1.

1INTRODUCTION
The super structure of any Industry is built up on labour and capital if any it forms in
basic killers. In India the working class is suffering from many problems which are usually
faced in developing country. If the big metropolitan cities of Indian labour is suffering from a
number of problems which are socio psychological and economic in nature comparatively
U.K, Australia, Canada, U.S.A etc., who are provided with child allowances, health
insurance, old age pension, unemployment insurance and etc. In order to bring about
understanding and co-operation among the labour force to achieve socialistic patter of a
society. Progressive legislation a must be enacted with the united efforts of the State
Government, Central Government and private industrialist.
In modern industrial system, production is the result of the joint efforts of all the
factors of production, i.e., land, labour, capital, organisation and entrepreneur. Labour is an
active factor and controls all other factor and co-ordinates them to get the maximum output at
minimum cost. Labour is an important element of cost also and we can very easily reduce the
cost of labour by the best utilization of human resources engaged in a factory and therefore it
is very necessary to seek the co-operation of the human force to get the maximum benefits of
the efforts in puts in.
MEANING OF LABOUR WELFARE AMENITIES
Welfare of the labour force generally means promoting the welfare or the well-being
of the employees well-being here means their living condition in relation to the mental,
moral emotional and physical health of the employees. Man is a social animal and therefore
he does not live alone. He likes the company of other. His total health and the state of living
are closely interlinked with the health and well-being of his family and the society at where
he is born and lives, So when we talk about an individual welfare. We talk about his family
and his communitys welfare is a cumulative concept.
1

Welfare has meat different things to different people at different times/periods. The
main purpose of welfare is to build up power/capability from the bottom and to train them to
understand their obligations and responsibilities to their superiors. To help they enjoy their
work and to put meaning to their life, but industrial welfare was considered the material
expression of a policy or a programme but not the programme itself.
In the early year of industrial revolution especially in the western countries worker
welfare as a movement began. It quickened the tempo of an already changing social order.
The industrial population men, women and children who had received less attention and had
been subjected to worse treatment than a farmer gave his cattle. Industrial progress was in the
very truth achieved by BLOOD TOIL SWEAT AND TEARS.

1.2 NEED FOR THE STUDY

The study is needed from the point of view management in knowing the employee
attitude, opinions views and ideas etc. The study also gives an opportunity to the worker to
express his views about the schemes of policies of the company and express his need and
aspiration.
It will help the management to think of new improvement and programmes and
welfare facilities which will in turn increase moral of employees and productivity and
further harmonious relationship between management and employees.

1.3 OBJECTIVE OF THE STUDY

To understand facilities provided by Dredging Corporation of India.

To study the level of satisfaction of opinions of employees toward the.

welfare facilities.

To find out the areas of dissatisfaction if any and to find out remedial measures.

To study how far the employee are utilizing their facilities.

To study their complaints and grievances about the welfare facilities with a
view to suggest the measures to correct them.

1.4 METHODOLOGY
The study was based on primary and secondary data.
PRIMARY DATA:
The primary data was collected through the questionnaire to interviews on the
various welfare facilities provided by the company. The questionnaire was distributed to
executive and staff at different department in DCI Visakhapatnam. The study also followed
by a interview with some of the employees working in various department in DCI
Visakhapatnam.
SECONDRY DATA:
The secondary data was collected from the records, reports magazines, journals,
broachers, and the documents of the company.

1.5 LIMITATIONS OF THE STUDY

Time was not enough considering the amount of work to be done. Thus limitation
of time was one of the major drawbacks of the study.

Reluctance on part of certain employees to show their interest on the

survey and give their true opinion regarding different parameters.

Due to lack of training, it was very difficult to develop the research

design and analysis the collected data.

The study is based on the information gathered from the employee.

2.1 INDUSTRY PROFILE

An Over view of Dredging Corporation of India
The government of Indian has set up the central dc in 1966 by acquisition of two
small dredgers with main objectives of offering assistants to minor ports. In 1971, 2 larger
sophisticated dredgers were acquired to cater called the capital dredging requirement of the
major ports. The DCI, launched in the year 1976, is a major player in the area of dredging
and marine development activity in the country. over the years DCI has built up a funds of
expertise it has highly sophisticated state of are fleet of dredgers and related equipment .Hitech items are consistently added existing facilities are upgraded to reach world standards use
of electronic gadgets in scanning the channel bed and measuring the depth & widths achieved
are now the integrated port of DCI dredging activity.
The ministry of shipping and transport was operating the dredger and other crafters
held by the central dredging organization departmentally difficulties and constraints were
being experienced in the operations of these breeders and other crafts and so were handed
over to the shipping corporation of Indian SCI as agency basis. Further growth 9in the size of
the fleet & tremendous increase in SCIS own operations made it necessary for the
government to review their existing arrangements to evolve a sound origination. Dredging
services, being for dredging services

all around the country the government of India

decocted to incorporated fully owned government organization in companies act of 1956.

Thus on 29th march 1976, the DCI ltd was incorporated.
The registered office is situated in the union territory of Delhi. The head office is
dredge house port area, Vissakhapatanam.

The dredging operation in each project area

close the monitor by time department i.e. operations are further improved through the
persepecti9ve of contractual obligations and clients priorities by the chief executive along
with the head of operations in other staff departments periodically further , the boards of
7

directors will review it. Government of India and some of who represent client organization
nominated all.
DCIs MISSION
It is to provide integrated dredging services to major ports, Indian navy and other
establishments for promoting national and international maritime trade, improving water
resources, upgrading interned water ways and environment protection.
DCIs Vision:
In order to meet the increasing demands of the future, DCI has ambitious plans to
procure more trailer suction hopper dredgers and cutter suction dredger to increase its
dredging capacity and to upgrade its existing fleet as well as expand its services in India and
Abroad.
With a dedicated team of professionally qualified and experienced personnel, who
constitute the backbone of the organisation? DCI is fully geared to meet any kind of
dredging challenges in the time to come and is confidently looking forward for a bright
future.
DCIs Motto:
We are rarely seen and often heard . . . . . . . . .
But we keep our port channels open and
Fit for Navigation throughout the year . . . . . . .
The customers of DCI LTD are, as follows:

Major ports

Minor ports

Navy

Shipyards

Fishing harbour
8

Marine organization

State government

Industrial establishment

Power plants

Beside regular dredging assignment

DCI has successfully undertaken certain other

related assignment, viz.

Meaning and Management of dredging Kutch vallabh at Kandla port.

Port Management at port Yanbu, Saudi Arabia from 1977 to 1981.

Baharin contract during the 2004-2005.

Starting contract at yanbu port from September 1981 to 1993.

DCI has always strived to meet the requirement of its customers on several occasions
and the customer has appreciated the efforts. DCL has its registered office at New Delhi and
head quarters at Visakhapatnam and office at all ports.
DREDGERS DETAILS

DREDGERS
DCI DREDGE-V

DCI DREDGE VI

DCI DREDGE VIII

10

DCI DREDGE IX

DCI DREDGE- XI

DCI DREDGE-XII

11

DCI DREDGE XIV

DCI DREDGE XV

DCI DREDGE XVI

12

DCI TUG-VII

2.2 COMPANY PROFILE

The Dredging Corporation of India Limited was established in 1976 to provide
dredging services to the major ports or the country. Dredging Corporation of India Limited
is fully equipped to offer the complete range of dredging and allied services to the users in
India and abroad and to provide the vital inputs for the national development. Its head office
is strategically situated on the east coast of India at Visakhapatanam. Dredging Corporation
of India Limited helps to ensure continues availability of the desired in the shipping
channels of the major and minor ports, India navy, fishing harbours and other maritime
organizations. It further serves the nation in a variety of ways, be it capital dredging for
creation of new harbours, Deepings of existing harbours or maintenance dredging for the
upkeep of the required depths at various ports along the 7,500km. Coast line at India.
Dredging Corporation of India Limited owns most modern and sophisticated fleet
consisting of three cutter suction dredgers, ten trailer suction dredgers and three inland
dredgers it has annual installed capacity of 665.46 million cubic meters. This annual
capacity would be further increased by the addition of two more 5,500 cubic meters capacity
trailer suction dredger.
13

