A COMPARATIVE STUDY OF SAFETY AND WELFARE MEASURES IN AGRA SHOE FACTORY WITH SPECIFIC REFERENCE TO TEJ SHOE PVT.

LTD. FACTORY. & DAWAR FOOTWEAR PVT. LTD. FACTORY.

A DISSERTATION
SUBMITTED FOR THE FULLFILL OF THE
MASTER DEGREE OF COMMERCE

UNDER THE SUPERVISION TO : Dr. A. K. SATSANGI DEPTT. MGMT. FACULTY OF S.SCI.

SUBMITTED BY : POOJA JAIN M.Com IVth ( SEM.) (092519)

DAYALBAGH EDUCATIONAL INSTITUTE (DEEMED UNIVERSITY) DAYALBAGH, AGRA (NOVEMBER 2010)

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DAYALBAGH EDUCATIONAL INSTITUTE CERTIFICATE

This is to certify that the dissertation entitled A COMPARATIVE STUDY OF SAFETY AND WELFARE MEASURES IN AGRA SHOE FACTORY WITH SPECIFIC REFERENCE TO TEJ SHOE PVT. LTD. FACTORY. & DAWAR FOOTWEAR PVT. LTD. INDUSTRY. submitted by POOJA JAIN, ROLL NO. 092519 to the DAYALBAGH EDUCATIONAL INSTITUTE, Dayalbagh, for the award of the degree of MASTER OF COMMERCE in International Business, is a record of bonafide research work carried out by her, under my supervision, further, this work has not been submitted for award of any other degree.

Dr. A.K. Satsangi (Project Supervisor) Department of management Faculty of Social Science Dayalbagh Educational Institute Date.. Dayalbagh , Agra

DECLARATION
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I, Pooja jain

declare that the project entitled A COMPARATIVE STUDY OF

SAFETY AND WELFARE MEASURES IN AGRA SHOE FACTORY WITH SPECIFIC REFERENCE TO TEJ SHOE PVT. LTD. FACTORY. & DAWAR FOOTWEAR PVT. LTD. INDUSTRY. submitted to DEI University in partial fulfillment of the

requirement for the award of the degree of master of Commerce is a record of original project work done by me during my period of study in Dayalbagh educational Institute of Management Studies under the able guidance of Dr. A.K. Satsangi. I further declare that this project report has not been submitted to any other university/institution/board for award of any degree/diploma.

Date.

POOJA JAIN M.COM.4th Semester

ACKNOWLEDGEMENT

First and foremost let me sincerely thank ALMIGHTY for the great opportunity and blessings that he has showered up on me for the successful and timely completion of my project work. I extent my sincere gratitude to Dr. A. K. Satsangi , Head of the department of management studies, for their kind support and guidance for making my project great success. I very great fully wish to forward due respect and thanks to my internal faculty guide Mrs. A.K. Satsangi . A, able guide for the project, for the continuous, creative, valuable and informative support extended to me, without which the project would not have been efficiently completed. I render my whole hearted thanks to all the other respected faculties of the management department, librarian, lab technician and all other office staff for their assistance and co-operation given to me in regard to this work. I am extremely indebted to the Dawar footwear Pvt.Ltd. & Tej shoe Pvt.Ltd. Factory, Agra and Mr. Prem Agarwal, General Manager (works), who gave me the privilege to carry out my project in their distinguished institution. Once again I take this opportunity to convey my sincere thanks to each and every person who helped me directly and indirectly in the successful completion of this project.

POOJA JAIN M.COM4th Semester

TABLE OF CONTENTS
CHAPTERS CONTENTS

PAGE NO

CHAPTER 1
4

(1.1) (1.2)

INTRODUCTION NEED OF THE STUDY

1-20 20 22 26-35

(1.3) (1.4)

OBJECTIVE OF THE STUDY RESEARCH METHODOLOGY

CHAPTER 2
(2.1) REVIEW OF LITERATURE

17-25

CHAPTER 3
(3.1) INDUSTRY PROFILE TEJ SHOE FACTORY DAWAR FOOTWEAR INDUSTRY 26-42 (36-41) (42-54)

CHAPTER 4
(4.1) DATA ANALYSIS AND INTERPRETATION

(55-69) (55-69)

CHAPTER 5
(5.1) (5.2) SUGGESTIONS (5.3) (5.4) CONCLUSION BIBLIOGRAPHY 73 74-76 FINDINGS , SUGGESTION AND CONCLUSION 70 72

INTRODUCTION
My project work entitled a A COMPARATIVE STUDY OF SAFETY AND WELFARE MEASURES IN AGRA SHOE FACTORY WITH REFERENCE TO TEJ SHOE PVT. LTD. FACTORY & DAWAR FOOTWEAR PVT. LTD. FACTORY. is mainly conducted to identify the factors which will motivate the employees and the organizational functions. Managements basic job is the effective utilization of human resources for achievements of organizational objectives. The personnel management is concerned with organizing human resources in such a way to get maximum output to the enterprise and to develop the talent of people at work to the fullest satisfaction. Safety and welfare implies that one person, in organization context a manager, includes another, say an employee, to engage in action by ensuring that a channel to satisfy those needs and aspirations becomes available to the person. In addition to this, the strong needs in a direction that is satisfying to the latent needs in employees and harness them in a manner that would be functional for the organization. Safety and welfare measures are inevitable to any organization where workers are involved. An organizations responsibility to its employees extends beyond the payment of wages for their services. The employees safety and welfare on and off the job within the organization is a vital concern of the employer. Providing a safe and healthy environment is a pre-requisite for any productive effort. This research deals with the study on the welfare measures provided to the employees at Tej shoe industry and dawar foot wear industry.Satisfying or fulfilling the safety and security needs of the workers, would give them a better motivation and more time to concentrate on job performance. A voluntary approach on the part of the management to offer welfare programmes which are over and above what is laid down by the law would boost the morale of the employees and motivate them to perform better. A preliminary study conducted by the researcher with respect to welfare showed that there was scope for improvement in certain areas. This formed the basis of the research problem

DEFINITIONS OF WELFARE
Anything done for the intellectual, physical, moral and economic betterment of the workers, whether by employers, by government or by other agencies, over and above what is laid down by law or what is normally expected of the contractual benefits for which workers may have bargained. Well-doing or well-being in any respect, the enjoyment of health and the common blessings of life; exemption from any evil or calamity; prosperity; happiness.

DEFINITIONS OF SAFETY
The condition of being safe; freedom from danger, risk, or injury. The state of being certain that adverse effects will not be caused by some agent under defined conditions. Occupational safety is concerned with risks in areas where people work; offices, manufacturing plants, farms, construction sites, and commercial and retail facilities. Public safety is concerned with hazards in the home, in travel and recreation, and in other situations that do not fall within the scope of occupational safety.

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 give expression to philanthropic and paternalistic feelings. To win over employees loyalty and increase their morale.

To combat trade unionism and socialist ideas. To build up stable labour 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).

PRINCIPLES OF EMPLOYEE WELFARE SERVICE Following are generally given as the principles to be followed in setting up a 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 individualises 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 calculate 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.

TYPES OF EMPLOYEE WELFARE SERVICES

Safety Services

Prevention of accidents is an objective which requires o 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. 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 9

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 a functional position, by himself, 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 an impossibility but following steps can be taken to help reduce them:

JOB SAFETY ANALYSIS

All job procedures and practices should be analysed by an 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 injury

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than 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 available nowadays which can be used to prevent inju

SAFEGUARDING MACHINERY

Guards must be securely fixed to all power driven machinery.

MATERIALS HANDLING

Though often ignored, the careless handling of heavy and inflammable materials is an important source of several injuries and fire.

HAND TOOLS

Minor injuries often result from improperly using a good tool 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.

SAFETY TRAINING, EDUCATION AND PUBLICITY

Safety training is concerned with developing safety skills,

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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 electrical installations, poor work methods and disregard of safety rules) is a very effective device to promote safety.

HEALTH SERVICES
The prevention of accident constitutes only on segment of the function of employee maintenance. Another equally important segment is the employees general health, both physical and mental. There are two aspects of industrial health services 1. Preventive 2. Curative, the former consists of 3. pre-employment and periodic medical examination, 4. removal or reduction of health hazards to the maximum extent possible, 5. Surveillance over certain classes of workers such as women, young persons and persons exposed to special risks.

COUNSELING SERVICES

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An employee very often comes across problems which have emotional content. For example, he may be nearing retirement and feeling insecure or he may be getting promotion and feeling hesitant to shoulder increased responsibility or he may be worried due to some family problem. Employee Welfare in India The chapter on the Directive Principles of State Policy in our Constitution expresses the need for labour welfare thus: 1. The State shall strive to promote the welfare of the people by securing and protecting as effectively as it may a social order in which justice, social, economic and political, shall inform all the institutions of the national life. 2. The State shall, in particular, direct its policy towards securing: 3. That the citizens, men and women equally, have the right to an adequate means of livelihood; 4. That the ownership and control of the material resources are so distributed as to subserve the common good. 1. The State shall make provision for securing just and humane conditions of work and for maternity relief. Factories Act, 1948 The principal Act to provide for various labour 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 13

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. 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

Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors and work rooms and by using disinfectant where necessary. Disposal of wastes and effluents. Effective arrangements shall be made for the disposal of wastes and for making them innocuous. 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.

