A StudyOn Effectiveness Of Welfare Measures At

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“A studyOn Effectiveness Of Welfare Measures At
Ganapathi Sugar Industries Ltd.”
A Project report submitted to Jawaharlal Nehru Technological University,
Hyderabad, for the award of degree
MASTER OF BUSINESS ADMINISTRATION
By
ARUN JYOTHI
Reg. No. 10241E0018
Under the Guidance of
Dr. Y. RAMAKRISHNA PRASAD
PROFESSOR
Department of Management Studies
GokarajuRangaraju Institute of Engineering & Technology
(Affiliated to Jawaharlal Technological University, Hyderabad)
Hyderabad
2010-2012

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CERTIFICATE
This is to certify that the project entitled “A study On Effectiveness of
Welfare Measures” has been submitted by Arun Jyothi (Reg. No10241E0018)
in partial fulfillment of the requirements for the award of Master of Business
Administration from Jawaharlal Nehru Technological University, Hyderabad.
The results embodied in the project have not been submitted to any other
University or Institution for the award of any Degree or Diploma.
Dr. Y. Ramakrishna Prasad Sri. KVS Raju
(Internal Guide) Professor & HOD
Professor Department of Management
Studies
Department of Management Studies GRIET
GRIET
Mr. S. Ravindra Chary
(Project Coordinator)
Associate Professor
Department of Management Studies
GRIET
DECLARATION

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I hereby declare that the project entitled “A study On Effectiveness Of
Welfare Measures”submitted in partial fulfillment of the requirements for
award of the degree of MBA at GokarajuRangaraju Institute of
Engineering and Technology, affiliated to Jawaharlal Nehru Technological
University, Hyderabad, is an authentic work and has not been submitted to any
other University/Institute for award of any degree/diploma.
ARUN JYOTHI
(10241E0018)
MBA, GRIET
HYDERABAD

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ACKNOWLEDGEMENT
Firstly I would like to express our immense gratitude towards our institution
GokarajuRangaraju Institute of Engineering & Technology, which created
a great platform to attain profound technical skills in the field of MBA, thereby
fulfilling our most cherished goal.
I would thank all the HR department of GANAPATHI SUGAR INDUSTRIES LTDspecially
Mr. NAGARAJ Chief executive, and the employees in the HR department for
guiding me and helping me in successful completion of the project
I am very much thankful to our Dr. Y. Ramakrishna Prasad (Internal Guide) sir for
extending his cooperation in doing this project.
I am also thankful to our project coordinator Mr. S. Ravindrachary for
extending his cooperation in completion of Project.
I convey my thanks to my beloved parents and my faculty who helped me
directly or indirectly in bringing this project successfully.
Arun Jyothi
(10241E0018)

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INDEX
Sr. No. Chapter Page No
I Chapter 1
1.1 Introduction 1-10
1.2 Objectives of Study
1.3Purpose and significance of the study
1.4 Need of the study
1.5Limitation of Study
1.6 Research methodology
II Chapter 2 11-27
Literature Review
III Chapter 3
Industrial and company profile 28-49
3.1 Industry Review
3.2 Company Review
IV Chapter 4 50-95
Data Analysis and Inferences
V Chapter 5 96-99
5.1 Finding
5.2suggestions
5.3conclusions
Bibliography 100-105

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INTRODUCTION
Labour welfare occupies a place of significance in the industrial development and economy.
It is an important facet of industrial relations, the extra dimension, giving satisfaction to the
worker in a way which even a good wage cannot with the growth of industrialization and
mechanization, it has acquired added importance. A happy and contented workforce is an
asset for the industrial prosperity of any nation. Labor welfare is nothing but the maintenance
function of personnel in the sense that it is directed specifically to the preservation of
employee health and attitudes.
Labour welfare work aims at providing such service facilities and amenities
which enable the workers employed in an organization to perform their work in healthy
congenial surrounding conductive to good health and high morale. Labour welfare is a
comprehensive term including various services, benefits and facilities offered by the
employer. Through such generous fringe benefits the employer makes life worth living for
employees. The welfare amenities are extended in additional to normal wages and other
economic rewards available to employees as per the legal provisions. Welfare measures may
also be provided by the government, trade unions and non-government agencies in addition to
the employer. “International Labour Organization efforts to make life worth living for
workers” According to the Oxford dictionary “Welfare is fundamentally an attitude of mind
on the part of management influencing the method by which management activities are
undertaken.
Welfare of employee and his family members is an effective advertising and also a method of
buying the gratitude and loyalty of employees. Employee welfare is a comprehensive term
including various services, benefits and facilities offered by the employer. The basic purpose
of labour welfare is to enrich the life of employees and keep them happy and contented.
Welfare facilities enable workers to have a richer and more satisfying life. It raises the
standard of living of workers by indirectly reducing the burden on their pocket. Welfare
means improving, faring or doing well. It is a comprehensive term, and refers to the physical,
mental, moral and emotional well-being of an individual. Further, the term welfare is a
relative concept, relative in time and space. It therefore, varies from time to time, region to
region and from country to country. Labour welfare is an important aspect in every

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organization with some added incentives which enable the workers to lead a decent life.
There are several agencies involved in the labour welfare work namely the central
government, employer’s trade union and other social service organization. Welfare services
may broadly be classified into two categories:-1) Intramural 2)Extramural
In order to get the best out of a worker in the matter of production, working condition is
required to be improved to large extent. The work place should provide reasonable amenities
for the worker’s essential need. Today various medical services like hospital, clinical and
dispensary facilities are provided by organizations not only to the employees but also to their
family members. Normally welfare and recreational benefits includes canteens, housing,
transportation, education etc.
The welfare measures have more relevance in the context of poor standard of livings of the
Indian working class. It is, therefore, one major aspect of national programs towards the
promotion of the welfare of people and is as such designed to create a life and work
environment of decent comfort for working class. As stated already, the directive principles
of state policy in our constitution have very significantly highlighted the need for securing
just and humane conditions of work for this vital segment of the community.

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OBJECTIVES OF THE STUDY
The primary objectives of the study are as follows:
To study and understand employees satisfaction levels towards the welfare measures at
Ganapati Sugar Industries Ltd.
To ascertain whether the welfare measures are being implemented effectively.
To analyse the effect of welfare measures in improving productivity of the employees.
To suggest appropriate welfare measures to improve the employee productivity at GSIL.

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PURPOSE AND SIGNIFICANCE OF STUDY:
The key determination is to study the effectiveness of welfare measures at GSIL.The various
welfare measures provided by the employee will have immediate impact on the health,
physical and mental efficiency, alertness, morale and overall efficiency of the workers and
thereby contributing to the highest productivity. Labour welfare means activities designed for
the promotion of the economic, social and cultural wellbeing of the employees.
Labour welfare includes both statutory as well as non-statutory activities undertaken by the
employers, trade unions and both the central and state governments for the physical and
mental development of the workers. Labour welfare enables workers to have richer and more
satisfying life. It raises the standard of living of workers by indirectly reducing the burden on
their pocket. Welfare measures improve the physical and physiological health of the
employees, which in turn enhance their efficiency and productivity. Labour welfare promotes
a sense of belongings among the workers, preventing them from resorting to unhealthy
practices like absenteeism, labour unrest strike, etc. welfare work improves the relations
between employees and employers. It promotes a realchange of heart and a change of outlook
of the part of both the employers and employees.
Labour welfare in India has a special significance as the constitution provides for the
promotion of welfare of the labour for human conditions of work and securing to all workers.
The various welfare measures provided by the employee will have immediate impact on the
health, physical and mental efficiency, alertness, morale and overall efficiency of the workers
and thereby contributing to the highest productivity. Social security measure provided by
employer will act as a protection to the workers. Labour welfare means activities designed for
the promotion of the economic, social and cultural well being of the employees.
Labour welfare includes both statutory as well as non-statutory activities undertaken by the
employers, trade unions and both the central and state governments for the physical and
mental development of the workers. Labour welfare enables workers to have richer and more
satisfying life. It raises the standard of living of workers by indirectly reducing the burden on
their pocket. Welfare measures improve the physical and physiological health of the
employees, which in turn enhance their efficiency and productivity. Labour welfare promotes

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a sense of belongings among the workers, preventing them from resorting to unhealthy
practices like absenteeism, labour unrest strike, etc. welfare work improves the relations
between employees and employers. It promotes a real change of heart and a change of
outlook of the part of both the employers and employees.

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NEED OF STUDY
Of the 5 m's management man, machine, material, methods and money. Out of these
resources man power is an asset to the organization. It also called knowledge capital. As the
management Guru Peter F.Drucker rightly says "knowledge is the only meaningful resource
today" for access to other resources is no longer limited. Capital freely flows across the
borders, seeking out the companies that need it. Today the human resources is very
demanding and they are look at jobs to test their own knowledge, organization are also
realizing the importance of people resources in this liberalized, globalized and privatized
economy.
Labor securities and welfare can be statistically proved is directly co related to customer
satisfaction. Every organization should determine whether the employees working are
satisfied with the facility provided by the organization. This is the need of the labor because
satisfied employees will ensure satisfied customers.
In order to make them happy,feel satisfied and retain them, organization plan retention
strategies. To make this possible one has to determine whether the present employees
perceived satisfaction towards the labor securities and welfare facilities. The survey on
employee satisfaction will help the organization to evaluate its return on investment in the
important area like labor securities and welfare measures.
Hence, in this study I propose the need to understand the impact of different employee
labour welfare measures on employee performance and satisfaction at GSIL.

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LIMITATIONS OF THE STUDY:
The study is limited to only some employees of Ganapati Sugar Industries limited,
therefore the result cannot be generalized to whole organization.
As time was constraint, and the size of the population of Ganapati Sugar Industries
limited is large, it is not possible together full information.
The data has been collected during general shift i.e. between 9:00 Am to 5:30 PM
hence it is not possible to gather full information
The data is collected only from the permanent employees and hence the opinion of
casual and contract employee is not collected.
The Company is not ready to expose full information about welfare activities.