Dredging Corporation of India Limited - DCI TUG VII and

Dredging Corporation of India Limited - DREDGE XVIII during April 2010 respectively.
D C I is an M.O.U. signing Company with Government of India
D C I is a schedule B & A MINI RATNA- CATEGORY-I Public Sector Enterprise.
D C I is one among the Public Sector Undertakings of India in which the Government has
disinvested it's share holding. The shares of the Company are listed at Delhi, Mumbai,
Calcutta & National Stock Exchanges of India.
HISTORICAL BACKGROUND OF D.C.I
Development of seaports that depends on the depth of sea beds is important aspects
of water transportation dredger are use are used to cater to the needs of part trusts and for the
reclamation of land.
Dredging corporation of India Ltd is a devise-oriented organization in the public
sector services. It caters to the needs of ports, Naval establishments and others. It operates
under the preview of MINISTRY OF SHIPPING AND TRANSPORT Government of India.
There are 2 kinds of dredging:
a. Capital Dredging
b. Maintenance Dredging
a.

Capital Dredging:: The material excavated from under water to increase

the existing depth i.e. initial depriving the soil types excavated during
capital. Dredging range from slit to rock normally, Capital Dredging is
required for construction of new parts, new berths of ports, creation of
navigational channels. The material is removed from under water in area
previously depended primarily to maintain the existing depth. It is the
periodic dredging of accurate slit caused due to lateral drift sedimentation
carried by rivers or situations due to monotonic effect. The maintenance
14

Dredging is a continuous process, which is to be done through out the

year.
Dredging is also by the following operation:

Marine dredging:

Creation of navigational channels of ports

Maintenance of navigational channels of ports

Civil Engineering:

Reclamation of land

Infrastructure Industry:

Power maintenance in the channel of power plants.

Island Dredging development and Maintenance of Island Dredging.

Environment:

Removal of water pollutants in river.

Flood control

Machinery used to dredge is called Dredgers. Different types of dredgers are used for
different purposes most widely used are trailer suction dredgers cutter suction and tugs.
b.

Maintenance Dredging: Maintenance dredging refers to the routine removal of

accumulated sediment from channel beds to maintain the design depths of navigation
channels, harbours, marinas, boat launches, and port facilities. As defined by the
corps of Engineers - Baltimore, routine maintenance dredging is conducted regularly
for navigational purposes (at least once every five years) and typically does not
include any expansion of the previously dredged area. Dredging is usually conducted
by mechanical methods such as clam buckets or draglines for deep draft channels and
by hydraulic dredges for shallow draft channels. The main characteristics of
maintenance dredging projects are;
15

variable quantities of material;

soft, uncompacted soil;

contaminant content possible;

thin layers of material;

occurring in navigation channels and harbors;

Repetitive activity

Since maintenance dredging occurs mainly in artificially deepened navigation areas,

the dredging activity is, in itself, not necessarily damaging to the natural environment.
WHAT IS DREDGING
Dredging is a process where under water materials removed, transported and dumped
in the places where it is required. It helps in maintaining the desired depths in the seawater
and the river waters, so as to facilitate the smooth passage of ships.
Indian seacoasts ranging neatly 7500 km have 13 major, 22 intermediate and 202
minor ports along it. The ports that constitute largely for trade by sea, face the problem of
lateral drift along their coasts, the problem faced by the ports is taken care of by dredging.
Thus the services provided by dredging are indispensable.`
TRAILER SUCTION DREDGERS
Trailer suction dredgers can be corporeal at large vacuum learner moving the bottom
of dredging area. The material dredged consists of water and soil such material is deposited
in a hopper will be attached to the dredging. When the hopper gets the required
concentration the dredging is stopped. The dredging site to continue the dredging work.
CUTTER SECTION DREDGERS
The dredger excavated material by lessening it by means of a rotating cutter. The
loosened material is carried in suspension through a pipeline to a specified are, using boater
pumps the distance to which the material is to be discharged can be increased.
16

CUTTER SUCTION
DCI DREDGE XVII

DCI DREDGE AQUARIUS

GROWTH AND DEVELOPMENT OF D.C.I

Dredging is a service industry. As a premier dredging organization in the country.
DCI is engaged in executing capital and maintenance dredging for ports
17

and also to

maintain required depths at ports for safe & economic navigation of steps and other crafts at
ports for safe & economic navigation of ships and other crafts at ports for safe & economic
navigation of ships and other crafts. It services are extended to naval establishments.
Shipyards. State government department. Industrial establishments etc in respect of
maintenance dredging land reclamation dredging contracts are awarded on nomination basis
or through tender
I. Segment wise or product wise performance: Over the years since inception
the dredging operation of the company are confide to Indian only. This was
because the company had the primary responsibility of catering to the dredging
requirements of the country. During the 11h plan period the estimated average.
Annual maintenance dredging requirement of major ports and other organization
was about 86 million cu.m. per year. In the changing scenario the company
cannot be sure of securing maintenance dredging contracts with in the country
and it becomes necessary to explore forging markets to optimize capacity
utilization and to ensure study growth.
The operations of the company are bifurcated in to tow segments during the year
2010-2011 as operations in Indian assignment at teaching harbour, Taiwan. The
operations in Indian have resulted in revenue of Rs. 64.541 lakhs and the
operations outside Indian resulted in revenue of Rs. 4,854 lakhs. The operations
in India have resulted profit before tax and interest of Rs.11, 285 lkhs.the
operations outside Indian have resulted in loss of Rs.6, 602 Lakhs, which will
come done corresponding in case the outstanding issues with the company. Hung
hun constructions co. ltd., are settled favourable in arbitration.
II. Internal control systems & their adequacy : The company ahs reasonable
systems od delegation at proper levels and an adequate system of internal control
18

commensurate with its size and nature of its business. The company has an
adequate & independent internal audit department of r conducting extensive audit
of various important operational and financial matters both at head office and at
projects. The vigilance department deals with vigilance c & ag conducts
proprietary audit. The company has formed an audit committee consisting of
three independent non executive directors. Significant audit observations &
follow up action there are reported to the audit committee.
III. Financial Performance: The company earned highest ever income in 2010-11
of Rs. 64.540 lakhs compared to Rs. 68.522 lakhs for the previous year. The
profit before tax for the year is Rs.7766 lakhs as against Rs. 6189 lakhs for the
previous year. The profit after tax stood at rs. 7005 lakhs against Rs. 7637 lakhs
for the previous year. The earnings per share 2010-2011 is Rs.25.02 compared to
Rs.16.56 for the previous year.
The dredging capacity available with DCI was 65.46; ksh cu.m AS ON 31ST
MARCH. 2011. During the year under review, the quantity dredged contacts
complied during the year 2010-2011 included maintenance dredging for Kolkata
port. Sand trap and outer channels new sand trap and it approaches etc.. at
Visakhapatnam port . Maintenance dredging assignments at coing port. New
Mangalore port, Jawaharlalnehru port, and so gal channel of kandla port.
IV. Industrial relations front: The total number of regular employees in the
corporation as on 31st march, 2011was 721 excluding monthly paid workers
(MPWS)in the floating establishment are employed .
The company

continued its efforts to fulfil its obligations in

providing employment opportunities to sc / st candidates in the employment

19

opportunities to sc/st candidates in the employment of the company is 136

working out 18.86% of the total strength.
The representation of ex servicemen in group c & d categories posts in the
company was 13.28% as on 31 st march 2011 .the number of physically
handicapped employees in the company as on 31st march . 2011 is During the
year 2010-11 training programmers on IT. Maintenance Management.
Dredging technology, survey 7 soil of repute i.e., NITIE, MUMBAIM
KARNTAKA regional engineering college, administrative staff college of
Indian conducted these programs.
OBJECTIVES AND STRATEGIES OF D.C.I:
The other objectives of the DCI are classified in to two types.
They are

Macro objectives

Micro objectives

The corporation subject to availability of resources will make continues efforts to be a model
employed by

Attracting competent personnel by maintaining wages at reasonable level &

providing good working conditions and job satisfaction.

