SYNOPSIS ON

“IMPACT OF WELFARE MEASURES ON EMPLOYEE JOB

SATISFACTION”
(At Tata Steel, Jamshedpur)

Department of Human Resource Management

Xavier Institute of Social Service, Ranchi
2019-2020

Research Guide:
Prof. Shashi Raj Shauq

Submitted By:
Suman Kumari
Roll No-18
Table of Content

1. Introduction to study………………………………………………………………..3

2. Employee Engagement……………………………………………………………..3

3. Problem Statement………………………………………………………………….4

4. Significance of the study……………………………………………………………4

5. Scope of the study…………………………………………………………………..4

6. Limitations…………………………………………………………………………..5

7. Objectives of the study………………………………………………………………5

8. Review of Literature………………………………………………………………....5

9. Research Methodology………………………………………………………………7

10. Types of Data Source………………………………………………………………...8

11. Conclusion…………………………………………………………………………....8

12. References……………………………………………………………………………9
1. Introduction to study
Employee welfare is a comprehensive term including various services, facilities and amenities
provided to employees for their betterment. Employees cannot work as machines (Opatha
2009).One of the basic strategies for organizational excellence is considering human resource as
an important asset in organization and by planning to attract ,secure and promote human resource
capacities, the welfare and cultural issues should be provided. The purpose of employee welfare
program is undertaking measures to ensure the protection of employees’ physical and mental
health. The provision of welfare services enables workers to live in a richer and more satisfactory
life and it contributes to the productivity of labor, efficiency of an enterprise and helps in
maintaining industrial peace. When people perform better, they will get higher rewards, which will
lead to greater satisfaction. But if rewards are seen as inadequate for one’s level of performance,
dissatisfaction will occur. Spector (1997) describes job satisfaction simply as how people feel
about their jobs and different aspects of their jobs. It is the extent to which people like or dislike
their job. According to Khademi (2014), organizational welfare has a positive impact on
organizational performance including happiness, security, motivation and job satisfaction.

2. Employee Engagement
Employee Engagement is an approach related to workplace to provide the right condition of work
to all the members of the organization so that they can give their best, associate themselves with
the organization’s goal and values, motivated towards organizational success, with a sense of well-
being.

Engagement is an important HR variable for the majority of organizations. It helps enable your
organizations to deliver a superior performance and to gain a competitive advantage. Engaged
employees make additional effort, learn more, and faster, and are more creative. In addition, they
are your organizations' ambassadors. Furthermore, engagement is a good predictor of customer
satisfaction, personnel retention, productivity and profitability.3, 4, 5

Engagement takes committed and motivated employees to the next level.6 Engaged employees
concentrate on the goals of your organizations and on the results that you as an organization expect
from them. They have the feeling that they really can contribute to the success of your
organizations and that all their abilities are being utilized.

3. Problem Statement

1. Because of lower job satisfaction of employees, most of the organizations are facing a reduction
in production levels, high turnover and absenteeism rates and many issues which would rise costs
and delays. The reduced actual daily output when compared to planned daily efficiency will result
in delays in customer deliveries, which would finally result in losing market share.

2. Due to the above issues, there is a problem of not having much consideration on employees.
The problem statement of this study is to what extent welfare facilities impact on job satisfaction
of the employees.

4. Significance of the Study

In today’s competitive world, every organization is facing new challenges. Nowadays no

organization can perform at peak levels if each employee does not give their full commitment to
achieve organizational objectives. Satisfaction is the one of major concept in Human resource
Management. Employees and workers are the assets of any organization. Therefore, they should
be treated well. The satisfied labor will be converted in to faithful and good labor and these
acquired skills will help the organization to survive, grow in the market. So it is the responsibility
of the organization to see that the employees are satisfied and their expectations are met. The
productivity of the organization depends on employee satisfaction.
5. Scope of the Study

1. The study will try to identify and understand the types of welfare facilities provided to the
employees in the factory.

2. The study will clear whether the types of welfare facilities provided are in alignment with the
welfare facilities mentioned in the statutory compliances.

3. Can welfare measures have an impact on employee job satisfaction?

6. Limitations

The time and the cost constraints will be there because of which the scope of the study will be
restricted to certain aspects of welfare measures only.

7. Objectives of the study

1. To check the impact of welfare measures on employee job satisfaction at Tata Steel with the
help of various diagnostic tools and techniques.
2. To identify the types of welfare facilities provided at present to the employees of Tata Steel.
3. To determine whether the welfare measures provided are in alignment with the welfare
measures mentioned in the statutory compliances.
4. To suggest ways to improve and provide additional welfare facilities to the employees in order
to facilitate increased job satisfaction.

8. Review of Literature

In his genre defining book “Labour and Industrial Laws” (Padhi, 2017) stated that, the term welfare
suggests the state of wellbeing and implies wholesomeness of the human being. It is a desirable
state of existence involving the mental, physical, moral and emotional factor of a person. Adequate
levels of earnings, safe and humane conditions of work and access to some minimum social
security benefits are the major qualitative dimensions of employment which enhance quality of
life of workers and their productivity.