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.

Artificial humidification. The State Government shall make rules prescribing standard of humidification and methods to be adopted for this purpose.

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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.

Lighting. lighting.

The State Government may prescribe standards of sufficient and suitable

Drinking Water. There shall be effective arrangement for wholesome drinking water for workers at convenient points. Latrines and urinals. There shall be sufficient number of latrines and urinals, clean, wellventilated, conveniently situated and built according to prescribed standards separately for male and female workers. Spittoons. There shall be sufficient number of spittoons placed at convenient places in the factory.

SAFETY OF EMPLOYEES

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

Work on or near machinery in motion. Lubrication or other adjusting operation on a 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 supervision of knowledgeable 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
Chapter V of the factories Act contains provisions about the welfare of employees. These are as follows:

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.

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.

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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 young 2. 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.

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 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. 17

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. 18

NATIONAL COMMISSION ON EMPLOYEE RECOMMENDATIONS

1. The statutory provisions on safety are adequate for the time being effective enforcement is the current need. 2. Every fatal accident should thoroughly be enquired into and given wide publicity among workers. 3. Employers should play a more concerted role in safety and accident prevention programme and in arousing safety consciousness. 4. Safety should become a habit with the employers and workers instead of remaining a mere ritual as at present. 5. Unions should take at least as much interest in safety promotion as they take in claims for higher wages.

SOCIAL SECURITY
The connotation of the term Social Security varies form country to country with different political ideologies. In socialist countries, the avowed goal is complete protection to every citizen form the cradle to the grave. There are some components of Social Security:

Medical care Sickness benefit Unemployment benefit Old-age benefit Employment injury benefit Family benefit Maternity benefit Invalidity benefit and Survivors benefit

Social Securities may be of two types

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1. Social assistance under which the State finances the entire cost of the facilities and benefits provided. 2. Social insurance, under the State organizes the facilities financed by contributions form the workers and employers, with or without a subsidy from the state.

SOCIAL SECURITY IN INDIA

At present both types of social security schemes are in vogue in our country. Among the social assistance schemes are the most important. The social insurance method, which has gained much wider acceptance than the social assistance method, consists of the following enactments. The workmens Compensation Act, 1961. The Employees State Insurance Act, 1948. The employees State Insurance Act, 1948. The Maternity Benefit Act, 1961. Employees compensation Act, 1923 a. Coverage. This Act covers all workers employed in factories, mines, plantations, transport undertakings, construction works, railways, ships, circus and other hazardous occupations specified in schedule II of the Act. The Act empowers the State Government to extend the coverage of the Act by adding any hazardous occupation to the list of such occupations is schedule II. 1. Administration. The Act is administered by the State Government which appoints Commissioners for this purpose under sec. 20 of the Act. 2. Benefits. Under the Act, compensation is payable by the employer to a workman for all personal injuries caused to him by accident arising out of and in the course of his employment which disable him for more than 3 days.

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2.

EMPLOYEES STATE INSURANCE ACT, 1948

1. Other than seasonal factories, run with power and employing 20 or more workers. 2. Administration. The Act is administered by the ESI corporation, an autonomous body consisting of representatives of the Central and State Governments, employers, employees, medical profession and parliament. 3. Benefits. The Act, which provides for a system of compulsory insurance, is a landmark in the history of social security legislation in India. 1. Medical Benefit. An insured person or (where medical benefit bas been extended to his family) a member of his family who requires medical treatment is entitled to receive medical benefit free of charge. 2. Sickness Benefit. An insured person, when he is sick, is also entitled to get sickness benefit at the standard benefit rate corresponding to his average daily wage. 3. An insured woman is entitled to receive maternity benefit (which is twice the sickness benefit rate) for all days on which she does not work for remaining during a period of 12 weeks of which not more than 6 weeks shall precede the expected date of confinement. 4. The Act makes a three-fold classification of injuries in the same way as is done in the workmens compensation Act. 5. Dependants Benefit. If an insured person meets with an accident in the course of his employment an dies as a result thereof, his dependants, i.e. his widow, legitimate or adopted sons and legitimate unmarried daughters get this benefit.

3. THE MATERNITY BENEFIT ACT, 1961 Maternity benefit is one of the important benefits provided under the Employees State Insurance Act, 1948. Another important legislation in this respect is the Maternity Benefit Act, 1961. The Act covers only those persons who are not

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covered by the Employees State Insurance Act. The Act entitles a woman employee to claim maternity leave from her employer if she has actually worked for a period of at least 160 days in the 12 months immediately proceeding the day of her expected delivery. The act further provides for the payment of medical bonus of Rs. 250 to the confined woman worker. The committee on the status of women in India 1974 has, there fore, recommended the following changes in the Act: 1. The administration of the fund should follow the pattern already established by the ESIC. 2. For casual labour a minimum of 3 months of service should be considered as qualification service for this benefit. 3. This will provide greater incentive to women workers to participate in trade union activities.

1.

THE PAYMENT OF GRATUITY ACT, 1972

1. Coverage. The Act applies to every factory, mine, oilfield, plantation, port and railway company and to every shop or establishment in which 10 or more persons are employed, or were employed, on any day of the preceding 12 months. 2. Administration. The Act is administered by a controlling authority appointed by the appropriate Government. 3. Benefits. Under the Act gratuity is payable to an employee on the termination of his employment after he has rendered continuous service for not less than five years. The completion of continuous service of five years is, how ever, not necessary where the termination of the employment is due to death or disablementGratuity is payable at the rate of 15 days wages based on the rate of wages last drawn by the employee for every complete year of service or part thereof

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in excess of six months. But the amount of gratuity payable to an employee shall not exceed Rs. 3.5 lakh. 4. Source of Funds. Under the Act gratuity is payable entirely by the Employer. For this purpose is required either (i) to obtain insurance with the Life Insurance Corporation, or (ii) to establish a gratuity fund. Thus it is his liability to pay the premium in the first case to make the contribution in the second case.

RESEARCH PROBLEM
The research problem here in this study is associated with the safety and welfare measures of employees of Dawar footwear industry and Tej shoe factory,Agra. There are a variety of factors that can influence a persons level of safety and welfare measures some of these factors include:1.The level of pay and benefits, 2.The perceived fairness of promotion system within a company, 3.Quality of the working conditions, 4.Leadership and social relationships, 5.Employee recognition

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6. Job security 7.Career development opportunities etc. Welfare of employees are a great asset to any organisation. It is because the safety and welfare satisfaction is clearly linked. Hence this study is focusing on the employee safety and welfare measures in the organisation.

NEED OF THE STUDY

the study is to present an overview of the situation of welfare and safety management in the organization to gain information related to employment. Welfare facilities, safety activities and the educational development of the workers. Employment should provide security for the welfare and safety of workers at work place for protecting others against risk to health and safety in connection with the activities of the person at work. Safety boots are one of the core protective clothing item that either employees must have when working on a particular work sites.

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The study is intended to evaluate safety and welfare measures of employees in the organization. A good welfare program procedure is essential to achieve goal of the organization. If efficient welfare and safety programmes of employees are made not only in this particular organization but also any other organization; the organizations can achieve the efficiency also to develop a good organizational culture. Welfare and safety has variety of effects. These effects may be seen in the context of an individuals physical and mental health, productivity, absenteeism and turnover. Employee delight has to be managed in more than one way. This helps in retaining and nurturing the true believers who can deliver value to the organization. Proliferating and nurturing the number of true believers1is the challenge for future and present HR managers This means innovation and creativity. It also means a change in the gear for HR polices and practices. The faster the organizations nurture their employees, the more successful they will be. The challenge before HR managers today is to delight their employees and nurture their creativity to keep them a bloom. This study helps the researcher to realize the importance of effective employee motivation. This research study examines types and levels of employees safety and welfare programmes and also discusses management ideas that can be utilized to innovate employee motivation. It helps to provide insights to support future research regarding strategic guidance for organizations that are both providing and using reward/recognition programs.

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OBJECTIVES OF THE STUDY

To study of safety and welfare measures in the organization. To analysis the impact of safety and welfare measures on employees. To recommend the action plan for the improvement.

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RESEARCH METHODOLOGY.
Research is a systematic method of finding solutions to problems. It is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge. According to Clifford woody, research comprises of defining and redefining problem, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, reaching conclusions, testing conclusions to determine whether they fit the formulated hypothesis A sample design is a finite plan for obtaining a sample from a given population. Simple random sampling is used for this study.

