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Contents
CHAPTE
R NO
PARTICULARS PAGE
NO.
`
1INTRODUCTION 1-20
2REVIEW OF LITERATURE 21-25
3 RESEACH METHODOLOGY 26-30
4 DATA ANALAYSIS & INTERPRETATION 31-46
5 FINIDINGS, RECOMMENDATIONS &
CONCLUSION
47-50
BIBLIOGRAPHY 51-53
ANNEXTURE 54-57
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Chapter-1
Introduction
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Introduction
Employees are the valuable assets of the organization. They are endowed
with skills; knowledge, abilities, values, aptitude etc. and an organization
mostly require employees skills and knowledge. Now-a-day in every spherethe competition has been increased. By the policy of liberalization the multi-
national companies have entered in our economy and they are challenging a
big competition to our domestics companies. To face this competition every
firm has to increase the quality of their product and quantity of product.
Therefore the production function is very important for every firm. If worker
are healthy and safe only they can work effectively. Moreover it is the social
responsibility of every firm to prevent among workers of ill health caused by
the working conditions and to secure them any physical loss during the
working hours (Rao, 2006).
Most countries try to reinforce Employee health, Safety and welfare
measures by implementing laws, which regulate the measures regarding
health and safely taken by the companies. So does India. Especially, the
Factories Act, 1948, the Mines Act, the ports Act and the construction Act
refer to safety and health of employees working in the respective sectors. In
order to guarantee a sufficient level of Employee Health, Safety and Welfare
throughout the whole country, these Acts lay down very specific minimum
requirements regarding health, safety and welfare. This way, differences
between the single states in the administration of Act can be minimized.Another intention of these detailed provision is to facilitate the work of the
inspectors who have to examine the conditions of work in the factories,
which is said to require too much of expert knowledge of the inspectors.
There are reasons for companies to provide safe and healthy workplaces to
their employees without compulsion, and there are also examples of good
practice (Monappa & saiyadain, 1994).
2
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Meaning of Employee Health:
Employees health is a complete physical, mental and social well being and notmerely the absence of any disease. A person is considered to be healthy if he is well
adjusted to the environment in which he works. The meaning of health in given
differently by different people. The world health Organization defined health as a stateof complete physical, mental and social well-being and not merely an absence of disease
or infirmity (Goel & Rajesh, 2001).
The first five year plan also stated that, Health is a positive state of well-being. Inwhich harmonious development of mental and physical capacities of the individuals leads
to the enjoyment of a rich and full life. It implies adjustment of the individual to his
total environment-physical social(Goel & Rajeesh,2001).Beach (1980) classified occupational health hazards into four general types:
1. Physical such as noise, heat, vibration, and radiation,
2. Chemical such as dusts, poisonous fumes, gases, toxic metals and carcinogens,
3. Biological such as bacteria, fungi and insects.4. Stress such as physical, psychological, and ergonomic factors.
The effect of these health hazards can be slow, cumulative and irreversible.
Dimensions of Health:
(Goel & Shalini, 2001) 3
SpiritualMentalSocialPhysical
Health Employees and Efficient Organization
Employees Health
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Physical health:
Ill health of the employees results in reduced productivity, increase absenteeism andunsafe acts, on the other hand healthy employees are more productive, more safety
conscious, and are more regular to work. Moreover the health worker is always cheerful,
confident looking and is an invaluable asset to the organization. But the physical healthof an employee can be adversely affected by several causes as shown Section 11 to 20 of
the Factories Act, 1948 deal with the health of workers (K.Aswathappa, 2005).
Mental Health:
Mind is the most powerful part of the human system. Organizations can achieveexcellence, provided they know the secret of tapping human mind. Employers should try
to create positive mental attitude among the employees. Because of mental stress and
anxious a person feels sick and there can develop various symptoms of organic disorder.
Dr. Wig, (2000) has made following observations regarding relationship between health
and work as quoted in the book of management techniques: principles and practices:1. Modify the pressure placed on the working by creating a healthy
environment and sound management policies and practices.2. Keep the mental health of workers as an integral part of the business
agenda and regularly briefing the senior management about it.
3. Improve interpersonal communication at all levels.4. Provide recreational facilities for workers.
5. Arrange regular seasons to teach workers how to reduce stress by
techniques like yoga, relaxation exercises, etc.6. Organize professional help by counselors and such other persons for the
vulnerable members of the staff at an early stage(Goel & Rajneesh, 2001 ).
Spiritual Health:
Spiritual needs include meaning and purpose, love and belonging, hope and forgiveness.
Our spiritual health is affected by the degree to which each of those need is met. Inaddition, our benefits, values and religious faith influence our spirituality.
There is a vast amount of research being conducted that shows correlations between
spirituality and health. In the past 10 years, interest in the topic has soared. More andmore, to connection between a persons spiritual well being and his or her overall health
is the community (http//lomalindahealth.org, date: 25.4.09, spiritual health).
Social Health:Man is a social animal. So social health means how an individual can have healthy
relations with persons with whom he comes in contact. In the isolation a person gets sick,
as socializing with other is essential aspect of human health. Social health is a bufferstock to avoid physical and mental break-downs. The following measures may be
initiated to secure social health of the employees:
1. Provision of good staff clubs with all amenities of indoor and outdoor games.2. Arranging meeting in office time to involve the employees.
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3. Free Access to seniors.
4. Arranging cultural programs during festivals or other occasions.
5. Arranging tours.
Meaning of Employees Safety:
Safety means freedom the occurrence or risk of injury or loss. Industrial safety or
employee safety refers to the protection of workers from the danger of industrialaccidents. An accident, then is an unplanned and uncontrolled event in which an
action or reaction of an object, a substance, a person or a radiation results in personal
injury.(K. Aswathappa,2007).
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Types of accidents:
When some incidents happens in such a way that leads to the worker and makes himdisabled for the whole day or for the subsequent days, such an incident is given to the
name of accident. The various types of accidents are:
Types of Accidents(k.Aswathappa)
ACCIDENTs
Internal External
Major Minor
Fatal
Disability
Permanent
Temporary
Partial
Total
Partial
Total
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Causes of accidents:
Accidents are usually the result of a combination of factors, each one of which mayvary from situation. The causes of accident may be broadly classified into three
categories- technical, human and environmental (Mamoria, 1982).
(Causes of accident according to Dr. C.B. Mamoria,
given in his book Personnel Management (Management of Human
Resources), 1982.)
1. Technical Causes: These causes are associated with defective plant,
equipment, tools, material, building, etc. they arise when there are improper
or inadequate safety guards on machines (Mamoria, 1982).2. Human Causes: Research evidence indicates that about 80% of industrial
accidents are caused by such human factors as fatigue and anxiety. These
causes arise out of the deficiencies of an individual himself improper
attitudes, carelessness, recklessness and day-dreaming on a job. They alsoinvolve such physical inadequacies as poor eye-sight and hearing, defective
limbs and low stamina, dislike of the supervisor and the environment of
work, low intelligence and manual skills (Mamoria, 1982).
