1.

1 Introduction to Quality of Work Life (QWL):

Dissatisfaction with working life affects the workers some time or another,
regardless of position or status. The frustration, boredom and anger common to
employees can be costly to both individuals and organisations.
Managers seek to reduce job dissatisfaction at all organizational levels,
including their own. This is a complex problem, however, because it is difficult to
isolate and identify the attributes which affect the quality of working life.
Profitability of a company is linked to satisfaction of its work force. A
company that does not measure and improve employee satisfaction may face
increasing turnover, declining productivity and limited ability to attract and retain
qualified replacements.
Employee satisfaction and quality of work life directly affect company’s
ability to serve its customers. Efforts towards QWL measurement help in efficient
and effective allocation of resources to enhance productivity and stability of the
workforce.
It leads to:
i. Positive employee attitudes toward their work and the company.
ii. Increased productivity and intrinsic motivation.
iii. Enhanced organizational effectiveness and competitive advantage.
Quality of work life involves three major parts:
1. Occupational health care:
Safe work environment provides the basis for people to enjoy his work. The
work should not pose health hazards for the employees.
2. Suitable working time:
Companies should observe the number of working hours and the standard
limits on overtime, time of vacation and taking free days before national holidays.
3. Appropriate salary:
The employee and the employer agree upon appropriate salary. The
Government establishes the rate of minimum salary; the employer should not pay
less than that to the employee. Work represents a role which a person has designated
to himself. On the one hand, work earns one’s living for the family, on the other
hand, it is a self-realization that provides enjoyment and satisfaction.
Work-Life Quality — defined, as the balance between an employee’s work
demands and outside interests or pressures — is a long-standing but ever-evolving
area of corporate social responsibility. Some organizations view QWL as important,
but do not formally link it to their strategic or business plans.

1.2 INDUSTRY PROFILE

Gloves are of great antiquity and their story goes back to prehistoric times.
They were worn by cavemen to protect their hands and took the form of bags
resembling a primitive type of mitten-a glove with fingers and a gauntlet covering
the forearm.
A glove (Middle English form Old English golf) is a type of garment which
covers the hand of a human. Gloves have separate sheaths for each finger they are
called thumb; if there is an opening but no covering sheath for each finger they are
called “fingerless gloves”. Fingerless gloves with one large opening rather than
individual openings for each finger are sometimes called gauntlets. Gloves which
cover the entire hand but do not have separate finger openings or sheaths are called
mittens. Mittens are almost always warmer than gloves made of the same material
because finger maintain their warmth better when they are in contact with each other.
As well, the reduced surface area means that there is less heat loss. Gloves were
created by North Haibach.