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Universe-The universe chooses for the research study is the employees of Dawar footwear Pvt.Ltd. Factory & Tej shoe Pvt. Ltd. Factory. Sample Size- Number of the sampling units selected from the population is called the size of the sample. Sample of 100 respondents were obtained from the population. Respondents of Tej shoe factory -- 50

Respondents of Dawar footwear factory 50 Sampling Procedure-The procedure adopted in the present study is Rendom sampling, which is also known as chance sampling. Under this sampling design, every item of the frame has an equal chance of inclusion in the sample. Methods of Data Collection-The datas were collected through Primary and secondary sources. 1. Primary Sources. Primary data are in the form of raw material to which statistical methods are applied for the purpose of analysis and interpretations. The primary sources are discussion with employees, datas collected through questionnaire. 2. Secondary Sources. Secondary datas are in the form of finished products as they have already been treated statistically in some form or other. The secondary data mainly consists of data and information collected from records, company websites and also discussion with the management of the organization. Secondary data was also collected from journals, magazines and books.

Nature of Research

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Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how. Although the data description is factual, accurate and systematic, the research cannot describe what caused a situation. Thus, descriptive research cannot be used to create a causal relationship, where one variable affects another. In other words, descriptive research can be said to have a low requirement for internal validity.

QuestionnaireA well defined questionnaire that is used effectively can gather information on both overall performance of the test system as well as information on specific components of the system. A defeated questionnaire was carefully prepared and specially numbered. The questions were arranged in proper order, in accordance with the relevance.

Nature of Questions AskedThe questionnaire consists of open ended, closed ended, rating and ranking questions. .

SampleA finite subset of population, selected from it with the objective of investigating its properties called a sample. A sample is a representative part of the population. A sample of 100 respondents in total has been randomly selected. The response to various elements under each questions were totaled for the purpose of various statistical testing.

Presentation of Datatables.

The data were presented through charts and

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Tools and Techniques for Analysis- -

For analysing the data I was used

weightage average , percentage, & other suitable test according to need of the study.

SAMPLING AREA-

AGRA CITY

By Arif Butt (on Apr.14, 2010) under HR LABOR WELFARE

This study consider the term labor welfare is one which tends itself to various interpretations and it has not always the same significance in various countries. As pointed out by the Royal Commission on Labor, the term welfare as applied to the industrial workers is one which must necessarily be elastic, baring a somewhat different interpretation in one country form another, according t the different social custom the degree of industrialization and the educational development of workers. therefore, it is not easy to define the term precisely. Different interpretations are given to the term welfare 30

activities by different people. One definition confines it to voluntary efforts on the part of the employers to provide employees the best conditions of employment in their factories. The other view is that it is anything for the comfort and improvement-intellectual or socialof the employees over the above the wages paid which is not the necessity of the industry nor required by law.

BySheila Danko M.I.D. Paul Eshelman M.F.A. Alan Hedge Ph.D. (sep.2008) A Taxonomy of Health, Safety, and Welfare Implications of Interior Design Decisions
This study describes the Legal and operational definitions of health, safety, and welfare are expanding to include greater emphasis on long-term issues of health and psychological well-being in addition to near-term safety issues. Mounting environmental research suggests that many interior design decisions previously thought of as benign with respect to their effects on human health and productivity may, in combination with other environmental influences, have debilitating effects on the occupant. Other research indicates that interior features and environmental amenities previously considered extravagant can have an empowering influence on people, elevating their sense of selfworth and contributing to their long-term physical and emotional wellness. To better enable designers to understand their role in affecting the safety, health, and well-being of occupants, this article briefly describes emerging health concerns related to the indoor environment and cites environmental design research that potentially links these health concerns to interior design decisions. Rather than an exhaustive literature review, this paper focuses on selected studies that highlight the significance of interior design decisions in ensuring the health and well-being of the occupant. The goal is to propose a framework that makes the consequences of daily interior design decision making more evident to interior design practitioners and educators while providing a structure for future research

By Gilmore and A. harrison(Aug. 23rd 2007) Health and Safety in China: Hats, shoes, gloves and masks
This study explain the factors from poor implementation of regulations, corruption and collusion between factory owners and local safety officials as well as substandard training 31

and monitoring. This short article looks at the issue of health and safety protection Health and safety in China is an enormous issue and covers a range of equipment and the lack of attention given to enforcing the right sort of protective gear in the workplace.

By Pornpimol Kongtip, Witaya Yoosook(6 sep. 2007) Occupational health and safety management in small and medium-sized enterprises: an overview of the situation in Thailand
This study aimed to present an overview of the situation of occupation health and safety management in small and medium size enterprises to gain information related to employment, welfare and health facilities, health education, accident statistics, occupational health and safety management and safety activities. A self-administered questionnaire was developed, comprising check- box questions and open-ended question. The targeted industries were small (20-99 employees) and medium size enterprises (100299 employees) in Thailand, producing 24 products, which were the most exported products from Thailand during a 5-year period (2000-2004)

ByJoellen Riley (6 nov.2007) Bargaining for Security: Lessons for Employees from the World of Corporate
This study describes that the plight of employees who lose accrued entitlements when their corporate employers collapse is a matter of continuing political and industrial interest. After the National Textiles collapse in January 2000, the Howard government introduced the Employee Entitlements Support Scheme to provide a taxpayer-funded, minimum safety net to cushion employees from the worst effects of employer insolvency. Just prior to the 2001 federal election, a more generous General Employee Entitlement Redundancy Scheme was introduced. These are administrative solutions, susceptible to the fickle winds of political expediency. There have been many calls for longer term legislative solutions through industry-wide or national insurance or guarantee-fund schemes. This article explores a further alternative: using existing long-standing commercial law principles and 32

practices to bargain for security. If employee representatives were to examine the principles of corporate law, and adopt the practices of corporate financiers, they might bargain more effectively for better protection than may be offered long term by a welfare-based safety net.

By Robin Kemp (2007) An Overview of Safety and welfare for Boot Manufacturers
This study describe about an individual working in an industrial or manual work environment, protective clothing is not only essential but necessary by law. The Health and Safety at Work Act of 1974 states that "...provision made for securing the health, safety and welfare of persons at work, for protecting others against risk to health and safety in connection with the activities of persons at work... Safety boots are one of the core protective clothing items that either employees must have when working on a particular work site, or that employers must provide. Self-employed individuals need to source their own safety boots and are usually not allowed on sites until they have done so. Companies must supply their employees with safety boots for certain work environments and tasks and employees may refuse to carry out certain hazardous tasks if they feel that they are not properly equipped with the appropriate protective clothing. There are a number of manufacturers that are known worldwide for their safety boot products. Below is an overview of some of the major manufacturers of safety boots and the models available from each.

By Christine Jolls ( Nov. 2006) Employment Law for the welfare and safety Of workers
This study explain the Legal rules governing the employer-employee relationship are many and varied. Economic analysis has illuminated both the efficiency and the effects on employee welfare of such rules, as described in this chapter, to appear in the Law and Economics volume of the Handbooks of Economics series. Topics addressed in the chapter include workplace safety mandates, compensation systems for workplace injuries, privacy protection in the workplace, employee fringe benefits mandates, targeted mandates such as medical and family leave, wrongful discharge laws, unemployment insurance systems, 33

minimum wage rules, and rules requiring that employees receive overtime pay. Both economic theory and empirical evidence are considered.

By Jackie Davies (4 dec 2005) Reconciling Risk and the Employment of Disabled Persons in a Reformed Welfare State
This article considers whether a welfare reform policy intended to empower disabled persons by moving them from dependency on welfare benefits to the independence of employment may instead exacerbate social exclusion. It argues that potential conflicts between employers' responsibilities under health and safety law and a duty of nondiscrimination introduced by the Disability Discrimination Act 1995 must be resolved if this outcome is to be avoided. An interpretation of statutory duties to reconcile health and safety protectionism with a principle of non-discrimination for disabled persons is examined. The analysis suggests that protectionism gives rise to a potential for paternalistic decision-making on the part of employers who may refuse to accept residual risks to employees "in their own best interests" or those of others. The standard of acceptable risk as evolved within the context of health and safety law is analyzed, and found to allow paternalistic protectionism and commercial interest to override an employee's autonomous choice to accept risk, even where acceptance offers a disabled person the only opportunity to work. The article argues that this is inappropriate in the newly created context of nondiscrimination and proposes development of the concept of reasonable practicability within which a standard of acceptable risk resides. An autonomy model of reasonable practicability is advocated as a mechanism for recognizing the interests of all parties affected by decisions on the acceptability of health and safety risk. Although the focus is primarily on persons who meet the definition of disability given in the Disability Discrimination Act 1995, many other people who fall outside it face exclusion from work on the grounds of health and safety risk.The article concludes that adoption of an autonomy model of reasonable practicability plays a necessary part in ending the social exclusion faced by all persons, disabled and non-disabled, who attempt to enter the workplace only to find their access barred by the seemingly insurmountable barriers of health and safety risks to themselves or others. 34

Hana Ornoy (January & April 20O4 ) discusses employee safety, health and welfare in the US, focusing on the Occupational Safety and Health Act.

