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Examining the impact of Welfare Measures on the

Employee Productivity and Satisfaction in Sugar
Industry
*Dr. Y. Ramakrishna Prasad, Professor, Department of Management Studies – H&S, GRIET, Hyderabad

Dr. Srinivasa Rao,Professor, Department of Management Studies, Vignan Foundation for Science, Technology
and Research (VFSTR), DEEMED TO BE UNIVERSITY, Vadlamudi, Guntur District, A.P

*Mr. K. K. Sunil Kumar, Associate Professor, Department of Management Studies – H&S, GRIET,
Hyderabad

Article Info Abstract:

Volume 83 The purpose of this study was to determine the specific attributes of employee
Page Number: 8530 - 8543 satisfaction towards the welfare measures in a sugar industry. Therefore stated more
Publication Issue: precisely, the objective of this study is to study and understand employees‘
May - June 2020 satisfaction levels towards the welfare measures, and to analyze the effect of
welfare measures in improving productivity of the employees. A cross-sectional,
descriptive and analytical study was conducted randomly by 100 employees. To
achieve this defined objective structured questionnaire was designed based on the
independent variables such as employee welfare activates, employee working
conditions, additional facilities, post-retirement ,leave plans ,motivation and
commitment ,gratuity facilities. Some of the major findings from the study were
most of the employees are satisfied with the preventive activities and safety
measures. Majority of respondents quantified that the motivational modes are
affecting their motivational and commitment levels in the firm, they also revealed
that they are satisfied with the shift hours allotted by industry. The employees are
ranked the space and ventilation, lighting, gratuity, leave plans, security measures,
working conditions, toilets, cleanliness and drinking water are major welfare
variables as high impact variables on employee satisfaction. Finally the study
concludes that the welfare measures are more important for every employee,
without welfare measures employee cannot work effectively in the organization.
The company can concentrate on the other Non-statutory measures to boost the
employee morale. The central aim of the personnel department is to keep its
employees satisfied with welfare measures and healthy working atmosphere.
Article History
Article Received: 19 November 2019
Revised: 27 January 2020 Keywords: Employee Productivity, Satisfaction levels, Welfare Measures,
Accepted: 24 February 2020 Employee, Welfare practices, working conditions.
Publication: 18 May 2020

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Introduction to and from and for accommodation of workers

employed at a distance from their homes and such
Welfare is a broad concept referring to a state of
other services, amenities and facilities including social
living of an individual or a group, in a desirable
security measures as contributed to condition under
relationship with the total environment-ecological,
which workers are employed‖. Social welfare is
economic and social. The term ‗welfare‘ includes both
primarily concerned with the solution of various
the social and economic contents of welfare. Welfare
problems of the weaker sections of society like
is a corporate attitude or commitment reflected in
prevention of destitution and poverty. It aims at social
expressed care for employee at all levels. Labour
development by such means as social legislation,
welfare is a comprehensive term including various
social reform, social service, social work, and social
services benefits and facilitates offered to employees
action. The goal of social welfare is to fulfill the
by employer. The concept of labour welfare differs
social, financial, health, and recreational requirements
widely with times, region to region, industry, country
of all individuals in a society. The labour welfare
social values and customs, degree of industrialization
amenities are extended in addition to normal rewards
and general socio-economic development of people.
available to employees as per the legal provisions.
Indian Constitution (1950) laid down the following
Labour welfare work is work for improving the
articles in this regard - Article 41 provides that state
health, safety and general well-being and the
shall, within the limit of its economics capacity and
efficiency of the workers beyond the minimum
development, make effective provision of securing the
standards lay down by labour legislation. Welfare
right to work to education and to public assistance in
measures may also be provided by the government,
cases of unemployment, old age, sickness and
trade unions and non-government agencies in addition
disablement and in other cases of underserved
to the employer. The significance of welfare measures
provision. Article 42 provides the state shall make
was accepted as early as 1931, when the Royal
provision for securing just and humane conditions of
commission on labour stated. The benefits are of great
work and for maternity relief. Article 43 A provides
importance to the worker which he is unable to secure
that the state shall take steps by suitable legislation or
by himself. The schemes of labour welfare may be
in any other way to secure the participation of workers
regarded as a wise investment because these would
in the management of undertakings, establishments or
bring a profitable return in the form of greater
other organizations engaged in any industry.
efficiency. The concept of labour welfare is flexible
Labour Welfare in Indian Industry implies providing and elastic and differs widely with times, region to
better work conditions such as proper lighting, heat region, industry, country social values and customs,
control, cleanliness, low noise level drinking water degree of industrialization and general socio-
and toilet facilities, canteen, rest-rooms and health and economic development of people. In the light of
safety measures, reasonable hours of work and above, the researcher has selected a sugar company in
holidays and other services such as housing, Andhra Pradesh, to know the satisfaction levels of
education, recreation transportation and counseling. employees about labour welfare measures provided by
The Committee on a labour welfare (1969) defined the the organization on the basis of responses of sample
phase to mean, ―Such facilities and amenities as an respondents.
adequate canteen, rest and recreation facilities,
sanitary and medical facilities, arrangements for travel

