CHAPTER II

REVIEW OF LITERTURE

REVIEW OF LITERTURE

According to A M Sharma, the necessity of labour welfare is felt all the more in our country
because of its developing economy aimed at rapid economic and social development.

Tripathi (2005) in his book, “Personnel Management & Industrial Relations” explained the
principles of labour welfare services, types of labour welfare facilities, different legislations ,
objectives , scope of measures from the Acts. He also focused various social security measures
which includes medical care, sickness benefit, unemployment benefit, maternity benefit, pension
benefits, compensation management etc.

Raju and Jena (2005) in their piece of writing “Pioneering Welfare Practices in Oil and Natural
Gas Corporation Limited-Rajahmundry Asset” affirmed that the labour welfare practices adopted
by ONGC contributed to the economic development in total by molding workers into a
productive, efficient and committed labour force as welfare activities will be carried out at all
levels in the organization. According to the author this will be provided over and above regular
wages. Further, it has tremendous potentialities for fostering good industrial relations.

Rosy Joshi and K. Gupta (2005) in their book, named “Human Resource Management”
discussed “labour welfare” in detail. The book covers all the facets of labour welfare such as
classes of labour welfare, policies under welfare schemes, conceptual framework of welfare,
statutory provisions, and approaches to welfare and also the significance of labour welfare. 5.
Latasri.O.T.V (2006) concluded in his study that, a successful and powerful labour welfare
management contributes to smooth industrial relations.

Binoyjoseph,josephinjodey (2009), studies in the article points out that, the structure of welfare
states rests on a social security fabric. Government, employers, trade unions have done a lot to
promote the betterment of workers conditions.
David, A Decenzo (2001) and Stephen P. Robbinsin their book, “Personnel / Human Resource
Management explained the various benefits and services provided by the companies to their
employees. According to them, the legally required benefits and services include social security
premiums, unemployment compensation, workers compensation and state disability programs.
They felt that the cost of the voluntary benefits offered appears to be increasing.

Michael (2001) in his book, “Human Resource Management and Human Relations” said that
the provision of intra-mural and extra-mural welfare facilities help in improving the quality of
work life of employee’s thereby good human relations will develop among different cadres of
employees.

Punekar, Deodhar and Sankaran (2004) in their book, “Labor Welfare, Trade Unionism and
Industrial Relations” stated that labor welfare is anything done for the comfort and International

Dr.K.Lalitha, T.Priyanka improvement, intellectual and social-well being of the employees over
and above the wages paid which is not a necessity of the industry.

Aswathappa (2010) in his book, “Human Resource Management “discussed the various types of
benefits and services provided to employee’s in terms of payment for time not worked, insurance
benefits, compensation benefits, pension plans etc. He also discussed the ways to administer the
benefits and services in a better way

Ghosh et al. (2007) have examined condition of work with reference to the importance of welfare
and social security measures experienced by persons engaged in display board works. The study
has observed that due to low income, workers involved in this occupation have no capacity to
purchase insurance policies. The employers are also indifferent to their need for adequate social
security coverage. The government and employers should accord top priority to the provision of
labour welfare and social security coverage to the thousands of hoarding and billboard workers
spread across the country.

Michele, et al. (2007) has analyzed the welfare impact on employment protection by using data
from 17 OECD countries. The study has shown that some range of increasing employment
protection does indeed raise welfare. The optimal level of employment also depends on labour
market features such as bargaining power and existence of wage rigidities like the minimum
wages.

Olufemi (2006) has examined the relevance and effectiveness of achieving justice in the work
place in Nigeria through the use of code of conduct by MNCs. Voluntary codes require special
importance because of general weakness of domestic laws. The paper suggested that flexible
labour laws theory approach and the introduction of grievance procedures as effective measures
of linking self-regulation and law.

Marius (2006) has revealed in his study that social welfare depends on structure of union
objectives, elasticity of labour demand. The study has also observed that under decentralized
bargaining power, welfare can be maximized.

Michel (2005) has used British National Sample Survey Data to analyse the cooperative
unionism and employees’ welfare. The author has observed that union workplaces are found to
have more employees’ welfare provisions than non-union workplace. Rawat (1988) attempted an
investigatory and analytical study on the state policy on the subject of formulation of legislation
relating to labour welfare and implementation of welfare measures and programmes in various
industrial sector in industrial areas in the country. He concluded that there is a need in the
country to establish more welfare funds for agriculture, unorganized labour, construction labour,
handloom workers, etc., as has been done in case of coal, mica, iron ore and limestone and
dolomite mine workers. No effort to improve the well- being of toiling workers can be successful
so long as they lack legal literacy and remained ignorant of their rights, duties and welfare
measures are imposed upon them from outside. Labour welfare is not a bounty gift, reward or
premium, indeed it is workers’ right.

Seshadri, ramkumar (2009) clarified that textile industry, provides bread and better to many
millions in India, time is ripe in India to expand its textile product basket and develop indigenous
base in technical textile that can cater to both the growing domestic and export markets.

Dr G.Sivarama krishnan (2010) in his article on “A Study Of Labour Welfare Measures And Job
Satisfaction Of Employees In Automobile Retail Industries In Coimbatore” revealed the working
conditions/ ambience, salary, motivation, inter personnel relationship, infrastructure, job security
were the major factors that improve job satisfaction and senior officer involvement in problem
solving can improve job satisfaction Quality of work life and work environment.

Dr.C.Vijaya Banu and M.J.Ashifa (2011) in the article on “A study on Labour Welfare Measure
in Public Sector Transport Corporation” this study throw light on welfare measures followed in
Public Sector Transport Corporation. The study analyses the various dimensions of labour
welfare measures that are perceived to the labours. It highlights the perception and level of
satisfaction of the labours regarding the various welfare measures and the methods to improve
the welfare schemes in Public Sector Transport Corporation.

Dr. Bhardwaj Ramesh Kumar (2012) a studied the paper is a humble attempt to reflect upon the
labour welfare measures in context of India. It also covers briefly the evolution and progress in
context of labour welfare in India. The five year plans have been discussed having a bearing on
labour welfare measures. It gives in detail the suggestion to further improve the scenario in the
field of labour welfare.

Dr G.Sivarama krishnan, S. Pradeep (2012) studied the motivation of employees in plastic

industries and identified that notification of the employees could be more improved with such
nonmonetary measures like good relationship with superior and subordinates effective
implementation of given procedures, support of supervisory staff to workers and the like besides
monetary incentive