Utilization of the skills and capabilities of employers to an optimum level by

involvement in the operation of corporation s a whole.

Developing the skills of the employees by suitable management development and

training programmers.

Motivation the employees with suitable carrier growth opportunity & other
incentives.

20

Establishing a system for redressed of employees grievance in the shortest

possible time at various levels.

Developing proper amenities to the employees and providing suitable housing,

schooling, and medical. Rest and recreation & other welfare schemes.

Maintaining harmonica industrial relations.

The corporation would strive to establish confident in the time schedules and by
making use of advanced technology and sophisticated equipment.

VARIOUS DEPARMENTS IN D.C.I:

There are seven departments in DCI.
They are:

Operation and marketing department

Technical department

Personnel and administration department

Finance and accounts department

Secretarial and legal services department

Internal audit department

MIS department

Vigilance and legal department

1. Operation department:
Operation department looks after the planning and co- ordinates of the coastal
dredging projects in respect of all major / minor ports, fishing harbours, shipyards, naval
base & island dredging object, general manager of the corporation department
I. Important dredging contracts completed last year are:

Maintenance dredging for collates port.

21

Maintenance dredging at sand traps and channel of paradip port.

Dredging of OHTB, OBI, OBIL, LPG jetty in front of OSTI. Outer channels
of Vishakhapatanam port.

Maintenance dredging at new sand trap and its approaches of vat.

Maintenance dredging for cochin port

Maintenance dredging of outer channel & lagoon of new Mangalore port

Maintenance dredging of outer channel of Jawaharlal Nehru port.

Maintenance dredging of so gal channel of kandla port.

II. New contracts taken up during the year:

Dredging at teaching harbour, Taiwan

Dredging around pol jetty of m/s BPCL at jnpt, Mumbai.

Dredging in the turning circle and in the channel of okha port.

2. TECHNICAL DEPARTMENT:
This department looks after the procurement materials. Shipbuilding and
maintenance, repairs of dredgers & other vessels very effectively new construction of
modernization of dredgers are also being taken care by this department
3. PERSONAL & ADMINISTRATION DEPARTMENT:
Deputy general manager is responsible for the efficient functionality of this
department . the main function of this department is manpower planning. Recruitment of
shore and floating staff training & development and general administration
DCI believes that motivated and trained workforce is highly essential for many
successful organization, apart from attractive remuneration, the cooperation provides good
welfare facilities including house building advance at low interest, interest subsidy on
housing loans taken by employees from outside agencies like banks / financial institutions,
22

children education advance, children marriage advance, computer advance, medical

reimbursement, leave travel, leave encashment etc.
Besides the corporation strives to provide good training to all its employees both
work related and for updating knowledge 7 skills. Deserving employees are nominated for
higher training /education abroad.
4. FINANNCE & ACOUNTS DEPARTMENTS
This is responsible for budgeting capital expenditure & maintaining project account and
floating accounts and payments of operational expenditure and revenue accounts etc. the
joint GM heads the department.
The P&A department, finance & accounts departments are headed by the director finance.
5. SECRETARIAL AND LEGAL SERVICE DEPARTMENT
This responsible for legal affairs, public relations including press & publicity. The
company secretary is the in charge of this department.
6. INTERNAL AUDIT DEPARTMENT
This is a separate department for the internal audit manger (finance) heads the department
for the purpose of programming the internal audit in the organization .
Trade unionism:
The trade unionism in DCI is 5 at 2 levels:

Jahaji mazdoor union & non executive employees union ( NEUCITUE )

operatives at shore level.

Officers; maritime union of Indian & petty officer nation union of sanatoriums
of Indian cooperate floating level.

Crew & MPWS; forward semen union of India & jahaji mazdoor union look after the
crew.

23

ORGANIZATION STRUCTURE
The Organization Structure of DCI LTD is elected by the Government of India. The
Government of India will appoint the board of directors to manage the company in terms of
available power knowledge under the article of Association. The Chairman and Managing
Director is the Chief Executive and Head of the organization and he executes his power from
the Head Office in Visakhapatnam.

ORGANIZATION STRUCTURE OF DCI

24

3.1 INTRODUCTION
EMPLOYEE ATTITUDE TOWARDS WELFARE AMENITIES
The super structure of any Industry is built up on labour and capital if any it forms in
basic killers. In India the working class is suffering from many problems which are usually
faced in developing country. If the big metropolitan cities of Indian labour is suffering from
a number of problems which are socio psychological and economic in nature comparatively
U.K, Australia, Canada, U.S.A etc., who are provided with child allowances, health
insurance, old age pension, unemployment insurance and etc. In order to bring about
understanding and co-operation among the labour force to achieve socialistic patter of a
society. Progressive legislation a must be enacted with the united efforts of the State
Government, Central Government and private industrialist.
In modern industrial system, production is the result of the joint efforts of all the
factors of production, i.e., land, labour, capital, organisation and entrepreneur. Labour is an
active factor and controls all other factor and co-ordinates them to get the maximum output
at minimum cost. Labour is an important element of cost also and we can very easily reduce
the cost of labour by the best utilization of human resources engaged in a factory and
therefore it is very necessary to seek the co-operation of the human force to get the
maximum benefits of the efforts in puts in.
MEANING OF LABOUR WELFARE AMENITIES
Welfare of the labour force generally means promoting the welfare or the well-being
of the employees well-being here means their living condition in relation to the mental,
moral emotional and physical health of the employees. Man is a social animal and therefore
he does not live alone. He likes the company of other. His total health and the state of living
are closely interlinked with the health and well-being of his family and the society at where
25

he is born and lives, So when we talk about an individual welfare. We talk about his family
and his communitys welfare is a cumulative concept.
Welfare has meat different things to different people at different times/periods. The
main purpose of welfare is to build up power/capability from the bottom and to train them to
understand their obligations and responsibilities to their superiors. To help they enjoy their
work and to put meaning to their life, but industrial welfare was considered the material
expression of a policy or a programme but not the programme itself.
In the early year of industrial revolution especially in the western countries worker
welfare as a movement began. It quickened the tempo of an already changing social order.
The industrial population men, women and children who had received less attention and had
been subjected to worse treatment than a farmer gave his cattle. Industrial progress was in
the very truth achieved by BLOOD TOIL SWEAT AND TEARS.
Robert Owen was one of the industrialists in England who attempted to improve the
working conditions of the labour force. He implemented the full welfare concept. He
recommended for health and hygienic, safety and sanitation housing and education for both
adults and children.
During 1916 the factory legislation included the provision for first aid as the First
World War which took women in to factories for the first time created special welfare
problems.
Labour welfare is an important facet of industrial relation, the extra dimension,
giving satisfaction to the worker in a way which evens a good wage cannot.
With the growth of industrialization and mechanization, it has acquired added
importance. The worker, both in industry and agriculture, cannot cope with the pace of
modern life with minimum sustenance amenities. He needs an added stimulus to keep body
and soul together. Employers have also realized the importance of their role in providing
26

