A study on industrial relation at rehabilitation plantations ltd

A Study on Industrial Relation at Rehabilitation Plantations Ltd
SUBODH G KRISHNA’S PROJECTS. subodhgopalakrishna@gmail.com Page 1
1.1 INTRODUCTION
Large scale industries present a picture of complex system. It is therefore on the part of the
management to identify the changing social attitude of their work for e.g. Modern
industries are facing the problem of lack of co-ordination of effort particularly at the shop
floor level. So it is on part of Human Resource department in an organization to identify
the changing social attitude and motivate them for the purpose of improving co-ordination
of efforts, so we say that Industrial Relation is the part and of human resources
management.
The concept of industrial relations means the relationship between employees and
management in the day-to-day working industry. But the concept has a wide meaning.
When taken in the wider sense, industrial relations is a “set of functional interdependence
involving historical, economic, social, psychological, demographic, technological,
occupational, political and legal variables”.
According to dale Yoder, industrial relations are a “whole field of relationship that exists
because of the necessary collaboration of men and women in the employment process of an
industry. The concept of industrial relations has been extended to denote the relations of the
state with employers, workers, and their organizations. The subject therefore includes
individual relations and joint consultations between employers and work people at their
work place collective relations between employers and their organizations and trade unions
and part played by the state in regulating these relations.
Labour management relation, employee employer relations, union management relations,
personal relations, human relations and so on.IR is the relationship between employees and
management in the day - to - day working of industry . IR describe relationships between
management and employees or among employees and their organisations that characterise
or grow out of employment. Industrial relation means the relationship between employers
and employees in course of employment in industrial organisations. Industrial relation is
used to denote the collective relationships between management and the worker. IR is used

to cover such aspects of industrial life as trade unionism, collective bargaining, workers
participation in management , discipline and industrial disputes.
The human resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the caliber of the people working therein.
Without positive and creative contributions from people, organizations cannot progress and
prosper. In order to achieve the goals or the activities of an organization, therefore, they
need to recruit people with requisite skills, qualifications and experience. While doing so,
they have to keep the present as well as the future requirements of the organization in mind.

1.2 OBJECTIVES OF THE STUDY
Primary objective
To study the industrial relation in Rehabilitation Plantation Ltd Punalur
Secondary Objective
1. To find the nature of relationships in and between different organizational levels.
2. To assess the relationship between Employees, Unions and Employers.
3. To offer suggestions for improvement of industrial relations in Rehabilitation plantation ltd
4. To offer suggestions by assessing the industrial democracy.
5. To promote and develop congenial relations between employees and employer.
NEED OF THE STUDY
Any organization to be effectively performed should have sound Industrial Relations. A
sound Industrial Relations comprises..,
1. Congenial relations between employees and employer.
2. Congenial labour management relations
3. Minimized industrial conflicts
4. Highly developed trade unions
5. Contribution to the organizational objectives
With respect to all these requirements an IR has to be maintained. As the contribution of IR
is vast there is a definite need to undertake a study to assess and to develop the given
requirements.

1.3 SCOPE OF THE STUDY
The main study was conducted at Rehabilitation Plantation Ltd, punalur,can get a clear
picture about the Relationship among employees, between employees and their superiors
or managers in and between different organizational levels. Collective relations between
trade unions and management.

1.4 RESEARCH METHODOLOGY
A research is a plan of the proposed research work. It is a systematic self critical enquiry.
This enquiry is aimed at understanding a thing, or phenomenon or solving a problem. The
research designs simply a specific presentation of the various steps in the process of
research. Design means adopting that type of technique of research which is most suited for
the research and study of the problem. It constitutes the blue print for the collection,
measurement and analysis of data. After selecting the topic and problems, defining
concepts, and frame hypothesis, a researcher has to think about the research design.
TYPES OF RESEARCH
Research may be classified crudely according to its major intent or the methods, according
to the intent, research may be classified as:
1. Pure Research
2. Applied Research
3. Exploratory Research
4. Descriptive Research
5. Diagnostic Research
6. Evaluation Studies
1. Pure Research
Pure research is undertaken for the sake of knowledge without any intention to apply in
practice, e.g., Einstein’s theory of relativity, Newton’s contributions, Galileo’s
contribution’s etc.Pure research is also known as basic or fundamental research. It is
undertaken out of intellectual curiosity or inquisitiveness. It is not necessarily problem-
oriented. It aims at extension of knowledge. It may lead to either discovery of a new theory
or refinement of an existing theory.

