A STUDY ON THE WELFARE MEASURES PROVIDED IN THE COMPANY WITH REGARDS TO JOB SATISFACTION IN TVS COMPANY WITH SPECIAL REFERENCE AT MADURAI

“A STUDY ON THE WELFARE MEASURES PROVIDED IN THE
COMPANY WITH REGARDS TO JOB SATISFACTION IN TVS
COMPANY WITH SPECIAL REFERENCE AT MADURAI”
A project report submitted in partial fulfilment of the requirement for the award of the degree
of
POST GRADUATE DIPLOMA IN INTERNATIONAL BUSINESS
Submitted by
ANTHONY JUDE ASHOK RAJ
Reg. No: 17GIB13370001
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ABSTRACT
Employee welfare policies are one of the important features in the
growth of the company. The welfare measures & policies are designed to
attract, motivate and retain good employee. Companies offering more voluntary
benefits have better chance of attracting qualified people and retaining them.
Job satisfaction is a multifaceted concept. It is an integral component of an
organisational climate and it is an important element in the management of
employee relationship. Therefore the research objective is to study the job
satisfaction based on the welfare measures provided in TVS company.
Introduction:
This study is all about the employee’s welfare measures given by the company to satisfy the
employees, through which the satisfaction level of the employees is measured. Welfare
measures are the basic facilities provided to the employees in a company. Job satisfaction
level is measured with the means of employee’s welfare measures provided in a company. I`ll
be focusing mainly on TVS company in Madurai for my research.
TVS motor company:
It is a multinational motorcycle company headquartered at Chennai, India. It is the third
largest motorcycle company in India with a revenue of over 13,000 Cr ($2 billion) in 2016-
17. The company has an annual sales of 3 million units and an annual capacity of over 4
million vehicles. TVS Motor Company is also the 2nd largest exporter in India with exports
to over 60 Countries. TVS Motor Company Ltd (TVS Motor), member of the TVS Group, is
the largest company of the group in terms of size and turnover.
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History:
Early History - Sundaram Clayton was founded in 1962 in collaboration with Clayton
Dewandre Holdings, United Kingdom. It manufactured brakes, exhausts, compressors and
various other automotive parts. The company set up a plant at Hosur in 1978, to
manufacture mopeds as part of their new division. In 1980, TVS 50, India's first two-seater
moped rolled out of the factory at Hosur in Tamil Nadu, Southern India. A technical
collaboration with the Japanese auto giant Suzuki Ltd. resulted in the joint-venture between
Sundaram Clayton Ltd and Suzuki Motor Corporation, in 1982. Commercial production of
motorcycles began in 1984.
TV Sundram Iyengar:
TVS was established by Mr TV Sundaram Iyengar. He began with Delhi first bus service in
1911 and founded T.V. Sundaram Iyengar and Sons Limited, a company in the transportation
business with a large fleet of trucks and buses under the name of Southern Roadways
Limited. When he died in 1955, his sons took the company ahead with several forays in the
automobile sector, including finance, insurance, two-wheelers/ three wheelers, tyres and
components, housing, aviation, logistics etc. The group has managed to run 97 companies
that account for a combined turnover of nearly US$6 billion.
Birth and early life - T.V. Sundram Iyengar was born in 1877 in Thirukkurungudi,Tirunelveli in
the Madras Presidency, British India. Sundram Iyengar started his initial career as a lawyer, as
per his father's wishes, then moved to work for the Indian railways and later in a bank. [2]
As an industrialist - Sundram Iyengar later quit his jobs[3]
and laid the foundation for the motor
transport industry in South India when he first started a bus service in the city of Madurai in the
year 1911.[3][4]
He established the T.V. Sundram Iyengar and Sons Limited in 1911, which by his
death in 1955, operated a number of buses and lorries under the title of Southern Roadways
Limited.[4]
This paved the way for the genesis of the TVS Group.
During the times of the second world war, Madras Presidency was met with petrol scarcity, to meet the
demands, Sundram Iyengar designed and produced the TVS Gas Plant. He also started a factory for rubber
retreading, besides two more concerns, the Madras Auto Service Ltd and the Sundaram Motors, a division
of T V Sundram Iyengar & Sons Ltd., the former was the largest distributors of General
Motors in the 1950s.[4]
What started as a single man's passion soon became the business of a family.
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Sundram Iyengar had five sons and three daughters, and in his patriarchal Tamil Brahmin family all male
members got into the business. With his son, T.S. Duraisamy's early death, four other sons— T.S. Rajam,
T.S. Santhanam, T.S. Srinivasan and T.S. Krishna – became an integral part of the business and ever since
there have been four largely distinct branches that, however, have worked under the TVS umbrella.
The group established by Sundram Iyengar, according to the company, is currently the largest automobile
distribution company in India, enjoys a turnover of about US$ 7.2 Billion and has an employee strength of
over 60,000. The group operates in diverse fields like automotive component manufacturing, automotive
dealerships, finance and electronics,[5]
as well as into IT solutions and services.
TV Sundram Iyengar & Son’s:
T V Sundram Iyengar & Sons, established in 1911, is the holding company of the TVS group
and is the largest automobile corporate dealer in India. The service focused company
provides employment to over 10000 people with revenue of around INR 8000 Crores. It
operates through three divisions, viz., TVS, Sundaram Motors and Madras Auto Service.
Being the trading and distribution arm of the group, the business activities of TVS & Sons
include dealerships for Automobile vehicles, sales & service of products for special
applications like Construction & Material handling.
The company manages Joint Ventures in Sri Lanka and Bangladesh for automobile
distribution, dealership business through its subsidiary company in South Africa and vehicle
servicing business in Saudi Arabia.
The Dealership Business focuses on sales and distribution of commercial vehicles, utility &
sports utility vehicles, passenger cars representing various automobile vehicle manufacturers
such as Ashok Leyland, General Motors, Honda, Mahindra & Mahindra, Mahindra Navistar,
Mercedes Benz, Renault, Volkswagen and off highway equipment manufactured by Escorts,
JLG, Ingersoll Rand and Pal Finger. The company has more than 150 outlets and sells over
60,000 vehicles and service reporting exceeds 600,000 vehicles per annum.
TVS & Sons also has two subsidiary companies that include TVS Logistics Services Limited
– India’s leading third party logistics service provider and TVS Automobile Solutions
Limited – India’s largest after-market service provider for passenger cars, which also
operates the brand My TVS.
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Suzuki Relationship - TVS and Suzuki shared a 19-year-long relationship that was aimed at
technology transfer, to enable design and manufacture of two-wheelers specifically for the
Indian market. Re-christened TVS-Suzuki, the company brought out several models such as
the Suzuki Supra, Suzuki Samurai, Suzuki Shogun and Suzuki Shaolin. In 2001, after
separating ways with Suzuki, the company was renamed TVS Motor, relinquishing its rights
to use the Suzuki name. There was also a 30-month moratorium period during which Suzuki
promised not to enter the Indian market with competing two-wheelers.
Recent:
Recent launches include the TVS Apache RR 310, the TVS Apache RTR 200, TVS Victor
and TVS XL 100. TVS has recently won 4 top awards at J.D. Power Asia Pacific Awards
2016, 3 top awards at J.D. Power Asia Pacific Awards 2015 & Two-Wheeler Manufacturer of
the Year at NDTV Car & Bike Awards (2014–15) In early 2015, TVS Racing became the
first Indian factory team to take part in the Dakar Rally, the world's longest and most
dangerous rally. TVS Racing partnered with French motorcycle manufacturer sherco , and
named the team Sherco TVS Rally Factory Team. TVS Racing also won the Raid de
Himalaya and the FOX Hill Super Cross held at Sri Lanka. In three decades of its racing
history, TVS Racing has won over 90% of the races it participates in.
In 2016 TVS started manufacturing the BMW G310R, a model co-developed with BMW
Motorrad.
On 6 December 2017, TVS launched their most-awaited motorcycle, the Apache RR 310 in
an event at Chennai. The 310cc motorcycle with an engine which was co-developed with
BMW features first ever full fairing on a TVS bike, dual-channel ABS, EFI, KYB suspension
kits, etc. It is expected to rival bikes like KTM RC 390, Kawasaki Ninja 250SL after hitting
the market. The Apache RR 310 is designed and realised entirely in India.
Welfare measures:
The company have to keep the employees attracted to the company and this keeps
them happy to the extent possible. Welfare measures are over and above the wages paid to
employees. These include improved working conditions, health care facilities, insurance for
self and family, recreation facilities, improved industrial relations and so on. These measures
may not be in the form of monetary benefits.
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All these measures are aimed at
Keeping the workers happy and satisfied, to provide better employment life and health to
workers, reduce stress situations, improve intellectual, cultural and materials conditions,
Welfare measures are as follows:
Welfare measures are provided mainly by the employers. However government schemes,
social set up and charitable agencies may also extent their help all aimed at improving
employee health, economic betterment and social status.
There are reasonable welfare measures available to employees through statutory provisions in
most cases to improve the degree of welfare facilities.
The welfare measures are not rigid. It will be changing all the time. It reflects the personality
of the Welfare Officer on his vision, creativity and understanding the spirit of his work ethics.
The welfare measures may also help develop the personality of employees to certain extent.
Motive behind providing welfare schemes is to create efficient, healthy, loyal and satisfied
labour force for the organization.
The important welfare measures can be detained as follows:
Housing schemes, medical benefits, education and recreation facilities for workers’ families
help in raising their standards of living. Because the welfare of their families is taken care of
workers’ pay more attention towards work increasing their productivity.
Employees become loyal to the employer. They will stick on. They start taking active interest
in their jobs and work with a feeling of involvement and participation.
There are statutory and non-statutory welfare schemes.
Under the Factories Act and Rules, Dock worker’s Act, Mines Act etc. there are certain
provisions on Welfare. These are to be complied with failing which legal proceedings will be
initiated against the employer. Even appointment of Labour Welfare Officer where more than
500 workers are employed is statutory requirement.
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Statutory Welfare Schemes:
The statutory welfare schemes include the following provisions:
o Drinking Water
o Facilities for sitting
o First aid appliances
o Latrines and Urinals
o Canteen facilities
o Spittoons
o Lighting
o Washing places
o Changing rooms
o Rest rooms
Non statutory schemes:
Housing, recreation facilities, and all that one can imagine can be extended to the workers
under welfare scheme. Some industries provide schools and college, sports clubs and teams
of their own, scholarships for employees’ children etc. all aimed at one thing – keep the
employee and get their work.
Job satisfaction:
Job satisfaction or employee satisfaction has been defined in many different ways. Some
believe it is simply how content an individual is with his or her job, in other words, whether
or not they like the job or individual aspects or facets of jobs, such as nature of work or
supervision. Others believe it is not so simplistic as this definition suggests and instead that
multidimensional psychological responses to one's job are involved. Researchers have also
noted that job satisfaction measures vary in the extent to which they measure feelings about
the job (affective job satisfaction) or cognitions about the job (cognitive job satisfaction).
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Factors affecting job satisfaction:
An employee's overall satisfaction with his job is the result of a combination of factors --
and financial compensation is only one of them. Management's role in enhancing employees'
job satisfaction is to make sure the work environment is positive, morale is high and
employees have the resources they need to accomplish the tasks they have been assigned.
Industrialisation Madurai:
Important socio-economic development in the district:
The District has a very few reputed organizations in the private sector like T.V.Sundaram
Iyengar & Sons, Madura Coats, Fenner (I) Ltd., George Oaks Ltd. etc. which are engaged in
the production of variety of goods like tyres and tubes, machineries, textile, conveyor belts
etc. and also provided employment opportunities.
The District offers ample scope for the field of textiles, readymade garments, bakery units,
and floriculture, dairy and cold storage units, Agro and Herbal products, Granite stones, Blue
metal jelly, Chamber bricks, Rubber and plastic based industries.
There is also a very good scope for starting food processing and agro based industries.
Infrastructure facilities & climate for industrial development:
Besides for achieving parity in industrial growth and for distributing economic activities
evenly all over the District, there is a need for building up the infrastructure facilities
uniformly.
The District Annual Credit Plan envisages implementation of good numbers of innovative
and hi-tech projects in the field of agriculture, horticulture, farm forestry, and wasteland
development, dairy and small-scale industries.
The system of transport plays a pivotal role in overall economic development of any area.
Madurai District has well laid out roads and railways lines connecting all major towns within
and outside the State. The District has possessed a very good communication network. Water
that is essential for industrial use and human consumption are also available plenty in most
areas of the District.
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37 banking groups along with their branches are operating in this District. Banks and other
financial institutions play a crucial role in promoting rapid industrial growth. They should
formulate the lending strategy taking into consideration of the following factors.
Taking lending decisions expeditiously based upon the viability of project reports.
• Focusing increased attention on developing backward and most backward areas of the
District.
• Promoting new entrepreneurship based upon the genuine requirements of the
borrowers
TVS groups of company:
TVS Group is an Indian diversified industrial conglomerate with its principal headquarters
located in Madurai and presence across the Globe. Almost all holdings of the group are
private. The largest and most visible subsidiary is TVS Motors, the third-largest two-wheeler
manufacturers in India. TVS Group, with group revenue of more than US$6 billion, is an
automotive conglomerate company, specialized in manufacturing of two-wheeler, three-
wheeler, auto-electrical components, high tensile fasteners, die casting products, dealership
business, brakes, wheels, tyres, axles, seating systems, fuel injection components, electronic
and electrical components and many more.
History:
From its beginnings at the turn of the 20th century, TVS Group has grown to become the
largest manufacturer and distributor of auto components in India.[citation needed] T V
Sundram Iyengar and Sons Private Limited is the holding company of the TVS Group; the
founder was Shri. T. V. Sundram Iyengar.
Objective of the study:
• To study the theoretical background of welfare measures & job satisfaction of
employees
• To examine the reviews of welfare measures & job satisfaction of employees.
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• To find the satisfaction level of employees from the welfare measures provided by the
company.
• To improve additional welfare measures for the increment of job satisfaction level of
the employees.
• To give a valuable suggestions based on the project.
Scope of the study:
This study deals with the detailed analysis of the welfare measures provided in the company
and the measures which can be introduced for the betterment of employees which will lower
the turnover ratio of employees, attract people to come work in the firm and also to retain the
current employees.
Statement of the problem:
Due to the low availability of welfare measures in a company that are provided to the
employees ,they face many problems in personal life as well as in their career .so if there is
good welfare measures for an employee, the job satisfaction will increase .According to the
welfare measure provided by the company the employees satisfaction level is determined.
Hence the job satisfaction of an employee will be influenced by the welfare measures of the
company.
Hypotheses of study:
Hypothesis is usually considered as the principal instrument in research. Its main
function is to suggest new experiments and observations.
Operational definition of concept:
Welfare measures are provided mainly by the employers. However government schemes,
social set up and charitable agencies may also extent their help all aimed at improving
employee health, economic betterment and social status. There are reasonable welfare
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measures available to employees through statutory provisions. In most cases collective
bargaining helps to improve the degree of welfare facilities. Job satisfaction is the individual
opinion towards his or her job.
Methodology of the study:
Research:
Research in common parlance refers to a search for knowledge. Once can also define
research as a scientific and systematic search for pertinent information on a specific topic. In
fact, research is an art of scientific investigation.
Research Methodology:
The process used to collect information and data for the purpose of making business
decisions. The methodology may include publication research, interviews, surveys, and other
research techniques, and could include both present and historical information.
Area of study:
The study of area is conducted in Madurai.
Source of data:
In this study used both primary & secondary data.
Period of study:
10 month
Type of data collection:
In this project we have used both primary and secondary data.
Chapter scheme:
The Project has been organized and presented in FIVE chapters
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• The first chapter discusses “Introduction of the study” the need for
