International Journal of Commerce and Management Research

International Journal of Commerce and Management Research

ISSN: 2455-1627, Impact Factor: RJIF 5.22
www.managejournal.com
Volume 3; Issue 3; March 2017; Page No. 111-115

Organisational climate and welfare measures in industries: An empirical study

K Guru, S Raja
Assistant Professor, Department of Management Studies, Valliammai Engineering College, Tamil Nadu, India

Abstract
Every activities involved in an organization, have an influence towards the environment. The internal environment and the external
environment influences organization climate factors. The Organizational climate refers the inner properties of Organization. There
are also some internal and external factors which influences the determination of character of the organization. Organizational
climate plays an important role among the deciding the behaviour or workers and therefore the performance of the organization.
Organizational climate is outlined as shared perceptions or prevailing structure norms for conducting work place activities (reichers
& amp, Schneider, 1990). The success or failure of an organization was determined by this Organizational climate. The study was
administrated with seven dimensions like work environment, welfare measures, team work, management effectiveness,
commitment, competency, rewards, and recognition. The study exhibits the prevailing Organizational climate in the organization,
which also suggests the ways for further development.

Keywords: organizational climate, structure norms, seven dimensions, welfare measures

Introduction exports from India stand at Rs 550 billion and by 2006 it will
Industrial organization to a large extend depends on an double to Rs 1100 billion.,”
entrepreneurial behaviour which calls for a high degree of
achievement and motivation to engender corporate excellence. Work life
Corporations need to shift from physical technology to Increase in productivity depends upon effective utilization of
information technology, from capital centred economy to human resources. Human beings are resourceful entities. They
human centred economy, from material growth to sustainable are multi-faceted. Their maximum utilization leads to
development, from hierarchical pattern to decentralized attainment of organizational goals. The organisations with
organization and from conflict to cooperative working perfection in human resource management are leading and
relationship. Peter Drucker has rightly observed that to make growing. Now it is realized by all the efficient management of
the organization excellent we need to change the organization Human Resources as the key to success and growth.
from flow of things to ‘ranks’, and ‘powers’ have to be Work life and its quality have assumed significant importance
replaced by mutual understanding and responsibility. in recent years all over the world. The management of business
The textile industry as a whole consists of mills, power looms, and industrial organizations are paying greater attention to the
handlooms, hosiery and khadi may be the largest employer working life and its quality and trying to improve as much as
next to agriculture. In the entire textile industry, handlooms are they can. In India much labour legislation have been enacted to
the most Labour Intensive and providing the largest protect job security, safety of life and health, that enable them
employment, most of that is self- employment that could be to progress and increase productivity and restoration of
around 15 million. Power looms employ six to seven million industrial peace. Quality of Work Life has been defined as “the
people and the Khadi sector about one and a half million. The workplace strategies, operations and environment that promote
textile industry is a vital source of revenue to the central and and maintain employee satisfaction with an aim to improving
state exchequer and its total contribution in the shape of taxes working conditions for employees and organizational
and levies works out to Rs.400/- crores per annum. It yields a effectiveness for employers.
taxable income of Rs.125crores excluding yarn duties payable
by the decentralized and mill sectors. Literature Review
The Indian textile industry is the second largest in the world-- The Quality of Working Life (QWL) is an attempt to improve
second only to China. Indian textiles also account for 38 the relationship between work and human needs. The present
percent of the country’s total exports. It occupies the third rank study attempts to make an identification of factors perceived to
as an exporter of cotton textiles, next only to Japan and Honk be important in a quality working life experience. Elizur (1990)
Kong. Because of the importance of cotton in the economy, pointed out that earlier QWL was seen in terms of availability
particularly in the export sector, it is not surprising that cotton of jobs, training and mobility, and job security and earnings.
is called as the “White Gold”. The cotton textile industry is also Then, QWL was perceived to include working conditions,
a “Wage Leader” among comparable organised industries in equitable compensation and job opportunities while more
India. The textile exports from India will double from the recently, QWL was viewed as involving autonomy,
current levels within a year of the Multi Fibre Agreement accomplishment, challenge, personal responsibility, chances to
coming to an end on December 31, 2004. "At present textile make decisions and develop interests and abilities.

