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Chapter 7
ANALYTICAL STUDY ON WELFARE OF WOMEN
WORKING IN SSI OF KALYAN-DOMBIVALI MIDC UNITS
7.1 Introduction
7.2 Profile of Superiors of Women Employees
7.3 Treatment of Women Employees undertaken by
Industry Association
7.4 Measures undertaken by Superiors towards
Women Employees
7.5 Conclusion
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
224
Chapter 7
ANALYTICAL STUDY ON WELFARE OF WOMEN WORKING
IN SSI OF KALYAN-DOMBIVALI MIDC UNITS
7.1 Introduction
Kalyan-Dombivali MIDC units provide large scale employment opportunities
to women employees. Most of the women employees concentrated on the higher jobs
whereas remaining women employees worked at lower jobs. Women employees play
a prominent role in the production process of small scale industries of Kalyan-
Dombivali MIDC units. Women employees have a large share in the development
process and growth of MIDC units. They act as real assets of an organization. Hence,
the welfare of women employees becomes a prior duty of an organization. However,
welfare of working women in SSI of Kalyan-Dombivali MIDC units is a recent
phenomenon.
This chapter deals with the analytical study of the welfare of women
employees in the Kalyan-Dombivali MIDC units. The profile of superiors of women
employees included variables such as age, communication skill adopted with
employees, basic treatment undertaken by industry association for women employees
such as equal wages, maternity leave, crèche facility, promotion facility, training
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
225
facility etc. discussed in detail. Certain measures undertaken by
management/superiors to solve the various problems of women employees such as
social-economical problems, organizational problems are tabulated thoroughly.
7.2 Profile of Superiors of Women Employees
In the present study “superiors” are defined as the immediate superior of
women employees. As per the guidance of superiors, women employees perform their
duties in the organizations. The superior evaluate the performance of their
subordinates and discussed the same with their employees. If there is any kind of
drawback in the performance of employees then superiors provide appropriate
guidance to them. A good quality of superior is that who does not act as boss but act
as a friend of employees who always try to find out their problems and offer clear cut
solution for it. The sample of women employees working at higher jobs as well as
lower jobs were selected from small scale industries in Kalyan-Dombivali MIDC
units so naturally the sample of superiors of women employees is selected from
various industries established in MIDC area. The sample size of superiors was 51.
They were from several industries such as textile industry, chemical industry, and
pharmaceutical industry and so on. The profile of superiors is shown with the help of
the table as under:
A large number of women employees working in small scale industries in
Kalyan-Dombivali MIDC units. They perform their day to day work according to
guidelines provided by their superiors. However to find out which age group of
superiors handle maximum number of women employees in their industry, the
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
226
researcher has considered the age of superiors in the organizations. The profile of
superiors is shown with the help of table and graph as below:
7.2.1 Age of superiors in SSI of Kalyan-Dombivali MIDC units
Table 7.1
Age of superiors in SSI of Kalyan-Dombivali MIDC units
Sr. No. Age No. of Respondents Percent
1. Up to 30 2 3.9
2. 31-40 42 82.4
3. Above 40 7 13.7
Total 51 100.00
Source: Compiled from primary data collected.
Graph 7.1
Age of superiors in SSI of Kalyan-Dombivali MIDC units
2
42
7
0
5
10
15
20
25
30
35
40
45
Up to 30 31-40 Above 40
No. of Respondents
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
227
The age of superiors is categorized into three groups, Table 7.1 and Graph 7.1
indicate that respondents up to 30 age group is 2, between 31 years to 40 years is 42
and 41 and above is 7. Thus, it can be concluded that number of respondents between
31 years to 40 years were maximum it means that they were employed more number
of women employees in their industries.
