Summer Internship Report of Sharma Ji

A
Summer Training Report

On
Employee welfare

Submitted to
Kurukshetra University, Kurukshetra
In the partial fulfillment of the Degree of Bachelors of Business Administration
(Session 2011-14) BBA 5
th
Semester

Under the Guidance of: Submitted By:
Dr Vikas Daryal Anmol Sharma
Director & Professor S/O Sh. Rajeev sharma
TIMT Univ. Regd. 11-Try-11
Univ. Roll No

Tilak Raj Chadha Institutute of Management & Technology
(Affiliated to Kurukshetra University, Kurukshetra & Approved By AICTE)
M.L.N. College Educational Complex, Yamuna Nagar- 135001 (Haryana)
Ph. 01732-220103, 234010, 234110. Fax: +91-1732-234110
E-mail: info@timt.ac.in, Web Site: www.timt.ac.in

DECLARATION
I, Anmol Sharma, Roll No. 2101/11, BBA (Semester-5
th
) of the Tilak Raj Chadha Institute of
Management and Technology, Yamuna Nagar hereby declare that the Summer Training
Report entitled Employee welfare has been an original work and the same has not been
submitted to any other Institute for the award of any other degree.

(Anmol Sharma)

ACKNOWLEDGEMENT

This project involves many helping hands. First of all the researcher would like to thank all
those, who have helped her in completion of the project and bringing out the timely submission
of the report. He is also grateful to the management of Godrej & Boyace for allowing him to
undergo a project in their company providing all sorts of facilities and above all a learning
experience.
He owes his sincere thanks to Mr. Jasbir Taya for allowing his to work as a trainee in Godrej &
Boyace. He will remain indebted to his for the guidance and whole hearted cooperation.
This summer training has added to his practical knowledge and built his confidence.
He would like to convey thanks to Dr. Vikas Daryal, Director, Mrs. Vandana Madaan, Head,
Department of Management for their ready assistance, keen interest and valuable suggestions.
Last, but not the least, he is extremely thankful to his parents, respondents and friends for their
unconditional support and ready assistance.

TABLE OF CONTENT:
1. Introduction
a. Industry Profile
b. Company Profile
c. Introduction to Topic
2. Literature Review
3. Theoretical Framework
a. Construct
b. Independent and Dependent Variables
4. Research Objectives
5. Research Methodology
a. Research Design
i. Type of Research Design
ii. Time Horizon
iii. Study Setting
iv. Measurement and scaling
b. Flowchart for selection of statistical tools
c. Hypothesis Development and Testing
d. Sample and Sampling Design
e. Data Collection
f. Analytical Tools
i. Reliability Test
ii. Descriptive Test
iii. Regression Analysis
v. Factor Analysis
vi. Probit

g. Limitations of the Study
6. Data Analysis
7. Results and Findings
8. Policy Implications
9. Recommendations
10. Bibliography
11. Annexures
a) Annexure i Questionnaire
b) Annexure ii- Factor Analysis
c) Annexure iii- Descriptive
d) Annexure iv- Probit Analysis
e) Annexure v- Regression
f) Annexure vi- Snapshots

EXECUTIVE SUMMARY

The Research is intended to the topic The employee welfare

The research has been carried out using primary data along with the support of secondary
data. Questionnaires were used in order to unveil the perception of employees regarding
the company performance.
The Analysis is done with the help of statistical tools like t-test, factor analysis,
correlation and reliability, descriptive after checking the responses filled by the 250
respondents.
The Research has been exploratory in nature as it has been a first time study. The type of
investigation is causal as the effects of variables have been studied. It is a cross sectional
study as data has been collected at one particular time.
The data has been collected by researcher from, mohali through questionnaire comprising
20 questions. He has drawn a sample of 250 respondents using non sampling probability
technique.
Factor Analysis has been used to find out the most significant factors out of all factors
which are developed through extensive literature survey which are used in employee
referral program.
Reliability tool has been applied to find out the credibility of data regarding the responses
filled by the respondents.
The researcher has made various recommendations to the organization .
Some limitations have been there in the study like time constraint, unwillingness of
respondents and limited scope of study. At last it has been conclude that there is a
significant impact of employee referral program on hospital performance.

INDUSTRY PROFILE

The Indian Electronics Industry
Preface
India is the fifth largest economy in the world and has the second largest GDP among
emerging economies. Owing to its large population, the potential consumer demand is
almost unlimited and consequently under appropriate conditions, strong growth
performance can be expected. In fact, the liberalization of the economy in 1991 has led to
rapid growth. The electronics industry, in particular, is emerging as one of the most
important industry in the Indian market.
The electronics industry in India dates back to the early 1960s. Electronics was initially
restricted to the development and maintenance of fundamental communication systems
including radio-broadcasting, telephonic and telegraphic communication, and
augmentation of defense capabilities. Until 1984, the electronics sector was primarily
government owned. The late 1980s witnessed a rapid growth of the electronics industry
due to sweeping economic changes, resulting in the liberalization and globalization of the
economy. The economic transformation was motivated by two compelling factors - the
determination to boost economic growth, and to accelerate the development of export-
oriented industries, like the electronics industry.
The electronics industry has recorded very high growth in subsequent years. By 1991,
private investments - both foreign and domestic - were encouraged. The easing of foreign
investment norms, allowance of 100 percent foreign equity, reduction in custom tariffs,
and delicensing of several consumer electronic products attracted remarkable amount of
foreign collaboration and investment. The domestic industry also responded favorably to
the politic policies of the government. The opening of the electronics field to private
sector enabled entrepreneurs to establish industries to meet hitherto suppressed demand.
Improvements in the electronics industry have not been limited to a particular segment,
but encompass all its sectors. Strides have been made in the areas of commercial
electronics, software, telecommunications, instrumentation, positioning and networking
systems, and defense. The result has been a significant trade growth that began in the late
1990s.
Despite commendable achievements in the sphere of electronics, considerable
infrastructural improvements remain a priority. Water, power, telecommunications, and
transportation sectors must still be augmented so that high economic growth can be
sustained.
The Indian Electronics Industry is a text for investors who are considering India as a
potential investment opportunity. The book is designed to cover various segments of
India's electronics industry, which include telecommunications, consumer electronics,
computer hardware and software, and medical electronic systems. The authors have
examined the roles of government, major companies in electronics including the
multinationals, research organizations, and educational institutions in establishing the
infrastructure.
This book features detailed coverage of the important aspects of the Indian electronics
industry and:
discusses the historical background of the electronic development in India
outlines tax structure, market strategies, economic policies (domestic and
foreign), and traditional areas of economic development
tracks the growth of various segments of the electronics industry including
telecommunications, consumer electronics, computer hardware and software, and
medical electronic systems
addresses the problems faced by the industries pertaining to power, transportation,
communication networks, and other environmental considerations
presents directions and strategies for radical industrial growth in the future, and
hints at promising development in the coming years

Market capitalization
The Indian electronics market was at US$11.5 billion in 2004, then the market wgrew worldwide
over the next several years. Indian Electronics Industry is expected to grow at a Compound
Annual Growth Rate (CAGR) of 23% by 2010 to reach US$40 billion. Though its total output
will be far behind China electronics market, worth US$271.97 billion in 2004, India promises a
better market with the bears watching. Low manufacturing costs in skilled labor and raw
materials, availability of engineering skills, and opportunity to meet demand in the populous
Indian market, are driving its electronics market.
Size of the industry
In the year 2005 India's electronic consumption was around 1.8 %. It is likely to touch 5.5 % in
2010. According to a study conducted by ISA and Frost Sullivan, India's semi-conductor market
would grow by 2.5 times. The end-user products of semi-conductor would include mobile
handsets, desktop and notebooks, PCs, etc.
Total contribution to the economy/ sales
Indian electronics industry today stands at US $ 25
billion and is ranked 26th in the world in terms of sales
and 29th in the world in terms of production. It is
growing at over 25% CAGR and is expected to be worth
US $ 158 billion by 2015. Electronic industry is one of
the fastest growing industries in the country and is driven
by growth in key sectors such as IT, Consumer
Electronics and Telecom.

The demand for electronics is expected to be fuelled by the growth of
Telecommunications (250 million subscribers by the next few years)
PCs and Notebooks (5 million every year)
Broad-Band connectivity reaching rural areas
Top leading Companies
Video Projectors: Phil Systems, Keltron Projectors, Birla 3M, Samrat Video Vision
Color Television: LG Electronics, Philips, Sony; Sansui, Samsung, BPL, Videocon, Onida,
Aiwa, Akai, Thompson, Panasonic.
Cameras/Camcorders: Sony, Canon, Olympus, Fuji film, Nikon
Employment opportunities
According to a recent report presented by Ernst & Young, the Indian domestic demand for
electronics products is expected to reach $125 billion by 2014 from the current level of $45
billion annually. The primary demand drivers for the Indian Electronic Industry are sectors like
telecom, defence, IT and e-governance, automotive, consumer electronics, and energy. At these
demand levels, until India creates its own electronics product industry, the imports of these
products will create the single largest trade deficit item, which would even be larger than
petroleum products. On the other hand, if this particular unique opportunity is utilized, it can
create a large industry catering to domestic consumption, which will help achieve self reliance in
strategic sectors like telecom and defence, while leading to large exports.
Latest developments
The Indian Electronic industry constitutes less than 1% of the global market. However,
demand for these products are growing rapidly and investments are flowing in to
augment manufacturing capacity.
Today India remains a major importer of electronic materials, components and finished
equipment amounting worth of $20 billion (Rs84, 000 crore ) in 2007. The country
imports electronic goods mainly from China
In past four years, production of computers has grown at a compounded annual growth
rate (CAGR) of 31%, which is highest among the various electronic products in India.
And then the production is followed by communication and broadcast equipment (25%),
strategic electronics (20%) and industrial electronics (17%).
The consumer electronics segment has grown at a CAGR of 10% in the last five years
includes a wide range of products such as DVD, VCD/MP3 players, television sets and
microwave ovens.
The growth in demand for telecom products has been high, with India adding two million
mobile phone users every month, which serves as one of the main reasons for the growth
in production of electronic goods. This growth is expected to continue over the next
decade, too.
To attract foreign investment the government has adopted Chinese style Special
Economic Zones with the aim to provide islands of excellence where the infrastructure is
world standard. Fifteen-year tax breaks given to foreign investors and SEZs are treated as
foreign territories for the purpose of trade operations, duties and tariffs.
India has been a great success story in the IT services industry and the next great
opportunity is to create our own electronics product industry, which will help to move up
the value chain and create global technology brands. Today the market is at the threshold
of a decisive phase in our growth where, if the government and entrepreneurs take
concrete steps it can create a $100 billion electronics product industry from India in the
next 10 years.
Multi national corporations provide growing electronics market to India at lower costs by
manufacturing semiconductors in India. India has the potential to come up as the next
electronics and hardware destination in the world. The chip design and other complex
components electronic device can be acquired from the Indian companies at low cost.
India is growing up to be one of the biggest markets for electronic instrumentations. The
consumption value of electronic equipment in India in 2005 is estimated as US$ 28.2
billion. The main factor pertaining to the success of the Indian Electronics and Hardware
Industry is the growth in the market demand. The growth in the manufacturing of
semiconductor serves as the key driver in the emergence of India as one of the leaders.
The advantages pertaining to the taxes and duties, the access to technical and engineering
expertise, proper manufacturing facilities, lucrative investment offers, etc.

