Rinkal Soni Sip Report1

A PROJECT REPORT ON EMPLOYEES HEALTH AND SAFETY MEASUREMENTS FOR MANHAR PROCESSOR Submitted to S.R.
LUTHRA INSTITUTE OF MANAGEMENT IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE AWARD FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION Under Gujarat Technological University UNDER THE GUIDANCE OF FACULTY GUIDE Ms Megha Gohel Assistant professorGeneral Manager Submitted by RINKAL SONI Enrollment No: 118050592022 S.R.LUTHRA INSTITUTE OF MANAGEMENT M.B.A PROGRAMME Affiliated to Gujarat Technological University Ahmadabad July 2012 COMPANY GUIDE Mr. Mohan Panday
Co certificate
Institutes Certificate
Certified that this summer internship report
Titled EMPLOYEES HEALTH Ms Rinkal
ANDSAFETY MEASUREMENT is the bonafide work of
Soni(Enrollment No.118050592022), who carried out the research under my supervision. Ialso certify further, that to the best of my knowledge the work reported herein 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.
(SIGNATURE) Megha Gohel Assistant professor
Dr. J. M. KAPADIA (In charge director)
PREFACE In today's world, the Market all over the world is develop at much speed so, the developing countries like India has great market to expand so, in India the industries are having the very competitive scenario so the need for practical studies has become an important task. This report is prepared for the fulfillment of the practical studies in the M.B.A. program.
Being the student of M.B.A. it is very necessary to have industrial training to understand the real world application. Industrial training plays an important role for the overall development of a student.
The main objective of the industrial training is to develop student's ability Sense of market scenario and to understand the internal structure and various aspects of an industry by these kinds of training students get opportunities to show their skills and efficiency student can also get the if internal strength to adapt to the industrial Environment.
In also creates awareness in the management student at grass root level about the difficulties and challenges face by the organization in the current business world. This report also includes graphical trend analysis to represent concept in most competitors are deal in large business in market so it is also our effort to make report a comprehensive as possible.
ACKNOWLEDGEMENT
The satisfaction and euphoria that accompany the successful completion of any task would be incomplete without the mention of the leaders, whose constant guidance and encouragement crown all the efforts with success. I am highly obliged to the GUJARAT TECHNOLOGICAL UNIVERSITY for arranging the programme of practical training in masters in business administration in such a manner. I would like to extend my gratitude to all the staff and especially to Mr. Shyam Jariwala of Manhar processor who provided me useful information and data regarding the subject with their cent percent participation and supported in making this project report a successful task. It was a memorable experience to work with them and complete my summer training. It is my privilege to express my deep sense of gratitude to Ms MEGHA GOHEL and Mr JIMMY KAPADIA for their efforts, guidance, valuable comments and suggestions for making this project report. She helped me to complete my report on the practical study and give contribution to improve and expand my practical knowledge. Finally, I express my intense gratitude to my parents whose blessings has helped me to translate me efforts into fruitful achievement.
DECLARATION
I,RINKAL SONI, hereby declare that the report forSummer Training Project entitled Employees Safety and Health Measurement is a result of my own work and my indebtedness to other work publications, references, if any, have been duly acknowledged.
Place: Surat Date: RINKAL SONI
EXECUTIVE SUMMARY
The selected Topic was EMPLOYEES SAFETY AND HEALTH MEASURES. It is said that if the employees are secured in their organization they are permanent. So every organization is giving higher priority to their employees health and safety. If an employee is not secured in the job there are chances for absenteeism, job turnover, and lower productivity. Thus looking to this aspect MANHAR has given prime importance to the safety and health of their employees. In this connection a survey was conducted on behalf of MANHAR PROCESSOR to identify the satisfaction of employees in respect of safety and health measures adopted by the company. This project report is divided in two parts .In first part is of General information part and it is related with Industry profile and company profile. Second part is Primary study and it includes the objective of study and Research methodology & analysis, conclusion. For gathering data about the Employees safety and health measures, the structured questionnaire is use. And for data analysis SPSS software is use and chi square test is apply on the data. According to study in MANHAR PROCESSOR most of the employees are satisfied with safety and health measures adopted by the company.
Table of Content
SR. NO. PART 1 GENERAL INFORMATION PARTICULARS PAGE NO.
1.
Industry profile 1.1 About the industry 1.2 World Market India 1.3 Growth of the Industry
2. 3. 4. 5. 6.
About the Companies in Industry Company profile Product Profile SWOT Analysis Functional Department 6.1 -Marketing 6.2 -Human resource 6.3 - Production 6.4 -Finance PART-2 PRIMARY STUDY
7.
Introduction of the Study 7.1 Literature Review 7.2 Background of the Study 7.3 Problem Statement and Importance of the study 7.4 Objective of the Study 7.5 Hypothesis
8.
Research Methodology 8.6 Research Design 8.7 Source of Data 8.8 Data Collection Method 8.8 Population 8.9 Sampling Method 8.10 Data Collection Instrument
9 10 11 12
Data Analysis and Interpretation Results and Findings Limitations of the Study Conclusion/Suggestions
Annexure Bibliography
TEXTILE HISTORY IN INDIA

Indian textile enjoys a rich heritage and the origin of textiles inIndia traces back to the Indus valley Civilization where peopleused homespun cotton for weaving their clothes. Rig-Veda, the earliest ofthe Veda contains the literary information about textiles and it refers toweaving. Ramayana and Mahabharata, the eminent Indian epics depictthe existence of wide variety of fabrics in ancient India. These epics referboth to rich and stylized garment worn by the aristocrats and ordinarysimple clothes worn by the common people. The contemporary Indiantextile not only reflects the splendid past but also cater to therequirements of the modem times. Influences of changes shaping the industry: We will touch upon some of the more significant changes thathave and are shaping the Indian textile industry.
Implementation of New Equipment: The textile industry has also become a high technology. Thetextile industry has also become a high technology industry.No body earlier could have concerned that the industry would require topof the line technical skills. Present day textile machinery is fullycomputerized and needs totally new skills to effectively manage it. New Marketing Trend: On the marketing side, there has been a total change, withalmost all players in the industry extending their reach tointernational markets. The impact of these trends on the textile industry isprofound. Increasingly any company cannot sustain itself only on localmarket demand or only the exports. One has to look at the global marketsin totality. Competition: This compulsion to access and compete in international marketshas been perhaps one of the saving graces for the industry.Clearly the ability and necessity
of meeting global competition head on,has forced the industry to upgrade its technology, product quality, coststructure and marketing skills. Truly, we have learnt more from thecompetitions than from ourselves. Technocrats: Another shift in the industry is regarding entrepreneurship.Technocrats have been able to become possible to have smallsize spinning, weaving and processing mills. All this was earlier thedomain, solely
Cost Consciousness: The greater competitive pressure have highlighted the need tocontrol cost of every type of whether it be energy, water orlabour all of which were earlier taken for granted now every mill is highlycost conscious and industrial engineers keep detailed trace of every costparameter including energy consumption including energy consumption,waste control, machine efficiency and productivity. No doubt, this willhave to be an ongoing exercise. Since cost have to be ruthlessly andpersistently brought down. Labour intensive industry: The textile industry being labour intensive, is slowly migratingfrom high cost countries, such as the United states, Europe,Japan, Australia, Taiwan and Korea. All these countries were at one timeleading textile manufacturers. But with the high labour cost, capacities inthese countries are being diverted elsewhere. This is happening even asthe developed economies make large investments in better machinery andautomatism.
Global Market
Sustainable Dyeing And Finishing Textile World looks at some recent dyeing and finishing developments that are economically and ecologically efficient and achieve high-quality results. Quality, economic efficiency and, more and more, ecological methods are the prerequisites for up-to-date production in the dye house. Color shade and depth must be attainable, and there should be adequate levelness and accurate fastness properties. Appropriate mechanical and chemical processing is necessary to suit customer requirements as well as to create the required fabric hand and surface characteristics.
Economical and ecological efficiency involves minimization of costs and maximum profit as well as reproducible quality with minimal environmental damage. Therefore, process optimization is a must to fulfill all parameters and requirements for right-first-time production. Western wet-finishing costs are more and more apparent in various Asian countries as well, and can be divided into the following approximate cost proportions:

42-percent labour; 29-percent dyestuffs and chemicals; 6-percent water; 12-percent energy; 6-percent environment and safety measures; and 5-percent maintenance.
Technology
The technology for dyestuff manufacturing varies widely from relatively simple (direct azo) to sophisticated (disperse and vat) dyes. Though technology is locally available, most of it is outdated. The problem is further
compounded by the fact that the nature of the process changes from batch to batch and, therefore, controlling the process parameters becomes difficult.
The Indian industry has made significant progress in terms of technology and production. The dyestuff industry is one of the heavily polluting industries and this has resulted in the closure of units internationally and shifting of units to the emerging economies. Most of the international manufacturers have transferred the technology to developing nations like China, India, Indonesia, Korea, Taiwan and Thailand. This shift of manufacturing capacities is because the industry is perceived as a high-cost and low return one. The batch processing also makes it a labourintensive industry. Thus, the competitiveness of developing economies increases. However, the judiciary has come down with a heavy hand on several manufacturing units, all over the country. Disperse and Reactive dyes constitute the largest product segments in the country constituting nearly 45% of dyestuff consumption. In future both this segments will dominate the dyestuff market with Disperse dyes likely to have the largest share followed by reactive dyes. These two segments will have the largest share on account of dominance of textile and synthetic fibres in dyestuff consumption. Vat segment is also expected to record positive growth in future.
Growth of the industry
Dyeing & Printing Industry is growing with flying colours The textile industry occupies a leading position in the hierarchy of the Indian manufacturing industry. It has witnessed several new directions in the era of liberalization. While textile exports are increasing and India has become the largest exporter in world trade in cotton yarn and is an important player of readymade garments, countrys international textile trade constitutes a mere 3% of the total world textile trade. Several mills have opted for modernization and expansion and are going in for export-oriented units (EOUs) focused on production of cotton yarn. It has passed through cyclical oscillations and at present, it is witnessing a recovery after a downturn. Of the entire industry volume of about 5 million tonnes, polyester and polyester filament yarn account for about 1.7 million tonnes, and acrylic, nylon, and viscose taken together for 300,000 tonnes. The balance is represented by cotton textiles. A majority - some three fourths - of the textile mills are in the private sector. A few of the units are in the co-operative sector with the public sector (Central and State) accounting for about 15% of the total. The textile industry is classified into (i) textile mills comprising composite and spinning mills in the organized segment, (ii) small power loom and handloom units in the decentralized segment, (iii) khadi-based units, (iv) manmade and synthetic fibre and spinning units, v) knitting units, and (vi) made-ups (garments). Besides, the industry has a large number of small units scattered all over the country which are engaged in processing, dyeing and printing of yarn, fabrics and for conversion. The processing units include sizing, desizing, kiering, bleaching, mercerizing, dyeing, printing and finishing. The countrys per capita consumption of woven cotton fabrics is estimated at
around 16.5 meters. This has remained almost constant for quite some time with the increased production absorbed by the expansion in population. Yarn is produced by the mills in the organized segment but is consumed by power loom and handloom segments as well. The production of cotton yarn is divided into three categories, namely, coarse counts below 20s, medium counts between 20s and 40s, and fine counts above 40s. The average count spun has increased from about 25 in early 1960s to about 34 in 1990s. This indicates a change in productmix in favour of finer textiles and high value items. The pattern of production of cloth in the textile industry is amazingly wide with regard to types of fabrics produced with different mono and mixed materials. In the conventional ring spinning system, increasing spindle speed beyond a level was technologically difficult and economically non-feasible. The search for an alternative method of yarn manufacture led to the development of three new technologies, namely, rotor open-end, friction and air jet spinning. The spinning limits of the four technologies are 6-12, up to 30, 6-18, and 20-80, respectively.
A major improvement in weaving efficiency has been brought about by developments in spinning technology which has enabled production of yarn of higher quality. A major share of the looms installed in composite mills is now of automatic looms. However, auto looms installed in the decentralized and power loom segments are small in number. Shuttle less technology, direct wrapping, use of splicing technology, automatic doffing and knotting systems, help to increase mill productivity. Speed of the auto looms or shuttle less looms is 60% higher than that of non-auto looms. The textile industry has managed to modernise the spinning sector but there is a long way to go on the weaving front. India's power loom sector has over 10,000 shuttle less looms as compared to 150,000 in China. It may be recalled that India
today is the third largest producer of cotton, second largest producer of cotton yarn and the largest exporter of cotton yarn in the world. The government has, under its new textile policy set an ambitious export target of $50 billion to be achieved by 2010. The lead players in the Indian industry include Bombay Dyeing, Arvind Mills, Century Textiles, Coats Viyella, Morarji Gokaldas Spinning, JCT, Hindustan Spinning, etc. While the Indian textile industry is a premier industry in India with a large domestic market and sizable exports (considering India's export earnings), it is still a small player in the global textile market. The global market is expanding (estimated to grow from $ 309 billion to $ 856 billion by 2014). India has several positive competitive strengths and can benefit from the global expansion. However, India will have to catch up with modernization by restructuring and upgrading its operations. It is an imperative and urgent need for the industry to focus on value added products. With the end of the Multi-fibre Agreement at the end of 2004, the potential is unlimited, if only the industry gets fully geared up to adopt global standards.
Major companies of Dyeing & Printing Industry Krishna Industries Santel Industries Jonsons Industries Ltd. Prakash Woven Pvt. Ltd. Dashmesh Jacquard &Power loom Pvt. Ltd. Lakshmigraha Apparels Pvt. Ltd. Danube Fashions Ltd. Translabel India Keshavlal & Mangubhai & Co. Aqua Color Corp.
Company Profile
INTRODUCTION
MANHAR PROCESSOR processors are incorporate in 1974. Concern started at surat with 24 printing machines, 8 jet dying, 6 folding machine, 3 Stenter machine, 2 loop machine, 2 drum machine, 3 zero-zero m/c, 2 boiler.
The concern is having large setup of latest plant and machineries to process various type of manmade fabrics right from the beginning stage. This has been possible because of a concerns large capital base, capital raised, reserves preserved and loans from bank and finance institution.
HISTORY & DEVLOPMENT
In starting there was only one machine. Companies work is related on owners work. Companys expansion was carried on from 1994. 65 companies are working jointly with this company. The printing work is done under the demand of dyeing master. The company produces various types of clothes like; DANI RUSSIAN FRENCH etc.
BACKGROUND
In Surat, it is fast emerging group in textile. Good reputation in the market. Processing good quality of cloth Use sophisticated technique. Well-equipped machineries.
COMPANY PROFILE
Name of the organization: MANHAR PROCESSORS
Partners : 1. Rajeshbhai M Jariwala 2. Atulbhai M Jariwala 3. Pravinbhai J Jariwala
Features High range production of cloth. Skilful and talented worker. Qualified manager. Large plant location. Well managed machinery.
Quality production by using modern machineries.
SIZE OF UNIT AND FORM OF ORGANIZATION:-
According to the manufacture units may be classified as under Small scale industry Medium scale industry Large scale industry Out of all these industry Manhar processors is large scale industry.
Organization structure
Managing Director
Owner
General Manager
Production Manager
Marketing Manager
Personal Manager
Finance Manager
Masters
Supervisors
Workers
SWOT ANALYSIS SWOT analysis means over all evaluation of the company. The full norm of SWOT is strength, weakness, opportunities and threats. S strength: The mgt. Of the companys is very good by management team. The company has a very good professional staff. The company is profit making company and continuous to have sound financial position. The capital base is strong. They have chosen exact location for production. They are totally family base company and not issues the share market. So that there is no interface outside people in the company. They have skillful staff in all departments. They have good reputation in the market.
W weaknesses: The company faces competition from established textile industries in the city like manju mill, aishwarya mill etc. However, the company will with stand the competition with value addition in quality. In company there are few technical and managerial worker, so the company no very well attention in production High investment in current asset. They are not issuing any share in the market so they are not in the contact of the market. They do not contact any new customers directly.
O opportunities: They have scope to export in the Indias different cities. They have scope to using spare capacity.
A marketing opportunity is an area of buyer need in which a company can perform profitability.
T Threats: Meet competition from unorganized & small scale manufacturing industries. Presently the textile industries are passing from recession. The competition has increased due to domestic market. The margins have become thin in the industry. Improvement in quality is the only major source of the profitability.
FUNCTIONAL DEPARTMENT
MARKETING DEPARTMENT
Introduction:MARKET:The common use of market means a place where goods are bought or sold in its strict meaning market need not necessarily mean a place of exchange. How company is defining marketing? Marketing is done under the satisfaction of the customer. The businessmen of the market provide grey material to the company. Then the buyers make goods. The printing design is done by the specially organised printing group. Then they bring new innovation to the design. They maintain the quality control and standard of the design. They also maintain upper credit policy. Function of marketing department:-
Improve sales:- it refers increase the selling by the company and it is based on the development design and implementation of marketing. Customer satisfaction:-satisfaction is a persons feelings of pleasure or disappointment that result from comparing a products received performance to their expectations.
Product differentiation:- it is a set of all products and items a particular seller offers for sale.
Segment market: marketing involves satisfying customer needs and wants. In a hypercompetitive economy with abundant choices.-
Segment , Targeting, Positioning:It is not necessary that all the customers will be gaining their satisfaction. If the customer dissatisfied with the product then the company should provide them satisfaction. If the price is very high then the customer will be not satisfied. In case if the price is satisfied by the customer but the design is not liked by the customer. So, if this situation is carried out then the different segment is carried out. For eg:- like the cloth of dani and Russian is very cheap able cloth so its price is cheap. But the cloth like turkey is very expensive and the charge of printing is also very high. In this process the customer is attracted by the quality of cloth. In this way the company target the customer. The companies which work together with MANHAR PROCESS are competitive in nature and whosoever cloth is good that companys position is high, this act is carried out in positioning . CRM and customer support activities:In this company gives satisfaction to the customer. They also provide best goods and services. In Manhar process the job is done on credit base. Product mix:Sari Length: - 5.25 meters Width: - 45 inch Dress material Length: - 4 meters
Width: - 45 inch
HUMAN RESOURCE DEPARTMENT

