CHAPTER -1

INTRODUCTION

1.0. INTRODUCTION

Human beings are considered to be the dynamic elements of management. The success
of organizations in this era of globalization hugely depends on the efforts of human
resources. Human resource is now recognized and utilized as the most valuable of all
organizational assets (Beach,1975).The resources of men, money, materials and
machinery are collected, co-ordinate and utilized through people. According to L.F.
Urwick, “business houses are made or broken in the long run not by markets or capital,
patents or equipment but by men.” Of all the resources, manpower is the only resource
which does not depreciate with the passage of time.

In the present global industrial scenario, every industry is trying its best to regain top
position in the nation. It is essential to inculcate effective provisions of welfare
measures to employees, consciousness of welfare activities both inside and outside
environment aspects in each personnel of an organization. Many companies
identified this as a major thrust area from the beginning and continuously putting
efforts for improvement in the welfare systems in a positive & effective manner in
the organization. These efforts have been appreciated and recognized by several
Government bodies.

The greatest strength of India is its rich and abundant human resources. The
prosperity of a nation or an organization depends on the proper development and
utilization of its human resources, as all other resources can be generated by a well
motivated human resource. Organizational growth, change and success ultimately
depend on the actions of human resources.

Organizations around the world are remodeling themselves as they respond to the
challenges presented by the global economy(AppleWhile,1965).Success in today’s
competitive business environment is increasingly a result of effective human
resource management. It is said that structure and method can be easily duplicated
but the most important defining factor influencing the organization is its human
resources and this cannot be duplicated.

1
The quality of the human resources in organizations, their enthusiasm, commitment
and level of satisfaction which they are feeling in their jobs, sense of satisfaction
over treatment are significant factors influencing the firm’s productivity, level of
service, reputation and the survival of its human resources.

Human resource management is preceded by personnel management and traditional

management of industrial relations is not sufficient to unleash the hugely untapped
human potential in the organization (Carvel,1973).The recent advancements in
management and the industrial growth have given a new opportunity to the
personnel to be treated as assets. To enhance the productivity of the employees, for
achieving the pre-determined organizational objectives, it is observed that the
organizations are continuously striving to satisfy them and expecting them to do
their best.

Though India is considered as one of the rich nations in terms of quality of human
resources, many companies are facing hurdles to cope with the problems created in
the area of procurement, maintenance and control of human resources.

1.1. CONCEPTUAL OVERVIEW OF HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) is focused on the ‘people’ in a management.

The term HRM has received huge importance in the modern business due to its
influence on organizational productivity (Casio,1995).HRM is considered as the
philosophy, policies, procedures and practices relating to the management of people
within organizations.

Human Resource, which is the most significant and active factor or portion, is
considered to be the centre of all development process of the economy. But the
changing environment has led to a mismatch between the skills of the employees
and the functional roles expected from them. There is a profound truth in the HR
philosophy employed by the world’s best organizations. It acts as an asset because of
its increasing role in the organizations as key components.

It is widely accepted that, if the policies related to human resources are good and
procedures of the enterprises are closely linked with them, they can make a major
contribution to the achievement of corporate objectives and strategic plans. HRM
acts like a mediator that helps the people to share values, organizational climate and
managerial behavior.
2
Organizations, worldwide, have acknowledged that, deploying the right resources to
solve the right problem at the right time is becoming increasingly critical. In the
changing scenario optimizing human and intellectual capital is the biggest challenge
organizations face.

Human Resource management consists of three parts. The first among them is
“Human’, a living and the best creature of God, who has feelings, experiences,
happiness or sorrow and, above all, is capable of thinking, expressing, desiring to
excel and achieve set goals.

The second constituent is “Resource”. Resources are available in the shape of skill,
knowledge, techniques, directions and supporting working guidelines are the tools to
put the things in shape and place a product before the general public to maximize
earnings in the shape of profits.

The third constituent is “Management”. Management is the art of getting things

done through others, and with the people in a formally organized group.
Management has to play the vital role of co-ordination, harmony, and consolidation
of the first two constituents so that all three constituents, with their inter-coordinate
role may smoothen the path to progress and to excel in the field of expertise, besides
maximizing utility gains. Human Resource is a whole are consisting of inter-related,
inter-dependent and interacting physiological, psychological, sociological and
ethical components (Michale,1973).

Human resources are knowledge, skills, creative abilities, talents and aptitudes
obtained in the population; whereas from the view point of the individual enterprise,
they represent the total of the inherent abilities, acquired knowledge and skills as
exemplified in the talents and aptitude of its employees (Leon C.Megginson,1982).

Human Resource Management refers to a set of programmes, functions and

activities designed and carried out in order to maximize both employees as well as
organizational effectiveness (Ashwathappa,2008).

Human Resources Management is the planning, organizing, directing and

controlling of the procurement, development, compensation integration,
maintenance and reproduction of human resources to the end that individual,
organizational and societal objectives are accomplished (Edwin,1980).

3
Human Resource Management is the systematic planning and control of a network
of fundamental organizational processes affecting and involving all organizational
members. These procedures include human resource planning, job and work design,
job analysis, staffing, training and development, performance appraisal and review,
compensation and reward, employee protection and representation and
organizational improvement (French, 1977).

According to National Institute of Personnel Management of India, “Human Resource

Management is that part of management concerned with people at work and with their
relationship within the organization. It seeks to bring together men and women who
make up an enterprise, enabling each to make his own best contribution to its success
both as an individual and as a member of a working group.

1.2. HUMAN RESOURCE MANAGEMENT ACTIVITIES

Human Resource Management activities are broadly classified into four functions or
categories. These include:

Acquisition of human resources

Development of human resources

Motivation of human resources

Maintenance of human resources

I) Acquisition of Human Resources

Acquisition process is mainly concerned with securing and employing the people
possessing required kind and level of skills necessary to achieve the organizational
objectives. The acquisition function begins with planning. It also covers other
functions such as job analysis, human resource planning, recruitment, selection,
placement, induction and internal mobility.

II) Development of Human Resources

Development process is concerned with improving, molding and changing the skills,
knowledge, creative ability, and aptitude and values of the employees. The
development function of human resources concentrates on three dimensions which
are listed below.

4
a) Employee training

Training is the process of imparting to the employees the technical and operating
skills and knowledge. It also includes changing of attitudes among workers. b)
Management Development

Management development is primarily concerned with knowledge acquisition and

the enhancement of executives’ conceptual abilities. It is the process of designing
and conducting suitable executive development programmes so as to develop the
managerial and human relation skills of employees.

c) Career Development

Career development is the continual effort to match long-term individual and

organizational needs. When human resources have been developed effectively, one
can expect to have competent employees with up-to-date skills and knowledge.

III) Motivating of Human Resources

The motivation function begins with the recognition that individuals are unique and
that motivation techniques must reflect the needs of each individual. It is an area of
management that deals with integrating people into work situation in a way that
motivates them to work together productively, co-operatively and with economic,
psychological and social satisfaction.

IV) Maintenance of Human Resources

The maintenance process is concerned with providing those working conditions that
employees believe are necessary in order to maintain their commitment to the
organization. The objective of the maintenance function is to retain people who are
performing at high levels. This requires that the organization provides safe and
healthy working conditions and satisfactory labour relations. If these activities are
performed effectively, we can expect to have competent employees who are
committed to the organization and are satisfied with their jobs. One of the important
activities under maintenance function of human resources is employee welfare,
which is one of the key elements directly and indirectly influencing the productivity
of the organization.

5
CONCEPT OF EMPLOYEE WELFARE

In today’s life style the term, ‘labour welfare’ is being viewed quite

differently. It is not been looked upon as charity, neither as an unwise investment nor
as a barren liability. When higher incentives are provided, with better welfare
measures, the motivation and sense of duty increases in the employees’ attitude, this,
in turn, leads to effective functioning and improves the productivity and helps in
achieving harmony in industrial progress.

The philosophy of labour welfare also rests on bridging the gap between the “haves”
and “have nots”. De-humanising conditions prevailing in our societies pose for a
severe threat to all walks of life, especially in the life of the working class.The
concept of labour welfare originated from the desire for a humanitarian approach to
the sufferings of the working class. Later, it became a utilitarian philosophy which
worked as a motivating force for labour and for those who were interested in it
(Vijay,1994). As a consequence of the industrial revolution, the social and economic
conditions of workers have reached their lowest ebb. Recruiting agents of the mills
treating the workers as slaves, overcrowding of workers, horrible conditions of work
and exploitation of the poor working class by the rich have presented a ghastly
picture of the inhuman conditions of the life of labour which have awakened the
public conscience in favour of establishing welfare state based on two principles
viz., the right of everyone to a job and guaranteed social establishing welfare state
avoiding the excesses of unmitigated totalitarianism on the one hand and unbridged
minimum of health, wealth and leisure(Kingsley, 1953). The idea of individualism
on the other hand, vitalised the concept of labour welfare(Vaid,1970).

The concept of labour welfare is also influenced and strengthened by Philadelphia

declaration of International Labour Organisation in May, 1944. Accordingly, various
countries have realised the significance of the spirit of these schemes and started
implementation of welfare measures for the benefit of working classes.

The guiding principle and the ultimate aim of the various welfare programmes from the
very inception have been the improvement of standard of living of the concerned
workers and the main thrust of such programmes was to help the concerned workers,
improve their quality of life through public health, sanitation, prevention of diseases,
access to medical facilities, provision and improvement of water supply and
6
washing facilities, access to utilization of educational facilities and by providing
housing, nutrition, recreation, transport and such other facilities(Mehta,1985).

Labour welfare today has become a very controversial topic It covers a very broad field.
The term welfare suggests many ideas, meanings and connotations, such as the state of
well-being, health, happiness, prosperity and the development of human resources
(Puneicar, 1998). The concept of welfare can be approached from various angles.
Welfare has been described as a total concept. It is a desirable state of existence
involving physical, mental, moral and emotional well-being. All these four elements
together constitute the structure of welfare on which its totality is based.

The social concept of welfare implies the welfare of man, his family and his
community. There is interconnection of these three aspects, in the sense that all the
three work together or individually supplement one another, in a three-dimensional
approach, each serving as ends and means.

Welfare is called a relative concept, for it is related to time and space. Changes in it
have an impact on the system of welfare as well. As welfare is growing and
dynamic, the welfare potential changes as a result of which its content keeps on
varying and has to keep pace with the changing times. Also, the characteristics of
welfare vary, for, it depends largely on the life of the community, the scientific
advancement and the development of a nation in all fields. Its meaning and content
differ from time to time, region to region, industry to industry and country to
country, depending upon the value system, level of education, social customs,
degree of industrialization and general standard of the socio-economic development
of the people (Sarma, 1991).

DEFINITION AND SCOPE OF EMPLOYEE WELFARE

There are a number of definitions of the term ‘welfare’ which lead to diverse
interpretations. A precise definition of the term is thus somewhat difficult as
remarked aptly: A series of sharply, diverse opinions exist on the motives and merits
of industrial welfare work (Todd Arthur, 1933). Broadly speaking, measures and
activities undertaken by the state, employers and associations of the workers for the
improvement of the workers’ standard of life and for the promotion of their
economic and social well-being are labelled as welfare work.

7
The Oxford Dictionary defines labour welfare as “efforts to make life worth living
for worker”. .

The voluntary efforts of the employer to establish, within the existing industrial
system, working and sometimes living and cultural conditions of his employees,
beyond what is required by law, the customs of the country and the conditions of the
market(Encyclopedia of Social Sciences, 1935).

The meaning or connotation of labour welfare must necessarily be elastic, bearing a

somewhat different interpretation from one country to another, according to the
different social customs, the degree of industrialization and the educational
development of the workers.

Labour welfare is somewhat subjective and difficult, proceeded to include under

labour welfare activities anything done for the intellectual, physical, moral and
economic betterment of the workers, whether by employers, by Government or by
other agencies, over and above what is laid down by law or what is normally
expected as part of the contractual benefits for which the workers may have
bargained (Labour Investigation Committee,1946).

Anything done for the comfort and improvement of intellectual and social, of the
employees over and above the wages paid which is not a necessity of the industry
(James Todd, 1933)

The term is one which lends itself to various interpretations, and it has not always
the same significance in different countries. Sometimes, the concept is a very wide
one and is more or less synonymous with conditions of work as a whole. It may
include not only the minimum standard of hygiene and safety laid down in general
labour legislation, but also such aspects of working life as social insurance schemes,
measures for the protection of women and young workers, limitation of hours of
work, paid vacations etc. In other cases, the definition is much more limited, and
welfare, in addition to general physical working conditions, is mainly concerned
with the day-to-day problems of the workers and the social relationships at the place
of work. In some countries, the use of welfare facilities provided is confined to the
workers employed in the undertakings concerned, while in others, the workers
families are allowed to share in many of these benefits which are made available
(ILO Report II).

8
All efforts which employers make for the benefit of their employees over and above
the minimum standards of working conditions fixed by the Factories Act and over
and above the provisions of social legislation providing against accident, old age,
unemployment and sickness(Joshi, 1927).

Labour welfare is housing, medical, education, nutrition including provision of

canteen facilities for rest and recreation, co-operative societies, crèches, provision of
sanitary accommodation, sickness and maternity benefit schemes, provident funds,
gratuities and pensions etc. The term ‘welfare’ is thus, very flexible and as well as
comprehensive (Labour Investigation Committee, 1946).

Local circumstances including managerial idiosyncrasy and fashion determine to a

certain extent the welfare installation in a given industry or plant, it includes, in
general, some form of profit-sharing, pension, sickness benefits, vacations with pay,
lunch rooms, baths, wash rooms, gymnasia, club rooms, rest rooms, day nurseries,
kindergartens, nursing, dental and dispensary service, play grounds, gardens, camps,
libraries, dancing, music, educational classes, dramatics, lectures, movies, savings’
banks, model housing at low rents or purchase prices, plant journals (Labour
Investigation Committee, 1946).

The whole field of welfare is one in which much can be done to combat the sense of
frustration of the industrial worker, to relieve him of personal and family worries, to
improve his health, to afford him a means of self-expression, to offer him some
sphere in which he can excel others, and to help him to a wider conception of life
(Kirkaldy, 1947).

Work for improving the health, safety, general well-being and the industrial
efficiency of the workers beyond the minimum standards laid down by the Factories
Act and other labour legislation (Bhagoliwal, 1991).

Such services, facilities and amenities as adequate canteens, rest and recreation
facilities, arrangements for travel to and from the work and for the accommodation
of workers employed at a distance from their houses and such other services,
amenities and facilities as contributed to improve the conditions under which
workers are employed (ILO Conference, 1947).

The voluntary efforts of the employer to improve the living and working conditions of
his employees, the underlying assumption, of course, being that the first essentials to the
welfare of the employees are steady work, a fair wage and reasonable
9
hours of labour. That the employer has a further obligation and should not attempt to
substitute welfare work for better wages and shorter hours is clear from its added
pronouncement that the spirit of the age has thrown upon the employers, duties
involving a proper regard for the comfort, health, safety and well-being of the
employees (National Civic Federation, 1955). The employees’ productivity depends
quite as much upon their environment and lies in the fourteen hours away from work, as
in the ten hours in the work, many of the programmes reach beyond the factory into the
homes of employees that include wives and children as such, the labour welfare aims to
serve to achieve humanitarian, economic and civic objectives (Wittee, 1957).

Labour welfare measures do not only consist of monetory incentives but also include
measures for human development (Galbraith, 1959).

Welfare is fundamentally an attitude of mind on the part of management, influencing

the method by which management activities are undertaken the emphasis obviously
is on the attitude of mind (Hopkin, 1955).

The labour welfare contributes to the economic development by moulding the workers
into a productive, efficient and committed labour force (Dholakia, 1961).

Realising the difficulties in giving a precise and generally acceptable definition of

‘labour welfare’, the National Commission on Labour pointed out in their report.
The concept of ‘welfare’ is necessarily dynamic, bearing a different interpretation
from country to country and from time to time, and even in the same country,
according to its value system, social institution, degree of industrialization and
general level of social and economic development. Even within one country, its
content may be different from region to region (Labour Commission, 1969).

Labour welfare has two sides, negative and positive. On the negative side, it is
associated with counter-acting of the harmful effects of large scale of
industrialisation on the personal, family and social life of the worker while on the
positive side, it deals with the provision of opportunities for the worker and his
family for a socially and personally good life(Moorthy, 1968).

