The document discusses various aspects of employee welfare, including definitions, objectives, scope, and types of welfare services. It defines employee welfare as efforts to improve workers' living and working conditions. The objectives are to increase living standards, improve satisfaction, reduce problems, and recognize human values. Welfare scope depends on social/economic factors and aims to enhance worker conditions. Agencies providing welfare include governments, employers, unions, and other organizations. Services are intramural (within workplaces) and extra-mural (outside). Statutory welfare measures outlined include accident benefits, annual bonuses, canteens, drinking water, and first aid.

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INTRODUCTION

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INTRODUCTION
Workers are the most essential resource for the achievement of the goals of any
organization. Accordingly, industrial workers, workers in all institutions or organizations should
be motivated through welfare schemes so as to continue to perform their statutory duties. These
welfare schemes are expected to be inducing enough for the workers to be motivated to attain
maximum productivity. However, for desired production in industries to be achieved, there must
be human and social actions in their proper perspectives. Human action in this regard, involves the
technical know-how required in the production of goods and services, in terms of expertise of
human labour. Human labour should be enhanced through the provision of welfare schemes to
motivate them for improved performance. Moreover, in order for industries to provide consumers
befitting services, they must live up to the challenges of providing adequate welfare packages for
their workers so as to boost the egos of the workers
“Welfare is comfortable living and working conditions”. Employee welfare means the efforts to
make life worth living for workman.
“Welfare is comfortable living and working conditions”. People are the most important asset
of an organization, and the accounting profession has to assess and record the value and cost of
people of an organization. Once this is accepted, the need for measuring the value for recording it
in the books of accounts arises. The value of human assets can be increased substantially by
making investment in their training and welfare activities in the same way as the value of repairs/
overhauling, etc.
While the cost on training, development, etc., can be recorded separately and to be within
the eventual, the expenditure on welfare activities can be added to the ‘investment’ and the returns
judged. Unlike other assets which have depreciation value as year’s passes by, value of human
assets appreciates with passing years. The value can depreciate by aging process which is generally
hastened up by worries, unhealthy conditions, etc. once this process is slowed down, or at least if
the employee is made to feel ‘young in spirits’ the value of this asset appreciates considerably.

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Any investment constitutes the assets of a company and therefore, any investment for
welfare of labour would constitute an extra investment in an asset. Industrial progress depends on
a satisfied labour force and the importance of labour welfare measures was stressed as early
as1931, when the Royal Commission on labour stated ‘the benefits which go under this
nomenclature, are of great importance to the worker and which he is unable to secure by himself.
The schemes of labour welfare may be regarded as a “wise investment” which should and
usually does bring a profitable return in the form of greater efficiency. Now a day, welfare has
been generally accepted by employers as a social right. But the degree of importance given by
them varies. Therefore, the Government also intervenes and introduces legislation from time to
time to bring about uniformity in providing such amenities. The intervention of the state, however,
is only to widen the area of its applicability. Labour welfare is a flexible and elastic concept. Its
meaning and implications differ widely with times, regions, industries, countries, social values and
customs, the general economic development of the people and the political ideologies prevailing
at particular moments. As such, a precise definition is rather difficult, However, attempts have
been made by expert bodies to define the concept in their own way. Let us study some of the
definitions:
1. In the words of Prof. H.S. Kirkaldy. “The whole field of welfare is one in which much can be
done to combat the sense of frustration of the industrial workers, to relieve them of the personal
and family worries, to improve their health, to offer them some sphere in which they can excel
others and to help them to a wider conception of life.”
2. In the second Asian Regional Conference of ILO, it was stated that workers’ welfare may be
understood to mean “such services, facilities and amenities which may be established in or in the
vicinity of undertakings to enable the persons employed in them to perform their work in healthy
and peaceful surroundings and to avail of facilities which improve their health and high morale.”
3. According to Balfour committee, “Labour welfare refers to the efforts made by the employers
to improve the working and living conditions over and above the wages paid to them. In its widest
sense it comprises all matters affecting the health, safety, comfort and general welfare of the
workmen, and includes provision for education, recreation, thrift schemes, convalescent homes”.
It covers almost fields of activities of workers e.g., social, economic, industrial and educational.

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4. According to Labour Investigation Committee. “Anything done for the intellectual, physical,
moral and economic betterment of the workers, whether by the employers, by the government or
by other agencies over and above what is laid down by law or what is normally expected on the
part of the contractual benefits for which worker may have bargained.”
The concept of ‘labour welfare’ is flexible and elastic and differs widely with times,
regions, industry, country, social values and customs, degree of industrialization, the general socio-
economic development of the people and the political ideologies prevailing at particular moments.
It is also according to the age group, socio-cultural background, marital status, economic status
and educational level of the workers in various industries.
On analysis of the above definitions, a simple definition of Labour Welfare can be framed
as under:
Labour welfare implies the setting up of minimum desirable standards of the provision of
facilities like health, food, clothing, housing, medical assistance, education, insurance, job
security, recreation etc. Such facilities enable the worker and his family to lead a good
working life, family life and social life.

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CHAPTER I
LITERATURE REVIEW

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LITERATURE REVIEW
Employee welfare or labour welfare means the efforts to make life worth living for
workmen. The committee of labour welfare (1969) defines it as 'such services, facilities and
amenities as ·adequate canteen, 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". According to the labour Investigation committee (1946), employee welfare means
"Anything done for intellectual physical, moral and economic betterment of the workers, whether
by employers, by Government or by other agencies, over and above what is normally expected on
the part of the contracted benefits for which workers may have bargained.
MEANING
Labour means the welfare or well-beings to provide the firm for the workers. Employee
welfare is a comprehensive term including various services facilities and amenities provided to
employees for their betterment. Employee welfare is a part of social welfare. The purpose of
employee welfare is to improve the lot of the working class and thereby make a worker a good
employee and a happy citizen.
Labour welfare implies the setting up of minimum desirable standards of the provision of
facilities like health, food, clothing, housing, medical assistance, education, insurance, job
security, recreation etc. Such facilities enable the worker and his family to lead a good working
life, family life and social life.
Labour Welfare thus embraces in its fold all efforts which have their object of improvement
of health, safety welfare and general well-being of the workers. It is confined to those activities
which are undertaken statutorily or otherwise, inside the industrial premises or outside by any
agency, government, employers which do not come under social insurance conditions, and which
lead to improvement in health, efficiency and happiness of industrial workers and their families
e.g. recreational, medical, educational, washing, bathing, transport facilities canteens and creches,
etc. Thus, the term labour welfare covers not only the workers but also their families.

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DEFINITION
According to Oxford dictionary employee welfare or labour means “the efforts to make life worth
living for workmen".
Labour welfare has been defined in several ways and is there for understood in various
ways in various countries.
1. In the second Asian Regional Conference of ILO, it was stated that workers’ welfare may be
understood to mean “such services, facilities and amenities which may be established in or in the
vicinity of undertakings to enable the persons employed in them to perform their work in healthy
and peaceful surroundings and to avail of facilities which improve their health and high morale.”
2. According to Balfour committee, “Labour welfare refers to the efforts made by the employers
to improve the working and living conditions over and above the wages paid to them. In its widest
sense it comprises all matters affecting the health, safety, comfort and general welfare of the
workmen, and includes provision for education, recreation, thrift schemes, convalescent homes”.
It covers almost fields of activities of workers e.g., social, economic, industrial and educational.
3. According to Labour Investigation Committee. “Anything done for the intellectual, physical,
moral and economic betterment of the workers, whether by the employers, by the government or
by other agencies over and above what is laid down by law or what is normally expected on the
part of the contractual benefits for which worker may have bargained.”

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Objectives of Employee Welfare
Labour Welfare aims at the whole development of the person of the working class. The Labour
Welfare Policies of any organization should keep in mind the following objectives:
 To increase the standard of living of the. Working class: The labourer is more prone to
exploitation from the capitalists if there is no standardized way of looking after their welfare.
 To make the management feel the employees are satisfied about the work and working
conditions.
 To reduce the labour problems in the organisation: There are various problems affecting the
workers, problems like absenteeism, turnover ratio, indebtedness, alcoholism, etc., which
make the labourer further weak both physically and psychologically. Labour Welfare looks
forward to helping the labourer to overcome these problems.
 To recognize human values Every person has his own personality and needs to be recognized
and developed. It is in the hands of the management to shape them and help them grow. The
management employs various methods to
recognize each one’s worth as an individual and as an asset to the organization.
 Labour Welfare helps to foster a sense of responsibility in the industry: A person works both
in a group and as an individual. If the person is given responsibility, he will act better or else
he will be only a slave to the direction of the superiors and will not show any initiative to
prove his worth.
 Labour Welfare improves industrial relations and reduces industrial disputes: Industrial
dispute in any industry is a sign of unsatisfied employees. Labour Welfare measures act as a
preventive tool to most of these disputes.

