




































 

 

                  ISSN : 2693 6356 

2022 | Vol 5 | Issue 5 

 

BANNARI AMMAN SUGARS LIMITED: A STUDY OF EMPLOYEE JOB 

SATISFACTION AND WELFARE PROVISIONS 

Dr.K.Naresh 

Assistant Professor,  
KSR College of Arts and Science, Tiruchengode – 637 215, 

Namakkal Dist, Tamil Nadu. India. 

 

 

ABSTRACT 

 

The term "welfare" refers to programs designed to improve workers' productivity. Workers' health, 

physical and mental efficiency, attentiveness, morale, and general productivity will all improve as a 

direct result of the employer's investment in their well-being. Employee welfare programs exist to 

make workers' lives better and more manageable. The purpose of this research is to learn about the 

social protections in place for workers at Bannari Amman Sugars Limited. Descriptive type is utilized 

for the layout of this project. The poll uses a percentage breakdown, mean, standard deviation, and 

chi-square test for data analysis. The findings support the conclusion that enough welfare services are 

given, and the study also includes recommendations for future enhancements. 

Keywords : Chi-square test, Percentage, Mean, Bannari Amman Sugars Limited, and Welfare 

Measures 

 

 

 

 

1. INTRODUCTION 

Researching the emotional challenges faced by 

businesses is both fascinating and infuriating. 

In order to solve many issues in the field of 

behavioral science, it might seem as if one 

must first learn all there is to learn. The well-

being of employees is an integral part of 

industrial relations since it provides a sense of 

fulfillment that a decent salary alone cannot. 

Workers, whether in industry or farm, need 

more than the bare necessities to keep up with 

today's hectic lifestyle. Humans need an 

outside force to maintain unity of body and 

spirit. Employees are aware of the role's 

significance in delivering perks, but they aren't 

always able to meet workers' needs. Costing a 

lot of money, employee wellbeing may or may 

not increase productivity. The emphasis that an 

individual worker places on worker welfare 

will vary based on his other goals. The 

government isn't certain that all companies are 

progressive-minded and would offer basic 

welfare measures, therefore it periodically 

passes statutory legislations to ensure that all 

industrial workers have access to the same 

minimum level of amenities. 

 

2. LITERATURE REVIEW 

Logasakthi and Rajagopal 

(2005) They conclude that improving 

workers' health, safety, and welfare is an 

effective strategy for increasing 

productivity on the job. Workers' health, 

physical and mental efficiency, 

attentiveness, morale, and productivity 

will all improve as a direct result of the 

employer's investment in their well-

being.as a result of the increased output. 

There must be sufficient cafeteria 

facilities, housing arrangements, 

recreational facilities, medical facilities, 

and transit facilities for going to and from 

the place of employment, all of which 



 

 

come within the purview of labour 

welfare. The purpose of their research was 

to assess the quality of life in the 

workplace for those working in the 

chemical sector. Workers' rights to health, 

safety, and other benefits are investigated 

in Cooke (2006). For eligible workers, the 

federal government must comply with the 

Family and Medical Leave Act (FMLA) 

when working conditions warrant it. The 

policy is made up of specific instructions 

for both companies and employees on 

how to handle this leave. The FMLA 

requires all employers to inform their staff 

of their rights under the law. The 

corporation is required by law to provide 

basic notice of the act's provisions to all 

employees. It was established to protect 

businesses legally and to promote equal 

opportunity for all individuals. Public and 

private elementary and secondary schools, 

as well as government organizations and 

businesses with forty or more workers, are 

all covered under the Family and Medical 

Leave Act (FMLA). 