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METHODOLOGY:
The first and foremost step in the research process consists of problem identification.
Once the problem is defined, the next step is the research design becomes easier. The
research design is the basic framework, which provides guide line for the rest of the research
process. The research designs the methods of collection of data collection and analysis.
SCOPE OF THE STUDY
The Scope of the study is to find out how far the existing welfare schemes cater
to the requirement of the employees of Ganapati Sugar Industries limited, Fasalwadi. The
study will be able to throw light on the dark spots where it need some sort of improvement
in the welfare scheme that has been implemented. The purpose of the study is to measure
the employee’s attitude regarding the welfare measures provide in the company.
SAMPLING DESIGN
The technique that is used is questionnaire method. Through the percentage graphs
are prepared
The survey is done on employees of Ganapati Sugar Industries limited.
Total production of workmen = 415
The sample size for the proposed study = 100
SOURCES OF DATA COLLECTION
Both primary and secondary data has-been collected for the study. Following are few ways in
which the data was collected.
Primary data:
Primary data are those collected specifically by or the data user. Primary data for the study
is only from the internal sources were approached. The data was collected through
questionnaires.

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Secondary data:
The secondary data is another source for the collection of data from various books, previous
office records, through internet from different ways such as yahoo, Google etc
TOOLS AND TECHNIQUES APPLIED FOR THE JUSTIFICATION OF
THE STUDY
The tools used for the purpose of collecting the primary data are a questionnaire with about
20 questions.
CHAPTARIZATION:
First chapter deals with introduction of the welfare activities which include need,
objectives, Limitations and methodology.
Second chapter deals with literature review.
Third chapter deals with industry profile and company profile
Fourth chapter deal with analysis and interpretation.
Fifth chapter deals with Findings,suggestions and conclusion.

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CHAPTER 2
LITERATURE REVIEW

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INTRODUCTION
‘Welfare’ is a broad concept referring to a state of living of an individual or a group, in a
desirable relationship with the total environment-ecological, economic and social. The term
‘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 prevention of destitution and poverty. It aims at social development
by such means as social legislation, social reform, social service, social work, and social
action.
The goal of social welfare is to fulfil the social, financial, health, and recreational
requirements of all individuals in a society. Friedlander defines social welfare as “the
organized system of social services and institutions designed to aid individuals and groups to
attain satisfying standards of life and health, and personal and social relationships which
permit them to develop their full capacities and to promote their well-being in harmony with
the needs of their families and the community.
The object of economic welfare is to promote economic development by increasing
production and productivity and through equitable distribution.
Pigou defined economic welfare as “that part of social welfare that can be brought directly or
indirectly into relation with the measuring rod of money” According to him, “the economic
welfare of a community of a given size is likely to be greater, the larger is the share that
accrues to the poor,” he admitted that economic welfare was not the index of total welfare.
Labour welfare is a part of social welfare, conceptually and operationally. It covers a broad
field and connotes a state of well-being happiness, satisfaction, conservation and
development of human resources.
Concept of labour welfare:
Labour welfare may be viewed as a total concept, as asocial concept and a relative concept.
The total concept is a desirable state of existence involving the physical, mental, moral and
emotional well-being. These four elements together constitute the structure of welfare, on
which its totality is based. The social concept of welfare implies the welfare of man, his
family and his community. All these three aspects are inter-related and work together in a

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three-dimensional approach. The relative concept of welfare implies that welfare is relative in
time and place. It is a dynamic and flexible concept and hence its meaning and content differ
from time to time, region to region, industry to industry, and country to country, depending
upon the value system, level of education, social customs, political system, and degree of
industrialization and general standards of the socio-economic development of the people.
Labour welfare implies the setting up of minimum desirable standards and the provision
facilities like health, food, clothing, medical, assistance, education, insurance, job security,
recreation, and so on. Such facilities enable the worker and his family to lead good work life,
family life and social life. Labour welfare also operates to neutralize the harmful effects of
large-scale industrialization and urbanization.
Definition:
The oxford dictionary defines labour welfare as “efforts to make life worth living for
workman” chambers dictionary defines welfare as a state of faring or doing well: freedom
from calamity, enjoyment of health and prosperity.
The encyclopaedia of social sciences defines it as “the voluntary efforts of the employers to
establish beyond what is required by law, the customs of the industry and the conditions of
market.”
In the words of R.R.Hopkins, “welfare is fundamentally an attitude of mind on the part of
management, influencing the method by which management activities are undertaken.”
Obviously the emphasis here is on the “attitude of mind.”
Arthur James Todd defines welfare work as “anything done for the comfort and
improvement, intellectual and social, of the employees over and above the wages paid, which
is not a necessity of the industry.”
E.S.Proud defines welfare work as “voluntary efforts on the part of the employers to improve
the existing industrial system and the conditions of employment in their own factories.”
In the Report II of the ILO Asian Regional conference, it has been stated that worker’s
welfare may be understood to mean “such services, facilities and amenities, which may be
established outside or in the vicinity of undertakings, to enable the persons employed there in
to perform their work in healthy and congenial surroundings and to provide them with the
amenities conducive to good health and high morale.”

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The Labour Investigation Committee (1944-46) includes under labour welfare activities
anything done for the intellectual, physical, moral and economical betterment of the
workers, whether by employers by government or by other agencies, over and above what is
laid down by law or what is normally expected as part of the contractual benefits for which
the workers may have bargained.”
The Report of the committee on Labour welfare (1969) includes under it “such services,
facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and
medical facilities, arrangements for travel to and from work and for the accommodation of
workers employed at a distance from their homes, and such other services, amenities and
facilities including social security measures as contribute to improve the conditions under
which workers are employed.’ The whole field of welfare is said to be one “in which much
can be done to combat the sense of frustration of the industrial workers, to relieve them of
personal and family worries to improve their health, to afford them means of self-expression,
to offer them some sphere in which they can excel others and to help them to a wider
conception of life.’’ It promotes the well-being of workers in a variety of ways.
According to N.M.Joshi, welfare work “covers all the efforts which employers make for the
benefit of their employees over and above the minimum standards of working conditions
fixed by the factories Act and over and above the provision of the social legislations
providing against accident, old age, unemployment and sickness.”
Scope:
It is somewhat difficult to accurately lay down the scope of labour welfare work, especially
because of the fact that labour is composed of dynamic individuals with complex needs. Its
scope has been described by writers and institutions of different ways. The scope of labour
welfare can be interpreted in different countries, with varying stages of economic
development, political outlook and social philosophy.
While expressing its interpretation regarding the scope of labour welfare, the ILO has
observed: “the term is one which lends itself of various interpretations and it has not always
the same significance in different countries. Sometimes the concept is a very wide one and is
more or less synonymous conditions of work as a whole. It may include not only the
minimum standard of hygiene and safety laid down in general labour legislation, but also
such aspects of working life as social insurance schemes, measures for the protection of

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women and young workers, limitation of hours of work, and paid vacations. In other cases,
the definition is much more limited, and welfare, in addition to general physical working
conditions, is mainly concerned with the day-to-day problems of the workers and the social
relationships at the place of work. In some countries the use of welfare facilities provided is
confined to the workers employed in the undertaking concerned, while in others, the workers’
families are allowed to share in many of the benefits which are made available.’’
As the subject of welfare facilities is a very broad one covering a wide field of
amenities and activities, limits cannot be rigidly laid down regarding its scope for all
industries and for all times. In the final analysis labour welfare survive should include all
extra-mural and intra-mural welfare work, statutory and non-statutory welfare facilities
undertaken by the employers,
Government, trade unions or voluntary organization and also social security measures which
contribute to worker’ welfare such as industrial health, insurance, provident fund, gratuity,
maternity benefits, workmen’s compensation, retirement benefits, and so on. More
specifically, we may examine the ways in which labour welfare is classified in order to obtain
a clearer understanding of its scope.
Labour welfare work can be broadly into two categories:
(i) Statutory, and
(ii) Non-statutory or voluntary.
Statutory measures:
This refers to those provisions which are desired from the coercive power of the
government and their observance in any industry is binding on the employer by law
(factories act of 1948)
canteen facilities(sec46)
working facilities(sec42)
first aid appliances(sec45)
facilities for sitting (sec44)
shelters rest rooms and lunch rooms(sec47)
crèches(sec18)
drinking water facilities(sec18)

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lighting(sec19)
urinals(sec19)
spittoons(sec20)
welfare officers(maternity benefit)(sec49)
Family pension schemes
Gratuity
Provident fund schemes
E.S.I schemes
Non-statutory measures:
There are activities which are under taken by the employees for their workers. are
philanthropic Such welfare activates are philanthropic but in the long run they
increase efficiency of worker and reduce of conflict between employees and worker.
• Housing Facilities
• Transport Facilities
• Medical facilities
• Cultural activities
• Recreation
• Consumer co-operation
• Loan and various advances
• Leave Traveling Concession
• Worker education
• School for the employees children
• Uniform
• Labor welfare fund
• Libraries
Vehicles stand for parking
Statutory welfare consists of those provisions of welfare work which depend for their
implementation on the coercive power of the government. The government enacts certain
rules of labour welfare to enforce the minimum standards of health and safety of workers.
The employers are required by law to fulfill their statutory obligations on welfare. Every
country is increasing gradually its statutory control over labour welfare. Non-statutory

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welfare measures include all those activities which employers undertake for the welfare of
their workers on voluntary basis. There are some social welfare organizations which
undertake voluntary welfare work for the benefit of their members.
The Committee of experts on welfare facilities for Industrial workers constituted by
the ILO in 1963 had divided the welfare services in two groups:
(a) Welfare amenities within the precincts of the establishment (intra-mural) : latrines and
urinals, washing and bathing facilities, crèches, rest shelters and canteens,
arrangements for drinking water, arrangement for prevention of fatigue, health
services including occupational safety, administrative arrangements within a plant to
look after the welfare, uniforms and protective clothing, and shift allowance;
(b) Welfare amenities outside the establishment (extra-mural): maternity benefit, social
insurance measures including sports, cultural activities, library and reading room,
holiday homes and leave travel facilities, workers’ cooperatives including consumers’
cooperative stores, fair price shops and co-operative thrift and credit societies,
vocational training for dependants of workers, other programmes for the welfare of
women, youth and children, and transport to and from the place of work. Thus, labour
welfare is very comprehensive and embraces a multitude of activities of employers,
state, trade unions and other agencies to help workers and their families in the context
of their industrial life.

