1 A STUDY ON HEALTH AND WELFARE MEASURES IN JAMBAI KNM TEXTILES PRIVATE LIMITED, KOMARAPALAYAM By R.AUNPRASATH (REG.NO.09BIA1200) of A PROJECT REPORT Submitted to the FACULTY OF MANAGEMENT SCIENCES In partial fulfillment of the requirements for the award of the degree of
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A STUDY ON HEALTH AND WELFARE MEASURES IN JAMBAI KNM TEXTILES PRIVATE LIMITED,
KOMARAPALAYAM
By R.AUNPRASATH
(REG.NO.09BIA1200)
of
A PROJECT REPORTSubmitted to the
FACULTY OF MANAGEMENT SCIENCES
In partial fulfillment of the requirements
for the award of the degree
of
MASTER OF BUSINESSS ADMINISTRATIONIN
HUMAN RESOURCE MANAGEMENTMAY, 2005.
2
BONAFIDE CERTIFICATE
Certified that this project report titled “A STUDY ON HEALTH AND
WELFARE MEASURES IN JAMBAI KNM TEXTILES PRIVATE LIMITED,
KOMARAPALAYAM” Is the bonafide work of Mr. D.KUMARESAN who carried
out the research under my supervision. Certified further, that to the best of my
knowledge the work reported here in does not form part of any other project
report or dissertation on the basis of which a degree or award was conferred on
an earlier occasion on this or any other candidate.
SUPERVISOR HEAD OF THE DEPARTMENT
Vivo-Voce held on ………………….
INTERNAL EXAMINER EXTERNAL EXAMINER
3
ACKNOWLEDGEMENT
I hereby acknowledge my sincere gratitude to the Kongu Institute of
technology trust and Dr. A.M. NATARAJAN B.E.,M.sc.,(Engg).,Ph.D., Principal,
Kongu Engineering college and the Management for giving me an opportunity to
undergo M.B.A Degree course and to undertake this Project work.
I owe my sincere thanks to Prof.P.SURESH KUMAR, M.Sc., M.B.A.,
Director, Department of Management Studies whose Guidance made this Project
an enlightening educational experience.
I express my deep sense of gratitude to Dr.N.GNANASABAPATHY B.Sc.,
M.B.A., Ph.D., Assistant Professor, Management Studies, for his extraordinary
guidance which helped me to complete this study successfully.
I am extremely thankful to the management of JAMBAI KNM TEXTILES
PRIVATE LIMITED for permitting me to do this project.
I wish to convey my gratitude to Mr.D.KRISHNAN, Office Manager,
Executives and Employees of JAMBAI KNM TEXTILES PRIVATE LIMITED who
are all encouraged and helped with timely details during the project course.
I also owe my grateful thanks to Mr.GARY WOOLRIDGE English Teacher
of S.P.K School for his wonderful help in the enrichment of English, in my
Project.
Finally I extend my personal thanks to my family and friends for helping
me to complete this project work.
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TABLE OF CONTENTS
CHAPTER NO. PARTICULARS PAGE NO
I INTRODUCTION 1
1.1 INDUSTRY PROFILE 1
1.2 ABOUT THE COMPANY 3
ii 2.1OBJECTIVES OF THE STUDY 19
2.2 SCOPE OF THE STUDY
2.3LIMITATION OF THE STUDY 19
III RESEARCH METHODOLOGY 20
3.1 INTRODUCTION 20
3.2 RESEARCH DESIGN 20
3.3 DATA COLLECTION METHODS 21
IV ANALYSIS AND INTERPRETATION 22
4.1 SIMPLE PERCENTAGE ANALYSIS
4.2 CHI-SQUARE ANALYSIS 23
APPENDIX
BIBILOGRAPHY
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CHAPTER NO. PARTICULARS PAGE NO.
V 5.1 FINDINGS 48
5.2 SUGGESTIONS 53
5.3CONCLUSION 54
APPENDIX I 55
APPENDIX II 80
BIBILIOGRAPHY 82
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LIST OF TABLES
TABLE NO.
TITLE PAGE NO.
