A STUDY ON ENVIRONMENT HEALTH AND SAFETY AT

ASHOK LEYLAND, CHENNAI

By

ANITHA.S
312318631007

A SUMMER PROJECT REPORT

Submitted to the

FACULTY OF MANAGEMENT SCIENCES

in partial fulfillment of the requirements

for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

ANNA UNIVERSITY
CHENNAI - 600 025
JULY 2019

St. JOSEPH’S COLLEGE OF ENGINEERING

(Affiliated to Anna University)
OLD MAHABALIPURAM ROAD, CHENNAI-119
 BONAFIDE CERTIFICATE

Certified that this project titled “A STUDY ON ENVIRONMENT HEALTH AND

SAFETY AT ASHOK LEYLAND, CHENNAI” is the bonafide work of ANITHA.S
(Reg.No. 312318631007) who carried out the research under my supervision. Certified further
that to the best of my knowledge the work reported herein does not form part of any other
project report or dissertation on the basis of which a degree or award was conferred on an
earlier occasion on this or any other candidate.

SIGNATURE SIGNATURE

Dr.JAYASREE KRISHNAN B.Sc.,M.B.A.,Ph.D. Dr. JAYASREE KRISHNAN B.Sc., M.B.A., Ph.D.

HEAD OF THE DEPARTMENT
HEAD OF THE DEPARTMENT
Department of Management Studies,
Department of Management Studies,
St. Joseph’s College of Engineering,
St. Joseph’s College of Engineering,
Old Mahabalipuram Road,
Old Mahabalipuram Road,
Chennai-600 119
Chennai-600 119
 DECLARATION

I ANITHA S, student of DEPARTMENT OF MANAGEMENT STUDIES, St. JOSEPH’S

COLLEGE OF ENGINEERING, CHENNAI would like to declare that the project titled “A
STUDY ON ENVIRONMENT HEALTH AND SAFETY AT ASHOK LEYLAND,
CHENNAI” done for the partial fulfillment of M.B.A course of ANNA UNIVERSITY which
has been independently done by me.

Place: (ANITHA S)

Date: (Reg. No. 312318631007)

 ACKNOWLEDGEMENT

I hereby place my sincere thanks and profound sense of gratitude to our respected Chairman
Dr.B.Babu Manoharan M.A.,MBA,Ph.D., for his support in completing this project.

I would like to extend my gratitude to our beloved Managing Director Mrs. B. Jessie Priya
M.Com and Director Mr.B.Shashi Sekar M.Sc., for their support and encouragement during
the course of this work.

And I would like to express my gratitude to our Principal Dr. Vaddi Seshagiri Rao M.E.,
MBA., Ph.D., and Head of the Department Dr. Jayasree Krishnan B.Sc., MBA., Ph.D.
Department of Management Studies, St. Joseph’s College of Engineering for their guidance
and advice.

I take this opportunity to acknowledge the help, guidance and co-operation received from Mr.
Ravi, HR, TCS, Chennai, for providing me an opportunity to do this project in their
organization.
 ABSTRACT

Many people are interested in an organisation’s approach to environmental health and safety
(EHS) management including customers, clients, suppliers, shareholders, contractors, and
agencies. More and more organisations attach the same importance to high standards in EHS
management as they do to other key aspects of their activities. High standards demand a
structured approach to the identification of hazards and the evaluation and control of work-
related risks.

The present status of industry EHS management is reviewed, with a focus on the
Environment, Health and Safety in a management systems. The review provides insight into
the standards adopted by the industry, and it identifies trends and needs for improvement. It
appears that most industries consider goal-based EHS management programs to be success and
believe them to contribute to the profitability of the industry.

From this project we conclude that EHS management would benefit greatly from guidance
on how to use existing management systems efficiently.
 TABLE OF CONTENTS
S.NO TOPIC PG.NO
1 INTRODUCTION
1.1 HEALTH AND SAFETY 2
1.2 INDUSTRY PROFILE 13
1.3 OBJECTIVES OF THE STUDY 15
1.4 NEED FOR THE STUDY 15
1.5 SCOPE OF THE STUDY 16
1.6 LIMITATIONS OF THE STUDY 16

2 REVIEW OF LITERATURE
2.1 REVIEW OF LITERATURE 17

3 RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN 26
3.2 DATA SOURCE 26
3.3 SAMPLING FRAME 26
3.4 STATISTICAL TOOLS 27

4 ANALYSIS AND INTERPRETATION

4.1 INDEPENDENT T TEST 29
4.1.1 GENDER*MEDICAL FACILITY SATISFACTION
30
LEVEL
4.2 ONE WAY ANOVA 30
4.2.1 AGE*EXPERIENCE OF EMPLOYEE 31
4.2.2 EXPERIENCE OF EMPLOYEE* MEDICAL FACILITY
SATISFACTORY LEVEL 31
4.3 CHI SQUARE 32
4.3.1 AGE*STRESS TOWARDS EMPLOYEES 32
4.4 PERCENTAGE ANALYSIS
4.4.1 GENDER OF THE RESPONDENTS 43
4.4.2 HEALTH AND SAFETY MEASURES OF THE
44
RESPONDENTS
4.4.3 MEDICAL FACILITES OF THE EMPLOYEES 45
4.4.4 STRESS TOWARDS THE WORK OF THE
46
RESPONDENTS
4.4.5 AGE OF THE RESPONDENTS 47
4.4.6 MONTHLY INCOME OF THE RESPONDENTS 48
4.4.7 REGULAR COMMUNICATION OF THE
49
RESPONDENTS
4.4.8 SUITABLE WORKPLACE OF THE RESPONDENTS 50
 S.NO TOPIC PG. NO
5 FINDINGS AND CONCLUSIONS
5.1 FINDINGS OF THE STUDY 38
5.2 RECOMMENDATION AND SUGGESTIONS 39
5.3 CONCLUSION 40

6 BIBLIOGRAPHY 40
7 APPENDICES 49

LIST OF TABLES

TABLE NO PARTICULARS PG. NO

4.1 PERCENTAGE ANALYSIS OF GENDER OF THE 43
RESPONDENTS

4.2 PERCENTAGE ANALYSIS OF HEALTH AND 44

SAFETY MEASURES OF RESPONDENTS
4.3 PERCENTAGE ANALYSIS OF MEDICAL 45
FACILITIES OF THE RESPONDENTS
4.4 PERCENTAGE ANALYSIS OF STRESS TOWARDS THE 46
WORK OF THE RESPONDENTS
4.5 PERCENTAGE ANALYSIS OF AGE OF THE 47
RESPONDENTS
4.6 PERCENTAGE ANALYSIS OF MONTHLY INCOME OF 48
THE RESPONDENTS
4.7 PERCENTAGE ANALYSIS OF REGULAR 49
COMMUNICATION OF THE RESPONDENTS
4.8 PERCENTAGE ANALYSIS OF SUITABLE WORKPLACE 50
OF THE RESPONDENTS
LIST OF FIGURES