7.2.2 Shift duty system in Kalyan-Dombivali MIDC units
Due to large scale production of goods and services, shift duty system
adopting by number of small scale industries in Kalyan-Dombivali MIDC unit. To
find it out the researcher asked question to the superiors, “Do they have shift duty
system in the unit?” The responses of superiors are recorded in table and graph as
below:
Table 7.2
Shift duty system in Kalyan-Dombivali MIDC units
Sr. No. Responses No. of Respondents Percent
1. Yes 4 7.8
2. No 47 92.2
Total 51 100.00
Source: Compiled from primary data collected.
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
228
Graph 7.2
Shift duty system in Kalyan-Dombivali MIDC units
No. of Respondents
4
47
Yes
No
Table 7.2 and Graph 7.2 shows that 4 superior’s adopt shift duty system in
their organizations whereas 47 superiors did not have shift duty system in their
organizations. Thus, it can be concluded that women employees comprises maximum
numbers in various industries but they were not able to manage to work in shift duty
hence majority of superiors avoid shift duty system for women employees in their
industries.
7.2.3 Communication between superiors and subordinates
Communication between superiors and subordinates is another important
factor discussed in research study. Proper flow of communication creates healthy
relationship between superiors and workers. Therefore, the researcher asked question
to the superiors, “Do they conduct dialogue with employees about their day to day
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
229
performance?” The responses of superiors are explained in the table and graph as
under:
Table 7.3
Communication between employees and superiors
Sr. No. Communication scale Yes No Total
1. Employees day to day performance 50 1 51
2. Employees personal problems 50 1 51
Source: Compiled from primary data collected.
Graph 7.3
Communication between employees and superiors
50
1
50
10
10
20
30
40
50
Employees day today performance
Employees personalproblems
Yes
No
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
230
The Table 7.3 and Graph 7.3 depicts that 50 superiors agreed with the
statement that they had good talk with their subordinate about their day to day
performance. They further stated that they were also discussing the employee’s
personal problems and difficulties. Only one superior disagreed with the statement.
Thus, it can be concluded that majority of superiors were friendly with their
subordinates. Efficiency of employees highly depends upon the healthy relationship
with their superiors.
7.3 Treatment of Women Employees Undertaken by Industry Association
Small scale industries in Kalyan-Dombivali MIDC units play a significant role
in providing employment opportunities to large number of women employees. It helps
to improve standard of living of women employees and help to make them self
sufficient. The number of women employees in small scale industries in Kalyan-
Dombivali MIDC units is increasing rapidly due to advance treatment provided by
industry association towards their women workforce. For attracting more number of
women employees and inducing them for employment industries provide them better
facilities and incentives in their organizations. In this way there is women
empowerment which helps to build self confidence among them.
7.3.4 Equal wages for male and female employees
Equality between male and female employees is basic phenomenon of the
research study. To avoid discrimination between male and female employees, number
of organizations offer equal wages and allowances to employees. Therefore to find
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
231
out whether organizations provide equal wages to the male and female employees, the
researcher asked question to the superiors, “Do they offer equal wages and other
allowance for male as well as female employees?” The responses of superiors are
recorded in the table as under:
Table 7.4
Allotment of equal wages for male and female employees
Sr. No. Responses No. of Respondents Percent
1. Yes 46 90.2
2. No 5 9.8
Total 51 100.00
Source: Compiled from primary data collected.
Graph 7.4
Allotment of equal wages for male and female employees
46
5
0
10
20
30
40
50
No. of Respondents
Yes
No
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
232
Table 7.4 and Graph 7.4 indicate that 46 respondents agree with the statement
that they offer equal wages and allowance to their employees whereas 5 respondents
disagree with the statement. The researcher has found that maximum number of
industries offer equal wages to their male as well as female employees. It leads to
remove discrimination between male and female and helps to create feeling of
equality among employees.
7.3.5 Maternity leave for women employees
Maternity leave is another factor included in research study. To find out
whether industries of Kalyan-Dombivali MIDC units are providing maternity leave to
their women employees or not, the researcher asked question to the superiors about
maternity leave and the responses are very insignificant and it is recorded in the table
and graph as below:
Table 7.5
Maternity leave provided to women employees
Sr. No. Responses No. of Respondents Percent
1. Yes 1 2
2. No 50 98
Total 51 100
Source: Compiled from primary data collected.
