employee safety management

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A STUDY ON EMPLOYEE SAFETY MEASURES IN MRK SUGAR MILLS 2013

Department of Business Administration Page 2

INTRODUCTION

Employee Safety

An o ccurrence in an industrial establishment causing bodily injury to a person which

makes him unfit to resume his duties in the next 48 hours

- Factories Act 1948

Safety Services

Prevention of accidents is an objective which requires no explanation. The costs of accidents are

enormous in suffering to the injured, in reduction or loss of earnings, in disabilities and

incapacities which afflict those involved and in compensation, insurance and legal costs, in lost

time, filling in reports and attending to enquiries, and in spoilage of materials, equipment and

tools to management.

Accidents are the consequence of two basic factors: technical and human. Technical

factors include all engineering deficiencies, related to plant, tools material and general work

environment. Thus, for example, improper lighting, inadequate ventilation, poor machine

guarding and careless housekeeping are some hazards which may cause accidents. Human

factors include all unsafe acts on the part of employees. An unsafe act is usually the result of

carelessness.

Young and new employees, because of their difficulty in adjusting to the work situation

and to life in general, also have many more accidents than do old and nature workers.


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The Phenomenon of Accident Proneness

Some persons believe wrongly in the theory that certain individuals are accident prone, that is ,

they have some personality trait as opposed to some characteristic of the environment which

predisposes them to have more accidents than others in work condition where the risk of hazards

is equal to all.

COMPONENTS OF A SAFETY SERVICE

Among the many components of a safety service the following have proved effective when

applied in combination:

Appointment of safety officer

In big organizations, the appointment of a safety officer to head. The safety department is a

must. In small organizations, the personnel manager may look after the functions of this

department. The head of the safety department, who is usually a staff man, is granted power to

inspect the plant for unsafe condition, to promote sound safety practices (through posters an d

safety campaigns), to make safety rules, and to report violations to the plant manager.

Support by line management

The head of the safety department, whether enjoying a staff or afunctional position, by him,

cannot make a plan safe. His appointment lulls line management into assuming that all its safety

problems have been solved.

Elimination of hazards

Although complete elimation of all hazards is virtually impossibility but following steps can be

taken to help reduce them:


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Job safety analysis

All job procedures and practices should be analyzed byan expert to discover hazards. he should

then suggest changes in their motion patterns, sequence and the like

Placement

A poorly placed employee is more apt to incur injurythan a properly placed employee.

Employees should be placed on jobs only after carefully estimating and considering the job

requirements with those which the individual apparently possesses.

Personal protective equipment

Endless variety of personal safety equipment is availablenowadays which can be used to prevent

injury.

Materials handling

Though often ignored, the careless handling of heavy andinflammable materials is an important

source of several injuries and fire.

Hand tools

Minor injuries often result from improperly using a goodtool or using a poorly designed tool.

Therefore, close supervision and instruction should be given to the employees on the proper tool

to use an the proper use of the tool.


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Safety training, education and publicity

Safety training is concerned with developing safety skills,whereas safety education is concerned

with increasing contest programmes, safety campaigns, suggestion awards, and various

audiovisual aids can be considered as different forms of employee education.

Safety inspection

An inspection by a trained individual or a committee to detect evidence of possible safety

hazards (such as poor lighting, slippery floors, unguarded machines, faulty electricalinstallations, poor work methods and disregard of safety rules) is a very effective device to

promote safety.

Factories Act, 1948

The principal Act to provide for various labor welfare measures in India is the Factories

Act, 1948. The Act applies to all establishments employing 10 or more workers where power is

used and 20 or more workers where power is not used, and where a manufacturing process is

being carried on.

Employee Welfare Officer

Section 49 of the factories act provides that in every factory wherein 500 or more

workers are ordinarily employed the employer shall appoint at least one welfare officer.

The welfare officer should possess; (i) a university degree; (ii) degree or diploma in

social service or social work or social welfare from a recognized institution; and (iii) adequate

knowledge of the language spoken by the majority of the workers in the area where the factory is

situated.


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Supervision

Counseling workers

Advising management

Establishing liaison with workers

Working with management and workers to improve productivity.

Working with outside public to secure proper enforcement of various acts.

Health of Employees

1. Cleanliness

Every factory shall be kept clean by daily sweeping or washing the floors and work rooms

and by using disinfectant where necessary.

2. Disposal of wastes and effluents

Effective arrangements shall be made for the disposal of wastes and for making them innocuous.

3. Ventilation and temperature

Effective arrangements shall be made for ventilation and temperature so as to provide

comfort to the workers and prevent injury to their health.

4. Dust and fume

Effective measures shall be taken to prevent the inhalation and accumulation of dust and

fumes or other impurities at the work place.


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5. Artificial humidification

The State Government shall make rules prescribing standard of humidification and methods to be

adopted for this purpose.

6. Overcrowding

There shall be in every work room of a factory in existence on the date of commencement of this

act at least 9.9cubic meters and of a factory built after the commencement of this act at least 4.2

cubic meters of space for every employee.

7. Lighting

The State Government may prescribe standards of sufficient and suitable lighting.

8. Drinking Water

There shall be effective arrangement for wholesome drinking water for workers at

convenient points.

9. Latrines and urinals

There shall be sufficient number of latrines and urinals, clean, well-ventilated, conveniently

situated and built according to prescribed standards separately for male and female workers.


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Safety of Employees

Fencing of machinery

All dangerous and moving parts of machinery shall be securely fenced. Screws, bolts andteeth shall be completely encased to prevent danger.

Work on or near machinery in motion

Lubrication or other adjusting operation on moving machinery shall be done only by a

specially trained adult male worker.

Employment of young persons on dangerous machines

No young person shall be allowed to work on any dangerous machine (so prescribed by the

state government) unless he is sufficiently trained or is working under the supervisionofknowledgeable person.

Device for cutting off power

Suitable device for cutting of power in emergencies shall be provided.

Hoists and lifts

These shall be made of good material and strength, thoroughly examined at least once in

every six months and suitably protected to prevent any person or thing from being trapped.


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Welfare of Employees

There shall be separate and adequately screened washing facilities for the use of male and

female employees.

There shall be suitable places provided for clothing not worn during working hours and

for the dying of wet clothing.

There shall be suitable arrangement for all workers to sit for taking rest if they are

obliged to work in a standing position.

