A STUDY ON EMPLOYEE HEALTH AND SAFETY

MEASURE TOWARDS RAJAGANAPATHY INDUSTRIES,

PERUNDURAI
A project submitted to
PERIYAR UNIVERSITY
In partial fulfillment of the requirements
For the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted by
R.SARANYA
REGISTER NUMBER: 610818631029
Under the guidance of
Dr.j. SENTHIL VELMURUGAN., M.B.A., M.Com., PGDCA., Ph.D.,
Assistant professor
PRIMS
Periyar University, Salem.

PERIYAR INSTITUTE OF MANAGEMENT STUDIES (PRIMS),

PERIYAR UNIVERSITY,
PERIYAR PALKALAI NAGAR,
SALEM - 636011.
2018-2020

1
 DECLARATION

I SARANYA.R (610818631029) a student of Periyar institute of management

studies, Periyar university, Salem hereby declare that the project work titled ”A STUDY

ON EMPLOYEE HEALTH AND SAFETY MEASURES TOWARDS

RAJAGANAPATHY INDUSTRIES, PERUNDURAI” submitted to the Periyar

university in partial fulfillment of the requirement of the award of degree of MASTER

OF BUSINESS ADMINISTRATION is a record of bonafied research carried out by

me under the guidance of Dr. J. SENTHIL VELMURUGAN., M.B.A., M.Com.,

PGDCA., Ph.D., Assistant professor, Periyar institute of management studies (PRIMS)

Periyar University, Salem and no part of it has been for any other degree or diploma.

Place : Signature of the student

Date : (R.Saranya)

2
 ACKNOWLEDGEMENT
This project represents the combined effort of a large number of individual and
it’s my pleasure to acknowledge those concerned.

I thank our most respected Prof. Dr. M.MANIVANNAN, Registrar, Periyar

University, Salem for providing me an opportunity to undergo this project.

My sincere gratitude to Dr. N.RAJENDHIRAN, M.Com., MBA., Ph.D.,

Professor-Cum-Director, Periyar Institute of Management studies (PRIMS), Salem
who provided valuable guidance and also gave opportunity to carry out this project.

My profound gratitude to project guide Dr. J. SENTHIL VELMURUGAN.,

M.B.A., M.Com., PGDCA., Ph.D., Assistant Professor, Periyar Institute of
Management Studies (PRIMS), Salem for their support throughout the project.

I also indebted to Dr.V.R.PALANIVELU, Dr.G.YOGANANDAN,

Dr.T.SARATHY, Dr.P.THIRUMOORTHI, Dr.R.SUBRAMANIYA BHARATHY,
Dr.S.BALAMURUGAN, and Dr.M.SURYAKUMAR, Faculty Members of PRIMS,
for their periodical help till the end of this work.

I am also thankful my Faculty Members of PRIMS, Research Scholars of

PRIMS ans also Non-teaching staff of PRIMS Periyar University, Salem, for their
encouragement in completing the project work.

I am deeply obliged and grateful to Manager and other staffs of the company
who have helped me in connection with the project training.

I express my sincere gratitude to the Management of RAJAGANAPATHY

INDUSTRIES for giving me an opportunity to this project work.

SARANYA.R

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 BONAFIDE CERTIFICATE

Certified that this project report titled ”A STUDY ON EMPLOYEE HEALTH

AND SAFETY MEASURES TOWARDS RAJAGAPATHY INDUSTRIES” is the

bonafied work of R.SARANYA Reg.No : 610818631029 who carried out the research

under my supervision and submitted in partial fulfillment of requirement for the award of

the degree of MASTER OF BUSINESS ADMINISTRATION. Certified further, that

the best of my knowledge the work reported herein does not from 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.

PROFESSOR CUM-DIRECTOR SUPERVISOR

Viva – Voce held on: ……………….....

INTERNAL EXAMINER EXTERNAL EXAMINER

4
 TABLE OF CONTENTS

CHAPTER PARTICULARS PAGE NO

LIST OF TABLES I
LIST OF CHARTS II
ABSTRACT III

I INTRODUCTION AND DESIGN OF THE STUDY

1.1 INTRODUCTION

1.2 STATEMENT OF THE PROBLEM

1.3 OBJECTIVES OF THE STUDY

1.4 SCOPE OF THE STUDY

1.5 LIMITATION OF THE STUDY

1.6 RESEARCH METHODOLOGY

II REVIEW OF LITRATURE

III PROFILE OF THE STUDY

3.1 INDUSTRY PROFILE

3.2 COMPANY PROFILE

IV 4.1 DATA ANALYSIS AND INTERPRETATION

5.1 FINDINGS
V 5.2 SUGGESTIONS
5.3 CONCLUSION
BIBLIOGRAPHY
APPENDIX

5
 LIST OF TABLES

S. No Particulars Page No
4.1.1 Table Shows The Respondents Age
4.1.2 Table Shows The Respondents Gender
4.1.3 Table Shows The Respondents Marital Status
4.1.4 Table Shows The Respondents Qualification
4.1.5 Table Shows The Respondents Experience
4.1.6 Table shows the respondents income per month

4.1.7 Table Shows The JOB safety measures provided

4.1.8 Table Shows The safety programs
4.1.9 Table Shows The Safety and healthy work environment
4.1.10 Table Shows The injury or illness and experience
4.1.11 Table Shows The firm provides medical facilities to the employee
4.1.12 Table Shows The level of satisfaction regarding the working environment

4.1.13 Table shows the relationship between management with employees

4.1.14 Table Shows The factor are included in human development

4.1.15 Table Shows The feel about safety awareness program
4.1.16 Table Shows The personal feeling about the work load in job
4.1.17 Table Shows The medical benefits are providing in the organization

4.1.18 Table Shows The relationship between company provide a safety and
healthy work environment and type of relationship between management
with employees.
4.1.19 Table Shows The educational qualification and monthly income of the
respondents.
4.1.20 Table Shows level of satisfaction regarding the working environment
4.1.21 Table Shows the human development process and education qualification
4.1.22 Table shows the safety awareness and education qualification
4.1.23 Table shows the personal feeling and experience
4.1.24 Table shows the medical benefit and monthly income.

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 LIST OF CHARTS

S. No Particulars Page No
4.1 Charts Shows The Respondents Age
4.2 Charts Shows The Respondents Gender
4.3 Charts Shows The Respondents Marital Status
4.4 Charts Shows The Respondents Qualification
4.5 Charts Shows The Respondents Experience
4.6 Charts shows the respondents income per month

4.7 Charts Shows The JOB safety measures provided

4.8 Charts Shows The safety program
4.9 Charts Shows The Safety and healthy work environment
4.10 Charts Shows The injury or illness and experience
4.11 Charts Shows The firm provides medical facilities to the employee
4.12 Charts Shows The level of satisfaction regarding the working environment

4.13 Charts shows the relationship between management with employees

4.14 Charts Shows The factor are included in human development

4.15 Charts Shows The feel about safety awareness program

4.16 Charts Shows The personal feeling about the work load in job

4.17 Charts Shows The medical benefits are providing in the organization

7
 ABSTRACT
A project titled A STUDY ON EMPLOYEES HEALTH AND SAFETY

MEASURES TOWARDS RAJAGANAPATHY INDUSTRIES.

The chapter discusses on introduction of the study, statement of the problem,

objectives, scope, limitations and research methodology of the study. Some objectives are

to analyze the monetary benefits provided by the organization to the employees and to

analyze the factors affecting employee’s welfare and safety measures. The research

design and the sample sizes are 184 employees the sampling method is satisfied random

sampling.

The second chapter discusses about the review of literature.

The third chapter discusses about the company profile and industry profile.

The fourth chapter discusses about the data analysis and interpretation. Where some

method of data analysis are used those are the Simple percentage analysis, Weighted

Average Method, Chi-square Test, ANOVA, Correlation. The observed the data has been

tabulated and represents with a chart diagram and the interpretation has been made from

analysis.

The fifth chapter discusses on the findings and suggestions of the study, where the

majority of the respondents neutral with overall health and safety facilities in their

measures. Then the conclusion is given in the last chapter considering collected data,

analysis and findings.

