EXPORT MANAGEMENT 1.1 EXPORT: MEANING Export is the outflow of goods and services from a country where it is produced.

It is the marketing across the national boundaries, irrespective of differences in cultures, language, monetary systems, trade policy etc. It involves the selling of goods and services produced by one country to another country either in exchanges under a barter deal or for value. DEFINITION Export may be defined as the selling of want satisfying goods and services across national territories, involving different markets and consumers in exchange for the goods and services, for gold and foreign exchange or in settlement of debt.

MANAGEMENT Management is the process of managing people which involves getting things done through and with others. Zene E.Quible. EXPORT MANAGEMENT A process by which export executive in an organization gets the things done through group efforts. Therefore, planning, organizing, directing, co-ordination and effective control at all levels of various export activities are essentially important for achieving goals set by the organization. STAGES IN EXPORT MANAGEMENT Developing a plan Executing the plan so developed Evaluating the results Market research Export formalities Export finance

Developing a plan At this stage, a plan is developed on the basis of needs, tastes, wants, fashions of the consumers. Executing the plan so developed At this stage, the actual operation of the plan is carried out. It involves organizing, staffing the organization, directing and co-ordinating all the activities relating to export. Evaluating the results At this stage, the actual performance with the goals established, keeping in mind the past performances and future needs. Marketing research It is the collection and interpretation of facts that helps marketing management to get products more efficiently into the hands of the consumers. Export marketing research is very important to obtain and sustain exports over a long period of time.

Export formalities Various formalities are to be completed to export goods. An export organization should be familiar with these formalities. Export finance Finance is the life blood of business. The exporter should be familiar with these sources and take all possible steps to obtain the export finance needed by him. Export finance has become an important area of export management.

FUNCTIONS OF EXPORT MANAGEMENT The following are the functions of export management Export planning Export organization Staffing the export organization Decision making Directing Controlling Export planning Planning is the process of thinking before doing. It bridges the gap from where we are to where we want to go. Planning is an intellectual process. Planning is the thinking process the organized foresight, the vision based on fact and experience that is required for intelligent action Alford and Beatty.
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Each and every functional area of management needs planning for the activities covered in that area. Export management is not an exception to it. Before undertaking any export marketing activity careful planning is essential. Export marketing planning defines the role and responsibilities of export marketing executives in such a way to achieve the goals of the firm. Formal planning is essential for the following reasons: operations. Export planning is one of the most effective management tools which facilities risk deduction. effort. It elicits disciplined thinking as the executives put their opinions in writing before acting. Careful planning provides for the successful operation. It saves a considerable amount of export managers time and Export planning promotes successful export marketing

ELEMENTS OF EXPORT PLANNING The following are the elements of export planning: Determining the objectives Export forecasts Policies Procedure Programme Schedule Budget TYPES OF EXPORT PLANNING 1. LONG TERM EXPORT PLANNING This will comprise an export plan of 3 to 5 years or, in some case, up to 10 years. It normally includes, plans as to diversification into new products and markets, sustain export on a long term as well a s a large scale.

2. SHORT TERM PLANNING Short-range plans are usually made for period of one year or less. These plans are normally sub-divided into monthly or weekly plans for control purposes. Short-term plans are prepared in a very detailed manner. Short range planning deals with such things as adjusting prices, buying for the next season and handling day-to-day problems of the export executives. EXPORT ORGANIZATION Export marketing organization is a separate organization for the purpose export marketing only. It may be defined as a group of persons brought together to participate in a common effort to achieve certain objectives. The export marketing manager should organize his section on the basis of sound principles of organization in order to achieve the various objectives of export marketing. The process of export organization: Organizing an export organization consists of various steps. Defining the objectives of export organization.
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Enumeration of the functions Classification of activities Placement of Individuals Assignment of authority for action 3. Staffing the export organization Work in any organization is essentially a team work. It requires efficient, dynamic and result-oriented persons to achieve its goals. The export management should, therefore attempt at building a good team of personnel. Steps in Staffing The staff function involves a number of activities. They are Recruitment Selection Training and Education Promotion
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Transfers Performance appraisal Counseling

Recruitment The recruitment of staff is a routine but an extremely important task of the management. The manager must first ascertain the manpower requirement before actually recruiting the staff. Selection The next step is to select proper persons for proper job, generally, in majority of the enterprises, the selection of people is made after interview. Training and Education The new employees, must be given some form of training. Therefore, they can learn to perform the functions of their current job at a satisfactory level of proficiency. Opportunities must be provided for the continuous development of employees not only in their present job but also to develop their abilities for other jobs.

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Promotion The term promotion refers to the advancement of an employee to better job at a higher salary with greater responsibilities. Transfers Transfer means the movement of man from one post to another, at the same level, without involving any significant change in the duties, responsibilities and compensations. Performance Appraisal It is concerned with measuring and evaluating employee performance after he is placed on a job. In those days, the task of measuring the employees efficiency was left to the judgment and opinion of the managers. Counselling In order to render effective counselling, one should be frank with the employees, establish a friendly relationship with him and create confidence in him by listening to his point of view carefully, which will give an opportunity to the employee to analyse his own performance.

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Decision Making Whatever a manager does, he does through making decision Peter f. Drucker. Decision making is a process of selection from a set of alternative courses of action which is a thought to fulfill the objective of the decision problem more satisfactorily than others, Haynes and Massie. Process of Decision Making Decision making involves the following phases Identifying the problem Analyzing the problem Developing alternative solution for the problem Evaluating the alternatives Deciding the best course of action Conversion of decision into action

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 Directing

Control

Directing deals exclusively with the human beings of the enterprise. The term directing refers to that managerial function which initiates organized action. Directing is the heart of management in action. Direction is the sum total of all managerial efforts that is applied for guiding and inspiring the working teams to make better accomplishments in the organization. Functions of Directing Directing embraces and includes the following sub functions Motivation Leadership Supervision Communication

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Controlling Control involves a sequence of activities, they are Establishment of standards Measuring and comparing the performance Correction of deviations

The above are the main functions of export management. Planning, organizing, staffing, decision-making, directing and controlling are very important functions of every export organization and management.

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1.2 Objectives of the Study 1. 2. 3. To study the labour welfare measures followed by the company To find out the problems of employees in welfare measures To know the level of employee satisfaction in the welfare measures provided by the company 4. 5. 6. To evaluate the welfare facilities made available to the workers. To study the relations between management of workers. To give suggestions to improve welfare measures.

