Shamsu MBA 9747666274
Content
1. INTRODUCTION
An organisation is nothing without human resource. It is said that people can be the
biggest asset to the organisation. And no doubt, a well satisfied employee with the well provided welfare measures will be the most valuable asset a company can have. Labor welfare aims at providing such service facilities and amenities which enable the workers employed in industrial factories to perform their work in healthy and original surroundings, conducive to good health and high morale. Labor welfare measures include such service facilities and amenities as adequate canteen facilities, rest and recreational facilities. The objectives of welfare activities are partly humanistic to enable the worker to enjoy a fuller and richer life. Labor welfare is a vital part of business organisation and management. It increases the productivity as well as productive efficiency of the employees and develops in them a new spirit of self realization and consciousness. It is a desirable state of existence involving physical, mental, moral and emotional wellbeing. All this four elements together constitute the structure of welfare on which its totality is based. In this modern business scenario welfare activities are very important for any firm to keep their employees productive. So this study was done to measure the satisfaction level of employees with reference to welfare measures provided in the organization. And organisation selected for the study is KORAMBAYIL Hospital.
1.2 SCOPE OF THE STUDY
The scope of the study includes various factors that comes under employee
welfare and employee satisfaction. Employee welfare follows all extra mural and intra mural welfare activities as statutory statutory and non non statutory welfare measures under taken by employer , government and trade unions ,etc… however scope scope of the study is to identify the satisfaction level of the employees, and also to find whether any dissatisfaction arising among eemployees mployees with regard to welfare measures.
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1.3 OBJECTIVE OF THE SYUDY
Primary objectives: 1. To know the satisfaction of employee in relation to labor welfare 2. Identify those welfare facilities provided by the organisation like canteen, rest room, recreational facilities and its effect on employee satisfaction. 3. To understand understand the efficienc efficiency y of welfare welfare measures measures existing existing in in the org organisat anisation. ion.
Secondary objective: 1. To understand whether the employees are satisfied with the existing facilities provided by the organisation
2. To understand the employee employer relationship whether healthy or not. 3. To understand understand the inter inter personal personal relations relationship hip between between the management management and the employees in the organisation.
1.4RESEARCH METHODOLOGY
Research Researc h methodology is the description, explanation explanation and justification justification of
various methods of conducting research. research. This area deals with the research design, sources of data collection, sampling design, hypothesis, and statistical tools used for the data analysis and interpretation.
Research design
A researcher should think about the way in which he should proceed in
attaining his objective in his research work. He has to make a plan of action before starting the research. This plan of study of a researcher is called the research design. Descriptive research design is used for this study. Descriptive research design is used to those studies which are concerned with characteristics of a particular individual or a group
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Sources of data collection Both primary and secondary data have been used for the study.
Primary data Primary data are those which are collected for the first time which is original in charact cha racter. er. They They are collecte collected d directl directly y and are reliabl reliable. e. The primar primary y data data was collect collected ed through a well structured questionnaire.
Secondary data Secondary data is those which have already been collected by someone else. Secondary data has been collected from company records, text books, websites etc.
Population Populatio n of the study Population means aggregates of all units possessing certain specified characteristics on which the sample seeks to draw inferences. The population consists of all the employees currently working at KORAMBAYIL Hospital,Manjer
Sample design A sample design is a definite plan for obtaining a sample from a given population. populat ion. It refers to the technique technique or the procedure the researcher would adopt in selecting selecting items for sample.
Sample size: from the total 205 employees in the organisation. The sample size is 54.it calculate as follows by using the statistical formula.
n
Where: -
n
= Z2×P×Q×Ne2×N-1+Z2×P×Q
= minimum sample size required 3
N
=Sample frame P%
= the proportion proportion of respondents respondents belonging belonging to the
specific category Q%
= the proportion of respondents not belonging to the
specific category Z
= the value corresponding corresponding to the level of confidence confidence
required E
= Error value lue
Employee
Total work force
Number of samples
A
87
23
B
55
14
C
21
6
D
26
7
E
16
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SAMPLING METHOD
Stratified sampling is used is used for sampling. Under this sampling design the entire population is divided into strata. A stratum means groups or categories. Here the entire population is divided or sub divided in to group on the basis of homogeneity. homogeneity. Within each stratum through lottery method each samples are selected.
Pilot study 4
An initial study is conducted in the organization in order to understand the
situations in the organization and to check whether the problem taken for the study is really exist in the organization.
Hypothesis Hypothesis is considered as the most important instrument in research. A hypothesis is an assumption or some assumption to be proved or disapproved. Hypothesis can also be divided as (1) Null Hypothesis or (2) Alternative Hypothesis. Null Hypothesis: is a statement that no difference difference exists between a population parameter and a sample statistic Alternative Hypothesis: When the null hypothesis is rejected, then, we are accepting the alte alterna rnati tive ve hypot hypothes hesis. is. The The al alte terna rnati tive ve hy hypot pothes hesis is is the lo logic gical al opposi opposite te of the null null hypothesis. In this study Null hypothesis
:
employee satisfaction is independent on welfare measures.
Alternative hypothesis
:
employee satisfaction is dependent on
welfare measures.
Statistical tool used Chi-square test is used for the study. Chi-square test is one of the important tests developed to test hypothesis. It is a non parametric parametric test. It is frequently used for testing hypothesis concerning the difference between a set of observed frequencies of a sample and corresponding set of expected or theoretical frequencies. X2 = ∑ (O– E) 2 / E Where O = observed frequencies,
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E = expected frequencies, Degree of freedom (v) = n-k n = number of frequency classes
k = number of independent constraints. For a contingency table with ‘r’ number of rows and ‘c’ number of columns the degree of freedom is , V= (r-1) (c-1) The following steps are required to determine the value of the chi-square test. 1. Calcula Calculate te the expected expected frequen frequencie ciess 2. Take Take the differenc differencee between between observed observed and expect expected ed frequenci frequencies. es.
3. Obtain Obtain the square square of of the the differen difference. ce. 4. Divide (O- E) 2 with the expected frequency. 5. Obtain
∑ (O– E) 2 / E
The calculated value of x2 is compared with the table value of x2 for a given given degree of freedom at a certain specified level of significance. If the calculated value is more than table value, null hypothesis is rejected and accept the alternative hypothesis. If the calc calcula ulate ted d value value is less less than than ta table ble value value,, nu null ll hypot hypothes hesis is is ac acce cepte pted d and alt alter ernat nativ ivee hypothesis is rejected. The important applications of chi-square test are given below. •
To test the variance of a normal population.
•
To test the goodness of fit.
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To test the independence of attributes.
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1.5 LIMITATIONS •
Because of the busy schedule, workers were not able to fill up and return the questionnaire properly.
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Analysis Analys is of data collected collected from questionnaire is assumed to be accurate accurate as far as the
•
researcher is concerned, but cannot be guaranteed free from bias. Problemss in sample design and collection of data may also influence the result of the Problem report
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The employee’s responses are subjective in nature.
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The reliability of the study depends on the information provided by the respondents.
2.1INDUSTRY PROFILE
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Healthcare is an important sector so as to attain a healthy productive population. Now major initiatives are undertaking in the health sector by the government to increase public spending on health and to translate the objective of providing effective, affordable, and accessible healthcare facilities to the people. The healthcare sector in India has been growing growing at an enormous pace. During 2002, India's health care industry contributed 5 per cent to the GDP and employed approximately approximately 4 million million people. By 2012, this industry is projected to contribute 8.5 per cent of GDP. A hospital is an institution for health care providing treatment by specialized staff and equipment, and often but not always providing for longer-term patient stays. Today, hospitals are usually funded by the state, health organizations (for profit or non profit profit), ), health health insuranc insurances es or chariti charities, es, includin including g direct direct charita charitable ble donation donations. s. In history history,, however, they were often founded and funded by religious orders or charitable individuals and leaders. Similarly, modern-day hospitals are largely staffed by professional physicians, surgeo sur geons ns an and d nurses nurses,, where whereas as in histor history, y, th this is work work was usual usually ly done done by th thee foundi founding ng religious orders or by volunteers.
