parth project
TRANSCRIPT
A COMPREHENSIVE REPORT
ON
“ PROVISION OF WELFARE UNDER FACTORIES ACT & ITS
IMPACT ON EMPLOYEE SATISFACTION”
Submitted to: Gujarat Technological University
BY
Parth K Vasavada Ketan Radadiya
Enrolment no 097030592036 Enrolment no 097030592022
UNDER THE GUIDANCE OF
Parul Bhati
Department of Management
Atmiya Institute of Technology and Science, Rajkot
Academic year 2009-2011
June 2011
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DECLARATION
We undersign Mr. Parth Vasavada & Mr. Ketan Radadiya being a student of
MBA, Atmiya Institute of Technology and Science, Rajkot here by declares that the
project work presented in this report is our own and has been carried out under the
guidance of Prof. Parul Bhati of Department of Management.
This work has not been previously submitted to any other university for any
other examination.
Date:
Place: RAJKOT (Vasavada Parth K.)
(Radadiya Ketan J)
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ACKNOWLEDGEMENT
We would like to thank the authorities of Jyoti CNC, Rajoo Engineering, Steel Cast,
Atul Auto & Amul industries providing ultimate opportunity to carry out research
project at their esteem organization.
We would like to thank my project guide Prof. Parul Bhati for the valuable guidance
provided & also for boosting the confidence by accurate remarks whenever any
difficulties arose.
We would also like to thank Mr. Nishant Vachhani. Without the guidance of whom
the project would not achieved the required degree of triumph.
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ABSTRACT
This report contains the overviews of “ENGINEEIRNG INDUSTRY”. This
also contains the different welfare provisions to be given to the employees under the
Factory Act 1948. This report contains the research on employee satisfaction towards
welfare facilities under the act. This includes the study of 50 employees from each of
the company i.e. Jyoti CNC, Rajoo Engineering, Steel Cast, Atul auto & Amul
industries making a total sample size of 250 employees. In our study we measured the
impact of welfare provisions on employee satisfaction by way of the correlation
technique and we also measured that whether any difference in terms of employee
satisfaction towards welfare provision exists by way of using one way annova test.
In the following pages, we had made our sincere efforts to mention the
knowledge we gained during the visit & project work preparation in companies.
KEY TERMS: Worker, Washing Facility, First Aid, Canteen, Creches, Appropriate Government.
CONTENTS
PARTICULARS PAGE NO.
Declaration I I
Acknowledgement I I I
Abstract I V
CHAPTER – 1 General Overview 1
1.1 Industry Overview 1
1.2 Company Overview 6
1.2.1 Jyoti CNC 6
1.2.2 Rajoo Engineering 7
1.2.3 Steel Cast 8
1.2.4 Atul Auto 9
1.2.5 Amul Industries 10
CHAPTER – 2 Conceptual Framework 11
2.1 Research Area 11
2.2 Theoretical Framework 12
CHAPTER – 3 Literature Review 17
CHAPTER - 4 Research Methodology 20
4.1 Research Problem 20
4.2 Objective of Research 20
4.3 Hypothesis 20
4.4 Research Design 21
CHAPTER – 5 Data Analysis & Interpretation 22
CHAPTER – 6 Conclusion 41
6.1 Conclusion 41
6.2 Implication 41
6.3 Limitation of study 42
6.4 Scope of study 42
References 43
Annexure 44
LIST OF TABELS
TABLE
NO
CONTENT PAGE NO
1 Correlation Table for washing facility 27
2 Correlation Table for storing & Drying facility 28
3 Correlation Table for sitting arrangement during
work
29
4 Correlation Table for first aid facility 30
5 Correlation Table for canteen facility 31
6 Correlation Table for shelters, lunchroom,
restroom
32
7 Correlation Table for welfare officer facility 33
8 Annova Table for washing facility 34
9 Annova Table for storing & Drying facility 35
1 0 Annova Table for sitting arrangement during
work
36
1 1 Annova Table for first aid facility 37
1 2 Annova Table for canteen facility 38
1 3 Annova Table for shelters, lunchroom, restroom 39
1 4 Annova Table for welfare officer facility 40
LIST OFCHARTS
CHART
NO
DESCRIPTION PAGE NO
1 Share of Gujarat in National engineering
output
5
2 Data chart of Jyoti CNC 22
3 Data chart of Rajoo Engineering 23
4 Data chart of Steel cast 24
5 Data chart of Atul Auto 25
6 Data chart of Amul Industries 26
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CHAPTER - 1
1.1 INDUSTRIAL BACKGROUND
The Engineering sector is the largest in the overall industrial sectors in India.
It is a diverse industry with a number of segments, and can be broadly categorized
into two segments, namely, heavy engineering and light engineering. The engineering
sector is relatively less fragmented at the top, as the competencies required are high,
while it is highly fragmented at the lower end (e.g. unbranded transformers for the
retail segment) and is dominated by smaller players.
The engineering industry in India manufactures a wide range of products, with
heavy engineering goods accounting for bulk of the production. Most of the leading
players are engaged in the production of heavy engineering goods and mainly
produces high-value products using high-end technology. Requirement of high level
of capital investment poses as a major entry barrier. Consequently, the small and
unorganized firms have a small market presence.
The light engineering goods segment, on the other hand, uses medium to low-
end technology. Entry barrier is low on account of the comparatively lower
requirement of capital and technology. This segment is characterized by the
dominance of small and unorganized players which manufacture low-value added
products. However, there are few medium and large scale firms which manufacture
high-value added products. This segment is also characterized by small capacities and
high level of competition among the players.
Heavy Engineering Sector
The heavy engineering sector can be classified into two broad segments –
capital goods/machinery (which is further classified as electrical
machinery/equipment and non-electrical machinery/equipment), and equipment
segments.
Electrical machinery includes the following: power generation, transmission
and distribution equipments such as generators and motors, transformers and
switchgears. Non-electrical machinery includes machines/equipments used in various
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sectors such as material handling equipments (earth moving machinery, excavators,
cranes, etc), boilers, etc.
Heavy Electrical Industry
The fortunes of the heavy electrical industry have been closely linked to the
development of the power sector in India. The heavy electrical industry has under its
purview power generation, transmission, distribution and utilization equipments.
These include turbo generators, boilers, turbines, transformers, switchgears and other
allied items. These electrical equipments (transformers, switchgears, etc) are used by
almost all the sectors. Some of the major areas where these are used include power
generation projects, petrochemical complexes, chemical plants, integrated steel
plants, non-ferrous metal units, etc.
The existing installed capacity of the India heavy electrical industry is 4,500
MW of thermal, 1,345 MW of hydro and about 250 MW of gas-based power
generation equipment per annum. The industry has the capability to manufacture
transmission and distribution equipment up to 400 KV AC and high voltage DC.
The Heavy Electrical Industry can be classified into the following product
categories:
1. Turbines and Generator Sets
2. Boilers
3. Transformers
4. Switchgear and Control Gear
5. Electrical Furnaces
6. Shunting Locomotives
The Heavy Engineering and Machine Tool Industry can be classified into the
following product categories:
1. Textile Machinery Industry
2. Cement Machinery Industry
3. Sugar Machinery Industry
4. Rubber Machinery Industry
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5. Material Handling Equipment Industry
6. Oil Field Equipment Industry
7. Metallurgical Industry
8. Mining Machinery Industry
9. Dairy Machinery Industry
10. Machine Tool Industry
Light Engineering Industry
The Indian light engineering industry is highly diversified, comprising of a
number of distinctive sectors and sub-sectors. The product range in this industry
varies from highly sophisticated microprocessor based process control equipment and
diagnostic medical instruments to low-tech items such as castings, forgings, and
fasteners, among others. The sector also includes products such as bearings, steel
pipes and tubes, etc. Most of the products in the light engineering industry serve as
inputs for the capital goods industry. The health of the light engineering industry is
therefore dictated by the demand for capital goods.
