Main File

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1.1 INTRODUCTION TO UNIPATCH RUBBER LTD.

Unipatch Rubber Ltd. was established in 1983 as a Joint-Venture between the business house of
Khemkas, New Delhi (India) and Tech International Inc, Ohio (USA), a global leader in tyre and
tube repairs.
It is Indias first and only ISO 9001:2008 certified manufacturer and supplier of
A. Tyre & Tube repair patches
B. Solvents & Adhesives
C. Retreading material
D. Allied Tools & Accessories
E. Curing Bags, Envelopes, Tubes and Flaps
It uses the latest ECC v6.0 enterprise resource planning software from SAP to seamlessly
integrate its operations across
a) three manufacturing facilities with the latest state of the art technology
b) an in-house R&D centre
c) 21 sales offices across India
d) More than 400 distributors
Marketing under the brand name OMNI, it is the pioneers of cold repair technology in India.
Omni enjoys high visibility throughout the length and breadth of India and has top of the mind
recall. Ever since Unipatch set up operations in 1983, Omnis position as the number one brand
in India has been unchallenged. This company is exporting its products under the OMNI brand to
the countries of SAARC region and other neighboring countries. In the past few years it has
started venturing to the territories of East Africa and Middle East and now have a dedicated
customer base in these countries. In India it caters to both the B2B and B2C segments
1. Retail sales through a network of over 350 Distributors & 6000 Dealers
2.
Institutional sales to buyers like Indian Army, Maruti Suzuki, Ashok Leyland, Tata
Motors etc.
3.
Tyre companies like Michelin, Bridgestone, Apollo, Apollo International
4.
Government Sales to State Transport Undertakings like Delhi Transport Corporation,

APSRTC
etc
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This company has won numerous awards and commendations, for its excellence in quality
and performance. It received a special commendation for its staff and a letter of appreciation
from the Indian Army for the support and service provided to them in active operations
1.1.1 MANAGEMENT TEAM
The companys management team is a vibrant mix of experience, energy, team-work &
entrepreneurial abilities. The team members come from varied backgrounds :
Senior Rubber Technologists
Engineers from the fields of Chemical, Mechanical, Electrical and IT
MBAs from institutes from the Global Top 20 (as ranked by Financial Times,
London)
FCAs, ICWAs etc.
1.1.2 MANUFACTURING FACILITY
The company has manufacturing plants in :Bhiwadi (Rajasthan),
Jalandhar (Madhya Pradesh)
Nalagarh (Himachal Pradesh).
These facilities employ a total manpower of over 600 workers and are equipped with the
state of art machinery and tools.
Each plant has a fully equipped testing lab, headed by an experienced rubber technologist.
All of its plants conform to the ISO 9001:2008 quality standards.
1.1.3 PRODUCTS
Tube repairs
Cycle
Automotive
Valve
Round, sheets, strips

Round, oval, all purpose
Bias tyres
BP
V Line
BP Tractor
Off the road
Off the road(Butterfly)
Centech
Bias, radial
Tyre repairs
Radial tyres
Uniseal
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Retreading material
Permacure & strings

Valve and repaires
Vulgum, A& B compound
Tubeless snap
Vulcanizing cement, cord

Adhesive & solvent
fabric
Vulcanizing fluids
Omni bond
Cleaners
Rub-o-matic
Rub clean
Mounting compound
Security coat
Tools and kits
Kits
Vulcanizing machine
Permacure kit
Tyre seal kit
OTR kit
Uniseal kit
Truck spotter
Deluxe truck and tractor
Surface preparation tool
spotter, giant vulcanizer

Rubber hog tool, tungsten
Accessories
carbide
Insert tool, spiral cementing
tool,
stiches,
knives,
scrappers, marking crayons

