INTRODUCTION

All industries are made up of people and function through people, without people
no industries exist. The resources for men, material and machinery are collected, cocoordinated and utilized through people. Human resource by themselves fulfill the
objectives of an industries, they need to be united into a team. it is through the combined
effects of people that material and monetary resource are effectively utilized for the
attainment of common objectives without unity of no industry can achieve its goal.
According to Urwick. L.F., Business houses are made broken in the long run not
by market, capital, patents or equipment but by men
Of all the resource, manpower is the only resource, which does not depreciate
with the passage of time. Hence it is the duty of every employer to safeguard the resource
because without human resource no industrial unit can survive.
In every industrial unit the human resource requires some basic facilities inside
the premises to perform the job properly. These basic facilities are termed as welfare
measures in the Factories act 1948. The need for adoption of welfare measures as a
means to increase the workers productive efficiency, to keep up these moral and for the
maintain of industrial peace which has then realized by all section of the society. The
main objectives of this provision are to provide basic welfare amenities to the workers,
while working in the factories. Provision relating to welfare of the factory workers has
been numbered in Section 42 to Section 50 of the factories act 1948.

INTRODUCTION TO THE STUDY

The study was conducted in FENNER INDIA in Sriperumpudur,
Chennai to find the effect of welfare measures on employee morale.
The study intends to see the satisfaction level of the employee on the
facilities provided by the company and how these welfare measures boost the employee
morale.
The study on effect of welfare measure on employee morale gives the
management an indication of the level of satisfaction among the employees regarding the
general working condition and the other facilities provided by the organization. This
helps the management to know the general morale of the employees.

OBJECTIVES OF THE STUDY

Primary objective

To study and analyze the safety and welfare measures of the employee.

To evaluate the effect of the welfare measures on employee morale.

Secondary objective

To evaluate the satisfaction level of employee about the work environment.

To find the level of satisfaction of employee about the facilities given by the
company.

SCOPE OF THE STUDY

The various components of welfare facilities are washing storing, drying and
clothing, sitting first aid appliances, canteen, shelters, restroom, lunch room, crches,
welfare offers, ventilation & temperature, drinking water, latrines & urinals, spittoons and
lighting.
The study is confined into the workers in different categories such as drivers, supervisor,
permanent and temporary workers.
NEED FOR THE STUDY
Government has passed many acts to provide facilities to the workers in
factories. This study evaluates the extend of welfare facilities available in Fenner India
Ltd
SIGNFICANCE OF THE STUDY
In the present industrial scenario, the basic aim of every organization is to achieve
optimum production of high quality and earn adequate profits to survive in the field, in this
context various welfare measures are undertaken so as to promote good industrial relations
and create congenial atmosphere. The employers have to satisfy all the needs of employees
to make better profits. Besides giving good wages, the welfare facilities given to them play
a vital role in achieving their objectives. By providing good welfare facilities, the workers
feel a better working condition.

DIAGRAMATIC REPRESENTATION OF THE STUDY

CANTEEN
FACILITY

MEDICAL
FACILITY

MOTIVATION

JOB
SATISFACTION

Effect of
welfare

SAFETY

INFRA
STRUCTURE

WELFARE
MEASURES

measure on
morale

CREDIT
FACILITY

EMPLOYEE
MORALE

INTER
RELATIOSHIP

WORK
ENVIRONMENT

INTRODUCTION FOR THE TOPIC

Human Resource Management is the process of procuring, developing,
maintaining, and controlling human resources for effective achievement of organizational
goals. This project is focused on employee welfare measure and employee morale.
EMPLOYEE WELFARE DEFINITION
Employee welfare means the effort to make life worth living for workmen.
When all basic facilities are provided and employees obtain satisfaction then the
productivity can be increased and development of the organization will be possible
CONDITIONS OF WORK ENVIRONMENT
1) Working conditions

Temperature

Ventilation

Lighting

Dust

Smoke

Fumes and gases

Noise

Humidity

Posture simple

Hazard and safety complex devices

2) Factory Sanitation and Cleanliness:

Provision of urinals in factories

Provision of spittoons

Provision for the disposal of waste and rubbish

Provision for water disposal (drainage)