The major sub-segments within this industry are:
1. Medical and Surgical Instruments
2. Process Control Instruments
3. Antifriction roller bearing
4. Industrial Fasteners
5. Ferrous Castings
6. Steel Forgings
7. Seamless Steel Pipes & Tubes
8. Electrical Resistance Welded (ERW) Steel Pipes & Tubes
9. Submerged-Arc Welded (SAW) Pipes
12. Sewing Machines
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Stake of Gujarat in the engineering industry of India.
Gujarat contributes to over 8% of India’s total engineering output, and is home
to several industrial units with operations across the entire engineering value chain
over 300 units in large sector and over 75,000 units in Small and medium enterprises
(SME) sector (excluding repair and services). Major production base for sponge iron,
steel pipes and tubes, copper cathode, electrical, switchgear, transformer and
transmission line towers, heavy fabrication, ship building and auto components. 30
out of the 83 product clusters in the State are dedicated to engineering and auto sector.
Major engineering clusters in Gujarat include foundry, ship breaking, induction
furnace industry, steel re-rolling mills, brass parts, oil engines, fabrication, machine
tools, auto components and SS utensils
Hindalco’s copper smelting and refining complex at Dahej in Bharuch District
is the world’s largest copper smelter at a single location with a capacity of 5,00,000
tones a year. The Essar Steel complex at Hazira in Gujarat, India, houses the world’s
largest gas-based single location sponge iron plant, with a capacity of 5.1 MTPA.
Ahmedabad based Shah Alloys Ltd. (SAL) is the country’s second largest stainless
steel manufacturer. Brass parts cluster in Jamnagar, which has over 5,000 small units,
meets 70% of requirements for brass parts in India. Largest ship breaking yard in the
country located at Alang. Ahmedabad, Kutchh, Bhavnagar and Surat are major
centers for the production of re-rolled steel.
Gujarat has emerged as an important production center for the manufacture of
industrial machinery and machine tools. Larsen & Toubro has set up its heavy
fabrication facilities at Hazira for manufacturing heavy equipment. Elecon
Engineering Ltd. has emerged as the largest manufacturer of material handling
equipment in India. Gujarat Apollo Equipment has emerged as the largest producer of
earth moving equipment. Rajkot based Jyoti CNC plans to set up the country’s first
R&D centre in Machine Tools. Ahmedabad, Anand, Mehsana, Surat and Vadodara
are the major centers for the manufacture of Industrial machinery and machine tools
General Motors, Atul Auto Ltd ., Asia Motor Works, Munjal Auto India Ltd.,
Electrotherm and Ajanta are the important players in the sector. General Motors plant
in Halol, Panchamahals is the major player having production capacity of 75,000 cars
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p.a. Rajkot district in Saurashtra region has the largest cluster for production of Auto
components and diesel engines. Maruti Udyog Ltd. plans to export 2.5 lakh small cars
to Europe from Mundra Port in Kutch.
Source: Annual Survey of Industries, Industries Commissionerate, Government of Gujarat Chart 1
Engineering industry in Saurashtra.
Engineering industry in Saurashtra region is mainly concentrated in the areas
like Rajkot, Bhavnagar, Jamnagar, some portion of Junagadh & Porbandar etc. Each
of these districts has specialties for the manufacturing of the different engineering
products. The main concentration of engineering industry in Saurashtra region is
Rajkot & it is very well supported by other district. Besides Saurashtra Kutch region
is also enriched with the industries manufacturing saw pipes, Steel Bars &
components of wind mill.
DISTRICT SPECILAITY MAJOR PLAYERS Rajkot Auto components, Diesel
Engine, CNC machinery, Casting products
Amul auto, Kadvani forging, Jyoti CNC, Rajoo engineering, P M Diesels, Forge & Forge, Rolex Bearing
Bhavnagar Rerolled steel, castings Steel cast, Investment & Precession castings limited
Jamnagar Brass Parts Rajhans Mtal Pvt.ltd, Trupti Brass
3.70%
6.20%
8.30%
10.80% 11.10%
0.00%
2.00%
4.00%
6.00%
8.00%
10.00%
12.00%
Automotive Electricals Metallurgical Fabrication Machinery
Share of Gujarat in national Engineering sector output
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1.2 COMPANY BACKGROUND
1.2.1. JYOTI CNC LIMITED
Jyoti was initiated by Mr. P.G. Jadeja and Mr. S.L.Jadeja in 1989.
Driven by a vision to build the company into a temple of technology through team
work, the organization has grown manifold from manufacturing gear boxes for
machines to developing precision all-geared head lathe machines and later on
sophisticated CNC Machines. Continuous process improvement and fast adoption of
State-of-the-art technology has led Jyoti in becoming a leader in innovating
manufacturing techniques. Jyoti is respected as “A Temple of Technology” by the
staff and its esteemed clientele, who welcome and worship the new technology.
Further to transform the technology-savvy attitude into reality, Jyoti started designing
and manufacturing the wonder babies like CNC Turn Mill Centers, CNC Oval
Turning Machines (the first in India), fastest Vertical Machining Center of India, etc.
Jyoti is proud of the fact that its transition through technology-orientation was
destined towards effectively revolutionizing the Indian Industry. This aspect has
always been reflected through the company motto. Jyoti is the brainchild of legendary
Mr. P.G. Jadeja and Mr. S.L. Jadeja, established in 1989. Driven by a vision to build
the company “A Temple of Technology” through teamwork, the company has grown
manifold from manufacturing gear boxes for machines to developing precision all-
geared head lathe machines. Later on Jyoti has rightly identified Shift from
conventional machines to highly sophisticated CNC machines in the presence of
manufacturers.
Jyoti was the first company to manufacture CNC machines in Gujarat. It was not an
end, there are many firsts attached with Jyoti since then. Jyoti, driven by technology
and innovation keeps including new firepower in its arsenal by introducing machines
like CNC Turning Centers, Vertical Machining Centers, Oval Turning Center i-SECT and
first Indian machines like VMC 40/70 Linear with innovative Linear technology.
After the opening up of the Indian Economy, there were great challenges present for
Indian companies but Jyoti converted all challenges into great opportunities. Jyoti has
even decided to compete at the global level and has taken concrete steps by exporting
CNC machines. It has also established distribution networks in various continents
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around the globe. Jyoti is passing through the trajectory of rapid growth by achieving
over 100% growth rate since its inception. Export penetration and inclination has
helped Jyoti to establish goodwill among the foreign buyers and distributors
1.2.2. RAJOO ENGINEERING
Need itself becomes the mother of innovation, the same implacable to the
Rajoo engineers. Initially it was dealing with the idea of preparing of plastic packing
material of “Agarbati”, and firm was using only one machinery to produce the plastic
material, firm has purchased this machinery form one reputed industry but within a
very short span this machine got damage and Rajoo engineers felt need to repair that
machinery but for that purpose Rajoo engineers need to spend money but which was
not affordable by the firm. So, firm asked a local firm to solve the problem and
problem was solved by them. And Rajoo engineers thought that let we can start our
own unit which produces the machinery which is used in producing the plastic
material, and by that way need becomes the source of motivation for the innovation.