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1.3 Importance of the Study 1. The usefulness of welfare work cannot be over emphasized. Welfare activities influence the sentiments of the workers. When worker feels that the employers and the state are interested in their happiness, his tendency to grouse and grumble will steadily disappeal. The development of such a feeling paues the way for industrial peace. 2. The provision of various welfare measures such as good housing, educational, canteens, medical and sickness benefits etc, makes them realize that they also some stake in the undertaking in which they are engaged and so they think thrice before taking and reckless action which might prejudice the interest of undertaking. 3. Welfare measures indirectly increase the real income the workers. If the workers go in strike they will be deprived of all these facilities. Hence, they try to avoid industrial disputes as possible as and do not go on strike on flimsy grounds.

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4.

Welfare activities will reduce labour turnover and absenteeism and create permanent settled labour force by making service attractive to the labour.

5.

Welfare activities will go a long way to better the mental and moral health of workers by reducing the incidence of vices of industrialization. Removed from native village and thrust into a strange and unfavourable environment the workers are liable to fall a prey to drinking, gambling and prostitution congenial environment as a result of welfare measures with act as different against such social vices.

6.

Welfare measures will improve the physical intelligence, morality and standard of living of the workers, which in turn, will improve their efficiency and productivity. A high standard of efficiency can be expected only from persons who are properly trained. Properly housed, properly fed, and properly clothed.

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1.4 Research Methodology Research is a systematic and purposive investigation of facts with an attempt to determine the cause and effect relationship among such facts. 1.5 Primary Data Primary data are collected mainly through structured and closed type questionnaire. 1.6 Analytical tools The researcher used percentage analysis and per diagram and pie diagram to study the problem. 1.7 Sampling Design i. Sample Size A sample of 50 employees was taken for the survey ii. Sample Method

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The researcher selected stratified random sampling on the basis of convenience iii. Sampling plan The researcher survey was conducted in jay Kay export only. 1.8 Data collection The questionnaire schedule method is used for data collection. Observation method is also used whanever necessary. The questionnaire was prepared with twenty-eight questions vacating to the workers measure. 1.9 Data Processing After collection of data it is edited properly to make them ready for coding. A master table was prepared to sum up all the information contained in the questionnaire.

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1.10 Limitation of the Study 1. 2. The study was conducted with limited respondents. Some of the respondents doesnt give full attention because of their fear towards the higher authority. 3. The findings of the study are based only on the information given by the respondents. 4. Excessive sound from several machines of work place act as a hindrance of study. 5. This is a short period of study

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1.11 Chapter Scheme The present study consists of fourth chapter

Chapter I

Consists of introduction, objectives of the study, and importance of the study, research methodology, primary data, analytic tools, sampling design, data collection, and data processing and limitation of the study and chapter scheme.

Chapter - II

Deals with the company profit of labour welfare. With the analysis and interpretation Ends with the findings and suggestions.

Chapter - III Chapter - IV -

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LABOUR WELFARE 2.1 Introduction The term labour is used in many ways. Any work is undertaken manually or mentally for certain pecuniary consideration is termed as labour in economics. To quote marshall, Any exertion of mind or body undergone partly or wholly with a view to some good other than pleasure deprived directly from the work is called Labour. Labour in this sense includes the very highest professional skill of all kinds as well as labour of unskilled workers and artisans and of those employed in education, in fine arts, in justice and in government in all its branches & must include not only the labour that results in permanent form, but also renders services which perish in the act. Welfare Welfare connotes a condition of well-being, happiness, satisfaction, conservation & development of human resources. The concept of welfare is necessarily elastic in character, which vary in interpretations from country to
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country, and time to time depending on different social systems, degree of industrialization & general level of social & economic development. The need & importance of labour welfare is being increasingly appreciated throughout the civilized world. Labour welfare Labour welfare anything done for the intellectual, physical, moral and economic betterment of the workers, whether by employers, by govt or by other agencies, over and above what is laid down by law or what is normally expected as part of contractual benefits for which the workers may have bargained. Dr. Panendikar defines it as "work for improving the health, safety and general well-being and the industrial efficiency of the workers beyond the minimum standard laid down by the labour legislation. According to the oxford dictionary employee welfare or labour welfare means the efforts to make life worth living for workmen

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According to Arthur James Todd means anything done for the comfort and improvement, intellectual or social, of the employees over and above the wages paid which is not a necessity of the industry. According to a international Labour organization (I.L.O) report, workers welfare may be understood as including such services facilities and amenities which may be established in, or in vicinity of undertakings to perform their work in healthy and congenial surroundings and to avail of facilities which improve their health and bring high morale. On the basis of these definitions the following features of employee welfare can be identified: Labour welfare is a comprehensive term including various services facilities and amenities provided to employees for their betterment. Employee welfare is dynamic concept varying from country to country and from region to region with in the same country. Welfare measures are in addition to regular wages and other economic benefits available to employees under legal provisions and collective bargaining.

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Welfare measures may be provided not only by employers but also by the Govt, trade unions and other services agencies.

The basic purpose of employee welfare is to improve the working class and there by make a worker a good employee and a happy citizen. 2.2Aim of welfare work The object of welfare activities is partly humanitarian, partly economic. It is humanitarian, as it aims at providing certain facilities & amenities of life to the workers which they themselves cannot provide. It is economic, because it improves the efficiency of the workers & keeps the workers contented and minimizes the chances of conflict. It is civic because it is a means to promote a sense of responsibility and dignity among the workers and to make them better citizens. Another object of labour welfare is to fulfill the future needs and aspirations of labour. The following motives and considerations have prompted employers to provide welfare measures.

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1.

Some of the early philanthropic and paternalistic employers tried to ameliorate the working and living conditions of their workers by providing various welfare measures.

2.

Some of them took resource to welfare work to win over their employee's loyalty and to combat trade unionism and socialist ideas. The devotion to welfare work by many American employers during the twenties could be attributed to their antiunionism. However, such a motive did not succeed in checking the spread of trade unionism.

3.

Some employers provided Labour welfare services to build up a stable labour force, to reduce absenteeism and also to promote better relations with their employers.

4.

At present, labour welfare has been conceived of by some employers as an incentive and good investment to secure, preserve and develop greater efficiency and output from workers.

5.