There shall be provided the required number of first-aid boxes or cupboard (at the rate of

one for every 150 workers) equipped with the prescribed contents readily available

during the working hours of the factory.

The State Government may make rules requiring that in any specified factory employing

more than 250 employees a canteen shall be provided and maintained by the occupier for

the use of the employee.

There shall be provided sufficiently lighted and ventilated lunch room if the number of

employees ordinarily employed is more than 150.
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Restrictions in the Factories Act on the employment of young persons

1. Prohibition as to employment of children (Section 67)

No child who has not completed his fourteenth year shall be required or allowed to work in any

factory.

2. Employment of Children and Adolescent (Section 68)

A child who has completed his fourteenth year or an adolescent shall not be required or allowed

to work in any factory unless following conditions are fulfilled:

1. The manager of the factory has obtained a certificate of fitness granted to such young2. While at work, such child or adolescent carries a token giving reference to such

certificate.

3. Certificate of fitness (Section 69)

Before a young person is employed in the factory, a certifying surgeon has to certify that such

person is fit for that work in the factory.


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Welfare Funds

In order to provide welfare facilities to the workers employed in mica, iron, ore,

manganese ore and chrome ore, limestone and dolomite mines and in the beedi industry, the

welfare funds have been established to supplement the efforts of the employers and the State

Government under respective enactments.

The welfare measures financed out of the funds relate to development of medical

facilities, housing, supply of drinking water, support for education of dependents and recreation,

etc.

Voluntary Benefits

Benefits are also given voluntarily to workers by some progressive employers. These

include loans for purchasing houses and for educating children, leave travel concession, fair

price shops for essential commodities and loans to buy personal conveyance.

Machinery Connected with Employee Welfare Work

1. Chief inspector of Factories

It is the duty of the Chief inspector of factories (who generally works under the administrative

control of the labour commissioner in each state) to ensure enforcement of various provisions of

Factories Act i8n respect of safety, heath and welfare of workers.


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2. Central Labour Institute

The institute was set up in Bombay in 1966 to facilitate the proper implementation of the

Factories Act, 1948; to provide a centre of information for inspectors, employers, workers and

others concerned with the well being of industrial labour and to stimulate interest in the

application of the principles of industrial safety, health and welfare

3. National Safety Council

The National Safety Council was wet up on 4th March, 1966 in Bombay at the initiative of the

Union Ministry of Labour and Rehabilitation, Government of India, as an autonomous national

body with the objective of generating developing and sustaining an movement of safety

awareness at the national level.

4. Director General of Mines Safety

The Director General of Mines Safety enforces the Mines Act, 1952. He inspects electrical

installation and machinery provided in the mines and determines the thickness of barriers of 2

adjacent mines in order to prevent spread of fire and danger of inundation.

Appraisal of Welfare Services

1. One of the main obstacles in the effective enforcement of the welfare

provisions of the Factories Act has been the quantitative and qualitative

inadequacy of the inspection staff.

2. at present, a labour welfare officer is not able to enforce laws independently

because he has to work under the pressure of management.

3. Women workers do not make use of the crche facilities either because they

are dissuaded by the management to bring their children with them or

because they have to face transport difficulties.

Employee welfare


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There is no need to explain what an accident is but an attempt can be made to define it is

an unexpected unplanned occurrence which may involve injury or interrupts the completion and

uncontrollable event the action or reaction of an object, saturations, person or radiation results in

personal injury of the probability there of.

There is possibility of accident in every sphere of human life, at home, whilst travelling,

century, and accidents have been a favorite subject of study and comments in scientific and

technical journals: as well as on seminars and the popular press.

The causes of accidents are related to technical and human factors, it has attached the

attention of the psychologists, sociologists and engineers.

Psychologists are concerned with the theoretical considerations of accident causes and the

research into accident control through selection and training and he social an psychological

factors that influences the individuals, behavior in general.

Engineers and safety officers usually render unnecessary practical advice on certain

aspects of safety in industry. They look upon accident prevention basically as an engineering

problem to be solved through proper design of mechanical safety devices.


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Actually accidents prevention and safety require a multi-dimensional approach. This has

assumed importance because of large scale industrialization in which human being are best with

mechanical, Electrical, Chemical and radiation hazards.

Important of Employees safety Measures:

The importance of industrial safety was realized because every year millions of

industrials elements occur which result either death or in temporary and permanent disablement

of the employees and involve a good amount of cost such as resulting from wasted man hours

and hours.

Safety being on the drawing board when the original design of tools or work place of

accidents hazard may be build in or eliminated.

Safety Results:

From safe plant, process and operations

By educating and training workers and supervisors regarding safe practices on the shop

floor.


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Employer Employees Safety:

Increasing rate of production

Reducing production cost

Reducing damage to equipment and machinery

Preventing premature death of talented workers who are assets to the society.

Preventing needless pain and suffering to its employees.

Safety Measures:

Drinking Water:

The act lays down that effective arrangements shall be made to provide and maintain at

point conveniently situated, at least 2 liters cool and whole some drinking water per person such

points shall be situated with in 20 feet of any washing place, urinal or latrine, distance in

approved in writing by the chief inspector. Such points should be marked Drinking Water in

the regional language.

The supply of water per person per day has been fixed at half a gallon. Such drinking

water shall be readily available at conveniently accessible points during the whole of the working

shift. Where 100 or more persons are employed either above ground or in open cast working at

any one time.


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Conservancy Services:

The conservancy service shall be provided, separately for males and females, in every

time, a sufficient number of latrines and urinals situated at a convenient place and accessible to

persons employed in the mind at all times.

The scale of latrine accommodation shall be at least one seat for every 50 workers on the

surface and on seat for every 100 workers working below ground where persons of both sexes

where employed, there shall be displayed outside each latrine a sign board in the regional

language for ma les or for females, each sign board also showing the figure of a men or a

women, as the use may be.

First Aid:

First Aid boxes or cup boards, in such numbers as may be prescribed, shall be made

available at suitable places on the surface, and first aid stations should be set up fellow ground

every first-aid box shall be kept in charge of a responsible person. There should be at least one

lined person for every 100 workers working above around and one for 50 workers working

follow ground. He should be readily available during the working hours of the mine.

Every supervisor or and officer going below shall carry first-aid equipment on his place,

where the number of persons employed is more than 150, provision should be made for a first-

aid room which should be situated at a convenient place on the surface of the time.