these extra amenities. And yet, they are not always able to fulfil workers demands however
reasonable they might be. They are primarily concerned with the viability of the enterprise.
Labour welfare, thought it has been proved to contribute to efficiency in production, is
expensive. Each employer depending on his gives varying degree of importance to labour
welfare. It is because the government is not sure that all employers are progressive minded
and will provide basic welfare measures that it introduces statutory legislation from time to
time to bring about some measure of uniformity in the basic amenities available to industrial
workers.
Todays, welfare has been generally accepted by employers. The state only
intervenes to widen the area of applicability. It is now accepted that it is a social right. The
committee on labour welfare scheme described it as social security measures that contribute
to improve the conditions under which workers are employed in India. Void considers it as
an expression of the assumption by industry of its responsibility for its employees.
Thought industrial work, and often poorer living conditions necessitate more than minimum
amenities, and hence most statutory legislation applies to them.
In a resolution in 1947, the ILO defined labour welfare as such services, facilities
and amenities as adequate canteens, rest and recreation facilities, arrangements for travel to
and from work, and for the accommodation of workers employed at a distance from their
houses, and such other services, amenities and facilities as contribute to improve the
conditions under which workers are employed. In this chapter, labour welfare and social
security will be dealt with separately. We shall first take up labour welfare.
OBJECTIVES OF LABOUR WELFARE AMENITIES
There could be multiple objectives in having a labour welfare programme. The
concern for improving the lot of the workers, a philosophy of humanitarianism or what is
now termed as internal social responsibility, a feeing of concern, of caring by providing
27

some of lifes basic amenities, besides the basic pay packet. Such an overture of caring is
supposed to build a sense of loyalty on the part of the employee towards the organization.
The humanitarian approach has given way to a more practical utilitarian approach.
The utilitarian approach views investment in welfare through an economic framework where
the possible cost benefit to the organization gains greater concern through improved or
quicker services from the employees.
The welfare package by taking care of the basics of living, frees the worker to devote
his time and attention to the organisations task and thus fits throughout the course of an
employees career, serves to attract and retain the batter workers and simultaneously
enhance their morale. The organization is also eligible to certain tax concessions by
spending on employee welfare.
DEFINITIONS OF LABOUR WELFARE AMENITIES
Labour welfare has been defined differently by different authors. No definition has
so far received recognition. Some of the definitions are as follows:
The international labour organization defines welfare measure as:
Such services, facilities and amenities which may be established in or in the vicinity
of undertakings or enable. Persons employed there into perform their work in healths
congenial surroundings and to provide them with amenities conductive to good health and
good moral.
According to Vaid. K.N. include such services, facilities and amenities sanitary and
medical facilities, and amenities sanitary and medical facilities, arrangements for travel to
and from and for the accommodation of workers employed at distance from their house and
such other services amenities and facilities including social social security measures as to
contribute to improve the conditions of work life and living by creating better condition of
work life and family life.
28

According to M.V.Murthy labour welfare has two sides negative and positive on the
one side it is associated author the counter acting of the harmful effects of large scale
industrialization on the personal family and social life of workers.
While on the other the positive side it deals with the provision of opportunities for
the worker and his family for socially and personally good life.
3.2 CLASSIFICATION OF LABOUR WELFARE AMENITIES
The necessity if labour welfare work in India can easily be realized if we look into
the working conditions of the labour class in India industries. India an industrially backward
country is in its developing stage. The place of labour in industries in India is not recognized
the principles of personnel management and industrial relations have not been developed in
India except in few big industrial units. Thus the scope of labour management relations has
not been much widened in India, while in western countries the labour is regarded as the
partner in the affairs of the industry. The countries and they provide various welfare
facilities as a measure to improve industrial relations and better working conditions.
The working conditions in India industries are not satisfactory. The workers in India
are pooter then the workers in other western countries and as such they cannot be expected
to spend anything for their own welfare. Ore labours being illiterate and generally blamed
for being irresponsible and lazy require a lot of inducements and better working conditions
.It is well know that high standard of efficiency can be expected only from person who are
physically fit and free from all worries and that is from those who are properly housed, fed
and clothed. Industrial harmony can only be maintained when the workers feel that they are
adequately remunerated for the work and are treated fairly by the employer. Much of the
irritations and frictions which embitter industrial relations is due to the feeling that they are
not being received by the employer properly. If the labourers and properly treated and
certain amenities are supplied, they feel satisfied and find no scope for resentment against
29

the employers. It is therefore felt that the importance of welfare work is greater in India than
in the west.
The money spent on labour welfare work by the employer is bound to react directly
or indirectly to their own benefit and to the direct benefit of the employees. If work
conditions are improved it will certainly improve the health and efficiency of the workers
which in turn will increase the production and the productivity of workers. Labour welfare
activities may ensure the employer stable and contended labour force less absenteeism and
labour turnover. These results may not be achieved in case the benefits are extended in the
form of cash. Since it may be spent on drinking, gambling, etc. If suitable welfare activities
are undertaken in the country. Indian labourers cannot remain inefficient that the average
worker in the west.
Labour welfare plays a very important role in improving the physical and mental
health of the workers which may further improve their efficiencies and productivity.
Industrial production and profits may go up if proper attention is paid by the Indian
industrialists towards the welfare activities make the workers feel satisfied with their work
and reduces absenteeism. It enlightened citizens. It also develops psychological and moral
values and increases the sense of responsibility.
CLASSIFICATION OF LABOUR WELFARE AMENITIES:

STATUTORY

VOLUNTARY

MUTUAL

1. STATUTORY WELFARE AMENITIES

Those which have to be provided irrespective of size of establishment, e.g. drinking
water. Those to be provided subject to employment of a specified number of persons, e.g.
crche.
30

Again, in the case of certain amenities, there are no minimum standards laid down as in the
sphere of housing, medical treatment, recreation, transport and educational facilities. This is
left to the discretion of the employer.
2. LABOUR WELFARE AMENITIES: INTRA-MURAL
HEALTH AND MEDICAL FACILITIES:
A healthy workforce is of utmost importance to industry. The ILO in its convention
and recommendations has laid down standards, which have had a contributory effect on
legislation in India. The ILO Conventions 25 concerns sickness insurance and medical
facilities to be provided to an insured person while convention 103 deals with maternity
protection. In its recommendation No. 69 it set certain norms for medical care. It also
emphasized the need for preventive care. It made recommendations in respect of workers
involved in jobs with special risks No.97 and for occupational health services No.112 . The
Royal commission on Labour and the Labour Investigation Committee in the preindependence period stressed the importance of health facilities and a unified scheme of
social insurance.
We now consider the several labour welfare benefits intra-mural, voluntary and
statutory. The statutory basis is provided by the Factories Act.
3.3 THE FACTORIES ACT, 1948
The board areas of coverage under the Act are health, welfare, safety, working hours,
annual leave with wages and employment of woman and children.
The act applies to premises including the precincts thereafter, the chief inspector of
factories and his staffs has to approve safety measures in the plant, including proper
ventilation of noxious fumes and protective equipment for eyes where necessary.

31

A maximum work day of 8 hours is prescribed for adults and 5 hours for children. A
work week of 48 hours is also prescribed. A weekly holiday is also specified as also
eligibility of annual leave with pay after 240 days of employment.
The Act details measures to be adopted to safeguard the health of workers, so that
conditions at the place of work do not affect them adversely. It refers to cleanliness, waste
disposal, pollution measures, lighting, drinking water facilities, etc.
The Act refers to general welfare measure washing, drying facilities, rest shelters,
first-aid appliances, canteens, and lunch rooms, shelters in case of 150 or more workers, and
ambulance rooms with a qualified doctor and staff if there are 500 or more workers. Basic
amenities like lighting and ventilation are to be provided whatever the size of the
establishment.
There is a statutory provision for a labour welfare officer in an establishment with
500 or more workers. Welfare facilities for workers in the workshop in the port area are
provided under the factories Act.
The committee on labour welfare felt that the standards laid down by the act should
be enforced strictly especially with regard to the provision of a first-aid box, and
ambulance room, even in factories with less than 500 workers. They felt this was imperative
with the growth of industry, automation and the hazardous work often involved.
FAMILY PLANNING
The five-year plans have laid great emphasis on this programme which has acquired
a sense of urgency, especially in the fourth five-year plan. The CLW recommended that it
should be mad part and parcel of labour welfare activities. The CLW has suggested that in
view of the enormity of the population problem Central and State Government schemes
should give recognition to fully equipped and properly staffed hospitals rum by employers.