4.1.1
RELATIONSHIP BETWEEN WORK LEVEL AND LEVEL OF
SATISFACTION IN RECREATION FACILITIES 23
4.1.2
RELATIONSHIP BETWEEN COMING FROM AND LEVEL OF
SATISFACTION IN TRANSPORTATION FACILITIES 24
4.1.3
RELATIONSHIP BETWEEN EXPERENCE AND LEVEL OF
SATISFACTION IN VOCATIONAL TRAINING 25
4.1.4
RELATIONSHIP BETWEEN COMING FROM AND LEVEL OF
SATISFACTION IN PARKING FACILITIES 26
4.1.5
RELATIONSHIP BETWEEN WORK LEVEL AND LEVEL OF
SATISFACTION IN SAFETY 27
4.2.1 HEALTH-CLEANLINESS 28
4.2.2 HEALTH-DISPOSAL OF WASTES 29
4.2.3 HEALTH-VENTILATION 30
4.2.4 HEALTH-TEMPERATURE 31
4.2.5 HEALTH - ARTIFICIAL HUMIDIFICATION 32
4.2.6 HEALTH - REMOVAL OF DUST 33
4.2.7 HEALTH - WORK SPACE AREA 34
4.2.8 HEALTH-LIGHTING FACILITIES 35
4.2.9 HEALTH-DRINKING WATER FACILITIES 36
4.2.10 HEALTH-TOILET FACILITIES 37
4.2.11 HEALTH - SPITTOON FACILITIES 38
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4.2.12 WELFARE-FIRST AID FACILITIES 39
4.2.13 WELFARE-WASHING FACILITIES 40
TABLE NO.
TITLE PAGE NO.
4.2.14 WELFARE- STORING AND DRYING FACILITIES 41
4.2.15 WELFARE- LUNCH ROOM FACILITY 42
4.2.16 WELFARE- REST ROOM FACILITY 43
4.2.17 WELFARE- SITTING ARRANGEMENTS 44
4.2.18 WELFARE- CANTEEN FACILITIES 45
4.2.19 WELFARE- WELFARE OFFICER PERFORMANCE 46
4.2.20 WELFARE-HEALTH EDUCATION 47
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LIST OF CHARTS
CHART NO. TITLE PAGE NO.
4.2.1 HEALTH-CLEANLINESS 28
4.2.2 HEALTH-DISPOSAL OF WASTES 29
4.2.3 HEALTH-VENTILATION 30
4.2.4 HEALTH-TEMPERATURE 31
4.2.5 HEALTH - ARTIFICIAL HUMIDIFICATION 32
4.2.6 HEALTH - REMOVAL OF DUST 33
4.2.7 HEALTH - WORK SPACE AREA 34
4.2.8 HEALTH-LIGHTING FACILITIES 35
4.2.9 HEALTH-DRINKING WATER FACILITIES 36
4.2.10 HEALTH-TOILET FACILITIES 37
4.2.11 HEALTH - SPITTOON FACILITIES 38
4.2.12 WELFARE-FIRST AID FACILITIES 39
4.2.13 WELFARE-WASHING FACILITIES 40
4.2.14 WELFARE- STORING AND DRYING FACILITIES 41
4.2.15 WELFARE- LUNCH ROOM FACILITY 42
4.2.16 WELFARE- REST ROOM FACILITY 43
4.2.17 WELFARE- SITTING ARRANGEMENTS 44
4.2.18 WELFARE- CANTEEN FACILITIES 45
4.2.19 WELFARE-WELFARE OFFICER PERFORMANCE 46
4.2.20 WELFARE-HEALTH EDUCATION 47
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CHAPTER I
INTRODUCTION
1.1 INDUSTRY PROFILE
The Indian textile Industry is one of the largest and most important sectors
in the economy in terms of output, foreign exchange earnings and employment in
India. It includes several sub-sectors: spinning, weaving, knitting and garments. It
also uses different materials like cotton, jute, wool, silk, man-made and synthetic
fibers. The textile industry has three main sectors: the organized mill sector
(traditional weaving and spinning), the power loom sector (mechanized looms)
and the handloom sector.
The total production of fabrics in all the three sectors combined was
around 42 billion square meters, with 59 percent of the total fabric production
produced by the power loom sector, 19 percent by the handloom sector, 17
percent by the knit (hosiery) yarn sector, and the rest by the organized mill
sector. The large share of power looms (an intermediate category of looms,
operated by power) has resulted from a government policy that supports the
unorganized sector in the form of reservation of product categories, mandatory
export entitlement quotas, and input pricing interventions.
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The textile industry in India makes an enormous and multi-directional
contribution to the domestic economy of the country. The sector accounts for a
significant portion of the total industrial output of the country and plays a vital role
in the country’s economy with regard to employment and foreign exchange.
The industry has witnessed a phenomenal growth during the last four
decades. It accounts for 9% of GDP, for nearly 20% of the total national industrial
production and 35% of the export earnings, making it India’s largest net foreign
exchange industry. It directly employs 35 million workers and has widespread
forward and backward linkages with the rest of the economy, thus providing
indirect employment to many more millions. In addition, India’s economic
situation has improved dramatically since the Indian government introduced new
economic reforms in 1991, leading to liberalization in government policies and a
significant increase in its foreign exchange reserve position.