Provision of proper bathing and washing facilities

Cleanliness, white- washing and repair of buildings and workshops

5

Care and maintenance of open spaces, gardens, roads, etc

3) Welfare Amenities

Provision and care of drinking water

Canteen services

Lunch

Rest room

Crches

Cloak rooms

Other amenities

EMPLOYEES HEALTH SERVICES

1) Factory health services

Medical examination of employees

Factory dispensary and clinic treatment

First aid and ambulance room

Treatment of accidents and

Health education and research

2) Recreation

Playgrounds for physical recreation (athletics, games, gymnastics, etc)

Social and cultural recreation (music, singing, dancing, drama, etc)

3) Workers education

Education to improve skills and earning capacity

Literacy

Library, audio visual education, lecture programmes and

Workers educational scheme and its working

4) Economic Services

Employees co-operative societies

Grain shops and fair price shops and

Housing co-operatives

5) Study of the working of welfare Acts

Factories Act

Employees state insurance act

Minimum wages act

6) Social Work in industrial Setting

Family Planning

Employee counseling

EMPLOYEE SERVICES AND BENEFITS

These are concerned with the process of sustaining and maintaining the work
force in an organization. They include
1) Safety provision inside the workshop
2) Employee counseling
3) The medical services
4) The recreational and other welfare facilities
5) Fringe benefits and supplementary items
EMPLOYEE MORALE - DEFINITION
According to Yoder morale is a feeling, somewhat related to esprit de corps,
enthusiasm or zeal. Fippo has described morale As a mental condition or attitude of
individuals and groups which determines their willingness to co-operate. Good morale is
evidenced by employee enthusiasm, voluntary conformance with regulations and orders,

and a willingness to co-operate with others in the accomplishment of an organizations

objectives.

FACTORS AFFECTING MORALE

According to McFarland, the important factors, which have a bearing on morale,
are

The attitude of the executives and managers towards their subordinates.

working conditions, including pay, hours of work, and safety rules

effective leadership and an intelligent distribution of authority and responsibility

in the organization

the design of the organizations structure which facilities the flow of work and

The size of the organization.

CRITERIA THAT DETERMINES MORALE

Several criteria seem important in the determination of levels of workers
morale, such as

The organization itself

The nature of the work

The level of satisfaction

The supervision received

The perception of the self

Workers perception of the past awards and future opportunities for rewards

The employees age

The employees educational level and occupational level.

TYPES OF MORALE

Morale is generally referred to as high morale. According to McFarland,

high morale exists when employee attitudes are favorable to the total situation of a
group and to the attainment of its objectives low morale exists when attitudes inhibit the
willingness and ability of an organization to attain its objectives
High morale is represented by the use of such term spirit, zest, enthusiasm,
loyalty, dependability and resistance to frustration. Low morale, on the other hand, is
described by such words and phrases as apathy, bickering, jealously, pessimism, fighting,
disloyalty to the organization, disobedience of the orders of the leaders, dislike of, or lack
of interest in, ones job, and laziness.
MORALE AND PERFORMANCE
It has been pointed that there is a little evidence in the available literature
that employee attitudes bear any relationship to performance on the job.
First, there are some who assert that high satisfaction leads to high
performance. The Hawthorne studies of 1930s seem to support this view, as do findings
of other studies.
Second, others take an opposite view. For example, Lyman Porter and Lawler
say that satisfaction results from high performance, because most people experience
satisfaction by accomplishing more tasks, like building a radio, or clinching a sale.
Third, still others claim that there is no consistent relationship between
morale and performance. Vroom found significant relationship between morale and
performance in only 5 out of 22 studies undertaken by him.
WARNING SIGNS OF LOW MORALE
Among the more significant of the warning signals of low morale are

High rate absenteeism

Tardiness

High Labour turnover

Strike and sabotage

Lack of pride in work and

9

Wastage and spoilage.

IMPROVING MORALE
A three-fold action may be initiated. In the first place, it is essential to change
the policy or to correct it immediately. Employees do not lose their respect for the boss
who admits his mistakes but they cannot respect one who makes too many, and they may
have contempt for one who refuses to admit his mistakes.
Second, misconceptions should be removed, and the correct position should
be explained to the employees.
Third, a reasonable attempt should be made to educate and convince the
employees.