evaluating the Containerization business in the digital age. It presents the
statement of problems, objectives of the study, and scheme of the report.
• The second chapter “Review of Literature” which gives the details of the
existing study related to the present study.
• The third chapter explains” Research Methodology”. Provides a detailed
account of the selection of tools, Evaluating tools, selection of the area,
selection of the sample.
• The fourth chapter discusses “Analysis and Interpretation”. Provides a
Descriptive analysis, different analysis, Quantitative analysis.
• The fifth chapter gives a capsule “Summary of Findings, Suggestions, and
Conclusion” of the major results and discussions presented in the earlier
chapters and offer suggestions.
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CHAPTER II
Review of literature
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Introduction:
In this chapter, the researcher reviewed existing literature and researches on job satisfaction,
job stress, role conflict, and role ambiguity. The researcher studied concepts of job
satisfaction based on safety measures provided in a company. Related information was
grouped under these topics.
Welfare measures:
The labor welfare measures provided in an organisation affect the attitudes of employees
towards work. Labor welfare facilities satisfy the needs of the employees, which can improve
their working life, family life and overall welfare. Various studies have explored the labor
welfare facilities provided by organizations and determined its influence on job satisfaction.
Review of literature on welfare measures:
Joshi (1927) in his study, “Trade Union Movement in India” felt that welfare work covers all
the efforts which employers make for the benefits of their employees over and above the
minimum standard of working conditions fixed by the Factories Act and over and above the
provisions of the social legislations providing against accident, old age, unemployment,
sickness.
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Chattopadhyay Ramakrishna(1938) in his study, “Social Perspective on Labor Legislation
in India” discussed in detail about the importance given to social security in various
legislations, which are enacted from time to time by the Government of India.
Seth (1940) in his study “Labor in Indian Coal Industry” discussed the agonies of Indian
Coal miners under colonial rule.
Radha Kamal Mukerjee (1945) conducts a study on, “The Indian Working Class” dealt with
the problems of low earnings and the sad state of housing then prevalent in the Indian
Collieries.
The cement plant was covered under the Factories Act (1948) and its rules. The plant
provided almost all welfare facilities as per the stipulations of the Act. These included
drinking water, cool water facility, bathrooms, latrines, urinals, locker facility, comfortable
sitting arrangement, spittoons, first aid boxes, training in first aid, lunchrooms cum rest
rooms, and canteen facilities. The cement plant also implemented the Workmen's
Compensation Act (1923), Payment of Gratuity Act (1972) and a provident fund trust was
constituted for the benefit of workers.
In addition to the statutory welfare facilities, this plant undertook various other voluntary
welfare programmes to promote the well-being of its employees. A township was built for the
employees, with 783 quarters provided at nominal rents to the employees. A cooperative
credit society and consumer stores were set up in the township. The company established an
education society for the education of the employees' children. The company also provided
full-fledged medical facilities to the employees and their family members. Transport
facilities, recreation facilities, shopping complex was also provided for the benefit of the
employees and their families. Thus it could be observed that the company provided various
labor welfare facilities and these included both statutory and non-statutory welfare facilities.
With regard to the awareness of the labor welfare amenities, the findings of the study
revealed that all the respondent employees of the study were aware of the available labor
welfare facilities, which included both statutory and non-statutory welfare facilities.
Moreover all the respondents were using the various labor welfare facilities provided to them.
On the aspect of satisfaction with labor welfare facilities all the respondents of the study
expressed satisfaction with regard to drinking water, spittoons, first aid appliances, latrines
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and urinals, sitting facilities and rest rooms. With regard to workers education, all
respondents who were sent for programmes expressed their satisfaction over it. With respect
to the canteen provided, all respondents of the study were happy with its location,
ventilations, fans and hygienic conditions of the canteen. However, some of the respondents
(29 percent) were dissatisfied with the foodstuff provided by the canteen, while a few of them
(11 percent) complained on the services provided by the canteen staff and very few of them
were dissatisfied with the prices of the food items.
With regard to housing facility, a great majority of the respondents was happy with quarters'
allotment policy of the organization (89 percent). But many of them were not happy with the
housing loan policy (97 percent), because the policy did not allow them to take loans to build
houses in the locality of their choice.
The study also found that all the respondents were satisfied with the availability of the
provisions in the cooperative stores and its credit facility but dissatisfaction stemmed from
cooperative loan facility for a majority of the respondents.
With regard to medical facilities, all of them were satisfied with ambulance facility but in
case of the remaining items (nursing staff, services of consultant doctors, diagnosis, treatment
and medicines given in the company hospital) there was dissatisfaction expressed by some of
the respondents.
Concerning recreational facilities, all those respondents using the recreational club facilities
and participating in cultural programmes were happy with them. A few of the user
respondents were unhappy with the library and cable T.V. facility.
According to the study canteen, housing, cooperatives, children education, medical facilities
and recreational facilities were major aspects of employee welfare that affect the quality of
life of employees and their family members.
As for the social security provided by the organization all of the respondents were happy with
regard to provident fund and the functioning of the provident fund trust committee, and a
large majority of them were satisfied with Workmen's Compensation.
Further the study drew attention to the relationship between age and satisfaction with welfare
facilities. Older employees were satisfied more with canteen food, quarter allotment policy
and quality of teaching. Middle age respondents were satisfied more with cooperative loan,
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treatment and medicines given in the company hospital. Younger respondents participated
more in club activities whereas older ones participated in cultural activities.
Moreover the study revealed that category of employment was a major factor affecting
satisfaction. The results showed that the monthly rated employees were more satisfied with
the labor welfare facilities provided than the daily rated employees.
It may be concluded that the organization under study provided various welfare facilities
(statutory and non-statutory) for the benefit of workers and their families. This reflects the
commitment of the management towards employee welfare. Employees are familiar with the
welfare facilities. They are making use of these facilities depending on their needs.
Overall a majority of them were satisfied with these facilities. The findings also revealed
significant association between satisfaction with labor welfare facilities and age and category
of employment.
However the study did not analyze the level of job satisfaction of employees, the influence of
labor welfare facilities on the level of job satisfaction, and that of gender and experience on
job satisfaction.
Punekar Sadanand Dattatreya (1942-49) in his study, “Social Insurance of Indian
Industrial Workers” stated that social insurance aims at granting adequate benefits to the
insured on a compulsory basis in times of unemployment, sickness and other contingencies
with a view to ensure a minimum standard of living. He concluded that social insurance is
absent in almost all the industries barring a few.
Srivastava (1953) in his study, “Labor Welfare in India” detailed upon the labor welfare
measures undertaken by select public and private sector companies in India. He found that
public sector companies are far better than their private counterparts in the provision of
welfare facilities to workers and employees.
Agarwal Amarnarain (1957) in his study, “Insurance in India with reference to Social
Security” explained the role of insurance in providing social security to people. He felt that
huge scope exists for insurance business in India as the penetration of insurance business
among the masses is highly low.
Shanti Arora (1957) in the study, “The Social Security in India” felt that the various Acts
and legislations made by the Government failed to provide social security to the masses.
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Verma Omprakash (1958-65) in his study, “Labor Welfare and Industrial Peace in India”
stated that many industries failed to provide adequate welfare facilities to their employees
due to which industrial unrest had become a common phenomenon among various industries.
Srivastava (1970) explores about the, “A Socio-Economic Survey of the Workers” in the
Coal Mines of India (with special reference to Bihar) studied the socio-economic conditions
of coal workers in Bihar. The study found that the socio-economic conditions of miners in
Bihar are so poor due to high indebtedness, low wages and poor welfare facilities.
Hasan (1972) conducts a study on, “The Social Security System of India” felt that social
security schemes have characteristics such as provision of cash and medical relief and also
the active involvement of the State in the provision of social security. He further stated that
social security benefits are provided to employees as of right.
Kudchelkar (1979) in his study, “Aspects of Personnel Management and Industrial
Relations” felt that the need for labor welfare arises from the very nature of the industrial
system. He felt that employers need to provide welfare facilities to employees as the latter are
exposed to various risks and at the same time they have to work in an entirely strange
atmosphere.
Tyagi (1982) states about, “Labor Economics and Social Welfare” discussed the labor
welfare practices in India such as the provision of intramural and extra-mural welfare
facilities. He also discussed the various agencies involved in labor welfare. However, the
study is totally theoretical in nature.
Pramod Varma (1987) in his study, “Labor Economics and Industrial Relations” stated that
organizations provide three types of welfare facilities.
According to him, the first type of welfare facilities is related to the provision of subsidized
canteens, crèches and medical facilities while the second type of welfare facilities is related
to consumer cooperative stores, cooperative credit societies and educational assistance. The
third type of welfare facilities is provided by community centers, welfare centres etc.
Ahuja (1988) conducts a study on, “Personnel Management” emphasized the need for labor
welfare and social security in India. He felt that provision of welfare and social security
measures makes the employees satisfied with their jobs leading to their improved
performance.
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Arun Monappa (1990) states about the, “Industrial Relations” discussed labor welfare and
social security measures in detail. He also explained the various problems faced by the
enforcement machinery in the implementation of these welfare and social security measures.
Tripathi (1998) explores about the, “Personnel Management & Industrial Relations”
explained the principles of labor welfare services, types of labor welfare services, different
legislations and Acts. He also discussed the social security measures in terms of medical care,
sickness benefit, unemployment benefit, maternity benefit etc., besides explaining the social
security system in India.
David, A Decenzo (2001) and Stephen P. Robbins in their study, “Personnel / Human
Resource Management explained the various benefits and services provided by the
companies to their employees. According to them, the legally required benefits and services
include social security premiums, unemployment compensation, workers compensation and
state disability programs. They felt that the cost of the voluntary benefits offered appears to
be increasing.
Michael (2001) states about, “Human Resource Management and Human Relations” said that
the provision of intra-mural and extra-mural welfare facilities help in improving the quality
of work life of employees thereby good human relations will develop among different cadres
of employees.
Kannan (2001) stated that the ever increasing demand for welfare funds for each and every
sub-sector of the informal sector may be viewed as a desperate reaction of the workers for a
measure of social security in an unprotected labor market.
Pylee and Simon George(2001) in their study, “Industrial Relations and Personnel
Management” stated that companies should provide retirement benefits such as provident
fund, gratuity and pension to employees. They felt that the provision of these benefits assists
employees to be free from fear of want and fear of starvation besides instilling in them a
feeling of security.
Punekar, Deodhar and Sankaran (2004) explores about the, “Labor Welfare, Trade
Unionism and Industrial Relations” stated that labor welfare is anything done for the comfort
and improvement, intellectual and social-well being of the employees over and above the
wages paid which is not a necessity of the industry.
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Shashi, K. Gupta and Rosy Joshi (2005) conducts a study on, “Human Resource
Management” discussed “labor welfare” in detail. The book covers all the aspects of labor
welfare such as types of labor welfare, statutory provisions concerning welfare, approaches to
welfare and also the significance of labor welfare.
Mamoria et al.,(2005) in their study, “Dynamics of Industrial Relations” discussed the
welfare facilities provided by various organisations such as cotton mills in Mumbai, Jute
mills, steel plants, mines, plantations, railways, postal & telegraphs, ports and dockyards.
They also discussed the employee welfare measures undertaken by the Government from the
First Five Year Plan to Eighth Five Year Plan period.
Singh (2005) explores about the, “Industrial Relations: Emerging Paradigms“ stated that
social security is an attack on five giants such as wants, disease, ignorance, squalor and
idleness. According to him, social security is not a burden but a kind of wise investment that
offers good social dividends in the long run.
Venkata Ratnam (2006) in his study , “Industrial Relations” discussed the provisions made
for social security in the constitution of India, labor legislations, collective agreements and
voluntary arrangements for the organised sector. He also discussed the key issues in social
security in the context of the emerging socio-economic environment.
Micheal Armstrong (2006) states about, “A Hand Book of Human Resource Management”
discussed the various welfare services provided to employees in detail. He stated that the
provision of welfare services in terms of individual services, group services and employment
assistance programs help in improving the identification of employees with the companies in
which they are employed.
Malik (2007) in his study discussed the various welfare measures to be provided to workers
and employees under various Acts Viz., Mines Act, 1952, Factories Act, 1948, Environment
(Protection) Act, 1986 etc.
Aquinas (2007) conducts a study on, “Human Resource Management” explained the intra-
mural and extra-mural welfare benefits provided to employees. He stated that some welfare
benefits are provided as per legislation while some other welfare benefits are provided
voluntarily by management or as a result of bi-partite settlements between the Management
and Trade Unions.
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Scott Snell and George Bohlander (2007) states about, “Human Resource Management”
throw light on the various benefits especially social security benefits such as provident fund,
gratuity, pension and insurance cover provided to employees.
Gary Dessler and Biju Varkkey (2009) states about, “Human Resource Management”
discussed the benefits and services provided to employees in India. They also discussed the
benefits to be provided as per Central or State Law besides the discretionary benefits
provided by employers.
John M. Ivancevich (2010) in his study, “Human Resource Management” stated that an
employer has no choice about offering mandated benefits programs and cannot change them
in any way without getting involved in the political process to change the existing laws.
According to him, the three mandated programmes are unemployment insurance, social
security and a worker’s compensation.
Aswathappa (2010) conducts a study on, “Human Resource Management” discussed the
various types of benefits and services provided to employees in terms of payment for time not
worked, insurance benefits, compensation benefits, pension plans etc. He also discussed the
ways to administer the benefits and services in a better way.
Goyal (1995) in this study, determined the extent of job satisfaction experienced by textile
workers due to primarily the statutory labor welfare facilities provided in the private, public
and co-operative textile sectors in Punjab, the awareness and implementation of these labor
welfare facilities and their correlation with job satisfaction, including the relationship
between labor welfare and job satisfaction.
However, the researcher did not investigate the influence of personal factors (gender, age and
experience) and hierarchy on the level of job satisfaction of the textile workers studied,
compare the level of job satisfaction experienced by these workers in the different sectors of
the textile industry, the influence of the non-statutory labor welfare facilities on job
satisfaction and the differential influence in the dimensions of labor welfare facilities on the
level of job satisfaction.
Srivastava (2004) in his research study titled Impact of Labor Welfare on Employees
Attitudes and Job Satisfaction, a comparative study was conducted on workers in the private
and public sectors of Kanpur city. The researcher attempted to assess the quality of labor
welfare activities, measure the degree of job satisfaction of workers provided with labor
22

