Women In The Unorganised Sector - Legal And Policy Context
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Category: General Law
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WOMEN IN THE UNORGANISED SECTOR: LEGAL AND
POLICY CONTEXT
Ankita Patel, United University, Rawatpur, Jhalwa, Prayagraj, Uttar Pradesh.
ABSTRACT
The unorganised Sector is an important part of the Indian economy, and more than half of the women are working in this sector as compared to the organised sector. The reason behind illiteracy, poverty and unemployment is to fulfil the basic needs of themselves and their family, but this is not the problem; it lies in the working conditions, facilities, rights and development, equal opportunities, and safety reasons of the women. The backlash faced by women is one of the basic reasons why she is not gaining a reputation as a man. In our society, man is considered the head of the family, so only he will be allowed to go out of the house and do the work, and women have to take care of the home. However, these situations have changed in the last two decades, but the percentage of women working as professionals is very low compared to informal work.
The reason behind this is that our patriarchal society couldn’t digest the fact that women have the ability to do the same things as men. Working in an unorganised sector is a big challenge for a female worker because she does not get equal opportunities as men in terms of wages and allowances. In the unorganised sector, there is no system to provide her safety. There is much legislation that evolved through time and helped women in various ways, and the policies made by the government are applaudable, but is this legislation really sufficient for women working in an unorganised society? Let’s discuss this in the article.
WOMEN IN THE UNORGANISED SECTOR:
LEGAL AND POLICY CONTEXT.
Indian society is highly patriarchal society but in today’s time one sees that women will now be a part of dynamic society besides doing household chores to moving out of the house for working. It is highly commendable that the position of women in the society upgraded from past few years but the topic of concern is that only few percentage of women are working in an organised sector and rest are working in the informal sector. For better knowledge of organised and unorganised sector one has to go throw a broad distinction between them so that it’s easy to understand how women have to suffer more in unorganised sector as compare to organised sector. Organised and Unorganised sector:
1. Organised sectors are generally regulated by government laws and statute while
unorganised sectors are also governed by some laws but they are not controlled or checked by any rules and regulations.
2. In organised sector workers have wide level of legal protection but not so in the case
of unorganised sector.
3. Employment condition is quite favourable in organised sector but there is inconsistent
and informal status of workers in unorganised sector.
4. Wages and allowance are generally fixed in the organised sector but in unorganised
sectors there is no minimum level of fix incomes to workers.
5. Women in organised sector will generally earn wages equal to men but in unorganised,
women earn much less income as compare to men. Unorganised sector provides large contribution not only in terms of employment but also in GDP of an economy. Yet the informal sectors are unable to give security to both men and women which one can easily understand it from the above five divergence. As compare to men, employment in unorganised sector is major source of income to women. The unincorporated sector includes jobs that require little to no capital and skills such as street vending, domestic
workers, small shops, garment making, agriculture, physical labour for instance working in construction sites, beauticians, rag pickers, working in unhygienic factories like making bidis, crackers etc. 1 These are extremely unprofessional jobs which have very little relevance in character development and this is very unfortunate that more than half of the women in our country are depend on this. Obviously no job is small but the job should be such which protects woman integrity and give some stability to them. Survey report on women working in unorganised sector: In India only 18. 1% of the female work force is employed in the organised sector and the remaining 81. 9% is employed in unorganised sector2.
Even in the urban areas almost 80% of women workers are employed in the unorganised sectors like household, industries, petty trades, services, buildings and constructions activities in the rural areas women chiefly work for agriculture purpose which are essentially unorganised in nature. 3 As per E-Shram portal registrations from November 2022, women in India held 96% shared of domestic and household work as compared to around 4% men in the sector. 4 The survey itself concluding that the women have to suffer inequality in terms of gender as almost more than half of the organised sector are regulated by men but the problem is not with the organised and unorganised sector, complications lies in the maintenance of workers employing under unorganised sector specially women workers.