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Objectives of the Study conference held in Philadelphia recommended some

of the measures in the area of welfare measures which
The primary objectives of the study are as follows:
includes adequate protection for life and health of
 To study and examine the employee‘s satisfaction workers in all occupations, provision for child welfare
levels towards the welfare measures / practices a and maternity protection, provision of adequate
with reference to sugar industries in India. nutrition, housing and facilities for recreation and
 To analyze the effect of welfare measures on culture, the assurance of equality of educational and
improving employee productivity and satisfaction. vocational opportunity etc. Report of National
Commission on Labour (2002), Government of India,
Literature Review: made recommendations in the area of labour welfare
There are two main aspects in labour welfare, measures which include social security, extending the
viz., social assistance and social insurance. Social application of the Provident Fund, gratuity and
assistance as a service or scheme which provides unemployment insurance etc.
benefits to persons of small means as of right in Shobha Mishra & Manju Bhagat, (2010)in
amount sufficient to meet minimum standards of need their ―Principles for Successful Implementation of
and social insurance giving in return for the Labour Welfare Activities‖, stated that labour
contribution, benefits up to subsistence level. Labour absenteeism in Indian industries can be reduced to a
welfare work is for improving the health, safety and great extent by provision of good housing, health and
general well-being and the efficiency of the workers family care, canteen, educational and training
beyond the minimum standards lay down by labour facilities and provision of welfare activities. The
legislation. Labour welfare Measures enable workers principle for successful implementation of labour
to live a richer and a more satisfactory life, contribute welfare activities is nothing but an extension of
to the productivity of labour and efficiency of the democratic values in an industrialized society. The
enterprise, and enhance the standard of living of study of Zacharaiah(1954) based on a sample survey
workers by indirectly reducing the burden on their of manufacturing undertakings in Bombay, covered
purse. welfare services and working conditions while
In the view of K.K. Chaudhuri, in his ―Human surveying the factors affecting industrial relations. It
Resources: A Relook to the Workplace‖, states that was observed that better working conditions and
HR policies are being made flexible. From leaves to adequate provision of welfare services would
compensations, perks to office facilities, many contribute to harmonious industrial relations.
companies are willing to customize policies to suit P.L. Rao, in his ―Labour Legislation in the
different employee segments. The older employees Making‖, opines that professional bodies like National
want social security benefits, younger employees want Institute of Personnel Management should constitute a
cash in hand because they can‘t think of sticking to a standing committee to monitor the proceedings in the
company for many years and retire from the same
Parliament regarding the labour welfare measures.
company. Therefore ‗one jacket fits all‘ will not be Koshan Manjulika(1975), in his Labour Welfare in
right to motivate the talents and retain them. India, pointed out that inspite of statutory provisions
Conventions and Recommendations of ILO (1949) and enforcing agencies in India, the welfare facilities
sets forth a fundamental principle at its 26 th
were absent and the cement industry was the only one