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Bath Room:

Under the coal mines bath rules: 1946, a pithead bath, conforming to the specifications

approved by competent authority, separate bathrooms should be provided for males and females,

and the attendants should be an duty during all working hours. Adequate water supply, lighting

and drainage arrangements should be provided in the bathrooms.

Disposal of Wasters and Effluents:

It obligatory on the owner at every factory to make effective arrangements for the

treatment of waster and effluents due to the manufacturing process carried on there in so as to

render them innocuous and for their disposal.

Dust and Fume:

Which should be adopted to keep the work rooms free from dust and fume? Every factory

in which by reason of the manufacturing process carried on, There is given off any dust or fume

of other impurity of such as nature and to such an extent is likely to be injurious or offensive to

the workers employed there in or any dust in substantial quantities, effective measurers shall be

taken to prevent its inhalation on and accumulation in any work room.


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If any exhaust appliance is necessary for the above purpose, it shall be applied as near as

possible to the point of origin of the dust, fume or other impurity and such point shall be

enclosed as possible.

Artificial Humidification:

Prescribing standard of humidification

Regulating the methods used for artificially increasing the humidity of the air.

Directing prescribed texts for determining the humidity of the air to be correctly carried

out ad recorded.

Precaution measures in case of Fire:

In every factory all practical measures shall be taken to prevent out break of the fire and

its spread, both internally and externally and to provide and maintain.

I. Safe means of escape for all persons on the events of fire and

II. The necessary equipment and facilities for extinguishing fire,

Further effective measures should be taken to ensure that in every factory all the workers are

familiar with means of escape on case of fire and have been trained in the routine to be followed

in such cases.


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Explosive or Inflammable Materials:

These measures

I. Effective enclosures of the plant or machinery used in the process,

II. Removal or prevention of the of the accumulation of such dust, gas or vapor.

III. Exclusion or effective enclosure of all parable sources of ignition.

Safety of Building and Machinery:

If it appears to the inspector that any building or part of building of any part of the ways.

Machinery or plant o0n a factory is in such a condition that it is dangerous to human life or

safety, the may serve on the occupier or manager or the both the factory an order on writing

specifying the measures which is his opinion should be adopted, and requiring them to be carried

out before a specified date.


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Safety Officers:

In order to prevent accidents, the all provides for the appointment of safety officers in

factories employing 1000 or operations carried on which process or operation involves any risk

of injury, poisoning or disease, of any other hazard to health, to the persons employed in the

factory.

Employee welfare defines as efforts to make life worth living for workmen. These

efforts have their origin either in some statute formed by the state or in some local custom or in

collective agreement or in the employers own initiative.

To win over employees loyalty and increase their morale.

To combine trade unionism and socialist ideas.

To build up stable labor force, to reduce labour turnover and absenteeism.

To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits.

To earn goodwill and enhance public image.

To reduce the threat of further government intervention.

To make recruitment more effective (because these benefits add to job appeal).


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Principles of Employee Welfare Service:

Following are generally given as the principles to be followed in setting up an employee

welfare service:

The service should satisfy real needs of the workers. This means that the manager must

first determine what the employees real needs are with the active participation of

workers.

The service should such as can be handled by cafeteria approach. Due to the difference

in Sex, age, marital status, number of children, type of job and the income level of

employees there are large differences in their choice of a particular benefit. This is

known as the cafeteria approach. Such an approach individualizes the benefit system

though it may be difficult to operate and administer.

The employer should not assume a benevolent posture.

The cost of the service should be calculated and its financing established on a sound basis.

There should be periodical assessment or evaluation of the service and necessary timely

on the basis of feedback.


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COMPANY PROFILE

INTRODUCTION

The Sugar Mill was registered under Tamil Nadu Cooperative Society Act 1961 by commissioner

of sugar, Chennai with Registration o. D.S7/1987. This mill was started its function from 25.11.1987.

Raw sugarcane obtained from the nearby areas 2.5Kms. Total area factor is 95.26 acres. The production

capacity of the mills is 2500 tons of per day.

It is situated at Sethiathope, CuddaloreDist, TamilNadu. Normally the Crushing period starts

from October to November.Their crushing time of minimum of 160 days and maximum of 180 days per

every season. Every season they are crushing minimum of 4,00,000tones of cane. Maximum recovery

they reach at 8.33% per every season.

Productivity norms are fixed by the sugar board headed by the commissioner of sugar. Under the

control of Tamil Nadu Sugar Corporation of 16 co-operative sectors and 3 public sectors.

There are several, varieties of Cane are used to produce a sugar.

1. COC86032

2. COC97009

3. COC98061

4. COC99061

5. CO86249

6. CO8021

7. COC90063

8. COS195071


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9. COS198071

CO-GENERATION

The government of Tamil Nadu has permitted the mills to go in for generating a co-generation for

plant. The industry eared additional income of generating co-gen.

Installed capacity of co-gen 7.5 mega watts for Factory consumption they used 2.5 mega watt of

co-gen and the remaining 5 Mega watt co-gen, the use 3 Mega watt of power is supply to the TNEB per

day. The export, 60,000 units of power to TNEB Factory generate 52 Tons of steam per hour. 17 tons of

steam is used for mill drives and 22 tons of power for factory and 13 tons of power for process.

CO-GEN PROCESSING

Cane Baggage Boiler Stream generate

BY-PRODUCT UTILISATION

In a sugar factory, nothing is treated as a waste. Every is used as a by produce for manufacturing.

BY-ORIDYCTS ARE

1. Baggage

It is used as a raw material for generating co-gen

It is also utilized as raw material for manufacturing paper.

2. Molasses

It is utilized for spirit & send to distillery.

It is also utilized for cattle field and IdhayamNalaiainnar and also used for manufacturing

chocolate.

EID parry chocolate manufacture (or) purchase molasses front sugar factory.


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3. Press Mud

It is used as fertilizers for producing cane. Farmers purchase pre mud from the sugar factory

waste into source is a Mantra. In every sugar factory.Due to the presence of this sugar mills.Sethiathope

has gained on industrial status.