One of the objects for provision of welfare activities m recent times by certain employers is to escape themselves from heavy
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taxes on surplus. 6. The purpose behind provision of welfare amenities by some companies is to enhance their image and to create an atmosphere of goodwill between labour and management and also between management and the public. 2.3 Necessity of Labour welfare The necessity for labour welfare is felt all the move in our country because of its developing economy aimed at rapid economic and social development. In this process it is trying to check the baneful effects of the industrial revolution, which have adversely affected the people all over the world. The need for labour welfare was felt by the royal commission on labour as far back as 1931.The philosophy of labour welfare and its necessity came in for a generous mention in a resolution passed by the Indian national congress on fundamental rights and economic programme in its Karachi session in 1931. The resolution demanded that the organization of economic life in die country must conform to the principles of justice and it might secure a decent standard of living. It also emphasized that the state should safeguard

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the interest of industrial workers and should secure for them, by suitable legislation, a living wage, healthy conditions of work, limited hours of labour. Suitable machinery for the settlement of disputes between employers and workmen and protection against the economic consequences of old age, sickness unemployment. 2.4 Principles of Labour Welfare Services Following are generally given as the Principles to be followed in setting up a labour welfare services. 1. The service should satisfy real needs of the workers. This means that the manager must determine what the employee's real needs are with the active participation of workers. 2. The service should be such as can be handled by cafetaria approach. Due to the differences in sex, age, marital status, number of children, type of job and the income level of employees there are large differences in their choice of a particular benefit. Hence, it is suggested that a package total value of benefits should be determined and the selection of the mix of benefits' should be left to the choice of each individual

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employee. This is known as the 'cafetaria' approach. 3. 4. The employer should not assume a benevolent posture. The cost of the service should be calculated and its financing established on a sound basis. 5. There should be periodical assessment or evaluation of the service and necessary timely improvement on the basis of feedback. 2.5 Labour Welfare in India The chapter on the directive principles of state policy in 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 institutions of the national life.

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Article 39 The state shall, in particular, direct its policy towards securing That the citizens, men and women equally have the right to an adequate means of livelihood. That the ownership and control of the material resources are so distributed as to subserve the common goods. That the operation of the economic system does not result in the concentration of wealth and means of production to the common detriment. That there is equal pay for equal work for both men & women. That the health and strength of workers, men and women, & the tender age of children a bused and the citizens are not forced by economic necessity to cater a vocation unsuited for their age or strength.

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Article 41 The state shall, within the limits of its economic capacity and development, make effective provision for securing the right to work, to education and to public assistance in cases of unemployment, old age, sickness and disablement and other cases of under-served wants. Article 42 The state shall make provision for securing just and humane conditions of work and for maternity relief. Article 43 The state shall endeavour to secure, by suitable legislation or economic organization or in any other way, to all workers, agricultural, industrial or otherwise, work, a living wage, conditions of work ensuring a decent standard of life and full employment of leisure and social and cultural opportunities and, in particular, the state shall endeavour to promote cottage industries on an individual or co-operative basis in rural areas. .

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The planning commission also realized the necessity of labour welfare, when it observed: In order to get the best out of a worker in the matter of production, working conditions require to be improved to a large extent". 2.6 Statutory provisions concerning Labour Welfare Employers are required to provide welfare facilities for workers under the following laws: 1. The factories act 1948 The welfare facilities provided under this act are as follows: Adequate, suitable and clean washing facilities separately for male and female workers. Facilities for storing and drying workers clothes. Sitting facilities for occasional rest for workers who are obliged to work in a standing position. First aid boxes or cupboards - one for every 150 workers, and ambulance facilities if there are 500 or more than 500 workers.
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Canteens, if 250 or more than 250 workers are employed. Shelters, restrooms, and lunch rooms if there are 150 or more than 150 workers.

Creches where 30 or more than 30 womenss are employed. Welfare officer, whenever 500 or more than 500 workers are employed. The employer should appoint sufficient number of Welfare officers.

Plantations Labour act 1951 Welfare measures prescribed under this act are as follows A canteen whenever 150 or more workers are employed. A creche if employing 50 or more women workers. Recreational facilities for the workers and their children. Educational arrangements in the estate if there are 25 children of workers between the age of 6 and 12. Housing facilities for every worker and his family residing in

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the plantation. Medical aid to workers and their families. Sickness allowance and maternity allowance subject to any rules framed by the state government. The state government may make rules requiring the employer to provide the workers with the prescribed number and type of umbrellas, blankets, raincoats or other such amenities for the protection of workers from rain or cold. i. Appointment of a welfare officer in plantations employing 300 or more workers 3. The mines act 1952 The mine owners are required to make provision for i. ii. Creches if 50 m more women are employed. Shelters for taking food and rest, whenever 150 or more workers are iii. employed. canteen whenever 250 or more workers are employed.

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iv.

First aid boxes and first aid rooms in mines employing more than 150 workers

v.

Pit head baths equipped with shower baths, sanitary latrines and lockers, Separately for men and women workers. b) Appointment of a welfare officer whenever more than 150 workers are employed.

4. The motor transport workers act 1961 a. Canteens of prescribed standards, if employing 100 or more workers. b. Clean, ventilated, well-lighted and comfortable restrooms at every place where motor transport workers are required to halt at night c. Uniforms, raincoats to drivers, conductors and time checkers to protection against rain and cold. d. The prescribed amount of washing allowance to the above mentioned staff.

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e.

Prescribed medical facilities at the operating centers and at halting stations.

f.First aid facilities in every transport vehicles. 5. The contract labour (regulation A abolition act 1970). It is obligatory on the part of the contractor to provide the following facilities. a. A canteen in every establishment employing 100 or more workers. b. Rest rooms or other suitable alternative accommodation where the contract labour is required to halt at night in connection with work of an establishment. c. d. Washing facilities. First aid boxes equipped with the prescribed contents. In case the contractor fails to make the above arrangements, the principal employer is liable to provide the same.

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2.7 Labour welfare measures: The importance of labour welfare measures was Accepted as early as 1931, when the royal commission on labour stated the benefits, which go under these nomenclature are of great importance to the worker and which he is unable to secure by himself, The scheme? of labour welfare may be regarded as a wide investment, which should and usually does bring a profitable return in the form of greater efficiency. Labour welfare measure also have beneficial effects of the workers. The welfare measure influence the sentiments of the workers and contribute to the maintenance of industrial peace. Better housing, sickness and maternity benefits provident funds and pensions, educational facilities and entertainment etc., In crates a feeling amongst the workers that they have a stake in the industry the workers become more stabilized and committed, economically efficient and mental and moral health of the worker is improved. Following welfare facilities were selected for in depth research investigation.

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1. Health and medical facilities: The efficient working process needs sound health of the persons engaged there in unless the workers are physically and smoothly. Therefore, medical care and health facilities for industrial workers form and integral part of labour welfare programme in all the countries of the world. 2. Canteen facility The workers canteen is being increasingly recognized all over the world as an essential part of industrial establishment, providing very great benefits form the point of view of health, efficiency and well being of the workers. With view to evaluating the implementation of statutory welfare measures, including canteen in factory establishment. 3. Housing facilities Housing condition in industrial towns and cities have been worst. Most of the industries grew up without any plan and cities have grown haphazardly. This has resulted in the growth of slums and insanitary huts and substandard houses which are poorly ventilated and over congested, often lacking basic amenities like water & light.