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
233
Graph 7.5
Maternity leave provided to women employees
No. of Respondents1
50
Yes
No
The responses of industry organizations are much unexpected. Table 7.5 and
Graph 7.5 depicts that 2 percent industries provide maternity leave to their women
employees whereas 98 percent industries did not provide maternity leave to their
women employees. Hence it is inferred that maximum number of industries did not
take maternity leave as a serious requirement of women employees. It is in turn to
affect the overall performance of the employees and also ultimately affects production
process of the industry.
7.3.6 Superiors opinion about activeness of women employees
A women employee has to play different kind of roles in their day to day life.
Many of time due to excessive responsibilities on their shoulder they may not be able
to balance their household duties as well as not be able to perform their job
appropriately at the work place. To fulfill need of family members particularly;
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
234
children’s requirement, women employees may be excused at their work. To find out
over all observation of superiors about their women employees the researcher asked a
question to the superiors whether they think women make more excuse for not doing
their work and the responses of superiors are recorded in the table as under.
Table 7.6
Superiors opinion about activeness of women employees
Sr. No. Responses No. of Respondents Percent
1. Yes 2 3.9
2. No 49 96.1
Total 51 100.00
Source: Compiled from primary data collected.
Graph 7.6
Superiors opinion about activeness of women employees
No. of Respondents
2
49
Yes
No
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
235
The responses of majority of industries are positive as they were well aware
about problems of women employees. Table 7.6 and Graph 7.6 indicate that 2
industries agreed with the statement that women employees make more excuse for not
doing their work. Whereas 49 industries were disagreed with the statement, they
strongly opposed the statement. Hence, it can be stated that small scale industries in
Kalyan-Dombivali units are very conscious about their women employees. It was also
found out that various industries are being more concerned with the problems of
women employees.
7.3.7 Superiors opinion about work performance of women employees
To find out the opinion of industry associations about their women employees
that whether they are able to achieve their target well in time, the researcher asked a
question to the superiors, “Do women employees achieve their target well in time than
men?” The responses of industry association’s are recorded in the table as under:
Table 7.7
Superiors opinion about work performance of women employees
Sr. No. Scale No. of Respondents Percent
1. Always 1 2.0
2. Mostly 4 7.8
3. Sometimes 25 49.0
4. Never 21 41.2
Total 51 100.00
Source: Compiled from primary data collected.
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
236
Superiors opinion about work performance of women employees
Graph 7.7
14
25
21
0
5
10
15
20
25Alw
ays
Mostl
ySo
met
imes
Never
No. of Respondents
Table 7.7 and Graph 7.7 depict that majority of industry associations agree
with the statement that women employees are very efficient and do their work more
sincerely therefore they are able to achieve target on time. It can be stated that small
scale industries in Kalyan-Dombivali MIDC units encourage their women employees
for completing their work with in an allotted period of time.
7.3.8 Superiors opinion about excuses women employees
Further to find out industry associations opinion about women employees that
they are always excused from their duties on the part of their family problems the
researcher asked a question, “Do women employees bring up their family problems
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
237
for completing their work on time?” The responses are stated in the table and graph as
follows:
Table 7.8
Superiors opinion about excuses of women employees
Sr. No. Scale No. of Respondents Percent
1. Always - 0.0
2. Mostly - 0.0
3. Sometimes 49 96.1
4. Never 2 3.9
Total 51 100.00
Source: Compiled from primary data collected.
Table 7.8 and Graph 7.8 reveals that majority of industry associations agreed
with the statement that sometimes women employees bring up their family problems
for not completing their work on time. It can be stated that industries are considered
the family problems of women employees and sometime adjusting their work
schedule as per their requirement.