In this article, the writer provides a history and overview of the Occupational Safety and Health Act of 1970 (OSHA). The writer points out that this Act covers all American employers and their employees in occupations spanning the range from agriculture to manufacturing. Further, the writer explains that depending on the nature of the industry, OSHA standards may require that employers adopt a variety of practices, means, methods or processes that are deemed reasonably necessary and appropriate to protect workers on the job. The writer concludes that concerns about the new chemicals used in manufacturing, as well as the burgeoning arms manufacturing industry made safety legislation for American workers a pressing national concern. "For example, compliance with safety standards may include ensuring that employees have been provided with, have been effectively trained on, and use personal protective equipment when required for safety or health. Whenever an employee must wear fire-retardant clothing or secure long hair when working over a kitchen grill, the employer is ensuring that he or she is compliant with OSHA. It is not only employees who are bound by OSHA - employees must also comply with all rules and regulations that apply to their own actions and conduct to ensure their own safety. An employee that refuses to secure his or her hair when working on a machine press is violating the law just as much as an employer that requires his or her employees to wear potentially dangerous clothing."

Ting Ren (February 20OO) Health and Safety at Work etc Act 1974
In this article, Employers have a general duty under section 2 of the Health and Safety at Work etc Act 1974 to ensure, so far as is reasonably practicable, the health, safety and

35

welfare of their employees at work. People in control of non-domestic premises have a duty (under section 4 of the Act) towards people who are not their employees but use their premises. The Regulations expand on these duties and are intended to protect the health and safety of everyone in the workplace, and ensure that adequate welfare facilities are provided for people at work. These Regulations aim to ensure that workplaces meet the health, safety and welfare needs of all members of a workforce, including people with disabilities. Several of the Regulations require things to be suitable. Regulation 2(3) makes it clear that things should be suitable for anyone. This includes people with disabilities. Where necessary, parts of the workplace, including in particular doors, passageways, stairs, showers, washbasins, lavatories and workstations, should be made accessible for disabled people.

Cecilia Boakye Botwe & Joyce Ama Quartey (May 4, 1999) Employee Safety, Health, And Welfare Law

In this article, The information will examine the application and implication of the Family Medical Leave Act and Occupational Safety and Health Act. These two acts are important to both the employee and the employer. The research will show how both the employee and the employer are impacted by these two acts. The research will also examine the employers' responsibilities to these acts. In addition, there will be discussion regarding the protections Employee that Safety, this law Health, provides and for Welfare employees. Law

The Family Medical Leave ACT (FMLA) is for eligible employees to have the privilege of taking a leave of absence for up to 12 weeks of unpaid leaving during any 12 month period. 36

The request for a leave of absence can be for any of the following reasons: birth and care of a newborn child, a placement with an employee of a child for adoption or foster care, and when an employee is unable to work due to a serious health condition. The definition of an eligible employee is an employee who must have been employed for at least 12 months and is employed where 50 or more employees are employed by the employer within 75 miles of the workplace (Bennett-Alexander, Hartman, 2007).. If an employee requests an intermittent Family Medical Leave the employer may recommend that the employee transfer temporarily to an alternate position that the employee is qualified for and will receive the same pay. Having an employee move to this alternate position will not be as harmful to the company if the employee was out for an extended time as it would be if the original position was to remain vacant. If the employer has two employees who are married both husband and wife are maybe entitled to the 12 workweeks during the 12 month period if the leave is for the birth of a child, adoption or to care for a sick parent (BennettAlexander, the employer a 30 day... Hartman, 2007). If the employee is able to predict when the leave will need to be the employee must give

Margaret H. Christ (September 24, 1997) 5Employee Safety, Health And Welfare Law Paper
In this article, The Family and Medical Leave Act (FMLA) and the Occupational Safety and Health Act (OSHA) are two pieces of legislation passed to protect employees rights and their families. The purpose of this paper is first to explain the application and implication of Family and Medical Leave Act (FMLA), Workers Compensation Occupational and Safety and Health Act (OSHA), and the regulatory laws implemented by my organization in order to adhere to these mandates, while providing the employee with a safe working environment. Family and In addition, the paper will examine the responsibilities that Medical Leave Act (FMLA) employer has under the law and what protection the law provide for employees. Family and Medical Leave Act was signed by President Bill Clinton on February 3, 1993.The ct was enacted because employees with family emergencies could not take time

37

off without most likely losing their job. The FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons, including serious health conditions that prevent the employee from working. Not only has the FMLA evolved over the years, but also the current application in the workplace environment is very complex for the employee as well as the employer. FMLA covers private sector employers that employ 50 or more individuals within 75 miles radius. Public employers are covered under FMLA regardless how many workers they employ. The FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees for childbirth or care of a child, adoption, their own serious illness or that of a close family member. To be eligible for FMLA, the employee needs to be working for at least 12 months prior to the beginning of the leave for their employer. However, those 12 months do not need to be consecutive (Bennett-Alexander & Hartman,...

Rizwan Saleem (December 28, 1995) Governing Health, Safety and Welfare
The Labour Law makes it very clear that all operators and employers have a general duty to protect their employees health, safety and welfare in the workplace. In addition to the general duty to protect their workers in the workplace, it is the employers obligation to keep workplaces clean, ensure they are not overcrowded and that they are kept at an appropriate temperature for the duties being performed. Further, the workplace must be properly ventilated, well lit and must afford satisfactory sanitary services. These more specific duties; however, are environment dependant and may vary from workplace to workplace. For example, one cannot assure that an outdoor construction site is kept at a comfortable room temperature which would be the norm in an office setting.

38

The law mandates that employers take measures to prevent fire and to have proper fire detection and suppression equipment at hand, to provide escape routes from the building and keep them clear, and to equip the premises with safe machinery for use by their employees that is both properly constructed and well maintained. The law also addresses the special protective measures that an employer must take including ensuring that they provide suitable safety equipment such as goggles, protective screens, protective equipment and other safety supplies for the use of their employees and that are appropriate to the work and to the workplace environment. Additionally, the law covers the welfare of employees and directs employers to provide a supply of safe drinking water, a place to sit, first aid equipment and other facilities as may be appropriate for the work and the workplace, which may include for example canteens and restrooms.

By Daniel J.B. Mitchell( Sept. 19990 Employers' Welfare Work: a 1913 BLS report
The year 1913 saw the publication of a pioneering report by the Bureau of Labor Statisics titled Employers' Welfare Work, a catchall phrase used in that era to cover almost any company policy that went beyond wage payments to benefit workers. This report consisted of short descriptive case studies intended to provide a guide to good employer practice. Despite its flaws-in particular, the fact that it was undertaken with little regard to sampling the document is significant, for it provides a glimpse of personel practices in larger enterprises at a critical point in American labor-market history. In the coming World War I period, U.S. employers were to be faced with the challenges of a severe wartime-induced labor shortage and government-encouraged growth of unions. The policies they followed in response to these challenges emphasized the 39

retention of employees and alternative mechanisms of employee representation. These policies, although responses to special circumstances, subsequently went on to condition general norms of American personnel practices.[1] Thus, the report on "employers' welfare work" presents a picture of U.S. employment practices prior to the abnormal pressures in the labor market brought on by war.

ABOUT TEJ SHOE Pvt. Ltd. FACTORY

INTRODUCTION

40

Tej Shoe Pvt. Ltd. Factory is one of the leading manufacturers of kids footwear in India. Tej Shoe Pvt. Ltd. Factory is located in Agra 4 Hrs. from Delhi Airport and is geared to make international quality footwear for export. Our factory has a high degree of flexibility and is fully equipped to manufacture Kids and Gents Shoes / Sandals and other footwear. Tej Shoe Pvt. Ltd. Factory was established in 1989 and since than has been producing quality leather footwear. We specialize in manufacturing BOYS and GIRLS Shoes / Sandals in genuine leather, we also have experience in making leather footwear for men's. Over the years Tej Shoe Pvt. Ltd. Factory capacity has grown in both experience and quantity which has brought us to this stage of accomplishment. This growth for our company has been possible due to the hard work and perseverance of our staff and our MD. Tej Shoe Pvt. Ltd. Factory is a SA 8000:2008 certified unit.

Infrastructure
The production unit of the company is the power house of the company. The in-house production unit is installed with latest machines that are manned by skilful workers thereby converting the ideas into reality. The machines save time & are cost effective.

Production facility
Tej Shoe Pvt. Ltd. Factory has five state of art production line each equipped with a motorized conveyor. The production lines are equipped with a mixture of imported and indigenous machines. While the imported machines add perfection in making the footwear, easily available spare parts and fast maintenance service time for indigenous machines makes quick round up time. Tej Shoe Pvt. Ltd. Factory has in house double colour TPR Sole manufacturing facility which makes us independent from out sourcing and helps us in achieving delivery targets with a better control over quality. We also have a Direct Injection 12 station Desma Machine.

41

Production Capacity (DAILY)

Upper Leather Shoe (complete) Sandals Strobel Desma (Direct Injection)

4,000 Pairs 2,500 Pairs 15,00 Pairs 500 Pairs 400 Pairs

Customer domain
Tej Shoe Pvt. Ltd. Factory established in 1989 is producing Kids, Boys and Girls Shoe / Sandals in leather and exporting to Germany, U.K, East European countries and Middle East countries. Our successful association with the leading international companies during the past more than one decade is the evidence of our perfection in quality and workmanship. We have successfully complied with the requirement of our Foreign Customers regarding Labor Welfare, Safety arrangements in the factory and other necessary systems.