Textile ExportsThe textile products continue to play an important role in the total export
basket of the country. The data about export targets for 2004-05. For 2004-05
the target for the export of textiles has been fixed at US$ 15,160 million, against
US$13,500 million set during 2003-04.
Textile exports recorded a growth of 15.3% in 2002-2003 and 6.0% in
2003-2004.During the period April-November2004,textile exports were US$
8348.5million, recording a growth of 4.6% as compared 6% to the corresponding
period of previous year. The export of cotton textiles comprising yarn, fabrics and
made-ups (Mill made / Power loom/Handloom) constitute more than 2/3rd of
exports of all fibers/yarns/made-ups. Cotton textiles exports recorded a growth of
9.1% in2002-03 and 4.2% in 2003-04. During the period April-November 2004,
cotton textile exports including handlooms were US$2144.1 million, recording a
growth of 5.4%as compared to the corresponding period of previous year.
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1.2 ABOUT THE COMPANY
The company was established in 1980 as a private limited company under
the companies Act 1956. The commencement of business certificate was
obtained in the same year. The company first started with 50,000 equity shares
of Rs. 100 each. This capital structure was not changed up to the year 1998. The
company is managed by the Board of Directors under the chairmanship of
Sri.J.K.K. MUNIRAJAH, M.Tech. The company has 200 employees. The labour
force of the company works in shift basis.
The company is located near Vattamalai village, on the National Highway
(NH 47). It is very near to the carpet city Bhavani, in which the cauvery and
Bhavani Rivers flow.
PROFILE OF THE COMPANY
The company commenced its production with 12000 spindles. There were
expansion programmers. The Indian Overseas Bank, Tiruchengodu, sanctioned
an amount Rs.14, 50,000 to the company, as term loan in the year 1981. This
loan has been utilized by the company to carry out a part of its development
scheme. With this the total spindles have been raised to 15000.
Consortium loan arrangements have been made with Indian Overseas
Bank as leader and with other participants. In the year 1986, the company has
drawn Rs. 60, 00,000 as term loan under SIPCOT and its participants, with these
another 6000 spindles were installed. The scheme of modernization is in
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progress as scheduled in the case of machinery. These term loans were under
repayment up to year 1991-1992.
These loans were all used for the purchase of plant and machineries in
view of the modernization scheme and with the help of Indian Overseas Bank.
The present spindle capacity of the company is around 21,000 spindles and the
present average counts is 40’s.
The present production capacity of the company is 5,000 Kgs (5 metric
tones), per day and the maximum production capacity of the units ranges from
2 lakhs to 2.25 lakhs per month (200 to 225 metric tones).
LICENCED CAPACITY OF THE COMPANY
The licensed capacity of JAMBAI KNM TEXTILES (P) LTD., is 39,904
spindles.
DEPARTMENTS
PURCHASE DEPARTMENT
Mainly raw materials like cotton, viscose, staple virgin cotton, staple fibre,
polyester staple and cotton waste are purchased. In our country the cotton
growing states are Tamil Nadu, Karnataka, Hariyana, Maharashatra, Rajasthan
and Gujarat.
The main raw materials are cotton and viscose. The raw materials are
purchased after getting various samples from different cotton merchants, they
supply it along with full specification such as varieties, rates, staple length etc.,
regarding raw materials, the purchase manager will call for allocation from
various suppliers. Before purchasing the cotton, the purchase manager will check
the stock level requirements. Then he will take the decision how much to order.
After receiving the information finally the company selects the suppliers by
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seeing the rate, delivery period, discounts and quality of material. After selecting
the suppliers, the company places orders with them.
PRODUCTION DEPARTMENT
Production Process
1) Removal/contaminationThe examined cotton is thoroughly sent for removing impurities and
contamination. The contaminations are removed by hand picking which is better
the machine picking.
2) MixingCotton yarns from various processes are mixed for desired quality based
on testing of these characteristics.
3) Blow RoomSequence of machinery line is used for gradual opening and cleaning of
cotton. The voluminous cotton is converted into lap form.
4) CardingOpening and further individualization of fiber and removal of trash and
foreign materials lap is converted in to sliver form. Carded sliver is converted into
lap form and combers.
5) DrawingShort fibbers are removed from sliver. By combing, better ruster and
strength could be given to the yarn.
6) Simplex
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Carded sliver are processed in comber frames. It is spun in uniform
thickness.
7) Spinning Roving is converted into yarn of the required count by drafting, twisting
and winding on the ring frames.
8) Cone WindingIn this stage yarn is wound on paper cones known as cops. Cones are
weighed depending upon the requirement. It is very useful in processing the next
stages like knitting and wrapping. After finishing the process, the material is
packed into bags.
SALES DEPARTMENT
The sales manager heads the sales department. He does the processing
from international and local market. The Sales manager will study the market
trend and finally submit the market report to the managing director according to
the market demand and customer taste.