TYPES Some patients in a hospital come just for diagnosis and/or therapy and then leave ('outpatients'); while others are 'admitted' and stay overnight or for several weeks or months mon ths ('i ('inpat npatient ients'). s'). Hospita Hospitals ls are usually usually distingu distinguishe ished d from other other types types of medical medical facilities by their ability to admit and care for inpatients
General The best-known type of hospital is the general hospital, which is set up to deal with many kinds of disease and injury, and typically has an emergency ward to deal with immediate threats to health and the capacity to dispatch emergency medical services. A general hospital is typically the major health care facility in its region, with large numbers of beds for intensive care and long-term care; and specialized facilities for surgery, plastic surgery, childbirth, bioassay laboratories, and so forth. Larger cities may have many different hospitals of varying sizes and facilities.
Specialized 8
Types of specialized hospitals include trauma centers, rehabilitation hospitals, children's hospitals, seniors' (geriatric) hospitals, and hospitals for dealing with specific medical needs such as psychiatric problems, certain disease categories, and so forth. A hospital may be a single building or a campus. (Many hospitals with pre20th-century origins began as one building and evolved into campuses.) Some hospitals are affili aff iliated ated with with universi universitie tiess for medica medicall researc research h and the trainin training g of medical medical personne personnel. l. Worldwide, Worldw ide, most hospitals are run on a non-profit basis by governments governments or charities. charities. Within the United States, most hospitals are not-for-profit.
Teaching A teaching hospital (or university hospital) combines assistance to patients with teaching to medical students and is often linked to a medical school.
Clinics A medical facility smaller than a hospital is generally called a clinic, and is often run by a government agency for health services or a private partnership of physicians (in nations where private practice is allowed). Clinics generally provide only outpatient services.
INVESTMENTS The opportunities opportunities presented by the healthcare sector have made it a major draw for potential investors. The healthcare sector attracted US$ 379 million in 2006 - 6.3 per cent of the total private equity (PE) investment of US$ 5.93 billion. The PE deals that the sector attracted in 2006 were as large as inputs into the automotive sector.
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Medical care services provider Apollo Hospitals group will invest about US$ 235.69 million in the next 18 months to set up 15 hospitals in tier-II and tier-III cities in India.
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The Indian government plans to invest US$ 177.22 million across the golden quadrilateral quadrila teral (GQ) project, to develop nearly 140 trauma care centres on the 6,500 km long north-south and east-west corridors. 9
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Competitor Fortis Healthcare Ltd will add 28 hospitals to its 12-hospital chain by 2012.
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Georg Ge orgee Soro Soros' s'ss fund fund Quant Quantum um and Blue BlueRi Ridge dge bought bought 10 per ce cent nt in Forti Fortiss Healthcare.
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Manipal Health Systems raised over US$ 20 million equity from IDFC Private Equity Fund.
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Bangalore-based HealthCare Global Enterprises raised over US$ 10 million in equity from IDFC.
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Metropolis Health Services, a diagnostic chain, raised over US$ 8 million in equity from ICICI Venture.
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Investment firms Apax Partners, IFC and Trinity Capital have invested over US$ 200 million in hospital firms.
HEALTH CARE Health care facilities and personnel increased substantially substantially between the early 1950s and early 1980s, but because of fast population growth, the number of licensed medical practitioners per 10,000 individuals had fallen by the late 1980s to three per 10,000 from the 1981 level of four per 10,000. In 1991 there were approximately ten hospital beds per 10,000 individuals. Primary health centers are the cornerstone of the rural health care system. By 1991, India India had about about 22,400 22,400 primary primary health centers, centers, 11,200 11,200 hospita hospitals, ls, and 27,400 dispensaries. These facilities are part of a tiered health care system that funnels more difficult cases into urban hospitals while attempting to provide routine medical care to the vast major ma jorit ity y in th thee co count untry rysid side. e. Prim Primar ary y healt health h cente centers rs and sub ce cent nters ers re rely ly on tr train ained ed paramedics to meet most of their needs. The main problems affecting the success of primary health centers are the predominance of clinical and curative concerns over the intended emphasis on preventive work and the reluctance of staff to work in rural areas. In addition, the integration of health services with family planning programs often causes the local population to perceive the primary health centers as hostile to their traditional preference for large families. Therefore,
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primary health centers often play an adversarial role in local efforts to implement national health policies. According Accordin g to data provided in 1989 by the Ministry of Health and Family Welfare, the total number of civilian hospitals for all states and union territories combined combine d was 10,157. In 1991 there was a total of 811,000 hospital and health care facilities beds. The geographical distribution of hospitals varied according to local socioeconomic conditions. conditi ons. In India's most populous state, state, Uttar Pradesh, Pradesh, with a 1991 population of more than 139 million, there were 735 hospitals as of 1990. In Kerala, with a 1991 population of 29 million occupying an area only one-seventh the size of Uttar Pradesh, there were 2,053 hospitals. In light of the central government's goal of health care for all by 2000, the uneven distribution of hospitals needs to be reexamined. Private studies of India's total number of hospitalss in the early 1990s were more conservative than official Indian data, estimating that hospital in 1992 there were 7,300 hospitals. Of this total, nearly 4,000 were owned and managed by central, state, or local governments. Another 2,000, owned and managed by charitable trusts, received partial support from the government, and the remaining 1,300 hospitals, many of which were relatively small facilities, were owned and managed by the private sector. The use of state-ofthe-art medical equipment, often imported from Western countries, was primarily limited to urban centers in the early 1990s. A network of regional cancer diagnostic and treatment fa faci cilit litie iess was was being being es esta tabli blishe shed d in th thee ea earl rly y 1990s 1990s in major major hospi hospita tals ls that that were were part part of government medical colleges. By 1992 twenty-two such centers were in operation. Most of thee 1,300 th 1,300 privat privatee hospi hospita tals ls la lacke cked d sophis sophisti tica cate ted d medic medical al facil faciliti ities, es, al altho though ugh in 1992 1992 approximately approxim ately 12 percent possessed state-of-the-art state-of-the-art equipment for diagnosis and treatment of all major diseases, including cancer. The fast pace of development of the private medical sector and the burgeoning middle class in the 1990s have led to the emergence of the new concept in India of establishing hospitals and health care facilities on a for-profit basis. By the late 1980s, there were approximately approximately 128 medical colleges-roughly three times times more than in 1950. These medical colleges in 1987 accepted a combined annual class of 14,166 students. Data for 1987 show that there were 320,000 registered medical practitioners practitioners and 219,300 registered registered nurses. Various studies have shown that in both urban and rural areas people preferred to pay and seek the more sophisticated services provided by private physicians rather than use free treatment at public health centers. 11
HEALTH CARE IN INDIA Indigenouss or traditional Indigenou traditional medical practitioners continue to practice through thr oughout out the country country.. The two main main forms forms of traditi traditional onal medicine medicine practice practiced d are the ayurvedic (meaning science of life) system, which deals with causes, symptoms, diagnoses, and treatment based on all aspects of well-being (mental, physical, and spiritual), and the unani (so-called (so-called Galenic medicine) herbal medical practice. A vaidya is a practitioner of the ayurvedic tradition, and a hakim (Arabic for a Muslim physician) is a practitioner of the unani tradition. These professions are frequently hereditary. hereditary. A variety of institutions offer training trainin g in indigenous indigenous medical practice. Only in the late 1970s did official health policy refer to any form of integrat integration ion between between WesternWestern-ori oriente ented d medica medicall personne personnell and indigeno indigenous us medical med ical practit practitione ioners. rs. In the early early 1990s, 1990s, there there were were ninety-e ninety-eight ight ayurved ayurvedic ic colleges colleges and seventeen unani colleges operating in both the governmental and nongovernmental sectors.