Annual Turnover
Tej Shoe Pvt. Ltd. Factory has kept pace with the latest style and technology and has grown steadily in the past more than one decade to give an annual output of 1,100,000 Pairs Shoe / Sandals and 600.000 Pairs Leather Shoes Uppers worth US$ 9,000,000.00. Exports Tej Shoe Pvt. Ltd. Factory exports 99% of there production, primarily to Western Europe. `At TEJ SHOE FACTORY- mission is to support customers as business "partners" with integrity, excellence and global awareness to fulfill their mission of quality and value added shoes.'

42

The First unit of Tej Group was set up in the year 1961 on the modest scale to produce & export of fashion shoes in leathers for Men on European trend in the City of Taj Mahal, Agra which is also known for the traditional Shoe-Makers over the centenaries and today it has big potential for the Shoe-Traders worldwide. Factory at Bhiwadi, Rajasthan was set up to produce Leather Shoes with Direct Injection Moulded PU Sole.

Production Capacity The Group has the installed production capacity of 1,50,000 Pairs Complete Shoes per month.

Footwear Range The Group has a wide range in Comfort, Dress and Casual Shoes and Sandals on Cow/Buff Nubuck, Softy and Oil Pull-up Leathers for Men & Kids. The Group is pioneer in manufacturing Leather Shoes with PU Sole made of Direct Injection Process. Plant & Machinery

All the factories are established in huge spaces and equipped modern machines with the latest fully Conveyor System that produces "On Line Quality Checks" at every stage during production. Some of the major machines are

18 Station Direct Injection Plant (Desma) for Injection of PU Soles onto Uppers TPR Unit Sole Manufacturing Plants (Desma) PU. Unit Sole Manufacturing Plants (BGM)

43

Lasting Conveyor Complete Sets (Convetor Types) Stitching Machines (All Types) Adler, Stroble, Seiko

- Pfaff, Juki, Mitsubishi, Beiderman,

Clicking Presses

- Bombelli, Splitting Machines-Camoga Material Procurement

The Group is co-operating with most sophisticated tanneries. Our technical team is deputed in the tanneries to control each and every piece of leathers before dispatches to our factories for production.

R&D Cell The Group has its own research & Development cell where study on latest trend in Fashion,Development of new design keeps on going round the years by the Experts & Designers Abroad and from the Footwear training institutes in India who are quite capable to understand & execute the designs and specifications of our valued clients.

Quality Control

The Group believes that the quality is not just the last minute formality before delivery but it has an international standard which must be ensured at every stage of manufacturing process.

Main Export Markets are :-

44

Germany Finland Norway South America Australia Canada

Russia Denmark Hungary Czech Republic South East Asia Middle East

France Greece U.S.A. Switzerland United Kingdom Saudi Arabia

Tej Group at a Glance :1. Chairman: Product: Cow, Buff Nubuck, Softy, Oil Pull-up Leather Comfort/Casual Shoes for Men & Children Monthly Installed Production Capacity: 1,50,000 PAIRS MR. HARNAM SINGH 2. Managing Director: MR. MOHINDER SINGH (TONY) MR. DALJIT

SINGH 3. Director:

INDUSTRIAL PROFILE

Name of the company :Contact :Address :-

Tej Shoe Factory Mr. Anil Bhatia (GM) 10th-11th Mile Stone, Agra-Mathura Road, Artoni, Agrra

City :Pincode :State :Country :-

Agra 282007 Uttar Pradesh India

45

Phone No. :Fax No. :Email :Activity :Products :-

0562 - 2640060 / 61 / 62 / 63 0562 - 2641320, 2641450 tejshoetech@tejshoetech.in, tejtech@tejshoetech.in Manufacturer, Importer, Exporter Leather : Footwear-upper leather, Footwear : Men's shoes, Women's shoes, Children shoes, Sandals.

Children shoes, Sandals.

ABOUT DAWAR FOOTWEAR Pvt. Ltd. FACTORY

46

INTRODUCTION

For more than Two decades, Dawar Group has controlled the Specification, Production, Distribution and Technical information of footwear technology. "Dawar Group" was founded in "1977" on the modest scale in the city Agra. A move to setup more Units were necessary to cope with the abrupt increase in the volume of business. As a part of its expansion and diversification drive, Two manufacturing Units came into existence under the Group.

Mr. Dawar is a widely travelled person and has been associated with the Our brand "DAWAR" cherish the dreams of people from across the world Nobody understands it more than the chairman of the Group, "Mr. Puran

shoe industry for more than three decades

by providing footwear of their choice

Dawar" 47

We have provided them with a world class working environment envied by

many in the industry DAWAR FOOTWEAR INDUSTRIES :is a Govt. recognized export house engaged in the manufacture & export of Men's Footwear i.e Classic- Comfort Classic & Sport Line & all type of Uppers. DAWAR LSD:Expansion:In house production of PU, TPR Soles and Shoes Dawar family is a large and growing family. It extends beyond the people who work for Dawar Group. Their families are also an integral part of it. The Group shares the hopes and aspirations of its people and their children. It goes out of its way to reward their hard work and dedication. "Saksham Dawar Memorial Trust" is a small but significant step in that direction. Its a child education programme for the children of the workers. In addition to this, it also provides monetary assistance to a large number of its worker's children studying in other schools. The Group also works in association with a number of NGO's to fulfill its other social welfare commitments. It also organizes regular health check-ups for the families of its workers. But these efforts are not enough. There is a lot more that needs to be done. Nobody understands it more than the chairman of the Group, "Mr. Puran Dawar".

48

TOP MANAGEMENT:-

Mr. Puran Dawar(Chairman)

Dawar Group is led from the front by "Mr. Puran Dawar", a pro-active veteran from the shoe industry. Mr. Dawar is a widely travelled person and has been associated with the shoe industry for more than three decades. He understands the dynamics of shoe business and how it is conducted in the international market. With his clear vision and rock solid dedication, he has brought Dawar Group this far and continues to lead it with missionary zeal. It is Mr. Dawar's concern for his people and environment related issues that has endeared him to one and all. A visit to Group's manufacturing facility and corporate office reflects these concerns.

49

Mr. Prem Agarwal(General Manager)

Mr. Prem Agarwal , General Manager is a seasoned professional who looks after the day to day affairs of the company. OUR PEOPLE

Dawar Group is indebted to its people for their unflinching support and dedication. They have stood by us in our good, bad and ugly times. They have crafted some of the finest shoes for most of the top names in international footwear and fashion industry. They have made us a force to reckon with in the fiercely competitive global footwear industry. We, at one end, have not failed them either. To begin with, we have provided them with a world class working environment envied by many in the industry. Its a hazard free, airy, well lit and well built working facility we are talking about with clean toilets and adequate drinking water. Its a facility that encourages performance by its ambience. Hot Indian summer is hardly a distraction. Their health is a matter of concern to us. Medical check-ups by

50

qualified doctors are organised at regular intervals to monitor their health and welfare. Then, there is a cafetaria for people where they get subsidised food items.

MISSION STATEMENT:

To put shoes in the feet of people around the world. To reach out most parts of the world. To deliver the best quality products to the optimum satisfaction of our valid customers.

INDUSTRY PROFILE

Business Type Products Manufacturing and Exporting chappals/slippers/horrachis

Exporter / Manufacturer Long/half boots (gents), sandals (gents), casual/dress shoe (gents), (gents), casual/dress shoes (ladies), long/half

boot.

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INFRASTRUCTURE

1. WORK STRENGTH:-

For a company to stay ahead in terms of quality and competitiveness, it has to rely on the strength of its own infrastructure and resources. We, at Dawar Group, realised it very early. Today, we not only have a most modern manufacturing complex but also an array of sophisticated machines to produce a diverse range of world class footwear.

2. QUALITY POLICY :-

At Dawar, we look at quality from a different perspective. Concern for quality is ingrained in our system. It is an integral part of our thought process. And that is how

52

it has become a tangible aspect of our products. You can see and feel it. Quality is not talking about it; it is doing it. It should be inherent in your belief system

Over the years, we at Dawar, have evolved our own quality policy turned to the capabilities of our people. They produce quality because we provide them quality environment and facilities. We lead the crusade for quality from the front. At Dawar, quality is people driven. Workers produce it, professionals inspect it and together they deliver it. From time to time our people undergo orientation programmes conducted with the assistance of technocrats to understand qualitative aspects of products we make. To top it all, the management of Dawar Group monitors the production process to ensure that each footwear bears Dawar's seal of 'Quality Always'.

3. ENVIRONMENT FRIENDLY COMPANY :-

Inherent in the work culture of "Dawar Group" is a deep concern for conservation & Preservation of the environment. The sprawling greens in front of its Corporate Headquarters and Manufacturing facility is one such example.A modern waste treatment plant has been installed to ensure its surroundings are not polluted. The facility has been designed meticulously to match international standards in terms of temperature control, noise levels etc. It has "top-of-the-line fire fighting" arrangements. The walls in the working areas are fitted with fire fighting equipments and fire exits routes are painted all over the work 53

area. The electricity cables have been laid under the watchful eyes of professionals as per the prescribed standards. To educate our workers regarding the use of chemicals, regular orientation programmes are conducted. Our concern for our environment and the measures we have taken to preserve it have got us an "ISO 14001" Certification.