2. Applied Research
Applied research is carried on to find solution to real- life problem requiring an action or
policy decision. It is thus problem-oriented and action directed. It seeks an immediate and
practical result.
3. Exploratory or Formulative Research
Exploratory research is preliminary study of an unfamiliar problem about which the
researcher has title or no knowledge. It is ill-structured and much less focused on
predetermined objectives.
4. Descriptive Research
Descriptive study is a fact-finding investigation with adequate interpretation. It is the
simplest type of research. It is more specific than an exploratory study’s it has focus on
particular aspects or dimensions of the problem studied.
5. Diagnostic Study
This is similar to descriptive study but with different focus. It is directed towards
discovering what is happening, why it is happening and what can be done about. It aims at
identifying the causes of a problem and the possible solutions for it
6. Evaluation Studies
Evaluation study is the one type of applied research. It is made for assessing the impact of
developmental projects on the development of the project area.
Research Design
This study on Industrial Relations has been carried out at GTN Textiles’ manufacturing
plant, Medak Unit. A certain sample of workmen and staff has been chosen for the process.
The views of staff and workmen have been extracted separately with the help of a pre-

devised questionnaire. And in the due process of the study a detailed analysis has been
done on the responses given by them.
RESEARCH APPROACH
There are two approaches to research namely quantitative approach and qualitative
approach. In the quantitative approach, the research is based on measurable quantities.
Therefore, the data, in this approach can further be classified in to inferential, experimental
and simulation approaches. In this approach a sample is selected from the population and it
is studied to determine the characteristics. In this qualitative approach, subjective
assessment of attitudes, opinions, behaviors, Research in such situation is function of
researcher’s insight and impressions. Such an approach to researchers generates results
either in non qualitative form.
SAMPLING TECHNIQUE
Simple random sampling was used as sampling technique.
A sample Random sample is a subset of individual (a sample) chosen from a larger set of
population. Each individual is chosen randomly and rarely by chance, such that each
individual has the same probability of being chosen at any stage during the sampling
process.
Data collection method
The data collected to carry out the study involves two types of data.
Primary Data:
The primary data has been collected from the employees. This data helps most for the
completion of the study by providing full and direct information, which needs some
interpretation and analysis, to attain the objectives of the study.
Secondary Data:

This secondary data has been collected from various sources such as books, journals,
magazines and sites. Although the data collected or gathered from these sources neither
participate directly in the analysis nor influence the outcomes. This forms a basis for an
effective approach in making a report of what has been studied. This data forms a part of
the report and facilitates to acquire pre-requisite knowledge regarding the study under
consideration.
Data collection tools
1 To collect the above-mentioned primary data, the following tools can serve at its best:
2 Personal Interview: The employees under consideration have been interviewed
personally to get the desired responses by asking questions. And those responses were
noted.
3 Structural Questionnaire: The questionnaire consists of a set of close-ended questions,
which are orderly arranged to extract the best from employees. In this study we make
use of the questionnaire, for collecting the responses of workmen level and staff level
separately.
Research measuring tools
To carry out the above laid research design and to collect data in the prescribed manner,
we have to use a tool that facilitates our study. As we cannot take all employees into
consideration certain sample of staff and workmen is considered.
Sampling: Sampling may defined as the process of obtaining information about an entire
population by examining only a part of it. In any investigation, data are collected only from a
representative part of universe we say that the data are collected by sampling.
Sampling plan: The employees come to plant in 4-shifts viz., A-shift, B-shift, C-shift and
one General shift. . There are 6 departments
Sampling size:
The sample size for workmen level is 100
The sample size for staff level is 100
Thus the total sample size is 200