There is also hybrid of glove and mitten which contains open-ended sheathes
for the four fingers (as in a fingerless glove, but not the thumb) and also an additional
compartment encapsulating the four fingers as a mitten would. This compartment
can be lifted off the fingers and folded back to allow the individual fingers ease of
movement and access while the hand remains covered. The usual design is for the
mitten cavity to be stitched onto the back of the fingerless glove only, allowing it to
be flipped over (normally held back by Velcro or a button) to transform the garment
from a mitten to a glove. Andrew Head can transform from a mitten to a glove as
well.
Gloves can serve to protect and comport the hands of the wearer against cold
or heat physical damage by friction, abrasion or chemicals, and disease; or in turn to
provide a guard for what a bare hand should not touch. Latex, nitrile rubber or viny
1 disposable gloves are often worn by health care professionals a hygiene and
contamination protection measures. Police officers often wear them to work in crime
scenes to prevent destroying evidence in the scene. Many criminals also wear these
gloves to avoid leaving fingerprints, which makes the crime investigation more
difficult.
1.2.1 Fingerless gloves
Fingerless gloves (or glove letters also known as globs in some parts of East
Yorkshire) are garments worn on the hands which resemble regular gloves in most
ways except that the finger columns are half-length and opened, allowing the tops of
the wearer’s finger to emerge through.
Fingerless gloves are often padded in the palm area, to provide protection to
the hand, and the exposed fingers do not interfere with sensation or gripping. In
contrast to traditional gloves, often worn for warmth, fingerless gloves will often
have a ventilated back to allow the hands to cool; this is commonly seen in
weightlifting gloves.
Fingerless gloves are useful for bakers and where dexterity is required that
gloves would restrict. These gloves are not particularly used in cold weather, as the
exposed finger numbs. Cigarette smokers and church organists often use fingerless
gloves. Some gloves include a gauntlet that extends partway up the arm. Cycling
gloves for road racing or touring and usually fingerless.
Fingerless gloves are also worn by bikers as a means to better grip the
handlebars, as well as by state boards and rollerblades, to protect the palms of the
hands and add grip in the event of fall. Some anglers particularly fly fisherman, favor
fingerless gloves to allow manipulation of line and tackle in cooler conditions.
Fingerless gloves are usually leather and have a distinct appearance. Much
like rocker, jackets, they are sometimes worn by people who wish to display a certain
sense of rebellion, recklessness, “toughness” or general disregard for the standards
of society as. Michael Jackson, would wear a single glove on one hand leaving the
other hand gloveless.
Glove have been made of many materials including cloth, knitted or felted
wool, leather, rubber, latex, neoprene, and metal (as in mail). Modern gloves made
of Kevlar project the wearer from cuts. Gloves and gauntlets are also integral
components of pressure suits and spacesuits such as the Apollo/Skylab A7L which
went to the moon. Spacesuit gloves must combine extreme toughness and
environmental protection with a degree of sensitivity and flexibility if he astronaut
is to do any manual work.
Gloves appear to be of great antiquity. According to some translations of
Homer’s The Odyssey, Laertes is described as wearing gloves while walking in his
garden so as to avoid the brambles. (Other translations, however, insist the Laertes
pulled his long sleeves over his hands). Herodotus, in The History of Herodotus (440
BC). Tell how Leotychides was incriminated by a glove (gauntlet) full of silver that
he received as a bribe. Among the Romans also there are occasional references to
the use of gloves. According to Pliny the Younger (ca. 100). His uncle’s shorthand
writer wore gloves during the winter so as not to impede the elder Pliny’s work.
During the 13th century, gloves began to be worn by ladies as a fashion ornament.
They were made of linen and
silk, and sometimes reached to the elbow Such worldly accoutrements were not for
holy women, according to the thirteenth century Ancrene Wisse, written for their
guidance. Sumptuary laws were promulgate to restrain this vanity: against samite
gloves in Bologna, 1294, against perfumed gloves in Rome, 1560.
A paris corporation of guild of gloves (gantiers) existed from the thirteenth
century. They made them is skin or in fur.
It was not until the 16th century that they reached greatest elaboration,
however, when Queen Elizabeth I set the fashion for wearing them richly
embroidered and jeweled, and for putting them on and taking them off during
audiences, to draw attention to their beautiful hands. In Paris, the gentiers became
gantiers perfumers, for the scanted oils, musk, ambergris and civet, that perfumed
leather gloves but their trade, which was an introduction at the court of Catherine de’
Medici, was not specifically recognized until 1656, in a royal brevet Makers of
knitted gloves which did not retain perfume and had less social cachet, were
organized in a separate guild, of bonnetiers century. Kitted gloves were a refined
handiwork that required five years of apprenticeship; defective work was subject to
confiscation and burning.
Glove which cover the entire hand but do not have separate finger openings
or sheaths are called mittens. Generally, mittens still separate the thumb from the
other four fingers. They are mostly wooly, and many of them have different colors
and designs.
Not much is known about the origin of mittens. However, one account has it
that mittens were invented by George Washington during his winter encampment at
Valley Forge 1777-1778. When his troops complained of cold hands, he gave an
order to use what little, cloth his army had by making a “a standard glove, which,
when made without fingers, shall cover the entire hand. “The mittens were made
quickly, and sustained the continental army throughout the rest of the winter.
Recently, a pair of mittens from the Valley Forge campaign was sold at an auction
for just under $55,000. Mark Twain wrote, “George Washington invented mittens
just before the chopped down the cherry tree.”
Embroiders and jeweled gloves also formed part of the insignia of emperors
and kings. Thus Matthew Paris, in recording the burial of Henry II of the England in
1189. Mentions that he was buried in his coronation robes with a golden crown in
his head and gloves on his hands. Gloves were also found on the hands of King John
when his tomb was opened in 1797 and on those of King Edward I when his tomb
was opened in 1797 and on those of King Edward I when his tomb was opened in
1774.
Pontifical gloves are liturgical ornaments used primarily by the pope, the
cardinals, and bishops. They may be worn only at the celebration of mass. The
liturgical use of gloves has not been traced bayonet the beginning of the 10th century,
and their introduction may have been they were adopted as part of the increasing
pomp with which the Caroling ton bishops were surrounding themselves. From the
Frankish kingdom the custom spread to Rome, where liturgical gloves are first heard
of in the earlier half of the 11th century.
 Latex Gloves, ubiquitous in surgery and forensics, were developed, by the
Australian Ansell company. It is also widely believed that vailla essence can preserve
gardening gloves during winter (and spring) months. The fabrics include: rubber,
cotton, wool and plastic.
In England after the Norman Conquest, royalty and dignitaries wore gloves
as a badge of distinction. The glove became meaningful as a taken; it became custom
to fling a gauntlet at the feet of the adversary, thereby challenging his integrity and
inviting satisfaction by duel. The glove to challenge personal battle became, and
remained, an integral part of English Law for 800 years. It was a right any free man
could clam.
In the 12th Century gloves became a definite part of fashionable dress. During
the reign of Queen Elizabeth I, no well-dressed woman would appear in public
without them, Gloves were becoming more accessible to the common people and
their popularity grew.
In the 16th and 17th Centuries gloves were extravagantly ornamented; they
were of leather, linen, silk or lace and were jeweled, embroidered, or fringed. After
the 17th Century however, the emphasis was on proper fit, and gloves became less
ornamental.
Gloving centers began to develop on a wide scale from the 14th and 15th
centuries onwards. By the 17th Century, London had become the hub of the glove
trade on which apprentices and journeymen, seeking a wider experience, converged.
Although their craft had been protected against foreign imports, from the
reign of Edward IV in 1462, controls became less stringent, and in 1826 the barrier
against imports was swept away in favor of the 19th Century Philosophy of free trade.
The freeing of trade had detrimental effects on the workers and their masters.
Between 1826 and 1866, the number of masters declined rapidly from 120 to only
40. The great War brought an expanding engineering industry to the city and with its
higher earnings permanently altered the labour situation.
In the early part of the 19th Century, the methods practiced in the glove
industry were little different from those pursued for hundreds of years. There was a
greater use of capital and division of labour between who dressed and leather and the
women who sewed them. By the middle of the 9th Century the methods began to
change.
The most significant of these was the establishment of glove sizes and
method of cutting, which was devised by a French Master glover, Xavier Jouvin
(1800-1844). He made use of uniformly proportioned knives, graded for size, giving
a constant shape for the makers and establishment a reliable fit.