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 To retain the employees There should be fixed policies: This calls in to prepare the policies,
to conduct different training programmes, to have various motivational schemes, to create
interest in the job. The employees who feel secure in an organisation, backed by fixed welfare
policies have less chance of looking for a job elsewhere.
 To show up their positive mind in the work: Positive mind refers to the development of one’s
attitudes. This is to change the negative attitude into positive.
 To influence over other employees: This means Labour Welfare helps to change one’s
personality – presentation skills, communication skills, inter-personal relationships, etc. This
is best achieved when their morale is kept high by the different welfare schemes.
 To increase the bargaining power of the employees: Bargaining means to systematically
extract something from the opponent. The better bargaining power, the better influence on the
opponent. Labour welfare measures like formation of works committee, worker’s
participation, Trade Union, etc., will surely help them to have better bargaining power.
FEATURES OF EMPLOYEE WELFARE
 Labour welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
 Welfare measures are in addition to regular wages and other economic benefits available
to workers due to legal provisions and collective bargaining.
 Labour welfare schemes are flexible and ever-changing. New welfare measures are added
to the existing ones from time to time.
 Welfare measures may be introduced by the employers, government, employees or by any
social or charitable agency.

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NEED FOR WELFARE WORK
The need for labour welfare measures arises under two circumstances: -
 The condition under which the work is done may not be conducive to physical and
psychological health.
 The worker has to work in an entirely strange atmosphere which might create problems of
adjustment.
The working environment in a factory or mine might adversely affect the health of the
worker due to the lack of adequate sanitary measure and pure air. These lead to occupational
health hazards and respiratory diseases. When a worker has to work and live in unhealthy
congested and slum areas with no outdoor recreation facilities, he may escape the tedious
and tiresome job by regular absenteeism. Therefore, social security measures are a must.
The provision of canteen can improve the physique of workers, medical and maternity aid
and child welfare service can improve the health of the workers. Adequate on the job
education facilities can improve their mental efficiency and economic productivity
Scope of Employee Welfare
The scope of employee Welfare cannot be limited, since it differs according to social
customs and the degree of industrialization indifferent countries and at different times. They have
to be elastic and flexible enough to suit the conditions of the workers, and to include all the
essential prerequisites of life and the minimum basic amenities. The laws of every country
highlight direction to specific application to the working class, the necessity of securing just and
humane conditions of work, for them. However, what these conditions actually imply cannot be
specified in rigid terms for all times and situations.
Thus, the subject of Labour Welfare is fairly wide and is not limited to anyone country, region or
industry. Writers and institutions have described its scope in different ways and from different
angles. The line of demarcation cannot be very precise. But what should be common is that a
welfare measure should enhance the working and living conditions of the workers and their
families and make their lives better worth living. In other words, Labour Welfare policies should
“Enable workers to live a richer and more satisfactory life”.

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Agencies of Employee welfare
1.Central government: - The central government has made elaborate provisions for the
health, safety and welfare under Factories Act 1948, and Mines Act 1952. These acts provide
for canteens, crèches, rest rooms, shelters etc.
2. State government: - Government in different states and Union Territories provide welfare
facilities to workers. State government prescribes rules for the welfare of the workers and
ensures compliance with the provisions under various labour laws.
3. Employers: - Employers in India in general looked upon welfare work as fruitless and
barren though some of them indeed had done pioneering work.
4. Trade unions: - In India, trade unions have done little for the welfare of workers. But few
sound and strong unions have been the pioneering in this respect. E.g. the Ahmedabad
textiles labour association and the Mazdoor sabha, Kanpur.
5. Other agencies: - Some philanthropic, charitable, social service organizations like: - Seva
Sadan society, Y.M.C.A., etc.
TYPES OF WELFARE SERVICES
Labour welfare services may be classified into two:
1. Intramural: These services are provided within the establishment. These includes
latrines and urinals, washing and bathing facilities, crèches, rest shelters, canteens, unifom1,
medical aid, library, recreation facilities, free or subsidized food etc.
2. Extra Mural: These facilities are provided outside the establishment. These consist of housing
accommodation, transport, maternity benefits, children's education, sports
& games, family welfare and child care, holiday homes, co-operative stores, fair price shops, credit
societies, interest free loans etc.

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LABOUR WELFARE MEASURES
There are large numbers of welfare measures for the benefit of employees. The labour welfare
measures may be classified into two categories
 Statutory welfare measures
 Non statutory welfare measures
1) Statutory welfare measures
Accident Benefits
If an employee who is covered under the employee’s state insurance (E.S.I) Scheme meets
with an accident while on duty, he or she will be paid accident benefits as per the E.S.I scheme. In
the case of employees not coming under the preview of E.S.I scheme meeting with an accident
during duty, the company sanction special leave and other benefits to them based on the
recommendation of the company medical officer. They will also get benefits from the group
accident personal policy taken by the company
Annual Bonus
The scheme of annual bonus being paid to employees is linked to production/productivity
in lieu of bonus based on profits payable under the payment of bonus Act 1965. Annual bonus is
relation to each financial year is paid to the employees before on am of the succeeding financial
year
Canteen
Cafeteria or canteens are to be provided by the employer so as to provide hygienic and
nutritious food to the employees
Drinking Water
Drinking water is supplied to all workers and staff as per their requirements. Few water
coolers also installed for the benefit of the employees

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First Aid Appliances
First aid appliances are to be provided and should be really assemble so that increase of
any minor accident initial medication can be provided to the needed employee
Gratuity
Gratuity schemes are highly beneficial for its employees. This scheme is linked with L.I.C
Provident Fund
Contributory provided fund scheme provided by the government of India is beneficial to
the employees. There are two types of contributory Provident Fund Schemes. They are
 Un Exempted Scheme
 Exempted scheme
Lighting
Proper and sufficient lights are to be provided for employees so that they can work safely
during the night shifts
Rest Rooms and Lunch Rooms
Adequate and suitable rest rooms and lunch rooms are provided for the convenience of
workers. There are separate rooms for male and female with facilities for washing, toilet and
drinking water
Storing and Drying Facilities
Suitable rooms are provided at convenient locations for the workers to change cloths, keep
cloths not worn during working hours and to dry wet clothing.
Toilets and Bath Rooms
Latrines and urinals are provided to the employees. Bath rooms are also provided wherever
necessary. There are separate toilets and bath rooms for male and female workers

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Washing facilities
Adequate washing facilities provided for employees by means of sufficient number of water
taps/bath rooms located at convenient places
2) Non-Statutory Welfare Measures
Attendance Bonus
Attendance bonus schemes are introduced for the employees in order to reduce employee’s
absenteeism and to achieve maximum labour turn out
Care for Feeding Mothers
Female employees are allowed to leave the work place 45 minutes earlier than their normal
working time if they have to feed infant children. This facility is allowed to ladies till the child
attains the age of 15 months
Cloth for Uniform
Wearing uniform is compulsory for all employees during duty time. For these cloths for
stitching uniform issued free of cost
Family Pension Scheme
According to this scheme the wife/husband/aged parents/children of the employee who
dies while in service is eligible for family pension. The dependents of a deceased employee are
not eligible for family pension if they get ‘Survivor Benefit’ under another scheme
Free supply of helmet and shoes
All permanent employees are provided with a pair of safety shoes and helmets every year
as Personal Protection Equipment (P.P.I)
Free coffee and Tea
All employees are provided with tea/coffee during morning evening

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Group Accident Policy
All employees who are not covered under E.S.I scheme are insured against accident/death
under ‘Group Personal Accident Policy’ arranged with the director of insurance government of
Kerala. The company pays the premium amount for this scheme it offers full coverage against all
type of accidents including snake bite, round the clock. The capital sum insured has been fixed.
This sum is payable only in the case of death or on loss of limbs or eyes. In the case of accidents,
compensation will be paid to the employee depending upon the seriousness of the injury
Higher Qualification Scheme
Permanent workers who take Diploma/Degree in the relevant fields after joining the
company will be paid a higher qualification allowance. This allowance is given to managerial staff
also who acquire additional qualification which will better equip them to carry out their duties and
which are beneficial to the company
Housing facilities
Company Quarters
The company provides quarters to the employees working in their organisation. With this
they get some more facilities like drinking water, free electricity, no tax or rent for house etc.….
House Rent Allowances
The area office is providing house rent allowances to the employees who are not using the
housing facility provided by the company. Such employees stay in the house of their choice by
paying rent. For that they get HR allowance depending on their Basic salary
Interest Subsidy for the Housing Loan
The company offers interest subsidy for the house loan availed by employees from
financial institutions. Employees who have put in minimum 5 years confirmed services are eligible
for interest subsidy

