Professional Documents
Culture Documents
By
K.NITHYA
Reg. No. 71103631027
of
KONGU ENGINEERING COLLEGE,
Perundurai, Erode – 638 052.
A PROJECT REPORT
Submitted to the
JUNE- 2005
BONAFIDE CERTIFICATE
Certified further, that to the best of my knowledge the work reported herein does
not form part of any other project report or dissertation on the basis of which a
candidate.
SUPERVISOR DIRECTOR
The factories Act, 1948 lays stress on improved working conditions for
the workers employed in recognized industries. This Act implies providing
better working conditions, such as proper lighting, heat control, cleanliness,
low noise level, toilet and drinking facilities, etc.,
In order to study the objective, the data have been collected through
Primary survey by administrating a detailed questionnaire to section of the
employees selected at random. The sample size is 300 and is collected
randomly. The simple percentage analysis is used to know the satisfaction
level of the employees regarding welfare measures. It is observed that overall
the workers are satisfied with the facilities.
Suggestions were made based on the findings. The existing facilities such
as First aid, Night duty allowances, Restroom, Funeral expenses can be
improved for further satisfaction of workers.
ACKNOWLEDGEMENT
Manager (HRD & ADMIN), SSP for having given me an opportunity to do the
Studies for giving this opportunity to know the real experience from this project.
PGDFPM, PGDM Guide. Faculty of management studies for his valuable advice
and guidance to carryout the project work successfully this unstained attention
T
I
T
L
E
P
A
G
E
.
N
O
Abstract iii
LIST OF TABLES vii
LIST OF FIGURES viii
CHAPTER 1 INTRODUCTION
1.1 The Steel Industry in India 1
1.2 Steel Authority of India limited 3
1.3 Salem Steel Plant 6
1.4 Scope of Welfare Measures 10
1.5 Duties of Welfare Officer 20
CHAPTER 2 OBJECTIVES OF THE STUDY
2.1 Objectives 22
2.2 Scope of the study 23
2.3 Limitation of the study 24
CHAPTER 3 RESEARCH METHODOLOGY
3.1 Introduction 25
3.2 Research Design 25
3.3 Type of research 26
3.4 Sources of information 26
3.5 Sampling Design 26
CHAPTER 4 ANALYSIS OF DATA AND INTERPRETATION
4.1. Secondary data analysis 27
4.2. Primary data analysis 34
CHAPTER 5 FINDINGS, SUGGESTIONS
5.1 Findings 47
5.2 Suggestions 48
CHAPTER 6 CONCLUSION
6.1 Conclusion 49
APPENDICES 50
LIST OF TABLES
TABLE PAGE
N NAME OF THE TABLE N
O O
4.2.1 Age wise classification of employees 34
4.2.2 Designation wise classification of employees 34
4.2.3 Satisfaction with regard to SSP Hospital 35
4.2.4 Satisfaction with regard to Number of doctors in the 36
hospital
4.2.5 Satisfaction with regard to Referral system 36
4.2.6 Satisfaction with regard to Service Dress 37
4.2.7 Satisfaction with regard to quality of service dress 37
4.2.8 Satisfaction with regard to usefulness in performing duty 38
4.2.9 Satisfaction with regard to with regard to MONET 39
4.2.10 Satisfaction with regard to entertainment by MONET 39
4.2.11 Satisfaction with regard to canteen 40
4.2.12 Satisfaction with regard to food in Canteen 41
4.2.13 Whether the weightage is given to the suggestion by 41
employees
4.2.14 Satisfaction with regard to higher education 42
4.2.15 Satisfaction with regard to Township school 42
4.2.16 Satisfaction with regard to Number of teachers in School 43
4.2.17 Satisfaction with regard to Rest room 43
4.2.18 Satisfaction with regard to toilet facility 44
4.2.19 Satisfaction with regard to motivational scheme 44
4.2.20 Satisfaction with regard to Co-operative stores 45
4.2.21 Satisfaction with regard to Recreational measures 45
4.2.22 Satisfaction with regard to Sports and cultural activity 46
4.2.23 Satisfaction with regard to Non-statutory welfare measures 46
LIST OF FIGURES
FIGURE PAGE
NO NAME OF THE FIGURE NO
1.2.1 Organizational Structure 5
4.2.1 Satisfaction with regard to SSP hospital 35
4.2.2 Satisfaction with regard to Service Dress 38
4.2.3 Satisfaction with regard to MONET 39
4.2.4 Satisfaction with regard to Canteen 40
4.2.5 Satisfaction with regard to Education 42
CHAPTER 1
INTRODUCTION
1.1.1 Steel
There are mainly two types of steel producers, primary and secondary
producers. These two strategic groups together uses a mix of technologies, with
much lesser degree of backward integration and hold around 705 of the mild
steel capacity in the Indian steel industry. The third groups of tertiary producers
were the mini-steel plants, using electric, arc of induction furnaces and are very
small in size.