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4. Recreation Facilities The importance of entertainments, as a means to relative the monotony and drudgery of working long hours in the factories, or mines, and to introduce an element of Joy and relief as well as to impart instructions and education to the ignorant workers. 5 Transport facilities: Transport facilities by rail and road have acquired significance in view of industrial development as well as change in the location pattern of industries. 6. Educational facilities: The provision of educational facilities for workers and their children is a social service of great importance in India, where illiteracy is widely prevalent.The economic & social progress of a particular country largely depends, among other factors upon the quality of work force. This has a special significance in view of the rapid technological changes. Education in this context, plays a very important part in motivating and enabling the working population for changes necessary for accelerated progress.

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2.8 History of the Company Introduction Jay Kay exports is a garments incorporated in 5th may 1993. The company was incorporated by Mr.S.Rajamanickam. The commencement of production process of business way in 26th December 1994. Mr.s.Rajamanickam is a managing director of the company. Now the company is well equipped with latest machines and better facilities of production. 2.9 Location Jay Kay exports is situated in Ammapalayam 7KM away from Truppur. The company has an executive area of 7.58 acres of land. The companies have all infrastructure facilities. Adequate supply of water has been ensured by the local bodies and also the company has its own bore well water.

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2.10 Share Capital The company started with Initial capital of Rs. 50,00,000. Organization Structure The company is administered by one managing director and an executive director under the supervision and control of the board of directors. 2.11 Raw Materials Yarn Catton Stiching yarn

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Organisation Chart

Managing Director

General Manager

Purchase officer

Production Manager

Finance Manager

Marketing Manager

Quality Controller

Accounts officer

Sales officer

Cashier Store Keeper Supervisor

Worker

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2.12 Objectives of the company The main aim or objective of the company is to maximize profit. In addition to that the following objectives are important Maximise sales Customer satisfaction Maintaining quality Provide better services to its customers

2. 13 Management The company is managed by Mr.S. Rajamanickam, managing director of the company. 2.14 Bankers State bank of Mysore State Bank of India Indian bank

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2. 15 Personnel There are 175 workers in the company Office staff Workers 16 159 ---------------175 ----------------

Total number of workers Departments

The various departments are as follows 1. Purchase Department 2. Production Department 3. Accounts Department 4. Marketing Department 2.16 Purchase Department

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Purchase department is concerned with the purchase of required materials differ from order to order. The purchase department is supervised by the purchase manager. The main function of purchase department is to purchase good quality of raw materials. The common material purchased by the firm are taw materials. Packing materials, tools etc., Among the raw materials yarn is the most important material. The other materials, namely elastic, buttons are optional. The yarn can be classified into Stitching yarn Knitting yarn

Stitching Yarn The yarn used for the purpose of stitching is different from that of the yarn used for knitting. The stitching yarn are stronger than the knitting yarn. Knitting yarn Knitting yarn is less in thickness and they undergo process in the spinning these yarn are used in the fabrication machine. The process in which the yarn is converted into cloth is known as fabrication. This serval as
45

the important process in the production of the garments only after this the major part of the production takes place.

46

Packing materials The packaging is the main part of the production. The packing is the silent advertiser. So the materials used must be attractive and also it should be capable of protecting the goods. The materials used for packaging are Polythene covers Cartons Gummy bags Gum Tapes

The polythene covers are also of different sizes namely large, medium and small. The large size polythene covers are used for placing inside are not damaged by changes in the weather. The finished fabrics are placed in the medium sized polythene covers. The quality of these polythene covers are higher than those of these polythene covers are higher than those used for large size covers.

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The cartons are large boxes made or cardboards, each carton has a capacity of holding 500 bunions. The cartons are packed with the help of Gum tapes. The cartons are placed inside the gummy bags. The packed goods are transported to the harbours through lorries. Buttons Usually the buyer of the goods will send the buttons. This is because of the uniformity they like to maintain. The firm also some times purchase the buttons after getting the approval from the buyers. These buttons are also of different size. The purchase department purchase according to the size required for the current production. The colour of the buttons are also decided by the buyers. Elastic The elastic which is essential to this product is to be purchased. Mostly the elastics are used by the firms who manufacture under garments. The elastics differ in sizes.

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Tools The tools used are 1. 2. 3. Needles Tapes Scissors

The scissor and tapes are not purchased as that of needles. There are different types of needles. Like needles used in over lock machines, Tailoring machines, Flat machines, picodin machines. They are frequently purchased, as they are easily breakable. 2.17 Production Department The production department plays an important role in deciding the returns to the firm. There are various steps in production cycle.

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PRODUCTION PROCESS

Knitting

Dyeing

Steam

Cutting

Stitching

Checking

Ironing

Packing

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Knitting The process in which the yarn is converted into cloth is known as knitting. Dyeing The kitted rolls are send for dyeing. They are steamed into required colors. This is the largest process in to production. The dyes rolls are dried through machines and also in the sun. Steaming The dyed fabric are rolled here. They are weighs are then sent to the firm care should be taken in steaming fabric. Cutting The cutting masters are skilled labours. They cut the rolls in required size and shape. Stitching After the cutting process the fabric are comes to the stitching master. They stitch the fabric in required design and form.
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Checking A sample piece is taken and checked to see whether they are dyes properly by leaving the piece in the beaket filled water for one or two days. Ironing After the process in the checking the finished garments are pressed and sent for packing. Packing The garments are kept in the cartons for packing. The garments are packed in polythene covers and enclosed by cellotapes. Before it is packed to send for the lorries they have to undergo checking by the quality control department. 2.18 Accounting department The function of the accounting department is that of maintaining records of day-to-day transactions. The following books are maintained

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Sales day book Purchase day book Cash book Ledger accounts

With the help of the above information they prepare bank reconciliation statement, ascertainment of balance between cash book and pass book at the end of every month. The trial balance, trading and profit or loss account and balance sheet are prepared at the end of the financial year, namely from 1 April to 31 march in order to know the financial position of the company. 2.19 Marketing Department Marketing is specialized branch of operation for any organization, whether it earning profit or not. The whole position and performance of the company depends on the marketing department and without the knowledge of marketing department of the company cannot sell its goods.

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Sales Promotion Sales promotion means increasing quantity of sales by means of introducing new sales techniques, decreasing the cost and increasing the quantity of product. The main technique of the mill is to reducing the cost and increasing the quality of the product. 2.20 Welfare Measures The following facilities are available to the workers Rest room Uniform Co-operative stores Production Incentives Medical Facility Safety and pollution control Allowances

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 Rest Room

Canteen Bonus Leave facility

The company having a rest room and dressing room to enable the workers to take rest during the intervals or prior of attending shifts. Uniform Every year two pairs of Teri cotton uniform are given to the workers. Co-operative stores The company having a co-operative stores to enable the workers to purchase things at confessional rate. Production Incentives Incentives are given on the basis of time Medical Facilities The company having good medical facilities
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Allowance The company gives the following allowance Canteen The company having canteen run by a contractor. Meals is provided at subsidized rate along with vada, bajji at regular intervals. 2.21 Conclusion The company is a growing concern. It has been planned to expand the installed capacity to meeting the growing orders. Festival allowances Conveyance allowance Childrens educational allowances

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CHAPTER III ANALYSIS AND INERPRETATION Introduction This chapter concentrates about the profile of the socio-economic characteristics like sex, age, educational, qualification, martial status, year of service in the present post monthly income etc., For this purpose the primary data were collected through a structured questionnaire administered to the 50 sample of respondents. The profile of the respondents selected for the study has been presented in this chapter.