FIG.NO PARTICULARS PG. NO

4.1 PERCENTAGE ANALYSIS OF GENDER OF THE 43
RESPONDENTS
4.2 PERCENTAGE ANALYSIS OF HEALTH AND SAFETY 44
MEASURES OF RESPONDENTS
4.3 PERCENTAGE ANALYSIS OF MEDICAL FACILITIES OF THE
RESPONDENTS 45
4.4 PERCENTAGE ANALYSIS OF STRESS TOWARDS THE 46
WORK OF THE RESPONDENTS
4.5 PERCENTAGE ANALYSIS OF AGE OF THE RESPONDENTS 47

4.6 PERCENTAGE ANALYSIS OF MONTHLY INCOME OF THE 48

RESPONDENTS
4.7 PERCENTAGE ANALYSIS OF REGULAR COMMUNICATION 49
OF THE RESPONDENTS
4.8 PERCENTAGE ANALYSIS OF SUITABLE WORKPLACE OF 50
THE RESPONDENTS

8
 CHAPTER 1
INTRODUCTION

9
1.1 INTRODUCTION

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

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

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

Occupational health and safety is a discipline with a broad scope involving many
specialized fields. In its broadest sense, it should aim at:

a) The promotion and maintenance of the highest degree of physical, mental and social
well-being of workers in all occupations.

b) The prevention among workers of adverse effects on health caused by their working
conditions.

c) The protection of workers in their employment from risks resulting from factors adverse
to health.

d) The placing and maintenance of workers in an occupational environment adapted to

physical and mental needs.

e) The adaptation of work to humans.

Successful occupational health and safety practice requires the collaboration and
participation of both employers and workers in health and safety programmes, and involves the
consideration of issues relating to

occupational medicine, industrial hygiene, toxicology, education, engineering safety,

ergonomics, psychology, etc.

10
Occupational health issues are often given less attention than occupational safety issues
because the former are generally more difficult to confront. However, when health is addressed,
so is safety, because a healthy workplace is by definition also a safe workplace. The converse,
though, may not be true - a so-called safe workplace is not necessarily also a healthy workplace.
The important point is that issues of both health and safety must be addressed in every
workplace.

Work plays a central role in people's lives, since most workers spend at least eight hours
a day in the workplace, whether it is on a plantation, in an office, factory, etc. Therefore, work
environments should be safe and healthy. Unfortunately some employers assume little
responsibility for the protection of workers' health and safety. In fact, some employers do not
even know that they have the moral and often legal responsibility to protect workers.

1.1.1 WHAT IS SAFETY

Safety refers to the absence of accidents. Stated differently, safely refers to the
protection of workers from the danger of accidents. Safety, in simple terms, means freedom
from the occurrence or risk of injury or loss. Industrial safety or employee safety refers to the
protection of workers from the danger of industrial accidents. An accident, then is an unplanned
and uncontrolled event in which an action or reaction of an object, a substance, a person, or a
radiation results in personal injury.

1.1.2 TYPES OF ACCIDENTS:

Accidents are of different types. They may be classified as major and minor ones,
depending upon the severity of the injury. An accident which ends in a death, or which results
in a prolonged disability to the injured is a major one. A scratch or a cut which does not
seriously disable him/her is a minor accident, but an accident nevertheless. A mere incision or
a deep scratch, say, on the leg or the shoulder, may or may not immediately disable the worker,
but he or she may develop disability later. Again, a wound which may disable one worker may
not disable another who receives a similar injury.

An accident may be internal or external. If a worker falls, or an object falls on him or

her, it is possible he or she may show no external signs of injury, but he or she may have
fractured a bone or strained a muscle or nerve- which is an internal injury. A worker may be
disabled by an injury for hour, half a day, a day, a week, a month, or a few months. If he or

11
she recovers from such a disability, his or her disability is temporary. If the injury is such that
he or she will never recover fully, his or her disability is permanent.

1.1.3 NEED FOR SAFETY

1.Cost Saving
Two types of costs are incurred by the management when an accident occurs. There
are the direct costs, in the form of compensation payable to the dependents of the victim if the
accident is fatal, and medical expenses incurred in treating the patient if the accident is non-
fatal. The management, however, is not liable to meet the direct costs if the victim is insured
under the ESI scheme. When the victim is uninsured, compensation and medical expenses are
the responsibility of the management.

More serious than the direct costs are the indirect or hidden costs which the management
cannot avoid. In fact, the indirect costs are three to four times higher than the direct costs.
Hidden costs include loss on account of down-time of operators, slowed-up production rate of
other workers, materials spoi

led and labour for cleaning and damages to equipment.

2. Increased Productivity

Safety plants are efficient plants. To a large extent, safety promotes productivity.
Employees in safe plants can devote more time to improving the quality and quantity of their
output and spend less time worrying about their safety and well-being.

3. Moral

Safety is important on human grounds too. Managers must undertake accident prevention
measures to minimise the pain and suffering the injured worker and his/her family is often
exposed to as a result of the accident. An employee is a worker in the factory and the bread-
winner for his/her family. The happiness of his/her family depends upon the health and well-
being of the worker.

4. Legal

There are legal reasons too for undertaking safety measures. there are laws covering
occupational health & safety, and penalties for non-compliance have become quite severe. The
responsibility extends to the safety and health of the surrounding community, too.

12
An enterprise which is engaged in a hazardous or inherently dangerous industry which poses a
potential threat to the health and safety of the persons working in the factory and industry in
the surrounding areas, owes an absolute and non-delegable duty to the community to ensure
that no harm results to anyone on account of the hazardous or inherently dangerous nature. this
implies unlimited liability.

The civil law establishes the extent of damages or compensation. In the criminal law,
sentences are prescribed under the pollution control laws. There is no legal ceiling on the extent
of liability.

1.1.4 HEALTH AND SAFETY AT WORK

According to Cole (2002), employer has a common law duty to provide a safe place
of work for his or her employees and is liable at common law for accidents encounter by his or
her employees in the course of their employment. The duties (regarding health and safety)
which employer owes his or her employees.
A duty of care to ensure that employees are not subjected to any unreasonable risks in the
workplace.

1.1.5 BUILDING AN EFFECTIVE HEALTH & SAFETY MANAGEMENT SYSTEM

The components of effective health and safety management system are briefly explained
below:

1. Management Leadership & Organizational Commitment

For this system to be effective, management must show leadership and commitment to
the program. To achieve this, management should put the organization’s expectation around
health and safety into writing by developing a health and safety policy. Employees who forms
part of the health and safety committee, should be involved in writing the policy, and to be
signed by senior operating officer, to indicate the commitment of management.

2. Roles & Responsibilities

Clearly defined and well communicated health and safety roles and responsibilities for
all levels of the organizations will create an expectation of a standard level of performance and
accountability among employees, contractors, and visitors. All levels must be aware of their
individual roles and responsibilities under both state law and company standard.

3.Employee Participation
It is important for workers to be involved in the development of the system in order to
create ownership as well as help a better fit with the culture of the organization.