Direct salesBy preparing direct invoice the products are sold to the customers directly.
Depot salesIn depot sales, agents are appointed at different places like Tirupur,
Erode, Salem, chennimalai, karur and madurai.As per the requirements of the
agents, the product is sent to the depot sales. Agents sell the products in their
own name.
Consignment SalesIn consignment sales agents are appointed under separate contract and
the same will be executed to each and every agent.
Export Sales
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In export sales, agents or merchants are appointed. The buyer and seller
enter into contract through agents and merchants. The company exports the
goods to the buyer mainly to earn foreign exchange, Export sales may be direct
Report and merchant report.
ACCOUNTS DEPARTMENT
The main work of this department is to record the financial transactions.
The day-to-day transactions are recorded in the proper book and are kept for
reference. The transactions are first recorded in the journal as and when they
take place. Subsequently these transactions are recorded in the bank book,
purchase journal, Sales journal, Debtors ledger, Creditors ledger, etc.
PERSONNEL DEPARTMENT
RecruitmentFor Production department the age limit for recruitment is 18 to 24. In
case of others, age limit may vary according to the designation, educational
qualification of the workers. In this institution the educational qualification of the
workers should be above 8th standard.
SelectionSelection tests may provide information about their aptitude, interest,
speed, eye test, etc., selection tests are normally followed in the personal
interview of the candidates. The personal manager conducts it.
TrainingThe company for improving performance of the individual workers in
particular job conducts various training programmes.
Placement
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After completing all the formalities the candidates are appointed for a
probationary period. The probationary period may range from 3 months to 1 year.
During this period the candidates are keenly observed. If they complete the
training period successfully, they become permanent employees.
WELFARE MEASURES
Welfare facilities to the employees are provided by the organization. It has
facilitated the employees with a colony of its own, with laid out roads, parks,
avenues and blocks of residential areas. Quarters for the staff, managers and
officers are situated near the factory site.
The company is running a reputed school for the children of the
employees, up to plus two level. Health care of the employees, high safety
practices, recreation and cultural activities, training for workers and union
leaders, family planning etc., are some of the welfare measures taken by the
company.
PROFITABILITY
The primary objective of a business under taking is to earn profit. Profit
earning is considered essential for the survival of the business. A business needs
profit not only for its existence, but also for expansion and diversification.
Profitability ratios measures the results of business operations or overall
performance and effectiveness of the firm. They are designed to highlight the end
result of the business activities which in the imperfect world of ours, is the sole
criterion for the overall efficiency of a business unit.
COMPUTER DEPARTMENT
Computer Systems were introduced in JAMBAI KNM Textiles Pvt Ltd., in
the year1997-1998. Most of the important activities of the concern are
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computerized up to date. There are three systems available in the organization.
Purchase department will enter and record transactions to the department
terminals. Daily, weekly and monthly statements for all units are prepared by the
use of computers. Consumption of time is recorded and work done will be very
accurate with the help of computers. By using the computers we can take any
type of reports at any time in any format.
1.3 PROJECT PROFILE
Introduction
Labour welfare is an important facet of industrial relations, the extra
dimension, giving satisfaction to the worker in a way which even a good wage
cannot. With the growth of industrialization and mechanization, it has acquired
added importance. The worker cannot cope with the pace of modern life with
minimum sustenance amenities. He needs an added stimulus to keep body and
soul together. Employers have also realized the importance of their role in
providing these extra amenities. And yet, they are not always able to fulfill
workers demands however reasonable they might be. They are primarily
concerned with the viability of the enterprise. Labour welfare, though it has been
proved to contribute to the efficiency in production, is expensive. Each employer
depending on his priorities gives varying degrees of importance to labour welfare.
It is because the government is not sure that all employers are progressive
minded and will provide basic welfare measures that it introduces statutory
legislation from time to time to bring about some measure of uniformity in the
basic amenities available to industrial workers.
Today, Labour welfare has been generally accepted by employers. The
State only intervenes to “widen the area of applicability”. It is now accepted that it
is a social right. The Committee on Labour Welfare (CLW), formed in 1969 to
review the labour welfare scheme, described it as social security measures that
contribute to improve the conditions under which workers are employed in India.
The author Vaid considers it as an “expression of the assumption by
industry of its responsibility for its employees”. Though industrial workers are
18
generally better paid, their conditions of work, and often poorer living conditions
necessitate more than minimum amenities, and hence most statutory legislation
applies to them.
In a resolution in 1947, the ILO defined labour welfare as “such services,
facilities and amenities as adequate canteens, rest and recreation facilities
arrangements for travel to and from work, and for the accommodation of workers
employed at a distance from their houses, and such other services, amenities
and facilities as contribute to improve the conditions under which workers are
employed”.