32

Many employers have already taken the initiative, especially in plantations and provide
incentives such as priority for housing etc., for participation in family planning schemes.
According to CLW there should be complete integration of the family planning
scheme with the national and child health programmes. In additions, low cost periodicals
should be published to disseminate family planning information and workers organizations
should play a prominent role with assistance from Central and state Governments. A coordinating committee should be appointed to govern finance: that workers with small
families be used to do propaganda work and that out of the way area could be reached by
mobile services, as has been emphasized by the NCL.
CANTEENS
The ILO. In its recommendation 102, mentioned this facility and felt that a
competent authority in each country should guide establishments with regard to nutrition,
hygiene, finance, etc.
In India the Factories Act places the responsibility on State governments to make
rules that in any specified factory with more than 250 workers, a canteen or canteens should
be provided and certain standards should be maintained. Workers should have representation
in the management of the canteens. Each State Government has framed its own rules.
However, CLW in its survey found that even where canteens were provided they were not
will stocked. The CLW has suggested that canteen should be run o co-operative basis and
that legislation should be amended to empower State Government to make rules to meet the
objective of nutrition, In the case of small establishments the Committee has suggested joint
services, as also in backward areas.
The NCL does not think there is need for the statutory limit in respect of canteens to
be raised, unless there is an established demand. Also, canteens should be run on a cooperative basis and employers could help with subsidies. Canteens, it feels, should try to
33

provide at least one balanced meal to workers and allow them credit purchased so that they
may make good use of the facility.
CRECHES
The Factories Act lays down that in any factory with more than 50 women workers a
crche should be provided and maintained for children less than 6 years in a clean and
sanitary condition. The Act states that the crche should be under the care of women trained
in child care should have adequate accommodation, lighting and ventilation. The State
Government is empowered to make rules in respect of standards, equipment and facilities.
Mothers are also to be given time to feed their children at necessary intervals. The rules
framed by the State Government lay down the qualifications necessary for the crche staff.
The need for kindergarten classes in crches for children between 3 and 6 years was also
felt.
The NCL felt that Standards had to be improved in existing crches. They reiterated CLWs
recommendation of crches for less than 50 women workers. In the case of small units they
suggested that the State should provide crches and recover part of the cost from the
employer. They felt the statutory regulation for crches should also apply to contractors who
employ women workers.
3.4 EMPLOYEE LABOUR WELFARE AMENITIES EXTRA-MORAL
Housing:
Recommendation 115 of the ILO that housing should be a matter of national policy.
Both the Indian industrial commission (1918) and the royal commission realized the
importance and necessity of improving housing conditions of industrial workers and
suggested various measures. In 1944 the Labour investigation Committee reviewed housing
conditions in principal urban area and found industrial housing far from satisfactory. They
felt a clear long-term housing policy was essential. In 1948 the Government of India put
34

forth the Industrial Housing scheme. The Central Government subsidized the State
governments to the extent of 12 % on a maximum of Rs. 200 per house, provided the State
Government contributed an equal amount. The response to the scheme was poor. The First
five plans (1951) suggested that the Central Government should take major responsibility for
financing housing schemes. The subsidized housing scheme for industrial works was
extended to weaker sections of the community also. It applied to workers under section2 (1)
of the Factories Act whose wages did not exceed Rs. 300 per month and till they reached a
maximum of Rs. 500 per month. The scheme provided that in addition to puce houses,
hostels, hostels, dormitories, and building at subsidized rates to eligible industrial workers.
Recreation Facilities:
Thought there is no statutory provision in the sphere a good example has been set
progressive employers both in the public and private sector like the Tatas, Hindustan Leaver,
--TELOCO,Mill Owners Association (Bombay), Hindustan Steel, Air India, BHEL, LIC, the
Railway and the Defence Services to name a few. This is in contrast to the situation 25
years ago, when the provision of facilities for recreation, sports and cultural activities was
mad reluctantly. Todays, employers take pride in the extra-curricular achievements of their
workers and it is often a prestige issue. The facilities provide for recreation, broadly
speaking, are determined by the recreation, broadly speaking, are determined by the
resources available for this purpose in the enterprise and the importance accorded to it by the
employer.
Transport Services:
The growth of industrial states and workshops outside the city has made commuting
a problem for workers. In India, since the public transport system is not fully developed and
hardly efficient, the fatigue of travel to and from work has a detrimental efficient, the fatigue
of travel to and from work has a detrimental effect on the attendance pattern of workers. The
35

CLW after studying the situation recommended that transport on a large scale is best
provided by the State; that the local bodies should streamline their operations, increase their
fleet and the frequency of buses especially to labour colonies, industrial estates and
townships, and for carrying workers to and from night shifts.
Allied Welfare Measures:
Cooperatives and Saving Facilities: Cooperative consumer stores are important to
industrial workers because they are the only way in which workers can try and safeguard, to
some extent, the real purchasing power of their money and prevent the erosion of their
wages. The cooperative and credit movement also helps the worker to save for unforeseen
domestic crisis. A committee was set up in 1961 by the National Cooperative Development
and Warehousing Board to suggest measures for the development of the cooperative
movement. The committee recommended a pattern of organization and structure and made
suggestions with regard to finance, techniques and management of cooperatives. It felt that it
should be made obligatory for employers and industrial undertaking to introduce consumer
cooperative activities in their labour welfare programmes. The Indian labour Conference in
1962 adopted a scheme for setting up consumer cooperative stores in all industrial
establishments including plantations and mines employing 300 or more workers. The
employer was to give assistance in the form of share capital, working capital, loan, free
accommodation and other amenities. The Industrial truce Resolution, 1962, aimed at
keeping prices of essential commodities low by opening a sufficient number of fair price
shops and cooperative stores so that workers were assured of a regular supply of essential
items, The Standing Labour Committee, 1963, felt that if no cooperative store existed in an
industrial establishment, fair price shops provided by the employers could increase their
coverage and be run by employers, till a cooperative store was set up. The committee further
stressed that in areas where there was no fair price shop or cooperative store: one should be
36

set up if it would have the patronage of at least 200 workers, At the end of March 1968 fair
price shops were opened in only 2169 out of 4008 establishments required to do so. No
statutory legislation has been forthcoming, thought the government has been constantly
urging employers to provide this facility
Educational facilities:
Education, whether for the citizen or the industrial worker, or of equal importance,
since the latter even if he works in a factory, has to cope with change, which is most often
technological. The literate worker is naturally more receptive. Education the workers
family, especially his children, is essential, since inn a sense, it is an investment in training
the workforce of the future, Surveys on labour conditions indicate that no tangible efforts
have been made to eradicate illiteracy among workers, Though the government, employers
and workers are aware of the importance of developing adult education among workers,
there has been no sustained effort. There have been various suggestions on how to educate
workers one is the provision of night schools, for those who are inclined. Workers in reply to
the CLW questionnaire felt that if sufficient incentives are provided, like promotions, they
would be motivated. Social welfare bodies can also help to educate workers families.
The Central Workers Education Board conducts class for industrial workers.
Employers and workers organizations have suggested that personnel trained by the Board
Should subsequently take up the work of educating industrial workers with the government
financing the project. State Governments are of the opinion that the Central Board is already
overburdened and not capable of taking on an added burden. A panel of experts on literacy
set up by the planning Commission expressed the need for a semi-autonomous Central
Board to promote literacy among industrial workers. The board, as suggested by the panel,
was to consist of representatives of the government, employers and workers. Illiterate
workers were to be educated, using schemes depending on local conditions and the help or
37