13
4.Hazard Identification & Assessment Process
Employers are required to assess a work site for existing and potential hazards before
work begins. Hazard assessment data could be used to determine what worker–training needs
to be done, and to build the content of employee orientations and job training hazard assessment
data could be used as the basis for inspection checklists. In the case of incident investigation,
hazard assessment and control data can be used to help determine if a system failure was the
cause of an incident

5.Determine Controls
Address identified hazards by assigning methods of control to eliminate or reduce the
hazard. The most effective controls can be determined based on legal requirements,
manufacturers’ specifications, company rules, industry best practices, and worker inputs.

6. Hazard Control
Once the hazard assessments are completed, the next step in the development of health
and safety management system is the implementation of control measures to eliminate or
reduce the risk of harm to workers. In this case, employers should take all reasonable steps to
eliminate or control identified hazards in order to make the workplace safer.

7.Enforcement of Controls
To enforce control methods, develop a constructive enforcement policy, and
communicate the consequences to employees and the steps that will be taken if noncompliance
occurs.

8.Emergency Response Plan

A serious emergency (Such as explosion, fire, or flood) could seriously affect the
operation of a business and put the health, safety, and livelihood of many employees in
jeopardy. The best health and safety management system cannot protect your company from
all natural or unexpected disasters; however, having a good emergency response plan (ERP) in
place can reduce the severity and risk of loss. Knowing what to do and who to contact can save
lives and reduce costs if disaster should strike.

14
1.1.6 STATUTORY PROVISIONS OF SAFETY IN INDIA

According to factories Act, 1948, the statutory provisions regarding the safety of the workers
are stated in the sections 21 to 41. They are
(1) Fencing of Machinery (Sec 21)
In every factory, every dangerous part of any machinery, every moving part of a prime
mover and every flywheel connected to prime mover the head-race and tail-race of every water
wheel and water turbine, and every part of an electric generator, motor or rotary converter,
every part of transmission machinery, must be securely fenced by safeguards of substantial
construction.

(2) Work on or near Machinery in Motion (Sec 22)

It is necessary to examine any part of the machinery while it is motion. The examination
and lubrication of the machinery, while in motion, should be carried out only by a specially-
trained adult worker wearing tight-fitting clothing.

(3) Employment of Young Persons on Dangerous Machines (Sec 23)

A young person should not be allowed to work at dangerous machines unless, has been
sufficiently instructed and received sufficient training.

(4) Striking Gear and Devices for Cutting off Power (Sec 24)
In every factory, suitable striking gear or other efficient mechanical appliance has to be
provided, maintained and used to move driving belts.

(5) Self-acting Machines (Sec 25)

No travelling part of a self-acting machine in any factory and no material carried
thereon shall be allowed to run on its outward or inward traverse within a distance of 18 inches
from any fixed structure which is not a part of the machine, if a person is liable to pass over
the space over which it runs.

(6) Casing of New Machinery (Sec 26)

All machinery driven by power, every set-screw, bolt or key or any revolving shaft,
spindle, wheel or pinion, spur, worm and other toothed or friction-gearing has to be properly
encased or guarded in order to prevent danger to the workmen.

(7) Prohibition of employment of Women and Children near Cotton Openers (Sec 27)
Women and child workers are prohibited to be employed in any part of a factory for
pressing cotton in which a cotton opener is at work.

15
(8) Hoists, Lifts, Lifting Machines (Sec 28 &29)
Lifting machines, chains, ropes and lifting tackles must be of good mechanical
construction, sound material and adequate strength and free from defects. They are to be
properly maintained and thoroughly examined by a competent person at least once in every 6
months.

(9) Revolving Machinery (Sec 30)

The maximum safe working peripheral speed of every grindstone or abrasive wheel
shall be permanently affixed. Safe working peripheral speed of every revolving vessel, cage,
basket, flywheel, pulley or disc has also to be ensured.

10) Pressure Plant (Sec 31)

In any factory operation is carried on at a pressure above the atmospheric pressure,
effective arrangements shall be taken to ensure that the safe working pressure is not exceeded.

(11) Floors, Stairs and Means of Access (Sec 32)

In every factory all floors, steps, stairs, passages and gangways shall be of sound
construction and properly kept and maintained.

(12) Pits, Sumps, Openings in Floors (Sec 33)

Every fixed vessel, sump, tank, pit or opening in the ground or in a floor, which may
be a source of danger shall be either securely covered or securely fenced.

(13) Excessive Weights (Sec 34):

No person is to be employed in any factory to lift, carry or move any load so heavy
as is likely to cause him injury.

(14) Protection of Eyes (Sec 35)

The state government may require the provision of effective screens or suitable goggles
if the risk of injury to the eyes is caused from particles or fragments thrown off in the
manufacturing process or from exposure to excessive light.

(15) Precautions against Dangerous Fumes (Sec 36)

In any factory, no person shall be allowed to enter any chamber, tank, vat, pipe, flue
or other confined space in which dangerous fumes are likely to be present to an extent involving
risks to persons.

16
1.1.7 WHAT IS HEALTH
Health is a state of complete physical, mental and social wellbeing and not merely the absence
of diseases. It’s a positive and dynamic concept which means something more than the absence
of illness.

(1) Physical Health

The health of employees results in reduced productivity, high unsafe acts, and
increased absenteeism. A healthy worker, on the other hand, produces results opposite to these.
In other words, healthy employees are more productive, more safe conscious, and are more
regular to work. The worker who is healthy is always cheerful, confident looking and is an
invaluable asset to the organization.

(2) Mental Health

In recent years, mental health of employees, particularly that of executives, has
engaged the attention of employers. Three reasons may be given for this development. First,
mental breakdowns are common in modern days because of pressures and tensions. Second,
mental disturbances of various types result in reduced productivity and lower profits for the
organization. Third, mental illness takes its toll through alcoholism, high employee turnover,
and poor human relationships. A mental health service is generally rendered in the following
ways

(i) Psychiatric counselling.

(ii) Co-operation and consultation with outside psychiatrists and specialists.

(iii) Education of company personnel in the manner and the importance of mental health.

(iv) Development & maintenance of an effective human relations programme.

1.1.8 IDENTIFYING HAZARDS IN THE WORKPLACE

Some occupational diseases have been recognized for many years, and affect
workers in different ways depending on the nature of the hazard, the route of exposure,
the dose, etc. Some well-known occupational diseases include

a) Asbestosis (caused by asbestos, which is common in insulation, automobile brake

linings, etc.)

b) Silicosis (caused by silica, which is common in mining, sandblasting, etc.)

c) Lead poisoning (caused by lead, which is common in battery plants, paint factories,
etc.)

17
 d) Noise-induced hearing loss (caused by noise, which is common in many workplaces,
including airports, and workplaces where noisy machines, such as presses or drills, etc.)

1.1.9 IMPORTANCE OF MANAGEMENT COMMITMENT ON HEALTH & SAFETY

In order to develop a successful health and safety programme, it is essential that

there be strong management commitment and strong worker participation in the effort to create
and maintain a safe and healthy workplace. An effective management addresses all work-
related hazards, not only those covered by government standards.