Area of Operation

The area of operation of mills entire taluk of Chidambaram and Kattumannarkoil, as detailed

below,

SL.NO CHIDAMBARAM TALUK KATTUMANNARKOIL TALUK

1 Bhuvanagiri Sri Mushnam

2 Sethiathope Kumarachi

3 Thirvakulam KattumannarKoil

4 Paragipettai T. Puthoor

5 Chidambaram Udayarkudi

FUNCTIONAL DEPARTMENT

The following are the functional department which are efficiently operating in the mill

Administrative and Accounts department Cane department Engineering department


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Manufacturing department

The man power strength, surplus and vacancy position of mills as on 31.05.2012 are as follow:

Sl.No DepartmentApproved

Strength

In

PositionVacant Surplus

1 Administration 54 72 10 28

2 Account 14 19 1 6

3 Cane 93 114 15 36

4 Engineering 197 183 43 29

5 Manufacturing 77 58 29 10

6 Supervisory staff 25 12 14 1

7 Officers 35 33 5 3

Total 495 491 117 113

In addition to this, 170 casual laborers called N.M.Rs are in the mills lists, who are employed

during the season on the basis of daily requirement.

SALIENT FEATURES OF THIS ORGANIZATION

In Tamil Nadu, M.R.K Co-operation sugar mill is a pioneer plant for co-generating. It also used

as a capital for this productive purpose. They supply 50,000 unit of power to the TNEB per day. It

provides additional income to this mill of cost Rs. 23 lakes per year. One of the salient feature of this

mills they use their wastages into source. For e.g. Molasses are utilized for chocolate manufacturing and

spirit manufacturing. It is also export item which is exported to various foreign countries.


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Bagasse is used as raw material for generating Co-Generation. It will enter to get addition

income to this mill. Press mud is sued for dfert9ilizers for cultivation purpose. One of the salient feature

of this mill is they are entered into in house cultivation programme in effective way. One of the feature of

this mill is crushing over the above 4 lakes of cane every season or every year.

ORGANIZATIONAL CHART

S

Administration

Office Manager

Chief Accountant

Chief Welfare

Officer

Chief Chemist

Officer

Chief Engineer Chief Cane officer


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FACTORY LAYOUT

Cane Yard

Weight Bridge

Cane Carrier

Certification

Evaporation

Pans

Crystallizer

Centrifugals

Crystallizer

Centrifugals

Hopper

Graders


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CHAPTER - II

REVIEW OF LITERATURE

The impact of organizational climate on safety climate and individual behavior 2000 M.A

Griffin b , P.M Hart c

Relatively little previous research has investigated the mechanisms by which safety

climate affects safety behavior. The current study examined the effects of general organizational

climate on safety climate and safety performance. As expected, general organizational climate

exerted a significant impact on safety climate, and safety climate in turn was related to self-

reports of compliance with safety regulations and procedures as well as participation in safety-

related activities within the workplace. The effect of general organizational climate on safety

performance was mediated by safety climate, while the effect of safety climate on safety

performance was partially mediated by safety knowledge and motivation.

Perspectives on safety cultur eA.IGlendon a , N.A Stanton b2001

Overviewing selected elements from the literature, this paper locates the notion of safety

culture within its parent concept of organisational culture. A distinction is drawn between

functionalist and interpretive perspectives on organisational culture. Th e terms culture and

climate are clarified as they are typically applied to organisations and to safety. A contrast is

drawn between strategic top down and data-driven bottom up approaches to human factors as an

illustrative aspect of safety. A safety case study is used to illustrate two measurement

approaches. Key issues for future study include valid measurement of safety culture and
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developing methods to adequately represent mechanisms through which safety culture might

influence, and be influenced by, other safety factors.

Effectiveness of Safety Measures Recommended for Prevention of Workplace Homicide

Dana Loomis, PhD; Stephen W. Marshall, PhD; Susanne H. Wolf, RN, MPH; CarolW. Runyan, PhD; John D. Butts, MD

Context Homicide is the second leading cause of death on the job for US workers. Government

agencies recommend that employers prevent violence against workers by adopting interventions

originally designed to prevent robbery, but the effectiveness of these interventions is unknown.

Objective To investigate the effectiveness of existing administrative and environmental

interventions recommended for preventing workplace homicide.

Design, Setting, and Participants Population-based case-control study of North Carolina

workplaces where a worker had been killed between January 1, 1994, and March 31, 1998,

identified through a statewide medical examiner system (cases; n = 105) and an industry-

matched random sample of workplaces at risk during the same period, selected from business

telephone listings (controls; n = 210).

Main Outcome Measure Risk of death of a worker due to homicide.

Results Among environmental interventions, strong and consistent reductions in the risk of a

worker being killed on the job were associated with bright exterior lighting (odds ratio [OR], 0.5;

95% confidence interval [CI], 0.3-1.0). Among administrative interventions, the largest

beneficial effect was for staffing practices that prevented workers from being alone at night (OR,

0.4; 95% CI, 0.2-0.9). Keeping doors closed during working hours was also associated


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consistently with substantially reduced risk (OR, 0.4; 95% CI, 0.1-1.1) but was not statistically

significant. Combinations of 5 or more administrative measures were associated with

significantly lower levels of risk (OR, 0.1; 95% CI, 0.0-0.5).

Conclusions We found evidence suggesting that eliminating solo work at night could reduce the

risk of homicide for workers. Keeping doors closed and using bright exterior lighting or

combinations of administrative interventions also appear to be beneficial, but there was no

evidence of effectiveness for a number of other recommended measures.

Measuring safety climate: identifying the common features R. Flin, K. Mearns , P.

O'Connor , R. Bryden

In UK industry, particularly in the energy sector, there has been a movement away from

lagging measures of safety based on retrospective data, such as lost time ac cidents and

incidents, towards leading or predictive assessments of the safety climate of the organisation or

worksite. A number of different instruments have been developed by industrial psychologists for

this purpose, resulting in a proliferation of scales with distinct developmental histories.

Reviewing the methods and results from a sample of industrial surveys, the thematic basis of 18

scales used to assess safety climate is examined. This suggests that the most typically assessed

dimensions relate to management (72% of studies), the safety system (67%), and risk (67%), in

addition themes relating to work pressure and competence appear in a third of the studies.
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OBJECTIVES OF THE STUDY

To know the opinion of employees regarding safety and welfare measures

schemes in MRK Sugar Mill.

To find the level of satisfaction among the employees regarding safety and

welfare measures.

To find out the benefits yield by the employees, which are provided by the

company.

To suggest the ways to improve safety and welfare measures.