Accidents
Technical
Causes
Human
Causes
Environment
Causes
Unsafe chemical,
physical &
mechanical
conditions
Unsafe
Personal
Acts
Unsafe climatic &
situational
Variations.
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3. Environmental Causes: These causes arise out of unsafe situational and
climatic conditions and variations- such as bad working conditions, poor
lighting and ventilation, and rough or slippery floors , unsafe storagefacilities; congestion and overcrowding; unsafe plant layout; bad location;
excessive glare; heat; humidity dust and fume-laden atmosphere, unsafe
working apparel; inadequate safety devices; very long hours of work and theunsatisfactory behavior of domineering supervisors; unnecessary or excessive
job-related strain or tension; excessive noise and grease, drinking while on
duty, poor house keeping, violence and arson on the part of agitatingemployees(Mamoria,1982).
Basic principles of avoiding accidents:
Safety officers are appointed by the personnel department to locate the areas of
negligence and which are unsafe. Rules and policies must be formulated forsafety measures that must be compiled by the workers. Workers should respond
to the safety measures in the positive manner so as to avoid accidents. Theprinciples of accident prevention are:
Adequate job training.
Adequate pre-placement examination.
Continuing education.
Ensuring safe work environment.
Establishment of safety department in the organization under the
competent safety engineer.
Components of employee health & safety program:
The principals elements of a sound program that top management should have to be
considering before adaptation of that program are company size, number of plants,
and nature of the industry, technology and organization structure. But the following
elements of employee health and safety program are applicable to all agencyoperations and activities.
These elements are directed towards the prevention of all types of accidents and
health presents in the performance of official duties (beach, 1980).
Objectives & policies: A major concern of an organization, is that the people of are
its most valuable asset, and that their safety is its greatest responsibility. The major
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requirements of the safety and health program are, provide a safe work environment,
train employees to do their work in a safe and efficient manner, participation in safety
efforts, comply with all legal safety codes, rules and regulations (Mamoria, 1982).Before taking any step the top management check the budget which they have
to spend on such a program and decide to policy to that they will be adopted for those
situations in which a production-oriented decision clashes with a safety orienteddecision (beach, 1980).
Education and Training: Workers should be educated in safety precautions andrules and this can be done through posters, leaflets, bulletins, films and talks with the
workers. To promote the awareness of orientation programs and regularly scheduled
education and training sessions are also appropriate (Pyle & George, 1995).Workers Co-operation: Management should respond and properly make use ofworkers co-operation. Safety committees can be organized and encouraged to report
any condition likely to cause accidents, to suggest improvements, to investigate
causes of accidents which occur and to suggest preventive measures (Pyle & George,
1995).Notification and Communication: Employees and other (visitors, contractors) will
be notified of their exposure or potential exposure to hazardous substances orconditions will be informed of risks that result or may result from exposure to
hazardous substances or conditions (Pyle & George, 1995).
Protection and Control: A system for the control of hazards will be maintained and
will include: engineering controls; use of alternatives that are less hazardous; use ofpersonal protective equipment; and administrative procedures (Pyle & George, 1995).
Labor Welfare:
The oxford dictionary defines labor welfare as, effort to make life worth living for
workmen. These efforts have their origin either by the states or from some local
custom or from a collective agreement or from the employers own initiative (Tripathi& Gupta, 1996).
Employees welfare is a wide term which may mean many things to many
persons. But essentially employee welfare covers all those activities that aim at,
intellectual, physical, moral and economic betterment of workers (Pagare, 1981).The Encyclopedia of social sciences defines labor welfare as, The voluntary
efforts of the employers to establish within the existing industrial system, working
and sometimes living and cultural conditions of the market (Bhatia & Singh, 1980).The report of the committee on labor welfare set up by the government of
India in 1969 to welfare as a concept, a condition of well-being. It speaks of measures
which promote, the physical, psychological and general well-being of the workingpopulation (Bhatia & Singh, 1980).
Labor welfare implies providing better work conditions, such as proper
lighting, heat control, cleanliness, low noise level, toilet and drinking- water facilities,
canteen and rest rooms, health and safety measures, reasonable hours of work and
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holidays, and welfare services, such as housing, education, recreation, transportation,
and counseling( Bhatia & Singh, 1980).
Aims of Employee Welfare:
Employee welfare activities seek to achieve the following objectives:
1. To overcome the sense of monotony and frustration among employees.
2. To offer facilities for health improvement.3. To provide opportunities for development of individuals talents.
4. To win over employees loyalty and increase their morale.
5. To earn goodwill and enhance public image.
6. To build up stable labor force, to reduce labor turnover and absenteeism.( Pagare,1981.).
Labor Welfare Measures:
The Factories Act, 1948, also obligates the organizations to provide certain amenities
described in 9 sections of the act, e.g. facilities for washing, drying and storing of
cloth sitting facilities for employees working in a standing position; first aid boxes
and trained medical practitioner for every 150 workers, a canteen where there aremore than 250 workers; crches if there are more than 50 women workers and
sufficiently lighted and ventilated shelters if there are 150 and more workers has to
maintain an ambulance room of the prescribed size and equipped with medicalnursing staff. It also has to provide welfare officers to implement these welfare
measures (section 49) (Monappa & Saiyadain, 1994).
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Labor Welfare Measures In India:
Labor welfare work in India, as in the U.K. and U.S.A. was mainly a product of the
stress and strains of First World War. The moment of provisions of labor welfare
measures received a further impetus especially in respect of feeding facilitiesincluding supply of food articles. For the first time the establishment of canteens in
the factory was laid down by the factories act of 1948. The period subsequent to the
1948 also saw the framing of laws to promote welfare facilities in several industriessuch as coal and mica mines, plantation and sugar industry (Monappa & Saiyadain,
1994).
We can distinguish the five type of welfare facilities for the workers provided in
India at present:
1. Statutory Provisions:
Welfare activities of the government of India- Labor welfare funds, The
Institute of Labor Welfare funds in coal and mica mines and provident fundsin the major industries. The institution of social security and industrial
housing scheme and radical provision of the law regulating condition of the
work in factories, mines and plantation are prominent among the measuretaken to promote the welfare of working classes. In the factories Act 1948, the
mines Act 1958, and the plantation labor act 1951 and some other significant
acts passed later. Provisions for the workers welfare has been made under the
relevant sections specifying the requisite condition for same. The welfareactivities envisaged under coals mines labor funds act, 1961 extended in labor
welfare fund established in 1973 and beedi worker welfare fund established inFeb. 1977 cover a wide field. Welfare funds have been setup to supplementthe efforts of the employer and the state government in providing welfare
amenities to the workers employed in coal, mica, iron ore and manage ore,
limestone and Beedi industry (Monappa & Saiyadain, 1994).