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
238
Graph 7.8
Superiors opinion about excuses of women employees
0 0
49
20
10
20
30
40
50
Alway
s
Mostl
ySo
met
imes
Never
No. of Respondents
7.3.9 Superiors opinion about dedication and commitment of women employees
Dedication of women employees at work place is also undertaken in the
research study therefore the industry associations of small scale industries in Kalyan-
Dombivali MIDC units were asked “Women employees are more dedicated and
committed than men?” The responses are listed below in the table and graph:
Table 7.9 and Graph 7.9 exhibit that maximum number of industry
associations agree with the statement that women employees are more dedicated and
committed than men. In fact they believed that women employees are hard working
and alert to perform their duty at work place. Hence it can be concluded that industry
associations have positive attitudes towards their women employees. It turns to
improve morale of women employees. It also helps to create feeling of belongingness
among women employees.
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
239
Table 7.9
Superiors opinion about dedication and commitment of women employees
Sr. No. Scale No. of Respondents Per Cent
1. Definitely true 3 5.8
2. Mostly true 11 21.6
3. Sometime true 21 41.2
4. False 16 31.4
Total 51 100.00
Source: Compiled from primary data collected.
Graph 7.9
Superiors opinion about dedication and commitment of women employees
3
11
21
16
0
5
10
15
20
25
No. of Respondents
Definitely true
Mostly true
Sometime true
FALSE
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
240
7.3.10 Superiors opinion about extra efforts of women employees in their work
The next parameter to measure extra effort’s of women employees to perform
duties at work place. Once a certain job is accepted, a person is ready to put extra
effort to complete it on time therefore to find it out the researcher asked question to
superiors, “Do they think that women employees put extra efforts to perform their
duties?” The responses are recorded in the table and graph as under:
Table 7.10
Superiors opinion about extra efforts of women
employees in their work
Sr. No. Responses No. of Respondents Per Cent
1. Yes 20 39.2
2. No 31 60.8
Total 51 100.00
Source: Compiled from primary data collected.
Table 7.10 and Graph 7.10 show that 20 superior’s agreed with the statement
that women employees put an extra effort’s in the work whereas 31 superiors disagree
with the statement. Thus it can be concluded that maximum industries in Kalyan-
Dombivali area are not in favour of women employees about their extra efforts in
work.
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
241
Graph 7.10
Superiors opinion about extra efforts of women
employees in their work
No. of Respondents
20
31
Yes
No
7.3.11 Superiors opinion about women employees in acceptance of promotion
facilities
Promotion facility is another factor discussed in the research study. An
employee is highly motivated due to adequate promotion facilities provided by
superiors in the organization. In order to find out the industry associations opinion
about women employees in accepting promotion opportunities in the industry, the
researcher asked question to the superiors, “Whether they think women employees are
not willing to take up promotion opportunities?” The responses are recorded in the
table and graph as below:
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
242
Table 7.11
Superiors opinion about women employees in
acceptance of promotion facilities
Sr. NO. Scale No. of Respondents Percent
1. Always - 0.0
2. Mostly 19 37.3
3. Sometimes 24 47.1
4. Never 8 15.7
Total 51 100.00
Source: Compiled from primary data collected.
Graph 7.11
Superiors opinion about women employees in
acceptance of promotion facilities
0
19
24
8
0
5
10
15
20
25
Alway
s
Mostl
ySo
met
imes
Never
No. of Respondents
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
243
Table 7.11 and Graph 7.11 reveal that 43 superiors agreed with the statement
that promotion opportunities are accepted by their women employees. Whereas 8
superiors were of the opinion that their women employees do not show any kind of
positive response towards promotion facilities offered by organizations. Thus it can be
concluded that majority of industry organizations provide promotion opportunities
towards their women employees. It helps to motivate employees to work harder and
give best result out of it.