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Leave
Employees are eligible for different type of leaves such as privilege leave. Privilege leave
can be accumulated up to 300 units 15-days casual leave will be credited at the beginning of the
calendar year in anticipation of earning the leave in that current year. It will be earned at the rate
of one day per month in January, February, March, May, June, July, September, October and
November and at the rate of 2 days per month in April, August and December every year. Casual
leave cannot be taken for more than seven days at a time. Employers not covered by the E.S.I
scheme can avail 30-days sick leave at half pay in a year in lieu of 15-days sick leave with full pay
Library
Company maintains a reference library. It contains books on various subject like
Engineering, Mathematics, Statistics, Management, Finance, Training and Development,
Industrial relations, Salary etc.…Employees can utilize the library facility for gaining and up-
dating knowledge and skill
Leniency in work
A permanent employee can be late up to maximum of 90 minutes without loss of wages
during a pay roll month
Loans for Children Education
The company gives loans for higher education of the children of permanent employees.
This is mainly mean for professional courses like engineering, medicine etc. admission to which
is obtained on merit basis. Amount of loan will be maximum till the completion of the course
which will be recovered in suitable instalments after the completion of the course
Maternity Leave
Female employees are granted maternity leave with pay wages for 135 days from the date
of delivery and also other maternity benefits as per the memorandum of settlement in force from
time to time

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Medical Attendance Scheme
All permanent employees who are not covered by ESI scheme are admitted into the medical
attendance scheme of the company. The employees who are members of the scheme and their
dependents are given facilities for free consultation and treatment in the hospitals authorized by
the company for this purpose and reimbursement of the medical expenses incurred by them
Occupational Health Centre
The occupational health centre of the company is well equipped dispensary with qualified
full time doctor and required paramedical staff. The health centre functions round the clock. The
employees of the company can utilize the services of the health centre and its staff for medical
consultations and treatment
Production Bonus
The company pays monthly production bonus to the employees depending upon the
quantity of saleable caustic soda produced during a month. This is an incentive to the employees
for their hard work and co-operation to maximum production minimize consumption of raw
materials and power, and to eliminate wastes. Production bonus is paid on or before 20th
of the
succeeding month
Recognition of Meritorious Service
All meritorious service and outstanding works done by employees are recognized and
encouraged by the company with incentives include special commendation, cash award, advance
increments etc.
Transport Subsidy
Part of the expenses incurred by the employees for their travel from the place of residence to
the company and back is reimbursed by way of transport subsidy. There are three types of transport
facility given to employees at present they are

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 Bus Subsidy
 Scooter Allowance
 Car Allowance
 Bus Subsidy
This is applicable to employees coming to the company by bus or train. Bus subsidy is paid
to the employees along with salary
 Scooter Allowance
Managerial staffs residing of the rank of deputy manager and above coming to the company
in their own cars are eligible for car allowance
 Free Transportation
The managerial staffs residing in the quarters which are situated within 2 km from the
company are provided free transportation
Voluntary Retirement Scheme
Voluntary retirement schemes are introduced for the employees. The employees who retire
under the scheme shall be entitled to an amount equal to one and half month emoluments for each
completed year of service or the monthly emoluments at the time of sanction of VRS multiplied
by the balance months of service left before normal whichever is less
STATUTORY PROVISIONS CONCERNING EMPLOYEE WELFARE
Employees are required to provide welfare facilities for workers under the following laws.
The factories Act 1948: The welfare facilities provided under this act are
 Adequate, suitable and clean washing facilities separately for male and female
workers.
 Facilities for storing and drying cloths

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 Sitting facilities for occasional rest for workers who are obliged to work in a standing
position.
 First aid boxes - one for every 150 workers and ambulance for 500 workers.
 Canteens, if more than 250 workers are employed.
 Shelters, rest rooms and lunch rooms.
 Creches where more than 30 women are employed.
 Welfare officer were more than 500 are employed.
 The Plantation Labour Act, 1951.
 The Mines Act, 1952.
 The Motor Transport Workers Act, 1961.
The important benefits of welfare measures:
 They provide better physical and mental health to workers and thus promote a healthy work
environment
 Facilities like housing schemes, medical benefits, and education and recreation facilities for
workers’ families help in raising their standards of living. This makes workers to pay more
attention towards work and thus increases their productivity.
 Employers get stable labor force by providing welfare facilities. Workers take active interest
in their jobs and work with a feeling of involvement and participation.
 Employee welfare measures increase the productivity of organization and promote healthy
industrial relations thereby maintaining industrial peace.
 The social evils prevalent among the labors such as substance abuse, etc. are reduced to a
greater extent by the welfare policies.

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Motivation Definition
Simple Definition of motivation: the act or process of giving someone a reason for doing
something: the act or process of motivating someone: the condition of being eager to act or work:
the condition of being motivated: a force or influence that causes someone to do something.
characteristics of motivation
1. Motivation is a Psychological Concept:
Motivation has to come from within each individual. There are two desiring factors in motivation-
(a) Fundamental needs, such as food, clothes and shelter and (6) Ego-satisfaction including self-
esteem, recognition from others, opportunities for achievements, self-development and self-
actualization which act as powerful though unconscious, motivator of behaviour. Inner motivation
can be more decisive for behaviour than any external influence.
2. Motivation affects the Whole Individual, not part of Him /Her:
A person’s basic needs determine to a great extent what he will try to do at any given time. All
these needs are inter-related because each individual is an integrated organised whole.
3. Motivation is never an Unending Process:
Man is a social animal. As a social animal he has innumerable wants which induce him to work.
If one basic need is adequately satisfied for a given individual, it loses power as a motivator and
does into determine his current behaviour but at the same time others needs continue to emerge.
Wants are innumerable and cannot be satisfied at one time. It is an unending process so the process
of motivation is also unending to induce the person to satisfy his innumerable wants. The
importance of motivation is to keep it alive and not to let it dwindle.
4. Non-fulfilment of Basic Needs Makes a Man Sick:
If anybody fails in trying to meet a need which he feels is essential for him, he becomes to some
extent mentally ill and such frustrated man cannot be motivated any further until his essential need
is satisfied.

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5. Goals are Motivators:
Goals and motives are inseparable. Man works to achieve the goals. A soon as the goal is achieved
he would be no longer interested in work. Therefore, it is very essential for the management to
know his goal to push him to work.
6. The Self-concept as a Unifying Force:
According to Geller-man unifying forces run through each individual’s history. Unifying force
means the drive to activate his/her image of him-herself. The outline of a person’s self-image is
fairly well checked in early childhood and thereafter does not act ordinarily change. Thus, two
things that individual is always trying to do are (a) to act like the person; he thinks he is, and (b)
to get what he thinks, he can.
7. Motivation is a complex phenomenon:
Motivation being an internal feeling cannot be observed directly. Since motives themselves are
dynamic, it further adds to complexity.
8. Motivation is different from Satisfaction, Inspiration, and Manipulation:
Motivation refers to the drive and efforts to satisfy a want or goal, whereas satisfaction refers to
the contentment experienced when a want is satisfied. In contrast, inspiration is bringing about a
change in the thinking pattern. On the other hand, Manipulation is getting the things done from
others in a predetermined manner.
Motivation Theories
Motivation theories can be classified broadly into two different perspectives: Content and Process
theories. Content Theories deal with “what” motivates people and it is concerned with individual
needs and goals. Maslow, Alderfer, Herzberg and McCelland studied motivation from a “content”
perspective. Process Theories deal with the “process” of motivation and is concerned with “how”
motivation occurs. Vroom, Porter & Lawler, Adams and Locke studied motivation from a
“process” perspective

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1. Content Theories about Motivation
Abraham Maslow’s Hierarchy of Need
When motivation theory is being considered the first theory that is being recalled is Maslow’s
hierarchy of needs which he has introduced in his 1943 article named as “A Theory of Human
Motivation”. According to this theory, individual strives to seek a higher need when lower needs
are fulfilled. Once a lower-level need is satisfied, it no longer serves as a source of motivation.
Needs are motivators only when they are unsatisfied.
 In the first level, physiological needs exist which include the most basic needs for humans to
survive, such as air, water and food.
 In the second level, safety needs exist which include personal security, health, well-being and
safety against accidents remain.
 In the third level, belonging needs exit. This is where people need to feel a sense of belonging
and acceptance. It is about relationships, families and friendship. Organizations fulfil this need
for people.
 In the fourth level, self-esteem needs remain. This is where people looks to be respected and
to have self-respect. Achievement needs, respect of others are in this level.
 In the top-level, self-actualization needs exist. This level of need pertains to realising the
person’s full potential.