2. Welfare Activities of the state Government:
The state government activities in the field of workers welfare has been of a
more direct nature. Erstwhile Bombay and Uttar Pradesh was pioneer in this
field and still have a more board based program of welfare as compared toother states. There are model welfare center in the most of the states and the
facility provided in these centers consists usually of medical aid, reading
rooms and other recreational and cultural facilities and women and children
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welfare. State like Maharashtra, Uttar Pradesh, and West Bengal have much
for the promotion of the labor welfare (Monappa & Saiyadain, 1994).
In Andhra Pradesh and Karnataka, labor welfare center are operating
well. In Punjab, the labor welfare centers in the important towns provide and
recreational facilities to the worker and there families, and entrainmentprograms like dramas, music classes, music dramas, a radio broadcast. In
Madhya Pradesh, Rajasthan and Bihar also several welfare centers have been
functioning to conduct various welfare activities (Monappa & Saiyadain,1994)
3. Welfare Activities by Employees:
Welfare Activities by employees have significant role in providing facilities in
their work places, over and above what is laid down by law and the work done
by public authorities. As a matter of fact the pioneers of welfare work in Indiahave been individual employers like the Buckingham and Carnatic mills,
Madras, the Delhi cloth and General mills, Delhi, Tata Iron and Steel Co.Jamshedpur and the British India Corporation, Kanpur. Much progress has
been made by the employers in the provision of welfare facilities since the
inter war decade (Monappa & Saiyadain, 1994).
The pattern of welfare that is provided by employer is a board basedpolicy of providing recreational and educational facilities in large units, while
the smaller unit content themselves by employing those facilities prescribed
by law. In case of some large scale and well organized industries like jute andtea, welfare activities have been taken up on a joint basis. The Indian jute
mills Association, Calcutta have under direct responsibility for organizing
welfare work for its members units and has set up five welfare centers. Theprinciples activities of the central programmers, training in crafts etc. schools
for workers children are also attached to the center. Individual mill have also
been set up in number of welfare centers as well as dispensaries for thebenefits of their employees. Most of the facilities for the workers welfare
provided by employers such as dispensaries, canteens and crches are in the
implementation of statutory provisions. Many employers in cotton industries
provide several welfare measures like reading rooms, libraries and other largerecreational program on their own initiative. The Delhi cloth and general
mills, e.g. makes arrangement for community celebration of festivals
(Monappa & Saiyadain, 1994).
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4. Welfare Work by Trade Union:
Broadly speaking, the Indian trade union movement, in general, has so farneither the will nor the ability to under take the welfare work. The biggest
limitation in the case of trade union is, of course, lack of funds and one cannot
expect such bodies to achieve really big results. However, for building theirutility, trade unions must give greater attention to welfare work for there own
members. It conducts a number of cultural and social centers scattered all over
the working areas of Ahmadabad. Debates, discussions, group talks, seminars,
study circles, social education classes, recreational programs etc. are some ofthe regular features of these centers. The association has opened schools for
the benefits of working class children. It runs study homes and girls hostels
and awards scholarships for workers children. Its other activities include
vocational instruction classes, reading rooms, dispensaries, womens welfarecenters and a network of co-operation societies (Monappa & Saiyadain, 1994).
5. Labor Welfare Work By Voluntary Social Service And Organization :
Several voluntary social service and organization such as Bombay socialservice league started by the servants of India society, the Seva Sadan society,
the maternity and infant welfare association, the Y.M.C.A. have been doing
useful work in the direction of welfare both by helping employers and laborand by independent efforts. The activities of these organizations includes
promotion of mass education, through night schools, libraries and lectures,
boy scouts organizations, promotion of public health, recreation and sports forthe working classes etc. (Monappa & Saiyadain, 1994).
On the whole, the general position in respect of welfare facilities in India
would seem to be that there is growing awareness of there beneficial effect onthe well being of workers as a whole leading to improved industrial relations
and greater productivity, but these are not uniformly provided and where these
are provided there is variation from region o region, industry to industry and
unit to unit. Another feature is that with rare expectations, the provision ofwelfare measures seem to own its existence more by possession of adequate
funds rather than by deliberate planning (Monappa & Saiyadain, 1994).
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Objectives And Significance of Health, Safety And Welfare Measures:
The basic objective of employee health safety and welfare measure is the
prevention of disease and injury rather than the cure of disease and boost themorale of employees. As employees are the assets of the organizations so they
must be healthy and safe in order to increase the productivity of the concern.
The following are the some other objectives of the employee health, safetyand welfare measures:
1. The promotion and maintenance of highest degree of physical, mental andSocial well being of the employees.
2. The prevention of factors which make ill health and injury in their working
Conditions.
3. The protection of workers in their occupations from risk arising from factors
Which are adverse to the maintenance of health?4. It is partly humanistic since it makes the workers healthy and safe.
5. it is partly economic since it improves the efficiency of the workers, increasesproductivity of the concern. The result increases the profit of the organization.
6. The objective is partly civic since it develops a sense of responsibility and
dignity among the workers and makes them worthy citizens(Aswathappa,2007).
Significance:
On the one hand efficiency in the work is possible only when an employeeis healthy and motivated; on the other hand the industry( in which he is employed)
exposes him to certain hazards which he would not meet else where and which may
effect his health. It is with the intention of reducing these hazards and improving theworkers health the various provisions have been laid down and the company which
cannot fulfill those provisions have paid penalty (Aswathappa, 2007).
Employees health refers to the efforts made by the employers to improvethe working conditions of the employees, the safety measures are adopted to secure the
life of the employees from any unexpected accidents and welfare measures are adopted to
increase commitment and loyalty towards the organization. The following are the benefits
accrued from the employees health, safety and welfare measures:
1. Increase productivity:
These measures enhance the efficiency of the workers end the productivityIs considerable increased?
2. Decrease labor turnover and absenteeism:
It helps in reducing the labor turnover and rate of absenteeism.
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3. Raise Morale:
It raises the morale of the workers. A feeling is developed among theWorkers that they are being looked after properly.
4. Industrial Peace:It promotes the industrial peace by minimize the industrial dispute. It
Minimizes the industrial dispute by reducing the accident through proper
Care and by providing proper care to the health of the workers duringHours.
5. Change in the outlook of the employees:
It brings drastic change in the outlook of the employees. It helps inGetting the whole-heated cooperation from the employees since they
have
Feeling about they are taken care by the management (Aswa 2007).