welfare facilities in private and public sectors and evaluate the attitudes of workers towards
management in both the sectors.
With the help of three standardized instruments, data was collected for the purpose of the
study. These included Labor Welfare Inventory by Srivastava (2002), which had a total of 47
items and measured eight dimensions of labor welfare facilities, Job Satisfaction Scale
constructed and standardized by Srivastava (1996) consisting of 38 items and measuring nine
dimensions of job satisfaction and Attitudes of Workers towards Management constructed
and standardized by Kapoor (1972) consisting of 20 items.
Incidental sampling technique was used to determine the sample of 100 workers each from
the private and public sectors of Kanpur city. Thus the total sample of the study constituted
200 workers from the private and public sectors.
The results of the study showed that better labor welfare facilities have a deep impact on
workers psyche. If the conditions of workers are improved and they are provided with good
labor welfare facilities they will be more satisfied in their jobs. Welfare facilities work as
incentives for workers. The study also found that there was a significant difference in the
labor welfare facilities provided in the private and public sector. The public sector provides
better facilities to their workers than the private sector. However welfare facilities like
subsidized loan, canteen and safety of workers scored significantly higher in private sector
than the public sector. Significant difference was also found in the job satisfaction
experienced between private and public sector workers. The public sector workers were more
satisfied with their jobs than private sector workers. Public sector workers experienct, job
security and get promotion on the basis of kindness from authority, while private sector
workers feel job insecurity and get promotion on the basis of hard work and performance.
Moreover the private sector workers also received very good salaries and incentives than
public sector workers.
A significant difference was also found in the attitudes of workers towards management in
the two sectors. Public sector workers had a favourable (pro) attitude towards management
while the private sector workers had an unfavourable (anti) attitude towards management.
Furthermore workers who perceived better welfare in their organizations had a favorable
attitude towards management as compared to the workers who perceived poor welfare
facilities in their organizations. Workers who perceived better welfare activities experienced
23