Formerly, gloves were regarded as contingency merchandise. To find a pair,

which fitted adequately, one had to try on several gloves. Now every hand could
easily find the pair for its size. Jouvin’s idea benefited from the development of high-
grade steel for the knives and the creation of the hand lever.
After the Great War, the development of the engineering industry with its
higher wages attracted young labour away from the traditional employer. The
problems were compounded by the large-scale imports of foreign made gloves,
which were sold at process below the cost of production in the UK. World War II
bought about further decline which has continued to the present day.
The wearing of gloves as a woman’s fashion accessory fell out of favour in
the latter decades of the 20th century. During the glove’s heyday in the 1950s. glove
length was dictated by the time of day. Ladies gloves for formal and semi-formal
wear com in three lengths for women: wrist (‘matinee’ length), elbow, and opera or
full-length (over the elbow, reaching to the biceps).
Numerous countries have undergone rapid transitions in their economic
environments. Yet, little is known about firms’ responses to such transitions. We use
field.
Collected data to study the evolution of eighteen large and diversified
business groups in Chile (1987-1997) and India (1990-1997). The chosen periods
correspond to significant deregulation in the primary markets in both countries.
Conventional wisdom suggests that the intermediation rules played by business
groups ought to decrease during these periods.
However, we find an increase in group scope, an increase in the strength of
the social and economic ties that bind together group firms, an increase in self-
reported intermediation attempts by the groups, and some evidence that these actions
are associated with improvements in accounting and stock-market performance of
the group affiliates. We suggest that the slow development of market intermediaries,
in a manner suggested by institutional economics, and the attendant lack of reduction
in transaction costs in primary markets, can explain thee findings.

Tamil Nadu has nevertheless over the years lost considerable ground and
many opportunities. This paper attempts to understand the factors underlying the loss
of dynamism of Tamil Nadu’s industrial economy.
The most expensive are full-length gloves custom-made of kid leather. Satin
and stretch stain materials are extremely popular and there are mass varieties well
within the average budget.
1.2.2 Standards
There are a number of different European standards that relate to gloves.
These include:
 BS EB 388 – Mechanical hazards including Abrasion, cut, tear and puncture.
 BS EN 374 –2- Microorganisms
 BS EN 374 –3 - Chemicals
 BS EN 420 – General requirements for gloves includes sizing and a number
of health and safety aspects including latex protein and chromium levels.
 BS EN 60903 – Electric shock
 BS EN 407 – Heat resistance
 BS EN 511 – Cold resistance
 BS EN 11149 – Antistatic
Nowadays, most fashion gloves (except for fingerless gloves) are relegated to
formal wear. Many girls still wear gloves as part of “dressy” outfits, such as church
on Easter Sunday. Long gloves are very common accessories for teenage girls
attending formal events such as prom, cotillion, or formal banquets. In addition,
elbow-length gloves are almost ubiquitous were ladies at weddings and debutante
balls.
Gentleman only wear fashion gloves on the most formal of occasions. This
is somewhat subjective, as men also may wear “fashion” gloves outside of whit tie
occasions. Some find it to be in personal style, to project their hands from allergens
and germs, or to remove themselves from physical contact.

Today gloves are made around the world. Most expensive women’s fashion
gloves are still made in France, with some made in Canada. For cheaper male gloves
New York State, especially Gloversville, New York is still a world centre of glove
manufacturing. More and more glove manufacturing is being in East Asia, however.

1.3 COMPANY PROFILE

Situated in the States of Kerala and Tamil Nadu in India, Kurian Abraham
Private Limited(KAPL) is part of the Ooppoottil Group of companies. The
Ooppoottil Group ventured into the field of rubber plantations in 1945 with the
setting up of the Velimalai Rubber Co. Ltd.

The late Mr. Kurian Abraham started Kurian Abraham Private Limited as
a proprietary concern in the year 1955. The firm was engaged in marketing latex. In
1958 a factory was set up for processing latex. Today we are the largest processors
of centrifuged latex in India with an output capacity of 100 metric tones per
day. Expansion did not stop with just processing latex.

In 1986 the company ventured into the field of technically specified natural
rubber to process ISNR 20 (Internationally known as SMR 20). In 1989 a factory
was set up to manufacture surgical gloves and other forms of latex gloves. We take
pride of place as one of the leading manufacturers and exporters of latex based range
of surgical, examination, gynecological,industrial and household gloves. Besides
capturing a major market share in India, our gloves are exported to USA, Europe,
South America, Middle East and Africa. The new millennium has seen Kurian
Abraham Private Limited embark into the field speciality grades of pre-vulcanised
lattices. We have a technical collaboration with the internationally acclaimed
Revertex of Malaysia to produce and market their superior grades of pre-vulcanised
lattices in India.
Latex
The late Kurian Abraham, set up a centrifuging plant with an early model of the
De-Laval latex separator (L 779) imported from Denmark having a total output
capacity of 2055 kgs. It was among the first plants set up for standardized latex
concentrates in India that adhered to strict technical specifications. And, since then,
Kurian Abraham Private Limited (KAPL) has only grown. Kurian Abraham Private
Limited now boasts 30 state-of-the-art Alfa Laval centrifuging machines (LRB 610)
with a capacity of 100 metric tones per day translating into 3000 tones per month, a
formidable leap from its modest beginnings of a 200 tones per month capacity.
It has manufacturing facilities in Nagercoil in the Kanyakumari District of
Tamil Nadu and in Idukki District in Kerala while its 50% joint venture with the
Kottanad Plantation in Calicut handles all the latex processing for North
Kerala. Another noteworthy achievement of KAPL has been its foray into the global
market. The company's latex, sold under the KA Latex brand not only has a
significant share in the Indian market but is also exported to countries across the
world such as the US, Europe, South America, Turkey and Sri Lanka.