Poongavanam (2006) explains 

India’s labour force exhibits extremes 

ranging from large numbers of illiterate 

workers unaccustomed to machinery or 

routine, to a sizable pool of highly 

educated scientists, technicians and 

engineers, capable of working anywhere 

in the world. The term denotes the 

adoption of measures to promote the 

physical, social, psychological and 

general wellbeing of the working 

population. Welfare work in any industry 

aims, or should aim, at improving the 

working and living conditions of workers 

and their families. In this context, an 

attempt is made to study the welfare 

facilities provided by a large, well 

recognized government enterprise in 

Pondicherry, namely Anglo French 

textiles. Bhavani and Tamil Selvan 

(2007) elucidated in their article that India 

has liberalized its economic policies in 

1991, it has positively responded and now 

India is considered as one of the dynamic 

emerging nations. Recently the World 

Bank forecasts that by 2020, India could 

become the fourth largest economy in the 

world. The liberalized economic policies 

provide tremendous opportunity for the 

foreign companies to start business in 

India. This leads to increased level of 

competition and put pressure on domestic 

companies human resource functions. To 

survive and prosper, in this toughest 

competitive environment, they have to 

prepare and develop their employees to 

compete with overseas organisations in 

skills, efficiency and effectiveness. The 

adequate welfare measures will enhance 

the healthy industrial relations in the 

organisations. To identify the impact of 

labour welfare measures on industrial 

relations the researcher has collected a 

questionnaire from the employees 

working in the manufacturing industry. 

Buvaneswari and Suresh Kumar 

(2007) made an attempt to review the 

labour welfare measures of the select 

sugar mills with reference to Thanjavur, 

Thiruvarur and Nagapattinam districts. 

From the research it was explored that 

none of the sugar mills in Tamil Nadu had 

separate human resource department. In 

the cooperative/government sugar mills, 

Special Officer was the competent 

authority and performs various human 

resource functions. Since the sugar mills 

were manufacturing organizations they 

were covered under Factories Act 1948, 

the sugar mills providing statutory welfare 

measures such as washing facilities, 

facilities for storing, drying and clothing, 

facilities for sitting, first aid appliances, 

canteens, rest room facilities, 

establishment of crèches and appointment 

of welfare officers. The non-statutory 

welfare measures of the select sugar mills 

include housing facility, loans and 

advances, educational facilities, recreation 

facilities, transport facilities, employees’ 

co-operative store and so on. Resma and 

Basavraju (2007) stated the employee 

welfare is a comprehensive term including 

various services, benefits and facilities 

offered to employees of the 



 

 

organization. This study 

enlightens the concept of welfare 

measures; it also highlights the 

employee’s perception regarding the 

various statutory welfare measures 

provided by the Donimalai Iron Ore 

Mine, Bellary. 

 

 

 

 

 

3. STATEMENT OF THE 

PROBLEM 

 

The researcher was very interested in this topic 

since employee wellbeing is a touchy subject 

in human resource management. The purpose 

of this investigation of Bannari Amman Sugars 

Limited's welfare policies was to learn more 

about them. A research on such a subject is 

informative and inspirational since it provides 

both facts and opinions regarding the welfare 

measures adopted by the company. When the 

worker doesn't have to worry about meeting 

their basic needs, they are better able to focus 

on the organization's goals and provide better 

results. The best employees may be attracted to 

and kept by offering them a competitive 

compensation and benefits package that lasts 

for their whole careers. This research aimed to 

assess how content female workers were with 

the company's welfare programs for workers at 

Bannari Amman Sugars Limited. 

 

4. OBJECTIVES OF THE STUDY 

 

 To identify the working details of 

the employees working in 

Bannari Amman Sugars. 

 To observe the opinion of the 

respondents towards the 
welfare measures provided in 

Bannari Amman Sugars 

Limited. 

 To offer the suitable suggestions 

and based on this study. 

 

5. HYPOTHESES OF THE STUDY 

 

 There is no significant 
relationship between 

designation of the respondents 
and their opinion towards 

welfare measures. 

 There is no significant 

relationship between monthly 

income of the respondents and 
their opinion towards welfare 

measures. 

 There is no significant 

relationship between working 
department of the respondents 

and their opinion towards 

welfare measures. 

 

6. RESEARCH DESIGN 

 

This research is basically 

descriptive research. For examining the 

welfare measure, the researcher has 

framed a structured questionnaire that 

considered as a survey tool. In the 

questionnaire, there are two sections viz., 

demographic variables and opinion 

towards welfare measures. The researcher 

has selected 105 employees working in 

Bannari Amman Sugars Limited. The 

collected data were categorized into 

tables, followed by the analysis. The 

statistical tools used for this analysis are 

percentage analysis, mean score, standard 

deviation and Chi- square test. The results 

are discussed in the following results and 

discussion section. 