INTRODUCTION:MANHAR PRCESSOR has a separate personnel department. All the activities related to the personnel department are performed by Mr. Ajit Mehta; the coowner of the mill. The function of this department is to take decisions related to employees.
Human resource management may be defined as that field of management which has to do with planning, organizing and controlling the functions of procuring, developing, maintaining and utilizing a labour force. Objectives of human resource management Objectives of human resource management are derived from the basic objectives of an organization. 1. To help the organization attain its goals by providing well-trained and well motivated employees. 2. To employ the skills and knowledge of employees efficiently and effectively. 3. to establish and maintain productive, self-respecting and internally satisfying working relationships among all the members of the organizations. 4. To bring about maximum individual development of members of the organization by providing opportunities for training and advancement. 5. To secure the integration of all the individuals and groups with the organization by reconciling individual with those of an organization. 6. To help maintain ethical-policies and behaviour inside and outside the organization. 7. To manage change to the mutual advantage of individuals, groups, the organization and the society.
Organizational structure:-
Owner
General Manager
Personnel manager (personnel&administer)
Masters
Clerk
Peon
NO.OF WORKERS:-
In MANHAR PROCESSOR there are 300 employees working with the firm. They have also 3 dyeing masters,3 printing masters,6 supervisions. They both qualitative and quantitative workers.
PRODUCTION DEPARTMENT
INTRODUCTION:production is the process of converting the raw materials and/or the other inputs into the products for further production or finish goods or service so that the utility of the inputs is created or enhance (by change in physical form or mechanical property)and the needs of consumer are satisfied.
Product and their established capacity:Product: Their product is to dye and print saris and prepared them finally to send them in TEXTILE MARKETS for their trading. INPUTS Manhar processors having raw material as a grey, chemicals& colors.the parties purchase the grey cloth from surat textile market, new textile market,mahavir market etc.after completing job work it will be delivered to concerned customers in the given period. their main raw material are:Grey cloth comes from different parties.Different chemicals like pb verga, bb, silicon b, hydrocaustic soda etc.used in process.Colours used for dying and printing.
Process
Drum machine
Washing
Stenter machine
Jet dying
Loop machine
Zero zeromachine
Stenter machine
Printing machine
Folding machine
Finished product:-
In this stage the product is finally prepared. So the product is ready for disputing to customers. This final product is delivered in the textile markets in the city through trucks, tempos and other transporters.
FINANCE DEPARTMENT
INTRODUCTION
MEANING OF FINANCE:
The importance of finance in the business is same as the importance of the spring in the clock. Finance is required from the starting until it terminates, as a means of the business transaction. Finance is the blood of the business without which an enterprise cannot survive. finance is that administrative area or set of administration function in an organization which relates the arrangement of cash and credit so that organization may have the means to carry out its objective as satisfactory as possible. SOURCES OF FINANCE Following sources of finance are used by MANHAR PROCESSORs for their short term requirement of fund: 1. Bank loan 2. Cash credit MANHAR PROCESSOR processors have no requirement to take loans from banks and financial institutions because of their well profitability management. But they take cash credit from financial institutions when they have to establish new plant or to make expansion.
INTRODUCTION OF STUDY
LITERATUREREVIEW Numerous research studies have been conducted on Occupational Health and Safety (OHS) aspects in Textile and other industries such as Chemical, Mining, andAgriculture etc. in various parts of the world. In this chapter, under the various sections,different studies are reviewed which were conducted on Occupational health and safetyall over the world with respect to our research objectives. The various sections such asthe factors effecting OHS, the work place hazards, causes of industrial accidents, existingmedical protection and facilities and life style, behaviour and attitude of the workers aswell as management. We reviewed the different studies conducted on OHS all over theworld. The current review is an attempt to give a comprehensive draft of the findings ofthe research studies performed in different parts of the world with respect of our researchobjectives in order to provide information about possibilities of improving occupationalhealth and safety situation in textile industry and recognize its significance. 2.1 FACTORS EFFECTING OCCUPATIONAL HEALTH AND SAFETY IN TEXTILE INDUSTRY: The various factors such as education, age, physical health socio economicconditions, role of management compensation plans, occupational health and safetymanagement and admin standards, labourbehaviour were responsible to create awarenessand knowledge about occupational health and safety. These factors were identified in thedifferent parts of the world which we discuss as below. Argyris,C. (1964).discovered association among work accident, stress level and educational background of textile workers. The study was carried out in two differentparts. In the first part of questionnaire, for the Turkish population, the Glazer Stresscontrol Life-Style scale was used. The results indicated that accidents on workplace aredirectly linked with the workers stress level and educational background. The stresslevel also linked with sex and national differences of textile workers. In the Turkish malegroup population, less educated textile workers had lower stress than more educatedtextile workers. The result showed that Turkish workers had lower educational level thanEnglish workers. Furthermore, less educated workers had low stress level and lessaccidents during their work. Therefore, the workers who have a tendency to had accidentsalso showed the lower level of education and less stress It was concluded that pooreducation is the prime reason of work accidents. So to reduce the accident rate;educational level of workers must be high. Bowen. E., & Ostroff, C. (2004).described that the mean age of labour force in many Europeanwas increasing; with the result problems were caused by ageing
of workforce. Activitiesto maintain workers ability to work have become a priority in OH&S. Work ability maybe considered to include physical health, psychosocial well-being and professionalcompetence of individuals, but also an appropriate work environment and workorganizations which improve the performance of the individuals at work. Taylor et al (1970) conducted a research on the physical health of workers. Hisresearch based on the chronic disability, to discover about the records of disable people working in industry, excluding for those who were registered with the Department ofEmployment and Productivity. A combined survey conducted by six factory doctorsconsisting of 11,399 men of aged 16- 64 from seven companies is illustrated. In which10.8 per cent of the population (1233 men) were recognized as having chronic medicalimpairments, which could affect working capability. The frequency increased from 3%under the age of 25years to 28% per cent over the age of 60. The only 1/3 of these menwas formally registered and they were not true representative of the entire disabled eitherin terms of severity or of diagnosis. The most occurring reason of disablement wereChronic bronchitis and asthma, disorders of the backbone, coronary heart disease andsevere visual loss. Claire (1987) High injury rates tend to occur in lower socio- economic groupswhose perception of causation and work experience place them at odds with management. At the same time injuries are treated, investigated and compensated at an individualFurther, patterns of behaviour, injuries and overt conflict may be related to the levels ofcontrol experienced at work A case study results demonstrated that a conflict of interestwas recognized by both workers and management and resulted in tacit acceptance of restrictivelabour practices', as survival mechanisms. This recognition of inherent danger, 9injury-avoidance withdrawal and the contradictory nature of control for safety andproduction, by both sides, is de facto legitimating of occupational injuries beingembedded in the social relations of production - rather than being 'accidental'. Harter, J. K., Schmidt, F. L., & Hayes, T. L.(2002).discovered that the Pan American Health Organization (PAHO)introduced a new Tool Kit with the collaboration of CERSSO which was obtainable inMay 2002. The purpose of this tool kit was enabling managers and line workers ingarment factories to selfdiagnose plant and workstation hazards. Furthermore it providedthe way to estimate the costs and benefits of spending in occupational health and safety(OHS) for the improvement of production and competitiveness. The instrument wascomprehensively developed in such way that any user may collect the data easily. Itincorporated clinical, epidemiological, engineering, risk assessment, and liability issues. The data shows that since July 2002, approx. 2400 officials and employees of 736garment industrial units; Ministries of Labour Health, Social Security organizations, andTechnical Training Institutions of Central America and the Dominican Republic had usedthis tool. Employers were now conscious of the economic benefits to invest in OHS.
Moazzam (2000) described about the injury benefits are paid to secure a workerwho was unable to attend his duty due to employment injury at the rate of 100% of hiswages to a maximum of 180 days. Disablement gratuity is paid to a secured worker whohas received an employment injury and his degree of disablement has been assessed up to20%. Peterson,S. J., & Luthans, F. (2006).explained in the environmental health and safety management andauditing programs that numerous standards and regulations serve as a basis for bothoccupational health and safety programmers and for auditing programme. For instance, Occupational Safety and Health Administration (OSHA) is one source of US workplace, standards. Other countries had standards and regulations similar to OSHAs standards. Many companies had their own internal health and safety standards that extend beyond government standards and guidelines. Schneider, B., Hanges, P. J., Smith, D. B.,& Salvaggio, A. N. (2003).explained in his research paper on the challenging world of work andimplications for labour inspectors. The social and political expectation at work haschanged significantly. The workers are now less tolerant with respect to their workingconditions which have directed to an increase in the statistics of complaint and an enormous pressure on the labour inspectorates which in turn has led to more investigationsat the workplace and for more punishment of individuals and enterprises which do not Comply with the rules and regulations. There are different factors, which directly or indirectly create effect on OHS. Worker (labour) education, age, income, awareness, knowledge, personal or physical health, injury and disease benefits, environment health and safety management system and affective audit and inspection system. These factors were studied in Turkey, India and United States, which were closely affecting the OHS in Pakistan textile industry.
2.2 WORKPLACE HAZARDS IN TEXTILE INDUSTRY: There are different hazards which faced by the workers in textile industry. These hazards are explained as; 2.2.1 Biological Hazards (Cotton Dust): Schneider,B., & Schmitt, N. (1986).described the word Byssinosis is derived from the Greek wordBussus meaning fine Linen or fie flax. Byssinosis is a respiratory disease of workers of cotton, flax, soft hemp and is classically characterized as shortness of breath; cough and tightness of chest on Monday or the first day of return to work after a time off. Huter(1978) explained that byssinosis is also known as strippers asthma, grinders asthma or Card room asthma.
Croften (1981) explained that in 1831 Dr. JP Kay a physician in Manchester, first drew attention to this disease by suggesting that cotton workers suffered from a respiratory disease, probably as a result of exposure to dust at work elsementioned byGren how in a report to the Privy Counsel, London. In 1963 Jesse Leach, a factory surgeon described the disease in detail and found it in the mills of Heywood. Oliver in1908 suggested that the manufacturing of cotton was not a healthy occupation. In 1955Werner reported that in early stages the disease is characterized by tightness of chest. Before this it was supposed that the disease was recognized to the collective effect of dustand general atmospheric pollution. Emery, R. E., & Trist, E. L. (1960) explained that a great number of textile workers managing Cotton and flax suffer from various respiratory symptoms and show a failure in lung function. Schechteret al. (1986) discovered in different epidemiological studies, it had been shown that cotton textile workers had an increased occurrence of both disruptive11and restraining lung function. West Pakistan Employees (Occupational Disease) Regulation (1967) in Pakistan Ryan,A. M., Schmitt, M. J., & Johnson, R. (1996).respectively. Since then not a single textile worker has been declared as sufferingfrom byssinosis and received any disablement pension (Social Security Institution Annual Report, 1997).
