A STUDY ON THE EMPLOYEE WELFARE MEASURES IN

SOUTHERN RAILWAYS TRICHY

INDUSTRY PROFILE
ABOUT THE INDUSTRY

The idea of the railway probably traces it origins to Roman times, when many
of their stone paved roads were set with strips of long, smooth stones which
would accommodate the wheels of their chariots.

The first public railway as we know it today carrying passengers and freight
was the Stockton & Darlington Railway in 1825. By 1839, when the Midland
Counties Railway became the first railway to reach my home town of Derby, a
considerable mileage of lines was already established around the country.

Railway development in Great Britain was piecemeal, each line being

promoted by a private company. Several large, long distance operators did
exist, and these did take over some of the smaller branch lines, but by the early
20th Century the country was still covered by a patchwork of small railway
companies.

After the First World War, economic pressures forced many small railways into
decline. The Government felt obliged to take action, but the political mood at
that time was not in favor of state ownership of the railways, even though that
expedient had been tried with some success in other countries. Instead, in 1923
almost all the railways in the country were grouped into four new companies
(the "Big Four"):
 • The Great Western Railway (GWR)
• The London, Midland & Scottish Railway (LMS)
• The London & North Eastern Railway (LNER)
• The Southern Railway

The Second World War took another great toll on the railways and on the state
of the national economy in general, with the result that in 1948 the railways
were nationalized as British Railways.

In the mid-1950s plans were put in hand for extensive modernization of the
railways, but by the early 1960s it was clear that many rural railways had
outlived their usefulness and would have to go. The result was the infamous
Breeching Report of 1963 which led to widespread closures over the next few
years. Undoubtedly the Report had its flaws (one could cite the apparent
absurdity of closing one of the most modern lines in the country, from
Manchester to Sheffield via Wood head, or the withdrawal of passenger
services from Mansfield to leave it the largest town in the UK, probably in
Europe, without a passenger train service, just to name two examples) but it did
have the desired effect of pruning out much of the "dead wood" from the
network. Contrast the situation in France, where rural branch lines have died
out by a slow, painful and expensive process of attrition, with much the same
end result.

Meanwhile, British Railways was relaunched with a new image as British Rail,
and modernization continued. Steam was phased out by the end of the 1960s in
favor of diesel and electric traction.

By the 1970s, it was clear that existing outdated passenger stock was quite
inadequate for an increasingly discerning travel market. This led to two
projects: the Advanced Passenger Train (APT) and the High Speed Train
(HST). APT is now mainly remembered for the difficulties which dogged its
development, but there is little doubt that it could have been made to work;
indeed, some of the technology ultimately found its way into the
Italian Pendolino, a variant of which is re-equipping parts of the UK network in
the 21st Century. However, APT was too sophisticated and expensive a
solution for its time. HST, with its well proven, largely off-the-shelf
technology, was the preferred option. It went on to become one of the most
successful and popular trains of all time, and the 30 year old sets still clock up
millions of revenue miles today.

The 1980s were bad for railways in the UK. Huge downturns in bulk freight
traffic, the economic climate of the country and, above all, a political will that
did not seem to include much of a future for the railways, led to more radical
action being necessary; and by the 1990s steps were put in place to privatize the
railways once more. Privatization is part of EU policy, but Britain has chosen
to go about it in a rather more complex way than most other countries. The
operation had many critics and was not without considerable difficulties, but
benefits to the end user in terms of improved services, improved reliability of
service and better trains are now beginning to be seen.

1994 saw the official opening of the Channel Tunnel, making the railways of
Britain truly part of the European network for the first time. Now, in the 21st
Century, railways are back in favor as a mode of transport, largely on account
of their "green" credentials. Plans for new railways abound; some, notably the
Channel Tunnel Rail Link, are already under construction. A new phase of
modernization is in hand for other major routes. The next few years promise to
be exciting times for observers of the railway scene in the Great Britain.

COMPANY PROFILE

INDIAN RAILWAYS:

Indian Railways abbreviated as IR, is the state-owned railway company of India,

Which owns and operates most of the country’s rail transport. It is overseen by the
Ministry of Railways of the Government of India.
Indian Railways has one of the largest and busiest rail network in the world,
transporting 20 million passengers and more then 2 million tones of freight daily. It is one
of the worlds largest commercial or utility employers, with more than 1.6 million
employees. The railways traverse the length and breadth of the country ,covering 6,909
stations over a total route length of more than 63,327 kilometers (39,350mi). As to rolling
stock, IR owns over 200,000 (freight) wagons, 50,000 coaches and 8,000 locomotives.
Railways were first introduced to India in 1853. By 1947, the year of India’s
independence, there were forty-two rail systems. In 1951 the system were nationalized as
one unit, becoming one of the largest network in the world. IR operates both long
distance and suburban rail system on a multi-gauge network of broad, meter and narrow
gauges. It also owns locomotive and coach production facilities.
Origin & Development:
 1947 Post partition 21 railway systems—10 owned by the GOI and balance by
princely states. Total integration of princely state railways completed by first
April 1950

 1951 Southern, Central and Western Railways SR, CR & WR created

 1952 Northern, Eastern and North Eastern Railways, NR,ER & NER created

 1955 South Eastern Railways, SRE created

 1958 North East Frontier Railways, NFR created.

 1966 South Central Railways, SCR created.

 2002 East Central & North Western Railways created in October.

 2002 South Western, West central, North Central, South Eastern Central & East
Coast Railways, SWR,WCR,NCR,SECR and ECOR created in April 2003.