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The Provision Under The Factories Act , 1948
Chapter no. 3
Serial no. Section no. under
The Factory Act1948
Provision Particulars
1 Sec.11 Health Cleanliness
2 Sec.12 Health Disposal of waste &
effluents
3 Sec.13 Health Ventilation & fumes
4 Sec.14 Health Dust & fumes
5 Sec.15 Health Artificialhumidification
6 Sec.16 Health Overcrowding
7 Sec.17 Health Lightening8 Sec.18 Health Drinking water
9 Sec.19 Health Latrines & urinals
10 Sec.20 Health Spittoons
Chapter no.4
Serial no. Section no. under
the Factory Act
1948
Provision Particulars
1 Sec.21 Safety Fencing of machinery
2 Sec.22 Safety Work on machinery
or near machinery in
motion.
3 Sec.23 Safety Employment of
young persons on
dangerous machines
4 Sec.24 Safety Striking gear and
devices for cutting ofpower
5 Sec.25 Safety Self actingmachines
6 Sec.26 Safety Casing of newmachinery
7 Sec.27 Safety Prohibition of
employment ofwomen and children
near cotton openers
8 Sec.28 Safety Hoists and lifts
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9 Sec.29 Safety Lifting machines,
chains, ropes andtackles
10 Sec.30 Safety Revolving machinery
11 Sec.31 Safety Pressure plant
12 Sec.32 Safety Floors, stairs andmeans of access
13 Sec.33 Safety Pits, sumps, openingin floors, etc
14 Sec.34 Safety Excessive weights
15 Sec.35 Safety Protection of eyes
16 Sec.36 Safety Precaution against
dangerous fume,
gases, etc.Precautions regarding
the use of portable
light17 Sec.37 Safety Explosive or
inflammable dust, gas
etc.
18 Sec.38 Safety Precaution in case of
fire
19 Sec.39 Safety Power to require
specifications ofdefective parts or test
of liability
20 Sec.40
Sec.40-ASec.40-B
Sec.40-C
Safety Safety of building
and machinerymaintenance of
building safetyofficers
Chapter no. 5
Serial no. Section no. under
The Factory Act
1948
Provision Particulars
1 Sec.42 Welfare Washing facilities2 Sec.43 Welfare Facilities for storing
and drying clothing
3 Sec.44 Welfare Facilities for sitting
4 Sec.45 Welfare First-aid appliances
5 Sec.46 Welfare Canteens
6 Sec.47 Welfare Shelters, rest roomsand lunch rooms
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7 Sec.48 Welfare Crches
8 Sec.49 Welfare Welfare officers
(Source: www.netlawman.co.in/acts/factories-act.php, date: 3/4/2011)
Need of study
Subject matter of present study include the working and organizational structure of theorganization under study and different health safety and welfare measures provided to the
worker under various enhancement as health , safety and welfare is. To study the
working condition and financial and non-financial labor welfare measures provided by
the company to its worker to suggest and recommended for improvement of existinghealth and welfare measures.
Objectives of the study
1. To analyze satisfaction of employees and workers with the health, safety andwelfare activities in the large manufacturing industries.
2. To conduct observations and analysis existing labor welfare, health and safety
activities in the manufacturing industry.
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CHAPTER-2
REVIEW
OF
LITERTURE
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REVIEW OF LITERATURE
Viccusi (1980)- The main objective of the study is to find out the relation between union
and labor market structure and welfare implications of the quality of work. Trade unions
have impacts on worker wage rates, promotion policies, grievance procedures, internal
transfers and other aspects of the employment relations. Unions increase workers job
satisfaction and stability, effects which he attributes to union voice activities such as
grievance procedures and bargaining on behalf of workers interests. According to this
study one can show more towards the higher wages, even through the working conditions
are unattracting. While enterprises with higher levels of work quality will pay lower
wages. But individuals, who are less averse to adverse conditions perhaps because of
difference in tastes or wealth, will be attracted to these enterprises since they will require
less compensation for the undesirable characteristics. This process leads to socially
optimal outcomes, where the social welfare criterion is the maximization of the surplus
received by the employers and workers.
Donnelly (1982)- This study analyzes the emergence of the occupational safety
and health act 1970, the factors which were related to it and the new scenario of the
safety and health at the workplace. Political support and the protests of workers against
the undesirable conditions at workplace where the two factors which together made
possible the emergence of a worker safety and health law. In refusing to do hazardous
work, in walking of unsafe work sites and in stopping the flow of business traffic, the
workers disrupted employers operations. The rand and file employed its must potent
weapon, its labor, in an attempt to force concessions relating to safety and health
conditions.
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The study also suggests that on a broader level the law channels future conflict
into bureaucratic procedures. By awakening union interest in safety and health, the OSH
Act gives more union workers institutionalized conflict-resolution mechanisms in their
collective bargaining agreements. They can work to eliminate hazards through their plant
safety and health committees or through the established grievance procedures in their
contracts. These mechanisms diffuse overt conflict. Workers now have the right, which
they are expected to exercise, to call in occupational safety and health inspectors.
Problems of unsafe and unhealthy workplace have become bureaucratic, legal issues
rather than political ones.
McLain (1995)-he conducted the study to determine the relationship between
wages and hazardous work place conditions. One of the most important challenges which
are faced by the organizations is managing safeand healthy work environments for the
workers. Biological, chemical, physical, radiological and other hazards pose danger to
members of many occupations. Very little research has investigated exposures to a
hazardous work environment as an influence on such outcomes as job satisfaction, stress
or task performance. It also plays an important role to build the relationship between the
employer and employee. Research has also identified a significant wage effect that
individuals can pursue work that best suits their desires and personal strengths.
Workplace conversation regarding health and safety often includes comments about
compensation received by injured employees and co-workers. They dont pay me
enough to do that (dangerous) job! is typical of such comments.
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K. Ringen & J. Seegal (1995)- They conducted their study to find out the
importance of Safety and Health in the Construction Industry. According to their study
construction workers in many industrialized countries suffer a disproportionate share of
work-related injuries and illness. Nearly all of the injuries and deaths are preventable.
The facility rate from work related ailments such as cancer and silicosis is believed to be
excessive but is not a generally computed. The safety and health problems are tied largely
to the construction industrys organization and how to work is performed. Many
hazardous espouse result from inadequacies in access to information, measurement
technology and personal protective equipment. Potential solutions are in labor-
management site safety and health planning and management, education and training of
workers and supervisors, new technologies, federal regulation, workers composition law,
medical monitoring and occupational health delivery. Public health opportunities involve
health care delivery system, improved preventive medicine, disability determination and
rehabilitation programs and research being with standardization of data to monitor these
programs.
