Employee Welfare Measures

The welfare measures for employees in an organization have always and will keep playing a pivotal role in enhancing the morale of the employees. These schemes facilitate thrust for both the employee and employer relations. An employee's welfare is inherent core component, as they act as life blood for achieving the objectives of an organization. The main intention behind implementing the welfare measures is to secure the employee force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and their family members. This chapter determines the various welfare measures implemented with its impact on the employees' work efficacy in different public and private sector manufacturing organizations. This chapter also articulates the importance of welfare, symptoms of frustration, standards set by the employees, implications of welfare measures and its effectiveness on employees' and the organizational productivity.

Welfare Programs as a Strategy of Promoting Employees' Economic Growth and Work Productivity

Many organizations apply the notion of employee welfare programs as a strategy of improving employee productivity, since work-related exertions could lead to deprived quality of work life for employees and a decline in performance. Welfare schemes promote economic development by increasing the efficiency and productivity with the underlying principle being making workers bestow their loyal services ungrudgingly in genuine spirit of cooperation. The welfare schemes improve the organizational relations and also enhance the productivity of the employees. The main aim of implementing the welfare measures in any organization is to secure the labor force by providing proper working conditions and minimizing its hazardous effect on the life of the employees and their family members. The chapter articulates the various employee welfare programs put into practice by the industrial and service organizations and its influence on the employees' economic growth and productivity, in both public and private sectors.

Employee Welfare Provisions

Employee welfare is a prerequisite element for the success and growth of any form of organisation. The provision of welfare facilities improves the relations among the employees and the management of an organisation. These provisions boost the competence levels and value of the employees. The balance between employees'quality of life at the workplace and home is vital, as employees are the pillars of any organisation. The central aim of any organisation in adopting the welfare schemes is to secure the workforce by providing a proper work environment and minimising its hazardous effect on the employees' work life. The basic purpose of employee welfare is to enrich the lives of employees and to keep them happy and conducted. The provision of employees' welfare may be regarded as a wise investment as these would bring a profitable return in the form of greater efficiency. The chapter focuses on determining the various employee welfare provisions adopted by different private organisations and its influence on the employee's satisfaction and effectiveness.

Appraising the Future of Employee Health and Wellness Programmes in the Fourth Industrial Revolution

Employee wellness is an important aspect of human resource management system that has to be considered in the various phases of industrial revolution. It should be noted that during the industrial revolutions work has been transformed from handmade methods to machines. Work productivity improved, yet at the same time the number for those required for manual labour slightly reduced. In each of the revolutions the need to maintain employees remained significant. Therefore, it becomes imperative in the 4th industrial revolution even though managed heavily by machinery and technology to continue with employee wellness for effective productivity within organisations going forward. This chapter will deal with the employee wellness as a strategy that deals with enabling employee welfare. A healthy workforce enhances employee wellness.

INFLUENCE OF WORK/FAMILY CONFLICT ON OCCUPATIONAL FUTURE OF IT EMPLOYEES

Introduction: In recent years, with the increase in growth of Information Technology (IT) companies and diversified workforce, there is an increased research on Work\family conflict and occupational future. Objective: The objective is to study about the work\family conflict relation with occupational future with the effect of environmental support (support from organization and family) as moderator. Methodology: The data is gathered from 392 Information Technology employees working in different Information Technology companies in India. The data is analyzed with hierarchical regression and correlation Results: The outcomes of the study divulged a positive relation between work\family conflict and occupational future. And also, the results showed that every environmental item does not moderate between work family conflict and occupational future. Conclusion: Therefore work and occupational future is significant for the existence of IT industry, provide practical awareness of employee welfare and improve balanced life which might differ under certain specific conditions.

Mediating Role of Demographic Variables in the Relationship between Talent Development Practices and Employees’ Performance

Current study aims to identify the mediating role of demographic variables in the relationship between talent development practices and the employees’ performance. The data was collected from 660 employees from hotel industry across North India, including budget and chain hotels. Partial regression analysis, was used to analyse the data. Perceived effectiveness of all five Talent development practices namely; Employee Welfare and Compensation, Training & Development, Career Advancement and Planning, and Performance Appraisal except work life balance, was found to be positively and significantly related to the Performance of Hotel employees based on their accomplishment of targets, on time, and overall performance. The study concluded that there is no significant mediating effect of demographic variables on the relationship between effectiveness of Talent development practices and performance of employees in hotels.

Give, and it shall be given unto you? The effects of corporate philanthropy on reputation following natural disasters