Labour welfare schemes may be statutory, voluntary or mutual (Goyal, 1995).It is statutory when
such activities have to be undertaken in lieu of the legislation given by the government like
drinking water facility, first aid, electricity etc. It id voluntary when the activities are undertaken
from their own side by the employers, for example-providing flexible timing to the employees,
providing them with regular health checkup camp etc. It is mutual when all parties join hands to
bring about the social and economic upliftment of the workers. Welfare services can be intramural
or extramural. Intramural when provided inside the organization like canteens, restrooms,
providing uniforms etc. They are extramural when provided outside the organization like housing,
education, loans etc.

Employee welfare measures increase the productivity of organization and promote healthy
industrial relations thereby maintaining industrial peace (Agalgatti, 2008).Organizations provide
welfare facilities to their employees to keep their motivation levels high.Business houses provide
many such statutory and non statutory things policies to maintain satisfactory level of their
employee.When they get better canteen facilities,good water to drink,clean retstrooms,clean and
hygienic wash rooms and bathrooms,regular medical checkups,health insurances,employee
assistance programme,grievance handling department,better facilities to sit or good work place
gives employee a high level of satisfactory level.

In a competitive globalized environment,the number of firms competing for excellent employees

especially in knowledge based industries is constantly increasing.and it is imperative to retain high
performers by rewarding them.Incentive schemes are established with the objective of improving
performance through fulfilling the needs of the employees (Mathur, 1993). For building a stable
and efficient labour force,it is essential to bring about a marked improvement in the conditions of
workers’ life and work.This is the basis of labour welfare measures.

A person spends more than two third of his/her life in the organization in its work environment
with possible carry over effects (kumar, 2003). Therefore the work environment should be
conducive to enable him/her to achieve his/her goals of life and to fulfill his/her expectations. Thus
different labour welfare approaches like monetary/non-monetary rewards are employed to improve
the work environment and to enrich the quality of working life.
8. Research Methodology

This would primarily be quantitative study in which a qualitative element will be quantified using
the ratings on the Likert Scale. Data shall include both primary and secondary type.

Sampling Size:-Subject to change and completely depends upon the availability of time and
employees

Sampling Techniques: - The study will be using simple random sampling. To conduct this
research a set of statements (Likert type) would be prepared indicating the extent to which
employees of Tata Steel are satisfied with the statutory and non-statutory welfare facilities
provided to them in the organization. The statement would require to be rated so that the responses
can be quantified. The respondents will be asked to rate from 1-5.

9. Types of Data Source

Primary Data

The Primary data will include the data which will be collected through direct interviews with the
employees. It will also include the answers that the employees gave by filling the designed
questionnaire.

Secondary Data

Secondary data will be collected through the previous documents on the welfare measures
provided by Tata Steel to its employees. It shall also be collected from websites, books and
journals, various articles and internal records as the need be. Various statistical tools shall also be
used to analyze the secondary data.

10. Conclusion

Employee welfare measures are initiated to strengthen manpower both physically and mentally.
The various statutory welfare measures according to The Factories Act,1948 (chapter v) includes
washing facilities, facilities for storing and drying clothing, facilities for sitting, first aid
appliances, canteens, shelters, restrooms and lunch rooms, crèches, and welfare officers.
According to Maslow’s need Hierarchy theory these statutory welfare measures now act like the
physiological needs of the employee and once these needs are satisfied it no longer motivates the
employee. However the non-statutory welfare measures which may include various extra benefits
like holiday packages, paternal leave, additional monetary incentives and work life balance may
motivate the employee to live a richer and more satisfactory life. Employee welfare raises the
company’s expenses but if it is done correctly, it has huge benefits for both employer and
employee. Under the principles of employee welfare, if an employee feels that the management is
concerned and cares for him/her as a person and not just as another employee, he/she will be more
committed to his/her work. Other forms of welfare will aid the employee of financial burdens
while welfare activities break the monotony of work. An employee who feels appreciated will be
more fulfilled, satisfied and more productive. This will not only lead to higher productivity but
also satisfied customers and hence profitability for the company. A satisfied employee will also
not go looking for other job opportunities and hence an employer will get to keep the best talents
and record lower employee turnover. Hence it will increase the productivity of organization and
promote healthy industrial relations.
References
Agalgatti, B. B. (2008). Labour Welfare and Industrial Hygiene. Pune: Nirali Prakashan.

Goyal, P. (1995). Labour Welfare and Job Satisfaction. New Delhi: Deep and Deep Publications.

kumar, A. (2003). Labour Welfare and Social Security: Awareness, Implementation and Utility of Labour
Laws. New Delhi: Deep and Deep Publications Pvt.Ltd.

Mathur, D. (1993). Personnel Problems and Labour Welfare. New Delhi: Mittal Publications.

Padhi, P. (2017). Labour and Industrial Laws (Third edition). Delhi: Asoke K.Ghosh,PHI Learning Private
Limited.