Environment
Active policies of environment friendly practices are followed, involving
employee training, resource conservation and material control. Effluents from the
latex plants and the glove plants are thoroughly processed and converted into usable
water. Part of this cleaned water is recycled for the factory operations and the rest is
used for irrigation at our vegetable farms situated within the factory premises. A
series of gasifiers have been installed to meet the energy requirements, for reducing
the dependence on non-renewable sources and for minimizing the toxic emissions.

Quality Policy
“To achieve customer satisfaction and improved business results, we are
committed to supply our products conforming to requirements of end-users and
society and continually improve the effectiveness of the quality management
system”
 The quality management established to ensure that the product consistently
meets customer as well as statutory and regulatory requirements applicable to
medical devices and related services.
Tom management is committed to develop, implement and maintain the
quality management system as well as continually improve its effectiveness. This is
achieved by communicating the importance of meeting customer as well as statutory
and regulatory requirements through training program and internal communication.

Quality objectives related to the quality management system are established

at organizational level as well as relevant functional levels.
The quality objectives established are received by managing director and
during management reviews to ensure that the objectives are adequate and
appropriate to the activities of the organization.
The quality objectives are updated or revised in accordance with the
achievement and changed customer requirements.
The organization chart is developed to established interrelation of all personal
who mange, perform and verify work effecting quality. Management to KURIAN
ABRAHAM has delegated authority and organizational freedom to carryout the
activities for which they are responsible.
The infrastructure needed to achieve conformity to product requirements is
identified and recorded in the resource plan. All the infrastructure including
buildings, utilities, process machines, inspection devices, standards and cods,
software and supporting services identified are proved.

FOUNDER PROFILE:

Mr. Kurian Abraham

 Hardly any company in India can claim the tradition and leadership of the
Ooppoottil Group in the field of latex processing and latex gloves production. The
group today has two feathers in its cap. India's largest latex concentrate processor
and the country's largest latex gloves producer. The trajectory of this exuberant
growth rising from the scratch to the zenith is exciting by any count.

The late Kurian Abraham, father of Mr. A Kurian, the present Managing
Director of Kurian Abraham Private Limited, set up a centrifuging latex plant with
an early model of the De-Laval latex separator (L 779) imported from Denmark, the
daily output of which was only 2,055 kg. This set in motion supply of standardised
latex concentrate from the estate sector of India with technical specifications.

Product profile
Pre-Powdered
Surgicare
Latex surgical gloves Surgicare low pro
Kaltex

Powder free
Surgicare Plus
Latex Examination Pre-Powdered sterile and non-sterile
Power free sterile and non-sterile
Speciality Gloves

Latex Polymer Coated Glove Surgicare Prmier

Micro Surgical Gloves Surgicare Micro
Orthopedic Gloves Surgicare Ortho Pre-Powdered
Surgicare Ortho Powder free
Latex Double Glove Surgicare Dual
Latex Under Glove Surgicare Under Glove
Gynecological gloves Surgicare Gynecological Powder free and
Pre-Powdered
High Risk Gloves Surgicare High Risk Ambidextrous
Neoprene surgical Gloves Surgicare Neoprene
Co-polymer Gloves Surgicare Copolymer

Production department:

The manufacturing environment and process has been designed to achieve

the critical in built quality that is necessary in MEDICAL DEVICE requirements.

The factory has a clean dust free, manufacturing environment. The plant is
completely closed and the factory has controlled exit and entry points with positive
air filtered system for the manufacture of a MEICAL DEVICE. This ensures that
the gloves are uncontaminated with a low bio burden.

Objectives:

 Increase the production by 5% within a year;

 Maximize the use of resource with loss and reduce the wastage
 Manufacturing Information
Flow Chart (Pre-Powdered Gloves)

RAW MATERIAL
QC ACCEPTED

Cleaning Coagulant Chemical Lubricant

Solution Preparation Dispersion for Preparation
Compounding

Qc Qc Qc Qc
Acceptance Acceptance Acceptance Acceptance

Latex Compounding

Qc
Acceptance

Former Former Coagulant Coagulant Latex Partial Pre- Air

Cleaning Pre Dry Dip Drying Dip Latex Leaching Dry
& Rinse Dry

100%
Inspection

Sterilizati Stripping Post Lubricant Post Cur

Packing Tumble
on AQL heater solution leaching ing
drying
Acceptanc
e

Sterile Non-Sterile

QA
Stripping
In-House Compounding
Carefully selected Non-Toxic Rubber Chemicals with safe levels of
concentration are used for the processes. The compounded latex is further clarified
to remove excess chemicals if any. All raw materials used are quality Assurance
inspected and only materials of the highest standards are used.
Pre-Leach, Vulcanizing, Post Leach:

The beaded gloves are Pre-: Leached in 80ft. of treated hot water to wash off
non rubber particles and chemical residues that could otherwise remain on the glove
and can cause allergic contact dermatitis. The water used in the leaching tanks are
treated to prevent bacterial contamination and heated to improve leaching efficiency.
The system includes four Pre-Leach tanks of hot flowing water which are constantly
monitored to meet required parameters.
The gloves are properly vulcanized to ensure best physical properties and to
reduce moisture content. It is Post-Leached again in 60ft. of hot following water at
70 80OC. This washes off much of the extractable Water soluble Latex Protein,
Residual Chemicals and other non-rubber particles.
To offer you the best Bio-Compatible Gloves, with Pre and Post Leaching
process, the consumption is over 150000 liters of bacteria treated water every day.
Extensive Pre-Leaching Post-Leaching and vulcanizing are some of the critical
measures taken to offer you a safer glove.