Exports in the first 5 years were mainly due to recession in the domestic
iron and steel market. Once domestic demand revived, exports declined. India
once again started exporting steel only in 1975 touching a figure of 1 million
tones of pig iron and 1.4 million tones of steel in 1976-77. Thereafter, exports
again declined to pick up only in 1991-92. When the main producers exported
3.87 lakh tones which rose to 2.79 million tones in 1995-96 and 3.3 million tones
in 2001-02.
India’s major market for steel and steel items include USA, Canada,
Indonesia, Italy, west Asia, Nepal, Taiwan, Japan, SriLanka and Belgium. The
steel industry has to gear up to meet domestic as Well as global competition
terms of product range, quality, and price.
1.2. STEEL AUTHORITY OF INDIA LIMITED
Steel Authority of India Ltd, (SAIL), India’s largest corporate entity, with its
five integrated steel plants, three special steel plants and Ferro-alloy plant forms
the backbone of Indian Steel Industry. From ordinary safety pin to sophisticated
industrial applications. Steel Authority of India Ltd. (SAIL) is India’s largest and
one of the world’s leading steel procedures with a turn over of 22,000 cr.
SAIL has four integrated steel plants namely Bhilai Steel plant (BSP) in
Chhatisgarh, Durgapur Steel Plant (DSP) in West Bengal, Rourkela Steel Plant
(RSP) in Orissa and Bokaro Steel Plant (BSL) in Jharkhand.
SAIL has three special steel plants namely Alloy Steel Plant (ASP) in West
Bengal, Salem Steel Plant (SSP) in Tamil Nadu and Visvesvaraya Iron and Steel
Plant (VISP) in Karnataka.
Figure 1.2.1 ORGANISATIONAL STRUCTURE
Deputy General
Manager (MM) Deputy General
Manager
Chief of Operation
Communication
Asst.General
Manager
(Technical & Admin)
Chief of
Finance Manager
Asst.General Manager
Computer & Information
Executive Additional Chief
Director Vigilance Officer
Senior Manager
Safety
Asst.General
Manager
Law & Internal
Chief Personal
Chief of Personal
Manager
and Administration
Chief
(Medical & Health)
Senior Manager
(Town Administration)
Manager
(Administration)
1.3. SALEM STEEL PLANT
Salem Steel Plant (SSP) is the youngest member of SAIL; the public sector
giant becomes the visitor to the latest technology and sophistication. To meet
the growing demand in 1970 the Prime Minister of India announced in the Loc
Sabha the decision of the government to setup a steel plant at Salem in Tamil
nadu. Based on the feasibility report the government made an investment
decision in 1972, to establish an integrated special steel plant for the
manufacture of stainless steel, electrical steel and special sheets and strips.
On Sep 13, 1977, the detailed project Report was approved by the
government and sanction was accorded for implementation of first stage to be
completed in Sep 1981. Work progressed on schedule and the Hot Rolling Mill
was commissioned on March 13, 1992. SSP produced all thickness and finishes
of its product mix during the first year of operation itself stabilizing operation, the
plant is steadily building up its capacity and achieved a break even point at the
end of the third year of its operations 1984-1985.
Organization Goals
Mission
Vision
1. Customer Satisfaction
3. Consistent profitability
4. Commitment to Excellence
Salem Steel Plant thus added another features to its cap; it has won the
SAIL Parayavaran Award for the year 1999. It has also won the Jawaharlal
Memorial National Award for pollution and energy conservation methods from
the International Greenland Society. The plant is also the first in the SAIL units to
achieve Zero discharge of effluence and sewage.
1.4. SCOPE OF WELFARE MEASURES
The importance in the conditions of their life and work will lead to high
production and peace, which will ultimately lead to the national progress.
Employee welfare increases the productive efficiency of the workers and induce
them a new sprit of self-relation and consciousness. To save the workers from
the evils, to increase productivity efficiency of the workers and to make the
country more prosperous, labour welfare measures are essential for industry.