10

REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

Preserving Employee Morale during Downsizing
Karen E. Mishra, Gretchen M. Spreitzer and Aneil K. Mishra
Topic: Human Resource Management and Industrial Relations
Reprint 3927; winter 1998, Vol. 39, No. 2, pp. 8395
Mishra propose a four-stage approach to downsizing, gleaned from interviews and
surveys that will retain workers' trust and sense of empowerment. The company should
consider all stakeholders' needs survivors, laid-off employees, the community, local
and national press, and any affected government agencies. The implementation of all the
above, is the most important. Management should communicate frequently and be open
and honest.
How to Boost Employee Morale
By Betsy Gallup
April 9, 2006
The following are the ways to boost the employee morale.

Treat employees with respect

Show interest in your employees' personal lives

Allow your employees to gain ownership of their jobs by being part of the
decision-making process

Create a pleasant work environment

Establish an employee recognition program

Give clear direction and set priorities.

Stand behind your employees. Be their greatest advocate.

11

Boost Employee Morale with an Employee Incentive Program

By: Trevor Marshall
Good managers know from their own observations that employee attitude affects
their work and eventually the companys output.
It is essential that your incentive program will actually inspire and motivate them
to work efficiently and not just be competitive with each other. Healthy competition
among the companys employees is good but too much of it may also cause the company
to disintegrate.
The company should still be very much hands-on with the whole employee
incentive program to ensure that the outcome of the employee incentive program will be
good.
Employee Welfare
By Regina Barr
Employee Welfare program is based on the management policy which is aimed
shaping perfect employees. Therefore the concept of employee welfare includes to
aspects namely physical and mental welfares
1. Applications of merit system or work performance system as the basis for employee
rewarding.
2. Providing the retired employees with the old age allowance.
3. Employee insurance program to provide the employee with better security.
4. Improvement in health security for the employees and their families so that they can
work confidently and productively.
5. Increase in basic salaries and pension as adjustment to the needs providing all work
units and their officials with vehicles to help support smooth mobility.

12

A series of study carried out by the labor bureau of India in a variety of Industries
showed a large of women working in Manes did not have separate arrangements, latrines
and rest rooms shelters and crches were in neglected condition (1979).
NATIONAL COMMISSION (1969) The report of this commission was appointed in
1966 had reviewed many aspects of labor welfare in India such as existing conditions of
their interest level of workers earnings, standard of living and various welfare facilities,
canteens, crches, housing, transportation, recreational facilities, provisions.
.
NATIONAL COMMISSION (1972) In conjunction with the passage of 1970 of the
occupational Safety and Health Act Congress established a National Commission
undertake a compensation laws in order to determine if such provide an adequate,
prompt, equitable system of compensation.
EMPLOYEE WELFARE IN INDIA :
The chapter on the directive principles of state policy first our constitution expresses the
need for labour welfare thus :
Article 38. The state shall strive to promote the welfare of the people by securing and
protecting as effectively as it may a social order in which, Justice, social, economic and
political shall inform all the institution ofthe national life.
Article 39. The state shall, in particular, direct its policy towards security.
a). That the citizen, men and women equally, have the rights to an adequate means of
livelihood.
b). That the ownership and control of the material resource are so distributed so as to sub
serve the common good.

13

c). That the operation of the economic system does not result in the concentration of
wealth and means of protection to the common determine.
d). That there is equal work for both men and women, and Article 42. The State shall
make provision for securing just and human condition for work and for maternity relief.

14

RESEARCH METHODOLOGY
RESEARCH MEANING
Research is an art of scientific investigation. According to Redmen and Mary
defines research as a systematic effort to gain knowledge.
Research methodology is way to systematically solve the research problem. It is a
plan of action for a research project and explains in detail how data are collected and
analyzed. This research study is a descriptive research study.
RESEARCH DESIGN
A research design is a plan that specifies the objectives of the study, method to be
adopted in the data collection, tools in data analysis and hypothesis to be framed.
A research design is an arrangement of condition for collection and analysis of
data in a manner that aims to combine relevance to research purpose with economy in
procedure.
NATURE OF DATA
Primary data
The primary data are collected from the employees of FENNER through a direct
structured questionnaire.
Secondary data
Company profiles, websites, magazines, articles were used widely as a support to
primary data.
SAMPLING SIZE AND TECHNIQUE
Size of the sample
It refers to the number of items to be selected from the universe to constitute as a
sample. In this study 50 employees of FENNER in Chennai was selected as size of
sample.