4.

RESEARCH & DEVELOPMENT :-

Dawar group is constantly innovating new designs. In sync with latest trends in the European standards, development of new designs goes on round the year at our Research and Development department. At Dawar group , commitment to provide high class and quality service continues, right from the designer's sketchbook through to the performance of our shoes on a customer's foot.Dawar group has adopted latest footwear technology to give new dimension to the creative designers.

4. SOCIAL CONCERN
Dawar is very well aware of global concern over social problems/human condition of the producers (workers) and trying to maintain.

No child labor. Child education programme through Saksham Dawar Memorial Trust. .Committed to NGO for child education and improvement in social status of the worker family. A conducive work environment. Health checkup through well qualified Doctors arranged twice a year. Total work transparency in the organization.

54

DAWAR WORLD
Success is never a matter of desire, it is the product of hard work and vision. The phenomenal success of Dawar Group proves it. With effective presence in more than "40" countries and a turnover exceeding, the group has been growing steadily. It's success is simply a by product of the implicit faith and confidence its buyers have in its capabilities. It has never let them down. And that is because their every requirement is met as per their exact specifications. Today, the Group exports its footwear to some of the top names in fashion and footwear business. "United Colours Of Benetton, Lumberjack" etc. are some of the brands it makes footwear for.

Our product range is exhibited in many prestigious fairs like "Riva Del Garda (Italy), GDS (Germany) and WSA (USA)".

For us at Dawar every customer, no matter big or small, counts. Whenever visiting our "Corporate headquarters" in India, each customer is looked after well. We have even made independent work stations for them to work with freedom. All the work stations are equipped with modern telecommunication facilities. We cherish the mutually rewarding relationship we share with our customers worldwide.
OUR MAIN MARKET (1) UK & Europe (2) Scandinavia (3) Australia & North America

55

PRODUCT

1.

BRAND :

The brand "DAWAR" has been able to maintain its aura of exclusivity and distinction in the global market. Our brand "DAWAR" cherish the dreams of people from across the world by providing footwear of their choice. With the growing popularity, proliferation comes along. The company has elaborated the brand concept by launching a variety of sub-brands and shoes to suit different occasions. The new brand were coined with attractive catchword,

56

thus helping the customers finding the right shoes. Our range of brand caters to every need in footwear world.

ADMINISTRATION DEPTT.
Mr. PURAN DAWAR (Chairman & partner), Mr. PREM AGRAWAL (General anager)

OFFICIAL STAFF TECHNICAL DEPTT.

Mr. ANIL JAIN, NITINRAMU T., Mr. VIPIN GUPTA & CHATURVEDI AVINESH (Administration & salary), RAJ SHARMA (Account department)

RAHMAN ALI Mr. V.

(Export & Documentation dept.) , RAJESH (Export & documentation),

Mr. PAVAN BHASIN (Sr.

MERCHANDISE) , Mr. A. RAHAMAN YOGENDRA RAGHVANDRA Mr. AJAY

PRODUCTION DEPTT.

Mr. MANOJ TIWARI (CQC) , Mr. D. K. SHARMA (Upper manager), Mr. RAVETI (Cutting) , Mr. RAJESH SANJAY (Preparation) , Mr. SHASHI SHARMA (Bottom manager) Organization consists of different departments and each individual department performs its different functions accordingly.

57

DAWAR FOOTWEAR INDUSTRY has six main departments:

1. SAMPLE DEPARTMEN 2. PRODUCTION DEPARTMENT 3. ACCOUNT DEPARTMENT 4. EXPORT - IMPORT DEPARTMENT 5. PERSONNEL & ADMINISTRATION DEPARTMENT 6. MARKETING DEPARTMENT DAWAR FOOTWEAR INDUSTRY is involved in creation of its own varieties of shoes .It creates its own pattern: A. By photographs &catalog B. By kit sample BY PHOTOGRAPHS AND CATALOGUES DAWAR FOOTWEAR INDUSTRY is involve in its own creation also it creates it own varieties of shoes. It makes sample according to some photographs or design given in catalogues like World footwear, BY KIT SAMPLE DAWAR FOOTWEAR INDUSTRY has a international office in Italy which send its kit sample, design, pattern, sole & heel in order to enable the factory to make its own creations according to international pattern send by them.

58

INDUSTRY PROFILE Name of the company:- Dawar Footwear Factory Contact :Address :City :Pincode State :Country :Phone No :Fax No.:Email :Activity :Products ::Puran Dawar Managing Partner Near Bapu Asaram Ashram, 12.5 Km-Agra- Delhi Road Sikandara Agra 282007 Uttar Pradesh India 0562 - 2642801 / 802 0562 2642800 pdawar@sancharnet.in http://www.dawargroup.com Manufacturer, Importer, Exporter Leather : Footwear upper leather, Footwear : Men's shoes, Women's shoes,Children shoes, Sandals,

59

TABLE -1 TABLE SHOWING OPINION ABOUT SAFETY TRANING PROGRAMM

S.N GRADE
NO OF RESPONDENT OF TEJ SHOE FACTORY

Percentage

NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY

PERCENTAGE

1 2 3 4 5

Highly satisfied Satisfied Average Dissatisfied Highly dissatisfied Total

40% 35% 30% 25% 20% 15% 10% 5% 0% Highlty satisfied 28% 40%

14 16 15 5 0 50

28 32 30 10 0 100

20 15 13 2 0 50

40 30 26 4 0 100

32% 30%

30% 26% Tej shoe factory 10% 4% 0% 0% Dawar footwear industry

Satisfied

Average

Dissatisfied

Highly dissatisfied

INTERPRETATION From the above table it is inferred that 28% of people respondent to highly satisfied of Tej shoe industry. while 48% of people respondent to highly satisfied of dawar footwear industry. 32% of people respondent to satisfied of Tej shoe industry. 30% of people respondent to satisfied of Dawer footwear industry. 30% of people respondent to average of Tej shoe industry. respondent to average of Dawar footwear industry . while 26% of people

10% of people respondent to dissatisfied of Tej shoe industry. While 4% of people respondent to dissatisfied of dawar footwear industry. 0% of people respondent to dissatisfied of both shoe industry. 60

TABLE- 2

TABLE SHOWING OPINION ABOUT SAFETY TRANING PROGRAMME .

NO OF RESPONDENT OF TEJ SHOE FACTORY PERCENTAG E NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY

S.N PARTICULAER

PERCENTAGE

1 2 3 4 5

Highly effective Effective No opinion In-effective Highly ineffective Total

50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0%

12 23 5 10 0 50

24 46 10 20 0 100

20 15 10 5 0 50

40 30 20 10 o 100

46% 40% 30% 24% 20% 10% 20% 10% 0% 0% Highly effective Effective No opinin In-effective Highly ineffective Tej sho factory Dawar footwear

INTERPRETATION From the above table it is inferred that 24% of people respondent Tej shoe industry said that safety training programmed highly effective. while 40%of people respondent of Dawar footwear industry said that that safety training programmed highly effective. 46% of people respondent Tej shoe industry said that safety training programmed effective. while 30% of people respondent of Dawar footwear industry said that safety training programmed effective. 10% of people respondent Tej shoe industry said that no opinion about safety training programmed . while 20%of people respondent of Dawar footwear industry said that no opinion about safety training programmed . 0% of people respondent of both the shoe industry said that safety training programmed highly in-effective.

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TABLE-3 SHOWING OPINION ABOUT WELFARE AND SAFETY MEASURES.

S.N GRADE NO OF RESPONDENT OF TEJ SHOE FACTORY 10 15 20 3 2 50 PERCENTAGE NO OF RESPONDENT OF DAWAR FOOTWEAR FACTORY 19 10 18 2 1 50 PERCENTAGE

1 2 3 4 5

Highly satisfied Satisfied Average Dissatisfied Highly dissatisfied Total

40% 35% 30% 25% 20% 15% 10% 5% 0% Highly satisfied 20% 38%

20 30 40 6 4 100
40% 36%

38 20 36 4 2 100

30%

20% Tej shoe factory Dawar footwear industry 6% 4% 4%

2%

satisfied

Average

Dissatisfied

Highly dissatisfied

INTERPRETATION From the above table it is inferred that 20% of people respondent to highly satisfied of Tej shoe industry. while 38%of people respondent to highly satisfied of dawar footwear industry. 30% of people respondent to satisfied of Tej shoe industry. 20% of people respondent to satisfied of Dawer footwear industry. 40% of people respondent to average of Tej shoe industry. while 36% of people respondent to average of Dawar footwear industry . 6% of people respondent to dissatisfied of Tej shoe industry. While 4% of people respondent to dissatisfied of dawar footwear industry. 4% of people respondent to highly dissatisfied of Tej shoe industry. While 2% of people respondent to highly dissatisfied of dawar footwear industry.

