shamsu MBA 9747666274

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 and non statutory welfare measures under taken by employer , government

and trade unions ,etc… however scope of the study is to identify the satisfaction level of the

employees, and also to find whether any dissatisfaction arising among employees 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 the efficiency of welfare measures existing in the organisation.

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 the inter personal relationship between the management and the

employees in the organisation.

1.4RESEARCH METHODOLOGY

Research methodology is the description, explanation and justification of

various methods of conducting 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

character. They are collected directly and are reliable. The primary data was collected

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 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. It refers to the technique or the procedure the researcher would adopt in 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 =Z2×P×Q×N

(e2 )× (N−1 )+Z2×P×Q

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Where: - n = minimum sample size required

N =Sample frame

P% = the proportion of respondents belonging to the specific category

Q% = the proportion of respondents not belonging to the specific category

Z = the value corresponding to the level of confidence required

E = Error value

Employee Total work force Number of samples

A 87 23

B 55 14

C 21 6

D 26 7

E 16 4

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.

Within each stratum through lottery method each samples are selected.

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Pilot study

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 exists between a population parameter and

a sample statistic

Alternative Hypothesis: When the null hypothesis is rejected, then, we are accepting the

alternative hypothesis. The alternative hypothesis is the logical opposite of the 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 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

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Where O = observed frequencies,

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. Calculate the expected frequencies

2. Take the difference between observed and expected frequencies.

3. Obtain the square of the difference.

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

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

calculated value is less than table value, null hypothesis is accepted and alternative

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.

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.

Analysis of data collected from questionnaire is assumed to be accurate as far as the

researcher is concerned, but cannot be guaranteed free from bias.

Problems in sample design and collection of data may also influence the result of the

report

The employee’s responses are subjective in nature.

The reliability of the study depends on the information provided by the respondents.

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2.1INDUSTRY PROFILE

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 at an enormous pace. During 2002, India's health care industry contributed

5 per cent to the GDP and employed approximately 4 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), health insurances or charities, including direct charitable donations. In 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,

surgeons and nurses, whereas in history, this work was usually done by the founding 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 ('inpatients'). Hospitals are usually distinguished from other types of 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

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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

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 pre-

20th-century origins began as one building and evolved into campuses.) Some hospitals are

affiliated with universities for medical research and the training of medical personnel.

Worldwide, most hospitals are run on a non-profit basis by governments or 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 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.

The Indian government plans to invest US$ 177.22 million across the golden

quadrilateral (GQ) project, to develop nearly 140 trauma care centres on the 6,500

km long north-south and east-west corridors.

Competitor Fortis Healthcare Ltd will add 28 hospitals to its 12-hospital chain by

2012.

George Soros's fund Quantum and BlueRidge bought 10 per cent in Fortis

Healthcare.

Manipal Health Systems raised over US$ 20 million equity from IDFC Private

Equity Fund.

Bangalore-based HealthCare Global Enterprises raised over US$ 10 million in

equity from IDFC.

Metropolis Health Services, a diagnostic chain, raised over US$ 8 million in equity

from ICICI Venture.

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 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 had about 22,400 primary health centers, 11,200 hospitals, 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

majority in the countryside. Primary health centers and sub centers rely on trained paramedics

to meet most of their needs.

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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,

primary health centers often play an adversarial role in local efforts to implement national

health policies.

According 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 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. In India's most populous state, Uttar 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

hospitals in the early 1990s were more conservative than official Indian data, estimating that

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-of-

the-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

facilities was being established in the early 1990s in major hospitals that were part of

government medical colleges. By 1992 twenty-two such centers were in operation. Most of

the 1,300 private hospitals lacked sophisticated medical facilities, although in 1992

approximately 12 percent possessed 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.

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By the late 1980s, there were approximately 128 medical colleges--

roughly three 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 and 219,300 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.