Industrial progress largely depends on committee labour force. The
importance of labour welfare measures was accepted as early as 1931, when the
Royal commission on Labour stated: “The benefits, which go under this
nomenclature, are of great importance to the worker and which he is unable to
secure by himself. The schemes of labour welfare may be regarded as ‘a wise
investment’ which should and usually does bring a profitable return in the form of
greater efficiency”
Concept of Labour Welfare
Welfare connotes a condition of well being, happiness, satisfaction
conservation and development of human resources. The concept of welfare is
necessarily elastic in character which vary in interpretations from country to
country and time to time, depending on different social systems,
degree of industrialization and general level of social and economic
developments. The need and importance of labour welfare is being increasingly
appreciated throughout the civilized world. In its inert sense it is more or less
synonymous with labour condition as a whole, including labour legislations and
social insurance. Another focus of interpretation centers round the voluntary or
statutory nature of welfare for the working class.
According to the committee on Labour Welfare, welfare services should
mean:
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“Such services, facilities, and amenities as adequate canteens, rest and
recreation facilities, sanitary and medical facilities, arrangements for travel to and
from place of work, and for the accommodation of workers employed at a
distance from their homes; and such other services, amenities and facilities,
including social security measures, as contribute to the conditions under which
workers are employed”.
WELFARE OF THE WORKERS
Washing facilitiesIn every factory, adequate and suitable facilities for washing shall be
provided and maintained. They shall be conveniently accessible and shall be
kept clean. There must be separate provisions for male and female workers.
Storing and Drying facilities The State Government may make rules requiring the provision of suitable
facilities for storing and drying clothing.
Sitting facilities Sitting facilities must be provided for workers who have to work in a
standing position, so that they may take rest when possible. When work can be
done in a sitting position efficiently, the Chief Inspector may direct the provision
of sitting arrangements.
First Aid facilitiesEvery factory must provide first aid boxes or cupboards. They must
contain the prescribed materials and they must be in charge of persons trained in
first aid treatment.
Canteens facilities
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Where more than 250 workers are employed, the State Government may
require the opening of canteen or canteens for workers. Rules may be framed
regarding the food served and its management etc.
Shelter facilitiesIn every factory where more than 150 workers are employed there must
be provided adequate and suitable shelters or rest rooms and a lunch room (with
drinking water supply) where workers may eat meals brought by them. Such
rooms must be sufficiently lighted and ventilated and must be maintained in a
cool and clean condition. The standards may be fixed by the State Government.
Welfare officersWelfare officers must be appointed in every factory where 500 or more
workers are employed. The State Government may prescribe the duties,
qualifications etc. of such officers.
Leave facilitiesEvery worker who has worked for a period of 240 days or more in a
factory during a calendar year shall be allowed during the subsequent calendar
year, leave with wages for a number of days calculated at the rate of one day for
every twenty days of work performed by him during the previous calendar year.
Recreational facilitiesTo provide the worker an opportunity to develop a sense of physical and
mental discipline, in the form of music, dance, drama, games and sports, Library,
paintings, hobbies and other cultural activities.
Medical facilitiesThe efficient working process needs sound health of the persons engaged
therein. Unless the workers are physically and mentally healthy they cannot
perform their duties effectively and smoothly. Therefore, medical care and health
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facilities for industrial workers form and integral part of labour welfare programme
in all the countries of the world. Medical facilities for workers and their families in
the form of suitably equipped first aid centers, ambulance rooms, dispensaries,
for the treatment of diseases like TB, cancer, leprosy, mental disease, etc.
Housing facilities
Housing facilities are made available in the form of self-contained
tenements with all basic facilities like electricity, sanitation and running water
supply.
Social Insurance measures The Employees State Insurance Act, 1948 protects the working class
against the hazards of sickness, maternity disablement and death due to
employment injury or occupational disease. This benefit was available to casual
workers also who were covered under E.S.I. Act 1948. At present five kinds of
benefits were extended to workers viz; maternity benefits, disablements benefits,
dependents benefits, sickness benefits, and medical benefits.
Educational facilitiesEducational facilities for the workers and their children in the form of
provision of schools, reading rooms, libraries and financial assistance. Education
plays a very important part in motivating and enabling the working population for
changes necessary for accelerated progress.
Transport facilitiesThe provision of adequate and cheap transport facilities to workers
residing at a long distance is essential, as such a facility not only relieve the
workers from strain and anxiety but also provides opportunities for greater
22
relaxation and recreation. Provision of transport facilities also helps them in
reducing the rate of absenteeism particularly when it is an employee who resides
in their own housing units.
Employees counselingThe counseling programmes are organized on a continuous basis in
enlightened organizations for the management of workers personal and
emotional problems.