Permacure tool
Uniseal tool
Air buffers
Purpose tool
Air brushes
Safety tool
Curing bags
Envelopes and tools
1.1.4 ROUND STRIPS
Tubes, flaps
The Company is the pioneers of self vulcanizing repairs in India. Our repairs are permanent &
safe and twice as strong as the tube itself. Our range of round and oval repairs cater to almost any
kind of tube injury.
Besides 2-way tube repairs, Cycle Puncture Strips and Sheets are available for vulcaniser to cut
patches to sizes that suit the injury. These are available in two sizes of 125 x 95 and 330x254 mm
ROUND
kind of tube injury.
OVAL
kind of tube injury
BP
OMNI BP Premium tyre repairs can be used on tubeless or tube-type tyres. They offer excellent
flexibility, greater strength, superior construction and have been proven safe and dependable by
millions of on-the-road miles. All OMNI bias repairs are manufactured with a ply of rubber
between the fabric and cushion gum which acts as a float or shock absorbing ply. Repair unit
construction allows for easy application and enables repairs to be made closer to the tyre bead,
eliminating the need for a separate sidewall repair unit. These repairs are also designed to have
excellent air retention when used in tubeless tyres. See charts to determine proper repair for size
of injury
V LINE
BP TRACTOR
OMNI BP Premium tyre repairs can be used on tubeless or tube-type tyres. They offer excellent
flexibility, greater strength, and superior construction and have been proven safe and dependable
by millions of on-the-road miles. All OMNI bias repairs are manufactured with a ply of rubber
between the fabric and cushion gum which acts as a float or shock absorbing ply. Repair unit
construction allows for easy application and enables repairs to be made closer to the tyre bead,
elimination the need for a separate sidewall repair unit. These repairs are also designed to have
excellent air retention when used in tubeless tyres. See charts to determine proper repair for size
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of injury.
1.1.5 AWARDS
The company has received following awards and certificates:1. Certificate from ARMY
2. Certificate for export recognition for the year 2010-2011
1.2 INTRODUCTION TO LABOUR WELFARE AND SAFETY MEASURES
"During the pre-independence period, industrial relations policy of the British Government was
one of laissez faire and also of selective intervention. There were hardly any labour welfare
schemes. After independence, labour legislations have formed the basis for industrial relations
and social security. These legislations have also provided machinery for bipartite and tripartite
consultations for settlement of disputes. Soon after independence, the government at a tripartite
conference in December 1947 adopted the industrial truce resolution. Several legislations,
including the following, were enacted to maintain industrial peace and harmony: Factories Act,
1948, Employees State Insurance Act, 1948 and Minimum Wages Act, 1948. The payment of
bonus act was passed in 1965.
In the early 1990s, the process of economic reforms was set in motion when the government
introduced a series of measures to reduce control on industries, particularly large industries. The
workers have opposed economic liberalization policy for fear of unemployment while
entrepreneurs have welcomed it in the hope of new opportunities to improve Indian industries.
The new economic policy has directly affected industrial relations in the country, because the
government has to play a dual role, one of protecting the interest of the workers, and second to
allow a free interplay of the market forces. Economic reforms, by removing barriers to entry,
have created competitive markets. Fiscal stabilization has resulted in drastic reduction in
budgetary support to the public sector commercial enterprises while exposing these enterprises to
increased competition from private sector.
Labour and Labour Welfare sub-sector consists of six main programmes viz. Labour
Administration, Rehabilitation of bonded labour, Assistance to Labour Cooperatives, Craftsmen
training programme, Apprenticeship training programme, Employment Services and Sanjay

Gandhi Swavalamban Yojana.
Manpower, employment policy and labour welfare in India: post-independence developments
such as:
1. Manpower: trends and magnitude.
2. Employment policies and programmes.
3. Labour welfare: legal framework and initiatives.
4. Women workers: legislations and empowerment.
5. Industrial relations and labour laws.
6. Restructuring of labour laws: the great debate.
7. Labour laws and welfare: India and ILO.
8. Labour reforms: India and WTO. II. India's Five Year Plans at a glance. III. Edited extracts
from India's Five Year Plans on employment and labour related matters.
1.2.1 Improvement of communications, mobility of Factory Inspectors
For the quick transmission of messages relating to factory accidents, gas leaks, fires and disasters
in the area a broad network of office/ residential telephones is an essential-requisite for the
Factory Inspector, the concerned Dy.Chief Inspector of Factories, the Chief Inspector to higher
authorities. Quick transmission of such messages to the area Factory Inspector and others not
only facilitates a prompt inquiry into the mishap and its causes but also enables the concerned
authorities to bring into action the various control measures in the case of disaster.
1.2.2 Labour and Labour Welfare
Labour sector addresses multi-dimensional socio-economic aspects affecting labour welfare,
productivity, living standards of labour force and social security. To raise living standards of the
work force and achieve higher productivity, skill up gradation through suitable training is of
utmost importance. Manpower development to provide adequate labour force of appropriate
skills and quality to different sectors is essential for rapid socioeconomic development.
Employment generation in all the productive sectors is one of the basic objectives. In this
context, efforts are being made for providing the environment for self-employment both in urban
and rural areas. During the Ninth Plan period, elimination of undesirable practices such as child
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labour, bonded labour, and aspects such as ensuring workers safety and social security, looking
after labour welfare and providing of the necessary support measures for sorting out problems
relating to employment of both men and women workers in different sectors has received priority
attention.
The Central Board of Workers Education through its regional offices is striving to educate the
workers to help to avoid wasteful expenditure, adopting cost effectiveness and by enhancing
productivity of qualitative nature. They have been conducting the following programmes:
Rural Awareness Programme.
Functional Adult Literacy Classes.
Participative Management.
Orientation Courses for Rural Educators.
Leadership Development Programme for Rural Workers.
1.2.3 Quality of Work Life (QWL)
The success of any organization is highly dependant on how it attracts, recruits, motivates, and
retains its workforce. Today's organizations need to be more flexible so that they are equipped to
develop their workforce and enjoy their commitment.
There is no doubt that to prosper and expand at work is beneficial to both national health and the
balance of payment. If quality of life at work can be improved it will benefit and reward not only
the individual employee but also the company, its customers and society as a whole. That is why
we find it necessary to talk about working-life quality.
Therefore, organizations are required to adopt a strategy to improve the employees quality of
work life'(QWL) to satisfy both the organizational objectives and employee needs. These case
lets discuss the importance of having effective quality of work life practices in organizations and
their impact on employee performance and the overall organizational performance.
Many people think that striving for the good life is selfish, but you cannot be something for
others if you do not feel good in yourself.
All companies strive to create real value for the surrounding world (customers, clients, users and
society as a whole). Creating real value is not a matter of just money. It starts with the individual
person. Creating real value means becoming more valuable to yourself and your surroundings.
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Working-life quality deals with these three elements:

personal quality of life in your work
developing mastery
Experiencing real fellowship with colleagues and managers and contributing to the
creation of real value for customers and the surrounding world through your job.
1.3 STATEMENT OF PROBLEM
According to my objectives the entire study is based on understanding the various labour welfare
facilities that are provided to the employees working at the manufacturing unit. I have also taken
a step to study the various problems faced by the employees due to lack of facilities available for
them at the workplace ,which often leads in spoiling their relationship with at higher authorities
as well at even between themselves
there by disrupting the quality of work life of the
employees.
1.4 HYPOTHESIS
Hypothesis is usually considered as the principal instrument in research. Its main function is to
suggest new experiments and observations. In fact, many experiments are carried out with the
deliberate object of testing hypothesis. Decision makers often face situations wherein they are
interested in testing hypothesis on the basis of available information and then take decisions on
the basis of such testing.
Basically two types of Hypothesis:a) Null Hypothesis
b) Alternative Hypothesis
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REVIEW OF LITERATURE
A literature review is a body of text that aims to review the critical points of current knowledge
including substantive findings as well as theoretical and methodological contributions to a
particular topic. Literature reviews are secondary sources, and as such, do not report any new or
original experimental work. Also, a literature review can be interpreted as a review of an abstract
accomplishment.
Gensler (2010) estimated the general welfare model of equation (1) for each state and for each
year from 1979 to 1990, inclusive.(8) Estimation yielded direct estimates of the effective welfare
tax rates - the rate at which welfare benefits are reduced as income is earned - and the fitted
values from the estimated welfare model are the expected welfare guarantee levels.(9) Gensler's
(1993) estimates are the only comprehensive quantification of the U.S. welfare system because
previous estimations of this type were limited to AFDC payments and did not consider other
income maintenance programs.
Cigno, Bradley, Ellingham (2011) discussed attempts by the governments political opposition
(in the UK) to break the consensus on welfare and considers whether the recent change in
political power has materially altered the direction of policy relating to care in the community
and the role of social workers. Charts the development of the British welfare state from its
conception in 1945 through to the present day, focussing on recent reforms in community care
provisions and the role of social workers; details how the profession has been undermined by a
series of events and profiles the former governments response. Identifies that the welfare role of
social workers has diminished, and been replaced with a social control function. Concludes that,
despite the legacy inherited from the previous government, a shift in the political approach to
social services and community care provision is discernible.
Gensler,Walls (2012) analyzed the effects of welfare programs have been examined in great
detail in the literature.(1) Most previous analyses of welfare have either been based on the
negative income tax (NIT) experiments or on the Aid to Families with Dependent Children
(AFDC) program.(2) The NIT studies have been subjected to various criticism for their use of
experimental data.(3) Since AFDC accounts for only about one-half of welfare funding, studies
based solely on AFDC payments may not reflect accurately the effects of the entire income
maintenance system.(4) The present study is relatively unique in its employment of non12
experimental data and comprehensive welfare program information.(5) Welfare in this study
refers to the cash or cash-equivalent income maintenance system dependent upon need and not
status such as previous employment, retirement age, participation in the post-secondary
educational system, physical disability, or successful completion of military service. The
programs included in this definition of welfare are AFDC, Food Stamps, Emergency Assistance,
General Assistance, and the Low-Income Home Energy Assistance Program. Medicaid is
excluded. Although Medicaid is an important and valuable welfare benefit, it does not provide
income support per se. Housing subsidies do provide living support, but are very difficult to
value. Less than 7% of the sample (12% of welfare recipients) received any form or amount of
housing subsidy. Accordingly, any underestimation of cash-equivalent welfare guarantees would
be small in magnitude.
The comprehensive welfare system characteristics used in this study were derived by estimation
of a modified version of Fraker, Moffitt, and Wolf's (1985) general welfare model. Here, the
dependent variable included all previously specified amounts of welfare.
The welfare model allows a precise estimate to be made for the base amount of welfare that an
adult receives, the marginal welfare payment for each additional child, the effective tax rate on
earned income, and the effective tax rate on unearned income. The effective tax rates refer to the
reduction in the average welfare payment for each additional dollar of income received. The
welfare guarantee level refers to the amount of welfare a family could expect given family size
and the absence of all other income in a given state during a given year.
Mayhew (2012) reviewed that rapid and radical changes in the labour markets of developed
economies have had profound implications for the welfare and well-being of their citizens. This
Assessment argues that there is still considerable divergence in labour-market processes and
outcomes across countries. This is likely to remain the case. Nevertheless, there is a range of
common problems. Important among these are what is happening to the rights of people at work
and how they should be protected. Views about appropriate rights have altered in recent years. In
the future, debate about this is likely to be even more closely linked to debate about labourmarket flexibility. The Assessment goes on to discuss a variety of distributional problems related
to joblessness and low pay, and evaluates policy interventions designed to tackle them. Although
there has been progress in terms of policy effectiveness, interventions are fragile in helping
people to escape from cycles of repeated misfortune and long-term disadvantage.
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Scott, Brown (2013) considered the rise of welfare issues to the top of the political agenda and
the place of feminist criticsm on this subject. Re-evaluates the needs of women in light of their
changing role in society. Looks at their need to be an income earner for the family and the
demand for their skills in the workplace, followed by the changes in their domestic roles and
looser financial dependency, together with a commitment to reform the welfare state based on
the principle of welfare to work for all. Concludes that the impact has been negative on many
women with responsibilities increasing faster than resources and rights, but also recognizes that
choice has widened and independence has grown.
Altman (2013) analyzed that the Standard neoclassical theory argues that an economy is
negatively affected by increased labor rights and power since it is assumed that economic agents
are always x-efficient; performing at the height of efficiency. However, a behavioral model of the
firm suggests that more rights and power, with its positive impact on labor standards, need not
produce the deleterious results predicted by conventional economic wisdom, due to their
productivity-efficiency enhancing impact on the firm. This suggests that we should not assess the
impact of enhanced labor power and control in terms of a zero sum game. It is possible to have
both equilibrium improvements in working conditions and economic prosperity, with the former
contributing to the latter.
Kniesner LoSasso (2014) analyzed new econometric evidence concerning partial economic risk
sharing between a frail elderly parent and an adult child. We estimate a jointly determined
limited dependent variables system explaining the parent's entry into a nursing home, the adult
child's visits to the parent, and the adult child's labor supplied. The time allocation of adult sons
is unaffected by a parent's frail health. Adult daughters who visit a frail elderly parent daily
decrease their annual labor supplied by about 1000 hours annually, largely through labor force
non-participation. The implied welfare loss to the daughter from a frail elderly parent in need of
frequent visits is about $180,000. Our results run counter to the moral hazard argument against
long-term care insurance and clarify the two sides' positions in the policy debate over the degree
of generosity of recently proposed tax credits for adult children who help care for sick aged
parents.
Susan (2015) entered a new moment of negotiation over gender, class and women's relationship
to work at home and for pay that will shape policy formation in coming decades. I argue that
underlying such debate is a profound transformation of women's labor. Focusing on the United
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States, I outline the recent breakdown of the gender division of labor among women of all
backgrounds which has accompanied women's turn to paid work in the post-World War II years,
and its consequences for both the market economy and the realization of new social policy.
Women's move from household to wage work, like men's shift off the land, is opening struggles
to replace lost arrangements for care, while also providing new legitimation and leverage for
such rights. However, uneven breakdown of the gender division of labor, accentuating
differences of race/ethnicity and class, threatens to derail such efforts. This perspective furthers
development of a dynamic historical dimension in gender and social policy formation.
Chaudhuri (2016) examined the aptness of labour market reform in a developing country using
a three-sector Harris-Todaro model with agricultural dualism and a non-traded final commodity.
The paper, contrary to the common belief, finds that liberalization in the labour market may be
desirable from the view points of both social welfare and unemployment problem. This
theoretical framework may be useful in explaining as to why labour market reform should be
regarded as an integral component of the package of liberalized economic policies in the
countries in transition.
However in the above studies, a detailed analysis of labour welfare has been done but then also
there are some gaps in it as these studies have not focused on awareness and satisfaction level of
employees about the labour welfare and statutory welfare schemes in the organisation. But my
study overcomes this gap which makes my study more meaningful.
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3.1 NEED OF THE STUDY