7.3.12 Superiors opinion about women employees in acceptance of training
facilities
Training is one of the important aspects of manpower development. It consists
of planned programs undertaken to improve employee’s knowledge, skills attitudes
and social behaviour so that the performance of the organization improves
considerably. To find opinions of industry associations about women employees in
accepting training facilities provided them in the organization the researcher asked
question provided with training facilities women employees readily take it up and the
responses of superiors are listed below in the table and graph:
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
244
Table 7.12
Superiors opinion about women employees in acceptance of training facilities
Sr. NO. Scale No. of Respondents Percent
1. Always - 0.0
2. Mostly 46 90.2
3. Sometimes 5 9.8
4. Never - 0.0
Total 51 100.00
Source: Compiled from primary data collected.
Graph 7.12
Superiors opinion about women employees in
acceptance of training facilities
Table 7.12 and Graph 7.12 shows that 100 per cent superiors agreed with the
statement that women employees readily accepted training facilities provided in the
organization. Hence it can be stated that training is a productive investment in human
0
46
50
0
10
20
30
40
50
Alway
s
Mostl
y
Som
etim
es
Never
No. of Respondents
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
245
resource that promises better returns in future. An adequate training act as means of
motivating the personnel may be because they get a break from the routine work
during the training period or may be because they are learning new things.
7.3.13 Safety measures for employees
Safety measures refer to freedom from the occurrence or risk of injury and
loss whereas safety measures for employees refer to the protection of workers from
the danger of industrial or occupational accidents. With that context in mind the
researcher asked question to the superiors, “Do they adopt safety measures for
employees working in their unit?” The responses of it are recorded below in the table
and graph:
Table 7.13
Safety measures adopted by companies for employees
Source: Compiled from primary data collected.
Sr. No. Responses No. of Respondents Percent
1. Yes 40 78.4
2. No 11 21.6
Total 51 100.00
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
246
Graph 7.13
Safety measures adopted by companies for employees
40
11
0
5
10
15
20
25
30
35
40
No. of Respondents
Yes
No
Table 7.13 and Graph 7.13 represents that 40 managers agreed with the
statement that safety measures undertaken for their employees in the organization
whereas 11 managers did not adopt safety measures for the employees in the
organization. Thus we can infer that majority of industries have undertaken safety
measures for the employees. It leads to improve the level of confidence and spirit of
personnel.
7.3.14 Health facilities for women employees
Health practices are another important parameter of research study. Health is a
state of complete physical, mental and social well being of individual. According to a
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
247
joint committee on Organizational Health of International labour organization and
World Health Organization industrial health is prevention among workers of ill health
caused by the working conditions. Therefore, to find out researcher requested the
management of SSI of Kalyan-Dombivali MIDC units to provide details of health
practices adopted for employees and the responses of management/superiors are
recorded in the table and graph as below:
Table 7.14
Company offered health facilities for women employees
Source: Compiled from primary data collected.
Sr. No. Responses No. of Respondents Percent
1. Yes 1 2
2. No 50 98
Total 51 100
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
248
Graph 7.14
Company offered health facilities for women employees
No. of Respondents1
Yes
No
Table 7.14 and Graph 7.14 exhibits that only 2 percent superiors agreed with
the statement that they adopted adequate health practices for their employees in the
organization whereas 98 percent superiors disagreed with the statement. Hence it can
be concluded that maximum number of industry organizations ignore to adopt health
measures for the employees. In turn it has adverse effects on the heath of employees
and leads to decrease in the production level of organization. The inadequate health
practices in the organization are highly responsible for job dissatisfaction among
employees.
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
249
7.3.15 Housing facilities for employees
Accommodation/housing facility is one of the significant needs of those
employees staying far from the work place. The organization must provide housing
facility for the employees migrating from the other cities, when the researcher asked a
question, “Do they offer housing facilities for employees in their unit?” The responses
are very insignificant and listed in the table and graph as below:
Table 7.15
Company offers housing facilities for employees
Sr. No. Responses No. of Respondents Percent
1. Yes 2 3.9
2. No 49 96.1
Total 51 100.00
Source: Compiled from primary data collected.