Vocational training Vocational training for the employees are conducted periodically for the
benefit of the workers.
Parking facilitiesEvery Organization must provide parking facility and security
arrangements at the place of parking.
Trade union involvementA trade union is an essential basis of labour movement for without it, the
labour movement cannot exist, because trade unions are the principal schools in
which the workers learn the lesson of self-reliance and solidarity
Grievance handlingA formal grievance procedure has the advantage that facts rather than
perceptions speak for themselves. This ensures parity of individuals and
objectivity as far as treatment from management is concerned. If both parties
used the grievance procedure meticulously, then firmness would not be resented
because the worker wants, above all “fairness” in treatment.
Safety measuresSafety is a basic and primary requirement in a factory. Unless body, mind
and life of workers are secured, smooth and proper working can’t be ensured in
23
any factory. Sections 21 to 41 of Factories Act, 1948 deals with the security and
safety measures.
HEALTH OF THE WORKERS
CleanlinessEvery factory shall be kept clean by daily sweeping or washing the floors
and workrooms and by using disinfectants where every necessary. Walls, doors
and windows shall be repainted or revarnished at least once In every 5 years.
Disposal of wastes The waste materials produced from the manufacturing process must be
effectively disposed of wastes.
Ventilation and temperature There must be provision for adequate ventilation for the circulation of
fresh air. The temperature must be kept at a comfortable level. Hot parts of
machines must be separated and insulated. The State Government may make
rules for the keeping of thermometers in specified places and the adoption of
methods which will keep the temperature low.
Removal of DustIf the manufacturing process used gives off injurious or offensive dust and
steps must be taken so that they are not inhaled or accumulated. The exhaust
fumes of internal combustion engines must be conducted outside the factory.
Artificial humidification
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The water used for this purpose must be pure. The State Government can
frame rules regarding the process of humidification etc.
The water used for humidification shall be taken from a public supply or
other source of drinking water and must be effectively purified before use. The
inspector of factories may, if necessary, specify the measures necessary for
purifying the water.
Work space areaThere must be no overcrowding in a factory. In factories existing before
the commencement of the Act there must be at least 350 c.ft.(or 55cubilc meters)
of space per worker. For factories built afterwards, there must be at least 500 c.ft.
(or 75 cubic meters) of space. In calculating the space, an account is to be taken
of space above 14 ft. (or 5 meters) from the floor.
LightingFactories must be well lighted. Effective measures must be adopted to
prevent glare or formation of shadows which might cause eye strain.
Drinking water Arrangements must be made to provide a sufficient supply of wholesome
drinking water. All supply points of such water must be marked “drinking water”.
No such points shall be within 20 ft. (or 7.5 meters) of any latrine, washing
place etc. Factories employing more than 250 workers must cool the water
during the hot weather.
Toilet facilitiesEvery factory must provide sufficient number of latrines and urinals. There
must be separate provisions for male and female workers.
25
Latrines and urinals must be kept in a clean and sanitary condition. In
factories employing more than 250 workers, they shall be of prescribed sanitary
types.
SpittoonsA sufficient number of spittoons must be provided at convenient places, in
a clean and hygienic condition. The State Government may take rules regarding
their number, location and maintenance.
1.4 LITERATURE REVIEW
NATIONAL COMMISSION (1969) - The report of this commission was
appointed in 1966 had reviewed many aspects of labour welfare in India such as
existing conditions of labour. Legislative measures available to protect their
interest level of workers earnings, standard of living and various welfare facilities
viz. health and medical facilities, canteens, crèches, housing, transportation,
recreational facilities, provisions of Family planning and adult education etc. were
studied in detail.
For this purpose it had studied manufacturing industries, mining,
plantations and agriculture sector. It had reviewed the existing welfare facilities in
rural areas also. Existing administrative structures at central level and in states
were also evaluated by the commission to find out the extent of efficacy and
efficiency of these institutions. Finally it had come out with various
recommendations in regard to efficient and effective implementation of labour
welfare schemes and statutory provisions. In its report it had highlighted the non-
existence of basic welfare provisions in various industrial units studied by it
throughout the country.
NATIONAL COMMISSION(1972) - In conjunction with the passage in
1970 of the occupational Safety and Health Act Congress established a National
26
Commission undertake a compensation laws in order to determine if such
provide an adequate, prompt, equitable system of compensation.
The framework of objectives utilized to the commission includes:
1. Broad coverage of employees and work related injuries and disease.
2. Substantial protection against interruption of income.
3. provision of accident medical care and rehabilitation services,
4. Encourage of safety.
CHAPTER II
2.1 NEED FOR THE STUDY
The need for the study arises from the very nature of the industrial system,
which is characterized by two basic factors; one, the conditions under which work
is carried on are not congenial for health; and second, when a labourer joins an
industry, he has to work in an entirely strange atmosphere, which create
problems of adjustment.