Powdering / Stripping:

Only imported, U.S.FDA approved Bio-Absorbable Dusting Power USP is

used to powder the gloves. The powder in the tanks are closely monitored and
controlled for bacteria build up and protein content. The powder content on the glove
is monitored to keep within levels as per standards of ASTM D-3577.
Vulcanizing / Tumbler:

To reduce powder content in gloves to less than 15 g/dm2 and reduce moisture
level to less that 0.75% the gloves are tumbled in a validated process cycle with
temperature and time critically controlled.
High powder content and moisture can result in Microbial Growth, causing
discoloration and unpleasant order.
High powder content and moisture can result in Microbial Growth, causing
discoloration and unpleasant order.
Powder Free Gloves
 The powder free gloves are processed in a special, separate area. To produce
powder free gloves, the pre-powdered gloves are washed, chlorinated, Neutralized,
Rinsed and Dried. The extractable latex protein content of these gloves is less than
50 g/dm2.
Our plant also has the facility to make polymer coated powder free surgical
gloves on line which has a better donning facility.

Quality Control:

In addition to Watertight Test, each batch of glove is electronically tested fro

microspores. Even though the controlled production produces gloves with less 1%
penholders 100% inspection is being done, involving over a 100 skilled and trained
personnel to offer you a defect free glove with factory A.Q.L of less than 0.65, a as
against International Norms of 1.5.
Our glove is electronically tested for micro pores. This kind of electronic
testing detects micro pores that otherwise might hot be datable during watertight and
airtight test.
The well equipped laboratory has all the facilities and equipment to test
quality of raw materials, physical properties of gloves and protein content of gloves
using a Spectrophotometer. Estimation of protein is done for every batch of gloves,
as per ASTM-D5712 using Modified Lowry Method. The in-house Microbiological
Laboratory also monitors Bio-Burden level and sterility. The laboratory is equipped
with laminar air flow cabinet and is manned by trained and skilled microbiologists.

Packing:

A separate building is engaged for housing the packing section into which
only Quality Control passed gloves are allowed to enter. Packing Section is clean
and dust free with positive pressure filtered air system with controlled exit and entry
points. It is kept clean and fumigated at regular interval so to ensure low bio-burden
level.
State-of-the-art packing Machines are installed for wall ting, pouching and
sealing the gloves automatically thereby reducing human contact with the gloves to
minimum. The wall ting machines prints and folds the wallets in-house thereby
reducing contamination.
 The pouching machine is specially designed for automatic packing of gloves.
It incorporates skip sealing, photo electric cell for registration as well as a
flexography system for printing of batch and other manufacturing details.
Moreover, the pouching machines ensure an aesthetic packing system and
the integrity of the pouches. The entire process is done in a controlled and clean
environment. The end result-very little chance of contamination and a great degree
of hygiene. The packed gloves are one again quality assurance and passed for
sterilization.
Sterilization:

State-of-the-art P.L.C controlled E.T.O. Sterilization plants with a double

door system are installed which is validated to EN 550 Norms. Each process cycle’s
efficiency is ensure that residual E.O. on the glove is low.
The carefully selected packing material used ensures that it is suitable to
permit E.O. sterilization and maintain sterility during transit and storage for the shelf
life of the product. The sterilized gloves are tested for sterility in the in-house Micro
Biological Laboratory.
The finished goods are cleared by Quality Control Department and Quality
Assurance and undergoes consignment Audit which includes.
 Correctness of quality, type and sizes as per order
 Correctness in pairing
 Correctness of stamping particulars
 Correctness of pacing materials
 Correctness of making on pouch / box
 Conformance of specifications of the relevant grade of gloves
 Compliance to all previous inspection and test requirements.
 Only the gloves which pass the specifications are transferred to the
warehouses for shipment.
Human resource department:

Here there are 500 workers tactfully doing their work. They are skilled and
technically qualified. Quality discipline is expected from all workers in their dress,
behavior and cleanliness.

Admin &
Personnel Dept

Electrical
Mechanical Stores/Store
maintanance/Ele
maintenance keeper
ctrical supervisor

Objectives:

 To offer equal opportunities to employee to realize his/her full

potential.
 To select right person for the right job.
 To keep all channels of communication open and encourage formal
communication.
 To promote co operation and team spirit among the employees.
Functions:

 The personnel officer is the head of department

 He co ordinate the training activities and controls the training
records.
 Personnel officer is responsible for administration function.
 Electrical supervision is responsible for electrical maintenance and to
upkeep of records
 He approves new equipments/machines etc…
  Mechanical supervisor is responsible for mechanical maintenance
and upkeep of records .
 Store keeper is responsible for store in the chemical and raw latex
material.
Role of personnel manager :

 Personnel role( requirement , training and development).

 Welfare role ( personnel & organization problems, canteen & transport
facilities, counseling, motivation and leadership);
 Clerical role.
Welfare of the workers:

 The company provided bus facilities to their employees.

 Facilities for storing and drying clothes during the working hours.
 Tea is supplied the workers at the time of interval.
 Safety measures are given the workers during work (helmet, gloves etc….)
to protect themselves from allergy;
 A room with water facilities is provided for the employees to have lunch
and rest.
 Training is given to the workers for first aid.
 Medical facilites and fees are paid for employees if he/she with and
accident inside the company.
Clerical role:

 Personnel manager is responsible for time keeping procedure and

administration of salary and wages of the organision.
 He establish a man & machine relationship.
Pension:

The employees receives the amount of pension after his/her retirement. In

kurian Abraham (p) limited 10% to 12% is given as employee contribution.
Bonus:

The term bonus is an extra payment to the workmen over and above their
normal wages. ESI benefits are provided and employees; its main objectives is to
maintain frame peace and harmony between labour and capital by allowing the
employees in recognition of the establishment reflected by the contribution made by
the capital management and labour 20% bonus is given to the employees.