<p>Conventional logic suggests that businesses should look inwards following natural disasters to ensure employee welfare, and minimise disruptions to operations. However, disasters afford the opportunity to administer corporate philanthropy to affected communities, providing a non- reciprocal gift of money or in-kind services. Philanthropic aid results in commercial benefits for firms, including strengthened financial performance, employee motivation, and reputation. While businesses are increasingly cognisant of their moral responsibilities, few studies examine consumer reactions to corporate philanthropy during a disaster. This research aims to address gaps in extant knowledge, examining the impact of non-reciprocal giving on consumer perceptions of corporate reputation. Further, it seeks to better understand the effect of consumer scepticism and ethnocentrism on evaluations of giving. Three studies were employed to satisfy the research objectives, utilising a between-subjects experimental design. Study 1A manipulates types of corporate responses after the 2016 Kaikōura 7.8-magnitude earthquake (monetary, voluntary time, forgoing giving to recover internally), and measures consumer scepticism. The results demonstrate that monetary and employee time donations have an equivalent positive impact on perceptions of reputation. Forgoing philanthropy is viewed significantly worse, leading to negative evaluations of reputation. Low scepticism consumers assess reputation more positively than those suspicious of the corporate motives for giving. Focusing on employee voluntary time, Study 1B shows that philanthropy administered by companies suffering adverse impacts to operations garner more positive evaluations of reputation than uninterrupted organisations. Study 2 compares domestic (2016 Kaikōura earthquake) and overseas relief (2018 New Caledonia earthquake), measuring the impact of ethnocentrism on preferences for giving. Interestingly, there are no differences in evaluations between high and low ethnocentrism consumers in each geographic context. The overall findings suggest that companies should look beyond their own interests following disasters, administering non-reciprocal giving to generate reputational benefits. Moreover, firms suffering direct adverse impacts are uniquely positioned to generate the strongest reputation gains from giving, fostering moral capital through selfless offerings. Although, sceptical consumer predispositions dilute such benefits, suggesting that businesses cannot simply rely on giving as a panacea to reputational concerns. A natural disaster context also suspends the influence of ethnocentrism on geographic preferences for philanthropy, meaning managers should assess the perceived needs of benefactors when determining where to give.</p>

Give, and it shall be given unto you? The effects of corporate philanthropy on reputation following natural disasters

<p>Conventional logic suggests that businesses should look inwards following natural disasters to ensure employee welfare, and minimise disruptions to operations. However, disasters afford the opportunity to administer corporate philanthropy to affected communities, providing a non- reciprocal gift of money or in-kind services. Philanthropic aid results in commercial benefits for firms, including strengthened financial performance, employee motivation, and reputation. While businesses are increasingly cognisant of their moral responsibilities, few studies examine consumer reactions to corporate philanthropy during a disaster. This research aims to address gaps in extant knowledge, examining the impact of non-reciprocal giving on consumer perceptions of corporate reputation. Further, it seeks to better understand the effect of consumer scepticism and ethnocentrism on evaluations of giving. Three studies were employed to satisfy the research objectives, utilising a between-subjects experimental design. Study 1A manipulates types of corporate responses after the 2016 Kaikōura 7.8-magnitude earthquake (monetary, voluntary time, forgoing giving to recover internally), and measures consumer scepticism. The results demonstrate that monetary and employee time donations have an equivalent positive impact on perceptions of reputation. Forgoing philanthropy is viewed significantly worse, leading to negative evaluations of reputation. Low scepticism consumers assess reputation more positively than those suspicious of the corporate motives for giving. Focusing on employee voluntary time, Study 1B shows that philanthropy administered by companies suffering adverse impacts to operations garner more positive evaluations of reputation than uninterrupted organisations. Study 2 compares domestic (2016 Kaikōura earthquake) and overseas relief (2018 New Caledonia earthquake), measuring the impact of ethnocentrism on preferences for giving. Interestingly, there are no differences in evaluations between high and low ethnocentrism consumers in each geographic context. The overall findings suggest that companies should look beyond their own interests following disasters, administering non-reciprocal giving to generate reputational benefits. Moreover, firms suffering direct adverse impacts are uniquely positioned to generate the strongest reputation gains from giving, fostering moral capital through selfless offerings. Although, sceptical consumer predispositions dilute such benefits, suggesting that businesses cannot simply rely on giving as a panacea to reputational concerns. A natural disaster context also suspends the influence of ethnocentrism on geographic preferences for philanthropy, meaning managers should assess the perceived needs of benefactors when determining where to give.</p>

Pengaruh Lingkungan Kerja Dan Program Kesejahteraan Karyawan Terhadap Semangat Kerja Pada PT. Happy Puppy Tenggarong

The purpose of this study was to determine and analyze the effect of the work environment and employee welfare programs on morale at Happy Puppy Tenggarong both partially and simultaneously. Besides that, to find out the dominant variables in influencing work morale. The analytical tool used in this study is multiple linear regression with the number of respondents in this study amounting to 25. The results showed that the variables of the work environment and employee welfare programs had a simultaneous effect on employee morale. The work environment variable has a partial effect on employee morale at Happy Puppy Tenggarong while the welfare program variable has no effect on employee morale. Thus, it can be concluded that the work environment variable has the most dominant influence on work morale. Keywords: Work Environment, Employee Welfare Program

Bringing the Outside In

Chapter 2, Bringing the Outside In, examines the industrial infrastructures within which the burgeoning profession of public relations coalesced: rail, steel, and coal, and the simultaneous development of information infrastructures to situate these industries as paragons of democracy in the American imagination. It was in struggles over labor rights, workers’ rights, employee welfare, and industrial reform that the practice of public relations forged its methods, as scions of power and privilege attempted to manage the “external environment” of public and political opinion to reduce friction for the machinations of heavy industry. While the “external environment” does not directly map onto the natural environment, we see in these struggles the porousness of the boundaries between the inside and the outside of industrial production, allowing industrial leaders to control the outside world in addition to the one within their walls.