15

Sample design
The sampling technique used in this study is simple random sampling method.
This method is also called as the method of chance selection. Each and every item of
population has equal chance to be included in the sample.
Population design
The population of this study is the total employee in the company. It is finite
population. There are four production centers for the organization for this study I have
taken only employees in one production centre.
Questionnaire
The questions are arranged logical sequence. The questionnaire consists of a
variety of questions presented to the employees for the response. Dichotomous questions,
multiple choice questions, rating scale questions were used in constructing questionnaire.
STATISTICAL TOOLS USED
To analyze and interpret collected data the following statistical tools were used.
1) Percentage method
2) Weighted average method
3) Chi-square analysis
4) Correlation
5) Regression
Percentage method
The percentage is used for making comparison between two or more
series of data. It is used to classify the opinion of the respondent for different factors. It is
calculated as
No. of respondents favorable
x 100
Percentage of respondent =
Total no of respondents

16

Weighted average method

The weighted average method can be calculated by the following formula. This
tool is used to find the rank given by the respondents to the welfare measures. It can be
calculated as
XW = WX / X

Here
XW represents the weighted average
X represents the value of variable
W represents the weight given to the variable.
Chi-square analysis
Chi-square analysis in statistics is to test the goodness of fit to verify the
distribution of observed data with assumed theoretical distribution. Therefore it is a
measure to study the divergence of actual and expected frequencies.
The formula for computing chi-square is as follows.
Chi-square = {(O-E)2 / E}

The calculated value of chi-square is compared with the table of chi-square for the
given degrees of freedom at the specified level of significance. If the calculated value is
greater than the tabulated value then the difference between the observed frequency and
the expected frequency are significant. The degrees of freedom is (n-2) where n is
number of observed frequencies and in case of contingency table the degrees of freedom
is (C-1)

(R-1) where C is number of columns and R is number of rows.

It is used to find the relation between communication in work place and work
satisfaction. It is used to find the relation between welfare satisfaction and work

17

satisfaction it is used to find the relation between experience of respondents and work
satisfaction
Correlation
The correlation analysis deals with association between two or more variables.
The correlation does not necessary imply causation or functional relationship though the
existence of causation always implies correlation. By itself it establishes only covariance. It is used to find the degree of relationship between motivation and work
satisfaction.
Cov(x, y) = 1/n x y x
y
x = 1/n x2 x 2
y = 1/n y2 y 2
Cov(x, y)
r=

x X y

Here,
r = co-efficient of correlation

Regression
The Regression analysis deals with the nature of association between two
or more variables. In regression analysis we are concerned with the estimation of one
variable for a given value of another variable on the basis of an average mathematical
relationship between the two variables.
Y= a + bX

18

DATA ANALYSIS AND INTERPRETATION

EXPERIENCE OF RESPONDENT

Experience

Frequency

Percentage (%)

0-1

4.0

2-5

10.0

6-10

17

34.0

Above 10

26

52.0

50

100.0

Total
Inference:

From the table it infers that 52% of respondent are experienced above 10
years and 4% are less than one year.

EXPERIENCE OF RESPONDENT
60

50

Percentage

40

30

20

10

0
0-1

2-5

6-10

Experience

19

above 10

LEVEL OF SATISFACTION OF SAFETY MEASURES

Opinion

Frequency

Percentage (%)

Highly satisfied

2.0

Satisfied

12

24.0

Neutral

12

24.0

Dissatisfied

19

38.0

Highly dissatisfied

12.0

Total

50

100.0

Inference:
From the table it infers that 38%of respondent are dissatisfied with the
safety measures and 24% of respondent are satisfied.