It may be noted that not only the intra-mural but also extra-mural, statutory as well
as non-statutory activities, undertaken by only of the three agencies, the employers,
trade unions or the government for the physical and mental development of a
worker, both as a compensation for wear and tear that he undergoes as a part of
production process and also to enable him to sustain and improve upon the basic
10
capacity of contribution to the process of production, which are all the species of the
larger family encompassed by the term labour welfare (Labour Committee report,
1969).

The term ‘welfare’, “such services, facilities and amenities as adequate canteens,
rest and recreation facilities , sanitary and medical facilities, arrangements for travel
to and from the work and for the accommodation of workers employed at a distance
from their homes and such other services, amenities and facilities, including social
security measures, as contribute to improvement in the conditions under which
workers are employed” (Labour Committee report, 1969).

Real welfare is not amenities but the right atmosphere, where the worker can breathe
the air of growth and development and think constructively, so as to understand the
play and interplay of his subconscious instincts and conscious emotions(Giri, 1972).

The industrial workers are subject to various handicaps both in their work life and in
their community life, and the removal of these handicaps is a part of the function of
labour welfare (Murthy, 1982).

Any kind of voluntary service will come under the purview of labour welfare if it
aims at helping the worker to work better and in more congenial surroundings and
also to live better in a more meaningful manner — physically, morally, economically
and intellectually (Punekar, 1984). Labour welfare has tremendous potentialities for
fostering good industrial relations (Memoria, 1985).

Labour welfare is an important factor of industrial relations, the extra dimension,

giving satisfaction to the worker in a way which even a good wage cannot (Arun
Monappa, 1987).

The modern concept of labour welfare entails all those activities of the employers which
are directed towards providing the employees with certain facilities and services in
addition to wages or salaries (Rakesh, 1989). These are not a form of employers’ good
will or charity to workers, but are facilitative services to build and maintain the morale
of the workers to achieve the objectives of the organisation. As such, it is not only in the
interest of the employees to provide them these facilities but in the interest of the
organisation to make the employees feel committed to the organisation. Hence, these are
considered merely maintenance factors and not

11
motivators, yet they are necessary for the health of the organisation since they bear
close connection with the productivity of the organisation.

Labour welfare is an essential part of social welfare which, according to him, means
the adjustment of the employee’s working life and family life to the community and
social life around. He supported this argument on the ground that the health,
happiness and efficiency of each individual connote the general well-being of
all(Ghosh, 1987).

From all these definitions, it is apparent that none is complete or comprehensive.

There is no precise, definitive outline or demarcation in this subject. More often they
give rise to ambiguity and overlap in certain areas of action. However, what is
definite is that labour welfare promoted the well-being of workers in a variety of
ways. Any kind of voluntary service will come under the purview of labour welfare
if it aims at helping the worker to work better and in more congenial surroundings
and also to live better in a more meaningful manner, physically, socially, morally,
economically and intellectually.

1.4. EMPLOYEE WELFARE AS A KEY FUNCTION IN HRM ACTIVITIES

Employee welfare occupies a significant position in the organizational development

as well as industrial development of the country. It is one of the important facets of
industrial relations, the extra dimension giving satisfaction to the employee in a way
which even his salary cannot. The growth in industriali-zation and mechanization of
business has made the environment see a great change.

Employee welfare is concerned with maintenance function of employees in the

sense that it is directed specifically at the preservation of employee health and
attitudes. In other words, it contributes to the maintenance of employee morale. The
aim of welfare services in an industry is to improve the living and working
conditions of employees and their families because it ensures employees’ well-
being. Employee Welfare comes under Maintaining, which is one of the functions of
Human Resource Management.

12
Figure1.1: Functions of HRM

Planning

Evaluating Staffing

Functions
of HRM
Maintaining Developing

Managing
Motivating

Change

Source: Aswathappa, K. (2011). Human Resource Management, Sixth Edition, New

Delhi, Tata McGraw Hill Education Pvt Ltd. (pg no 10)

The term’ Employee Welfare’ refers to the facilities provided to an employee inside and
outside the organization premises such as canteens, rest rooms and recreation facilities,
housing and all other services that contribute to the well being of the employee and the
efficiency of the workers. The concept of ‘employee welfare’ is flexible and elastic and
differs widely with time, region, industry, social values and customs, degree of
industrialization, the general socioeconomic development of the people and the political
ideologies prevailing at a particular time.

Organization and employees should develop and progress simultaneously for their
survival and attainment of mutual goals. So, every modern management has to
develop the organization through human resources management by evolving welfare
schemes for the welfare of employees. Welfare includes anything that is done for the
comfort and improvement of employees and is provided over and above the wages.

The welfare measures need not be in monetary terms only but in any kind/form.
Employee welfare includes monitoring of working conditions, creation of industrial
harmony through infrastructure for health, industrial relation and insurance against
disease, accident and unemployment for the workers and their families. Administration
of welfare facilities involves decision on (1) welfare policy (2) organs
13
of welfare (3) assessment of effectiveness. The first step in welfare administration is
to have a clearly defined policy towards it and the willingness of the management to
provide it.

Welfare facilities should be monitored and properly maintained by the organization,

welfare officer, line managers and human resources manager regularly for the well-
being of employees. Assessments of effectiveness of welfare must be made
periodically; feedback thus obtained must act as the basis for initiating remedial
actions for well-being of employees.

1.5. PURPOSE OF EMPLOYEE WELFARE AT WORK

Every employee needs satisfaction to continue in the same organization and perform
well for the organization. For employee satisfaction, organization needs to provide
effective welfare measures. If an employee is a worker in coal mines, he requires
development and increase in the standard of living. Welfare measures will improve
the physical and psychological health of the employees, which in turn, will enhance
their efficiency and productivity. In the present scenario, Globalization affects the
perception of the employees.

As changes are taking place in day-to-day activity, welfare measures are to be

implemented according to the wishes of the people. Welfare measures promote a
loyalty among the employees. They improve the relations between the employers
and the employees. Welfare measures may prevent social evils and ethical issues
among the people to provide congenial environment.

Employee Welfare is the voluntary efforts of the employer done for the comfort and
improvement of the intellectual and social life of the employees other than the
wages paid which is not a necessity of the industry. The statutory schemes are those
schemes that must compulsorily be provided by an organization as compliance to the
laws governing employees’ health and safety. The non statutory schemes are those
schemes that are not compulsory to be provided by an organization but the employer
provides them in order to improve satisfaction.

14
Fig ure1.22: Types of welfa re measure s

1
5
Figure No.1.3: Major Legislat0ions for W elfare Measur es
Figure No.3 depicts the provisions to the employees and labour under various Acts
which are passed after independence. Some of the important highlights of the Acts
include:

Motor Transport Workers Act, 1961 has provisions to help the manpower take rest
during daily work hours, uniform provisions to the employees and labour, first aid
facilities for restricting the impact of accidents at work place and provisions for
reasonable working hours for all the employees. The Factories Act, 1948 provides
further benefits to the employees under its various sections. The facilities like
drinking water, washing facilities, crèches, ventilation and lighting facilities have
been incorporated in the Act.

The Workmen’s Compensation Act, 1923 provides benefits including compensation

for any personal injury caused by accidents at work place. The Employee’s State
Insurance Act, 1948 ensures the benefits to the employees in case of sickness,
maternity benefits, funeral benefit and medical benefits to the employees and
labours.

The Employees’ Provident Fund & Miscellaneous Provisions Act, 1952 ensures
Provident Fund benefits to all the working people of the organization and this act
also ensures the medical benefits to the employees in case of sickness and accidents.
The Payment of Gratuity Act, 1952 provides rights to the employees with reference
to payment of Gratuity at the time of retirement. Hence, it may be concluded that
employee welfare has been given importance by the Constitution under its various
Acts.

NEED AND IMPORTANCE OF THE STUDY

Employee is considered as the chief organ of organizational productivity. The

ability of the organization in achieving higher position in terms of productivity and

market share highly depends on its manpower. Effective management of employees
plays a pivotal role in reaching the desired goals of the organization. Employees,
especially those in transportation services, are vital not only to determine the goals of
the organization but also for providing security and safety services to the customers.
APSRTC, which is one of the very important service sectors owned by Government of
Andhra Pradesh, is providing services for many years. Its ability to produce continuous
trusted services is mainly based on the performance of the employees.
17
The employees of the organization need continuous encouragement not only in the
form of monetary benefits but also through welfare measures. Welfare measures
largely influence the employees’ commitment to the organizational goals. Welfare
measures including statutory and non-statutory measures will have a definite impact
on achieving growth in output. Hence, in view of this scenario, the present research
study concentrates on the employee welfare measures implemented in APSRTC with
special reference to Tirupati region. Further, the study also provides a better
understanding of the employee’s perceptions towards various measures implemented
by APSRTC.

REVIEW OF LITERATURE

The researcher has carried out extensive review of the literature pertaining to

employee welfare and social security. The literature reviewed has been presented
here, after classifying the same as under:

Review of Committee Reports

Review of Doctoral Theses

Review of Research Articles

Review of Books

Review of Committee Reports

Various Committee reports reviewed by the researcher are as under:

The Royal Commission on Labour 1931 is the first major report on labour welfare in
India. This Commission made a comprehensive study on almost all the problems
relating to the labour in factories and plantations. The Commission made a series of
recommendations regarding health, safety, welfare creches and industrial centers.
This report has brought to the general view of the miseries of the workers in detail. It
traced a large number of imbalances in the life of industrial workers ranging from
industrial unrest to the housing problems of the workers.

According to the Commission the main cause of industrial unrest was the realization
by the worker that his standard of living was very low and a feeling of frustration
prevailed in him as a result of it. The Commission further revealed the lack of
commitment to the industrial work among the factory workers and also
simultaneously pointed out the harassing treatment that the employees received at
the hands of the employers. The need for labour welfare was strongly felt by the
18
Commission. The Commission recommended more measures of security and
protection for the workers from the government (State and Provincial) through
labour legislations. It also suggested that the employers should make better
provision of labour welfare measures. The Commission made an important
recommendation that by way of legislation, the competent authority should collect
information from the employees regarding housing conditions (including housing of
industrial labour), from merchants regarding prices, from moneylenders regarding
loans to workers and from landlords regarding rentals.

In 1937 The National Planning Committee appointed a Sub-committee on Labour to

investigate various labour problems. The National Planning Committee passed
resolutions regarding the living and working conditions of the workers on the basis
of the recommendations of this Subcommittee. The committee suggested for 48
hours of work per week or nine hours per day. Apart from the working hours,
suggestions have been made to the employers to pay due attention to the housing
problem of the workers and contributory and compulsory insurance for industrial
workers.

An investigation into the issues relating to wages and earnings, employment,

housing and social conditions of workers was made by the Labour Investigation
Committee, popularly known as Rege Committee (1994). The Committee went into
the details of the working conditions including welfare measures available to
workers. In all, the committee covered 38 industries including mining and
plantations. The committee emphasized the need, not only for extension of welfare
measures which were till then confined only to few urban centers to cover workers
in large number of industries, mines, plantations and communications, but also for
the attention of the government to the urgent need for laying down a definite
minimum standard of welfare to be observed by employers in different industries.
The Committee highlighted the need for strengthening the enforcement machinery
for effective implementation of the existing provisions, which in its opinion would
go a long way in bettering the conditions of workers.

A study team (1960) was set up by the Union Labour Ministry to look into the whole
range of labour welfare activities. Labour welfare schemes in the Third Five Year
Plan are based on the recommendations made by the study team. The

19
recommendations of the study team set the frame for the formulation of the labour
policy in the Third Five Year Plan.

The Labour Bureau (1961) conducted a survey, which showed a good deal of
awareness on the part of the employers in the Jute Industry in the matter of
providing welfare amenities to the workers and their children in the field of
education. The survey revealed that the facilities extended by the jute mills are over
and above the obligation put on employers under the various enactments.

The National Commission on Labour headed by P.B.Gajendragadkar was formed in

1966 to make labour laws consistent with the then dominant discourse of mixed
economy. Labour welfare was treated as a dynamic concept. The important
recommendations in respect of labour welfare are: the limit of fifty women workers
which makes the provision of crèche obligatory in factories and plantations should be
brought down; workers should preferably run the canteens; effective steps should be
taken for periodic medical examination of the workers; housing facilities and housing
finance should be made available. Likewise, recommendations were also made in
respect of various social security measures, some of the important ones among them are:
a scheme of central fund for workmen's compensation should be evolved; ESI
corporation should make a suitable contribution to the National Safety Council as part of
programme of integrated preventive and curative services; applicability of PF Act for
establishments having 10-20 persons, with a minimum contribution of 6.25%, the
appropriate governments should service the minimum wages etc.

The Government of India constituted a Committee on Laobur Welfare to review the

functioning of various statutory and non-statutory welfare measures in industrial
establishments, both in public and private sectors and to make such
recommendations as may be deemed necessary to improve the functioning of the
existing welfare schemes in different types of industrial establishments like, iron and
steel, sugar, cotton textiles, jute, cement, railways, post and telegraphs, defense
installations and workshops, life insurance corporation etc. The committee made
several recommendations and concluded that except in a few industries the scope for
implantation is more. The committee also concluded that while certain facilities
have been provided on satisfactory scale in some industries by some managements,
there seems to be considerable need for improvement in the rest of the industries.

20
The Second National Commission (2002) on labour was constituted after three
decades in a different backdrop of liberalization, privatization and globalization
(LPG). Its task was to free labour laws from all ‘unwarranted remnants’ of pro-
labour provisions so that the requirements for the LPG era can be best fulfilled. The
commission, of course, euphemistically describes this objectives are “rationalization
of labour laws and formulation of an umbrella legislation to provide minimum
protection for the unorganized sector workers”. The commission strongly
recommended for socially essential services like water supply, medical services,
sanitation, electricity and transport, etc. The commission accepted the need to
consider social security as a fundamental human right. A recommendation has been
made to the state to bear the responsibility for providing and ensuring an elementary
or basic level of security, and leaves room for partly or wholly contributory
schemes. The important recommendations of the commission, in respect of social
security measures are: the workmen’s compensation act should be converted from an
employer’s liability scheme; as far as the organized sector is concerned, the existing
provisions for maternity benefit should be extended so as to be applicable to all
women workers; every employer must pay each worker his one-month’s wage, as
bonus before an appropriate festival, be it Diwali or Onam or Puja or Ramzan or
Christmas and any demand for bonus in excess of this up to a maximum of 20% of
the wages will be subject to negotiation.

ii) Review of Doctoral Theses

The doctoral dissertations reviewed are as under:

Chattopadhyay Ramakrishna in his thesis, "Social Perspective on Labour Legislation

in India" discussed in detail the importance given to social security in various
legislations, which are enacted from time to time by Government of India.

Punekar Sadanand Dattatreya (1942-49) in his thesis, "Social Insurance of Indian

Industrial Workers" stated that social insurance aims at granting adequate benefits to
the insured on a compulsory basis in times of unemployment, sickness and other
contingencies with a view to ensure a minimum standard of living. He concluded
that social insurance is absent in almost all the industries except a few.

Srivastava (1953) in his thesis, "Labour Welfare in India" detailed upon the labour
welfare measures undertaken by select public and private sector companies in
21
India. He found that public sector companies are far better than their private
counterparts in the provision of welfare facilities to workers and employees.

Agarwal Amarnarain (1957) in his thesis, "Insurance in India with Reference to

Social Security" explained the role of insurance in providing social security to
people. He felt that huge scope exists for insurance business in India as the
penetration of insurance business among the masses is highly low.

Shanti Arora (1957) in the thesis, "The Social Security in India" felt that the various
Acts and legislations made by the Government failed to provide social security to
the masses.

Verma Omprakash (1958-65) in his thesis, "Labour Welfare and Industrial Peace in
India" stated that many industries failed to provide adequate welfare facilities to
their employees due to which industrial unrest had become a common phenomenon
among various industries.

Badhwan (1959-64) in his thesis, "Workmen's Compensation Act, 1923 -With

Special Reference to Coal Mining Industry in India" stated that the compensation
paid to coal miners who died in mine accidents is very low. Hence, he felt the need
for increasing the compensation payable to employees.

