study on satisfaction level of employees with special

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CHAPTER 1

INTRODUCTION

1 . I N T R O D U C T I O N

Technology makes l i festyle easier by providingbetter support to d i f f e r e n t s y s t e m s , b e t t e ra c c u r a c y , b e t t e r s e c u r i t y o p t i o n s ,e a s i e r maintenance, etc. Now a days technologyeventually means computers which is the greatestachievements of last century. Day by day computers arebeing more and more popular because of its features likeease of work, ease of learning, greater accuracy with theleast time consumption and the last but not the leasti.e. ease of maintenance with cost effectiveness. S o a s ap a r t o f t h e s e o n g o i n g e v o l u t i o n a r y a p p r o a c h

t r ad i t i o n a l systems are being computerized to makethem more fruitful than ever.

2.ABSTRACT

Time Table Management system is an automated systemwhich genets time table according to the data given by theuser. The main requirement of the application is toprovide the details about the branch, subjects, no.of l ab s , t o t a l no . o f p e r i o d and d e ta i l s ab ou t

t h e l a b as s i s t an ce . Th e n th e application generatesthe time table according to your need.

3.PROJECT DEFINITION

The basic project is to create a Time Table ManagementSystem . To create Databases of different entities involved in

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this process. Ma in ta in in g da ta ba se -c on ta in in gin fo r m a t i on a bo u t th e va r i ou s semesters, subjects,Labs, teachers etc.

4. NEED

As we discussed earl ier that manual maintenanceof a T ime Tab le Ma na gem en t S yst em i s ate d io us job . So to en ha nce th e e ase o f workingwe go for this package. Manual maintenance of databases ofitems, time table processing is a time taking process andsomehow erroneous. T o g i v e m o r e a c c u r a c y t ot h e s y s t e m i . e . r a t h e r g o i n g m a n u a l

modification we involve computer for accuracy. The least butmost important it saves time.

5.PROJECT OVERVIEW

Objectives of the package Create a Time Table ManagementSystem to be used by any College. To perform the basicrequirements of the firm. Maintaining databases of subject,Class, semesters details. Scopes and boundaries of the

package . As it is a computer-based package so maintenanceand working is somewhat difficult from manual mode ofapproach. As it is not possible to associate each and everyrequirement of the system so in some way or other itwill going to create problem at some stage of execution(like report generation). As a computer based System it iseasier to fetch data from the database for unsocialactivities. Also easier to destroy the existing ones.

Expected Benefits

1.1 INDUSTRY PROFILE

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The Indian textile industry has its roots going back several thousand

years. After the industrial revolution in Europe, this sector in India also saw its

growth of an industrial complex. Today the industry contributes around 14

percent to industrial production in the country. It is estimated to directly employ

approximately 35 million people, it accounts to 27 percent of the countrys

exports, and in sum, an important economic engine for the nation.

The size of our Indian textile industry is estimated at Rs.1, 24,000

Crores constituting seven percent of the GDP. The industry has fair global

exposure. Textile exports constitute about 35 percent of the total foreign

exchange earnings of the country.

During the last 10 years, the industrys actions, government policies as

well as market events have begun to converge, providing several growth

opportunities for the sector domestically as well as in the global market. The

deficiencies of the industry can be broadly classified into three heads: the first

being the gaps in the industry due to fragmented structure and dominance ofsmall industry, the second are the regulatory disadvantages like the historical

reservation of manufacturing for very small companies and the third being the

disadvantages India faces as a country.

In this prevailing situation, building state-of-the-art technology,

liberalizing the government controls and regulations, adoption of latest

management tools and techniques, good technical education for developing the

right king of resources are required to attain and sustain a pre-eminent global

standing.

1.2 COMPANY PROFILE

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Cibi International was established in 1988 in the heart of the knitwear

city of South India-Perundurai, as a Fashion house for the manufacture of exportof Textile garments, today it is a fully integrated unit with machines to match

global standards.

The company is located in perundurai at about 20 kms from Erode

railway station and about 80 kms from the Coimbatore airport. The factory area

covers about 10,000sq.ft and it has a processing capacity of 10,000 ps/day .The

present project cost is Rs.75 Crs and turnover is nearly about Rs.120Crs.