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NEED OF THE STUDY

Safety and welfare measure are the important factor for an organization to maintain

quality of work life of the employee.

Safety and welfare facilities may patronage the employee to work better and it will lead

to increase in output.

In every organization, an employees safety and welfare meas ure plays a vital role.

Hence we conducted research on this topic

To know the employees response among various benefits regarding safety and welfaremeasures inMRK Sugar Mills, Sethiyathoppu.

It helps to improve employees productivity or efficiency by increasing their physical and

mental health.


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SCOPE OF THE STUDY

This project throws light on the welfare and safety measures provided in MRK Sugar

Mills Limited. It also reveals the awareness and satisfaction of employee with safety and welfare

schemes. It also necessary to know the employee satisfaction about the safety and welfare

measures of the organization for the purpose of achieving their goals.

The study undertaken at MRK Sugar Mills Limited seeks answer to the mentioned

objectives, although the scope is limited to a particular sample size. The findings of the study

will also helpful to the future research students also to know more about labour safety and

welfare measures in an organization.


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CHAPTER-III

RESEARCH METHODOLOGY:

Research:

Research is a process in which the researcher wishes to find out the end result for a given

problem and thus the solution helps in future course of action. The research has been defined as

A careful investigation or enquiry especially through search for new facts in any branch of

knowledge.

Research Methodology:

The procedure using, which researchers go about their work of describing, explaining and

predicting phenomena, is called Methodology. Methods compromise the procedures used for

generating, collecting and evaluating data. Methods are the ways of obtaining information useful

for assessing explanations .

Design of Study:

The Research Design undertaken for the study is Descriptive one . A study,

which wants to portray the characteristics of a group or individuals or situation, is known as

Descriptive study. It is mostly qualitative in nature.


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Data Collection Method:

Survey method is considered the best method for data collection of data and the tools

used for data collection are Questionnaire. This method is quite popular particularly in case of

big enquires. Private individuals, research works, private and public organizations and even

government are adopting it.

In this method a questionnaire is sent to the persons concerned with a request to answer

and return the questionnaire. A questionnaire consists of a number of question involves both

specific and general questions relating to needs for training.

Sources of Data:

The two sources of data collection are namely Primary & Secondary.

Primary Data

Questionnaires are prepared and personal interview was conducted. Most of the

questions are consist of multiple choices. The structured interview method was undertaken. The

interview was conducted in English as well as in Tamil.

Proper care was taken to frame the interview schedule in such a manner it should be

easily understood in view of educational level of the employees. Generally 30 questions are

prepared and asked to the employees of the MRK Sugar Mills.


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Secondary Data

Secondary data was collected from Internets, various books, Journals, and Company

Records.

QUESTIONNAIRE CONSTRUCTION

Questionnaires were constructed based on the following types

Open ended questions

Close ended questions

Multiple choice questions

Duration of the Study:

The period for the study is done for 4 weeks.

Sample Design:

Universe : 499

Sample Element : Permanent Employees

Sample Size : 100 samples

Sample Test : Percentage Method and Chi-square

Sample Media : Questionnaire


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Statistical tools used:

o Percentage method

o Chi-square test

o Correlation test

PERCENTAGE METHOD

In this project Percentage method was used. The percentage method is used to know the

accurate percentages of the data we took, it is easy to graph out through the percentages. The

following are the formula

No of Respondent

Percentage of Respondent = x 100

Total no. of Respondents

From the above formula, we can get percentages of the data given by the respondents .

CHI-SQUARE ANALYSIS

In this project chi-square was used. This is an analysis of technique which analyzed the

stated data in the project. It analysis the assumed data and calculated in the study. The Chi-

square test is an important test amongst the several tests of significant developed by statistical.

Chi-square, symbolically written as x 2 (Pronounce as Ki-Square), is a statistical measure used in

the context of sampling analysis for comparing a variance to a theoretical variance.

Formula


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(O-E) 2

2 =

E

O = Observed frequency

E = Expected frequency

CORRELATION ANALYSIS

Correlation Analysis is a statistical technique used to measure the magnitude of

linear relationship between two variables. Correlation Analysis is not used in isolation to

describe the relationship between variables. To analyze the relation between two variables, two

prominent correlation coefficient are used the Pearson product correlation coefficient and

Spearmans rank correlation coefficient.


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CHAPTER -IV

DATA ANALYSIS AND INTREPRETATION

Table 4.1: Age of the respondents

S.NO AGE NO.OF.RESPONDENTS PERCENTAGE

1 Below 25 years 4 4%

2 26 - 35 years 5 5%

3 36 - 50 years 47 47%

4 Above 50 years 44 44%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 47% of the respondents are belongs to age group

between 36 50 years, 44% of the respondents are belongs to age group above 50 years, 5% of

the respondents are belongs to age group between 26 35 years, 4% of the respondents are

belongs to age group below 25 years.


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Chart 4.1: Age of the respondents

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Below 25years

26 - 35 years 36 - 50 years Above 50years

4% 5%

47%44%

P e r c e n t a g e

Age group


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Table 4.2: Gender of the respondents

S.NO GENDER NO.OF.RESPONDENTS PERCENTAGE

1 Male 94 94%

2 Female 6 6%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 94% of the respondents are male, 6% of the respondents

are female.


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Chart 4.2: Gender of the respondents

94%

6%

Male

Female


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Table 4.3: Working department of the respondents

S.NO DEPARTMENT NO.OF.RESPONDENTS PERCENTAGE

1 Engineering 55 55%

2 Manufacturing 26 26%

3 Stores 6 6%

4 Clerk 13 13%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 55% of the respondents are working in production

department, 26% of the respondents are working in manufacturing department, 13% of the respondents

are working as clerks, 6% of the respondents are working in stores.


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Chart 4.3: Working department of the respondents

0%

10%

20%

30%

40%

50%

60%

Production Manufacturing Stores Clerk

P E R C E N T A G E

DEPARTMENT


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Table 4.4: Monthly income of the respondents

S.NO MONTHLYINCOME NO.OF.RESPONDENTS PERCENTAGE

1 Below 3,000 1 1%

2 Rs.3001 5,000 0 0%

3 Rs.5001 - 8,000 9 9%

4 Above Rs.8,000 90 90%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 90% of the respondents are in the income level above

8,000, 9% of the respondents are in the income level between 5001 8,000, 1% of the respondents are in

the income level below 3,000, 0% of the respondents are in the income level between 3001- 5,000.