Rajoo Engineers Limited, having made a modest beginning in 1986, is
emerged as an undisputed global player in blown film and sheet extrusion lines.
Inspired by a unique blend of spiritual professionalism and technological prowess, the
company has become major supplier of world class machines at affordable prices.
The Company entered into development of various extrusion systems and
delivered its first PPTQ film plant in 1988. And since then, never looked back,
continuing to add one after the other extrusion line into its product range consistently.
The Company made an Initial Public Offering in 1994 and received an
overwhelming response from the capital market culminating in over-subscription by
about 24 times, which by itself is a record in the Asian Plastic Machinery
Manufacturing Industry.
The Company enjoys the largest market share of blown film lines, sheets lines
and thermo on the Indian sub-continent, leadership amongst the Asian manufacturers
of such equipments is undisputedly established.
Rajoo is well-known in the field of plastic industry. Rajoo has mastery in the
field of plastic extrusion machine. In 2007 Rajoo entered into technical collaboration
with Commodore inc. U.S.A. for manufacture of XPS sheet line and thermoformers.
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In 2008 also Rajoo entered into technical collaboration with Tecno coating engineers,
Italy for manufacture of cast stretch film lines.
In 2003 Rajoo awarded with excellent certificate from Engineering Export
Promotion Council of India in recognition of highest exports during the year. In 2004
Rajoo achieved GUJARAT GAURAV AWARD for its outstanding contribution to
the plastic industry.
1.2.3. STEEL CAST
Steel cast is a company established in 1960 as a partnership firm in Bhavnagar
mainly focusing on casting products of Carbon Steel, Low Alloy Steel, High Alloy
Steel, Hadfield Manganese Steel and other Superior Grades of Wear & Abrasion
Resistant Steel Castings pertaining to National Standards (IS) and International
Standards (ASTM, BS, DIN, JIS etc.) produced by Sand Molding, Shell Molding &
No-bake processes with world class quality control facilities having 700 employees
working in the organization.
Their targeted industries of casting includes Earthmoving Equipment
Manufacturers, Mining & Mineral Processing Equipment Manufacturers, Cement
Plant Equipment Manufacturers, General Engineering Equipment Manufacturers,
Electro-Locomotive Manufacturers, Aerobridge Manufacturers and End Users like
Cement Plants, Mining & Mineral Processing Plants, Thermal Power Plants, Steel
Plants etc.
Their special strength is in being able to successfully meet the challenges of an
environment demanding continuously higher quality products. We have been
recognized as leaders in our principal product line of high integrity castings. Being an
ISO: 9001-2000 Standard certified Company, we have norms and systems for quality
assurance covering all stages, including a methodology for complete documentation,
auditing and continuous self-correction.
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1.2.4. ATUL AUTO LIMITED
Today, when you see or travel by the convenient 'chhakada' you rarely realize
who invented this amazing people-friendly transportation vehicle. Well, we take pride
in mentioning our founder’s name – the Late Mr. Jagjivanbhai Karsanbhai Chandra.
He was a man of vision, A Dreamer, an Inventor, a Strategist, and ingenious master-
mind who loved challenges.
Back in the 1970’s, when transportation was a crucial problem especially in
rural areas, he decided to blaze a new trail. He was thinking of an affordable mode of
transportation which can benefit rural folks of Saurashtra. The road conditions were
not good but the need for transportation was increasing day in and day out. After
thorough research and planning, he came up with a vehicle which was skillfully
engineered from a motorcycle. And this is how the first 'chhakada' was developed
which later became a way of life for the people of Saurashtra.
The improvements in technologies were done from time to time to make it a
sturdy and comfortable vehicle. And like father like son, Mr. Jayantibhai Chandra
also joined this mission. He took his illustrious father’s vision further. He introduced
diesel ‘chhakada’ with many new features, and soon 150,000 'chhakadas' were rolling
all over Saurashtra making it easy for passengers.
Our passion did not end with success of 'chhakada'. The Group’s main focus
was now to engineer similar product for semi-urban and urban areas. Soon, 'Shakti'
was on the road which proved to be a runaway success and other vehicles like Half
Tonner, Commercial 3-wheeler and more were also introduced under the brand name
of shakti.
What’s more, in the last three years, the production and turnover has doubled.
Today the combined turnover of the Atul Group is approximately Rs. 1.5 Billion (US
$30 Million) and it is achieved only because of the far-sightedness of Late Mr.
Jagjivanbhai Karsanbhai Chandra and unending efforts of Mr. Jayantibhai Chandra.
Thanks to them, the Atul Group of Industries is pronounced as a leading manufacturer
of three-wheeled commercial vehicles in Gujarat.
.
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1.2.5. AMUL INDUSTRIES
Amul is a powerful combination of Tradition, Ethos and Experience. Today as
one, we're smarter, faster and stronger than ever- and determined to become more so.
Amul is a leading global manufacturer of automotive components serving almost
every major vehicle manufacturer worldwide. Headquartered in Rajkot, Gujarat-
INDIA, has state-of-the-art manufacturing units at various locations in India with
teamwork of 2000 plus. The group has created a value based enterprise uniquely
positioned to provide customers with innovative solutions that deliver best vehicle
performance, quality and value for their product. We've continued to transform
ourselves through aggressive productivity improvement, leading-edge technologies
and sustained customer relationships. Having dedicated ourselves on knocking down
any barriers that come across our way from reaching the potential. We have moved
quickly, decisively and are committed towards creating the group image & customer
values.
Needless to mention that Amul has already entered the Business of 5’Cs
namely Connecting rods, Crank Shafts, Cylinder Blocks, Cylinder Heads, and Cam
Shafts for the Automotive & Engineering Industry
Today our list of customers includes almost all automobile giants in India
including Tata Motors, Ashok Leyland, New Holland Tractors Ltd., Mahindra &
Mahindra, Eicher, Swaraj Engines, Greaves, Simpson & Co., Same Deutz and also
customers from other areas like Generators, Compressors & Diesel Engines.
Cummins India Ltd., Ingersoll Rand, Kirloskar Engines, Voltas, Tecumseh Products
(I) Ltd. to name some of them.
We also export our goods to overseas O.E.M. customers like Iveco-Italy,
Lombardini - Italy, Same Deutz - Italy, Chinook Compressors - Italy, Knorr-Bremse -
France, FMC - USA, John Deere - USA, Our goods are premium products in
countries like USA, UK, Italy, Germany, France, Egypt, Dubai, Africa and other over
60 countries in the after markets of Mercedes, Perkins, Cummins, Toyota, Land
Rover, John Deere, Ford, Deutz, Cater Pillar, Isuzu and other renowned international
companies.
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CHAPTER - 2
2.1 RESEARCH AREA
The Engineering sector is the largest in the overall industrial sectors in India.
It is a diverse industry with a number of segments, and can be broadly categorized
into two segments, namely, heavy engineering and light engineering. The engineering
sector is relatively less fragmented at the top, as the competencies required are high,
while it is highly fragmented at the lower end (e.g. unbranded transformers for the
retail segment) and is dominated by smaller players.