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where provisions were adequately enforced. The study organization to the employees and satisfaction level of
suggested that need for overhauling and tightening the employees on welfare programmes. The study
machinery of inspection. Appointment of welfare emphasis the attempts at arriving at solutions between
inspectors for different industries, distinguishing the the conflicting objectives and values; between the
duties of factory inspectors from those of welfare profit motive and social gain; between discipline and
inspectors to submit annual and quarterly reports and freedom, between authority and industrial democracy;
empowering the welfare inspectors to fine in case of between bargaining and co-operation and between
default, were some of the steps suggested in this conflicting interests of the individual, the group and
study. the community. The study suggested that benefits like
housing loans and PF, conduction of health camps for
Saiyadin S.Mirza (1983), in his Voluntary
every 3 months rather than for every 6 months, flexi
Welfare in India, examined the purpose and cost of
timings and shifts to production and security
non-statutory welfare activities for the organizations.
department must be availed. A Sabarirajan, T.
Five public and six private sector organizations were
Meharajan, B.Arun(2010), throws light on the impact
selected for the study. The study brought out an
of welfare measures on Quality of Work Life among
important conclusion that the most predominant theme
the employees of textile mills in Salem district. The
in the minds of organizations when they think of the
study shows that 15% of the employees are highly
voluntary welfare measures was not only the output
satisfied with their welfare measures. 22 % of the
and efficiency but also increasing loyalty and morale.
employees are satisfied with their welfare
In respect of cost, the study revealed, that the public
measures.39 % of the employees found it average
sector organizations spend more on welfare activities,
whereas 16% of them are in highly dissatisfied level.
as compared to private sector. While public sector
spends more on transportation and recreation, private Dr.K. K Singh, Anita Pathak(2009) aimed at
sector was found to be spending more on housing. The studying the statutory and Non Statutory welfare
research work of Misra, K.K.(1974), Labour Welfare measures and the implications of various labour
in Indian Industries aimed at sociological analysis of welfare provisions/ amenities provided under factory
the labour welfare problems of sugar industry. The act 1948, in A.G. I.O. Paper & Industries Ltd,
analysis was based on the first hand data collected Dhekha, Bilaspur(C.G). The study found that the
from the sugar factories of Eastern Uttar Pradesh. The statutory welfare measures like Washing, storing &
study concluded that the conditions of work in sugar drying of clothing, sitting, appointment of welfare
factories of eastern region of Uttar Pradesh were not Officer Facilities aver available but rest, shelter &
very satisfactory particularly in the respect of safety lunch room facilities were not available. Crèche
measures, cleanliness, sanitation, latrine facilities, facility was not available. A. G. I. O. paper
drinking water, rest rooms, etc. It also pointed out that &industries was not providing Non statutory welfare
the provisions for leaves and holidays, lighting, measures like education for workers children,
housing, medical, education, are far from satisfactory. consumer store, entertainment, transportation, and
training for workers. Further only Health & Hygiene,
Welfare Measures
Safety Facilities were provided by employers.
V. Sreenivasa Rao, P V Ramana(2011) aims
Swapna and Samuyelu(2011) tries to make a
to know the welfare programmes provided by the
comparison on the provisions and implementation of