COMPANY PROFILE

Introduction of the organization
The Godrej Group

Inception
Established in 1897, the Godrej group has grown in India from the days of the charkha to nights
at the call centers. Our founder, Ardeshir Godrej, lawyer-turned-locksmith, was a persistent
inventor and a strong visionary who could see the spark in the future. His inventions,
manufactured by his brother Pirojsha Godrej, were the foundation of todays Godrej Empire.
One of Indias most trusted brand, Godrej enjoys the patronage and trust of around 500 million
Indians every single day. Our customers mean the world to us. We are happy only when we see a
delighted customer smile.

With 7 major companies with interests in real estate, FMCG, industrial engineering, appliances,
furniture, security and agri care to name a few our turnover crosses 3.3 billion dollars*. You
think of Godrej as such an integral part of India like the bhangara or the kurta that you may
be surprised to know that 26% of our business is done overseas. Our presence in more than 60
countries ensures that our customers are at home with Godrej no matter where they go. With
brands you can believe in, service excellence you can count on and the promise of brighter living
for every customer, Godrej knows what makes India tick today.

Today, we are at a point in Godrejs history when our amazing past is meeting up with its
spectacular future head on. Godrej is learning and relishing being young again.

PRODUCTS
Appliances
Offerings in the refrigerator, washing machine,air conditioner and microwave oven ranges.

FMCG

Cinthol, Good Knight mosquito repellent, Hair Colour and Hair Dye.

Agri

Animal feed, oil palm plantations, agrochemicals and poultry.

Batteries
Godrej and GP Batteries offer a range of zinc chloride, alkaline &
rechargeable batteries and a range of chargers.

Construction
Variety of construction services like real estate development, ready mix
concrete, horticulture and enviro-tech.

IT & Software Solutions

Solutions for engineering and service industry.

Material Handling
Counter balance trucks, forklift trucks, tyre handlers, all terrain trucks, attachments and
accessories.

Precision Engineering
Critical custom-built precision engineering equipments for multiple applications.

Process Equipment
High pressure vessels, heat exchangers, columns, heavy walled reactors
and other custom.

Storage Solutions
Warehousing solutions, automation and consulting.

Vending
High quality table top beverage vending machines, services and
beverages.

Furniture
Furniture for home, office, educational institutions, establishments, labs, hospitals, shipyard.

Real Estate
Residential, commercial and township developments.

AV Solutions
Display solutions, audio video conferencing solutions, electronic copy boards.

Chemicals
Oleochemicals and surfactants.

Electricals and Electronics

Industrial automation, power distribution, compressed air solutions &
green business commissioning.

Locks

Locking solutions for different security needs to ensure optimum safety.

Motors

Specialized custom built compressor motors.

Precision Systems
Machining & fabrication, heat & surface treatment, assembly, testing & supply of complex.

Security Solutions
Safes, lockers, banking automation products, electronic security systems, premises security & hi-
tech doors.

Tooling
Die casting dies, press tools, special purpose machines and engineering
services.

PARTICULARS OF THE MOHALI PLANT
PLOT SIZE : 75 ACRES
CAPABILITY : 5 LACS
PRODUCTIVITY : REFRIGERATORS
INVESTMENT : Rs 120 CRORES
MANPOWER : 336
INAUGRATED BY : S. HARCHARAN SINGH BRAR
INAUGRATION ON : 28
TH
FEBRUARY,1996.

INTRODUCTION

Introduction to Employee welfare
Employee welfare is a term including various services, benefits and facilities offered to
employees by the employers. The welfare measures need not be monetary but in any kind/forms.
This includes items such as allowances, housing, transportation, medical insurance and food.
Employee welfare also includes monitoring of working conditions, creation of industrial
harmony through infrastructure for health, industrial relations and insurance against disease,
accident and unemployment for the workers and their families. Through such generous benefits
the employer makes life worth living for employees.
Importance of Employee Welfare
As a business, you have to provide various benefits to ensure your employees' welfare. While
this may increase your business expense and negatively affect your bottom line, looking after
your employees will benefit you in other ways.
Compliance:
As an owner, you are required by law to provide certain benefits for the welfare of your
employees. You may have to match the Social Security taxes your employees pay and obtain a
worker's compensation insurance policy. If you terminate an employee, you may have to funds to
extend his health insurance.
Hiring and Retention:
The benefits an employee receives from his employer for his welfare are often a significant
reason why he decides to accept a job offer. As such, providing employee benefits allow you to
compete with other businesses to recruit and retain qualify employees. If other employers offer
better benefits, good employees may choose to go there.
Employees Motivation:
By providing a plan that's good for employees' welfare, you show them that you value them. This
can help make them feel welcome and happy in your company, motivating them to work harder.
If your health plan has wellness coverage and preventative care, employees are more likely to
stay.
Employees' Well-Being:
For companies that have a large base of employees working under stressful conditions or living
away from family, it is important to look at fostering personal happiness and professional
growth. Investing in employees pays dividends in terms of higher productivity and greater
loyalty.
Company Image:
Providing a good employee welfare plan reflects well on your business, building a good
company image. It may even earn you some press coverage, giving you free publicity to improve
awareness among potential customers. This may boost your sales and increase your profits.
Features of Employee Welfare
Employee welfare is a comprehensive term including various services, facilities and
amenities provided to employees for their betterment.
Welfare measures are in addition to regular wages and other economic benefits available
to employees under legal provisions and collective bargaining.
The basic purpose of employee welfare is to improve the lot of the working class and
thereby make a worker a good employee and a happy citizen.
Employee welfare is an essential part of social welfare. It involves adjustment of an
employee's work life and family life to the community or social life.
Welfare measures may be both voluntary and statutory.
How to Develop an Effective Employee Welfare Program
Conduct employee surveys to understand their needs and expectations
Indentify key areas of building skills and engagement and facilitating trainings for the
same
Propose solutions for personal upkeep, family uplifting and future security
Create opportunities for greater synergies between the management and employees
Conduct impact assessments and feedback surveys
Employee Welfare Schemes

Organizations provide welfare facilities to their employees to keep their motivation
levels high. The employee welfare schemes can be classified into two categories viz.
statutory and non-statutory welfare schemes. The statutory schemes are those schemes
that are compulsory to provide by an organization as compliance to the laws governing
employee health and safety. These include provisions provided in industrial acts like
Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act
1962. The non statutory schemes differ from organization to organization and from
industry to industry.

STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water should be
provided.
2. Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided
to the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided
in the office and factory premises and are also to be maintained in a neat and clean
condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as
to provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area
and office premises spittoons are to be provided in convenient places and same are
to be maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so that they
can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with
tap and tap on the stand pipe are provided in the port area in the vicinity of the
work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to
change their cloth in the factory area and office premises. Adequate lockers are
also provided to the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:
1. Personal Health Care (Regular medical check-ups): Some of the companies
provide the facility for extensive health check-up.
2. Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business
commitments while supporting employee personal life needs.
3. Employee Assistance Programs: Various assistant programs are arranged like
external counseling service so that employees or members of their immediate
family can get counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind,
guidelines are provided for proper action and also for protecting the aggrieved
employee.
5. Maternity & Adoption Leave Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.
6. Medi-claim Insurance Scheme: This insurance scheme provides adequate
insurance coverage of employees for expenses related to hospitalization due to
illness, disease or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral scheme is
implemented to encourage employees to refer friends and relatives for
employment in the organization.