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Alderfer’s ERG Theory
In 1969, Clayton P. Alderfer, simplified Maslow’s theory by categorizing hierarchy of needs
into three categories:
 Physiological and Safety needs are merged in Existence Needs,
 Belonging needs is named as Relatedness Needs
 Self-esteem and Self-actualization needs are merged in Growth Needs
Herzberg’s Two Factor Theory
Frederick Herzberg, introduced his Two Factor Theory in 1959. He suggested that there
are two kinds of factors affect motivation, and they do it in different ways:
1) Hygiene factors: A series of hygiene factors create dissatisfaction if individuals perceive them
as inadequate or inequitable, yet individuals will not be significantly motivated if these factors are
viewed as adequate or good. Hygiene factors are extrinsic and include factors such as salary or
remuneration, job security and working conditions.

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2) Motivators: They are intrinsic factors such as sense of achievement, recognition, responsibility,
and personal growth.
The hygiene factors determine dissatisfaction, and motivators determine satisfaction. Herzberg
theory conforms with satisfaction theories which assert that “a satisfied employee tends to work
in the same organization but this satisfaction does not always result in better performance”. In
other words, satisfaction does not correlate with productivity.
McClelland’s Achievement Need Theory
In his 1961 book named as “The Achieving Society”, David McClelland identified three
basic needs that people develop and acquire from their life experiences.
 Needs for achievement: The person who have a high need for achievement seeks achievement
and tries to attain challenging goals. There is a strong need for feedback as to achievement and
progress, and a need for a sense of accomplishment. The person who have a high achievement
need likes to take personal responsibility.
 Needs for affiliation: The person who have a high need for affiliation needs harmonious
relationships with people and needs to be accepted by other people. (People-oriented rather
than task-oriented).
 Needs for power: The person who have a need for power wants to direct and command other
people. Most managers have a high need for power.

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Although these categories of needs are not exclusive, generally individuals develop a dominant
bias or emphasis towards one of the three needs. Entrepreneurs usually have high degree of
achievement needs.
Incentive Theory
Incentive theory suggests that employee will increase her/his effort to obtain a desired
reward. This is based on the general principle of reinforcement. The desired outcome is usually
“money”. This theory is coherent with the early economic theories where man is supposed to be
rational and forecasts are based on the principle of “economic man”.
2. Process Theories about Motivation
Expectancy Theory
Expectancy Theory argues that humans act according to their conscious expectations that
a particular behaviour will lead to specific desirable goals.
Victor H. Vroom, developed the expectancy theory in 1964, producing a systematic explanatory
theory of workplace motivation. Theory asserts that the motivation to behave in a particular way
is determined by an individual’s expectation that behaviour will lead to a particular outcome,
multiplied by the preference or valence that person has for that outcome. The equation suggests
that human behaviour is directed by subjective probability.
Goal Theory
Edwin Locke proposed Goal Theory in 1968, which proposes that motivation and
performance will be high if individuals are set specific goals which are challenging, but accepted,
and where feedback is given on performance.

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Adams’ Equity Theory
Developed by John Stacey Adams in 1963, Equity Theory suggests that if the individual
perceives that the rewards received are equitable, that is, fair or just in comparison with those
received by others in similar positions in or outside the organization, then the individual feels
satisfied. Adams asserted that employees seek to maintain equity between the inputs that they bring
to a job and the outcomes that they receive from it against the perceived inputs and outcomes of
others.

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CHAPTER II
INDUSTRY & COMPANY
PROFILE

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INDUSTRIAL PROFILE
Steel is today widely used in all developmental activities. Investment in housing and
infrastructural like road and ports, construction of flyovers and also international airports,
provision and swelling unit – all create demand for iron and steel. Steel is such an important
material that a nation’s industrial strength and standard of living is often measured by the amount
it produces. The world major steel producers are United States of America, Russia, Germany,
Japan and United Kingdom. The first people to produce iron were the Hittites near Eastern people
at about the middle of the 2nd
millennium B.C. Iron was first used in great quantities by the
Assyrians, who used weapons to computer to conquer neighbouring Mesopotamian countries. The
first iron produced was wrought iron by 500 B.C. The Cementation process of making steel was
discovered. Cast iron was developed in china in 200 B.C. The growth of steel industry in India
was restricted as the private sectors. In the second half of eighteen’s, the govt. deli censed the
industry and many private entrepreneurs showed interest in setting up steel plants. In short, in
India, the steel industry has been severely affected by the general economic slowdown. Though
the share of Indian steel industry in the world production of crudest increase from 1.5% in 1981 to
2.9% in 1996. The economy did not show signs of picking up even in the first half of 1998. Besides
dumping of cheap steel by CIS and other countries has purred serious problems for all steel
producers in India.
HISTORY OF STEEL INDUSTRY : INDIAN SCENARIO:
The Indian Steel Industry is almost 100 years old now. Till 1990, the Indian steel industry
operated under a regulated environment with insulated markets and large-scale capacities reserved
for the public sector. Production and prices were determined and regulated by the government and
SAIL and Tata steel were the main producers. The first integrated steel plant was set up in 1907 in
Jamshedpur by TISCO. Since then the Indian steel industry has emerged as one of the core sectors
in the Indian economy with a very significant impact on economic growth. The 90’s were a very
turbulent time for the Indian economy.

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With the liberalization of the economy in 1992 a number of domestic and private
players entered, adding fresh capacities especially between 1990-2005. Last decade saw the Indian
Steel Industry integrating with the global economy and evolving considerably to adopt world-class
production technology to produce high quality steel. The total investment in the Indian steel since
1990 has been over Rs 25000 crore. The years between 1997 and 2001 saw a downturn in the
global steel industry due to demand-supply mismatch, unremunerated prices and erosion of bottom
lines. The industry recovered in 2002. Today, India produces international standard steel of almost
all grades/ varieties and has been a net exporter for the past few years.
GLOBAL SCENARIO: In 1913, production of stainless steel in the world was only a few tons. It
reached 0.6 MT in 1938 and increased to about 2.5MT in 1963. It crossed the 10MT mark in 1986.
China is presently the world’s largest producer and consumer of steel.
COMPANY PROFILE
PEEKAY GROUP
Peekay group of companies was found in 1942 by Late Haji P.K. Moidu, a legend in his
own time for his uncommon vision. Under the leadership of Mr. P.K. Ahammed today the
company has become one of the most respected Indian family business houses with an annual
turnover exceeding 100 million US dollar. The group’s strong vision has given it the right direction
and ever-increasing urge to grow. At present, the group’s activities include steel production, food
processing, rubber plantation, health care education charitable institutions etc. Peekay group play
a vital role in the industrial development of Kerala and its activities include steel, flour mills, real
estate, construction, plantations, education, health care, charitable institution etc. Peekay Steel
Industries (PSI) manufactures Bright Steel Bars since 1983. The plant is located adjacent to
Kolkata (India) and production capacity is 10000MT per annum. Bright Steel Bars at PSI is
manufactured in Cold Drawn. Peeled and Ground condition in various shapes, sizes and
specifications as per the Indian (IS) and International Standards (BS/ SAE/ EN/ DIN / JIS etc...).
Products are manufactured under stringent quality control to meet the specific requirements of