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 CHAPTER-1
1.1 INTRODUCTION

The origin of the concept of workplace safety can be traced back to labor
movement during the Industrial Revolution in Europe in the 18th century. During this
revolution, unions of workers were formed to work towards the welfare of workers.
Workers began to demand better working conditions. Authorities gradually acceded to
the demands of the workers and put in place several regulatory measures to this effect.

What is Workplace Safety?

Workplace safety is a composite field related to safety, health and welfare of

people at work. It narrates the strategy and methods in place to ensure health and safety
of employees within a workplace.

Workplace safety includes employee awareness related to the knowledge of basic

safety, workplace hazards, risks relating to hazards, implementation of hazard
preventions, and putting into practice necessary safer methods, techniques, process, and
safety culture in the workplace.

It also includes safety rules and regulations designed mostly on the basis of
existing government policies. Every organization puts in place a number of safety rules
and regulations for its people. Safety training and education for employees is imparted
periodically with a view to making them aware about and updating them with latest
safety measures.

Need for Workplace Safety

Before analyzing various aspects of workplace safety, it is pertinent to know the reasons
for ensuring safety in life. We attach top priority to safety and security in places we live,
stay, visit or work in.

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  To Say no to Accidents − Accidents are fallouts of recklessness and lack of
responsibility. When we don’t follow required safety norms we end up in getting
injured or even in ending our valuable lives. It is true with regard to our home
and workplace alike.

 To Stay Healthy and Energetic − We should have a healthy food habit, which is
itself a safety measure, to keep us healthy and lively for work at home and in
workplaces.

 To have Longevity in Life − We should take care of ourselves everywhere we

are and of others for leading a safe and meaningful life.

 To create Public Awareness − Promotion of safety norms everywhere creates

public awareness and discipline. It is true of workplaces and motivates new
employees to take up safety measures necessary for their safety.

 To avoid loss of Property and Life − The basic aim of safety measures is to
prevent the occurrences of mishaps and hazards that sometimes cause heavy loss
of life and property.

 To Devise Planning for Safety − Need for safety paves the way for devising an
effective planning for all-round safety of employees in an organization.

Due to rapid industrialization, industrial workers are exposed to several types of

hazards and accidents. Every year lakhs of workers are injured due to mechanical,
chemical, electrical and radiation hazards and it leads to partial or total disablement. So in
recent years, greater attention is given to health and safety due to pressure from
government, trade unions, labour laws and awareness of employers.

The efficiency of workers depends to a great extends on the environment in which

the work. Work environment consists of all the factors, which act and react on the body
and mind of an employee. The primary aim is to create an environment, which ensures
the greatest ease of work and removes all causes of worries.

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 Occupational health and safety is a discipline with a broad scope involving many
specialized fields. In its broadest sense, it should aim at:
a) The promotion and maintenance of the highest degree of physical, mental and
social well-being of workers in all occupations.
b) The prevention among workers of adverse effects on health caused by their
working conditions.
c) The protection of workers in their employment from risks resulting from factors
adverse to health.
d) The placing and maintenance of workers in an occupational environment adapted
to physical and mental needs.
e) The adaptation of work to humans.

Successful occupational health and safety practice requires the collaboration and
participation of both employers and workers in health and safety programmes, and
involves the consideration of issues relating to occupational medicine, industrial hygiene,
toxicology, education, engineering safety, ergonomics, psychology, etc.
Occupational health issues are often given less attention than
occupational safety issues because the former are generally more difficult to confront.
However, when health is addressed, so is safety, because a healthy workplace is by
definition also a safe workplace

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 1.2 STATEMENT OF THE PROBLEM

This statement sets out the health & safety policy of Rajaganapathy Industries and
the means through which that policy is to be implemented. Our objective is to provide
a safe and healthy place of work for all staff members and to meet all our duties and
obligations to our clients. Its intention to protect our employees from accident or ill
health at work. The company will seek to ensure that all our equipment and systems
do not constitute a risk to the Health & Safety of our employees and we will consult
with employees on risk improvements.

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 1.3 OBJECTIVES OF THE STUDY

A. Primary objective:

To ascertain the health and safety measures adopted in Wheels India ltd.

B. Secondary objective:

1) To study the awareness of the workers about health and safety in the work place.
2) To find the occurrence of accidents happened at the work place.
3) To identify the role of management in implementing health and safety.
4) To find out the satisfaction level of the respondents towards health and safety
measures.
5) To give suggestions to improve the health and safety in the organization.

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 1.4 SCOPE OF THE STUDY

Health and Safety measures are inevitable to any organization where workers are
involved. It’s an organization’s responsibility to provide to its workers beyond the
payment of wages for their services. The worker’s health and safety on and off the job
within the organization is a vital concern of the employer. The working environment in a
factory adversely affects the worker’s health and safety because of the excessive heat or
cold, noise, odors, fumes, dust and lack of sanitation and pure air etc., which leads to
accident or injury or disablement or loss of life to the workers. Providing a health and
safer environment is a pre-requisite for any productive effort. These must be held in
check by providing regular health check-up, protective devices and compensatory
benefits to the workers. This research deals with the study on the health and safety
measures provided to the workers at Rajaganapathy Industries, Perundurai.

This study would give an overview of the health and safety measures existing at
Rajaganapathy Industries, Perundurai. Since health and safety are two important
elements essential for improving the productivity of an organization, a study on the
existing health and safety measures would help the organization to perform better. This
study would throw light on the perception of the workers regarding health and safety.
Rajaganapathy Industries can identify the areas where it can be improved, so as to
improve the performance of the workers. This study would also help to analyze the
satisfaction level of the workers towards health and safety measures and suggest
provisions to improve health and safety.

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 1.5 LIMITATIONS OF THE STUDY

1) The study is applicable only to Rajaganapathy Industries, Perundurai. Therefore

the results cannot be generalized for the whole industry.
2) Due to time constraints the sample size had to be confined to 184.
3) The respondents have replied to the queries recalling from their memory.
Therefore recall bias and personal bias are possible.
4) Since the data was collected using a schedule, the interviewer unable to
understand and record the responses correctly.
5) The respondents were unable or unwilling to give response.

15
 1.6 RESEARCH METHODOLOGY

RESEARCH DESIGN:
A Research design is an arrangement of condition for collection and analysis of
data in a manner that aims to combine relevance to the research purchase with economy
in procedure. Fundamental to the success of any research project is the sound research
design. The research design took for the study was Descriptive Research Design.

SAMPLING DESIGN:
1 Population:
Rajaganapathy Industries - . i.e., 1760.

2 Sampling Method:
Stratified Sampling

3 Sample Frame:
From the pilot study, it was observed that a maximum of 7 respondents could be
covered per day on average.
No. of days available for survey : 90 days
No. of respondents for entire period : 184 respondents

4 Sample Size:
Zone : Perundurai
Expected samples : 400
Actual samples collected : 184

Limitations:
(i) Due to time and cost constraints, the study was restricted to Perundurai only.
(ii) The duration available for survey per day was 3 hours only. i.e., 2:00pm to
5:00pm.
(iii) Due to refusals and rejections only 184 interview schedule questionnaires could
be collected.
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5 Pilot Survey:
It is a preliminary survey undertaken to test whether a survey questionnaire has
been properly designed. The pilot survey was conducted for 7 samples per day.

6 Sources of Data:

6.1 Primary Data Collection:

These are fresh data which are collected for the first time. The data collection
used for this study is Interview schedule questionnaire.

6.2 Secondary Data Collection:

Secondary data consist of information that already exists somewhere and have
been collected for specific purpose in the study. The secondary data for this study are
newspapers, journals, magazines, internet etc.

7 Geographical Area:

The study area taken for this study was Rajaganapathy Industries, Perundurai.

8 Data Collection Instruments:

This study is conducted by collecting primary data using 184 interview schedule
questionnaires, each consist of 26 questions. All the questions are closed ended questions
and almost all questions were directive.

Statistical Tools Used:

1. Percentage Analysis

2. Chi-square analysis

3. Correlation

4. Weighted Average Method

5. Anova

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18
 CHAPTER – II

REVIEW OF LITERATURE

ShigemiYabuuchi, (1997)1This paper extends the Harris-Todaro model to

include the possibility of international labor movement and analyze the effectiveness of

some development policies, for example, wage subsidies and an import tariff. This

possibility will change the conventional results that these policies raise the welfare from

the laissez-faire level. We show that these policies lower the welfare in terms of internal

(domestic) labor, but they improve the welfare if foreign labor is discriminated by wage

tax, exploitation or other practices.