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Aims and Objectives:
The aim or object of welfare activities is partly humanitarian-to enable workers to enjoy a
fuller and richer life-and partly economic- to improve of the workers- and also partly civic-
to develop among them a sense of responsibility and dignity and thus make them worthy
citizens of the nation. Another object of labour welfare is to fulfil the future needs and
aspirations of labour.
The following motives and considerations have prompted employers to provide welfare
measures:
(1) Some of the early philanthropic employers tried to ameliorate the working and living
conditions of their workers by providing various welfare measures.
(2) Some of them took recourse to welfare work to win over their employees’ loyalty and
to combat trade unionism and socialist ideas. The devotion to welfare work by many
American employers during the twenties could be attributed to their anti-unionism.
However, such a motive did not succeed in checking the spread of trade unionism.
(3) Some employers provided labour welfare services to build up a stable labour force, to
reduce labour turnover and absenteeism and to promote better relations. With their
employees.
(4) At present, labour welfare has been conceived of by some employers as an incentive
and good investment to secure, preserve and develop greater efficiency and output
from workers. Anyhow, there is no direct relationship between welfare work on the
one hand and efficiency and productivity on the other. Apart from this, it is very
difficult to quantify the additional contribution of welfare measures to the increased
productivity. However, some studies have shown a positive link between labour
welfare and productivity.
(5) One of the objects for provision of welfare activities in recent times by certain
employers is to save themselves from heavy taxes on surplus.
(6) The purpose behind provision of welfare amenities by some companies is to enhance
their image and to create an atmosphere of goodwill between labour and management
and also between management and the public.

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Principles:
The following are some of the principles to be kept in mind for successful implementations of
any welfare programme in an organization:
(1) The labour welfare activities should pervade the entire hierarchy of an organization.
Management should be welfare-oriented at every level.
(2) The employer should not bargain labour welfare as a substitute for wages or monetary
incentives. In other words, the workers have a right to adequate wages in addition to
welfare measures.
(3) The employer should look after the welfare of his employees as a matter of social
obligation. The constitution of India, in its directive principles of state policy, also
emphasizes this aspect of labour welfare.
(4) Labour welfare must aim at helping employees to help themselves in the long run.
This principle of self-help will enable them to become more responsible and more
efficient.
(5) There should be proper co-ordination, harmony and integration if all labour welfare
services in an undertaking.
(6) The labour welfare work of an organization must be administratively viable and
essentially development oriented.
(7) The management should ensure co-operation and active participation of unions and
workers in formulating and implementing labour welfare programmes.
(8) There should be periodical assessment or evaluation of welfare measures and
necessary timely improvements on the basis of feedback.

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The Factories Act, 1948:
Section 42 to 48 of the India factories act, 1948, contains specific provisions relating to the
welfare of labour in factories.
1. Washing facilities
According to sec.42, every factory
Adequate and suitable facilities for washing shall be provided and maintained for the
use of the workers there in.
Separate and adequately screened facilities shall be provided for the use of male and
female workers.
Such facilities shall be conveniently accessible and shall be kept clean.
2. Facilities for storing and drinking clothing
Under sec 43, the state government may in respect of any factory make rules requiring the provisions
therein of suitable place for keeping clothing not worn during working hours and for the drying of wet
clothing.
3. Facilities for sitting
According to sec.44, in every factory, suitable arrangements for sitting shall be provided and
maintained for all workers.
4. First aid appliances
Under sec.45, these shall in every factory be provided and maintained so as to be readily accessible
during all working hours. First aid boxes or cupboards to be provided and maintained shall not be less
than one for every one hundred and fifty workers ordinarily employed at any one time in the factory.

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5. Canteens
under sec.46, the state government may make rules requiring that in any specified factory where in
more than two hundred and fifty workers are ordinarily employed, a canteen or canteens shall be
provided and maintained by the occupied for the use of the workers.
6. Shelters, rest rooms and lunch rooms
According to sec.47, in every factory where as more than one hundred and fifty workers are
ordinarily employed adequate and suitable shelters, rest rooms and a suitable lunch room which
provision for drinking water, shall be provided and maintained for the use of the workers.
7. Crèches
According to sec.48, in every factory where more than 30 women workers are ordinarily employed,
there shall be provided and maintained a suitable room for the use of children under the age of 6 years
of such women. Such room shall provide adequate accommodation, shall be adequately lighted and
ventilated and shall be maintained.
8. Welfare officers
In every factory where in five hundred or more workers are ordinarily employed, the occupier shall
employ in the factory, such number of welfare officers as may be prescribed. The state government
may prescribe the duties, qualifications and conditions of service of welfare officers appointed under
the provisions of the factories act.
The mines Act, 1952 and the Mines Rules:
The main obligations of the mine owners regarding health and welfare of their workers are as
follows:
(a) Maintenance of crèches where 50 women workers are employed;
(b) Provision of shelters for taking food and rest if 150 or more persons are employed:
(c) Provision of a canteen in mines employing 250 or more workers;
(d) Maintenance of first-aid boxes and first-aid rooms in mines employing more than 150
workers;
(e) Provision in coal mines of (i) pit head baths equipped with shower baths; (ii) sanitary
latrines and (iii) lockers, separately for men and women workers;
(f) Appointment of a welfare officer in mines employing more than 500 or more persons
to look after the matters relating to the welfare of the workers.

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The Plantations Labour, 1951:
The fallowing welfare measures are to be provided to the plantation workers:
a) Canteen in plantation employing 150 are more workers (S. 11)
b) Crèches in plantation employing 50 or more women workers (S. 12).
c) Recreational facilities in the workers and their children (S. 13).
d) Educational facilities in the estate for the children of workers, where there are 25
workers’ children between the age of 6 and 12 (S. 14).
e) Housing facilities for every worker and his family residing in the plantation. The
standard and specification of the accommodation, procedure for allotment and rent
chargeable from workers, are to be prescribed in the Rules by the state governments
(S. 15 AND 16).
f) The state government may make rules requiring every plantation employer to provide
the workers with such number and type of umbrellas, blankets, raincoats or other like
amenities for the protection of workers from rain or cold as may be prescribed (S. 17).
g) Appointment of a welfare officer in plantation employing 300 or more workers (S.
18).
The exact standards of these facilities have been prescribed under the rules framed by the
state government.
The Motor Transport Warders Act, 1961:
The Motor Transport Undertakings are required to provide certain welfare and health
measures as given below:
a) Canteen of prescribed standard, if employing 100 or more workers (S.8).
b) Clean, ventilated well-lighted and comfortable rest rooms at every place wherein
motor transport workers are required to halt at night (S.9).
c) Uniforms, raincoats to drivers, conductors and line checking staff for protection
against rain and cold. A prescribed amount of washing allowance is to be given to the
above mentioned categories of staff (S.10).
d) Medical facilities Are to be provided to the motor transport workers at the operating
centres and at halting stations as may be prescribed by the state government (S.11).

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e) First-aid facilities equipped with the prescribed contents are to be provided in every
transport vehicle (S.12).
The Contract Labour (Regulation and Abolition) Act, 1970:
The following welfare and health measures are to be provided to the contract workers by the
contractor:
(a) A canteen in every establishment employing 100 or more workers (S.16).
(b) Rest rooms or other suitable alternative accommodation where the contract labour
is required to halt at night in connection with work of an establishment (S.17).
(c) Provision for a sufficient supply of wholesome drinking water, sufficient number
of latrines and urinals of prescribed types and washing facilities (S.18).
(d) Provision for first-aid box equipped with the prescribed contents (S.19).
The Act imposes liability on the principal employer to provide the above amenities to the
contract labour employed in his establishment, if the contractor fails to do so.
The Merchant Shipping Act, 1958:
Provision in the Act relating to health and welfare cover:
a) Crew accommodation;
b) Supply of sufficient drinking water;
c) Supply of necessities like beddings, towels, mess utensils;
d) Supply of medicines, medical stores, and provision of surgical and medical advice;
e) Maintenance of proper weights and measures on board; and grant of relief to
distressed seamen aboard a ship;
f) Every foreign-going ship carrying more than the prescribed number of persons,
including the crew, is required to have on board as part of her complement a qualified
medical officer;
g) Appointment of a Seamen’s welfare Officer at such ports in or outside India as the
government may consider necessary;
h) Establishment of hostels, clubs, canteens, and libraries;

29
i) Provision of medical treatment and hospitals;
j) Provision of educational facilities
The government has been authorized to frame rules, inter alia, for the levy of fees payable by
owners of ships at prescribed rates for the purpose of providing amenities to seamen and for
taking other measures for their welfare.
Dock Workers (Safety, Health and Welfare) Scheme, 1961:
A comprehensive Dock Workers (Safety, Health and Welfare) Scheme, 1961, has been
framed for all major ports and is administered by the Chief Advisor, Factories (Factory
Advice Services and Labour Institutes). It is framed under the Dock Workers (Regulation of
Employment) Act, 1948. Amenities provide in the port premises include provision of:
a) Urinals and latrines;
b) Drinking water;
c) Washing facilities;
d) Bathing facilities;
e) Canteens;
f) Rest shelters;
g) Call stands; and
h) First-aid arrangements.
Other welfare measures provided are:
a) Housing;
b) Schools;
c) Educational facilities;
d) Grant of scholarships;
e) Libraries;
f) Sports and recreation;
g) Fair price shops; and
h) Cooperative societies.

30
Inter-State Migrant Workmen (Regulation of employment and Conditions
of Service) Act, 1979:
Section 16 of the Act stipulates that every contractor employing inter-state migrant workmen
in connection with the work of an establishment to which this Act applies will have to
provide the following facilities:
a) To ensure regular payment of wages to such workmen (at least minimum wages have
to be paid as fixed under the minimum Wages Act, 1948).
b) To ensure equal pay for equal work irrespective of sex;
c) To ensure suitable conditions of work to such workmen having regard to the fact that
they are required to work in a state different from their own state;
d) To provide and maintain suitable residential accommodation to such workers working
during the period of their employment;
e) To provide the prescribed medical facilities to the workmen, free of charge;
f) To provide such protective clothing to the workmen as may be prescribed; and
In case of fatal accident or serious bodily injury to any such workman, to report to the
specified authorities of both the states and also the next of kin of the workmen.