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India has achieved impressive demographic transition owing to the decline of crude birth
rate, crude death rate, total fertility rate and infant mortality rate. •
The rural primary public health Infrastructure has recorded an impressive development during the last 50 years of independence. The network consists of 1,45,000 sub-centers, 23,109 23, 109 prima primary ry healt health h center centerss and 3222 3222 co comm mmuni unity ty healt health h ce cente nters, rs, cater catering ing to a population of 5000, 30,000 and 1,00,000 respectively (and 3000, 20,000 and 80,000 population in tribal and desert areas).
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The government is committed to rise public spending on health from the current 0.9 percent to 2-3 percent of GDP over the next five years with focus on primary healthcare. In line with this objective, the plan allocation for 2005-2006 was US$ 630.35 million. A further step is visualized in the allocation budgeted for 2006-2007 at US$ 721.38 million.
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There are about 200 recognized medical colleges spread throughout the country and approxim appr oximatel ately y 20,000 20,000 medical medical graduates graduates pass out each each year. year. In India, India, 136 medical medical schools admit more than 6,000 postgraduate trainees in their programs. Involvement of postgraduate physicians in health education is also proving to be quite beneficial.
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In the last five years, the number of patients visiting India for medical treatment has risen from 10,000 to about 120,000. With an annual growth rate of 30 percent, India is already inching closer to Singapore, an established medical care hub that attracts 150,000 medical tourists a year. Hospitals in India can conduct the latest medical procedures at very low 12
costs. An estimated 100,000 "Medical Tourists" visited visited India last year, representing representing a 20 per cent jump over the previous year. More and more
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people have started traveling to India for Medical Treatment and Medical Tourism is finally coming of age.
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Thee Depa Th Departm rtment ent (AYU (AYUSH SH)) was was es estab tabli lishe shed d as Depar Departm tment ent of In India dian n Syst System emss of Medicines and Homoeopathy (ISM & H) in Ministry of Health & Family Welfare in March 1995 and was renamed as Department of AYUSH in Novembers 2003. The term AYUSH covers Ayurveda, Yoga & Naturopathy, Unani, Siddha and Homeopathy. These systems were originated in India but have gained wide acceptance in other parts of the world.
MEDICAL TOURISM Medical Tourism in India is a budding concept whereby people from all over the world can visit the country for their medicinal and relaxation requirements. The reason for India being a favorable destination is because of its excellent health infrastructure and technology. technol ogy. Most common treatments treatments are heart surgery, organ transplants, eye surgery, knee transplant, cosmetic surgery and dental care. India is also catching up as a popular medical tourism destination for its low-cost but world-class medical treatment. For example, according to a news in Financial times (in Apri Ap ril) l) Madra Madrass Medic Medical al Missi Mission, on, a Chen Chennai nai-- based based hospit hospital al,, succe successf ssfull ully y conduc conducted ted a complex heart operation on an 87-year-old American patient at a reported cost of $8,000 (€7,000, £4,850) including the cost of his airfare and a month's stay in hospital. The patient claimed that a less complex operation in America had earlier cost him $40,000. The Indian healthcare market according to industry sources is reporting to be growing at over 30% annually. A recent McKinsey study on healthcare says medical tourism alone can contribute contrib ute Rs. 5,000 - Rs. 10,000 crore (Rs. 50-100 billion) additional revenue for up market tertiary hospitals by 2012, and will account for 3-5% of the total healthcare delivery market. The Ministry of Tourism has taken several initiatives, in partnership with the private sector, to promote India as a destination for medical tourism to foreign tourists and make it a global health destination. The Ministry is also considering setting up of a National Accreditation 13
Board for Hospitals.Measures for rationalizing the flow of tourist traffic have already been taken. Government has decided that there should be a fast track clearance for the medical patients at the airport.
RESEARCH AND DEVELOPMENT There are a number of autonomous institutions institutions under the Ministry of Health and Family Welfare, which conduct research in various specific areas. Main institutions involved are: •
Indian Council Of Medical Research (ICMR)
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Indian Medical Association (IMA)
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Central Drug Research Institute (CDRI)
The Path Ahead
The future stance for the sector outlined as •
The industry is expected to grow at 15% p.a. to $60 billion by 2010.
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Medical tourism is expected to become a $2 billion industry by 2010.
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Significant growth in healthcare BPO: Expected to become a $4.5 billion industry by 2008.
The tenth five-year plan focuses on the following: •
Fully operationalize the structural and functional health sector reforms.
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Improve efficiency efficiency of the existing health care system - in government, private and voluntary sectors.
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Improve quality of care at all levels.
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Develop Dev elop efficient efficient logisti logistics cs of supplie suppliess of drugs drugs and diagnost diagnostics ics and promote promote rational use of drugs.
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Explore alternative alternative systems of health care financing so that essential health care is available at affordable costs.
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2.2COMPANY PROFILE KORAMBAYIL Hospital &Diagnostic Centre (P) LTD, located at Manjeri, the commercial capital of Malappuram district, is a 225 bedded multi specialty hospital, which has an outstanding reputation for providing the highest quality patient care and innovative treatment at affordable cost. It has been serving the people of Malappuram district since and beyond its inception in 1972. In the early seventies Malappuram District has just been formed and was struggling to its feets. There wasn't any private hospital around, save a few clinics of private doctors attached to theirs residence. For expert care the general public had to go to Calicut or Thrissur. With the Gulf boom in the seventies the people of this region could afford private health care and looked for an institution at hand which could provide it. It was 15
this back drop and our founder Janab Korambayil Ahammed Haji's far sighted vision and social commitment that made the birth of this hospital possible. And In the early eighties his son Dr.Mohammed Ali took charge of the hospital. Under his dynamic leadership and futuristic planning, the hospital grew in leaps and bounds and has become today a leading center of medical care in Malappuram District. Korambayil Mohammed Haji Memorial Hospital, Manjery widely known as KORAMBAYIL HOSPITALS was founded in 1972 by Janab Korambayil Ahammed Haji. The hospital underwent rapid changes after its insception and in the year 1993 Korambayil Hospital and Diagnostic Centre (P)Ltd. was commissioned. Korambayil hospital is the oldest hospital in Private sector in Malappuram District. Now it is a 225 bedded Multi speciality Hospital which provides the best available medical care and services at an affordable price with a school of Nursing attached to it. Keeping the primary motto “Excellence through Advancements in mind, we have unleashed a technological wave, to bring in the latest and the best technology and infrastructure that is comparable with that of international standards in the field of Urology, Gynecology Gyneco logy and Blood bank. Today we have the best of minds and machines, inner strength and infra structure, services and standards. We are always striving for excellence in our sphere of activities, touching lives and leading the way. We have award winning faculties and efficient support staff who work as a team, share like a family and care for everyone.
School of nursing The school of Nursing run by the “K.M.H Memorial Trust” Manjeri and attached to Korambayil Hospital & Diagnostic Centre (P), Ltd , Manjeri was first started in the year 1985 with an intake capacity of ten girl students, Permissive sanction to star the school was accorded as per order No. J. 1853/84 dated 03/12/1984 of the Kerala Nurses and Midwives Council,Trivandrum. This was the first recognized Nursing School in Malappuram District during the year 1985. The present intake capacity of the school is 25 students every year. The school enjoys recognition of the Indian Nursing Council also.Vide 18/16/1457 INC dated 04/03/2005. The Nursing School which is housed in a multistoreyed elegant building in the closes proximity of the “ Korambayil Hospital & Diagnostic Centre (P) , Ltd., Manjeri is situated on
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the left side of the Manjeri Pandikkad Road approximately 2Kms away from the central bazaar. The period of training is three and half years starting from 1st October every year. On successful completion of the training course the students are awarded “ Diploma in Nursing and Midwifery “. Girl students who have passed +2 with a minimum of 45% marks in Science , Physics and Biology , who are between the age of 17 and 27 years are eligible for admission to the training course , if other condition are satisfied. Poor students are given admission to the training course without levying fees and they are provided reading materials free of cost. They are given free accommodation and food also. Scholarships are awarded to brilliant students.