To produce quality goods on time, a good production facility, capable

of taking up any challenge is needed. In this regard, Cibi International possesses

the best infrastructure that has the ability and potential to give quality products.

All the machines are the latest available in the market, and whenever

required, the company has never shied away from purchasing the most modern

equipments. All their divisions are equipped with the latest equipments to

maintain the quality and timeliness of the output.

The manufacturing process has been vertically integrated to facilitate

all the processes involved in garment manufacture under one roof. This enables

the company to reduce the time spent in completing the order.

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The company started with the sole export of knitted garments to USA

and later extended its reach to Europe, Australia, New Zealand and Canada.

The company primarily exports Knitwears and woven wears.

Knitwears include T-shirts, Polos, Pyjamas etc., while woven wears comprise of

Bermudas, Shirts, Work wears etc.

The plant has the capability to meet any level of demand from their

buyers and thus creating a high degree of credibility to the company, in

international markets.

With the in-house production capacity of over 10000 pieces per day,

the company has been consistently able to be on top of the garments export

market. Besides this, the companys garment production is supplemented by

various companies which can turn out around 15000 pieces per day. It may be

worthwhile to note here that all these products are subjected to thoroughchecking by the companys Quality Assurance Department Personnel.

CHART 1.1.1 ORGANISATION STRUCTURE

5

MANAGING

DIRECTOR

G.M

(FINANCE)G.M.

(QUALITY CONTROL)

MANAGER

(ADMIN)

MANAGER

(ACCOUNTS)

MANAGER

(PRODUC)

MANAGER

(Q.C)

PERSONNEL

OFFICER

ACCOUNTS

OFFICERSUPERVISOR

Q.C

INSPECTOR

PERSONALASSISTANTS

CLERK

LINE

SUPERVISOR

LINEINSPECTOR

G.M.

(PRODUCTION)


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CHART 1.1.2 PRODUCTION CHART

Merchandising

Pattern Making

Cutting

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Tailoring

Checking

Ironing

Trimming

Packing

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1.3 CONCEPTUAL BACKGROUND

The facilities provided for the workmen in their organization definitelyhave a physical and psychological effect on them. Based on this, the problems

are found to be in different dimensions. Due to inadequate welfare facilities there

leads to an increase in health and personal problems.

1.3.1 WORKING CONDITIONS

Working conditions under which the employees are exposed play a

vital role in the relationship between the employee and the management. The

factors like shift timings, workload and the environment under which the workers

are put in kindles the spirit of the employees. The main aim of factories act is to

protect human beings subjected to unduly long hours of bodily strain or mental

work, in order to see that, employers carry out the provisions of the act for the

well being of the workers. Government has appointed inspectors who makeperiodical visits to Industries for check - up.

The risks faced by the employees causes injuries in the working place

everyday which may even cause inability to work for the rest of his/her life. This

may be due to the lack of good safety measure, dust and fumes control, noise

control or sufficient space for movement in the working place or lack of

cleanliness or insufficient air circulation or inadequate lighting facilities.

The working conditions include cleanliness, lighting facilities or

proper illumination, ventilation or proper air circulation, work space, safety

measure, noise control, dust and fumes control.

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The safe working conditions include,

a. Good house keeping

b. Good air circulation

c. Adequate lighting

d. Good work schedule

e. Providing safety devices

f. Properly guarded equipments

g. Safe storage

Definition of working conditions

The modern concept of Industrial healthy working condition is referred

to as the health, which is the outcome of the interaction between the individual

and his environment. The modern concepts anticipate and recognizes potentially

harmful situation and applies engineering control measure before series of injury

results.

According to the joint ILO/WHO committee (1987), Healthy Industrial

working conditions are

i) The prevention and maintenance of physical, mental and social

well being of workers in all occupations.

ii) Prevention of ill-health among workers caused by working

conditions.

iii) Protection of workers in their employment from risks resulting from

factors to health and

iv) Placing and maintenance of the workers in an occupational

environment adapted to his physical and psychological equipment.