All levels of management must make health and safety a priority. They must
communicate this by going out into the worksite to talk with workers about their concerns and
to observe work procedures and equipment. In each workplace, the lines of responsibility from
top to bottom need to be clear, and workers should know who is responsible for different health
and safety issues.

1.1.10 STATUTORY PROVISIONS OF HEALTH IN INDIA

According to factories Act, 1948, the statutory provisions regarding the health of the workers
are stated in the sections 11 to 20. They are

(1) Cleanliness (Sec 11)

Every factory shall be kept clean by daily sweeping or washing the floors and
workrooms and by using disinfectants where every necessary. Walls, doors and windows shall
be repainted or varnished at least once in every 5 years.

(2) Disposal of Wastes and Effluents (Sec 12)

The waste materials produced from the manufacturing process must be effectively
disposed of wastes.

(3) Ventilation and Temperature (Sec 13)

There must be provision for adequate ventilation for the circulation of fresh air. The
temperature must be kept at a comfortable level. Hot parts of machines must be separated and
insulated. The State Government may make rules for the keeping of thermometers in specified
places and the adoption of methods which will keep the temperature low.

18
(4) Removal of Dust and Fumes (Sec 14)
If the manufacturing process used gives off injurious or offensive dust and steps must
be taken so that they are not inhaled or accumulated. The exhaust fumes of internal combustion
engines must be conducted outside the factory.

(5) Artificial Humidification (Sec 15)

The water used for this purpose must be pure. The State Government can frame rules
regarding the process of humidification etc. The water used for humidification shall be taken
from a public supply or other source of drinking water and must be effectively purified before
use.

(6) Overcrowding (Sec 16)

There must be no overcrowding in a factory. In factories existing before the
commencement of the Act there must be at least 9.9 cubic meters of space per worker. For
factories built afterwards, there must be at least 4.2 cubic meters of space. The chief inspector
of factories can also prescribe the maximum number of workers who can work in each work
room.

(7) Lighting (Sec 17)

Factories must be well lighted. Effective measures must be adopted to prevent glare or
formation of shadows which might cause eye strain.

(8) Drinking water (Sec 18)

Arrangements must be made to provide a sufficient supply of wholesome drinking
water. All supply points of such water must be marked “drinking water”.

No such points shall be within 20 ft. (or 7.5 meters) of any latrine, washing place etc.

Factories employing more than 250 workers must cool the water during the hot weather.

(9) Toilet Facilities (Sec 19)

Every factory must provide sufficient number of latrines and urinals. There must be
separate provisions for male and female workers.

Latrines and urinals must be kept in a clean and sanitary condition. In factories
employing more than 250 workers, they shall be of prescribed sanitary types.

19
1.1.11 HEALTH AND SAFETY PROGRAMME:
Effective workplace health and safety programmes can help to save the lives of
workers by reducing hazards and their consequences. Health and safety programmes also have
positive
effects on both worker morale and productivity, which are important benefits. At the same
time, effective programmes can save employers a great deal of money. For all of the reasons
given below, it is crucial that employers, workers and unions are committed to health and
safety.

a) Workplace hazards are controlled - at the source whenever possible.

b) Records of any exposure are maintained for many years.

c) Both workers and employers are informed about health and safety risks in the
workplace.

d) There is an active and effective health and safety committee that includes both
workers and management.

e) Worker health and safety efforts are ongoing.

1.2 COMPANY PROFILE

ASHOK LEYLAND is an Indian automobile company headquartered in Chennai, India.
It is owned by the Hinduja group. Ashok motors was founded in 1948 by RAGHUNANDAN
SARAN. He is an Indian freedom fighter from Punjab. After independence, he was persuaded
by India’s prime minister Nehru to invest in a modern industrial venture. Ashok motors was
incorporated in 1948 as a company to assemble and manufacture Austin cars from England,
and the company was named after the founder’s only son, Ashok Saran. The company had its
headquarters in RAJAJI SAALAI, Chennai with the plant in ENNORE, a small fishing hamlet
in north Chennai. The company was engaged in the assembly and distribution of Austin A40
passenger cars in India.
• Ashok Leyland vehicles have built a reputation for reliability and ruggedness. The
500000 vehicles we have put on the roads have considerably eased the additional
pressure placed on the road transportation in the independent India
• In the populous Indian Metros, four out of the five state Transporting Undertaking
(STU) buses from Ashok Leyland.
• Some of them like the double-decker and vestibule buses are unique models from Ashok
Leyland, especially Tailor-made for high-destiny routes.

20
 • In the journey towards global standards of quality, Ashok Leyland reached a major
milestone in 1993 when it became the first in India’s automobile history to win the ISO
9002 certification.
• The more comprehensive ISO 9001 certification came in 1994, QS 9000 in 1998 and
ISO 14001 certification for all vehicle manufacturing units in 2002.

HINDUJA GROUP
In 2007, the Hinduja Group also bought out Ives’s indirect stake in Ashok Leyland.
The promoter shareholding now stands at51%. Today the company is the flagship of the
Hinduja Group, a British-based and Indian originated trans-national conglomerate after
Hinduja bought Iveco’s remaining ownership stakes.
PARTNERSHIPS
HINO MOTORS
During the early 1980s Ashok Leyland entered into a collaboration with Japanese
company Hino motors from whom technology for the H-series engines was sourced. H-series
were developed with 4 and 6 cylinders, and also conforming to BS2, BS3 & BS4 emission
standards in India. Japan entered into a mutual cooperation agreement (MCA) on 27 November
2017 renewing their cooperative agreement that had started in 1986.
IIT MADRAS
Ashok Leyland and IIT MADRAS signed a memorandum of understanding, on 19
august 2017, for Ashok Leyland to sponsor the centre of battery engineering (COBE) at IIT
MADRAS.
SUN MOBILITY
On 18 July 2017 Ashok Leyland announced the formation of alliance with SUN
MOBILITY, the global partnership aims to develop electric vehicles.

IVECO PARTNERSHIP
In the late 1980s Iveco investment and partnership resulted in Ashok Leyland
launching the ‘cargo’ range of trucks based on European ford cargo trucks. The cargo entered
production in 1994, at Ashok Leyland’s new plant in Hosur, southeast of Bengaluru. The cargo
was originally introduced in 7 and 9 long tons (7,100 and 9,100 kg) versions, later heavier-duty
models from 15 to 26 long tons (15,200 to 26,400 kg) were progressively introduced. The
current generation Ashok Leyland ECOMET.
SUBSIDIARY VENTURES:
Construction equipment
In June 2009 the company expanded into the fastest growing construction equipment
segment, with a 50:50 joint venture with John Deere. It was floated as a separate entity under
the name of Leyland-Deere limit.