1.4.2. Definition
The term “employee” and “labour” is used interchangeably in the study unit.
In this study employee welfare refers to labour welfare. Efficiency of the
workforce is directly and indirectly linked with the conditions and environment
under which they are required to work. Even the most sincere employee cannot
contribute his productivity is bound to increase when he is comfortable at the
workplace and he is conscious of the welfare amenities.
Voluntary
Voluntary facilities are the facilities, which are provided by the explorer
voluntarily for the benefit of the employees. Even though more provisions are
becoming statutorily obligatory, new avenues for voluntary welfare work are
always opening up as a result of new situations arising out of more accelerated
pack of industry. So there is a vast scope for employers to play their role in
providing voluntary facilities.
Mutual
Mutual welfare facilities are the joint enterprise of the workers to improve
their lot. This is a place where trade unions can play the active role and
undertake many provisions for the betterment of the workers. But they are not
much developed to provide these facilities to the workers.
The state government may make rules requiring the provision of suitable
places for keeping clothing of workers not worn during working hours and for the
drying or wet clothing in respect of any factory or class of factories.
At least one first-aid box with prescribed contents for every 150 workers.
There shall in every factory be provided and maintained so as to be readily
accessible during all working hours, first-aid boxes or cupboards with the
prescribed contents. There shall be at least one such box for every 150 workers
ordinarily employed at any one time in the factory.
The room shall be in the charge of such medical and nursing staff as may
be prescribed and those facilities shall always be made readily available during
the working hours of the factory.
5. Canteens (Sec.46)
Canteen in factory employing more than 250 workers the state government
may make rules. The state government may make rules requiring that in any
specified factory wherein more than 250 workers are ordinarily employed, a
canteen shall be provided and maintained by the occupier for the use of the
workers.
7. Crèches (Sec.48)
8. Welfare officers
The family pension seeks to provide some monetary relief to the family
members of employees, who die in service, that is, before superannuating. In the
event of an employee’s death his family gets pension on a graded scale
depending on the employee’s last salary grade.
This Act applies in the first instance to the personnel factories using power
and employing 20 or more persons. The objective of this act is to provide certain
benefits to employees. In case of sickness, maternity and employment injury and
to evolve a scheme for socio-economic welfare of the workers. The act covers all
factories and industries, which run on permanent basis, and it does not include
any seasonal factory.
The employer is liable to pay under this act, the compensation incase of
personnel injury by accident arising out of and in the course of employment. No
compensation is however payable if the incapacity of the worker, not resulting in
death.
The amount of compensation payable depends on the nature of injury and
the average monthly wages of the worker concerned for this purpose, injury has
been divided into three categories.
The government has also passed the government of gratuity act 1972
under which employees in factories. Since, oil fields, plantations, ports, railways,
companies, shops or other establishments are entitled to gratuity under
completing 5 years of service, at the rate of ½ month’s wages for each completed
years of services subject to a maximum of 20 months wages. This scheme
applies to workers drawing a monthly salary of Rs. 1000 or less.
Maternity benefit act 1961 has been passed to regulate the employment of
women in certain establishment for certain periods before and after childbirth to
provide different kinds of benefit to female wage earners.
d) To watch industrial relation with a view to use his influence in the event
of dispute between the factory management and workers to help and to bring
about a settlement by persuasive effect.
CHAPTER 2
2.1. Objectives
All these three aspects are interrelated and work together in a three
dimensional approach. The relative concept of welfare implies that welfare is
relative, in time and place. It is a dynamic and flexible concept and hence its
meaning and content differ form time-to-time, industry-to-industry and country-to-
country depending upon the value system level of education, social customs and
degree of industrialization and general standards of a socio-economic
department of people.
2.3. Limitation of the study
This primary data is collected from these employees during their little
leisure hours and co-operation in responding to the schedule was not
encouraging. So, 100% accuracy cannot be expected in this study.
This study deals with labour welfare measures and management relations
provided by SSP, to its employees.
RESEARCH METHODOLOGY
3.1. Introduction
Research design acts as the blueprint for the research by using this
framework the researcher moves step by step in to the research process. It
constitutes the basic forms for the collection, measurement and analysis of data.
Research design stands fro the advanced planning of the methods to be
adopted for collection of relevant data. Moreover it explains about the techniques
to be used in the analysis, keeping in view the objective of the research and
availability of staff, time and money. This research design was selected based
on the objective on the study and keeping in mind the time and availability of
recourses for the research.