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1.3.1.1 Cleanliness

According to sec 11 of the factories act 1948, every room must be

kept clean from effluvia arising from any drain, privy, or other nuisance. The floor

must be kept clean and there should not be any accumulation of dirt anywhere in

the working place, which affects the health condition of the workers as well as the

quality of the product. The act states that, the floor must be cleaned at least

once in a week by washing and using disinfectors, effective drainage, regular

repainting or revarnishing the inside wall and partitions, white washing or colour

washing of the company. This may be done at least once every 14 months.

Therefore, poor housekeeping will lead to an adverse effect on health of theworkers and productivity.

1.3.1.2 Lighting

According to sec 17 of the factories act 1948,in every part of a factory

where workers are working or passing, there shall be provided sufficient and

suitable lighting, natural or artificial, or both. All the glass windows and lights

must be kept clean on both inner and outer surfaces. Effective measures must be

taken for prevention of glass and formation of shadows, which may cause any

strain, and risk of accidents. Therefore it is most important for an organization to

provide good quality of lighting facilities in order to reduce accidents and make

the workers to perform their duties efficiently without any distraction.

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1.3.1.3 Ventilation

In the textile industries, ventilation plays a vital role. It is common that

the textile industries are polluted due to cotton flying all over. The workers suffer

from restless and suffocation and various disease of the type due to the polluted

air. So, the need for adequate ventilation has become important. According to

the factory rule 1950,In every factory, the amount of ventilating openings in a

work room below the caves shall, except where mechanical means of ventilation

as required by sub rule(2) are provided, be often aggregate area not less than

15% of the floor area and so located as to afford the continued supply of fresh

air.

1.3.1.4 Work Space

Over crowding in factories, where power and machine are made use

of is likely to cause accident to workers. For efficient production also,

overcrowding is not healthy. While the worker is in the process of doing his work,

there should not be any disturbance due to the transportation of materials due to

his co-workers. So, minimum required space must be allotted for each worker to

work peacefully. According to sec16 there should be 350cubic feet of the space

for each worker employed in factories which where started before 1948 and at

least 500 cubic feet of space for every worker employed in factories which were

started after 1948.

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1.3.1.5 Safety Measure

For the purpose of the prevention of accidents and for the safety of

the workers, effective measures should be taken to safeguard the workers. The

machineries should be fenced and while the machine is in motion, there must not

be any distraction. Fire fighting equipments should be provided sufficiently in all

the areas of production. In textile industries machines must be provided with iron

wire fencing and individual mechanical and electrical means of starting and

stopping of such machines.

1.3.1.6 Noise Control

In the case of machines, which generate enormous noise, it is tedious

for the worker to work continuously for a long period. It will damage the ear

drums of the worker. So, the noise should not divert the concentration of the

worker.

1.3.2 LABOUR WELFARE

Labour welfare is an important facet of industrial relations, giving

satisfaction to the worker for which there is no other way of compensation.

Modern welfare may be said to have been the outcome of the movement for

better & more efficient management in industry including human angle.

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The acceptance of the concept Labour welfare all over is mainly due to

(i) The need to provide better life for the workers & to maintain goodwill

among the employees & to increase the productivity

(ii) Growing public & government concern, especially in the economically less

developed countries, over the amelioration of the working & living

conditions of industrial workers as an aspect of national policy.

(iii) Steps to promote labour welfare has become a direct recognition of the

situations like expansion in the advanced countries of the world and

concomitant process of mass production and mass selling rendering the

working class as a source of power.

Labour welfare services may be classified as

a. Intramural and b. Extramural

Intramural services are those, which are provided within the factory

like safety, health and counseling services.

Extramural services are those, which are provided within the factory

like education, housing, transport, recreation etc.

Definition Labour Welfare

Labour welfare is defined as Efforts to make life worth living forworkmen. The voluntary effort on the part of the employer to improve the

conditions of employment in the factories forms the scope of labour welfare

efforts. The efforts to initiate the welfare facilities have their origin either in some

statue formed by the state or in some local customer in a collective agreement

or in the employers own initiative.

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1.3.2.1 Welfare Facility

The welfare facilities are

1. Drinking water facilities

2. Latrines and urinals

3. Washing facility

4. First aid facility

1.3.2.2 Drinking Water Facility

According to Factories Act 1948, every organization must provide

adequate drinking water facility invariably to all the employers. It must be placed

with in the department.