Laboratory Facilities In the first instance the students are given sufficient coching to gain practical experience in the following laboratories of the school after which they are deputed to the hospital for further clinical experience. 1. Fundamental of Nursing Laboratory Laboratory 2. Community Nursing Laboratory 3. Nutrition Laboratory 4. Anatomy and Physiology Laboratory 5. Computer Laboratory
DEPARTMENTS :•
CARDIOLOGY
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NEUROLOGY
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NEPHROLOGY
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UROLOGY GENERAL MEDICINE 17
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GENERAL & LAPAROSCOPIC SURGERY
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ANAESTHESIOLOGY & CRITICAL CARE
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PAEDIATRICS
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E.N.T
•
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ONCOLOGY ORTHOPAEDICS
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PSYCHIATRY
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OPHTHALMOLOGY
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DERMATOLOGY & STD
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GYNAECOLOGY & OBSTETRICS
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INFERTILITY CLINIC
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RADIOLOGY
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PATHOLOGY & LABORATORY MEDICINE
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EMERGENCY SERVICES & TRAUMA CARE
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PULMONARY MEDICIN
FACILITIES:High-Tech Intensive Care Unit M R I Scanner Ventilator (Adults And Paed) Modern Monitoring Equipment With Multiple Parameters Central Monitoring Facilities Whole Body C T Scanner Color Doppler Echocardiogram Foetal Doppler Computerised Impedance Audiogram Treadmill Haemo Dialysis 18
Computerised Pulmonary Function Test System Allergy Testing And &Desensitization Nero Electro Physiology Lab Oral And Maxillo Facial Surgery Orthognathic And Reconstructive Surgery Photo Therapy Incubator C-Arm Arthroscopic Instrumentation (Ackermann,Germany) Karlzeiss Microscope Video Endoscopy(Urology,Ent) Uretheroscope Uretherocystoscope T U E P Set TURBT TURP URS Lithoclast Laproscopic Surgery(General, Urology & Gynacology Departments) Full Automated Bio-Chemistry Analyser Full Automated Chemiluminuscence Assay For Hormones Cell Counter For Cbc Elisa Reader Semi Automated Biochemistry Analyser Ion Selective Electrolyte Analyser Coagulometer Semen Quality Anlyser Swa Ii Blood Gas Analyser Urine Dry Chemistry Analyser Leica Microtome Leica Microscope(Dmls) Mobile Mortury Unit
EMPLOYEES
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Total strength of the employees conducted among them survey is 205.they are from various departments like office, lab, x-ray, pharmacy, CT scan, reception, purchase department .etc.
FACILITIES AND INCENTIVES AVAILABLE TO THE EMPLOYEES
Extra work payments payments:
Pays extra wages for over time.
Salary advance facility:
When employees meet unexpected money requirements, This facility will assist them
Leave facility:
Includes annual leave and casual leave facilities.
Provident fund :
both employee and employer have a fixed rate of contribution in the Provident Fund.
Canteen facility:
Tea is provided at morning and evening by free of cost, employees get 30% reduction on meals and other canteen foods.
Uniforms and health care equipments:
uniforms and other self protection
equipments like masks to make them safe from serious infections and diseases, are given to every one.
Bonuses and festival allowances:
during festivals employees get bonus rate of one
month salary twice in a year.
Maternity benefits:
women employees are get maternity benefits at the rate of three month salary.
Labour welfare scheme:
each employee will invest Rs 20 in every month, same amount
from the part of employer ,to the welfare fund to help the employees who in need.
Working days and holly days: includes annual leave and casual leave facilities.
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The company is not yet involved in some of the social security measures like ESI, and
pension schemes, because it is a hospital run by private sector, employees will get needed health care from the hospital itself.
0rganisational 0rganisation al chart Managing Director
General Manager
Administrative Officer
Office
Maintenanc e
House Keeping
Para Medical
Nursing
All Nurses
Attenders
Drivers
Cleaners
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Laundries
3.1 LITERATURE RIVIEW INTRODUCTION Industrial progress of a country depends upon its committed labor force. In this regards the importance of labor welfare was recognized as early as 1931, when the Royal Commission on Labor stated that the benefits which go under this nomenclature are of great importance to the worker who is unable to secure by himself. Thus the term welfare suggests many ideas, meanings and connotations, such as the state of well being, health, happiness, prosperity and the development of human being. The employee welfare activities may be regarded as the wise investment which should and usually does bring profitable return in the form of greater efficiency.
CONCEPT OF LABOR WELFARE The concept of labor welfare is flexible and elastic and differs widely with time, region, industry, social values and customs, degree of industrialization, and the political ideologies prevailing at a particular time. It also varied according to age group, sex, socio cultural back ground, marital, economic and educational level of workers. There for the concept can not be defined very precisely. Although effort have been made by the experts, each in his own way. Some of them are given below. “Any thing done for the intellectual, physical, moral, and economic betterment of the workers, whether by employer, by government or by other agencies, over and above what is laid down by law or what is normally expected of the contractual benefits for which workers may have bargained” According to the committee on labor welfare, welfare service means that: “Such services facilities and amenities as adequate canteen, rest room, recreational
facilities, sanitary and medical facilities, arrangements for travel to and from place of work, and for the accommodation of workers employed at distance from their homes; such other services, amenities and facilities, including social security measures, as contribute to the conditions under which workers are employed”
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According to the Encyclopedia of Social Science labor welfare means that: “The voluntary efforts of the employers to establish, within the existing industrial
system, working and some times, living and cultural conditions of the employees beyond what is required by law, the custom of the country and the conditions of the market.”
FEATURES OF LABOUR WELFARE The given definitions indicate that labour welfare has been used in a ‘wide’ as well as ‘narrow’ sense. in the broader sense; it includes not only the minimum standard of hygiene and safety laid down in general labour legislation, but also such aspects of working life as social insurance schemes, measures for the women and young workers, limitations of hours of work, paid leaves, etc. In the narrow sense, in addition to general physical working conditions is mainly concerned with the day to day problems of the workers, and the social relationship at the place of the work. On the basis of various definitions, the basic characteristics of labour welfare may be noted as: 1. It is the activity activity which is usually undertaken undertaken within within the premises premises or in the vicinity vicinity of the undertakings for the benefit of the employees and the members of their families 2. The welfare welfare activity activity generally generally includes includes those items of welfare which which are over over and above what is provided by statutory provisions or required by the custom of the industry or what the employees expect as a result of a contract of service from the employers. 3. The purpose purpose of providing providing welfare amenities amenities is the development development of the the whole personality personality of the worker-his social, psychological, economic, moral, cultural and intellectual development to make him a good worker, a good citizens and a good member of the family. 4. Employee Employee welfare welfare is a very broad term, covering social security and such such other other activities activities as medical aid, canteen, recreation, housing adult education, arrangement for the transport of labour to and from the work place.
23
TYPES OF EMPLOYEE WELFARE MEASURES The meaning of labour welfare may be made clearer by listing the activities and facilities which are referred to as welfare measures. Welfare measures are divided in to tow. They are: 1. Welfare Welfare measure measuress inside inside the work place. place. 2. Welfare Welfare measure measuress out side the work place. place. Each of them includes several activities; this study is highly concentrated on the welfare activities in side and out side the organisation. Some of them listing below.