30. Page | 30
clients. For providing consolidated package and solutions to its client’s requirement, PSI maintains
a stock of approx. 1000 MT in Calcutta and Bangalore of Cold Drawn and Ground Bright Bars
Due to its experience of over four decades in the steel industry PSI is supplying materials
to leading and dealers in Southern and Eastern India. Materials are well accepted by clients in the
automobile, heavy engineering and fabrication sectors. In addition to domestic supplies, PSI
exports to Srilanka, Thailand, UAE, South Africa and Europe.
PEEKAY GROUP OF COMPANIES
 Peekay Rolling mills (P) Ltd. , Calicut
 Janatha Steel Mills (P) Ltd., Calicut
 Peekay Overseas Ventures, Calicut
 Peekay Roller Flour Mills, Calicut
 Ahammed Flour Mills (P) Ltd., Mahi
 Pondy Roller Flour Mills (P) Ltd.
 Nellikat Traders, Calicut
 P.K. Ahammed& Co., Calicut
 Peekay Steels (P) Ltd., Calicut
 Peekay Estates, Thamarassery
PEEKAY STEEL & CASTINGS (P) LTD.
Peekay Steel & Castings (P) Ltd., established in 1991, is a modern state-of-the art foundry
located at Calicut in Kerala on the western coast of South India, manufacturing high quality steel
castings made of Carbon steel, Alloy steel, Stainless steel, Duplex steel, Nickel base alloys etc. In
various sizes and weights up to 11000 kg per piece for the petrochemical industry, power supply,
earth moving, transportation and other engineering industries. The annual production capacity is

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5000 MT. This capacity is being enhanced to 7200 MT/annum from April 2008 onwards. In the
Foundry the moulding is carried out in no-bake process (Alkaline Phenolic) equipped with high
speed continuous sand mixing and reclamation system, fluidized bed cooler etc. The melting
Department has 3 ton, 5 ton, and 6 ton and 10 ton induction furnaces with ladle pre-heater. Apart
from fully equipped fettling department we have 1 MT, 6MT, 10MT (2 nos.) capacities as per API
calibrated ceramic fibre lined temperature controlled heat treatment furnaces.They have a separate
work centre equipped with 250 kg and 150 kgs furnaces for shell castings production. They have
modern radiography enclosure room with Cobalt 60 and Iridium 192 dully approved by the Atomic
Energy Dept. of the Government of India for radiography testing of castings.The castings are
subjected to physical and chemical testing in a well equipped sophisticated laboratory which
consist of multi channel optical emission spectrometers, digital UTM with electronic
extensometer, impact testing machine, micro structure analyzer, profile projector, hardness tester
etc

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CERTIFICATIONS
 Management System as per EN ISO 9001-2008 By TUV NORD Germany for Manufacture
and Supply of Steel Castings in Machined and as Cast condition - Company has been
certified since 2000
 AD 2000-Merkblatt W 0 By TUV Germany Company has been certified since 2000
 Certificate of Quality system for material manufacturer according to directive 97/23/EG
By TUV Germany
 Well Known Foundry certification under Indian Boiler Regulations 1950 for castings upto
12000 Kg/Piece
 Approval of Manufacturer Certificate By DNV (DET NORSKE VERITAS).
 Manufacturer’s Capability Certificate (MCC) By Germanischer Lloyd, Germany
Foundry Approval by BV Marine
 Approval from Lloyd’s Register Asia
AWARDS AND RECOGNITIONS
 Largest private engineering entity in Kerala
 Largest exporter of engineering goods from Kerala
 The top duty payer and the highest growth rate award in the organized private sector in the
Calicut central excise commissionarête for three years
 DhatuNayak award 2004 from All India Induction Furnaces Association
 First rolling mill in Kerala producing 8mm CTD bars
 First rolling mill in Kerala with ISO and ISI certification
 The only foundry in Kerala producing 11ton single piece casting
 A major contributor to the national exchequer from this part of India
 The only Foundry in India having all third party and other accreditations under one
umbrella

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BOARD OF DIRECTORS
Chairman - Mr. P .K. Ahammed
Managing Director - Mr.KE.Moidu
Joint Managing Director - Mr.K.E.Shanavaz
AIM
“Our goal is providing overall superior service and value for money in every market segments we
compete, anybody can manufacture but very organisation can exceed in the serving the customer
with at most integrity and high end technology product. Every employees partner in our progress
and benefit from our profit.”
VISION
To be an engineering conglomerate and lead PEEKAY to new, horizons, expanding and
diversifying to new industries and cutting edge technologies. A one stop supplier to all major
OEM’s globally in terms of ready to assemble machines, casting, forging and fabrication
requirement globally.
MISSION
To produce 13,200 tons of steel casting in financial year 2011-12. With wide range of requirement
starting from 0.5 kg to 12 tons single casting from our different plant locations. Emerge as one of
the top 5 casting manufacturers in the world.
Punch Line - “Steel, the world trust”

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CUSTOMERS
Peekay Steel Casting & Rolling products are exported to the countries of European Union viz.
France, Italy, UK, Germany, Spain, Netherlands etc, USA and Japan. The steel castings are also
sold to large public sector under taking, defence establishment, 100% export oriented unit and large
valve manufactures in India. The steel castings are well accepted by customers in India and abroad.
Peekay Steel Castings in renowned Projects
 JGC Hawiyah NGLRAS
 LAFAN Ethylene Cracker
 Jubail Chevron Philips
 RAS GAS II
 SNAmKurusaniya
 Rabigh
 Woodside LNG
 Pearl GTL
 Shell GTL
 Tanguh LNG
 ONGC
 RIL
Customers Abroad
 Control Component Inc., USA
 Dresser Produits Industrials, France
 General Electric Company, USA

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 Koso Fluid & Controls Pvt. Ltd.,
 Leser GMBH & CO.KG, Germany
 Mokveld Valves, BV
 Nordstrom AudcoInc, USA (Flowserve)
 Severn Glocon Ltd., UK
 SPX Process Equipment, USA
 TermomecannicaPompe, Italy
 Truflo Rona S.A., Belgium
CUSTOMERS INDIA
 Advance Valves, Faridabad
 Alstom Projects India Ltd, Baroda
 Audco India Ltd, Chennai
 Bharat Heavy Electricals Ltd, Tiruchirappalli
 Dresser Valve, India
 Koso Fluid & Controls Pvt. Ltd.,
 Fisher - XomoxSanmarLimited , Chennai
 FlowServe India Controls Private Limited, Bangalore
 Instrumentation Limited, Palakkad
 Kent-IntrolPvt. Ltd., Nashik
 KSB, Coimbatore
 MIL Controls Limited, Trissur
 Triveni Engineering & Industries Ltd, Bangalore
 Tyco Valves and Controls Pvt. Ltd, Chennai
 Worldwide Oilfield Equipments, Pune

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CORPARATE SOCIAL RESPONSIBILITY
The Peekay group is aware of its corporate social responsibility. The group,
especially the steel companies, is committed to contribute the economic development and
improving the quality of life of work force and their families and the society at large. The
group liberally supports orphanages, schools for the blind, dumb and mentally handicapped
children. It also provides in plant training programme to students receiving education in
engineering, technology, management and other related subjects in South India.
In addition, Peekay Steel Castings (P) Ltd is conducting a technical skill in
programme, the first of its kind to offered by an industry in Kerala which is designed
exclusively for those equipped with relevant technical knowledge and having a career goal
in specified areas. The programme attempts to fulfil the demand of The Indian casting
rolling industry by offering highly skilled training relevant to foundry hot rolling industry
& fire and safety.

37. Page | 37

38. Page | 38
PRODUCTS
Peekay Steel 7 Castings (P) Ltd., manufacturing high quality steel castings made of Carbon Steel,
Alloy steel, Stainless steel, Duplex steel, Nickel base alloys etc in various sizes and weights up to
11000 kg per piece for the petrochemical industry, water supply, earth moving, transportation and
other engineering industries.
PRODUCT LIST:
o GATE VALVE COMPONENTS
o PLUG VALVE COMPONENTS
o CONTROL AND SPECIAL VALVE COMPONENTS
o BALL VALVE COMPONENTS
o BUTTERFLY VALVE COMPONENT
o ENGINEERING COMPONENTS
MACHIERIES USED
 PLANNING TOOL GRINDER
 WOOD THICKESS PLANER CUM SURFACE PLANER
 DRILLING MACHINE
 BAND SAW MACHINE
 BELT & DISC SANDER MACHINE
 PORTABLE SAW CIRCULAR CUTTING MACHINE
 PORTABLE ZIG SAW MACHINE
 PORTABLE PLANER MACHINE

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CHAPTER III
RESEARCH
METHODOLOGY

40. Page | 40
RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It may be
under stood as a science of studying how research is done scientifically. It is a system and in-depth
study for any particular subject. Its purpose is to find out answer to questions through the
application of scientific methods. It involves collection, analysis and interpretation of data. It deals
with the application and utilization of data.
Research – Meaning
Research in common parlance refers to a search of knowledge. One can also define research
as a scientific and systematic search for pertinent information on a specific topic. In fact, research
is an art of scientific investigation.
According to Clifford woody research comprises of defining and redefining problems,
formulating hypothesis suggested solutions, collecting, organizing and evaluating data, making
deductions and reaching conclusions at last carefully testing the conclusions to determine whether
they fit the formulating hypothesis.
Research Methodology – Definition
Research methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically. It is a system and in-depth
study for any particular subject. Its purpose is to find out answer to questions through the
application of scientific methods. It involves creation, analysis and interpretation of data. It deals
with the application and utilization of data.
Title of the study
“The Impact of Welfare Schemes on the Motivational level of Employees at Peekay steel castings
(p) limited”, Calicut
Objective of the study
To understand the Impact of welfare schemes on the motivational level of employees.