educated workers. Finances were to be allocated by the concerned ministries and the
Planning.
The NCL and CLW recommended that trade unions should take an active interest in
educating workers and running schools for workers children.
Educational facilities for workers children are usually available in industrial
townships, in the form of school, colleges, provided by the State or by interested employers.
Employers also provide transport if schools are far away and a few even reimburse cost of
textbooks and institute scholarships for deserving children. However, the standard of
education in many schools is often poor needs to be improved.
3.5 WELFARE FACILITIES IN PUBLIC ENTERPRISES
Government of India did very little in the field of employee welfare till Second
World War. It was during the Second World War that the Government of India, for the first
time launched schemes for employee welfare in their ordinance, ammunition and to war
industries to increase productivity of the works and keep up their morale. With the
achievement of independence and emergence of Republic India, combined with the idea of
welfare state and a socialistic pattern of society, efforts in this direction were intensified.
Since then, various, legislations were passed bringing the matter connected with works more
and more welfare oriented within the purview of the legislations. There legislation is given
below.
Factories Act 1948: Prior to Factories Act 1948, various minimum standards as
regard light, ventilation, fencing of machines, control of temperature, safety provisions etc.,
were laid down in Factories Act. In the latest Factories Act 1948 various welfare measures
to be undertaken by the employers have been laid down such as washing facilities, first-aid
appliances, canteens, rest room, crches etc. The act provides for the proper seating
arrangement for the workers and the power is given to the State Governments to make rules
38

requiring the reprehensive of works in any factory to be associated with the management in
regard to the welfare arrangement for the workers. The act also requires the owner of the
factory employing 500 or more workers to appoint employee welfare officers and State
Governments have been given powers to prescribe the duties, responsibilities, qualification,
and conditions of service etc., of the these officers. Provision for welfare of workers also
exist in the India Dock labourers Act 1934, The Mines Act of 1952, Plantation Labour Act
of 1951, Merchant Shipping Act of 1958, Motor Transport Workers Act of 1961, the Bidi
and Cigar Workers conditions of Employment Act of 1961, The Contract labour (Regulation
and Abolition) Act or 1970 etc.
Government of the India also established Employee Welfare funds in Government
undertakings. At present 269 industrial establishments are in operation on voluntary basis.
Employee Welfare Fund in Mines was also established. The welfare activities covered under
these funds are housing public health, sanitation, medical, education and recreational
Facilities for workers and their dependents. It also covers provision of accident and other
benefits.
Welfare activities in Railways and Ports, Central Board for Workers Education was
also set up. Under this central board for workers education 37 Regional Centres, this
provides grants-in aid to trade unions and institutions for workers education. It consists of
representatives of Central and State Government organization of employers and workers and
workers and educationists.
Also various schemes for grant of safety awards to factories covered under Factories
Act were instituted. A National Safety Council was setup in 1960 to conduct seminar,
organize film shows in factories and distribute posters on the subject of safety. Awards
called Shram Vir Awards have also been instituted for workers in recognition of meritorious

39

performance such as suggestions leading to high productivity or economy or greater

efficiency.
Statutory Welfare Amenities Measures:
As mentioned in the earlier paragraphs, the Statutory Welfare amenities Measures are:
Health Provisions:

Cleanliness

Ventilation

Temperature

Humidification

Over moulding

Latrines and urinal

Spittoons

Safety Provisions:

Fencing of machines

Maintenance of machines

Hoists and Lifts

Protective equipment

Prevention against explosion

Hazardous chemicals/gas etc.

Fire precautions

Safety Officer etc.

Welfare provisions:

Facilities for sitting/rest place

First aid
40

Ambulance room

Lunch room/Canteen

Creche

Welfare officer etc.

Non-Statutory Welfare Amenities Measures:

The Non-Statutory Welfare Amenities Measures are those given by the employers
voluntary to motivation the employees for better performance and increased provided by
most of the India companies are listed below:

Retirement benefits

Medical care

Compensation for injuries and disablement

Subsidised food and housing

Education /cultural facilities

Payment on life Insurance Premium

Maintenance of Canteen/Cafeterias

Assistance to co-operative societies etc.

There is no end to the number of voluntary benefits offered by the companies which
vary from company to company.
The statutory and Non-statutory welfare measures are also listed in detail in the
questionnaire attached as appendix to this report.
Importance of Welfare Measures
Mahatma Gandhi considered any industrial enterprise as a trust created by the
management and workers. He preached that unless this trust is natured by both the parties it
will be impossible to obtain industrial peace. The basic need to treat a worker as an active
41

participant in the industrial activity and not as a Robot to execute orders given by superiors
in a mechanical fashion.
The importance of welfare of employees in personnel management needs no extra
emphasis. The three segment of personnel management i.e., recruitment, retainment and
retirement should be studded with welfare measures. Unless welfare measures are
implemented faithfully by the management, human relations in the organisations will suffer.
In the industrial scenario the following welfare measures are being increasingly
implemented to bring up the morale of the employees viz., medical,, transport, housing,
educational, canteen, safety, nourishing food to those engaged in hazardous work etc.
There could be multiple objectives in having a labour welfare programme. The
concern for improving the workers lot philosophy of humanitarianism or what is called as
social responsibility, a feeling of concern by providing some of the basic amenities besides
the usual pay packet will definitely build up a sense of loyalty on the employees towards the
organization.
Employee welfare amenities are intra-mutual and extra-mutual. These facilities are
further classified into those provided by legislation and those provided voluntarily by the
management or as a result of settlement between management and unions.
From the above we could say Employee Welfare is an important factor of industrial
relations. It gives satisfaction to a worker which a good wags also cannot give. He needs an
added stimulus to keep body and soul together. They are primarily concerned with the
viability of the enterprise. Employee Welfare acts as an incentive or motivator to make the
employee feel wanted in the organization.
Objectives of Providing Welfare Amenities Measures
To sum up the main objectives of providing these welfare measures by an organization is
to achieve the following ends:
42

To keep in line with the prevailing practices of offering benefits and services
which are given by similar concerns.

To recruit and retain the best personnel.

To make the organization a dominant influence in the lives of its employees with
a view to gaining their loylity and co-operation, encouraging them to greater
productive efforts.

In other words, it helps to satisfy the three goals viz., Social goal, Human Relations goal
and Macro Economic goal.
EMPLOYEES ATTITUDE TOWARDS WELFARE AMENITIES IN DCI.
The chapter consists of the analysis and interpretation of the data collected. This
chapter clearly mentions the findings and presents it to the reader, with interpretation. My
knowledge about the field works also presented here. My views after discussing various
aspects of employees. problems also included in this chapter. These things influence to a
great extent, the main content of project synopsis report.
Employees Background:
A sample of 50 employees has been taken from different departments. India working
class is specially in

metropolitan city like Visakhapatnam is suffering from not only

economic problems whatever a system of economy and administration, it may be unable to

solve labour problems. We cannot increase productivity in our country as along as labour
remains a separate facts of production with all its features and labour remains a separate
facts of productivity in our country as along as labour problems will always exits. I realized
that the conditions leading to these problems were not easy to understand so the study of
nature of these problems will help a lot to the management and the employees to solve many
day-to-day problems in the industry easily and peacefully.

43

The present study conducted among the employee of DCI aims at enumerating the
welfare programmes. In this regard I have made an attempt to draw information from
collected data. I approached 50 employees individually all working class in DCI.