Organizational Structure
Indian Railways is a department owned and controlled by the Government of
Ionia, via the Ministry of Railways. As of March 2010.the Railways Ministry is headed
by Mamtha Banerjee, the Union Minister of Railways and assisted by two minister of
State for Railways. Indian Railways is administrated by the Railways Board, Which has a
financial commissioner, five members and a chairman.

Railway Zones
Indian Railways is divided into zones, which are further sub-divided into
divisions. The numbers of zones in Indian Railways increased from six to eight in 1951,
nine in 1952, and finally 16 in 2003. Each zonal railway is made up of a creation number
of divisions, each having a divisional headquarters. There are a total of 67 divisions.
The Kolkata Metro is owned and operated by Indian Railways, but is not a part of
any of the zones. It is administratively considered to have status of a zonal railway.
Each of the 16 zones, as well as the Kolkata Metro, is headed by a General
Manager(GM) who reports directly to the Railway Board. The zones are further divided
into divisions under the control of Divisional Railway Manager (DRM). The divisional
officers of Engineering, Mechanical, Electrical, Signal and telecommunication, accounts,
personal, commercial and safety branches report to the respective Divisional Managers
and are in charge of operation and maintenance of assets. Further down the hierarchy tree
are the station Master who control individual station and the train movement through the
track territory under their station’s administration.

Recruitment and Training

With approximately 1.6 million employees, Indian Railways is the country’s
single largest employer. Staff are classified into gazette (Group A and B)and non-
gazette(Group C and D) employees. The recruitment of Group A gazette employees is
carried out by the Union Public Service Commission through exams conduct by it. The
recruitment to Group ‘C’ and ‘D’ employees on the Indian Railways is done through 19
Railway Recruitment Board which are controlled by the Railway Recruitment Control
Board (RRCB). The training of all cadres is entrusted and shared between six centralized
training institutes.

Subsidiaries
Indian Railways manufactures much of its rolling stock and heavy engineering
components at its six manufacturing plants, called production units, Which are managed
directly by the ministry. As with most developing economies, the main reason for this
was the policy of import substitution of expensive technology related products when the
general state of the national engineering industry was immature. Each of these six
production units is headed by General Manager, who also reports directly to the Railway
Board.
There exist independent organizations under the control of the Railway Board for
electrification, modernization and research and design, each of which is headed by a
General Manager. A number of Public Sector Undertakings, which perform railway
related function ranging from consultancy to ticketing, are also under the administrative
control of the Ministry of railways.

THE SOUTHERN RAILWAYS

Southern Railway, in its present form, came into existence on 14th April 1951
through the merger of the three state railways namely Madras and Southern Mahratta
Railways, the southern Indian Railways, and the Mysore state railway. Southern
Railway’s present network extends over a large area of India’s southern Peninsula,
covering the states of Tamilnadu, Kerala, Pondicherry, and small portion of Andhra
Pradesh. Serving these naturally plentiful and culturally rich southern state, the SR
extends from Mangalore on the west coast and kanniyakumari in the south to Renigunta
in the North West and Gundur in the North East.Headquartered at Chennai, the Southern
Railway comprises of the following six divisions
1.Chennai
2.Tiruchirapalli
3.Madurai
4. Salam
5.Trivandrum
6. Palghat
 CHAPTER - 2

INTRODUCTION:
INTRODUCTION TO THE STUDY

Safety and welfare measures are inevitable to any organization where workers
are involved. An organization‘s responsibility to its employees extends beyond the
payment of wages for their services. The employee’s safety and welfare on and off the
job within the organization is a vital concern of the employer. Providing a safe and
healthy environment is a pre-requisite for any productive effort. This research deals with
the study on the welfare measures provided to the employees at SOUTHERN
RAILWAYS TRICHY DIVISION.

Problem Identification

Unlike other industries, the employees of the SOUTHERN RAILWAYS

TRICHY DIVISION are often exposed to different and new which they may not have
been familiar with earlier. The employees have to deal huge machinery. The unfamiliarity
in the nature of materials they handle and the danger involved I handling them make the
employees prone to higher degree of risk.
Satisfying or fulfilling the safety and security needs of the workers,
would give them a better motivation and more time to concentrate on job performance. A
voluntary approach on the part of the management to offer welfare programs which are
over and above what is laid down by the law would boost the morale of the employees
and motivate them to perform better. A preliminary study conducted by the researcher
with respect to welfare showed that there was scope for improvement in certain areas.
This formed the basis of the research problem.
Objectives of the study

1. To evaluate the effectiveness of welfare measures at Southern

Railways, Trichy division.
2. To find out the factors which influence the satisfaction level among
employees towards labour welfare measures.
3. To find out the relationship existing between labour welfare measures
and over all jobsatisfaction.