The working environment in a factory adversely affects the workers ’health
because of the excessive heat or cold, noise, odors, fumes, dust and lack of
sanitation and pure air etc., lead to occupational hazards. These must be held in
check by providing ameliorative services, protective devices and compensatory
benefits following accident or injury or disablement.
27
When a worker, who is in fact a ruralite, comes to work in a factory, he has
to work and live in unhealthy, congested factories and slum areas, with no
outdoor recreation facilities. To escape from the trying conditions of his tedious
and tiresome job, he absents himself, becomes irregular and often undisciplined.
Hence the need for providing welfare service arises.
In the conditions of work and life of the employees, whatever leads to increasing
adaptation of the worker to this job, and whatever makes him fully contented,
lessens his desire or need to leave the factory for a time and lighten for him the
burden of this social invasion of the factory.
2.2 OBJECTIVES
The Objectives of the study are
To study the exisisting health and welfare measures provided by the “JAMBAI KNM TEXTILES PVT LIMITED”. To analyze the workers satisfaction towards health and welfare measures
provided by the “JAMBAI KNM TEXTILES PVT LIMITED”.
2.3 LIMITATIONS
The study is applicable to “JAMBAI KNM TEXTILES PVT LIMITED” only.
Therefore cannot be generalized for the whole Textile industry.
The sample size was limited to 100.
There may be personal bias of the respondents, which affect the results of the
study.
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CHAPTER III
RESEARCH METHODOLOGY
3.1 INTRODUCTION
Business research is of recent origin and is largely supported by business
organizations that hope to achieve competitive advantages. Research
methodology lays down the various steps that are generally adopted by a
researcher in studying the problem.
Research methodology is a way to systematically solve the research
problems. It may be understood as a science of studying how research is done
scientifically. It includes the overall research design, the sampling procedure,
data collection method and analysis procedure.
3.2 RESEARCH DESIGN
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A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure. The research design is the conceptual
structure within which research is conducted. It constitutes the blueprint for the
collection, measurement and analysis of data.
Descriptive research Descriptive research studies are those studies which are concerned with
describing the characteristics of a particular individual, or of a group.
Sampling Design/TechniquesSampling is the process of selecting a sufficient number of elements from
the population, so that a study of the sample and an understanding of its
properties or characteristics would make it possible for us to generalize such
properties or characteristics to the population elements.
Sampling design is to clearly define set of objects, technically called the
universe to be studied. The sampling design used in this study is probability
sampling. Sampling technique used is Stratified Random sampling.
Sample sizeThe concern, which is considered for this study, is” JAMBAI KNM
TEXTILES PRIVATE LIMITED”, around 200 workers are working in this
concern. This sample taken for the study is 100.
3.3 DATA COLLECTION METHODS
While deciding about the method of data collection for the study the
researcher should keep in mind the two types of data collection.
Primary Data
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The primary data’s are those, which are collected afresh and for the first
time and thus happen to be original in character.
With help of the structured questionnaire, personally administered
interview technique has been used for the collection of Primary data from the
respondents.
Secondary DataThe secondary data’s are those which have already been collected by
some one else and which already have been passed through the statistical
process. The secondary data has been collected from the company records,
journals and various websites.
CHAPTER IV
ANALYSIS AND INTERPRETATION
ANALYSIS
Analysis is the process of placing the data in the ordered form, combining
them with the existing information and extracting the meaning from them. The
raw data becomes information only when they are analyzed and when put in a
meaningful form.
INTERPRETATION
Interpretation is the process of relating various bits of information to other
existing information. Interpretation attempts to answer, “What relationship exists
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between the findings to the research objectives and hypothesis framed for the
study in the beginning “.
ANALYSIS METHODS
SIMPLE PERCENTAGE ANALYSIS
The collected data is analyzed by using simple percentage method. Under
this method, percentage is used to compare the data collected (or) to interpret
them.
CHI-SQUARE ANALYSISChi-square analysis is a statistical measure used in the context on
sampling analysis for comparing a variance to a theoretical variance.
4.1 CHI-SQUARE ANALYSIS
RELATIONSHIP BETWEEN WORK LEVEL AND LEVEL OF SATISFACTION IN RECREATION FACILITIES
TABLE- 4.1.1
Null Hypothesis (Ho) - There is no significant relationship between
work level and level of satisfaction in recreation facilities.
Level of Satisfaction
Work level
Highly Satisfied Satisfied Dissatisfied Total
Unskilled
workers 50 8 13 71
Skilled
workers 13 9 7 29
Total 63 17 20 100
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Alternative Hypothesis (H1) - There is close relationship between work level
and level of satisfaction in recreation facilities.
