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Impact of Welfare Measures on the Quality of Employees Performance with Special Reference to Construction Industry

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International Journal of Management Science and Business Administration
Volume 5, Issue 2, January 2019, Pages 30-36


Impact of Welfare Measures on the Quality of Employees Performance with Special Reference to Construction Industry

DOI: 10.18775/ijmsba.1849-5664-5419.2014.52.1003
URL: http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.52.1003

 1 A.Varadaraj,  2 D.Charumathi

 1 Alliance School of Business, Alliance University, Bengaluru, Karnataka, India
 2 Measi Institute of Management, Chennai, Tamil Nadu, India

Abstract: The concept of employee welfare is vibrant. Its broad viewpoint and contents are inclined to change, depending on social and economic changes that occur in society. Employee welfare includes various services, benefits, and facilities offered to employees by employers. An organization has to provide welfare facilities to their employees to keep their motivation levels high. The study throws light on impact of welfare measures on the employees’ performances with respect to the construction industry. The primary data for the study was collected through a questionnaire. The sample size of the study was 80 and the sample design adopted was a systematic random sampling technique.

Keywords: Welfare, Performances, Measures, Impact

Impact of Welfare Measures on the Quality of Employees Performance with Special Reference to Construction Industry

1. Introduction

An employee who feels appreciated will further be comfortable, satisfied and more prolific. It has leads not only towards higher productivity but also improves the quality of performance which helps to capture the market share which is profitable for the company. A satisfied employee will not look into for other job opportunities and it enables an employer to keep the best talents and record lower employee turnover. Welfare includes anything that is done for the comfort and improvement of employees and is facilitated with over and above the wages. The provision of welfare measures helps in keeping the morale and motivation of the employees high to retain the employees for a longer duration. The welfare measures need not be in monetary terms only, it can also be in any forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment. Welfare measures are something that is available to employees in addition to regular wages and other economic benefits under legal provisions and collective bargaining. The perseverance of employee welfare is to improve the working class which in turn makes a worker a good employee and a happy citizen. Employee welfare is an indispensable part of social welfare. It involves a balance between an employee’s work life and family life to the community or social life.

Objectives of the study:

  • To study the impact of employee welfare measures.
  • To study the level of employee satisfaction towards the welfare facilities offered at ETA.

To suggest the measures to improve the welfare measures to enhance the performance of the employees.

2. Literature Review

P. Anju (2016) in the study identified that the rate of absenteeism had been reduced to a great extent by providing housing, health and family care, canteen, educational and training facility and provision of welfare activities. He also stated that this principle for successful implementation of labor welfare activities is nothing but an extension of democratic values in an industrialized society.

Mr. Ramana T. Ventata (2015) finds that the welfare facilities are provided to the employees to keep the motivation levels high. He states that the intramural and extramural welfare measures offered to the employees have improved their rate of satisfaction towards job.

Dr. P. Venugopal and T. Bhaskar (2011) found that employees are satisfied with welfare measures such as recreational, medical, educational, housing, transportation, sanitation, safety. The employees are also satisfied towards statutory welfare measures such as Workmen Compensation, ESI, Sickness, P.F and Maternity benefits. These measures have an impact on the quality of work life and also on the smooth relationship between employer and employee which leads towards the attainment of organization goals.

Dr. Usha Tiwari (2014) conducted a study on the employees’ welfare facilities and its impact on employees. It was also further reiterated that the management should provide facilities to all employees in such way that employees become satisfied on the welfare facilities which in turn leads to increase in productivity in terms of quality and quantity.

Dr.P.Bhujanga Rao(2017) state that welfare measure is a process of recognizing the unique place of the worker in the society and doing good for them, retaining and motivating employees and building up the local reputation of the company.

3. Methodology

The Researcher used Descriptive Research Design in this research. Primary Data was collected through questionnaire and, secondary data are from journals, books, and websites. The data were edited, coded, classified and tabulated for analysis. The sampling technique used by the researcher is Systematic Random Sampling. Sample size taken for the study is 80.

4. Data Analysis and Interpretations

4.1 Pilot Study

A pilot study, pilot project or pilot experiment is a small scale preliminary study conducted to evaluate feasibility, time, cost, adverse events, and effect size (statistical variability) in an attempt to predict an appropriate sample size and improve upon the study design before performance of a full scale. Pilot study was done with 10 respondents.

4.2 Reliability Test

Table 1: showing the reliability test

Reliability Statistics
Cronbach’s Alpha N of Items
0.828 44

Inference: Cronbach alpha value of the reliability test is 0.828 which is more than 0.75. Hence the questionnaire is highly reliable.

Table 2 showing chi-square to show the association between welfare measures and physical and mental health of employees.

 Null hypothesis

There is no significant difference between department and impact of welfare measures towards the improvement of physical and mental health.

Alternate hypothesis

There is significant difference between department and impact of welfare measures towards improvement of physical and mental health.