4. To suggest measures to make existing welfare measures much more

effective and comprehensive so that the benefits of the employees will
be increased.

Scope of the study

This study would give an overview of the welfare measures existing at

Southern Railway work shop. Since safety and welfare are two important elements
essential for improving the productivity of an organization, a study on the existing
welfare measures would help the organization perform better. This study would throw
light on the perception of the employees regarding safety and welfare. Southern Railway
can identify the areas where it can improve so as to improve the performance of the
employees. This study would also help to analyze if there is dependence between
Limitations of the study

.
• Due to time constraints the sample size had to be confirmed to 100.
• In spite of repeated explanation by the researcher the employees had the
fear over the management which rather prevented them to share their
objective opinion.
• The employees have given positive or safe answer which may not be their
true feelings.

REVIEW OF LITERATURE

In 1998 a study was conducted on the welfare measures provided to the

employees of Copt by Ms. N. Sangeetha of Bharathiyar University. This study was
based on the Class I and Class II employees contrary to my project work which focuses
only on the Class III, Class IV non-ministerial staff. This was helpful to me with regard
to the selection of samples and using statistical tools. I have done my research work
independently and both the studies are independent.

Definitions of safety
• The condition of being safe; freedom from danger, risk, or injury.

• The state of being certain that adverse effects will not be caused by some agent
under defined conditions.

• Occupational safety is concerned with risks in areas where people work; offices,
manufacturing plants, farms, construction sites, and commercial and retail
facilities. Public safety is concerned with hazards in the home, in travel and
recreation, and in other situations that do not fall within the scope of occupational
safety.
Definitions of welfare
• Anything done for the intellectual, physical, moral and economic betterment of
the workers, whether by employers, by government or by other agencies, over and
above what is laid down by law or what is normally expected of the contractual
benefits for which workers may have bargained.

• Well-doing or well-being in any respect, the enjoyment of health and the common
blessings of life; exemption from any evil or calamity; prosperity; happiness.

METHODOLY AND ANALYSIS OF DATA

RESEARCH METHODOLY

Research methodology is a way of systematically solving the research

problem. Research methodology deals with the research design used and methods used to
present the study.

Research Design

A research design is a detailed blue print used to guide a research study toward its
objective. The process of designing a research study involves many interrelated
decisions. The most significant decision is the choice of research approach, because it
determines how the information will be obtained. The choice of the research approach
depends on the nature of the research that one wants to do.
The research design adopted for this study is Descriptive Research. Descriptive
method was adopted because it deals with description of the state of affairs as it exists at
present.
Sampling Techniques

The next step in research study after collecting data is the sampling process. When a
decision is made to use the sample, a number of factors must be taken into consideration.
The various steps involved in the sampling process are:

 Identifying target population.

 Determining sample frame.
 Selecting sampling procedure.
 Determine sample size.
 Execute sampling.
 Obtaining information from respondents.
 Generating information for decision making.

The sampling technique had to be selected. There are two types of sampling
techniques:

 Probability sampling

 Non-probability sampling

Among the probability sampling, the sampling used in this study was Stratified
sampling.

Stratified Sampling

If the population from which a sample is to be drawn does not constitute a

homogeneous group, then stratified technique is applied so as to obtain a representive
sample. In this technique, the population is stratified into number of non-overlapping sub
populations or strata and sample items are selected from each stratum. If the items
selected from each stratum is based on simple random sampling, the entire procedure,
first stratification and then simple random sampling is known as stratified sampling. The
stratified sampling results in a more reliable and detailed information. The researcher
uses simple random sampling for selection of items from each stratum.

Sample size

Among the 4000 staff in the organization a sample of 100 employees was taken
for the study.
Using the method of proportional allocation, the numbers of samples are
selected from each stratum.

Tools for data collection

There are several ways of colleting the appropriate data. While deciding about
the method of data collection to be used for the study, the researcher should keep in mind,
that there are 2 types of data.
1. Primary data

2. Secondary data

Primary data are those which are collected a fresh and for the first time and thus
happen to be original in character. Primary data can be collected either through
experiment or through survey.
The secondary data on the other hand are those which have already been
collected by someone else and which have already been passed through the statistical
process. In this study, the data was collected from the primary source through interview
schedule.

Statistical Techniques
 This phase consists of the data analysis of the data collected based on the
stratified simple random probabilistic sampling technique. The data collected were
analyzed using the following methods.

Percentage analysis

The number of responses of each category is summarized to percentage format

for the convenience to use other statistical tools namely pie chart and bar diagrams.