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Table 1 Educational wise Classification of Welfare Measures

Educational qualification SSLC Higher Secondary Illiterate TOTAL Source : Primary Data Inference

No. of Respondents 8 35 7 50

Percentage 16 70 14 100

The above table shows that out of 50 respondents are SSLC, 70% are higher secondary and 14% of the respondents are illiterate.

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Table 2 Year of service in the present post

Year of Service Below 3 years 3 5 years Above 5 years TOTAL Source : Primary Data Inference

No. of Respondents 25 18 7 50

Percentage 50 36 14 100

The above table shows that out of 50 respondents, 50% respondents are below 3 years service in the present post, 36% respondents are 3 5 years service in the present post and 14% are above 5 years services of the company.

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Table 3 Monthly income of Employees

Income Below 3000 4000 5000 Above 5000 TOTAL Source : Primary Data Inference

No. of Respondents 19 21 10 50

Percentage 38 42 20 100

The above table shows that out of 50 respondents, 38% are below 3000 with the monthly income provided by the company 42% are 4000 5000 and 20% respondents are above 5000.

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Table 4 Employees satisfaction from safety Measures

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 12 35 3 50

Percentage 24 70 6 100

The above table shows that out of 50 respondents, 24% are fully satisfied with the safety measures provided by the company, 70% are satisfied and 6% are not satisfied.

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Table 5 Employees satisfaction with the Incentives

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 6 34 10 50

Percentage 12 68 20 100

This tale shows that out of 50 respondents, 12% are fully satisfied with the incentives scheme, 68% satisfied and 20% are not satisfied with the incentives provided by the management.

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Table 6 Employees satisfaction From Canteen

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 13 20 17 50

Percentage 26 40 34 100

The above table shows that among 50 respondents, 26% are fully satisfied, 40% respondents are satisfied and 34% respondents are not satisfied with the canteen provided by Jay Kay exports.

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Table 7 Employees satisfaction towards conveyance allowance

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 6 32 12 50

Percentage 12 64 24 100

It is inferred from the above table shows that out of 50 respondents, 12% are fully satisfied with the conveyance allowance provided by the company, 64% are satisfied and 24% respondents are not satisfied with it.

64

Table 8 Employees satisfaction towards accident compensation

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 11 23 16 50

Percentage 22 46 32 100

Here, out of 50 respondents, 22% of the respondents are

fully

satisfied with the accident compensation provided by the company, 46% are satisfied and 32% respondents are not satisfied with it.

65

Table 9 Leave Facility Provided by the company

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 7 25 18 50

Percentage 14 50 36 100

This table shows that out of 50 respondents, 14% are fully satisfied with the leave facility provided to company, 50% are satisfied and 36% respondents are not satisfied.

66

Table 10 Employees Receiving the Support From Superiors

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 12 17 21 50

Percentage 24 34 42 100

Here, out of 50 respondents, 24% are fully satisfied with the suggestion and support received from superiors, 34% are satisfied and 42% respondents are not satisfied.

67

Table 11 Employees satisfaction Regarding their present job

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 13 30 7 50

Percentage 26 60 14 100

This table shows that out of 50 respondents, 26% are fully satisfied with the present job provided by the company, 60% are satisfied and 14% respondents are not satisfied.

68

Table 12 Employees Opinion about children Education Scheme

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 18 21 11 50

Percentage 36 42 22 100

Here, out of 50 respondents, 36% are fully satisfied with the children education scheme of a company, 42% are satisfied and 22% respondents are not satisfied.

69

Table 13 The Opinion the employees towards lighting

Opinion Good Average Bad TOTAL Source : Primary Data Inference

No. of Respondents 35 12 3 50

Percentage 707 24 6 100

The above table shows that out of 50 respondents, 70% of the employees feel good about lighting facility, 24% feel average and 6% feel bad about lighting facility.

70

Table 14 Drinking Water Facility

Opinion Good Average Bad TOTAL Source : Primary Data Inference

No. of Respondents 25 21 4 50

Percentage 50 42 8 100

The above table shows that out of 50 respondents, 50% are respondents feel that drinking water facilities are good, 42% of respondents feel that its average and 8% of respondents viewed that its bad.

71

Table 15 Opinion of employees about ventilation

Opinion Good Average Bad TOTAL Source : Primary Data Inference

No. of Respondents 10 25 15 50

Percentage 20 50 30 100

The above table shows that out of 50 respondents, 20% feel good about the ventilation in company, 50% feel average, and 30 % feel bad about the ventilation of Jay Kay Exports.

Table 16
72

Medical Benefits

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 6 28 16 50

Percentage 12 56 32 100

The above table shows that out of 50 respondents 12% of the respondents are fully satisfied, 56% are satisfied and 32% are not satisfied with the medical benefits provided by company.

73

Table 17 Toilet Facility

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 1 27 22 50

Percentage 2 54 44 100

The above table shows that out of 50 respondents, 2% are fully satisfied, 54% respondents are satisfied and 44% respondents are not satisfied with the toilet facility provided by Jay Kay exports.

74

Table 18 Employees Satisfaction with Festival Allowance

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 13 22 15 50

Percentage 26 44 30 100

The above table shows that out of 50 respondents, 26% of the respondents are fully satisfied, 44% are satisfied and 30% respondents are not satisfied with the benefits of festival allowance provided by the company.

75

Table 19 Housing Facility Provided by the Company

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 10 22 18 50

Percentage 20 44 36 100

The above table shows that out of 50 respondents, 22% are fully satisfied, 44% respondents are satisfied and 36% respondents are not satisfied with the housing facility provided by Jay Kay Exports.

76

Table 20 Employees Satisfaction with Wage Structure

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 6 35 9 50

Percentage 12 70 18 100

The above table shows that out of 50 respondents, 12% are fully satisfied, 70% respondents are satisfied, and 18% respondents are not satisfied with the wage structure offered by Jay Kay Exports.

77

Table 21 Wage determination in connection with high consultation

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 8 28 14 50

Percentage 16 56 28 100

The above table shows that out of 50 respondents, 16% respondents are fully satisfied and 56% are satisfied, and 28% respondents are not satisfied with the importance given to employees consultation while determining the wages.

78

Table 22 Wage determination by trade Union

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 9 25 16 50

Percentage 18 50 32 100

Here, out of 50 respondents, 18% of the respondents are fully satisfied, 50% are satisfied and 32% respondents are not satisfied with the role played by trade union in wages determination.