STASTITICAL TECHNIQUES FOR DATA ANALYSIS
Statistical techniques are to obtain findings and analyzing information in logical sequence
from the questionnaire data collected.
STATISTICAL TOOLS:
 Percentage Analysis.
PERCENTAGE ANALYSIS
Percentage method refers to a special kind of ratio. Percentage is used in matching
comparison between two or more series of data. Percentage can also be used to compare
relative terms, distribution of two or more series of data.
Percentage (%) = (Number of respondents /Total Number of respondents) *100

1.5 DURATION OF THE STUDY
The project was a detailed study on the topic “Study On Industrial Relation” was
successfully completed within the time period of Two Weeks with the guidance and support
from the project guide.
1.6 LIMITATION OF THE STUDY
 The topic under the study is vast and requires much information, but the information
available is very limited.
 Findings and conclusions are drawn on the basis of samples. So it may have the
limitation of sample study.
 Data was collected only from the permanent workers.
 Behavioural constraints of people.
 Some respondents don’t reveal the truth because of fear.
 Time constraint is another limiting factor, which led interviewing only limited number
of people.

2. REVIEW OF LITERATURE
According to the ILO, “Industrial relations deal with either the relationships between the
State and employers’ and workers’ organization or the relationship between the
occupational organizations themselves. The ILO uses the expression to denote such
matters as freedom of association and the protection of the right to organize, the
application of the principles of the right to organize and the right of collective bargaining,
collective agreements, conciliation and arbitration and machinery for cooperation between
the authorities and the occupational organizations at various levels of economy.”
“The concept of industrial relations has been extended to denote the relations of the State
with employers, workers and their organizations. The subject, therefore, includes
individual relations and joint consultation between employers and work people at their
work place; collective relations between employers and their organizations and trade
unions and the part played by the State in regulating these relations.”
Thus Industrial Relations may be defined as: “The relations and interactions in the
industry particularly between the labor and the management as a result of their composite
attitudes and approaches in regard to the management of the affairs of the industry, for the
betterment of not only the management and workers but of the industry and natural
economy as a whole.”
The concept of Industrial Relations means the relationship between employees and
management in the day-to-day working industry. But the concept has a wide meaning.

When taken in the wider sense, Industrial Relations is a “set of functional interdependence
involving historical, economic, social, psychological, demographic, technological,
occupational, political and legal variables”.
According to Dale Yoder, Industrial Relations are a “whole field of relationship that exists
because of the necessary collaboration of men and women in the employment process of
an industry. The concept of industrial relations has been extended to denote the relations
of the state with employers, workers, and their organizations. The subject therefore
includes individual relations and joint consultations between employers and work people
at their work place collective relations between employers and their organizations and
trade unions and part played by the state in regulating these relations.
Three Actors of Industrial Relations
According to John T. Dunlop three major participants or actors of industrial relations viz.,
workers and their organizations, management and Government are identified.
1. Workers and their organizations
The total worker plays an important role in industrial relations. The total worker includes
working age, educational background, family background, psychological factors, culture,
skills etc., Worker’s organizations prominently known as trade unions play their role more
to protect the workers’ economic interest through collective bargaining and by bringing
pressure on management through economic and political tactics.
2. Employers and their organizations
Employer is a crucial factor in industrial relations. He employs the worker, pays the wages
and various allowances, and regulates the working relations through various rules,
regulations and by enforcing labour laws. Employers form their organizations to equate or
excel their bargaining power with that of trade unions. These organizations protect the
interest of the employer by pressuring the trade unions and government.
3. Government
Government plays a balancing role as custodian of the nation. Government exerts its
influence on industrial relations through its labour policy, industrial relations policy,

implementing labour laws, the process of conciliation an adjudication by playing the role
of a mediator etc.,
PARTIES TO INDUSTRIAL RELATION
Principles of Sound Industrial Relations
Maintenance of sound industrial relations is as crucial and difficult as that of human
relations. Hence, the following principles should be followed to maintain sound industrial
relations:
 Recognition of the dignity of the individual and of his right to personal freedom and
equality of opportunity.