Statistical tools
Chi-square test

This test allows us to determine whether two attributes are independent of each
other. In this study chi-square has been used to test if there is an association between
various variables and the overall level of satisfaction of safety and welfare measures.
X2 = Σ {(Oi – Ei) 2 / Ei }
Applying Yates’s correction:
X2 = Σ {(|Oi – Ei |- 0.5) 2 / Ei }

Phi Coefficient

Chi-square test tells us about the significance of relation between variables; it

provides no answer regarding the magnitude of the relation between the two variables.
This can be achieved by computing the Phi coefficient which is a non-parametric
measure of coefficient of correlation. It gives the magnitude of the relation or the degree
of association between the two variables.

ϕ= [ X2 / n ]
 CHAPTER-3

DATA ANALYSIS AND INTERPRETATION

TABLE-1

TABLE SHOWING THE OPINION ABOUT WORK ENVIRONMENT

Grade No. of Respondents Percentage

Satisfied 8 8
Highly Satisfied 28 28
Average 64 64
Dissatisfied 0 0
Highly dissatisfied 0 0

OPINION ABOUT WORK ENVIRONMMENT

70
60
50
40
30 64
20
28
10
8 0 0
0
Satisfied Highly Average Dissatisfied Highly
Satisfied Dissatisfied

PARICULARS
INFERENCE:
From the above table it is inferred that 8% of people responded to satisfied,
28% of people responded to highly satisfied, 64% people to average, and 0% of people
responded to dissatisfied and highly dissatisfied.

TABLE-2

TABLE SHOWING THE OPINIONABOUT VENTILATION & LIGHTING

AT WORK PLACE

Grade No. of Respondents Percentage

Excellent 12 12
Good 52 52
Average 36 36
Bad 0 0
Very Bad 0 0

OPINION ABOUT VENTILATION

&
LIGHTING AT WORK PLACE

60

50

40

30
52
20 36
10
12 0 0
0
Excellent Good Avearge Bad Very Bad

Axis Title
INFERENCE:
From the above table it is inferred that 12% of people responded to excellent,
52% of people responded to good, 36% people to average, and 0% of people responded
to bad and very bad.

TABLE-3

TABLE SHOWING THE OPINION ABOUT SALARIES/BENEFITS

Grade No. of Respondents Percentage

Satisfied 20 20
Highly Satisfied 62 62
Average 18 18
Dissatisfied 0 0
Highly dissatisfied 0 0

OPINION ABOUT SALARIES/BENEFITS

70
60
50
40
30 62
20
10 20 18 0 0
0
Satisfed Highly Avearge Dissatisfied Highly
Satisfied Dissatisfied

PARTICULARS

INFERENCE:
 From the above table it is inferred that 20% of people responded to
satisfied, 62% of people responded to highly satisfied, 18% people to average, and 0% of
people responded to dissatisfied and highly dissatisfied.

Table- 4

TABLE SHOWING THE OPINION ABOUT TIMINGS/SCHEDULES

Grade No. of Respondents Percentage

Satisfied 20 20
Highly Satisfied 72 72
Average 8 8
Dissatisfied 0 0
Highly dissatisfied 0 0

OPINION ABOUT TIMINGS/SCHEDULE

80
70
60
50
40
72
30
20
10 20 8 0 0
0
Satisfed Highly Avearge Dissatisfied Highly
Satisfied Dissatisfied

PARTICULARS
INFERENCE:

From the above table it is inferred that 20% of people responded to satisfied,
72% of people responded to highly satisfied, 8% people to average, and 0% of people
responded to dissatisfied and highly dissatisfied.

Table- 5

TABLE SHOWING THE OPINION ABOUT SAFETY

MEASURES AT WORK PLACE

Grade No. of Respondents Percentage

Satisfied 64 64
Highly Satisfied 4 4
Average 19 19
Dissatisfied 9 9
Highly dissatisfied 4 4
 OPINION ABOUT SAFETY MEASURES AT WORK PLACE

70
60
50
40
30 64
20
10 19
4 9 4
0
Satisfed Highly Satisfied Avearge Dissatisfied Highly
Dissatisfied

PARTICULARS

INFERENCE:

From the above table it is inferred that 64% of people responded to satisfied, 4%
of people responded to highly satisfied, 19% people to average, 9% of people responded
to dissatisfied and 4% of people responded to highly dissatisfied.

Table- 6

TABLE SHOWING THE OPINION ABOUT PRESENCE

OF SAFETY COMMITTEE

Grade No. of Respondents Percentage

Yes 60 60
No 40 40
 OPINION ABOUT PRESENCE OF SAFETY COMMITTEE

70
60
50
40
30 60
20 40
10
0
Yes No

PARTICULARS

INFERENCE:

From the above table it is inferred that 60% of people responded to Yes for
presence of safety committee and 40% of people said No.
 Table- 7

TABLE SHOWING THE OPINION ABOUT SAFETY INSTRUCTIONS

Grade No. of Respondents Percentage

Yes 72 72
No 28 28

OPINION ABOUT PRESENCE OF SAFETY INSTRUCTIONS

80
70
60
50
40
72
30
20
28
10
0
Yes No

PARTICULARS
INFERENCE:

From the above table it is inferred that 72% of people responded to Yes for
safety instructions and 28% of people said No.