2.2.2 Physical Hazards: The noise is a cause, which created hazard in the work place. Noise exposure at work can cause critical hearing damage. It is one of the most occurring health problemswhich can be difficult to identify because the effects build up slowly with time.According to the textile statistics of United Kingdom, industrial hearing loss is theoccupational disease with the largest number of civil claims accounting for about 75% ofall occupational disease claims. Zohar,D., & Luria, G. (2005).conducted an observational cross-sectional study based on asample of 100 women workers. These workers were volunteered, outlined their cardiorespiratoryand musculo-skeletal profile before, during and at end of work. Furthermore, the information on their health status was collected in advance. It was surprisinglydifferent to expectations; there was no significant change in respiratory function. Anyhow, the musculo-skeletal problems were found to be richly present with pain in 91%of the women workers. In the region wise mapping of pain showed that postural pain inlow back was present in 47% while in neck was 19%. There was no gap since the wheelcontinued to spin the thread continuously, unless a worker wanted to stop the work. Inthis study it was concluded that pain and tiredness were the main problems for women inthe
spinning section of the small-scale industry. Women had to take up double liability ofa full-time job as well as the family work. It was measured that ergonomic factors such asprovision of a backrest and regular rest periods could remediation the musculo-skeletal symptoms. Wright, P. M., Gardner, T. M., Moynihan, L.M., & Allen, M. R. (2005).investigated the risk of mortality in a group of textileworkersand observe whether specific occupational exposure was connected with mortality. Theseworkers may be affected to textile dusts, a broad series of chemicals and electromagneticradiation.The statistics of present and previous members of a textile industry union weretake out from membership cards and coordinated with the National Death Index forobtaining date and reason of death. The 113 deaths were occurred in the cohort of 7684textile workers. The both male and female textile workers had same risk of death for many reason, cancer or cardiovascular disease to the general population. As compared towomen, male workers had greater risk of death from injury. There were no significantdata which reveals considerable increase in risk with particular occupational exposures. Schneider,B., & Schmitt, N. (1986).proposed a technique that could be used by the workers andmanagement themselves to overcome exposures to noise as much as possible in the firststage. In later stages, when required, increasingly call in the assistance of professionalsand experts to recognize more complex solutions and arrange individual protection andmedical supervision. This approach comprises of three stages. Stage # 1 is observation;simple and easy to use by the workers to identify the problems, recognize clear-cutsolutions, and call for support when desired. Stage# 2 is analysis, which is complex butmore costly. It is performed with the help of occupational health professionals to classifymore scientific control measures and to set up a programme to protect hearing. Stage#3 isexpertise, performed with the help of audio experts for special measurements and controlmeasures. The recommended approach enhances the measurement procedure that wasusually suggested, by providing for one beginning stage used by the people directlyconcerned. It clearly recognizes (a) the capability of the workers and management abouttheir working conditions and (b) that information and dimensions of acoustics are not acomplete prerequisite for solving at least partially noise problems. It attempts tocategorize in series and optimize the collaboration among the workers, the occupationalhealth specialists, and the acoustics experts.There are different factors, which are responsible to create the hazards in theworking environment. In textile these are Physical, Biological, Chemical and Ergonomic (personal factors). There are some other aspects, which are responsible to create hazardsin the work place environment i.e. shift work, smoking at work place, job strained. In theIt was concluded in the light of the research that intensity of hazards in textile industrywere more in under developed country like Pakistan and Bangladesh in relation to biological, physical, chemical and ergonomic factors are compared to develop countries like United Kingdom and Australia.
2.3 MEDICAL PROTECTION IN INDUSTRIAL ESTATES: Harter, J. K., Schmidt, F. L., & Hayes, T. L.(2002).conducted a research, which comprised of the credentials onmorbidity profile of the workers working in garment factory. The research was carriedout in 2003-2004 at eight garment factories, employing more than 4000 workers. Databased on the yearly medical check up of the workers of this industry. The records of theannual medical check up for 3,858 workers were examined. The labour force consisted largely of women in the 21-30 years age group, whereas males being more in thesupervisory and mechanical cadres. Nobody had undergone a periodic medical examination. Musculoskeletal problems were the most common pre existing morbidity stated by workers and the same problem was reported by most as being a commonoccupational problem. At both ends of the spectrum, malnutrition was also discovered through body mass index, (BMI). Hypertension was found in almost 2.5% of theemployees. In the study, an annual medical check up provided to the workers was likely to yield a large number and variety of morbidity as observed. It was also revealed that the Coordination of the management of the factory is critical to the success of such a large-scale important programme. Gross,E., & Etzioni, A. (1985).explained sickness day and the n the comparative social policy literature, the Australian welfare state had, with only a few exceptions, been characterized as lagging far behind most other advanced nations. After providing a survey of the main themes of that literature, the paper used the example of paid compensation for periods of absence from employment due to sickness to illustrate the complexities of characterizing Australian social policy development in comparative perspective. Whilst Australia was shown to had been a latecomer in providing social insurance and sickness and as remaining an exceptionally low spender on social insurance sickness benefits, it is also shown to had developed a very different, and, until quite recently, not necessarily inferior, social policy strategy for catering to the sickness needs of its population.
2.5 EFFECT OF LIFESTYLE AND BEHAVIOUR (WORKERS AND MANAGEMENT): Behavioural Based Safety is an approach to safety that focuses on behaviour of the workers which is the main reason of most work related illnesses and injuries This isdangerous, as it shifts the focus from identifying the hazards in workplaces and then eliminating or reducing the risks associated with them - which is what employers have the legal duty to do.
Wright, P. M., Gardner, T. M., Moynihan, L.M., & Allen, M. R. (2005).Founded that in modern textile industry the worker will be responsible for forty to sixty automatic looms at a time, which increased the risk. It is now likely that the exposure had increased manifold with the changing life style. Smoking has considerably increased and byssinosis higher in smokers than non-smokers. Ryan,A. M., Schmitt, M. J., & Johnson, R. (1996). Conducted his research on the management and motivational Causes in the control of noise induced hearing loss (NIHL). In this study, the researcher linked these factors to the standards of hearing conservation, attained in industry as demonstrated by compliance with the Noise at Work Regulations. The research consisted of a survey of 48 organizations across Britain, and a more complete examination, ten of these as case studies. A useful hearing protection programme requires three management characteristics: a) leadership from senior management, b) the ability of middle management (mainly in production and engineering) to put hearing preservation measures into practice, and c) expert technical knowledge of noise and about the legislation. The study concludes to the need for further education and motivation of senior managers as the main concern in improving standards of hearing conservation and noise control. Ostroff,C. (1992).discussed that the employee silence behaviour is a majorimpediment in organizations attempt to leverage on the stock of knowledge in its diverse workforce. In order to contribute to the understanding of this concept, Dmitrisand Akola tested a silence behaviour model in which silence climate wefound to affect the enactment of employees silence behaviour. The model tested in this study improved on this by accounting for the moderating role of self-esteem and locus of control and also indicating silence behaviour as both antecedent and outcome of work attitudes. Results obtained were justifying the recommended expansion. Recommendations were to alwaysaccount for individual differences in silence behaviour model and apply system management in the application of the model. Harter, J. K., Schmidt, F. L., & Hayes, T. L.(2002).above the past 20 years the labour markets of industrialized countries had gone through a series of significant changes. These changes had been connected with important changes in work processes but until now no such attention was paid to the consequences of this for occupational health and safety (OHS). This article review is an available proof on the impact of particular labour market and work planning on the frequency of occupational disease and injury, the reporting and treatment of OHSproblems and regulatory systems. The evidence is incomplete and far more research is required. Berenice (1998) discussed the psychological factors attributed to the occupationalhazards. Psychological stress may be attributable to migration from rural to urban areas, unfamiliar working, conditions, and long distances between peoples, work places and homes, poor transport, poor housing or low incomes.
The numbers of persons dependent on a work may also be significant in this connection. A study in Thailand showed that52% of the women working in a textile factory had full responsibility for a family of four or more. Psychosocial factors also have a bearing on the incidence of alcoholism drug abuse and accidents. The influence of hazards encountered in the work place is often compounded by outside circumstances. For instance, mal nutrition, disease prevalence and poor housing may be additional burdens that workers have to bear. Moreover, hazards may be transferred from the workplace to the home. Tuomi et al (1998) and Eskelinen et al (1991) described the work ability index(WAI), based on a persons own view of his or her work ability, diseases diagnosed by medical doctor, and sick leave throughout the past year, has been found to estimate early retirement and future disability. Ergonomics factors were also known as human factors and they are related with those causes that can influence people and their behaviour, in a work environment. Human factors were described as the organizational, environmental and job factors, and human and individual characteristics which influence behaviour at work. Careful consideration ofhuman factors can improve health and safety by minimizing the number of accidents and cases of ill-health at work place. It also gives considerable profits for business by reducing the costs linked with such incidents and increasing efficiency.
Objectives of the study 1.To examine & analyse various health & safety activities conducted in organisation. 2.To determine how this activities are implemented & managed in a successful manners by different departments. 3.To determine whether the actual beneficiaries are happy & satisfied with the activities conducted. 4.To conclude how these activity are benefiting employees & keeping them motivated & creating a healthy work environment. 5.To suggest measures if any on the basis of findings during the course of study.
Hypothesis:
TEST No. 1 Null Hypothesis (HO): There is no significant difference between accident sometime not reported and health and safety programme offered by organization. Alternative Hypothesis (H1): There is significant difference between accident sometime not reported and health and safety programme offered by organization. TEST No. 2 Null Hypothesis (HO): There is no significant difference between employees concern about health and safety and their priority to health and safety while they performing the job. Alternative Hypothesis (H1): There is significant difference between employees concern about health and safety and their priority to health and safety while they performing the job. TEST No. 3 Null Hypothesis (HO): There is no significant difference between health and safety inspection of work conducted at regular interval and health and safety training programme offered by organization, Alternative Hypothesis (H1): There is significant difference between health and safety inspection of work conducted at regular interval and health and safety training programme offered by organization. TEST No. 4 Null Hypothesis (HO): There is no significant difference between health and safety inspection of work conducted at regular interval and health and safety training programme offered by organization, Alternative Hypothesis (H1): There is significant difference between health and safety inspection of work conducted at regular interval and health and safety training programme offered by organization.
RESEARCH METHODOLOGY
5.1 RESEARCH DESIGN
Descriptive or statistical research
The research design use here is DESCRIPTIVE research design. Descriptive research does not fit neatly into the definition of either quantitative or qualitative research methodologies, but instead it can utilize elements of both, often within the same study. The term descriptive research refers to the type of research question, design, and data analysis that will be applied to a given topic. Descriptive statistics tell what is, while inferential statistics try to determine cause and effect.
In this project we have undertaken the descriptive research design.
5.2 SOURCE/S OF DATA

