Contents

CHAPTE R NO
` 1 2 3 4 5

PARTICULARS INTRODUCTION REVIEW OF LITERATURE RESEACH METHODOLOGY DATA ANALAYSIS & INTERPRETATION FINIDINGS, RECOMMENDATIONS & CONCLUSION BIBLIOGRAPHY ANNEXTURE

PAGE NO.
1-20 21-25 26-30 31-46 47-50 51-53 54-57

Chapter-1 Introduction

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 sphere the competition has been increased. By the policy of liberalization the multinational 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).

Meaning of Employee Health:

Employees health is a complete physical, mental and social well being and not merely 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 state of 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. In which 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:

Employees Health

Physical

Social

Mental

Spiritual

Health Employees and Efficient Organization

(Goel & Shalini, 2001)

Physical health:
Ill health of the employees results in reduced productivity, increase absenteeism and unsafe 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 health of 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 achieve excellence, 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. In addition, 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 and more, 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 buffer stock 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.

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 industrial accidents. 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).

Types of accidents:
When some incidents happens in such a way that leads to the worker and makes him disabled 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:
ACCIDENTs

Internal Major Fatal

External Minor

Disability
Permanent Partial Total Temporary Partial Total

Types of Accidents
(k.Aswathappa)

Causes of accidents:
Accidents are usually the result of a combination of factors, each one of which may vary from situation. The causes of accident may be broadly classified into three categories- technical, human and environmental (Mamoria, 1982).

Accidents

Technical Causes

Human Causes

Environment Causes

Unsafe chemical, physical & mechanical conditions

Unsafe Personal Acts

Unsafe climatic & situational Variations.

(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 also involve 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).

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 storage facilities; 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 the unsatisfactory 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 agitating employees(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 for safety measures that must be compiled by the workers. Workers should respond to the safety measures in the positive manner so as to avoid accidents. The principles 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 agency operations 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

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 oriented decision (beach, 1980). Education and Training: Workers should be educated in safety precautions and rules 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 of workers 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 or conditions 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 of personal 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 working population (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

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 are more 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 medical nursing staff. It also has to provide welfare officers to implement these welfare measures (section 49) (Monappa & Saiyadain, 1994).

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 facilities including 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 industries such 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 funds in 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 measure taken 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 welfare activities envisaged under coals mines labor funds act, 1961 extended in labor welfare fund established in 1973 and beedi worker welfare fund established in Feb. 1977 cover a wide field. Welfare funds have been setup to supplement the 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 to other 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

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 entrainment programs 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 India have 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 based policy 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 and tea, 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. The principles 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 the benefits 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 large recreational program on their own initiative. The Delhi cloth and general mills, e.g. makes arrangement for community celebration of festivals (Monappa & Saiyadain, 1994).

4. Welfare Work by Trade Union: Broadly speaking, the Indian trade union movement, in general, has so far neither 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 their utility, 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 of the 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 welfare centers 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 social service 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 labor and 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 for the 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 on the 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 of welfare measures seem to own its existence more by possession of adequate funds rather than by deliberate planning (Monappa & Saiyadain, 1994).

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 the morale 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, safety and welfare measures: 1. The promotion and maintenance of highest degree of physical, mental and Social 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, increases productivity 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 employee is 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 the workers 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 improve the 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 productivity Is considerable increased? 2. Decrease labor turnover and absenteeism: It helps in reducing the labor turnover and rate of absenteeism.

3.

Raise Morale: It raises the morale of the workers. A feeling is developed among the Workers that they are being looked after properly. 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 during Hours. Change in the outlook of the employees: It brings drastic change in the outlook of the employees. It helps in Getting the whole-heated cooperation from the employees since they Feeling about they are taken care by the management (Aswa 2007).

4.

5. have

The Provision Under The Factories Act , 1948

Chapter no. 3 Serial no. 1 2 3 4 5 6 7 8 9 10 Chapter no.4 Serial no. 1 2 3 4 5 6 7 Section no. under The Factory Act 1948 Sec.11 Sec.12 Sec.13 Sec.14 Sec.15 Sec.16 Sec.17 Sec.18 Sec.19 Sec.20 Provision Health Health Health Health Health Health Health Health Health Health Particulars Cleanliness Disposal of waste & effluents Ventilation & fumes Dust & fumes Artificial humidification Overcrowding Lightening Drinking water Latrines & urinals Spittoons

Section no. under the Factory Act 1948 Sec.21 Sec.22 Sec.23 Sec.24 Sec.25 Sec.26 Sec.27

Provision Safety Safety Safety Safety Safety Safety Safety

Particulars Fencing of machinery Work on machinery or near machinery in motion. Employment of young persons on dangerous machines Striking gear and devices for cutting of power Self acting machines Casing of new machinery Prohibition of employment of women and children near cotton openers Hoists and lifts