Table- 8

TABLE SHOWING THE OPINION ABOUT ACCIDENT PREVENTION

MEASURES

Grade No. of Respondents Percentage

Good 12 12
Very Good 40 40
Average 36 36
Bad 7 7
Very Bad 5 5
 OPINION ABOUT ACCIDENT PREVENTION MEASURES
50

40

30

20 40
36

10
12
7 5
0
Good Very Good Avearge Bad Very Bad

PARTICULARS

INFERENCE:

From the above table it is inferred that 12% of people responded to good, 40%
of people responded to very good, 36% people to average, 7% of people responded to bad
and 5% of people responded to very bad.
 Table- 9

TABLE SHOWING THE OPINION ABOUT FIRST – AID FACILITY

Grade No. of Respondents Percentage

Good 38 38
Very Good 22 22
Average 28 28
Bad 10 10
Very Bad 2 2

OPINION ABOUT FIRST – AID FACILITY

40
35
30
25
20 38
15 28
10 22
5 10
2
0
Good Very Good Avearge Bad Very Bad

PARTICULARS
INFERENCE:

From the above table it is inferred that 38% of people responded to good, 22%
of people responded to very good, 28% people to average, 10% of people responded to
bad and 2% of people responded to very bad.

Table- 10

TABLE SHOWING THE OPINION ABOUT ORGANIZATION HEALTH

CHECK - UPS

Grade No. of Respondents Percentage

Yearly 30 30
Half Yearly 20 20
Quarterly 20 20
Monthly 20 20
Not at all 10 10

OPINION ABOUT ORGANIZATION HEALTH CHECK - UPS

35
30
25
20
15 30
10 20 20 20
5 10
0
Yearly Half Yearly Quarterly Monthly Not at all

PARTICULARS
INFERENCE:

From the above table it is inferred that 30% of people responded to yearly, 20%
of people responded to half yearly, 20% people to quarterly, 20% of people responded to
monthly and 10% of people responded to not at all.

Table- 11

TABLE SHOWING THE OPINION ABOUT CANTEEN FACILITIES

WITHIN THE ORGANIZATION

Grade No. of Respondents Percentage

Yes 68 68
No 32 32

OPINION ABOUT CANTEEN FACILITIES

80
70
60
50
40
68
30
20
32
10
0
Yes No

PARTICULARS
INFERENCE:

From the above table it is inferred that 68% of people responded to Yes to
canteen facilities in organization and 32% of people said No.

Table- 12

TABLE SHOWING THE OPINION ABOUT HOUSING FACILITIES TO

EMPLOYEES

Grade No. of Respondents Percentage

Yes 33 33
No 67 67

OPINION ABOUT HOUSING FACILITIES

80
70
60
50
40
67
30
20
33
10
0
Yes No

PARTICULARS
INFERENCE:

From the above table it is inferred that 33% of people responded to Yes for
housing facilities in organization and 67% of people said No.

Table- 13

TABLE SHOWING THE OPINION ABOUT P.F. BENEFITS

Grade No. of Respondents Percentage

Satisfied 40 40
Highly Satisfied 12 12
Average 44 44
Dissatisfied 4 4
Highly dissatisfied 0 0

OPINION ABOUT P.F. BENEFITS

50

40

30

44
20 40

10
12
4 0
0
Satisfed Highly Avearge Dissatisfied Highly
Satisfied Dissatisfied

PARTICULARS
INFERENCE:

From the above table it is inferred that 40% of people responded to satisfied,
12% of people responded to highly satisfied, 44% people to average, 4% of people
responded to dissatisfied and 0% of people responded to highly dissatisfied.

Table- 14

TABLE SHOWING THE OPINION ABOUT INSURANCE FACILITIES

Grade No. of Respondents Percentage

Satisfied 40 40
Highly Satisfied 12 12
Average 44 44
Dissatisfied 4 4
Highly dissatisfied 0 0

OPINION ABOUT INSURANCE FACILITIES

50

40

30

44
20 40

10
12 4 0
0
Satisfed Highly Avearge Dissatisfied Highly
Satisfied Dissatisfied

PARTICULARS
INFERENCE:

From the above table it is inferred that 40% of people responded to satisfied,
12% of people responded to highly satisfied, 44% people to average, 4% of people
responded to dissatisfied and 0% of people responded to highly dissatisfied.