21
ASHOK LEYLAND DEFENCE SYSTEM
Ashok Leyland defence system (ALDS) is a newly floated company by the Hinduja
group. Ashok Leyland, the flagship company of Hinduja group, holds 26 percent in the newly
formed Ashok Leyland Defence system. The company has a mandate to design and develop
defence logistics and tactical vehicles, defence communication and other systems. It is the
largest supplier of logistics vehicles to the Indian Army. It has supplied over 60000 of its
stallion vehicles which form the Army’s logistics backbone.
MANUFACTURING UNITS
ENNORE, Tamil Nadu in north Chennai (established 1948) -trucks, buses, engines,
axles etc.
HOSUR, Tamil Nadu in KRISHNAGIRI District (established 1980) - three adjacent
plants (HOSUR-1, HOSUR-2, CPPS) for trucks, special vehicles and power units.
ALWAR, Rajasthan (established 1982) - bus manufacturing unit.
BHANDARA, Maharashtra (established 1982) – gearbox unit.
PANTNAGAR, Uttarakhand (established 2010) – 75000 annual capacity greenfield
unit for new generation platforms and cabs.
SENGADU VILLAGE, Kanchipuram District in Tamil Nadu (established 2008) –
technical and production facility for Ashok Leyland Defence Systems another Separate
technical centre for Nissan Ashok Leyland vehicles.

VISION AND MISSION OF ASHOK LEYLAND LTD

VISION
Achieving leadership in the medium/heavy duty segments of the domestic commercial
vehicle market and a significant presence in the world market through transport solutions that
best anticipate customer need, with the highest value-to-cost ratio.
MISSION
Identifying with the customer
Being the lowest cost manufacturer
Global benchmarking our products, process and people

1.3 OBJECTIVES OF THE STUDY:

Primary Objective:
To study the health and safety measures of the employees.

22
Secondary Objectives:
 To study the awareness of the workers about health and safety in work place.
 To identify the role of management in implementing health and safety.
 To find out the satisfaction level of the respondents towards health and safety measures.
 To give suggestions to improve the health and safety in the organisation.

1.4 NEED FOR THE STUDY:

Health and safety measures are inevitable to any organisation where workers are
involved. Its an organisation responsibility to provide to its workers beyond the payment of
wages for their services. The workers health and safety on and off the job within the
organisation is a vital concern of the employer. The working environment in a industry
adversely affect the employees health and safety. Providing a health and safer environment is
a pre requisite for any productive effort. These must be held in check by providing regular
health check-up, protective devices and compensatory benefits to the workers. This research
deals with the study on the health and safety measures provided to the workers at ASHOK
LEYLAND, ENNORE, CHENNAI.

1.5 SCOPE OF THE RESEARCH:

This study is an overview of the health and safety measures existing at Ashok Leyland.
Since health and safety are two important elements essential for improving productivity of an
organisation, a study on the existing health and safety measures would help the organisation to
perform better. This study was highlight on the perception of the employees regarding health
and safety. This study would help to analyse the satisfaction level of the workers towards health
and safety measures and suggest provisions to improve health and safety.

1.6 LIMITATION OF THE STUDY:

 The respondents were unable or willing to give response.
 The time factor in collecting the responses as in conducting the research study
would be limiting factor.
 The study is applicable only to Ashok Leyland, ENNORE. Therefore the
results cannot be generalised for the whole industry.
 The sample size selected by the researcher is limited.

23
 CHAPTER 2
REVIEW OF LITERATURE:

24
1) Johannson B; Rask K; Stenberg M (2010), this study was to carry out a broad survey and
analysis of relevant research articles about piece rate wages and their effects on health and
safety. A total of 75 research articles were examined extensively and 31 of these were found
relevant and had sufficient quality to serve the purpose of this study. The findings of these
relevant articles are summarized and analyzed in the survey. More recent research shows a
clear interest for health, musculoskeletal injuries, physical workload, pains and occupational
injuries. The fact that 27 of the 31 studied articles found negative effects of piece rates on
different aspects of health and safety does not prove causality, but together they give very
strong support that in most situations piece rates have negative effects on health and safety.

2) Tompa, Emile PhD; Dolinschi, Roman MA; de Oliveira (2009), we reviewed the
occupational health and safety intervention literature to synthesize evidence on financial merits
of such interventions. A literature search included journal databases, existing systematic
reviews, and studies identified by content experts. We found strong evidence that ergonomic
and other musculoskeletal injury prevention intervention in manufacturing and warehousing
are worth undertaking in terms of their financial merits. The economic evaluation of
interventions in this literature warrants further expansion. The review also provided insights
into how the methodological quality of economic evaluations in this literature could be
improved.

3) Conor CO Reynolds; M Anne Harris; Peter A Cripton; Meghan Winters (2009),

Bicycling has the potential to improve fitness. Understanding ways of making bicycling safer
is important to improving population health. We reviewed studies of the impact of
transportation infrastructure on bicyclist safety. To assess safety, studies examining the
following outcomes were included: injuries; injury severity; and crashes. Results to date
suggest that sidewalks and multi-use trails pose the highest risk, major roads are more
hazardous than minor roads, and the presence of bicycle facilities (e.g. on-road bike routes, on-
road marked bike lanes, and off-road bike paths) was associated with the lowest risk. Street
lighting, paved surfaces, and low-angled grades are additional factors that appear to improve
cyclist safety.

25
4) Lucia Artazcoz; Imma Cortes; Vincenta Escriba-aguir; Lorena Cascant (2009), the
objectives of this study was to identify family and job characteristics associated with long work
hours. The sample was composed of all salaried workers aged 16–64 years (3950 men and
3153 women) interviewed in the 2006 Catalonian Health Survey. Factors associated with long
working hours differed by gender. In men, working 51–60 h a week was consistently associated
with poor mental health status, self-reported hypertension, job dissatisfaction, smoking,
shortage of sleep. Among women it was only related to smoking and to shortage of sleep. The
association of overtime with different health indicators among men and women could be
explained by their role as the family breadwinner.

5) Dee W. Edington; Alyssa B. Schultz (2008), The aim was to present the literature which
provides evidence of the association between health risks and the workplace economic
measures of time away from work, reduced productivity at work, health care costs and
pharmaceutical costs. A search of PubMed was conducted and high quality studies were
selected and combined with studies known to the authors. A strong body of evidence exists
which shows that health risks of workers are associated with health care costs and
pharmaceutical costs. A growing body of literature also confirms that health risks are
associated with the productivity measures. The paper shows that measures of success will
continue to be important as the field of worksite health management moves forward.

6) David E. Cantor (2008), The purpose of this paper was to review the literature and call for
additional research into the human, operational, and regulatory issues that contribute to
workplace safety in the supply chain. This paper identifies several potential research
opportunities that can increase awareness of the importance of improving a firm's workplace
safety practices. This paper identifies 108 articles which informs, how the logistics and
transportation safety has evolved. The paper identifies 14 future research opportunities within
the workplace safety in the supply chain, that have been identified can have a positive effect
on practitioners confronted with safety issues.

26
7) Lucia Artazcoz; Imma Cortes; Vincenta Escriba-aguir; Lorena Cascant (2007), To
provide a framework for epidemiological research on work and health that combines classic
occupational epidemiology and the consideration of work in a structural perspective focused
on gender inequalities in health. Gaps and limitations in classic occupational epidemiology,
when considered from a gender perspective, are described. Classic occupational epidemiology
has paid less attention to women’s problems than men’s. Research into work related gender
inequalities in health has rarely considered either social class or the impact of family demands
on men’s health. The analysis of work and health from a gender perspective should take into
account the complex interactions between gender, family roles, employment status and social
class.