Welfare measures inside the work place: Welfare measures inside the work place includes, a. Condi Conditi tions ons of of the the work work envir environm onment ent b b.. Conv Conven enie ienc nces es c. Work Worker erss heal health th ser servi vice cess d. Wome Women n and and chill chillss wel welfa fare re e. Work Worker erss re recr crea eati tion on f. Empl Employ oyme ment nt foll follow ow-u -up p g. Econ Econom omic ic se serv rvic ices es h. Labor Labor manag managem ement ent part partic icipa ipatio tion n i. Work Worker erss ed educ ucat atio ion n
Welfare measures outside the work place: Welfare measures outside the work place includes, a. Hous Housin ing g fa faci cili liti ties es b. Water, Water, sanitat sanitation, ion, waste waste disposal disposal.. c. Road Roads, s, li ligh ghti ting ng,, eetc tc.. d. Bank e. Transport f. Consu Consume merr and and credi creditt soci societi eties, es, et etc. c. 24
Welfare measures can be also categorized as follows:
1. Intra - mutual facilities
2. Extra- mutual facilities INTRA- MUTUAL FACILITIES: It consists of facilities provided within the organizations, and includes medical facilities, compensation for accidents, supply of drinking water, washing and bathroom facility, safety measures, activities of improving conditions of employment, etc.
EXTRA – MUTUAL FACILITIES: It covers the services and facilities provided out side of the organisation such as housing accommodation, indoor and out door recreational facilities, amusement and sports, educational facilities for adults and children, etc.
STATUTORY AND NON –STATUTORY WELFARE MEASURES: Welfare measures may also be classified as statutory and non statutory measures
Statutory provisions: These are mandated by the Factories Act, 1948; The Mines Act, 1958; The Plantation Act, 1951; and some other acts. Of all these, the Factories Act is more significant and hence is explained here. The Factories Act: The Act was first conceived in 1881 when legislation was enacted to protect children and to provide health and safety measures. Later, hours of the work were sought to be regulated and were, there for, incorporated in the Act in 1911. The act was amended and enlarged in 1934. A more comprehensive legislation to regulate working conditions replaced the Act in 1948. Non –statutory benefits: This is also called voluntary benefits, include loans for house building, education of children, leave travel concession, fair price shops, and other incentives.
25
DIMENSIONS OF EMPLOYEE SATISFACTION 1. Initial Initial prepar preparati ation on of the the employ employee ee for for the job. job. 2. Ongoi Ongoing ng trai trainin ning g opport opportuni unity ty.. 3. The The natu nature re of th thee work work per perfor forme med d 4. Role Role am ambi bigu guit ity y. 5. Stress 6. Work Workin ing g cond condit itio ions ns.. 7. Work load.
WORKING ENVIRONMENT Table: 4.1 OPTIONS
NO OF RE R ESPONDENTS
PERCENTAGE
STRONGLY AGREE
21
39%
26
AGREE
22
41%
NEUTRAL
5
9%
DISAGREE
6
11%
STRONGLY DISAGREE
0
0
54
100
TOTAL
Chart No: 4.1
Interpretation: The above table and adjoining pie-chart shows that out of the 54 respondents, 22(41%) respondents agree that they satisfied with tthe he working environment in the hospit hospital. al. Amon Among g them( them(39%) 39%)21 21 resp respond ondent ents s
strong strongly ly agre agree e
st state atemen ment.5 t.5(9% (9%)) respon respondent dents s rate rate that that is averag average e and
with with the the
6(11%) 6(11%) responde respondents nts
disagree that the working environment of the hospital is not good and non of them strongly disagree with the statement. statement.
FESTIVAL GRANTS: Table: 4.2 OPTIONS
NO OF RE RESPONDENTS
PERCENTAGE
STRONGLY AGREE
14
26%
AGREE
30
56%
NEUTRAL
6
11%
DISAGREE
4
7%
STRONGLY DISAGREE
0
0
54
100
TOTAL
Chart No: 4.2
Interpretation: In the above table and adjoining adjoining pie-chart shows that the ffestival estival grants , out of 54 respondents, 30 (56%) (56%) respondents agree that they satisfied with the festival festival 27
grants provided by the hospital ,among them 14(26%) strongly agree with the st state atemen ment. t.
6(11%) 6(11%) responde respondents nts rate that it is averag average. e. 4 (7 (7%) %) respon responden dents ts
disagree with the statement and none of them strongly disagree.
SAFETY MECHANISM Table: 4.3 OPTIONS
NO OF
STRONGLY AGREE
15
28%
AGREE
21
39%
NEUTRAL
11
20%
DISAGREE
7
13%
STRONGLY DISAGREE
0
0
54
100
TOTAL
RE RESPONDENTS
PERCENTAGE
Chart No: 4.3
Interpretation The above table and adjoining pie-chart shows that among out of 54 respondents 15 (28%) respondents strongly agree that the safety mechanism provided by the hospital is good,
21(39%) respondents agree with the statement and 11(20%)
respon res pondent dents s respon responded ded that that safety safety mechan mechanism ism provid provided ed by the hospit hospital al is moderate and 7(13%) respondents disagree and none of them strongly disagree with the safety mechanism provided by the hospital.
SALARY AND WAGES Table:4.4 OPTIONS
NO OF
RE RESPONDENTS
PERCENTAGE
STRONGLY AGREE
14
26%
AGREE
18
33%
NEUTRAL
11
20 %
DISAGREE
9
17%
28
STRONGLY DISAGREE TOTAL
2
4%
54
100
Chart No: 4.4
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 18(33%) 18( 33%) responde respondents nts agree agree that that they they a satisf satisfied ied with with the salary salary and wages wages provid pro vided ed by the the hospi hospital tal.. (26%) (26%) 14 resp respond ondent ents s
strong strongly ly agree agree with with the the
st stat atem ement ent and and 11(2 11(20% 0%)) respo respond nden entt resp respon onde ded d that that the the salar salary y and and wage wages s provided by the hospital is moderate, 9(17%) of them disagree and remaining 2(4%) strongly disagree with the statement. statement.
CAREER OPPORTUNITY: Table: 4.5 OPTIONS
NO OF
STRONGLY AGREE
20
37%
AGREE
21
39 %
NEUTRAL
7
13%
DISAGREE
4
7%
STRONGLY DISAGREE
2
4%
54
100
TOTAL
RE RESPONDENTS
PERCENTAGE
Chart No: 4.5
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 20(37%) 20(37 %) responden respondents ts
strongly strongly agree agree that that they they are are satisfie satisfied d with the
opport opp ortuni unity ty provided provided by the hospita hospital. l. 21(39%) 21(39%) responden respondents ts
career
agree agree with the
statement,7(13%)respondents are neutral and 4(7%) respondents disagree with the career opportunity opportunity provided provided by the hospital. hospital. And remaining remaining 2(4%) strongly strongly disagree . 29
EXTRA WAGES FOR OVER TIME Table: 4.6 OPTIONS
NO OF RE RESPONDENTS
STRONGLY AGREE
18
33 %
AGREE
27
50 %
NEUTRAL
1
DISAGREE
7
13 %
STRONGLY DISAGREE
1
2%
TOTAL
PERCENTAGE
2%
54
100
Chart No: 4.6
Interpretation The above table and adjoining pie-chart shows that opinion regarding the extra wages for over time out of 54 respondents 27 (50%) respondents agree that the extra
wages
for
over
time
provided
by
the
hospital
is
satisfactory,
18(33%)respondents strongly agree with the statement and 1(2%) respondents responded that extra wages for over time provided by the hospital is moderate and 7(13%) respondents disagree and 1(2%)respondents strongly disagree with the extra wages for over time provided by the hospital.