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TABLE-4 TABLE SHOWING OPINION ABOUT WELFARE ACTIVITIES. TEJ SHOE INDUSTRY
S.N PARTICULAR NO OF RESPONDENT OF TEJ SHOE FACTORY (A) 10 12 20 5 3 50 WEIGHT (B) 5 4 3 2 1 (A*B) 50 48 60 10 3 198 3.96

1 2 3 4 5

Strongly agree Agree Neutral Disagree Strongly disagree Total WEIGHTAGE AVERAGE

DAWAR FOOTWEAR INDUSRY

S.N PARTICULAR NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY (B) 18 12 15 3 2 50

WEIGHT (A) 5 4 3 2 1 90 48 45 6 2 263 5.26 (A*B)

1 2 3 4 5

Strongly agree Agree Neutral Disagree Strongly disagree Total WEIGHTAGE AVERAGE

INTERPRETATION From the above table weightage average 3.96 of Tej shoe industry varies between strongly agree and agree. While weightage average 3.96 of Dawar footwear industry shows strongly agree. Means respondent of Dawar footwear industry strongly agree with welfare activities

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TABLE-5

TABLE SHOWING OPINION ABOUT RECREATIONAL FACILITIES. TEJ SHOE INDUSTRY

S.N

PARTICULAR

1 2 3 4 5

Strongly agree Agree Neutral Disagree Strongly disagree Total WEIGHTAGE AVERAGE

NO OF RESPONDENT OF TEJ SHOE FACTORY (A) 12 15 16 5 2 50

WEIGHT (B) 5 4 3 2 1 60 60 48 10 2 198 3.96 (A*B)

DAWAR FOOTWEAR INDUSRY

S.N PARTICULAR NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY (A) 18 10 20 2 0 50 WEIGHT

(B) 5 4 3 2 1 90 40 60 4 O 230 4.6

(A*B)

1 2 3 4 5

Strongly agree Agree Neutral Disagree Strongly disagree Total WEIGHTAGE AVERAGE

INTERPRETATION From the above table weightage average 3.96 of Tej shoe industry varies between agree and neutral . but most of the respondent agree. While weightage average 4.6 of Dawar footwear industry varies between strongly agree and agree. Means most of the respondent of Dawar footwear industry strongly agree with welfare activities.

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TABLE-6

TABLE SHOWING OPINION ABOUT FINANCIAL SEAVICE TEJ SHOE INDUSTRY

NO OF RESPONDENT OF TEJ SHOE FACTORY (A) 9 18 20 2 1 50

S.N

PARTICULAR

WEIGHT (B) 5 4 3 2 1 45 72 60 4 1 227 4.54 (A*B)

1 2 3 4 5

Strongly agree Agree Neutral Disagree Strongly disagree Total WEIGHTAGE AVERAGE

DAWAR FOOTWEAR INDUSRY

S.N PARTICULAR NO OF RESPONDENNT OF DAWAR FOOTWEAR INDUSTRY (A) 20 15 10 5 0 50

WEIGHT (B) 5 4 3 2 1 (A*B) 100 60 30 10 O 200 4

1 2 3 4 5

Strongly agree Agree Neutral Disagree Strongly disagree Total WEIGHTAGE AVERAGE

INTERPRETATION From the above table weightage average 4.54 of Tej shoe industry varies between strongly agree and agree . but most of the respondent strongly agree. While weightage average of Dawar footwear industry shows agree . Means most of the respondent of Dawar footwear industry strongly agree with welfare activities.

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TABLE-7 TABLE SHOWING OPINION ABOUT SAFETY MEASURES.

S.N PARTICULAR NO OF RESPONDENT OF TEJ SHOE FACTORY 8 10 32 First aid kit 50 Total 100 50 100 NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY 15 12 23

PERCENTAG 16 20 64

PERCENTAGE 30 24 46

1 2 3

Qualified first aider An appointment Person

70% 60% 50% 40% 30% 20% 10% 0% Qalified first aider An oppointment person 16% 30% 20% 24%

64%

Tej shoe factory 24% Dawar foootwear industry

first aid kit

INTERPRETATION From the above table it is inferred that 16% of people respondent Tej shoe industry said that they have a qualified first aider while 30%of people respondent of Dawar footwear industry said that they have a qualified first aider . 20% of people respondent Tej shoe industry said that they have a appointment person while 24%of people respondent of Dawar footwear industry said that they have a appointment person 64% of people respondent Tej shoe industry said that they have first aid kit . while 46% of people respondent of Dawar footwear industry said that they have first aid kit.

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TABLE -8 TABLE SHOWING OPINION ABOUT WORK PLACE.

S.N PARTICULAR ON OF RESPONDENT OF TEJ SHOE FACTORY 40 10 10 50 NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY 30 15 5 50

PERCENTAGE 80 20 20 100

PERCENTAGE 60 30 10 100

1 2 3

Sufficient lighting Floor in good condition Sanitary fittingsink Total

80% 80% 70% 60% 50% 40% 30% 20% 10% 0% Sufficient lighting 60%

Tej shoe factory 30% 20% 10% 29% Dawar footwear industry

Floor in good condition

Sanitary fitting-sink

INTERPRETATION From the above table it is inferred that 80% of people respondent of Tej shoe industry to sufficient lighting. while 60%of people respondent of Dawar footwear industry to sufficient lighting.. 20% of people respondent of Tej shoe industry said floor in good condition. While 30% of people respondent of Dawar footwear industry to sufficient lighting.. 20% of people respondent of Tej shoe industry to sanitary fitting-sink.. people respondent of Dawar footwear industry to sanitary fitting-sink. while 10% of

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TABLE-9 TABLE SHOWING OPINION ABOUT STORAGE LOCKERS.

S.N PARTICULAR NO OF RESPONDENT OF TEJ SHOE FACTORY 10 40 50 NO OF RESPONDENT OF DAWAR SHOE INDUSTRY 15 35 50

PERCENTAGE 20 80 100

PERCENTAGE 30 70 100

1 2

Separate staff room Storage lockers Total

80% 80% 70% 60% 50% 40% 30% 20% 10% 0% separate staff room storage lockers 20% 30% tej shoe factory dawar footwear industry 70%

INTERPRETATION From the above table it is inferred that 20% of people respondent of Tej shoe industry said that they had a separate room. while 30%of people respondent of Dawar footwear industry said that they had a separate room . 80% of people respondent of Tej shoe industry said that they had storage lockera. while 70%of people respondent of Dawar footwear industry said that they had storage lockera .

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TABLE-10 TABLE SHOWING OPINION ABOUT INSPECTION OF MACHINERY.

S.N PARTICULAR NO OF RESPONDENT OF TEJ SHOE FACTORY 35 15 50 PERCENTAGE NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY 40 10 50 PERCENTAGE

1 2

YES NO

70 30 100
86%

80 20 100

90% 80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO 30% 20% Tej shoe factory Dawar footwear industry 70%

INTERPRETATION From the above table it is inferred that 70% of people respondent of Tej shoe industry said that machineries regularly inspected. while 80% of people respondent of Dawar footwear industry said that machineries regularly inspected . 30% of people respondent of Tej shoe industry said that machineries do not regularly inspecte. while 20% of people respondent of Dawar footwear industry said that machinery do not regularly inspecte . .

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TABLE-11 TABLE SHOWING OPINION ABOUT PRECAUTIONS.

S. N PARTICULA R YES NO NO OF RESPONDENT OF TEJ SHOE FACTORY 30 20 50 NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY 45 5 50 PERCENTAGE

PERCENTAGE 60 40 100

1 2

90 10 100

90% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO 10% 40% Tej shoe factory Dawar footwear industry 60%

INTERPRETATION From the above table it is inferred that 60% of people respondent of Tej shoe industry to said that they have been adequate precaution from hazard. while 90% of people respondent of Dawar footwear industry said that they have been adequate precaution from hazard 40% of people respondent of Tej shoe industry to said that they have not been adequate precaution from hazard.. While 10% of people respondent of Dawar footwear industry said that they have no been adequate precaution from hazard . .

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TABLE-12 TABLE SHOWING OPINION ABOUT SAFETY POLICY.

S.N PARTICULAR NO OF RESPONDENT OF TEJ SHOE FACTORY 30 15 5 50 PERCENTAG E NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY 26 18 6 50 PERCENTAGE

1 2 3

Notice board Induction training Individual Copies Total

60 30 10 100

52 36 12 100

60% 60% 50% 40% 30% 20% 10% 0% Notice board Inductiontraning Individual copies 12% 12% 36% 30% Tej shoe factory Dawar footwear industry 52%

INTERPRETATION From the above table it is inferred that 60% of people respondent of Tej shoe industry said that they have been notice board. while 52% of people respondent of Dawar shoe industry said that they have been adequate notice board. 30% of people respondent of Tej shoe industry said that they have been induction training. while 36% of people respondent of Dawar shoe industry said that they have been induction training. 10% of people respondent of Tej shoe industry said that they have been individual copies. while 12% of people respondent of Dawar shoe industry said that they have been individual copies..