The type of research design used in this project was the descriptive
research. Because, it helps to describe the characteristics of a particular group
of people, working within a company. The characteristics of a work group may
differ in many ways in different companies. Each group may have separate
reasons for exhibiting such characteristics within the company. The descriptive
study was carried out to seek these reasons. Careful design of descriptive
studies was necessary to ensure the complete interpretation of the situation and
to ensure minimum bias in the collection of data.
It is necessary for every research to have both primary data and secondary
data, without which the research would be inefficient. In this research the
primary data was collected by means of a structured questionnaire. The
questionnaire consisted of twenty-five questions inquiring various factors related
to their Welfare measures in SSP. The secondary data was collected through
company profile, journals, websites and other databases of the company. All
these data were helpful in carrying out the analysis.
CHAPTER 4
1. Canteen
2. Medical
3. Educational
4. Service Dress
5. MONET
6. Township
7. Recreation Facility
8. Motivational Scheme
a. Incentive scheme for Non_executives employees
b. Incentive scheme for executives employees
c. Incentive scheme for Market executive employees
d. Nehru award
e. Jawahar award
f. Good work Reward
g. Suggestion scheme
h. Incentive for higher studies
1.Canteen
2. Medical
3. Educational Facilities
All male and female employees of SSP are provided which dress once in
every year. This service dress includes shirts, trouser, socks, belt, shoes for
male employees and saris, blouse and chapels for female employees. SSP also
provide winter Dress to employees posted in its offices in the north India.
5. MONET
6. Township
The facility provided for the recreation and the resources available for this
purpose the importance accorded to it by the employer. These facilities are
sometimes provided at the workplace or community basis. It is also
recommended that small units could be lent a helping land by a state in
organizing recreation facility for its workers in industrial housing colonies.
Employers may also sponsor athletic teams or arrange picnics and group
dinners for members of their families. Needless to say such events are meant to
bring together employers and their families at one place so that they develop
close affinity with one another and a sense of belonging to the enterprise.
8. Motivational scheme
All executive employees are included in this scheme. All executive are paid
money in terms of monthly bases on the bases of production and financial
position of the company.
c. Incentive scheme for marketing executives
All the market executives are benefited by this scheme. The marketing
employees posted at Salem as well as outstations are eligible for this reward
scheme. This scheme is based on the total volume of sales per month.
d. Nehru award
e. Jawahar award
Under this award two executives are selected for this award based on their
performance. One from works area another from non-works area. The award
consists of Rs. 5000 and a citation and is conferred on the respective employees
on the National Metallurgies day every year.
All non-executives up to manager level are covered under this scheme. The
purpose of this scheme is to recognize especially good work by the employees.
The main purpose of this scheme is to motivating the employees to maintain
high standard of work among the employees. Good work means specific piece of
work perform by individual (or) group it will resulted in honest quality of output,
good house keeping, etc., based on the recommendation from HOD each
employee (or) group of employees are award ranging from Rs. 200 to Rs. 500 to
each employee.
Under this scheme the employees are encouraged to give their suggestions
in that will result in the meant have improve the working conditions or financial
position of the company. Suggestions are given in the prescribed format. Cash
award is given according to the meant of the suggestion, made by the employee.
Suggestions are arranged and on the spot prizes are given to the employees
concerned.
This scheme also includes the motivational scheme. This scheme facilitates
the employees to enrich their knowledge by acquiring for higher qualification.
Under this scheme the employees who acquire PG, BE, MBA, ICWA, etc.,
obtained degree from educational institutions is given one time cash award of
Rs.10000 to each employee.
4.2. Primary data analysis
This table indicates that 16% of the respondents were between the age
group of 25-30. 44% of the respondents were between the age group of
31-40. 32% of the respondents were between the age group of41-50. 8 %
of the respondents were between the age group of above 50.
The above Table indicates that 21% of the employees are highly satisfied
with the facilities provided in SSP hospital. 20% of the employees are
satisfied with the facilities provided in SSP hospital. 25% of the employees
are Neutrally satisfied with the facilities provided in SSP hospital. 34% of
the employees are dissatisfied with the facilities provided in SSP hospital.