8) Shouji Nagashima; Yasushi Suwazono; Yasushi Okubo; Mirei Uetani (2007), The aim

was to clarify the influence of working hours on both mental and physical symptoms of fatigue

and use the data obtained to determine permissible working hours. The survey of day-shift male

workers, using the Self-Rating Depression Scale (SDS) and Cumulative Fatigue Symptoms

Index (CFSI). A total of 715 workers participated. In the group working 260–279 h/month, the

odds ratios for SDS and ‘irritability’ and ‘chronic tiredness’ of the CFSI were increased. In the

group working 280 h/month, the odds ratios on CFSI for ‘general fatigue’, ‘physical

disorders’, ‘anxiety’ and ‘chronic tiredness’ were likewise increased. The research clarified

that working hours should be <260 h/month in order to minimize fatigue symptoms in male

day workers.

9) A Baker; K Heiler; S A Ferguson (2002), The occupational health and safety implications

associated with compressed and extended work periods have not been fully explored in the
mining sector. Absenteeism and incident frequency rate data were collected over a 33 month
period that covered three different roster schedules. The only significant change in absenteeism
rates was an increase in the maintenance sector in the third data collection period. The current
study did not find significant negative effects of a 12-hour pattern, when compared to an 8-
hour system. However, when unregulated and excessive overtime was introduced as part of the
12-hour/5-day roster, absenteeism rates were increased in the maintenance sector.

27
10) N Nakanishia; H Yoshidaa; K Naganoa; H Kawashimob; K Nakamurac (2001), to
evaluate the association of long working hours with the risk of hyper-tension. The work site is
in Osaka, Japan. 941 hypertension free Japanese male white collar workers aged 35–54 years
were prospectively examined by serial annual health examinations. 424 men developed
hypertension above the borderline level. After controlling for potential predictors of
hypertension, the relative risk for hypertension above the borderline level, compared with those
who worked < 8.0 hours per day was 0.48, for those who worked 10.0–10.9 hours per day was
0.63. These results indicate that long working hours are negatively associated with the risk for
hypertension in Japanese male white collar workers.

11) N. Haworth; C. Tingvall & N. Kowadlo (2000), In response to an increasing awareness

of the role of work-related driving in crashes and the related costs, many private and
government organisations have developed programs to improve fleet safety. The purpose of
this project is to investigate the potential to introduce road safety based initiatives in the
corporate environment. From the review, that the fleet safety initiatives which have potential
to be effective are, Selecting safer vehicles, Some particular driver training and education
programs, Incentives, Company safety programs. It is assumed that the degree of influence is
likely to decrease as the type of vehicle moves from the fleet towards the private end of the
continuum.

12) Graves carol gevecker; Matanoski genevieve m; Tardiff robert g (2000), Carbonless
copy paper (CCP), introduced in 1954. Its safety to workers who handle large amounts of CCP
has been addressed in numerous studies and reports. This review encompasses the world's
literature on CCP and provides a weight-of-evidence analysis of the safety of CCP to workers
in the United States. Since 1987, has produced neither primary skin irritation nor skin
sensitization under normal conditions of manufacture and use. Finally, very few published
complaints have come from the manufacturing sector where the closest and most voluminous
contact occurs. Based on the weight of the evidence, NIOSH is anticipated to conclude that
CCP is not a hazard to workers and has only a small possibility of producing mild and transient
skin irritation.

28
13) Karen J.M. Niven (2000), A literature review was described which aimed to evaluate
economic evaluations of health and safety interventions in healthcare. Problems were identified
with valuing benefits in health and safety because they frequently take many years to emerge
and are difficult to measure. Understanding of economic techniques within the health and safety
professions was limited, resulting in wide-ranging assumptions being made as to the positive
economic impact of health and safety interventions. Healthcare managers, health economists,
and health and safety professionals have not traditionally worked together and have inherent
misunderstandings of each other roles. The review concludes that the aim of future research
should be to assist the National Health Service (NHS) to make valid decisions about health and
safety investment and risk control methods.

14) A Spurgeon; J M Harrington; C L Cooper (1997), The European Community Directive

on Working Time, which should have been implemented in member states of the European
Community by November 1996. This paper reviews the current evidence relating to the
potential effects on health and performance of extensions to the normal working day. Research
to date has been restricted to a limited range of health outcomes--namely, mental health and
cardiovascular disorders. Other potential effects which are normally associated with stress--for
example, gastrointestinal disorders, musculoskeletal disorders, and problems associated with
depression of the immune system, have received little attention. It is concluded that there is
currently sufficient evidence to raise concerns about the risks to health and safety of long
working hours.

15) Scandinavian Journal of Work, Environment, and Health, This article seeks to address
a number of important questions concerning the potential health and workplace safety risks
raised by the manufacturing, handling, and distributing of engineered neno particles. The
article addresses the following questions; (1) the hazards classification of engineered neno
particles, (2) exposure metrics, (3) the actual exposures workers may have to different
engineered neno particles in the workplace, (4) the limits of engineering controls and personal
protective equipment in protecting workers in regard to engineered neno particles, (5) the kind
of surveillance programs that should be put in place to protect workers, (6) whether exposure
registers should be established, and (7) if engineered neno particles should be treated as new
substances and evaluated for safety and hazards.

29
 CHAPTER 3
RESEARCH METHODOLOGY

30
3. RESEARCH DESIGN

The research design of this study considering its objectives, scope & coverage was
exploratory as well as descriptive in nature.

3.1 SOURCES OF INFORMATION

3.1.1 PRIMARY DATA

The primary data has been obtained from the employees of ASHOK LEYLAND through
circulation of the structured questionnaire.
3.1.2 SECONDARY DATA

The secondary data has been obtained from published as well as unpublished literature
on the topic and from Books, Journals, News Papers, Research Articles, Thesis, Websites,
Magazines etc.

DATA COLLECTION METHODS:

3.2.1 SAMPLING FRAME

The representative sampling units of 200 employees in the SHOP 4 of ASHOK
LEYLAND who have availed HEALTH AND SAFETY MEASURES.
3.2.2 SAMPLE SIZE:
Appropriate number of sample size (i.e. 90) was put to use for the purpose of collecting
primary data from the selected employees of the Innovative Cuisine Private Limited.
3.2.3 SAMPLING METHOD
Simple random sampling methods was used to collect the samples.
3.4 STATISTICAL TOOLS
The analysis is performed using SPSS software and the following tests are
performed to analyse whether there is a statistically significant difference between the means
in two unrelated groups. The following tests are performed

ONE WAY ANNOVA:

The one-way analysis of variance (ANOVA) is used to determine whether there are any
statistically significant differences between the means of two or more independent (unrelated)
groups (although you tend to only see it used when there are a minimum of three, rather than
two groups).