31
ARTICLES
Measuring legal effectiveness: lessons from Tanzania 1
Sangheon Lee Deirdre McCann International School of Law Geneva Aberdeen University
lees@ilo.org
d.mccann@abdn.ac.uk
INTRODUCTION
The efforts made in recent years to develop indicators that quantify and compare labour
Market knowledge on the role of regulations in improving the quality of working life,
advancing productivity etc. They also have the potential to offer policy actors a
research‐based and systematic existing been labour laws (Lee and McCann 2008); their flawed
capture of domestic regulatory measures (Berg and Cazes 2007; Lee and McCann 2008) and
the assumptions on the historical evolution
This note reviews the authors’ recent work, which has criticised the existing indicators by
examining the extent to which they capture the actual or de facto influence of labour market
regulations. This work has sought to measure statutory regulations in a way that takes into
account both their substantive and de facto strength. It has also encompassed empirical work
in a developing country – Tanzania – aimed at exploring workers’ awareness of legal standards.
This research has centred on regulatory frameworks that govern conditions of work and has
had a particular focus on wages, working hours and holidays, and maternity protection.
EFFECTIVENESS AND THE ERI
In an assumption, which might be characterised as ‘formalist,’ that the application of labour
regulations is both comprehensive (the relevant regulations protect all workers who fall
within their scope) and complete (these workers are entitled to the full array of legal
protections guaranteed by the legal texts to the maximum extent possible) (Lee and McCann
2009). Where such assumptions are not made, efforts such as those of Botero et al (2004) to
capture the relationship between the de jure and de facto application of legal regulations
have so far been under‐developed (see Lee and McCann 2008 for a critique). The relationship of
legal provisions and actual working conditions, however, cannot be assumed, impact of
regulations can only be speculative. Moreover, the evidence from industrialized countries is of
a varying influence of legal standards within different institutional regimes Presentation to the
IIRA 2009 Study Group on Labour Market Regulations, Sydney, 24 August 2009. (Lee 2004). To
respond to this limitation in the existing indicators, the authors have Developed of regulations
on working time and to compare different countries at a range of income levels constructed
by averaging the normalized values of statutory weekly hours limits and “observance more per
more detail the reasons that working time and other laws appear to be more influential in some
Legal The recent expansion of the European Working Conditions Survey to include questions
relevant to other regions offers an opportunity to explore certain of the empirical questions derived
survey questionnaire for the Global Working Conditions Survey contains a number of
questions An working conditions (including on wages/incomes, working time and work

32
organization, physical work environment, work and family, maternity protection, health and safety,
job satisfaction). The Survey was pilot‐tested in Tanzania during 2009, generating results that
offer revealing insights for the debates on the impact of labour regulations in low‐income
settings.
First, the survey confirmed the presence of significant “observance gaps” (actual working
conditions v the primary legal standards), of around 30‐40%. Given the extent of these gaps, Then,
the relevance of common statistical exercises that regress the indicators of labour regulations
on Labour market variables become questionable; and the conventional indicators, in
particular the World Bank’s “Employing Workers Index,” are revealed to overestimate the
constraints that labour laws place on employers (Lee and McCann 2009).
Secondly, the survey has generated data relevant to assessing practices of observance of
labour market regulations. In the economic literature, the intensity of labour inspection and
magnitude of penalties for violation of the law are often taken to account for the
observance of legal norms (e.g. Squire and Suthiwart‐Narueput 1997). Yet the picture is far more
complex. As many studies have highlighted, for example, the role of the judiciary is often
critical in determining the scope and application of statutory norms (e.g. Bertola and Cazes 2000;
Bhattacharjea 2006); and the impact of labour regulations can also differ according to the
response of individual enterprises (e.g. Edwards et al 2004).
One critical element broadly missing from the literature, however, is the response of workers
to legal regulations. The exception is the research that has examined workers’ awareness of
legal standards (e.g. Meager et al 2002), which has so far been confined to industrialised
Survey offers an opportunity to explore the extent and role of legal awareness in low‐
income settings,their working conditions entitlements on minimum wages, working time and
maternity leave The Tanzanian survey indicated a level of awareness of the primary standards
(around 60%) although a substantial number of workers (around 30%) are not aware of their
legal entitlements. The results of the survey also indicate that awareness is of substantial
importance this relationship in a rigorous manner, a series of logistic regressions controlling for
standard demographic variables was undertaken, which indicated that there is a very strong
correlation between awareness of legal standards and actual conditions.
To explain the channelling mechanisms through which awareness translates into actual
improvements in work environments is a complex endeavour that needs to take into
consideration satisfaction and workers’ behavioural patterns in response to non‐compliance with
the law.
The results indicated that (1) workers’ dissatisfaction with their working conditions increases
with their levels of awareness of statutory standards, once their actual conditions are controlled
for; and (2) workers were not passive when they recognized the gaps between their legal
entitlements and actual conditions of work, most being likely to take action, most often by
complaining directly to the employer. It appears then that legal awareness may tend to lead to
corrective action, although such efforts may not always be successful (see Lee and McCann 2009 for
further details).

33
CONCLUSIONS
It critical to the design of indicators that accurately reflect the influence of legal norms and
therefore to balanced policy debates on the role of labour regulations. Above all, “observance
gaps” should be measured and taken into account in estimating the labour market impacts of
legal regulations. The research discussed above has also demonstrated that the massive
problems with implementation in a number of countries could be associated the channelling
mechanism through which awareness translates into actual improvements in work environments.
The empirical research in Tanzania suggests strong potential for improving working conditions
by increasing workers’ legal awareness, without the need for significant institutional
awareness‐raising supports the contention in the literature that, at least in developing
countries, regulation,” but centred rather on how these countries can best design, promote
and implement labour laws and policies (or “how to regulate”) (Fenwick et al. 2007; Lee,
McCann, and Torm 2008). In this way, countries can avoid the wasteful process of engaging in
evaluate the impacts of the reforms, an approach that has in recent years overwhelmed the
governments of many Asian and African countries under pressure from the international
financial organizations.
REFERENCES
Berg, J and Cazes, S 2007 The Doing Business Indicators: measurement issues and political
implications Geneva ILOBertola,International Labour Review 129(1), pp. 57‐72
Bhattacharjea,empirical evidence”, Indian Journal of Labour Economics 49(2), pp. 211‐232
Botero, Quarterly Journal of Economics 119(4), pp. 1339‐1382 Deakin,regimes” International Labour
Review 146, pp. 133‐162.
Edwards, P., Monder, R., and Black, J. 2004 “Why Does Employment Legislation Not Damage Small
Firms?”
Journal of Law and Society 31(2), pp. 245‐65 Fenwick, C., Howe, J. Marshall, S. and Landau, I. 2007.
“Labour and Labour‐related Laws in Micro and Small Enterprises: innovative regulatory approaches”,
ILO SEED Working Paper No. 81. Geneva
Lee 2004 “Working Hours Gap: trends and issues” in J Messenger (ed) Working Time and Workers’
Preferences in Lee, S. and McCann, D. 2008. “Measuring Labour Market Institutions: conceptual and
methodological questions
Institutions: Cultivating Justice in the Developing World. Geneva and London: ILO and Palgrave
Lee,developing country” (Paper for the Regulating for Decent Work Conference Geneva 8‐10 July
2009
Lee,a review of recent evidence” in International Labour Review 147(4), pp. 416‐432.
Squire, L. and Suthiwart‐Narueput, S. 1997. “The Impact of Labour Market Regulations” World Bank
Economic Review 11(1), pp. 119‐143.

34
“A STUDY OF AWARENESS OF LABOUR WELFARE MEASURES IN A.G. I. O. PAPER AND INDURTRIES
LTD.
DHEKHA, BILASPUR (C.G.)”
*Dr. K. K. Singh**Ku. Anita Pathak,
1. CONCEPT OF LABOUR WELFARE :-
Labour welfare concept is basically based on human values, where each citizen has a right to work in
a congenial environment with no hazards to his health on reasonable wages and other terms and
conditions of employment. The days are over when labour was considered to be a commodity. The
policy was purely a master, Servant relationship. After the independence our constitution, I. L. O.
and planning commission have big contributed to labour welfare programme. The importance of
labour welfare measures were accepted long back. Way back in 1931, the royal commission on
labour stressed the need of labour welfare primarily because of the harsh treatment meted out to
the workers.
Article 41 provides that state shall, within the limit of its economics capacity and development, make
effective provision of securing the right to work to education and to public assistance in cases of
unemployment, old age, sickness and disablement and in other cases of underserved provision.
Article 42 provides the state shall make provision for securing just and humane conditions of work
and for maternity relief. Article 43 provides that the state shall Endeavour to secure by suitable
legislations and economic organization or in any other way to all workers, agricultural, industrial or
otherwise work a living wage, condition of work ensuring decent standard of life and full enjoyment
of leisure and social and cultural opportunities and in particular the state shall Endeavour to
promote cottage industries on an individual or co‐operativebasis in rural areas.
Article 43 A provides that the state shall take steps by suitable legislation or in any other way to
secure the participation of workers in the management of undertakings, establishments or other
organizations engaged in any industry. The Committee on a labour welfare (1969) defined the phase
to mean, “ Such facilities and amenities as a adequate canteen, rest and recreation facilities, sanitary
and medical facilities, arrangements for travel to and from and for accommodation of workers
employed at a distance from their homes and such other services, amenities and facilitiesincluding
social security measures as contributed to condition under which workers are employed”.
The second report of the I. L. O. refers with regards to labour welfare as such services and amenities
which may be established in or in the vicinity of undertaking to enable the person employed in them
to perform their work in healthy congenial surroundings and such amenities conductive to good
health and high morale. After the condition so many Industrial Act have been constituted such as the
Workman compensation Act 1923, Maternity benefit Act 1961, Factory act 1948, Contract labour Act
1970, Bonded labour act 1976, Equal remuneration act 1976, Interstate migration act 1979, Child
labour act 1986, Minimum wages act 1948, Payment of wages act 1936, Bedi& Cigar workers act
1966, Buildings And other constructions workers act 1996, The payment of bonus act 1965, The
payment of gratuity act 1972 and Industrial dispute act 1948.