Seok J. Yoon, (2013)2 Abstract Background The study was conducted to

investigate the current status of the occupational health and safety management system

(OHSMS) in the construction industry and the effect of OHSMS on accident rates.

Differences of awareness levels on safety issues among site general managers and

occupational health and safety (OHS) managers are identified through surveys. The

Korea Occupational Safety and Health Agency 18001 is the certification to these

companies performing OHSMS in South Korea. The survey in this study shows different

OHSMS awareness levels between site general managers and OHS managers.

2
G
SS total =  X 
2

19
 Stefan Lutz, (2006)3We present a simple general equilibrium model where one

industry is oligopolistic and vertically differentiated. The manufacturing of products of a

higher quality requires the employment of a larger amount of skilled labour. Given an

underlying skills distribution, the model determines profits, wages and aggregate income

and welfare. Results show that increasing skills endowments typically benefits the whole

economy due to product quality increases and quality-adjusted price decreases.

Di Fan, Chris K.Y. Lo, (2014)4This study reviewed 128 articles that examined

occupational health and safety (OHS) issues in operations management (OM). We first

investigated the distribution of articles by journal type, year of publication,

methodologies and research contexts. Based on citation network analysis, an objective

approach to identify clusters of articles in the OHS literature, we found four major

research domains of OHS issues, which are safety climate, management systems

integration, voluntary OHS systems and sustainable operations.

Alok Kumar, (2008)5Often an increase in the minimum wage is accompanied by

a reduction in the capital tax. This paper analyzes the effects of interactions between the

minimum wage and the capital tax in the general equilibrium framework. The analysis is

conducted in an inter-temporal search model in which firms post wages The paper finds

that the interaction of these two policy instruments significantly modify labor market

outcomes and welfare cost. In the presence of a binding minimum wage, a decrease in the

3
Stefan Lutz (2006),”A general equilibrium model with vertically differentiated industries, skilled
labour and trade”, Journals in Economic Modelling, Volume 23, Issue 1, January 2006, Pages 1–19
4
Di Fan, ChrisK.Y.Lo,(2014),”Occupational health and safety issues in
operationsmanagement”,International Journal of Production EconomicsVolume 158, December 2014,
Pages 334–344 Received 11 April 2013, Accepted 6 June 2014, Available online 10 August 2014
5
Alok Kumar (2008),”Human capital and the size distribution of firms”, Review, Volume 11, Issue 1,
January 2008, Pages 133–154

20
capital tax leads to an increase in wage dispersion. In contrast, when it is not binding, a

lower capital tax may reduce the dispersion in wages.

Ashby H.B. Monk, (2008)6Canadian Medicare, the government financed national

health care system, is seen by many as enhancing both social welfare and

competitiveness. If true, this will broaden and further existing conceptions of

competitiveness in Canada and beyond. Moreover, it will have important implications for

the ongoing debate in the social sciences about institutional convergence and path

dependence. The central focus of this paper is to evaluate this claim: Medicare’s impact

on competitiveness, evaluated by using investment attraction as a proxy, is determined

through reference to detailed case analysis and the insight into investment behavior

gained from interviews.

Leif Danziger, (2009)7This paper shows that increases in the minimum wage rate

can have ambiguous effects on the working hours and welfare of employed workers in

competitive labor markets. The reason is that employers may not comply with the

minimum wage legislation and instead pay a lower subminimum wage rate. If workers

are risk neutral, we prove that working hours and welfare are invariant to the minimum

wage rate. If workers are risk averse and imprudent (which is the empirically likely case),

then working hours decrease with the minimum wage rate, while their welfare may

increase.

6
Ashby H.B. Monk (2008) “The interplay between social welfare and competitiveness”, Journals of
Geoforum, Volume 39, Issue 6, November 2008, Pages 2009–2018
7
Leif Danziger (2009),noncompliance and the effects of minimum wages on hours”, journal in Labour
Economics, Volume 16, Issue 6, December 2009, Pages 625–630

21
 HeikoGerlached all, (2009)8We investigate the interplay between firms' R&D

decisions and local labor market competition and how this influences equilibrium

location choices and welfare. Firms engage in risky R&D activities that generate

stochastic product and derived labor demand. We show that firms located in a cluster

tend to invest more and take more risk in R&D compared to spatially separated firms.

Most interestingly, ex-ante symmetric firms choose asymmetric R&D investments when

located in a cluster. This creates an additional welfare benefit from agglomeration,

because firms choose a more efficient, diversified portfolio of R&D projects at the

industry level.

William C. Terry, (2011)9The cruise industry enjoys arguably the most flexible

and globalized of all labor markets. This paper examines this paradox in greater detail

with a focus on the tension that exists between the industry’s demand for a flexible labor

force, and the need for workers who maintain the skills required of a cruise ship job. It is

argued that the contemporary geography of global labor recruitment is constrained by the

particular political, economic and cultural circumstances of individual source countries

that make certain cohorts less attractive or available as a workforce. In practice the need

for skill and flexibility are not always reconcilable and cruise lines have found that there

is a geographic limit to labor market flexibility. The article is based on interviews with

various stakeholders involved in either working on cruise ships or in recruiting.

8
HeikoGerlached all (2009), “labour pooling in R&D industries”, Journal of Urban Economics, Volume
65, Issue 1, January 2009, Pages 99–111

9
William C. Terry (2011),“Geographic limits to global labor market flexibility”, Journals
ofGeoforum,Volume 42, Issue 6, November 2011, Pages 660–670

22
 Gabriele Cardullo, (2015)10This paper studies the effects of product and labour

market deregulation on wage inequality and welfare. By constructing an analytically

tractable model in which the level of product market competition and the wages are

endogenously distributed among sectors, I show that deregulation in goods market has

mixed effects on inequality: the wage variance and the Gini index are lower, but the ratio

of the highest over the lowest wage paid in the economy increases. Moreover,

deregulation in labour markets raises the aggregate level of employment and the average

real wage but reduces the welfare of trade unions in sectors with a low level of

competition.

SRINIVAS, (2013)11In this topic I analyse, The management required to provide

good facilities to all workers in such way that workers becomes satisfied about labour

welfare facilities .it increases productivity as well as quality and quantity. It leads to

improve favourable effects of profitability and products of the organization.

10
Gabriele Cardullo (2015) ,”The distributive and welfare effects of product and labour
market”,Journals ofLabour Economics, Volume 18, Issue 2, April 2015, Pages 205–217

11
K.T.Srinivas (2013), Employees health facilities adopted at safety measures “Research journal of
management science”,vol 2 Issue 12 Dec

23
 SRINIVAS, (2013)121In this topic I analyse, The management required to

provide good facilities to all workers in such way that workers becomes satisfied about

labour welfare facilities .it increases productivity as well as quality and quantity. It leads

to improve favorable effects of profitability and products of the organization.

SURAT KUMARI et al ., (2014)12 This articles says, The welfare measures

involve three major aspects which are occupational health care ,suitable working time

and appropriate salary .The employees work with full enthusiasm and energetic behavior

to increases in production. In manufacturing industrial units are suffered from negative

problems of paying low salary and wages. It helps in reducing employee absenteeism

and it also increase employees morale, improves industrial relations and productivity of

the industrial units, and improve lifestyle of the employees.

CHITRA M. SHELAR, (2013)13 In this topic I analyse, Employees are satisfied

or moderately satisfied with working conditions, intramural facilities , health and medical

facilities , housing facilities and employment security but employees have problems

related with inadequate education.

12
Dr.M.Surat Kumari & Mr.Mallareddy Tatareddy (2014)”Impact of employee health facilities on job
satisfaction”EPRA International journal l of Economic and business review ,vol 2 Issue 12 2014.

13
Chitra M. Shelar ,R.G.Phadatare ,”employees welfare and social security measures with special
reference to selected industrial units”,journal of international interdisciplinary research ,vol 10 issue
3 july 2013.