P.Dorman (2000)-Through their study he tried to find out economics of health,
safety and welfare i.e. work different types of costs, benefits related with it. The study
shows that accidents rate in construction is worse all over the world. The two reasons for
this are: it is one of the most hazardous trades throughout the world and even in the most
countries it is organized in an informal or semi-informal manner. Over the 1989-93
period, construction accounted for 4.8% of the employment in this sample; its major
injury and fatality rate per 1, 00,000 workers were respectively, 904 and 274. he also
points out that the workers compensation is important to motivate the workers as well as
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to give financial support to the workers families. The ILO has promulgated and principle
that the employer should pay for the economic costs of occupational injury and diseased,
but because of the short comings of workers compensation, this principle is increasingly
violated.
R.C. Brownson, D.P. Hopkins (2002) - The study was conducted to find out facts
of smoking restrictions in the workplace. According to the study; during the past few
decades, health hazards related to exposure to environmental tobacco smoke have been
increasingly at the workplace. Because of this the non-smokers are also effect with lung
cancer and with many other ailments. So employers might realize lower maintenance and
repair costs, insurance costs and higher non-smoker productivity when smoking is
prohibited in the workplace. Restricting smoking at workplace might increase the
livelihood that smokers in these settings smoke fewer cigarettes or quit smoking entirely.
The most effective option is using separate ventilated smoking lounges; this protects non-
smokers. The majority of countries restrict workplace smoking in one form or another,
yet because of the variations in the extent of policies, workers exposure is probably
substantial. Cost implications to employers with different workplace environmental
tobacco smoke policies are unclear because little information exist in the literature
regarding cost and costs-effectiveness of workplace smoking policies. In a related area,
better assessments are needed of the effect of smoking bans of workplace productivity,
now from few decades; substantial progress has been made in protecting workers from
environmental tobacco smoke exposure in the workplace. The prevalence of tobacco use
among employees is lower in workplace with restrictive smoking policies.
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P. Highes & E. Ferrett (2005) - he pointed out through his study the need of
training health and safety at work. In the study of Introduction to Health and Safety at
work concluded that there is a need of trained and competent manager in an organization
to reduce the workplace health and safety hazards. In a high manufacturing plant, many
different specialists, such as engineers, trainers, work planners and supervisors, may be
required to assist the professional health and safety practitioner in ensuring that there are
satisfactory health and safety standards within the organization. But there are many
obstacles to the achievement of good standards, the examples of such obstacles are the
pressure of production or performance targets, financial constraints and the complexity of
the organization. Today the corporate responsibility issues are included also human rights
and health and safety in the workplace. Management try to reduce the injuries and ill
health of the workers through the improvement in the management system. For this
purpose management have to report publicly on health and safety issues within their
organization to encourage the employees. It is financially beneficial to business help to
achieve high-performance and also increase the well-being of the workers.
C. Jolls (2006)-He discussed and tried to find out about the relationship between
law and the labor market, how they effect the employee and employer relationship,
workplace safety and benefits etc. the study reviewed the employee-employer
relationship at the workplace. The labor laws plays an important in regulating the
employee-employer relationship at the work-place. The labor laws plays an important
role in regulating the employee-employer relation. Areas of regulation include workplace
safety and privacy employee fringe benefits, workplace leave and the payment of wages
with the help of this the degree of productivity increases. The workplace safety effects on
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wages, employment levels. Workplace safety mandates many affects the degree of
precautionary behavior by employees. Rea (1981) offers related discussion, although his
analysis is primarily focused on compensation systems for workplace injuries (such as
workers compensation) rather than on workplace safety mandates. Indeed as Smith
(1992) notes. Even a simple national level before-after comparison of injury rates in
relation to OSHAs enactment is not possible because OSHA significantly changed the
manner of collective data on workplace safety.
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CHAPTER-3
RESEARCH
METHODOLOGY
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DATABASE AND RESEARCH METHODOLOGY
The present study is an endeavour to assess the problems and the degree of
satisfaction level of employees with the health, safety and welfare measures implemented
in the large manufacturing industries. This chapter discusses the research design used,
data collection methods adopted, the sampling techniques used, Analysis, limitation
inherent in the project.
Research Design
Research Design is a framework or plan for a study sued as a guide in collecting and
analyzing data. It ensures that the study (1) will be relevant to the problem and (2) will be
economical procedures (Churchill 2008)
One classification of it in terms of the fundamental objectives of the research:
explanatory, descriptive and casual. Explanatory research is in which the major emphasis
is on gaining ideas and insights; it is particularly helpful in breaking broad, vague
research design is, in which the major emphasis is on determining the frequency which
something occurs or the extent to which to variables co vary. A casual research designed
is concerned with determine cause and factor relationship (Churchill 2008). The study
done in this research work is explanatory in nature as it includes responses from a sample
containing a large number of respondents through questionnaire.
Data Collection Method
The primary and secondary sources have been used to collect data. A structured
questionnaire was prepared and sent to two big manufacturing companies. Structured
questions specify the set of response alternatives and the response format. A structured
question may be of multiple choice, Dichotonomous or a scale (Malhotra 2008).
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Supplementary questions were also asked to gain maximum information from the
respondent.
Sampling Plan:
A sample is a sub-group of the elements of the population selected for participation in
the study (Malhotra 2008). Sampling is an initial step in collection of primary and
secondary data and its greatest influence is on the quality of data thus influencing the
quality and reliability of results.
Sampling Techniques may be broadly classified as probability and non-
probability sampling. Probability sampling is the sampling procedure in which each
element of the population has a fixed probabilistic chance of being selected for the
sample. Probability sampling techniques are classified based on cluster sampling,
stratified sampling, systematic sampling, and simple random sampling.
Non-probability sampling relies on the personal judgments of the researcher
rather than chance to select sample elements. Commonly used non-probability sampling
techniques include convenient sampling, judgmental sampling, quota sampling, quota
sampling and snowball sampling (Malhotra 2008).
A convenient sampling technique attempts to obtain a sample of convenient
elements. The selection of sampling units is left primarily to the interviewer (Malhotra
2008). A convenient sampling technique was used as it is less time consuming and less
costly.
Sample Size
In order to analyze the factor responsible for satisfaction on health, safety and welfare
measures among workers and employees in big manufacturing industries, we collected
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the sample of 100 respondents from JCT, Pvt Ltd. Hoshiarpur. For collecting relevant
information, we utilized Convenient Sampling, in which available set of respondents
have been chosen. A structure questionnaire has been provided to each of the
respondents.
Individuals responses thus obtained were compiled, processed and analyzed to
arrive at the opinions on the various issues relating with the employees and workers
health, safety and welfare measures in big manufacturing industry. Every care was taken
to record the true opinion of the respondents for getting Robust Results.