35
1.1 IMPORTANCE PROVISIONS OF FACTORY ACT 1948:-
The chief of characteristic of labour welfare work may be summarized to include the work which is
usually undertaken within the premises or in the vicinity of the industrial undertakings for the
benefit of the employees and the members of their family and this generally includes those items of
welfare which are over and above what is the provided‐ by statutory provisions and what the
employees expect as a result of contract of employment from the employers. The welfare provisions
section 42 to 50 under the factory act 1948 has been provided the facilities of washing, storing &
drying clothing, sitting , first aid appliances, ambulance room cell, canteen, rest room /shelter room,
crèche, appointment of welfare officer.
1.2 NON STATUTORY LABOUR WELFARE MEASURES:-
The main Non Statutory measures are education for worker’s children, residential, medical,
consumer store, entertainment, transportation, education & training, health & hygiene, safety etc.
facilities.
2. IMPORTANCE AND NEED OF STUDY:-
No scientific and systematic effort has been made in recent past study the status of implementation
of welfare measures under the factory act 1948 and other non‐statutory welfare measures
conducted as part of a scheme under second five year plan in certain specified industries conducted
by labour bureau in need 60s. But now the Situation have changed and a lot of new industries have
come up with new technology and dramatically changed the definition of labour welfare. On this
basis it was felt and it would therefore industry to know as to in the changed industrial scenario,
how for the objectives of factory act 1948 are really being translated in action and how the act being
implemented.
3. OBJECTIVE OF THE STUDY:-
1. To study the awareness of statutory& voluntary labour welfare measures in A.G.I.O. Paper &
Industries Ltd. Dhekha, Bilaspur (C.G.)
2.To find out the implementations of various labour welfare measures in A.G.I.O. Paper & Industries
Ltd. Dhekha, Bilaspur (C.G.)
4. AREA OF STUDY:-
The study essentially focuses on awareness and implementation status of the statutory welfare
measures under the factory act 1948 and Non statutory welfare measures in A.G.I.O. Paper &
Industries Ltd. Dhekha, Bilaspur (C.G.). The area of study is A. G. I. O. Paper & Industries Ltd.
Dhekha,Bilaspur (C.G.) is only single unit of paper mill in Bilaspur District (C.G.). 13 Officers, 174
company workers, 350 contract workers are serving in this unit. The study year is 2008‐09.
5. METHODOLOGY OF STUDY:-
The research is based on primary data, collected through structured interview schedule which has
been supplemented by a detailed review of secondary information and discussion. The primary data
has been collected through a multistage sampling procedure. At the first stage 50 company workers

36
out of 174 have been selected for interview Secondary sources of data were the information & data
of A. G. I. O. paper and industries, Ltd. Dhekha, Bilaspur, Published magazines, journals and few
books. The method of data collection for the study was the structured interview of the respondents,
the primary data collection has been found out. The structured interview and its schedule were
designed for collection data from the respondents (Labours) interview schedule were designed. To
find out the status of awareness and implementation towards the Labour welfare measures used
median, mean, average, geometric method.
6. PROFILE OF THE ORGANIZATION:-
Kanoi paper &Industries Limited is a paper manufacturing plant, manufacturing about 11,000 tons of
paper per year. The major raw material for manufacturing of paper is agricultural waste‐ paddy
straw which is available locally in plenty. The mill was commissioned in the year 1981 M/s. Brook
Bond India Limited and then sold to Kanoi Group in the year 1990. Kanoi were running the mill from
1990 to 2002. Due to various problems, the mill had become sick in the year 2002 and was taken
over by Jalans in February 2003. Since then the mill is under the management of Jalans. Jalans group
has been able to turn around the mill by improving production, quality and quantity and
diversification of the product mix. Through the mill has come out of red, the size of the plant is too
small to remain economical in the long run. Now this units is known as A. G. I. O. Paper & Industries,
Dhekha, Bilaspur (C.G.) Location : The unit is situated at Village Dhekha, Bilaspur (C.G.)at a distance
of approx. 8 kms from BilaspurDistt. (C.G.).The unit is approachable by National Highway connecting
Bilaspur to Champa. Major raw material for the unit is straw which is easily & abundantly available in
the nearly areas. The location is well connected by road & rail transport enabling timely
procurement of the raw material at economical costs.
7. EMPIRICAL FIDINGS :-
Now we present the collected date concerning the person information of sampled workers of A. S. I.
O. paper & industries Ltd, Dhekha, Bilaspur. 50 workers is selected for sample from company,
thereafter we examine and study the awareness & implementation status of various Labour welfare
provisions / amenities provided under factory act 1948 such as washing facility , facility for storage
and drying of cloths, sitting facility, first aid facility, canteen facility, facility for rest/ shelter/dining
room, facility for recruitment of welfare officer and also the non statutory welfare measures such as
facility of education for worker’s children, residential, medical, consumer store, entertainment,
transportation, education & training, health & hygiene, safety etc. facilities arrangement for
workers. Now me highlights the important
observation& collected data as given below:-
7.1 Personal Information:-
I. 34 % of the sampled workers are unskilled, 45 % of them are semiskilled and 20 % sampled of
workers are skilled workers
.II. All sampled worker all male, so gender distribution of workers is not necessary.

37
III. The appromixmately 50% of sampled workers are in the age group 31‐40 years, 28 % of them are
in the age group of 40‐50 years, this ndicates that almost 66 % of the workers are having their age in
the age group 31‐50 years.
IV. 82 % of sampled workers have their level of education as primary or higher secondary.
V. 78 % of sampled workers are married.
VI. Approximately 63 % of sampled workers have their monthly income less than Rs.‐4000/‐.
VII. Approximately 69 % of sampled workers have less then 20 years services.
VIII. 58 % of sampled workers belongs nuclear family.
7.2 AWARENESS ABOUT STATUTORYWELFARE MEASURES:-
To know awareness of various statutory Labour welfare measures 50 sampled workers selected
under study and discussion, held with the responsible representatives of employer, workers and
employees. The awareness about facilities about among workers and representatives of employers
play a vital roll in implementation.
7.3 STATUS OF IMPLEMENTATION OF VAIRIOUS WELFARE PROVISIONS UNDER FACTORY ACT
1948:-
The welfare provisions under the factory act 1948 is intended for benefit and welfare of the workers.
It aims to protecting the workers employed in factories and for ensuring their welfare at the place of
work by implementing the various provisions under the Act, in this part we evaluate and assess of
the implementation of various provisions in A.G.I.O paper & industries Ltd. Dhekha, Bilaspur (C.G.).
7.4 AVEVILABILTIY ON NON STATUTORYWELFARE MEASURES:-
An effort was also made as part of the study to know whether the workers employed in A. G. I. O.
paper & Industries Dhekha, Bilaspur (C.G.) selected for study or being extended any other form of
Non tatutory welfare facilities such as Education for worker’s children, Residential, Medical,
Consumer store,Entertainment, Transportation, Education & training for workers, Health & Hygiene
facilities by employers ways of asking question from respondents, as well as through group
discussion held with other group of workers representatives of employers. In this part we evaluate
and assess of implementation of non statutory welfare measure in A. G. I. O. paper & Industries Ltd.
DhekhaBilaspur (C.G.) The table indicates that A. G. I. O. paper & industries was not providing
education for workers children, consumer store, entertainment, transportation, education and
training for workers. Further only Health & Hygiene, Safety Facilities were providing by employers.
8 CONCLUSSION:‐
The level of awareness among the workers engaged in A. G. I. O. paper & industries Ltd. Dhekha,
Bilaspur (C.G.) Studied and found that above 60 % workers were aware about statutory welfare
measures except rest /shelter/ retiring room & crèche facilities. Maximum statutory welfare facilities
were being provided & implemented but Non statutory facilities were not being provided and

38
implemented by employer. Only House Rents & conveniences allowances were being given to
sampled workers in place of residential & transportation facilities respectively.
REFERENCES:
1.Moorti M. B. “Principal of Laour Welfare, Gupta Brothers” Vishakhapattanam. A.P.
2.K. N. Vaid, “Labur welfare in India”, Shri Ram centre for industrial relation”. New Delhi.
3. I. L. O. S Second Report on Asia Regional Conference 1947.
4. The committee on labour welfare (C. L. W.), “Concept and scope of Labour welfare”, Ministry,
Employment & Rehabilitation”, New Delhi. (1969).
5. Upadhyaya Sanjay “Status of Labour Welfare Measures of Noida: A case study of Garment and
Hosiery Industry”. V.V. Giri National Labour Institute, Noida (U.P.)

39
CHAPTER 3
INDUSTRIAL PROFILE
COMPANY PROFILE

40
INDUSTRY PROFILE
HISTORY
Sugar industry is very important to the Indian national economy because of its multiple
contributions in the shape of employment, provision of raw materials of the other industries.
The industry provides employment to about 35 million cultivation 3.6 lakes skilled&
unskilled Workers. Further if accounts for providing employment to scopes of thousands in
the sugar trade in the transport of sugar cane and sugar etc. it is by products are used as raw
materials in industries such as alcohol, plastics, synthetics, rubber fibber broad,
pharmaceuticals, paper etc. the sugar industry in recent years has begun to export sugar, thus
earning valuable foreign exchange. Besides it provides Rs.300 cores the forms of faces to the
exchequers. Considering these many facts of importance of the industry, it ranks second
among the major consumer industries of this country next only to cotton textile industry.
LOCATION
The sugar industries mostly oriented to a single material namely sugar cane which forms 60%
of the total cost of production. Therefore, the industry of sugar is naturally conditioned by the
availability of sugar cane and facilities of transporting raw material is essential because the
sucrose content of the sugar cane begins to decrease soon after the cane is cut. Biogases
obtained as a by-product during the production is used by the factories for generating power.
Therefore power is not at all a nominating factor in determination the location of sugar
industry. In recent times Technical feasibility and
Economic availability of sugar projects has been given importance in the location of sugar
industry. Sugarcane grows both on tropical & sub-tropical regions. In India AP, Tamilnadu,
Mysore, Kerala& Maharashtra come under tropical regions. Up, Bihar, Punjab, Haryana,
West Bengal, Orissa, Rajasthan & MP come under sub-tropical region.
There were only 29 factories in India during the year 1931. Protection granted to the sugar
industry in 1931 brought tremendous growth in the no. of locations. The number of factories
in operation has grown from 29 to 140 in 1950-51 out of which 110 factories were in
northern parts of India. During the next decade the no. of factories increased to 174 out of
which 116 factories were in the sub-tropical region in the northern India. Finally the number