The vast number of female involvement in such sector will invites the fulfilment of basic working needs which are lacking behind in the orientation and development of these informal sectors. Women are more susceptible particularly in the changing economic context due to their feeble aptitude in education, skills and capital. Domestic work is hard work has no job security and salary paid in scarce than why do women enter this sector? The unemployment at the macro level is one obvious reason. India has adopted a policy of liberalisation and privatisation during the last fifteen to twenty years this has lead to contraction in the number of jobs in the organise 1 Vignesh Radhakrishnan, Share of women in unorganised sector are highest in south, The Hindu (Jul. 10 2024, 8. 30 AM), https://www. thehindu. com/data/share-of-women-in-unincorporated-sector-highest-in-thesouth/article68385410. ece
2 Unit 6 women in the unorganised sector, eGyanKosh, (Sept 17,2024, 12:43PM),
https://egyankosh.ac.in/bitstream/123456789/25911/1/Unit-6.pdf
3 Id. at 105.
4 Manya Rathore, Share of workers in informal sector in India as of November 2022, by gender and sector (Aug. 23, 2024), https://www.statista.com/statistics/1407054/india-share-of-workers-in-informal-sector-by-gender/
sectors. The nature of domestic work is a factor which makes it easy for women to takes it up because this is the job every woman already knows and for it there will be no degree and training is required. Problems faced by women in unorganised sector are as follows:5
1. Harassment and abuse: The foremost troublesome factor for a female candidate in
informal sector is the harassment and abuse which she has to suffer either it will be mentally, physically or economically as mostly women who are working as a labour or house maids didn’t know about the Act and Statute made on it because of their illiteracy on the other hand women who are literate does not have any idea of their rights.
2. Inequalities in Salary and allowances: If people thoroughly do the ground study they
will find that women are always paid less as compare to men despite of putting equal density of effort.
3. No maternity reliefs: Ever saw a women labour working at the construction site with
seven month of gestation period? Yes, in an unorganised sector there is no check and balances of maternity relief to women just like in organised sector. A pregnant women do physical work for twelve hours a day to fulfil her and her family basic needs because if she don’t earn then how her home will run.
4. No Proper training: Women working under these sectors are more likely behave like a
puppet every day. They gain no practical and physical knowledge to uplift their quality of work because the nature of the job done by them is such that no experience is required. They have to do it in a loop regularly.
5. Workers are vulnerable to disease and perilous: In unorganised sectors the nature of
work sometimes involve dangerous product and chemicals such as factory that producing crackers, as they use the large amount of explosive which can be result in deadly eruptions. The chemical can lead to many health problems something that the low income labour has to deal with it throughout their life.
5 S.Monisha and PL.Rani, Women Working in Unorganised Sector- A conceptual Study, 6 Indian Jon. Of
Applied Research (April 2016), https://www.worldwidejournals.com/indian-journal-of-applied-research- (IJAR)/special_issues_pdf/April_2016_1461059316__29.pdf
On the other side the working conditions and sanitation in the informal factory are in so worst position that the normal man could not able to stand there despite of this fact the workers have to earn for livelihood in such hazardous place. The most difficult thing for women despite of having income inequality if she took one day leave the salary will be cut and have to deal with the fear of being fired from the job. These condition of women, generate a mental trauma to them neither they are safe in the workplace nor they get the fulfilment of their basic needs and liabilities which is covering under Article
21 of the Constitution i.e. Right to life and liberties.
Women in unorganised sector in Social and Economic Perspective The employment in the organised sector requires certain minimum qualifications and most of these educated women workers are drawn from middle class and richer section of society, a very few women from lower class would get chance in these jobs. 6 The discrimination level in the job especially related with the women is one of the major social issues why women are highly considering the informal jobs. According to the Census of 2011 women constitute 48. 46% of the total population in India and about 25. 67% of female population is designated as workers. 7 Another important factor which discriminate women from men is the sexual harassment at workplace. Women would be seen as a prey rather than a colleague or a worker by men to satisfy the lustful desire of them.
In informal sector females are not safe in any entity irrespective of the notion where she works. She will either be a domestic worker, agriculturist, working in an industry or a shop vendor there is no such place where she feels protected. Sexual harassment is an ugly or vulgar form of gender discrimination. If women is harassed or discriminated against because she is a woman then it is gender discrimination. Gender equality for women and men to own land and assets, to earn money and to participate on working life, are essential for sustainable and democratic development. As a larger portion of women than
6 N. Mittal, Women Workers In Unorganised Sector: Socio-Economic Perspective, Semanatic Scholar,
https://www.semanticscholar.org/paper/WOMEN-WORKERS-IN-UNORGANIZED-SECTOR%3A-SOCIO- ECONOMIC-Mittal/a328b2814a5e381fa3f3105b6e499b3ac9c7bdf2