The real need of this study was to know the awareness level of employee about labour welfare
schemes and safety measures in Uni Patch Rubber Ltd. This study also reveals the factors most
preferred by labour within their working conditions in the company. The study then goes on to
evaluate and analyze the findings so as to present a clear picture of labour welfare and safety
measures in the company and understand the effect of Labour Welfare and Safety Measures with
respect to the effect it has on the employees work life.
3.2 SCOPE OF THE STUDY
The scope of my study was limited to those people who are working in Uni Patch Rubber Ltd.
presently and their benefits. Since the survey was conducted in Jalandhar , the scope is confined
to few people from that industry, only like their retirement facilities, canteen facilities and also
working atmosphere. Since the data can be descriptive to take in the trends across the industry.
3.3 OBJECTIVES OF THE STUDY
1. To know about various Labour Welfare facilities provided by Uni Patch Rubber Limited
under my study.
2. To study the Labour Safety measures undertaken by Uni Patch Rubber Limited for the
welfare of the employees.
3. To understand the effect of Labour Welfare and Safety Measures with respect to the effect
it has on the employees work life.
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RESEARCH METHODOLOGY
Research is an art of scientific investigation. The advanced learners dictionaries of current
English lay are down the meaning of research as, a careful investigation (or) inquiry especially
through search for new facts in any branch of knowledge. Redmen and Mary define research as
a systematic effort to gain knowledge
4.1 RESEARCH DESIGN
A research design is purely and simply the framework or plan for a study that guides the
collection and analysis of data. Generally a research design is a blue print of the research
that is to be followed in completing the study.
It is descriptive research type are those, which are concerned with describing the characteristics
of a particular individual or of a group, where we cannot control the variables.
4.2 SAMPLING DESIGN:
To minimize the cost, time and repetition, a representative sample is chosen for the study
Sampling is the process which helps to select an appropriate sample which minimizes error in
study. Sampling is carried out on a definite population and hence you must define population
with reference to your project. Also, you must specify sampling unit and sample size. Sampling
procedure should be defined. You must give a brief explanation for choosing a specific sample
population, unit, and sample size and sample selection technique used.
4.2.1 Sampling Techinique: The methods used in drawing samples from a population usually in
such a manner that the sample will facilitate determination of some hypothesis concerning the
population.
4.2.2 Sampling Method: The Sampling method decides the way in a manner sample is selected.
There are two types of sampling methods:I.
Probability Sampling:
Sampling is the use of a subset of the population to represent the whole population.
Probability sampling, or random sampling, is a sampling technique in which the
II.
probability of getting any particular sample may be calculated.