31
INDEPENDENT SAMPLE TEST:
The independent t-test, also called the two sample t-test, independent-samples t-
test or student's t-test, is an inferential statistical test that determines whether there is a
statistically significant difference between the means in two unrelated groups.

CHI-SQUARE TEST:
A chi-squared test, also written as χ2 test, is any statistical hypothesis test where
the sampling distribution of the test statistic is a chi-squared distribution when the null
hypothesis is true. Without other qualification, 'chi-squared test' often is used as short
for Pearson's chi-squared test. The chi-squared test is used to determine whether there
is a significant difference between the expected frequencies and the observed
frequencies in one or more categories.

FREQUENCY ANALYSIS:
Frequency Analysis is a part of descriptive statistics. In statistics, frequency is the
number of times an event occurs. Frequency Analysis is an important area of statistics that
deals with the number of occurrences (frequency) and analyses measures of central
tendency, dispersion, percentiles, etc.

32
 CHAPTER 4

ANALYSIS AND INTERPRETATION

33
 4.1 Independent ‘t’ test for the gender and the medical facility satisfaction level:

NULL HYPOTHESIS: There is no significant difference between the gender and the medical
facility satisfaction level.

ALTERNATE HYPOTHESIS: There is a significant difference between the gender and the
medical facility satisfaction level.

Group Statistics
Std. Std. Error
Gender N Mean Deviation Mean
Medical facilities Male 76 2.12 1.070 .123
Satisfaction Level Female 14 2.36 1.008 .269

Independent Samples Test

Levene's Test for

Equality of Variances t-test for Equality of Means

95% Confidence
Interval of the

Sig. (2- Mean Std. Error Difference

F Sig. t df tailed) Difference Difference Lower Upper

Medical facilities Equal variances

.159 .691 -.773 88 .441 -.239 .309 -.852 .375
Satisfaction Level assumed

Equal variances
-.806 18.819 .430 -.239 .296 -.859 .381
not assumed

INFERENCE:

The significance value is less than 0.05. So we reject the null hypothesis and accept
alternate hypothesis and hence there is association difference between the gender and medical
facilities satisfaction level.

34
4.2 ONE WAY ANNOVA FOR ANALYSING THE AGE FACTOR AND
EXPERIENCE OF THE EMPLOYEES

HYPOTHESIS:

NULL HYPOTHESIS: There is no significant difference between the age factor

and the experience of the employees.

ALTERNATE HYPOTHESIS: There is a significant difference between the age factor and
the experience of the employees.

ANOVA
Age
Sum of
Squares Df Mean Square F Sig.
Between
1.952 3 .651 .589 .624
Groups
Within Groups 94.948 86 1.104
Total 96.900 89

INFERENCE:

From the above table we conclude that there is no association difference

between the age and the experience of the employees as the significant value is
greater than 0.05 So we accept null hypothesis and reject alternate hypothesis.

35
4.3 ONE WAY ANNOVA FOR ANALYSING EXPERIENCE OF THE
EMPLOYEES AND THE MEDICAL FACILITY SATISFACTORY LEVEL
OF THE EMPLOYEES:

HYPOTHESIS:
NULL HYPOTHESIS: There is no significant difference between the experience factor and
the medical facility satisfactory level of the employees.

ALTERNATE HYPOTHESIS: There is a significant difference between the

experience factor and the medical facility satisfactory level of the employees.

ANOVA
Medical facilities Satisfaction
Level
Sum of
Squares Df Mean Square F Sig.
Between
7.699 3 2.566 2.396 .074
Groups
Within Groups 92.124 86 1.071
Total 99.822 89

INFERENCE:
From the above table we conclude that there is no association
difference between the experience of the employees and the medical facility
satisfaction level as the significant value is greater than 0.05 So we accept null
hypothesis and reject alternate hypothesis.

36
4.4 CHI-SQUARE ANALYSIS:
Chi-Square test was used to find the relationship between the age and the stress towards
the work in the organisation.

HYPOTHESIS:
NULL HYPOTHESIS: There is no association between the age and the stress towards the
work of the employees.
ALTERNATE HYPOTHESIS: There is an association between the age and the stress
towards the work of the employees.

age * Stress towards work Crosstabulation

Count

Stress towards work

Yes No Total
Age 21-30 years 3 9 12
31-40 years 4 7 11
41-50 years 6 23 29
above 50 years 12 26 38
Total 25 65 90

Chi-Square Tests

Asymp. Sig. (2-

Value Df sided)

Pearson Chi-Square 1.450a 3 .694

Likelihood Ratio 1.468 3 .690

Linear-by-Linear Association .069 1 .792

N of Valid Cases 90

INFERENCE:
From the above analysis, we conclude that there is no association between the age and
the stress towards the work in the organisation as the significance value is greater than 0.05 so
we accept null hypothesis and reject alternate hypothesis.

37
4.5 PERCENTAGE ANALYSIS:

4.5.1 ANALYSE THE GENDER FACTOR OF THE EMPLOYEES WORKING IN

THE ORGANISATION

INFERENCE:

From the above analysis we conclude that 80% of the respondents are male and 10% of the
respondents are women. From this, we can infer that there are more number of male
respondents than female respondents.

38
4.5.2.ANALYSE THE HEALTH AND SAFETY MEASURES THAT ARE
IMPLEMENTED IN THE ORGANISATION.

INFERENCE:

From the above analysis, we conclude that 45% responds that the organisation is
implementing an excellent health and safety measures and 35% responds that the organisation
is good at implementing health and safety measures and 10% responds that the organisation
is implementing a moderate health and safety measures.

39
 4.5.3 ANALYSE WHETHER THE COMPANY HAS GIVEN THE PROPER
MEDICAL FACILITIES TO THE EMPLOYEES

INFERENCE:
From the above analysis we conclude that the respondents are satisfied with the
medical facility given by the organisation to the employees and some respondents are highly
satisfied with the medical facility given by the organisation to the employees.

40
4.5.4 ANALYSE WHETHER THERE IS A STREE TOWARDS THE WORK FOR
THE EMPLOYEES

INFERENCE:
From the above analysis we conclude that there is no stress towards the work for the
employees and some of the respondents have stress towards the work for the employees.

41
4.5.5 ANALYSE WHAT AGE GROUPS THE EMPLOYEES ARE WORKING IN
THE ORGANISATION

INFERENCE:
From the above analysis we conclude that the employees working in the organisation are
at the age groups of above 50 years.

42
4.5.6 ANALYSE THE MONTHLY INCOME OF THE EMPLOYEES WORKING IN
THE ORGANISATION

INFERENCE:

From the above analysis we conclude that the respondents monthly income is above
50000.

43
4.5.7 ANALYSE WHETHER THERE IS A REGULAR COMMUNICATION
BETWEEN EMPLOYEES AND MANAGEMENT ABOUT SAFETY ISSUES

INFERENCE:
From the above analysis we conclude that the 40% respondents agree that there is
a regular communication between employees and management about safety issues and
35% respondents strongly agree that there is a regular communication between employees
and management about the safety issues.