higher degree of job satisfaction compared to those who perceived poor welfare facilities in
private as well as public sectors. According to this better welfare facilities influence job
satisfaction.
Srivastava (2004) thus made an in depth study of the influence of labor welfare facilities on
job satisfaction, including its effect on the attitude towards management, the comparative
difference in the labor welfare facilities provided between the private and public sectors and
the attitudes of workers towards management in the two sectors.
The researcher did not probe into the personal factors (gender, age and experience)
influencing the level of job satisfaction, the influence of the dimensions of labor welfare
facilities on the level of job satisfaction, the statutory and non-statutory labor welfare
facilities and its influence on job satisfaction of workers. Further no attempt was made to
study the influence of hierarchy on the level of job satisfaction in these industries.
Agnihotri (2002) the study on labor welfare and job satisfaction was conducted by this study
on Labor Welfare Activities and Its Impact on Laborer Behaviour found that job satisfaction
and the different dimension of welfare facilities was significantly related.
Srimannarayana and Srinivas (2005) conducted a study titled Welfare Facilities in a
Cement Plant: Employees' Awareness, Utilization and Satisfaction which analyzed welfare
facilities provided by the plant, its administration and examined the extent of awareness,
utilization and satisfaction of the employees with the welfare facilities. For the purpose of the
study a private cement plant located in rural India was selected. The sample of the study
constituted officers in the personal department (management) and a random sample of 100
workers covering 50 monthly rated employees and 50 daily rated employees. A schedule was
administered to the sample to collect their viewpoint on welfare.
Kumar (2003) conducted a study 0n the title Labor Welfare and Social Security: Awareness,
Utilization And Satisfaction of Labor Laws. The study was on workers in selected medium
scale and large scale units equally drawn from public and private sectors in Haryana. A
representative sample of 12 units was selected from these industries in Haryana.
The objective of the study was to ascertain the level of awareness, the extent of
implementation and utility of selected labor laws among the workers in the selected units. A
comparison was made of the awareness, implementation and utility of selected labor laws in
the public and private sectors chosen for the study.
24