Sec.28

Safety

9 10 11 12 13 14 15 16

Sec.29 Sec.30 Sec.31 Sec.32 Sec.33 Sec.34 Sec.35 Sec.36

Safety Safety Safety Safety Safety Safety Safety Safety

17 18 19

Sec.37 Sec.38 Sec.39

Safety Safety Safety

20

Sec.40 Sec.40-A Sec.40-B Sec.40-C

Safety

Lifting machines, chains, ropes and tackles Revolving machinery Pressure plant Floors, stairs and means of access Pits, sumps, opening in floors, etc Excessive weights Protection of eyes Precaution against dangerous fume, gases, etc. Precautions regarding the use of portable light Explosive or inflammable dust, gas etc. Precaution in case of fire Power to require specifications of defective parts or test of liability Safety of building and machinery maintenance of building safety officers

Chapter no. 5 Serial no. 1 2 3 4 5 6

Section no. under The Factory Act 1948 Sec.42 Sec.43 Sec.44 Sec.45 Sec.46 Sec.47

Provision Welfare Welfare Welfare Welfare Welfare Welfare

Particulars Washing facilities Facilities for storing and drying clothing Facilities for sitting First-aid appliances Canteens Shelters, rest rooms and lunch rooms

7 8

Sec.48 Welfare Crches 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 the organization 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 existing health and welfare measures.

Objectives of the study

1. To analyze satisfaction of employees and workers with the health, safety and welfare activities in the large manufacturing industries. 2. To conduct observations and analysis existing labor welfare, health and safety activities in the manufacturing industry.

CHAPTER-2 REVIEW OF LITERTURE

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.

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 safe and 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.

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 labormanagement 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

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 nonsmokers. 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.

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

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.

CHAPTER-3 RESEARCH METHODOLOGY

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).

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 nonprobability 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

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).

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

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.

CHAPTER-4 DATA ANALYSIS & INTERPRETATION

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 Employees Workers 13 12 75
Designation

Management 13% Employees 12% Workers 75% Management Employees Workers

The total respondents are 100 from which 13% are of management cadre, 12% are the employees and 75% are workers.

2. Age of the respondents 15-25 26-40 41-50 Above 50 27 60 10 3

Age
Above 50 3% 1 5-25 27%

41 -50 1 0%

15-25 26-40 41-50 Above 50

26-40 60%

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.

3. Gender Male Female 94 6

Gender

Female 6%

Male Female

Male 94%

Majority of the respondents are male 94% where as only 6% respondents are female.

4. Income (Monthly)

Less than 10,000 Rs. 10001-15,000 Rs 15,001-20,000 Rs Above 20,000 rs

78 0 7 15

Income (Monthly)

Above 20,000 rs 1 5% 1 5,001 -20,000 Rs 7% 1 0001 5,000 Rs -1 0%

Less than 10,000 Rs. 10001-15,000 Rs 15,001-20,000 Rs Above 20,000 rs

Less than 1 0,000 Rs. 78%

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.

5. Education Under Graduate Graduate Post Graduate Doctorate 77 17 5 1

Education

Post Graduate Doctorate Graduate 5% 1% 17%

Under Graduate 77%

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 Married 24 76

Marital Status

Single 24% Single Married Married 76%

Majority of the respondents are married where as 24% respondents are single.

Section I1 Awareness of health safety and welfare measures.

Aware or not YES NO

No. of respondents 86% 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.

Source of Awareness

Source Trade union Co-workers Management Others

No. of Respondents 32% 26% 36% 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.

1) Satisfaction with Health safety and training programs.

Level of satisfaction Satisfied Neutral Dissatisfied

No. of Respondents 72% 24% 4%

INTERPRETATION-Respondents were asked about whether they are satisfied with training programs running in the org. regarding health, safety

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 Satisfied Dissatisfied Neutral

No. of Respondents 78% 18% 4%

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.

Towards disposal of wastage Satisfied Dissatisfied Neutral

No. of Respondents 46% 0% 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.

Table 3.Satisfaction level regarding ventilation and temperature.

Towards ventilation and temperature Satisfied Dissatisfied Neutral

No. of Respondents 82% 4% 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 about that. And 4% were not satisfied.

Table4. Satisfaction level regarding overcoming at workplace.

Towards overcrowding Satisfied Dissatisfied Neutral

No. of Respondents 86% 2% 12%

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 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.

Table5.Satisfaction regarding lightning at work place

Towards Lightning Satisfied Dissatisfied Neutral

No. of Respondent 90% 6% 4%

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

Towards water facility Satisfied Dissatisfied Neutral

No. of Respondents 84% 0% 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.

Table7. Satisfaction level regarding fencing of machinery.