TYPES OF DATA
PRIMARY DATA: Data that has been collected from first-hand-experience is known as primary data. Primary data has not been published yet and is more reliable, authentic and objective. Primary data has not been changed or altered by human beings; therefore its validity is greater than secondary data. Importance of Primary Data:

Validity Authenticity Reliability
Sources of Primary Data: Sources for primary data are limited and at times it becomes difficult to obtain data from primary source because of either scarcity of population or lack of cooperation. Regardless of any difficulty one can face in collecting primary data; it is the most authentic and reliable data source. Following are some of the sources of primary data. 1. Experiments 2. Survey: Survey is most commonly used method in social sciences, management, marketing and psychology to some extent. Surveys can be conducted in different methods. a. Questionnaire b. Interview c. Observations No primary data or analytical tools are included in this study. The entire used in the project are secondary data. Only questionnaire analysis will be done using primary data.
Questionnaire relating to hedging, risk management and future strategies is being prepared.
SECONDARY DATA: Data collected from a source that has already been published in any form is called as secondary data. The review of literature in nay research is based on secondary data. Mostly from books, journals and periodicals. Importance of Secondary Data: Secondary data can be less valid but its importance is still there. Sometimes it is difficult to obtain primary data; in these cases getting information from secondary sources is easier and possible. Sometimes primary data does not exist in such situation one has to confine the research on secondary data. Sometimes primary data is present but the respondents are not willing to reveal it in such case too secondary data can suffice: for example, if the research is on
the psychology of transsexuals first it is difficult to find out transsexuals and second they may not be willing to give information you want for your research, so you can collect data from books or other published sources. Sources of Secondary Data:
1. Published Printed Sources: There are varieties of published printed sources. Their credibility depends on many factors. For example, a. Books b. Journals/periodicals c. Magazines/Newspapers 2. Published Electronic Sources: As internet is becoming more advance, fast and reachable to the masses; it has been seen that much information that is not available in printed form is available on internet a. E-journals b. General websites c. Weblogs 3. Unpublished Personal Records: Some unpublished data may also be useful in some cases. a. Diaries b. Letters 4. Government Records: Government records are very important for marketing, management, humanities and social science research. a. Census Data/population statistics: b. Health records c. Educational institutes records 5. Public Sector Records: a. NGO's survey data
b. Other private companies records Sources of secondary data are selected for collecting the required data for this project which is often readily available. Secondary data can be less valid but its importance is still there.
5.3 DATA COLLECTION METHOD
PRIMARY DATA:
No primary data or analytical tools are included in this study. The entire used in the project are secondary data.
Only questionnaire analysis will be done using primary data. Questionnaire relating to hedging, risk management and future strategies is being prepared.
SECONDARY DATA:
Sources of secondary data are selected for collecting the required data for this project which is often readily available:

Internet Newspaper Referred respective firms broachers Articles
5.4 POPULATION
A research population is generally a large collection of individuals or objects that is the main focus of a scientific query. It is for the benefit of the population that researches are done. However, due to the large sizes of populations, researchers often cannot test every individual in the population
because it is too expensive and time-consuming. This is the reason why researchers rely on sampling techniques. A research population is also known as a well-defined collection of individuals or objects known to have similar characteristics. All individuals or objects within a certain population usually have a common, binding characteristic or trait. Usually, the description of the population and the common binding characteristic of its members are the same. "Government officials" is a welldefined group of individuals which can be considered as a population and all the members of this population are indeed officials of the government.
5.5 SAMPLING DESIGN

A sample design is a definite plan for obtaining a sample from a given population. It refers to the technique or the procedure the researcher would adopt in selecting item for the sample Generally Sample designs are two types NON PROBABILITY SAMPLE DESIGN In the research Non-probability research design is used.
SAMPLING AREA Sampling area may be a geographical one, such as state, district, village etc. The researcher will have to decide one or more of such area that he has to select for his study. In this research study Surat as a sampling area.
SAMPLING UNIT Sampling unit may be defined as an individual, pair or group of persons included as respondent. In this research study General health and safety measures of the employee are the sampling units
SIZE OF SAMPLE This refers to the number of items to be selected from the universe to constitute a sample In the present research sample size is 75.
5.6 SAMPLING FRAME