Data Analysis technique
The various data analysis techniques as mentioned in the book marketing research by
Malhotra (2008) are frequently distribution, cross tabulation, hypothesis testing, variance
and co-variance, correlation, and regression, discriminant and logic analysis, factor
analysis, cluster analysis, multidimensional scaling and conjoint analysis.
For the purpose of analyzing, war data was summarized into a master table to
measure the respondents using a 5 point scale, through questionnaire on which factor
analysis was used. Factor analysis is a general term name denoting a class of procedures
preliminary used for data reduction and summarization. Relationships among sets of
many inter-related variable are examined and represented in terms of a new underlying
factors (Malhotra 2008).
Factor loadings are simple correlations between the variables and the factor. The
Eighteen values represent the total variance explained by each factor.
A correlation matrix is a lower triangle matrix showing the simple correlations, between
all possible pair of variables included in the analysis (Malhotra 2008).
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The factor matrix contains the coefficients us the factors. These coefficients, the factor
loadings, represent the correlation between the factor variables. A coefficient with a large
absolute value indicates that the factor and the variable are closely related. The
coefficients of the factor matrix can be used to interpret the factors. Interpretation is
facilitated by identifying the variables that have larger loadings on the same factor. That
factor can then be interpreted in terms of the variables that load high on it (Malhotra
2008).
Interpreting the Results
The loading listed under the Factor headings represent between that item and the
overall factor.
Percentage method
Percentage method was applied in nearly all questions.
Formula used is:
Percentage (%) = (responses for a category/total no. of responses) x 100
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Limitations of the Study
1. Sample size taken is small and may not be sufficient to predict the result with
100% accuracy and findings cannot be generalized.
2. The results are based on the collected data and hence the researcher is not
responsible for any wrong interference drawn due to incorrect filling of the
questionnaire by the respondents.
3. Time limit was main constraint faced in the study.
4. Due to economic and geographical constraints the study could be confines to a
few companies only.
5. Some questionnaires had to be ignored due to incomplete or invalid information.
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CHAPTER-4
DATA
ANALYSIS
&
INTERPRETATION
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Analysis & Discussion of the Study
This chapter seeks to study the employees and workers opinion as to what are the
problems, the satisfaction level, the importance of employees health, safety welfare
measures and so on. The study under consideration is of two sections. The section 1
studies the profile of the respondents and the satisfaction level is studied in section 2.
Section 1
Profile of the Respondents
1. Designation of the respondents
Management 13
Employees 12
Workers 75
Designation
Management
13%
Employees
12%
Workers
75%
ManagementEmployees
Workers
The total respondents are 100 from which 13% are of management cadre, 12% are the
employees and 75% are workers.
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2. Age of the respondents
15-25 27
26-40 60
41-50 10
Above 50 3
Age
15-25
27%
26-40
60%
41-50
10%
Above 50
3%
15-25
26-40
41-50
Above 50
Majority of the respondents from the age group 26-40 years (60%), 27% respondents
are related with the age group of 15-22 years, 45-50 years age group respondents are
10% where as only 3% respondents related with the age group of 50 years.
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3. Gender
Male 94
Female 6
Gender
Female
6%
Male
94%
Male
Female
Majority of the respondents are male 94% where as only 6% respondents are female.
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4. Income (Monthly)
Less than 10,000 Rs. 78
10001-15,000 Rs 015,001-20,000 Rs 7
Above 20,000 rs 15
Income (Monthly)
Less than 10,000 Rs.
78%
10001-15,000 Rs
0%
15,001-20,000 Rs
7%
Above 20,000 rs
15%
Less than 10,000 Rs.
10001-15,000 Rs
15,001-20,000 Rs
Above 20,000 rs
78% of the respondents are from less than 10,000 income group, 7% are from income
group of 15000-20000 and 15% of the respondents are from more than 20000 income
group.
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5. Education
Under Graduate 77
Graduate 17
Post Graduate 5
Doctorate 1
Education
Under Graduate
77%
Graduate
17%
Post Graduate
5%
Doctorate
1%Under Graduate
Graduate
Post Graduate
Doctorate
Majority of the respondents are undergraduate 77%, 17% respondents are graduate,
where as the 5% respondents are post-graduate and only 1% of the respondents is
doctorate.
6. Marital Status
Single 24
Married 76
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Marital Status
Single
24%
Married
76%
Single
Married
Majority of the respondents are married where as 24% respondents are single.
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Section I1
Awareness of health safety and welfare measures.
Aware or
not
No. of respondents
YES 86%
NO 14%
INTERPRETATION Respondents were asked about their awareness about
healthy safety and welfare measures in the org., most of the respondents were
well aware about these i.e. 86% were familiar about that.
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Source of Awareness
Source No. of Respondents
Trade union 32%
Co-workers 26%
Management 36%
Others 6%
INTERPRETATION-Respondents were further asked about through which source
they came to know about health, safety and welfare measures most of the
respondents were get informed through the management and trade union in the org.
followed by co-workers and other sources.
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1) Satisfaction with Health safety and training programs.
Level of satisfaction No. of Respondents
Satisfied 72%Neutral 24%
Dissatisfied 4%
INTERPRETATION-Respondents were asked about whether they are
satisfied with training programs running in the org. regarding health, safety
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and welfare measures, most of them were well satisfied i.e. 72% of them. And
least proportion of employees was dissatisfied.
2) Satisfaction level on three point scale regarding health safety & welfare
measures adopted in the organization.
Table1.Satisfaction level regarding cleanliness in organization.
Towards Cleanliness No. of Respondents
Satisfied 78%
Dissatisfied 18%Neutral 4%
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INTERPRETATION- Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow.78% of the respondents were satisfied with
the cleanliness programs and 18% were not satisfied.
Table2.Satisfaction level towards disposal of waste and effluents.
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Towards disposal of wastage No. of Respondents
Satisfied 46%
Dissatisfied 0%
Neutral 4%
INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org., their diff. views for
diff. measures and those were as follows. About disposal of waste and
effluents, 92%of the respondents were satisfied and 8% were neutral, and
nobody was dissatisfied.
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Table 3.Satisfaction level regarding ventilation and temperature.
Towards ventilation and
temperature
No. of Respondents
Satisfied 82%
Dissatisfied 4%
Neutral 14%
INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About 82% of the respondents were
satisfied with ventilation and temp. Condition and 14% were neutral aboutthat. And 4% were not satisfied.
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Table4. Satisfaction level regarding overcoming at workplace.
Towards overcrowding No. of Respondents
Satisfied 86%
Dissatisfied 2%
Neutral 12%
INTERPRETATION-Respondents were asked about various measuresadopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About overcrowding 86% of the
respondents were satisfied with space provided to each employee and 12%
were neutral about that and only 2% of them were not satisfied.