Incentives:

Incentives are variable rewards granted to employees according to the

variations in their performances. Incentives are a point of motivational factor that is
imparing of incentives to the workers for higher productivity and production.

Advantages:

 Reduce supervision .
 Better utilization of equipment.
 Reduce scrap.
 Reduce absenteeism and turnover.
 Increase output.

Types of incentives:

 Production incentives- it is paid on the basis of time and piece rate.

 Attendances incentives- it paid to the employees daily if he /she is
present.
Training:

Types:

 On the job training.

 Apprentice training.
 Induction training.
 Self development training.
Duties of a HR manager is

 Recruitment .
 Training of workers.
 Performance appraisal.
 Wage administration .
 Promotion/demotion.
 Incentives.
 Workers welfare
Finance department:

The finance department is responsible for the financial functions and

activities of the company . it include preparation of budget. Appropriation of
accounts, re-appropriations, surrender and savings, control of expenditure and ways
& means position. Audit treasury administration taxes.

One of the major roles of the finance department is to identify appropriate

financial information prior to communicating this informantion to managers and
decision makers, in order that they may make informed judgements and decisions.

Finance also prepares financial documents and final accounts for managers
to use and for reporting purposes.

General manager is in charge for this department. He is responsible for

arranging term loans for purchasing of capital goods and short term loans for meeting
the working capital needs.

Objectives:

 To improve the financial performance of the concern.

 To find out the sourcs of finance for the functioning of the concern.
 To maintain a balance between the assets and liabilities that is to maintain
proper liquidity position.
 To improve the goodwill of the company by applying the finance properly
and prompt repayment of the loans.
  To attain the goals of profit maximaization and wealth maximaisation.
Sources:

The company has borrowed Rs. 1 crore from SBI.

Accounts department:

 To maintain accounts properly.

 To enter each and every transaction in the respective books.
 The head office maintains all the accounts of the units to find out the total
company profit.
 To help the finance department ot arrange for funds.
 To help at the time of auditing with proper accounting records.
 To pay out the taxes properly.
Procedure:
 Transaction

Entry book

Subsidiary book

Ledger

Trial balance

Trading Profit and loss account

Balance sheet

Quality control department:

 Lab incharge

Shift Chemist

Lab Assistant

Workers

Objectives:

 Reduce the consumptions of rubber per price of production by 5%

within a year.
 Reduce the maintenance cost of thermic-fluid heater by 5% within
a year.
 Reduce the rate of defeat by 10 % from the current level.
 Improve on time delivery to 85%.
Function:

 Receiving inspection.
 In process inspection.
 Final inspection.
Purchase department:

Managing director/purchase manager is responsible to authouize the

master list of purchased item;

 Import manager responsible for purchasing by importing.

  Purchase manager is responsible for purchasing of raw material and other
items from domestic source.
 Factory manager receives purchase requisition from store for purchase of
production material, maintenance and testing related materials,accessories
& spares.
Stores department

Purpose:

To systematic the receiving , storage, preservation and issue activities;

The received item are identified “ under best” marking / labels. Only products
cleared by quality control/ mechanical maintenance/ electrical maintenance are taken
into stock register. The received and accepted products are stored as per storage plan.

Sales department:

Objectives:

 On time delivery.
 Customer satisfaction.

Types of sales:

 Direct sales (direct to customer)

 Dipot sales (distributor).
 Export sales (direct and indirect sales)
South African countries—Tanzania,zambia, Kenya and also to sri lanka by kottayam
office.
Marketing department:

Structure:

Managing
director

Marketing
Head

Head sales

Export Domestic
marketing marketing

Objectives:

 To identify new markets for their existing product.

 To give better service to customer by reducing response time for enquires

Responsibility for marketing manager:

 To handle customer complaints.

 Market development and introduction of products to prospective customer.
 Obtain customer feedback.
 Prepare contract review, check list etc…
Authority of the marketing manager:

 To fix target for distributors/dealers.

 To approve distributors/dealers.
 Control of customers supplied products
Customer profile:
1. Bangalore Assisted Conception Centre
2. Bangalore Baptist Hospital
3. Bapuji Dental College Hospital, Davanagere
4. Bapuji Hospital Davanagere
5. Davanagere Heart Hospital, Davanagere
6. Columbia Asia Hospitals Pvt. Bangalore
7. Hosmat Hospital
8. Kasturba Hospital, Manipal
9. KLE Hospital, Belgaum
10. Manipal Hospital
11. M.S. Ramaiah Memorial Hospital
12. Narayan Hrudayalaya
13. Narayan Netralaya
14. St. Marthas Hospital
15. St, John's Medical College Hospital, Bangalore
16. Workhadt Hospital Pvt. Ltd.
17. Bharath Earth Movers Ltd. Bangalore
18. Nimhans Hospital, Bangalore
19. HAL Hospital, Bangalore
20. Kidwai Memorial Inst. Of Oncology
21. Holdsworth Hospital, Mysore
22. Bharath Serums and Vaccines Limited
23. Bhaba Atomic Research Centre
24. BARC Hospital
25. Cipla Ltd
26. Dr. Reddy's Laboratories
27. Glaxo Smithkline Pharma Ltd.
28. Godrej Memorial Hospital
29. K.J. Somayia Hospital and Research Centre
30. Nuclear Power Corporation Of India Ltd.
31. Pfizer Ltd
32. Reliance Life Science Pvt. Ltd.
33. Specialty Ranbaxy Ltd.
34. Metro Cash and Carry
35. J.K.White Cement
36. Grassim Industries Ltd.
37. TATA Ryerson Ltd.
38. Vikram Sarabhai Space Centre
39. MAHYCO Seeds Ltd.
40. Namdhari's Fresh
41. Nilgiris
42. Suretex Prophylactics India Ltd. (Ansell group)
43. TTK-LIG Ltd.
44. Hindustan Latex Ltd.
45. Kurlon Ltd.
46. Metropoli Overseas Ltd.
47. Carpet International Ltd.
48. Mayor & Co.
49. Shree Rubber Industries (P) Ltd.