7 Id.
men live in poverty, efforts to reduce poverty are inseparable from aspirations to greater equality between men and women.8 Legislations: Let’s discuss about some of the Legislations which deals with such social and economical issues and they are as follows:
1. Constitution of India9:-
In perspective of Right • Article 14 establishes equality before law and equal protection of the law • Article 15(3) talks about making special laws for women whenever needed. • Article 21 guarantees right to life and personal liberty to every citizen of India. ‘Duties of state to apply these principles in making laws’ as provided under Directive Principle of State Policies • Article 39(d) states that there is equal pay for equal work for both men and women. • Article 43 talks about the Living wage, etc, to all workers whether agricultural, industrial or any other legal work and also ensure the decent standard of life and full enjoyment of leisure, social and culture opportunities.
The Indian Constitution guarantee equality and positive approach for the women dignity, yet, in reality women enjoyment of right especially related to equality is remain hampered in all spheres of life including social, economic and political. 8 G. Divyakamakshi and Dr. S. Kalavathi, Gender Discrimination in an Unorganised Sector, 4 Indian Jon. of Applied Research (2014), https://www. worldwidejournals. com/indian-journal-of-applied-research- (IJAR)/special_issues_pdf/December_2014_1418821727__70. pdf
9 India Const. art. 14, 15(3), 21, 39(d) § 43.
2. Sexual Harassment of Women at Workplace (Prevention, Prohibition and
Redressal) Act, 201310: This Act was enacted to give effect to Convention on the Elimination of all Forms of Discrimination against Women. • Section 2(a) defines women of any age whether in relation to any workplace or a dwelling house or place where she employed, who alleges to have been subjected to any act of sexual harassment by the respondent is an aggrieved women. • Section 2(e) generally talks about a ‘domestic workers’ as a woman who is employed to do household work for remuneration, either directly or indirectly permanent or temporary, part time or full time will be dealt under this Act.
• Section 2 (p) defines “Unorganised sector” in relation to a workplace as an enterprise owned by individual or self employed workers and engaged in the production and sale of goods or providing service of any kind whatsoever and where the enterprise employ workers, the number of such worker is less than ten. • Whereas Section 3 itself denotes that no woman shall be subjected to sexual harassment at any workplace. This Act is one of the greatest achievements in judicial history, need of enhancements of this type of Act for the workplace is essential in today’s time so that every woman can work fearlessly.
3. Code on Social Security, 2020
This Code is established to enhance and amend the laws relating to social security for workers either in organised or unorganised sector. 10 Sexual Harassment at Workplace (Prevention, Prohibition, Redressal) Act, 2013 § 2(a), 2(e), 2(p), 3, No.14, Act of Parliament, 2013 (India).
Mainly through this Bill government could notify scheme for unorganised sectors workers (such as Home based and self employed workers, gig workers and platform workers). 11 • This code define certain definitions such as;12 (i) Expanding the definition of ‘employees’ to include workers employed through contractors. (ii) Expand the horizon of “inter-state migrant workers” to include selfemployed workers from another state. (iii) Broad the definition of platform workers” to additional categories or activities as may be notified by government. (iv) Code also provides that women will be entitled to be employed in all establishments for all types of work. It also accommodates that in case they are required to work in hazardous or dangerous operations, the government may require the employer to provide adequate safeguards prior to their employment.
This Code is clearly a step in the right direction from an ease of compliance and universality perspective as it covers a large portion of our working population.
4. The Factories Act, 1948
This Act incorporates provisions to ensure the welfare of women workers with providing various types of need in the working hours. These includes:13 • The establishments of canteens, restroom, first aid boxes, facilities for sitting, washing, storing and drying cloths and crèches for women workers within the 11 PRS Legislative Research, https://prsindia.org/billtrack/the-code-on-social-security-2020 (last visited Sept. 19, 2024).
12 Id.
13 Ensuring Equality and Empowerment of women, Ministry of Labour and Employment New Delhi (Sept. 19,
2024, 7:18 PM),
https://labour.gov.in/sites/default/files/012524_booklet_ministry_of_labour_employement_revised2.pdf
factory premises. • These welfare measures aim to provide a favourable and comfortable working environment for women, addressing their specific needs for heath, hygiene and childcare. • It also specifies safety measures for women workers, encompassing restrictions on working near cotton openers, prohibition from cleaning, lubricating or adjusting any part of machine while it is in motion, and not allowing them to lift excessive weights. • In addition to these specific provisions, the Act also mandates generic safety measures applicable to both men and women workers, including the fencing machinery near which they work, regulation for work on or near machinery motion and precaution against hazardous processes.