41
of factorieshas grown from 200 in 1965-66 to 338 in 1984-85 of which nearly 75% of the
factories are located in the northern India.
The industry is pre-dominantly localized in MP next to up the industry is mainly connected
in Maharashtra, Bihar and in the eastern coastal districts of AP. The sugarcane factories to get
fresh supplies of sugar cane direct from the fields.Moreover, the cost of the cane cultivation
is less & the cultivators are not accustomed to arise alternative crops like groundnuts, chillies
plantains etc.
In recent years, the location factories have influenced the dispersal of sugar industry to the
south. The sucrose content in the sugarcane grown in the tropical regions is greater than sub-
tropical regions, and the development of cane on the sough is mainlyresponsible for bringing
about location changes in the industry. The average per day crushing capacity of the industry
increased tremendous from 482 tons per day in 1932 to 1365 tons per day crushing capacity
of the industry increased tremendous from 482 tons per day in 1932 to 1365 tons per day
crushing capacity in the industry increased to 1365 tonnes it has been found by the planning
commission that the cane crushing capacity of sugar factories working in our country various
from 220 tons to 3200 tons per day. In up and Bihar, majority of the sugar mills have a cane
crushing capacity ranging from 700 tons to 1000 tons per day. A factory with a crushing
capacity of 1000 tones for sugar cane per day is considered to be an economical unit, under
the present day working conditions.
THE GLOBAL SCENARIO
The global sugar production is on a rise and along with the rising demand, the prices of sugar
is expected to remain firm. China, India and Brazil, the largest producers of sugar have
already showing descent production and with good carryover stocks from previous years
produce China’s output of sugar reached 6.8449 million tons by the end of January of this
year in the 2010-11 sugar production season, rising 14 per cent over the same period of the
previous season, according to the China sugar industry Association.
The sugar output was 12.9 million metric tons in the previous season. According to Dow
jone’s the global demand would be more than the supply in 2011 – 12 by 1.6 million tons.
The International Sugar Organization(ISO) said that early indications show 2011 – 12.
Marketing year could either be in balance or have a small deficit of less ‘than 1 million
tonnes. The ISO will release its second revision to its 2010 – 11 balance sheet in the second

42
half of February, but currently doesn’t anticipate any significant changes. The main
expectation of deficit is due to the lower than expectation of sugar cane harvest in India.
The Indian sugar production is expected to rise to 33.6 million from the last year’s production
of 28.6 million.
Along with this it is expected that Brazil would stay focused in its production of Ethanol
from sugar, as crude oil makes new highs and demand for alternative fuel rises.
INDIAN SCENARIO
India is the largest consumer and second largest producer of sugar in the world (Source:
USDA Foreign Agricultural Service). In sugar year 2009-10 India produced 28.8 million
tons. with an opening stock of 4 million tons in 2008 – 09. India has ended the year with
stocks of more than 11 min tons.

43
Global Sugar Production,consumption and Ending Stocks
Sugar Industries in Andhra Pradesh
In Andhra Pradesh there are 34 Industries of which 16 are under the Co-Operative sector,
if are under Government management and another 9 are under private sector. Khandasari
mills are the counter part of sugar mills have been estimated at a No. of 120.
The Mill at Bodhan in Nizamabad District is the biggest in Asia. Average can yield per
acre in India is 20 tones and in Andhra Pradesh it is 30 tones the crushing capacity of all mills
in Andhra Pradesh is 57 lakhs tones; private mills could utilize 70% of the crushing capacity.
Whereas the other mills could just manage.
Table 4: Mills Sugar Production by State
State 2007/08 2008/09 2009/10 2009/10
Final Revised Revised Forecast
Andhra Pradesh 13.4 5.9 5.5 12.0
Bihar 3.4 2.1 2.6 3.0

44
Gujarat 13.7 10.1 12.0 14.0
Haryana 6.0 2.3 2.0 4.0
Karnataka 29.0 16.5 22.0 24.0
Maharashtra 90.8 45.8 63.0 74.0
Punjab 5.3 2.4 1.8 4.0
Tamil Nadu 21.4 16.4 12.0 20.0
Uttar Pradesh 73.2 40.6 52.0 65.0
Others 7.5 3.5 4.1 7.0
Total 263.56 145.38 177.00 227.00
Private Sector in Sugar Factories in AP
SI.No Industry Place District
1 KCP Sugar & Industries Corporation Limited Vuyyuru Krishna
2 KCP Sugar & Industries Corporation Limited Lakshmipuram Krishna
3 The Andhra Sugars Limited Tanuku West Godavari
4 The Andhra Sugars Limited Tadayahi West Godavari
5 The Jeypore Sugar Company Limited Chagellu East Godavari
6 Sri Sarvaraya Sugar Mills Limited Chelluru East Godavari
7 Deccan Sugar Samarlakota East Godavari
8 The Kirlampudi Mills Pithapuram East Godavari
Public Sector Sugar Factories in AP
1 The Nizam Sugar Limited Miryalaguda Nalgonda
2 NGS Gayathri Sugar Limited Sadashiva Nagar Nizampatnam
3 SreeKialas Chemicals Peeru-Voncha Khammam
4 Ganapathi Sugar Industries Sangareddy Medak
5 SreeVani Sugar Industries Limited Mudipadu Chittoor

45
6 The Nizam Sugar Limited Dingi Medak
7 The Nizam Sugar Limited Khairatabad Rangareddy
8 Empee Sugars Limited & Chemical Limited Naidupeta Nellore
Co-Operative Sector in Factories AP
1 The Amudalavalasa Co-operative Sugars
Limited
AmudalaValasa Srikakulam
2 The Chittoor Co-operative Sugars Limited Chittoor Chittoor
3 The ChodavaramCo-operative Sugars Limited Govada Visakhapatnam
4 The Etikoppaka Co-operative Agricultural
industries Society Limited
Etikoppaka Visakhapatnam
5 The KovvurCo-operative Sugars Factory
Limited
Kovvur Nellore
6 The NagarjunaCo-operative Sugars Limited Gurajala Guntur
7 The NandyalCo-operative Sugars Limited Nandyala Kurnool
8 The N.V.R Co-operative Sugars Limited Vemuru Guntur
9 The Palais Co-operative Sugars Limited Ammagudam Khammam
10 Sri. ASM Co-operative Sugars Limited Pullapalli West Godavari
11 The Deccan Sugar Factory Hanuman Juction Krishna
12 Sri Venkateswara Sugar Factory Renugunta Chittoor
13 Sri VijayaramaGanapathi Factory Korukonda Vizanagaram
14 The Thandava Co-operative Sugars Tuni East Godavari
15 The Godavari Co-operative Sugars Limited jammalamadugu West Godavari
16 The JaiKisan Co-operative Sugars Limited huzurabad Karimnagar
17 The PalkolCo-operative Sugars Limited Palkol West Godavari
Technology Offers :
Sugar India is a one stop shop for specialty sugar related technologies. We offer technical know-
how on various aspects of specialty sugars manufacture, storage plant &machinery packaging
handling drying crystallization declaration and many more.

46
Some of the currently available technologies are:
• Technology for manufacture of sugar cane juice drink
• Technology forfree flowing brown/Demerara sugars.
• Technology for sugar-Stevie health sweetener.
• Technology for manufacture of chemical free invert syrup.
• Technology for manufacture of different types of sugar syrup.
• Technology for setting up a chemical laboratory for sugar analysis.
• Technology for certification of sugar cane juice to make cane syrup.
• Technology for propitiation of crystallization of high concentration squashes, honey
and groups.
• Technology for manufacture of ‘chemical free’ jiggery/panel.
• Technology for eco-friendly & economical lime-kiln.
• Technology for storage and packing of ‘chemical free’ jiggery/panel.

47
COMPANY PROFILE
Company Name:
Ganapati Sugars Industries Limited
Location:
Fasalwadi Village, SangareddyMandal, MedakDist, Andhra Pradesh.
Vision of GSIL:
It is to build responsible organization with quality excellence impacting the Business &
caring for the environment &society
For this the company will be exploring to develop a mind of our own
& adopting value driven, self-searching approach to achieve the company goals. GSIL is
known for “MANUFACTURING EXCELLENCE” in the field of sugar production to
provide Competitive edge in marketing its production in India& abroad.
Key Elements:
1. Well trained Work force
2. Use of Latest technology
3. Stringent Quality Parameters
4. Less than 50 ICUMSH & 8ppm of sulphur
5. Cost of competitiveness
6. Motivating & Empowering Employees.
Ganapati Sugar Industries Limited on 24th
may 1994 started as a public limited company
under the Companies Act 1956. The company obtained its certificate for commencement
of business on 1st
June 1994.

48
The company has its register office and head office at Kolkata & Administrative office at
Hyderabad.
GSIL received the approval for setting for setting up a sugar manufacturing unit with
a capacity of 2500TCD (Tons Crushing per day) from appropriate authorities and for the
purpose acquired the land at Sangareddy, Dist. Medak, 65 Kms from Hyderabad city in
august 1995 & installed the project in less than 2years.
The trail runs were successfully completed in March 1997 to
commence commercial operations. Within a span of 2 years, GSIL reached its 100%
capacity utilization & realizing the waste potentiality for further development, the
company took up expensive from 2500 TCD to 3300 TCD in the sugar season 2000-2001
and crossed a record crushing of 7.5 lacks Tones’ of cane.
To further strengthen its bottom line, the company has setup 15.5 MW.Baggage based
Co-generation power project in the year 2002-2003 and the surplus power of 11MW is
purchased by AP TRANSCO under a power purchase agreement.
GSIL is promoted by Sri BalGovindLohiya, who is also the founder of East India
Transport Agency, Second Largest road transport organization in India established 1995.
PROMOTERS
GSIL is promoted by ShriBalGovindLohia and his son ShriArvindLohia.
ShriBalGovindaLohia is the founder of the East India Transport Agency (EITA), a road
transport organization established way back in 1955. The operation of EITA which was
initially confined to Bengal and Assam with only 7-8 branches, has become the second
largest road transport organization in the country with more than 325 branches all over the
country and with a freight turnover exceeding Rs.230 crores. ShriLohia possesses industrial
and business experience of over 45 years. ShriArvindLohia, a management graduate from
IIM, Calcutta has 25 years business experience in transport, international freight forwarding
and exports.