Table 7.15 and Graph 7.15 indicate that only 2 managers provided housing
facility to their employees whereas 49 managers did not provide housing facility to
their employees in the organization. Due to lack of housing facility, employees are
unable to reach on time at the work place and it creates stress amongst them. It can be
stated that majority of industry organizations did not pay adequate attention towards
their employees. It causes to decreased morale of the personnel.
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
250
Graph 7.15
Company offers housing facilities for employees.
No. of Respondents
2
49
Yes
No
7.3.16 Retirement benefits to the employees
To find out whether industry organization provide incentives and monetary
benefits after the employees retire from their jobs. The researcher asked question to
the superiors, “Do they offer attractive retirement benefits to employees in their unit?”
The table and graph below represents the responses of managers in detail:
As per Table 7.16 and Graph 7.16 only 2 managers provided retirement
benefits to the employees after their retirement whereas 49 managers did not provide
retirement benefits to the employees in the organization. Lack of retirement benefit
may affect economic condition of the individual and create economic problems in the
post retirement period of the personnel.
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
251
Table 7.16
Retirement benefits provided to the employees
Sr. No. Responses No. of Respondents Percent
1. Yes 2 3.9
2. No 49 96.1
Total 51 100.00
Source: Compiled from primary data collected.
Graph 7.16
Retirement benefits provided to the employees
No. of Respondents
2
49
0
10
20
30
40
50
Yes
No
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
252
7.3.17 Grievance redressal cell for women employees
While performing duty in the industry organization women employees were
facing various work related problems in order to express it in the proper manner there
is need to have adequate grievance cell in the organization. To find it out the
researcher asked question to the superiors, “Do they have grievance redressal system
for employees in their unit?” The following table and graph gives the brief account of
it.
Table 7.17
Grievance redressal system undertaken for employees
Sr. No. Responses No. of Respondents Percent
1. Yes 1 2
2. No 50 98
Total 51 100
Source: Compiled from primary data collected.
Table 7.17 and Graph 7.17 shows that 2 managers were aware about the
problems faced by women employees in the organization and therefore undertook
grievance redressal system in their industry whereas, 98 managers did not have
grievance cell in the organization for their employees. Hence, it was found that
majority of industry organizations neglected to provide grievance cell facility for their
employees. The result of this was that the problems of employees related to the work
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
253
remain unsolved and they continuous to face similar type of problems at the work
place, which make them more irritated and affects their efficiency and at the same
time create unhealthy environment in the organization.
Graph 7.17
Grievance redressal system undertaken for employees
No. of Respondents1
50
Yes
No
7.4 Measures undertaken by Management towards Women Employees
7.4.1 Career development programs for women employees
The management of SSI of Kalyan-Dombivali MIDC units can identify
potential of the human resources; the management can undertake programmes for
career development of the employees in the organization. Such career development
programs not only benefit the individual employees but also bring benefits to the
organization. To find out whether industry organization empower their employees by
adopting such programmes the researcher asked question to the superiors, “Do they
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
254
offer career development programme for employees in their unit?” The views of
managers are presented in the table below:
Table 7.18
Career development programs undertaken for women employees
Source: Compiled from primary data collected.
Table 7.18 and Graph 7.18 depict that 8 managers undertook career development
programmes for their employees in the organization whereas 43 managers did not
undertake any such programme for their personnel. Thus, it can be concluded that
majority of industry organizations did not pay adequate attention towards the overall
development of their employees, which leads to de-motivation of the employees and
as a result there is decrease in the efficiency and productivity of the organization.
Sr. No. Responses No. of Respondents Percent
1. Yes 8 15.7
2. No 43 84.3
Total 51 100.00
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
255
Graph 7.18
Career development programs undertaken for women employees
8
43
0
5
10
15
20
25
30
35
40
45
No. of Respondents
Yes
No
7.4.2 Special training program for women employees
In many industries organization’s special training program’s undertaken by
management for improving work performance of employees. Such special training
program is not only useful for employees but also helps to reduce wastage of
resources in the organization, when a question asked to the superiors, “Do they offer
any special training program for employees in their unit?” The responses are listed
below in the table and graph
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
256
Table 7.19
Special training programmes adopted for women employees
Source: Compiled from primary data collected.