THEORETICAL FRAMEWORK
CONSTRUCT:
Analyzing employee satisfaction with respect to working conditions
VARIABLES:-
Dependent variable:
Employee satisfaction
Independent variable:
Hours of work
Accident prevention measures
Safety culture
Safety training & participation

LITERATURE
REVIEW

BOOKS:
Mamoria C.B
1
,(Edition 2009) Dynamics of Industrial Relations:- Introduction and
Features of welfare. It is extremely important for every enterprise to take great care in
removing grievances among workers and to create a friendly atmosphere through the
distribution and maintenance of proper labor welfare facilities.
Sen Ratan
2
,(Edition 2008) Industrial Relations in India Concept of welfare. The
concept of welfare is dynamic, since it varies from enterprise to enterprise, or region to
region or even within the same industry in one region.
Ashwathappa K.
3
, (Edition 2009) Human Resource Development:- Types of welfare.
A comprehensive list of welfare activities is given by Moorthy in his monumental work
on labour welfare. He divides welfare measures into two broad groups.
Monappa Arun
4
, (Edition 2005) Industrial Relations in India:- Intra mural and Extra
mural facilities in welfare. It is useful to consider welfare benefits under two basic
categories, viz. Intra-mural and extra-mural.
Kapoor N.D
5
, (Edition 2008) Elements of Mercantile Law:- Factorys act 1948 for
welfare. :- Statutory and non statutory schemes i.e. schemes of welfare. The statutory
welfare schemes include the following provisions according to factories act 1948
Dwedi R.S,
6
Managing Human Resource and Personnel Management in Indian
Enterprises:- Labour laws on trade unions. Many voluntary social-service agencies have
been doing useful labour-welfare work. Mention may be made of the Bombay Social
Service League, the Seva Society, the Maternity
Rao V.S.P,
7
(Edition 2008)

Human Resource Management :- Statutory and non
statutory schemes i.e. schemes of welfare. The statutory welfare schemes include the
following provisions according to factories act 1948: Drinking Water: At all the working
places safe hygienic drinking water should be provided. Facilities for sitting: In every
organization, especially factories, suitable seating arrangements are to be provided.
Decenzo David A
8
, (Edition 2008) Fundamentals of Human Resource Management:-
Concept of welfare. This declaration stated, among others, that labor was not a
commodity, that freedom of expression and of association were essential to sustained
progress and that poverty anywhere constituted a danger to prosperity everywhere and so
on.
Desseler G
9
, (Edition 2006) Human Resource management,:- Basic needs defined for
the employee welfare in any organization. The need for the employee welfare arises from
the very nature of the industrial system, which is characterized by two basic factors; one,
the conditions under which work is carried on are not congenial for health.
Rao Suba
10
P. (Edition 2004) Essentials of Human Resource Management &
Industrial Relations Importance of employee satisfaction & pointed out the important
attribute that are necessary to build up healthy working environment)
Kothari C.R
11
., (Edition 2008Quantitative Techniques,:- Objectives of research
methodology. The procedure adopted for conducting the research requires a lot of
attention as it has direct bearing on accuracy, reliability and adequacy of results obtained.

Wilkinson
12
Business Research Methodology:- Regression is the determination of a
statistical relationship between two or more variables. In simple regression, researcher
have only two variables, independent variable is the cause of the behavior of dependent
variable.

Beri G.C.
13
Business Statistics:- Sampling Distribution. Pg. no. 300-325:- Testing of
Hypothesis. Sampling method is that method in which data is collected from the sample
of items selected from the population and conclusions are drawn from them.

Luck David
14
Marketing Research:- Design of Research. A research designs is the
arrangement of conditions for collection and analysis data in a manner that aims to
combine relevance to the research purpose with economy in procedure.

Jain T.R
15
, Statistics for MBA:-t-test is small sample test. It was developed by
William Gosset in 1908. For applying t test the value of T is calculated then the
calculated value of t is compared with the table value of t for given degrees of freedom at
certain specified level of significance.

Gupta S.P,
16
Business Statistics:- when the relationship is of a quantitative nature,
the appropriate statistical tool for discovering and measuring the relationship and
expressing it in a brief formula is known as correlation

Hair, Bush
17
Marketing Research:-. Sampling method is that method in which data is
collected from the sample of items selected from the population and conclusions are
drawn from them.

JOURNALS:
Mukhopadhyay Asish
18
, trends in diffusion and effects of employee welfare Indian
Journal of Labor Economics (ILO has drawn our attention to the steadily Deteriorating
Health and Safety of labor force and its inherent social cost,) vol44 pp675
Diwan Ritu
19
,implementation of labour welfare measures Indian Journal of Labor
Economics,:(-policy must cover health security and occupational safety. The welfare
doesnt mean The amenities but the right atmosphere where the worker can work in safe
environment,) vol,76 pp234
Kannan K.P
20
Provisions of welfare measures Indian Journal of Labor
Economics,(The welfare model of social security in India. Mutually beneficial collective
care arrangements by workers to take care of risk and uncertainties and are not known in
labor history) vol.23
Fossum John A,
21
welfare reforms and employments Indian Journal of Industrial
Relations vol26 ( The Tata Steel Works at Jamshedpur, for example spends Rs. 10 crore
each year on social welfare. Brooke Bond has set up a free animal welfare clinic at
Gevrai, Aurangabad, under the direct charge of a qualified veterinary doctor.)
Madhumati M and Desai R.G
22
, health care of employee Indian Journal of
Industrial Relationsvol44 pp345 (Analysis of Pre and Post Reform social security
labor welfare. Labour welfare plays a vital role in any industrial society. Provisions of
welfare measures to the workers and other employees has received much importance to
maintain good industrial relations)
Sonawane Pragya,
23
-The Eighth Plan (1992-1997) . welfare activity The Indian
Journal of Labor Economics,vol .37:(-remarked stated that "workers in the organized
sector, who constitute 90 per cent of the total working force, by and large, do not have
access to those benefits normally enjoyed by workers of urban areas.)
Kumari Virmala,
24
safety and security of employee The Indian Journal of Labor
Economics,vol,45(The Indian Trade Unions have not gained success to provide welfare
to its own community. In fact, it is futile to think that they would undertake any welfare
activity for the benefit of its members when they themselves are trapped in a host of tricky
problems.),
P Purna Chandra Rao
25
, welfare scheme The Journal of Industrial Relations rest
rooms,batrooms (Workmens Welfare Under Free Enterprise Era: An Empirical Study)
M.S. Ramanujam & K.L. Rawal
26
corporate unionisum and employee welfare The
Indian Journal of Industrial Relations, Unorganized Workers Welfare: Imperatives &
Initiatives
Michael White
27
,facility regarding welfare Industrial Relations Journal (Cooperative
unionism and employee welfare)
Gary T. Burtless
29
Implementation of labour welfare measuresTHE FUTURE OF
CHILDREN SPRING 1997(Long-term welfare recipients sufferextreme disadvantages
in the job market.)

WEBSITES:
1. (Online available)
http://www.hrmanager.com/HRManager/welcome.html
30
It reveals that we should use
principles & laws of labour welfare in the organization in order to satisfy our employees.
(Online available)
http://hrlink.in/topics/what-is-employee-welfare
31
It shows that what kind of statutory and
non statutory schemes are to be included in labor welfare programmes.
(Online available)
http://hrlink.in/topics/what-is-employee-welfare
32

It shows the HR welfare program in India and various provisions regarding this.
(Online available)
http://www.managebuddy.com/notes/human-resource-management/meaning-of-
employee-welfare/
33
It shows the various acts related to labour welfare which are needed to
the organization.
(Online available)
http://www.slideshare.net/chandanrajbiotech/employee-welfare-10464598
34
It gives
important information regarding history of employee welfare in india.
(Online available)
http://www.citehr.com/172743-employee-welfare-measures-
questionnaire.html
35
Employee satisfaction survey helps employers and understanding their
employees attitude, opinions, motivation and satisfaction. After getting the results and the
employer is able to know if people working there are happy or not,what they like most about the
organization ,area of improvement to control attrition & retain employee.
( online available)
http://www.scribd.com/doc/23385667/Labour-Welfare
36
Statutory welfare facilities: - These
are those welfare activities which are compulsory for an organization to provide to its
employees. Voluntary welfare facilities:- These are those activities which are not mandatory by
laws rather the organization provide benefits themselves to their employee.

(Online available)
http://blogs.siliconindia.com/Jyotionnet/Employee_Welfare-bid-F941ap7D79656261.htm
37

Intra-mural activities cover the services and facilities provided outside the factory such as
housing accommodation, indoor and outdoor recreational facilities, amusement and sports,
educational facilities for adults.

(Onlineavailable)
http://www.wisegeek.com/what-is-employee-satisfaction.htm:-
38
HRM activities have been
probably performed since ancient times. As a formal discipline, however, its roots are traceable
to the period immediately following the Industrial Revolution.The pioneering work of Peter
Drucker and Douglas Mc Gregor in the 1950 laid its formal foundation .HR management is
management by integration and self control, partly as a form of management by objectives, but
more importantly, a strategy for managing people which effect the whole business.

(Online available)
http://www.humanresources.hrvinet.com/importance-of-employee-satisfaction
39
Employee
satisfaction survey helps employers and understanding their employees attitude, opinions,
motivation and satisfaction. After getting the results and the employer is able to know if people
working there are happy or not, what they like most about the organization, area of improvement
to control attrition & retain employee.
(Online available)
http://www.citehr.com/-employee-welfare-measures-questionnaire.html
40

employee satisfaction survey helps employers and understanding their employees attitude,
opinions, motivation and satisfaction. After getting the results and the employer is able to know
if people working there are happy or not,what they like most about the organization ,area of
improvement to control attrition & retain employee.

RESEARCH OBJECTIVES

PRIMARY OBJECTIVE:
To analyze, understand and draw inferences on the need for reforming employee on working
conditions.

SECONDARY OBJECTIVES:
To study and review various legal provisions relating to working conditions in factories.

To examine the current trends in labour jurisprudence in India

Assessing the impact of LPG onlegl perspectives of business organizations in enhancing
competitive.

RESEARCH METHODOLOGY
To carry out the research, the researcher has used the following research methodology.
RESEARCH DESIGN

Decisions regarding what, where, when, how much, by what means concerning an enquiry or a
research study constitute a research design. Research Design is advance planning of research. A
good research design should be flexible, appropriate and efficient and so on. A good design
ensures that the required data is gathered accurately, timely and economically.
In study the researcher has used the following framework of research design.