LEVEL OF SATISFACTION OF SAFETY MEASURES

20

50

Percentage

40

30

20

10

0
Highly Satisfied

neutral
Satisfied

Highly dissatisfied
Dissatisfied

Safety Measures

21

LEVEL OF SATISFACTION OF MEDICAL FACILITY

Opinion

Frequency

Percentage (%)

Highly satisfied

10

20.0

Satisfied

28

56.0

Neutral

6.0

Dissatisfied

12.0

Highly dissatisfied

6.0

Total

50

100.0

Inference:
From the table it infers that 56%of respondent are satisfied with the medical
facility and 12% of respondent are dissatisfied.
LEVEL OF SATISFACTION OF MEDICAL FACILITY

60

50

Percentage

40

30

20

10

0
Highly satisfied

Neutral
Satisfied

Highly dissatisfied
Dissatisfied

Medical Facility in the Company

22

LEVEL OF SATISFACTION OF WORKING ENVIRONMENT

Opinion

Frequency

Percent

Satisfied

40

80.0

Neutral

16.0

Dissatisfied

4.0

50

100.0

Total
Inference:

From the table it infers that 80%of respondent are satisfied with the
working condition and 4% of respondent are dissatisfied.

LEVEL OF SATISFACTION OF WORKING ENVIRONMENT

100

Percentage

80

60

40

20

0
Satisfied

Neutral

Dissatisfied

Working Environment in the Company

23

LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR

AND WORKER

Opinion

Frequency

Percentage (%)

Cordial

39

78.0

Moderate

10

20.0

Indifference

2.0

Total

50

100.0

Inference:
From the table it infers that 78%of respondent are satisfied with the
supervisor and 2% of respondent are dissatisfied.
LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR
AND WORKER

100

Percentage

80

60

40

20

0
cordial

moderate

indifference

Relation Between Supervisor and Worker

24

LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS

Opinion

Frequency

Percentage (%)

41

82.0

16.0

2.0

50

100.0

Cordial
Moderate
Indifference
Total
Inference:

From the table it infers that 82%of respondent are satisfied with the
workers and 2% of respondent are dissatisfied.

LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS

100

Percentage

80

60

40

20

0
Cordial

Moderate

Indifference

Relation Between Workers

25

LEVEL OF MOTIVATION GIVEN TO EMPLOYEE

Opinion
Very high
High
Moderate
Low
Very low
Total

Frequency
7
17
12
10
4
50

Percentage (%)
14.0
34.0
24.0
20.0
8.0
100.0

Inference:
From the table it infers that 14%of respondent are highly motivated and
8% of respondent are not motivated.

LEVEL OF MOTIVATION GIVEN TO EMPLOYEE

40

Percentage

30

20

10

0
very high

high

moderate

low

Motivation given to Employee

26

very low

LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES

Opinion
Very High
High
Moderate
Low
Very Low
Total

Frequency
2
11
15
18
4
50

Percentage (%)
4
22
30
36
8
100

Inference:
From the table it infers that 22% of the respondent feels that freedom given to
them to express their ideas is high and 36% of the feel as low.

LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES

40

Percentage

30

20

10

0
Very high

High

Moderate

Low

Freedom to express thier ideas

27

Very low

STATUS OF GRIEVANCE HANDLING IN THE COMPANY

Opinion
Always
Sometimes
Rarely
Never

Frequency
10
20
13
7

Percentage
20
40
26
14

50

100

Total
Inference:

From the table we infer that 40% of the respondents are satisfied with the
grievance handling and 14% of the respondents are dissatisfied.

STATUS OF GRIEVANCE HANDLING IN THE COMPANY

50

Percentage

40

30

20

10

0
alw ays

sometimes

rarely

never

Grievance Handling in the Company

28

WORK SATISFACTION LEVELOF THE EMPLOYEE

Opinion

Frequency

Percent

Always

23

46.0

Sometimes

23

46.0

Rarely

8.0

Total

50

100.0

Inference:
From the table it infers that 46%of respondent are always satisfied with
work and 8% of respondent are rarely satisfied.