44
4.5.8. ANALYSE WHETHER THE WORK PLACE IS SUITABLE FOR THE
VISITORS

INFERENCE:
From the above analysis we conclude that 80% respondents respond that there is a suitable
work place for the visitors and 10% respondents respond that there is no suitable workplace for
the workers.

45
5. FINDINGS AND SUGGESTION:

5.1 FINDINGS:
 The respondents respond that 75% of the employees working in the organisation are
male and 15% of the employees working in the organisation are female.
 5% of the respondents say that they have no effective arrangements for communicating
health and safety matters; only 35% agrees that they have effective arrangements for
communicating health and safety matters; 30% highly agrees that they have effective
arrangements for communicating health and safety matters.
 25% of the respondents told that company is providing highly satisfied medical
facilities to the workers and 35% of the respondents told that company is providing a
satisfied medical facilities to the workers and 15% of the respondents told that the
company is providing a neutral medical facilities to the workers and 5% of the
respondents told that company is providing a dissatisfied medical facilities to the
workers and 5% of the respondents told that the company is providing a highly
dissatisfied medical facilities to the workers .
 80% of the respondents say that the work place is suitable for the visitors and 10% of
the respondents say that the work place is not suitable for the visitors.
 65% of the respondents respond that they have an up-to-date policy that highlights the
people and 25% of the respondents respond that they don’t have an up-to-date policy
that highlights the people responsible for the happenings.
 65% of the respondents respond that the health check-up is provided monthly by the
organisation and 5% respond that the health check-up is provided yearly by the
organisation and 19% of the respond that the health check-up is provided weekly by the
organisation an 1% of the responds that the health check-up is provided rarely by the
organisation.
 60% of the respondents respond that there is no stress towards the work for the
employees in the organisation and 30% of the respondents respond that there is stress
towards the work for the employees in the organisation.
 40% of the respondents say that the role of management is excellent and 35% of the
respondents say that the role of management is good and 15% of the respondents
 respond that the role of management in implementing health and safety is moderate.

46
RECOMMENDATIONS/ SUGGESTIONS
o The company have to provide effective arrangements to the workers for
communicating their health and safety matters.
o The management has to take necessary steps to reduce the stress level of the
workers.
o The management has to take necessary steps to reduce the stress level of the
workers. Orientation programmes can be conducted to make the workers to feel
that their work

o environment is safe to work.

o Proper training has to be given to the workers to avoid frequent accidents.
o Meditation practices can be given to avoid electric shocks, finger injuries etc.
due to lack of concentration.
o
o Safety committee has to be formed to monitor the health and safety issues.
o The company has to conduct the regular inspections to ensure higher level of
safety in the workplace.
o Cordial relationship has to be maintained between the management and the
workers to implement the health and safety policies and measures in a smooth
manner.

CONCLUSION:
It is revealed from the study that, the health and safety measures adopted in ASHOK
LEYLAND are provided to the workers according to the provisions of the factories Act. It
reveals that the awareness of the workers about health and safety in the workplace is
inadequate. Suitable ideas were suggested to avoid those accidents and to improve the health
and safety measures. The role of management in implementing health and safety in the
organization is very effective. Most of the workers were satisfied with the health and safety
measures adopted in the company. If the company implements effective disciplinary
procedures; it will help the company to go with their policies and also to maintain health and
safety in the organization.

47
BIBLIOGRAPHY:
Arun Monappa (1994); Industrial Relation (8th Edition)
K Aswathappa (2014); Human Resource Management (7th Edition); Mc Graw Hill Education.
Armstrong, M. (2004); Handbook of Human Resources Management Practice (9th Edition)
London: Kogan Page.

P. Subba Rao (2008); Essentials of Human Resource Management and Industrial Relations
(3rd Edition); Himalaya Publishing House.

Emmanuel I. Akpan (2011); Effective Safety & Health Management Policy for Improved
Performance of Organization in Africa: International Journal of Business & Management,
Volume 6, No. 3, pp. 159-165.

D.M. Yakubu & I. M. Bakri (2013); Evaluation of Safety & Health Performance on
construction sites : Journal of Management & Sustainability, Volume 3, No. 2, pp. 100-109.

Noor Aina Amrirah, Wan Izatul Asma, Shaladdin Muda & Aziz Amiri (2013);
Operationalisation of Safety culture to foster safety & health in the Malaysian Manufacturing
Industries: Asian Social Science, Volume 9, No. 7, pp. 283-289.

Collins Badu Agyemang, Joseph Gerald Nyanyofio & Gerald Dapaah Gyamfi (2014) ; Job
Stress, sector of work & shift work pattern as correlates of worker health & safety : A study of
Manufacturing company in Ghana : International Journal of Business & Management, Volume
9, No. 7, pp. 59-69.

Fariba Kiani (2014); Preventing injuries in workers : the role of management practices in
decreasing injuries reporting : International Journal of Health policy & Management, pp. 171-
177.

Joseph M Putti (1980); The management of securing and maintaining the workforce, S Chand
& Co Ltd. Ram Nagar, New Delhi.

48
 APPENDICES

“QUESTIONNAIRE ON A STUDY OF ENVIRONENT HEALTH

AND SAFETY: A STUDY OF SELECTED EMPLOYEES IN
ASHOK LEYLAND”

1. Age
a) below 20 years b) 20-30 years
c) 30-40 years d) 40-50 years
e) Above 50 years

2. Gender
a) Male b) Female

3. Years of Experience
a) 1-5 years b)6-10 years
c)11-20 years d) above 20 years

4. Monthly Income
a)10000-20000 b)20000-30000
c)30000-40000 d)40000-50000
e) above 50000

5. Are you aware of health and safety measures provided by your company?
a) Yes b) No

6. Are you satisfied with the overall medical facilities provided by the company?
a) Yes b) No

7. Rate the satisfaction level towards medical facilities provided by your company
Highly Satisfied Neutral Dissatisfied Highly
satisfied Dissatisfied
Medical
facilities
Routine
Check-up
First-aid
Medicine
supplied

8. There is a suitable ventilation and good environment in the work place

49
 a) Highly satisfied b) Satisfied
c) Neutral d) Dissatisfied
e) Highly dissatisfied
9. Is the work place regularly cleaned?
a) Yes b) No
10. There is a regular communication between employees and management about safety issues
a) Strongly agree b) Agree
c) Neutral d) Disagree
e) Strongly disagree
11. Do you have an up-to-date health and safety policy that highlights the happenings?
a) Yes b) No
12. Is your work place suitable for visitors?
a) Yes b) No
13. Are health and safety meetings held regularly?
a) Yes b) No
14. Do you have a drinking water facility available at your work place?
a) Yes b) No
15. Does the machines are maintained properly at your work place?
a) Yes b) No
16. How often the company provide health check-up for employees?
a) Yearly b) Monthly
c) Weekly d) Daily
e) Rarely
17. Do you have any stress towards work?
a) Yes b) No

18. The role of management in implementing health and safety measures?

a) Very excellent b) Excellent
c) Good d) Better
e) Poor

50