1.3.2.3 Latrines and Urinals

Section 19 deals with Latrines and Urinals In every factory, sufficient

latrine and urinal accommodation of prescribed types shall be provided

conveniently situated and accessible to male and female workers at all times

while they are in the factory.

1.3.2.4 Washing Facility

According to Section 42 every factory should provide adequate and

suitable washing facilities for male and female workers.

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1.3.2.5 First Aid Facility

Adequate first aid facility must be provided for the workers in an

organization. Injuries are caused every day and there fore prescribed medicines

and equipments must compulsorily be kept in the first aid box. Whenever the

employer is insured he must be provided first aid treatment and for that purpose,

first aid box must be provided for every one hundred and fifty workers.

1.3.3 REST ROOM FACILITIES

According to section 47, every factory that has more than 150

employees, who are ordinarily employed, there should be a rest room with the

drinking water facility. Therefore it is important to maintain the rest room clean

and tidy and there should be good ventilation.

1.3.4 CANTEEN FACILITIES

According to section 46, for the factory, which has more than two

hundred and fifty workers who are ordinarily employed, there should be a

canteen for the workers. Hence, it is necessary to provide hygienic food with

good quality at a considerable price.

1.3.5 MEDICAL FACILITIES

There must be a hospital within one-kilometer distance from the

factory which the organization should keep in touch for the treatment of the

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employee. If there is no hospital, then organization should provide separate

medical room.

1.4 NEED FOR THE STUDY

There is a great need for good working condition in an industry. The

improved working condition leads to improved productivity. Some of the basic

reasons for the need for good working conditions are : to increase the loyalty of

the employees towards the organization, to reduce injuries due to bad working

conditions of machineries, to increase productivity, to reduce resistance due to

change, enhancing employees interest towards work, to reduce absenteeism

and tardiness, to strengthen the morale and employee commitment.

The working conditions include cleanliness, lighting facilities or proper

illumination, ventilation or proper air circulation, work space, safety measure,

noise control, dust and fumes control.

It is necessary to improve the conditions of the workers, which will

ultimately lead to high production, and the progress of the country.

It is necessary to save the workers from evils, to increase efficiency of

the workers and to make the country more prosperous. For building up a stable

and efficient labour force, it is essential labour force, it is essential to bring about

a marked improvement in the conditions of the workers life and work. For

achieving maximum result, welfare activities have to be under taken in the right

spirit mainly with a view to make the lives of the workers happier and healthier.

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An employee feels secure when he is placed in organization, which

cares for the welfare of the labourers, and this cares a paternalistic feeling of

them.

1.5 REVIEW OF LITERATURE

Man-Made textiles research organisation(MANTRA) gives top priority

for developing welfare facilities and caters to the multifarious needs of the

industries. Its primarily aimed at planned and healthy growth of the employees ofthe decentralized textile industries. MANTRA has undertaken research on such

areas as pollution control, mechanical and wet processing. Some of the on-going

projects are effluent treatment and cleanliness of drinking water. Its researches

have proved that good welfare facilities are a must in every organisation.

Peter Rogers Chairman, The strategic forum for construction has taken

up research in industries and have concluded that unsafe, disorganized and dirty

organizations lead to poor standards and settling for a compromise in the needs

mean risking of lives. Spending more on prelims to provide good access, security

and welfare facilities creates a safe working environment, often with reduced

accidents and incident rates and a motivated workforce.

The National Research and Development Centre for Welfare andHealth, Stakes is a society for allnetwork situated in United Nations. Its findings

have proved that the facilitation and the integration of the welfare needs of the

people of the organisation, encourage the morale of the workforce of the nation.

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CHAPTER 2

OBJECTIVES OF THE STUDY

1. To study the welfare facilities existing in the organization.

2. To study the workers satisfactory level of labour welfare facilities at CibiInternational.

3. To make constructive suggestions to improve the welfare.

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CHAPTER 3

RESEARCH METHODOLOGY

3.1 RESEARCH DESIGN

The study adopts descriptive research method. The major purpose of

descriptive research is description of the state of affairs as it exists at present.