The engineering industry in India manufactures a wide range of products, with
heavy engineering goods accounting for bulk of the production. Most of the leading
players are engaged in the production of heavy engineering goods and mainly
produces high-value products using high-end technology. Requirement of high level
of capital investment poses as a major entry barrier. Consequently, the small and
unorganized firms have a small market presence.
The light engineering goods segment, on the other hand, uses medium to low-
end technology. Entry barrier is low on account of the comparatively lower
requirement of capital and technology. This segment is characterized by the
dominance of small and unorganized players which manufacture low-value added
products. However, there are few medium and large scale firms which manufacture
high-value added products. This segment is also characterized by small capacities and
high level of competition among the players.
The major end-user industries for heavy engineering goods are power,
infrastructure, steel, cement, petrochemicals, oil & gas, refineries, fertilizers, mining,
railways, automobiles, textiles, etc. Light engineering goods are essentially used as
inputs by the heavy engineering industry.
The presence of unorganized players in engineering industry creates
possibilities of the non extension of the provisions of the Factories Act 1948 related to
the welfare, health, safety etc. This is the main reason behind selecting the topic for
our research.
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2.2 THEROTICAL FRAMEWORK
THE FACTORIES ACT, 1948 is an Act to consolidate and amend the law
regulating labour in factories. This Act is applicable to the whole India from 1st April
1949. The act is enacted primarily with the object of protecting workers employed in
factories against industrial and occupational hazards. For that purpose, it seeks to
impose upon the owners or the occupier certain obligations to protect unwary as well
as negligent workers and to secure for them employment in conditions conducive to
their health & safety.
The Factories Act primarily applies to establishment in which:
a. Ten or more persons are working where power is used.
b. Twenty or more persons are working where no power is used.
The Factories Act laid down different provisions for the betterment of worker
for their protection against industrial and occupational hazards. This whole act gives
provisions like
a. Provisions for health (section 11 to 20) which laid down the provisions for
cleanliness, Drinking water, Latrines & urinals, dust & fumes, lightning etc.
b. Provisions for safety (section 21 to 41) which laid down the provisions for fencing
of machinery, employment of young persons on dangerous machines, self – acting
machine etc.
c. Provisions relating to hazardous processes (section 41A to 41H)
d. Provisions related to welfare (section 42 to 50)
e. Provisions relating to working hours of adults (section 51 to 66)
f. Provisions relating to employment of young persons (section 67 to 77)
g. Provisions for annual leave with wages (section 78 to 84)
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Provisions related to welfare (section 42 to 50)
Section 42: Washing Facilities
(1) In every factory--
(a) Adequate and suitable facilities for washing shall be provided and
maintained for the use of the workers therein;
(b) Separate and adequately screened facilities shall be provided for the use of
male and female workers;
(c) Such facilities shall be conveniently accessible and shall be kept clean.
(2) The State Government may, in respect of any factory or class or description of
factories or of any manufacturing process, prescribe standards of adequate and
suitable facilities for washing.
Section 43: Facilities for storing and drying clothing.
The State Government may, in respect of any factory or class or description of
factories, make rules requiring the provision therein of suitable places for keeping
clothing not worn during working hours and for the drying of wet clothing.
Section 44: Facilities for sitting.
(1) In every factory suitable arrangements for sitting shall be provided and maintained
for all workers obliged to work in a standing position, in order that they may take
advantage of any opportunities for rest which may occur in the course of their work.
(2) If, in, the opinion of the Chief Inspector, the workers in any factory engaged in a
particular manufacturing process or working in a particular room are able to do their
work efficiently in a sitting position, he may, by order in writing, require the occupier
of the factory to provide before a specified date such seating arrangements as may be
practicable for all workers so engaged or working.
(3) The State Government may, by notification in the Official Gazette, declare that the
provisions of sub-section (1) shall not apply to any specified factory or class or
description of factories or to any specified manufacturing process.
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Section 45: First-aid appliances.
(1) There shall in every factory be provided and maintained so as to be readily
accessible during all working hours first-aid boxes or cupboards equipped with the
prescribed contents, and the number of such boxes or cupboards to be provided and
maintained shall not be less than one for every one hundred and fifty workers
ordinarily employed [at any one time] in the factory.
(2) Nothing except the prescribed contents shall be kept in a first-aid box or cupboard.
(3) Each first-aid box or cupboard shall be kept in the charge of a separate responsible
person [who holds a certificate in first-aid treatment recognized by the State
Government] and who shall always be readily available during the working hours of
the factory.]
(4)In every factory wherein more than five hundred workers are ordinarily employed
there shall be provided and maintained an ambulance room of the prescribed size,
containing the prescribed equipment and in the charge of such medical and nursing
staff as may be prescribed and those facilities shall always be made readily available
during the working hours of the factory.
Section 46: Canteens.
(1) The State Government may make rules requiring that in any specified factory
wherein more than two hundred and fifty workers are ordinarily employed, a canteen
or canteens shall be provided and maintained by the occupier for the use of the
workers.
(2) Without prejudice to the generality of the foregoing power, such rules may
provide for--
(a) The date by which such canteen shall be provided;
(b) The standards in respect of construction, accommodation, furniture and
other equipment of the canteen;
(c) The foodstuffs to be served therein and the charges which may be made
there for;
(d) The constitution of a managing committee for the canteen and
representation of the workers in the management of the canteen;
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(dd) the items of expenditure in the running of the canteen which are not to be
taken into account in fixing the cost of foodstuffs and which shall be borne by the
employer;
(e) The delegation to the Chief Inspector, subject to such conditions as may be
prescribed, of the power to make rules under clause (c).
Section 47: Shelters, rest rooms and lunch rooms.
(1) In every factory wherein more than one hundred and fifty workers are ordinarily
employed, adequate and suitable shelters or rest rooms and a suitable lunch room,
with provision for drinking water, where workers can eat meals brought by them,
shall be provided and maintained for the use of the workers:
Provided that any canteen maintained in accordance with the provisions of
section 46 shall be regarded as part of the requirements of this sub-section: Provided
further that where a lunch room exists no worker shall eat any food in the work room.
(2) The shelters or rest rooms or lunch rooms to be provided under sub-section (1)
shall be sufficiently lighted and ventilated and shall be maintained in a cool and clean
condition.
(3) The State Government may--
(a) prescribe the standards in respect of construction, accommodation,
furniture and other equipment of shelters, rest rooms and lunch rooms to be provided
under this section;
(b) By notification in the Official Gazette, exempt any factory or class or
description of factories from the requirements of this section.
Section 48: Creches.
(1) In every factory wherein more than thirty women workers are ordinarily
employed there shall be provided and the age of six years of such women.
(2) Such rooms shall provide adequate accommodation, shall be adequately lighted
and ventilated, shall be maintained in a clean and sanitary condition and shall be
under the charge of women trained in the care of children and infants.
(3) The State Government may make rules--
P age | 1 6
(a)Prescribing the location and the standards in respect of construction,
accommodation, furniture and other equipment of rooms to be provided under this
section;
(b)Requiring the provision in factories to which this section applies of
additional facilities for the care of children belonging to women workers, including
suitable provision of facilities for washing and changing their clothing;
(c)Requiring the provision in any factory of free milk or refreshment or both
for such children;
(d)Requiring that facilities shall be given in any factory for the mothers of
such children to feed them at the necessary intervals.
Section 49: Welfare officers.
(1) In every factory wherein five hundred or more workers are ordinarily employed
the occupier shall employ in the factory such number of welfare officers as may be
prescribed.