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The specific objectives are:
To determine the welfare schemes of the organization.
To examine the effect of welfare schemes on employee motivation
To know about the employee satisfaction towards welfare measures
Type of Study
This is a descriptive research done in order to find out the Impact of Welfare Schemes on
the Motivational level of Employees at Peekay steel castings (p) limited”, Calicut. The researcher
collects the data by questionnaire and by observation and it is processed, analysed and the
conclusions are made according to the findings.
Research Design
Research design is the systematic planning of research including the formulation of
strategy to resolve a particular question, the collection and recording of evidence, the processing
and analysis of these data and their interpretation and publication of results. The research design
adopted here is descriptive research. Descriptive research is a fact finding type research. It includes
survey and various fact findings.in descriptive design the researcher must be able to define clearly
what he wants to measure and must find adequate methods for measuring it along with clear cut
definition of population he wants to study.
Scope of the study
Labour welfare is very broad term, converting social security and such other activities
like canteens, housing crèches and medical facilities. This study is helpful to know the welfare
measures provided by the company to their employees. Employee’s welfare improves morale and
loyalty of workers by making happy and satisfied. It reduces labour turnover and absenteeism and
efficiency. It helps to increase employee's productivity efficiency and protect workers from social
evils. It will help to improve industrial relations and peace.

42. Page | 42
Period of the study
The period of the study was from 1st December 2015 to 31st December 2015.
Method of data collection
a)Primary data:
The primary data were collected with the help of structured questionnaires, direct interviews etc.
Tools used for data collection are as follows:
 Discussions (Unstructured Discussions)
 Questionnaire (Structured Questionnaire)
Unstructured Discussion:
Under this method of data collection, the researcher personally interviews the respondents
to gather the information. The respondents are asked to present their views and opinions about the
topic under discussion. The opinions of the respondents are used as the primary source of
information for preparing the study report.
Structured Questionnaire:
It is usually associated with the self-administered tools with items of the closed or fixed
alternative type. The respondents feel greater confidence in the anonymity of questionnaire than
in that of any interview. It places less pressure on the subject of immediate response. These were
the reasons for choosing questionnaire as one of the tools for data collection.

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The questionnaire consists of two types of questions:
Close-ended questions: The close-ended questions consist of multiple choices, which offer
the respondents with a choice of specific answers.
Open-ended questions: An open-ended question is a question where no choices of answer
are given the respondent and the respondent is given freedom to respond according to his wish.
b) Secondary data:
Secondary data collected from company documents, journals, magazines, books and internet etc.
Universe – Definition
The population or universe represents the entire group of units which is the focus of the study.
Thus, the population could consist of all the persons in the country, or those in a particular
geographical location, or a special ethnic or economic group, depending on the purpose and
coverage of the study. A population could also consist on non-human units such as farms, houses
or business establishments.
Sample Universe
The sample universe is the employees of peekay steels. Total population is 500 employees
Sample Size
The number of sample units selected from the total population is called sample size. Sample size
selected for this study is 60
Sampling Technique
Sampling method used is simple random sampling. A subset of a statistical population in which
each member of the subset has an equal probability of being chosen. A simple random sample is
meant to be an unbiased representation of a group.

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Statistical tools used
Simple Percentage method
Percentage method refers to a special kind of ratio. Percentages are used in comparison between
two or more series and also to describe the relationship.
Percentage of respondents = Number of respondents X100
Total number of respondents
Limitations of the study
 Time limit; time is an important problem faced during the survey.
 In the survey the number of respondents are limited.
 Lack of interest to fill the questionnaire from the respondent side.

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CHAPTER IV
DATA ANALYSIS &
INTERPRETATION

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DATA ANALYSIS &INTERPRETATION
Data analysis and interpretation is one of the important stage of a project. In this stage the recorded
responses are coded into symbols for counting. The data has been edited, tabulated and represented in
appropriate form.
There are 60 respondents for the study. During questionnaires, it is noticed that respondents
marked their responses to the questions which will lead the study. The response is tabulated and
represented in percentages to get a clear cut picture about the conditions. Various charts have been
used for the interpretation.
ANALYSIS
 The collected data has been coded and represented diagrammatically in the form of bar
diagrams by calculating the frequency and average. Based on these, suitable interpretations
were made.
 Based on the responses obtained and the gathered data suitable recommendations were
given which can help the organization in retaining their employees.

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1.Gender
There are male and female workers in a company. Both are different in their nature; their Level
of satisfaction also will be different. Their proportion is shown below.
Table No 4.1
Gender Respondents Percentage
Male 52 87
Female 08 13
Total 60 100
Chart No 4.1
INTERPRETATION:
The above table shows that 87% of respondents are male workers and 13% of respondents are
female workers.
87%
13%
Respondents
Male

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2.Age
Table No 4.2
Age Classification Respondents Percentage
Below-20 0 0
20-35 42 70
36-50 12 20
Above 50 6 10
Total 60 100
Chart No 4.2
INTERPRETATION:
The above table shows that 70% of the respondents belong to the age group of 20-35, 20%belong
the age group of 36-50 and 10% belong the age group of Above 50. And there is no one under the
category of Below 20
0
10
20
30
40
50
60
70
80
Below-20 20-35 36-50 Above 50
Age Classification
Respondents Percentage

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3.Education of respondents
Education of employees is a major factor that determine the worthiness of employees. Hence
educational background of the employees is to be studied
Table No 4.3
Educational Qualification Respondents Percentage
Below SSLC 0 0
10th - 12th 42 70
Degree/Diploma 12 20
Post Graduate 6 10
Total 60 100
Chart No 4.3
INTERPRETATION:
It is clear that 70% of the respondents have education between 10th
and 12th
. 20% have Degree or
Diploma. 10% respondents are Post Graduates and no one is in the category below SSLC.
0
10
20
30
40
50
60
70
80
Below SSLC 10th - 12th Degree/Dploma Post Graduate
Educational Qualification
Respondents Percentage

50. Page | 50
4.Years of Experience
For an organisation employee experience is very important. Therefore, years of service is given
below
Table No 4.4
Years of service Respondents Percentage
Below 5 YRS 31 52
6-10 YRS 18 30
11-20 YRS 11 18
Above 20 YRS 0 0
Total 60 100
Chart No 4.4
INTERPRETATION:
The above table indicates that 52% employees have only less than 5 years of experience. There are
30% employees in between 6 to 10 years. Between 11 to 20 years there are 18% employees and
no one with the experience above 20 years.
0
10
20
30
40
50
60
Below 5 YRS 6-10 YRS 11-20 YRS Above 20 YRS
Years of Service/experience
Respondents Percentage

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5.Awareness of Welfare Measures
Table No 4.5
Awareness of
Welfare Measures
Respondents
Awareness
Canteen 60
Medical 42
Housing 6
Travelling 11
Training 23
Drinking Water 60
Food 60
Safety Equipment 60
Rest Room 60
First Aid 60
Chart No 4.5
INTERPRETATION:
It is clear that 100% employees have well awareness on Canteen, Drinking Water, Food, Safety
Equipment, Rest room and First Aid facilities. Only 10% employees are having awareness on
Housing facility. 70% employees got idea on Medical facilities. 18% and 38% employees have
clear idea regarding Travelling and Training facilities respectively.
60
42
6 11 23
60 60 60 60 60
Respondents