Table- 15

TABLE SHOWING THE OPINION ABOUT RETIREMENT BENEFITS

Grade No. of Respondents Percentage

Satisfied 16 16
Highly Satisfied 20 20
Average 52 52
Dissatisfied 12 12
Highly dissatisfied 0 0

OPINION ABOUT RETIREMENT BENEFITS

60

50

40

30
52
20

10 16 20
12 0
0
Satisfed Highly Avearge Dissatisfied Highly
Satisfied Dissatisfied

PARTICULARS
INFERENCE:

From the above table it is inferred that 16% of people responded to satisfied,
20% of people responded to highly satisfied, 52% people to average, 12% of people
responded to dissatisfied and 0% of people responded to highly dissatisfied.

Table- 16

TABLE SHOWING THE OPINION ABOUT PRESENCE OF WELFARE

OFFICER

Grade No. of Respondents Percentage

Yes 80 80
No 20 20

OPINION ABOUT PRESENCE OF WELFARE OFFICER

90
80
70
60
50
40 80
30
20
10 20
0
Yes No

PARTICULARS
INFERENCE:

From the above table it is inferred that 80% of people responded to Yes for
presence of welfare officer in organization and 20% of people said No.

Table- 17

TABLE SHOWING THE OPINION ABOUT WELFARE PROVISIONS

Grade No. of Respondents Percentage

Satisfied 40 40
Highly Satisfied 12 12
Average 40 40
Dissatisfied 4 4
Highly dissatisfied 4 4
 OPINION ABOUT WELFARE PROVISIONS

50

40

30

20 40 40

10
12
4 4
0
Satisfed Highly Avearge Dissatisfied Highly
Satisfied Dissatisfied

PARTICULARS

INFERENCE:
 From the above table it is inferred that 40% of people responded to satisfied,
12% of people responded to highly satisfied, 40% people to average, 4% of people
responded to dissatisfied and 4% of people responded to highly dissatisfied.

Table- 18

TABLE SHOWING THE OPINION ABOUT REST PERIODS

Grade No. of Respondents Percentage

Satisfied 4 4
Highly Satisfied 28 28
Average 60 60
Dissatisfied 8 8
Highly dissatisfied 0 0

OPINION ABOUT REST PERIODS

70
60
50
40
30 60
20
28
10
4 8 0
0
Satisfed Highly Avearge Dissatisfied Highly
Satisfied Dissatisfied

PARTICULARS
INFERENCE:

From the above table it is inferred that 4% of people responded to satisfied, 28%
of people responded to highly satisfied, 60% people to average, 8% of people responded
to dissatisfied and 0% of people responded to highly dissatisfied.

Table- 19

TABLE SHOWING THE OPINION ABOUT RESPONDING IN CASE OF

EMERGENCIES

Grade No. of Respondents Percentage

Good 40 40
Very Good 4 4
Average 32 32
Bad 24 24
Very Bad 0 0

OPINION ABOUT RESPONDING IN CASE OF EMERGENCIES

50

40

30

20 40
32
24
10
4 0
0
Good Very Good Avearge Bad Very Bad

PARTICULARS
INFERENCE:

From the above table it is inferred that 16% of people responded to satisfied,
20% of people responded to highly satisfied, 52% people to average, 12% of people
responded to dissatisfied and 0% of people responded to highly dissatisfied.

Table- 20

TABLE SHOWING THE OPINION ABOUT FRINGE BENEFITS

Grade No. of Respondents Percentage

Satisfied 8 8
Highly Satisfied 24 24
Average 52 52
Dissatisfied 16 16
Highly dissatisfied 0 0

OPINION ABOUT FRINGE BENEFITS

60

50

40

30
52
20
24
10 16
8 0
0
Satisfed Highly Avearge Dissatisfied Highly
Satisfied Dissatisfied

PARTICULARS
INFERENCE:

From the above table it is inferred that 8% of people responded to satisfied, 24%
of people responded to highly satisfied, 52% people to average, 16% of people responded
to dissatisfied and 0% of people responded to highly dissatisfied.

STATISTICAL TOOL

CHI SQUARE TABLE

AIM

To find out significant associates between relationship work environment and P.F.
benefits.

NULL HYPOTHESIS

There is no significance relationship with work environment and P.F. benefits.

ATERNATIVE HYPOTHESIS

There is significance relationship with work environment and P.F.benefits.

OBSERVED FREQUENCY

P.F Satisfied Highly Average Dissatisfied Highly Total

W.E Satisfied Dissatisfied

satisfied 2 14 24 0 0 40

Highly 0 4 8 0 0 12

Satisfied

Average 4 10 30 0 0 44

Dissatisfied 2 0 2 0 0 4

Highly 0 0 0 0 0 0
Dissatisfied
Total 8 28 64 0 0 100

EXPECTED FREQUENCY

P.F Satisfied Highly Average Dissatisfied Highly

W.E Satisfied Dissatisfied

satisfied 3.2 11.2 25.6 0 0

Highly 0.96 3.36 7.68 0 0

Satisfied

Average 3.52 12.32 28.16 0 0

Dissatisfied 0.32 1.12 2.56 0 0

Highly 0 0 0 0 0
Dissatisfied
 CHI SQUARE TABLE

Oi Ei Oi-Ei (Oi-Ei)² (Oi-Ei)² / Ei

2 3.2 -1.2 1.44 0.45

14 11.2 2.8 7.84 0.7

24 25.6 -1.6 2.56 0.1

0 0.96 -0.96 0.92 0.95

4 3.36 0.64 0.40 0.11

8 7.68 0.32 0.10 0.01

4 3.52 0.48 0.23 0.06

10 12.32 -2.32 5.38 0.43

30 28.16 1.84 3.38 0.137

2 0.32 1.68 2.82 8.81

0 1.12 -1.12 1.25 1.11

2 2.56 -0.56 0.31 0.12

12.897

Calculated value = 12.987

Degree of freedom

(r-1) (c-1)