Kapoor Suraj Krishan (1961-64) in his thesis, "Social Security for Industrial
Workers in Madhya Pradesh" explained the various social security measures
provided to industrial workers by the Central Public Sector enterprises, State level
public sector enterprises and unorganised sectors. The study found that unorganized
sector employees are deprived of almost all the social security measures.

Dharam Veersingh (1963-67) in his thesis, "Social and Economic Welfare Services
in Uttar Pradesh" felt that the successive governments after independence could not
provide the required social and economic welfare services to the needy people due
to which many people are living below the poverty line.

Ranjan Bhattacharya (1965) in his thesis, "Social Security Measures in India" stated
that the Government enacted various Acts to provide social security to industrial
workers. But the Government Machinery failed to implement the various Acts
related to social security in India.

Sharma (1974) in his thesis, "Living Conditions of Colliery Workers in Jharia Coal
Field's" examined the working and living conditions of workers and employees in Jharia
Coal Fields. The study found that the working and living conditions of
22
workers and employees who are working in the mines are very poor and hence the
living conditions need to be improved a lot.

Saktipada Dutta (1976) in his thesis, "A Study of Labour Productivity, Wages and
Profits in the Coal Mining Industry of Bihar" discussed the productivity and profits of
coal mining industry in Bihar. The study found that the productivity and profitability in
the coal mining industry are quite low due to various factors and forces such as high
absenteeism, militant trade unionism, and high turnover of employees.

Mishra (1978) in his thesis, "History and Working of Trade Unions in the Coal
Mining Industry of Bihar" discussed the history, growth and development of trade
unions in the mining industry. He also discussed the role of trade unions in
mitigating the problems of workers and employees.

Viswakarma (1978) in his thesis, "An Economic Survey of Labour Conditions in

Penchavalley Coal Fields of Madhya Pradesh" explained the working and living
conditions of workers in detail. The study found that labour conditions in the
Penchavalley coal fields are so miserable as health and safety facilities are not
provided up to the required extent. In view of this, he felt the need for improving the
working conditions, health care and safety facilities.

SubbaRao (1980) in his M.Phil, dissertation, "Women Welfare in Jute Industry (A

Study on Welfare Programmes in selected Jute Mills in Eluru in Andhra Pradesh)"
explained the welfare facilities provided by companies such as Shri Bhajaranga Jute
Mills, Guntur, Shri Krishna Jute Mills, Eluru to their employees in detail. The study
revealed that these companies have to do a lot in the area of welfare for the
betterment of women employees.

Narayana Murthy (1992) in his thesis, "Employee Welfare in Public Sector - A Study
on Selected Units in Visakhapatnam" discussed the various welfare facilities
provided by public sector companies like - BHPV Ltd, Hindustan Shipyard Limited,
Visakhapatnam, Port Trust, and Dredging Corporation of India. The study concluded
that all the four public sector enterprises are highly employee–welfare-oriented with
insignificant differences.

Tanna Mona(1993) in her thesis, "Social Security Schemes for Industrial Workers: A
Study of Employee's State Insurance Scheme in Madhya Pradesh" detailed about the
various social security measures provided to employees with

23
special emphasis on the benefits provided to employees under Employees State
Insurance Scheme.

Krishnaiah (1994) in his thesis, "Work Life and Welfare of Coal Miners in SCCL"
studied the work life of coal miners comprehensively. The study found that the work
life of employees is poor. However, it is being offset by the provision of welfare
facilities.

Kishore babu (1994) in his thesis, "Social Security Measures in Public Sector-A Study
of Selected Industries in Visakhapatnam" discussed the various social security measures
provided by HPCL, BHPV and Hindustan Shipyard Limited to their employees. The
study showed that all these three public sector enterprises have been highly employee-
oriented in terms of the provision of social security measures.

Anita Kumari (1994) in her thesis, "Terminal Benefits to Industrial Workers with
Special Reference to India" pointed out the wide variations across various industries
in the provision of terminal benefits to industrial workers in India.

Aruna Valli (1995) in her thesis, "Social Assistance for Industrial Labour in India"
analysed the social assistance programs undertaken by the Government of India and
also various state governments for the benefit of industrial labour in India.

Sambasiva Rao (1996) in his thesis, "A Study of Welfare, Health and Safety of
Workers in the Cement Industry of Guntur District" probed into the health, safety
and welfare measures provided by various cement companies in the Guntur district
of Andhra Pradesh. The study found that large cement companies provide better
health, safety and welfare measures as compared to small and medium scale cement
companies.

Moulvi (2003) in his thesis, "Impact of Social Security-cum-Labour Welfare Measures

on Production, Absenteeism and Attitudes of Industrial workers - A Comparative Study
of KSRTC Regional Work Shops of Hubli and Bangalore" found that the productivity of
the workers has increased with the provision of welfare facilities. Further, employees
have formed positive attitudes. However, provision of social security and welfare
measures has not helped in the reduction of absenteeism.

Srinivasa Rao (2004) in his thesis, "Functioning of Trade Unions in Indian Coal
Mining Industry: A Case Study of Singareni Collieries Company Limited" studied
the functions of trade unions at length. He also explained the role of trade unions in
improving the quality of work life of employees in SCCL.
24
Rama Vani (2006) in her thesis, "Incentive Schemes in Coal Industry: A Case Study
of Singareni Collieries Company Limited" discussed the various incentives provided
by SCCL to its employees so as to improve the productive performance of the
company. She concluded that the incentives provided by the company helped in
improving the productive performance of the company.

Venkateswara Rao (2006) in his M.Phil, dissertation, "A Study of Health and Welfare
Measures for Workers in Singareni Collieries Company Limited” inquired into the
various health and welfare facilities provided by the company to its employees. The
researcher concluded that SCCL is highly employee-welfare oriented.

Srivastava (2007) in his thesis, "Study of Labour Welfare and Social Security in the
Industrial Undertakings of RaiBareilli District" discussed comprehen-sively the
various welfare and social security measures provided by various companies in the
district. The study found that a majority of the companies are employee-welfare and
social–security- oriented.

Viswanadh (2008) in his thesis, "A Study on Welfare Facilities and their Impact on
the Efficiency of Employees in APSRTC” found that the provision of welfare
facilities has a positive impact on the efficiency of employees.

iii) Review of Books

Joshi (1927) in his book, "Trade Union Movement in India" felt that welfare work
covers all the efforts which employers make for the benefits of their employees over
and above the minimum standard of working conditions fixed by the Factories Act
and over and above the provisions of the social legislations providing against
accident, old age, unemployment, sickness etc.

Seth (1940) in his book "Labour in Indian Coal Industry" discussed the agonies of
Indian Coal miners under colonial rule.

Radha Kamal Mukerjee (1945) in the book, "The Indian Working Class” dealt with
the problems of low earnings and the sad state of housing then prevalent in the
Indian Collieries.

Srivastava (1970) in his book, "A Socio-Economic Survey of the Workers" in the Coal
Mines of India (with special reference to Bihar) studied the socio-economic conditions
of coal workers in Bihar. The study found that the socio-economic

25
conditions of miners in Bihar are so poor due to high indebtedness, low wages and
poor welfare facilities.

Hasan (1972) in his book, "The Social Security System of India" felt that social
security schemes have characteristics such as provision of cash and medical relief
and also the active involvement of the State in the provision of social security. He
further stated that social security benefits are provided to employees as of right.

Kudchelkar (1979) in his book, "Aspects of Personnel Management and Industrial

Relations" felt that the need for labour welfare arises from the very nature of the
industrial system. He felt that employers need to provide welfare facilities to
employees as the latter are exposed to various risks and at the same time they have
to work in an entirely strange atmosphere.

Tyagi (1982) in his book, "Labour Economics and Social Welfare" discussed the
labour welfare practices in India such as the provision of intramural and extra-mural
welfare facilities. He also discussed the various agencies involved in labour welfare.
However, the study is totally theoretical in nature.

Pramod Varma (1987) in his book, "Labour Economics and Industrial

Relations"stated that organisations provide three types of welfare facilities.
According to him, the first type of welfare facilities is related to the provision of
subsidised canteens, creches and medical facilities while the second type of welfare
facilities is related to consumer cooperative stores, cooperative credit societies and
educational assistance. The third type of welfare facilities is provided by community
centres, welfare centres etc.

Ahuja (1988) in his book, "Personnel Management" emphasised the need for labour
welfare and social security in India. He felt that provision of welfare and social
security measures makes the employees satisfied with their jobs leading to their
improved performance.

Arun Monappa (1990) in his book, "Industrial Relations" discussed labour welfare
and social security measures in detail. He also explained the various problems faced
by the enforcement machinery in the implementation of these welfare and social
security measures.

Tripathi (1998) in his book, "Personnel Management & Industrial Relations" explained
the principles of labour welfare services, types of labour welfare services, different
legislations and Acts. He also discussed the social security measures in terms
26
of medical care, sickness benefit, unemployment benefit, maternity benefit etc.,
besides explaining the social security system in India.

David, A Decenzo (2001) and Stephen P. Robbins in 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 employees and

there by good human relations will develop among different cadres of employees.
Kannan (2001) stated that the ever increasing demand for welfare funds for

each and every sub-sector of the informal sector may be viewed as a desperate
reaction of the workers for a measure of social security in an unprotected labour
market.

Pylee and Simon George in their book, "Industrial Relations and Personnel
Management" stated that companies should provide retirement benefits such as
provident fund, gratuity and pension to employees. They felt that the provision of
these benefits assists employees to be free from fear of want and fear of starvation
besides instilling in them a feeling of security.

Punekar, Deodhar and Sankaran (2004) in their book, "Labour Welfare, Trade
Unionism and Industrial Relations" stated that labour welfare is anything done for
the comfort and improvement, intellectual and social-well-being of the employees
over and above the wages paid which is not a necessity of the industry.

Shashi, K. Gupta and Rosy Joshi (2005) in their book, "Human Resource
Management" discussed "labour welfare" in detail. The book covers all the aspects
of labour welfare such as types of labour welfare, statutory provisions concerning
welfare, approaches to welfare and also the significance of labour welfare.

Mamoria et al., (2005) in their book "Dynamics of Industrial Relations" discussed the
welfare facilities provided by various organisations such as cotton mills in Mumbai, Jute
mills, steel plants, mines, plantations, railways, postal & telegraphs,

27
ports and dockyards. They also discussed the employee welfare measures undertaken by
the Government from the First Five Year Plan to Eighth Five Year Plan period.

Singh (2005) in his book, "Industrial Relations: Emerging Paradigms" stated that
social security is an attack on five giants such as wants, disease, ignorance, squalor
and idleness. According to him, social security is not a burden but a kind of wise
investment that offers good social dividends in the long run.

Venkata Ratnam (2006) in his book, "Industrial Relations" discussed the provisions
made for social security in the constitution of India, labour legislations, collective
agreements and voluntary arrangements for the organised sector. He also discussed
the key issues in social security in the context of the emerging socio-economic
environment.

Micheal Armstrong (2006) in his book, "A Hand Book of Human Resource
Management" discussed the various welfare services provided to employees in
detail. He stated that the provision of welfare services in terms of individual
services, group services and employment assistance programs help in improving the
identification of employees with the companies in which they are employed.

Malik (2007) in his book discussed the various welfare measures to be provided to
workers and employees under various Acts Viz., Mines Act, 1952, Factories Act,
1948, Environment (Protection) Act, 1986 etc.

Aquinas (2007) in the book, "Human Resource Management" explained the intra-
mural and extra-mural welfare benefits provided to employees. He stated that some
welfare benefits are provided as per legislation while some other welfare benefits are
provided voluntarily by management or as a result of bi-partite settlements between
the Management and Trade Unions.

Scott Snell and George Bohlander (2007) in their book, "Human Resource
Management" throw light on the various benefits especially social security benefits
such as provident fund, gratuity, pension and insurance coverage provided to
employees.

Gary Dessler and Biju Varkkey (2009) in their book, "Human Resource
Management" discussed the benefits and services provided to employees in India.
They also discussed the benefits to be provided as per Central or State Law besides
the discretionary benefits provided by employers.

28
John M. Ivancevich (2010) in his book, "Human Resource Management" stated that
an employer has no choice about offering mandated benefits programs and cannot
change them in any way without getting involved in the political process to change
the existing laws. According to him, the three mandated programmes are
unemployment insurance, social security and workers compensation.

Aswathappa (2010) in his book, "Human Resource Management" discussed the various
types of benefits and services provided to employees 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.

iv) Review of Research Articles

Important research articles relevant to the present study, reviewed by the researcher,
are as under:

Kerr et al. (I960) in their article, "Industrialism and Industrial Man: The Problems of
Labour and Management in Economic Growth" felt that a committed worker is he
who has broken his links with the village economy, and has become a permanent
member of urban industrial wage earner and does not hope to return to his village.
Further, they felt that all the aspirations and expectations of workers should be
fulfilled through the industrial job.

Veldkamp (1973) in his article, "The Coherence of Social Security Policy"

emphasized that coherence of social security systems is not just desirable, it is an
absolute necessity. With increased prosperity, there is now a very much stronger
need for an even higher standard of social security. He also stated that various
systems are expanding rapidly and as a result, the financial and administrative
burdens involved are also steadily growing. Hence, there is a strong need to simplify
the policies and practices involved in social security arrangements.

Garewal, K.S. (1978) in his article, "Dimensions of Welfare in Coal Industry" stated
that the nationalization of coal industry in 1973 has brought about a major change in
its operating philosophy and as a result employee welfare has been accorded top
priority.

Vijay, G (1999) in his paper, "Social Security of Labour in New Industrial Towns"
felt that social security in the formal sector has an institutionalized expression. He
felt that social security is a complex issue since it involves migration

29
of labour from rural areas to new townships. He also felt that the labour in the new
industries is recruited on contractual or casual basis. He also mentioned about
various institutions through which social security finds expression. Further, he
analyzed the attributes that would enable access to these institutions.

Madhumathi and Desai (2003) in their article, "Analysis of Pre and Post Reform
Security and Labour Welfare Expenditure in Karnataka State Road Transport
Corporation" analysed the social security and labour welfare measures provided by
KSRTC in detail. The study found that labour welfare expenditure in KSRTC had
grown year after year under pressure as well as the changing relations between
employees and management. They further found that per capita labour welfare
expenditure had increased substantially during the post-reforms period.

Nalini Nayak (2005) in her article, "Social Security for the Unorganised Sector" felt
that the bill assuring social security for workers in the unorganised sector does not
go far assuring access rights to natural resources enjoyed as per tradition by certain
groups or organisations. She also stated that in the state of Kerala, workers agitated
in a sustained manner for recognition of their rights. However, for lack of state
support, these organisations are dwindling in number.

Raju and Jena (2005) in their article, "Pioneering Welfare Practices in Oil and
Natural Gas Corporation Limited-Rajahmundry Asset" stated that the labour welfare
practices adopted by ONGC contributed to the economic development in total by
moulding workers into a productive, efficient and committed labour force. Further, it
has tremendous potentialities for fostering good industrial relations.

Sakthivel, S. and Pinaki Poddar (2006) in their article, "Unorganised Sector

Workforce in India" stated that the pro-rich and pro-capital policy of the present
regime is reflected in the recent downward revision of the interest rate of the
subscribers of provident fund. Further, the move towards defined contributory
schemes away from defined benefit scheme of pension funds is not good. In short,
given the poor affordability and lack of institutional mechanism, any design of
social security that relies heavily on a contributory basis is bound to fail dismally.

Ravi Duggal (2006) in his article, "Need to Universalise Social Security" stated that
those who can afford it get their own social security through a public mandate and
those who cannot afford it have to buy or arrange their own social

30
security. Further, he stated that the malaise can only be overcome by universalising
social security.

Satyanarayana.P.V.V.(2006) in his article on ‘A study on the welfare measures and

their impact on QWL provided by the Sugar companies with reference to East
Godavari District’, has concentrated on the impact of welfare measures implemented
at the organizational level and its impact on the quality of work life at select sugar
companies in East Godavari District. The author has viewed that welfare measures
are recreational, medical, educational, housing and sanitation etc. The author has
pointed out that every organization needs to provide the statutory welfare measures
but in his observation, some organizations are providing some more welfare
facilities to the employees in order to retain employees and improve the quality of
their work life. The author has concluded that the employees of select sugar factors
in East Godavari District are satisfied with the welfare measures provided by their
respective organizations

Venkateswara Rao and Rajesh (2007) in their article, "Singareni Collieries Company
Limited: The Great Turnaround Story" analysed the reasons for the sickness of
SCCL. They also discussed the various measures taken by the company for the
successful turnaround of the company.