24
 SENTHIL KUMAR, (2013)14 This articles says ,Through the research ,it is

suggested that the government should take a keen interest to fill up the vacancies to

share the work among them as the employees felt that the work lode is very high. Some

of the welfare measures like housing facilities. Loan facilities, rest room facilities,

housing facilities, and gratuity should be incorporated along with welfare measures in

order to satisfied employees.

NYAMWAMU, (2012)15 In this topic I analyse, Many Organizations in Kenya

are increasingly providing employee welfare service as a from of improving the

productivity of employees at the workplace. However ,the police department in Kenya

has not been able to make substantial improvement in the terms and conditions of

service ,provisions of welfare services has to promote the welfare of the society by

creating the conditions in which people can live and pursue their own affairs and their

families.

__________________________
14
M.Senthil kumar ,2,Dr.g. vedanthadesikan ,”labour health measures in tamil nadu state transport

corporation ”,Journal of arts and commerce ,

15
Ms.Nyamwamu ,Wilter bosibri ,Mr.Atambo,Wallace nyakundi ,”Role of employee health services on

perfomence of the national police service in Kenya”,International journal of arts and commerce ,vol

1 no 7 december 2012.

25
 LISSY BENNET, (2015)16 This articles says ,In the modern commercial world

,hotel industries play a very important role in the economic development of the country.

The success of the hotel industry largely depends on the quality of the employees

working there. Hotel industries should give due consideration towards the welfare of

employees working in the organization.

SABARIRAJAN, (2010)17This articles says, generally, welfare measures are

recreational, medical, educational, housing, sanitation and so on. Every organization

provides some more welfare measures but some organization provides some more

welfare facilities to the employees so that they may retain the employees and their quality

of work life among the employees their involvement in job gets increased and results in

increased productivity of the organization.

JAISHREE, (2015)18In This Topic I analyse, The labour welfare practices aims

on fair wages, good working conditions and realistic terms and conditions of

employment. It is conclude that the labour welfare practices followed in the industries is

satisfactory. However, the concerns may improve its practices by following the

suggestions. Those employees and should becoming satisfaction level should become

highly.

___________________________
16
Lissy bennet employee welfare measures in hotel industry ,”employee health welfare measures in
hotel”,Interdiciplinery reasersh journal ,vol 3 (1) june 2015.
17
A.Sabarirajan ,T.meharajan ,”The various welfare measures and their impact ”,journal of
management research ,vol 3 no 4 april (2015)
18
Mrs.S.Jaisree ,”Employee welfare measures Impact of employees ”,International journal research in
arts and commerce ,vol 3 no 4 april(2015).

26
 SABARIRAJAN, (2010)19In This topic I analyse Generally ,welfare measures

are recreational , medical, educational, housing , sanitation and so on. Every

organization provides some more welfare facilities to the employees so that they may

retain the employees and their quality of work life. By the result in increased

productivity of the organization. It influence on welfare measures in improving the

relationship between the employer and employee which may be considered for further

study.

B.RAJKUMAR, (2014)20 Labour welfare is a important fact of industrial

relations. These give satisfaction to the worker and ensure that the proper remuneration is

achieved. With the growth of industrialization, mechanization, computerization, labour

welfare measures gas got fillip. This ensures employee satisfaction result in increased

efficiency.

___________________________
19
A.Sabarirajan,”T.Meharajan the various health measures of employees”, journal of occupational
health and safety measures of employees, vol 2 no 14 (2010)
20
B. rajkumar (2014) Issue 1 Volume 4 Labour welfare measures and social security in IT industries
"Journal of enterprise computing and business systems".

27
 CHAPTER – III

INDUSTRY PROFILE

India’s textiles sector is one of the oldest industries in Indian economy dating

back several centuries. Even today, textiles sector is one of the largest contributors to

India’s exports with approximately 11 per cent of total exports. The textiles industry is

also labour intensive and is one of the largest employers. The industry realized export

earnings worth US$ 41.4 billion in 2014-15, a growth of 5.4 per cent, as per The Cotton

Textiles Export Promotion Council (Texprocil). The textile industry has two broad

segments. First, the unorganized sector consists of handloom, handicrafts and sericulture,

which are operated on a small scale and through traditional tools and methods. The

second is the organized sector consisting of spinning, apparel and garments segment

which apply modern machinery and techniques such as economies of scale.

The Indian textiles industry is extremely varied, with the hand-spun and hand

woven textiles sectors at one end of the spectrum, while the capital intensive

sophisticated mills sector at the other end of the spectrum. The decentralized power

looms/ hosiery and knitting sector form the largest component of the textiles sector. The

close linkage of the textile industry to agriculture (for raw materials such as cotton) and

the ancient culture and traditions of the country in terms of textiles make the Indian

textiles sector unique in comparison to the industries of other countries. The Indian textile

industry has the capacity to produce a wide variety of products suitable to different

market segments, both within India and across the world.

28
Market Size

The Indian textiles industry, currently estimated at around US$ 108 billion, is

expected to reach US$ 223 billion by 2021. The industry is the second largest employer

after agriculture, providing employment to over 45 million people directly and 60 million

people indirectly. The Indian Textile Industry contributes approximately 5 per cent to

India’s gross domestic product (GDP), and 14 per cent to overall Index of Industrial

Production (IIP).

The Indian textile industry has the potential to reach US$ 500 billion in size

according to a study by Wazir Advisors and PCI Xylenes & Polyester. The growth

implies domestic sales to rise to US$ 315 billion from currently US$ 68 billion. At the

same time, exports are implied to increase to US$ 185 billion from approximately US$

41 billion currently.

TEXTILES AS A GROWING INDUSTRY:

Textiles and woven fabrics are used worldwide in a wide variety of applications

such as the apparel industry, household textiles, and furnishings medical items, industrial

uses and technical products.

The global textiles market stands high, with the fabric weaving consumption

reaching about 28 million tons of fiber every year. It has been predicted that global

production of woven products will grow by 25% between 2002 to 2010 reaching more

than 35 million tons.

TEXTILES MACHINERY:

The world economy is imprinted with rich history of the Textiles industry and its

evolution and progress since ages. Weaving is one of the oldest crafts that have survived

29
till date, dated back to the Neolithic ages, at most 12000 years back. It is true that man’s

need for clothing, since first sign of civilization and the spinning of wool fiber into yarn

and the weaving of cloth has led to development of new technology for the textiles

industry.

EARLY SPINNING:

The early textiles fiber available for spinning into yarn and then weaving into

cloth was wool from the sheep. The spinning process used to be divided into two primary

stages. The fluce is opened to create a silver of fiber which can be drawn out to produce a

fine thread. It used to be then twisted into yarn. The yarn was afterwards wrapped on to a

stick a flywheel added at the lower end to produce a spindle. This leg to the development

of spinning wheel in India first and then reached Europe during the last 14th century.

THE LOOM HISTORY:

The first loom history is believed to have been simple with a straight tree branch

running parallel to the ground. The lengthwise wrap threads were hung from the branch

weighted at their lower ends and weft threads interlaced to create a rough textured cloth.

It was later switched to horizontal orientation. Leonardo da Vinci is known to

have designed a mechanical loom to be driven by water power during AD 1080.

TEXTILES MECHANISM:

Many important inventions took place during the 16th century, often having

important spin off effects on other parts of the overall process of textile manufacture.

Kay’s device became immediately unpopular with weavers because of their fear

of losing their jobs. It was soon realized that the use of key’s invention would drastically

change the world, make cloth expensive and more readily available for masses. The first

30
enhancement in the early spinning machines came in 1737 when Lewis Paul and John

Watt invented the roller method of spinning which made the spinning of yarn possible

without having to work it with the fingers.

The spinning mule was invented by the spinner Samuel Crompton, from Boston,

after year 1779. The device combined the features of both the spinning Jenny and the

water frame. The improvement in the spinning technology soon made it possible to

produce yarn much faster than the woven yarn. During the middle of 1780, Edward

Cartwright invented the first steam powered loom to further enhance production.

Some of the textile industries can be divided as follows:

 Awning, textile

 Blankets

 Bags or sacks, textile

 Blind textile

 Canvas goods

 Cordage piece good

 Rope (except wire rope)

 Sail cloth

 Sewing thread

 Soft furnishing

 String

 Elasticized fabrics

 Tarpaulins

 Fabrics textile

31
  Tents

 Felt (except floor covering)

 Textile N.E.C

 Glass fiber fabrics

 Thread

 Household linen

 Towels

 Lace

 Trimming, textile

 Narrow fabrics

 Yarns

 Netting textile

With advent of new techniques in the sphere of production, the meaning of word

“textile” has also undergone some changes. Textiles, therefore really means any materials

made from the yarn either by adopting a process of weaving or knitting.