Sampling frame can be defined as the list consisting of the units of the population. One very necessary and critical point to be kept in mind in case of the sampling frame is that it should be made up to date and also it should be free from the various errors of the omission and duplication of the sampling units. In many cases, it has been observed that the preparation of the sampling frame sometimes becomes a very critical practical problem. A perfect frame is the one that is able to identify each element only once and these frames are very rarely available in the real life. The sample frames that we have selected from the Population are the investors in the broking firm on the basis of which the data analysis will be conducted with the help of the Questionnaire. Sample selected would be of 75 questionnaires. DATA COLLECTION TOOL
QUESTIONNAIRE A questionnaire is a research instrument consisting of a series ofquestions and other prompts for the purpose of gathering informationfrom respondents. Although they are often designed for statisticalanalysis of the responses. A questionnaire having various questions regarding the employee perception for the safety and health related measures taken in the manhar processor.Based on this questionnaire analysis and interpretation is done.
DATA ANALYSIS AND INTERPRETATION
1)
Management visibly demonstrates an interest in the safety and health of their employees
Valid N Missing 75 0
management visibly demonstrates an interest in the safety and health of their employees Cumulative Percent 13.3 56.0 84.0 94.7 100.0
strongly agree V a Agree l neither agree nor i disagree d Disagree strongly disagree Total
Frequency 10 32 21 8 4 75
Percent 13.3 42.7 28.0 10.7 5.3 100.0
Valid Percent 13.3 42.7 28.0 10.7 5.3 100.0
management visibly demonstrates an interest in the safety and health of their employees 40
30
Frequency
20
10
0
strongly agree agree neither disagree strongly agree disagree nor disagree
management visibly
INTERPRETATION: From the above table, we can interpret that the 42.7% employees agree, 10.7% employees does not agree, 13.3% employees strongly agree,5.3% employees strongly disagree and 28% employees neither agree
nordisagree on that the management shows interest in the safety and health of their employees. 2)I feel my department is flexible in adjusting work assignments according to employee safety considerations.
N Valid Missing 75 0
department is flexible in adjusting work assignment according to safety consideration Cumulative Percent 6.7 46.7 81.3 98.7 100.0
strongly agree V a Agree l neither agree nor i disagree d Disagree strongly disagree Total
Frequency 5 30 26 13 1 75
Percent 6.7 40.0 34.7 17.3 1.3 100.0
Valid Percent 6.7 40.0 34.7 17.3 1.3 100.0
department is flexible in adjusting work assignment according to safety consideration