Debashish Sengupta (2007) in his article, "Responsibility for Sustainability - The

Changing Face of Corporate Social Responsibility" stated that organisations should
design welfare schemes keeping in view the well-being of employees. This is
because, the provision of welfare facilities leads to a motivated and happy work
force, who are obviously more productive, efficient and creative, ultimately leading
to the formation of a performing organization.

Anjali Ganesh and Vijayi D. Souza (2008) in their article "Social Security and
Welfare Measures at New Mangalore Port Trust - A Case Study" felt that employees
at NMPT are quite satisfied with the social security benefits provided by the
organisation. They also stated that the provision of welfare facilities and social
security benefits has a greater influence on the working of employees through
psychological and social satisfaction.

Kala (2008) in her article, "Social Security of Unorganised Workers" felt that people
who are employed in shops and establishments, handlooms and power looms,
agriculture, construction are not covered by social security measures and hence the
31
government introduced Aam Admi Bima Yojana and Indira Gandhi National old
Age, Pension Scheme to help the unorganised sector employees as well as the old
people who are above 65 years of age.

Deepika (2008) in her article, "A Relook into the Measurement of Human Welfare
and Happiness" stated that Governments should measure the gross National
Happiness (GNH) rather than Gross National Product (GNP) as gross national
happiness is a better indicator of human welfare and happiness.

Venkateswarlu (2008) in his article, "Social Security Measures for the

Empowerment of the Aged" highlighted the various social security measures
provided by the Government in terms of old age pension, old age homes, mobile
geriatric measures, marginal subsidies on train and flight tickets for empowering the
old age people.

Sudansu Rath (2008) in his article, "Public Choice, Public Policy and Social Welfare
in a Democratic Country: A Theoretical Analysis" felt that Governmental
intervention is required in the case of market failure. Public choice, public policy
and social welfare concepts are relevant in the context of a democratic welfare state.
He also stated that public policy determined by political behaviour misrepresents
public choice and deviates from maximum social welfare. Finally, assessment of
social welfare and social justice rests on value judgement.

Paromita Goswami (2009) in the article, "A Critique of the Unorganised Workers
Social Security Act" made an attempt to discuss the Unorganised Workers Security
Act, 2008. The writer felt that the Act does not make it mandatory for the
Government to introduce new welfare schemes. It unfairly divides unorganized
workers into those below the poverty line and those above, and is silent on a national
minimum wage, improving working conditions, and the problems of women
workers like unequal pay, sexual harassment at the work place etc.

Mukul, G. Asher (2009) in his article, "Pension Plans, Provident Fund Schemes and
Retirement Policies: India's Social Security Reform Imperative" stated that the
major objectives of any social security system are consumption smoothing over an
individual's life time, insurance against longevity and inflation risks, income
redistribution for society as a whole and poverty relief. He felt that these have to be
traded off against economic growth, labour market efficiency and labour market
flexibility.
32
James H.Dulebohn et al. (2009) in their article titled, “Employee Benefit: Literature
Review and Emerging Issues”, focused on the benefits of the employee benefits to
the organization. The authors have viewed that potential for HRM research in
employee benefits is extensive. The article has concentrated on the employer-
sponsored benefits including non-health insurance benefits, executive perquisites
and educational tuition reimbursement programmes implemented in select
organizations. The authors have viewed the research oriented benefits for the study
on the welfare measures for the employees.

Hitesh I. Bhatia (2010) in his article, "Social Security for the Most Overlooked
Human Resources in India" stated that the formal social security support is available
to only a small fraction of India's labour force working in the organized sector. A
massive 93 per cent of the labour workforce in the unorganized sector continues to
remain uncovered by any social security programs despite its huge contribution to
the GDP.

Jeya A. and Kirubakaran Samuel (2010) in their article, "A Study on Impact of
Social Welfare Schemes on Rural Women in Cuddalore District" dealt with the
impact of social welfare schemes on rural women. It also outlined the extent of
benefit availed by the rural women based on field survey. The result is that rural
women are greatly benefited by the provision of social welfare schemes.

Anand.J et al.(2010) analyzed the effectiveness of welfare measures for employees

in IT sector with special reference to productivity and quality of work life. The
authors have measured the need and importance of welfare measures for the sake of
the employees in IT Sector and its impact on the productivity of the IT firms. The
study further concentrated on the analysis of the reasons for effective provisions for
welfare measures and their impact on higher productivity and QWL. The study has
concluded that organization and employees should develop and progress
simultaneously for their survival and attainment of mutual goals. Further, every
modern management has to develop the organization through human resources
management by drawing up welfare schemes for the benefit of employees in an
effective manner to achieve mutual goals like productivity and Quality of Work Life.
Productivity is for the organization and welfare is for employees. So for the proper
functioning of an organization, the employer has to ensure proper provision of
welfare measures.

33
Magdalena Bernaciak et al.(2010) in their article on, ‘Employee Welfare and
Collective Bargaining in Exposed and Protected Sectors’, have observed that trade
unions have a significant potential to influence welfare reforms not just through
political channels but through their active participation in collective bargaining.
Further, the authors have opined that nonwage issues tackled during the negotiations
are closely linked to the design of social policies, and the position of unions on these
matters can either smoothen or hinder the reform process.

Sabarirajan et al.(2010) , in their joint paper on “Welfare Measures” focused on the the
benefit of welfare measures for the employees and their impact on the productivity of
the textile mills. The authors have viewed that welfare measures will boost the employee
morale further. Effective welfare measures will directly influence the growth of quality
of work life in the textile mills. Further, the authors have concluded that the
organizations should maintain a smooth relationship between workers and management,
which leads to attainment of organizational goals.

Asiya Chaudhary et al.(2011) ,in their joint paper, have focused on the effect of
welfare measures on employees’ satisfaction in Indian railways. Further, the paper
has critically identified the employee welfare measures implemented in Indian
Railways. Further, the study also concentrated on the level of satisfaction of various
employees with reference to welfare measures implemented for Indian Railway
employees. From the study, it is observed that inadequacy of financial resources is
one of the important reasons pointed out in railway administration. Further, the
authors have suggested that, Railway administration should encourage the formation
of co-operative housing societies for Railway men wherever and whenever possible
in order to solve the problem of housing accommodation and extend the coverage of
housing scheme to workers in Indian Railways who have not been covered so far.

Poongavanam(2011) in his study on labour welfare facility with reference to Anglo

French Textile Mills, Pondicherry has made a thorough analysis on the need for and
importance of welfare activities. The author has viewed the welfare concept as a broad
concept which has desirable relationship with the total environment, ecological,
economic and social. Further, the employee welfare activities are observed in the study
pertaining to social legislation, social reform, social services, social work and social
action, the object of economic welfare. The paper has examined the possible difference
in the opinion of employees of various departments regarding

34
welfare facilities implemented. The paper has concluded that, welfare measures will
improve the physique, intelligence, morality and standard of living of the workers,
which in turn will improve their efficiency and productivity.

Swapna.P(2011) , in her article, focused on the social responsibility towards labour

welfare. She has addressed the problems of social responsibility of the business in
the light of labour and employee welfare with special reference to Singareni
Collieries Company Limited. The author has provided the conceptual frame work to
understand operationally about labour welfare and the need for social responsibility.
The author in the paper has found that labour welfare can be achieved through social
responsibility, which, in turn, is closely linked to the concept of social welfare and
the role of the state.

Swapna.P and Samuyelu.N (2011) in their joint article on social security regarding
employee or labour welfare have critically analyzed the impact of welfare measures
for creating enjoyable environment in the work. The study has concentrated on
making a comparison between the provisions and implementation of the overall
benefits of the workers in different wings of the same company and by focusing on
the overall welfare activities of the company. Finally, the study has concluded that,
the economic conditions of workers and employees are determined by the monetary
benefits that they are able to earn and the economic progress is bound up with
industrial peace. Further, the authors have suggested the need for greater production
can be met only through stable work force and by recognizing workers as
respectable partners in the industrial system. Hence social security is one of major
aspects of national programs towards improving the production of the industry,
conditions of the manpower and income of the society.

Sreenivasa Rao et al. (2011) in their research paper titled, “A Study of Emeployee
Welfare Programmes and Industrial Relations at Lanco Industries Ltd”, have made a
field survey to understand the role of employees and the importance of welfare
measures to especially those who are at the lower level. The study has concentrated
on the issues like medical benifits, children’s education, maternity needs of
employees and their wives. The authors have suggested that the scope of trade union
is to be enhanced in order to effectively promote industrial relations in the
organization for limiting bureaucratic influence of spirit of true democracy in the
organization.
35
Venugopal et al.(2011) have observed employee welfare activities in Industrial
sector. The study is made in the Chittoor district with a special focus on assessing
the overall satisfaction level of employees regarding welfare programmes. The paper
has concluded that employees in industrial cluster at Chittoor district are availing
welfare benefits such as recreational, medical, educational, housing, transportation,
satisfaction, safety and also statutory welfare measures such as workmen
compensation, ESI sickness, P.F. and maternity benefits but these industries have to
provide some more welfare facilities to their employees such as Gratuity, pension
and welfare fund, so that they may retain the employees and improve the quality of
their work life.

Nageshwar Rao.D et al. (2012) in their research paper focused on the employees
perceptions towards welfare measures. They have concentrated on the role of
employee welfare measures in determining the satisfaction of the employees and the
achievement of organizational productivity. The study highlighted the effect of
welfare measures on employee performance and satisfaction levels in Coal Mines
Industry.

LITERATURE ON ROAD TRANSPORT UNDERTAKING

Transport is the backbone of economic, cultural, social and industrial

development of any country besides its two dimensional role of creating time and
space utilities. This sector has not received due consideration either of universities or
academic institutions. A little attention is paid by the researchers in the past to
evaluate the performance of transport sector. . In the word of Alfred Marshall "The
transport industry which undertakes nothing more than the mere movement of
persons and things from one place to another, have constituted one of the most
important activities of men in every stage of advanced civilization." However recent
Research and Development facilities provided by the Indian Universities in the
Departments of social sciences, especially Economics, Commerce and Management
Sciences and other Transport related research institutes have shed light on problems
and prospects of transport sector. An attempt is made in this chapter to review the
literature selectively in the area of transport and road transport in general and
turnaround management in particular.

36
Foreign Studies on Transport and Road Transport

The evolution of transportation system in different countries and the role played by
the transport sector in the economic development of the respective nations provide
rich insights in retrospect. Such studies are also of immense practical use in prospect
since they form the basis for perspective planning in transportation and development
efforts undertaken by the underdeveloped countries.

Tripp Alker. H examines the traffic problem in relate to road, rail, sea and air
transport and suggested traffic control measures to reduce accidents and smooth
running of the traffic.

Kitchin analyzed operational activities of bus transport irrespective of the size of the
organization engaged in bus transport and observed that it should have three main
sections viz., traffic, secretarial and engineering and each having clearly defined
function.

Bonavia M.R highlighted the role and significance of transport system for the
development of a country and suggested the utility of good transport system for
industrial, political, social and cultural angles.

A study by Edwin Lowe on the development of transportation system in Japan

portrays the transport and communication system during the Tokugawa Era (1600-
1686) explained the process of the development with certain features which
ultimately helped the establishment of modern transport system in Japan.

An attempt was made by Owen Wilfred on the problems and potentials of transport
system by focusing on the mobility of people and goods. A study made by the
Ministry of Transport Scottish Development Department emphasizes the free flow of
traffic at reasonable speed requires planned improvement of urban road systems.
The study also suggested constructing secondary means of access enable goods and
service vehicles to load and unload at the stops.

Denys Munby opined that the cost of transport influences the size of cities, number
of production units, choice of job in general and the quality of life of human beings
in particular. Leeming J.J. examined the road accidents in Great Britain and
observed that the behavior of drivers, their habits, carelessness and drunkard driving
are responsible for accidents and also stated that they must be punished severely.

John Hibbs explained various approaches to study the concept of transport along
with its control aspects. Gerald Kraft felt that economic development of a
37
region will be influenced by the capacity of transport system it has. Insufficient
capacity of transport system will create bottlenecks and may eventually retard the
region's growth.

Locklin empirically evidenced the rail-road transport systems and opined that the
Government ownership of transport systems facilitates the planning and execution of
transport system very effectively and the Government, in one way or the other is
responsible for providing necessary capital to the transport systems which are
functioning in the respective state.

Sharp C.N examined various studies of transport systems in U.K and encountered
basic problems like transport economies, transport investment, transport pricing and
reduction in accident rate. However, Wilson opined that the transport investment
brings greater opportunity in extensive areas. If freight rates and passenger fares are
reduced substantially, transport can, and in most cases does, stimulate more use.

Harrison A.J evaluated various techniques of measuring the performance of

transportation system. Collins Michael. F and Timothy M. Pharoah empirically
studied London's Transport System and its operation which was responsible for
planning and operating the networks of transport facilities and services in London.
They covered wide range aspects of passenger transport systems and found that
provision of passenger service at lower cost is the major objective of any transport
corporation.

Payne studied the evolution and development of private transport system and the
provision of facilities provided in Europe. The observations inter alia include free
competition which is the most important factor for the services offered by the
private sector and also discussed the implications of Treaty of Rome on
transportation in Europe.

Martin T. Farris and Harding felt that the marketing function is important to the
public transport corporations which are providing passenger transportation services.
Farris and Harding focus on three areas of passenger transportation viz. (i) the
systems of passenger transportation which includes economic, physical, pricing and
regulatory systems, (ii) the problem areas of passenger transportation like urban
transportation, marketing of transport services, policy problems, social benefits and

38
social costs, (iii) the future of passenger transportation and ways for managing
change and the future.

Donald J.Bowersox focused attention on the scope of transportation and its

evolution, impact on US economy and observed that the transportation pervades all
commercial activities and is integral to the high standard of living of U.S. citizens.
This study is confined to the freight transportation in general and passenger
159
transportation in particular. H.P.White and M.L. Senior were of the opinion that
the transport industries by moving men and materials from one place to another are
fulfilling and helping the most important activities of man in every state of advanced
civilization and thus the transportation is a basic human activity.

Richard E.Ward stated the importance of transportation to the society and the
contributions made by it for the well being of the society. However, P.Keys
emphasized the role of transport sector in the development of the economy, the
nature of markets for transport and the available technology which are identified as
key determinants of the structure of transport industry and its environment.

Wilfred Owen explained the role of transportation in the development of world

civilization and suggested the need of transportation in the overall development of
economy. Bagade emphasized the need of rational fare which is applicable in different
operating conditions and suggested economic viability of State Transport Undertakings
keeping in view the affordability of fare to common man.

Wood and Johnson elucidated that transport is a public utility which is vital to the
overall public interest. Almost every business enterprise and every individual is
directly affected by the transportation industry. Kenneth G William and Zmark
Shalizi explained the experiences of World Bank and related them to the emerging
problems of developing and transition economies, quoting the experiences of
various countries. A reasonably wide range of solutions and best practices as a
policy for more sustainable transport were suggested for improving transport
systems across the globe.

G.D. Jacobs and C.J. Banguley presented a broad review of the road safety and
suggested various measures for improving road safety. They observed out of five
lakh fatalities and 15 million accidents that occur annually throughout the world,
nearly 70 percent occur in developing countries and recommended an effective
improvement strategy which improves road safety systems.
39
Ken Living Stone published a draft i.e., Mayor's Transport Strategy which outlined
the plans for improving mobility in London with the ultimate objective of restoring
London to the status of world's most popular destination. The document is an
admirable summing up of what public transport can do to make cities not just livable
but lovable as well.

Indian Studies on Transport and Road Transport

The study of Ramanadham highlighted the problems encountered by transport

undertakings in the formative years. Moreover, M.O. Mathew emphasized the
efficiency of the transport industry as a whole and the public utility industry in
particular. He opined that transport being regulated by the Governmental policies in
many ways, will have a direct impact on the evolution of size.

The Hindustan Motors Ltd., conducted a study pertaining to the various problems
confronted by the automobile industry in India. Halder D. K extensively evaluated
the traffic problems in Calcutta with a focus on Calcutta State Transport Corporation
(CSTC). For the lower productivity of the CSTC during the period of 1964 - 65 to
1972 - 73, the following factors were responsible viz., (i) low fleet utilization (as a
result of lack of proper preventive maintenance); (ii) higher absenteeism and (iii)
evasion of fare. However, Linear Programming (LP) Model was applied to the
problem of efficient allocation of buses on different routes.