PURPOSE OF THE STUDY

Exploratory cum Descriptive

TYPE OF INVESTIGATION

Causal

STUDY SETTING

Non contrived

TIME HORIZON

Cross-Sectional
MEASUREMENT AND SCALING Likert Scale (Interval Scaling)

Type of Research Design
The present study has been Exploratory cum descriptive in nature, as it seeks to discover ideas
and insight to bring out new relationship based on previous findings in other organizations.
Type of Investigation:-
The present study has been Causal relationship because the researcher has attempted to find out
the cause & effect relationship between competitor and cipla of the brand.
Time Horizon:-
The study has been found to be Cross-sectional as data has been collected at particular time
duration.
Study Setting:-
The study setting is Non Contrived as the study has been carried out in natural environment and
no researcher interference has been there in data collection.
Measurement & Scaling:-
Five point Likert (interval) scaling has been used for conducting the survey to analyze the impact
of emotional intelligence and employee performance which has been given as follows:

5 Strongly Agree, 4 - Agree, 3 Neutral, 2 Disagree, 1Strongly Disagree

FLOWCHART FOR SELECTION OF STATISTICAL TOOL

HYPOTHESIS
DEVELOPING AND
TESTING

Null Hypothesis (H0): There is no significant impact of Working hours on employee
welfare
Alternate Hypothesis (H1):There is a significant impact of Working Hours on
employee welfare

One-Sample Statistics

N Mean Std. Deviation Std. Error Mean
workinghours 250 2.79 .959 .061
employeesatisfaction 250 2.79 1.002 .063

One-Sample Test

Test Value = 2.5

t Df Sig. (2-tailed) Mean Difference
95% Confidence Interval of the
Difference

Lower Upper
Working hours 4.812 249 .000 .292 .17 .41
Employee satisfaction 4.547 249 .000 .288 .16 .41

INTERPRETATION:
Through t-test it has been found that the significant relationship between working hours
and employee satisfaction since significant level is .000 which is less than .005.
So, null hypothesis is rejected and alternate hypothesis is accepted. and it has been found
that there is significant relationship between working hours & employee welfare.

Null Hypothesis (H0): There is no significant impact of forty eight hours on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of forty eight hours on
employee satisfaction.

Forty eight hours 250 2.74 .928 .059
Employees atisfaction 250 2.79 1.002 .063

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Forty eight hours 4.020 249 .000 .236 .12 .35

INTERPRETATION:

Through t-test it has been found that the significant relationship between forty eight hours
and employee satisfaction. Since significant level is .000 which is less than .005.
So, null hypothesis is rejected and alternate hypothesis is accepted and it has been found
that there is significant relationship between forty eight hours & employee satisfaction.

Null Hypothesis (H0): There is no significant impact of week days on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of week days on employee
satisfaction

Week days 250 2.95 .964 .061
Employee satisfaction 250 2.79 1.002 .063

One-Sample Test

Test Value = 2.5

t df Sig. (2-tailed) Mean Difference
Difference

Lower Upper
Week days 7.413 249 .000 .452 .33 .57

INTERPRETATION:
Through t-test it has been found that there is significant relationship between weekdays
that there is significant relationship between week days & employee welfare.

Null Hypothesis (H0): There is no significant impact of secure foothold on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of secure foothold on employee
satisfaction.

Secure foot hold 250 3.01 1.026 .065

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Secure foot hold 7.831 249 .000 .508 .38 .64

INTERPRETATION:

Through t-test it has been found that the significant relationship between secure foothold
So, null hypothesis is rejected and alternate hypothesis is accepted. and it has been
found that there is significant relationship between secure foothold & employee welfare.

Null Hypothesis (H0): There is no significant impact of medical practioner on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of medical practioner on

Medical practionier 250 2.72 .998 .063

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Medical practionier 3.549 249 .000 .224 .10 .35

INTERPRETATION:

Through t-test it has been found that the significant relationship between medical
practionier and employee satisfaction. Since significant level is .000 which is less than
.005.
that there is significant relationship between medical practioner & employee welfare.

Null Hypothesis (H0): There is no significant impact of practical measures on Employee
satisfaction.
Alternate Hypothesis (H1):There is significant impact of practical measures on
employee satisfaction


Practical measures 250 2.79 1.123 .071

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Practical measures 4.057 249 .000 .288 .15 .43

INTERPRETATION:

Through t-test it has been found that the significant relationship between practical
measures and employee satisfaction. Since significant level is .000 which is less than
.005.
that there is significant relationship between practical measures & employee welfare.

Null Hypothesis (H0): There is no significant impact of proper overhauling on
Employee satisfaction.
Alternate Hypothesis (H1):There is significant impact of proper overhauling on


Proper overhauling 250 3.10 1.044 .066

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Proper overhauling 9.149 249 .000 .604 .47 .73

INTERPRETATION:

Through t-test it has been found that the significant relationship between proper
overhauling and employee satisfaction. Since significant level is .000 which is less than
.005.
that there is significant relationship between proper overhauling & employee welfare.

Null Hypothesis (H0): There is no significant impact of adequate training on Employee
satisfaction.
Alternate Hypothesis (H1):There is significant impact of adequate training on

Adequate training 250 3.35 .991 .063

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Adequate training 13.525 249 .000 .848 .72 .97

INTERPRETATION:
Through t-test it has been found that the significant relationship between adequate
training and employee satisfaction. Since significant level is .000 which is less than .005.
that there is significant relationship between adequate training & employee welfare.

Null Hypothesis (H0): There is no significant impact of safe culture on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of safe culture on employee
satisfaction.

Safe culture 250 3.06 1.148 .073

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Safe culture 7.714 249 .000 .560 .42 .70

INTERPRETATION:

Through t-test it has been found that the significant relationship between safe culture and
employee satisfaction. Since significant level is .000 which is less than .005.
that there is significant relationship between safe culture & employee welfare.

Null Hypothesis (H0): There is no significant impact of first aid measures on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of first aid measures on

First-aid measures 250 2.79 1.002 .063

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
First-aid measures 4.547 249 .000 .288 .16 .41

INTERPRETATION:

Through t-test it has been found that the significant relationship between first aid
measures and employee satisfaction. Since significant level is .000 which is less than
.005.
that there is significant relationship between first aid measures & employee welfare.

Null Hypothesis (H0): There is no significant impact of training and seminar on
Alternate Hypothesis (H1): There is significant impact of training and seminar on

Training seminar 250 2.95 .964 .061

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Training seminar 7.413 249 .000 .452 .33 .57

INTERPRETATION:

Through t-test it has been found that the significant relationship between training and
seminars and employee satisfaction. Since significant level is .000 which is less than
.005.
that there is significant relationship between training and seminar & employee welfare.

Null Hypothesis (H0): There is no significant impact of proper guidelines on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of proper guidelines on

Proper guidelines 250 2.78 .894 .057

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Proper guidelines 4.953 249 .000 .280 .17 .39

INTERPRETATION:

Through t-test it has been found that the significant relationship between proper
guidelines and employee satisfaction. Since significant level is .000 which is less than
.005.
So, null hypothesis is rejected and alternate hypothesis is accepted. So it has been found
that there is significant relationship between proper guidelines & employee welfare.

Null Hypothesis (H0): There is no significant impact of machine handling on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of machine handling on

Machine handling 250 2.76 1.052 .067

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Machine handling 3.908 249 .000 .260 .13 .39

INTERPRETATION:

Through t-test it has been found that the significant relationship between machine
handling and employee satisfaction. Since significant level is .000 which is less than
.005.
that there is significant relationship between machine handling & employee welfare.

Null Hypothesis (H0): There is no significant impact of medical check-up on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of medical check-up on


Medical checkup 250 3.18 1.242 .079

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Medical checkup 8.604 249 .000 .676 .52 .83

INTERPRETATION:

Through t-test it has been found that the significant relationship between medical check-
up and employee satisfaction. Since significant level is .000 which is less than .005.
that there is significant relationship between medical check-up & employee welfare.

Null Hypothesis (H0): There is no significant impact of cleanliness on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of cleanliness on employee
satisfaction.


cleanliness 250 2.85 .945 .060

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
cleanliness 5.824 249 .000 .348 .23 .47

INTERPRETATION:

Through t-test it has been found that the significant relationship between cleanliness and
employee satisfaction. Since significant level is .000 which is less than .005.
that there is significant relationship between cleanliness & employee welfare.

Null Hypothesis (H0): There is no significant impact of effective awareness on
Alternate Hypothesis (H1): There is significant impact of effective awareness on

Effective awareness 250 2.70 1.042 .066

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Effective awareness 3.034 249 .003 .200 .07 .33

INTERPRETATION:
Through t-test it has been found that the significant relationship between effective
awareness and employee satisfaction. Since significant level is .003 which is less than
.005.
that there is significant relationship between effective awareness & employee welfare.

Null Hypothesis (H0): There is no significant impact of recreational facility on
Alternate Hypothesis (H1): There is significant impact of recreational facility on


Recreational facility 250 2.86 1.412 .089

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Recreational facility 4.033 249 .000 .360 .18 .54

INTERPRETATION:

Through t-test it has been found that the significant relationship between recreational
facility and employee satisfaction. Since significant level is .000 which is less than .005.
that there is significant relationship between recreational facility & employee welfare.

Null Hypothesis (H0): There is no significant impact of subsidized meal on Employee
satisfaction.
Alternate Hypothesis (H1): There is significant impact of subsidized meal on employee
satisfaction.

Subisized meal 250 3.06 1.148 .073

One-Sample Test

Test Value = 2.5

Difference

Lower Upper
Subisized meal 7.714 249 .000 .560 .42 .70

INTERPRETATION:

Through t-test it has been found that the significant relationship between subsidized meal
that there is significant relationship between subsidized meal & employee welfare.