50. Textile Rubber & Chemical Ltd.

51. Travencore Mat and Matting Company
52. Phoenix Yule Pvt Ltd.
53. Fenner (India ) Ltd.
54. Sundaram Auto Rubber Products
55. TVS Shri Chakra Tyres
56. Emerald Tyres
57. Bell Healthcare

58. Bombay Balloons

59. Cephas Medicals Pvt. Ltd.
60. Deogiri Latex Pvt. Ltd.
61. Enkay Rubber Company Pvt. Ltd.
62. Healthcare Products Ltd.
63. Helix Latex Industries
64. Paradise Rubber Industries
65. Rubek Balloons Pvt. Ltd.
66. Safeguard Contraceptives Pvt. Ltd.
67. Sisco Latex Pvt. Ltd.
68. Teleflex Medical Pvt. Ltd.
69. Dabur India
70. Haldia Petrochemicals Ltd.
71. Mitsubishi Oil Corporation
72. TATA Mines
73. Pune Municipal Corporation

Certification and Achievement:

Head of our group Mr. A. Kurian accepting CAPEXIL's Special Export

Award from the Honourable Minister for Finance Mr. P. Chidambaram
A total growth rate of more than 5000% has been achieved in our operations.
Our state of the art factories integrates all modern machinery, thus allowing us to
become a world leader in manufacture of latex surgical gloves.
Certificate of Merit for Exports for four consecutive years was awarded to
us by CAPEXIL. Our exemplary export performance has been recognized by the
Government of India and we have been awarded The Special Export Award for two
consecutive years by CAPEXIL . We have also been given Star Export House
Status by the Indian Government. This speaks for the company's commitment to
produce a Quality product. Stringent Quality Standards have earned the prestigious
ISO 9001:2000 and CE Certification along with ISO-13485:2003 (certification of
quality management systems, specifically for medical devices). We are also
registered with U.S.FDA (510K) and have the India Bureau of Standards' ISI
Certification.
The products are accepted the world over and a few of the countries it is
registered in are: U.S.A. AUSTRALIA, EUROPEAN UNION, HUNGARY,
POLAND, ROMANIA, LITHUANIA, COSTA RICA, COLOMBIA, ECUADOR,
BRAZIL, CHILE and MEXICO.
We have been directly audited by the U.S. F.D.A. & our systems & practices
have been found to be in compliance.
1.4 Factors affecting quality of work life:

Job satisfaction:

Job satisfaction is the favorable or unfavorable with which employees view their
work. As with motivation, it is affected by the environment. Job satisfaction is
impacted by job design. Jobs that are rich in positive behavioral elements – such as
autonomy, variety, task identity, task significance and feedback contribute to
employee’s satisfaction. Likewise, orientation is important because the employee’s
acceptance by the work group contributes to satisfaction. In sort, each element of the
environmental system, can add to, or detract from, job satisfaction.

Pay: Quality of work life is basically built around the concept of equitable pay. In
this days ahead, employees may want to participate in the profit of the organization.

People: Almost everyone has to deal with three set of people in the work place.
Those are namely boss, co-workers in the same level and subordinates. Apart from
this, some professions need interaction with people like patients, media persons,
public, customers, thieves, robbers, physically disabled people, mentally challenged,
children, foreign delegates, gangsters, politicians, public figures and celebrities.
These situations demand high level of prudence, cool temper, tactfulness, humor,
kindness, diplomacy and sensitiveness.

Health conditions of employees:

Organisation should realize that their true wealth lies in their employees and so
providing healthy environment for employees should be their primary objective.

Personal and career growth opportunities:

An organization should provide employees with opportunity for

personal/professional development and growth and to prepare them to accept the
responsibilities at higher level.
Participative management style and recognition:

Flat organization structure helps organization facilitate employee participation. A

Participative management style improves the quality of work life. Workers feel that
they have control over their work process and they also offer the innovative ideas to
improve them. Recognition also helps in motivating employees to perform better.
Recognition can be in form of rewarding employees for their best performance.

Autonomous Work Teams:

An autonomous work team is one which can plan, regulate and control its own work
world. The management only specifies the goals that too in collaboration with the
team. The team organizes the contents and structure of its job, evaluates its own
performance, establishes its speed and chooses its production method. It makes its
own internal distribution of tasks and decides its own membership. Autonomous
team approach increases satisfaction and reduces turnover and absenteeism.

Motivation:

Motivation is a complex subject. It involves the unique feelings, thoughts and past
experiences of each of us as we share a variety of relationships within and outside
organizations. To expect a single motivational approach work in every situation is
probably unrealistic. In fact, even theorists and researches take different points of
view about motivation. Nevertheless, motivation can be defined as a person’s drive
to take an action because that person wants to do so. People act because they feel
that they have to. However, if they are motivated they make the positive choice to
act for a purpose – because, for example, it may satisfy some of their needs.

Work life balance:

Organisation should provide the relaxation time for employees and offer tips
to balance their personal and professional lives. They should not strain employees
personal and social life by forcing on them by demanding working hours, overtime
work, business travel, untiming transfers.
 By the globalization the modern employees are experiencing distress. To
meet the challenges posed by present standards, organizational must focus their
attention in bringing a balance between work life and personal life. The underlying
assumption is that work life balance will ultimately ensure Quality of work life.