Bhatnagar, K.P.et al., explained the role and significance of transport in India and
abroad and examined critically the growth and development of various modes of
transport in India and its effect on the economy of the country. Sharma.K.K.
extensively studied the state of affairs, problems and prospects of Motor Transport
in Rajasthan.

Patankar studied the Road Passenger Transport in different dimensions since 1950s
and analyzed the urban transportation in detail with emphasis on operational
productivity and efficiency of STUs for the period from 1973-74 to 1979-80. He
opined that the future of road transport sector in India would brighten only with
productivity-oriented planning and offers comprehensive solutions to urban mobility
problems in the cities of developing countries.

Khan.R.R presented a kaleidoscope of transport network and transport management

system in India. Besides, continuing with systems approach, a model was framed for a
comprehensive transport system and transport planning. He provides

40
an analytical study of several vital areas along with the benchmark data for transport
management.

Ali A. Elmezawie studied the problems and prospects of 32 State Transport

Undertakings in India during 1975-76 to 1979-80 and observed that the performance
of company form of organization is better on almost all important counts. He
recommended the exchequer an immediate relief of at least 60% in tax,, and
provision for regular revision of fare at an interval of two years, failing which atleast
provision for subsidy should be made.

Dev Arun evaluated the contributions of different modes of transport in civilized

development especially the role of road transport in connecting the lifeline of the
economy. Satyanarayana.J. intertwined the costs with revenues and related losses
with profit. Organizational set up, capital structure, financial and personal policies,
Management Information Systems (MIS) of Andhra Pradesh State Road Transport
Corporation (APSRTC) were discussed and he observed that the cost of service of
road transport solely rely on the size of the fleet, the vehicle condition and the length
and road condition on the basis of the data collected from a reprehensive sample of
motor vehicle operators in Andhra Pradesh. He found that the fundamental factor
which influences the cost of operations of motor transport industry in Andhra
Pradesh is the size of the motor transport unit.

Pandu Ranga Rao.D extensively studied the passenger and goods transport system in
Visakhapatnam district of Andhra Pradesh and observed various trends and phases
of transport system since its inception. Further, Jain. J.K. explored on macro-level
transport operations before and after independence in India and analyzed the
problems and prospects of road transport besides the socio-economic significance of
road transport for bringing efficiency in all spheres.

Srivastava.S.K. portrayed the historical development of various modes of transport

in India keeping in view the means to coordinate the development of transport
system. He examined the effect of efficient, cheap and well coordinated transport
system for the development of the economy.

The study of Subrahmanyam.P on the organization structures of various Road

Transport Corporations revealed that there is a dire need for restructuring of
organizational structures of Road Transport Corporations to achieve self-sufficiency.

41
Arora S.K. made a comparative study on the performance of Punjab Road Ways
with Andhra Pradesh, Gujarat, Rajasthan and Kerala Road Transport Corporations in
general and the public and private sector road transport undertakings of Punjab in
specific.

Ratna Kumar Singh made a study with reference to Bihar State Road Transport
Corporation during 1959-60 to 1974-75 and examined the physical and financial
performance of Bihar State Road Transport Corporation. The study advocated the
nationalization of more number of bus routes in Bihar State to reach maximum
number of public.

Kulshreshta.D.K. evaluated the managerial problems of road transport undertakings

in the country and suggested various measures to control the cost of bus operation
while improving their revenue. Rama Mohan Rao.P.S. investigated on various
strategies adopted by Andhra Pradesh State Road Transport Corporation for
improving its performance. The focus of the study was on various operational and
administrative areas of the Corporation during his tenure with the Corporation as
Vice Chairman and Managing Director.

Sudarshanam Padam elaborated in detail the history of bus transport in India,

various forms of organizational structures of State Transport Undertakings and the
management and performance during 1970-80. For the sake of the study the cross-
sectional analysis of road transport corporations of Andhra Pradesh, Maharashtra,
Gujarat and Karnataka was considered and found the operative as well as financial
problems in functioning. The study suggested number of operative measures to
resolve these problems.

Akbar Ali Khan.M.D. explicitly analyzed the management of finances and the
problems of finance encountered by different State Road Transport Corporations in
India. Baig Nafees and Dr.IqbaLB.A. emphasized the need of transportation in India
in general and Uttar Pradesh in particular. Transportation provides both backward
and forward linkages to the economy of a region or a state or a country. The
dependence of Indian economy and more so of Uttar Pradesh on agriculture provides
large scale opportunities for developing agro-based industries and the same requires
adequate availability of transport infrastructure. He found transportation as a
constraint for Agro-Industrial Development in Uttar Pradesh.

42
An attempt made by Mahajan V.S to study the planning policy and development of
Transport in India reveals that there is a need of policy regulation to regulate the
transporters in India. Kulshrestha D.K critically evaluated the functioning of State Road
Transport Undertakings, specifically public sector transport organizations. The
observations reveals that the public sector transport has been facing competition with
other means of transport exclusively from the private operators, management of bus
stations, fleet utilization etc., The study throws light on the bus station management and
offers some practical ways and means to improve the conditions with special reference
to Uttar Pradesh State Road Transport Corporation.

Rajeswari. G. empirically examined the performance of Public Sector Units with a

special reference to APSRTC. This study focuses on the history, evolution and
performance of APSRTC at Corporation level and Regional levels during the period
1965-66 to 1984-85. The organizational set up of the Corporation along with various
parameters viz., capital investment, staffing, the pricing policies of transport
undertakings in general and the APSRTC in particular are addressed.

An extensive study of Jagadish Gandhi.P. on the structure, growth and performance

of State Transport Undertakings with special reference to Thiruvalluvar Transport
Corporation of Tamilnadu evinced that the state road transport undertakings cater to
the needs of the Indian mass keeping in view the lifeline of the economy. Moreover,
majority of State Transport Undertakings are facing severe financial crunch.

Mahesh Chandra appraises the operations of Nationalised Road Transport in Uttar

Pradesh and found that .customer centric policies of the Road Transport
Organisation improve the financial performance. Further, Rajendra Kumar Jain
made a comparative study on the road transport policies of the Nationalized Road
Transporters with Others. The study considers the financial aspects besides fare
structure, investment policy, operational performance and personnel management.

Alwin Prakash. B analysed the physical and financial performances of the Kerala State
Road Transport Corporation during 1959-60 and 1970-71 and suggested various
measures for efficient functioning of the organization. Furthermore, Sastry E.S.
diagnosed the operational, financial and physical performance of the road transport
undertakings in India during 1960-70 and identified the causes and identified healthy
and unhealthy transport undertakings. He suggested various

43
parameters to register profit. The National Transport Policy Committee (NTPC)
cross-sectionally diagnosed 31 transport undertakings in India during 1976-1977 and
found that the unit cost was mainly influenced by two variables viz., fleet utilization
and vehicle utilization. The Committee advocated the exchequer directly subsidies
for the urban transport undertakings keeping in view of the societal benefit.

Bidichand viewed nationalized road passenger transport services in the states of Punjab,
Haryana and Himachal Pradesh while Kulkarni.S. analyzed the operational problems of
Maharashtra Road Passenger Transport Service and suggested rationale fare structure,
customer centric and oriented policies for improving occupancy ratio.

Hanumanthappa.K. emphasized the planning, investment and pricing aspects of

Karnataka State Road Transport Corporation, whereas the Corporation's
performance was appraised by Mahesh Chand through inter-firm and intra-firm
analysis. An attempt was made by Suresh Chandra to study the future prospects of
Nationalised Road Transport in Uttar Pradesh while John Gunaseelan. G. made a
comparative study of passenger satisfaction in public as well as private sectors in
one region of Tamilnadu. Nagaraj.A. explored on the operations of Nationalised
Road Transport Of Hyderabad State during the period 1932-56.

Jaishankar. K. made an economic analysis on APSRTC with a view to know the

efficiency of the Corporation while Narasimhulu.M. empirically examined the
taxation and depreciation policy areas of APSRTC. Viswanadham.V. made an
exploratory study on the financial aspects of the APSRTC and evaluated the
financial performance of the Corporation during the period 1965-66 to 1976-77.

A study on personnel management practices of, APSRTC by Reddy. V.M. observed

that there is a change in the organization structure and system of the Corporation
since its inception. Subrahmanyam.P. made a study on the organization set up,
structure and its impact on performance of APSRTC. Moorthy.G.K described
various incentive schemes offered by the APSRTC to the students, politicians, old
aged, physically handicapped and blind. Murthy.S.S analysed the cash management
practices of APSRTC in detail.

Swami B.N. evaluated the cost control methods and techniques, operational
efficiency of Tirupathi Division of Andhra Pradesh State Road Transport
Corporation. Various Committee Reports on Road Transport Sector.

44
In order to strengthen and develop transport sector in the country various
Committees are appointed by the Government of India from time to time to study
various aspects of passenger transport sector in the country. Based on the
recommendation of various Committees, the Government of India initiated policy
measures.

In the year 1927 the Government of India appointed The Road Development
Committee under the Chairmanship of N.R. Jayakar, a prominent road engineer, to
find out a suitable solution for non-motorable conditions of roads in rural areas. The
observations of the committee inter alia include the development of roads is
imminent in view of the socio, economic and political conditions of the country
keeping in view of the increased use of road transport by the rural mass.

The Committee recommended creation of Central Road Development Fund by

laying an additional duty of two annas per gallon on motor spirit besides the single
point tax on motor vehicles to be levied by the State Governments. The third
important recommendation of the Committee to the Local Bodies was to impose
'License Fees' on motor vehicles. The Government implemented the first two
recommendations in due course and considered the third for future policy making.

Another Two Men Committee was constituted by Government of India in 1932,

consisting of K.G.Mitchell, a Road Engineer and L.H.Kirkness, a Railway Officer
with the object of diagnosing the problems encountered by rail-road transport,
intensity of competition between rail and road transporters and to suggest ways and
means for their coordination.

The Committee made a number of recommendations keeping in view the

competition from the road transport. The important recommendations include: (i)
increase tax burden on road motor transport; (ii) fix the bus fares at par with the
railway fares; (iii) bring some statute to restrict motor transport; (iv) tighten the
control on motor transport by traffic control authority; (v) divide the country into
zones of 50 miles and not to allow the motor vehicles to cross the zones; and (vi) set
up 'The Central Advisory Board of Communication' and 'Provincial Board of
Communication' to deal with the problems of cooperation and coordination between
rail and road transport in the country. The Government accepted majority of the
recommendations of the Committee for policy making.

45
On the recommendations of the Mitchell Kirkness Committee The Transport
Advisory Committee was constituted by the Government of India to draft the Motor
Vehicles Bill. The Bill was proposed and put up before the Parliament for approval
in 1935. Finally, the Bill was passed in 1939 and the Motor Vehicles Act, 1939 came
into existence for operation.

The Government Of India appointed another Committee under the Chairmanship of

R.L. Wedgewood in 1936 to study and suggest ways and means to protect railways
from competition with road transport. The Committee recomm-ended some
restrictions to the motor transport sector in general and regulations to the passenger
traffic undertakings in specific. However, the Indian Motor Transport Sector was
affected severely in deep waters during the Second World War because of the
stoppage of import of motor vehicles during the war period consequently and the
demand for motor transport increased enormously.

To study the impact and incidence of Second World War on Transport sector, the
Government Of India set up the 'Post War Policy Committee' in 1943.The
Committee studied various aspects of motor transport industry and recommended
reduction of burden of tax on motor vehicles, and treat the motor transport industry
with fairness. But, no initiative had been taken by the Government on these
recommendations.

Later on the Motor Vehicles Taxation Enquiry Committee was appointed in April,
1950 under the Chairmanship of M.N. Dalai, to recommend the scientific system of
taxation policy for motor vehicle users and suggest the proceeds of this taxation for
road development and maintenance. The Committee noticed that there was a heavy
burden of taxation and its pattern was defective.

The important recommendations were: (i) to use the proceeds of the taxes on motor
oil strictly for road development; (ii) Central Road Development Fund for which the
duty on motor spirit is the source, has to apportion its funds to the states on the basis
of motor spirit consumption; (iii) levy taxes on the land and to use the same for the
development of village roads through local bodies; (iv) levy the State Fuel Tax and
transfer the proceeds to the proposed 'State Road Funds' which are to be used for
road development purposes; and (v) postpone the 'Code of Principles and Practices'
at least for three years. However, no initiative was taken by the Government on the
said recommendations of the Committee.
46
The Study Group was constituted by the Planning Commission in 1953 with the
objective of suggesting the ways and means for the development of transport as per
the requirements of passenger traffic in the country. The recommendations of the
Group include:

To let the competition continue among different modes of transport for the proper
development of motor transport in the country;

To reduce the then existed level of tax burden on motor transport at least by 20
percent;
To provide opportunity for the development of weak units;

To relax the 'Code of Principles and Practices' immediately and extend the the

zone limits from 75 miles to 150 miles.

Finally, all of the recommendations were accepted by the Planning Commission for
policy formulation.

The Government Of India appointed the Taxation Enquiry Commission in 1954

under the Chairmanship of John Mathai to enquire into the taxation policies of
motor vehicles. The Commission laid emphasis on the coordination of Centre and
State Taxation Policies, merging of the Wheel Tax levied by Local Bodies with State
Taxes and also transfer 75 percent of State Motor Vehicles Taxes and Duty on Motor
Spirit to 'State Road Funds'.

Later on the Road Transport Re-Organisation Committee which is also known as the
Masani Committee was constituted in 1959 to suggest the creation of viable units
consisting of minimum five buses in case of passenger transportation.

The Committee on Transport Policy and Coordination was set up in July, 1959 under
the Chairmanship of K.C.Neogy and it submitted its preliminary report in February,
1961. In January, 1964, Neogy resigned and the Committee was reconstituted in
February, 1964 under the Chairmanship of Tarlok Singh. The Reconstituted
Committee submitted a final report in 1966 recommending (i) a transport policy for
the national development; (ii) the role to be played by various means of transport
and (iii) the best mechanism for the regulation and coordination of various means of
transport. The Committee recommended encouraging the small operators with
minimum of ten vehicles and enabling them as viable cooperatives, and giving
priority to these cooperatives for the issue of permits.

47
Another Committee was appointed by the Government in 1967 to enquire the Motor
Vehicles Taxation. The Committee stated that there was heavy burden of motor
vehicle tax on users and recommended a reduction of tax. Further, it suggested to
introduce single point tax for inter-state road transport undertakings.

Government Of India appointed a Study Group to study the viable units in transport
sector. The Group submitted report in April, 1968. The Group opined that a viable
passenger transport unit must have at least 5 vehicles with a spare bus and will have a
low cost of operation as the overheads will be spread over on all the vehicles.

The Planning Commission of Government of India constituted the National

Transport Policy Committee (NTPC) in 1980. The Committee emphasized that the
road transport sector required a comprehensive framework to identify problems
associated with legislative framework and suggested for the implementation of Acts,
Rules etc., It also stated that there was a dire need for policy support and regulatory
reform to cater the needs of transport sector efficiently and effectively in future. In
1987 the Planning Commission of Government of India appointed a Planning Group
on Road Transport and recommended that private participation may be allowed
subject to the provision of adequate number of vehicles for passenger transport.

A Steering Committee on Transport Planning was appointed by the Planning

Commission of Government of India in 1996 to study the taxes levied by different
states under different heads. The Committee recommended that the responsibility of
the Central Government is to fix the taxes of motor transport and allow State
Governments for collection of levied taxes.

During the Ninth Plan in 1997 the Working Group on Road Transport was
constituted by the Ministry of Surface Transport, Government of India. It suggested
various measures to the Central Government, State Governments and the
manufacturers of vehicles for the control of vehicular smoke, noise and air pollution.

Kalyanaraman and Sehgal in October 1968 advocated two methods for future road
traffic viz., mechanical and analytical. The mechanical methods consider the past
trends whereas analytical methods consider the factors which cause the historical
trend pattern. The study recommended the combination of these two methods for
assessing the future road traffic.