HEALTH CARE IN INDIA

Indigenous or traditional medical practitioners continue to practice

throughout the country. The two main forms of traditional medicine practiced 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 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. A variety of institutions offer

training in indigenous medical practice. Only in the late 1970s did official health policy refer

to any form of integration between Western-oriented medical personnel and indigenous

medical practitioners. In the early 1990s, there were ninety-eight ayurvedic colleges and

seventeen unani colleges operating in both the governmental and nongovernmental sectors.

. 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 primary health centers and 3222 community health centers, catering 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).

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

approximately 20,000 medical graduates pass out each year. In India, 136 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.

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

costs. An estimated 100,000 "Medical Tourists" visited India last year, representing a 20

per cent jump over the previous year. More and more

people have started traveling to India for Medical Treatment and Medical Tourism is

finally coming of age.

The Department (AYUSH) was established as Department of Indian Systems 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. Most common 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

April) Madras Medical Mission, a Chennai- based hospital, successfully conducted 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.

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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 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

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 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)

Indian Medical Association (IMA)

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.

Medical tourism is expected to become a $2 billion industry by 2010.

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 of the existing health care system - in government, private and

voluntary sectors.

Improve quality of care at all levels.

Develop efficient logistics of supplies of drugs and diagnostics and promote

rational use of drugs.

Explore alternative systems of health care financing so that essential health care is

available at affordable costs.

2.2COMPANY PROFILE

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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

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 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

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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

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

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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

2. Community Nursing Laboratory

3. Nutrition Laboratory

4. Anatomy and Physiology Laboratory

5. Computer Laboratory

DEPARTMENTS :-

CARDIOLOGY

NEUROLOGY

NEPHROLOGY

UROLOGY

GENERAL MEDICINE

GENERAL & LAPAROSCOPIC SURGERY

ANAESTHESIOLOGY & CRITICAL CARE

PAEDIATRICS

E.N.T

ONCOLOGY

ORTHOPAEDICS

PSYCHIATRY

OPHTHALMOLOGY

DERMATOLOGY & STD

GYNAECOLOGY & OBSTETRICS

INFERTILITY CLINIC

RADIOLOGY

PATHOLOGY & LABORATORY MEDICINE

EMERGENCY SERVICES & TRAUMA CARE

PULMONARY MEDICIN

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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

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

T U R B T

T U R P

U R S

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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

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: 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.

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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.

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.

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0rganisational chart

3.1 LITERATURE RIVIEW

INTRODUCTION

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Managing Director

General Manager

Administrative Officer

Nursing SuperintendPara Medical

House Keeping

Maintenance Department

Office Staff

All Nurses

All Nurses

AttendersLaundriesDrivers Cleaners

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”

According to the Encyclopedia of Social Science labor welfare means that:

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“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 which is usually undertaken within the premises or in the vicinity of the

undertakings for the benefit of the employees and the members of their families

2. The welfare activity generally includes those items of welfare which are 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 of providing welfare amenities is the development of the whole 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 welfare is a very broad term, covering social security and such other activities

as medical aid, canteen, recreation, housing adult education, arrangement for the transport

of labour to and from the work place.

24

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 measures inside the work place.

2. Welfare measures out side the work 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. Conditions of the work environment

b. Conveniences

c. Workers health services

d. Women and chills welfare

e. Workers recreation

f. Employment follow-up

g. Economic services

h. Labor management participation

i. Workers education

Welfare measures outside the work place:

Welfare measures outside the work place includes,

a. Housing facilities

b. Water, sanitation, waste disposal.

c. Roads, lighting, etc.

d. Bank

e. Transport

f. Consumer and credit societies, etc.

25

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.