(4-1) (5-1) = 12

Level of Significance 5%

Table Value = 21.026

Conclusion

Since the calculated value of chi-square is lesser than table value so null hypothesis
is accepted.

Inference

There is no significant relationship between work environment and P.F.benefits.

 CHAPTER – 4

FINDINGS, SUGGESTIONS AND CONCLUSION

FINDINGS

Based on Percentage Analysis

1. The study shows that 75% of the respondents opined adequate safety training
programmes are conducted at SOUTHERN RAILWAY., and 25% of them
opined it is not.

2. The study shows that 62% of the respondents have attended safety training
programmes and 38% of them have not.

3. The study shows that 10% of the respondents have rated the training
programmes as highly effective, 84% have rated it as effective, 5% have no
opinion and 1% says it is ineffective.

4. The study shows that 91% of the respondents opined that the management
provides safety awareness and 9% opined that it does not.

5. The study shows that a majority of 84% employees feel that SRLY mostly
creates safety awareness through bulletin boards and the least through safety
competitions as only 14% believes that safety awareness is created through
safety competitions.

6. The study shows that 36% of the respondents feel that the safety goggles
provided are inadequate and 34% feel that the safety measures provided while
working on cranes are inadequate.

7. The study shows that 45% of the respondents say that they always make use
of the safety measures provided to them, 54% uses them sometimes and 1%
never uses it.

8. The study shows that 55% of the respondents opined that the machines,
equipments and tools are well designed, 58% opined that they are well
maintained and 57% opined that they are well guarded.
9. The study shows that 35% of the respondents believe that the layout of the
workplace is designed to avoid accidents, 21% says it is not so and 44%
believe that to an extent the workplace is designed to avoid accidents.

10. The study shows that 46% of the respondents believe that the safety measures
provided at SOUTHERN RAILWAY., reduce the severity of accidents, 9%
believes otherwise and 36% believe that to an extent the safety measures help
in reducing the severity of accidents.

11. The study shows that 81% of the respondents feel that always immediate
actions are taken to investigate accidents, 14% feel that it is so sometimes and
5% feels that immediate actions are never taken to investigate accidents.

12. The study shows that 56% of the respondents opined that they perceive a risk
factor while working at SOUTHERN RAILWAY., 33% opined that they do
not perceive any risk factor and 11% opined that to an extent they perceive a
risk factor.

13. The study shows that 90% of the respondents say that they never avoid work
due to the risk involved in it. 9% of the respondents avoids work and 1%
always avoids work.

14. The study shows that 21% of the respondents strongly agree that in case of
accidents, the management would take good care of them, 56% agree and 19%
disagree to this. 4% of the respondents had no opinion on the matter.

15. The study shows that 85% of the respondents feel that the safety measures
make them feel more secure while working at SRLY and 15% of them feel
otherwise.
Based on Statistical Analysis

1. There is no significant difference in the level of satisfaction of existing safety

measures among the different category of workers.

2. In the CRS SHOP 90% of the respondents are satisfied with the safety
measures and 10% are not.

3. There is a significant association between the fact that the employees have
attended safety training programmes and their level of satisfaction regarding
the existing safety measures.

4. There is a significant association between the perception of risk factor and the
level of satisfaction of employees regarding the existing safety measures.

5. There is a significant association between the level of satisfaction of welfare

measures among the various category of employees.

6. There is significant association between the level of satisfaction of transport

facilities and the overall level of satisfaction of welfare measures.

7. There is no significant association between the level of satisfaction of rest

room facilities and the overall level of satisfaction of welfare measures.

SUGGESTIONS

• The researcher feels that the awareness for the safety is quite low
among the employees. Steps may be undertaken to increase the awareness and
need for safety.

• The management needs to pay attention to the fact that 45% of the
respondents feel that the machines, equipments and tools are not well
designed, 42% feel it is not well maintained, 43% feels it is not well guarded
and ding out reasons for the same.

• The responses of the employees regarding the level of satisfaction of

welfare measures are clustered in the satisfactory region. The management
may take steps to convert these into highly satisfactory.
 .

• The conditions of the rest rooms and shelters may be improved

especially in the wharf and electrical sections. They may be provided with
adequate fans and facilities to rest.

• The management can increase the number of Canteen facilities .