79

Table 23 Welfare Measures

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 12 28 10 50

Percentage 24 56 20 100

The above table shows that out of 50 respondents, 24% are fully satisfied and 56% are satisfied, and 20% respondents are not satisfied with the welfare measures provided by Jay Kay Exports.

Table 24
80

Rest Room and Dressing Room Facilities

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 8 27 15 50

Percentage 16 54 30 100

The above table shows that out of 50 respondents, 16% are fully satisfied, 56% are satisfied and 20% respondents are not satisfied with the rest room and dressing room facility provided by Jay Kay Exports.

81

Table 25 Relationship with Company Workers

Opinion Good Satisfactory Poor TOTAL Source : Primary Data Inference

No. of Respondents 21 24 5 50

Percentage 42 48 10 100

It is inferred from the above table shows that out of 50 respondents, 42% are feel good with the relationship with company workers. 48% are feel satisfactory and 10% respondents feel poor.

82

Table 26 Medical Benefits based on Age

Medical Benefit Age Wise

Fully Satisfied No.of Persons Percentage

Satisfied No.of Persons Percentage

Not Satisfied No.of Persons Percentage

20 30 31 40 Above 41 TOTAL

5 1 6

83.33 16.67 100

15 9 4 28

53.57 32.14 14.29 100

11 3 2 16

68.75 18.75 12.50 100

Source : Primary Data Inference The above table shows that out of 50 respondents, 83.33% respondents are fully satisfied under the age group 20 30. 16.67% respondents are fully satisfied under the age group 31- 40. 53.57% respondents are satisfied under the age group of 20 30. 32.14% respondents are satisfied under the age group of 31 40. 14.29% are not satisfied under the age group of above 41.

83

68.75% respondents are satisfied under the age group of 20 30. 18.75 respondents are satisfied under the age group of 31 40 and 12.50% are not satisfied under the age group of above 41. Out of 50 respondents, 12% are fully satisfied, 56% are satisfied and 32% respondents are not satisfied with the medical benefit provided by the company.

84

MEDICAL BENEFITS BASED ON AGE

90 80 70 Percentage 60 50 40 30 20 10 0

20-30

31-40 Age Wise

above 41

Fully Satisfied

Satisfied

Not satisfied

85

Table 27 Welfare Measures

Opinion Fully Satisfied Satisfied Not Satisfied TOTAL Source : Primary Data Inference

No. of Respondents 12 28 10 50

Percentage 24 56 20 100

The above table shows that out of 50 respondents, 24% are fully satisfied and 56% are satisfied, and 20% respondents are not satisfied with the welfare measures provided by Jay Kay Exports.

86

WELFARE MEASURES

20

24

56

Fully Satisfied

Satisfied

Not Satisfied

87

Table 28 Housing facility Based on Sex

Housing Facility Sex

Fully Satisfied No.of Persons Percentage

Satisfied No.of Persons Percentage

Not Satisfied No.of Persons Percentage

Female Male TOTAL

5 5 10

50 50 100

12 10 22

54.55 45.45 100

7 11 18

38.89 61.11 100

Source : Primary Data Inference This table shows that out of 50 respondents, 50% of the female are fully satisfied and 50% of the female fully satisfied. 54.55% respondents of the female are satisfied and 45.45% of the respondents are satisfied. 38.89% of the female respondents are not satisfied and 61.11% of the male respondents are not satisfied. Out of 50 respondents 20% fully satisfied and 44% satisfied, 36% are not satisfied with housing facility provided by the Jay Kay Exports.

88

HOUSING FACILITY BASED ON SEX

70 60 50 Percentage 40 30 20 10 0 Female Age Wise Male

Fully Satisfied

Satisfied

Not satisfied

89

Table 29 Wags Determination Trade Union Based on Education Qualification

Trade Union wages Determination Education Qualification

Fully Satisfied No.of Persons

Satisfied No.of Persons

Not Satisfied No.of Persons

Percentage

Percentage

Percentage

SSLC Higher Secondary Illiterate TOTAL

1 6

11.11 66.67

5 16

20 64

2 13

12.5 81.25

2 9

22.22 100

4 25

16 100

1 16

6.25 100

Source : Primary Data Inference The above table shows that out of 50 respondents. 11.11% respondents are fully satisfied under the SSLC. 66.67% are fully satisfied under the higher secondary, and 22.22% respondents are fully satisfied under the Illitrate.

90

20% respondents are satisfied under SSLC. 64% respondents are satisfied under the higher secondary, and 16% are satisfied under the illiterate. 12.5% respondents are not satisfied, 81.25% are not satisfied under higher secondary. 6.25% of Illiterate. Out of 50 respondents, 18% are fully satisfied 50% are satisfied and 36% are not satisfied with trade union wages determination provided by the Jay Kay Exports.

91

WAGE DETERMINATION TRADE UNION BASED ON EDUCATIN QUALIFICATION

90 80 70 Percentage 60 50 40 30 20 10 0 SSLC Higher secondary Age Wise llitrate

Fully Satisfied

Satisfied

Not satisfied

92

Table 30 Superior support Based on Year of Service

Superior Support to Workers Year of Service

Fully Satisfied No.of Persons Percentage

Satisfied No.of Persons Percentag e

Not Satisfied No.of Persons Percentage

Below- 3 years 3 5 years Above 5 years TOTAL

5 6 1 12

41.67 50 8.33 100

11 3 3 17

64.70 17.65 16.65 100

11 8 2 21

52.38 38.10 9.52 100

Source : Primary Data Inference The above table shows that out of 50 respondents 41.67% are fully satisfied below 3 years. 50% fully satisfied 3- 5 years, and 8.33% fully satisfied above 5 years. 64.75% respondents are satisfied below 3 years. 17.65% are 3-5 years, 16.65% satisfied above 5 years.

93

52.38% respondents are not satisfied below 3 years 38.10% respondents are not satisfied 3-5 years. 9.52% are not satisfied above 5 years. Out of 50 respondents, 24% respondents are fully satisfied, 34% respondents are satisfied and 42% are not satisfied with superior support provided by the Jay Kay Exports.

94

SUPERIOR SUPPORT BASED ON YEAR OF SERVICE

70 60 50 40 30 20 10 0 Below 3 years 3 - 5 years Age Wise above 5 years

Percentage

Fully Satisfied

Satisfied

Not satisfied

95

CONCLUSION The study is helpful in finding out the Socio Economic Characteristics, like Sex, Age Educational Qualification, Martial Status, Year of service in the present past, monthly income etc., This analysis the researcher should found out the labour satisfaction with regard to welfare facilities are provided by the management.