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A number of researchers and theorists have been interested in Objectives of the Study
the meaning of the QWL concept and have tried to identify the In this study the following objectives are framed;
kinds of factors that determine such an experience at work. 1. To find out the adequate and fair wages level of the workers
However, Richard Walton, Gray and Starke proposed eight 2. To analyze the existing working condition prevailed and
conceptual factors relating to the quality of working life. They welfare measures in the working places.
are: 3. to study the level of insecurity of the job and job
1. Adequate and fair compensation. That is to ensure that discrimination among the workers
compensation is not only equitable, but is above some 4. to elicit the social integration among the employees and
minimum maintenance level; industrial relation with management
2. Healthy and Safe working conditions. This minimizes both
physical and mental fatigue and pertains to hazards, noise Purpose of the Study
pollution and visual annoyance. The purpose of the study is to evaluate the monetary benefits,
3. Development and growth of human capacities - that is to working condition and welfare measure being adopted in the
focus upon job design and effective utilization of skills and textile industry for the development of workforce working in
abilities in the job, with emphasis on mental and physical the textile industry in Coimbatore district. Based on such
aspects of the job; evaluation through proper collection of data from the selected
4. Growth and security. This expands upon the above to respondents, a model would be suggested for the betterment of
ensure that growth in the job skills ensures opportunity for quality of work life and efficiency in the productivity.
job security;
5. Social integration of people - taking into account Methodology
egalitarian and interpersonal aspects of relationships within This study is limited to the Textile industry in Coimbatore
the work groups; District only. Coimbatore district is one of the major textile
6. Constitutionalism -this ensures that individual rights are industry areas in Tamil Nadu and the sample size is spread over
protected and that there is a clear and fair grievance the different rural parts of the district. The Coimbatore district
procedure; was selected for the purpose of collection of primary data.Data
7. Protection of total life space. This relates to the changes in were collected by means of structured questionnaires from 150
the job which might have adverse effects on family life; textile employees in Coimbatore district from their workplace
8. Social relevance of work. This broadens the concept of and those who volunteered to participate answered the
satisfaction from just the job itself to the accomplishment questions on their own time in their regional language.
of the organization’s social objectives.
Analysis
Problem Identification Item wise questionnaire was developed and used to measure
While employers in the area are earning large profits with the Quality of Work Life factors. Respondents were asked to rate
export of yarn, the industry is characterized by the use of forced the extent to which they perceived the importance of each
overtime, child labor, and the denial of fundamental union QWL item in their work situation. The scale employed was a
rights, poor working conditions in textile industry in 5-point Likert format ranging from ‘Very often’ to ‘Not at all’,
Coimbatore District. The experienced workers are forced to ‘Strongly Agree’, to ‘Strongly Disagree’ and ‘Very important’
resign and have no option other than getting jobs at other textile to ‘Not at all’.
mills at beginner’s wages. The sample is predominant by male respondents (79%) and
Textile Workers in Coimbatore are regularly denied their right comprised 21percent of female respondents. About half of the
to free Association. Of the 167 cotton mills in Coimbatore only employees (52%) worked in spinning section and one quarter
56 mills allow trade unions. Workers report that employers will of respondents worked in the textiles section. Sixty-five
dismiss them if they try to start trade unions or join any existing percent of the respondents have less than Elementary school
trade unions, and that they will be placed on a blacklist and so level education and 24% of them are Diploma and ITI holders.
they are unable to obtain work in the region. The majority of respondents are in worker categories (82%).
Throughout the sector there are violations of workers’ rights, The average wage levels of workers category are between
including low wages and long working hours, intimidation and Rs2000 to 3000.
unjust dismissals, and the use of child labor. According to the
reports from the Clean Clothes Campaign (CCC) Task Force- Table 1: Attitude towards working conditions
Tamil Nadu, working conditions are unsafe, with old Mean score
machinery in use, fingers are often cut and sometimes S. No. Factors
Male Female Average
amputated. Conditions are also unhealthy due to poor air 1. Heat 2.20 2.35 2.24
quality; the fine cotton dust in the air has negative effects on 2. Dust 3.52 3.12 3.41
the respiratory system of the workers. 3. Noise 2.95 2.70 2.88
Textile workers are regularly denied benefits they are legally 4. Inadequate ventilation 3.80 3.62 3.75
entitled to like ESI, Provident fund, paid maternity leave, and 5. Hazard of infectious diseases 2.71 3.17 2.83
other benefits. Workers who have worked for as long as three 6. Poor or glaring lighting 3.00 3.22 3.05
years are still categorized as temporary workers. Workers are Difficult or uncomfortable
7. 2.33 2.17 2.42
paid below the legal minimum wage. Workers generally live in working positions
300 square foot tiled houses, without toilet facilities, and are 8. Heavy lifting 2.10 1.70 1.99
unable to maintain a nutritious diet on the wages they earn. Average mean score 2.82

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Table - 1 shows the result to attitudes of the workers towards are struggled by uncomfortable working position in the work
working conditions. The respondents feel that there are high place. In total the workers are not satisfied with safety and
levels of dust, inadequate ventilation and poor lighting working conditions in the work place irrespective the gender
facilities prevailed in the work place. They also feel that they since the overall average mean score is 2.82 only.