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the overall benefits of the workers in different wings payments may in some countries constitute a regular
of the same company and by giving the overall element of wage packages and are relied on to ensure
welfare activities of the company and further the focus a decent standard of living. In the following, while
is on social security regarding welfare of employees overtime premiums often rise progressively with the
rather than profit of the organization. The study number of extra hours worked, only the overtime
concluded that Labor welfare and social security is remuneration that is due for any first overtime hour is
one of major aspect of national programmes towards taken into account.
improving the production of the industry, condition of
Annual Leave Plans:
the worker and income of the society.
The holiday shall in no case be less than three
Working Hours: working weeks for one year of service [Holiday with
According to ILLO Daily and weekly hour‘s limits are Pay Convention (revised), 1970 (no. 132), article
the most obvious measures to reduce the negative 3(3)].Paid annual leave is aimed at preserving
effects of excessive hours. Relevant international workers‘ health and well-being as well as ensuring
standards have first addressed a 48-hour limit [Hours their productiveness and motivation. It is the period
of Work (industry) Convention, 1919 (no. 1); Hours during which workers have time away from their work
of Work (Commerce and offices) Convention, 1930 to rest and recuperate from the accumulated stresses
(no. 30)], further reducing it, soon afterwards, to 40 and strains of the workplace.
hours [Forty-Hour Week Convention, 1935 (no. 47).
Maternity Leave
Most of the countries surveyed regulate normal
weekly hours. Globally, a large number of countries Provisions on maternity protection cover a broad
have reduced their statutory normal hours of work range of subjects, including health protection of
from 48 hours to 40 hours in recent decades. mother and child during pregnancy, childbirth and
Consequently, a large group (41 per cent) provides for nursing), maternity leave, leave in case of illness or
a regular 40-hour workweek. However, a norm complications, benefits, safety and health at work,
exceeding 40 hours is still maintained by another 44 employment protection, non-discrimination and
per cent of countries, of which more than half (22 per breastfeeding rights. A woman to whom this
cent of the total sample) have regulated a 48-hour Convention applies shall be entitled to a period of
limit. maternity leave of not less than 14 weeks [Convention
no. 183, article 4(1)]. Members should endeavor to
Overtime Remuneration: extend the period of maternity leave referred to in
The rate of pay for the additional hours of work Article 4 of the Convention to at least 18 weeks
permitted under paragraph 2(b), (c) and (d) of this [recommendation no.191, Paragraph 1(1)].18.Legal
Article shall not be less than one-and-a-quarter times provisions on maternity leave are intended to provide
the regular rate [Convention no. 1, article 6(2); both mother and child with the necessary health
Convention no. 30, article 7(4)].Provisions on protection during pregnancy, childbirth and after
overtime remuneration are closely related to legal confinement. Globally, the overwhelming majority of
standards that minimize unhealthy and unsocial long countries (86 percent) provide 12 weeks of maternity
hours of work by reducing incentives for the employer leave or more. In addition, nearly half of the reviewed
to request overtime. However, in practice, overtime countries (51 per cent) mandate more than 14 weeks

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of maternity leave, and 19 per cent even provide more H20: Welfare measures have a significant effect on
than 18 weeks of maternity leave, only 15 per cent of the employee satisfaction and employee productivity
the reviewed countries guarantee less than 12 weeks in GSL
of maternity leave.
H30: Additional facilities such as leave plans, post-
Methodology: retirement benefits, gratuity facilities, food subsidy,
This study is industry and company specific in that it shift working hours, medi claim policy have a
is primarily concerned with sugar industry and significant effect on the employee satisfaction and
specifically with Ganapati Sugars Limited (GSL) in employee productivity in GSL
Andhra Pradesh. Therefore stated more precisely, the Data Analysis and Findings
objective of this study is to study and understand Welfare measures effect on the employee satisfaction
employees‘ satisfaction levels towards the welfare in relation to: employee working conditions, welfare
measures, working conditions, additional/ other practices, additional / other facilities, leave plans,
facilities and to analyze the effect of these practices in post-retirement benefits, motivation and commitment
improving satisfaction and productivity of the of the employee, gratuity facilities, food subsidy, shift
employees. The descriptive research was conducted to working hours , Medi Claim policy and employee
find out the information about the factor and to productivity in GSL.
spotlight the areas that need the managements‘
attention. The researcher have taken the selective The employee satisfaction level towards working
sugar factory of Andhra Pradesh as sampling unit, 25 conditions:
participants from each unit have been selected for this H10: Employee working conditions have a
study. Total number of sample participants is 100. significant effect on the employee satisfaction and
Analysis involved estimating the value of unknown employee productivity in GSL
parameters of the population and testing of hypothesis
for drawing inferences. Interpretation refers to the task The satisfaction levels of the employees are
of drawing inferences from the collected facts from an responding positively towards welfare amenities in the
analytical study. Interpretation is essential because the organization. It is observed that the majority of
usefulness and utility of research finding lies in the respondents 54% are highly satisfied with space and
proper interpretation. Statistical data have been ventilation provided by the firm and the 18% employs
represented either in univariate or in bivariate forms to are neutral and 2 percent are highly dissatisfied. In
provide a clear depiction of the responses in the most total responds 12% of the employees are not satisfied
suitable form, besides charts have also been provided with lighting facilities, 36% are fully satisfied. The
to highlight the same. majority of employees responding positively towards
lighting facilities in the organization. The satisfaction
The objectives led to the formulation of the following levels of the employees are responding negatively
research hypotheses: towards cleanliness facilities in the organization. It is
observed that the majority of respondents are not
H10: Employee working conditions have a significant satisfied. And the maximum employees are satisfied
effect on the employee satisfaction and employee with toilet facilities in the organization, 52% of the
productivity in GSL people respond satisfied and 20% of the people