52. Page | 52
6.Ranking of welfare measures by Employees.
Table No 4.6
Welfare
Measures
Highly
Satisfied
Satisfied Neutral Dissatisfied Highly
Dissatisfied
No % No % No % No % No %
Medical 0 0 8 13 4 7 21 35 27 45
Education
for Children
0 0 0 0 0 0 27 45 33 55
Housing 3 5 5 8 28 47 6 10 18 30
Travelling 0 0 0 0 30 50 18 30 12 20
Recreation 28 47 12 20 13 22 7 11 0 0
Training 30 50 19 32 11 18 0 0 0 0
Drinking
Water
39 65 21 35 0 0 0 0 0 0
Food 36 60 19 32 5 8 0 0 0 0
Safety
Equipment
36 60 15 25 9 15 0 0 0 0
Performance
Appraisal
11 18 42 70 7 12 0 0 0 0

53. Page | 53
Chart No 4.6
INTERPRETATION:
From the above table we can understand that 45% of the respondents are highly dissatisfied by the
medical facilities provided by the company. In the case of education for children majority are
highly dissatisfied and rest has almost the same opinion. In the case of Housing 47% of them
responded neutrally. In travelling 50% responded neutrally and others showed their
dissatisfaction. When it comes to Recreation 47% of the respondents are highly satisfied. In
training half of the respondents has the opinion of highly satisfaction. 65% of the respondents are
highly satisfied in the case of Drinking water. 60% of the respondents are highly satisfied with the
food provided in the canteen, and 32% have almost the same opinion. No one is dissatisfied with
the safety equipment provided in the company, and 60% of them are highly satisfied for the same.
Performance appraisal system is conducted in every year in the month of February and 70% of the
respondents are satisfied with the system.
0%
10%
20%
30%
40%
50%
60%
70%
80%
Welfare measures
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

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7.Training Facility
Table No 4.7
Opinion Respondents Percentage
Highly Satisfied 20 34
Satisfied 33 55
Neutral 5 8
Dissatisfied 2 3
Highly Dissatisfied 0 0
Total 60 100
Chart No 4.7
INTERPRETATION:
The table shows that 55% of the respondents are satisfied and 34% of them are highly satisfied.
8% of them responded neutrally and 3% showed their dissatisfaction.
34%
55%
8%
3%
0%
Training Facility
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

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8.Performance Appraisal System in the Organisation
Table 4.8
Opinion Respondents Percentage
Highly Satisfied 9 15
Satisfied 30 50
Neutral 14 23
Dissatisfied 7 12
Highly Dissatisfied 0 0
Total 60 100
Chart 4.8
INTERPRETATION:
50% of the respondents are satisfied with the Performance Appraisal System in the organisation.
23% of them responded neutrally. Around 27% of the respondents are dissatisfied with the
performance appraisal system.
15%
50%
23%
12%
0%
Performance Appraisal
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

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9.Safety Equipment
Table No 4.9
Chart No 4.9
INTERPRETATION:
From the above table it is very clear that 52% and 48% respondents are Highly satisfied and
Satisfied respectively. Regarding the safety helmet equipment 58% respondents are highly
satisfied, which is the highest satisfaction rate in safety equipment. 55% respondents are
expressed their high satisfaction level towards the uniforms and 13% respondent opted
neutrally.
52%
58% 55%
48%
30% 32%
0% 12% 13%0% 0% 0%0% 0% 0%
SAFETY SHOE SAFETY HELMET UNIFORM
Safety Equipment
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied
Safety
Equipment
Highly
Satisfied
Satisfied Neutral Dissatisfied
Highly
Dissatisfied
No % No % No % No % No %
Safety
Shoe
31 52 29 48 0 0 0 0 0 0
Safety
Helmet
35 58 18 30 7 12 0 0 0 0
Uniform 33 55 19 32 8 13 0 0 0 0

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10.Satisfaction level towards the canteen facility provided.
Table No 4.10
Chart No 4.10
INTERPRETATION:
The above table shows that 62% of the respondents are satisfied with the Quality of the food and rest of
them opted neutrally. When it comes to the Quantity of the food 63% of the respondents have the opinion
of high satisfaction. Regarding the hygiene 90% of the respondents are satisfied.
0
20
40
60
80
Quality of food Quantity of food Hygienic
Canteen Facility
Highly Satisfied % Satisfied % Neutral % Dissatisfied % Highly Dissatisfied %
Canteen
Facility
Highly
Satisfied
Satisfied Neutral Dissatisfied
Highly
Dissatisfied
No % No % No % No % No %
Quality
of food
7 11.66 31 51.67 23 38.33 0 0 0 0
Quantity
of food
38 63.33 22 36.67 0 0 0 0 0 0
Hygienic 21 35 33 55 6 10 0 0 0 0

58. Page | 58
11.Housing Facility
Table 4.11
Opinion Respondents Percentage
Highly Satisfied 11 18
Satisfied 41 68
Neutral 8 14
Dissatisfied 0 0
Highly Dissatisfied 0 0
Total 60 100
Chart 4.11
INTERPRETATION:
The above table says that 68% of the respondents are satisfied with the housing facility provided
by the company and 18% are very much satisfied for the same. Rest 14% opted neutrally.
18%
68%
14%
0%
0%
Respondents
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

59. Page | 59
12.Most benefited recreation facilities.
Table 4.12
Opinion Respondents
TV 8
Club 27
Sports 21
Indoor, Outdoor Games 4
Total 60
Chart 4.12
INTERPRETATION:
From the above table it is very clear that Clubs are the most preferred recreational facilities with
45% of the total responses. Second comes sports games with 35% of the total responses. 13% of
the total response is for TV and the rest is with Indoor Outdoor games.
13%
45%
35%
7%
Recreation Facility
TV
Club
Sports
Indoor,Outdoor Games

60. Page | 60
13.Facilities Rating
Table 4.13
Facilities
Highly Satisfied Satisfied Neutral Dissatisfied
Highly
Dissatisfied
No % No % No % No % No %
Drinking
Water
18 30 31 51.67 8 13.33 3 5 0 0
Canteen 35 58.33 13 21.67 9 15 2 3.33 1 1.66
First Aid
Appliances
11 18.33 16 26.67 28 46.67 2 3.33 3 5
Latrines
and Urinals
4 6.66 14 23.33 3 5 36 60 3 5
Spittoons 19 31.67 31 51.67 10 16.67 0 0 0 0
Lighting 12 20 29 48.33 7 11.67 8 13.33 4 6.66
Washing
Place
30 50 20 33.33 8 13.33 2 3.33 0 0
Changing
Room
16 26.66 44 73.33 0 0 0 0 0 0
Rest
Rooms
20 33.33 30 50 6 10 4 6.66 0 0
Wi-Fi 38 63.33 12 20 10 16.67 0 0 0 0

61. Page | 61
Chart 4.13
INTERPRETATION:
The table shows that most of the employees are very much satisfied with Drinking water facility.
30% of them are highly satisfied and 52% are satisfied with the facility. 58% workers are very
much highly satisfied with canteen facility. In the case of First Aid facilities majority responded
neutrally, and it is around 47%. In latrines and urinals 60% of the respondents showed their
dissatisfaction. 52% of the respondents are satisfied with the spittoons. When it comes to the case
of lighting condition 48% of the respondents are satisfied. In washing place facilities half of the
respondents responded very satisfied. 27% and 73% respondents are responded Highly satisfied
and satisfied respectively. 50% of the respondents are satisfied in the Rest room case. 63% of the
total respondents are highly satisfied with the Wi-Fi facility provided in the organisation.
0
10
20
30
40
50
60
70
80
Drinking
Water
Canteen First Aid
Appliances
Latrines
and
Urinals
Spittoons Lighting Washing
Place
Changing
Room
Rest
Rooms
Wi-Fi
Facilities rating
Highly Satisfied % Satisfied % Neutral % Dissatisfied % Highly Dissatisfied %

62. Page | 62
14.Ways through which company knowing welfare measures
Table No 4.14
Opinion Respondents Percentage
Through Observation 36 60
Through Suggestion 21 35
Through Performance 3 5
Through Interview 0 0
Total 60 100
Chart No 4.14
INTERPRETATION:
The chart reveals that: 60% employees say that company knowing the welfare measures through
observation and 35% says that company knowing the welfare measures through suggestions, the
rest are through performance.
60%
35%
5%
0%
Respondents
Through Observation
Through Suggestion
Through Performance
Through Interview