(2) The State Government may prescribe the duties, qualifications and conditions of
service of officers employed under sub-section (1).
Section 50: Power to make rules to supplement this Chapter.
The State Government may make rules--
(a) exempting, subject to compliance with such alternative arrangements for
the welfare of workers as may be prescribed, any factory or class or description of
factories from compliance with any of the provisions of this Chapter;
(b) requiring in any factory or class or description of factories that
representatives of the workers employed in the factory shall be associated with the
management of the welfare arrangements of the workers.
P age | 1 7
CHAPTER - 3
3.1 LITERATURE REVIEW
C. P. John (2004) [3] studied in the paper the large gaps existing between the rich
and the poor and the unorganized workers and the organized workers have led in
several countries to attempts at providing social and economic security to the poor
and to the unorganized sectors. In Kerala, the introduction of modern techniques of
production and the growth of capitalist production relations had important
implications for the traditional crafts as well as craftsman in Kerala. One of its
implications has been the breakdown of the conventional social security set-up.
Craftsmen in Kerala belonged to a specific caste group, namely, Kammala or
Viswakarma. The social security system among craftsmen was embedded in the craft
and caste traditions and practices. The customs and practices of the craft as well as of
caste groups were eroded in the processes of change that transformed caste-based
occupational traditions and the social structure itself.
Rina Agarwala (2004) [1] in her study shows that since the late-1980s, the world’s
workers have experienced two strikingly coordinated global trends. The first is an
unpredicted decline in secure, formally employed labor and subsequent growth in
informal labor. The second is an unprecedented decline in state welfare rhetoric and
policy. These simultaneous trends have resulted in an increase in the proportion of
workers that do not receive secure wages or social benefits from either the employer
or the state. This study examines workers’ varying political reactions to these
circumstances in three cities of India. In particular, it examines (1) how informality
affects workers’ collective action strategies to secure state-supported labor benefits,
and (2) how state characteristics influence different levels of success among informal
workers organizations’ ability to secure labor benefits. The informal sector consists of
economic units, whose goods and services are legal, but whose operations are not
registered or regulated by fiscal, labor, health, and tax laws1. Thus the primary
difference between informal and formal workers is that the latter are protected and
P age | 1 8
regulated under state law while the former are not (Portes, Castells, and Benton 1989).
Informal sector workers include the self-employed and contract workers, both of
whom rely on insecure wages with no benefits.
Frieda Fuchs (2005) [2] in her study studies that whether protective labor legislation
is beneficial to female workers has triggered much debate among feminist scholars.
Like proponents of laissez-faire, some feminist scholars and activists have argued that
such legislation harms the economic interests of women by lowering their wages and
diminishing their employment prospects on the free labor market. This article
reexamines the arguments made by opponents of protective labor legislation in the
light of the historical development of the welfare state in Britain and France. It is
shown that the case against gender-specific protective labor legislation does not hold
on empirical grounds. A strong body of evidence shows that protective labor
legislation historically brought increasing economic returns and expanded
opportunities to women in both countries. This has important implications for
contemporary debates about the relationship between protective labor legislation and
gender discrimination in the European Community, the International Labor
Organization, and developing countries.
.
Shobha Mishra and Dr Manju Bhagat (2007) [5] in their article discuss labour
welfare activities in an industrialized society has far reaching impact not only on the
work force but also all the facets of human resources. Labour welfare includes all
such activities, which not only secures existential necessities but also ensures
improvement in spiritual and emotional quotient. It comprises of short term and long
terms goal toward building a humane society. As labour welfare is a dynamic concept,
changes in its principles activities and the rationale supporting them have not been
static. They closely follow the stages of advancement of the industrialized society –
from police Theory to Functional Theory. Accordingly principles for successful
implementation of labour welfare activities ranges from adequacy of wages to impact
on efficiency as well as transformation of personality in nut shell, it is extension of
democratic values in an industrialized society.
P age | 1 9
Kwong-leung Tang and Chau-kiu Cheung (2007) [4] studies that employs survey
data from1240 welfare recipients in Hong Kongto investigate the effectiveness of
various measures for raising the recipients’ work motivation and diminishing their
welfare dependency. The measures examined include the Intensive Employment
Assistance Project (IEAP), Community Work (CW) Program and Disregarded
Earnings (DE) arrangements. Findings reveal the effectiveness of these three
measures. Particularly, help received from various services of the IEAP was the
principal factor in the effectiveness of the IEAP and the IEAP was effective for
welfare recipients who were older or less skilled. The findings thus offer support to
the generality of the claim about the effectiveness of welfare-to-work programs.
A Sabarirajan, T.Meharajan, B.Arun (2010) [6] in their study of the Cotton Textile
plays a vital role in human life. Textile industries are one of the important industries
of India for earning Foreign Exchange and giving employment to lacs of workers
.Because of being a highly labor intensive industry it needs to concentrate more in the
area of employee welfare. In this study we selected Salem District in Tamil Nadu,
India for identifying various methods and also to identify the effectiveness of the
methods. The study shows that 15% of the employees are highly satisfied with their
welfare measures. 22 % of the employees are satisfied with their welfare measures.39
% of the employees is average with their welfare measures. 16% of them are in highly
dissatisfied level. Welfare measures plays important role in employee satisfaction and
it results in improved quality of work life. This study throws light on the impact of
welfare measures on QWL among the employees of textile mills in Salam district.
P age | 2 0
CHAPTER - 4
4.1 RESEARCH PROBLEM
Welfare provisions of Factories Act 1948 are important as far as the nature of
the work in the engineering industries is concerned. It may happen that the employees
working in the engineering industry are not satisfied with the welfare provisions
provided under Factories Act 1948. So our study will aim at studying the satisfaction
level of the employees.
4.2 OBJECTIVE OF RESEARCH
1. To review the welfare provisions extended to the employees in Jyoti CNC,
Rajoo engineering, steel cast, Atul Auto & Amul industries.
2. To identify whether any relation exists between welfare provisions &
Employee satisfaction.
3. Comparing the level of the employee satisfaction among these five companies
due to welfare provisions.
4.3 HYPOTHESIS
Hypothesis for studying the relationship existence between welfare provisions &
Employee satisfaction.
Null Hypothesis (Ho): The welfare provision & employee satisfaction are co – related.
Alternate Hypothesis (Ha): The welfare provisions & employee satisfaction are un
related.
This hypothesis is tested by considering each & every welfare provisions
individually.
Hypothesis for comparing satisfaction level among all five companies due to
welfare provisions extended to employees.
Null Hypothesis (Ho): There is no significance difference in employee satisfaction
among five companies.
Alternate Hypothesis (Ha): There is significance difference in employee satisfaction
among five companies.
This hypothesis is tested by considering each & every welfare provisions
individually.
P age | 2 1
4.4 RESEARCH DESIGN
For research we select the entire Engineering industry of Saurashtra region as
population of our study and select five engineering companies i.e. Jyoti CNC, Rajoo
Engineering, Steel Cast, Atul Auto & Amul industries by judgmental sampling.
From the above five companies we select sample size of 50 employees from
each of the company i.e. 250 as our total sample size of the study by simple random
sampling. The data is collected using primary data collection tool questionnaire.
TEST APPLICATION: In our study we use Correlation & One Way ANNOVA for
our objective analysis. The test is conducted at 5% level of significance.