CANTEEEN FACILITIES Table :4.7 OPTIONS
NO OF
RE RESPONDENTS
PERCENTAGE
STRONGLY AGREE
17
31%
AGREE
32
59%
NEUTRAL
2
4%
DISAGREE
3
6 %
STRONGLY DISAGREE
0
0
30
TOTAL
54
100
Chart No: 4.7
Interpretation In the above table and adjoining pie-chart shows that the canteen facilities, out of 54 respondents, 32 (59%) respondents agree that they are satisfied with the canteen cant een facility, facility, 17 (31%) of them strongly strongly agreeing. agreeing. 2 (4%) respondents respondents rate that it is average. 3 (6%) respondent disagreeing and none of them strongly disagreeing with the statement.
REST ROOM Table :4.8 OPTIONS
NO OF
STRONGLY AGREE
14
26 %
AGREE
23
42%
NEUTRAL
9
17%
DISAGREE
7
13%
STRONGLY DISAGREE
1
2%
TOTAL
RE RESPONDENTS
54
PERCENTAGE
100
Chart No: 4.8
Interpretation In the above above table table and adjoin adjoining ing pie-ch pie-chart art shows shows that that the restro restroom om facilit facility y provided by the hospital, out of 54 respondents, 23(42%) respondents agree that the restroom facilities provided by the hospital is satisfactory, 14 (26%) strongly agree with the statement. statement. 9(17%) responde respondents nts rate that it is average. 7(13%) 7(13%) respondents disagree and 1(2%) strongly disagree with the statement.
31
WORKING HOURS Table :4.9 OPTIONS
NO OF
STRONGLY AGREE
18
33%
AGREE NEUTRAL
22 5
41% 9%
DISAGREE
9
17%
STRONGLY DISAGREE
0
0
TOTAL
RE RESPONDENTS
54
PERCENTAGE
100
Chart No: 4.9
Interpretation The The abov above e table table and and adjoi adjoinin ning g piepie-ch char artt show shows s that that opini opinion on regar regardi ding ng the the working hours that out of 54 respondents 22 (41%) respondents agree that the working wor king hours hours provid provided ed by the hospit hospital al is sat satisf isfact actory ory,, 18(33%) 18(33%) respon responden dents ts st stron rongly gly agree agree with with the statem statement ent and 5 (9%) (9%) respon respondent dents s respon responded ded that that working hours provided by the hospital is moderate and 9(17%) respondents disagree and non of the respondents strongly disagree with the working hours provided by the hospital.
LEAVE FACILITY Table: 4.10 OPTIONS
NO OF
STRONGLY AGREE
12
22%
AGREE
25
47%
NEUTRAL
12
22%
DISAGREE
5
9%
STRONGLY DISAGREE
0
TOTAL
RE RESPONDENTS
PERCENTAGE
0
54
100
Chart No: 4.10 32
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 12(22%) 12(22 %) respondents respondents
strongly strongly agree with the leave leave facilities facilities provided by the
hospital. (47%) 25 respondents agree with the statement, 12 (22%) rate it is moderate, 5(9%) responded disagree with the leave facilities provided by the hospital, and none of them are strongly disagree with the statement.
INTER PERSONAL RELATIONS OF EMPLOYEES Table: 4.11 OPTIONS
NO OF
STRONGLY AGREE
15
28%
AGREE
22
41%
NEUTRAL
10
18 %
DISAGREE
7
STRONGLY DISAGREE
0
TOTAL
RE RESPONDENTS
PERCENTAGE
13% 0
54
100
Chart No: 4.11
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 15(28%) 15(28 %) respondents respondents strongly strongly agree that the inter personal personal relationship with in the hospital is satisfact satisfactory. ory. (41%) 22 respo respondents ndents agree with the statement, statement, 10 (18%) rate it is moderate, 7(13%) responded disagree with the statement, and none of them strongly disagree with the statement.
DRINKING WATER FACILITY 33
Table: 4.12 OPTIONS
NO OF
STRONGLY AGREE
20
37%
AGREE
19
35%
NEUTRAL DISAGREE
6 9
11% 17%
STRONGLY DISAGREE
0
0
TOTAL
RE RESPONDENTS
54
PERCENTAGE
100
Chart No: 4.12
Interpretation In the above above table table and adjoin adjoining ing pie-ch pie-chart art shows shows the drinkin drinking g water water facilit facility y provided to the employees, out of 54 respondents, 19 (35%) respondents agree that the drinking water facility provided by the organisation is satisfactory, 20 (37%) strongly strongly agree agree with the statement. statement. 6 (11%) respondents respondents rate rate that it is average. 9 (17%) respondents disagree and none of them strongly disagree with the statement.
BATH ROOM FACILITY Table 4.13
OPTIONS STRONGLY AGREE
NO OF 18
AGREE
21
NEUTRAL
7
13%
DISAGREE
6
11%
STRONGLY DISAGREE
2
4%
54
100
TOTAL
RE RESPONDENTS
PERCENTAGE 33% 39 %
Chart No: 4.13
34
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 18(33%) respondents strongly agree with the bath room facilities provided by the hospital is satisfactory. (39%) 21respondents agree with the statement, 7 (13%) rate it is moderate, 6(11%) responded disagree with the leave facilities provided by the hospital, and2 (4%) strongly disagree with the statement.
NIGHT SHIFTING Table: 4.14 OPTIONS
NO OF
STRONGLY AGREE
12
22%
AGREE
20
37 %
NEUTRAL
17
32%
DISAGREE
4
7%
STRONGLY DISAGREE
1
TOTAL
RE RESPONDENTS
PERCENTAGE
2%
54
100
Chart No: 4.14
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 12(2 12 (22% 2%))
re resp spon onde dent nts s
st stro rong ngly ly agre agree e
wi with th th the e
nigh nightt
shif shifti ting ng patt patter ern n
is
satisfactory. (37%) 20respondents agree with the statement, 17 (32%) rate it is moderate, 4(7%) responded disagree with the leave facilities provided by the hospital, and1 (2%) strongly disagree with the statement.
PAID HOLIDAY / VACATION Table 4.15 OPTIONS
NO OF
RE RESPONDENTS
35
PERCENTAGE
STRONGLY AGREE
14
26%
AGREE
15
28 %
NEUTRAL
14
26%
DISAGREE
9
16 %
STRONGLY DISAGREE
2
4%
54
100
TOTAL a Chart No: 4.15
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 14(26%) 14(26 %) respondents respondents
strongly strongly agree that that the paid holidays holidays are satisfact satisfactory. ory.
(28%) 15respondents agree with the statement, 14 (26%) rate it is moderate, 9(16%) responded disagree with the paid holy days provided by the hospital, and2 (4%) strongly disagree with the statement.
SUPERIOR E NCOURAGEMENT Table: 4.16 OPTIONS
NO OF RE RESPONDENTS
PERCENTAGE
STRONGLY AGREE
20
45%
AGREE
24
37%
NEUTRAL
6
11%
DISAGREE
4
7%
STRONGLY DISAGREE
0
0
54
100
TOTAL
Chart No: 4.17
Interpretation
36
The above table and adjoining pie-chart shows that out of the 54 respondents, 20(45%) 20(45 %) respondents respondents strongly strongly agree that the the superior enc encourage ourages s them to do the work. (37%) 24 respondents agree with the statement, 6 (11%) rate it is moderate, 4(7%) responded disagree with the statement, and none of them are strongly disagree with the statement.