 Mutual respect, confidence, understanding, goodwill, and acceptance of responsibility on
the part of the both employer, management and workers and their representatives in the
exercises of the rights and duties in the operation of the industry.
 Similarly, there has to be an understanding between the various organizations of
employers and employees who represent the management and workers.
Functional requirements for Sound Industrial Relations
 Top management support: Since industrial relations is a functional staff service, it must
derive authority from the line organization. This is accomplished by having the industrial
relations director report to the top line authority- the president, chairman or vice-president.
Besides, top management must also set an example for others.
 Sound Personnel Policies: They constitute a business philosophy for the guidance of the
human relations’ decisions of the enterprise. The purpose of such policies is to decide
ahead of emergency and what shall be done with a large number of problems that may arise
daily. Policy can be successful only when it is followed at all levels from top to bottom.
 Adequate practices: Adequate practices should have been developed by professional in
the field to assist the policies of the units. A system of procedures is necessary to translate
intention into action. The procedure and practices of industrial relations are the “tools of
management” which keep the supervisor ahead of his job; the work of time-keeping, rate
adjustments, grievance reporting a merit rating.
 Detailed supervisory training: To carry out the policies and practices by the industrial
relations staff the job supervisors must be trained in detail, and the significance of the
policies must be communicated to the employees. They must be trained in leadership and
communication.
Industrial Relation System
An industrial relations system consists of the whole gamut of relationships between
employees and employees and employers which are managed by the means of conflict and

cooperation.
A sound industrial relations system is one in which relationships between management and
employees (and their representatives) on the one hand, and between them and the State on
the other, are more harmonious and cooperative than conflictual and creates an
environment conducive to economic efficiency and the motivation, productivity and
development of the employee and generates employee loyalty and mutual trust
Follow-up of results:
Constant review of the industrial relations programme is necessary not only to evaluate
existing practices but also as a check on certain undesirable tendencies. Follow-up of
turnover, absenteeism departmental morale, grievances, employee suggestions, wage
administration, etc., must be supplemented with continuous research to make certain that
the policies pursued are those best fitted to company needs and employee wishes.
It has been realized in Vedas that one of the important factors necessary for happiness in a
group or community is good mutual relations. The industrial relations machinery during the
Vedic times consisted of madhyamasi (mediator), a man of position and influence in the
society. People in the rural community were able to solve and settle disputes by
themselves. The village officials attended to and solved the local problems. They were
invested with judicial as well as executive authority.
This system prevailed under the Hindu government. The unions were not only the
assemblies of the employees but they were also the institutions for maintaining cordial
relations between employers and employees.
Every effort was made to improve the mutual relations between capital and labor. The Law
givers (like Sukra) have warned the employers that employees become their enemies, in
case they use harsh words, inflict heavy punishment, cut their wages, and treat them
dishonorably. The employees who were treated with respect or kept content with their
wages, and addressed with sweet words never leave the employer. In the Epics also, the
employees were treated with respect, given some gifts and sweetly addressed.
To maintain good relations between employees and employers emphasis has been laid on
good treatment of employees and to condone their minor faults. The lawgivers are