P age | 2 2
CHAPTER - 5
5.1 DATA ANALYSIS
On basis of the data collected we got the following outcome.
Chart 2
Washing
Facilities
Storing &
Drying
Facility
for
sitting
First Aid Canteen
Lunch
room,res
troom
Welfare
Officer
Highly
satisfied25 10 3 26 40 5 2
Satisfied 17 27 15 18 6 36 5
Moderate 5 10 32 5 3 6 36
Dissatisfied 2 3 0 0 1 1 7
Highly
Dissatisfied1 0 0 1 0 2 0
25
10
3
26
40
5
2
17
27
15
18
6
36
55
10
32
53
6
36
23
0 01 1
7
10 0
10
20
0
5
10
15
20
25
30
35
40
45
Jyoti cnc
P age | 2 3
Chart 3
Washin
g
Faciliti
es
Storing
&
Drying
Facility
for
sitting
First
Aid
Cantee
n
Lunch
room,r
estroo
m
Welfar
e
Officer
Highly satisfied 27 16 5 31 36 8 1
Satisfied 12 19 17 15 10 29 10
Moderate 6 13 26 4 4 10 29
Dissatisfied 3 2 2 0 0 3 9
Highly Dissatisfied 2 0 0 0 0 0 1
27
16
5
31
36
8
1
12
19
17
15
10
29
10
6
13
26
4 4
10
29
32 2
0 0
3
9
2
0 0 0 0 01
0
5
10
15
20
25
30
35
40
Rajoo engineering
P age | 2 4
Chart 4
Washing
Facilities
Storing &
Drying
Facility
for sittingFirst Aid Canteen
Lunch
room,rest
room
Welfare
Officer
Highly satisfied 20 5 3 23 29 7 0
Satisfied 20 36 14 16 17 30 6
Moderate 8 9 29 6 4 9 30
Dissatisfied 2 0 4 3 0 3 14
Highly Dissatisfied 0 0 0 2 0 1 0
20
5
3
23
29
7
0
20
36
14
1617
30
6
89
29
6
4
9
30
2
0
43
0
3
14
0 0 0
2
01
00
5
10
15
20
25
30
35
40
Steel cast
P age | 2 5
Chart 5
Washing
Facilities
Storing &
Drying
Facility
for sittingFirst Aid Canteen
Lunch
room,rest
room
Welfare
Officer
Highly satisfied 18 6 3 26 39 10 0
Satisfied 17 29 16 15 6 30 3
Moderate 9 14 30 5 4 6 43
Dissatisfied 5 1 0 4 1 4 4
Highly Dissatisfied 1 0 1 0 0 0 0
18
6
3
26
39
10
0
17
29
1615
6
30
3
9
14
30
54
6
43
5
10
4
1
4 4
10
10 0 0 0
0
5
10
15
20
25
30
35
40
45
50
Atul auto
P age | 2 6
Chart 6
Washing
Facilities
Storing &
Drying
Facility
for sittingFirst Aid Canteen
Lunch
room,rest
room
Welfare
Officer
Highly satisfied 26 14 4 29 33 12 0
Satisfied 14 24 20 18 14 26 10
Moderate 7 12 26 2 0 9 33
Dissatisfied 2 0 0 0 3 3 5
Highly Dissatisfied 1 0 0 1 0 0 2
26
14
4
29
33
12
0
14
24
20
18
14
26
10
7
12
26
2
0
9
33
2
0 0 0
3 3
5
10 0
10 0
2
0
5
10
15
20
25
30
35
Amul industries
P age | 2 7
HYPOTHESIS TESTING
For identifying relation between the welfare provisions & employee satisfaction by applying Correlation Analysis for each welfare provisions.
1. For washing facility.
Null Hypothesis (Ho): The Washing facility & employee satisfaction are co – related.
Alternate Hypothesis (Ha): The Washing facility & employee satisfaction are un -
related.
Table 1
Washing Facilities Job Satisfaction
Highly satisfied 116 97
Satisfied 80 59
Moderate 35 67
Dissatisfied 14 21
Highly Dissatisfied 5 6
TOTAL 250 250
Washing Facilities Job satisfaction
Washing Facilities 1 0.977678273
Job satisfaction 0.977678273 1
From the above table Variable X: washing facility
Variable Y: Job satisfaction
This Correlation table shows there is positive relationship between washing facility & employee satisfaction & the inferred value is 0.977. So the null hypothesis gets accepted & hence proved that the washing facility & employee satisfaction are correlated.
P age | 2 8
2. Storing & drying Facility
Null Hypothesis (Ho): The Washing facility & employee satisfaction are co – related.
Alternate Hypothesis (Ha): The Washing facility & employee satisfaction are un -
related.
Table 2
Storing & Drying Job Satisfaction
Highly satisfied 51 97
Satisfied 135 59
Moderate 58 67
Dissatisfied 6 21
Highly Dissatisfied 0 6
250 250
Storing & Drying Job Satisfaction
Storing & Drying 1 0.558238634
Job Satisfaction 0.558238634 1
From the above table Variable X: storing & drying facility
Variable Y: Job satisfaction
This Correlation table shows there is positive relationship between storing & drying facility & employee satisfaction & the inferred value is 0.558. So the null hypothesis gets accepted & hence proved that the storing & drying facility & employee satisfaction are correlated.
P age | 2 9
3. Sitting Arrangement during work
Null Hypothesis (Ho): The sitting arrangement facility & employee satisfaction are co
– related.
Alternate Hypothesis (Ha): The sitting arrangement facility & employee satisfaction
are un - related.
Table 3
Facility for sitting Job Satisfaction
Highly satisfied 18 97
Satisfied 82 59
Moderate 143 67
Dissatisfied 6 21
Highly Dissatisfied 1 6
250 250
Facility for sitting Job Satisfaction
Facility for sitting 1 0.423138985
Job Satisfaction 0.423138985 1
From the above table Variable X: sitting arrangement facility
Variable Y: Job satisfaction
This Correlation table shows there is positive relationship between sitting arrangement facility & employee satisfaction & the inferred value is 0.423. So the null hypothesis gets accepted & hence proved that the sitting arrangement facility & employee satisfaction are correlated.
P age | 3 0
4. First Aid facility
Null Hypothesis (Ho): The First Aid facility & employee satisfaction are co – related.
Alternate Hypothesis (Ha): The First Aid facility & employee satisfaction are un -
related.
Table 4
First Aid Job Satisfaction
Highly satisfied 135 97
Satisfied 82 59
Moderate 22 67
Dissatisfied 7 21
Highly Dissatisfied 4 6
250 250
First Aid Job Satisfaction
First Aid 1 0.848305
Job Satisfaction 0.848305 1
From the above table Variable X: first aid facility
Variable Y: Job satisfaction
This Correlation table shows there is positive relationship between first aid facility & employee satisfaction & the inferred value is 0.848. So the null hypothesis gets accepted & hence proved that the first aid facility & employee satisfaction are correlated.
P age | 3 1
5. Canteen facility
Null Hypothesis (Ho): The canteen facility & employee satisfaction are co – related.
Alternate Hypothesis (Ha): The canteen facility & employee satisfaction are un -
related.