49
MANAGMENT
The board of directors of the company:
NAME DESIGNATION
Shri B.G. Lohia Chairman
Shri A.K. Lohia Director
Shri P.M. Nair Director (Operations & Projects)
ShriR.Pittie Director
ShriHarinath Executive Director (Technical)
ShriGoswami Director
ShriSarkar IDBI Nominee
The day to day affairs of the company are looked after by Shri P.M. Nair, Director
(Operations & Projects). Shri Nair has over 30 years of experience in sugar industry having
served in Nizam sugar Ltd. and Prudential Sugar Corp. Ltd. Shri Nair is also the co-chairman
of agricultural and agro industries committee of FAPCCI (A.P). He is also a member of
FAPCCI in the industries development committee and pollution control committee.
FINANCIALS
The financials of the company for the year 2010-11 are as under:
Sales (incl Stock Adjustment) 881
Profit before interest depreciation and tax 253
Profit After Tax Adjustment 26
Cash Accruals 84
Tangible Net Worth 449
Capital Employed 1432
Bankers State bank of India, Punjab National Bank & Union
Bank of India.

50
BACKGROUND OF THE ORGANIZATION:
Sugar manufacturing industry falls in the “seasonal Industry” category as the sugar cane
crushing operations are carried out for 6-7 months in a year only, depending on availability of
cane in the fields from the October to march. During this period the factory remains Fully
operational working in three Shifts. Production of sugar is a “continuous process” and any
Stoppages for a longer period in the operation at any stage due to Breakdown of machinery at
any level or non-Availability of cane at the feeding end or for any other reason affects the
quality as well as quantity (Recovery of sugar from cane juice) of sugar produced.
Recovery of sugar from cane juice is influenced by several factors such as type of
soil,Climate conditions, availability of water, fertilizer etc. Apart from these factors the one
important Factor is ‘Time Gap” between the harvesting of cane from the field, transportation
to factory site and crushing of the same. Ideally for best sugar Recovery rate the total
operation from harvesting to crushing point the higher is the recovery rate, which directly
affects the cost of sugar produced, as most of other factors of cost of production remains
constant for the time period. Economy in cost of production with increased productivity can
only be nmet through rationalization of strength & appropriate Vocational training &
development.
Hence it becomes, very imperative that employees at each level are fully trained in their
job to perform their potential in each department with perfect coordination amongst them for
smooth functioning and operation of entire chain of activities from harvesting of cane to
stacking Of sugar produced in sugar go downs, removing bottleneck developing at any point
in the chain of activities in the shortest possible time. Optimization of process parameters
helps in increasing not only through put but in minimizing losses and improving the quality
of the final product.
During the off season, when the crushing operation is totally suspended, the
engineering & maintenance department as to work hard to complete the overhauling of the
entire plant and machinery within the shortest possible time to make them ready for trouble
free operation in the next crushing season which is a very challenging job as it requires lot of
effort, planning & coordination among all the teams of employees to achieve the target dates.

51
MANUFACTURING PROCESS:
Sugarcane received at the factories is weighed on platform scale & feed into cane carrier by
mechanical unsolders during its travel to milling the cane is prepared for crushing by the
preparatory devices.
The preparatory devices consist of a kicker leveller cutter and fibrizor, the leveller&
cutter consists of knives. The knives rotate at about 600rpm for cutting the cane travelling on
the carrier. The cut cane is delivered to fibrizor for being finally prepared for milling.
The milling plant consists of 5 mills each of 3 rollers which are hydraulically loaded.
The prepared cane passes through these mills where it is subjected to repeated application of
high pressure. The spent cane (Bagasse) is discharged from the last mill, and juice is
collected from the mills and pumped to the boiling house for processing.
The juice extracted out of cane is termed as mixed juice. After it is being weighed in
juice scale is heated to 70 Degrees c after making up its P205 level to 350 ppm. Optimum
dose of milk of lime is added & So2 gas is simultaneously applied to bring down the pH to
7.0. During the process phosphate & Calcium salts are formed and the flocks absorb the
impurities and colour. The Sulphated juice is again heated to 103 degree Celsius in the
secondary juice heaters and is allowed to settle in the continuous clarifier. The clarified juice
is drawn out from the clarifier & the mud is filtered in the continuous rotary filters.
The juice as received from clarifier contains Water & Sucrose together. The evaporation is
carried out in multiple effect evaporators. The high density (60-65 degree box) Syrup
accumulating in the last vessel is evacuated under vacuum by means of a pump and is sent to
the storage tanks on the pan floor after Sulphitation.
The Sulphated Syrup is subjected to boiling in the vacuum pans where its concentration leads
to the super saturation & formation of sugar crystals. A three of four stage boiling scheme is
selected keeping in view the size of Sugar Crystals desired and the exhaustion of the mother
liquor various masscults i.e. A, B, C after boiling in the PANS are treated in the crystallizers
where residual slating out of sugar takes place to exhaust the liquor.
The curing of A, B, & C masscults are done in centrifugals to separate the respective
molasses from sugar crystals. Commercial sugar received from centrifugal is being bribed in
hoppers before bagging & ultimately sent to sugar go down for storage.
Plotline bags are used to keep up the quality of sugar.

52
MAN POWER AT GSIL
Department Engineering Manufacturin
g
Cane
Supervision
Cozen(power
)
Administr
ation
Total
Permanent 150 150 45 45 45 435
Seasonal 25 30 30 5 5 95
Trainees 10 5 -- -- -- 15
Apprentice 10 -- -- 5 -- 15

53
Chairmen
Chief executive
Administration
manager
Deputy
manager
Assistan
t
manager
Deputy
manager
Programme
r
Deputy
manager
Asst.
Manager
Assistant
Security
Assistant
general
manager
(HR)
Personnel
Assistant
Time
Keeper
Engineering
General
manager
AGM(Me
chanical)
Manager
Asst.
manage
r
Enginee
r
Assistant
Worker
AGM
(Electrical
)
Manager
Assistant
Manager
Engineer
Assistant
Worker
Manufacturing
Assistant
General
Manager(
Process)
Manager
Deputy
Manage
r
Assistant
Can
e
Deputy
General
Manager
Sr.Mana
ger
Manager
Deputy
Manager
Field
Supervisor
Field
assistant
cozen
General
Manager
(Mechani
cal)
Engineer
Assistant
General
Manager
(Electric
al)
Technician
GSIL ORGNIZATION STRUCURE

54
Employee welfare in GSIL
GSIL is one of the good organization which pay better fit salaries than many other
companies.
• Provides group health insurance plan to its employees.
• Every month company will provide 5kgs of subsidized sugar to employees.
• Provides accommodation facilities to managerial employees.
• Provides 40% salary to the seasonal employees on their resting period.
• Provides transport facility to schools to the employees children.
• Providers most of the statutory measures like
- Drinking water facility
- Toilets
- Washing and bathing facility
- Rest shelters
- Uniforms
- Canteen
- Recreational facilities
- Subsidized food
- Medical aid
• Provides non-statutory measures like
- Housing
- Educational facility
- Transportation facility
- Social insurance

55
CHAPTER 4
DATA ANALYSIS AND
INFERENCES

56
5. ANALYSIS OF DATA
1. Table showing the opinion of the Employees regarding working conditions:
a. Table showing the opinion of the Employees regarding space and ventilation.
Table 5.1
S.NO OPINION PERCENTAGE
1 Highly satisfied 54
2 Satisfied 20
3 Neutral 18
4 Dissatisfied 6
5 Highly dissatisfied 2
Total 100
Source: Through primary data
Interpretation:
The satisfaction levels of the employees are responding positively towards welfare amenities in the
organization. It is observed that the majority of respondents are highly satisfied and the above analysis
shows 18% employs are neutral and 2 percent are highly dissatisfied.
54
20
18
6
2
0 10 20 30 40 50 60
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

57
1. b Table showing employees opinion regarding Lighting facilities in the organization.
Table: 1.b
2 Satisfied 36
3 Neutral 22
4 Dissatisfied 10
Total 100
Interpretation:
In total responds 12% of the employees are not satisfied with lighting facilities. And 36% are
fully satisfied. the satisfaction level of the employees responding positively towards lighting
facilities in the organisation.
30
36
22
10
2
0 5 10 15 20 25 30 35 40
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

58
1. c Table showing employees opinion regarding cleanliness facilities
Table: 1.C
2 Satisfied 16
3 Neutral 20
4 Dissatisfied 30
Total 100
Interpretation:
The satisfaction levels of the employees are responding negatively towards cleanliness
facilities in the organization. It is observed that the majority of respondents are not satisfied.
And the above analysis shows 20% employs are neutral and 20% employs are satisfied.
14
16
20
30
20
0 5 10 15 20 25 30 35
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

59
1.DTable showing employees opinion regarding Toilet facilities
Table: 1.D
2 Satisfied 20
3 Neutral 20
4 Dissatisfied 10
Total 100
Interpretation:
Maximum employess are satisfied with Toilet facilities in the organisation. 52% of the people
respond satisfied and 20% of the people respond neutral ,28% of people respond Not satisfied
32
20
20
10
18
0 5 10 15 20 25 30 35
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

60
2.a Table showing the opinion of the employees regarding Welfare measures
a. Table showing the opinion of the employees regarding canteen facilities
Table 5:
2 Satisfied 60
3 Neutral 10
4 Dissatisfied 06
Total 100
Source: Through questioners
Interpretation:
The satisfaction levels of the employees are responding positively towards Canteen facilities in the
organization. It is observed that the majority of respondents are highly satisfied and the above analysis
shows 10% employs are neutral and 10% are not satisfied with the canteen facilities provided by
organization .
20
60
10
6
4
0 10 20 30 40 50 60 70
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

61
2.B Table showing the opinion of the employees regarding Drinking facilities.
Table 2.b
2 Satisfied 50
3 Neutral 10
4 Dissatisfied 10
Total 100
Interpretation:
The satisfaction levels of the employees are responding positively towards drinking water facilities in
the organization. It is observed that the majority of respondents are highly satisfied and the above
analysis shows 10% employs are neutral and 18 % are not dissatisfied .
22
50
10
10
8
0 10 20 30 40 50 60
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