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TABLE-13 TABLE SHOWING OPINION ABOUT VENTILATION.

S.N PARTICULAR NO OF RESPONDENT OF TEJ SHOE FACTORY 30 20 50 PERCENTAG E NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY 45 5 50 PERCENTAGE

1 2

YES NO Total

60 40 100

90 10 100

90% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO 10% 40% Tej shoe factory Dawar footwear industry 60%

INTERPRETATION From the above table it is inferred that 60% of people respondent of Tej shoe industry said that they have been proper ventilation . while 90% of people respondent of Dawar footwear industry said that they have been proper ventilation.. 40% of people respondent of Tej shoe industry said that they have not been proper ventilation . While 10% of people respondent of Dawar footwear industry said that they have not been proper ventilation. .

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TABLE-14 TABLE SHOWING OPINION ABOUT SPECIAL CLOTHING.

S.N PARTICULAR NO OF RESPONDENT OF TEJ SHOE FACTORY 20 20 10 50 PERCENTAG E NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY 30 15 5 50

PERCENTAGE

1 2

Always Some time Never Total

40 40 20 100

60 30 10 100

60% 60% 50% 40% 30% 20% 10% 0% Always Some time Never 40% 40% 30% 20% 10% Tej shoe factory Dawar footwear industry

INTERPRETATION From the above table it is inferred that 40% of people respondent of Tej shoe industry said that they always wear special clothing during the work.. while 60% of people respondent of Dawar footwear industry said that the always wear special clothing during the work.. 40% of people respondent of Tej shoe industry said that they some time wear special clothing during the work.. while 30% of people respondent of Dawar footwear industry said that they some time wear special clothing during the work.. 20% of people respondent of Tej shoe industry said that they never wear special clothing during the work.. while 10% of people respondent of Dawar footwear industry said that they never wear special clothing during the work..

TABLE -15 TABLE SHOWING OPINION ABOUT EQUIPMENT.

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TEJ SHOE INDUSTRY

S.N PARTICULAR NO OF RESPONDENT OF TEJ SHOE FACTORY (A) Highly satisfied 15 Satisfied 10 Average 20 Dissatisfied 3 Highly 2 dissatisfied Total 50 WEIGHTAGE AVERAGE WEIGHT (B) 5 4 3 2 1 75 40 60 6 1 245 4.9 (A* B)

1 2 3 4 5

DAWAR FOOTWEAR INDUSRY

S.N PARTICULAR NO OF RESPONDENT OF DAWAR FOOTWEAR INDUSTRY (A) Highly satisfied 20 Satisfied 10 Average 15 Dissatisfied 5 Highly 0 dissatisfied Total 50 WEIGHTAGE AVERAGE WEIGHT

( B) 5 4 3 2 1

1 2 3 4 5

(A* B) 100 40 45 10 0 190 3.8

INTERPRETATION From the above table weightage average 4.9 of Tej shoe industry varies between highly satisfied and satisfied. But most of workers highly satisfied with protected equipment. While weightage average 3.8 of Dawar footwear industry varies between satisfied and average. But most of the respondent of Dawar footwear industry Satisfied with protected equipment..

FINDING AND SUGGESTION.

74

1.After analysis I found that the respondent of dawar footwear industry more satisfied with training programmed compare to tej shoe industry. 2. After analysis the data i found that safety training programmed of dawar footwear industry highly effective compare to tej shoe industry. 3.Under this I found that respondent of dawar footwear industry more satisfied with welfare and safety measures compare to tej shoe industry. 4. Under this respondent of dawar footwear industry highly satisfied with welfare activities compare to tej shoe industry. 5. Under this I found that respondent of dawar footwear industry strongly agreed with recreational facilities but respondent of tej shoe industry only agreed . 6. Under this I found that respondent of dawar footwear industry only agreed with financial service but respondent of tej shoe industry strongy agreed with financial service.. 7.under this I found that under the shoe industry mostly used first aid kit for the injured workers .but under the dawar footwear industry mostly preferred qualified first aider and an appointment person. 8. under this respondenta of both the industry tej shoe and dawar footwear industry said that they have sufficient lighting and floor in good condition. But sainitarty fitting-sink was not in good condition. 9 Under this I found that most of the workeras have storage lockers but some employees have separate staff room in both the industry. 10. after analysis of data I foun that in both the industry regularly inspected. But some workers said that machinery do not regularly inspected.

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11.in this I found that 60% of people respondent said that they have been taken adequate precaution from hazards but 40% of people said that they have not been taken adequate precaution from hazards. But 90% of people respondent said that they have been taken adequate precaution from hazards but 10% of people said that they have not been taken adequate precaution from hazards . 12.under this I found that in both the shoe industry followed notice board and induction training for the safety measures. 13. under this I found that 60% of people respondent of tej shoe industry said that have been proper ventilation but 40% of people respondent said that have not been proper ventilation. But 90% of people respondent said that have been proper ventilation but 10% of people respondent said that have not been proper ventilation. 14. under this 40% respondents of tej shoe industry said that they always wear special clothing during the work ,40% respondents said that they some time wear special clothing during the work , 20% respondents said that they never wear special clothing during the work , but 60% respondents of dawar footwear industry said that they always wear special clothing during the work , 30% respondents of dawar footwear industry said that they some time wear special clothing during the work , 10% respondents of dawar footwear industry said that they never wear special clothing during the work , 15. under this I found that weightage average 4.9 of Tej shoe industry varies between highly satisfied and satisfied. But most of workers highly satisfied with protected equipment. While weightage average 3.8 of Dawar footwear industry varies between satisfied and average. But most of the respondent of Dawar footwear industry Satisfied with protected equipment

SUGGESTION
76

Tej shoe industry should provide more improved safety training programmed to the workers because 10% workers are dissatisfied with safety training programmed. Tej shoe and dawar footwear industry should increased welfare and safety measures in the industry because some employees were not satisfied. Both the industry should increased welfare activities like more improved canteen ,educational facilities etc Tej shoe industry should increase the improved recreational facilities like storage lockers and common room etc because some were strongly dis- agreed with recreational facilitie. Tej shoe industry should also provide qualified first aider and an oppointment person to injured workers. Both the industry should also improved sanitary fittinf-sink under the factory . Tej shoe industry should provide more adequate precautions and ventilation to workers from the hazard place.

77

CONCLUSION
Respondent of dawar footwear industry more satisfied with welfares and safety measures compare to tej shoe industry But respondent of tej shoe industry less satisfied with welfares and safety measures . but both industries should provide some more facilities for workers to encourage and to increase them efficiency. Dawar footwear industry was much better compare to tej shoe industry.

BIBLIOGRAPHY
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REFERENCE

4.

Margit Osterloh & Bruno S. Frey (1999) Safety, Knowledge Transfer, and Organizational FormsIEER Working Paper No. 27

5.

Patrick Francois (2000) 'Public Service welfare' As An Argument For Government Provision Journal of Public Economics, Vol. 78, No. 3, Pp. 275299, November 2000

6.

Laura Leete (2000) Wage Equity And Employee welfare In Nonprofit And For-Profit Organizations Journal of Economic Behavior & Organization, Vol. 43, Issue 4, December 2000

7.

Michael Riketta & Susanne Nienaber (2007) Multiple Identities and Work safety: The Role of Perceived Compatibility between Nested Organizational UnitsBritish Journal of Management, Vol. 18, No. S1, pp. S61-S77, March 2007

8.

Rohan Jayasuriya & Peter Caputi (2008) Exploring the Role of Goal Theory in Understanding Training welfare International Journal of Training and Development, Vol. 12, Issue 1, pp. 54-72, March 2008

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9.

Anders Dysvik & Brd Kuvaas (2008) The Relationship between Perceived Training Opportunities, Work safety and Employee Outcomes International Journal of Training and Development, Vol. 12, Issue 3, pp. 138-157, September 2008

10. Prabhjot Kaur Mahal (2009) Organizational Culture and Organizational Climate as a Determinant of welfare and safety The UP Journal of Management Research, Vol. 8, No. 10, pp. 38-51, October 2009

11. Hana Ornoy (2010 ) Correlates of Employees' Attitudes towards Participation in Decision Making The UP Journal of Organizational Behavior, Vol. 9, Nos. 1 & 2, pp. 7-15, January & April 2010

BOOKS
1Randall s.schuler,effective personnel management , third edition west publishing new York, 1989 page no.106. 2.Johan bernadin human resource management , TMG , 2004 3.Philip darling training for progit , mcgraw-hill, training series 1993 4.Miltol. Rock , hand book of wage & salary administration

ELECTRONIC WEBSITES
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1.

www.google.com/

2.www.papers ssrn.com/ 3.www.tej shoe.com

4. http://www.springerlink.com/content/l2847r12260564j7/ 5. http://www.urban.org/url.cfm?ID=408026 6.WWW.dharm.utah. Govt/ classificationFaq. Html/. 7.www.ssc.govt.2/display/document.asp?navid =235 8.http; //www.vaf.edu/som/word-docs/chap6.

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