WORK SATISFACTION LEVEL OF THE EMPLOYEE

60

50

Percentage

40

30

20

10

0
alw ays

sometimes

rarely

Work Satisfaction of the Employees

29

SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES

Opinion
Yes
No
Total

Frequency

Percentage (%)

33

66.0

17

34.0

50

100.0

Inference:
From the table it infers that 33%of respondent are always satisfied with
welfare and 34% of respondent are not satisfied.
SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES

70

60

Percentage

50

40

30

20

10
0
yes

no

Satisfaction about Welfare

30

ANALYSIS OF OPINION OF RESPONDENTS REGARDING

COMMUNICATION IN WORK PLACE AND WORK SATISFACTION
(USING CHI-SQUARE)
Observed count

Opinion
Cordial
Moderate
Indifference
Total

Always
9
9
7
25

Sometimes
5
6
7
18

Rarely
0
6
1
7

Total
14
21
15
50

Expected count

Opinion
Cordial
Moderate
Indifference
Total

Always
7
10.5
7.5
25

Sometimes
5
7.6
5.4
18

Rarely
2
2.9
2.1
7

Total
14
21
15
50

Null Hypothesis:
H0: There is no significant difference between communication in work place
and work satisfaction.

31

CHI-SQUARE TESTS
O
9
5
0
9
6
6
7
7
1

(O-E)2
4
0
4
2.25
2.56
9.61
0.25
2.56
1.21

E
7
5
2
10.5
7.6
2.9
7.5
5.4
2.1

(O-E)2/E
0.57
0
2
0.21
0.34
3.31
0.03
0.47
0.58

Calculated value = (O-E) 2 / E = 7.51

Degrees of Freedom = (R -1) (C-1) = 4
Tabulated value for 4 degrees of freedom at 5% level of significance is
9.48
Inference:
The calculated value is less than the tabulated value. H0 is accepted.
Therefore there is no association between communication in work place and work
satisfaction.

32

ANALYSIS OF OPINION OF RESPONDENTS REGARDING WELFARE

SATISFACTION AND WORK SATISFACTION
(USING CHI-SQUARE)
Observed count:

Opinion
Yes
No
Total

Always
20
7
27

Sometimes
12
6
18

Rarely
1
4
5

Total
33
17
50

Always

Sometimes

Rarely

Total

17.8
9.2
27

11.9
6.1
18

3.3
1.7
5

33
17
50

Expected count:

Opinion
Yes
No
Total
Null Hypothesis:

H0: There is no significant difference between welfare satisfaction and work

satisfaction.

33

CHI-SQUARE TESTS
O
20
12
1
7
6
4

(O-E)2
4.84
0.01
5.29
4.84
0.01
5.29

E
17.8
11.9
3.3
9.2
6.1
1.7

(O-E)2/E
0.27
0
1.60
0.53
0
3.11

Calculated value = (O-E) 2 / E = 5.51

Degrees of Freedom = (R -1) (C-1) = 2
Tabulated value for 2 degrees of freedom at 5% level of significance is
5.99

Inference:
The calculated value is less than the tabulated value. H 0 is accepted. Therefore
there is no association between welfare satisfaction and work satisfaction.

34

ANALYSIS OF OPINION OF RESPONDENTS REGARDING EXPERIENCE OF

RESPONDENT AND WORK SATISFACTION
(USING CHI-SQUARE)
Observed count:

Opinion
0-1
2-5
6-10
Above 10
Total

Always
1
2
6
14
23

Sometimes
1
2
10
10
23

Rarely
0
1
1
2
4

Total
2
5
17
26
50

Always
0.9
2.3
7.8
12
23

Sometimes
0.9
2.3
7.8
12
23

Rarely
0.2
0.4
1.4
2.1
4

Total
2
5
17
26
50

Expected count:

Opinion
0-1
2-5
6-10
Above 10
Total

Null Hypothesis:
H0: There is no significant difference between experience of respondent and
work satisfaction.