Table 5
Canteen Job Satisfaction
Highly satisfied 177 97
Satisfied 53 59
Moderate 15 67
Dissatisfied 5 21
Highly Dissatisfied 0 6
250 250
Canteen Job Satisfaction
Canteen 1 0.822544
Job Satisfaction 0.822544 1
From the above table Variable X: canteen facility
Variable Y: Job satisfaction
This Correlation table shows there is positive relationship between canteen facility & employee satisfaction & the inferred value is 0.822. So the null hypothesis gets accepted & hence proved that the canteen & employee satisfaction are correlated.
P age | 3 2
6. Shelters, lunch room, restroom
For comparing the level of the employee satisfaction among these five companies due to welfare provisions by applying One Way Annova test at 5% level of significance.
Null Hypothesis (Ho): The shelters, lunchroom, restroom facility & employee
satisfaction are co – related.
Alternate Hypothesis (Ha): The shelters, lunchroom, restroom facility & employee
satisfaction are un - related.
Table 6
Lunch room,restroom Job Satisfaction
Highly satisfied 42 97
Satisfied 151 59
Moderate 40 67
Dissatisfied 14 21
Highly Dissatisfied 3 6
250 250
Lunch room,restroom Job Satisfaction
Lunch room,restroom 1 0.403177506
Job Satisfaction 0.403177506 1
From the above table Variable X: shelters, lunchroom, and restroom facility
Variable Y: Job satisfaction
This Correlation table shows there is positive relationship between shelters, lunchroom, restroom facility & employee satisfaction & the inferred value is 0.403. So the null hypothesis gets accepted & hence proved that the shelters, lunchroom, restroom & employee satisfaction are correlated.
7. Crèches or baby care facility.
In our study none of the organization gets affected by this provision given under Factories Ac 1948 because of not having 30 or more than 30 women employees.
P age | 3 3
8. Welfare officer
Null Hypothesis (Ho): The welfare officer facility & employee satisfaction are co –
related.
Alternate Hypothesis (Ha): The welfare officer facility & employee satisfaction are un
- related.
Table 7
Welfare Officer Job Satisfaction
Highly satisfied 3 97
Satisfied 34 59
Moderate 171 67
Dissatisfied 39 21
Highly Dissatisfied 3 6
250 250
Welfare Officer Job Satisfaction
Welfare Officer 1 0.204941685
Job Satisfaction 0.204941685 1
From the above table Variable X: welfare officer facility
Variable Y: Job satisfaction
This Correlation table shows there is positive relationship between welfare officer facility & employee satisfaction & the inferred value is 0.204. So the null hypothesis gets accepted & hence proved that the welfare officer & employee satisfaction are correlated.
P age | 3 4
Comparing the level of the employee satisfaction among Jyoti CNC, Rajoo
engineering, Steel cast, Atul auto & Amul Industires due to welfare provisions.
1. For washing facility.
Null Hypothesis (Ho): There is no significance difference in the employee satisfaction due to washing facility given by company.
Alternate Hypothesis (Ha): There is significance difference in the employee satisfaction due to washing facility given by company.
Table 8
Washing Facilities Jyoti Rajoo Steel Cast Atul Amul
Highly satisfied 125 135 100 90 130
Satisfied 68 48 80 68 56
Moderate 15 18 24 27 21
Dissatisfied 4 6 4 10 4
Highly Dissatisfied 1 2 0 1 1
From the above test the calculated value which is 0.0020 is less than tabular value i.e. 2.87 so our Null hypothesis gets accepted.
So there is no significance difference in the employee satisfaction due to washing facility given by company.
Source of Variation
SS df MS Fc Ft
Between 37.04 4 9.26 0.0020 F(4,20)=2.87
Within 91012.22 20 4550.61
Total 91049.26 24
P age | 3 5
2. Storing & drying Facility
Null Hypothesis (Ho): There is no significance difference in the employee satisfaction due to storing & drying facility given by company.
Alternate Hypothesis (Ha): There is significance difference in the employee satisfaction due to storing & drying facility given by company.
Table 9
Storing & Drying Jyoti Rajoo Steel Cast Atul Amul
Highly satisfied 50 80 25 30 70
Satisfied 108 76 144 116 96
Moderate 30 39 27 42 36
Dissatisfied 6 4 0 2 0
Highly Dissatisfied 0 0 0 0 0
Source of Variation
SS Df MS Fc Ft
Between 16.96 4 4.24 0.0019 F(4,20)= 2.87
Within 43944.56 20 2197.22
Total 43961.52 24
From the above test the calculated value which is 0.0019 is less than tabular value i.e. 2.87 so our Null hypothesis gets accepted.
So there is no significance difference in the employee satisfaction due to storing & drying facility given by company.
P age | 3 6
3. Sitting Arrangement during work
Null Hypothesis (Ho): There is no significance difference in the employee satisfaction due to sitting arrangement facility given by company.
Alternate Hypothesis (Ha): There is significance difference in the employee satisfaction due to sitting arrangement facility given by company.
Table 10
Facility for sitting Jyoti Rajoo Steel Cast Atul Amul
Highly satisfied 15 25 15 15 20
Satisfied 60 68 56 64 80
Moderate 96 78 87 90 78
Dissatisfied 0 4 8 0 0
Highly Dissatisfied 0 0 0 1 0
Source of Variation
SS df MS Fc Ft
Between 17.20 4 4.3 0.0027 F(4,20)= 2.87
Within 31106 20 1555.3
Total 31123.2 24
From the above test the calculated value which is 0.0027 is less than tabular value i.e. 2.87 so our Null hypothesis gets accepted.
So there is no significance difference in the employee satisfaction due to sitting arrangement facility during work given by company.
P age | 3 7
4. First Aid facility
Null Hypothesis (Ho): There is no significance difference in the employee satisfaction due to first aid facility given by company.
Alternate Hypothesis (Ha): There is significance difference in the employee satisfaction due to first aid facility given by company.
Table 11
First Aid Jyoti Rajoo Steel Cast Atul Amul
Highly satisfied 130 155 115 130 145
Satisfied 72 60 64 60 72
Moderate 15 12 18 15 6
Dissatisfied 0 0 6 8 0
Highly Dissatisfied 1 0 2 0 1
Source of Variation SS Df MS Fc Ft
Between 61.84 4 15.46 0.0045 F(4,20)= 2.87
Within 67536.23 20 3376.81
Total 67598.07 24
From the above test the calculated value which is 0.0045 is less than tabular value i.e. 2.87 so our Null hypothesis gets accepted.
So there is no significance difference in the employee satisfaction due to first aid facility given by company.
P age | 3 8
5. Canteen facility
Null Hypothesis (Ho): There is no significance difference in the employee satisfaction due to canteen facility given by company.
Alternate Hypothesis (Ha): There is significance difference in the employee satisfaction due to canteen facility given by company.
Table 12
Canteen Jyoti Rajoo Steel Cast Atul Amul
Highly satisfied 200 180 145 195 165
Satisfied 24 40 68 24 56
Moderate 9 12 12 12 0
Dissatisfied 2 0 0 2 6
Highly Dissatisfied 0 0 0 0 0
Source of Variation SS Df MS Fc Ft
Between 14.24 4 3.56 0.0006 F(4,20)= 2.87
Within 116659.8 20 5832.99
Total 116674.04 24
From the above test the calculated value which is 0.0006 is less than tabular value i.e. 2.87 so our Null hypothesis gets accepted.
So there is no significance difference in the employee satisfaction due to canteen facility given by company.
P age | 3 9
6. Shelters, lunch room, restroom
Null Hypothesis (Ho): There is no significance difference in the employee satisfaction due to shelter, restroom & lunchroom facility given by company.