44

1. ARE YOU SATISFIED WITH REGARD TO WELFARE AMENITIES PROVIDED

BY THE ORGANISATION?
Table-1
Employees opinion

Total

No. of Respondents

Percentages

48

96

50

100

60

50

48

40

30

20

10
1

Not satisfied

No opinion

0
Satisfied

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
the welfare amenities provided by the organisation shows that, 96% of them are satisfied,
2% of them not satisfied, 2% of them no opinion.

45

2. ARE YOU SATISFIED WITH THE TRANSPORT / CONVEYANCE

ALLOWANCE?

Employees opinion

No. of Respondents

Percentages

Satisfied

40

80

Not satisfied

18

No opinion

50

100

Total

45
40
40
35
30
25
20
15
9

10
5

1
0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
the transport allowance shows that, 80% of them are satisfied, 18% of them not satisfied,
2% of them no opinion.

46

3. ARE YOU SATISFIED WITH THE CANTEEN FACILITY?

Employees opinion

No. of Respondents

Percentages

Satisfied

47

94

Not satisfied

No opinion

50

100

Total

50

47

45
40
35
30
25
20
15
10
5

Not satisfied

No opinion

0
Satisfied

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
the canteen facility provided by the organisation shows that, 94% of them are satisfied, 4%
of them not satisfied, 2% of them no opinion.

47

4. ARE YOU SATISFIED WITH WORKING CONDITIONS AND ENVIRONMENT

BY THE ORGANISATION?

Employees opinion

No. of Respondents

Percentages

Satisfied

40

80

Not satisfied

16

No opinion

50

100

Total

45
40
40
35
30
25
20
15
8

10
5

0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
with working conditions and environment provided by the organisation shows that, 80% of
them are satisfied, 16% of them not satisfied, 4% of them no opinion.

48

5. ARE YOU SATISFIED PAY PROVIDED BY THE ORGANISATION?

Employees opinion

No. of Respondents

Percentages

Satisfied

43

86

Not satisfied

12

No opinion

50

100

Total

50
45

43

40
35
30
25
20
15
10

0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
the pay provided by the organisation shows that, 86% of them are satisfied, 12% of them
not satisfied, 2% of them no opinion.

49

6. ARE YOU SATISFIED OF MEDICAL FECILITIES BY THE ORGANISATION?

Nature of opinion

No. of Respondents

Percentages

Satisfied

35

70

Not satisfied

10

20

No opinion

10

50

100

Total

40
35
35
30
25
20
15
10
10
5
5
0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
medical facilities welfare amenities provided by the organisation shows that, 70% of them
are satisfied, 20% of them not satisfied, 10% of them no opinion.

50

7. ARE THE EMPLOYEES TOWARDS THE WELFARE OFFICIALS APPROACH

IN SOLVING EMPLOYEE PROBILEMS

Employees opinion

No. of Respondents

Percentages

Satisfied

46

92

Not satisfied

No opinion

150

100

Total

50

46

45
40
35
30
25
20
15
10
3

0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
Approach in solving employee problems by the organisation shows that, 92% of them are
satisfied, 6% of them not satisfied, 2% of them no opinion.

51

8.

ARE

YOU

SATISFIED

LOAN

FACILITY

PROVIDING

IN

YOUR

ORGANISATION?

Employees opinion

No. of Respondents

Percentages

Satisfied

47

94

Not satisfied

No opinion

50

100

Total

50
47
45
40
35
30
25
20
15
10
3

0
0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
loan facility provided by the organisation shows that, 94% of them are satisfied, 6% of
them not satisfied, 0% of them no opinion.

52

9. ARE YOU SATISFIED ON FRINGE BENEFITS PROVIDED BY THE

ORGANISATION?

Employees opinion

No. of Respondents

Percentages

Satisfied

48

96

Not satisfied

No opinion

50

100

Total

60

50

48

40

30

20

10
2

0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
the fringe benefits welfare amenities provided by the organisation shows that, 96% of them
are satisfied, 4% of them not satisfied, 0% of them no opinion

53

10. ARE YOU SATISFIED ABOUT THE SUPERVISORY STYLE IN THE

ORGANISATION?

Employees opinion

No. of Respondents

Percentages

Satisfied

42

84

Not satisfied

12

No opinion

50

100

Total

45
42
40
35
30
25
20
15
10
6
5

0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
the supervisory style by the organisation shows that, 84% of them are satisfied, 12% of
them not satisfied, 4% of them no opinion.

54

11. ARE YOU SATISFIED ROLES SPECIFIED ON YOU ORGANISATION?

Employees opinion

No. of Respondents

Percentages

Satisfied

30

60

Not satisfied

15

30

No opinion

10

Total

50

100

35
30

30

25
20
15
15
10
5
5
0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
roles specified by the organisation shows that, 60% of them are satisfied, 30% of them not
satisfied, 10% of them no opinion.

55

12. ARE YOU SATISFIED EDUCATION FACILITY IN YOUR ORGANISATION ?

Employees opinion

No. of Respondents

Percentages

Satisfied

30

60

Not satisfied

15

30

No opinion

10

Total

50

100

35
30

30

25
20
15
15
10
5
5
0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
education facility provided by the organisation shows that, 60% of them are satisfied, 30%
of them not satisfied, 10% of them no opinion.

56

13.

ARE

YOU

SATISFIED

ABOUT

THE

COMMUNICATION

AND

INFORMATION FLOW IN YOUR ORGANISATION?

Employees opinion

No. of Respondents

Percentages

Satisfied

47

94

Not satisfied

No opinion

50

100

Total

50
47
45
40
35
30
25
20
15
10
5

Not satisfied

No opinion

0
Satisfied

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
about the communication and information flow by the organisation shows that, 94% of them
are satisfied, 4% of them not satisfied, 2% of them no opinion.

57

14. ARE YOU SATISFIED ABOUT TRAINING PROGRAMS TO JOB SITUATION

IN YOUR ORGANISATION?

No. of Respondents

Percentages

Satisfied

40

80

Not satisfied

18

No opinion

50

100

Employees opinion

Total

45
40

40

35
30
25
20
15
9

10
5

1
0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
about training programs to job situation by the organisation shows that, 80% of them are
satisfied, 18% of them not satisfied, 2% of them no opinion.

58

15.

ARE YOU SATISFIED ENCOURAGEMENT OF SUPERVISOR OF TEAM

COLLABORATION IN ACHIEVING THE TASKS OF THE GROUP IN YOUR

ORGANISATION?

Employees opinion

No. of Respondents

Percentages

Satisfied

48

96

Not satisfied

No opinion

50

100

Total

120
100

96

80
60
40
20
4

0
Satisfied

Not satisfied

No opinion

INTERPRETATION:
It is clear from the above data that the level of satisfaction of respondents regarding
encouragement of supervisor of team collaboration in achieving the task of the group by the
organisation shows that, 96% of them are satisfied, 4% of them not satisfied, 0% of them no
opinion.

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5.1 SUMMARY
The Dredging Corporation of India Limited (D C I) was established in the year 1976
to provide dredging services to the Major Ports of the country in India. D C I is a pioneer
organization in the field of dredging and maritime development. D C I is fully equipped to
offer the complete range of dredging and allied services to the users in India and Abroad and
to provide the vital inputs for the national development. Its Head Office is strategically
situated on the east coast of India at Visakhapatnam; DCI helps to ensure continuous
availability of the desired depths in the shipping channels of the major and minor Ports,
Indian Navy, Fishing Harbors and other maritime organizations. It further serves the Nation
in a variety of ways, be it capital dredging for creation of new harbors, deepening of existing
harbors or maintenance dredging for the upkeep of the required depths at various Ports along
the 7,500 Kms coastline of India.
The number of individuals affected by job stress is growing day by day in
almost every industry. According to Health and Safety Executive (2006 , work place stress is
now the fastest growing cause of absence from work . The need of the hour is to avoid stress
or manage it before it has adverse effects on the individuals. Another important concern is
that the poor standards of performance by many employees due to the effects of stress at
work

represent

substantial

financial

loss

to

their organizations and the nations economy. Hence, there is an urgent need for the
organizations to understand what is job stress, the causes for the same, and to incorporate
stress protection for their employees into their management systems.