 

 

 

7. ANALYSIS AND INTERPRETATION 

 

7.1 Demographic Profile of the Respondents 

 

Table 1 : Demographic Profile of the Respondents 

 

No. Demographic Profile No. of Respondents % 

1 Age   

  Upto 30 Years 39 37.1 
  31-40 Years 44 41.9 
  Above 40 Years 22 21.0 
 Total 105 100.0 

2 Designation   

  Workers 81 77.1 

  Superiors 24 22.9 
 Total 105 100.0 

3 Monthly Income   

  Less than Rs.20,000 49 46.7 
  Rs.20,000- Rs.30,000 38 36.2 
  Above Rs.30,000 18 17.1 
 Total 105 100.0 

4 Working Department   

  Marketing 21 20.0 
  Production 34 32.4 
  Sales 25 23.8 
  Store 17 16.2 
  Accounts 8 7.6 
 Total 105 100.0 

5 Working Experience   

  Less than 5 years 48 45.7 
  6-10 Years 35 33.3 

  Above 10 Years 22 21.0 
 Total 105 100.0 

 

 From the above analysis it is 

inferred that 37.1 percent of the 

respondents belong to upto 30 

years of age category, 41.9 percent 

of the respondents are in the age 

group of 31-40 years and 21.0 

percent of the respondents are 

belong to above 40 years of age 

group. 

 It is revealed from the above 
analysis that 77.1 percent of the 
respondents are working as 

workers and 22.9 percent of the 
respondents are supervisors in the 

sugar company. 

 From the analysis, it is noted that 

46.7 percent of the respondents are 

earning less than Rs.20000 in a 
month, 36.2 percent of 

respondents are earning Rs.20000 
to Rs.30000 in a month and 17.1 

percent of the respondents are 
earning above Rs.30000 in a 

month. 



 

 

 It is explored from the above 

analysis that 20.0 percent of the 

respondents are working in 

marketing department, 32.4 

percent of the respondents are 

working in production department, 

23.8 percent of the respondents are 

working in sales department, 16.2 

percent are working in store and 

7.6 percent of the respondents are 

working in accounts department. 

 From the above analysis it is stated 

that 45.7 percent of the 

respondents are having experience 

less than 5 years in this company, 

33.3 percent are having 6-10 years 

of working experience and 21.0 

percent are working above 10 

years in this company. 

 

7.2 Section 2: Opinion towards 

Welfare Measures 

 

In this section, the researcher has 

discussed about the opinion towards 

welfare measures in Bannari Amman 

Sugars. For the purpose, ten factors have 

been framed with 5 point Likert’s scaling 

method for examining the satisfaction 

level. The mean and SD of the statements 

are given in the following table. 

 

Table 2: Opinion towards Welfare Measures 

 

S.No. Welfare Measures Mean SD 

1 Canteen facilities 3.66 1.05 

2 Loan facilities 4.67 1.07 

3 Travelling allowances 3.10 1.06 

4 Special allowances 3.41 1.00 

5 Housing facility 4.36 0.70 

6 Ventilation 3.05 1.69 

7 Rest room facilities 3.32 1.28 

8 First-Aid facilities 3.70 1.28 

9 Drinking water facilities 3.29 1.65 

10 Wages and salaries 2.82 1.09 

 

It is examined from the above 

analysis that among the ten variables, loan 

facilities recorded high level of mean 

score 4.67 and housing facility with the 

mean score of 4.36. 

 

Relationship between 

Demographic Variables and 

Opinion towards Welfare 

Measures (Chi-square Analysis) 

 

In order to find the relationship 

between the demographic variables of the 

respondents and their opinion towards 

welfare measures, the following 

hypothesis was framed and tested with 

the help of Chi-square test including two-

way table and the result is given below. 

 

Designation and Opinion towards welfare 

measures 

 

H0: There is no significant 
relationship between designation 
of the respondents and their 
opinion towards welfare measures. 