Alternate Hypothesis (Ha): There is significance difference in the employee satisfaction due to shelter, restroom & lunchroom facility given by company.
Table 13
Lunch room,restroom Jyoti Rajoo Steel Cast Atul Amul
Highly satisfied 25 40 35 50 60
Satisfied 144 116 120 120 104
Moderate 18 30 27 18 27
Dissatisfied 2 6 6 8 6
Highly Dissatisfied 2 0 1 0 0
Source of Variation SS Df MS Fc Ft
Between 9.2 4 2.3 0.0009 F(4,20)= 2.87
Within 49296 20 2464.8
Total 49305.2 24
From the above test the calculated value which is 0.0009 is less than tabular value i.e. 2.87 so our Null hypothesis gets accepted.
So there is no significance difference in the employee satisfaction due to shelter, restroom & lunchroom facility given by company
7. Crèches or baby care facility.
In our study none of the organization gets affected by this provision given under Factories Ac 1948 because of not having 30 or more than 30 women employees.
P age | 4 0
8. Welfare officer
Null Hypothesis (Ho): There is no significance difference in the employee satisfaction due to welfare officer facility given by company.
Alternate Hypothesis (Ha): There is significance difference in the employee satisfaction due to welfare officer facility given by company.
Table 14
Welfare Officer Jyoti Rajoo Steel Cast Atul Amul
Highly satisfied 10 5 0 0 0
Satisfied 20 40 24 12 40
Moderate 108 87 90 129 99
Dissatisfied 14 18 28 8 10
Highly Dissatisfied 0 1 0 0 2
Source of Variation SS Df MS Fc Ft
Between 13.2 4 3.3 0.0017 F(4,20)= 2.87
Within 37461.27 20 1873.06
Total 37474.47 24
From the above test the calculated value which is 0.0017 is less than tabular value i.e. 2.87 so our Null hypothesis gets accepted.
So there is no significance difference in the employee satisfaction due to welfare officer facility given by company
P age | 4 1
CHAPTER - 6
6.1 CONCLUSION
Our research follows in line with the research carried out by A. Sabarirajan,
T.Meharajan & B.Arun on the textile mills employees in Salem district Tamilnadu in
India & thus gives following conclusion.
Our research study conclude in terms of proving that the different welfare
provisions provided to the employees working in an organization under Factories Act
1948 are having positive relation with the employee satisfaction. In our study after
analyzing the Correlation between these two factors gives the result. The reason
behind this result is that these are the factors that lead to satisfaction & if they are not
present can sometimes lead to dissatisfaction i.e. on basis of Herzberg’s theory of
motivation.
Study also gives the outcome on basis of the One Way Annova test that the
welfare provisions given to employees in five companies i.e. Jyoti CNC, Rajoo
Engineering, Steel Cast, Atul auto & Amul Industries dose not have significant
difference in the employee satisfaction level.
The reason behind the acceptance of hypothesis & getting the above result is
that the companies under our study follows or provides more or less same kind of the
welfare provisions to their employees. The companies who are giving the provisions
to their employees vary slightly. E.g. in canteen provision variation is in terms of the
rate at which they provide food, the quality of food, test etc. In the same manner the
shelter, restroom & lunchroom facility vary in terms of the location, its ambiance etc.
6.2 IMPLICATION OF STUDY
This study can be implied in any of the industry as a tool for identifying the
employee tendency & belief towards the welfare provisions. One can know the
requirement of the workers in terms of different non financial motivational tools by
implying this study. This study can be useful for identifying the factors which leads to
employee satisfaction so that company can use those factors as retention tool for
retaining employees in the organization.
P age | 4 2
6.3 LIMITATION OF STUDY
1. Few of the respondents hesitated to give the correct information.
2. Few respondents hesitated to give opinion against their management.
3. The period of the study was limited.
4. The validity of the study depends up on the reliability of the primary data.
5. Due to the size of the organizations in the Saurashtra region put curse on some
welfare provisions to be implemented which leads to inconsideration in our
study i.e. Having less than 30 no. of women employees leads to deduction of
the organization from following the provision of giving Creches facility to
women employees.
6.4 SCOPE OF FUTURE STUDY
This study can be used in future for analyzing the welfare provisions & its
impact on employee satisfaction in different area as we had done in engineering
industry. This study also can be taken as a reference for studying the other provisions
of the different acts as well as of same act like provision for safety, health, etc. and
can be studied with reference to employee satisfaction.
P age | 4 3
REFERENCES
Agarwala (2004). From Work to Welfare: The State and Informal Workers’
Organizations in India. American Political Science Association Annual Meeting,
Chicago, Illinois
Frieda Fuchs(2005). The Effects of Protective Labor Legislation on Women’s Wages
and Welfare: Lessons from Britain and France. Journal of Politics & Society
December 2005 vol. 33 no. 4 595-636
John (2004). Social Security and Labour Welfare with Special Reference to
Construction Workers in Kerala. Kerala Research Program on Local Level
Development, paper no 65.
Kwong-leung Tang and Chau-kiu Cheung (2007). Program Effectiveness in
Activating Welfare Recipients to Work: The Case of Hong Kong. Social Policy &
Administration ISSN 0144–5596 Vol. 41, No. 7
Mishra & Bhagat (2007). Principles for successful implementation of labour welfare
activities from policy theory to functional theory.
http://www.tesionline.com/intl/indepth.jsp?id=575
Sabarirajan, Meharajan & Arun (2010). A study on the various welfare measures and
their impact on QWL provided by the Textile Mills with reference to Salem District,
Tamil Nadu, India. Asian journal of management research vol ISSN 2229 _ 3795
Padhi P K.” Labour and Industrial Laws”, 4th edition. PHI Learning Private Limited
New Delhi.
http://www.icgujarat.gov.in
P age | 4 4
ANNEXURE
Dear respondent this data collection is purely for the purpose of
completion of grand project as a part of our curriculum. All the information given
by you will be kept confidential.
1. Name :
2. Department:
3. Service condition : Permanent / Temporary
4. Age : Below 25 years 25 – 35 years
35 – 45 years above 45 years
5. Educational qualification :
Primary Secondary Higher secondary
Graduation Post graduate Technical
6. Gender : Male / Female
7. Experience: Below 5 yrs. 5 – 10 yrs. above 10 yrs.
8. Are you given proper washing facilities?
Yes No
9. Are you provided facilities for storing & drying clothes?
Yes No
10. Are you provided facilities for sitting during your work at shop floor?
Yes No
11. Are you given first aid facilities at your work?
Yes No
12. Are you provided canteen facilities from the company?
Yes No
13. Are you given facilities for the restroom, lunchroom and shelters?
Yes No
P age | 4 5
14. Does your company provide baby care facilities for the woman employees?
Yes No
15. Does your company have welfare officer who looks after your welfare
facilities?
Yes No
16. Please tick mark in the appropriate box as per your satisfaction level towards
the different welfare provisions.
Provision Highly satisfied
Satisfied Moderate Dissatisfied Highly dissatisfied
Washing facility Storing & Drying cloths Facilities for sitting during work
Facilities for first - aid Facility of canteen Facility of lunchroom, restroom & shelters
Baby care facility Welfare officer
17. Your overall satisfaction towards job.
Highly satisfied Satisfied Moderate
Dissatisfied Highly dissatisfied
18. Your suggestions towards improvement in welfare schemes.
Thanks for your response.