Table 2: Insecurity factors in the work place

Yes No
S. No. Insecurity Factor
Male Female Total Male Female Total
1 Transfer to other duties 92 23 115 18 17 35
2 Threat of dismissal 76 18 94 34 22 56
3 Threat of unemployment 68 16 84 42 24 66
4 Unexpected changes in the work 72 31 103 38 9 47
5 Intolerable increase of workload 61 33 94 49 7 46

Table – 2 shows the result of insecurity factors faced by the 62.6 percent of them faced both threat to dismissal and
workers. Out of 150 responds 76.6 percent of them faced intolerable increase of work load. The threat of unemployment
insecurity in the form of transfer to other duty and 68.6 percent is the lowest insecurity among the other insecurity factors.
of them faced unexpected changes in the work. In the meantime

Table 3: Discrimination that occurs in the workplace

Yes No Total
S. No. Discrimination
Nativity Community
1 At the time of appointment 32 74 44 150
2 In monetary benefits 20 52 78 150
3 In gaining appreciation 46 65 39 150
4 In distribution of work or shifts 76 62 12 150
5 In gaining employment fringe benefits 20 12 118 150

From the table-3, we can infer that about 49.3 percent of the respondents is very low irrespective of community and nativity
responds are discriminated based on the community at the time they are belonging to.
of appointment, 43.3 percent of them in gaining appreciation The underlying dimensions of the quality of work life
and 34.66 percent in getting monetary benefits. But the nativity constructed was examined using principal components of
of the workers discriminates the workers more on work shift factor derived and labeled as monetary rewards work
(50.6%) than community. This study shows that the environment, and social integration among the workers and
discrimination in getting monetary benefits among the with management.

Table 4: Factors Determining the Quality of Work Life

S. No. Factors Mean score
Male Female Average
1. Workers treated with dignity and Respect 2.16 1.82 2.06
2. Fair and tolerable work loads 3.42 3.15 3.34
3. Comfortable working conditions 2.11 2.52 2.32
4. Reasonable working hours 2.34 2.17 2.21
5. Assured job 1.82 1.45 1.72
6. Good relationship with supervisor 2.80 3.20 2.90
7. Good relationship with coworkers 3.20 3.10 3.17
8. Fair and equitable salary 2.12 2.42 2.20
9. Statutory bonus disbursed 2.37 2.10 2.29
10. Reasonable retirement benefits 1.86 1.64 1.75
11. Employees provident scheme is implemented 1.00 1.23 1.11
12. ESI Scheme is implemented 1.85 1.65 1.79
13. Over time wages is being paid 2.67 1.10 2.25
14. Enough time to get my job done 3.20 3.45 3.26
15. Safety and health conditions in work place 2.62 2.85 2.65
16. Lot of conflicts between me and my superior 2.90 3.00 2.92
17. My superior treats aged employees equitably 3.35 3.10 3.39
18. My main satisfaction in life comes from my work 1.83 2.67 2.05
19. I am proud to be working for my employer 1.71 1.67 1.69
20. Medical and welfare Measure 1.40 1.25 1.36
Average Mean Score -- -- 2.32

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The factor1 includes the variables like wages, bonus, satisfaction, proud of working, and workers dignity and
retirement benefit, overtime wages, EPF and ESI scheme. respect. The result of the factor analysis shows that the
According to the overall mean score (1.89) of the variables it relationship among the workers and between the supervisor
is inferred that the adequate levels of wages and other benefits and workers seems to be high regarding dignity and respect
provided to the workers are fair. extended by the management on male workers, but the female
Factor 2 includes variables like work load, working condition, workers are not satisfied. The overall result of this factor
working hours, assured job, welfare measure and work safety analysis of Social integration shows that the social interaction
measures. The result of the factor analysis reveals that the work and industrial relations prevail in the organization seemed to
environment perceived by the respondents is also to be fair be fair since the average mean score is 2.36 only.
since the average means score is 2.26. According to the overall average mean score of the factor
Factor 3 includes variables like relationship among the workers analysis, the determinant of the quality of work life in textile
and with supervisor, due respect to aged employee, family life industry is not up to the satisfactory levels of the workers.

Table 5: Expectation of the Workers to Improve QWL

Mean score
S. No. Factor
Male Female Average
1 More flexible working hours 3.71 3.17 3.57
2 Improvement of working environment 3.12 3.35 3.18
3 Increase in pay 3.67 3.80 3.70
4 Reasonable workload 3.51 3.12 3.40
5 Leave with wages 3.10 3.35 3.16
6 The job security to be ensured 3.60 3.77 3.64
7 Workers need strong trade unions to protect their interests 3.90 3.72 3.85

Table – 5 reveals the expectation of the workers from the individual level and organizational level. A management
management. The strong trade union to protect their interest practice that manifests concern about employee’s job security,
and increase in pay are predominating other variables. conducive working conditions, fair and equitable wages and
According to the mean score, the assured job security and participation of the workers representatives from the formal
improvement in the working environment are the next workers association in decision making process will lead a
expectation of the workers. Other expectations are flexible harmonious industrial relation in the working place. The
working hours, reasonable work load, leave with wages and development programme on quality of work life of the
other facilities expected by the workers in the organization. employee will lead to better work environment and
productivity of the organization. Many large companies in
Findings and Suggestions India have tested and are still experimenting with the ways to
The safety and physical working conditions in the working improve the quality of work life and productivity.
place are perceived as the most important factor. Even the
friendly atmosphere through co-operation among the workers Reference
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