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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


the Factory Act

1948


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


The Factory Act

1948


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%



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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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%



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%


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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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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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%



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%



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%



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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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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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%


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%



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.

No. 6, pp. 1726-1743.

3. Ringen, K. & Seegal, J. (1995), Safety & Health in the Construction

Industry, Annual review of Public health, May 1995, Vol. 16, pp. 165-188.

4. Viscusi, W. Kipi (1980), Union, Labour Market Structure & the

Welfare Implications of the Quality of Work, Journal of Labour research, March

1980, Vol.1, pp. 175-192.

Research Papers:

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.

Books:
http://www.arjournals.annualreviews.org/http://www.arjournals.annualreviews.org/http://www.arjournals.annualreviews.org/http://www.arjournals.annualreviews.org/http://www.arjournals.annualreviews.org/http://www.arjournals.annualreviews.org/


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1. Aswathappa, K. (2004), Human Resource & Personnel Management, 4 th Edition,

Tata Mc Graw Hill Publication.

2. Beach, Dale S. (1980). Beach, Dale S. (1980). Personnel The Management of

People and Work, 4th Edition, Macmillan Publishing Co., Inc. New York, Collier

Macmillan Publishers, London.

3. Bhatia, S.K & Singh, Nirmal (1980), principles & techniques of Personnel

Management/ Human resource Management. Deep & deep Publishers Pvt. Ltd.

4. Churchill (2007), Marketing research, Thomas Learning Publisher.

5. Dinker Pagare (1981), Principals of Management.

6. Goel, S.L & Rajneesh, Shalini (20901), Management techniques (Principles &

Practices) Deep & Deep Publication.

7. Monappa, Arun & Saiyadain, Miraz S. (1994), Personnal Management, Tata

McGraw-Hill Publishing Company Limited, New Delhi.

8. Malhotra, N.K (2008), Marketing Research & Applied orientation, Pearson

Education India Publication.

9. Mamoria, Dr. C.B. (1982), Personnel Management (Management of Human

resources), 1st Edition, Himalaya publication.

10. Pylee, Prof. Dr. M.V. & George, Simon A. (1995). Industrial relations &

Personnel Management.

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Sultan Chand & Sons.


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Websites:

1. http://lomalindahealth.org,Date:25.04.09, Spiritual health.

2. www.netlawman.co.in
http://www.netlawman.co.in/http://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 ( )

Kaur Kaur Kaur Kaur

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Transcript of Kaur Kaur Kaur Kaur