The results of the study revealed that on the awareness aspect of the factories Act (1948)
workers in the private sectors were relatively more aware of the existence of the Factories Act
compared to workers in the public sectors. Considering the modus operandi of different
provisions of the Act it was found that workers in the public sectors were relatively more
aware of the provisions in the Factories Act such as health, safety, welfare, and annual leave
with wages than workers in the private sectors. Similar results were realized for large scale
and medium scale units of the public sectors, but in the case of safety provisions awareness
was more in the large-scale units of the private sectors and medium scale units of the public
sectors.
On the aspect of implementation of the Factories Act the proportion of workers satisfied with
the provisions of the Act (ventilation, temperature, drinking water, cleanliness and welfare)
was relatively more in the public sectors than private sectors. The Act's provision on lighting,
safety, overtime, and rest room facilities were noticed to be provided more in the private
sectors, while the proportion of workers satisfied with the provision of first-aid and canteen
in the private and public sectors were found to be the same.
On the utility front of the provisions of the Factories Act the proportion of workers
expressing high utility was relatively more in public sectors than private sectors except on the
health provision.
With the other labor laws studied such as Minimum Wages Act the workers in the public
sectors were found to be more aware of the existence of the Act than workers in the private
sectors. With the implementation of the Act workers in the public sectors were found
relatively more satisfied with the provisions of the Act, except with the wage rate of different
classes. The proportion of workers expressing high utility of provisions of the Act (except the
wage rate of different classes and employment covered provisions) was relatively higher in
the public sectors.
The awareness of labor laws like Provident Fund Act, Employees' State Insurance Act and
Workmen's Compensation Act was found to be high for all respondents in the private and
public sectors of the study.
The study stressed upon only the statutory welfare facilities as determined by the labor laws
and the extent of awareness, implementation and utility of these laws for workers in the
selected public and private sectors in Haryana. The study brought out the comparative
25

differences in the awareness, implementation and utility of labor laws between the private
and public sectors.
The study did not consider the level of job satisfaction of workers in these sectors, the
influence of labor welfare facilities on job satisfaction, personal factors influencing job
satisfaction and the impact of statutory and non-statutory labor welfare facilities on job
satisfaction.
Gani (1993) in his study on Quality of Work Life in a State Setting: Finding of an Empirical
Study attempted to examine some important aspects of quality of work life, adopted from
various studies in India and abroad. Using the technique of stratified proportionate sampling,
the sample of the study constituted 250 workers from five large and medium scale
manufacturing public and private sector units in Kashmir and Jammu Divisions. A
comprehensive interview schedule was prepared and used after proper pretesting to elicit
information from workers on various issues under the study. The information was secured
from respondents through personal investigation methods. Like type technique was used to
prepare the scale while selecting items to measure the attitudes of workers. With a view to
measure the level of workers' job satisfaction, a scale developed and standardized by Ganguli
(1954) consisting of 30 internally consistent statements and measuring nine dimensions of job
satisfaction was used with slight modification.
Results of the study revealed that wage discontent, deplorable working and living conditions,
job insecurity and poor industrial relations climate, continues to be the major consideration in
employees working lives. Furthermore considering that the increase in earnings have not led
to an increase in real wages and that the improvements in wages alone can neither satisfy the
worker nor cause job mobility and work commitment among them, the results draw attention
to the fact that the non-wage incentives should receive more attention than they have received
hitherto. These are in the form of dress, items subsidized, housing and canteens, family
planning, recreational activities, transport, education, health care assistance which would go a
long way in improving the lot of workers. With respect to various aspects of the job, majority
of the workers were to a great extent dissatisfied with their wages, welfare facilities, working
conditions, security of service, and nature of job, supervisory behavior, promotion
opportunities, and personal policies. From the results it was found that workers recognize the
supervisor's relation with workers as most important aspect of the job.
26

The study by Gani (1993) stressed upon the importance of non-wage incentives, which
comes under the purview of non-statutory labor welfare facilities. Moreover the various
aspects of the job in which majority of the workers were highly dissatisfied are part of labor
welfare facilities. It determined the level of job satisfaction experienced by workers. However
the research did not study the influence of the dimensions of quality of work life or in other
words the labor welfare facilities on job satisfaction, nor did it study the influence of personal
variables, hierarchy, and that of statutory and no statutory welfare facilities on job
satisfaction.
Sharan (1980) conducted a study on working conditions and job satisfaction. Six aspects of
working conditions studied were wages, job security, benefits, promotional prospects,
physical atmosphere at work, and social relationship with immediate bosses. The researcher
found that the accumulative effects of these adverse working conditions have rendered work
unpleasant for the respondents. Further it was found that if these working conditions show
any marked improvement particularly in wages, then the respondent's satisfaction with their
job is likely to improve considerably.
Kumar and Yadav (2002) conducted a study on title Satisfaction Level from Labor Welfare
Schemes in Sugar Factories in Gorakhpur Division, examined the labor welfare schemes in
the eight State government and private sector sugar factories of the Gorakhpur Division in
Uttar Pradesh. Based on stratified random sampling, 240 workers were interviewed from
these sugar factories, using a well-structured interview schedule. The results revealed that,
overall the satisfaction level of workers from labor welfare schemes was low in both the
private and State sugar factories. Further, the workers in both sectors ranked the four labor
welfare schemes according to their importance, which fell in the following order housing
scheme, medical scheme, followed by education and recreation schemes.
However when a comparison was made between the respondents in the private and State
sugar factories it was observed that worker's satisfaction level from welfare measures which
affects work environment, is higher in the private sector sugar factories than in the State
government sugar factories. Moreover satisfaction of workers from social security schemes,
housing, medical schemes, education scheme, was higher for workers in the private sector
sugar factories than the State government sugar factories. The study concluded that workers
in State government sugar factories have less satisfaction from welfare schemes compared to
those in the private sector sugar factories.
27

The study made a comparative analysis of labor welfare schemes in the private and public
sector sugar factories. But it did not include the study of job satisfaction, hierarchy and labor
welfare.
From the review of literature it can be realized that only a few researchers have shown
interest in analyzing labor welfare facilities and its influence on job satisfaction.
Reference:
 Joshi, M.M, “Trade Union Movement in India”, Bombay, 1927, pp.157-169.
 Seth, B.R, “Labour in Indian Coal Industry”, D.B Taraporawala Sons & Co., Bombay,
1940, p.85.
 Radhakamal Mukerjee, “The Indian Working Class”, Hindi Kitabs, Bombay, 1945,
p.137.
 Srivastava, V.L, “A Socio-economic Survey of the Workers in the Coal Mines of India
(With special reference to Bihar), Scientific Book Agency, Calcutta, 1970, p.53.
 Hasan, N. “The Social Security System of India, S. Chand & Co, New Delhi, 1972,
p.4.
 Kudchelkar, D.L.S. “Aspects of Personnel Management and Industrial Relations”,
Excel Books, New Delhi, 1979, p.10
 Tyagi, B.P. “Labour Economics and Social Welfare”, Educational Publishers, Meerut,
1982, pp. 595-613.
 Pramod Varma, “Labour Economics and Industrial Relations”, Tata McGraw Hill
Publishing Company Limited, New Delhi, 1987, p. 381.
 Ahuja, K.K. “Labour Welfare and Social Security” in Personnel Management,
Kalyani publishers, New Delhi, 1988 pp. 935-947.
28

 Arun Monappa, “Labour Welfare and Social Security” in Industrial Relations, Tata
McGraw-Hill Publishing Company Limited, New Delhi, 1990, pp. 243271.
 Tripathi, P.C. “Labour Welfare and Social Security”, Personnel Management and
Industrial Relations”, Sultan Chand & Sons, New Delhi, 1998 pp 325-363.
 David A. Decenzo and Stephen P. Robbins, “Benefits and Services” Personnel /
Human Management, Prentice Hall of India Private Limited, New Delhi, 2001, pp.
451-475.
 Michael, V.P. “Labour Welfare Measures and Labour Welfare Officers” in Human
Resource Management and Human Relations, Himalaya publishing House, Mumbai,
2001, pp.612-618.
 Kannan, K.P. “State Assisted Social Security for poverty Alleviation and Human
Development: Kerala’s Record and its Lessons”, In Mahendra Devetal, Social and
Economic Security in India, New Delhi, Institute of Human Development, 2001, pp.
314-319.
 Pylee M.V. and Simon George A, ”Retirement Benefits in Industrial Relations and
Personnel Management, Vikas Publishing House Pvt. Ltd, New Delhi, 2003, pp. 153-
160.
 Punekar, Deodhar and Sankaran, ”Labour Welfare, Trade Unionism and Industrial
Relations”, Himalaya Publishing House, Mumbai, 2004, p.24.
 Shashi, K. Gupta, “Labour Welfare” in Human Resource Management, Kalyani
Publishers, New Delhi 2005, pp. 26.1 -26.13.
 Mamoria, C.B, Mamoria Satish and Gankar, S.V “Labour Welfare Work and
Institution of Labour Welfare Officer” in Dynamics of Industrial Relations, Himalaya
Publishing House, Mumbai, 2005, pp. 529-565.
 Singh, B.D, “Industrial Relations: Emerging Paradigms”, Excel Books, New Delhi,
2005, pp. 228-229.
 Venkata Ratnam, C.S, “Industrial Relations” Oxford University Press, New Delhi,
2006, pp. 478-479.
29

 Micheal Armstrong, “A Hand Book of Human Resource Management”, Kogan Page
LTD, New Delhi, 2006, pp. 845-857.
 Malik, P.L. “Hand book of Labour and Industrial Law”, Eastern Book Company,
Lucknow, 2007, pp. 633-634.
 Aquinas P.G, “Human Resource Management”, Vikas Publishing House Pvt. Ltd,
New Delhi, 2007, pp. 184-191.
 Scott Snell and George Bohlander, “Human Resource Management” Cengage India
Private Ltd, New Delhi, 2007, pp. 447-482.
 Garry Dessler and Biju Varkkey, “Human Resource Management,” Dorling
Kindersley (India) Pvt Ltd., New Delhi, 2009, pp.513-546.
 John M Ivancevich, “Human Resource Management”, Tata McGraw Hill Education
Private Limited, New Delhi, 2010, pp. 255-383.
 Aswathappa, K. “Human Resource Management”, Tata McGraw Hill Education
Private Limited, New Delhi, 2010, pp. 378-392. THESES 38. Ramakrishna
chattopadhyay, “Social Perspective on Labour Legislation in India”, Unpublished
thesis submitted to the University of Calcutta, Calcutta, 1932.
 Punekar Sadananda Dattatreya, “Social Insurance of Indian Industrial Workers”
Unpublished thesis submitted to the University of Bombay, 19421949.
30