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Table5.Satisfaction regarding lightning at work place
Towards Lightning No. of Respondent
Satisfied 90%
Dissatisfied 6%
Neutral 4%
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INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow.About lightning facility 90% of the
respondents were satisfied with light at working place and 4% were neutral
about that and only 6% were not satisfied with lights.
Table6. Satisfaction level regarding drinking water facility
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Towards water facility No. of Respondents
Satisfied 84%
Dissatisfied 0%
Neutral 16%
INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About 84% of the respondents were
satisfied with drinking water facility in the org. and 16% were not satisfied.
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Table7. Satisfaction level regarding fencing of machinery.
Towards Fencing of machinery No. of Respondents
Satisfied 72%
Dissatisfied 4%
Neutral 24%
INTERPRETATION-Respondents were asked about various measuresadopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About fencing of machinery 72% of the
respondents were satisfied with safety of machines and 24% were neutral
about that.
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Table8.Saisfaction level regarding hoists and lift position.
Towards hoists and lift position. No. of Respondents
Satisfied 76%
Dissatisfied 10%
Neutral 14%
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INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About hoist and lift position and facility
76% of the respondents were satisfied with ease of work and 14% were
neutral and only 14% were not satisfied.
Table9.Satisfaction level regarding Floors, Stairs and means to access.
Towards Floors, Stairs and means to
access.
No. of Respondents
Satisfied 82%
Dissatisfied 6%Neutral 12%
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INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About floor, stairs and ease to access at
working place which lead to ease of working 82% of the respondents were
well satisfied, only 12% were neutral and 6% were dissatisfied.
Table10. Satisfaction level regarding protection of eyes.
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Towards protection of eyes. No. of Respondents
Satisfied 58%
Dissatisfied 14%
Neutral 28%
INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About protection of eyes very few were
satisfied that was 58% of them and 28% were neutral and 14% were
dissatisfied.
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Table11. Satisfaction level regarding Protection from fire.
Towards Protection from fire. No. of Respondents
Satisfied 37%
Dissatisfied 2%
Neutral 11%
INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About Protection from fire 74% of theemployees were satisfied with facilities to avoid fire and 22% were neutral
but only 4% were dissatisfied.
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Table12. Satisfaction level regarding position of machinery and machinery.
Towards position of machinery and
machinery.
No. of Respondents
Satisfied 76%
Dissatisfied 0%
Neutral 24%
INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About position of machinery and building
76% were totally satisfied with the area and 24% were neutral.
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Table13.Satisfaction level regarding washing and bathing facility.
Towards washing and bathing
facility.
No. of Respondents
Satisfied 43%
Dissatisfied 2%
Neutral 5%
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INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About washing and bathing facility at the
org. is very good and 86% were totally satisfied with that and 10% wereneutral to that and only 4% were dissatisfied.
Table14. Satisfaction level regarding Medical Facility
Towards Medical Facility. No. of Respondents
Satisfied 70%
Dissatisfied 0%
Neutral 30%
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INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About Medical Facility provided to the
worker at the org. and 70% were satisfied with that and 30% were neutral
with that.
Table15. Satisfaction level regarding canteen facility.
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Towards canteen facility. No. of Respondents
Satisfied 88%
Dissatisfied 0%
Neutral 12%
INTERPRETATION-Respondents were asked about various measuresadopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About canteen facility to them in org., 88%
were satisfied and 12% were neutral. And nobody was dissatisfied.
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Table16. Satisfaction Level regarding Shelters, rest rooms and lunch rooms.
Towards Shelters, rest rooms and
lunch rooms.
No. of Respondents
Satisfied 76%
Dissatisfied 2%
Neutral 22%
INTERPRETATION-Respondents were asked about various measures
adopted regarding health, safety and welfare in the org. all gave their diff.
measures and those are as follow. About Shelters, rest rooms and lunch
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rooms provided to them in org., 76% were satisfied and 22% were neutral
and 2% were dissatisfied.
Statement: 5. Employees Health and safety measures lead to
Measures lead No. of respondents
Reduction in absenteeism 18%
Increase productivity 34%Motivation towards work 18%
Loyalty towards org. and work 36%
Others 4%
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INTERPRETATION- Respondents were asked about the benefits from
health safety and welfare programs maximum of respondents replied that
this kind of program lead to inc. productivity & followed by loyalty towards
work and reduction in absenteeism.
The table shows the satisfaction regarding the various measures by OCM:
S.No. Measures Satisfied Neutral Dissatisfied
1 Cleanliness 78 18 4
2 Disposal of waste and effluents. 92 8 0
3 Ventilation and temperature 82 14 14
4 Overcrowding 86 12 2
5 Lightening 90 4 6
6 Drinking water facility 84 16 0
7 Fencing of machines 72 24 4
8 Hoist and lift position 76 14 109 Floors stairs and means to access. 82 12 6
10 Protection of eyes 58 28 14
11 Protection from fire 74 22 4
12 Position of machinery & building 76 24 0
13 Washing and bathing facility. 86 10 24
14 Medical facility 70 30 0
15 Canteen 88 12 0
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16 Shelter, rest and lunch room 70 12 18
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CHAPTER-5
FINDINGS,
RECOMMENDATIONS
&
CONCLUSION
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Findings, Recommendations & Conclusions
This chapter depicts the findings, recommendations and conclusion of the study. With the
help of these findings we are able to analyze the health, safety and welfare measures at
manufacturing firms on the basis of these findings the recommendations can be made for
the betterment of workers lives and the working within the organization.
Findings
The modern factory system has brought in itself the various women and children, unsafe
working conditions, poor health and high death rate. Thus the legislation concerned with
the labor started in India 148 years ago with the apprentices Act of 1850 which created on
obligation on the part of employers to safeguard the part of employees. Trade union
movement has brought general awareness among workers for their rights. Out of these
safety and health of the workers getting much more attention from psychologists,
sociologists and law making bodies because of so many happenings.
There are some findings of the study:
1. Workers health, safety and welfare measures are must to encrease productivity,
reduction in absenteeism, workers motivation and loyalty towards work in the
organization.
2. The health, safety and welfare measures-cleanliness, disposal of waste &
effluents, ventilations and temperature, lightning, drinking water facilities,
fencing of machines. Hoists and lift position, maintenance of floors, stairs,
protection of eyes, protection from fire. Position of machinery, washing and
bathing facilities, medical facilities etc are proper in JCT and Sonalika Units in
Hoshiarpur.
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3. The health, safety and welfare measures are very important in manufacturing
industry because health is wealth and the workers are the assets of the
manufacturing side are not satisfactory.
Recommendations
Health, Safety and welfare program is very much positive in the organization.
Workers have been properly placed, trained and instructed when placed on the work.