Manjula Singh, in 1983 expounded on operating ratio (revenue-expenditure) of various

transport undertakings which is always above 100 for rail and less than 80 for
48
road transport. The recommendations indicated that a well-coordinated road
transportation system was the basis for regional development, assessing demand for
vehicles and linkage of villages to main roads.

Srivastava attempted on the historical development of various modes (air, water,

road and railways) of transport in India and opined that efficient and well
coordinated development of transport system was sine qua non for the development
of the Indian economy. The various operating variables like rates, fares, low
productivity, state regulations, administration, competition, financing, aspects of
different modes of transport are considered for the study.

Kulkarni P.V. explored on organizational and administrative aspects of road transport

and suggested SRTUs to bring about improvements in the arena of personnel
management specifically the recruitment, selection and training operations.

T.A.S. Vijaya Raghavan, in 1995, referred to the strategic options for State Road
Transport Undertakings in India and pointed out the recent policy changes. One of
the major policy changes was by and large, operations-oriented rather than strategy-
oriented. He illustrated that the SRTUs in India were not really competing well in an
industry, which was becoming more and more unstable. He suggested competitive
type of strategies emphasizing the importance of service marketing approach.

Satyanarayana.Y. in his article published in September 1994,opined that unless

STUs adopt marketing strategies to satisfy the needs of the customers, their market
share is likely to dwindle in future thereby affecting their overall profitability in the
short-run and very survival in the long-run.

Anand Swaroop B. in his article published in September 1996 highlighted the

transport services of State Road Transport Undertakings from the marketing
perspective. This study observed that majority of the Road Transport Undertakings
failed to know the pulse of the customers. Hence, he suggested customer-centric and
customer-oriented marketing policies for the present day generation.

The study of RVS Reddy published in 1998 threw light on the overall growth achieved
by the APSRTC with a focus on financing expansion by the corporation. The relative
importance of internal and external financing and the role of depreciation as a source of
financing have been examined. The study concluded that internal

49
financing continues to be an important source but the continued presence of long
term loans is not profitable to the APSRTC.

Gajanana R.C in his article published in 2009 enquired into the economics of State
owned Road Transport operations by analyzing the cause of the operation and the
fare structure. The autonomy and the Government intervention in the operation of
the SRTUs have been investigated. It is concluded that the SRTUs are crippling in
their operational efficiency because of uncontrolled Government interference and
unbridled competition from the private operators.

Jadav Chandra and Amar in 2010 observed into the pricing practices and operations
of the Gujarat State Road Transport Corporation studying the operational scenario of
the corporation. It was concluded that the corporation needed to reorient the policy
of functional management with a greater marketing oriented rationality in its pricing
philosophy.

Roads are vital infrastructure and rentable dominant mode of transport for economic
growth and sustenance. Its advantages include accessibility, flabbily and competitive
resource cost. The nation’s transportation system is a major component of the national
economy. It plays an important role in shaping life-styles, community development and
industrial locations patterns. The First Five Year Pain document validated state
ownership of the public transport system: "State participation in public road transport is
intended to achieve greater efficiency and economy in operation and management,
which a large number of small operators functioning separately will not be able to do.
Only large organizations with adequate financing resources can provide the workshop
and other facilities which are essential for rendering efficient service and realizing the
economies resulting from large scale operations".

But these studies have focused attention on different areas of transport economies,
proving policies, financial management, transport planning and replacement, cost
structure, absenteeism, personnel policies and practices in APSRTC. No
comprehensive study has yet been undertaken on employee welfare measures in
APSRTC. Therefore, the present study differs from previous studies in terms of its
nature, scope and the period of study. The present study is an attempt at evaluating
the employee welfare measures in APSRTC at Micro level covering several aspects
like statutory and non-statutory measures implemented in APSRTC and their
influence on the employee’s satisfaction.
50
STATEMENT OF THE PROBLEM &RESEARCH GAP

Transport is the life-blood of civilization and constitutes an important ingredient of

infrastructure for the economic growth. Railways, Roadways, Airways, Costal
Shipping and Inland Waterways are the five mechanized Transport Systems in India.
Out of the five transport systems, Roadways and Railways alone carry more than
ninety percent of the inland passenger and freight. Among these two modes of
transport, the Road Transport has been playing a vital role both in freight and
passenger traffic. Within the sphere of road transport, passenger road transport
assumes greater importance in a developing country like India for two reasons viz.,
the special characteristic features of this mode of transport and the complex of
demographic, geographic and economic factors. Transportation by bus has
flexibility, easy penetration into inaccessible areas and suitability for short and
medium distances.

Among the developing countries, India is one, in recognizing road transport as a

powerful means not only for rural and urban mobility but also for accelerating social
and economic development. Soon after the Independence the massive commitment
for development required creation of infrastructure consisting of schools and
colleges, hospitals and health centers etc. In order to make them accessible to people
living in far-flung areas it became necessary to string up villages through a network
of bus operation.

As passenger transport is a service-oriented and labor-intensive industry, various

STUs are playing a crucial role in the economic development of the country.
Transportation is an important indicator of social, cultural and economic
development, of any society. Though the passenger transport is a business, it is very
difficult to run under strict business principles of “no-profit no-loss” as the STUs are
run more as social services than business. Andhra Pradesh Road Transport
Corporation (APSRTC) has shown its exceptional performance even after complying
fully with the constraint of social services. The strength of the corporation is its
workforce. A motivated and productive workforce will lead to the efficiency and all-
round improvement.

In passenger transport organizations finally the passengers are served through Class III
employees of the organization like drivers, conductors and controllers; the service
rendered by the mechanical staff in the workshops is also a crucial element in
51
the maintenance of vehicles. For providing efficient service to the public job
satisfaction, peace of mind, proper working conditions, adequate welfare amenities
for employees and their dependents are very essential for transport workers

RESEARCH GAP

Even with this kind of importance of the transport workers there are few studies with
related to employee welfare measures but there are very few studies with focus on
effect of welfare and social security measures on job satisfaction, organizational
commitment, work motivation, labour turnover and absenteeism. There is a
substantial research gap. To fill this gap the present study entitled Employee Welfare
Measures In Andhra Pradesh Road Transport Corporation has been selected for the
research.

1.10. SCOPE OF THE STUDY

This study is confined to presenting the research results with reference to employee
welfare measures implemented in Andhra Pradesh Road Transport Corporation
(APSRTC). The study covers the issues including statutory and non-statutory
measures implemented in the select region. Impact of absenteeism, social security
measures and labour turnover are also investigated in the present research study.
Further, the study is restricted to the 13 Depots of A.P.S.R.T.C Tirupati Region only.
The study does not take into consideration other regions of APSRTC services, due to
constraints of time and scope.

OBJECTIVES OF THE STUDY

To present an overview of APSRTC with special reference to implementation of

welfare measures.
To measure the awareness and levels of satisfaction among the employees in respect
to Welfare Measures implemented by A.P.S.R.T.C
To assess the impact of Statutory, Non Statutory and Social Security measures on the
job satisfaction of the employees.
To measure the impact of existing welfare amenities on organizational commitment,
work motivation, absenteeism and labour turnover among employees of
A.P.S.R.T.C.

52
Finally, the study will present the conclusions and suggestions that emerge from the
research analysis.
METHODOLOGY OF THE STUDY

The research topic under probe needs greater insights to examine both theoretical
and practical aspects, as both leave a greater impact when examined from
operational point of view.

A) COLLECTION OF DATA

The data for the research study is collected from using both the sources of data, the
Primary Data and the Secondary Data.
a). Primary Data:

The Primary Data is collected from the employees of APSRTC through a structured
questionnaire. By applying one of the non-random sampling methods, i.e., quota
sampling method, the respondents are selected and the questionnaire is distributed to
the sample respondents to record the responses. Further, personal interview method
is also applied while contacting the sample respondents.

b). Secondary Data:

The secondary data is collected from the published reports of APSRTC, review
reports, status and daily reports of APSRTC at Tirupati region. Further, the journals
pertaining to the research topic, books, articles, published and unpublished records,
press publications and internet sources are used by the researcher for collecting the
information pertaining to the present research topic.

B) SAMPLE DESIGN

The sample size for the study was calculated using the following sample size
determination formula.
Determination of Sample Size

( Finite Population )

2
Sample size(n) =

‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐

2 2
Nd

p = 0.5;q = 0.5;d = 0.05 (confidence interval);N= 8,360 and Z = 1.96 (5% level of
significance)

53
.
.
.
.
.
.
.
.
.

.
.

.
.

. 367.28 or 368

Using the above formula within given parameter, the minimum number of sample
size required is equal to 368 participants at 5% level of significance and 95%
confidence level.

But for the purpose of getting more reliable result, the researcher has taken 10% of
sample from the total population (8,360). The sample size was taken as 836, which
can be considered as sufficient sample size for the study.

C) POPULATION

TABLE No.1.1: Sample size from the population

S.

Clerical

Name of the
Drivers
Conductors
Workshop
and
Total

No
Depot

Employees
Administrative

staff

1
Tirupati
341
279
128
60
808

2
Alipiri
352
225
111
41
729

3
Tirumala
254
190
101
46
591

4
Srikalahasthi
308
286
91
38
723

5
Puttur
280
273
85
32
670

6
Sathyavedu
156
176
71
28
431

7
Chittoor-I
239
197
105
44
585

8
Chittoor-II
310
260
101
40
711
9
Madanapalli-I
333
274
105
38
750

10
Madanapalli-II
273
242
103
36
654

11
Palamaneru
196
225
97
30
548
12
Pileru
204
234
102
32
572

13
Kuppam
230
206
107
45
588

54
D) SAMPLE SIZE

Ten Pe rcent of em ployees, b ased on sel ected design ations, are selected on co
nvenient basis as sample .

Figure No 1.4: SAMP LE SIZE

Quota Sample Size= 836

5
5
Qu ota Sampling

In the study employees of APSRTC, Tir upati regio n are divid ed into four gro ups
drivers, conductors , workshop employees and clerical & administrative staff . Fr om
each gro up employ ees were se lected based on convince hence it preferred to call it
as Quota sampling because all t he employee s are not gi ven equal op portunity to
get selected as sample.

E) HYPOTH ESIZED RE SEARCH MODEL

Figure No 1 .5: HYPOT HESIZED RESEARC H MODEL

5
6
H01
: There is no Correlation between Statutory Welfare Measures and Job
Satisfaction
no Correlation between Statutory
H T Welfare Measures and
02 :
h Organization Commitment
e
r There is no Correlation between
H e Statutory Welfare Measures and
03 :
is Work Motivation
here is no Correlation M and Absenteeism
H H between Statutory e
04 :
0
Welfare Measures and a There is no
6 Turnover Intention s Correlation between
u Non Statutory Welfare
H : There is no r Measures and Job
05 :
Correlation between e Satisfaction
T Statutory Welfare s
W H0 A 1 : Statutory Measures are not
H07 o
9
: There is no b Welfare Predictor of Work
: There is no r Correlation s Measures are Motivation
Correlation k between Non e not Predictor of
between Non Statutory n Job Satisfaction H
014
Statutory Welfare M Welfare t : Statutory
Measures and o Measures and e H0 Welfare Measures
Organization t Turnover e
12
: Statutory are not Predictor
Commitment i Intention i Welfare of Turnover
v H0 s Measures are not Intention
H08 a
10
: There is m Predictor of
: There is no t no Correlation Organization H015
Correlation i between Non H Commitment : Statutory
between Non o Statutory Welfare Measures
0 H
Statutory Welfare n Welfare 013 are not Predictor
Measures and 1 : Statutory
Measures and of Absenteeism
Welfare
57
H016
: Non Statutory Welfare Measures are not Predictor of Job Satisfaction

H017
: Non Statutory Welfare Measures are not Predictor of Organization
Commitment

H018
: Non Statutory Welfare Measures are not Predictor of Work Motivation

H019
: Non Statutory Welfare Measures are not Predictor of Turnover Intention

H020
: Non Statutory Welfare Measures are not Predictor of Absenteeism

F) SURVEY INSTRUMENT

Questionnaire:

Section-I consists of demographic details

Section-II consists of questions relating to gathering information about Awareness

and Satisfaction Levels of Employees on Welfare measures.

Section- III consists of questions relating to gathering of information about

Statutory Welfare Measures.

Section-IV consists of questions relating to gathering of information about Non

Statutory Welfare Measures.

Section- V consists of questions relating to gathering of information about Social

Security Measures.

Section- VI consists of questions relating to gathering of information about Work

Motivation.

Section- VII consists of questions relating to gathering of information about

Absenteeism.

Section- VIII consists of questions relating to gathering of information about

Organization Commitment

Section- IX consists of questions relating to gathering of information about

Turnover Intention

Section- X consists of questions relating to gathering of information about Job

Satisfaction
58
G) TOOLS OF ANALYSIS

To analyze the field survey information, Ratios & Percentages, Averages, Weighted
Averages, ANOVA of One-way & Two-way classification and Chi-square Test
statistical techniques were applied.

For this analysis SPSS (Statistical Package for Social Sciences) Software was
applied.

H) METHOD OF PRESENTATION

While presenting the data, tables are used at relevant places. Abbreviations are used
for the terms which are repeated a number of times. The index of abbreviations
presented in the front after list of figures for reference.

I) LIMITATIONS

The study covers employee welfare practices adopted by APSRTC with special
reference to Tirupati region only. Hence it is only an illustrative but not an
exhaustive study of the employees working for APSRTC. The study is based on the
sample and it has the limitation of generalization.
Most of the data for the study is generated from primary sources. The primary data
collected through questionnaires has its own limitations. The majority of the
employees, considering the information to be ‘sensitive personal data’, tend to give
incorrect information about the practices of the organizations. However, all possible
care has been taken to cross check their responses and obtain the correct
information.

The study confined itself to employees in the category of drivers, conductors,

clerical &administrative staff and work shop employees.
The study is categorized with the data provided only by 836 employees of Tirupati
region; hence the findings cannot be generalized for all other places.

1.13. CHAPTERIZATION SCHEME

Keeping in view the objectives, the study is divided into the following chapters for a
thorough analysis of the research topic.

59
CHAPTER –I: INTRODUCTION

This chapter is aimed at presenting the backdrop of the study. This includes the
conceptual overview of employee welfare measures, need and importance of the
study, review of literature, scope, objectives, methodology and limitations of the
study.

CHAPTER –II: OVERVIEW OF APSRTC

This chapter critically provides the evolution and growth of Transport system in
India. Further, the chapter concentrates on the evolution of APSRTC, its growth,
achievements and, more importantly, its manpower and infrastructure issues.

CHAPTER –III: WELFARE MEASURES IN APSRTC

This chapter throws light on various employee practices adopted in APSRTC with
special reference to employee welfare measures being implemented by the
organization.

CHAPTER – IV: ANALYSIS OF EMPLOYEES’ PERCEPTIONS OF

WELFARE MEASURES IN APSRTC

This chapter is broadly classified into three parts.

Part–A presents an in-depth survey of the demographic profile of the sample

respondents and the awareness levels of employees with reference to welfare
measures implemented in APSRTC.

Part-B concentrates on employees’ opinion on the impact of statutory and non-

statutory measures on their organizational commitment.

Part-C brings out perceptions of employees with reference to impact of amenities,

motivation and turnover on their contribution to APSRTC.

CHAPTER V: CONCLUSIONS & SUGGESTIONS this chapter is aimed at

presenting the conclusions and suggestions that emerged from the study.

60
REFERENCES

Aand.J, Gopi.E, Visnesh Shankar.J(2010), “The Effectiveness Provisions of Welfare

Measures for Employees in IT Sector and their Impact on Higher Productivity and
QWL”, International Journal of Research in IT, Management and Engineering, vol.1,
Issue 4, pp:112-119.

Agarwal Amarnarain,(1957),"Insurance in India with Special Reference to Social

Security" Unpublished Thesis Submitted to University of Allahabad, Allahabad.

Ahuja, K.K(1988)"Labour Welfare and Social Security" in Personnel Management,

Kalyani Publishers, New Delhi,pp. 935-947.
Akbar Ali Khan.M.D(1990),Financial Management of SRTCs in India, Anmol
Publishers, New Delhi.

Ali A. ELMezawie(1982),ILO/UNDP Project on STUs in India - A Study of

Performance, Problems and Prospects, CIRT, Pune.
Alwin Prakash.B(1974),An Economic Assessment of Performance of the Kerala
State Road Transport Working in 1959-71, Unpublished Ph.D., Thesis, University of
Kerala.
Anand Swaroop.B(1996),An Overview of Marketing - Its Relevance of STUs,
Indian Journal of Transport Management, Vol.20, No.9, Sep, p.551.