30
Frequency
20
10
0 strongly agree agree neither agree nor disagree disagree strongly disagree
department is flexible in adjusting work assignment according to safety consideration
INTERPRETATION: From the above table, we interpret 40% of employees agree,17.3% of employees disagree,6.7% of employees strongly agree,1.3% of employees strongly disagree and 34.7% of employees are neutral that their department assign them a work after undertaking all safety measures.
3)Identified safety and health concerns or hazards are addressed or corrected in a timely manner
Valid N Missing
75 0
identified safety and health concerns or hazards are addressed or corrected in a timely manner Cumulative Percent 4.0 49.3 88.0 97.3 100.0
Frequency strongly agree V a agree l neither agree nor i disagree d disagree strongly disagree Total 3 34 29 7 2 75
Percent 4.0 45.3 38.7 9.3 2.7 100.0
Valid Percent 4.0 45.3 38.7 9.3 2.7 100.0
INTERPRETATION: From the above table, we interpret 45.3% of employees agree, 9.3% of employees disagree,4% of employees strongly agree,2.7% of employees strongly disagree and 38.7% of employees neither agree nor
disagree that their company identify and correct safety and health hazards in a timely manner.
4) The health and safety rules of this organization have been clearly explained to me.
health and safety rules of organization have been clearly explained to me Cumulative Percent 10.7 46.7 81.3 96.0 100.0
strongly agree V a agree l neither agree nor i disagree d disagree strongly disagree Total
Frequency 8 27 26 11 3 75
Percent 10.7 36.0 34.7 14.7 4.0 100.0
Valid Percent 10.7 36.0 34.7 14.7 4.0 100.0
INTERPRETATION: From the above table, we interpret 36% of employees agree,14.7% of employees disagree,10.7% of employees strongly agree,4% ofemployees strongly disagree and 34.7% of employees neither agree nor disagree that their company has explained them all the health and safety rules. 5) Workplace accidents and/or near misses are sometimes not reported.
workplace accident and/or near misses are sometimes not reported Cumulative Percent 2.7 16.0 57.3 86.7 100.0
strongly agree V a agree l neither agree nor i disagree d disagree strongly disagree Total
Frequency 2 10 31 22 10 75
Percent 2.7 13.3 41.3 29.3 13.3 100.0
Valid Percent 2.7 13.3 41.3 29.3 13.3 100.0
INTERPRETATION: From the above table, we interpret 13.3% of employees agree,29.3% of employees disagree,2.7% strongly agree,13.3% of employees strongly disagree, and 41.3% of employees neither agree nor disagree that the workplace accidents are sometimes not reported in their organization.
6) My supervisor often observes my work practices for the purpose of protecting my safety and health.
my supervisor often observes my work practises for all the purpose of protecting my safety and health Cumulative Percent 9.3 40.0 78.7 94.7 100.0
Frequency Valid strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 7 23 29 12 4 75
Percent 9.3 30.7 38.7 16.0 5.3 100.0
Valid Percent 9.3 30.7 38.7 16.0 5.3 100.0
INTERPRETATION: From the above table, we interpret 30.7% of employees agree,16% of employees disagree,9.3% of employees strongly agree,5.3% of employees strongly disagree and 38.7% of employees are neutral, that their supervisor observes their work practices in order to protect their health and safety. 7) The health and safety training program offered by my organization meet my needs.
health and safety training program offered by my organization meet my needs Cumulative Percent 4.0 42.7 73.3 88.0 100.0
Frequency Valid strongly agree Agree neither agree nor disagree Disagree strongly disagree Total 3 29 23 11 9 75
Percent 4.0 38.7 30.7 14.7 12.0 100.0
Valid Percent 4.0 38.7 30.7 14.7 12.0 100.0
INTERPRETATION: From the above table, we interpret, 38.7% of employees agree,14.7% of employees disagree,4% of employees strongly agree,12% of employees strongly disagree and 30.7% of employees are neither agree nor disagree that the health and safety programmes offered in their organization are as per their needs. .
8) If I saw another employee committing an unsafe practice, I would say something directly to him or her.
if i saw another employee an unsafe practise,i would say something directly to him or her Cumulative Percent 12.0 38.7 68.0 92.0 100.0
Valid
strongly agree agree neither agree nor disagree disagree strongly disagree Total
Frequency 9 20 22 18 6 75
Percent 12.0 26.7 29.3 24.0 8.0 100.0
Valid Percent 12.0 26.7 29.3 24.0 8.0 100.0
INTERPRETATION: From the above table, we interpret 26.7% of employees agree,24% of employees disagree,12% of employees strongly agree, 8% of employees strongly disagree and 29.3% neither agree nor disagree that if they saw another employee committing an unsafe practice then they will say directly to him.
9) If I have a concern about health and safety, and my supervisor is not available, I know whom to contact..
if i have a concern about health and safety and my supervisor is not available.i know whom to contact Cumulative Percent 10.7 44.0 84.0 93.3 100.0
Valid
Frequency 8 25 30 7 5 75
Percent 10.7 33.3 40.0 9.3 6.7 100.0
Valid Percent 10.7 33.3 40.0 9.3 6.7 100.0
INTERPRETATION: From the above table, we interpret 33.3% of employees agree,9.3% of employees disagree,10.7% of employees strongly agree,6.7% of employees strongly disagree and 40% neither agree nor disagree that whom to contact in absence of their supervisor, in concern of their health and safety. 10) Health and safety is a high priority when I am performing my job responsibilities.
Valid N Missing
75 0
health and safety training program offered by my organization meet my needs Cumulative Percent 4.0 42.7 73.3 88.0 100.0
Valid
Frequency 3 29 23 11 9 75
Percent 4.0 38.7 30.7 14.7 12.0 100.0
Valid Percent 4.0 38.7 30.7 14.7 12.0 100.0
INTERPRETATION: From the above table, we interpret 38.7% of employees agree,5.3% of employees disagree,32% of employees strongly agree,8% of employees strongly disagree and 16% neither agree nor disagree that health and safety is their high priority while performing the job. 11) Rewards and positive feedback are a good way to increase health and safety awareness levels.
rewards and positive feedback are a good way to increase health and safety awareness levels Cumulative Percent 12.0 46.7 77.3 94.7 100.0
Frequency Valid strongly agree agree neither agree nor disagree disagree strongly disagree Total 9 26 23 13 4 75
Percent 12.0 34.7 30.7 17.3 5.3 100.0
Valid Percent 12.0 34.7 30.7 17.3 5.3 100.0
INTERPRETATION: From the above table, we interpret 34.7% of employees agree,17.3% of employees disagree,12% of employees strongly agree,5.3% of
employees strongly disagree and 30.7% neither agree nor disagree that rewards and positive feedback are a good way to increase health and safety awareness levels.
12) I know what to do in case of an emergency (i.e. fire, tornado, chemical spill, etc.).
i know what to do in case of an emergency Cumulative Percent 73.3 100.0
Frequency Valid yes no Total 55 20 75
Percent 73.3 26.7 100.0
Valid Percent 73.3 26.7 100.0
INTERPRETATION: From the above table, we interpret 73.3% of employees knows what to do in case of emergency and 26.7% dont know what to do in case of emergency.
13) Safe operating procedures (SOP's) for using equipment/machines are reviewed and revised as necessary.
safe operating procedures for using equipment/machines are reviewed and revised are necessary Cumulative Percent 4.0 42.7 73.3 96.0 100.0
Percent 4.0 38.7 30.7 22.7 4.0 100.0
Valid Percent 4.0 38.7 30.7 22.7 4.0 100.0
INTERPRETATION: From the above table, we interpret 38.7% of employees agree,22.7% of employees disagree,4% of employees strongly agree,4% of employees strongly disagree and 30.7% neither agree nor disagree that safe operating procedures for using equipment/machines are reviewed and revised as per necessity.
14)Health and safety inspections of my work area/department are conducted at regular intervals.
health and safety inspection of my work area/department are conducted at regular intervals Cumulative Percent 6.7 37.3 90.7 97.3 100.0
Valid
Frequency 5 23 40 5 2 75
Percent 6.7 30.7 53.3 6.7 2.7 100.0
Valid Percent 6.7 30.7 53.3 6.7 2.7 100.0
INTERPRETATION: From the above table, we interpret 30.7% of employees agree,6.7% of employees disagree,6.7% of employees strongly agree,2.7% of employees strongly disagree and 53.3% neither agree nor disagree that health and safety inspection of my work area/department are conducted at regular intervals
15) All new employees are properly trained in health and safety rules and work practices.
all new employee are properly trained in health and safety rules and work practices Cumulative Percent 5.3 57.3 81.3 96.0 100.0
Percent 5.3 52.0 24.0 14.7 4.0 100.0
Valid Percent 5.3 52.0 24.0 14.7 4.0 100.0
INTERPRETATION: From the above table, we interpret 52% of employees agree,14.7% of employees disagree,5.3% of employees strongly agree,4% of employees strongly disagree and 24% neither agree nor disagree that all new employee are properly trained in health and safety rules and work practices
16) I know the name of my organization's safety coordinator and how I can contact him or her?
i know the name of safety coordinator and how i can contact him or her Cumulative Percent 84.0 100.0
Valid
yes no Total
Frequency 63 12 75
Percent 84.0 16.0 100.0
Valid Percent 84.0 16.0 100.0
INTERPRETATION: From the above table, we interpret 84% of employees know the name of their safety coordinator whereas 16% dont know the name of their safety coordinator.
CHI SQUARE TEST:TEST No. 1 Null Hypothesis (HO): There is no significant difference between accident sometime not reported and health and safety programme offered by organization. Alternative Hypothesis (H1): There is significant difference between accident sometime not reported and health and safety programme offered by organization. Significance level: 0.05 Chi-Square Statistic
Case Processing Summary Cases Valid N workplace accident and/or near misses are sometimes not reported * health and safety training program offered by my organization meet my needs workplace accident and/or near misses are sometimes not reported * health and safety training program offered by my organization meet my needs Crosstabulation health and safety training program offered by my organization meet my needs strongly agree workplace accident strongly and/or agree Count Residual Std. Residual agree Count Residual Std. Residual 0 .0 .3 2 1.6 2.5 neither agree strongly 75 100.0% 0 .0% 75 100.0% Percent N Missing Percent N Total Percent
agree nor disagree disagree disagree Total 1 .2 .3 6 2.1 .1 1 .4 .5 1 -2.1 -1.2 0 .3 .5 1 .5 .4 0 .2 .5 0 1.2 1.1 10 2
near misses are sometimes reported not
Neither agree disagree nor
Count Residual Std. Residual
1 .2 .2 0 .9 .9 0 .4 .6 3
12 .0 .0 8 .5 .2 2 1.9 .9 29
11 1.5 .5 8 1.3 .5 2 -1.1 -.6 23
2 2.5 1.2 4 .8 .4 4 2.5 2.1 11
5 1.3 .7 2 .6 .4 2 .8 .7 9
disagree
22
strongly disagree
Total
Count
75
Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 21.454
a
Df 16 16 1
sided) .162 .188 .005
20.748 7.745 75
a. 21 cells (84.0%) have expected count less than 5. The minimum expected count is .08.
INTERPRETATION: Since the asymptotic value is 0.162, which is greater than 0.05, so we accept Ho. i.e.There is no significant difference between accident sometime not reported and health and safety programme offered by organization are up to the needs of employees.
TEST No. 2 Null Hypothesis (HO): There is no significant difference between employees concern about health and safety and their priority to health and safety while they performing the job. Alternative Hypothesis (H1): There is significant difference between employees concern about health and safety and their priority to health and safety while they performing the job. Significance level: 0.05 Chi-Square Statistic
Case Processing Summary Cases Valid N workplace accident and/or near misses are sometimes not reported * health and safety training program offered by my organization meet my needs 75 100.0% 0 .0% 75 100.0% Percent N Missing Percent N Total Percent
if i have a concern about health and safety and my supervisor is not available.i know whom to contact * health and safety is high priority when i am performing my job Crosstabulation
health and safety is high priority when i am performing my job strongly agree if i have a strongly Count concern about health and and safety my agree Std. Residual Count Residual Std. Residual Count Residual Std. Residual 1.0 11 3.0 1.1 7 -2.6 -.8 4 1.8 1.2 1 -.6 -.5 24 .5 10 .3 .1 12 .4 .1 2 .7 4 1 -.9 -.7 29 .6 3 -1.0 -.5 5 .2 .1 1 -.1 -.1 1 .2 .2 12 -.7 0 -1.3 -1.2 4 2.4 1.9 0 -.4 -.6 0 -.3 -.5 4 .4 1 -1.0 -.7 2 -.4 -.3 0 -.6 -.7 2 1.6 2.5 6 75 5 7 30 25 agree Residual 1 -1.6 neither agree strongly Disagree disagree Total 0 -.4 1 .4 8
agree nor disagree 4 .9 2 .7
supervisor is not available.i know whom neither to contact agree nor disagree
disagree Count Residual Std. Residual strongly Count disagree Residual Std. Residual Total Count
a
Df 16 16 1
sided) .231 .287 .310
18.654 1.030 75
INTERPRETATION: Since the asymptotic value is 0.231, which is greater than 0.05, so we accept Ho. i.e. There is no significant difference between employees concern about their own health and know whom to contact in absence of their supervisor and their priority to health and safety while they performing their job. TEST No. 3 Null Hypothesis (HO): There is no significant difference between health and safety inspection of work conducted at regular interval and health and safety training programme offered by organization, Alternative Hypothesis (H1): There is significant difference between health and safety inspection of work conducted at regular interval and health and safety training programme offered by organization, Significance level: 0.05 Chi-Square Statistic
Case Processing Summary Cases Valid N workplace accident and/or near misses are sometimes not reported * health and safety training program offered by my organization meet my needs 75 100.0% 0 .0% 75 100.0% Percent N Missing Percent N Total Percent
workplace accident and/or near misses are sometimes not reported * health and safety training program offered by my organization meet my needs Crosstabulation health and safety training program offered by my organization meet my needs neither strongly agree workplace accident and/or misses near are Std. Residual Count Residual Std. Residual neither agree Count Residual Std. Residual disagree Count Residual Std. Residual strongly disagree Count Residual Std. Residual Total Count -.4 2 .1 .0 1 -.5 -.4 0 -.7 -.9 2 1.4 1.8 5 -1.0 12 3.1 1.0 7 .0 .0 4 .6 .3 0 -2.8 -1.7 23 1.1 12 -3.5 -.9 13 .7 .2 7 1.1 .5 5 .2 .1 40 -.4 3 1.1 .8 1 -.4 -.5 0 .7 .9 1 .4 .5 5 -.3 0 -.8 -.9 1 .5 .4 0 -.3 -.5 1 .8 1.6 2 75 9 11 23 29 strongly agree Count Residual 0 -.2 agree 0 -.9 agree nor disagree 3 1.4 strongly disagree disagree 0 -.2 0 -.0 Total 3
sometimes not agree reported
nor disagree
Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association 17.314
a
Df 16 16 1
sided) .366 .169 .502
21.250 .452
a
Df 16 16 1
sided) .366 .169 .502
21.250 .452 75
INTERPRETATION:
Since the asymptotic value is 0.366, which is greater than 0.05, so we accept Ho. i.e.There is no significant difference between health and safety inspection of work conducted at regular interval in the organization and health and safety training programme offered by organization are according to the employees need.
TEST No. 4 Null Hypothesis (HO): There is no significant difference between health and safety inspection of work conducted at regular interval and all new employee are properly trained in health and safety rules and work practices. Alternative Hypothesis (H1):There is significant difference between health and safety inspection of work conducted at regular interval and all new employee are properly trained in health and safety rules and work practices. Significance level: 0.05 Chi-Square Statistics
Case Processing Summary
Cases Valid N health and safety training program offered by my organization meet my needs * all new employee are properly trained in health and safety rules and work practices Percent N Missing Percent N Total Percent
75
100.0%
.0%
75
100.0%
workplace accident and/or near misses are sometimes not reported * health and safety training program offered by my organization meet my needs Crosstabulation health and safety training program offered by my organization meet my needs neither strongly agree workplace accident and/or misses near are Std. Residual Count Residual Std. Residual neither agree Count Residual Std. Residual disagree Count Residual Std. Residual strongly disagree Count Residual Std. Residual Total Count -.4 4 2.5 2.0 0 -1.2 -1.1 0 -.6 -.8 0 -.5 -.7 4 1.2 12 -3.1 -.8 12 0 .0 5 -.7 -.3 7 2.3 1.1 39 -.8 8 1.0 .4 6 .5 .2 2 -.6 -.8 2 -.2 -.1 18 -.7 5 .7 .4 3 -.4 -.2 3 1.4 1.1 0 -1.3 -1.1 11 -.3 0 -1.2 -1.1 2 1.1 1.1 1 .6 .4 0 -.4 -.6 3 75 9 11 23 29 strongly agree Count Residual 0 -.2 agree 3 1.4 agree nor disagree 0 -.7 strongly disagree disagree 0 -.4 0 -.1 Total 3
sometimes not agree reported
nor disagree
Chi-Square Tests
Asymp. Sig. (2Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 17.373
a
Df 16 16 1
sided) .362 .156 .603
21.607 .271 75
INTERPRETATION: Since the asymptotic value is 0.362, which is greater than 0.05, so we accept Ho. i.e. There is no significant difference between health and safety inspection of work conducted at regular interval and all new employee are properly trained in health and safety rules and work practices.
RESULT AND FINDINGS