The textiles industry is very much complex and have such an important bearing

on our daily lives that everyone needs to know something about them.

In India textiles is the second largest business giving employment field after

agriculture and largest foreign exchange earners. Mumbai is the Manchester of India.

Manchester is the city in U.K. which discovered many textiles items like automation of

handmade into machine made. Mumbai, Chennai, Delhi, Kolkata, Ahmadabad, Thirupur,

Cannanore, Panipet, Madurai, Bhavani are the main export centers of India.

32
 COMPANY PROFILE

COMPANY PROFILE
Name of the Concern : M/s RAJAGANAPATHY INDUSTRIES
Head Office Address : 119C, 120/1, Ingur Road, Perundurai, Erode,
Telephone No : 91-421-2478528
E-Mail :care@rajains.com
Name of the Partners : M.S.Kumar & M.S.Mani
Year of Establishment : 1993
Activity : Manufacturer and Export of Knitted Garment Items.
Manufacturing Items : All Kinds of Men’s & Ladies Pyjamas, Night Wears,
T-Shirts and Children Wears in All Variety of Knitted
Fabrics.
Production Capacity : >75000-Pcs/Month in Any Style
Exporting Countries : Denmark, Canada, France and Austria
No. Of. Employees : 478
Area : 15000 Sqft
Banker Address : Bank of Baroda, SSI Branch,
323 Avinashi Road, Perundurai-641602.

Main Branch At : Bank Of Baroda, 642, Kamar raj Road,

Post Box No: 6434, Perundurai-641 604.
Fax No: 91-421-2212802

Contact Person:
Tamilarasan.S
E-mail: lurariya@gmail.com

33
OUR VISION AND MISSION
Vision and Mission statement of and Exporters Companies is as follows:

Our vision:
 To be known and recognized as a progressive and dynamic textile unit, ever ready
to meet the evolving need of customers and society.
 To be number one trusted supplies and service provider with an uncompromising
attitude towards global quality standards.

Our mission:
 To produce and supply world class products, to provide the best of the best in
customer service and offer true value for money in the industry to ensure that our
yarn is rated as the best in terms of efficiency, in hosiery performance and fabric
appearance.
 In order to achieve the above objectives, the company is committed to adhere to
the following principles and practices.
 Always one step ahead in implementing and adopting technologies.
 Meeting the demanding needs of customers and exceeding their expectations.
 Ensuring total customer satisfaction by delivering goods and services with
consistent quality and cost effectiveness.
 Enabling satisfactory go through profitable growth.
 Building and nurturing a healthy relationship with everyone associated with the
Company

EXPORTERS :
100% Export Quality and Rajaganapathy manufacture for the domestic market
also.

Quality Control:

34
 Rajaganapathy Industries is “build quality rather than check quality.” Emphasizes
technology and internationally acclaimed systems to maintain a high level of quality.
Procedures are based on 4 point system by which all fabrics are screened and categorized.

It has an in-house laboratory that is equipped with testing machines for standards
and has developed in-house grading systems based on. Tests include tensile strength,
tearing strength, pitting test, ph check, colour fastness to light, laundering and crocking,
gsm check, etc. In the sewing departments, they use internationally standardized
procedures like the traffic light quality assurance system.

Worker Training:
This site does not provide training to its workers. However, workers have a brief
Orientation session during which they are informed of security measures, standing orders,
Grievance procedures, anti-harassment policy, and vendor codes’ of conduct.

Union:
There is no union in the production site visited, nor have there been unionization
attempts. Management stated that it would have no objection if workers wanted to form a
union and they are free to associate with any group they desire. “We take care of all their
problems, so there is no need for a union.”

INFRASTRUCTURES
Garments:
 Pegausus Over Lock -45M/C
 Pegausus Flat Lock -25M/C
 Brother Botton Hole set -1M/C
 Ram sons Stain Remover -2M/C
 Ram sons Ironing M/C -10M/C
 Juki Single Needle -30M/C

35
Printing:
8 Colours - 12 Colours Chest Printing - 6 M/C

Compacting:
Ferraro Compacting M/C 1 No. - 6,000 kgs / day Capacity

Dyeing:
 Soft Flow dyeing unit with a capacity of 40 cases / day
 Open winch dyeing with a capacity of 15 cases / day

Lab Equipments:
 Colour Matching Cabinet
 Crock Meter
 Laundero Meter
 Washing M/C with Dryer
 GSM Cutter
 Grey scale for staining and shade change

36
 CHAPTER – IV
DATA ANALYSIS AND INTERPRETATION
TABLE NO - 4.1.1
AGE OF THE RESPONDENTS
AGE NO. OF RESPONDENTS PERCENTAGE (%)

Below 20 – 30 74 40

30 – 40 61 33

40 – 50 33 18

Above 50 16 9

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that age of the respondents, 40% of the respondents are
age group is below 20 – 30, 33% of the respondents are age groups is 30 – 40, 18% of
the respondents are age group is 40 – 50 and remaining 9% of the respondents are age
group is above 50.

Most 40% of the respondents age group is below 20 – 30.

37
 CHART NO - 4.1.1
AGE OF THE RESPONDENTS

38
 TABLE NO – 4.1.2
GENDER OF THE RESPONDENTS
GENDER NO. OF RESPONDENTS PERCENTAGE (%)

Male 77 42

Female 107 58

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that gender of the respondents, 58% of the respondents are
female and remaining 42% of the respondents are male.

Majority 58% of the respondents are female.

39
 CHART NO – 4.1.2
GENDER OF THE RESPONDENTS

40
 TABLE NO – 4.1.3
MARITAL STATUS OF THE RESPONDENTS
MARITAL STATUS NO. OF RESPONDENTS PERCENTAGE (%)

Married 83 45

Unmarried 101 55

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that marital status of the respondents, 55% of the
respondents are unmarried and remaining 45% of the respondents are married.

Majority 55% of the respondents are unmarried in marital status.

41
 CHART NO - 4.1.3
MARITAL STATUS OF THE RESPONDENTS

42
 TABLE NO - 4.1.4
EDUCATIONAL QUALIFICATION OF THE RESPONDENTS
EDUCATIONAL QUALIFICATION NO. OF RESPONDENTS PERCENTAGE (%)

School level 122 66

Diploma 34 18

Graduation 17 10

Post-graduation 11 6

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that educational qualification of the respondents, 66% of
the respondents are school level of educational qualification, 18% of the respondents are
educational qualification is diploma, 10% of the respondents are educational qualification
of graduation and remaining 6% of the respondents are educational qualification of post-
graduation.

Hence the majority of the respondents are 66% school level of educational
qualification.

43
 CHART NO - 4.1.4
EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

44
 TABLE NO - 4.1.5
NO OF YEAR’S EXPERIENCE OF THE RESPONDENTS
EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%)

Below 1 57 31

2–5 61 33

6–9 33 18

Above 10 33 18

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that No of year’s experience of the respondents,33% of the
respondents are year of experience 2 – 5, 31% of the respondents are year of experience
below 1, 18% of the respondents are year of experience 6 – 9 and remaining 18% of the
respondents are year of experience above 10.

Majority 33% of the respondents are year of experience 2 – 5 years.

45
 CHARTNO - 4.1.5
NO OF YEAR’S EXPERIENCE OF THE RESPONDENTS

46
 TABLE NO - 4.1.6
INCOME PER MONTH OF THE RESPONDENTS
INCOME NO. OF RESPONDENTS PERCENTAGE (%)

Below Rs.10000 61 33

Rs.10000 – Rs.15000 82 45

Rs.15000 – Rs.20000 27 14

Above Rs.20000 14 8

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that income per month of the respondents, 45% of the
respondents are income earned to below Rs.10000, 33% of the respondents are income
earned to below Rs.10000 – Rs.15000, 14% of the respondents are income earned to
below Rs,15000 – Rs.20000 and remaining 8% of the respondents are income earned to
below above Rs.20000.