COMPLAINTS HANDLING Table: 4.17 OPTIONS
NO OF
STRONGLY AGREE
19
35%
AGREE
20
37%
NEUTRAL
10
19%
DISAGREE
5
9%
STRONGLY DISAGREE
0
0
TOTAL
RE RESPONDENTS
54
PERCENTAGE
100
Chart No: 4.17
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 19(3 19 (35%) 5%) respon responde dent nts s
st stro rong ngly ly agree agree that that the the supe superio riorr atte attend nding ing to their their
complaints immediately. (37%) 20 respondents agree with the statement, 10 (19%) rate it is moderate, 5(9%) responded disagree with the statement, and none of them are strongly disagree with the statement.
LAVATORIES AND URINALS Table: 4.18 OPTIONS
NO OF
STRONGLY AGREE
15
RE RESPONDENTS
PERCENTAGE 28%
37
AGREE
10
22%
NEUTRAL
15
28%
DISAGREE
12
18%
STRONGLY DISAGREE
2
TOTAL
4%
54
100
Chart No: 4.18
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 15(28%) respondents strongly agree that the lavatories and urinals provided by the organisation is satisfactory. (22%) 10 respondents agree with the statement, 15 (28%) rate it is moderate, 12(18%) responded disagree with the statement, and 2(4%) strongly disagree with the statement.
WASH ROOM Table: 4.19 OPTIONS
NO OF
STRONGLY AGREE
20
37%
AGREE
12
22%
NEUTRAL
13
24%
DISAGREE
9
STRONGLY DISAGREE
0
TOTAL
RE RESPONDENTS
PERCENTAGE
17 % 0
54
100
Chart No: 4.19
Interpretation 38
The above table and adjoining pie-chart shows that out of the 54 respondents, 20(37%) 20( 37%) respon respondent dents s
strong strongly ly agree that that the wash room provide provided d by the
organisation is satisfactory. (22%) 12 respondents agree with the statement, 13 (24%) rate it is moderate, 9(17%) responded disagree with the statement, and none of them strongly disagree with the statement.
SOCIAL SECURITY MEASURES Table: 4.20 OPTIONS
NO OF
STRONGLY AGREE
16
30%
AGREE
10
18%
NEUTRAL
9
DISAGREE
15
28%
STRONGLY DISAGREE
4
7%
TOTAL
RE RESPONDENTS
PERCENTAGE
17%
54
100
Chart No: 4.20
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 16(30%) respondents strongly agree that that the social social security measures measures provided by the the orga organis nisat ation ion is sati satisf sfac acto tory ry.. (18% (18%)) 10 re resp spon onde dent nts s agree agree with with the the statement, 9 (17%) rate it is moderate, 15(28%) responded disagree with the statement, and 4(7%) strongly disagree with the statement.
MEDICAL ALLOWENCES Table: 4.21 OPTIONS
NO OF
RE RESPONDENTS
STRONGLY AGREE
10
19%
AGREE
27
50%
NEUTRAL
10
18% 39
PERCENTAGE
DISAGREE
7
STRONGLY DISAGREE
0
TOTAL
13 % 0
54
100
Chart No: 4.21
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 10(19%) 10(19 %) respondents respondents strongly strongly agree that the medical medical allowances allowances provided provided by the organisation is satisfactory. (50%) 27 respondents agree with the statement, 10 (18%) rate it is moderate, 7(13%) responded disagree with the statement, and none of them strongly disagree with the statement.
MATERNITY BENEFITS Table: 4.22 OPTIONS
NO OF
STRONGLY AGREE
20
37%
AGREE
25
46%
NEUTRAL
3
6%
DISAGREE
4
7%
STRONGLY DISAGREE
2
4%
54
100
TOTAL
RE RESPONDENTS
PERCENTAGE
Chart No: 4.22
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 20(37%) respondents strongly agree that the maternity benefits benefits provided by the organisation is satisfactory. (46%) 25 respondents agree with the statement, 3 (6%) rate it is moderate, 4(7%) responded disagree with the statement, and 2(4%) strongly disagree with the statement. 40
PROVIDENT FUND Table 4.23 OPTIONS
NO OF
STRONGLY AGREE
25
46%
AGREE
10
19%
NEUTRAL
15
28 %
DISAGREE
4
7%
STRONGLY DISAGREE
0
TOTAL
RE RESPONDENTS
PERCENTAGE
0
54
100
Chart No: 4.23
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 25(46%) 25( 46%) respond respondent ents s
strong strongly ly agree that the provid provident ent fund existin existing g in the
organisation is satisfactory. (19%) 10 respondents agree with the statement, 15 (28%) rate it is moderate, 4(7%) responded disagree with the statement, and none of them strongly disagree with the statement.
RECRIATIONAL FACILITIES Table: 4.24 OPTIONS
NO OF RE RESPONDENTS
PERCENTAGE
STRONGLY AGREE
13
24%
AGREE
20
37%
NEUTRAL
6
11%
DISAGREE
13
24%
STRONGLY DISAGREE
2
4%
41
TOTAL
54
100
Chart No: 4.24
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 13(2 13 (24%) 4%) resp respon onde dent nts s
st stro rong ngly ly agree agree that that the the recrea recreati tion onal al fa faci cilit litie ies s are are
satisfacto satis factory. ry. (37%) 20 respondents respondents agree with the statement, statement, 6 (11%) rate it is moderate, 13(24%) responded disagree with the statement, and 2(4%) strongly disagree with the statement.
WELFARE FUND Table: 4.25 OPTIONS
NO OF
STRONGLY AGREE
16
AGREE
20
37%
NEUTRAL
10
18 %
DISAGREE
7
13%
STRONGLY DISAGREE
1
2%
TOTAL
RE RESPONDENTS
PERCENTAGE 30 %
54
100
Chart No: 4.25
Interpretation The above table and adjoining pie-chart shows that out of the 54 respondents, 16(30%) 16( 30%) responden respondents ts strong strongly ly agree agree that that the welfare welfare fund fund provid provided ed to the employees is satisfactory. (37%) 20 respondents agree with the statement, 10 (18%) rate it is moderate, 7(13%) responded disagree with the statement, and 1(2%) strongly disagree with the statement.
42
Chi- Square Test For testing, the employees satisfaction and welfare measures, chi square test is most suitable. Here chi square test is conducted in order to identify is there any relationship between the employees satisfaction and the welfare measures offered by the Bharath hospital. Chi square test – Test of independence Chi-square ( χ 2 ) is done by using the formula: ∑ (O– E) 2 / E Where, O = Observed frequency
E = Expected frequency
Hypothesis of the study
H0 = Empl Employ oyee eess sati satisf sfac acti tion on is inde indepe pend nden entt of welf welfar aree meas measur ures es of offe fere red d by th thee KORAMBAYIL Hospital.
H1 = Employees satisfaction is dependent of welfare measures offered by the KORAMBAYIL Hospital Table 4.26: Observed Frequency Respon
High
Middle
low
Total
25
10
0
35
11
0
13
3
3
0
6
30
24
0
ds High Middle low Total
2
43
54
Table 4.27: Expected Frequency
Respon
Hi g h
Middle
low
Total
High
19.44
15.55
0
34.99
Middle
7.22
5.77
0
12.99
low
3.33
2.66
0
5.99
29.99
23.98
0
(53.97)5
ds
Total
4
4.28: Chi square table
Ei
Oi-Ei
Oi
25
( Oi-Ei-.5) 2
( Oi-Ei) 2 /E
19.44
5.56
30.91
1.59
7.22
-5.22
27.24
3.77
3.33
-0.33
0.10
0.03
15.55
-5.55
30.80
1.98
5.77
-5.23
27.35
4.74
2.66
0.34
0.11
0.04
2 3
10 11 3
12.15 Total Since the expected values are less than 5 in some of the cells, the researcher has done Yates correction and converted 3 3table in to 2×2 table.