CHAPTER III
RESEARCH METHODOLOGY
Research Introduction:
The research approach for this topic was based on both qualitative and quantitative approach
that entailed the generation of data in form of description and numbers which can be
subjected to accurate qualitative and quantitative analysis in a formal and fashion. These
approaches could further be sub classified into inferential, experimental and simulation
approaches. But for the researchers of this study, were based on inferential approach since it
is useful in formulation of data base showing dissimilar attribute of targeted group or
respondents.
Research Design:
31

Research design refers to the way in which its subject or constituents such as customers are
organized and observed, research designs can be regarded as traditionally categorized as
experimental or observational(Fink A.2005). The study aimed to use one among the type of
research.
The research Design for the researched topic was based on Descriptive research which
concerned with describing the characteristics of the groups or individual and determine the
frequency with which the information obtained or its association with something else. “It is
necessary to have a clear picture of the phenomenon on which you wish to collect data prior
to the collection of data”(Kothari, 2006). This means that a descriptive study pre-supposes
much prior knowledge about the phenomenon being studied. Another reason for choosing
exploratory research design is nature of the study being studied, which is clearly defined in
the statement of the study.
Study area:
Madurai is a major city and cultural headquarters in the state of Tamil Nadu in India. It is the
administrative headquarters of Madurai District and the 31st largest urban agglomeration in
India. Madurai is the third largest city by area and third largest city by population in Tamil
Nadu. Located on the banks of River Vaigai, Madurai has been a major settlement for two
millennia and is one of the oldest continuously inhabited cities in the world. Madurai is
closely associated with the Tamil language, and the third Tamil Sangam, a major
congregation of Tamil scholars said to have been held in the city. The recorded history of the
city goes back to the 3rd century BCE, being mentioned by Megasthenes, the Greek
ambassador to India, and Kautilya, a minister of the Mauryan emperor Chandragupta
Maurya. Signs of human settlements and Roman trade links dating back to 300BC are evident
from excavations by Archeological Survey of India in Manalur.The city is believed to be of
significant antiquity and has been ruled, at different times, by the Pandyas, Cholas, Madurai
Sultanate, Vijayanagar Empire, Madurai Nayaks, Carnatic kingdom, and the British. The city
has a number of historical monuments, with the Meenakshi Amman Temple and Tirumalai
Nayak Palace being the most prominent. Madurai is an important industrial and educational
hub in South Tamil Nadu. The city is home to various automobile, rubber, chemical and
granite manufacturing industries. It has developed as a second-tier city for information
technology (IT), and some software companies have opened offices in Madurai. The Tamil
Nadu government has planned a satellite town for Madurai near Thoppur. Madurai has
32

important government educational institutes like the Madurai Medical College, Homeopathic
Medical College, Madurai Law College, Agricultural College and Research Institute.
Madurai city is administered by a municipal corporation established in 1971 as per the
Municipal Corporation Act. Madurai is the second corporation in Tamil Nadu next to
Chennai corporation. The city covers an area of 242.97 km2 and had a population of
1,017,865 in 2011. The city is also the seat of a bench of the Madras High Court, one of only
a few courts outside the state capitals of India.
Population of the city:
According to 2011 census based on per-expansion limits, thea area covered under the
Madurai Municipal Corporation had a population of 1,017,865 with a sex-ratio of 999
females for every 1,000 males, much above the national average of 929. A total of 100,324
were under the age of six, constituting 51,485 males and 48,839 females. Scheduled Castes
and Scheduled Tribes accounted for 6.27% and .31% of the population respectively. The
average literacy of the city was 81.95%, compared to the national average of 72.99%. There
were a total of 391,315 workers, comprising 1,224 cultivators, 2,178 main agricultural
laborers, 11,282 in house hold industries, 348,849 other workers, 27,782 marginal workers,
388 marginal cultivators, 616 marginal agricultural laborers, 1,611 marginal workers in
household industries and 25,167 other marginal workers. The Madurai metropolitan area
(urban agglomeration) had a population of 1,465,625.Madurai metropolitan area constitutes
the third largest metropolitan area in Tamil Nadu and the 31st in India.
Data types and sources:
Both secondary and primary sources were used for stance the official statistics were collected
including a review of earlier studies on TVS Company in Madurai.
Secondary information was supplemented with primary data which were obtained through
questionnaires based interviews. There was a need to go beyond secondary data as reliability
and method of collection could be questioned, and as some of the important information were
not officially available. Therefore, an additional (own) survey in Madurai was implemented
to fill in data gaps and possibly correct or improve upon existing data. The survey also
provided data used in qualitative analysis. During the survey, officials in large hotels and
33

lodges were questioned in each location, about their trends, their average occupancy rates,
their level of services to the tourists and their relationship with other stakeholders such as
tour operators, travel agents, tourists and government officials were interviewed.
Sampling procedures and sample size:
Sampling is the process of selecting respondents to be involved in the study from the studied
population. In addition, it can be defined as the process of obtaining information about an
entire population by examining only a part of it .
Sample size:
100 employees
Types of sampling of sampling:
There are two types of sampling which are probability and non probability sampling with
their sub branches for each.
Methods of data collection:
The collection of data involved a number of ways include the followings;
Questionnaires:
This involved Semi structured and unstructured questions that were used so as to generate
information and data, which subsequently will be used for both qualitative and quantitative
analyses. Open –ended and closed ended questionnaires were designed to give opportunities
to the respondents to give out their views concerning the research questions
Specific questionnaires for each group were designed such as questionnaires for employees
who works in that company, questionnaires for the staff members in Management of the
surveyed company, and alike.
Observations:
Observing during the field work is mainly to assist and to probe an issue beyond those which
are covered in the structured questionnaire and interview checklist. As the researchers we had
to observe on the ways how the service was provided to the employees.
34

Procedures and methods of data processing and analysis:
i. Descriptive statistics including frequency, tables, percentages and ratios were used
ii. Computation and interpretation of welfare measures and job satisfaction information which
have been provided by respondents.
Tools:
 Simple percentage analysis
35

CHAPTER IV
DATA ANALYSIS AND INTERPRETATION
4.1.1: Table 1
Gender of the respondents:
36
Gender Male Female Total
Frequency 45 45 90
Percentage 50% 50% 100%

Inference
The above table shows that the 50% of the respondents are male and the other 50% of the
respondents are female that is among the 90 respondents, 45 respondents are male and the
other 45 respondents are female.
4.1.1: Figure 1
Gender of the respondents:
37

4.1.2: Table 2
Age of the respondents:
38

Inference:
The above table shows that the majority if the respondents are in the age category of 18-25
(36.7%),33.3% of the respondents are between the age of 26-35 , 22.2% of the respondents
are between the age of 36-45 and 7.8% of the respondents are between the age of 46-55.
4.1.2: Figure 2
Age of the respondents:
39
Age in years 18-25 26-35 36-45 46-55 Total
Frequency 33 30 20 7 90
Percentage 36.7% 33.3% 22.2% 7.8% 100%

4.1.3: Table 3
Marital status of the respondents:
40

Marital status Single Married Widow Widower Total
Frequency 39 49 2 0 90
Percentage 43.3% 54.5% 2.2% 0% 100%
Inference:
The above table shows that the majority of the respondents are married (54.5%), 43.3% of the
respondents are single,2.2% of the respondents are widow and 0% of the respondents are
widower.
4.1.3: Figure 3
Marital status of the respondents:
41

4.1.4: Table 4
Experience level of respondents:
42

Experience Below 5 Below 10 Below 15 Above 15 Total
Frequency 40 28 16 6 90
Percentage 44.5% 40% 17.8% 6.7% 100%
Inference:
The above table shows that the majority of the respondents are at the experience of below 5
(44.5%), 40% of the respondents are below 10, 17.8% of the respondents are below 15 and
6.7% of the respondents are above 15 years of working experience.
4.1.4: Figure 4
43

Experience level of respondents:
4.1.5: Table 5
44

Working environment of the company:
Level Strongly
satisfied
Satisfied Average Dissatisfied Strongly
dissatisfied
Percentage 75.6% 20% 4.4% 0% 0%
Inference:
The above table shows that the majority (68) of the respondents strongly satisfy the working
environment of the company, 18 respondents satisfy the statement and 4 other respondents
averagely satisfy the statement. This shows that most of the respondents strongly satisfy the
working environment of the company.
45