SAMPLE AND SAMPLING DESIGN

TARGET POPULATION
Workers and Employees of Godrej &
Boyce

SAMPLING UNIT
Employees of Mohali

SAMPLE SIZE
250 employees

SAMPLING TECHNIQUE

Non Probability Sampling
SAMPLING AREA Mohali

DATA COLLECTION
After the research problem has been identified and selected, the next step is to gather the
requisite data. While deciding about the method of data collection to be used for, the researcher
should keep in mind two types of data: primary and secondary.
In the present study researcher has made use of the primary data which has been collected
through Questionnaire, Observation, Personal Interview along with the secondary data which has
been collected from companys website and from their records Books, magazines, newspapers
and journals.

Personal Interview
Questionnaire
PRIMARY
DATA
Magazines
Internet
Books
SECONDA
RY DATA

STATISTICAL
TOOLS

Statistical tools helped the researcher to correctly analyze the data .The researcher is likely to use
the SPSS 16.0 (Statistical Package for Social Sciences) software for analysis of the data.
The following tools are likely to be used by the researcher:-
Reliability Statistics
Correlation
Descriptive
Probit
Regression

RELIABILITY STATISTICS

Researcher has used reliability statistical tool in the study because this tool signifies to what
extent data collected is reliable and truly represents the whole population.
Case Processing Summary

N %
Cases Valid 250 83.3
Excluded
a
50 16.7
Total 300 100.0
a. Listwise deletion based on all variables in the
procedure.

Reliability Statistics
Cronbach's
Alpha N of Items
.719 20

Interpretation:
By applying reliability statistics on variables of emotional intelligence, the value of Cronbachs
Alpha has been found to be .719 which is greater than .5. It means that data under study is
reliable and is truly representative of the population. It also shows that the data collected is 71%
reliable.

Descriptive
Descriptive Statistics

N Minimum Maximum Mean Std. Deviation
Working hours 250 1 5 2.79 .959
Forty eight hours 250 1 5 2.74 .928
Weekdays 250 1 5 2.95 .964
Safety measures 250 1 5 2.42 1.000
Secure foothold 250 1 5 3.01 1.026
Medical practionier 250 1 5 2.72 .998
Practical measures 250 1 5 2.79 1.123
Proper overhauling 250 1 5 3.10 1.044
Adequate training 250 1 5 3.35 .991
Safe culture 250 1 5 3.06 1.148
First-aid measures 250 1 5 2.79 1.002
Training seminar 250 1 5 2.95 .964
Proper guidelines 250 1 5 2.78 .894
Machine handling 250 1 5 2.76 1.052
Medical checkup 250 1 5 3.18 1.242
Cleanliness 250 1 5 2.85 .945
Effective awareness 250 1 5 2.70 1.042
Recreational facility 250 0 5 2.86 1.412
Subisized meal 250 1 5 3.06 1.148
Employee satisfaction 250 1 5 2.79 1.002
Valid N (listwise)
250

Interpretation:
By applying descriptive the mean value is above 2.88 in following variables
Week days
Secure foothold
Proper overhauling
Adequate training
Safe culture
Training & Seminar
Medical check-up
Subsidized meal
Thus from above variables it can be interpreted that organization performance is good in these
field.
Mean value is below 2.88 in following variables
Working hours
Forty eight hours
Safety measures
Medical practionier
Practical measures
First aid measures
Proper guidelines
Machine handling
Cleanliness
Effective arrangement
Recreational facility

Thus from the above variables it can be interpreted that organization performance is not
satisfactory in these field.

PROBIT ANALYSIS

Convergence Information

Number of
Iterations
Optimal Solution
Found
PROBIT 20 Yes

Covariances and Correlations of Parameter Estimates

Working hours Safe culture
PROBIT Working hours .013 -.240
Safe culture -.003 .010
Covariances (below) and Correlations (above).

Chi-Square Tests

Chi-Square df
a
Sig.
PROBIT Pearson Goodness-of-Fit
Test
36.066 247 1.000
a. Statistics based on individual cases differ from statistics based
b. on aggregated cases.
Interpretation:
From probit analysis it is interpreted that working hours is more important than
safe culture.

REGRESSION ANALYSIS
Regression analysis tool is used to quantify the impact of independent variable on dependent
variable. Researcher has applied this tool to measure the impact of independent variables on
dependent variables.

Predictors are: working conditions
Dependent variable: Employee satisfaction
Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .191
a
.037 .033 .985
a. Predictors: (Constant), working conditions

ANOVA
b

Model Sum of Squares df Mean Square F Sig.
1 Regression 9.140 1 9.140 9.420 .002
a

Residual
240.624 248 .970
Total
249.764 249
a. Predictors: (Constant), working conditions

b. Dependent Variable: employee satisfaction

Interpretation:
Regression analysis signifies that R square is .033 or there is 33% impact of the above predictors
on working conditions which shows that there is insignificant impact of these predictors on

Predictors are: Welfare facility

Dependent variable :Employee satisfaction

Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .056
a
.003 .000 1.002
a. Predictors: (Constant), welfarefacility

ANOVA
b

1 Regression .772 1 .772 .769 .382
a

Residual
248.992 248 1.004
Total
249.764 249
a. Predictors: (Constant), welfare facility


Interpretation:
on welfare facility which shows that there is insignificant impact of these predictors on employee
satisfaction.

Predictors are: Safety machine handling

Dependent variable : Employee satisfaction
Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .149
a
.022 .018 .992
a. Predictors: (Constant), safety machine handling

ANOVA
b

1 Regression 5.576 1 5.576 5.664 .018
a

Residual
244.188 248 .985
Total
249.764 249
a. Predictors: (Constant), safety machine handling


Interpretation:
on safety machine handling which shows that there is insignificant impact of these predictors on

Predictors are : Corporate culture


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .265
a
.070 .067 .968
a. Predictors: (Constant), corporateculture

ANOVA
b

1 Regression 17.581 1 17.581 18.779 .000
a

Residual
232.183 248 .936
Total
249.764 249

b. Dependent Variable: employeesatisfaction

Interpretation:
on corporate culture which shows that there is insignificant impact of these predictors on

Predictors are: Cleanliness measures


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .071
a
.005 .001 1.001
a. Predictors: (Constant), cleanliness measures

ANOVA
b

1 Regression 1.257 1 1.257 1.255 .264
a

Residual
248.507 248 1.002
Total
249.764 249
a. Predictors: (Constant), cleanliness measures


I nterpretation:
on cleanliness measures which shows that there is insignificant impact of these predictors on

Predictors are : Provisions regarding accident prevention


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .059
a
.003 .000 1.002
a. Predictors: (Constant), provisions regarding accident prevention

ANOVA
b

Model Sum of Squares Df Mean Square F Sig.
1 Regression .867 1 .867 .864 .354
a

Residual
248.897 248 1.004
Total
249.764 249
a. Predictors: (Constant), provisions regarding accident prevention


Interpretation:
on provision regarding accident prevention which shows that there is insignificant impact of
these predictors on employee satisfaction.

Predictors are: Availability of medical check-up
Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .158
a
.025 .021 .991
a. Predictors: (Constant), availability of medical checkups

ANOVA
b

1 Regression 6.231 1 6.231 6.345 .012
a

Residual
243.533 248 .982
Total
249.764 249
a. Predictors: (Constant), availability of medical checkups


Interpretation:
on availability of medical check-up which shows that there is insignificant impact of these
predictors on employee satisfaction.

Predictors are: Safety measures
Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .600
a
.360 .357 .803
a. Predictors: (Constant), safety measures

ANOVA
b

1 Regression 89.898 1 89.898 139.458 .000
a

Residual
159.866 248 .645
Total
249.764 249
a. Predictors: (Constant), safety measures


Interpretation:
on safety measures which shows that there is insignificant impact of these predictors on

Factor analysis
Factor analysis is a statistical method used to describe variability among observed variables in
terms of fewer unobserved variables called factors. The observed variables are modeled as linear
combinations of the factors, plus "error" terms. The information gained about the
interdependencies can be used later to reduce the set of variables in a dataset. The researcher has
used factor analysis to find out the most significant factors in the study out of many variables
Communalities

Initial Extraction
Working hours 1.000 .465
Forty eight hours 1.000 .562
Week days 1.000 .936
Safety measures 1.000 .459
Secure foothold 1.000 .833
Medical practionier 1.000 .623
Practical measures 1.000 .745
Proper overhauling 1.000 .764
Adequate training 1.000 .808
Safe culture 1.000 .955
First-aid measures 1.000 .526
Training seminar 1.000 .936
Proper guidelines 1.000 .728
Machine handling 1.000 .855
Medical checkup 1.000 .632
cleanliness 1.000 .731
Effective awareness 1.000 .762
Recreational facility 1.000 .755
Subisized meal 1.000 .955
Extraction Method: Principal Component
Analysis.

Total Variance Explained
Compon
ent
Initial Eigen values Extraction Sums of Squared Loadings Rotation Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative % Total % of Variance Cumulative %
1 3.350 17.634 17.634 3.350 17.634 17.634 2.321 12.214 12.214
2 2.258 11.887 29.521 2.258 11.887 29.521 2.037 10.721 22.935
3 1.815 9.552 39.072 1.815 9.552 39.072 1.820 9.580 32.514
4 1.606 8.452 47.525 1.606 8.452 47.525 1.733 9.122 41.636
5 1.551 8.165 55.690 1.551 8.165 55.690 1.698 8.936 50.572
6 1.241 6.532 62.222 1.241 6.532 62.222 1.635 8.606 59.178
7 1.175 6.186 68.408 1.175 6.186 68.408 1.479 7.786 66.964
8 1.033 5.437 73.845 1.033 5.437 73.845 1.307 6.881 73.845
9
.937 4.929 78.775
10
.842 4.432 83.207
11
.736 3.876 87.083
12
.633 3.334 90.416
13
.519 2.734 93.150
14
.430 2.263 95.413
15
.316 1.663 97.076
16
.293 1.540 98.615
17
.263 1.385 100.000
18
9.988E-16 5.257E-15 100.000
19
9.885E-17 5.203E-16 100.000
Extraction Method: Principal Component Analysis.