Table 2: Chi-square

Dept Welfare Measures Total Chi-square value P value
Effective Neutral Ineffective
human resources 6 18 2 26  

17.30

 

0.002**

23.1% 69.2% 0.07% 100.0%
19.4% 46.2% 20.0% 85.6%
Marketing 16 13 8 37
43.2% 35.1% 21.7% 100.0%
51.6% 33.3% 80.0% 164.9%
Finance 9 8 0 17
52.9% 47.1% 0% 100.0%
29.0% 20.5% 0% 49.5%
Total 31 39 10 80

Since p-value is <0.05
Reject the null hypothesis
Accept the alternate hypothesis

Inference: Since the p-value is less than 0.05, the null hypothesis is not accepted and, the alternate hypothesis is accepted. There is a significant difference between department and impact of welfare measures towards the improvement of physical and mental health. Each department has a different form of workload and work stress and creates an impact on employees’ physical and mental health. Welfare measures like seating arrangements, medical facilities, and recreation facilities should be provided effectively.

Table 3 showing ANOVA test the opinions of employees towards welfare measures with their experience

Null Hypothesis: There is no significant difference between the opinions of employees towards welfare measures with the experience of employees.

 Alternate Hypothesis: There is a significant difference between the opinions of employees towards welfare measures with the experience of employees.

Table 3: ANOVA test

Attributes   Sum of Squares Df Mean Square F Sig.
Medical facilities Between Groups 3.535 2 1.767 3.146 .049
Within Groups 43.265 77 .562
Total 46.800 79
Insurance facilities Between Groups 9.105 2 4.553 9.119 .000
Within Groups 38.445 77 .499
Total 47.550 79
Education Facilities  

 

Between Groups 8.247 2 4.123 5.614 .005
Within Groups 56.553 77 .734
Total 64.800 79
Housing Facilities Between Groups 17.601 2 8.800 19.699 .000
Within Groups 34.399 77 .447
Total 52.000 79
Good Working Environment Between Groups 12.295 2 6.148 14.305 .000
Within Groups 33.092 77 .430
Total 45.388 79
Transport Facilities Between Groups 4.839 2 2.419 4.321 .017
Within Groups 43.111 77 .560
Total 47.950 79

Inference: Since the p-value is less than 0.05, the null hypothesis is not accepted with respect to medical facilities, insurance facilities, education facilities, housing facilities. Good working environment and transport facility that is offered as welfare measures. Hence there is a significant difference between the opinions of employees towards welfare measures concerning their experience. New employees may have one kind of expectation and employees who have more experience may expect a different set of welfare measures. Therefore the experiences of the employees should be considered as a factor while improvising the welfare measures.

Table 4 showing the Anova Test showing the difference between gender and the satisfaction towards welfare measures provided at the construction industry.

Null Hypothesis:
There is no significant difference between gender and satisfaction towards welfare measures.

Alternate Hypothesis:
There is a significant difference between gender and satisfaction towards welfare measures.

Table 4: Anova Test

Attributes   Sum of Squares Df Mean Square F Sig.
Medical facilities Between Groups 38.896 2 19.448 14.010 0.000
Within Groups 188.787 136 1.388
Total 227.683 138
Insurance facilities Between Groups 55.891 2 27.946 25.126 0.000
Within Groups 151.260 136 1.112
Total 207.151 138
Education Facilities  

 

Between Groups 42.841 2 21.421 15.729 0.000
Within Groups 185.216 136 1.362
Total 228.058 138
Housing Facilities Between Groups 31.267 2 15.634 10.394 0.000
Within Groups 204.560 136 1.504
Total 235.827 138
Good Working Environment Between Groups 53.657 2 26.828 20.285 0.000
Within Groups 179.868 136 1.323
Total 233.525 138
Transport Facilities Between Groups 38.896 2 19.448 14.010 0.000
Within Groups 188.787 136 1.388
Total 227.683 138

Since p-value is <0.05
Reject the null hypothesis.

Inference:

Since the p-value is less than 0.05, the null hypothesis is overruled with respect to gender and welfare measures offered to the employee’s viz., medical facilities, insurance facilities, education facilities, housing facilities, good working environment, and transport facility that is offered as welfare measures offered and its impact on satisfaction of employees. Hence, there is a significant difference between the satisfaction of employees towards welfare measures with the gender of the employees. The satisfaction of employees towards welfare measures differs based on gender. The preference of the employees towards welfare measure varies as per gender and management should take into consideration this factor while framing employee’s welfare measures.

5. Discussions & Implications

  • There is a significant difference between department and impact of welfare measures towards the improvement of physical and mental health. Each department has a different form of workload and work stress and creates an impact on employees’ physical and mental health. Welfare measures like seating arrangements, medical facilities, and recreation facilities should be offered effectively to the employees.
  • There is a significant difference between the opinions of employees towards welfare measures with their experience of the employees. The opinions of employees towards welfare measures differ based on their experiences. New employees may have one kind of expectations and employees who have more experience may expect a different set of welfare measures. Therefore the experiences of the employees should be considered as a factor while improvising the welfare measures.

6. Conclusion

Employee welfare is a comprehensive term including various services, facilities, and services provided to employees for their furtherance. Thus from this study, it is found that the welfare measures provided by the Construction industry directly impact the work competence of the employees. Proper welfare measures should be provided to persuade the employees and increase proficiency and effectiveness. The Company should take steps to create awareness among the employees about the welfare measures provided as it falls under the rights of the employee to know about the welfare measures provided for him/her by the company.

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