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Chart 4.4: Monthly income of the respondents

0%

10%

20%

30%

40%

50%

60%70%

80%

90%

Below 3,000 3001 5,000 5001 - 8,000 Above 8,000

1% 0%

9%

90%

P e r c e n t a g e

Monthly income


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Table 4.5: Work experience of the respondents

S.NO EXPRIENCE NO.OF.RESPONDENTS PERCENTAGE

1 Below 5 years 3 3%

2 6 years - 10 years 1 1%

3 11years - 20 years 32 32%

4 Above 20 years 64 64%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 64% of the respondents are in the work experience above

20 years, 32% of the respondents are in the work experience between 11 20 years, 3% of the

respondents are in the work experience below 5 years, 1% of the respondents are in the work experience

between 6 - 10 years in the company.


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Chart 4.5: Work experience of the respondents

0%

10%

20%

30%

40%

50%

60%

70%

Below 5 years 6 years - 10years

11years - 20years

Above 20years

3% 1%

32%

64%

P e r c e n t a g e

Work experience


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Table 4.6: Qualification of the respondents

S.NO EDUCATIONALQUALIFICATION NO.OF.RESPONDENTS PERCENTAGE

1 School level 50 50%

2 Undergraduate 16 16%

3 Postgraduate 10 10%

4Technical

education24 24%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 50% of the respondents are in the qualification of school

level, 24% of the respondents are technical qualifiers, 16% of the respondents are graduates, 10% of the

respondents are post graduates in the company.


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Chart 4.6: Qualification of the respondents

0% 10% 20% 30% 40% 50%

School level

Undergraduate

Postgraduate

Technical education

50%

16%

10%

24%

Percentage

P e r c e n t a

g e


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Table 4.7: Satisfaction about the safety measures

S.NO LEVEL OFSATISFICATION NO.OF.RESPONDENTS PERCENTAGE

1 Highly satisfied 13 13%

2 Satisfied 68 68%

3 Dissatisfied 16 16%

4 Highly dissatisfied 3 3%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 68% of the respondents are satisfied with the welfare

measure, 16% of the respondents are dissatisfied with the welfare measure, 13% of the respondents are

highly satisfied with the welfare measure, 3% of the respondents are highly dissatisfied with the welfare

measure provided by the company.


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Chart 4.7: Satisfaction about the safety measures

0%

10%

20%

30%

40%

50%

60%

70%

Highlysatisfied

Satisfied Dissatisfied Highlydissatisfied

13%

68%

16%

3%

P e r c e n t a g e


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Table 4.8: Satisfaction about the labour welfares

S.NO LEVEL OFSATISFACTION NO.OF.RESPONDENTS PERCENTAGE


2 Satisfied 75 75%



Total 100 100

INTREPRETATION:

From the above table it is inferred that, 75% of the respondents are satisfied with labour welfare,

12% of the respondents are dissatisfied with labour welfare, 10% of the respondents are highly satisfied

with labour welfare, 3% of the respondents are highly dissatisfied with labour welfare made available by

the company.


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Chart 4.8: Satisfaction about the labour welfares

0%

10%

20%

30%

40%

50%

60%

70%

80%

Highly satisfied Satisfied Dissatisfied Highly dissatisfied

P E R C E N T A G E

LEVEL OF RESPONDENTS


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Table 4.9: Satisfaction about the labour welfares

S.NOLEVEL OF

SATISFACTION NO.OF.RESPONDENTS PERCENTAGE


2 Satisfied 75 75%



Total 100 100

INTREPRETATION:

From the above table it is inferred that, 75% of the respondents are satisfied with the labour

welfares, 12% of the respondents are dissatisfied with the labour welfares, 10% of the respondents are

highly satisfied with the labour welfares, 3% of the respondents are highly dissatisfied with the labour

welfares provided by the company.


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Chart 4.9: Satisfaction about the labour welfares

10%

75%

12%

3%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Highly satisfied Satisfied Dissatisfied Highlydissatisfied

P e r c e n t a g e


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Table 4.9: a) Availability of adequate washing facilities

S.NOAVAILABILITYOF ADEQUATE

TRAININGNO.OF.RESPONDENTS PERCENTAGE

1 Yes 74 74%

2 No 26 26%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 74% of the respondents are say yes for the washing

facilities, 26% of the respondents are say yes for the washing facilities provided by the company.


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Chart 4.9: a) Availability of adequate washing facilities

74%

26%

Yes

No


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Table 4.9: b) Satisfaction of washing facilities for opinion yes

S.NOLEVEL OF



2 Satisfied 59 80%



Total 74 100

INTREPRETATION:

From the above table it is inferred that, 80% of the respondents are satisfied with the washing

facilities,12% of the respondents are highly satisfied with the washing facilities, 07% of the respondents

are dissatisfied with the washing facilities, 1% of the respondents are highly dissatisfied with the washing

facilities made available by the company.


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Chart 4.9: b) Satisfaction of washing facilities for opinion yes

0% 20% 40% 60%

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied

9%

59%

5%

1%

Percentage


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Table 4.10: Availability of tools and equipment

S.NO AVAILABILITY NO.OF.RESPONDENTS PERCENTAGE

1 Good 49 49%

2 Moderate 27 27%

3 Poor 24 24%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 49% of the respondents are feel good with the tools and

equipment, 27% of the respondents are feel moderate with the tools and equipment, 24% of the

respondents are feel poor with the tools and equipment made available by the company.


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Chart 4.10: Availability of tools and equipment

49%

27%24%

0%

10%

20%

30%

40%

50%

60%

Good Moderate Poor

P e r c e n t a g e


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Table 4.11: a) Availability of drinking water facilities

S.NO PARTICULARS FREQUENCY PERCENTAGE

1 Yes 100 100%

2 No 0 0%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 100% of the respondents are say yes for the availability of

drinking water, 0% of the respondents are say yes for the availability of drinking water facilities provided

by the company.


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Chart 4.11: a) Availability of drinking water facilities

0% 20% 40% 60% 80% 100%

Yes

No

100%

0%

Percentage


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Table 4.11: b) Satisfaction of drinking water facilities



2 Satisfied 38 38%

3 Dissatisfied 0 0%


Total 100 100

INTREPRETATION:

From the above table it is inferred that, 62% of the respondents are highly satisfied with the

drinking water facilities, 38% of the respondents are satisfied with the drinking water facilities, 0% of the

respondents are dissatisfied with the drinking water facilities, 0% of the respondents are highly

dissatisfied with the drinking water facilities provided by the company.