Non-probability sampling:
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Non-probability sampling does not meet this criterion and should be used with caution. Nonprobability sampling techniques cannot be used to infer from the sample to the general
population. Any generalizations obtained from a non-probability sample must be filtered through
one's knowledge of the topic being studied. Performing non-probability sampling is considerably
less expensive than doing probability sampling, but the results are of limited value
Under this method factors other than random chance is used for selection of the sample
a. Convenience sampling
b.
Quota sampling
c.
Judgment sampling
d.
Snowball sampling
I chose convenience sampling for research.

4.2.3 Sampling Unit: Labours of the Company.
4.2.4 Sample Size: A sample size of 50 Respondents has been taken.
4.2.5 Sampling Procedure: Simple Random Sampling (probability sampling)
4.3 METHOD OF DATA COLLECTION:
Primary Data:
Primary data has been collected by means of direct one to one task, interviews,
questionnaires and interaction with laborers and the Personnel Manager of the company.
Secondary Data:
Secondary data has been collected from various books, reports, brochures, internet etc and
other texts available in college library.
4.4 LIMITATIONS OF THE STUDY
1.
2.
3.
4.
5.
Time Constraint.
Non Availability of Information.
Limited Resources.
Limited sharing of information.
Unwillingness of laborers to co-operate.
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DATA ANALYSIS AND INTERPRETATION
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The data has been processed and analyzed by tabulation interpretation so that findings can be
communicated and can be easily understood. The findings are presented in the best possible way.
Tables and graphs had been used for illustration of principle findings of the research.
Table 5.0.: Demographic Profile of Customers
Demographic Factors
No. of Respondents
Percentage of Respondents
18-25
10
20
26-35
20
40
36-45
10
20
Above 45
10
20
Total
50
100
Male
35
70
Female
15
30
Total
50
100
Age ( in years)
Gender
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1. How will you rate the health provision in your organization?

Table 5.1: Health Provision
Health Provision
Outstanding
Good
Average
Poor
Total
No. of Respondents
17
23
06
04
50
Percentage
34
46
12
8
100
Figure 5.1 : Health Provision
17
23
Outstanding
Good
Average
Poor
Analysis and Interpretation:

According to my study conducted and as the chart states above it is seen that out of 50 labours
who have been surveyed only 04 labours are not happy with the facility. So it can be assumed
that the health provision that the company is providing to its labours is good.
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2. How will you rate the safety provision in your organization?

Table 5.2: Safety Provision
Safety Provision
Outstanding
Good
Average
Poor
Total
No. of Respondents
14
23
12
01
50
Percentage
28
46
24
2
100
Figure 5.2: Safety Provision
1
12
14
Outstanding
Good
Average
23
Poor
Analysis: According to my study conducted and as the chart states above it is seen that out of
50 people who have been surveyed only 01 labor is not happy with the facility. So it can be
assumed that the safety provisions that the company is providing to its Laboursis good. It is
seen from the chart above that out of the 50 people 23 Labourshave opted for good.
3. Do you feel Training programs provided by company help in increasing the skill of
Workers?
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Table 5.3: Training Programs Increase Skill of Workers.

Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of Respondents
25
13
10
02
00
50
Percentage
50
26
20
04
00
100
Figure 5.3: Training Programs Increase Skill of Workers.
10
Strongly Agree
25
Agree
Satisfactory
13
Disagree
Strongly Disagree
Analysis: It is seen from the chart above that out of the 50 people 25 people have opted for
Strongly Agree. According to my study conducted and as the chart states above it is seen that
out of 50 people who have been surveyed only 02 Laboursare disagree. So it can be assumed
that this facility will prove good for both the company and the employees.
4. Do you feel the working environment motivates the workers?

Table 5.4: Working Environment Motivates Workers.
Working Environment
No. of Respondents
25
Percentage
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
23
20
05
01
01
50
46
40
10
02
02
100
Figure 5.4: Working Environment Motivates Workers.
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23
20
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Analysis: It is seen from the chart above that out of the 50 people 23 Labourshave opted for
Strongly Agree. According to my study conducted and as the chart states above it is seen that
out of 50 people who have been surveyed only 01 labourer disagree. So it can be assumed
that this facility will prove good for both the company and the employees.
5. Do you feel Health facilities improve the efficiency of the workers?
Table 5.5: Health Facilities Improve Workers Efficiency.
Response
Strongly Agree
Agree
Satisfactory
No. of Respondents
34
08
08
26
Percentage
68
16
16
Disagree
Strongly Disagree
Total
00
00
50
00
00
100
Figure 5.5 : Health Facilities Improve Workers Efficiency.
8
Strongly Agree
Agree
34
Satisfactory
Disagree
Strongly Disagree
Analysis: According to my study conducted and as the chart states above it is seen that out of
50 people who have been surveyed none of the Laboursdisagree. So it can be assumed that this
facility will prove good for both the company and the employees. It is seen from the chart
above that out of the 50 people 34 people have opted for Strongly Agree.
6. Do you feel Job satisfaction is essential for the worker in the organization?
Table 5.6 : Job Satisfaction Is Essential For Workers
Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of Respondents
25
16
09
00
00
50
27
Percentage
50
32
18
00
00
100
Figure 5.6: Job Satisfaction Is Essential For Workers
Strongly Agree
25
16
Agree
Satisfactory
Disagree
Strongly Disagree
Analysis: According to my study conducted and as the chart states above it is seen that out of 50
people who have been surveyed none of the Laboursdisagree. So it can be assumed that this
facility will prove good for both the company and the employees. It is seen from the chart above
that out of the 50 people 25 people have opted for Strongly Agree.
7. Do you feel Housing facility helps in retaining workers in the organization?

Table 5.7: Housing facility helps in retaining workers
Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of Respondents
22
18
07
03
00
50
28
Percentage
44
36
14
06
00
100
Figure 5.7: Housing facility helps in retaining workers
3
Strongly Agree
22
Agree
Satisfactory
18
Disagree
Strongly Disagree
people who have been surveyed only 03 Laboursdisagree. So it can be assumed that this facility
will prove good for both the company and the employees. It is seen from the chart above that out
of the 50 people 22 people have opted for Strongly Agree.
8. Do you feel Rest and recreation facilities should be provided to the workers?
Table 5.8: Rest and recreation facilities should be provided to the workers
Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of Respondents
25
23
02
00
00
50
Percentage
50
46
04
00
00
100
Figure 5.8: Rest and recreation facilities should be provided to the workers
29
2
23
Strongly Agree
25
Agree
Satisfactory
Disagree
Strongly Disagree
people who have been surveyed none of the Labours disagree. So it can be assumed that this
9. Do you feel Canteen facilities is must for good health of workers?

Table 5.9: Canteen facilities is must for good health
Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of Respondents
25
23
02
00
00
50
Figure 5.9: Canteen facilities is must for good health
30
Percentage
50
46
04
00
00
100
10
2
Strongly Agree
26
Agree
Satisfactory
12
Disagree
Strongly Disagree
people who have been surveyed only 02 Labours disagree. So it can be assumed that this facility
10. Do you feel Industrial hygiene is essential for workers safety.

Table 5.10: Industrial hygiene is essential for workers safety
Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of Respondents
30
10
10
00
00
50
Figure 5.10: Industrial hygiene is essential for workers safety
31
Percentage
60
20
20
00
00
100
10
10
Strongly Agree
30
Agree
Satisfactory
Disagree
Strongly Disagree
that out of the 50 people 30 people have opted for good.
32
11. Do you feel Crche facility is essential to motivate the female workers?
Table 5.11: Crche facility is essential
Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of Respondents
27
07
15
01
00
50
Percentage
54
14
30
02
00
100
Figure 5.11: Crche facility is essential
1
15
Strongly Agree
27
Agree
Satisfactory
Disagree
Strongly Disagree
people who have been surveyed only 1 laborer disagreed. So it can be assumed that this facility
will help in motivating the female workers. It is seen from the chart above that out of the 50
people 27 people have opted for strongly.
33
12. Do you feel Consumer co-operative societies should be encouraged?