5. Equal Remuneration Act, 197614
This Act cover up the rift between men and women in terms wages so there will be no sort of discrimination among the both genders. Some of the provisions of this Act are: • Section 2(e) clarifies that Remuneration to be paid in cash or in-kind of the same rate i.e. a woman shall not be paid a less rate than what is being paid to male workers of a corresponding grade employing in same establishment if the nature of employment is not essentially different. • Section 3(1) provides; No Discrimination in favour of Men i.e. no employer shall discriminate between men and women in favour of men by paying by paying them fewer wages for the same work or employment. • Section 4 defines about the prohibition of discrimination and offers a guarantee against the exploitation of women workers. It state that no woman shall be dismissed on grounds only of her sex.
14 Equal Remuneration Act, 1976 § 2(e), 3(1), 4, 5, No. 25, Acts of Parliament, 1976 (India).
Section 5 talks about No Discrimination in Employment i.e.no employer shall discriminate between men and women regarding employment or any term or condition of employment or any term or condition of employment based on their gender. The main purpose of this Act is to provide equal wages, to protect person against discrimination concerning employment or occupation and to ensure that no person shall be unfairly from work on grounds only of sex.
6. Maternity Benefit Act, 1961
The Statute is applicable to all businesses, those that belong to the government and those that employed workers to do small works in short the workers under the unorganised sector. The Act covers all maternity benefit in following sections:15 • Section 4 which says Employment of, or work of, women prohibited during the certain period of gestation, the leave should be according to the Act is 26 weeks before the due date. • Section 5 and Section 7 talks about Right to payment of Maternity Benefit and Payment of Maternity benefits in case of death of a woman. • Section 10 provides Leave for illness arising out of pregnancy, delivery, premature birth of a child, miscarriage, medical termination of pregnancy or tubectomy operations. • Section 11 and section 13 allocates Nursing Benefits and No Deduction of wages in certain case i. e. .
women who meet the maternity requirements are entitled to remuneration benefit at the rate of the average daily salary for the time that they are really absent from work. This Act smoothen not only maternity relief but also provide nursing breaks. These breaks are allowing to women workers to meet the need of motherhood like 15 Kartikeya Kaul, The Maternity Benefit Act, 1961, iPleaders (Oct. 26, 2022), https://blog. ipleaders. in/thematernity-benefit-act/
breastfeeding and child care.
7. Employees State Insurance Act, 194816
This Act extends comprehensive social security to the workers in unorganised sector also. • It ensures well being of the workers by providing various benefits including medical and cash benefits in instances of sickness, maternity, disablement, death. • The cash benefit ensures that women workers, in particular, receive support and financial assistance during periods of sickness and maternity. • Under this Act registered employees, including women workers and their dependents are entitled to medical benefits. • The benefits cover the cost of medical care including outpatient and inpatient treatment, maternity care related services.
8. The Unorganised Workers Social Security Act, 200817
This Act was passed in 2008 to provide for the social security and welfare to unorganised workers. According to this Act the Central Government shall formulate suitable welfare schemes for unorganised workers on matter relating to life and disability cover, health and maternity benefits, old age protection. • While the state government may formulate schemes relating to provident fund, employment injury benefit, housing educational schemes for children and skill up gradation of workers, funeral assistance and old age home for unorganised workers. 16 Ensuring Equality and Empowerment of women, Ministry of Labour and Employment New Delhi (Sept. 19,
2024, 7:18 PM),
https://labour.gov.in/sites/default/files/012524_booklet_ministry_of_labour_employement_revised2.pdf 17 Dr. R D Dubey, Rights of Women Workers in Unorganised Sector: Legal Issues and Challenges 5, Indian Jon. of Law and Justice, 157 (2014), https://ir.nbu.ac.in/server/api/core/bitstreams/72c62320-630f-4ee0-8233- 1f54a6f63816/content
The Central government shall constitute a National Social Security Board to recommend suitable schemes and to monitor and review the expenditure under various schemes. • Under this Act every unorganised worker including women, above the age of fourteen years, will be registered and issued an identity card and will be eligible for social security benefits under the schemes.