4.1.5: Figure 5
Working environment of the company:
46

4.1.6: Table 6
Medical benefits provided to the employees and their families by the
company:
Strongly
satisfied
dissatisfied
Percentage 27.8% 63.3% 8.9% 0% 0%
Inference:
The above table shows that the majority (57) of the respondents satisfy the medical benefits
provided in the company, 25 respondents strongly satisfy the statement and 8 other
respondents averagely satisfy the statement. This shows that most of the respondents satisfy
the medical benefits provided in the company.
47

4.1.6: Figure 6
Medical benefits provided to the employees and their families by the
company:
48

4.1.7: Table 7
Working hours of the company:
49

Strongly
satisfied
dissatisfied
Percentage 20% 77.8% 2.2% 0% 0%
Inference:
The above table shows that the majority (70) of the respondents satisfy the rate of working
hours the company, 18 respondents strongly satisfy the statement and 2 other respondents
averagely satisfy the statement. This shows that most of the respondents satisfy the rate of
working hours of the company.
4.1.7: Figure 7
50

Working hours of the company:
4.1.8: Table 8
51

Recreation place allotted by the company:
Strongly
satisfied
dissatisfied
Frequency 26 20 34 10 0
Percentage 28.9% 22.2% 37.8% 11.1% 0%
Inference:
The above table shows that the majority (34) of the respondents averagely satisfy the
recreation place allotted by the company, 26 respondents strongly satisfy the statement, 20
respondents are satisfy the statement and other 10 respondents dissatisfy the statement. This
shows that most of the respondents averagely satisfy the recreation place allotted by the
company.
52

4.1.8: Figure 8
Recreation place allotted by the company:
53

4.1.9: Table 9
Leave policy of the company:
Strongly
satisfied
dissatisfied
Percentage 22.2% 64.5% 13.3% 0% 0%
Inference:
The above table shows that the majority (58) of the respondents satisfy the leave policy of the
company, 20 respondents strongly satisfy the statement and 12 other respondents averagely
satisfy the statement. This shows that most of the respondents satisfy the leave policy of the
company.
54

4.1.9: Figure 9
Leave policy of the company:
55

4.1.10: Table 10
Canteen service in the company:
56

Strongly
satisfied
dissatisfied
Percentage 55.6% 26.7% 17.8% 0% 0%
Inference:
The above table shows that the majority (50) of the respondents strongly satisfy the canteen
service provided by the company, 24 respondents satisfy the statement and 16 other
respondents averagely satisfy the statement. This shows that most of the respondents strongly
satisfy the canteen service provided by the company.
4.1.10: Figure 10
Canteen service in the company:
57

4.1.11: Table 11
Restroom and lunch room facility in the company:
58

Strongly
satisfied
dissatisfied
Percentage 17.8% 61.1% 21.1% 0% 0%
Inference:
The above table shows that the majorities (55) of the respondents satisfy the rest room and
lunch room facility provided by the company, 16 respondents strongly satisfy the statement
and 19 other respondents averagely satisfy the statement. This shows that most of the
respondents satisfy the rest room and lunch room facility provided by the company.
4.1.11: Figure 11
59

Restroom and lunch room facility in the company:
4.1.12: Table 12
60

Maternity or paternity leave for the employees in the company:
Strongly
satisfied
dissatisfied
Percentage 30% 43.3% 27.8% 0% 0%
Inference:
The above table shows that the majority (39) of the respondents satisfy the maternity or
paternity leave provided by the company, 27 respondents strongly satisfy the statement and
25 other respondents averagely satisfy the statement. This shows that most of the respondents
satisfy the maternity or paternity leave provided by the company.
61

4.1.12: Figure 12
Maternity or paternity leave for the employees in the company:
62

4.1.13: Table 13
First aid procedures and safety measures in the company:
63

Strongly
satisfied
dissatisfied
Percentage 33.3% 65.6% 1.1% 0% 0%
Inference:
The above table shows that the majority (59) of the respondents satisfy the first aid and safety
measures provided in the company, 30 respondents strongly satisfy the statement and 1 other
the first aid and safety measures provided in the company.
4.1.13: Figure 13
First aid procedures and safety measures in the company:
64

4.1.14: Table 14
Overall satisfaction level of employees on welfare activities:
65

Strongly
satisfied
dissatisfied
Percentage 7.8% 86.7% 5.5% 0% 0%
Inference:
The above table shows that the majority (78) of the respondents satisfy the overall welfare
measures provided in the company, 7 respondents strongly satisfy the statement and 5 other
the overall welfare measures provided in the company.
4.1.14: Figure 14
66

Overall satisfaction level of employees on welfare activities:
4.1.15: Table 15
67

The work according to the qualification of the employee:
Strongly
satisfied
Satisfied Average Dissatisfied
Strongly
dissatisfied
Percentage 72.2% 17.8% 10% 0% 0%
Inference:
The above table shows that the majority (65) of the respondents strongly satisfy their work is
based on their qualification and skills, 16 respondents satisfy the statement and 9 other
respondents averagely satisfy the statement. This shows that most of the respondents strongly
satisfy their work is based on their qualification and skills.
68

4.1.15: Figure 15
The work according to the qualification of the employee:
69

4.1.16: Table 16
Employee’s satisfaction on top management:
Strongly
satisfied
dissatisfied
Percentage 77.8% 13.3% 8.9% 0% 0%
Inference:
The above table shows that the majority (70) of the respondents strongly satisfy the top
management of the company, 12 respondents satisfy the statement and 8 other respondents
averagely satisfy the statement. This shows that most of the respondents strongly satisfy the
top management of the company.
70

4.1.16: Figure 16
Employee’s satisfaction on top management:
71

4.1.17: Table 17
Employee salary in the company according to the work:
72

Strongly
satisfied
dissatisfied
Percentage 25.6% 74.4% 0% 0% 0%
Inference:
The above table shows that the majority (67) of the respondents satisfy their salary based on
their work provided in the company and other 23 respondents strongly satisfy the statement.
This shows that most of the respondents satisfy their salary based on the work provided in the
company.
4.1.17: Figure 17
73

Employee salary in the company according to the work:
4.1.18: Table 18
74

Necessary authority to perform the duties effectively by the employees:
Strongly
satisfied
dissatisfied
Percentage 45.6% 24.4% 30% 0% 0%
Inference:
The above table shows that the majority (41) of the respondents strongly satisfy that they
have necessary authority to perform their duties effectively in the company, 22 respondents
satisfy the statement and 27 other respondents averagely satisfy the statement. This shows
that most of the respondents strongly satisfy that they have necessary authority to perform
their duties effectively in the company.
75

4.1.18: Figure 18
Necessary authority to perform the duties effectively by the employees:
76

4.1.19: Table 19
Counselling programs for the employees:
Strongly
satisfied
dissatisfied
Percentage 11.1% 56.7% 32.2% 0% 0%
Inference:
The above table shows that the majority (51) of the respondents satisfy the counseling
programs provided in the company, 10 respondents strongly satisfy the statement and 29
other respondents averagely satisfy the statement. This shows that most of the respondents
satisfy the counselling programs provided in the company.
77

4.1.19: Figure 19
Counselling programs for the employees:
78

4.1.20: Table 20
Helping tendency of the employees by sharing their experience:
79

Strongly
satisfied
dissatisfied
Percentage 37.8% 25.5% 26.7% 0% 0%
Inference:
The above table shows that the majority (34) of the respondents strongly satisfy that they are
helped by other employees by sharing their experience in the company, 32 respondents
satisfy the statement and 24 other respondents averagely satisfy the statement. This shows
that most of the respondents strongly satisfy that they are helped by other employees by
sharing their experience in the company.
4.1.20: Figure 20
Helping tendency of the employees by sharing their experience:
80

4.1.21: Table 21
Employee involvement in management decision:
81

Strongly
satisfied
dissatisfied
Percentage 36.7% 55.5% 7.8% 0% 0%
Inference:
The above table shows that the majority (50) of the respondents satisfy that they are involved
in the management decisions of the company, 33 respondents strongly satisfy the statement
and 7 other respondents averagely satisfy the statement. This shows that most of the
respondents satisfy that they are involved in the management decisions of the company.
4.1.21: Figure 21
82

Employee involvement in management decision:
4.1.22: Table 22
83

Recognition and acknowledgement of the employee in their work:
Strongly
satisfied
dissatisfied
Percentage 33.3% 63.4% 3.3% 0% 0%
Inference:
The above table shows that the majority (57) of the respondents satisfy that they are
recognized and acknowledged in their work in the company, 30 respondents strongly satisfy
the statement and 3 other respondents averagely satisfy the statement. This shows that most
of the respondents satisfy that they are recognized and acknowledged in their work in the
company.
84

4.1.22: Figure 22
Recognition and acknowledgement of the employee in their work:
85