Table 5.12: Consumer co-operative societies
Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of Respondents
16
24
08
02
00
50
Percentage
32
48
16
04
00
100
Figure 5.12: Consumer co-operative societies
16
Strongly Agree
Agree
Satisfactory
24
Disagree
Strongly Disagree
people who have been surveyed only 02 Laboursdisagree. So it can be assumed that this facility
of the 50 people 24 people have opted for Agree.
34
13. Do you feel Labour welfare facilities help in reducing labour absenteeism?
Table 5.13: Labour welfare facilities help in reducing labour absenteeism
Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of Respondents
28
16
05
01
00
50
Percentage
56
32
10
02
00
100
Figure 5.13: Labour welfare facilities help in reducing labour absenteeism
1
Strongly Agree
16
28
Agree
Satisfactory
Disagree
Strongly Disagree
people who have been surveyed only 01 laborer disagreed. So it can be assumed that this facility
35
14. Do you feel Labour welfare facilities help in reducing labour turnover?
Table 5.14: Labour welfare facilities help in reducing Labour Turnover
Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of
Percentage
Respondents
30
15
05
00
00
50
60
30
10
00
00
100
Figure 5.14: Labour welfare facilities help in reducing Labour Turnover
5
Strongly Agree
15
30
Agree
Satisfactory
Disagree
Strongly Disagree
15. Do you feel Labour welfare facilities help maintain better industrial relations?
36
Table 5.15: Labour welfare facilities help maintain better industrial relations
Response
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
Total
No. of
Percentage
Respondents
25
8
12
05
00
50
50
16
24
10
00
100
Figure 5.15: Labour welfare facilities help maintain better industrial relations
5
Strongly Agree
12
25
Agree
Satisfactory
Disagree
Strongly Disagree
people who have been surveyed only 05 Labours disagree. So it can be assumed that this facility
37
FINDINGS OF THE STUDY
38
1. According to the study conducted it is seen that out of 50 Labourswho have been surveyed
only 04 Labours are not happy with the facility. So it is very clear that the health provision
that the company is providing to its Labours is good.
2. According to the study conducted it is seen that out of 50 people who have been surveyed
only 01 labor is not happy with the facility. So this very clear that the safety provisions that
the company is providing to its Labours is good.
only 02 Labours are disagree. So the training program provided by the company helps the
worker in increasing their skills.
only 01 labourer disagree. So working environment of the company motivates the worker.
none of the Laboursdisagree. So the health facilities provide by the company improves the
efficiency of workers.
none of the Labours disagree. So it is clear that job satisfaction is essential for workers.
only 03 Labours disagree. So housing facilities helps in retaining the workers in the
organization.
none of the Labours disagree. So this is clear that rest and recreation facilities are very
important for workers.
9. According to my study conducted it is seen that out of 50 people who have been surveyed
only 02 Labours disagree. This proves that canteen facilities are very important for good
health of Labours.
none of the Labours are disagree. It means that industrial hygiene is very important for
Labours in the organization for their safety.
11. According tot he study conducted it is seen that out of 50 people who have been surveyed
only 1 labour is disagree. So it is clear that crches facilities helps in motivating the female
workers.
only 02 Labours disagree. So it is very important to encourage consumers-cooperative for
welfare of Labours.
39
only 01 labourer disagreed. Here, it is very clear that welfare facilities help in reducing
labour absenteeism.
40
41
7.1 CONCLUSION
This survey included Labours/employees of the company. From the survey, it was found that
most of the Labours were satisfied with the facilities given by the company. The effect of the
labour welfare and safety measures and its effect on the quality of work life of the employees is
good. Good labour welfare and safety measures if provided by the company have a positive
reaction with respect to the quality of work life of any employee for various reasons. I have come
to the conclusion that the various labour welfare and safety measures adopted by Uni Patch
Rubber Limited meet the expectations of the employees and hence result is a good quality of
work life for the employees.
42
7.2 RECOMMENDATIONS
A few suggestions I would like to make in order to further improve on the labour welfare and
safety measures in the company:
1. Better and quality food should be provided in the canteen.
2. Workers should compulsorily use helmet and the workers not using helmets should be
strictly penalized by the management.
3. The company should immediately solve the labour problems in the company in order to
improve industrial relation and for the smooth functioning of the organization.
4. All dangerous and moving parts of machinery shall be securely fenced. Screws, bolts and
teeth shall be completely encased to prevent danger.
5. No new employee shall be allowed to work on any dangerous machine, unless he is
sufficiently trained or is working under the supervision of knowledgeable person.
6. Suitable device for cutting of power in emergencies shall be provided.
7. Scope of labour welfare should be increased.
43
REFERENCES
Altman et. al. .(2013). Changes in HRM and employee welfare, 19982004: evidence from
the Workplace Employment Relations Survey. Journal of Human Resource Management,
18(2), 97195.
Chaudhuri .(2016). Designing Employee Welfare Provision. Personnel Review, Vol. 23 Iss: 7,
pp.33 45
Cigno, Bradley, Ellingham .(2011). Labour welfare In Human Service Employment. Journal
of Leadership & Organizational Studies. 14(2),106-116.

