Women Welfare Measures

Women welfare measures
CHAPTER 1 INTRODUCTION:
Human resource management is concerned with managing the people who are the basic resources of an organization. HRM is the process of managing the vibrating human resources in an organization, so that the employee and employer will be able to achieve the organizational goals. It may be defined as the art of processing, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner.
NATURE OF HRM
Human resource management is a process of brining people and organization together so that the goals of each are met. It may be defined as the art of procuring. Developing and maintain competent workforce to achieve the goals of an organization in an effective and efficient manner.
DEFNITION OF HUMAN RESOUCE MANAGEMENT: It is proposed that we take human resource management to be that part of management concerned with: All the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people as employees in any type of organisation (including small and micro enterprises and virtual organisations); All the dimensions related to people in their employment relationships, and all the dynamics that flow from it (including in the realisation of the potential of individual employees in terms of their aspirations);

All aimed at adding value to the delivery of goods and services, as well as to the quality of work life for employees, and hence helping to ensure continuous organisational success in transformative environments.
WHAT IS HUMAN RESOURCE MANAGEMENT CONCERNED WITH? Human resource management is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational goals
FEATURES OF HRM:
Pervasive force: Human Resource Management is pervasive in nature. Action oriented: Human Resource Management focuses attention on action, rather than on record keeping, written procedures or rules. Individually oriented: It tries to help employees develop their potential fully. People oriented: Human Resource Management is all about people work, both as individuals and groups. Future oriented: Effective Human Resource Management helps an organization meet its goals in the future by providing competent and well motivated employees. Development oriented: Human Resource Management intends to develop the full potential of employees. Integrating mechanism: Human Resource Management tries to integrate human assets to the best possible manner in the service of an organization. Comprehensive function: It is basically a method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their best efforts to the organization.
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cAuxiliary service: Human resource department exist to assist and advise the line or operating manager to do their personal work more effectively. Inter disciplinary function: Human Resource Management is a multi disciplinary activity, utilizing knowledge and inputs drawn from psychology, sociology, anthropology, economic etc. Continuous function: HRM requires a constant alertness and awareness of human relations and their importance in every day operations.
SCOPE OF HUMAN RESOURCE MANAGEMENT:

The scope of human resource management is very wide. Research in behavioral sciences, new trends in managing knowledge workers and advances in the field of training have expanded the scope of human resource function in recent years. The scope of Human Resource Management : Personnel aspect: This is concerned with manpower planning, recruitment, selection placement, transfer, promotion training and development, lay off and retrenchment, remuneration, incentives, productivity etc. Welfare aspect: It deals with working conditions and amenities such as canteens, crche, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities. Industrial relations aspect: This covers union management relations, joint consultation, collection bargaining, grievances and disciplinary procedure, settlement of disputes etc.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
The principle objectives of Human Resource Management may be listed thus: a. To help the organization reach its goals: Human resource department, like other departments in an organization, exists to achieve the goals of the organization first and if it does not meet this purpose, human resource department will wither and die. b. To employ the skills and abilities of the workforce effectively: The primary purpose of human resource management is to make peoples strengths productive and to benefit consumers, stock holders and employees. c. To provide the organization with well trained and well motivated employees: Human resource management requires that employees be motivated to exert their maximum efforts, that their performance is evaluated properly for results and that they be remunerated on the basis of their contributions to the organization. d. To increase to the fullest the employees job satisfaction and self actualization: It tries stimulating every employee to realize their potential. To this end suitable programs have to be designed aimed at improving the quality work life (QWL) e. To develop and maintain a quality of work life: It makes employment in the organization a desirable, personal and social situation, without improvement in the quality of work life, it is difficult to improve organizational performance. f. To communicate human resource policies to all employees: It is the responsibility of human resource management to communicate to the fullest possible sense, soliciting ideas, opinions and feeling of customer, non customers, regulators and other external public as well as understanding the views of internal human resources. g. To be ethically and socially responsive to the needs of society: Human resource management ensures that the organizations manage human resources in an ethical and socially responsible manner through ensuring compliance with legal and ethical standards.

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT:
People have always been central to organizations, but their strategic importance is growing in todays knowledge based industries. With appropriate human resource policies and practices and organization can hire, develop and utilize best brains in the market place realize deliver better than other.
Human resource management helps an organization and its people to realize their respective goals thus:
1. At the enterprise level: Good human resource practices can help in attraction and retaining the best people in the organization. Planning helps the company to recruit suitable people who will be required in the short, medium and long run. It helps in training people for challenging roles, developing right attitudes towards the job and the company, promoting team spirit among employees appropriate reward schemes.
2. At the individual level: Effective management of human resources helps employees thus: It promotes team work and team spirit among employees. It offers excellent growth opportunities to people who have the potential to use. It allows people to work with diligence and commitment.
3. At the society level: Society as a whole, is the major beneficiary of good human resource practices Employment opportunities multiply Scarce talents are part to best use. Companies that pay and treat people well always race ahead of others and deliver excellent results.

4. At national level: Effective use of human resources helps in optimum utilization of natural, physical and financial resources in a better way. People with rights skills, proper attitudes and appropriate values help the nation to get ahead and compete with the best in the world leading to better standard of living and better employment.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:

Human resource management is concerned with two sets of functions namely managerial functions and operative functions. Managerial functions: The basic managerial functions comprise planning, organizing staffing, leading, controlling. Planning: This function deals with determination of the future course of action to achieve desired results. Planning of personnel today prevents crises tomorrow. The personal manager is responsible for the recruitment, selection and training of employees. Organizing: This function is primarily concerned with proper grouping of personnel activities, assigning of different groups of activities to different individuals and delegation of authority to subordinates, establishing channels of authority and communication, cocoordinating the work subordinates. Staffing: Determining what type of people should be hired, recruiting prospective employees, selecting employees, setting performance standards, compensating employees, evaluating performance, counseling employees, training and developing employees. Leading: This function helps the employees to do the job in the right way, maintaining morale and motivating subordinates. Controlling: Setting standards such as sales quotes, quality standards, or production levels, checks to see how actual performance compares with these standards taking corrective action as needed.

OPERATIVE FUNCTION: 1. Procurement function: It is concerned with procuring and employing people who possess necessary skill, knowledge and aptitude. Under its preview we have: a. Job analysis b. Human resource planning c. Recruitment d. Selection e. Placement f. Induction and orientation g. Internal mobility
2. Development: It is the process of improving, molding, changing and developing the skills, knowledge and creative ability, aptitude, attitude, values based on present and future requirements both. a. Training b. Executive development c. Career planning and development d. Human resource department
3. Motivation and Compensation: It is process which inspires people to give their best to the organization through the use of intrinsic and extrinsic rewards a. Job design b. Work scheduling c. Motivation d. Job evaluation e. Performance appraisal f. Compensation administration
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g. Incentives and benefits
4. Maintenance: It aims at protecting and preserving the physical and psychological health of employees through various welfare measures like a. Health and safety b. Employee welfare c. Social security measures
5. Integrating function: It tries to integrate the goals of an organization with employee aspiration through a. Grievances redressal b. Discipline c. Team and teamwork d. Collective bargaining e. Employee participation and empowerment f. Trade unions and employees association g. Industrial relations
6. Emerging issues: Effective management of human resources depends on refining human resource management practices of changing conditions a. Personnel records b. Human resource audit c. Human resource research d. Human resource accounting e. Human resource information system f. Stress and counseling g. International human resources management
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WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT? An organization is nothing without human resources. What is IBM without its employees? Same is in a hotel industry. It is totally based on managing people or manpower in an efficient way. When we think about the million of organization that provide us with goods and services, any one of more of which will employ us during our lifetime, often do we explicitly consider that these organization depend on people to make them operate? It is only under unusual circumstances, such as when clerks go on strike at our local supermarket, or the teachers walkout from our schools, colleges or employees working in a hotel industry, that we recognize the important role play in making organization work. There are some questions which are listed down in order to know how important HRM is: How did these people come to be employees in an organization? How were they found and selected? Why do they come to work on a regular basis? How do they know what to do on their jobs? How does management know if the employees are performing adequately? If they are not, what can be done about it? Will todays employees be prepared for the work the organization will require of them in ten, twenty - thirty years?