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respond neutral, 28% of people respond not satisfied.

Table showing the opinion of the Employees regarding working conditions

Working Highly Neutral Highly

Satisfied Dissatisfied Total
Conditions Satisfied dissatisfied
Space and
54 20 18 6 2 100
Ventilation

Lighting 30 36 22 10 2 100

Cleanliness
14 16 20 30 20 100
facilities
Toilets
32 20 20 10 18 100

Source: Primary Data

WEIGHTED AVERAGE TABLE

Rank weight Factor

Space &
Lighting cleanliness Toilets
ventilation
X W X1 WX1 X2 WX2 X3 WX3 X4 WX5
1 5 54 270 30 150 14 70 32 160
2 4 20 80 36 144 16 64 20 80
3 3 18 54 22 66 20 60 20 60
4 2 6 12 10 20 30 60 10 20
5 1 2 2 2 2 20 20 18 18
Total 100 418 100 382 100 274 100 338
calculated value 4.18 3.82 2.74 3.38
Rank 1 2 4 3
Source: Primary Data; CW (Calculated weight) = ∑WX n / ∑ Xn

From the above table it is inferred that employee The employee satisfaction level towards welfare
ranks Space & ventilation followed by lighting, toilets practices:
and cleanliness in the working conditions that impact
The welfare provision under the factory act 1948 is
on employee satisfaction and productivity.
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

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implementing the various provisions under the Act, in following table indicates different welfare practices
this part we evaluate and assess of the implementation such as canteen, drinking water, recreational, uniform
of various provisions in sugar factory. The views of facilities, and medical checkup facilities and their
sampled workers are given in below table. The impact on employee satisfaction in the factory.

Table showing the opinion of the employees regarding Welfare practices

Highly Neutra Highly

OPINION Satisfied Dissatisfied
Satisfied l Dissatisfied
Canteen 20 60 10 6 4
Drinking water 22 50 10 10 8
Recreational 10 30 20 30 10
Uniform & Shoes 60 24 10 4 2
Medical checkup 20 40 16 20 4
Source: Primary Data
table it revealed that the 40% of respondents are
The satisfaction levels of the employees are satisfied and the 20% employs are neutral and 40
responding positively towards Canteen facilities in the percent are not satisfied. It states that the employee
organization. It is observed that the majority of satisfaction is somewhat low. Employee satisfaction
respondents 60% are highly satisfied and the above levels is high 84% of the employees are responding
analysis shows 10% employs are neutral and 10% are positively towards uniforms & shoes facilities
not satisfied with the canteen facilities provided by provided by the organization. The satisfaction levels
organization. The satisfaction levels of the employees of the employees are responding positively towards
are responding positively towards drinking water frequency of medical checkup provided by the
facilities in the organization, the majority of organization. It is observed that the majority 60% of
respondents 72% are satisfied and the 10% employs respondents is satisfied and 16% employs are neutral
are neutral and 18 % are not dissatisfied. From the and 26 % are not satisfied.
Table showing weighted averages of welfare practices