unanimous in holding that disputes cannot end by continuing them; but they should be
settled by peaceful means. They have advised that no employee should remain discontented
because a disgruntled employee encourages other employees to create industrial unrest.
Therefore, in their opinion, no such work or action should be undertaken if the employees
show opposition.
Not only during the Vedic times but also even today in the modern industrial system
cordial relations between the employees and employers play a crucial role to build a strong
industrial work setting.
Hence, maintenance of good human relationship is the main theme of industrial relations,
because in its absence the whole edifice of organizational structure may crumble down.
Definition and concept of Industrial Relations
The term ‘Industrial Relations’ comprises ‘Industry’ and ‘relations’. Industry means “any
productive activity in which an individual is engaged”, and relations means “ the relations
that exist in the industry between the employer and his workmen.” Observers like Dr.
Kapoor say, “ Industrial Relations is a developing and dynamic concept and as such no
more limits itself merely to the complex of relations between the unions and management
but also refers to the general web of relationships normally obtaining between employees- a
web much more complex than the simple concept of labor capital conflict.”
Different authors have defined industrial relations in somewhat different way. Below are
given some oft-quoted definitions:
FUNCTIONS OF INDUSTRIAL RELATIONS
Functions of industrial relations include:
1. Communication is to be established between workers and the management in order to
bridge the traditional gulf between the two.
2. To establish a rapport between managers and the managed.

3. To ensure creative contribution of trade unions to avoid industrial conflicts, to safeguard
the interest of the workers on the one hand and the management on the other hand, to avoid
unhealthy, unethical atmosphere in an industry.
4. To lay down such considerations which may promote understanding, creativity and
cooperativeness to raise industrial productivity, to ensure better workers’ participation.
5. Good labour-management relations depend on employer and trade union’s capacity to deal
with their mutual problems freely, independently and responsibly.
6. The trade unions and the employers and their organisation should be interested in
resolving their problems through collective bargaining and if necessary with the assistance
of proper government agency.
7. Workers and employers’ organizations should be desirous of associating with
government agencies taking into considerations with general, social, public and economic
measures affecting employers and workers relations.
Characteristics of Industrial Relations
 Industrial Relations are outcome of employment relationship in an industrial enterprise.
 Industrial Relations develop the skills and methods of adjusting to a cooperating with
each other.
 Industrial relations system creates complex rules and regulations to maintain
harmonious relations
 The government-involves to shape the industrial relations through laws, rules,
agreements, awards etc.,
 The important factors of industrial relations are: employees and their organizations,
employer and their associations and government.
Importance of Industrial Relations:
‘Industrial Relations’ constitute one of the most delicate and complex problems of modern
industrial society. Industrial relations has become one of the vital aspects in today’s
industrial system as the times have always been changing bringing a lot of change in
working and living conditions of people. Keeping pace with changing trends and tough
competition with the world outside has become the key factor. Many changes have

occurred in just a few decades with the advent of Industrial Revolution. The need for a
more sophisticated industrial system should be devised keeping employee and his needs in
mind. The importance of employee relations can be appreciated by observing the following
aspects/changes:
 With growing prosperity and rising wages, workers have gained better living conditions,
polished education, sophistication and generally greater mobility.
 Career patterns have changed as growing proportions have been compelled to leave the
farms and become wage and salary earners under trying factory conditions.
 Large number of men, women and children dwelling in urban areas under mass ignorance
are drenched in poverty possessing diverse conflicting ideologies. The working
organizations in which they are employed have become larger and shifted from individual
to corporate ownership.
 There also exist status-dominated, secondary group-oriented, universalistic and aspirant-
sophisticated class in the urban areas.
 Employees have their unions and employers their bargaining associations to give a tough
fight to each other and establish their powers.
 The government has played a growing role in industrial relations, in part by becoming the
employer for millions of workers and in part by regulating working conditions in private
employment.
 Rapid changes have taken place in the techniques and methods of production.
Technological advances have eliminated long established jobs and have created
opportunities that require different patterns of experience and education.
 Non-fulfillment of many demands of the workers has brought industrial unrest. They are
the points of flexion and the base of industrial edifice.
All these changes have made employment relationship more complex. Hence, a clear
understanding about these is as interesting as it is a revealing experience. The creation and
maintenance of good relations between the workers and the management is the very basis
on which the development of an Industrial Democracy depends. It in turn seeks to gain
cooperation of the two partners in industry in the field of production and promotes
industrial peace.