62
2.c Table showing the opinion of employees regarding Recreational facilities in the
organisation
Table:2.c
2 Satisfied 30
3 Neutral 20
4 Dissatisfied 30
Total 100
Interpretation:
It is observed that the 40% of respondents are satisfied and the above analysis shows 20% employs
are neutral and 40 percent are not satisfied.
10
30
20
30
10
0 5 10 15 20 25 30 35
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

63
2.d Table showing the opinion of employees regarding uniform and shoes facilities
Table: 2.d
2 Satisfied 24
3 Neutral 10
4 Dissatisfied 4
Total 100
source: Through primary data
Interpretation:
The satisfaction levels of the employees are responding positively towards uniforms & shoes facilities
provided by the organization. It is observed that the majority 60% of respondents are highly satisfied
and the above analysis shows 10% employs are neutral and 6 percent are not satisfied .
60
24
10
4
2
0 10 20 30 40 50 60 70
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

64
2.E Table showing opinion of employees ragarding frequency of medical checkup
Table: 2.E
2 Satisfied 40
3 Neutral 16
4 Dissatisfied 20
Total 100
Interpretation:
The satisfaction levels of the employees are responding positively towards frequency of medical
checkup provided by the organization. It is observed that the majority 60% of respondents is satisfied
and the above analysis shows 16% employs are neutral and 26 % are not satisfied.
20
40
16
20
4
0 5 10 15 20 25 30 35 40 45
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

65
3. Table showing the opinion of employees Regarding other welfare amenities.
3.a Table showing the opinion of employees regarding transport facilities.
Table 3.a:
2 Satisfied 10
3 Neutral 18
4 Dissatisfied 8
Total 100
source: Through questioners
Interpretation:
The satisfaction levels of the employees are responding positively towards transport facilities
provided by the organization. It is observed that the majority 70% of respondents are satisfied and the
above analysis shows 18% employs are neutral and 12% are not satisfied .
60
10
18
8
4
0 10 20 30 40 50 60 70
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

66
3.BTable showing the employees opinion regarding washing facilities
Table:3.b
2 Satisfied 12
3 Neutral 10
4 Dissatisfied 10
Total 100
Source: Through Questioners.
Interpretation:
From the above table it is inferred that 70% of employees are satisfied with the washing facilities
provided by the organization and 10% are neutral and 20% of the respondents are not satisfied. This
shows most of the employees are positive towards it.
58
12
10
10
10
0 10 20 30 40 50 60 70
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

67
3.c Table showing opinion of employees regarding Sitting facilities.
Table: 3.c
2 Satisfied 24
3 Neutral 26
4 Dissatisfied 10
Total 100
Source: Through Questionnaire
Interpretation:
The satisfaction levels of the employees are responding positively towards sitting facilities provided
by the organization. It is observed that the majority 54% of respondents are satisfied and the above
analysis shows 26% employs are neutral and 20% are not satisfied .
30
24
26
10
10
0 5 10 15 20 25 30 35
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

68
3. D Table showing employees opinion regarding Shelters, rest rooms.
Table: 3.d
2 Satisfied 24
3 Neutral 26
4 Dissatisfied 10
Total 100
Interpretation:
The satisfaction levels of the employees are responding positively towards shelters and rest rooms
30
24
26
10
10
0 5 10 15 20 25 30 35
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

69
3. E Table showing employees opinion regarding Education facilities
Table: 3. E
2 Satisfied 26
3 Neutral 14
4 Dissatisfied 20
Total 100
Interpretation:
The satisfaction levels of the employees are responding positively towards education facilities
30
26
14
20
10
0 5 10 15 20 25 30 35
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

70
3.F Table showing employees opinion Regarding housing facilities.
Table:3.f
2 Satisfied 22
3 Neutral 20
4 Dissatisfied 20
Total 100
Source: Through Questionnaire.
Interpretation:
The satisfaction levels of the employees are responding positively towards housingfacilities provided
by the organization. It is observed that the majority 56% of respondents are satisfied and the above
analysis shows 20% employs are neutral and 24% are not satisfied .
34
22
20
20
4
0 5 10 15 20 25 30 35 40
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

71
4. Table showing the opinion of the employees regarding Post retirement benefit.
Table : 4
1 To great extent 62
2 To some extent 14
3 Neutral 8
4 Not at all 10
5 Cannot say 6
TOTAL 100
Source: Through Questioners.
Interpretation:
The satisfaction levels of the employees are responding positively towards post retirement benefits
provided by the organization. It is observed that the majority 62% of respondents are satisfied to
great extent and 14% of respondents are satisfied to some extent and the above analysis shows 8
percent employs are to extent and 10% are not satisfied and 6 percent are undecided
62
14
8
10
6
0 10 20 30 40 50 60 70
To great extent
To some extent
Neutral
Not at all
Cannot say
PERCENTAGE

72
.5. Table showing the opinion of employees regarding satisfaction level toward the
provided leave plans.
Table: 5
S.NO OPINION PERCENTAGE(%)
2 To some extent 18
3 Neutral 14
4 Not at all 8
5 Cannot say 2
TOTAL 100
Source: ThroughQuestionnaire
Interpretation:
The satisfaction levels of the employees are responding positively towards leave plans provided by
the organization. It is observed that the majority 58% of respondents are satisfied to great extent and
18% of respondents are satisfied to some extent and the above analysis shows 14% employs are
Neutral and8 percent are not satisfied and 2 percent are undecided
58
18
14
8
2
0 10 20 30 40 50 60 70
To great extent
To some extent
Extent
Not at all
Cannot say
PERCENTAGE

73
6 Table showing the opinion of the employees regarding “welfare measures that are
provided by the company affect the motivation and commitment of employees.
Table: 6
2 To some extent 10
3 Neutral 4
4 Not at all 4
5 Cannot say 0
TOTAL 100
Interpretation:
From above table it is inferred that the Satisfaction levels of employees regarding welfare measures
that are provided by the company affect the motivation and commitment of employees to a great
extent and 10% percent of responded that it affects to some extent and 4 percent of people responded
“Not at all”.
82
10
4
4
0
0 20 40 60 80 100
To great extent
To some extent
Neutral
Not at all
Cannot say
PERCENTAGE

74
7. Table showing the opinion of the employees regarding “welfare measures will be
helpful in increase in productivity.
Table: 7
2 To some extent 10
3 Neutral 8
4 Not at all 0
5 Cannot say 2
TOTAL 100
Interpretation:
Maximum of employees responded that the welfare measures provided by company will be helpful in
increase in productivity. 2 percent of them responded as “ cannot say” .
80
10
8
0
2
0 20 40 60 80 100
To great extent
To some extent
Neutral
Not at all
Cannot say
PERCENTAGE

75
8. Table showing the opinion of the employees regarding the gratuity facilities in
industry.
Table: 8
2 To some extent 58
3 Neutral 22
4 Not at all 4
5 Cannot say 0
TOTAL 100
Interpretation:
From the above table it is inferred that74% of respondents feels that gratuity facilities provided
by organization are satisfied and 22% of respondents feels that they are satisfied Neutrally&
4 percent responded “Not at all”.
16
58
22
4
0
0 10 20 30 40 50 60 70
To great extent
To some extent
Neutral
Not at all
Cannot say
PERCENTAGE

76
9. Table showing the opinion of employees regarding food subsidy facility in canteen.
2 Satisfied 30
3 Neutral 28
4 Dissatisfied 16
TOTAL 100
Table: 9
source: Through Questionnaire
Interpretation:
From the above table it is inferred that 50% of respondents feel that the food subsidy
provided by company is satisfied, and 28% are responded “neutral” & 22% of respondents
are not satisfied with the food subsidy provided by company in canteen.
20
30
28
16
6
0 5 10 15 20 25 30 35
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

77
10 . Table showing employees opinion regarding the stitching charges issued by
company.
Table: 10
2 Satisfied 8
3 Neutral 2
4 Dissatisfied 0
TOTAL 100
Interpretation:
All of the employees in the organization are satisfied with the stitching charges provided by the
organization only 2 percent of respondents responded “Neutral”.
90
8
2
0
0
0 10 20 30 40 50 60 70 80 90 100
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
PERCENTAGE

78
11. Table showing the opinion of employees regarding shift hours allotted by industry.
Table:11
2 To some extent 34
3 Neutral 28
4 Not at all 8
5 Cannot say 0
TOTAL 100
Interpretation:
From the above table it is inferred that64% of respondents feels that shift hours allotted by
organization are satisfied and 28% of respondents feels that they are satisfied to Neutral& 8
percent responded “Not at all”.
30
34
28
8
0
0 5 10 15 20 25 30 35 40
To great extent
To some extent
Neutral
Not at all
Cannot say
PERCENTAGE

79
12. Table showing the opinion of employees regarding Medi claim policy provided by
company.
Table: 12
2 To some extent 30
3 Neutral 8
4 Not at all 2
5 Cannot say 0
TOTAL 100
Interpretation:
From the above table it is inferred that90% of respondents feels that medi claim policy provided
by organization are satisfied and 8 percent of respondents feels that they are satisfied to an
Neutral& 2 percent responded “Not at all”.
60
30
8
2
0
0 10 20 30 40 50 60 70
To great extent
To some extent
Neutral
Not at all
Cannot say
PERCENTAGE

80
13. Table showing the opinion of employees on levy prized sugar provided by company.
Table: 13
2 To some extent 14
3 Neutral 6
4 Not at all 0
5 Cannot say 0
TOTAL 100
Interpretation:
From the above table it is inferred that94% of respondents feels that levy prized sugar provided
by organization are satisfied and 6percent of respondents feels that they are satisfied
neutrally.
80
14
6
0
0
0 20 40 60 80 100
To great extent
To some extent
Neutral
Not at all
Cannot say
PERCENTAGE

81
14. Table showing the opinion of employees regarding effect of welfare measures on
performance of employees.
Table: 14
2 To some extent 10
3 Neutral 4
4 Not at all 6
5 Cannot say 10
TOTAL 100
Interpretation
From the above table it is inferred that the most of the employees responded that there will be an
effect of welfare measures on performance of employees, 4 percent responded “Neutral” and
percent responded “Not at all” and 10 percent of respondents responded as it is undecided.
70
10
4
6
10
0 10 20 30 40 50 60 70 80
To great extent
To some extent
Neutral
Not at all
Cannot say
PERCENTAGE

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