From the study, the researcher has come to know that most of the respondents agree that they are safe and secure in their organization; the management has taken the best efforts to maintain cordial relationship with the employees. Due to the working conditions prevailing in this company, the employees feel safe and secure which turns to fewer turnovers. From the study, I have come to know that most of the employees were satisfied with the health and safety measures provided by MANHAR. The employees of MANHAR get more benefits compare to other companies.
The health and safety rules of the organization have been clearly
explained to employees. Employees feel department is flexible in adjusting work assignments according to employee safety considerations. Supervisor often observes work practices of employees for the purpose of protecting their safety and health. The health and safety training program offered by the organization meet the needs of employees. Safe operating procedures (SOP's) for using equipment/machines are reviewed and revised as necessary. Health and safety inspections of work area/department are conducted at regular intervals.
LIMITATION OF STUDY:
1. 2. 3. 4. 5. 6.
Sample size of study is only 75. Some of the respondents were not responding to some of the questions.
Data collected is based on questionnaire. The information collected by the observation method is very limited. The result would be varying according to the individuals as well as time. Some respondents hesitated to give the actual situation; they feared that management would take any action against them. 7. The findings and conclusions are based on knowledge and experience of the respondents sometime may subject to bias.
CONCLUSION
In the organization most of employees are satisfied with all the facilities provided by company. But there are some employees also who are not satisfied with the companies health and safety measures. Management should try to convert unsatisfied employees in to satisfied employees. Because if employee is not satisfied than the he is not able to give his 100% to his work and the productivity of employee decrease. So management should try to satisfy his employees because employees are the assets of the company not liabilities. According to research it is clear that the most of employees are satisfied with their companies health and safety measures. And main factors for their satisfaction are training given to work on machines, protection given against chemical, earplugs given to the employees against noise created by the machineries and hygiene working climates. According to the research there are also some employees who are not satisfied with the health and safety measures adopted by the company due to stated reasons, not a hygiene climate in terms of urinals, spittoons, canteen and drinking facility and security.
Annexure
BIBLIOGRAPHY
Argyris,C. (1964). Integrating the individual and the organization. New York: Wiley. Bowen. E., & Ostroff, C. (2004). Understanding HRM-firm performance linkages: The role of
"strength of the HR system. Academy of Management Review, 29,203221.Emery, R. E., & Trist, E. L. (1960).Socio-technical systems. In C. W. Churchman and M.Gross,E., & Etzioni, A. (1985).Organizations in
society.Englewood Cliffs, NJ: Prentice-Hall. Harter, J. K., Schmidt, F. L., & Hayes, T. L.(2002). Business-unit level relationship between employee satisfaction, employee engagement, and business outcomes: A metaanalysis. Journal ofApplied Psychology, 87,268-279. Ostroff,C. (1992). The relationship between satisfaction, attitudes, and performance: An organizational Level Analysis.Journal of Applied Psychology, 77,963-974. Peterson,S. J., & Luthans, F. (2006). The impact of financial and nonfinancial incentives on business-unit outcomes over time. Journal of Applied Psychology, 91, 156-165. Ryan,A. M., Schmitt, M. J., & Johnson, R. (1996). Attitudes and effectiveness: Examining relations at an organizational level. Personnel Psychology, 49, 853-882. Schneider,B., & Schmitt, N. (1986). Staffing organizations.Glenview, IL: Scott, Foresman. Schneider, B., Hanges, P. J., Smith, D. B.,& Salvaggio, A. N. (2003).
Which comes first: Employee attitudes or organizational financial and market performance? Journal of Applied Psychology, 88, 836-851. Schneider,B., White, S. S., & Paul, M. C. (1998). Linking service climate and customer perceptions of service quality: Tests of a causal model.Journal of Applied Psychology, 83,150-163. Wright, P. M., Dun ford, B. B., & Snell, S. A. (2001). Human resources and the resource-based view of the firm.Journal of Management, 18, 295-320. Wright, P. M., Gardner, T. M., Moynihan, L.M., & Allen, M. R. (2005). The relationship between HR practices and firm performance: Examining causal order. Personnel Psychology,58, 409-446. Zohar,D., & Luria, G. (2005). A multilevel model of safety climate: Cross-level relationships between organization and group-level climates. Journal of Applied Psychology, 90,616628.
Books:
Kotler Philip and KellerKevin , marketing management ,publisher: prentice hall ; 13 edition. Gupta C>B>,Human Resource Management, Publisher: Sulatan Chand & sons,13th edition,2011 Ashwathappa K, Bhat Shridhar K.,Producation and Operations Management,Publisher:HimalayaPub. House

Rinkal Soni Sip Report1

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A PROJECT REPORT ON EMPLOYEES HEALTH AND SAFETY MEASUREMENTS FOR MANHAR PROCESSOR Submitted to S.R.

Certified that this summer internship report

Titled EMPLOYEES HEALTH Ms Rinkal

ANDSAFETY MEASUREMENT is the bonafide work of

(SIGNATURE) Megha Gohel Assistant professor

Dr. J. M. KAPADIA (In charge director)

Place: Surat Date: RINKAL SONI

TEXTILE HISTORY IN INDIA

Growth of the industry

HISTORY & DEVLOPMENT

Name of the organization: MANHAR PROCESSORS

Partners : 1. Rajeshbhai M Jariwala 2. Atulbhai M Jariwala 3. Pravinbhai J Jariwala

Quality production by using modern machineries.

SIZE OF UNIT AND FORM OF ORGANIZATION:-

HUMAN RESOURCE DEPARTMENT

Personnel manager (personnel&administer)

In this project we have undertaken the descriptive research design.

5.2 SOURCE/S OF DATA

Validity Authenticity Reliability

5.3 DATA COLLECTION METHOD

Internet Newspaper Referred respective firms broachers Articles

5.5 SAMPLING DESIGN

5.6 SAMPLING FRAME

DATA ANALYSIS AND INTERPRETATION

Percent 13.3 42.7 28.0 10.7 5.3 100.0

Valid Percent 13.3 42.7 28.0 10.7 5.3 100.0

Percent 6.7 40.0 34.7 17.3 1.3 100.0

Valid Percent 6.7 40.0 34.7 17.3 1.3 100.0

department is flexible in adjusting work assignment according to safety consideration

department is flexible in adjusting work assignment according to safety consideration

Percent 4.0 45.3 38.7 9.3 2.7 100.0

Valid Percent 4.0 45.3 38.7 9.3 2.7 100.0

Percent 10.7 36.0 34.7 14.7 4.0 100.0

Valid Percent 10.7 36.0 34.7 14.7 4.0 100.0

Percent 2.7 13.3 41.3 29.3 13.3 100.0

Valid Percent 2.7 13.3 41.3 29.3 13.3 100.0

Percent 9.3 30.7 38.7 16.0 5.3 100.0

Valid Percent 9.3 30.7 38.7 16.0 5.3 100.0

Percent 4.0 38.7 30.7 14.7 12.0 100.0

Valid Percent 4.0 38.7 30.7 14.7 12.0 100.0

Percent 12.0 26.7 29.3 24.0 8.0 100.0

Valid Percent 12.0 26.7 29.3 24.0 8.0 100.0

Percent 10.7 33.3 40.0 9.3 6.7 100.0

Valid Percent 10.7 33.3 40.0 9.3 6.7 100.0

Percent 4.0 38.7 30.7 14.7 12.0 100.0

Valid Percent 4.0 38.7 30.7 14.7 12.0 100.0

Percent 12.0 34.7 30.7 17.3 5.3 100.0

Valid Percent 12.0 34.7 30.7 17.3 5.3 100.0

i know what to do in case of an emergency Cumulative Percent 73.3 100.0

Frequency Valid yes no Total 55 20 75

Percent 73.3 26.7 100.0

Valid Percent 73.3 26.7 100.0

Percent 4.0 38.7 30.7 22.7 4.0 100.0

Valid Percent 4.0 38.7 30.7 22.7 4.0 100.0

Percent 6.7 30.7 53.3 6.7 2.7 100.0

Valid Percent 6.7 30.7 53.3 6.7 2.7 100.0

Percent 5.3 52.0 24.0 14.7 4.0 100.0

Valid Percent 5.3 52.0 24.0 14.7 4.0 100.0

Percent 84.0 16.0 100.0

Valid Percent 84.0 16.0 100.0

near misses are sometimes reported not

Neither agree disagree nor

Count Residual Std. Residual