The healthy and orderly industrial relations in an enterprise generate attitudes that
procreate progress and stabilize democratic institutions. ‘Stable industrial relations’ means a
situation when requirements of management and the work force are discussed between them
in a spirit of mutual trust and confidence and without causing friction. For example, the
management would like to develop stable relation with a view to getting a disciplined and
conscientious workforce for more work. This would reduce supervisory and administrative
work as also enable better planning for future production and expansion. The workforce, on
the other hand, expects liberal thinking by management and a more human approach to its
need by giving stable relations. Stable relationship is, therefore, means to an end and not an
end in itself. The unions are also involved in industrial relations. Through stability they
obtain for the work force more benefits. The Government would like stable relations to
prevail both for better production and for easier law and order.
FEATURES
1. Industrial relations are mainly the relations between employees and the employer.
2. Industrial relations are the outcome of the practice of human resource management and
employment relations.
3. These relations emphasis on accommodating other party’s interest, values and needs.
Parties develop skills of adjusting to and cooperating with each other.
4. Industrial relations are governed by the system of rules and regulations concerning
work place and working community.
5. The main purpose is to maintain harmonious relations between employees and
employer by solving their problems though grievance procedure and collective bargaining.
6. The government and shapes industrial relations though industrial relations policies,
rules, agreements, mediation, awards, acts etc.
7. Trade Union is another important institution in the industrial relations.
Trade union influence and shape the industrial relations through collective
Bargaining.
8. Industrial relations develop the skills and methods of adjusting to and cooperating with
each other.

9. The Government-involves to shape the industrial relations through laws, rules,
agreements, awards etc.
10. The important factors of industrial relations are: employees and their organizations,
employer and their associations and Government.
FACTORS OF INDUSTRIAL RELATIONS
Industrial relations are influenced by various factors, viz., institutional factors, economic
factors and technological factors.
1. Institutional Factors:
These factors include government policy, labour legislations, voluntary courts, collective
agreement, employee courts, employers’ federations, social institutions like community,
caste, joint family, creed, system of beliefs, attitudes of works, system of power status etc.
2. Economic Factors:
These factors include economic organization, like capitalist, communist mixed etc., the
structure of labour force, demand for supply of labour force etc.
3. Technological Factors:
These factors include mechanization, automation, rationalization, and computerization.
4. Political Factors:
These factors include political system in the country, political parties and their ideologies,
their growth, mode of achievement of their policies, involvement in trade unions etc.
5. Social and Cultural Factors:
These factors include population, religion, customs and tradition of people, race ethnic
groups, cultures of various groups of people etc.
6. Governmental Factors:
These factors include Governmental policies like industrial policy, economic policy, and
labour policy, export policy etc.
OBJECTIVES OF INDUSTRIAL RELATIONS

The primary objective of industrial relations is to maintain congenial relations between
employees and employer. The other objectives are:
1. To promote and develop congenial labour management relations;
2. To enhance the economic status of the worker by improving wages, benefits and by
helping in evolving sound budget;
3. To regulate the production by minimizing industrial conflicts through state control;
4. To socialize industries by making the government as an employer;
5. To provide an opportunity to the workers to have a say in the management and
decision- making;
6. To improves workers’ strength with a view to solve their problems through mutual
negotiations and consultation with the management;
7. To encourage and develop trade unions in order to improve the workers’ strength;
8. To avoid industrial conflict and their consequences;
9. To extend and maintain industrial democracy.
CONDITIONS FOR CONGENIAL INDUSTRIAL RELATIONS
The establishment of good industrial relations depends on the constructive attitude on the
part of both the union and the management. The constructive attitude in its turn depends on
all the basic policies and procedures laid down in any organization for the promotion of
healthy industrial relations. It depends on the ability of the employers and trade union to
deal with their mutual problems freely, independently with responsibility. They should
have their faith in collective bargaining rather than in collective action.
It is very difficult to promote and to maintain sound industrial relations. Certain conditions
should exist for the maintenance of harmonious industrial relations. They are:
1. Existence of Strong, well-Organised and Democratic Employees’ Unions:
Industrial relations will be sound only when the bargaining power of the employees’ unions
is equal to that of management. A strong trade union can protect the employees’ interest
relating to wages, benefits, job security etc.
2. Existence of Sound and Organised Employers’ Unions:

These associations are helpful for the promotion and the maintenance of uniform personnel
policies among various organizations and to protect the interest of weak employers.
3. Spirit of Collective Bargaining and willingness to Resort to Voluntary Organisation:
The relationship between employee and the employer will be congenial only when the
differences between them are settled through mutual negotiation and consultation rather
than through the intervention of the third party. Collective bargaining is a process through
which employee issues are settled through mutual discussions and negotiations through
give and take approach. If the issues are not settled through collective bargaining they
should be referred to voluntary arbitration but not to adjudication in order to maintain
congenial relations.
4. Maintenance of Industrial peace:
Permanent industrial peace in an organization is most essential which can be ensured
through the following measures:
 Machinery for prevention and settlement of industrial disputes. It included legislative
and non-legislative measures. Preventive measures include works committees, standing
orders, welfare officers, shop councils, joint councils and joint management councils.
Settlement methods include voluntary arbitration, conciliation and adjudication.
 Government should be provided with the authority of settling the industrial disputes
when they are settled between the two parties and also by voluntary arbitration.
 Provision for the bipartite and tripartite committees in order to evolve personnel
policies, code of conduct, code of discipline etc.
 Provision for the various committees to implement and evaluate the collective
bargaining agreements, court orders and judgements, awards of the voluntary arbitration
etc.
APPROACHES TO INDUSTRIAL RELATIONS
Industrial relations issues are complex and multifarious. They are the results of social,
cultural, economic, political, and governmental factors. An economist interprets industrial
conflict in terms of impersonal market forces, a psychologist interprets in terms of
impersonal market forces, a psychologist interprets in terms of individual goals, and

motives etc. similarly, a sociologist interprets from his own viewpoint. But the study of
industrial relations should be from the multidisciplinary approach.
1. Psychological Approach to Industrial Relations:
According to psychologists, issues of industrial relations have their origin in the
differences in the perceptions of management, unions and rank and file workers. The
perpetual differences arise due to differences in personalities, attitudes, etc. Similarly
factors like motivation, leadership, group goals versus individual goals etc., are responsible
for industrial conflicts.
2. Sociological Approach to Industrial Relations:
Industry is a social world in miniature. Organizations are communities of individual and
groups with differing personalities, educational and family backgrounds, emotions,
sentiments etc. These differences in individuals create problems of conflict and competition
among the members of individual society.
3. Human Relations Approach to Industrial Relations:
Human resources are made up of living beings but not machines. They need freedom of
speech, of thought, of expression, of movement and of control over the timings. This
approach implies that the relationship between employee and employer as between two
human beings. The term human relations include the relationship during the out of
employment situations.
4. Gandhian Approach to Industrial Relations:
Mahatma Gandhi’s views on industrial relations are based on his fundamental principles
of truth, non violence and non – possession. Under the principle pf non-violence and truth,
Gandhi meant a peaceful co-existence of capital and labour. Trusteeship implies
cooperation between capital and labour. Gandhi advocated the following rules to resolve
industrial conflicts:
 Workers should seek redressal of reasonable demands through collective action.
 Trade unions should decide to go on strike talking ballot authority from all workers and
remain peaceful and use non- violent methods.
 Workers should avoid strikes to the possible extent.
 Strikes should be resorted to only as a last report.
 Workers should avoid formation of unions in philanthropical organisation.