Anitha Kumari,(1994),"Terminal Benefits to Industrial Workers - With Special

Reference to India", Unpublished Thesis Submitted to Kurukshetra University,
Kurukshetra.

Anjali Ganesh and Vijayi D Souza (2008)," Social Security and Welfare Measures at
New Mangalore Port Trust: A Case Study", The ICFAI Journal of Management
Research, Hyderabad, August, Vol. VII, No. 8, pp. 44-60.

Apple While, Philip B.(1965), “Organizational Behaviour”, Prentice Hall, Engle

Wood Cliffs
Aquinas P.G,(2007),"Human Resource Management", Vikas Publishing House Pvt.
Ltd, New Delhi, pp. 184-191.

Arora S.K(1987), Economies of Management in Road Transport Industries, Deep &

Deep Publications, New Delhi

61
Arthur James Todd (1933), Industry and Society — A Sociological Appraisal of
Modem Industrialization, New York, H.Holt & Co. p.250.
Arun Monappa(1987),Industrial Relations, Tata Mc.Graw Hill Publishers, New
Dethi. p.243.
Arun Monappa,(1990),"Labour Welfare and Social Security" in Industrial Relations,
Tata McGraw-Hill Publishing Company Limited, New Delhi, pp. 243-271.

Arunavalli, Y.(1995),"Social Assistance for Industrial Labour in India", Unpublished

Thesis Submitted to Andhra University, Visakhapatnam.
Asiya Chaudhay and Roohi Iqbal(2011), “An Empirical Study on Effect of Welfare
Measures on Employees’ Satisfaction in Indian Railways”, International Journal of
Research in Commerce & Management, vol.2, Issue No.7, July edition,pp:130-136.

Aswathapp,K(2010),"Human Resource Management", Tata McGraw Hill Education

Private Limited, New Delhi,pp. 378-392
Aswathappa,K.(2008), “Human Resource Management”, Tata McGraw-Hill
th
Publishing Co. Ltd, 5 Edition,p.5

Badhwan, M.(1964),"Workmen's Competition Act, with Special Reference to the

Coal Mining Industry in India" Unpublished Thesis Submitted to Patna University,
Patna.
Bagade M.V (1988),Passenger Tax and Rational Fare Policy From STU's, Journal of
Transport Management, Vol. 12.
Baig Nafees and Dr.Iqbal.B.A(1990),Transport as a Constraint for Agro Industrial
Development in U.P, Aligarh Muslim University Publications, Aligarh.

Beach D.S.(1975), “Personnel: the Management of People at Work”, Macmillan,

New York.
Bhagoliwal T.N (1991), Economics of Labour and Industrial Relations, Sahitya
Bhavan Publications, Agra, p.530.
Bhatnagar, K.P. Satish Bahadur, Agarwal D.N, GuptaS.C(1971) Transport in Modern
India, Kishore Publishing House, Kanpur.

62
Bidichand, Nationalised Road Passenger Transport Services in India With Special
Reference To Punjab, Haryana and Himachal Pradesh, Unpublished Ph.D., Theses,
Punjab University, 1976.

Bonavia M.R(1954),The Economics of Transport, James Nisbet & Company,

Cambridge.
Carry Dessler and Biju Varkkey(2009),"Human Resource Management," Dorling
Kindersley (India) Pvt Ltd., New Delhi,pp.513-546.
Carvel Fred J.(1973), “Human Relations in Business”, Macmillan and Company,
London.
Casio W.F(1995), “Managing Human Resoruce”, McGraw Hill Book Company,
New York.
Chand Mahesh(1986),Performance Appraisal Of Public Road Transport
Undertakings - A Case Study Of KSRTC, Unpublished Ph.D., Theses, Bangalore
University.

Collins Michael.F and Timothy M. Pharoah(1974),Transport Organisation in a Great

City, George Alien & Unwin Limited, London.
David A. Decenzo and Stephen P. Robbins (2001),"Benefits and Services" Personnel
/ Human Management, Prentice Hall of India Private Limited, New Delhi, pp. 451-
475.
Debashish Sengupta (2007),"Responsibility for Sustainability: The Changing Face
of CSR", ICFAI Reader, Hyderabad, July, pp 21-28
Deepika, M.G (2008),"A Relook into the Measurement of Human Welfare and
Happiness", HRM Review, Hyderabad, November, pp.42-44.

Denys Munby (1968), Transport, Penguin Books Ltd., England,p.p.11-16.

Dev Arun(1983),The Story of Civilisation, Vol.1, NCERT, New Delhi.

Dharam Veersingh(1967),"Social and Economic Welfare Services in Uttar Pradesh,

Unpublished Thesis Submitted to Agra University, Agra.
Dholakia J.L.(1961) Industrial Labour and Economic Development in India, Anand
Book Depot, Ahmedabad.p. 1.
Donald J.Bowersox, Pal J.Calabro, Geore D.Wagenheinm(1981),Introduction to
Transportation, McMillan Publishing Company, New York.
Edwin B.Flippo(1980), “Personnel Management, McGraw-Hill, new york, p.5
&131.
63
Edwin, Lowe, Nevile Jr(1959),The Development of Transportation in Japan - A case
Study of Okayama Ham, Ph.D. Thesis,University of Michigan, Ann Arbor,
Michigan.

Encyclopedia of Social Sciences,(1935), vol.XV, p.395.

French, Wndell,(1977), “Personnel Management process: Human Resources

Administration”, Houghton Mifflin.

G.D.Jacobs and C.J.Banguley(2000),Towards a Strategy for Improving Road

Safety in Developing Countries, Transport Research Laboratory, U.K.

London.

Gajanana R.C (2009), Operational Horizons of SRTU- A Study of Karnataka State

Road Transport Corporation. The Indian Economic Journal vol 44.
Galbraith J, V (1959), The Affluent Society, Hamsh Hamilton, London, p.214.

Garewal, K.S.(1978),"Dimensions of Welfare in Coal Industry",Vikalpa, Indian

Institute of Management, Ahmedabad, July,Vol.3, No.3, pp. 173-177.
George W.Wilson(1973),Towards a Theory of Transport and Development in B.S,
McMillan, London.
Gerald Kraft(1971), The Role of Transportation in Regional Economic
Development, D.C. Health & Co., London.
Ghosh B (1987), Personnel Management and Industrial Relations, The World Press
Pvt. Ltd., Calcutta.p.384.
GiriV.V(1972),Labour Problems in Indian Industry , Asia Publishing House,
Bombay,p.302.
Government of India, Labour Investigation Committee (1946), Main Report,p.345.
Government of India, Ministry of Labour and Employment, Main Report of the
Labour Investigation Committee (1946), Delhi, p.336.
Government of India, Report of the National Commission on Labour (l969), p. 111.
Government of India: Report of Royal Commission on Labour, 1931.

Halder Dilip Kumar(1971),Public Undertakings in Road Transport in the city of

Calcutta- An Economic Analysis and Programming Solution, Gokhale Institute of
Politics & Economics, Kanpur.

64
Hanumanthappa.K(1983),Pricing, Investment And Planning Of Road Transport -
With Particular Reference To Karnataka State Road Transport Corporation,
Unpublished Ph.D., Theses, Bangalore University.

Harrison A.J (1974), Economics of Transport Appraisal, Croom Helm, London.

Hasan, N (1972),"The Social Security System of India, S. Chand & Co, New
Delhi,p.4.
Hitesh I. Bhatia(2010),"Social Security for the Most Overlooked Human Resources
in India", HRM Review, Hyderabad, March, pp.49-53.
Hopkin R.R, A Handbook of lndustrial Welfare, 1955, p.1.

ILO Report II, Provision of Facilities for the Promotion of Workers’ Welfare, Asian
Regional Conference, Nuwara Elija, Ceylon, p.3.
International Labour Orgamsation, Asian Regional Conference (1947) Report II,
Geneva, p.3.
Jadav Chadra(2010),Towards Sustainable Competitions, Indian Economic Review
(Special number) vol. 18.
Jagadish Gandhi.P(1998), State Transport Undertakings- Structure, Growth,
Performance, Deep & Deep Publications, New Delhi.
Jain.J.K(1986),Transport Economics, Chaitanya Publishing House, Alahabad.

JaishankanK(1979),APSRTC: An Economic Analysis With Special Reference To

Efficiency, Unpublished Ph.D., Thesis, Osmania University.
James H.Dulebohn, Janice C.Molloy, Shaun M.Pichler, Brian Murray (2009),
“Employee Benefits: Literature Review and Emerging Issues”, Human Resource
Management Review 19, pp.86-103.

Jeya A and Kirubakaran Samuel (2010),"A Study on Impact of Social Welfare

Schemes on Rural Women in Cuddalore District", International Journal of Rural
Development and Management Studies, International Science Press, Haryana",
Vol.4, No.1, June, pp. 110-114.

John Gunaseelan.G(1992),Performance of Public Sector Passenger Road Transport

Corporation: A Comparative Study Of Passenger Satisfaction With Private Sector In
North Arcot Region, unpublished Ph.D., Theses, University of Madras.

65
John Hibbs(1970),Transport Studies - An Introduction, John Beker Publishers Ltd.,
London.
John M Ivancevich (2010),"Human Resource Management", Tata McGraw Hill
Education Private Limited, New Delhi, pp.255-383.
Joshi N.M (1927), Trade Union Movement in India, Bombay, p.26.

Joshi, M.M (1927),"Trade Union Movement in India", Bombay, pp.157-169.

Kala,S(2008),"Social Security of Unorganized Sector Workers", HRB Times,

Chennai, November, pp. 45-46.
Kannan, K.P(2001),"State Assisted Social Security for Poverty Alleviation and
Human Development: Kerala's Record and its Lessons", In Mahendra Devetal,
Social and Economic Security in India, New Delhi, Institute of Human
Development,pp.314-319.

Kapoor Suraj Krishan(1964),"Social Security for Industrial Workers in Madhya

Pradesh". Unpublished Thesis Submitted to the Vikram University, Madhya Pradesh.

Ken Living Stone(2001),The Mayor's Transport Strategy: Draft for Public

Consultation, Greater London Authority.
Kenneth G William and Zmark Shalizi(1996),Sustainable Transport - Priorities for
Policy Reform, World Bank Publication, Washington.

Kerr, Clark, Dunlop, J.T. Harbison, F.H, Myers, C.H. (1960),"Industrialism and
Industrial Man: The Problems of Labour and Management in Economic Growth",
Harvard University Press,pp. 41-43.

Keys.P(1985),Organisations in the Transport Sector in Paul Keys and Michael

C.Kackson (Ed), Managing Transport Systems: A Cybernetic Perspective, Avebury,
Brookfield, USA.

Khan.R.R(1980),Transport Management, Himalaya Publishing House, Bombay.

Kingsley Martin, Socialism and the Welfare State, Fabian Tract No.29 1, Fabian
Publications London, 1953, P.68
Kirkaldy, H.S (1947), The Spirit of industrial Relations, (Oxford), p.77-78.

Kishore Babu, N(1994),"Social Security Measures in Public Sector - A Study of

Selected Industries in Visakhapatnam, Unpublished Thesis Submitted to Andhra
University, Visakhapatnam.
66
Kitchin I.D (1949),Bus Operations, Hiffe and Sons, London.

Krishnaiah, B(1994),"Work Life and Welfare of Miners in Singareni Collieries

Company Limited", Unpublished Thesis Submitted to Acharya Nagarjuna
University.
Kudchelkar,D.L.S(1979),"Aspects of Personnel Management and Industrial
Relations", Excel Books, New Delhi,p.10

Kulkarni P.V(1989), Recruitment, Selection and Placement in Road Transport,

Journal of Transport Management, CIRT, Pune.
Kulkarni.S(1978),Working Problems Of Passenger Road Transport In Maharashtra,
Unpublished Ph.D., Theses, Nagpur University.
Kulshreshta.D.K(1989),Management of State Road Transport in India, Mittal
Publications, Delhi.
Kulshrestha.D.K(1994),Transport Management in India, Mittal Publications, New
Delhi.
Labour Bureau, Report on Welfare Amenities Available to Workers Employed in
Jute Industry, 1961.
Leeming J.J (1969),Road Accidents - Prevent or Punish, Cassell & Company Ltd.,
London.
Leon C Megginson (1982), “Personnel and Human Resource Administration,
Richard D.jrwin, Homewood 111, p.6.
Locklin D.P(1972),Economics of Transportation, Richard D.Irwin Inc.,
Hornewood,p. 111.
Madhumathi M. and Desai, R.G.(2003),"Analysis of Pre and Post Reform Social
Security and Labour Welfare Expenditure in Karnataka State Road Transport
Corporation", Indian Journal of Industrial Relations, New Delhi, April,Vol.38, No.4,
pp. 525-535.

Magdalena Bernaciak, Anil Duman and Vera Scepanovic(2010),“Employee Welfare and

Collective Bargaining in Exposed and Protected Sectors: Evidence from Poland and
Serbia”, Working Paper published by RECWOWE Publication, Dissemination and
Dialogue Centre, Edinburgh, pp:5-20.

Mahajan.V.S(1991), Transport Planning, Policy Enterprises in India, Asia Publishing

House, Bombay.

67
Mahesh Chandra(1969), Nationalised Road Transport in Uttar Pradesh, Unpublished
Ph.D., Thesis, University of Lucknow.
Malik, P.L. (2007),"Hand book of Labour and Industrial Law", Eastern Book
Company, Lucknow, pp. 633-634.
Mamoria, C.B Mamoria Satish and Gankar, S.V (2005),"Labour Welfare Work and
Institution of Labour Welfare Officer" in Dynamics of Industrial Relations,
Himalaya Publishing House, Mumbai,pp. 529-565.

Manjula Singh(1983), Road Transport in India, in D.M. Nanjundappa (ed,),

Transport Planning and Finance, Karnataka University, Dharwar.
Martin. T.(1976),Ferris. Forrest-E. Harding., Passenger Transportation, Prentice
Hall, New Jersey, p.51.
Mathew M.O (1964),Rail and Road Transport in India - A Study in Optimum Size
and Organisation, Book Agency, Calcutta.

Mehta P., Welfare of Unorgamsed Workers, The Case Study of Central Welfare
Orgamsation, Vikalpa, July-Sept., 1985, P.280-281
Memoria C.B (1985), Industrial Labour and Industrial Relations in India, Kitab
Mahal, Allahabad. p.410.
Michael J. Jecius.(1973), “Personnel Management 1973, p.37-38. Quoted by Gupta,
C.B. HRM Sultan Chand 7 Sons, New Delhi-Reprint 2008.

Michael, V.P (2001),"Labour Welfare Measures and Labour Welfare Officers" in

Human Resource Management and Human Relations, Himalaya Publishing House,
Mumbai, pp.612-618.

Micheal Armstrong (2006),"A Hand Book of Human Resource Management",

Kogan Page Ltd., New Delhi,pp. 845-857.
Ministry of Transport Scottish Development Department (1968),Transport, Penguin
Books Ltd., England, p.p.11-16.
Mishra, N.M, "History and Working of Trade Unions in the Coal Mining Industry of
Bihar, Unpublished Thesis Submitted to Patna University, Bihar, 1978.

Moorthy M.V(1968), Principles of Labour Welfare, C.Gupta Brothers, Waltair, p.10.

Moorthy.G.K., Incentive Schemes in APSRTC, unpublished Ph.D., Thesis, Osmania
University.
68
Moulvi, M.M(2003),"Impact of Social Security-Gum Labour Welfare Measures on
Production, Absenteeism, and Attitudes of Industrial Workers - A Comparative Study of
KSRTC Regional Workshop of Hubli and Bangalore", Unpublished Thesis submitted to
Karnataka University, Dharwad.

Mridula Krishna (1980), Economics of Transport: A Trend Report, Survey of

Research in Economics, ICSSR, New DelhI.
Mukul G. Asher (2009),"Pension Plans, Provident Fund Schemes and Retirement
Policies: Indian Social Security Reform Imperative", ASCI Journal of Management,
Hyderabad, September, Vol.39, No.1 pp.1-18.

Murthy M.V(1982), Principles of Labour Welfare, Oxford and JBH Publishing Co.,
New Delhi, p. 12.