Majority 45% of the respondents are income earned to below Rs.10000.

47
 CHART NO – 4.1.6
INCOME PER MONTH OF THE RESPONDENTS

48
 TABLE NO - 4.1.7
SATISFIED THE JOB SAFETY MEASURES PROVIDED
SATISFIED NO. OF RESPONDENTS PERCENTAGE (%)

Yes 149 81

No 35 19

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that satisfied the job safety measures provided, 81% of the
respondents are said yes job safety measures provided and remaining 19% of the
respondents are said not job safety measures provided.

Majority 81% of the respondents are said yes job safety measures provided.

49
 CHART NO - 4.1.7
SATISFIED THE JOB SAFETY MEASURES PROVIDED

50
 TABLE NO - 4.1.8
PREFER TO CONDUCT A SAFETY PROGRAMME
PREFER NO. OF RESPONDENTS PERCENTAGE (%)

Work place 41 22

Private club 47 26

Local school or facility/ hall 61 33

others 35 19

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that prefer to conduct a safety programmer, 33% of the
respondents are prefer to private club, 26% of the respondents are prefer to Local school
or facility/ hall, 22% of the respondents are prefer to work place and remaining 19% of
the respondents are prefer to others.

Majority 33% of the respondents are preferred to private club conduct a safety
programmer.

51
 CHART NO - 4.1.8
PREFER TO CONDUCT A SAFETY PROGRAMMER

52
 TABLE NO - 4.1.9
THE COMPANY PROVIDE A SAFETY AND HEALTHY WORK
ENVIRONMENT
WORK ENVIRONMENT NO. OF RESPONDENTS PERCENTAGE (%)

Always 71 38

Usually 67 36

Only sometimes 31 17

Never 15 8

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that the company provides a safety and healthy work
environment, 38% of the respondents are work environment for always, 36% of the
respondents are work environment for usually, 17% of the respondents are work
environment for only sometimes and remaining 8% of the respondents are work
environment for never.

Majority 38% of the respondents are work environment for always.

53
 CHART NO - 4.1.9
THE COMPANY PROVIDE A SAFETY AND HEALTHY WORK
ENVIRONMENT

54
 TABLE NO – 4.1.10
SUFFERED ANY WORK – RELATED INJURY or ILLNESS EMPLOYER

WORK ENVIRONMENT NO. OF RESPONDENTS PERCENTAGE (%)

Yes 51 28

No 133 72

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that suffered any work – related injury or illness employer,
72% of the respondents are said yes and remaining 28% of the respondents are said not
suffered any work – related injury or illness employer.

Majority 72% of the respondents are said yes in suffered any work – related injury
or illness employer.

55
 CHART NO - 4.1.10
SUFFERED ANY WORK – RELATED INJURY or ILLNESS EMPLOYER

56
 TABLE NO - 4.1.11
THE FIRM PROVIDES MEDICAL FACILITIES TO THE EMPLOYEES
MEDICAL FACILITIES NO. OF RESPONDENTS PERCENTAGE (%)

Excellent 16 31

Good 27 53

Fair 5 10

Poor 3 6

Total 51 100

Source: Primary data

INTERPRETATION
The above table shows that the firm provides medical facilities to the employees,
53% of the respondents are good, 31% of the respondents are medical facilities provided
for excellent, 10% and remaining 28% of the respondents are medical facilities provided
for fair and remaining 6% of the respondents are medical facilities provided for poor.

Majority 53% of the respondents are good is the firm provides medical facilities
to the employees.

57
 CHART NO - 4.1.11
THE FIRM PROVIDES MEDICAL FACILITIES TO THE EMPLOYEES

58
 TABLE NO - 4.1.12
LEVEL OF SATISFACTION REGARDING THE WORKING ENVIRONMENT

Factors Highly Satisfied Neutral dissatisfied Highly

satisfied dissatisfied
Res Per Res Per Res Per Res Per Res Per
Ventilation 43 23 51 28 71 39 12 6 7 4
Lighting facility 64 35 77 42 28 15 10 5 5 3
Medical facility 41 22 43 23 81 44 13 7 6 3
Physical 69 37 58 31 46 26 8 4 3 2
training
Insurance 63 34 72 39 33 18 11 6 5 3
Drinking water 81 44 62 34 24 13 10 5 7 4
Bonus & 66 36 76 41 31 17 7 4 4 2
Incentives
Source: Primary data
INTERPRETATION
The above table shows that level of satisfaction regarding the working
environment, 39% of the respondents are said ventilation and neutral, 42% of the
respondents are lighting facility and satisfied, 44% of the respondents are medical facility
and neutral, 37% of the respondents are physical training and highly satisfied, 34% of the
respondents are insurance and highly satisfied, 44% of the respondents are drinking water
and highly satisfied and remaining 41% of the respondents are bonus & incentives and
satisfied.

Majority 44% of the respondents are drinking water and highly satisfied.

59
 CHART NO - 4.1.12
LEVEL OF SATISFACTION REGARDING THE WORKING ENVIRONMENT

60
 TABLE NO - 4.1.13
TYPES OF RELATIONSHIP BETWEEN MANAGEMENT WITH EMPLOYEES

TYPES NO. OF RESPONDENTS PERCENTAGE (%)

Friendly 66 36

Good co – ordination 95 51

No – co – ordination 14 8

No idea 9 5

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that types of relationship between management with
employees, 51% of the respondents are good co – ordination, 36% of the respondents are
friendly, 8% of the respondents are no – co –ordination and remaining 5% of the
respondents are no idea.
Majority 51% of the respondents are good co – ordination is management with
employees.

61
 CHART NO - 4.1.13
TYPES OF RELATIONSHIP BETWEEN MANAGEMENT WITH EMPLOYEES

62
 TABLE NO - 4.1.14
FACTORS ARE INCLUDED IN HUMAN DEVELOPMENT PROCESS

DEVELOPMENT PROCESS NO. OF RESPONDENTS PERCENTAGE (%)

Life expectancy 61 33

Adult literacy 45 24

Decent standard of living 42 23

All the above 36 20

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that factors are included in human development process,
33% of the respondents are development process of life expectancy, 24% of the
respondents are development process of adult literacy, 23% of the respondents are
development process of decent standard of living and remaining 20% of the respondents
are development process of all the above.

Majority 33% of the respondents are development process of life expectancy.

63
 CHART NO - 4.1.14
FACTORS ARE INCLUDED IN HUMAN DEVELOPMENT PROCESS

64
 TABLE NO - 4.1.15
FEEL ABOUT SAFETY AWARENESS PROGRAM
SAFETY AWARENESS NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 74 40

Satisfied 97 53

Dissatisfied 9 5

Highly dissatisfied 4 2

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that feel about safety awareness program, 40% of the
respondents are safety awareness in satisfied, 40% of the respondents are safety
awareness in highly satisfied, 5%of the respondents are safety awareness in satisfied and
remaining 2% of the respondents are safety awareness in satisfied.

Majority 40% of the respondents are safety awareness in satisfied of program.

65
 CHART NO - 4.1.15
FEEL ABOUT SAFETY AWARENESS PROGRAM

66
 TABLE NO - 4.1.16
THE PERSONAL FEELING ABOUT THE WORK LOAD IN JOB
WORK LOAD NO. OF RESPONDENTS PERCENTAGE (%)

Manageable 64 35

Normal 57 31

Below 39 21

Adjustable 24 13

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that the personal feeling about the work load in job, 35%
of the respondents are manageable work load in job, 31% of the respondents are normal
work load in job, 21%of the respondents are below work load in job and remaining
13%of the respondents are adjustable work load in job.

Majority 35% of the respondents are manageable work load in job.

67
 CHART NO - 4.1.16
THE PERSONAL FEELING ABOUT THE WORK LOAD IN JOB

68
 TABLE NO - 4.1.17
THE MEDICAL BENEFITS ARE PROVIDING IN THE ORGANIZATION
MEDICAL BENEFITS NO. OF RESPONDENTS PERCENTAGE (%)

Excellent 34 18

Above average 37 20

Average 39 21

Below average 24 13

Satisfactory 50 27

Total 184 100

Source: Primary data

INTERPRETATION
The above table shows that the medical benefits are providing in your
organization, 27% of the respondents are satisfactory the medical benefits, 21% of the
respondents are average the medical benefits, 20% of the respondents are above average
the medical benefits, 18% of the respondents are excellent the medical benefits and
remaining 13%of the respondents are below average the medical benefits.