 

 

 

 

Table 3: Designation and Opinion towards welfare measures 

S. 

No. 
Designation 

Level 
Total Mean 


2
 Value 

(p value) Low Medium High 

1. Workers 
12 

(14.8%) 

24 

(29.6%) 

45 

(55.6%) 
81 3.51 

 
15.82* 

(0.002) 
2. Superiors 

4 
(16.7%) 

8 
(33.3%) 

12 
(50.0%) 

24 3.63 

 Total 16 32 57 105   

Note: * – Significant at 1% level 
 

It is determined from the 

investigation that high level of opinion 

towards welfare measures among 

respondents is perceived by supervisors. It 

is obtained from the ‘p’ value that it has 

lesser than 0.05 and the null hypothesis is 

rejected. From the analysis, it is explored 

that there is a significant relationship 

between the designation of the 

respondents and their level of opinion 

towards welfare measures. 

 

Monthly Income and opinion towards 

welfare measures 

 

H0: There is no significant 

relationship between monthly 

income of the respondents and 
their opinion towards welfare 

measures. 

 

Table 3: Monthly Income and opinion towards welfare measures 

S. 

No. 

Monthly 

Income 

Level 
Total Mean 


2
 Value 

(p value) Low Medium High 

1. 
Less than 

Rs.20,000 
9 

(18.4%) 
14 

(28.6%) 
26 

(53.1%) 
49 3.73 

 

 
9.54

NS
 

(0.536) 
2. 

Rs.20,000- 

Rs.30,000 
5 

(13.2%) 

12 

(31.6%) 

21 

(55.3%) 
38 3.57 

3. 
Above 

Rs.30,000 
2 

(11.1%) 
6 

(33.3%) 
10 

(55.6%) 
18 3.64 

 Total 16 32 57 105   

Note: NS – Not Significant 
 

It is determined from the 

investigation that high level of opinion 

towards welfare measures is perceived by 

respondents earning less than Rs.20,000. 

It is obtained from the ‘p’ value that it has 

greater than 0.05 and the null hypothesis 

is accepted. From the analysis, it is noted 

that there is no significant relationship 

between the monthly income of the 

respondents and their level of opinion 

towards welfare measures. 

 

Working Department and opinion 

towards welfare measures 

 

H0: There is no significant 
relationship between working 
department of the respondents and 
their opinion towards welfare 
measures. 



 

 

 

 

Table 3: Working Department and opinion towards welfare measures 

S. 

No. 

Working 

Department 

Level 
Total Mean 


2
 Value 

(p value) Low Medium High 

1. Marketing 
2 

(9.5%) 

10 

(47.6%) 

9 

(42.9%) 
21 3.43 

 

 

 
 

58.130* 

(0.000) 

2. Production 
4 

(11.8%) 
9 

(26.5%) 
21 

(61.8%) 
34 3.63 

3. Sales 
5 

(20.0%) 
7 

(28.0%) 
13 

(52.0%) 
25 3.48 

4. Store 
4 

(23.5%) 

2 

(11.8%) 

11 

(64.7%) 
17 3.57 

5. Accounts 
1 

(12.5%) 
4 

(50.0%) 
3 

(37.5%) 
8 3.56 

 Total 16 32 57 105   

Note: * – Significant at 1% level 
 

It is determined from the 

investigation that high level of opinion 

towards welfare measures is perceived by 

respondents working in production 

department. It is inferred from the ‘p’ 

value that it has lesser than 0.05 and the 

null hypothesis is rejected. From the 

analysis, it is noted that there is a 

significant relationship between the 

working department of the respondents 

and their level of opinion towards welfare 

measures. 

 

8. FINDINGS 

 

 It is observed from the analysis 
that the majority (41.9%) of the 

respondents are in the age group 
of 31-40 years. 

 It is explored from the analysis 
that the majority (77.1%) of the 

respondents are working as 
workers. 

 It is revealed from the analysis 

that the majority (46.7%) of the 
respondents are earning less than 

Rs.20,000 in month. 