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Chart 4.11: b) Satisfaction of drinking water facilities

0%

20%

40%

60%

80%

Highlysatisfied


62%

38%

0% 0%

P e r c e n t a g e


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Table 4.12: Satisfaction of healthcare facilities

S.NOLEVEL OF



2 Satisfied 61 61%



Total 100 100

INTREPRETATION:

From the above table it is inferred that, 61% of the respondents are satisfied with the health care

facilities, 25% of the respondents are highly satisfied with the health care facilities, 11% of the

respondents are dissatisfied with the health care facilities, 3% of the respondents are highly dissatisfied

with the health care facilities provided by the company.


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Chart 4.12: Satisfaction of healthcare facilities

25%

61%

11%

3%

0% 20% 40% 60% 80%

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied

Percentage


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Table 4.13: Sufficient space for workplace

S.NOLEVEL OF



2 Satisfied 57 57%

3 Dissatisfied 6 6%


Total 100 100

INTREPRETATION:

From the above table it is inferred that, 57% of the respondents are satisfied with work space,

36% of the respondents are highly satisfied with work space, 6% of the respondents are dissatisfied with

work space, 1% of the respondents are highly dissatisfied with work space in the company.


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Chart 4.13: Sufficient space for workplace

0%

10%

20%

30%

40%

50%

60%

Highlysatisfied


36%

57%

6% 1%

P e r c e n t a g e


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Table 4.14: Adequate first-aid facilities



2 Satisfied 40 40%

3 Dissatisfied 8 8%


Total 100 100

INTREPRETATION:

From the above table it is inferred that, 52% of the respondents are highly satisfied with first-aid,

40% of the respondents are satisfied with first-aid, 8% of the respondents are dissatisfied with first-aid,

0% of the respondents are highly dissatisfied with first-aid facilities made by the company.


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Chart 4.14: Adequate first-aid facilities

0% 20% 40% 60%

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied

52%

40%

8%

0%

Percentage


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Table 4.15: Opinion about the cleanness of the company

S.NOOPINION ABOUT

CLEANESS NO.OF.RESPONDENTS PERCENTAGE

1 Good 35 35%

2 Moderate 38 38%

3 Poor 27 27%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 38% of the respondents are feel moderate with the

workplace cleanness, 35% of the respondents are feel good with the workplace cleanness, 27% of the

respondents are feel poor with the workplace cleanness of the company.


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Chart 4.15: Opinion about the cleanness of the company

0%

5%10%

15%

20%

25%

30%

35%

40%

Good Moderate Poor

35%38%

27%

P e r c e n t a g e


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Table 4.16: Opinion about the ventilation in the workplace


1 Good 84 84%

2 Moderate 12 12%

3 Poor 4 4%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 84% of the respondents are feel good with the workplace

ventlisation, 12% of the respondents are feel moderate with the workplace ventlisation, 4% of the

respondents are feel poor with the workplace ventlisation of the company.


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Chart 4.16: Opinion about the ventilation in the workplace

0% 20% 40% 60% 80% 100%

Good

Moderate

Poor

84%

12%

4%

Percentage


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Table 4.17: Opinion about the lighting facilities

S.NOOPINION ABOUT

LIGHTINGFACILITY

NO.OF.RESPONDENTS PERCENTAGE

1 Good 82 82%

2 Moderate 13 13%

3 Poor 5 5%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 82% of the respondents are feel good with the lighting

facilities, 13% of the respondents are feel moderate with the lighting facilities,5% of the respondents arefeel poor with the lighting facilities provided by the company.


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Chart 4.17: Opinion about the lighting facilities

0%

20%

40%

60%

80%

100%

Good Moderate Poor

82%

13%5%

P

e r c e n t a g e


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Table 4.18: Opinion about the noise control measures

S.NOOPINION ABOUTNOISE CONTROL

MEASURENO.OF.RESPONDENTS PERCENTAGE

1 Good 17 17%

2 Moderate 29 29%

3 Poor 54 54%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 54% of the respondents are feel poor with the noise

control measures, 29% of the respondents are feel moderate with the noise control measures, 17% of the

respondents are feel good with the noise control measures taken by the company.


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Chart 4.18: Opinion about the noise control measures

0% 10% 20% 30% 40% 50% 60%

Good

Moderate

Poor

17%

29%

54%

Percentage


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Table 4.19: Opinion about the noise control measures

S.NO OPINION NO.OF.RESPONDENTS PERCENTAGE

1 Good 45 45%

2 Moderate 17 17%

3 Poor 38 38%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 45% of the respondents are feel good with the noise

control measures, 38% of the respondents are feel poor with the noise control measures, 17% of the

respondents are feel moderate with the noise control measures made by the company.


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Chart 4.19: Opinion about the noise control measures

0%

10%

20%

30%

40%

50%

Good Moderate Poor

45%

17%

38%

P e r c e n t a g e


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Table 4.20: Opinion about the toilet facilities

S.NO OPINION NO.OF.RESPONDENT PERCENTAGE

1 Good 45 45%

2 Moderate 17 17%

3 Poor 38 38%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 45% of the respondents are feel good with the toilet

facilities, 38% of the respondents are feel poor with the toilet facilities, 17% of the respondents are feel

moderate with the toilet facilities made by the company.


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Chart 4.20: Opinion about the toilet facilities

0% 10% 20% 30% 40% 50%

Good

Moderate

Poor

45%

17%

38%

Percentage


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Table 4.21: Opinion about the safety measures


1 Very high 5 5%

2 High 52 52%

3 Moderate 17 17%

4 low 20 20%

5 Very low 6 6%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 52% of the respondents are feel high about the safety

measures, 20% of the respondents are feel low about the safety measures, 17% of the respondents are feel

moderate about the safety measures, 6% of the respondents are feel very low about the safety measures,

5% of the respondents are feel very high about the safety measures provided by the company.