Majority 27% of the respondents are satisfactory the medical benefits.

69
 CHART NO - 4.1.17
THE MEDICAL BENEFITS ARE PROVIDING IN THE ORGANIZATION

70
 TABLE - 4.1.18
CHI SQUARE
The table shows the analysis of the relationship between company provide a
safety and healthy work environment and types of relationship between management with
employees.
Work environment / Types of Always Usually Only Never Total
relationship sometimes
Friendly 26 24 11 5 66
25.46 24.03 11.11 5.38 66.0
Good co- ordination 37 34 16 8 95
36.65 34.59 16.00 7.74 95.0
No co- ordination 5 6 2 1 14
5.04 5.09 2.35 1.14 14.0
No idea 3 3 2 1 9
3.47 3.27 1.51 0.73 9.0
Total 71 67 31 15 184

Aim:
To find out the relationship between company provide a safety and healthy
work environment and types of relationship between management with employees

Testing hypothesis:

NULL HYPOTHESIS (HO)

HO: There is no significance relationship between company provide a safety and
healthy work environment and types of relationship between management with
employees.
ALTERNATIVE HYPOTHESIS (H1):
H1: There is a significance relationship between company provide a safety and
healthy work environment and types of relationship between management with
employees.
Chi – square = ∑ (Oij-Eij) ² / Eij
Calculated value = 0.537

71
Degree of freedom = (r-1) x (c-1)
= (4-1) x (4-1)
= 9
Level of significance = 0.05
Table value = 16.919
Therefore Calculated value < Table value

Degree of Table Calculated

Factors Relationship
freedom value value
Work There is a significant relationship
environment between company provide a
Vs safety and healthy work
9 16.919 0.537
Types of environment and types of
relationship relationship between management
with employees.

RESULT
Null hypothesis is accepted because the calculated value is less than table value.
So, it is concluded that there is a no significant relationship between company provide a
safety and healthy work environment and types of relationship between management with
employees.

72
 TABLE - 4.1.19
CORRELATION
The table shows the relationship between the educational qualification and
monthly income of the respondents.

X Y X2 Y2 XY

82 61
6724 3721 5002

44 82
1936 6724 3608

37 27
1369 729 999

21 14
441 196 294

This is positive correlation. There is relationship between the educational

qualification and monthly income of the respondents.

73
 TABLE - 4.1.20
WEIGHTED AVERAGE
LEVEL OF SATISFACTION REGARDING THE WORKING ENVIRONMENT

Factors 1 2 3 4 5 TOTAL

Ventilation 43 51 71 12 7 184
Lighting facility 64 77 28 10 5 184
Medical facility 41 43 81 13 6 184
Physical training 69 58 46 8 3 184
Insurance 63 72 33 11 5 184
Drinking water 81 62 24 10 7 184
Bonus& Incentives 66 76 31 7 4 184

Solution:

Factors 1 2 3 4 5
Total
Ventilation 43*5 51*4 71*3 12*2 7*1 663

Lighting facility 64*5 77*4 28*3 10*2 5*1 737

Medical facility 41*5 43*4 81*3 13*2 6*1 646

Physical training 69*5 58*4 46*3 8*2 3*1 734

Insurance 63*5 72*4 33*3 11*2 5*1 751

Drinking water 81*5 62*4 24*3 10*2 7*1 752

Bonus & Incentives 66*5 76*4 31*3 7*2 4*1 745

1. VENTILATION
(43*5) + (51*4) + (71*3) + (12*2) + (7*1)
Weighted Average = ___________________________________
184
= 663/184
= 3.60

74
2. LIGHTING FACILITY
(64*5) + (77*4) + (28*3) + (10*2) + (5*1)
Weighted Average = ____________________________________
184

= 737/184
= 4.00

3. MEDICAL FACILITY

(41*5) + (43*4) + (81*3) + (13*2) + (6*1)

Weighted Average = ____________________________________
184

= 646/184
= 3.51

4. PHYSICAL TRAINING
(69*5) + (58*4) + (46*3) + (8*2) + (3*1)
Weighted Average = ____________________________________
184

= 734/184
= 3.98
5. INSURANCE
(63*5) + (72*4) + (33*3) + (11*2) + (5*1)
Weighted Average = ____________________________________
184
= 751/184
= 4.08

75
6. DRINKING WATER
(81*5) + (62*4) + (24*3) + (10*2) + (7*1)
Weighted Average = ____________________________________
184

= 752/184
= 4.08

7. BONUS & INCENTIVES

(66*5) + (76*4) + (31*3) + (7*2) + (4*1)
Weighted Average = ____________________________________
184

= 745/184
= 4.04

VARIABLE WEIGHTED AVERAGE RANK

Ventilation 3.60 5

Lighting facility 4.00 3

Medical facility 3.51 6

Physical training 3.98 4

Insurance 4.08 1

Drinking water 4.08 1

Bonus & Incentives 4.04 2

76
Source: Primary Data
Interpretation
In order to know the assessment of safety employees organization, weighted
average ranking was applied.

 Insurance of the respondents (4.08) having more weighted average other the
assessment of insurance in organization ranked as 1st.
 Drinking water of the respondents (4.08) having more weighted average other the
assessment of Drinking water in organization ranked as 1st.
 Bonus & Incentives of the respondents (4.04) are ranked as 2nd
 Lighting facility of the respondents (4.00) are ranked as 3rd
 Physical training of the respondents (3.98) are ranked as 4th
 Ventilation of the respondents (3.60) are ranked as 5th
 Medical facility of the respondents (3.51) are ranked as 6th

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 TABLE NO: 4.1.21
ANOVA
HUMAN DEVELOPMENT PROCESS AND EDUCATION
QUALIFICATION

Sum of Mean P
S.No Factor Squares Df Square F value Remarks
Between
1 Nature of Groups 21.581 7.194
work 3 6.828 .001 Significant
Within
122.211 1.054
Groups

Sources: primary data

INTERPRETATION
Since the p value (.000) is lesser than (0.05) the null hypothesis is accepted at 5%
level of significant hence it concludes that there is significant relationship
difference between employees human development process towards education
qualification

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 TABLE NO: 4.1.22

ANOVA
SAFETY AWARENESS AND EDUCATION QUALIFICATION

Sum of Mean P
S.No Factor Squares Df Square F value Remarks
Between
1 Nature of Groups 68.137 22.712
work 3 18.589 .001 Significant
Within
141.730 1.222
Groups

Sources: primary data

INTERPRETATION
Since the p value (.001) is lesser than (0.05) the null hypothesis is accepted at 5%
level of significant hence it concludes that there is significant relationship
difference between employees safety awareness towards their education
qualification

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 TABLE NO: 4.1.23

ANOVA
PERSONAL FEELING AND EXPERIENCE

Sum of Mean P
S.No Factor Squares Df Square F value Remarks
Between
1 Nature of Groups 12.873 4.291
work 3 4.447 .005 Significant
Within
111.919 .965
Groups

Sources: primary data

INTERPRETATION
Since the p value (.005) is lesser than (0.05) the null hypothesis is accepted at 5%
level of significant hence it concludes that there is significant relationship
difference between employees personal feeling towards their experience

80
 TABLE NO: 4.1.24

ANOVA
MEDICAL BENEFIT AND MONTHLY INCOME
Sum of Mean P
S.No Factor Squares Df Square F value Remarks
Between
1 Nature of Groups 3.455 1.728
work 2 .658 .520 Significant
Within
307.211 2.626
Groups

Sources: primary data

INTERPRETATION
Since the p value (.520) is lesser than (0.05) the alternative hypothesis is accepted
at 5% level of significant hence it concludes that there is no significant
relationship difference between employees Medical benefit towards their monthly
income

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 CHAPTER – V

FINDINGS SUGGESTIONS AND CONCLUSION

5.1 FINDINGS
1. Simple percentage:
1. Most (40%) of the respondents are age group is below 20 – 30.

2. It observes that majority (58%) of the respondents are female.

3. Majority (55%) of the respondents are unmarried in marital status.

4. Maximum (66%) of the respondents are educational qualification of school level.

5. Minimum (33%) of the respondents are year of experience 2 – 5 years.

6. It observes that minimum (45%) of the respondents are income earned to below
Rs.10000.

7. Majority (81%) of the respondents are said yes job safety measures provided.

8. Minimum (33%) of the respondents are preferred to private club conduct a safety
programmer.

9. Most (38%) of the respondents are work environment for always.

10. Majority (72%) of the respondents are said yes in suffered any work – related
injury or illness employer.

11. (53%) of the respondents are good is the firm provides medical facilities to the
employees.