Gensler .(2010). Employee Welfare and Strategic planning session. Nonprofit and Voluntary
Sector Quarterly. 35(2), 225-248.

Gensler, Walls .(2012). Culture component of Employee Welfare. Human Relations. 31(4),
297-308.
Kniesner LoSasso .(2014). New development concerning the effect of work overload on
employees. Management Research News, Vol. 27 Iss: 4/5, pp.9 16

Mayhew .(2012). A Study on Employee Welfare & Satisfaction in Scot Edil Pharmacia Pvt.
Ltd., Baddi (H.P). Review of Public Personnel Administration. 24(1), 18-40.

Scott, Brown .(2013). Job Attitude and Employees Performance of Public Sector
Organizations in Jaffna District, Sri Lanka. GITAM Journal of Management, 6(2), 66-73.
Susan .(2015). Cooperative unionism and employee welfare. Industrial Relations Journal
Volume 36, Issue 5, pages 348366, September 2005.
44
45
QUESTIONNAIRE
1. How will you rate the health provision in your organization?
Outstanding
Good
Average
Poor
2. How will you rate the safety provision in your organization?
Outstanding
Good
Average
Poor
3. Do you feel Training programs provided by company help in increasing the skill of Workers?
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
4. Do you feel the working environment motivates the workers?
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
46
5. Do you feel Health facilities improve the efficiency of the workers?

Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
6. Do you feel Job satisfaction is essential for the worker in the organization?
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
7. Do you feel Housing facility helps in retaining workers in the organization?
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
8. Do you feel Rest and recreation facilities should be provided to the workers?
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
47
9. Do you feel Canteen facilities is must for good health of workers?

Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
10. Do you feel Industrial hygiene is essential for workers safety.
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
11. Do you feel Crche facility is essential to motivate the female workers?
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
12. Do you feel Consumer co-operative societies should be encouraged?
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
48
13. Do you feel Labour welfare facilities help in reducing labour absenteeism?
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
14. Do you feel Labour welfare facilities help in reducing labour turnover?
Strongly Agree
Agree
Satisfactory
Disagree
Strongly Disagree
15. Suggestions (if any)

____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
Thanks.
49

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1

1.1 INTRODUCTION TO UNIPATCH RUBBER LTD.

Tyre companies like Michelin, Bridgestone, Apollo, Apollo International

Government Sales to State Transport Undertakings like Delhi Transport Corporation,

Round, sheets, strips

Permacure & strings

Vulcanizing cement, cord

Surface preparation tool

spotter, giant vulcanizer

scrappers, marking crayons

1.1.4 ROUND STRIPS

training programme, Apprenticeship training programme, Employment Services and Sanjay

Working-life quality deals with these three elements:

there by disrupting the quality of work life of the

3.1 NEED OF THE STUDY

probability of getting any particular sample may be calculated.

I chose convenience sampling for research.

DATA ANALYSIS AND INTERPRETATION

1. How will you rate the health provision in your organization?

Figure 5.1 : Health Provision

Analysis and Interpretation:

2. How will you rate the safety provision in your organization?

Figure 5.2: Safety Provision

Table 5.3: Training Programs Increase Skill of Workers.

Figure 5.3: Training Programs Increase Skill of Workers.

4. Do you feel the working environment motivates the workers?

Figure 5.4: Working Environment Motivates Workers.

Figure 5.5 : Health Facilities Improve Workers Efficiency.

Figure 5.6: Job Satisfaction Is Essential For Workers

7. Do you feel Housing facility helps in retaining workers in the organization?

Figure 5.7: Housing facility helps in retaining workers

9. Do you feel Canteen facilities is must for good health of workers?

10. Do you feel Industrial hygiene is essential for workers safety.

Figure 5.10: Industrial hygiene is essential for workers safety

Figure 5.11: Crche facility is essential

12. Do you feel Consumer co-operative societies should be encouraged?

Figure 5.12: Consumer co-operative societies

Figure 5.13: Labour welfare facilities help in reducing labour absenteeism

Figure 5.14: Labour welfare facilities help in reducing Labour Turnover

FINDINGS OF THE STUDY

of Leadership & Organizational Studies. 14(2),106-116.

Sector Quarterly. 35(2), 225-248.

employees. Management Research News, Vol. 27 Iss: 4/5, pp.9 16

Ltd., Baddi (H.P). Review of Public Personnel Administration. 24(1), 18-40.

5. Do you feel Health facilities improve the efficiency of the workers?

9. Do you feel Canteen facilities is must for good health of workers?

15. Suggestions (if any)

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