The methods of research utilized in descriptive research are survey methods.

The facts and information collected are analysed to make a critical evaluation of

the material.

3.2 SAMPLING DESIGN

i. Area of Study

Cibi International is a textile mill, which has been selected to study the

level of satisfaction of labour welfare facilities.

ii. Sampling unit

Here the lower levels of employees are surveyed and each individual

employee is the sampling unit.

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iii. Sampling procedure

Out of the total population of 570 employees a sample of 200respondents are selected for the study. The sampling done randomly according

to stratified quota random sampling.

Strata Population Sample

Cutting & Pattern making 30 11Stitching 210 74Checking 135 47

Ironing $ Packing 175 61Administration 20 7Total 570 200

Rating Scale

The most commonly used method for study on effectiveness is rating

scale. Under it, a printed form, one for each person to be rated. The traits are

analysed and evaluated on a continuous scale. A ready comparison of scores

among the employees is possible. When ratings are objectively given, they can

provide useful feedback.

3.3 DATA COLLECTION

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i. Source of Data

The sources were both primary and secondary sources. Primary data

have been collected by means of interview and schedule. The administered

questionnaire consists of particulars like personal profile, working conditions,

welfare facilities, canteen facilities, restroom facilities and medical facilities.

The secondary sources of information regarding details of welfare

facilities and social security has been gathered from various books. Details werealso collected from company books.

ii. Data Collection Method

Fieldwork is actual data collection operation. Data is collected throughinterview, schedule and questionnaire method. The respondents were asked to

reveal their opinion regarding the satisfaction level of various welfare facilities

provided by the company. The various departments are grouped as per their

activities.

3.4 TOOLS USED FOR ANALYSIS

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Simple percentage calculation and chi-square analysis are the

statistical tools used for the analysis.

3.5 LIMITATIONS OF THE STUDY

The sample of respondents belongs to a single organisation i.e.

CIBI International. Therefore, the result of the study cannot be generalized to

other organisations.

The attitude of the workers change from time to time. Hence, the

result of the project may not be applicable in long run.

Due to a limited duration, a detailed and a comprehensive study

could not be made.

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CHAPTER 4

ANALYSIS AND INTERPRETATIONS

4.1 ANALYSIS OF DATA

TABLE 4.1.1

AGE LEVEL OF THE RESPONDENTS

S.No. Age Level No. of Respondents

Percentage

1 Below 20 97 48.52 20-25 53 26.53 Above 25 50 25.0

Total 200 100.0

INFERENCE

From the above table it is inferred that 48.5% of the respondents

belong to the age level below 20 years, 26.5% of the respondents belong to the

age level of 20-25 years and 25.0% of the respondents belongs to the age level

of above 25 years.

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TABLE 4.1.2

GENDER OF THE RESPONDENTS

S.No. Sex No. of Respondents

Percentage

1 Male 145 72.52 Female 55 27.5

Total 200 100.0

INFERENCE

It is found from the above table that 72.5% of the respondents belong

to male category and 27.5% of the respondents belong to female category.

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TABLE 4.1.3

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

S.No. EducationalQualification

No. ofRespondents

Percentage

1 Upto 5th Std. 96 48.02 6th -12th std. 39 19.53 College level 65 32.5

Total 200 100.0

INFERENCE

From the above table it is found that 48.0% of the respondents

are qualified upto 5th std. level, 32.5% of the respondents are qualified upto

college level and 19.5% of the respondents are qualified upto 6 th-12th std. level.

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TABLE 4.1.4

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EXPERIENCE OF THE RESPONDENTS

S.No. Experience No. of

Respondents

Percentage

1 Below 1 years 56 28.02 1 3 years 52 26.03 Above 3 years 92 46.0

Total 200 100.0

INFERENCE

It is found from the above table that out of 200 respondents, 46.0% of

the respondents have an experience of above 3 years, 28.0% of the respondents

have an experience below 1 year and 26.0% of the respondents have an

experience within 1-3 years.

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TABLE 4.1.5

MARITAL STATUS OF THE RESPONDENTS

S.No. Marital Status No. of Respondents

Percentage

1 Married 106 53.02 Single 94 47.0

Total 200 100.0

INFERENCE


the respondents are married and 47.0% of the respondents are single.