Management: It is the process of efficiently getting activities completed with and through other people. The management process includes the planning, organizing, leading, and controlling activities that take place to accomplish objectives. With reference to our definition, Goals are the activities completed. Limited resources are implied in efficiently. People are those in through other people. First goals are necessary because activities must be directed toward some end. There is a considerable truth in the observation that if you dont know where you are going, any road will take you there. The established goals may not so explicit, but where there are no goals, there may be a need for a new managers or no need for managers at all. Second, there are limited sources. Economic resources are scarce therefore; the manager is responsible for their allocation. This requires not only that manager be effective in achieving goals that are established but they be efficient in relating output to input. They must seek a given output with a lower input that is now being used or, for a given input, strive for a greater output. It again depends how much the manager knows about his capacity and how he designs his planning structure and how efficiently he gives a better picture and utilizes it accordingly. Managers then are concerned with the attainment of goals, which makes them effective, and with the best allocation of scarce resources, which makes them efficient. The need for two or more people is third and last requisite for management. It is with and through people that managers perform their work. Managers are those who work with and through other people, allocating scarce resources, to achieve goals.
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CONCEPT OF WELFARE:
Welfare is a broad concept referring to a state of living of an individual or group, in a desirable relationship with the total environment ecological, economic and social. Labour welfare includes both the social and economic contents of welfare social welfare is primarily concerned with the solution of various problems of the weaker sections of society like the prevention of destitution, poverty etc. Welfare generally refers to those policies which are directed at some aspect of employees well being both in physical and emotional sense. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. The welfare measures need not be in monetary terms only but in any kind / forms. Employee welfare includes monitoring of working conditions creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Welfare and women these words conjure up a wide range of images. We see women as paid workers within the welfare state. We also see women as the main users of welfare services both as direct consumers and as negotiators on behalf of other members of their families.
LABOUR WELFARE:
In a resolution in 1947, the international labour organization (120) defined labour welfare as such services, facilities and amenities as adequate canteens, rest and recreation facilities, arrangement for travel to and from work and for the accommodation of workers employed at a distance form their house, and such other services, amenities and facilities as contribute to improve the conditions under which workers are employed. Labour welfare is a part of social welfare, conceptually and operationally. It covers a broad field and connects a state of well being, happiness, satisfaction, conservation and development of HRs.
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Labour welfare work is work for improving the health, safety and general well being and the industrial efficiency of the workers beyond the minutes. Standard laid down by labour legislation, welfare measures may also be provided by the government, trade unions and non government agencies in addition to the employees. Labour laws require the employee to intend certain benefits to employees in addition to wages. Welfare measure may be both statutory and voluntary.
OBJECTIVES OF LABOUR WELFARE:

Initially, humanitarianism or social awareness motivated labour welfare activities. Driven by the desire for greater efficiency and output from workers, and with a view to attracting better workers, employers offer extra incentives in the form of labour welfare schemes. Such schemes also make it possible for employers to persuade workers to accept mechanization.
PRINCIPLES OF LABOUR WELFARE:

Labour welfare is dependent on certain basic principles, which must be kept in mind and properly followed to achieve a successful implementation of welfare programs. Principle of Adequacy of wages: Labour welfare measures cannot be substitute for wages. Workers have a right to adequate wages. But high wage rates alone cannot create a healthy atmosphere and bring about a sense of commitment on the part of workers. A combination of social welfare, emotional welfare and economic welfare together would achieve results. Principle of social responsibility of industry: Industry, according to this principle, has an obligation or duty towards its employees to look after their welfare. The constitution of India, in its Directive principles State Policy, also emphasizes this aspect of labour welfare.
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Principle of Efficiency: This plays an important role in welfare services and its bases on the relationship between welfare and efficiency, though it is difficult to measure this relationship. Whether one accepts the social responsibility of industry or not, the employer quite often accepts responsibility for implementing such labour welfare measures as would increase efficiency. Principle of Re-personalization: The development of the human personality is the target of industrial welfare which, according to the principle, should counter act the baneful effects of the industrial system. Principle of totality of welfare: This emphasizes the fact that the concept of labour welfare must spread throughout the hierarchy of an organization. Employees at all levels must accept this total concept of labour welfare because, without this acceptance, labour welfare programs will never really get off the ground. Principle of co-ordination or integration: This plays important role in the success of welfare services. Here again, welfare is a total concept. From this angle, a coordinated approach will promote a healthy development of the worker in his work, home community. This is essential for the sake of harmony and continuity in labour welfare services, Principle of Association or Democratic values: The co-operation of the worker is the basis of this principle. Consultation with and the agreement of workers in the formulation and implementation of the labour welfare services are very necessary for their success. Workers also develop a sense of pride when they are made to feel that labour welfare programs are created by them and for them.
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Principle of Responsibility: This concept recognizes the fact that both, employers and workers are responsible for labour welfare. Trade unions too, are involved in these programs in a healthy manner, for basically labour welfare belongs to domain of trade union activity. Further when responsibility is shared by different groups, labour welfare work becomes easier. The respective committee will work in their respective areas with specific purposes. Principle of Accountability: This may also be called the principle of evaluation. Here one responsible person makes an assessment or evaluation of the existing welfare services on a periodical basis and reports to a higher authority. Principle of Timeliness: The timeliness of any service helps in its success. To identify the labour problem and to discover what kind of help is necessary to solve it and when to provide this help are all very necessary in planning labour welfare programs. Principle of self help: Labour welfare must aim at helping workers to help themselves in the long run. This helps them to become more responsible and more efficient.
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MERITS AND DEMERITS OF LABOUR WELFARE: MERITS
Most of the organizations have been extending the welfare measures to the employees, year after year for the following merits: 1. Meets employee demands: Employees demand more and varied typers of fringe benefits rather than pay hike because of reduction in tax burden on the part of employees and in view of galloping price index and cost of living. 2. Buys employees loyalty: Providing employee welfare measures leads to employee satisfaction and satisfied employee satisfaction and satisfied employees become loyal to the organization. 3. Buys employee commitment: Employees increases commitment to the job having availed of welfare measures. 4. Loyalty of employee family members: welfare measures are provided not only to employees, but also their family members. Employees family members also will be loyal to the organization, having availed of welfare measures. 5. Meet trade union demands: Trade unions compete with each other for getting more and new variety of fringe benefits to there members such as life insurance etc. if one union succeeds getting one benefit, the other union persuades the management to provide a new fringe benefit. Thus the competition among trade unions within an organization results in more and varied benefits. 6. Satisfies employees preference: Employees prefer fringe benefits to pay hike, as fringe benefits motivate the employees for better contribution to the organization. It improves morale and works as an effective advertisement. 7. Meets the criteria as a social security: Social security is a security that the society furnishes through appropriate organization against certain risks to which its members are exposed. The employee has to provide various benefits like safety measures and compensation in case of involvement of workers in accidents, medical facilities etc, with a view to provide security to his employees against various contingencies.
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8. Improves human relations: Human relations are maintained when the employees are satisfied economically, socially and psychologically. A fringe benefit satisfies the workers economic, social and psychological needs, consumers stores, credit facilities, canteen etc. satisfy some of the psychological problems about the post retirement life. 9. Create and improve sound industrial relations: Welfare measures enhance employee and trade unions and thus prevent grievances and industrial disputes. Absence of grievances and disputes lead to sound industrial disputes. 10. Boost up employee morale: Providing employee welfare measures enhances employee state of mind, turns employee state of mind perspective towards the job and organization and thus boosts up employee loyalty. 11. Motivate the employees: By identifying and satisfying their unsatisfied needs. Employees welfare measures satisfy psychological, security and affiliation needs by identifying unsatisfied needs of employees. 12. Create a sense of belongings among employee and to retain them. 13. Provide security to the employees against social risks like old age benefits and maternity benefits. 14. Protect the health of the employees and provide safety to the employees against accidents. 15. Promote employees welfare by providing welfare measures like recreation facilities. 16. Create a sense of belongingness among employees and to retain them. 17. Meet requirements of various legislations relating to fringe benefits.
DEMERITS
1. Cost of the employer: Providing welfare measures to the employers and their family members in variably increases cost of labour to the employer. 2. As a matter of right: Employees and their family member feel that they have a legal right to get welfare measures. Therefore employers sometimes may not be satisfied and loyal to the organizations. 3. Discrepancies and Demotivation: Employers may commit some mistakes while providing welfare measures, which may lead to discrepancies, these leads to employee demotivation.
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LABOUR WELFARE PRACTICES IN INDIA:
Many welfare amenities described in the main report of the labour investigation committee of 1946 have become a part of the employers statutory obligation the different methods of welfare amenities are organized today for industrial workers are: Sanitary and by qucentic facilities Rest facilities Feeding facilities Medical facilities Family planning Transport facilities and housing facilties
EMPLOYEE WELFARE:
The study on employee welfare measures is conducted with the main objective of evaluating the effectiveness of welfare measures at apparel industry and to suggest measures to make existing welfare measures much more effective and comprehensive so that the benefit of the employees will be increased. The concept of employee welfare is flexible and elastic and differs widely with time, region, industry, social values and customs, degree of industrialization, the general economic development of the people and political ideologies prevailing at a particular time. It is also molded according to the age group, sex, socio-cultural background, marital and economic states and education and level of the workers in various industries. Employee welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employee for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families.
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WELFARE MEASURE ACTS
In India the concept of labour welfare had undergone so many changes and development. Many acts were passed and committees formed to improve the welfare measures of the workers. Some of the welfare acts are follows:
1. 1948:
The factories act of 1948 was a milestone in the history of labour welfare in India. This act is applicable to all persons or more when no power is used the major professor enumerated under the act are health, safety, welfare regulations on working condition, rest, overtime work, holiday, spread over etc. The employees state insurance act was passed to provide benefit to workers in the event of sickness, maternity employment injury etc. 2. 1951: The plantation labour act was passed to regulate the working conditions and welfare provision for the workers employed in plantations.
3. 1952: The mines act was enacted to take care of welfare of the mines workers and employees provident fund (miscellaneous provisions) act 1952 was enacted.
4. 1961: Maternity benefit act 1961 was enacted to provide maternity benefits to the women workers.
5. 1970: To protect the welfare of contract labour, the contract labour (regulation and abolition) act 1970 was enacted.
6. 1972: Payment of gratuity act 1972 was enacted to provide a lump sum payment at the time of retirement.
7. 1986: To take care of the welfare of the child labour, though there were provisions for them is so many acts a special legislation called the child labour (prohibition and regulation) act, 1986 was enacted.
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Apart from this, the workmen compensation act, 1923, payment of wages act 1936, minimum wages act 1948, payment of wages act 1965 etc was enacted to regulate the payment to workers also the industrial employment act 1946, the industrial disputes act 1947, the trade union act 1926, were enacted in order to make a smooth working life for the workmen employed in industries.
WELFARE MEASURES:
Every organization / industry has to provide welfare measures to their labourers as per the law. Here some of the measures adopted for the welfare of the labours (workers). These measures are of two types 1. Statutory Measures. 2. Non statutory measures.
Statutory Measures
The statutory welfare schemes include the following provisions: 1. Drinking Water: At all the working places safe hygienic drinking water should be provided. 2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided. 3. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee. 4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition. 5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.
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6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition. 7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts. 8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places. 9. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings. 10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc. NON STATUTORY MEASURES Many non statutory welfare schemes may include the following schemes: 1. Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up. 2. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs. 3. Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters. 4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee. 5. Maternity & Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.
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6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy. 7. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization.
OBJECTIVES OF WELFARE MEASURES:

1. To provide best canteen facilities like providing them with quality food and also mainly emphasize on cleanliness of the canteen premises. 2. To provide adequate safety measures such as protective clothing, first aid boxes and medical centers, rest rooms, safety shoes etc. 3. To provide adequate medical facilities. 4. To provide adequate educational facilities. 5. To provide full support for the physically handicapped. 6. To provide effective transportation with adequate facilities. 7. To provide other recreational facilities and cultural activities. 8. To look into effective utilization of labour welfare funds, death relief and service benefit funds. 9. Effective implementation of national saving scheme. 10. Effective implementation of adults, literacy programme, self employment training programme for woman etc. 11. Provide sufficient and timely scholarship for dependents of deceased employees. 12. Effective implementation of the scheme for rehabilitation of disputes / dependents of employees. 13. To provide an effective and efficient community service such as village adoption scheme.
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IMPORTANCE OF EMPLOYEE WELFARE:
To create and improve sound industrial relation. To boost up employee morale. To motivate the employees by identifying and satisfying their unsatisfied needs. To provide qualitative work environment and work life. To provide security to the employed against social risk like old age benefit and maternity benefits. To protect the health of the employees and to provide safety to the employees against accidents. To promote employees welfare measures like recreation facilities. To create a sense of belongingness among employees and to retain them. Hence fringe benefits are called golden hand cuffs. To meet requirements of various legislations relating to fringe benefits.
WOMEN:
For a country whose population of women alone is more then the total population of many other countries we fare pretty low where their treatment is concerned the number of sexual abuse and domestic violence cases against women clearly throws light on the fact that women in India do not enjoy even basic rights. Given such a scenario, it becomes dear that women charities have an important role to play.
WOMEN EMPLOYMENT:
Women have always occupied unskilled positions while men have traditionally been employed as skilled workers women form more than half a population of our country, which has not been, provided equitable share in process of the economic development, lack of knowledge, skills, and economic independence has resulted gender subordination and other forms of operation.
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Women workforce constitutes and integral part of total part of total workforce in India. The participation of women in the labour force has always been lower than that of men, in the rural as well as urban areas. The work participation rate for women has increased significantly. In the work force. Women from rural areas are greater in nos as compared to the urban women.
PROBLEMS OF WOMEN IN EMPLOYMENT:

Related to family. Stress and personal care. Resistance to misconduct of seniors and officers. Economic dependence. Job insecurity. Low wages.
1. Related to family (family disorganization) Unable to balance between household responsibility and working responsibilities. Tension in working place carried over to family. Indifferences between spouse and with other family members.
2. Stress and personal care: Adjust both family and official achievements. Severe stress. No sufficient time to think about personal issues. Negligence. Personal care Ill health Also psychiatric problems.
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3. Resistance to misconduct of seniors and officers: Male dominant society prone for verbal and physical harassment. Lead to discomfort change or stop working.
Welfare of women which has been formed with the following aims and objectives:
To work to eliminate physical sexual and psychological, violence against women and its causes and to remedy its consequences. To improve the living condition of the women, through promoting income generation active and project including training increase the general awareness. To improve health status of women through sustainable health facilities and better health care, sanitation and environment. To up lift the socio economic conditions of low income families through training assessing women and girls in income generating activities, through vocational training. To improve educational status and increase education among young girls, so that they may be viewed as excelling part of society.
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CHAPTER-II RESEARCH DESIGN
Title of the study

A study on Welfare measure schemes for women workers-A case study conducted at selected apparel units in Bangalore city.
Introduction
Welfare generally refers to those policies which are directed at some aspect of employees well being both in physical and emotional sense. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Welfare and women these words conjure up a wide range of images. We see women as paid workers within the welfare state. We also see women as the main users of welfare services both as direct consumers and as negotiators on behalf of other members of their families.
Statement of the problem

The problem of the statement was to study whether the women workers are actually receiving the benefits of welfare measures schemes adopted by the company and how these schemes can enhance the productivity and efficiency level of these women work force. Therefore this study was conducted.
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Objectives of the study
1. To analyze the welfare measures which are met with needs of women employees. 2. To study the productivity and efficiency among women workers in lieu of welfare schemes. 3. To study the work life balance among women workers. 4. To find the genuine of the schemes used in different apparel units.
Methodology of research
Survey method was taken to study the welfare measures for women workers. The methodology adopted was used to collect data for the research purpose only and this kind of research methodology was very relevant for the purpose of the study which involves a large population of workers in apparel industry.
Sampling design
For the purpose of the study a sample size of 50 numbers was selected and this sample size represents the population. A stratified random sampling was adopted for the sake of convenience and randomness of the study.
Sources of data
Primary data was collected with the help of a structured questionnaire, observation and through panel discussion. Secondary data was collected through various books, journals magazines, annual reports websites etc.
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Limitations of the study
The study was not far from limitation since it was conducted only in the city of Bangalore only. The study is relevant for todays context only and cannot be a standard one. Several other factors like time and finance are also a major constraints during the study.
Plan of the analysis

The collected data was tabulated, co-related, analyzed using Mean Median and Mode. The analyzed data was represented in the form of charts, graphs, diagrams.
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CHAPTER -III INDUSTRY PROFILE
Bangalore is the capital of Karnataka state, also known as the garden city. Situated at an altitude of 914 meters above sea level. It has a tropical climate which is preferred as a good working environment. Bangalore was founded in 1537 by Kempe Gowda a Vijayanagar Dyna chieftain. Today Bangalore is the 5th largest city in India with a population of over 5 million. It is one of the countrys main industrial cities with 8 huge industrial belts housing about 10,000 industries including, aircraft, telephones, electronics, pharmaceuticals, textiles, machine tool factories and Information Technology. More recently Bangalore has become the most preferred garment production destination.
Garment industry in Bangalore:

Bangalore: Bangalore's ready made garment industry earns big dollars exporting outfits to sophisticated markets in west. The invisible hands behind this industry are nearly four lakh women who cut, sew and stitch nine hours a day, seven days a week. The price of nine non-stop hours on the power loom without lunch or toilet breaks is a measly Rs. 3000 a montth. For these women, life is an eternal sweatshop where they work towards targets under threats and abuse from the men in charge. "Every hour they keep asking how much we have produced. If the production is not sufficient in their view, they announce our names on the mikes. They abuse us in foul language: ''Have you come here to die, woman!," says Rukmini V. P., Garment Workers' Union Leader.
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Garments industry started in Bangalore in the year 1977, and today it is one of the largest employment provides in Bangalore with about 1000 factories manufacturing about 40 million pcs per year.
Today the Bangalore is the 3 largest manufacturing centre in India for garments after Delhi and Tirupur. The turnover of Bangalore is about 3500 crores, employing about 300,000 people mostly women. The production cost is about 10 to 12% cheaper than Delhi or Mumbai, due to cheaper real estate prices. As garment factories require large buildings. Some of the factors that have helped for the improvement and growth of this industry is skilled labor, availability of modern computerized machines; the fabric manufacturing centers are also very close to Bangalore.
Most of the exporters are now employing European managers to improve the systems; this is also due to the fact that many garment factories in USA and EU have closed in the last few years, they have moved to India in search of good jobs. The efficiency of these factories has gone up from 65% to 80%. There by reducing the cost for styles in large quantities.
All factories follow the line production system, some factories have introduced group production system and some exporters have been successful with conveyer production, large factories now use CNC cutting machines, pattern making software such as Gerber, Lectra. Etc.
Bangalore boosts of the highest number of 100% Export oriented Units (EOU). Unlike spinning, weaving and processing which are high capital intensive industries, garmenting is preferred in Bangalore as it is a low capital intensive and high labour intensive. Needless to say labour in Bangalore is trained and disciplined.
Unlike spinning, weaving and processing which are high capital intensive industries, garmenting is preferred in Bangalore as it is a low capital intensive and high labour intensive. Needless to say labour in Bangalore is trained and disciplined.
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The garment industry in Bangalore with about 1200 registered units employing over a half a million workforce and one of the biggest sources of exports in the country, but hardly is there any mention in the media on the living and working conditions of the workers who are the real makers of some of the top brand clothing in the world. Anand Kumar, New Socialist Alternative, Bangalore Earning anywhere between Rs. 3200 (around 50 Euro) to Rs. 4000 (around 65 Euro) a month, which is a pathetic sum especially given the sort of profits being made by the contracting company and the brand companies. This at the cost being borne by the worker who is being made a victim of both company and the pro capitalist policy of the Govt. that have resulted in price rise of all essential commodities making the lives of these workers ever more miserable. Comprising of mainly unskilled or semi skilled women workers and mostly hailing from rural, lower class caste backgrounds, between the age group of 20 40 years, most of these workers are hardly aware of the benefits (which is piecemeal) that they are entitled, giving the company management and labor department a free hand in denying them their basic rights. But the biggest problems that is faced by these workers is the lack of organised unions in every factory to fight for increasing wages and their basic rights as human beings. Although coming under the factories act, governed by minimum wages, covered by Employment State Insurance (ESI) scheme, most of the companies hardly adhere to these laws given the laxity in implementation by the Govt. and loopholes in the laws that allow the companies in denying the workers their benefits A common practice followed by the company management is the denial of gratuity benefits and pension benefits after 5 yrs of employment by a worker in a company by asking the workers to rejoin as fresh employees and thus denying them this benefit.
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A second ploy used by the company is the non payment of Provident Fund to the concerned labor department and using this money to build as capital, while the workers remain seemingly unaware of this denial until the day of their resignation from the company. Another important right, concerns health care service covered by the ESI which continues to be a regularly denied unless by bribing the officials of the concerned department. All these is besides the regular harassment faced by workers by their male supervisors to meet their production targets and most workers having to work overtime without compensation, working anywhere between 9 10 hrs a day. All these and lack of provisions of some of the basic amenities in many of these units such as drinking water facilities, proper rest time, inadequate lunch hours, toilet facilities. Work place sexual harassment, rampant domestic violence commonly witnessed in their homes, all of which has a general bearing in terms of deterioration of their health. The picture may sound dismal, but garment workers are increasingly beginning to question the denial of their most basic rights. Given the low levels of information of the existing rights and provision, lack of fighting unions the majority of the workers in these special exploitation zones are either suffering the denial of rights silently or many a times are being led by a yellow unions or extortionist Mafia outfits. It should be noted that in the recent times the Bangalore industrial seen has not witnessed any major victorious battles of working class, let alone the garment and textile workers. Many of the so called unions are NGO sponsored who basically take a Industrial peace line and thwart any attempt of radicalization among the rank & file. These do-gooder NGOs focus more on conflict management by training the leaders than building combative unions. Their approach to disputes with the management is to go to the brand people than to fight and increase the class consciousness of the workers.
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But all this is changing; the enthusiastic participation of the garment women workers belonging to GATWU and KGWU in 7th Sept.2010 General Strikes indicates the growing radicalization among these low paid layers. At the same time given the crisis of the global economy and its impact on India, the stage will be set for a major conflict between capital and labor as was witnessed recently in the successful strike of the Bangladeshi garment workers.
Products
All kinds of apparel wear is made in Bangalore, mostly in 100%, but since the last 2 years large quantities of garments in blended fabrics like poly/cotton, cotton/viscose, cotton/tactel, cotton/nylon etc are manufactured here. India is increasingly becoming a good manufacturing base for blended fabrics, as a lot of investment has been made to upgrade the machinery. Earlier these fabrics were exported to other countries for manufacturing. Now these products can be manufactured in Bangalore mainly due to the availability of computerizes stitching machines and good manufacturing systems matching the quality levels as required by the buyers.
Bangalore has recently become the base for manufacturing sportswear and seamless garments. Good embroidery facility available, today Bangalore has a capacity of over 3 billion stitches per day. There are good printing and garment washing facilities. To give an example of good washing facility Diesel has nominated a washing plant in Chennai for all their washing in India.
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Fabrics
India has a good manufacturing base for woven 100% fabrics in both power loom and handloom from south i.e. Erode, salem, karur, AP etc. India is increasingly becoming competitive for blended fabrics ie polyester/viscose, cotton/viscose, cotton / polyester etc. India has some of the best mills in India, Arvind mills, K.G denim etc
Accessories:
The Indian government has relaxed some duties for the import of high quality nickel free accessories such as shank buttons, zipper, snaps, print transfers etc. This has further help the garment industry to make world quality products. The Exporters can also now import small machine tolls, like guides, folders etc which can be fitter to improve the productivity.
Garment Machinery:
Almost all the main garment machine manufacturers have their offices in Bangalore. Now the most modern machines are easily sourced for manufacturing. The Indian Government has also come up with many policies which have encouraged exporters to invest in modern technology, which in turn is shaping Indian apparel manufacturing to a world class level.
According to market estimates in the last 2 years, in the garment industry there has been an investment of about 1000 crores in India, with about 400 crores in Bangalore.
This investment has been done to gear up the Indian garment industry to meet the post
quota requirements.
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Social Compliance and Accountability:
All the manufacturers in Bangalore have realized the importance of social compliance, which has become a very important criteria for major retailers in EU and USA.
All exporters and the Karnataka Government have introduced reforms towards improving the working environment in factories, there is awareness among the workers majority of which are women. About the benefits of good manufacturing environment in factories, which has also helped to improve the discipline and efficiency of the factories.
Factories in Bangalore are working towards implementing SA 8000 social accountability certificate. Most of the factories provide transport facility to the working labor, generally by running their own buses. This is a step forward to benefit the workers who live far away from the factories.
Most of the factories generally work on a single shift basis, but some factories now have started working 2 shifts, to reduce overheads and meet the competitive prices of the buyers.
All exporters are working backwards to make sure that their products are AZO free, this is as per the new regulation introduced by the EU.
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Gearing up for post quota era:
Bangalore is a high tech city, where a common man is more technically adaptable to the changing advancement in technology and production systems. The suppliers are investing in modern computerized machines to make better quality garments as well as to increase productivity. These days many exporters are hiring European consultants to help modernize the factory and the production systems Almost all the companies making garment machineries have their offices in Bangalore, thus the exporters do not have to leave the country to source the cutting edge garment manufacturing machines. It is an Ideal manufacturing base, as Bangalore is less prone to natural disasters and the political and economic conditions are stable. There are 4 textile engineering collages near Bangalore that absorbs fresh talent each year. In Addition there are many Apparel training institutes offering fashion designing + production engineering courses. The Karnataka Government has proposed to open an International garment manufacturing park in Dodabalapur with an area of 180 acres near Bangalore to facilitate large scale production of Apparel; this will be like the special garment zone in China near the border with Hongkong, spread over an area of 500 acres. Since India is equally populous as china, and the garment industry is labor intensive, we have an advantage of low garmenting cost.
Garments Industry: An economic view