FIGURE 4.2.1 SATISFACTION WITH REGARD TO SSP HOSPITAL
350
300 Highly Satisfied
250 Satisfied
200
Neutral
150
100 Dissatisfied
50 Total
0
Table 4.2.4Respondents
SATISFACTION WITH REGARD TO NUMBER OF DOCTORS
Percentage
IN THE HOSPITAL
350
300 Highly Satisfied
250 Performance Respondents Percentage
Satisfied
200
Highly Helpful 82 27.33
Neutral
150
100 Helpful 182 60.67
Dissatisfied
50 No effect 36 12.00
Total
0 Total 300 100
Respondents Percentage
400
300 Yes
200 No
100 Total
0
Respondents Percentage
This table indicates that 57% of the employees are satisfied with the
functioning of MONET. 43% of the employees are not satisfied with the
functioning of MONET.
(In Percentage)
Highly Satisfactory Satisfactory Neutral Dissatisfactory
a) Quality of food 22.67 58.33 19.00 0
b)Hygiene 19.67 65.00 12.00 3.33
c)Service 17.33 71.67 8.67 2.33
This Table indicates that 23% of the employees are highly satisfied with quality
Satisfaction Respondents Percentage of food in
Highly Satisfied 46 15.33 canteen.
Satisfied 217 72.33
20% of the
Neutral 31 10.33
Dissatisfied 6 2.00 employees
Total 300 100 are highly
satisfied with Hygiene of food in canteen. 17% of the employees are highly
satisfied with Canteen service.
80 Highly
60 Satisfactory
Satisfactory
40
20 Neutral
0
a) Quality
Table 4.2.12. b)Hygine WITH
SATIFACTION c)Service Dissatisfactory
REGARD TO FOOD IN
of food CANTEEN
This Table indicates that 15% of the employees are highly satisfied with the
food in canteen. This Table indicates that 72% of the employees are
satisfied with the food in canteen.10% of the employees are neutrally with
the food in canteen. 2% of the employees are dissatisfied with the food in
canteen.
This table indicates that 68% of the employees are rated that
their suggestions is consider by canteen in charge. 32% of the
employees are rated that their suggestions is not consider by
canteen in charge.
This Table indicates that 72% of the employees are satisfied with the
promotional measures. 28% of the employees are not satisfied with the
promotional measures.
400
300 Yes
200 No
100 Total
0
Respondents Percentage
This Table indicates that 37% of the employees are satisfied with the rest
room. 63% of the employees are satisfied with the rest room.
This Table indicates that 77% of the employees are satisfied with the toilet
facility.23% of the employees are not satisfied with the toilet facility.
Table 4.2.19. SATISFACTION WITH REGARD TO MOTIVATIONAL
SCHEME
This Table indicates that 20% of the employees are highly satisfied with the
Motivational Scheme. 49% of the employees are satisfied with the
Motivational Scheme. 16% of the employees are neutrally with the
Motivational Scheme. 12% of the employees are dissatisfied with the
Motivational Scheme. 2% of the employees are highly dissatisfied with the
Motivational Scheme.
This Table indicates that 2% of the employees are highly satisfied with the
functioning of co-operative stores. 19% of the employees are satisfied with
the functioning of co-operative stores. 32% of the employees are neutrally
satisfied with the functioning of co-operative stores. 33% of the employees
are highly dissatisfied with the functioning of co-operative stores.
This Table indicates that 2% of the employees are highly satisfied with the
functioning of Recreational measures. 57% of the employees are satisfied
with the functioning of Recreational measures. 31% of the employees are
Neutrally satisfied with the functioning of Recreational measures. 9% of the
employees are dissatisfied with the functioning of Recreational
measures. 2% of the employees are highly dissatisfied with the functioning
of Recreational measures.
(In Percentage)
CHAPTER 5
5.1 Findings
From the survey conducted, it has observed that the company provides
several welfare measures for its employees. The opinion of the respondents
shows that in general, most of the employees are satisfied with the medical
facilities extended to them. Regarding referral system in the hospital, only 2
percent of the employees are satisfied with the existing guidelines. Majority of
the employees are satisfied with the service dress issued by the company. Only
12 percent of the respondents feel that service dress is not helpful to perform
their duty. Further, employees feel that MONET is the best channel for
communicating company information and events among employees and their
family members residing in the Township. It is also observed that most of the
employees are highly satisfied with the canteen facilities.
6.1 Conclusion
The study clearly shows that majority of the employees are satisfied with
the existing welfare measures in SAIL, SSP. Only a meagre percentage of about
8 percentages (overall) of the employees are not in agreement with the various
existing welfare measures like canteen, medical, Township, school lighting
facility, ventilation, and service dress, transport facility. Employees are also
satisfied with various monetary facilities like festival advances, house building
advance and vehicle advance provided by the company. To sum up, in general
employees are satisfied with the various welfare measures currently in vogue, in
Steel Authority of India Ltd., Salem Steel Plant.