96

CHAPER IV FINDINGS AND SUGGESTION Findings 1. The researcher could find that 24% of the respondents are fully satisfied and 70% of the respondents are satisfied and 6% are not satisfied with the safety measures and protected equipment provided by the company. 2. 12% of the respondents are fully satisfied, 68% are satisfied and 20% of the respondents are not satisfied with the incentives provided by the company on the basis of their work. 3. 26% respondents are fully satisfied, 40% are satisfied and 34% respondents are not satisfied with the canteen facility provided by the company. 4. 12% respondents are fully satisfied, 64% respondents are satisfied and 24% respondents are not satisfied with the conveyance allowance provided by the company.

97

5.

22% respondents are fully satisfied, 46% respondents are satisfied and 32% respondents are not satisfied with the accident compensation provided by the company.

6.

14% respondents are fully satisfied, 50% are satisfied and 36% respondents are not satisfied with the leave facilities provided by the company.

7.

24% respondents are fully satisfied, 34% are satisfied and 42% respondents are not satisfied with the support received from superior.

8.

26% respondents are fully satisfied, 60% are satisfied 14% are not satisfied with the employee present job provided by the company.

9.

36% respondents are fully satisfied, 42% are satisfied and 22% respondents are not satisfied with the children education scheme provided by the company.

10.

70% of the employees are feel good and 24% employees are feel average, 6% employees are feel bad with the lighting facility provided by the company.
98

11.

50% of the employees are feel good, 42% employees are average, and 8% employees are feel bad with the drinking water facility provided by the company.

12.

20% of the employees are feel good, 50% average and 30% bad with the ventilation provided by the company.

13.

12% of the respondents are fully satisfied, 56% are satisfied and 32% respondents are not satisfied with the medical benefits provided by the company.

14.

2% of the respondents are fully satisfied, 54% are satisfied and 44% respondents are not satisfied with the toilet facility provided by the company.

15.

26% respondents are fully satisfied, 44% are satisfied 30% not satisfied with the festival allowance provided by the company.

16.

20% respondents are fully satisfied, 44% are satisfied and 36% are not satisfied with the housing facility provided by the company

99

17.

12% of the respondents are fully satisfied, 70% are satisfied and 18% respondents are not satisfied with the wages structure of the company.

18.

16% of the respondents are fully satisfied, 56% satisfied and 28% are not satisfied with the wages determination in connection with high consultation of the company.

19.

18% respondents are fully satisfied, 50% satisfied and 32% respondents are not satisfied with the wages determination by trade union of the company.

20.

24% of the respondents are fully satisfied, 56% are satisfied and 20% respondents are not satisfied with the welfare measures of the company.

21.

16% of the respondents are fully satisfied, 54% are satisfied and 30% respondents are not satisfied with the rest room and dressing room facilities of the Jay Kay Exports.

22.

42% respondents are feel good, 48% average and 10% bad with relationship with the company workers.

100

23.

76% respondents come to job shift system 24% of the respondents not shift time system in the company.

24.

26% of the respondents are feel good 54% of the respondents are feel satisfactory and 20% are poor with the workers and supervisors relationship of the company.

Suggestions On the basis of survey finds the following suggestions are given to improve the welfare measured provided by the Jay Kay Exports (P) Ltd., 1. The company must increase the rate of incentives provided to the workers on the basis of production. 2. It must provide vehicles to pickup shift duty workers for long distance and any other purpose. 3. The company must increase the rate for their children education allowance provided to the workers. 4. The company must increase the number of rest room and dressing room facilities provided to the workers.

101

5. 6. 7.

The company must provide good medical facilities It must provide housing facility to employees. The company must increase the festival allowance.

102

QUESTIONNAIRE I) Personal Data a. Employee Name b. Employee No. c. Age d. Sex i) Male [ : : : : ] ii) Female [ ]

e. Educational Qualification i) SSLC f. Martial Status i) Married [ ] ii) Unmarried [ ] [ ] ii) Higher Secondary [ ] iii) Illiterate [ ]

g. Year of Service in the present post i) Below 3 years [ ] ii) 3 - 5 years [ ] iii) Above 5 years [ ]

h. Monthly Income through employment i) Below 3000 [ II Awareness 1. Are you satisfied with the safety measures provided in the company? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ] ] ii) 4000 - 5000 [ ] iii) Above 5000[ ]

2. Are you satisfied with the incentives provided on the basis of your work? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

3. What is your opinion about the canteen run by the organisation? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

4. What is your opinion about the conveyance allowance? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

5. Are you satisfied with the compensation provided for accidents? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

6. What is your opinion about the leave facility? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

7. Are you satisfied with suggestions and support received from supervisors? a. Fully satisfied [ ] b. Satisfied [ 8. Are you satisfied with your present job a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ] ] c. Not satisfied [ ]

9. Do you have any physical problem because of your work? * Yes/NO It yes, Specify 10. Are you satisfied with the childrens education scheme? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

11. Rate your level of satisfaction regarding Lighting Drinking water : : a) Good [ a) Good [ ] b. Average [ ] b. Average [ ] c. Bad [ ] c. Bad [ ] ]

Ventilation

a) Good [

] b. Average [

] c. Bad [

12.What is your level of satisfaction with regard to medical benefits? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

13. Are you satisfied with the toilet facility? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

14. Are you satisfied with the benefits of festival allowance? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

15. What is your opinion regarding housing facility provided by the company? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

16. Does the management take employee consultation while determining he wages what is your opinion about it? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

17. Are you satisfied with the wages structure offered by jay kay exports? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

18. Are you satisfied with role played by trade union in wage determination? a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

19. Are you satisfied with the welfare fund of the company? a. Fully satisfied [ ] b. Satisfied [ 20. Do you come shift system? a. Yes [ ] b. No [ ] ] c. Not satisfied [ ]

21. Is shift timing is convenient? a. Yes [ ] b. No [ ]

22. Are you satisfied with the rest room and dressing room facilities offered by the company a. Fully satisfied [ ] b. Satisfied [ ] c. Not satisfied [ ]

23. How is your relationship with co-workers? a. Good [ ] b. Satisfactory [ ] c. Poor [ ]

24. How is your relationship with your supervisors? a. Good [ ] b. Satisfactory [ ] c. Poor [ ]

25. Are you satisfied with the cleanliness in the canteen? a. Yes [ ] b. No [ ]

26. Do you company provide employees state insurance coverage? a. Yes [ ] b. No [ ]

27. Are you satisfied with the available of state insurance coverage? a. Yes [ ] b. No [ ]

28. Give your suggestions to improve the existing facilities

BIBLIOGRAPHY S. No.
1

Book Name
Export Marketing

Author Name
B.S. Rathor J.S. Rathor

Year
1994

Publisher Name
Himalaya publishing Ramdjot Dr. Bhalerao Mang, Girgaon, Bombay-400 004

Export Marketing

Kathiresan Radha

1993

Bhavani Publications 17, Murugappa Achani Street, Chepack, Chennai

Labour welfare administration in India

Sewashing Chauthan

1993

Kanishka Publishers, Distributors Delhi - 110031

Labour Welfare 4 Social security

A.M. Sarma

1996

Mrs. Meenapanday For Himalay Publishing House Bomabay 400 001

Labour problems and social welfare

R.C. Saxena

1996

N.A. gupta partners K. Nath & Co Mea ret

Human resource Management

Dr. C. B. Gupta

2002

Sultan chand & Sons New Delhi - 110 002

CONTENTS Chapter No. 1 INTRODUCTION 1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 1.9 Introduction Objectives of the study Importance of the study Research methodology Primary Data Analytical Tools Sampling design Data collection Data processing 1 15 16 18 18 18 18 19 19 20 21 Title Page No.