Indias ready-made garment industry, contributing to around 16 percent to total export earnings, is the largest foreign exchange earner in the country. Most of the growth in this industry occurred since the decade of the 1980s. The value of garment exports,which was only $2 million in 19601961, sharply increased from $696 million in 1980-1981 to $2,236 million in 1990-1991, and to $4,765 million in 1999-2000 .
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The economic importance of the garment industry has, thus, increased phenomenally since the introduction of economic reforms in 1991. Karnataka is one of the states where the garment industry is witnessing a rapid growth. In Karnataka, a majority of the garment manufacturing units are located in Bangalore City (The Hindu 2003; Roopa 2003). According to the figures provided by the Department of Labour, GoK, Bangalore, the total number of garment manufacturing units located in Bangalore city was 858 in July 2006. The number of workers in these 858 units was 195,943; of them, 67.3 percent were women workers. Thus, female workers constitute a major share of the workforce in the garment industry in the state capital. The next important are where garment manufacturing is prominent in the state is Bellary City. Here, mostly the manufacturing of jeans, takes place. The city is dubbed as jean capital of India. We do not have any studies on the total number of workers involved in the manufacturing of jeans in Bellary. The Labour Department located at the district headquarters stated that there are 5000 workers involved in the industry, but it has not collected any statistics. The industry sources, however, put the figure at 10,000. Most of these workers are stated to be women. In order to understand the male-female composition of workers, it is essential to understand the production process adopted in this industry .As can be seen from, the production process is elaborate. The phenomenon of outsourcing is dominant in Bellary, while the whole production process takes place, by and large, within the factory premises in Bangalore. The merchant manufacturers normally control the process of cutting, quality checking and packing. They employ mostly experienced en in this process. On the other hand, garmenting and ironing are the two processes where the maximum proportion of the workers in the industry are employed. While the proportion of women is higher in garmenting, that of men is higher in ironing. Thus, although women constitute a majority of the workers in the garment manufacturing, most of them are involving in garmenting. Let us now analyze the primary data to review the situation of garment workers by looking at their profile, wages paid to these workers, their working conditions and facilities that are made available to them. These issues have been discussed in the following sections.
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Profile of the Respondents: The three companies were taken for the prepose of study. The companies are as follow:1. SHELL APPARELS GARMENT FACTORY 2. LOTUS GARMENTS FACTORY 3. UNITED GARMENT FACTORY This section provides a birds eye view of the profile of the sample workers across the Bangalore city. It is evident from that a majority of the workers (46.4%) were from the backward castes. A majority of the workers in Bangalore were from minority; where as a large number of workers in Bangalore belonged to backward castes. A larger proportion of women workers belonged to the minority. On the other hand, a relatively larger proportion of male workers belonged to backward castes.About 61% of the sample workers were staying in rented a house which means that many of these workers were facing housing insecurity and had to pay in order to meet their housing needs. As far as the sanitation facility used by the sample householdmembers is concerned, nearly half of the sample workers did not have any sanitation facility available at home. Over 87% of the sample household stated that they regularly depended on public stand posts for accessing drinking water. Given that these drinking water sources are located at some distance from the households, the members of sample households (especially women) had to spend considerable time to fetch water. A majority of households in both towns state that the supply of drinking water was irregular, and this posed enormous problems as far as accessing drinking water is concerned.
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In this context, it is necessary to draw a distinction between promotional (housing, sanitation, drinking water, etc.) and protective (old age, health, etc.) needs. The foregoing discussion reveals that a large proportion of the sample households were unable to fulfill their promotional needs. This was especially the case of women worker households. A relatively larger proportion of the women worker households were livingin rented houses. Since rented houses generally provide individual sanitation facilities, a larger proportion of women worker households have individual sanitation facilities.
Production Process of the Garment Industry

Merchant Manufacturers (procedure order through subcontractors or on their own) Cutting (in house or outsourced
Work Involved: Sewing Eye Khaja, Button Hole Plain Khaja, Button Hole Bar Tack Over Lock
Garmenting (outsourced or in house)
Ironing (outsourced or in house)
Ironing (outsourced or in Washing or Bleaching house) or Dying (outsourced)
Packing (in house)
Trimming and Checking (in house)
house) 38
CHAPTER- IV ANALYSIS AND INTERPRETATION OF DATA

1. Table showing the age group of workers. Age (years) 15-20 21-25 26-30 Above 30 Total Respondents (nos) 10 20 15 5 50 Percentage (%) 20 40 30 10 100
Analysis: From the above table it can be analysed that 20% of the respondents belong to the age group of 15-20 years, 40% of the respondents belong to the age group of 21-25 years, 30% of the respondents belongs to the age group of 26-30 years and 10% of the respondents belongs to the age group of above 30years.
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1. Chart showing the age group of workers.
Age group
10%
20%
30%
15-20 21-25 26-30 40% Above 30
Interpretation: From the above analysis it can be interpreted that the maximum number of respondents are in the age group of 21- 25.
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2. Table showing the workers educational qualification
Academics Below SSLC SSLC