Today an employee desires work to be more meaningful and challenging

because quality is the acid test. A Quality of work life gives an opportunity for deep
sense of fulfillment. Employees seek a supportive work environment that will enable
them to balance work with personal interests.

Quality of work life provides a more humanized work environment. It

attempts to serve the higher order needs of workers as well as their basic needs.
Quality of Work Life indicates that the work should not have excessively negative
conditions. It should not put workers under undue stress. It should not damage or
degrade their humanness. It should not be threatening or unduly dangerous.

Employees in several companies that instituted Quality of work life

experienced better health and greater safety on the job. Other benefits included
improved employee satisfaction, morale, job interest, commitment and involvement
; increased opportunity for individual growth ; greater sense of ownership and control
of the work environment development of managerial ability for circle leaders,
improved communication in the organization and greater understanding and respect
between management and workers.

The term Quality of work life has been applied to a wide variety of
organizational improvement efforts. The common elements seem to be, has good
man indicates, an “attempt to restructure multiple dimensions of the organizational
and to institute a mechanism which introduces and sustains changes overtime .
Aspects of the change mechanism are usually an increase in problem solving
between the union and management

Responsiveness to employee concerns. In every organization, people and their

behavior assumes vital role in determining the performance and effectiveness. While
many studies concentrated on physical and financial performance of organization.
Studies on behavioral aspects seem to be inadequate. So, the attempts must to
understand the human side of the enterprise.

The Quality of work life movement provides a value frame work and a philosophy
which has a long term implication for the human development and enrichment. It
tries to balance both the work and family life. Hence integrated approach with regard
to Quality of work life is required for the success of an individual and an
organization. This underlines the necessity of searching studies on the nature of
human relations and the problems of human relations and the problems of human
behavior in the organization and suggests measures to cope with the problems.
Hence, an in depth on aspects like Quality of work life can throw light on many non-
identified aspects of human behavior which may help in understanding the issues
involved and improving the overall performance of these organizations. There it is
found that there is need to study in greater detail about the topic

1.5 Need of the study:

In the current scenario in organization expects their employees to perform at

their peak potential. Though monetary aspects play an important role in motivating
employees, organization around the world have come to understand that there are
many other aspects that contributes better employee performance. It is these aspects
that form the basis for this study. In particular this study aims to identify the various
tangible and intangible aspects that contribute to the quality of the workplace. It is
very important for an organization to create a very conducive working environment
for employees.

This study is needed to ensure that all employees are performing at their peak
potential, free from stress and strain, and to ensure all their needs are fully satisfied.
This study will be used as feedback from employees to know their current
perspective of workplace and also to identify the areas of improvement for the
organization.

1.6 Scope of the study:

The term Quality of work life in its broader sense covers various aspects of
employment and non-employment conditions of work. This study covers the overall
quality of work life of employees, i.e. their job satisfaction, work environment,
working hours, work stress, their relation with their colleagues, work assignments,
infrastructure provided etc ..The present study aims at measuring the level of
satisfaction of employees and to know about the various welfare activities and
benefits provided for the employees. The study is dependent on the opinion
expressed by all the employees of all the departments.

Quality of work life is a multi-dimensional aspect. Some of these aspects are

 Compensation and the reward for the work

 Personal and career growth opportunities
 Motivation
 Participative management style
 Health and Safety of the employees
 Job security
 Job specification

By providing better quality of work life, the following results can be achieved.
 Better performance of employees
 More devotion and dedication towards work
 Reduced absenteeism
 Voluntary participation in an organizational activity
 Reduced corruption
 Lesser attrition

Significance of the study:

Quality of work life covers the various aspects under the general umbrella of
supportive organization behavior. Thus, the quality of work life should be broad in
its scope. It must evaluate the attitude of employees towards personnel policies. The
research will be helpful in understanding the current position of the organization.
And provide some strategies to extend the employee satisfaction with little
modification which is based on the internal facilities of the organization.
 The research can be further used to evaluate the facilities provided by the
management towards the employee. This study also helps to manipulate the
expectations of the employees.
1.7 Objectives of the study:

1. To determine the factors influencing the quality of work life

2. To measure the level of satisfaction of employees towards quality of work life.

3. To find out the way to improve quality of work life

1.8 HYPOTHESIS

A hypothesis is nothing more than a statement about the relationship between

two (or) more variables – A good by carries clear implication for testing the stated
relationship between the variables

RESEARCH HYPOTHESIS:

 There is no significant association between Age of the Respondents and

working Schedule
 There is a significant association between Experience of the Respondents
and Promotion procedure.
 There is a significant association between Education of the Respondents and
Develop special abilities.
 There is a one way analysis of variance association between Designation and
Company workplace environment

1.9 STATEMENT OF THE PROBLEM:

The aim of the study includes the following factors towards the
quality of Work life. They are such as poor working condition environments, resident
aggression, balance of work and family, work load, inability to deliver quality of care
preferred, shift timing, lack of involvement in work process and decision –making,
poor relationship between supervisor/ Team Leader, role conflict, lack of
recognitions and lack of opportunity to learn new skills.
 Training is an important area were the workers can utilize for their
self-development and updating of their work knowledge. Ultimately every effort that
the management takes for the worker and perseverance of the worker on their
physical and the mental well-being inside the organization that help in maintaining
their motivation and satisfaction level which is important for effective performance
of any worker. Thus, the present study is an attempt describing their factors as a tool
to access the Quality of work life of the employees.