63. Page | 63
15.Ratings towards the Benefits of employee welfare
Table 4.15
SL Employees Opinion
NO
Welfare
Measures
Strongly
Agree
Agree Neutral Disagree
Strongly
Disagree
No % No % No % No % No %
1
Creates
Motivation
Among
Workers
50 83 7 12 3 5 0 0 0 0
2
Increases
the
efficiency
of the work
7 12 35 58 8 13 10 17 0 0
3
Increase
the
standard of
living
11 18 19 32 24 40 4 7 2 3
4
Loyalty
towards the
work
4 7 6 10 6 10 40 67 4 6
5
Promote
healthy
industrial
relationship
16 27 29 48 8 13 4 7 3 5

64. Page | 64
Chart No 4.15
INTERPRETATION:
83% of the workers strongly believes that Employee welfare creates motivation among them. 58%
of the workers agrees that Employee welfare increases the efficiency of the work. 40% of the
workers responded neutrally to Employee welfare increases the standard of living of each
individual. 67% of the workers disagreed that Employee welfare will not increase the loyalty
towards the work. 48% of the workers agrees that Employee welfare will build and promote
healthy industrial relationship among the individuals.
0
20
40
60
80
100
Creates
Motivation
Among Workers
Increases the
efficiency of the
work
Increase the
standard of living
Loyalty towards
the work
Promote healthy
industrial
relationship
1 2 3 4 5
Chart Title
Employees Opinion Strongly Agree Employees Opinion Agree
Employees Opinion Neutral Employees Opinion Disagree
Employees Opinion Strongly Disagree

65. Page | 65
16.Collection of feedback by companies towards the welfare measures.
Table 4.16
Opinion Respondents Percentage
Often 0 0
Occasionally 8 13
Never 52 87
Total 100 100
Chart 4.16
INTERPRETATION:
It is very clear that Organisation is not collecting feedback from its employees on a regular basis,
because 87% of the workers says that organisation never collects feedback. Rest 13% says that
organisation takes the feedback occasionally.
0%
13%
87%
Respondents
Often
Occationally
Never

66. Page | 66
17.Satsfaction level towards the overall welfare measures
Table 4.17
Opinion Respondents Percentage
Highly Satisfied 11 18
Satisfied 37 62
Neutral 9 15
Dissatisfied 3 5
Highly Dissatisfied 0 0
Total 60 100
Chart 4.17
INTERPRETATION:
The final table shows the satisfaction level towards the overall welfare measures provided by the
company and it is clear from the table that 62% of the workers are satisfied with the overall welfare
measures. 18% of the respondents responded that they are highly satisfied with the overall welfare
measures and 15% are responded neutrally.
18%
62%
15%
5%
0%
Respondents
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

67. Page | 67
CHAPTER V
FINDINGS AND
SUGGESTIONS

68. Page | 68
FINDINGS:
 From the study it is found that majority of the workers were belong to the male category.
 Most of the respondents belongs to the age group of 20 to 35.
 All the respondents are educated, and most of them belongs to the category of 10th
to 12
level
 There are more new employees in the company and, no one found with the experience of
more than 20 years.
 It is noticed that majority of respondents or almost all the employees are aware of all the welfare
facilities provided by the company, it means company always think of employees but still it can
improve to satisfy rest of the employees.
 Majority of the respondents were satisfied with the training facility provided by the
company
 Most of the respondents are satisfied with the performance appraisal system provided in
the company, and they are conducting the performance appraisal system every year in the
month of March and April.
 The safety equipment provided by the company to its workers are Safety shoe, Safety
Helmet and Uniform, and almost all the respondents are satisfied with it.
 When it comes to canteen and Housing facilities almost all the respondents are satisfied
 It is found that 45% of the respondents said that clubs are the most benefited recreational
facility. And 35% said that they benefited through sports.
 Most of the respondents are satisfied with the various facilities provided in the company,
and very few facilities are showed dissatisfaction.
 60% employees say that, company knowing the welfare measures through observation and
35% says that company knowing the welfare measures through suggestions, the rest are
through performance.
 From the study ;83% of the respondents says that welfare measures highly motivate them
in their work. Most of the respondents said welfare measures increases the efficiency of
the work.
 Almost all the workers are satisfied with the overall welfare measures provided by the
company.

69. Page | 69
SUGGESTION:
It is suggested that
 From the study it is found that majority of the work force are male workers, so company
should give more opportunities to female workers.
 Company should provide housing facility to all the workers. At present the housing facility
is given only to the senior staffs.
 Latrines and Urinal facilities should be improved
 Company should give employment to more experienced employees

70. Page | 70
CONCLUSION
Employee welfare measures are important to maintain and strengthen manpower both
physically and mentally. The study of various welfare measures brings in to light that the present
measures taken by the company is good and almost all the employees are satisfied with it. The
improvement in working conditions are suggested to improve effectiveness of the employee
welfares measures like canteen facility, drinking water, spittoons, rest rooms and housing facilities
which in turn would increase the motivational level of employees.
From the study conducted what all I could conclude is that
welfare measures undertaken by the company highly motivates the employees in their work. Most
of the respondents said welfare measures increases the efficiency of the work. The company has a
practice of conducting the performance appraisal for their employees for their overall
development. Almost all the workers are satisfied with the overall welfare measures provided by
the company

71. Page | 71
APPENDIX

72. Page | 72
QUESTIONNAIRE
A STUDY ON “THE IMPACT OF WELFARE MEASURES ON THE MOTIVATIONAL
LEVEL OF EMPLOYEES”
IN PEEKAY STEELS-CALICUT
Sir /Madam
My name is Akshay Krishnan and as part of my Degree program I am doing my project on the title
“IMPACT OF WELFARE MEASURES ON THE MOTIVATIONAL LEVEL OF EMPLOYEES
“in your organization. I would be grateful if you kindly find some time to answer the queries.
1.Name:
2. Gender:
a) Male b) Female
3. Age:
a) Below 20years b) 20-35years c) 36-50years d) Above 50 years
4. Educational qualification:
a)<10th
b) 10th
- 12th
c) Degree/Diploma d)Post Graduate
5. Designation: ________________________________
6. Years of service:
a) <5 years b)6-10 years c)11-20 years d) Above 20 years
7) what are all the Welfare measures you aware of?

73. Page | 73
8) Rank the following facility that benefits you the most?
Facilities 1 2 3 4 5
Medical
Education for
children
Housing
Travelling
Recreation
Training
Drinking water
Food
Safety
Equipments
Performance
Appraisal and
award
9) Rate the satisfaction level towards the Training facilities provided by Peekay Steels
Training
Program
Highly
satisfied
satisfied Neutral Dissatisfied Highly
Dissatisfied

74. Page | 74
10) Rate the satisfaction level towards Safety Equipments provided by Peekay Steels.
Equipments Highly
satisfied
satisfied Neutral Dissatisfied Highly
Dissatisfied
Safety Shoe
Safety Helmet
Uniform
11) Rate the satisfaction level towards Canteen facility provided by Peekay Steels
Canteen
facilities
Highly
satisfied
satisfied Neutral Dissatisfied Highly
Dissatisfied
Quality of food
Quantity of
food
Price
Hygienic
12) Rate the satisfaction level towards the housing facility provided.
a) Highly
b) Satisfied
c) Satisfied
d) Neutral
e) Dissatisfied
f) Highly Dissatisfied
13) Which recreation facility values/Benefits you the most?
1. a) Watching TV
2. b) Clubs
3. c) Sports Events
4. d) Indoor, outdoor games
14) Rate the following facilities in accordance to your satisfaction level.

75. Page | 75
Facilities 1 2 3 4 5
Drinking
water
Canteen
First aid
appliances
Latrines &
Urinals
Spittoons
Lighting
Washing
Place
Changing
rooms
Rest
rooms
Wifi
15) How does the company determine your welfare requirements?
a) Through Observations
b) Through Suggestions
c) Through Performance
d) Through Interview
16) According to your perception please rate the following benefits of employee welfare
BENEFITS 1 2 3 4 5
Creates
motivation
towards work

76. Page | 76
Increases the
efficiency of
the work
Increases the
standard of
living
Loyalty
towards the
work
Promote
healthy
industrial
relationship
17) How often does the organization get feedback from you towards the welfare measures?
a) Often b) Occasionally c) Never
18) Rate the satisfaction level towards the overall welfare measures provided by PeekaySteel.
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
19) Do you have any suggestions to improve the current welfare measures?
If so, kindly give your suggestion.

77. Page | 77
BIBLIOGRAPHY
Books
Research Methodology C.R Kothari, DCbook1992
Web Sites
www.peekaysteel.com(10-12-2015)
www.wikipedia.com (14-12-2015)