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5.2 FINDINGS

Top management believes that human resources is extremely important and they
have to be treated more humanly.

DCI provides lot of allowances and advances to the employees.

Most of the employees are not satisfied with the training provide.

Organization follows the five scale rating system.

Most of the employees feel that they have no time for themselves and their
personal lives because of work overload.

Employees are not satisfied with the working conditions. Corporation is located
in dust prone area.

Role overload is the major cause of stress.

Corporation is not providing good recreation facilities.

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5.3 SUGGESTIONS
The following measures should be taken to improve the conditions of work in DCI,
Visakhapatnam.

The recreational facilities should be introduced and efforts should be made

by the management to motivate employees to utilize them fully and properly.

The management should extend the education programme to the DCI and
also it must encourage employees to participate in it.

Employees should be encouraged to attend the cultural programmes.

In nutritious food should be secured and quality control should be upgraded.

Proper sitting place must be provided to relieve employees of the tiredness.

Employee must be made realize the need and importance of welfare facilities
and cleanliness, so that they may utilize it and have a better stand of living.

Ladies Room should be provided separately with all facilities where they can
be relaxed.

The employee of DCI will feel more comfortable in the existing facilities.

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5.4 CONCLUSIONS
The various conclusions arrived in the analysis of data are summarized below.

Age : In DCI 43% of the employee belong to the age group of above 50 years while
the younger groups is minority comprising of only 14%

Sex; There are both male and female employees s. but majority of them are male

Marital status: Among the employees, majority of them are married 93% only 7% of
employees are not married

Education: Education plays an important role in the employees life. if they all
educated it is very easy for them to understand various aspects of work life and also
improve their attitude and knowledge. In DCL education (level) is very good. 44%
employees are graduates, 32% of the employees are post graduates, 14% of the
employees are secondary education and 10% employees are only primary education.
Since graduate percentage is high there does no possibility of misunderstanding and
suspicious between employees and management .therefore understand and cooperation is at maximum and every move of the management is accepted with
improvement

Nature of job; all the respondents are permanent employees. If the employees works
on causal basis he always feels in secure the feeling will reflect on this performance in
the work.

Job experience; - I found that the majority f the employees 10% 5-10 years
experience while the remaining all more experiences. All employees are permanent.

Salary; - The attitude of worker towards the salary and their economic conditions
play an vital role in the family life and work life. Ti leads to greater efficiency of DCI.
In regards to salary most of the employees get income into the range of Rs. 10,000
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and above . The employees are satisfied with the salary a s it goes along with the
quantum of their work. some employees attitude towards dearness allowances is
satisfactory. All fee the need for a n increase in DA and also payment of HRA.

Working conditions

I observed that proper car is being taken by the management to maintain the office
clean. There is good ventilation. There are other facilities like control of temperature.
Lighting arrangement and provisions for drinking

water, latrines etc., are well

maintained

Social security measures: DCI gives PRI yearly and the employees expecting last
year PRI when the study was conducted however they demand for an increase bonus.
DCI has implemented the employees provident fund Act of 1952, the provident funds
is deducted from the salary for all permanent workers. DA is also included for the
purpose of calculating the employees contribution to provident fund (overtime is not
taken into consideration). Provided fund is deducted at the time of monthly payment
to the workers

Employees attitude towards the welfare faculties: Most of the employees are
satisfied with the canteen facilities. The canteen maintained directly by the contractor.
The employees feel that quality is good.

Housing facilities: The employees of DCI dont have the housing facility. The DCI is
paying the HRA to all the employees instead of providing the housing facility. They
demanded to increase the facility and extend benefit to most of the employees. They
also point out HRA should be increased.

Transport facilities
Employees satisfied the conveyance allowance provided By DCI as most of them are
coming by vehicle.
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Medical facilities
In DCI there is first aid dispensary but they dont have any dispensary and hospital
in the organization. But the employees are satisfied with medical services.
Loan facilities
DCI provides loan for the purchase of vehicles up to maximum of Rs. 30,000, they
have loan from DCI for marriage, housing and land purchase etc. however a subsidy of
interest HPDC and LIC loans for housing is provided.
Employees treatment
Employees expressed that the treatment form the management is satisfactory. The
corporate voice has appointed officers to look after the welfare facilities in the company.
Employees have also expressed their satisfactory opinion regarding the treatment of the
officer towards them.
The dredging corporation of India limited possessing THE MINI RATNA status. The job of
staff finds the DCI is a tough job within excellent work
General opinion and suggestions;The attitude and treatment of sections head towards the employees is satisfactory the
opinion of workers about management functioning on the whole is satisfactory. All the
employees work more and loess services have good opini0on about management. All this
shows that they have been will treated by the management.

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BIBLIOGRAPHY
During the completion of the project i have referred to the following books and
articles and websites surfed, which helped me to gather information and know more about the
different policies and successfully complete my project.
BOOKS:

PROF. P.C .TRIPATI

ASST.PROF. Daviad A.DeCenzo

PROF. Stephen P.Robbins

MAGAZINES:
Business HR

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ANNEXURE
EMPLOYEES ATTITUDE TOWOARDS WELFARE AMENITIES IN
DREDGING CORPARATION OF INDIA LTD, VISAKHAPATNAM.
QUESTIONNAIRE
PERSONAL
1. Name

2. Department

3. Gender

4. Designation

5. Years of Experience

EDUCATION:
QUALIFICATION: PRIMARY/SSC/SSLC/DEGREE/POST GRADUATE

I.

STATUTORY WELFARE MEASURES:

II.

Do enjoy all the welfare facilities provided in your organization?

Yes/No
Do you have a canteen in your organization?
Yes/No
Is the canteen maintained directly by the Management / worker / Contract?
Are you getting sufficient time to make better use of canteen?
Yes/No
Are you satisfied with the food stuffs served in the canteen?
Yes/No
Satisfied / not satisfied No opinion.
Yes/No
Are you satisfied with the following facilities by the corporation? Yes/No
Drinking water
Yes/No
First-aid
Yes/No

VOLUNTARY WELFARE MEASURES:

A. Housing:
1. Are you living in the quarters provided by the company?
Yes/No
2. If yes, are you satisfied with the facilities provided in the quarters? Yes/No

B. Medical:
1. Do you have medical facilities?
2. If yes, are you satisfied?
C. Transport:
1. How far do, you live from office:_________________Kms.
2. How do you generally reach your office:
Walk/vehicle/bus/other
3. Is there a vehicle stand in your office?
4. Are you satisfied with it?
5. Are you satisfied with the conveyance allowance?
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Yes/No
Yes/No

Yes/No
Yes/No
Yes/No

D. Co-operative societies:
1. Do you have a co-operative society run by the company?
Yes/No
2. If yes, are you satisfied with its working?
E. Recreation:
1. Do you have any provisions for recreation facilities?
Yes/No
2. If no would you like to have recreational facility?
Yes/No
3. Do you have a library in the company?
Yes/No
4. If no would you like to have one
Yes/No
F. Loan and advance:
Do you get loans from the following?
marriage
Yes/No
housing
Yes/No
land purchase
Yes/No
vehicles
Yes/No
G. other:
Do you have a education scheme?
Yes/No
If no, do you like to have?
Yes/No
Do you have LTC facilities?
Yes/No
Does the company provide childrens educational allowance? Yes/No
Do you have employee counselling?
Yes/No
H. General:
Is there an officer to look after welfare facilities provided by the
company?
Yes/No
Suggestions:
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(THANK YOU)

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