9. Mahatma Gandhi National Rural Employment Guarantee Act, 2005
(MGNREGA):18
It seeks to ensure employment to rural household, mandating that at least one-third job generated should be given to women. • It guarantees livelihood security in rural areas by giving 100 days of wage employment on demand to every household. • This law is particularly important for women workers in unorganised sector, as it provides opportunities for unskilled manual labour; mandating that work be provided locally, and stipulating the provision of one- site child care for children less than 6 year of age. These are some of the well established legislation towards the women development in unorganised sector and have build the bridges by reducing gaps and discrimination and providing social and economical safety to the working female. These legislations have the greatest impact in the working society if there is well established implementation done to all.
Judicial interpretation: Judiciary also looks ups the condition of such issue and give many judicial interpretations regarding some of the landmark judgement are as follows: One of the most celebrated cases which have given the recognition to womanhood as natural
18 Women Rights in India, National Human Right Commission (Sept 21, 2024, 1:43 PM)
https://nhrc.nic.in/sites/default/files/Women%E2%80%99s%20Rights%20in%20India%20complete_compresse d.pdf
phenomena is the case of Air India v. Nargesh Mirza19 which revolves around the issue of equality between men and women. In this case the Supreme Court struck down the Air India and Indian Airlines Regulations on the retirement and pregnancy bar on the service of air Hostess as unconstitutional on the ground that condition laid down is unreasonable and arbitrary. Another case is based on discrimination against women in government employment i. e. C. B. Muthamma v. Union of India20 in which apex court held that there is no need to women to take the permission of government before getting married in order to continuance of work after the marriage. The court further elaborated and said it is a discriminatory regulation against women and held that if a married man has a right of continuance of work, a married women, other thing being equal, and stand on no footing. In Sarla Mudgal v.
Union of India21 the Supreme Court has passed direction to the Central Government to take a fresh look of Article 44 of the Constitution which enjoins the state to secure a Uniform Civil Code which, according to the is imperative for both protection of the opposed and promotion of national unity and integrity and also to reduce the gender equality prevailing among men and women. In Charu Khurana v. Union of India22; The Supreme Court struck down the ultra vires of bye-laws prohibiting women to work as makeup artist on the ground of being violative of fundamental rights. Policy frameworks: Other than legislation the government have made the admirable policies to improve the position of women in unorganised sector some of them are as follows:
1. Mahila E-Haat- this policy launched in 2016 by Ministry of women and Child
Development in an online market platform that leverages technology to help aspiring women entrepreneurs, self-help groups and NGOs to showcase their product and
19 Air India v. Nargesh Mirza, AIR 1981 S.C. 1829.
20 C. B. Muthamma v. Union of India, AIR 1979 SC, 1868.
21 Sarla Mudgal v. Union of India, AIR195 SC 1531.
22 Charu Khurana v. Union of India, 2015 1SCC 192.
services.23
2. Mahila Shakti Kendra Scheme: It started in 2017 and is meant to provide “one stop
convergent support services for empowering rural women with opportunities for skill development, employment, digital, literacy, health and nutrition.24
3. Pradhan Mantri Kaushal Vikas Yojana: Government has set up Kaushal Kendras
throughout the country and emphasis more on creating additional infrastructure both for training and apprenticeship for women, flexible delivery training mechanism such as mobile training units, local need based training to accommodate women and ensuring safe and gender sensitive training environment, equity in remuneration and complaint redressal mechanism.25
4. Pradhan Mantri Shram Yogi Maan- dhaan: It is launched by the Ministry of Labour
and employment of the Government of India in February 2019 specially for organised workers who are not covered by other pension schemes. The unorganised workers including women home based workers, street vendors, mid-day meal workers, head loaders, rag pickers, handloom workers etc; whose monthly income is Rs. 15000/ per month or less and belongs to entry age group of 18 to 40 years.26
5. Pradhan Mantri Jeevan Jyoti Beema Yojana: This scheme had launched in the year
2015 and it was established to provide life insurance security to the poor and low
income section of the society. This scheme can be available to people age between 18 to 50 years.