Towards Fencing of machinery Satisfied Dissatisfied Neutral

No. of Respondents 72% 4% 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 fencing of machinery 72% of the respondents were satisfied with safety of machines and 24% were neutral about that.

Table8.Saisfaction level regarding hoists and lift position.

Towards hoists and lift position. Satisfied Dissatisfied Neutral

No. of Respondents 76% 10% 14%

INTERPRETATION-Respondents were asked about various measures Towards Floors, Stairs and means to No. of Respondents access. Satisfied 82% Dissatisfied 6% Neutral 12% 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.

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.

Towards protection of eyes. Satisfied Dissatisfied Neutral

No. of Respondents 58% 14% 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.

Table11. Satisfaction level regarding Protection from fire.

Towards Protection from fire. Satisfied Dissatisfied Neutral

No. of Respondents 37% 2% 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 the employees were satisfied with facilities to avoid fire and 22% were neutral but only 4% were dissatisfied.

Table12. Satisfaction level regarding position of machinery and machinery. Towards position of machinery and machinery. Satisfied Dissatisfied Neutral No. of Respondents 76% 0% 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.

Table13.Satisfaction level regarding washing and bathing facility.

Towards washing and bathing facility. Satisfied Dissatisfied Neutral

No. of Respondents 43% 2% 5%

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% were neutral to that and only 4% were dissatisfied.

Table14. Satisfaction level regarding Medical Facility

Towards Medical Facility. Satisfied Dissatisfied Neutral

No. of Respondents 70% 0% 30%

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.

Towards canteen facility. Satisfied Dissatisfied Neutral

No. of Respondents 88% 0% 12%

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 canteen facility to them in org., 88% were satisfied and 12% were neutral. And nobody was dissatisfied.

Table16. Satisfaction Level regarding Shelters, rest rooms and lunch rooms.

Towards Shelters, rest rooms and lunch rooms. Satisfied Dissatisfied Neutral

No. of Respondents 76% 2% 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

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 Reduction in absenteeism Increase productivity Motivation towards work Loyalty towards org. and work Others No. of respondents 18% 34% 18% 36% 4%

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. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Measures Cleanliness Disposal of waste and effluents. Ventilation and temperature Overcrowding Lightening Drinking water facility Fencing of machines Hoist and lift position Floors stairs and means to access. Protection of eyes Protection from fire Position of machinery & building Washing and bathing facility. Medical facility Canteen Satisfied 78 92 82 86 90 84 72 76 82 58 74 76 86 70 88 Neutral 18 8 14 12 4 16 24 14 12 28 22 24 10 30 12 Dissatisfied 4 0 14 2 6 0 4 10 6 14 4 0 24 0 0

16

Shelter, rest and lunch room

70

12

18

CHAPTER-5 FINDINGS, RECOMMENDATIONS & CONCLUSION

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.

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.

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.

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.

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.

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:

1. Aswathappa, K. (2004), Human Resource & Personnel Management, 4th 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. 11. Rao, P. Subba (2006), Personnel & Human Resource Management, Himalayan Publication House. 12. Tripathi, P.C. & Gupta, Dr. C.B. (1996), Industrial Relations & Labour Laws, Sultan Chand & Sons.

Websites:

1. http://lomalindahealth.org,Date:25.04.09, Spiritual health. 2. www.netlawman.co.in

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) c) Management ( Co-Workers ( ) ) b) d) Trade Union ( 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. 1. 2. 3. 4. 5. 6. Measures SA I feel satisfied with the cleanliness provisions in my organization. Disposal of waste and effluents is proper. Ventilation and temperature facilities are up to the mark The premises feels overcrowding Proper lightening facilities Availability of drinking water A NA/NDA DA SDA

7. 8. 9. 10. 11. 12. 13. 14. 15. 16.

facility up to the mark. Proper fencing of machines Proper hoists and lift position Proper maintained floors, stairs and means to access Proper safeguards are provided for protection of eyes & ears. Proper measures for protection of machinery & Building Washing & bathing facilities are provided Proper & timely medical facility Availability of canteen in the premises Protection from fire measures are proper Availability of Shelter, rest and Lunch rooms

Q5. Employees Health, Safety and Welfare measuring leads to: (You can tick more than one) i. ii. iii. iv. v. Reduction in absenteeism Increase productivity Motivation towards work Loyalty towards the organization and work Others PART-B Personal Information 1. Name: 2. Designation: 3. Name of Organization: 4. Age a) 15-25 ( c) 41-50 ( 5. Sex Male ( ) ) ) b) 26-40 ( ) ) ) ( ( ) ) ( ) ( ( ) )

d) above 50 years ( 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 ( ) ( )

8. Marital Status: a) Single ( )

b) Married ( )