Higher Secondary
Respondents (no) 18 20 08 04 50
Percentage (%) 36 40 16 08 100
Others Total
Analysis: From the above table it can be analysed that 36% of the respondents belongs to the education of Below SSLC, 40% respondents belongs to the education of SSLC, 16% respondents belongs to higher secondary education and 8%respondents belongs to others group of education qualification.
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2. Chart showing workers education qualification.
Education qualification
Below SSLC SSLC Higher Secondary Others
8% 16% 36%
40%
Interpretation: From the above analysis it can be interpreted that the maximum number of respondents belongs to SSLC education qualifaction.
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3. Table showing is the women regular worker or casual worker.
Type of worker
Respondents (nos)
Percentage (%)
Regular worker
43
86
Casual worker
07
14
Total
50
100
Analysis: From the above table it can be analysed that 86% of the respondents belongs to regular worker, 14% of respondents belongs to casual worker.
43
3. Chart showing is the women regular worker or casual worker.
86 90 80 70 60 50 40 30 20 10 0 Frequency(no) Regular worker Percentage (%) Casual worker 7 14 43
Interpretation: From the above analysis it can be interpreted that the maximum number of respondents belongs to regular worker.
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4.Table showing division/type of work. Type of work Cutting Checking Stiching Ironing Total Respondents (nos) 20 5 20 5 50 Percentage (%) 40 10 40 10 100
Analysis: From the above table it can be analysed that 40% respondents belongs to cutting of clothes, 10% of respondents belongs to checking of clothes, 40% respondents belongs to the stiching of clothes and 10% respondents belongs to the ironing of clothes in the company
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4. Chart showing design or type of work.
Type of work
10%
40%
Cutting Checking Stiching
40%
Ironing
10%
Interpretation: From the above analysis it can be interpreted that the maximum number of respondents are in cutting the cloth work.
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5. Table showing do male worker gets more pay than female worker. Particulars Respondents(no.) Percentage (%)
Yes
25
50
No
15
30
Equal
10
20
Total
50
100
Analysis: From the above table it can be analysed that 50% respondents say that male worker gets more than female workers, 30%respontents say that female worker get more than male worker and 20%respondents say that both male and female worker gets equal pay.
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5. Chart showing do male worker gets more pay than female worker.
Yes
No
Equal
20% 50% 30%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents say that male worker gets more pay than female worker.
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6. Table showing with which of the following facilities are you satisfied. Facilities Education Medical Conducive working conditions All the above Total Respondents (no.) 07 25 15 03 50 Percentage (%) 14 50 30 06 100
Analysis: From the above table it can be analysed that 14% respondents says that they are satisfied with education facilites, 50%respondents says that they are satisfied with medical
facilities,30%respondents says that they are satisfied with Condicive working conditions and 06% of the respondents says that they are satisfied with all the abve facilites provided.
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6. Chart showing with which of the following facilities are you satisfied.
Education
Medical
Condicive working conditions
All the above
6% 30%
14%
50%
Interpretation: From the above analysis it can be interpreted that the maximum number of respondents are satisfied with medical facilities.
50
7. Table showing the employees getting wages as per basic minimum criteria alloted by Govt.
Particulars
Respondents (no.)
Percentage (%)
Yes
47
94
No
03
06
Total
50
100
Analysis: From the above table it can be analysed that 94% respondents says that they are getting wages as per basic minimum criteria alloted by govt. 06% respondents say that they are not getting wages as per basic minimum criteria alloted by Govt.
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7. Chart showing the employees getting wages as per basic minimum criteria alloted by Govt.
100 90 80 70 60 50 40 30 20 10 0 Frequency Percentage
Yes No
Interpretation: From the above analysis it can be interpreted that the maximum number of respondents says that they are getting wages as per basic minimum criteria alloted by govt.
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8. Table showing suitable ventilation and good environment in the work place.
Particulars
Respondents (no.)
Percentage (%)
Yes
30
60
No
20
40
Total
50
100
Analysis: From the above table it can be analysed that 60% respondents says that they are satisfied with Suitable ventilation and good environment in the work place and 40% respondents says that they are not satisfied with ventilation and environment in the work place.
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8. Chart showing suitable ventilation and good environment in the work place.
Yes
No
40%
60%
Interpretation: From the above analysis it can be interpreted that the maximum number of respondents says that they have suitable ventilation and good environment in the work place.
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9. Table showing welfare benefits provided by the organization plays as a motivational factor.
Particulars
Respondents (no.)
Percentage(%)
Highy agree
13
26
Agree
20
40
Do not agree
17
34
Total
50
100
Analysis: From the above table it can be analysed that 26% respondents highly agree that benefits provided by the organization plays as a motivational factor, 40%respondents agree that benefits provided by the organization plays as a motivational factor, 34%respondents do not agree that benefits provided by the organization plays as a motivational factor.
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9. Chart showing welfare benefits provided by the organization plays as a motivational factor.
Highy agree
Agree
Do not agree
34%
26%
40%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents agree with welfare benefits provided by the organization plays as a motivational factor.
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10. Table showing the leave facilities given to women workers
Leave facilities Casual leave Sick leave Maternity leave All the above Total
Respondents (no.) 10 15 10 15 50
Percentage (%) 20 30 20 30 100
Analysis: From the above table it is analysed that 20% respondents go for casual leave, 30% respondents go fore sick leave other 20% go for maternity leave and 30% have taken all the facilities.
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10. Chart showing the leave facilities given to women workers
Casual leave
Sick leave
Maternity leave
All the above
30%
20%
30% 20%
Interpretation: From the above chart it is analysed that maxminum number of respondents go for all the facilities.
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11. Table showing employees getting medical reimbursment on time.
Particulars Yes & with full reimbursment Yes but with reduced reimbursment No reimbursment Not applicable Total
Respondents(no.) 26
Percentage (%) 52
16
32
05 03 50
10 06 100
Analysis: From the above table it can be analysed that 52% respondents says that they get full medical reimbursment on time,32% respondents says that they get medical reimbursment on time but with reduced reimbursment ,10% respondents says that they do not get medical reimbursment and 06% respondents says that its not applicable to them.
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11. Chart showing employees getting medical reimbursment on time.
Yes & with full reimbursment No reimbursment
Yes but with reduced reimbursment Not applicable
10%
6%
52% 32%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents says that yes & with full reimbursment.
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12. Table showing the type of work involve workers job.
Type of work
Respondents (no)
Percentage (%)
Standing
20
40
Sitting
18
36
Both standing & sitting
12
24
Total
50
100
Analysis: From the above table it can be analysed that 40% respondents say that they do their work by standing, 36% respondents says that they do their work by sitting and 24% respondents say that they do their work by both standing and sitting.
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12. Chart showing the type of work involve workers job.
Type of work
Standing Sitting Both standing & sitting
24% 40%
36%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents says that they do their work by standing.
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13. Table showing sexual harassment at work.
Particulars
Respondents (no.)
Percentage (%)
Yes
15
30
No
35
70
Total
50
100
Analysis: From the above table it can be analysed that 30% respondents says that there has been sexual harassment at work place and 70% respondents says that there is no sexual harassment in the work place.
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13. Chart showing sexual harassment at work.
70 60
percentage
50 40 30 20 10 0 Yes sexual harassment No
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents says that there is no sexual harassment
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14. Table showing women left the job due to mental/ sexual harassment.
Particulars
Respantent (no.)
Percentage (%)
Yes
42
84
No
08
16
Total
50
100
Analysis: From the above table it can be analysed that 84% respondents says that workers have left job due to mental/ sexual harassment and 16% respondents says that workers have not left the job due to mental/sexual harassment at wok place.
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14. Chart showing women left the job due to mental/ sexual harassment.
Yes
No
16%
84%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents says that yes women left the job due to mental/ sexual harassment.
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15. Table showing supervisor shouting at workers.
Particulars Highly agree Agree Highly disagree Disagree Total
Percentage (%) 30 50 10 10 100
Analysis: From the above table it can be analysed that 30% respondents highly agree that supervisor shouts at workers, 50% respondents agree that supervisor shouts at workers,1 0% respondents highly disagree that supervisor shouts at workers and 10% respondents disagree that supervisor shouts at workers .
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15. Chart showing supervisor shouting at workers.
Highly agree
Agree
Highly disagree
Disagree
10% 10% 30%
50%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents highly agree that supervisor shouts atwork.
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16. The table showing the opinion about the dispensary and first aid room facilities
Particulars
Respondents (no.)
Percentage (%)
Highly Satisfied
Moderately Satisfied
25 15 7 50
50 30 14 100
Satisfied Dissatisfied Total
Analysis: From the above table it can be analysed that 06% respondents are highly satisfied with the dispensary and first aid room facilities 50% respondents are moderately satisfied with the dispensary and first aid room facilities,30% respondents are just satisfied with the dispensary and first aid room facilities and 14% respondents are dissatisfied with the dispensary and first aid room facilities.
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16. Chart showing the opinion about the dispensary and first aid room facilities
Highly Satisfied Satisfied
Moderately Satisfied Dissatisfied
14%
6%
30%
50%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents are moderately satisfied the dispensary and first aid room facilities
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17. Table showing the level of satisfaction of workers with the given welfare facilities.
Particulars
Percentage (%)
ESI Incentives Bonus All the above Total
20 20 20 40 100
Analysis: From the above table it can be analysed that. 20% respondents are satisfied ESI welfare facilities given by the companies, 20% respondents are satisfied incentives welfare facilities, 20% respondents are satisfied bonus facilities given by the companies and 40% respondents are satisfied with all the above given welfare facilities given by the companies.
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17. Chart showing the level of satisfaction of workers with the given welfare facilities.
ESI
Incentives
Bonus
All the above
20% 40%
20%
20%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents are satisfied with all the above given welfare facilities.
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18. Table showing the satisfaction level of workers with the work shift timings.
Particulars Highly satisfied Moderately satisfied Satisfied Dissatisfied Highly dissatisfied Total
Frequency (no.) 05 10 15 15 05 50
Percentage 10 20 30 30 10 100
Analysis: From the above table it can be analysed that 10% respondents are highly satisfied with the work shift timings of the company, 20% respondents are moderately satisfied with the work shift timings, 30% respondents are just satisfied with the work shift timings of the company, 30% respondents are dissatisfied with the work shift timings of the company and 10% respondents are highly dissatisfied with the work shift timings of the company.
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18. Chart showing the satisfaction level of workers with the work shift timings.
10%
10% 20% Highly satisfied Moderately satisfied Satisfied Dissatisfied 30% Highly dissatisfied
30%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents are both satisfied and dissatisfied with the work shift timings.
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19. Table showing opinion on canteen facilities.
Particulars
Respondents(no.)
Percentage(%)
Good
05
10
Average
10
20
Bad
35
70
Total
50
100
Analysis: From the above table it can be noted that 10% respondents opinion about the canteen facility is good. 20% respondents opinion about the canteen facility is average and 70% respondents opinion about the canteen facility is bad in the working environment.
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19.Chart showning opinion of workers on canteen facilities.
Good 10% Average 20%
Bad 70%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents says that canteen facilities is bad.
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20. Table showing satisfaction with the drinking water facilities. Particulars Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total Respondents (no.) 27 13 06 04 50 Percentage (%) 54 26 12 08 100
Analysis: From the above table it can be analysed that 54% respondents are highly satisfied with the drinking water facilities of the company, 26% respondents are just satisfied with the drinking water facilities of the company, 12% respondents are dissatisfied drinking water facilities of the company and 08% respondents are highly dissatisfied drinking water facilities of the company.
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20. Chart showing satisfaction with the drinking water facilities.
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
8% 12%
54% 26%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents are highly satisfied with drinking facilities.
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21. Table showing training programs being conducted to workers. particulars Respondents (no.) Percentage (%)
Yes
47
94
No
03
06
Total
50
100
Analysis: From the above table it can be analysed that 94% respondents says that training programs is being conducted after joining the company. 06% respondents says that training programs is not been conducted after joining the company.
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19. Chart showing training programs being conducted to workers.
94 100 90 80 70 60 50 40 30 20 10 0 Yes No 6
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents say that training progeams are being conducted.
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22. Table showing is there any grievance handling procedure in the company.
Particulars Yes No Cant say Total
Respondents (no.) 27 17 06 50
Percentage (%) 54 34 12 100
Analysis: From the above table it can be analysed that 54% respondents says that there is a grievance handling procedure in the company, 34% respondents says that there is no grievance handling procedure in the company and that 14% respondents says that they cant say whether there is a grievance handling procedure in the company.
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22.Chart showing grievance handling procedure in the company.
Yes
No
Cant say
12%
34%
54%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents says that there is grievance handling procedure in the company.
82
23. Table showing whether the companies provide any maternity benefits for women employees. Particulars Yes No Cant say Total Respondents (no.) 33 10 07 50 Percentage (%) 66 20 14 100
Analysis: From the above table it can be analysed that 66% respondents says that the companies provide any maternity benefits for women employees, 2%0 respondents says that they do not provide any maternity benefits for women employees and that 14% respondents says that they cant say whether they provide any maternity benefits for women employees or not.
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23. Chart showing whether the companies provide any maternity benefits for women employees.
Yes
No
Cant say
14% 20% 66%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents says that the company provides maternity benefits for women employees.
84
24. Table showing whether the welfare facilities are useful in improving employees performance
Particulars Yes No No opinion Total
Respondents (no.) 25 12 13 50
Percentage (%) 50 24 26 100
Analysis: From the above table it can be analysed that 50% respondents says that the companies providing welfare facilities are useful in improving employees Performance. 24% respondents says that the companies providing welfare facilities are not useful in improving employees Performance and 26% respondents says that they dont have any opinion whether the companies providing welfare facilities are useful in improving employees Performance
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24.Chart showing whether the welfare facilities are useful in improving employees performance.
Yes
No
No opinion
26% 50%
24%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents says that the welfare facilities are useful in improving employees Performance.
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25. Table showing which of the following facilities are provided.
Particulars Washing facilities Recreation facilities Both a&b None Total
Respondents (no.)
Percentage (%)
10
20
10
20
27 03 50
54 06 100
Analysis: From the above table it can be analysed that 20% respondents says that the companies are providing washing facilities. 20% respondents says that companies are providing recreation facilities, 54% respondents says that companies are providing both washing facilities and recreation facilities and 06% respondents says that in their companies are not providing the above facilities.
87
25. Chart showing which of the following facilities are provided.
Washing facilities
Recreation facilities
Both a&b
None
6%
20%
20% 54%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents says that both washing facilities and recreation facilities are provided.
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26. Table showing do you have any social gatherings Particulars Respondents (no.) Percentage (%)
Yes
21
42
No Cant say
15
30
14
28
Total
50
100
Analysis: From the above table it can be analysed that 42% respondents says that the companies have social gatherings. 30% respondents says that the companies do not have social gatherings and 28% respondents says that they cant say anything about social gatherings in their company.
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26. Chart showing do you have any social gatherings.
Yes
No
Cant say
28% 42%
30%
Interpretation: From the above analysis it can be interpreted that the maximum numbers of respondents says that they have social gatherings.
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CHAPTER-V SUMMARY OF FINDINGS