Rotated Component Matrix
a

Component

1 2 3 4 5 6 7 8
Working hours .030 .223 -.048 .200 .563 -.195 -.110 .068
Forty eight hours .604 .210 -.096 -.202 .118 -.064 -.275 .093
Week days .949 -.031 .111 .067 .049 .036 .119 -.024
Safety measures .236 -.007 .007 .000 .183 -.036 .314 .519
Secure foothold .128 .110 .885 .061 .111 -.023 .011 .061
Medical practionier .095 .159 -.009 .091 .021 .166 .743 .022
Practical measures .174 .002 .289 -.146 .742 .223 .094 .027
Proper overhauling .013 .100 .076 .089 .148 .839 .092 .084
Adequate training -.004 .131 .102 .869 -.057 .110 -.064 .076
Safe culture .036 .932 .110 .042 .070 .096 .232 .054
First-aid measures -.191 -.056 .149 .265 .071 .059 .158 .600
Training seminar .949 -.031 .111 .067 .049 .036 .119 -.024
Proper guidelines .023 .166 -.060 -.102 -.104 .067 -.188 .797
Machine handling .007 .074 .918 .054 .063 .009 -.024 -.006
Medical checkup -.047 .310 -.010 -.105 .025 -.066 .717 .067
cleanliness .022 -.020 .040 -.045 .841 .115 .075 -.005
Effective awareness .004 .054 -.079 .023 -.016 .867 .008 .002
Recreational facility .016 -.050 .006 .864 .040 .001 .060 -.003
Subisized meal .036 .932 .110 .042 .070 .096 .232 .054
Rotation Method: Varimax with Kaiser Normalization.

a. Rotation converged in 8 iterations.

I nterpretation:
After applying factor analysis it has been observed that 8 factors are extracted namely
Working conditions
Welfare facility
Safety machine handling
Corporate culture
Cleanliness measures
Provisions regarding accident prevention
Availability of medical check-up
Safety measures

LIMITATIONS OF THE STUDY
However the researcher has tried his best in collecting the relevant information for research
report, yet there have been some problems faced by the researcher. The prime difficulties which
researcher has faced in collection of information are discussed below:
Time Constraint: The time period for carrying out the research has been limited as a
result of which many facts have been left unexplored. So if more time had been provided,
the sample size would have been increased. The respondent would have been given more
time to fill the questionnaire.
Limited sample size: The sample size was only 250 which can't be regarded as true
representative of all employees in the organization.
Unwillingness of respondents: While collection of the data many employees were
unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time.
Limited area for research: The area for study has been only selected of godrej to
represent the employees in the organization.
Respondents bias: Due to the biasness on the part of respondents, data collected may
have been affected which further reduces the credibility of the findings.
Researchers bias: While analyzing the data, some biasness on the part of researcher
may have crept into the duty.
Despite of these difficulties, best efforts have been put to do the full justice with the subject
matter and in the completion of report.

Data analysis

1. Working hours from 7am to 5pm includes lunch break of half n hour and tea brake of 15
minutes is comfortable with the employees?
Responses Responses in num Responses in %
Strongly agree 27 27
Agree 60 60
Neutral 111 111
Disagree 44 44
Strongly disagree 8 8
Total 250 250

Interpretation:
strongly agree
11%
agree
24%
neutral
44%
disagree
18%
strongly
disagree
3%
Working hours

11% of the employees strongly agree that the Working hours from 7am to 5pm includes lunch break
of half n hour and tea brake of 15 minutes is comfortable with the employees, while 24% agree
44% are neutral, 18% disagree and 3% strongly agree with the statement.

2. Workers in the organization are not allowed to work for more than forty eight hours in a
week?
Agree 56 56
Neutral 114 114
Disagree 47 47
Total 250 250

Interpretation:
strongly agree
12%
agree
22%
neutral
46%
disagree
19%
strongly
disagree
1%
forty eight hours

12% strongly agree that workers in the organisation are not allowed to work for more than
forty eight hours in a week,while 22% agree.46% are neutral,19% disagree and 1% strongly
disagree with the statement.

3. Employees are not allowed to work on the first day of the week?
Agree 56 56
Neutral 113 113
Disagree 48 48
Total 250 250

Interpretation:
strongly agree
7%
agree
23%
neutral
45%
disagree
19%
strongly
disagree
6%
7% strongly agree that employees are not allowed to work on the first day of the week,while 23%
agree,45% are neutral,19% disagree and 6% strongly disagree with the statement.

4. Safety measures such as fencing of machinery should be there?

Agree 83 83
Neutral 82 82
Disagree 29 29
Total 250 250

strongly
agree
20%
agree
33%
neutral
33%
disagree
12%
strongly
disagree
2%
safety measures

Interpretation:
20% strongly agree that safety measures such as fencing of machinery should be there while
33% agree, 33% are neutral,12% disagree and 2% strongly disagree with the statement.

5. Secure foothold, handhold is provided to the operator?

Agree 54 54
Neutral 93 93
Disagree 67 67
Total 250 250

Interpretation:
strongly agree
8%
agree
22%
neutral
37%
disagree
27%
strongly
disagree
6%
secure foothold

8% employees strongly agree that secure foothold, handhold is provided to the operator while 22%
agree,37% are neutral,27% disagree and 6% strongly disagree with the statement.

6.Availability of full time medical practioner to ensure timely availabilty of first aid?
Agree 100 100
Neutral 82 82
Disagree 34 34
Total 250 250

Interpretation:
strongly
agree
7%
agree
40%
neutral
33%
disagree
14%
strongly
disagree
6%
medical practioni
er

7% employees strongly agree that there is availability of full time medical practioner to ensure timely
availabilty of first aid while 40% agree,33% are neutral,14% disagree and 6% strongly disagree
with the statement.

8. Practical measures are there to prevent outbreak of fire?

Agree 66 66
Neutral 81 81
Disagree 50 50
Total 250 250

strongly agree
12%
agree
22%
neutral
27%
disagree
16%
strongly
disagree
23%
practical measures

Interpretation:
12% employees strongly agree that practical measures are there to prevent outbreak of fire
while 22% agree,27% are neutral,16% disagree and 23% strongly disagree wuth the statement.

8. Proper overhauling of machines is done from time to time in order to prevent accident ?

Agree 54 54
Neutral 99 99
Disagree 55 55
Total 250 250

Interpretation:
6% employees strongly agree that proper overhauling of machines is done from time to time in
order to prevent accident, while 21% agree,40 are neutral,22% disagree and 11% strongly
disagree wih the statement.

9. Adequate training for handling the machines is avaliable ?

strongly
agree
6%
agree
21%
neutral
40%
disagree
22%
strongly
disagree
11%
accident prevention

Strongly agree 8 8
Agree 44 44
Neutral 83 83
Disagree 87 87
Total 250 250

Interpretation:
3% employees strongly agree that adequate training for handling the machines is
avaliable,while 18% agree,33% are neutral,35% disagree and 11% strongly disagree with the
statement.

strongly agree
3%
agree
18%
neutral
33%
disagree
35%
strongly
disagree
11%

10. Is the culture of organisation safe for women to work ?

Agree 43 43
Neutral 92 92
Disagree 57 57
Total 250 250

strongly agree
11%
agree
17%
neutral
37%
disagree
23%
strongly
disagree
12%
safe culture

Interpretation:
11% employees strongly agree that the culture of organisation is safe for women to work,while
17% agree,37% are neutral,23% disagree and 12% strongly disagree with the statement.

11. Safety measures such as ambulance, safety gloves are readily avalaible?

Agree 60 60
Neutral 103 103
Disagree 48 48
Total 250 250

Interpretation:
12% employees strongly agree that safety measures such as ambulance, safety gloves are
readily available while 24% agree.41% are neutral,19% disagree and 4% strongly disagree with
the statement.

12. Time to time training and seminars are there for guiding the employees?

strongly agree
12%
agree
24%
neutral
41%
disagree
19%
strongly
disagree
4%
safety

Agree 56 56
Neutral 113 113
Disagree 48 48
Total 250 250

Interpretation:
7% employees strongly agree that time to time training and seminars are there for guiding the
employees while 23% agree,45% are neutral,19% disagree and 6% strongly disagree with the
statement.

strongly
agree
7%
agree
23%
neutral
45%
disagree
19%
strongly
disagree
6%
training & seminars

13. Proper guidelines are provided to the employees for active participation towards the work?

Agree 64 64
Neutral 113 113
Disagree 47 47
Total 250 250

Interpretation:
strongly
agree
9%
agree
26%
neutral
45%
disagree
19%
strongly
disagree
1%
proper guidelines

9% employees strongly agree that proper guidelines are provided to the employees for active
participation towards the work while 26% agree,45% are neutral,19% disagree and 1% strongly

14. Proper training is provided to the employees for handling of machines?

Agree 67 67
Neutral 89 89
Disagree 50 50
Total 250 250

Interpretation:
13% employees strongly agree that proper training is provided to the employees for handling
of machines while 27% agree,36% are neutral,20% disagree and 4% strongly disagree with the
statement.

strongly agree
13%
agree
27%
neutral
36%
disagree
20%
strongly
disagree
4%
machine handling

15. Avalaibility of medical chek-up, health insurance are provided?

Agree 67 67
Neutral 68 68
Disagree 54 54
Total 250 250

Interpretation:
9% employees strongly agree that avalaibility of medical chek-up, health insurance are
provided while 23% agree, 27% are neutral, 22% disagree, and 19% strongly disagree with the
statement.
16. Proper cleanliness such as avoiding of dirt, dust and drain is properly done?