4.1.23: Table 23
Employees overall satisfaction in their work:
Strongly
satisfied
dissatisfied
Percentage 30% 60% 10% 0% 0%
Inference:
The above table shows that the majority (54) of the respondents satisfy that they are overall
satisfied in their work, 27 respondents strongly satisfy the statement and 9 other respondents
averagely satisfy the statement. This shows that most of the respondents satisfy that they
overall satisfied in their work.
86

4.1.23: Figure 23
Employees overall satisfaction in their work:
87

4.1.24: Table 24
Satisfactory level of the welfare facility provided in the company for the
employees:
88

Strongly
satisfied
dissatisfied
Percentage 20% 70% 10% 0% 0%
Inference:
The above table shows that the majority (63) of the respondents satisfy the overall welfare
facility provided in the company, 18 respondents strongly satisfy the statement and 9 other
the overall welfare measures provided in the company.
4.1.24: Figure 24
Satisfactory level of the welfare facility provided in the company to the
employees:
89

CHAPTER V
FINDINGS, SUGGUESTIONS & CONCLUSION
FINDINGS:
• The data was collected equally among the gender, 45 male respondents and 45 female
respondents.
• Majority (33) of the respondents belong to the age group of 18-25age.
91

• Majority (49) of the respondents status are married.
• Majority (40) of the respondents have their working experience below 5 years.
• Majority (68) of the respondents are strongly satisfied in their working environment in
the company.
• Majority (57) of the respondents satisfy to the medical benefits to them and to their
families of the company.
• Majority (70) of the respondents satisfy that the working hour in the company is
adoptable.
• Majority (34) of the respondents moderately satisfy the recreation place provided in
the company.
• Majority (58) of the respondents satisfy the leave policy provided in the company .
• Majority (50) of the respondents strongly satisfy the canteen service provided in the
company.
• Majority (55) of the respondents satisfy the rest room and lunch room facility
provided in the company .
• Majority (39) of the respondents satisfy that the maternity and the paternity leave
provided in the company.
• Majority (59) of the respondents satisfy the first aid procedures and safety measures
provided in the company.
• Majority (78) of the respondents satisfy the overall welfare activities provided in the
company.
• Majority (65) of the respondents strongly satisfy that their works are given according
to their qualification in the company.
• Majority (70) of the respondents strongly satisfy with their top management of their
company.
92

• Majority (67) of the respondents satisfy that they are being paid fairly based on the
work they do in the company.
• Majority (41) of the respondents strongly satisfy that they are given the necessary
authority to perform their duties effectively.
• Majority (51) of the respondents satisfy that the company regularly organizes the
counselling programs.
• Majority (34) of the respondents strongly satisfy that they share their experience to
help one another inside the company.
• Majority (50) of the respondents satisfy that they are involved in the management
decisions y the top management in the company.
• Majority (57) of the respondents satisfy that they are recognized and acknowledged in
their work.
• Majority (54) of the respondents satisfy their job in the company.
• Majority (63) of the respondents satisfy the welfare facilities provided in the
company.
• And this data also shows that there is flaw in the recreation place provided to the
employees and also it shows that they are not give with necessary authority to perform
their duties and also the counselling programs didn’t reach the employees efficiently.
93

SUGGESTIONS:
o According to the data collected from the respondents it clearly shows that they have
better working environment, medical benefits to them and to their families, working
hours, leave policy, canteen service, restroom and lunch room facility, maternity and
paternity leave and proper first aid procedures and safety measures
o This shows that the employees are totally satisfied by the welfare measures provided
in the company.
o And also according to the data collected from the respondents clearly shows that they
have no problem with their top management of the company as well as the salary
provided to them for their work.
o It also shows that they are given the work according to their qualifications and skills,
and the employees are recognized and acknowledged in their work.
o The employees in the company share their experience with one another to help
themselves improve.
o Employees are overall satisfied with their job in the company.
94

CONCLUSION
This study explores the importance of welfare measures which leads to job satisfaction that
helps in the structure of understanding the effects of the firm compensation practices of the
employee force. And by identifying the areas, to take timely action to improve the welfare
and satisfaction of the employees. Employee plays an important role in the industrial
production of the company.
From the study it is found that the Employee welfare facility has great impact on job
satisfaction. The welfare measures should be tailored in such a way that it accomplishes the
needs of the employees, if the needs of the employees are satisfied it will lead to the
satisfaction of the employees which will automatically leads to increase in productivity of the
company. It gives the feel of care to the employees that result in sincerity and loyalty of the
employees towards the organization.
Hence, the organization should cooperate with the employees in order to increase the
production and to earn higher profits. Employee benefits constitute a pivotal role for the
provision of income and security. It also helps in finding out the employees relationship with
the management.
95

Employees are the pillars of the organization. They should be benefited by certain plans like
pension plan, gratuity, children education, Insurance etc. The social evils prevalent among the
employee such as substance abuse are reduced to a greater extent by the policies.
BIBLIOGRAPHY:
 L. M. Prasad-Human Resource Management
 Dr. P.C Tripathi-Personal Management
 Marketing Management by Philip Kotler
 Dr. Radha-Organizational Behaviour
 C.R. Kothari-Research methodology
 Market Research by Tull and Hawkins
 R.P. Vittal-Satiscal & Business Mathematics
WEBLIOGARPHY:
 www.tvsmotor.com/pdf/Financial-Results-March-2016.pdf
96

 "Sundaram Clayton Company History". Money control. 1 January 2005. Retrieved 28
September 2010.
 The company also got over a period of labour unrest that required Chairman Venu
Srinivasan to take tough measures to resurrect a company that was in a state of
turmoil. He went on to invest in new technology, nurture in-house design and
implement Toyota-style quality programs.
 www.tvsapache.com/rr310/
 www.thehindubusinessline.com/2002/11/03/stories/2002110301380200.htm
 www.tvsmotor.com
 Das, Swati (16 July 2004). "Warwick's doctorate to Venu Srinivasan". Times of India.
Retrieved 2 August2010.
 "Padma Shri for Venu Srinivasan". The Hindu BusinessLine. 25 January 2010.
Archived from the original on 3 June 2010. Retrieved 2 August 2010
 careerswithtvsm.tvsmotor.com
 www.indeed.co.in/cmp/Tvs-Motor/reviews
 www.tvsmotor.com/tvs-in-brief
 www.glassdoor.co.in/Benefits/TVS-Motor-Company-India-Benefits-
EI_IE313020.0,17_IL.18,23_IN115_IP2.htm
 TVS Motor Company - Bikes in India, Bike Prices, New Bikes, Two Wheeler
Manufacturer India, Motorcycles, 2 Wheelers".
 The TVS Group
 TVS group, TVS and Sons, T V Sundram Iyengar and Sons Limited”
 www.ukessays.com/essays/marketing/tvs-motor-company-in-india
 www.ukessays.com/essays/marketing/tvs-motor-company-in-india
97

 "Mitsubishi, sole agents for Valvoline car care products". Sunday Observer. 3 August
2003. Archived from the original on 11 October 2012. Retrieved 2 August 2010.
“A STUDY ON JOB SATISAFACTION BASED ON THE WELFARE
MEASURES PROVIDED IN TVS COMPANY WITH SPECIAL
REFERENCE TO MADURAI”
QUESTIONNAIRE:
98

Personal details:
Name :
Age :
Gender :
Marital status :
If yes:-
No of children :
Qualification :
Designation :
Experience :
How do you rate the following: (Welfare Measures)
1) Working environment:
a) Highly satisfied b) satisfied c) average d) dissatisfied e) highly dissatisfied
2) Medical benefits provided by the organisation for the employee and their families:
3) Working hours of the organisation:
4) Recreation place:
5) Leave policy:
99

6) Canteen services:
7) Rest room and lunch room facility:
8) Maternity leave for the female employee:
9) First aid procedures and safety measures:
10) Overall satisfaction with employee welfare activities:
How do you rate the following (Job Satisfaction)
11) Is your work according to your qualification and skills?
a) Strongly agree b) agree c) neutral d) disagree e) strongly disagree
12) Is the employees are satisfied with the top management?
13) Is the company provides satisfactory salary according to the work?
14) Are the employees in the company having necessary authority to perform their duties
effectively?
15) Company organises counselling programs for the employees regularly?
100

16) Employees in the company share experience to help each other?
17) Top management involves employees in the management decisions?
18) Your company recognize and acknowledge your work?
19) Rate your overall satisfaction with your job?
20) Welfare facilities provided to the employees by the organisation are satisfactory?
101

A STUDY ON THE WELFARE MEASURES PROVIDED IN THE COMPANY WITH REGARDS TO JOB SATISFACTION IN TVS COMPANY WITH SPECIAL REFERENCE AT MADURAI

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A STUDY ON THE WELFARE MEASURES PROVIDED IN THE COMPANY WITH REGARDS TO JOB SATISFACTION IN TVS COMPANY WITH SPECIAL REFERENCE AT MADURAI