Rank weight Factor

Canteen Drinking Recreational Uniform Medical checkup
X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5
1 5 20 100 22 110 10 50 60 300 20 100
2 4 60 240 50 200 30 120 24 96 40 160
3 3 10 30 10 30 20 60 10 30 16 48
4 2 6 12 10 20 30 60 4 8 20 40
5 1 4 4 8 8 10 10 2 2 4 4
Total 100 386 100 368 100 300 100 436 100 352

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calculated value 3.86 3.68 3 4.36 3.52

Rank 2 3 5 1 4
Source: Primary Data; CW (Calculated weight) = ∑WX n/∑Xn

From the above analysis the researcher established recreation facilities as a welfare measure and
that the majority of employees are not satisfied with employee satisfaction (χ²=7.720, df = 5, p=0.015).
the recreational facilities and they are also unhappy The results implied that employee satisfaction will be
with the medical check-up. It also observed that influenced by the recreation facilities in GSL. The
employees are satisfied with the uniform & shoes, Chi-square results revealed that there was significant
canteen, drinking water facilities. The same was stated association exist between uniform and shoes facilities
with the ranks given by the employees they are as a welfare measure and employee satisfaction
uniform followed by canteen, drinking, and medical (χ²=1.944, df = 5, p=0.015). The results implied that
check-up & recreational. To test the relationship employee satisfaction will be influenced by the
between employee welfare practices and the employee recreation facilities in GSL. The Chi-square results
satisfaction the Chi square Test was done and the discovered that there was significant association exist
relations are stated bellow. between medical checkup facilities as a welfare
measure and employee satisfaction (χ²=3.020, df = 5,
H20: Welfare practices have a significant effect on
p=0.015). The results implied that employee
the employee satisfaction and employee
satisfaction will be influenced by the medical checkup
productivity in GSL
facilities in GSIL.
Cross tabulation were applied between respondent
The employee satisfaction level towards other
satisfaction and canteen facilities. The results were
welfare measures:
analysis using chi- square (χ² .05) statistical tool to
examine the significant association, independence / H30: Additional facilities leave plans, post-
dependence and goodness of fit among the variables. retirement benefits, gratuity facilities, food
The results of cross tabulations were summarized in subsidy, shift working hours, medi claim policy
the following paragraphs. The Chi-square results have a significant effect on the employee
revealed that there was significant association exist satisfaction and employee productivity in GSL
between canteen facilities as a welfare measure and
The Committee on a labour welfare (1969) defined the
employee satisfaction (χ²=5.160, df = 5, p=0.015).
phase to mean, ―Such facilities and amenities as an
The results implied that employee satisfaction will be
adequate canteen, rest and recreation facilities,
influenced by the canteen facilities in GSIL. The Chi-
sanitary and medical facilities, arrangements for travel
square results revealed that there was significant
to and from and for accommodation of workers
association exist between drinking water facilities as a
employed at a distance from their homes and such
welfare measure and employee satisfaction (χ²=5.260,
other services, amenities and facilities including social
df = 5, p=0.015). The results implied that employee
security measures as contributed to condition under
satisfaction will be influenced by the drinking water
which workers are employed‖. . The views of sampled
facilities in GSL. The Chi-square results shown that
workers are given in below table. The following table
there was significant association exist between

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indicates different other welfare practices such as rest rooms , education and housing facilities, and their
transportation, washing facilities, sitting, shelter and impact on employee satisfaction .

Analysis of Opinion of Ranking given by Respondents Regarding Satisfaction of other Welfare Measures
Provided by GSIL

OPINION Highly Satisfied Neutral Dissatisfied Highly Total

satisfied Dissatisfied
Transportation 60 10 18 8 4 100
Washing 58 12 10 10 10 100
Sitting 30 24 26 10 10 100
Shelter, rest 32 24 26 10 8 100
rooms
Education 30 26 14 20 10 100
Housing 34 22 20 20 4 100
Source: Primary Data