Murthy.S.S., Cash Management in APSRTC, Unpublished Ph.D., Thesis, Osmania

University.

Nagaraj.A(1967),Nationalised Road Transport in Hyderabad State, Unpublished

Ph.D., Thesis, Osmania University.

Nageswara Rao (2012),“Employee Welfare Measures in Coal Mine Industry ”

VSRD International Journal of Business & Management Research.
Nalini Nayak (2005),"Social Security for the Unorganized Sector", Economic &
Political Weekly, May28, June 04, Mumbai, Vol.40, No.22, pp.115-117.

Narasimhulu.M(1980),Corporate Taxation and Depreciation Policy in India - An

Illustration of the Working of APSRTC, Unpublished Ph.D., Thesis, Osmania
University.

Narayana Murthy, O.(1992),"Employee Welfare in Public Sector-A Study on

Selected Units in Visakhapatnam, Unpublished Thesis Submitted to Andhra
University, Visakhapatnam.

National Civic Federation, Quoted in Final Report, Vol.2, Textile Labour Enquiry
Committee, Government of Bombay, Ch.X.p.264.
Owen Wilfred (1966), Strategy for Mobility - Transportation for the Developing
Countries, East West Centre Press, Honolulu.

Pandu Ranga Rao.D(1985),Trends in Indian Transport System, Inter India

Publications, New Delhi.

Paromita Goswami(2009),"A Critique of the Unorganized Workers Social Security

Act", Economic & Political Weekly, Mumbai, March 14-20, 2009, Vol.44, No.11,
pp.175-180.
69
Patankar P.O(1978), Urban Mobility in Developing Countries, Popular Prakashan,
Pune.
Payne I.S A (1975),European Transportation System, Transport Journal.

Poongavanam, S(2011),"A Study on Labour Welfare Facility (with reference to AFT,

Pondicherry), International Journal of Research in Commerce,
Economics & Management, May, Vol.1, No.1, pp. 40-44.

Pramod Varma,(1987)"Labour Economics and Industrial Relations", Tata McGraw

Hill Publishing Company Limited, New Delhi,p. 381.
Puneicar S.D & Deocfliar S.B & Saraswathi Sankaran(1998),Labour Welfare Trade
Unionism and Industrial Relations, Himalaya Publishing House, Mumbai.
Punekar S.D., Deodhar S.B. and Saraswati Sankaran(1984),Labour Welfare, Trade
Unionism and Industrial Relations, Himalaya Publishing House, Bombay.p.39.

Punekar, Deodhar and Sankaran (2004),"Labour Welfare, Trade Unionism and

Industrial Relations", Himalaya Publishing House, Mumbai, p.24.
Punekar, Sadananda Dattatreya (1949),"Social Insurance of Indian Industrial
Workers" Unpublished Thesis Submitted to the University of Bombay.
Pylee M.V. and Simon George A,(2003)"Retirement Benefits in Industrial Relations
and Personnel Management, Vikas Publishing House Pvt. Ltd, New Delhi,pp.153-
160.
Radhakamal Mukerjee, (1945),"The Indian Working Class", Hindi Kitabs,
Bombay,p. 137.

Rajendra Kumar Jain(1969), A Comparative study of the Nationalised Passenger

Roadways in the states of Rajasthan and Punjab, Ph.D., Thesis, University of
Rajasthan.
Rajeswari.G(1998)Public Sector Performance of State Road Transport Corporation,
APH Publishing Corporation, New Delhi.
Raju, P.R.K and Jena, L.K (2005),"Pioneering Welfare Practices in Oil and Natural
Gas Corporation Limited-Rajahmundry Asset", Personnel Today, Trivendrum,
October-December, Vol. XXVI, No.3, pp. 21-25.

Rakesh K.Chopra,(1989),Management ofHuman Resources, VK Publishing

House,p.368-69.
70
Rama Mohan Rao.P.S(1989),Management of Change in a Public Enterprise - A Case
Study of APSRTC, Southern Regional Centre of ICSSR, Hyderabad.
Rama Vani, G (2006),"Incentive Schemes in the Coal Industry: A Study of Singareni
Collieries Company Limited", Unpublished Thesis Submitted to Department of
Commerce, Swami Ramanand Teerth Marathwada University, Nanded.

Ramakrishna Chattopadhyay (1932), "Social Perspective on Labour Legislation in

India", Unpublished Thesis Submitted to the University of Calcutta, Calcutta.
Ramanadham.V.V(1955),Nationalised Road Services in Hyderabad, Orient
Publishing Company, Madras.
Ranjan Bhattacharya(1965),"Social Security Measures in India", Unpublished
Thesis Submitted to University of Delhi, Delhi.

Ravi Duggal(2006)"Need to Universalise Social Security", Economic & Political

Weekly, Mumbai, August 12-August 18,Vol.41, No.32, pp. 189-197.
Reddy. V.M(1981), Personal Management in Public Enterprise -APSRTC,
Unpublished Ph.D.,Thesis, Osmania University.
Report of Labour Investigation Committee, Main Report, Government of India.
1944.

Report of the Committee on Labour Welfare, Government of India, 1969.

Report of the Committee on Labour Welfare, Vol.1, 1969, P.24

Report of the Planning Group on Road Transport, Planning Commission,

Government of India, 1987.

Report of the Royal Commission on Labour p.261.

Report of the Steering Committee on Road Transport, Planning Commission,

Government of India, 1996.
Report of the Study Team on Labour Welfare, p.l9.

Report of the Study Team on Labour Welfare. Government of India, 1960.

Report of the Sub-committee on Labour of National Planning Commission. 1937.

Report of the Working Group on Road Transport for the 9th Plan, Government of
India, 1997.

71
Richard E.Ward., Transportation and Society in Paul W.Devore (Ed) Introduction to
Transportation, Davis Publications, Worcester, 1983.
RVS Reddy (1998), Financing Expression- A study of Andhra Pradesh State Road
Transport Corporation. The Journal of the Institute of Public Enterprises, Vol.21,
January-March: April-June.

S.R. Kalyanraman & T.R. Sehgal(1968),Methods for Estimating Future Road

Traffic, Journal of the Indian Roads Congress,Oct, Vol. XXXI, No. 3.
Sabarirajan.A, Meharajan.T, Arun.B(2010), “A Study on the Various Welfare
Measures and their Impact on QWL Provided by the Textile Mills with Reference to
Salem District, Tamil Nadu, India, Asian Journal of Management Research, Online
Journal, Paper No.EDMRS1002

Sakthivel, S. and Pinaki Poddar(2006)"Unorganized Sector Workforce in India",

Economic & Political Weekly, Mumbai, May 27-June 02,Vol.41, No.21, pp.145-147.

Saktipada Dutta(1976),"A Study of Labour Productivity, Wages and Profits in the

Coal Mining Industry of Bihar", Unpublished Thesis Submitted to Bagalpur
University, Bihar.

Sambasiva rao, K(1996),"A Study of Welfare, Health and Safety of Workers in the
Cement Industry of Guntur District, Unpublished Thesis Submitted to Nagarjuna
University, Guntur.
Sarma, A.M.(1991)Aspects of Labour Welfare and Social Security, Bombay:
Himalaya,p.1.
Sastry E.S.(1975), Physical and Financial Performance of Some State Road
Transport Undertakings in India, Unpublished Ph.D., Thesis, Osmania University.

Satyanarayana(2006),“A Study on the Welfare Measures and their Impact on QWL

provided by the Sugar Companies with Reference to East Godvari District, Andhra
Pradesh, India”,
Satyanarayana,Y(1994),Marketing in STUs, Indian Journal of Transport
Management, Vol.18, No.ll, Nov, p.722.

SatyanarayanaJ(1985),The Working Of APSRTC, Concept Publishing Company,

New Delhi.

72
Scott Snell and George Bohlander(2007),"Human Resource Management" Cengage
India Private Ltd, New Delhi, pp. 447-482.
Seth, B.R (1940),"Labour in Indian Coal Industry", D.B Taraporawala Sons & Co.,
Bombay, p.85.
Shanti Arora,(1957),"The Social Security in India" Unpublished Thesis Submitted to
Benaras Hindu University, Benaras.

Sharma, G.R(1974)"Living Conditions of Collieries workers in Jharia Coal field"

Unpublished Thesis Submitted to Ranchi University.
Sharp C.N (1973),Transport Economics, McMillan Studies in Economies,
McMillan, London.
Shashi, K. Gupta (2005),"Labour Welfare" in Human Resource Management,
Kalyani Publishers, New Delhi,pp. 26.1 -26.13.
Shrma.K.K(1975),Motor Transport in Rajasthan, Sterling Publishers, New Delhi.
Singh Ratna Kumar(1988),Road Transport and Economic Development, Deep &
Deep Publications, New Delhi.
Singh, B.D (2005),"Industrial Relations: Emerging Paradigms", Excel Books, New
Delhi,pp. 228-229.
Sreenivasa Rao.V, Ramana.P.V.(2011), “A Study on Employee Welfare Programmes
and Industrial Relations at Lanco Industries Ltd at Srikalahasti in Andhra Pradesh”,
International Journal of Management Research and Review, vol.1, Issue 5,
December, pp:266-275.

Srinivasa Rao, B (2004),"Functioning of Trade Unions in Indian Coal Mining

Industry - A Study of Singareni Collieries Company Limited", Unpublished Thesis
Submitted to Osmania University, Hyderabad.

Srivastava S.K(1987), Economics of Transport, S.Chand&Co., New Delhi.

Srivastava S.K., Economics of Transport, S. Chand & Co., New Delhi, 1987.

Srivastava, A(2007)"Study of Labour Welfare and Social Security in the Industrial

Undertakings of Rai Barelli District, Unpublished Thesis Submitted to Chhatrapati
Shahuji Maharaj University, Kanpur.

Srivastava, S.S(1953),"Labour Welfare in India", Unpublished Thesis Submitted to

the University of Lucknow", Lucknow.

73
Srivastava, V.L (1970)"A Socio-economic Survey of the Workers in the Coal Mines
of India (With Special Reference to Bihar), Scientific Book Agency, Calcutta,p.53.

Study Group on Viable Units, Ministry of Shipping & Transport, Government of

India, 1968.
Subba Rao, B (1980),"Women Welfare in Jute Industries (A Study on Welfare
Programs in Selected Jute Mills in Andhra Pradesh", M.Phil, Dissertation submitted
to Andhra University, Visakhapatnam.

Subrahmanyam.P(1983)An Evaluation of its Organizational Setup and Performance,

Unpublished Ph.D., Thesis, Sri Venkateswara University.
Subrahmanyam.P(1987), Transitional set-up of Road Transport, B.R.Publi-shing
Corporation, New Delhi.
Sudansu Rath(2008),"Public Choice, Public Policy and Social Welfare in a
Democratic Country: A Theoretical Analysis", International Journal of Economics,
Serials Publications, New Delhi, Vol.2, No.2, December, pp. 93-101.

Sudarshanam Padam(1990), Bus Transport in India, Ajanta Publications, Delhi.

Suresh Chandra(1984),A Study of the Nationalised Roadways of Uttar Pradesh and
Its Future Prospects, Unpublished Ph.D., Theses, Agra University.
Swami. B.N(1988)Operational Efficiency Analysis of Road Transport Through
Costing Techniques, Unpublished Ph.D., Thesis, Sri Venkateswara University.

Swapna.P and Samuyelu.N(2011), “Social Security Regarding Employee or Labour

Welfare”, VSRD International Journal of Business & Management Research, vol.1,
Issue7,pp:397-407.

Swapna.P(2011), “Social Responsibility Towards Labour Welfare in Singareni

Collieries Company Limited”, VSRD International Journal of Business &
Management Research, vol.1, issue 5, 2011, pp:290-298.

Tanna Mona(1993),"Social Security Schemes for Industrial Workers: A Study of

Employees State Insurance Scheme in Madhya Pradesh". Unpublished Thesis
Submitted to Devi Ahilya Vishwavidyalaya, Indore.
74
The Automobile Industry in India, Hindustan Motors Ltd., Calcutta, 1966.

The Committee on Transport Policy and Coordination, Government Of India, 1966.

The First National Commission on Labour, Government of India, 1966.

The Jaykar Committee, Government of India, 1927.

The Mitchell Kirkness Committee, Government Of India, 1932-33.

The Motor Vehicles Taxation Enquiry Committee, Government of India,1953.

The National Transport Policy Committee (NTPC) Report, Government Of India,

1976-77.
The National Transport Policy Committee, Planning Commission, Government of
India, 1980.
The Post War Policy Committee, Government of India, 1943.

The Report of the Committee on Labour Welfare(1969),Government of India.p.23.

The Road Transport Reorganization Committee, Government Of India, 1959.

The Road Transport Taxation Enquiry Committee, Government of India, 1967.

The Second National Commission on Labour, Government of India, 2002.

The Study Group on Transport Planning, Planning Commission, Government Of

India, 1953.
The Taxation Enquiry Commission, 1953-54, Government Of India, 1954.

The Transport Advisory Committee, Government Of India, 1934.

The Wedgewood Committee, Government Of India, 1936.

Todd Arthur James (1933), Industry and Society: A Sociological Appraisal of

Modem Industrialisation, H.Holt & Co. New York, p.532-533.
Todd, op.cit., p.531.

Tripathi, P.C. (1998),"Labour Welfare and Social Security", Personnel Management

and Industrial Relations", Sultan Chand & Sons, New Delhi, pp 325-363.

Tripp Alker. H(1938),Road Transport and Its Control, Adward Arnold Company,
London,p.p.1-16.
Tyagi, B.P (1982),"Labour Economics and Social Welfare", Educational Publishers,
Meerut, pp. 595-613.
75
Vaid K.N. (1970), Labour Welfare in India, Shriram Centre for Industrial

Relations, New Dethi, P.6.

223. Veldkamp Gerard, M.J (1973),"The Coherence of Social Security Policy"

International Labour Review, Vol. 108, No.5, November,pp. 357-369.

Venkata Ratnam, C.S(2006)"Industrial Relations" Oxford University Press, New

Delhi, pp. 478-479.

Venkateswara Rao, BH and Rajesh C. Jampala(2007),"Singareni Collieries

Company Limited: The Great Turnaround Story, ICFAI Reader, Hyderabad,
February, pp.64-70.
Venkateswara Rao, K (2006),"A Study of Health and Welfare Measures for Workers
in Singareni Collieries Company Limited", M.Phil, Dissertation submitted to
Acharya Nagarjuna University.

Venkateswarlu, V (2008),"Social Security Measures for the Empowerment of the

Aged", HRD Times, Chennai, December, pp. 25-26.
Venugopal.P, Bhaskar.T and Usha.P(2011), “Employee Welfare Activities with
Respective Measures in Industrial Sector – A Study on Industrial Cluster at Chittor
District”, International Journal of Research in Commerce, IT & Management, vol.1,
Issue 6, November Edition,pp:78-84

Verma Om Prakash,(1965),"Labour Welfare and Industrial Peace in India"

Unpublished Thesis Submitted to Agra University, Agra.
Vijay Asdhir, Labour Problems And Labour Welfare, Ludhiana, Kalyani Publishers,
1994, P.287
Vijay, G.(1999),"Social Security of Labour in New Industrial Towns", Economic &
Political Weekly, September 25 October 01,Vol.34, No.9, pp. 202-207.

Vijayaraghavan,T.A.S(1995),Strategic Options For State Road Transport

Undertakings In India, International Journal of Public Sector Management.
Viswakarma O.C(1978),"An Economic Survey of Labour Conditions in
Penchavalley of Madhya Pradesh", Unpublished thesis submitted to Sagar
University.

Viswanadh(2008)"A Study on Welfare Facilities and its Impact on the Efficiency of

Employees in APSRTC", Unpublished thesis submitted to Nagpur University,
Nagpur.
76
Viswanadham.V(1981),The finances of APSRTC, Unpublished Ph.D., Theses,
Osmania University.
White H.P and Senior M.L(1983),Transport Geography, Longman, London.

Wilfred Owen (1987),Transportation and World Development, Hutchinson, London.

Wittee, Edwin,E(1957),The Evolution of Managerial Ideas in International
Relations, Bulletin No.127, New York State School of lndustrial and Labour
Relations, Cornell University, ,p.8.

Wood and Johnson.J.C(1989),Contemporaty Transportation, McMillan, New York.

77