The maximum number of respondents are in the age group of 21- 25. The maximum number of respondents belongs to SSLC education qualifaction. The maximum number of respondents belongs to regular worker. The maximum numbers of respondents are in the category of cutting the cloth. The maximum numbers of respondents say that male worker gets more pay than female worker. The maximum numbers of respondents are satisfied with medical facilities. The maximum number of respondents says that they are getting wages as per basic minimum criteria alloted by govt. The maximum number of respondents says that they have suitable ventilation and good environment in the work place. The maximum numbers of respondents agree with welfare benefits provided by the organization plays as a motivational factor. The maximum numbers of respondents says that yes & with full reimbursment. The maximum numbers of respondents says that they do their work by standing. The maximum numbers of respondents says that there is no sexual harassment The maximum numbers of respondents says that yes women left the job due to mental/ sexual harassment. The maximum numbers of respondents highly agree that supervisor shouts atwork. The maximum numbers of respondents are moderately satisfied the dispensary and first aid room facilities The maximum numbers of respondents are satisfied with all the above given welfare facilities. The maximum numbers of respondents are both satisfied and dissatisfied with the work shift timings. The maximum numbers of respondents says that canteen facilities are bad.
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The maximum numbers of respondents are highly satisfied with drinking facilities. The maximum numbers of respondents say that training progeams are being conducted. The maximum numbers of respondents says that there is grievance handling procedure in the company. The maximum numbers of respondents says that the company provides maternity benefits for women employees. The maximum numbers of respondents says that the welfare facilities are useful in improving employees Performance The maximum numbers of respondents says that both washing facilities and recreation facilities are provided. The maxminum number of respondents goes for all the facilities. The maximum numbers of respondents says that they have social gatherings.
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SUGGESTIONS
The age group of the workers as mentioned is below 25 and it can be suggested that the women employees can be given proper education programmes to upgrade themselves in the working environment. There leave assistance should be given to woman workers in order to maintain work life balance. Proper sanitation facilities have to be increased in the company premises such as restroom, bathroom, toilets etc. It is suggested that there can be a griviance handling department which has to carry out the issues realised to women and their security in the company premises. It is suggested that a proper care should be taken to care the children of the workers by giving facilities of the creech and playground etc. They should be provided with best canteen facilities like providing them with quality food and also mainly emphasize on cleanliness of the canteen premises. It is suggested to provide adequate safety measures such as protective clothing, first aid boxes and medical centers, rest rooms, safety shoes etc. Proper medical facilities should be given to the women workers. It is suggested that adequate educational facilities should be provided to women workers for the better knowledge and for better future. They should be provided with full support for the physically handicapped women workers. They should give effective transportation facilities to women workers when the workers are using overtime facility. They should be provided with reecreational facilities and other cultural activities. There should be proper channel to look into effective utilisation of labour welfare funds, death relief and service benefit funds. Effective utilization of co-operative societies, house building co-operative society.
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Effective implementation of National saving scheme.
Effective implementation of adults, literacy programme, self employment training programme for women etc. Provide sufficient and timely scholarship for dependents of deceased employees. Effectie implementation of the scheme for the rehabilitation of the destitute/dependents of garment employees.
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