Chi-square Result:
Calculated chi-square value = 7.2231
Degree of freedom = 2
Table value = 5.9915
Level of significant = Sig. At 5% level
CONCLUSIONFrom the above analysis we conclude that there is close relationship
between work level and level of satisfaction in recreation facilities.
RELATIONSHIP BETWEEN COMING FROM AND LEVEL OF SATISFACTION IN TRANSPORTATION FACILITIES
TABLE- 4.1.2
Null Hypothesis (Ho) - There is no significant relationship between
coming from and level of satisfaction in transportation facilities.
Level of Satisfaction
Coming from
Highly Satisfied Satisfied Dissatisfied Total
0-5km 22 10 11 43
5-10km 9 16 5 30
>10km 6 14 7 27
Total 37 40 23 100
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Alternative Hypothesis (H1) - There is close relationship between coming
from and level of satisfaction in transportation facilities.
Chi-square Result:
Calculated chi-square value = 10.3657
Degree of freedom = 4
Table value = 9.4877
Level of significant = Sig. At 5% level
INFERENCEFrom the above analysis we conclude that there is close relationship
between Coming from and level of satisfaction in transportation facilities.
RELATIONSHIP BETWEEN EXPERENCE AND LEVEL OF SATISFACTION IN VOCATIONAL TRAINING
TABLE- 4.1.3
Null Hypothesis (Ho) -There is no significant relationship between
Experiences and level of satisfaction in Vocational training
Level of Satisfaction
ExperienceHighly
Satisfied Satisfied Dissatisfied Total
0-10yrs 21 10 6 37
11-15yrs 20 6 5 31
>15yrs 13 12 7 32
Total 54 28 18 100
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Alternative Hypothesis (H1) - There is close relationship between
Experience and level of satisfaction in Vocational training.
Chi-square Result:
Calculated chi-square value = 4.0111
Degree of freedom = 4
Table value = 9.4877
Level of significant = Sig. At 5% level
CONCLUSIONFrom the above analysis we conclude that there is no relationship
between Experience and level of satisfaction in vocational training.
RELATIONSHIP BETWEEN COMING FROM AND LEVEL OF SATISFACTION IN PARKING FACILITIES
TABLE- 4.1.4
Null Hypothesis (Ho) - There is no significant relationship between
coming from and level of satisfaction in parking facilities.
Level of Satisfaction
Coming from
Highly Satisfied Satisfied Dissatisfied Total
0-5km 13 16 14 43
5-10km 17 5 8 30
>10km 10 7 10 27
Total 40 28 32 100
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Alternative Hypothesis (H1) - There is close relationship between coming
from and level of satisfaction in parking facilities.
Chi-square Result:
Calculated chi-square value = 6.3732
Degree of freedom = 4
Table value = 9.4877
Level of significant = Sig. At 5% level
CONCLUSIONFrom the above analysis we conclude that there is no relationship
between coming from level and level of satisfaction in parking facilities.
RELATIONSHIP BETWEEN WORK LEVEL AND LEVEL OF SATISFACTION IN SAFETY
TABLE- 4.1.5
Null Hypothesis (Ho) - There is no significant relationship between
work level and level of satisfaction in safety.
Level of Satisfaction
Work level
Highly Satisfied Satisfied Dissatisfied Total
Unskilled
Workers 48 11 12 71
Skilled
Workers 12 10 7 29
Total 60 21 19 100
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Alternative Hypothesis (H1) - There is close relationship between work
level and level of satisfaction in safety.
Chi-square Result:
Calculated chi-square value = 6.4636
Degree of freedom = 2
Table value = 5.9915
Level of significant = Sig. At 5% level
CONCLUSIONFrom the above analysis we conclude that there is close
relationship between work level and level of satisfaction in safety.
4.2 SIMPLE PERCENTAGE ANALYSIS
HEALTH-CLEANLINESS
TABLE- 4.2.1
FactorLevel of
SatisfactionNo. of
Respondents %
Cleanliness
Highly Satisfied 64 64.00
Satisfied 29 29.00
Neutral 2 2.00
Dissatisfied 5 5.00
Highly Dissatisfied 0 0
Total 100 100
INFERENCEIt is inferred from the above table that 64 percent of the employees are
Highly Satisfied, 29 percent of the employees are Satisfied, 2 percent of the
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employees are Neutral and 5 percent of the employees are Dissatisfied in the
cleanliness.
CHART- 4.2.1
HEALTH-DISPOSAL OF WASTES
TABLE- 4.2.2
INFERENCEIt is inferred from the above table that 51 percent of the employees are
Highly Satisfied, 34 percent of the employees are Satisfied, 2 percent of the