35

CHI-SQUARE TESTS
O
1
1
0
2
2
1
6
10
1
14
10
2

(O-E)2
0.01
0.01
0.04
0.09
0.09
0.36
3.24
4.8
0.16
4
4
0.01

E
0.9
0.9
0.2
2.3
2.3
0.4
7.8
7.8
1.4
12
12
2.1

(O-E)2/E
0.01
0.01
0.2
0.04
0.04
0.9
0.41
0.62
0.11
0.33
0.33
0.004

Calculated value = (O-E) 2 / E = 3

Degrees of Freedom = (R -1) (C-1) = 6
Tabulated value for 6 degrees of freedom at 5% level of significance is
12.59
Inference:
The calculated value is less than the tabulated value. H 0 is accepted. Therefore
there is no association between experience of the respondent and work satisfaction

36

ANALYSIS OF OPINION OF RESPONDENTS REGARDING

MOTIVATION GIVEN TO EMPLOYEE AND WORK SATISFACTION
(USING CORRELATION)
Observed Count

OPINION
ALWAYS

SOMETIMES

NEVER

TOTAL

24

12

14

50

28

19

50

FACTORS
MOTIVATION(X)
WORK
SATISFACTION(Y)

CORRELATION TABLE
X

X2

Y2

XY

24

28

576

784

672

12

19

144

361

228

14

196

42

Cov(x, y) = 1/n x y x y
= 1/3 (942-278)
= 35
x = 1/n x2 x 2
= 1/3(916-278)
= 5.14
y = 1/n y2 y 2
= 1/3(1154-278)
=10.28

37

Cov(x, y)
r=

x X y
= 0.66

Inference:
The motivation given to employees and work satisfaction are positively
correlated. The increase in motivation will increase the work satisfaction also.

38

ANALYSIS OF RANKING GIVEN BY RESPONDENTS REGARDING

SATISFACTION OF WELFARE MEASURES
(USING WEIGHTED AVERAGE METHOD)
Observed Count

OPINION
SATISFIED NEUTRAL DISSATISFIED
FACTORS
MEDICAL
FACILITY
INFRA
STRUCTURE
CANTEEN
FACILITY
CREDIT
FACILITY

TOTAL

35

11

50

27

14

50

21

14

50

26

10

14

50

WEIGHTED AVERAGE TABLE

RANK

WEIGHTS

X
1
2
3

W
3
2
1
TOTAL
CW
RANK

Medical
Facility
X1
35
4
11
50

WX1
105
8
14
124
2.48
1

FACTORS
Infra
Canteen
structures
Facility
Facility
X2
WX2
X3
WX3
27
81
21
63
9
18
14
28
14
14
15
15
50
113
50
106
2.26
2.12
2
4

CW (CALCULATED WEIGHT) = WXn / Xn

39

Credit
Facility
X4
26
10
14
50

WX4
78
20
14
112
2.24
3

Inference:
From the table it is inferred that employees ranks medical facility followed
by infra structure with the canteen facility as last.

40

ANALYSIS OF OPINION GIVEN BY RESPONDENTS REGARDING

SATISFACTION OF WELFARE MEASURES AND EMPLOYEE MORALE
(USING REGRESSION METHOD)

Let X be the morale of the employee

Let Y be the satisfaction of welfare measures.
Observed Count

OPINION

FACTORS
EMPLOYEE
MORALE(X)
WELFARE
MEASURES(Y)

SATISFIED

NEUTRAL

DISSATISFIED

116

36

48

28

19

13

REGRESSION TABLE

X-X

X-X

116

28

49

36

48

13

(X-X)
(Y-Y)

Y-Y

Y-Y

2440

11

130

563

-31

936

-8

58

233

-19

346

-4

13

67

41

Formula
bxy = ( x-x )( y-y )
( x-x )2
= 863/201
= 4.29

Regression Equation
X-X = bxy (Y-Y)
X = 4.3Y -6.1
Inference:
Excluding the constant, from the above equation we can infer that effect of
welfare measure on morale is measure is found as1:4. Therefore we can conclude that the
effect of welfare measure on employee morale is about 25%.

42

FINDINGS OF THE STUDY

Most of the employees in the company are female. More than 50% of respondent
are working for more than 10 years. Most of the respondents are highly satisfied with the
medical facility. Most of the respondents are dissatisfied with the safety measure and only
few are satisfied.
Most of the employees are satisfied with the working condition. Most of the
respondents are satisfied with the motivation given by the company. Most of the
respondents are satisfied with the relation between supervisor and workers. Most of the
employees are satisfied with the relation between workers.
Most of the respondents are satisfied with the work. Most of the respondents are
satisfied with the welfare measures. Most of the respondents are satisfied with the
canteen facility. Most of the respondents are satisfied with the credit facility.
The communication in work place has no effect on work satisfaction. The welfare
measure satisfaction has no effect on work satisfaction. The increase in employee
motivation will increase the work satisfaction. The effect of welfare measures is about
25% on employee morale.