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Chart 4.21: Opinion about the safety measures

0%

10%

20%

30%

40%

50%

60%

Very high High Moderate low Very low

5%

52%

17%20%

6%

P e r c e n t a g e


87/119



Table 4.22: Training provided for safety

S.NO AVAILABILITYOF TRAINING NO.OF.RESPONDENT PERCENTAGE

1 Yes 63 63%

2 No 37 37%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 63% of the respondents are say yes that they need training

for safety, 37% of the respondents are say no that they need training for safety by the company.


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Chart 4.22: Training provided for safety

63%

37%

Yes

No


89/119



Table 4.22: Training provided for safety for the opinion yes


1 Standard 28 44%

2 Moderate 32 51%


Total 63 100

INTREPRETATION:

From the above table it is inferred that, 44% of the respondents are feel moderate with training,

51% of the respondents are feel standard with training, 5% of the respondents are feel dissatisfied with the

training for the safety measures.


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Chart 4.22: Training provided for safety for the opinion yes

0%

5%10%

15%

20%

25%

30%

35%

Standard Moderate Dissatisfied

28%32%

3%

P e r c e n t a g e


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Table 4.23: Training provided for safety for the opinion no


1 Yes 21 51%

2 No 20 49%

Total 41 100

INTREPRETATION:

From the above table it is inferred that, 51% of the respondents are say yes that they no need

training, 49% of the respondents are say no that they no need training for safety measures.


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Chart 4.23: Training provided for safety for the opinion no

21%20%

Yes

No


93/119



Table 4.24: Energetic food provided by canteen


1 Good 35 35%

2 Moderate 33 33%

3 Poor 10 10%

4 Satisfied 14 14%

5 Dissatisfied 8 8%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 35% of the respondents are feel good with the energetic

food in canteen, 33% of the respondents are feel moderate with the energetic food in canteen, 14% of the

respondents are satisfied with the energetic food in canteen, 10% of the respondents are feel poor with the

energetic food in canteen, 8% of the respondents are dissatisfied with the energetic food provided in

canteen.


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Chart 4.24: Energetic food provided by canteen

0%

5%

10%

15%

20%

25%

30%

35%

Good Moderate Poor Satisfied Dissatisfied

35%33%

10%

14%

8% P e r c e n t a g e


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Table 4.25: Helmet provided in workplace


1 Yes 82 82%

2 No 18 18%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 82% of the respondents are yes for the helmet provided,

18% of the respondents are say no for the helmet not provided in the workplace.


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Chart 4.25: Helmet provided in workplace

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Yes No

82%



97/119



Table 4.26: Gloves provided in workplace


1 Yes 54 54%

2 No 46 46%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 54% of the respondents yes that the company provide

gloves facility, 46% of the respondents no that the company provide gloves facility for the employees.


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Chart 4.26: Gloves provided in workplace

42% 44% 46% 48% 50% 52% 54%

Yes

No

54%

46%

Percentage


99/119



Table 4.27: Shoes provided in workplace


1 Yes 79 79%

2 No 21 21%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 79% of the respondents are say yes that company provide

shoes, 21% of the respondents are say yes that company provide shoes for the employees.


100/119



Chart 4.27: Shoes provided in workplace

0%

10%

20%

30%

40%

50%

60%

70%

80%

Yes No

79%



101/119



Table 4.28: Company provide safety awareness programme


1 Yes 52 52%

2 No 48 48%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 52% of the respondents are say yes that the company

provide awareness programme, 48% of the respondents are say no that the company provide awareness

programme for the employees.


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Chart 4.28: Company provide safety awareness programme

46% 47% 48% 49% 50% 51% 52%

Yes

No

52%

48%

Percentage


103/119



Table 4.29: Satisfaction of the facilities made available by the company

S.NOLEVEL OF

SATISFACTIONNO.OF.RESPONDENT PERCENTAGE


2 Satisfied 52 52%

3 Neutral 4 4%



Total 100 100

INTREPRETATION:

From the above table it is inferred that, 52% of the respondents are satisfied with the facilities,

19% of the respondents are highly dissatisfied with the facilities, 15% of the respondents are dissatisfied

with the facilities, 10% of the respondents are highly satisfied with the facilities, 4% of the respondents

are neutral with the facilities provided by the company.


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Chart 4.29: Satisfaction of the facilities made available by the company

0% 20% 40% 60%

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

10%

52%

4%

15%

19%

Percentage


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Table 4.30: Availability of DCP and CO 2 in the company


1 Yes 62 62%

2 No 38 38%

Total 100 100

INTREPRETATION:

From the above table it is inferred that, 62% of the respondents are yes for the availability of DCP

& CO2, 38% of the respondents are no for the availability of DCP & CO 2 in the company.


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Chart 4.30: Availability of DCP and CO 2 in the company

62%

38%

Yes

No


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Table 4.31:

S.NO LEVEL OFSATISFACTION NO.OF.RESPONDENT PERCENTAGE


2 Satisfied 60 60%

3 Neutral 4 4%



Total 100 100

INTREPRETATION:

From the above table it is inferred that, 60% of the respondents are satisfied with the facilities,

14% of the respondents are highly dissatisfied with the facilities, 11% of the respondents are highly

satisfied with the facilities, 11% of the respondents are dissatisfied with the facilities, 4% of the

respondents are neutral with the facilities made available by the company.


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Chart 4.31: Satisfaction about the facilities

0%

10%

20%

30%

40%

50%

60%

70%

Highlysatisfied

Satisfied Neutral Dissatisfied Highlydissatisfied

11%

60%

4%

11% 14% P e r c e n t a g e


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CHI-SQUARE ANALYSIS

Hypothesis:

There is no association between the age and the satisfaction of the labour welfare

measures.

Cross tabulation:

Chi square test:

ParticularsValue df

Asymp. Sig. (2-sided)

Pearson Chi-Square 6.707 a 9 .668

Likelihood Ratio 8.177 9 .516

Linear-by-Linear Association 1.095 1 .295

N of Valid Cases 100

Agesatisfaction of the labour welfare measures.

Highlysatisfied Satisfied Dissatisfied Highlydissatisfied Total

Below 25 years 0 4 0 0 4

26 - 35 years 0 4 1 0 5

36 - 50 years 8 33 5 1 47

Above 50 years 2 34 6 2 44

Total 10 75 12 3 100


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Result:

Chi-square test value = 6.707

df = 9

Significant value is 0.668

Hence there is no association between the age and the satisfaction of labour welfare

measures, because the significant value is g

employee safety management

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