Agree 59 59
Neutral 109 109
Disagree 52 52
Total 250 250

strongly agree
9%
agree
23%
neutral
27%
disagree
22%
strongly
disagree
19%
medical check-up

Interpretation:
9% employees strongly agree that proper cleanliness such as avaoidng of dirt, dust and drain
is properly done while 23% agree,44% are neutral,21% disagree and 3% strongly disagree with
the statement.

strongly
agree
9%
agree
23%
neutral
44%
disagree
21%
strongly
disagree
3%
proper cleanliness

17. Effective arrangements are there for disposal of wastes and effulents?

Agree 81 81
Neutral 83 83
Disagree 43 43
Total 250 250

Interpretation:
13% employees strongly agree that effective arrangements are there for disposal of wastes and
effluents while 32% agree,33% are neutral,17% disagree and 5% strongly disagree with the
statement.

strongly agree
13%
agree
32%
neutral
33%
disagree
17%
strongly
disagree
5%
effective arrangements

18. Does the overall culture of organization include recreational facilities?
Agree 43 43
Neutral 65 65
Disagree 76 76
Total 250 250

Interpretation:
15% employees strongly agree that the overall culture of organization includes recreational
facilities while 17% agree, 26% are neutral,30% disagree and 12% strongly disagree with the
statement.

strongly agree
15%
agree
17%
neutral
26%
disagree
30%
strongly
disagree
12%
organisational culture

19. Subsidized meal and medical facilities add upto the satisfaction of employees?

Agree 43 43
Neutral 92 92
Disagree 57 57
Total 250 250

Interpretation:
11% employees strongly agree that subsidized meal and medical facilities add up to the
satisfaction of employees while17% agree, 37% are neutral,23% disagree and 12% strongly

20. Does the godrej & boyce provides environment that satisfies the employees?

Agree 60 60
Neutral 103 103
Disagree 48 48
Total 250 250
strongly agree
11%
agree
17%
neutral
37%
disagree
23%
strongly
disagree
12%
subsidized meal

Interpretation:
12% employees strongly agree that godrej&boyce provides environment that satisfies the
employees while 24% agree, 41% are neutral19% disagree and 4% strongly disagree with the
statement.

RESULTS AND FINDINGS
The following are the major findings of the study:
Reliability test for employee referral shows that Cronbach Alphas value is .719 which
depicts that data is reliable and it truly depicts the whole population.
The descriptive statistics show that all the variables are important and truly depict the
whole population.
After applying factor analysis 8 factors have been extracted namely
strongly agree
12%
agree
24%
neutral
41%
disagree
19%
strongly
disagree
4%

T- test shows that the significance value is .000 which shows that working conditions,
welfare facilities, safety machine handling, corporate culture, cleanliness measures,
provisions regarding accident prevention, availability of medical check-up, safety
measures have significant impact on employee satisfaction.
Most of the employees agreed that only skilled members are appointed.
Most of the employees agreed that the Godrej & Boyace is reputed organization.
In the area of Mohali people prefers to go to Godrej & Boyace.

POLICY IMPLICATIONS

Policy implications are the probable outcomes resulting from the implementation of various
recommendations given by the researcher.
Further suggestions are implicated by the top management, high level authority are---
Company implement the regular vacancies for the new members for enrolling
their skiils and helping the organization in gaining the more reputation.
The organization also implement that they provide good behavior for all the
employees working in order to explore the reputation of the company.
Proper medical facilities are provided to the staff so that they can enhance the
better environment and thus providing better services to the people.
In the organization proper working hours, canteen facility for staff members and
for outsiders are provided adequately.

RECOMMENDATIONS

Employee welfare measures help employees to achieve a better co-operation with the company
and a greater loyalty to it.The management is benefitted in the sense that higher standards of
quality is achieved as satisfactory organisation structure is build up,thus following are the
recommendations for the organisations improvement.

Proper facility for emergency care and injuries sustain in the course of work and for the conduct
of pre employment and post employment medical checkups should be provided to the employee.

A properly defined welfare policy regarding statutory measure and non statutory measures
should be designed so as to ensure effective implementation of welfare measure provided by the
organisation.

Proper first aid treatment for occupational injuries and disease should be provided.
Advice on an supervision of the provisions and maintained of satisfactory sanitary conditions in
the factory premises should be made available to the employees.

The maintaince of adequate and confidential medical reports.

Adequate provision for truly assessment of effectiveness of welfare measure should be under
taken so as to ensure of satisfaction of employees.

Proper reasonable first aid treatment of employees for non occupational aliments for eg. For
cold, skin disorder, headache etc.

BIBLIOGRAPHY

BOOKS:-
Sen Ratan, (Edition 2008) Industrial Relations in India, Macmillan Business Books, New
Delhi, page no.(459-470)
Ashwathappa K.,(Edition 5) Human Resource Development, Tata MC-Graw Hill Publishing
company limited, New Delhi, page no.(456-470)
Dwedi R.S.,(edition 2004),Managing Human Resource and Personnel Management in Indian
Enterprise, Galgotia publishing company, New Delhi, page no.(170-189).
Rao V.S.P, (edition 2005), Human Resource Management, Macmillan Business Books ,New
Delhi, page no.(170-189).
Kothari C.R.,(4th edition),Quantitative Techniques, Vikas publishing house Pvt. Ltd. New
Delhi, 2005, p.no.(10-20).
Kothari, C.R, (2nd edition) Research Methodology Methods & Techniques, New age
international ltd. Publishers, New Delhi, 2005, P.no(27-42).
Wilkinson & Bhandarkar, (4th edition), Business Research Methodology, Tata McGraw Hill
Publications, Delhi, 2005, P.no. (237-243)
Beri G.C.,(3rd edition),Marketing Research,Tata Mc graw Hill Publications, New Delhi, 2005,
P.no.( 95-98),(233)

JOURNALS:
Mukhopadhyay Asish, trends in diffusion and effects of employee welfare Indian Journal of Labor Economics
(26) pp 1-2
Diwan Ritu , Individual welfare measures Indian Journal of Labor Economics, vol,3 pp40
Kannan K.P

welfare imperatives and initiatives Indian Journal of Labor Economics, pp 115-135
Fossum John A, states and its parts of welfare Indian Journal of Industrial Relations, pp 60-64
Madhumati M and Desai R.G , cooperative unionism and employee welfare Indian Journal of Industrial
Relations, vol,6 pp32-36
Sonawane Pragya,-The Eighth Plan (1992-1997). Joint effects on customer satisfaction The Indian Journal of
Labor Economics vol,55 pp25-29
Kumari Virmala, implementation of labour welfare measures The Indian Journal of Labor Economics vol, 13
pp54

P Purna Chandra Rao, worker welfare performance and productivity Workmens Welfare Under
Free Enterprise Era: An Empirical Study, pp 44-56

M.S. Ramanujam & K.L. Rawal, effects on satisfaction and commitment
The Indian Journal of Industrial Relations, Unorganized Workers Welfare: Imperatives &
Initiativesvol,8 pp67

Michael White ,Cooperative unionism and employee welfare Industrial Relations Journal vol,56 pp67-73

Bulent Aydin and Adnan Ceylan role of employee welfare The International Journal of Human Resource
Management vol.34 pp 56-89

Gary T. Burtless group welfare services
. the future of children spring 1997 vol,77

Ghosh K.B., welfare reforms employment and stress at work place, HRM review vol,54
pp545-589

Kumari virmala satisfaction level of employee The Indian journals of labour economics,
vol.44, page no.(645-664)

23 Popla T.S, job skiils and employment perspectivesThe Indian Journal of Labour
Economics

24 sonswane Pragya ( oct 2008) scope of employee welareThe Indian journal of Labour
Economics. vol.44,page no.(256-269)

25. John p. Hauskneecht, Nathan, j.Hiller, Robert j Vance, health care of employeeThe Indian
journals of labour economics vol.44 no.6,1223-1245,pg no.(01-24)

WEBSITES:
26 .Online available http://www.hrmanager.com/HRManager/welcome.html
27 Online available http:// http://hrlink.in/topics/what-is-employee-welfare
28 Online available http://hrlink.in/topics/what-is-employee-welfare
29 Online available http://www.managebuddy.com/notes/human-resource-management/meaning-of-
employee-welfare/
30 Online available http://www.slideshare.net/chandanrajbiotech/employee-welfare- 10464598
31 Online available http://www.citehr.com/172743-employee-welfare-measures-questionnaire.html
32 . online available http://www.scribd.com/doc/23385667/Labour-Welfare
33 Online available http://blogs.siliconindia.com/Jyotionnet/Employee_Welfare-bid-
F941ap7D79656261.htm
34 Online availablehttp://www.wisegeek.com/what-is-employee-satisfaction.htm:-

35 Online available http://www.humanresources.hrvinet.com/importance-of-employee-satisfaction
36. Online available http://www.citehr.com/-employee-welfare-measures-questionnaire.html
37. Online available http:/ www.humanresources.about.com/od/emloyeewelfare
38. Online available http:/ www.articlebase.com/human-resources-articles/employee-welfare
39. online available www.en.wikipedia.org/principle of evolution of welfare
40. Online available http://hrlink.in/topics/what-is-employee-welfare

Annexure- 1
Questionnaire

Sr. # Items Strongly
Agree
Agree Neutral

Disagree Strongly
Disagree
1 Working hours from 7am to 5pm includes lunch
break of half n hour and tea brake of 15 minutes is
comfortable with the employees