26

DIMENSIONS OF EMPLOYEE SATISFACTION

1. Initial preparation of the employee for the job.

2. Ongoing training opportunity.

3. The nature of the work performed

4. Role ambiguity.

5. Stress

6. Working conditions.

7. Work load.

27

WORKING ENVIRONMENT

Table: 4.1

OPTIONS NO OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 21 39%

AGREE 22 41%

NEUTRAL 5 9%

DISAGREE 6 11%

STRONGLY DISAGREE 0 0

TOTAL 54 100

Chart No: 4.1

39%

41%

9%11%

WORKING ENVIRONMENTSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation:

The above table and adjoining pie-chart shows that out of the 54 respondents, 22(41%) respondents

agree that they satisfied with the working environment in the hospital. Among them(39%)21

respondents strongly agree with the statement.5(9%) respondents rate that is average and 6(11%)

respondents disagree that the working environment of the hospital is not good and non of them

strongly disagree with the statement.

28

FESTIVAL GRANTS:

Table: 4.2



AGREE 30 56%

NEUTRAL 6 11%

DISAGREE 4 7%


TOTAL 54 100

Chart No: 4.2

26%

56%

11%7%

FESTIVAL GRANTSSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation:

In the above table and adjoining pie-chart shows that the festival grants , out of 54 respondents, 30

(56%) respondents agree that they satisfied with the festival grants provided by the hospital ,among

them 14(26%) strongly agree with the statement. 6(11%) respondents rate that it is average. 4 (7%)

respondents disagree with the statement and none of them strongly disagree.

29

SAFETY MECHANISM

Table: 4.3



AGREE 21 39%

NEUTRAL 11 20%

DISAGREE 7 13%


TOTAL 54 100

Chart No: 4.3

28%

39%

20%

13%

SAFETY MECHANISMSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

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%) respondents responded that safety mechanism

provided by the hospital is moderate and 7(13%) respondents disagree and none of them strongly

disagree with the safety mechanism provided by the hospital.

30

SALARY AND WAGES

Table:4.4



AGREE 18 33%

NEUTRAL 11 20 %

DISAGREE 9 17%

STRONGLY DISAGREE 2 4%

TOTAL 54 100

Chart No: 4.4

26%

33%

20%

17%4%

SALARY AND WAGESSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


agree that they a satisfied with the salary and wages provided by the hospital. (26%) 14 respondents

strongly agree with the statement and 11(20%) respondent responded that the salary and wages

provided by the hospital is moderate, 9(17%) of them disagree and remaining 2(4%) strongly

disagree with the statement.

31

CAREER OPPORTUNITY:

Table: 4.5



AGREE 21 39 %

NEUTRAL 7 13%

DISAGREE 4 7%

STRONGLY DISAGREE 2 4 %

TOTAL 54 100

Chart No: 4.5

37%

39%

13% 7% 4%

CAREER OPPORTUNITY:STRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that they are satisfied with the career opportunity provided by the hospital. 21(39%)

respondents agree with the statement,7(13%)respondents are neutral and 4(7%) respondents

disagree with the career opportunity provided by the hospital. And remaining 2(4%) strongly

disagree .

32

EXTRA WAGES FOR OVER TIME

Table: 4.6


STRONGLY AGREE 18 33 %

AGREE 27 50 %

NEUTRAL 1 2 %

DISAGREE 7 13 %


TOTAL 54 100

Chart No: 4.6

33%

50%

2%13% 2%

EXTRA WAGES FOR OVER TIMESTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

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.

33

CANTEEEN FACILITIES

Table :4.7



AGREE 32 59%

NEUTRAL 2 4 %

DISAGREE 3 6 %


TOTAL 54 100

Chart No: 4.7

31%

59%

4% 6%

CANTEEEN FACILITIESSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

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 facility, 17 (31%) of them

strongly agreeing. 2 (4%) respondents rate that it is average. 3 (6%) respondent disagreeing and

none of them strongly disagreeing with the statement.