6. Atal Pension Yojana: It started in 2015 and this scheme implemented with an objective
to create a universal social security system for all Indians, especially the poor, the under privileged and workers in unorganised sectors.27 23Women Rights in India, National Human Right Commission (Sept 21, 2024, 1:43 PM) https://nhrc.nic.in/sites/default/files/Women%E2%80%99s%20Rights%20in%20India%20complete_compresse d.pdf
24 Directorate of Social Welfare and Social Education,
https://socialwelfare.tripura.gov.in/sites/default/files/GUIDELINES%20FOR%20MAHILA%20SHAKTI%20K ENDRA%20%20SCHEME%20%28MSK%29.pdf (last visited, Sept. 21 2024)
25 PIB, https://pib.gov.in/PressReleasePage.aspx?PRID=1843808 (last visited, Sept. 21, 2024)
26 Id.
27 PIB, supra note 25
7. Pradhan Mantri Mudra Yojana: Launched in 2015, it facilitates self employment.
Under this scheme, collateral free loans upto Rs. 10 lakh are extended to small business enterprises and to individual to enable them to setup and expand their business activities. Majority of beneficiary under this is women.28
8. National Policy for Women, 2016 this policy state that, the empowerment of women
only be achieved when advancement in the conditions of women is coupled with their ability to influence the direction of change through equal opportunities in all spheres of life, including economic as well as political life. 29 The main purpose of introducing these policies is to encourage the women to take part in the self development process and become self dependent while women who are running small scale business or domestic worker they can take advantage of these policies for betterment of their life and avail the useful benefits for their family too. Conclusion: From the above study this can be said that Government, judicial interpretation as well as legislation played a very effective role to exhilarate the role of women in unorganised sector so that they can run their small scale businesses or do their respective job with the assurance that they will get the assistance from it.
The main perspective to enact these laws and policies is to protect the women workers from violation of their rights and provide them protection and security. But the problem still is that women who worked in unorganised sector are paid very less amount by their employers. We have laws to reduce the suppression of female gender but if she doesn’t have the knowledge about the same than the purpose behind these enacted measures will have no worth. The fact is that in our country many female workers have not aware of their legal right and same goes with policies resultant of which women could not avail the service given to them. The laws which is made by legislature is obviously praiseworthy but let be honest to say that these laws will only be efficient to women work in organised sector and not the unorganised
28 PIB, https://pib.gov.in/PressReleasePage.aspx?PRID=1843808 (last visited, Sept. 21, 2024)
29 Women Rights in India, National Human Right Commission (Sept 21, 2024, 1:43 PM)
https://nhrc.nic.in/sites/default/files/Women%E2%80%99s%20Rights%20in%20India%20complete_compresse d.pdf
one and the percentages of women representation in informal sector is very high as compare to that of formal sector. Another issue which is prevalent that if the woman who is working for low income job if try to increase her product or service rate then she will have to go through either reduction in their customer or threaten to remove from her job let’s take the example of a domestic worker who do household chores for Rs. 2000 to 3000 per month and if she ask for 1000 more then she will be threaten to fired from job as she is easily substitute for the services she is giving. So implementing a law is not sufficient unless there is full fledge execution of it.
Recommendations: As we concluded the fact that women are not aware of their rights so for this purpose we need such competent resources from which every women whether she is literate or illiterate gain knowledge about all her rights which improve her condition in working culture. Through NGO’S and providing legal aid services in each area each sector and most importantly each women either socially or politically this thing can be reduced. Secondly, there are plethora of rules and regulations, laws and policies which are very scattered in manner and it is impossible for a woman to know all the related laws and rights about her unorganised working jobs. So there is urgent need for one consolidated law which only governs the rules and benefits for women working in unorganised sector.
Our Constitution provides the concept of Uniform Civil Code under Article 44 is much necessary notion to be implemented in this sector The laws related to sexual offences have also not very highlighted for women work in unorganised sector. In today’s time women is not safe in day broad lights so how can we expect that women can stay at their workplace at night. A very deep rooted laws will be needed for such affairs so that not only unorganised sector women but all the women living in this country, while going out, doing their jobs etc; feels safe. We have POSH ACT for this but it is not sufficient there should be some more deterrent law needed to curb such issue.
Third but not the last we the people should also serve our contribution to praise the work of such small entrepreneurs and so their efforts will be recognise by more and more people and they will be motivated to do better in their job aspects.