Also, effective placement of the security of the security personnel has been made. The
present study does not put forth any kind of discrepancies in compliance with the
statutory measures. There is not any extraordinary suggestion to such a well-established
and efficiently managed manufacturing companies, after undergoing a study on health,
safety and welfare measures. Though some suggestion can be:
1. Workers must be guided from time to time regarding up keeping of the safety by
the foreman and the supervisors so that any kind of negligence on the part of the
workers may not cause any accidents.
2. Highly advanced safety equipments should be installed in the JCT and Sonalika
and workers should be given training about how to operate these safety equipment
in case of emergency.
3. Information and education services which aim at promoting the health of the
employees should be provided to the employees like yoga and relaxation exercise
should be started in an organization in order to reduce the stress.
4. Training in first aid should be taught to all employees.
5. There should be a provision for the proper treatment of minor complaints like
cold, cough, fever and headaches.
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6. Instruction as well as advices regarding the health and safety measures must be
displayed on boards and they should be in a language understood by the workers.
7. Check up should be mandatory for all the employees.
Although existing facilities required ensuring health, safety and welfare measures
are adequate to abide by the provision of Factories Act, 1948. yet continuous up
gradation and modernization of the manufacturing industry entails that these level
must be simultaneously pushed up and improved for the benefit of employees.
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Conclusion
Employee health, safety and welfare of the employees must be given top priority,
as the lives of the industrial workers are full of risk due to hazardous processes. Health is
wealth for employees as well as for managers. As such JCT and Sonalika has given
proper attention to the provision of the safety and welfare measures. It has maintained its
standards in all the aspects related to the employees and their health and safety.
As there is regular checkup of all the employees in both the units along
with a proper mechanism of disposal of waste materials and disinfectants are being used
while cleaning the floor, so, Health, Safety and welfare measures are highly in the
organization.
The machines and the equipment being used in JCT and Sonalika units in
Hoshiarpur are quiet safe and do not endanger the lives of the workers. All the
dangerous parts of the machines are covered with hoods, which do not let the machines
to operate until the hoods are properly closed. Also machines placed in the spinning,
weaving, finishing, department have inbuilt system of photo raya that help the
machinery to stop incase it detects that the worker is in danger zone with the help of
these photo-cell rays.
The safety devices as well as safety technology in the machines like
hydro-extractor, combers, auto comers, sulzer machines used for weaving and machines
used for auto making are much effective.
There is no discrepancy has been found in the adoption of safety measures in
reference with the Factories Act, 1948.
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The workers and the management co-operate with each other nicely. Though
financial crises are there in the organization even things between are going on nicely
between workers and management and on the whole, they are happy with the way and
satisfied with welfare measures, the organization in worker in achieving success.
In the end, it can be concluded that health, safety and welfare arrangement in JCT
and Sonalika units of Hoshiarpur are quite reliable and effective. This can be seen with
the fact that no one found to be caught with any disease while doing work.
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BIBLIOGRAPHY
1. Donnelly, P.G. (1982), The Origins of Occupational Safety & Health
Act, 1970, Social Problems, Oct, 1982, Vol. 1982, No.1, pp. 13-25.
2. Malian, David L. 91995), Responses to health and Safety risk in the
work Environment, The Academy of Management Journal, Dec. 1995. Vol. 38.
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1. Brownson, Ross. C & Hopkins, David, P. (2002), Effects of Smoking
Restrictions in the Workplace, Annual review Journals, DOI: 10.1146, pp333-345,
www.arjournals.annualreviews.org.,Date: 4.05.09.
2. Dorman, Peter (2000), Economics of Safety, health & Well-Being at Work: An
Overview, pp. 1-42, www.ilo_mirror.cornell. edu, Date: 3.04.09.
3. Hughes, Phil & ferret, Ed. (2005), Organizing for Health and Safety at work, pp:
27-39.
4. Jolls, Christine (2006), Law and the Labour Market, Annual review 2006, DOI:
10.1146, pp. 359-382, www.arjournals.annualreviews.org. Date: 04.05.09.
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1. Aswathappa, K. (2004), Human Resource & Personnel Management, 4 th Edition,
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Websites:
1. http://lomalindahealth.org,Date:25.04.09, Spiritual health.
2. www.netlawman.co.in
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Questionnaire
Dear Respondent,
I am pursuing MBA (HRM) from GNDU, Amritsar. I am entitled with the project work
of Health, Safety and Welfare measures in large manufacturing Industry. I will highly
appreciate the information as provided by you would be kept confidential and would be
used for education purpose only.
PART A
Q1. Are you aware of Health, Safety and Welfare measures for workers?
a) Yes ( ) b) No ( )
Q 2. If yes, through which source you come to know about these measures?
a) Management ( ) b) Trade Union ( )
c) Co-Workers ( ) d) Other ( )
Q3. Are you satisfied with health, safety and welfare training programs?
a) Yes ( ) b) No ( )
Q4. How far do you agree with these statements. Express your satisfaction level on the
five point likert scale?
(Where the emaning of :- SA= Strongly Agree, A = Agree, NA/NDA = Neither Agree/
Neither Disagree, DA= Disagree, SDA= Strongly Disagree.)
Sr. No. Measures SA A NA/NDA DA SDA
1. I feel satisfied with the cleanliness
provisions in my organization.
2. Disposal of waste and effluents is
proper.
3. Ventilation and temperaturefacilities are up to the mark
4. The premises feels overcrowding
5. Proper lightening facilities
6. Availability of drinking water
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facility up to the mark.
7. Proper fencing of machines
8. Proper hoists and lift position
9. Proper maintained floors, stairs
and means to access
10. Proper safeguards are provided for protection of eyes & ears.
11. Proper measures for protection of
machinery & Building
12. Washing & bathing facilities are
provided
13. Proper & timely medical facility
14. Availability of canteen in thepremises
15. Protection from fire measures are
proper
16. Availability of Shelter, rest andLunch rooms
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Q5. Employees Health, Safety and Welfare measuring leads to:
(You can tick more than one)
i. Reduction in absenteeism ( )
ii. Increase productivity ( )
iii. Motivation towards work ( )
iv. Loyalty towards the organization and work ( )
v. Others ( )
PART-B
Personal Information
1. Name:
2. Designation:
3. Name of Organization:
4. Age a) 15-25 ( ) b) 26-40 ( )
c) 41-50 ( ) d) above 50 years ( )
5. Sex Male ( ) Female ( )
6. Income (Monthly) : a) less than 10,000 ( ) b) Rs 10001-15,000 ( )
c) rs 15,001-20,000 ( ) e) Above 20,000 ( )
7. Education: Undergraduate( )
Graduate ( )Post Graduate ( )
Doctorate ( )