34

REST ROOM

Table :4.8



AGREE 23 42%

NEUTRAL 9 17%

DISAGREE 7 13%


TOTAL 54 100

Chart No: 4.8

26%

43%

17%

13% 2%

REST ROOMSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation

In the above table and adjoining pie-chart shows that the restroom facility 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. 9(17%) respondents rate that it

is average. 7(13%) respondents disagree and 1(2%) strongly disagree with the statement.

35

WORKING HOURS

Table :4.9



AGREE 22 41%

NEUTRAL 5 9%

DISAGREE 9 17%


TOTAL 54 100

Chart No: 4.9

33%

41%

9%

17%

WORKING HOURSSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation

The above table and adjoining pie-chart shows that opinion regarding the working hours that out of

54 respondents 22 (41%) respondents agree that the working hours provided by the hospital is

satisfactory, 18(33%) respondents strongly agree with the statement and 5 (9%) respondents

responded 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.

36

LEAVE FACILITY

Table: 4.10



AGREE 25 47%

NEUTRAL 12 22%

DISAGREE 5 9 %


TOTAL 54 100

Chart No: 4.10

22%

46%

22%

9%

LEAVE FACILITYSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree with the leave 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.

37

INTER PERSONAL RELATIONS OF EMPLOYEES

Table: 4.11



AGREE 22 41%

NEUTRAL 10 18 %

DISAGREE 7 13%


TOTAL 54 100

Chart No: 4.11

28%

41%

19%

13%

INTER PERSONAL RELATIONS OF EMPLOYEESSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the inter personal relationship with in the hospital is satisfactory. (41%) 22

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.

38

DRINKING WATER FACILITY

Table: 4.12



AGREE 19 35%

NEUTRAL 6 11%

DISAGREE 9 17%


TOTAL 54 100

Chart No: 4.12

37%

35%

11%

17%

DRINKING WATER FACILITYSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation

In the above table and adjoining pie-chart shows the drinking water facility 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 agree with the statement. 6 (11%)

respondents rate that it is average. 9 (17%) respondents disagree and none of them strongly

disagree with the statement.

39

BATH ROOM FACILITY

Table 4.13



AGREE 21 39 %

NEUTRAL 7 13%

DISAGREE 6 11%

STRONGLY DISAGREE 2 4 %

TOTAL 54 100

Chart No: 4.13

33%

39%

13%

11% 4%

BATH ROOM FACILITYSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


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.

40

NIGHT SHIFTING

Table: 4.14



AGREE 20 37 %

NEUTRAL 17 32%

DISAGREE 4 7%


TOTAL 54 100

Chart No: 4.14

22%

37%

31% 7% 2%

NIGHT SHIFTINGSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree with the night shifting pattern 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.

41

PAID HOLIDAY / VACATION

Table 4.15



AGREE 15 28 %

NEUTRAL 14 26%

DISAGREE 9 16 %


TOTAL 54 100

a Chart No: 4.15

26%

28%

26%

17%

4%

PAID HOLIDAY / VACATIONSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the paid holidays are satisfactory. (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.

42

SUPERIOR E NCOURAGEMENT

Table: 4.16



AGREE 24 37%

NEUTRAL 6 11%

DISAGREE 4 7%


TOTAL 54 100

Chart No: 4.17

37%

44%

11%

7%

SUPERIOR E NCOURAGEMENTSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the superior encourages 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.

43

COMPLAINTS HANDLING

Table: 4.17



AGREE 20 37%

NEUTRAL 10 19%

DISAGREE 5 9%


TOTAL 54 100

Chart No: 4.17

35%

37%

19%

9%

COMPLAINTS HANDLINGSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the superior attending to 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.

44

LAVATORIES AND URINALS

Table: 4.18



AGREE 10 22%

NEUTRAL 15 28%

DISAGREE 12 18%


TOTAL 54 100

Chart No: 4.18

28%

19%

28%

22%4%

LAVATORIES AND URINALSSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the lavatories and urinals provided by the organisation is satisfactory. (22%) 10


with the statement, and 2(4%) strongly disagree with the statement.