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TABLE 4.1.6

MONTHLY INCOME OF THE RESPONDENTS

S.No. Monthly Income No. of Respondents

Percentage

1 Upto Rs. 1000 66 33.02 Rs.1000-Rs.1500 49 24.53 Above Rs. 1500 85 42.5

Total 200 100.0

INFERENCE


the respondents are getting a monthly income in the range of above Rs.1500,

33.5% of the respondents are getting a monthly income in the range of below

Rs.1000 and 24.5% of the respondents are getting a monthly income in the

range of Rs.1000 Rs. 1500.

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TABLE 4.1.7

NUMBER OF DEPENDENTS OF THE RESPONDENTS

S.No. No. of Dependents No. of Respondents

Percentage

1 Upto 3 members 46 23.02 4 members 34 17.03 Above 4 members 120 60.0

Total 200 100.0

INFERENCE


the respondents are having their family size of above 4 members, 23.0% of the

respondents are having their family size of upto 3 members and 17.0% of the

respondents are having their family size of 4 members.

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4.2 HYPOTHESIS TESTING

AGE AND LEVEL OF SATISFACTION OF WELFARE MEASURES

Null hypothesis:

There is no significant relation between age and level of satisfaction of

welfare facilities.

Alternate hypothesis:

There is close significant relation between age and level of

satisfaction of welfare facilities.

TABLE 4.2.1

AGE AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Age group(in years)

Level of Satisfaction ofWelfare Facilities

Total

Low Medium High

Below 20 15 22 60 9720-25 11 31 11 53

Above 25 11 15 24 50

Total 37 68 95 200

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CHI - SQUARE ANALYSIS

Calculated 2 value = 26.393

Degree of freedom = 4

Table value = 9.488

Significant result = Significant at 5% level

Conclusion

It is found from the above analysis that calculated chi-square value

greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0)

rejected. Hence, we conclude that, there is close significant relation between age

and level of satisfaction of welfare facilities.

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GENDER AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Null hypothesis:

There is no significant relation between gender and level of


Alternate hypothesis:3

There is close significant relation between gender and level of


TABLE 4.2.2

GENDER AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

GenderLevel of Satisfaction of

Welfare Facilities Total

Low Medium High

Male 25 57 63 145Female 12 11 32 55Total 37 68 95 200

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Table value = 5.991


Conclusion



rejected. Hence, we conclude that, there is close significant relation between

gender and level of satisfaction of welfare facilities.

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EDUCATIONAL QUALIFICATION AND LEVEL OF SATISFACTION OF

WELFARE FACILITIES

Null hypothesis:

There is no significant relation between educational qualification and

level of satisfaction of welfare facilities.


There is close significant relation between educational qualification

and level of satisfaction of welfare facilities.

TABLE 4.2.3

EDUCATIONAL QUALIFICATION AND LEVEL OF SATISFACTION

OF WELFARE FACILITIES

Educationalqualification


Total

Low Medium High

Upto 5th Std. 10 40 46 966th -12th std. 13 12 14 39

College level 14 16 35 65Total 37 68 95 200

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Table value = 9.488


Conclusion




educational qualification and level of satisfaction of welfare facilities.

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EXPERIENCE AND LEVEL OF SATISFACTION OF WELFARE

FACILITIES

Null hypothesis:

There is no significant relation between experience and level of



There is close significant relation between experience and level of


TABLE 4.2.4

EXPERIENCE AND LEVEL OF SATISFACTION

OF WELFARE FACILITIES

Experience


Total

Low Medium High

Below 1 years 17 15 24 561 3 years 10 20 22 52

Above 3 years 10 33 49 92Total 37 68 95 200

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Table value = 9.488


Conclusion




experience and level of satisfaction of welfare facilities.

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MARITAL STATUS AND LEVEL OF SATISFACTION OF WELFARE

FACILITIES

Null hypothesis :

There is no significant relation between marital status and level of



There is close significant relation between marital status and level of


TABLE 4.2.5

MARITAL STATUS AND LEVEL OF SATISFACTION

OF WELFARE FACILTIES

Marital Status


Total

Low Medium High

Married 25 46 35 106Single 12 22 60 94Total 37 68 95 200

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Table value = 5.991


Conclusion




marital status and level of satisfaction of welfare facilities.

