURE -1
A STUDY ON EFFECT OF WELFARE MEASURES ON EMPLOYEE
MORALE
QUESTIONNAIRE
PERSONAL DATA
1. Name :
2. Age :
(a) 18-25 (b) 26-35 (c) 36-45 (d) Above 45
3. Gender :
(a) Male (b) Female
4. Educational Qualification :
(a) Below Hr Sec (b) Hr Sec (c) UG (d) PG
5. Experience :
(a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs
6. Total Salary :
7. Designation :
8. Safety Measures :
8.1. Are you satisfied with the safety appliances in work place?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied
e) Highly Dissatisfied
9. Medical Facility
9.1 Specify the level of satisfaction
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied
e) Highly Dissatisfied
9.2 Is there any periodical medical check up given to you
(a) Yes (b) No
10. ESI Benefits :
10.1 Do you have ESI car
(a) Yes (b) No
10.2 Do you get all the ESI benefits?
(a) Yes (b) No
56
11. Canteen facility
Specify the level of satisfaction
Highly
SatisfiedSatisfied Neutral Dissatisfied
Highly
Dissatisfied
Cleanliness
Hygienic
Serving
Price
12. Credit facility
12.1. Is any Advances and loan given to you are satisfied
(a) Very high b) high c) moderate d) low e) very low
Specify the level of satisfaction of other allowances
Highly
SatisfiedSatisfied Neutral Dissatisfied
Highly
Dissatisfied
Transport allowance
Attendance allowance
Punctuality allowance
Education allowance
13. Infra-structural facility :
Specify the level of satisfaction
Highly
SatisfiedSatisfied Neutral Dissatisfied
Highly
Dissatisfied
Rest room
Drinking water
Ventilation
Lighting
Toilets
Working
environment
Transportation
57
14. Inter-relationship:
14.1. Relationship between co-workers
(a) Cordial (b) Moderate (c) Indifferent
14.2. Relationship between supervisor and workers.
(a) Cordial (b) Moderate (c) Indifferent
14.3. Level of communication between supervisor and employee
(a) High (b) Very high (c) Low (d) Very low (e)Moderate
15. Level of motivation given to employee
(a) High b) Very high (c) Low (d) Very low (e) Moderate
16. Are u informed about all the management policies?
(a) Always (b) Sometimes (c) Rarely (d) Never
17. Does the management solve all your grievances?
(a) Always (b) Sometimes (c) Rarely (d) Never
18. Level of freedom to express your ideas?
(a) High (b) Very high (c) Low (d) Very low (e) Moderate
19. Are you satisfied with the work you do.
(a) Always (b) Sometimes (c) Rarely (d) Never
20. In general are you satisfied with the welfare and safety measures given by
Management?
(a) Yes (b) No
21. Suggestion for Improvements
58
ANNEXURE-2
BIBLIOGRAPHY
BOOKS
1. Kothari C.R., Research methodology, published by Tata Mc Graw-Hill Publishing
Company Ltd., 13th Edition, 1982.
2. Gupta, S.P., and Gupta, M.P., Business Statistics, Published by Sultan Chand & Sons,
7th Edition, 1989.
3. Personnel Management by C.B.Mamoria & S.V.Gankar, Published by Himalaya
Publishing House.
WEBSITES
1. www.hidesign.com
59