44
Table 4.29: Observed Frequency Respon
High
Middle
Total
25
10
35
5
14
19
30
24
54
ds High Middle Total
Table 4.30: Expected Frequency
Respon
Hi g h
Middle
Total
High
19.44
15.55
34.99
Middle
10.55
8.44
18.99
29.99
23.99
54
ds
Total
4.31: Chi square table
Oi
Ei
Oi-Ei
25
19.44
5
10.55
10 14
5.06
( Oi-
( Oi-
Ei-.5) 2
Ei) 2 /E
25.60
1.31
6.05
36.60
3.46
15.55
6.05
36.60
2.35
8.44
4.94
24.40
2.89
45
Total
10.01
Expected Frequency = (Row total * Column total) / Grand total Degree of freedom
= (r– 1) * (c – 1) = (3 – 1)*(3 – 1) = 4
Table value = 9.488
Level of significance = 5 % Calculated value of chi square = 10.01
Comparing Compa ring calculated calculated value (10.01) with the table values with degree of freedom as 4 at 5% level of significance, it is found that the calculated value is higher than table value, which means the calculated value falls in the critical region reg ion.. So the null null hypoth hypothesi esis s is reject rejected ed and the alterna alternativ tive e hypoth hypothesis esis is acce ac cept pted ed.. “Tha “Thatt
mean means, s, empl employ oyee ee sati satisf sfac acti tion on is depe depend nden entt on welf welfar are e
measures.
46
5.1 FINDINGS
.
Employees satisfaction is dependent of welfare measures
offered by the KORAMBAYIL Hospital •
T The he worki working ng enviro environm nmen entt is fo foun und d to be satis satisfi fied ed in Kora Koramb mbay ayil il
•
hospital (4.1) The festival grants given to the employees are satisfactory.(4.2)
•
The extra wage system for over time is satisfied. (4.6)
•
Empl Em ploy oyees ees are are sati satisf sfied ied in the the cant canteen een faci facilit lity y prov provid ided ed by the the hospital(4.7)
•
Employees are satisfied in the rate of leaves allowed to them.(4.10)
•
Employees are satisfied in the existing welfare fund of the hospital. (4.25)
•
The maternity benefits provided by the hospital is satisfied (4.22)
•
Employees are satisfied in the way of complaint handling. (4.17)
•
The The
inte interr
pers person onal al
re rela lati tion onsh ship ip
Korambayil Hospital is satisfied.
47
exis existi ting ng
amon among g
empl employ oyee ees s
of
5.2SUGGESTION
•
The rate of salaries and wages should be increased.
•
The number of lavatories and bathrooms should be increased.
•
The rate of paid holydays should be increased
•
Slight improvement should be made in the areas of social security measures.
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5.3CONCLUSION KORABAYIL hospital is well known and well functioned services sector in Manjerii region. The researcher conducts Manjer conducts a study “A Study on Welfare Measures and Employee Satisfaction with Reference to KORABAYIL Hospital” in Manjeri.The st stud udy y was was
ai aime med d at know knowin ing g sati satisf sfac acti tion on of empl employ oyee ees s wi with th rega regard rd to th the e
welfare measures provided. Person Per sonal al departm department ent of the hospit hospital al is always always updati updating ng HR inform informati ation on and received receiv ed feed back from the employee. employee.
From the observation, observation, it is found out
that employees employees are are not cent cent percent percent satisf satisfied ied with with
various various faciliti facilities es such such as
restroom, restr oom, and bath room facilities facilities.. Since the number number of patient is increas increasing ing in this organization, the management should adopt some extra welfare facilities to keep the employees cost efficient.
Through the study, it can be seen that the employee are satisfied with the welfar wel fare e measur measures es provid provided ed by the hospit hospital. al. To conclu conclude, de, welfar welfare e measur measures es provided by the hospital bring satisfaction to the employees.
49
BIBLOGRAPHY
REFERENCE:
Pune Pu neka karr (199 (1994) 4)::
La Labou bourW rWel elfa fare re Trade Trade and Unioni Unionism sm and
Industr Indu strial ial Rel Relati ation, on, Him Himala alaya ya publica publicatio tion n House, House, Mum Mumbai, bai, 8th edition
Kotha othari ri,, CR
:
Resea esearc rch h Meth Method odol olo ogy gy,, New ag age e Indi India a
publication, 2nd edition
Websites:
www.bharathhospital.com www.google.com 50
www.wikipidea.com
APPENDIX
A study study on the the “E “EMP MPLO LOYE YEE E SATI SATISFA SFACT CTIO ION N WITH REFERENCE TO WELFARE MEASURES” in KORAMBAYIL Hospital, Manjeri Dear Sir/Madam The Questionnaire comprise of questions relevant for understanding the satisfaction level of employees with reference to employee welfare measures of Korambayil Hospital, I assure you that the data you provided will be kept confidential and used only for my project work. PART A 1. Name 2. Sex: Sex: Male: Male:
fe fema male: le:
3. Age: 4. Depa Depart rtm ment: ent:
PART B 1. Rate your your expectatio expectation, n, where you you decide decide to work in in an organizatio organization? n?
Factors
Highly important
Important
Can’t say
unimport ant
Highly unimport ant
Working environment Salary
51
Festival grants Leave facility Safety mechanism Career opportunity Extra wages for over time Canteen rest room Working hours
2. The working working environment environment of the organization organization is good Strongly agree
agree
neutral
disagree
strongly disagree
strongly disagree
3. My superi superior or encour encourage ages s me to do the the work. work. 4. St Stro rong ngly ly agre agree e
agree
neutral
disagree
4. My complaints are attended by the superior immediately Strongly agree
agree
neutral
disagree
strongly disagree
5. I have good relationship with my colleagues and subordinates Strongly agree
agree
neutral
disagree
strongly disagree
6. The provision for drinking water facility provided by my organization is good Strongly agree
agree
neutral
disagree
strongly disagree
7. Ther There e is pr prop oper er pr prov ovis isio ion n for for ur urin inal als s ,l ,lav avat ator orie ies s and and bath bathro room om in my organization Strongly agree
agree
neutral
disagree
strongly disagree
8. I am happy happy with the the bonus which I get get during during the festiva festivall season season 52
Strongly agree
agree
neutral
disagree
strongly disagree
9. I am satisfie satisfied d in the salary salary provide provided d to me by the organizat organization ion Strongly agree
agree
neutral
disagree
strongly disagree
10.I am satisfied with the criteria used by the management for considering promotion of employees Strongly agree agree
neutral
disagree
strongly disagree
11.I am satisfied with the current rate of paid leaves granted to me Strongly agree
agree
neutral
disagree
strongly disagree
12.I am satisfied with the safety aspects provided in the hospital Strongly agree
agree
neutral
disagree
strongly disagree
13.I 13 .I am sati satisf sfie ied d wi with th the the me medi dica call al allo lowa wanc nces es organisation Strongly agree
agree
neutral
disagree
pr prov ovid ided ed by the the
strongly disagree
14. I am sat satisf isfied ied wi with th the mater materni nity ty ben benefi efits ts pro provid vided ed by the organisation Strongly agree
agree
neutral
disagree
strongly disagree
15. I am satisfied wi with th the welfare fund pr provided ovided to the empl employees oyees Strongly agree
agree
neutral
disagree
strongly disagree
16. I am satisfied with the following facilities provided by the organization
Facilities disagree
strongly
agree
neutral
strongly agree
disagree
a. Rest ro room
b. Wash ro room
53
c. Canteen
d. Readi eading ng room room
e.
Recr Recrea eati tion onal al faci facili litie ties s
17.
I am satisfied with the following adjustments
Strongly neutral
disagree
agree
strongly agree
disagree A.
Night shifting
B. extra wages for
over time
18. I am satisfied with the following social security measures of the organization
Strongly neutral
disagree
agree
strongly agree
disagree
A. ESI
C. gratuity
B. Provident fund
Thanking you
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