12. Minimum (44%) of the respondents are drinking water and highly satisfied.

13. Majority (51%) of the respondents is good co – ordination is management with

employees.

14. Most (33%) of the respondents are development process of life expectancy.

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 15. Minimum (40%) of the respondents are safety awareness in satisfied of program.

16. Most (35%) of the respondents are manageable work load in job.

17. Minimum (27%) of the respondents are satisfactory the medical benefits.

2. Chi - square
Null hypothesis is accepted because the calculated value is less than table value.
So, it is concluded that there is a no significant relationship between company provide a
safety and healthy work environment and types of relationship between management with
employees.

3. Correlation
This is positive correlation. There is relationship between the educational
qualification and monthly income of the respondents.

4. Weighted average
In order to know the assessment of safety employees organization, weighted
average ranking was applied.

 Insurance of the respondents (4.08) having more weighted average other the
assessment of insurance in organization ranked as 1st.
 Drinking water of the respondents (4.08) having more weighted average other the
assessment of Drinking water in organization ranked as 1st.
 Bonus & Incentives of the respondents (4.04) are ranked as 2nd
 Lighting facility of the respondents (4.00) are ranked as 3rd
 Physical training of the respondents (3.98) are ranked as 4th
 Ventilation of the respondents (3.60) are ranked as 5th
 Medical facility of the respondents (3.51) are ranked as 6th

83
5.ANOVA:

1. Since the p value (.000) is lesser than (0.05) the null hypothesis is accepted at 5%
level of significant hence it concludes that there is significant relationship difference
between employees human development process towards education qualification
2. Since the p value (.001) is lesser than (0.05) the null hypothesis is accepted at 5%
level of significant hence it concludes that there is significant relationship difference
between employees safety awareness towards their education qualification
3. Since the p value (.005) is lesser than (0.05) the null hypothesis is accepted at 5%
level of significant hence it concludes that there is significant relationship difference
between employees personal feeling towards their experience
4. Since the p value (.520) is lesser than (0.05) the alternative hypothesis is accepted at
5% level of significant hence it concludes that there is no significant relationship
difference between employees Medical benefit towards their monthly income

84
 5.2 SUGGESTIONS

1. The company has to create the awareness between workers about health and

safety measures.

2. The researcher suggest to the management has to take necessary steps to reduce

the stress level of the workers

3. The management will conducted a orientation programme to the employees based

on their work.

4. The researcher suggests the company to check the machinery condition and make

service at a periodical time.

5. To control the air pollution by planting trees around the textiles industry and

nearby villages or areas.

6. The study also suggests the company to concentrate the working conditions like

lighting, safety equipments, which is not up to the satisfaction of the employees.

85
 5.3 CONCLUSION

An organization comes into existence when a group of people work together to

achieve something for themselves and for others. The study was conducted among the

employee in Rajaganapathy Industries. From the study it was clear that most of the

employees were welfare with the current level of employee health facilities conducted by

the organization. But the employees prefer to have more facilities that can bring out their

hidden talents and increase their productivity. Overall it can be said that is an essential

part of growing business. In fact health measures have greater impact on the employees

and their work environment.

86
 BIBLIOGRAPHY

BOOKS

1. Aswathappa, K., Human resource and Personnel management, TATA McGraw-

HILL.

2. Arunmonappa and Saiyadain, Mirza S., Personnel management, TATA McGraw-

HILL.

3. Flippo, Edwin B., Personnel management, McGRAW-HILL International

Publications.

JOURNALS

 Samantha L. Larose, Koffi A. Kpelitse, M. Karen Campbell, Gregory S. Zaric,

SisiraSarma (2015) Does obesity influences labour market outcomes among working-

age adults? Evidence from Canadian longitudinal data Economics Volume, March

2016, Pages 26–41 Received 26 August 2014, Revised 24 September 2015, Accepted

25 September 2015, Available online 19 October 2015

 Z. Shareefdeen, S. Taqvi, A. Elkamel (2016) Chapter 28 – Air Quality Management

in Electronic Industries Chemistry Volume, 2016, Pages 765–784 The Quality of Air

Available online 31 May 2016

87
 Jules Arntz-Gray (2016) Plan, Do, Check, Act: The need for independent audit of

the internal responsibility system in occupational health and safety Received 23

October 2014, Revised 16 November 2015, Accepted 18 November 2015, Available

online 12 December 2015Science Volume, April 2016, Pages 12–23

 P.M. Dennis (2016) International Programme on Rubber Safety: Fully

HalogenateoChlorofluorocarbons Environmental Health Criteria 113 Pathology

Volume, 1991, Pages 280 Available online 7 April 2016.

88
 APPENDIX

A STUDY ON EMPLOYEE HEALTH AND SAFETY MEASURE TOWARDS

RAJAGANAPATHY INDUSTRIES AT COIMBATORE

QUESTIONNAIRE

1) 1. Name :

2) Age :

a) 20-30 [ ] b) 30-40 [ ]

c) 40-50 [ ] d) Above 50 [ ]

3) Gender

a) Male [ ] b) Female [ ]

4) Marital status

a) Married [ ] b) Unmarried [ ]

5) Educational Qualification

a) School level [ ] b) Diploma [ ]

c) Graduation [ ] d) Post Graduation [ ]

6) No of year’s experience

a) Below 1 [ ] b) 2-5 [ ]

c) 6-9 [ ] d) Above 10 [ ]

89
7) Income per month

a) Below Rs. 10000 [ ] b) Rs. 10000- Rs. 15000 [ ]

c) Rs. 15000-Rs. 20000 [ ] d) Above Rs. 20000 [ ]

8) Are you satisfied the job safety measures provide by firm

a) Yes [ ] b) No [ ]

9) Where the firm will prefer to conduct a safety programme

a) Work place [ ] b) Private Club [ ]

c) Local School or Facility/Hall [ ] d) Other [ ]

10) Does the company provide a safety and healthy work environment?

a) Always [ ] b) Usually [ ]

c) Only Sometimes [ ] d) Never [ ]

11) Rank the following major element of planning process

Factors Rank

Developing leadership abilities

Selecting rights to people

Perception of opportunities

Motivating people

12) Are you suffered any work-related injury or illness (employer)?

a) Yes [ ] b) No [ ]

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 If yes, how the firm provides medical facilities to the employees?

a) Excellent [ ] b) Good [ ]

c) Fair [ ] d) Poor [ ]

13) Please mention the level of satisfaction regarding the following factors which

determine the working environment.

Factors Highly satisfied Neutral dissatisfied Highly

satisfied dissatisfied

Ventilation

Lighting facility

Medical facility

Physical training

Insurance

Drinking water

Bonus &

Incentives

14) What type of relationship between management with employees?

a) Friendly [ ] b) Good-Co-Ordination [ ]

c) No Co-ordination [ ] d) No idea [ ]

15) Which of the following factors are included in human development process?

a) Life expectancy [ ] b) Adult literacy [ ]

c) Decent standard of living [ ] d) All the above [ ]

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16 )Rank the following factors

Factors Rank
Ventilation
Lighting facility
Drinking water
Rest room
Canteen
Medical facility
Insurance
Bonus & Incentives
Physical training

17)How do you feel about safety awareness program

a) Highly satisfied [ ] b) Satisfied [ ]

c) Dissatisfied [ ] d) highly dissatisfied [ ]

18)How do you feel about the personal feeling about the work load in job?

a) Manageable [ ] b) Normal [ ]

c) Below [ ] d) Adjustable [ ]

19)Which level the medical benefits are providing in your organization?

a) Excellent [ ] b) Above average [ ] c) Average [ ]

d) Below average [ ] e) Satisfactory [ ]

20)Give your valuable suggestion_______________________________________.

92