Graph 7.19
Special training programmes adopted for women employees
No. of Respondents
12
39
Yes
No
Sr. No. Responses No. of Respondents Percent
1. Yes 12 23.5
2. No 39 76.5
Total 51 100.00
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
257
Table 7.19 and Graph 7.19 reveal that 12 managers of SSI in Kalyan-
Dombivali MIDC units agreed that they undertook special training programmes for
their employees for improving their skill and work performance whereas 39 managers
did not undertake such special training programme for their employees. Hence it is
found that due to lack of special training programme in majority of industry
organizations, employees; particularly women employees are not able to improve
their skills and knowledge in the work performance, which is one of the major
organizational problem faced by women employees in the organization.
7.4.3 Opportunities to use own knowledge and skills
An opportunity to use their own knowledge and skills by the employees in
their work performance is an effective measure is undertaken by various industry
organizations. Using own knowledge and skill is not only beneficial for individual
employees as it improve their morale and skill but it also benefits in increased output
of the organization, when researcher asked a question to the superiors, “Do they offer
an opportunity to employees to use their knowledge and skill in the working
process?” The responses were very significant, it is listed in the table and graph as
under:
Production process can be effective when efficient employees allow using
their knowledge and skill in it. Table 6.20 and Graph 6.20 shows that 47 managers
agreed with the statement that they allow their employees to use their knowledge and
skills in the production process of the organization. Only 4 managers did not allow
any interference of employees in the working process of the organization. Thus it can
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be stated that majority of industry organizations allow their male as well as female
employees to use their own knowledge and skills in the production process which
leads to high level of motivation to the personnel.
Table 7.20
An opportunity to the employees to use skills and
knowledge in work performance
Sr. No Responses No. of Respondents Percent
1. Yes 47 92.2
2. No 4 7.8
Total 51 100.00
Source: Compiled from primary data collected.
Graph 7.20
An opportunity to the employees to use skills and
knowledge in work performance
47
4
0
10
20
30
40
50
No. of Respondents
Yes
No
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7.4.4 Superiors approach towards improvement in standard of living of women
employees
Standard of living is one of the social problems faced by a number of
employees in the organization. The management can take initiative measures such as
providing loans for purchasing house, vehicle and other requirement of employees.
Such initiative action of management not only helps to improve lifestyle of employees
but also increases productivity of the industry, when the researcher asked a question,
“Do they take such initiative actions for improving standard of living of employees in
their unit?” The responses are recorded in the table and graph as under:
Table 7.21
Superiors approach to improving standard
of living of the women employees
Sr. No. Companies approach towards employees Yes No Total
1. Housing loan 2 49 51
2. Loan for vehicle 24 27 51
3. Loan for household equipment 35 16 51
Source: Compiled from primary data collected.
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Graph 7.21
Superiors approach to improving standard
of living of the women employees
2
49
24
27
35
16
0%
20%
40%
60%
80%
100%
Housingloan
Loan forvehicle
Loan forhouseholdequipment
No
Yes
The responses of managers in terms of improving standard of living of the
employees by providing loan facility for purchasing house, vehicle or other household
equipments are very insignificant. Table 7.21 and Graph 7.21 depict that more than
fifty percent managers did not undertake initiative action for improving the standard
of living of their employees. Hence, it was found out that maximum number of
employees suffered by low standard of living which is one of the significant social
problems of employees working in various industry organizations.
7.4.5 Reward for better job performance
Reward to the employees for better job performance and behaviour is an
important function of human resource manager. Appropriate rewards not only
motivate employees but such actions on the part of the organization communicate the
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
261
organizations value to the employees. The researcher asked question, “Do they
rewarding employees for their better job performance?” The responses are listed
below in the table and graph:
Table 7.22
Rewards for better job performance of the employees
Sr. No. Responses No. of Respondents Percent
1. Yes 16 32
2. No 35 68
Total 51 100
Source: Compiled from primary data collected.