The satisfaction levels of the employees are by the organization is optimistic, it is observed that
responding positively towards transport facilities the majority 56% of respondents are satisfied and 26%
provided by the organization. It is observed that the employs are neutral and 20% are not satisfied. The
majorities 70% of respondents are satisfied and 18% satisfaction levels of the employees are responding
employs are neutral and 12% are not satisfied with the positively towards education facilities provided by the
existing transport system. From the above table it is organization. It is observed that the majorities 56% of
inferred that 70% of employees are satisfied with the respondents are satisfied and 14% employs are neutral
washing facilities provided by the organization and and 30% are not satisfied. In this concern the
10% are neutral and 20% of the respondents are not employees are expecting more from the company,
satisfied. This shows most of the employees are they are expecting more training, educational
positive towards it. The satisfaction levels of the programs to improve their abilities at the working
employees are responding positively towards sitting area. The employees are responding positively
facilities provided by the organization. It is observed towards housing facilities provided by the
that the majorities 54% of respondents are satisfied organization. It is noticed that the majority 56% of
and the above analysis shows 26% employs are respondents are satisfied and the above analysis shows
neutral and 20% are not satisfied. It reveals that 20% employs are neutral and 24% are not satisfied.
employees are not that much happy with the existing From this it is noticed that there is a need of new
sitting facilities in the factory premises. The employee housing facilities to the employees to have high level
satisfaction towards shelters and rest rooms provided of satisfaction.

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WEIGHTED AVERAGE TABLE

Rank Weight Factors

Shelters/
Transportation Washing Sitting Education Housing
Rest rooms
X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5 X6 WX6
1 5 60 300 58 290 30 150 32 160 30 150 34 170
2 4 10 40 12 48 24 96 24 96 26 104 22 88
3 3 18 54 10 30 26 78 26 78 14 42 20 60
4 2 8 16 10 20 10 20 10 20 20 40 20 40
5 1 4 4 10 16 10 10 8 8 10 10 4 4
Total 100 414 100 404 100 354 100 362 100 346 100 362
calculated value 4.14 4.04 3.54 3.62 3.46 3.62
Rank 1 2 4 3 5 3
Source: Primary Data ; CW (Calculated weight) = ∑WX n/∑Xn

From the above analysis we may interpret that the housing, and sitting &Education.
employee‘s satisfaction not only depends on the
The employee satisfaction level towards post-
working conditions and wages but also on the other
retirement benefits, leave plan, gratuity facilities, food
welfare measures. They ranked the transportation
subsidy, shift working hours, medi claim policy,
have primary element, followed by washing
payment of bonus and providing loans and advances.
allowance and facilities, shelters and restrooms,
Analysis of Opinion of Ranking Given by Respondents Regarding Satisfaction of other Welfare Measures
Provided By GSIL
OPINION Highly Satisfied Neutral Dissatisfied Highly Total
satisfied Dissatisfied
Post-retirement 62 14 8 10 6 100
Leave Plan 58 18 14 8 2
Gratuity facilities 16 58 22 4 0 100
Food subsidy 20 30 28 16 6 100
Shift working hours 30 34 28 8 0 100
Medi claim policy 60 30 8 2 0 100
Grievance handling 54 20 18 06 02 100
Payment of annual 28 30 42 0 0 100
bonus
loans and advances 60 20 20 0 0 100
Source: Primary Data
From the above table it is known that the satisfaction towards post-retirement benefits provided by the
levels of the employees are responding positively organization, the majority 62% of respondents are