45

WASH ROOM

Table: 4.19



AGREE 12 22%

NEUTRAL 13 24%

DISAGREE 9 17 %


TOTAL 54 100

Chart No: 4.19

37%

22%

24%

17%

WASH ROOM STRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the wash room provided by the organisation is satisfactory. (22%) 12



46

SOCIAL SECURITY MEASURES

Table: 4.20



AGREE 10 18%

NEUTRAL 9 17%

DISAGREE 15 28%


TOTAL 54 100

Chart No: 4.20

30%

19%

17%

28%

7%

SOCIAL SECURITY MEASURESSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the social security measures provided by the organisation is satisfactory. (18%)

10 respondents agree with the statement, 9 (17%) rate it is moderate, 15(28%) responded disagree

with the statement, and 4(7%) strongly disagree with the statement.

47

MEDICAL ALLOWENCES

Table: 4.21



AGREE 27 50%

NEUTRAL 10 18%

DISAGREE 7 13 %


TOTAL 54 100

Chart No: 4.21

19%

50%

19%

13%

MEDICAL ALLOWENCESSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the medical allowances provided by the organisation is satisfactory. (50%) 27



48

MATERNITY BENEFITS

Table: 4.22



AGREE 25 46%

NEUTRAL 3 6%

DISAGREE 4 7 %


TOTAL 54 100

Chart No: 4.22

37%

46%

6% 7% 4%

MATERNITY BENEFITSSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the maternity 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.

49

PROVIDENT FUND

Table 4.23



AGREE 10 19%

NEUTRAL 15 28 %

DISAGREE 4 7 %


TOTAL 54 100

Chart No: 4.23

46%

19%

28%

7%

PROVIDENT FUNDSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the provident fund existing 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.

50

RECRIATIONAL FACILITIES

Table: 4.24



AGREE 20 37%

NEUTRAL 6 11%

DISAGREE 13 24%


TOTAL 54 100

Chart No: 4.24

24%

37%

11%

24%4%

RECRIATIONAL FACILITIESSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the recreational facilities are satisfactory. (37%) 20 respondents agree with the

statement, 6 (11%) rate it is moderate, 13(24%) responded disagree with the statement, and 2(4%)

strongly disagree with the statement.

51

WELFARE FUND

Table: 4.25



AGREE 20 37%

NEUTRAL 10 18 %

DISAGREE 7 13%


TOTAL 54 100

Chart No: 4.25

30%

37%

19%

13% 2%

WELFARE FUNDSTRONGLY AGREE AGREE NEUTRALDISAGREE STRONGLY DISAGREE

Interpretation


strongly agree that the welfare fund provided 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.

52

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 ( χ2 ) is done by using the formula: ∑ (O– E) 2 / E

Where, O = Observed frequency

E = Expected frequency

Hypothesis of the study

H0 = Employees satisfaction is independent of welfare measures offered by the

KORAMBAYIL Hospital.

H1 = Employees satisfaction is dependent of welfare measures offered by the

KORAMBAYIL Hospital

Table 4.26: Observed Frequency

Responds High Middle low Total

High 25 10 0 35

Middle 2 11 0 13

low 3 3 0 6

Total 30 24 0 54

53

Table 4.27: Expected Frequency

Respond

s

High 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

Total 29.99 23.98 0 (53.97)54

4.28: Chi square table

Oi Ei Oi-Ei ( Oi-Ei-.5) 2 ( Oi-Ei) 2 /E

25 19.44 5.56 30.91 1.59

27.22 -5.22 27.24 3.77

33.33 -0.33 0.10 0.03

1015.55 -5.55 30.80 1.98

115.77 -5.23 27.35 4.74

32.66 0.34 0.11 0.04

Total 12.15

Since the expected values are less than 5 in some of the cells, the researcher has done Yates correction and converted 33table in to 2×2 table.