CONCLSION

A study was conducted on the safety and welfare measures provided to the
employees of SOUTHERN RAILWAY WORK SHOP.

A majority of 81% of the respondents was found to be satisfied with the safety
measures at, SOUTHERN RAILWAY WORK SHOP 2% were highly satisfied, 1% was
neutral in their opinion and only 16% dissatisfied with the safety measures.

A majority of the respondents feel secure while working at SRLY and feel
that the safety measures help to reduce the severity of actions. Even though 56% of them
perceive a risk factor while working at SRLY, a majority of 90% never avoid work due to
this risk factor.

The study again shows that there is a clustering of respondents’ opinion in the
satisfactory region regarding the level of satisfaction of welfare measures. This reveals
that a majority of respondents are satisfied with the existing welfare measures. The
management may take up steps to convert these into highly satisfactory.

The few welfare measures which were dissatisfactory rest room facilities and
the time lapse in compassionate appointments. The management may concentrate on
these areas to increase the satisfaction level of employees towards the welfare measures.
 CHAPTER- 5

QUESTIONNAIRE

I PERSONAL DETAILS

Name (Optional) :

Age : Up to 20 21- 30 31- 40 41- 50

> 50

Category : Highly Skilled Skilled Unskilled

Designation : ……………………………………………….

Shop : CRS BRS DSL WAS

Gender : Male Female

Marital Status : Single Married

Educational Level : 10th 12th Diploma

Graduate Post Graduate Others

Length of service : up to 5 yrs 6- 10 yrs 11-15 yrs

16- 20 yrs > 20 yrs.

II SAFETY

1. Are adequate safety training programmes conducted for the employees of

SOUTHERN RAILWAY WORK SHOP ?

Yes No

2. Have you attended any safety training programme conducted by the Southern
Railways ?
 Yes No

If yes, how was the safety training programme?

Highly Effective Effective No Opinion Ineffective Highly

Ineffective

3. Does the Management provide awareness programmes relating to safety?

Yes No

If yes, what are the measures undertaken by SOUTHERN RAILWAY to

bring about awareness for safety needs?

Observance of safety weeks

Safety Competitions

Talks on safety

Bulletin Boards/ Slogans

Pamphlets

Booklets

House Magazines

4. What is your opinion about the following?

Provision of safety measures Adequate Inadequate No Opinion

Safety helmets

Safety outfits

Safety goggles

Leather gloves

Safety shoes

Safety boots

Safety mask
 Life saving Appliances

Safety measures provided for

Cranes

Forks lift Trucks

Hatches

Hazardous Cargo

5. Do you make use of the above safety measures provided to you?

Always Sometimes Never No Opinion

6. Are the machines, equipments and tools:

Yes No

Well Designed

Well Maintained

Well Guarded

7. Is the layout of the workplace properly designed to avoid accidents?

Yes No To an extent No Opinion

8. Do the safety measures help in reducing the severity of accidents?

Yes No To an extent No Opinion

9. Are immediate actions taken to investigate accidents?

Always Sometimes Never No Opinion

10. Do you perceive any risk factor while working at SOUTHERN RAILWAYS ?

Yes No To an extent No Opinion

III Welfare

11. Are you happy with the welfare provided at SOUTHERN RAILWAYS ?

Yes No To an extent No Opinion

12. Welfare measures help to

Strongly Agree- SA Agree- A No Opinion- N Disagree- D

Strongly Disagree- SD

SA A N D SD

Create better industrial relations

Build greater loyalty to the company

Helps faster team spirit

13. What is your opinion about the following welfare measures at SOUTHERN
RAILWAYS ?

Highly Satisfactory- Hs Satisfactory- S Neutral- N

Dissatisfactory- D Highly Dissatisfactory- HD

HS S N D HD

Medical facilities

Canteen facilities

Rest room facilities

Recreational facilities
 Cultural facilities

Family Planning Programs

Educational facilities

Co-operative Establishments

Housing facilities

Shopping facilities

First Aid facilities

Ex-gratia payments

Compassionate Appointment

14. Do the welfare measures satisfy your needs?

Always Sometimes Never No Opinion

15. Do the welfare measures help in solving the problems faced by employees?

Always Sometimes Never No Opinion

16. What is your level of satisfaction regarding welfare measures?

Highly Satisfied Satisfied Neutral

Dissatisfied Highly Dissatisfied

17. Have you ever been disappointed by any of the welfare measures?

Yes No

If yes, (kindly specify)……………………………………..

18. What are the welfare measures you feel should be improved? Kindly specify.

…………………………………………………………………………………
…………………………………………………………………………………
………………………………………………………………………………...
 Thank you

Bibliography

 KEITH DEVIS: HUMAN RELATIONS MANAGEMENT, Tata McGraw Hill

 STEPHEN P. ROBBINS: ORGANIZATIONAL BEHAVIOR, Pearson

Education

 NAIR and LATHABOGOLIALA: LABOUR LAWS, Prentice Hall of India