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MONTHLY INCOME AND LEVEL OF SATISFACTION OF WELFARE

FACILITIES

Null hypothesis:

There is no significant relation between monthly income and level of



There is close significant relation between monthly income and level

of satisfaction of welfare facilities.

TABLE 4.2.6

MONTHLY INCOME AND LEVEL OF SATISFACTIONOF WELFARE FACILITIES

Monthly Income


Total

Low Medium High

Upto Rs. 1000 13 19 34 66Rs.1000-Rs.1500 13 10 26 49Above Rs. 1500 11 39 35 85

Total 37 68 95 200

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Table value = 9.488


Conclusion




monthly income and level of satisfaction of welfare facilities.

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NUMBER OF DEPENDANTS AND LEVEL OF SATISFACTION OF

WELFARE FACILITIES

Null hypothesis:

There is no significant relation between number of dependants and



There is close significant relation between number of dependants and


TABLE 4.2.7

NUMBER OF DEPENDANTS AND LEVEL OF SATISFACTION

OF WELFARE FACILTIES

Number ofDependants


Total

Low Medium High

Upto 3 members 12 16 18 464 members 10 13 11 34

Above 4 members 15 39 66 120Total 37 68 95 200

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Table value = 9.488


Conclusion




number of dependants and level of satisfaction of welfare facilities.

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CHAPTER 5

FINDINGS

The following are the findings that could enlighten the Cibi

International workers level and quantity and quality of the workers

5.1 FINDINGS

Most (48.5%) of the respondents were belongs to the age level of

below 20 years

Maximum (72.5%) of the respondents were belongs to male

category.

Majority (48.0%) of the respondents were qualified upto 5 th std.

level.

Most (37.0%) of the respondents were working in Stitching section.

Maximum (46.0%) of the respondents have experienced above 3

years.

Most (53.0%) of the respondents were married.

Maximum (42.5%) of the respondents were getting monthly salary

in the range of above Rs.1500.

Majority (60.0%) of the respondents were having their family size of

above 4 members.

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CHI-SQUARE FINDINGS

There is close significant relation between age and level of

satisfaction of welfare measures.

There is close significant relation between gender and level of


There is close significant relation between educational qualification

and level of satisfaction of welfare measures.

There is close significant relation between experience and level of


There is close significant relation between marital status and level

of satisfaction of welfare measures.

There is close significant relation between monthly income and

level of satisfaction of welfare measures.

There is close significant relation between number of dependants

and level of satisfaction of welfare measures.

The overall level of satisfaction of the employees with respect to welfare

facilities has a strong association with the demographic factors.

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CHAPTER 6

SUGGESTIONS AND CONCLUSION

1. Regarding canteen facilities, free tea can be provided for the third shift

workers. Quality of the food items can be improved and the varieties can be

increased further; proper hygiene can be maintained by providing boiled utensils

to the employees every time.

2. Latrines and urinal facilities can be improved by maintaining cleanliness

and a frequent inspection will be helpful to maintain the cleanliness all over the

organization.

3. Water purifiers can be provided for each and every department, so that

the satisfactory level can be increased further

4. Uniforms and shoes can be provided for the workers.

5. Masks can be given to help in prevention of inhalation of dust particles.6. Regarding housing facilities, number of quarters can be increased for the

benefit of the workers.

7. Recreational facilities and clubs can be encouraged for the relaxation of

the workers.

8. Transportation facilities can be given for the employees by providing bus

facilities for the employees coming from nearly villages.

9. Education facilities for the children like education allowances can be

provided.

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CONCLUSION

The study reveals that majority of the employees are satisfied with the

working conditions and welfare facilities. Employees satisfactory level can be

enhanced by improving the facilities regarding dust and fumes control, latrines

and urinal facility, cleanliness of the canteen and the quality of food in the

canteen.

A separate labour welfare committee can improve welfare facilities

through regular inspection. This committee can also hear to the needs of the

employees for the further improvements of the welfare facilities.

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study on satisfaction level of employees with special

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