54

Table 4.29: Observed Frequency

Responds High Middle Total

High 25 10 35

Middle 5 14 19

Total 30 24 54

Table 4.30: Expected Frequency

Respond

s

High Middle Total

High 19.44 15.55 34.99

Middle 10.55 8.44 18.99

Total 29.99 23.99 54

4.31: Chi square table

Oi Ei Oi-Ei ( Oi-Ei-.5) 2 ( Oi-Ei) 2

/E

25 19.44 5.06 25.60 1.31

5 10.55 6.05 36.60 3.46

10 15.55 6.05 36.60 2.35

14 8.44 4.94 24.40 2.89

Total 10.01

55

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 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. So the null hypothesis is rejected and the alternative

hypothesis is accepted. “That means, employee satisfaction is dependent on welfare measures.

56

5.1 FINDINGS

. Employees satisfaction is dependent of welfare measures offered by the

KORAMBAYIL Hospital

The working environment is found to be satisfied in Korambayil 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)

Employees are satisfied in the canteen facility provided by 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 inter personal relationship existing among employees of Korambayil Hospital is

satisfied.

57

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.

58

5.3CONCLUSION

KORABAYIL hospital is well known and well functioned services sector in Manjeri region. The

researcher conducts a study “A Study on Welfare Measures and Employee Satisfaction with

Reference to KORABAYIL Hospital” in Manjeri.The study was aimed at knowing satisfaction of

employees with regard to the welfare measures provided.

Personal department of the hospital is always updating HR information and received feed back from

the employee. From the observation, it is found out that employees are not cent percent satisfied

with various facilities such as restroom, and bath room facilities. Since the number of patient is

increasing 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 welfare measures

provided by the hospital. To conclude, welfare measures provided by the hospital bring satisfaction

to the employees.

59

BIBLOGRAPHY

REFERENCE:

Punekar (1994): LabourWelfare Trade and Unionism and Industrial Relation,

Himalaya publication House, Mumbai, 8th edition

Kothari, CR : Research Methodology, New age India publication, 2nd edition

Websites:

www.bharathhospital.com

www.google.com

www.wikipidea.com

60

APPENDIX

A study on the “EMPLOYEE SATISFACTION WITH REFERENCE TO WELFARE MEASURES” in KORAMBAYIL Hospital, Manjeri

Dear Sir/MadamThe 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: Male: female:

3. Age:

4. Department:

PART B

1. Rate your expectation, where you decide to work in an organization?

Factors Highly important

Important Can’t say unimportant Highly unimportant

Working environment

Salary

Festival grants

Leave facility

Safety mechanism

Career opportunity

Extra wages for over time Canteen

rest room

Working hours

61

2. The working environment of the organization is goodStrongly agree agree neutral disagree strongly disagree

3. My superior encourages me to do the work.4. Strongly agree agree neutral disagree strongly 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


7. There is proper provision for urinals ,lavatories and bathroom in my organization Strongly agree agree neutral disagree strongly disagree

8. I am happy with the bonus which I get during the festival seasonStrongly agree agree neutral disagree strongly disagree

9. I am satisfied in the salary provided to me by the organizationStrongly agree agree neutral disagree strongly disagree

10. I am satisfied with the criteria used by the management for considering promotion of employeesStrongly 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 am satisfied with the medical allowances provided by the organisationStrongly agree agree neutral disagree strongly disagree

14. I am satisfied with the maternity benefits provided by the organisation

62


15. I am satisfied with the welfare fund provided to the employees


16. I am satisfied with the following facilities provided by the organization

Facilities strongly agree neutral disagree strongly agree disagree

a. Rest room

b. Wash room

c. Canteen

d. Reading room

e. Recreational facilities

17. I am satisfied with the following adjustments

Strongly agree neutral disagree 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 agree neutral disagree strongly agree disagree

A. ESI

B. Provident fund

C. gratuity

63

Thanking you

64

shamsu MBA 9747666274

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