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satisfied to great extent and 14% of respondents are measures will affect the motivation and commitment
satisfied to some extent and 24% are not satisfied. of the employees and the productivity.
Employees are satisfied with the leave plans provided
SUGGESTIONS
by the organization, majority level 58% of
Generally, welfare measures are recreational, medical,
respondents are satisfied to great extent and 18% of
educational, housing, sanitation and so on. Every
respondents are satisfied to some extent and 14%
organization provides the statutory welfare measures
employs are neutral and 10% e not satisfied. From the
but some organization provides some more welfare
respondents 74% of respondents feels that gratuity
facilities to the employees so that they may retain the
facilities provided by organization are satisfied. It is
employees and their quality of work life.
inferred that 50% of respondents feel that the food
Improvements or modifications are required in the
subsidy provided by company is satisfied, and 28%
field of recreation facilities; fair leave plans , safety
are responded ―neutral‖ & 22% of respondents are not
equipment, overtime payments, compensatory
satisfied with the food subsidy provided by company
arrangements on medical grounds, promotion.
in canteen. This is one of the primary dissatisfaction
Modifications shall be initiated in the field of
identified in the study. The 64% of respondents feels
grievance handling, rest room facilities, uniform and
that shift hours allotted by organization are satisfied.
footwear, service awards and other motivation.
It is inferred that 90% of respondents feels that medi-
Betterment is required in the work of welfare
claim policy provided by organization. The
inspector, placements of dependents expiring during
employees feel that they are fully satisfied with the
services, transfer policies and disciplinary and appeal
grievance handling procedure i.e.54% of the
rule proceedings. The trade unions and the
employees and 58% of the respondents feels that they
employee‘s cooperative societies, which are run by
are satisfied with bonus scheme. Majority of the
the trade union, have to change their work as more
respondents i.e. 80% of the respondents feels that they
transparent and easily viable to the employees.
are satisfied with the loans and advances facilities in
Administration can thick of formulation of a problem-
the organization.
solving committee including the employees and
The major findings of the study are most of the administration for the better solution of the welfare
employees in the industry are male. Majority problems of the employees. This committee can
employees are satisfied with the preventive activities conduct hearings from the employees or then can
and safety measures. Employees have responded very conduct surprise visits to the different work spot, etc
positively towards the welfare measures. The for understanding and by that solving the problems
company has been successfully providing stitching also. Productivity-linked annual bonus need to be
charges for uniforms to employees, levy prized sugar. implemented effectively to motivate the employees
Majority of the employees are responded to greater further. Management should provide the subsidized
extent satisfied with the post-Retirement benefits, food in Canteen to the all employees. Four pairs of
leave plans, gratuity facility, med claim policy and uniforms may be provided per year for each employee
loans & advances facility to employees in industry, instated of two pairs.
shift hours allotted by industry, protective material to
avoid employment injury. It is also found that the
employees responded to great extent that the welfare

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Conclusions segments of employees might exist in term of

After analyzing the whole data it can be stated that the satisfaction and productivity. Finally, from a
overall satisfaction levels of employees about welfare methodological perspective, the fact that this
measures in the organization cover under study is investigation covered one factory alone could be
satisfactory. However, a few are not satisfied with considered a limitation, because the results from this
welfare measures provided by the organization. study can only be generalized for sugar industry.
Therefore it is suggested that the existing welfare
measures may be improved further. Such welfare Guidelines for further research
measures enrich the employees‟ standard of living In the future, researchers should look at the influence
and their satisfaction levels. Companies need to of welfare practices in different sugar factories, as
investigate what welfare measures are more important well as the impact of different welfare issues on
for increasing employee satisfaction and productivity employee productivity and satisfaction. Furthermore,
in the context of their business. Most companies are perceptions of employees‘ density had a negative
very successful out their resources through rewards effect on industry environment. In a welfare intensive
programmes for all employees. The positive setting in which employees must have help from
association between employee welfare practices and government and top management of the industry, the
employee satisfaction has found considerable welfare measures must be proactively managed.
conceptual support in legal and human resource Furthermore, it is critical that employee expectations
management literature. It is worthwhile to study towards the working conditions and other facilities
empirically the nature of the welfare practices – that they receive are dynamic in nature. Those
productivity and satisfaction of the employees in the expectations are to be carefully managed by
sugar industry. This work has attempted to clarify the employers / managers for employee satisfaction and
link between employee welfare practices and commitment towards the organization goals. Also,
employee satisfaction and productivity. The results of additional research should extend the proposed
this study confirm a significant relationship between analysis to other industries. Although data have been
the employee welfare practices within an obtained from several industries, further empirical
establishment, the value given to those practices by analysis in other industries seems necessary.
employees, employers and government.
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