EMPLOYEES SURVEY:
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
5. Are you satisfied with the existing system of issue of service dress?
[ YES ] [ NO ]
6. Are you satisfied with the quality of service dress provided by the
company
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
a) Highly Helpful [ ]
b) Helpful [ ]
c) No effect [ ]
8. Does MONET help the employees and their dependents in the
Township in the communication of company performance and events
[ YES ] [ NO ]
9. How is the MONET entertain the employees and their family members
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
10. Please specify the level of satisfaction with regard to canteen in respect of
following:
Highly
Highly satisfactory Satisfactory Neutral Dissatisfactory dissatisfactory
a) Quality of food
b) Hygiene
c) Service
12. Does the suggestions given by you is given due weight age by the
canteen in charge or not
[ YES ] [ NO ]
14. If yes, are you satisfied with the existing promotional measures?
[ YES ] [ NO ]
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
16. Is the School is equipped with the sufficient no. Of qualified Teachers
[ YES ] [ NO ]
17. Does the company provide the rest room for employees?
[ YES ] [ NO ]
18. Do you feel the toilet facilities provided by the company is sufficient?
[ YES ] [ NO ]
19. Are you satisfied with the motivational scheme with regard to good
work award, suggestion scheme award, etc.,
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
20. Are you satisfied with the performance of the cooperative stores?
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
21. How do you rate the sports and recreational measures existing in the
plant
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
22. Does the company give due weightage for promoting sports and
cultural activities among the employees and their dependents
[ YES ] [ NO ]
24. Please specify the level of satisfaction with regard to allowance like
Highly
Highly satisfactory Satisfactory Neutral Dissatisfactory dissatisfactory
a) Washing allowance
b) Night shift allowance
c) Festival allowance
d) House rent allowance
e) Shift duty allowance
f) Bonus
g) Vehicle advance
25. Please specify the appropriate answer according to your opinion in respect
of following aspects of work environment
Highly
Highly satisfactory Satisfactory Neutral Dissatisfactory dissatisfactory
a) Light
b) Ventilation
c) Temperature
d) Dust
e) Fumes
f) Water facility
g) First aid facility
Appendi
x–2
Satisfaction
HS S N D
Age range O E O E O E O E
25-30 18 10.08 10 9.6 12 12.16 8 16.16
31-40 20 27.51 24 26.2 40 33.19 47 44.10
41-50 19 20.16 21 19.2 18 24.32 38 32.32
Above 50 6 5.25 5 5 6 6.33 8 8.42
satisfaction level about hospital facility among the different age group.
The observed Frequency (O) is the value obtained from the collected data
and the expected frequency (E) is calculated using equation (A.2.1)
In the next step the corresponding values of O and E are calculated using
(O–E)
X = ---------- --------- (A.2.2)
E
Here the calculated value of Chi-Square is 17.21 and a tabulated value for
degrees of Freedom 9 [d.f= (c-1)(r-1)] at 0.05% level of significance is 16.9.
Hence conclude we reject the null hypothesis and accept the alternative
hypothesis. There is significance between age group and the satisfaction level of
hospital.
Appendix – 3
Satisfaction
HS S N D HD
Designation O E O E O E O E O E
Technician 8 8.95 9 10.37 12 11.59 15 13.22 17 16.88
Operator 10 11.88 11 13.77 15 15.39 18 17.55 27 22.41
Sr.technician 9 7.63 10 8.84 11 9.88 12 11.27 10 14.39
Sr.operator 12 10.85 14 12.58 13 14.06 15 16.03 20 20.47
Metallurgical 5 4.69 7 5.44 6 6.08 5 6.93 9 8.85
Services
The observed Frequency (O) is the value obtained from the collected data
and the expected frequency (E) is calculated using equation (A.3.1)
(O–E)
X = ---------- --------- (A.3.2)
E
Here the calculated value of Chi-Square is 5.7 and a tabulated value for
degrees of freedom 16 [d.f= (c-1)(r-1)] at 0.05 % level of significance is 26.3
Hence conclude, we accept the null hypothesis and reject the alternative
hypothesis. There is no significance between department and the satisfaction
level of MONET.
REFERENCE
BOOKS