43

SUGGESIONS AND RECOMMENDATIONS

Since most of the employees are married the company can concentrate on
crche facility.

The company can improve the grievance handling system so that they can
increase the employee satisfaction.

The company can provide safety equipments to the employees.

The salary increment for employees will increase the employee

satisfaction and which in turn increase the employee morale.

44

CONCLUSION
The study on effect of welfare measure on employee morale helps
the management to know the satisfaction level of the employees about the welfare
measure provided by the company. From this study we can infer that the majority of the
employees are satisfied with the welfare measures. The company can concentrate on
other facility like crche facility, uniform, and safety measures to boost the employee
morale. The employee morale is good in the company. It is found that the effect of
welfare measure on employee morale in this study is about 25%.

45

LIMITATIONS OF THE STUDY

The time period of the study is very short, so elaborate study was not made.

Only certain factors are considered in this study to measure the effect of welfare
measure on employee morale.

The conclusions and suggestions were formed based on employees spot response.

Some false information may be given by the employee

A STUDY ON EFFECT OF WELFARE MEASURES ON EMPLOYEE MORALE

46

QUESTIONNAIRE
PERSONAL DATA
1. Name

2. Age

(a) 18-25

(b) 26-35

3. Gender

(c) 36-45

(d) Above 45

(a) Male

(b) Female

4. Educational Qualification
(a) Below Hr Sec
5. Experience

(b) Hr Sec

(c) UG

(d) PG

(a) 0-1 Yrs

(b) 1-5 Yrs

6. Total Salary

7. Designation

8. Safety Measures
8.1.

(c) 5-10 Yrs

(d) Above 10 Yrs

Are you satisfied with the safety appliances in work place?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied
e) Highly Dissatisfied

9. Medical Facility
9.1 Specify the level of satisfaction
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied
e) Highly Dissatisfied
9.2 Is there any periodical medical check up given to you
(a) Yes
10. ESI Benefits

(b) No
:

10.1 Do you have ESI car

(a) Yes

(b) No

10.2 Do you get all the ESI benefits?

(a) Yes

(b) No

11. Canteen facility

47

Specify the level of satisfaction

Highly

Satisfied

Satisfied

Neutral

Dissatisfied

Highly
Dissatisfied

Cleanliness
Hygienic
Serving
Price

12. Credit facility

12.1. Is any Advances and loan given to you are satisfied
(a) Very high b) high c) moderate d) low e) very low
Specify the level of satisfaction of other allowances
Highly
Satisfied

Satisfied

Transport allowance
Attendance allowance
Punctuality allowance
Education allowance

13. Infra-structural facility :

Specify the level of satisfaction

48

Neutral

Dissatisfied

Highly
Dissatisfied

Highly
Satisfied

Satisfied

Neutral

Dissatisfied

Rest room
Drinking water
Ventilation
Lighting
Toilets
Working
environment
Transportation
14. Inter-relationship:
14.1. Relationship between co-workers
(a) Cordial

(b) Moderate

(c) Indifferent

14.2. Relationship between supervisor and workers.

(a) Cordial

(b) Moderate

(c) Indifferent

14.3. Level of communication between supervisor and employee

(a) High (b) Very high (c) Low (d) Very low (e)Moderate
15. Level of motivation given to employee
(a) High

b) Very high (c) Low (d) Very low (e) Moderate

16. Are u informed about all the management policies?

(a) Always

(b) Sometimes

(c) Rarely

(d) Never

17. Does the management solve all your grievances?

(a) Always

(b) Sometimes

(c) Rarely

(d) Never

18. Level of freedom to express your ideas?

(a) High (b) Very high (c) Low (d) Very low (e) Moderate
19. Are you satisfied with the work you do.

49

Highly
Dissatisfied

(a) Always

(b) Sometimes

(c) Rarely

(d) Never

20. In general are you satisfied with the welfare and safety measures given by
Management?
(a) Yes

(b) No

21. Suggestion for Improvements

50