1.10 Limitation of the study 1.11 Chapter Scheme 2 LABOUR WELFARE 2.1 2.2 2.3 2.4 2.5 Introduction Aim of Welfare work Necessity of Labour Welfare Principles of Labour services Labour welfare in India

22 25 27 28 29

2.6

Statutory provisions concerning labour welfare

32

2.7 2.8 2.9

Labour welfare measures History of the Company Location of the exports

37 40 40 41 41 43 43 43 44 44 48 51 52 53 55

2.10 Share capital 2.11 Raw materials 2.12 Objectives of the Company 2.13 Management 2.14 Bankers 2.15 Personnel 2.16 Purchase department 2.17 Production department 2.18 Accounting department 2.19 Marketing department 2.20 Welfare measures 2.21 Conclusion 3 ANALYSIS AND INTERPRETATION 3.1 3.2 3.3 4 Introduction Analysis and Interpretation Conclusion

56 56 95

FINDINGS AND SUGGESTION

4.1 4.2

Findings Suggestions

96 101

APPENDIX Questionnairesss BIBLIOGRAPHY

LIST OF TABLES Chapter No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 Table Name Educational wise classification of welfare measures Year of service in the present post of employees Monthly income of employees Employees satisfaction from safety measures Employees satisfaction with the incentives Employees satisfaction from canteen Employees satisfaction towards conveyance allowance Employees satisfaction towards accident compensation Leave facility provided by the company Employees reviving the support from superiors Employees satisfaction regarding their present job Employees opinion about children education scheme The opinion of employees towards lighting Drinking water facility Opinion of employees about ventilation Medical Benefits Toilet facility Employees satisfaction with festival allowance Housing facility provided by the company Employees satisfaction with wage structure Wages determination in connecting with high Page No. 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77

consultation 22 23 24 25 26 27 28 29 30 Wages determination by trade union Welfare measures Rest room and dressing room facilities Relationship with company workers Medical benefits based on age Welfare measures Housing facility based on sex Wages determination trade union based on education qualification Superior support based on year of service 92 78 79 80 81 82 85 87 89

LIST OF CHARTS Chapter No. 1 2 3 4 5 Welfare Measures Housing facility based on sex Wages determination trade union based on education qualification Superior support based on year of service 94 Chart Name Medical benefits based on age Page No. 84 86 88 91

A STUDY ON LABOUR WELFARE WITH SPECIAL REFERENCE TO JAY KAY EXPORTS (P) LTD AMMAPALAYAM
A PROJECT REPORT

Submitted by

S.Sarojini
Reg.No.023AA0151
Under the guidance of

Mr. S. SARAVANAN,

M.A. M.Phil.,

Submitted in the partial fulfillment of the requirements for the degree of

MASTER OF COMMERCE
Of Bharathiar University, Coimbatore

OCTOBER - 2003

MAHARAJA COLLEGE FOR WOMEN

Perundurai 638 052

Department of Commerce

MAHARAJA COLLEGE FOR WOMEN

Perundurai 638 052

CERTIFICATE
This is to certify that the project report entitled, A STUDY ON LABOUR WELFARE WITH SPECIAL REFERENCE TO JAY KAY EXPORTS (P) LTD, AMMAPALAYAM. is a bonafide record of work done by S.SAROJINI, Reg.No 023AA0151 is submitted in partial fulfillment of the requirements for the Degree of Master of Commerce of the Bharathiar University, Coimbatore.

Head of the Department (Ms.S.RAJALAKSHMI)

Faculty Guide (Mr.S.SARAVANAN)

Viva voice Examination Held on:________________

Internal Examiner

External Examiner

Principal

DECLARATION I, S.Sarojini, Reg.No. 023AA0151 declare that the project report on A STUDY ON LABOUR WELFARE WITH SPECIAL REFERENCE TO JAY KAY EXPORTS (P) LTD, AMMAPALAYAM is the result of the original record work done by me and to the best of my knowledge. This project report is submitted on partial fulfillment of the requirements for award of the degree of MASTER OF COMMERCE of Bharathiar University, Coimbatore under the supervision of Mr.S.Saravanan, M.A., M.Phil.

Place: Date:

Signature of the candidate (S.Sarojini) Reg.No. 023AA0151

ACKNOWLEDGEMENT Love is scattered with shadows of thanks and gratitude If words are considered as symbols of approval and taken of acknowledgement then let the words play the heralding role of expressing my gratitude to all those who have helped me directly me directly or indirectly during this project. First and foremost, I wish to express my gratitude to the lord almighty for his graceful blessing showered upon me. I express my sincere gratitude and profuse thanks to

Thiru.K.PARAMASIVAM, Chairman Maharaja College for Women, Perundurai. Thiru.P.SATHIYAMOORTHY, Correspondent and Secretary, Maharaja College for Women and Mrs.R.INDRALEKHA, Special Officer and Mrs.V.PANKHAJA VIJAYAN, Principal, Maharaja College for Women, Perundurai for providing necessary facilities to complete this project. I express my sincere thanks to Ms.S.RAJALAKSHMI, M.Com., B.Ed., M.Phil., Lecturer, Head of the Department of Commerce for having permitted me to take up this project work. I wish to convey my profuse thanks to my project guide Mr.S.SARAVANAN, M.A., M.Phil., Lecturer Department of Commerce for his encouragement and guidance through out this project.

I wish to vouchsafe my deep sense of gratitude and thanks to C.Rajamanickam, Managing Director of JAY KAY EXPORTS LTD., Ammapalayam, who have spared their valuable time for providing the facilities during the period of the project work. I express my thanks to all the employees of Jay Kay Exports and to the respondents for their kind co-operation in fulfilling the questionnaire. I express my sincere thanks to my Father and also Family members for their affectionate blessings and loving, Co-operation received from them at all moments and hours of this academic venture. I wish to express my sincere thanks to my Friends for their love, motivation and Co-operation during the course of study. I thank to Callme Computers for their neat and timely completion of typing of this project. (S.Sarojini)