Graph 7.22
Rewards for better job performance of the employees
16
35
0
5
10
15
20
25
30
35
40
No. of Respondents
Yes
No
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Table 7.22 and Graph 7.22 indicate that 32 percent managers in different
industries in Kalyan-Dombivali MIDC units agreed with the statement that they
reward their employees for better job performance whereas 68 percent managers did
not rewarded their employees for their extra efforts in the organization. Thus, it can be
inferred that rewards providing to the employees in the form of higher pay, other
monetary incentives leads to solve economic problems of employees. Majority of
organizations did not reward their employees for their better work performance. This
in turn decreases the efficiency of the employees in the organization.
7.4.6 Promotion facilities to women employees
Management of human resource ensures right promotion of the employees in
the organization. Promotion involves higher pay, higher power and higher status. The
measures undertaken by managements of organizations in the promotion process
involves performance appraisal to find out whether the existing work force has the
necessary qualification and qualities as per the job requirement, the researcher asked
question to the superiors whether they offer promotion opportunities in their unit for
better performance of suitable employees and the responses are very significant and
recorded in the table and graph as under:
Table 7.23 and Graph 7.23 depict that 82 percent managers undertook
promotion practices for their employees whereas, 18 percent managers did not
undertake promotion practices for their employees in the organization. Hence it can
be concluded that majority of industry organizations take promotion measures for
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
263
their employees it leads to motivate the personnel and help to solve their economic
problems.
Table 7.23
Promotion opportunity provided to women employees
Sr. No. Responses No. of Respondents Percent
1. Yes 42 82
2. No 9 18
Total 51 100
Source: Compiled from primary data collected.
Graph 7.23
Promotion opportunity provided to women employees
No. of Respondents
42
9
Yes
No
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7.4.7 Identification and utilization of employees potentials
The organization grows due to expansion, diversification, and introduction of
new technology etc. such expansion and diversification calls for new roles and
challenges. The human resource manager plays a prominent role to identify and
utilize potentials of employees to perform new roles and face challenges. To find it
out the researcher asked a question, “Do they take efforts to identify and utilize
potential of employees in their unit?” The responses are very positive. It is recorded in
the table and graph as below:
Table 7.24
Companies efforts to identify and utilize
potentials of employees
Sr. No. Responses No. of Respondents Percent
1. Yes 42 82.4
2. No 9 17.6
Total 51 100.00
Source: Compiled from primary data collected.
Table 7.24 and Graph 7.24 indicate that 42 human resource managers of
different industry organizations took initiative measures to identify and utilize
potentials of employees in the production process. Only 9 managers did not take such
efforts for employees working in their organizations. Hence, it can be inferred that
maximum numbers of managers take effective action to identify potential of
Analytical Study on Welfare of Women working in SSI of Kalyan-Dombivali MIDC units
265
employees in their work performance. It helps to provide job satisfaction and increase
efficiency of employees in the organization.
Graph 7.24
Companies efforts to identify and utilize potentials of employees
No. of Respondents
42
9
Yes
No
7.5 Conclusion
In the present study the researcher has explained the profile of superiors of
women employees in Kalyan-Dombivali MIDC units. The researcher has found out
that various treatment for women employees are undertaken by industry associations
particularly equal wage payment for male and female employees. The majority of
superiors had positive opinion about their women employees. They were satisfied
with the work performance of their women employees. However there is no major
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difference in work performance of women and men subordinates. The researcher also
found that effective measures undertaken by management/superiors for solving
various problems such as social problems, economic problems and organizational
problems of women employees as well as male employees. Hence it can be concluded
that the industry association and management of human resource in organizations
undertakes various measures to improve standard of living of women employees and
make them more comfortable at the work place.