 From the analysis, it is found that 

the majority (32.4%) of the 

respondents are working in 

production department. 

 It is determined from the analysis 

that the majority (45.7%) of the 
respondents are having less than 5 

years. 

 It is inferred from the analysis 
that loan facility and housing 

facility attains the maximum level 

of welfare measures among the 
ten categories. 

 It is revealed from the analysis 

that maximum level of welfare 

measures is perceived by the 

respondents who are workers. 

From the analysis, it is noted that 

there is a close significant 

relationship between the 

designation of the respondents 

and their opinion towards welfare 

measures. 

 It is concluded from the analysis 
that maximum level of welfare 

measures is perceived by the 
respondents who are earning less 

than Rs.20,000.From the analysis, 
it is obtained 



 

 

that there is no significant 
relationship between monthly 

income of the respondents and 
their level of opinion towards 

welfare measures. 

 It is evaluated from the analysis 

that maximum level of welfare 

measures is perceived by the 

respondents who are working in 

production department. From the 

analysis, it is identified that there 

is a close significant relationship 

between the working department 

of the respondents and their 

opinion towards welfare 

measures.. 

 

9. SUGGESTIONS 

 

 Most of the employees 

expressed that they are satisfied 
with present working condition. 

It is suggested to take necessary 
steps to satisfy the remaining 

workers. 

 Most of the welfare facility 

provided by the company are 
rated good and few employees 

expressed that they further 

improvement in the present 
system of welfare measures. 

 Most of the employees are 
satisfied with the canteen 

facilities and necessary steps 
management cleanliness in 

canteen. 

 Management should introduce 

new idea of quality circle groups 
involving lower level staffs also. 

 Each employee of the company 
should be made aware about the 

company's opportunity, threats, 
strength & weakness. 

 Each employee or group should be 

given with a target to achieve and 

it should be motivated by the 

management itself. Special Prize 

should be given on achieving that 

target. 

 

10. CONCLUSION 

 

11. Employees are the driving force 

behind any company's success, 

therefore it's important for 

management to hear and solve their 

concerns. Ensuring that workers are 

happy with their benefits is a 

difficult task that requires a lot of 

planning and management. It would 

seem that employees of Bannari 

Amman Sugars Limited are pleased 

with the advantages to which they 

are entitled. Bannari Amman Sugars 

Limited, being one of the few 

profitable businesses, must provide 

the basic needs of its employees. 

Bannari Amman Sugars Limited's 

productivity would greatly benefit 

from a morale boost for its 

employees. Social service delivery is 

essential to the success of any 

business. The findings of this study 

were utilized to ascertain whether or 

not all worker welfare centers had 

access to real estate, as well as to 

provide suggestions for improving 

such facilities. 
 

12. REFERENCES 

 

Bhavani & Tamil Selvan (2007). Labour 

Welfare Measures - Step Stone of 

Healthy Industrial Relations. 

Journal of Contemporary Research 

in Management, 7(9): 39-50. 

Buvaneswari & Suresh Kumar (2007). A 

study on labour welfare measures 
in select sugar mills of Tamilnadu 

– an overview. Asia Pacific 
Journal of Research, 7(LVIII), 90-

94. 

Cooke, M.Z., (2006). Employee Safety, 
Health and Welfare. University of 

Phoenix Employment Law, 25-30. 

Logasakthi, K., & Rajagopal, K., (2005). 

A Study on Employee Health, 

Safety and Welfare Measures of 



 

 

Chemical Industry in the view of 

Salem Region. International 

Journal of Research in Business 

Management, 1(1): 1-10. 

Poongavanam (2006). A Study on Labour 

Welfare Facility (With Reference 

to Aft, Pondicherry), International 

Journal of Research in Commerce, 

Economics and Management, 

1(1): 40-45. 

Resma & Basavraju (2013). Employee 

welfare measure in mining 

Industry - A study with reference 

to statutory welfare measures in 

NMDC, Donimalai Iron ore, Mine 

Bellari district Karnatanka. Excel 

International Jour. of 

Multidisciplinary Management 

Studies (EIJMMS), 3(7), 157-164. 