2 Workers in the organization are not allowed to do
work for more than forty-eight hours in week.

3 Employees are not allowed to work in organization
on the first day of the week.

4 Safety measures such as fencing of machinery
should be there.

5 Secure foothold, handhold is provided to the
operator.

6 Availability of full time medical practionier to
ensure timely availability of first aid

7 Practical measures are there to prevent outbreak of
fire.

8 Proper oyerhauling of machines is done from time
to time in order to prevent accident

9 Adequate training for handling the machines is
available

10 Is the culture of organization safe for women to
work

11 The safety measures such as first aid, ambulance,
safety gloves are readily available.

12 Time to time training and seminars are there for
guiding the employees

13 Proper guidelines are provided to the employees for
active participation towards work.

14 Proper training is provided to the employees for the
handling of machines

15 Availability of medical check-up, health insurance
are provided.

16 Proper cleanliness such as avoiding of dirt,
Dust and drain is properly done

17 Effective arrangements are there for disposal of
wastes and effluents

18 Does the overall culture of the organization
includes recreational facility

19 Subsidized meal and medical facilities add up to the
satisfaction of the employees

20 Does Godrej &boyce provides the environment that
satisfies the employees

ANNEXURE-II

FACTOR ANALYSIS

KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .915
Bartlett's Test of Sphericity Approx. Chi-Square 1.393E3
Df 105
Sig. .000

Communalities

Initial Extraction
workinghours 1.000 .465
fortyeighthrs 1.000 .562
weekdays 1.000 .936
safetmeasures 1.000 .459
securefoothold 1.000 .833
medicalpractionier 1.000 .623
practicalmeasures 1.000 .745
properoverhauling 1.000 .764
adequqtetraining 1.000 .808
safeculture 1.000 .955
firstaidmeasures 1.000 .526
trainingseminar 1.000 .936
properguidelines 1.000 .728
machinehandling 1.000 .855
medicalcheckup 1.000 .632
cleanliness 1.000 .731
effectiveawareness 1.000 .762
recreationalfacility 1.000 .755
subisizedmeal 1.000 .955
Extraction Method: Principal Component
Analysis.

Total Variance Explained
Compon
ent
Initial Eigenvalues Extraction Sums of Squared Loadings Rotation Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative % Total % of Variance Cumulative %
1 3.350 17.634 17.634 3.350 17.634 17.634 2.321 12.214 12.214
2 2.258 11.887 29.521 2.258 11.887 29.521 2.037 10.721 22.935
3 1.815 9.552 39.072 1.815 9.552 39.072 1.820 9.580 32.514
4 1.606 8.452 47.525 1.606 8.452 47.525 1.733 9.122 41.636
5 1.551 8.165 55.690 1.551 8.165 55.690 1.698 8.936 50.572
6 1.241 6.532 62.222 1.241 6.532 62.222 1.635 8.606 59.178
7 1.175 6.186 68.408 1.175 6.186 68.408 1.479 7.786 66.964
8 1.033 5.437 73.845 1.033 5.437 73.845 1.307 6.881 73.845
9
.937 4.929 78.775
10
.842 4.432 83.207
11
.736 3.876 87.083
12
.633 3.334 90.416
13
.519 2.734 93.150
14
.430 2.263 95.413
15
.316 1.663 97.076
16
.293 1.540 98.615
17
.263 1.385 100.000
18
9.988E-16 5.257E-15 100.000
19
9.885E-17 5.203E-16 100.000

Rotated Component Matrix
a

Component

1 2 3 4 5 6 7 8
workinghours .030 .223 -.048 .200 .563 -.195 -.110 .068
fortyeighthrs .604 .210 -.096 -.202 .118 -.064 -.275 .093
weekdays .949 -.031 .111 .067 .049 .036 .119 -.024
safetmeasures .236 -.007 .007 .000 .183 -.036 .314 .519
securefoothold .128 .110 .885 .061 .111 -.023 .011 .061
medicalpractionier .095 .159 -.009 .091 .021 .166 .743 .022
practicalmeasures .174 .002 .289 -.146 .742 .223 .094 .027
properoverhauling .013 .100 .076 .089 .148 .839 .092 .084
adequqtetraining -.004 .131 .102 .869 -.057 .110 -.064 .076
safeculture .036 .932 .110 .042 .070 .096 .232 .054
firstaidmeasures -.191 -.056 .149 .265 .071 .059 .158 .600
trainingseminar .949 -.031 .111 .067 .049 .036 .119 -.024
properguidelines .023 .166 -.060 -.102 -.104 .067 -.188 .797
machinehandling .007 .074 .918 .054 .063 .009 -.024 -.006
medicalcheckup -.047 .310 -.010 -.105 .025 -.066 .717 .067
cleanliness .022 -.020 .040 -.045 .841 .115 .075 -.005
effectiveawareness .004 .054 -.079 .023 -.016 .867 .008 .002
recreationalfacility .016 -.050 .006 .864 .040 .001 .060 -.003
subisizedmeal .036 .932 .110 .042 .070 .096 .232 .054
Rotation Method: Varimax with Kaiser Normalization.

a. Rotation converged in 8 iterations.

ANNEXURE-III
DESCRIPTIVE

Descriptive Statistics

N Minimum Maximum Mean Std. Deviation
Workinghours 250 1 5 2.79 .959
Fortyeighthrs 250 1 5 2.74 .928
Weekdays 250 1 5 2.95 .964
Safetmeasures 250 1 5 2.42 1.000
Securefoothold 250 1 5 3.01 1.026
Medicalpractionier 250 1 5 2.72 .998
Practicalmeasures 250 1 5 2.79 1.123
Properoverhauling 250 1 5 3.10 1.044
Adequqtetraining 250 1 5 3.35 .991
Safeculture 250 1 5 3.06 1.148
Firstaidmeasures 250 1 5 2.79 1.002
Trainingseminar 250 1 5 2.95 .964
Properguidelines 250 1 5 2.78 .894
Machinehandling 250 1 5 2.76 1.052
Medicalcheckup 250 1 5 3.18 1.242
Cleanliness 250 1 5 2.85 .945
Effectiveawareness 250 1 5 2.70 1.042
Recreationalfacility 250 0 5 2.86 1.412
Subisizedmeal 250 1 5 3.06 1.148
employeesatisfaction 250 1 5 2.79 1.002
Valid N (listwise)
250

ANNEXURE-IV

PROBIT ANALYSIS

Convergence Information

Number of
Iterations
Optimal Solution
Found
PROBIT 20 Yes

Parameter Estimates

Parameter Estimate Std. Error Z Sig.
95% Confidence Interval

Lower Bound Upper Bound
PROBIT
a
workinghours -.052 .112 -.468 .640 -.272 .167
safeculture -.059 .100 -.587 .557 -.254 .137
Intercept -2.531 .059 -43.136 .000 -2.590 -2.472
a. PROBIT model: PROBIT(p) = Intercept + BX (Covariates X are transformed using the base 10.000 logarithm.)

Covariances and Correlations of Parameter Estimates

workinghours safeculture
PROBIT workinghours .013 -.240
safeculture -.003 .010
Covariances (below) and Correlations (above).

Interpretation:

ANNEXURE-V

REGRESSION

Variables Entered/Removed
b

Model
Variables
Entered
Variables
Removed Method
1 workingcondition
s
a

. Enter
a. All requested variables entered.


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .191
a
.037 .033 .985
a. Predictors: (Constant), workingconditions

ANOVA
b

1 Regression 9.140 1 9.140 9.420 .002
a

Residual
240.624 248 .970
Total
249.764 249
a. Predictors: (Constant), workingconditions


b

Model
Variables
Entered
Variables
Removed Method
1 welfarefacility
a
. Enter


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .056
a
.003 .000 1.002

ANOVA
b

1 Regression .772 1 .772 .769 .382
a

Residual
248.992 248 1.004
Total
249.764 249


b

Model
Variables
Entered
Variables
Removed Method
1 safetymachineha
ndling
a

. Enter


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .149
a
.022 .018 .992
a. Predictors: (Constant), safetymachinehandling

ANOVA
b

1 Regression 5.576 1 5.576 5.664 .018
a

Residual
244.188 248 .985
Total
249.764 249
a. Predictors: (Constant), safetymachinehandling


b

Model
Variables
Entered
Variables
Removed Method
1 corporateculture
a
. Enter


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .265
a
.070 .067 .968

ANOVA
b

1 Regression 17.581 1 17.581 18.779 .000
a

Residual
232.183 248 .936
Total
249.764 249


b

Model
Variables
Entered
Variables
Removed Method
1 cleanlinessmeas
ures
a

. Enter


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .071
a
.005 .001 1.001
a. Predictors: (Constant), cleanlinessmeasures

ANOVA
b

1 Regression 1.257 1 1.257 1.255 .264
a

Residual
248.507 248 1.002
Total
249.764 249
a. Predictors: (Constant), cleanlinessmeasures


b

Model
Variables
Entered
Variables
Removed Method
1 provisionsregardi
ngaccidentpreve
ntion
a

. Enter


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .059
a
.003 .000 1.002
a. Predictors: (Constant), provisionsregardingaccidentprevention

ANOVA
b

1 Regression .867 1 .867 .864 .354
a

Residual
248.897 248 1.004
Total
249.764 249
ANOVA
b

1 Regression .867 1 .867 .864 .354
a

Residual
248.897 248 1.004
Total
249.764 249
a. Predictors: (Constant), provisionsregardingaccidentprevention


b

Model
Variables
Entered
Variables
Removed Method
1 avalabilityofmedi
calchekup
a

. Enter


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .158
a
.025 .021 .991
a. Predictors: (Constant), avalabilityofmedicalchekup

ANOVA
b

1 Regression 6.231 1 6.231 6.345 .012
a

Residual
243.533 248 .982
Total
249.764 249
a. Predictors: (Constant), avalabilityofmedicalchekup


b

Model
Variables
Entered
Variables
Removed Method
1 safetymeasures
a
. Enter


Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .600
a
.360 .357 .803
a. Predictors: (Constant), safetymeasures

ANOVA
b

1 Regression 89.898 1 89.898 139.458 .000
a

Residual
159.866 248 .645
Total
249.764 249
a. Predictors: (Constant), safetymeasures


Annexure -6

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