 Workers should take recourse to voluntary arbitration to the possible extent where
direct settlement failed.
Factors Contributing for Harmonious Industrial Relations
1. There is a full acceptance by management of the collective bargaining process and of
unionism as an institution. The company considers a strong union as an asset to the
management.
2. The union fully accepts private ownership and operations of the industry; it recognizes
that the welfare of its members depends upon the successful operation of the business.
3. The union is strong, responsible and democratic.
4. The company stays out of the internal affairs of the union; it does not seek to alienate the
worker’s allegiance to heir union.
5. Mutual trust and confidence exists between the parties. There have been no serious
ideological incompatibilities.
6. Neither party to bargaining adopts legalistic approach to the solution of problems of
relationship.
7. Negotiations are problem-centered. More time is spent on the day-to-day problems than
on defining abstract principles.
8. There are widespread union-management consultations and highly developed
information sharing.
9. Grievances are settled promptly in the local plant, wherever possible. There is flexibility
and informality within the procedure.
10. The environmental factors do not by themselves cause peace but they create conditions
to develop it. The attitudes and the policies of the parties, the personality of their leaders
and their techniques, bring about good relations.

SCOPE:
The concept of industrial relations has a very wide meaning and connotation. In the
narrow sense, it means that the employer, employee relationship confines itself to the
relationship that emerges out of the day to day association of the management and the
labour. In its wider sense, industrial relations include the relationship between an
employee and an employer in the course of the running of an industry and may project it
to spheres, which may transgress to the areas of quality control, marketing, price fixation
and disposition of profits among others.
The scope or industrial relations is quite vast. The main issues involved here include the
following:
1. Collective bargaining
2. Machinery for settlement of industrial disputes
3. Standing orders
4. Workers participation in management
5. Unfair labour practices
Importance of Industrial Relations
The healthy industrial relations are key to the progress and success. Their significance
may be discussed as under –
• Uninterrupted production –
The most important benefit of industrial relations is that this ensures continuity of
production. This means, continuous employment for all from manager to workers. The
resources are fully utilized, resulting in the maximum possible production. There is
uninterrupted flow of income for all. Smooth running of an industry is of vital importance
for several other industries; to other industries if the products are intermediaries or inputs;
to exporters if these are export goods; to consumers and workers, if these are goods of
mass consumption.
• Reduction in Industrial Disputes –
Good industrial relations reduce the industrial disputes. Disputes are reflections of the
failure of basic human urges or motivations to secure adequate satisfaction or expression

which are fully cured by good industrial relations. Strikes, lockouts, go-slow tactics,
gherao and grievances are some of the reflections of industrial unrest which do not spring
up in an atmosphere of industrial peace. It helps promoting co-operation and increasing
production.
• High morale –
Good industrial relations improve the morale of the employees. Employees work with
great zeal with the feeling in mind that the interest of employer and employees is one and
the same, i.e. to increase production. Every worker feels that he is a co-owner of the gains
of industry. The employer in his turn must realize that the gains of industry are not for him
along but they should be shared equally and generously with his workers. In other words,
complete unity of thought and action is the main achievement of industrial peace. It
increases the place of workers in the society and their ego is satisfied. It naturally affects
production because mighty co-operative efforts alone can produce great results.
• Mental Revolution –
The main object of industrial relation is a complete mental revolution of workers and
employees. The industrial peace lies ultimately in a transformed outlook on the part of
both. It is the business of leadership in the ranks of workers, employees and Government
to work out a new relationship in consonance with a spirit of true democracy. Both should
think themselves as partners of the industry and the role of workers in such a partnership
should be recognized. On the other hand, workers must recognize employer’s authority. It
will naturally have impact on production because they recognize the interest of each other.
• Reduced Wastage –
Good industrial relations are maintained on the basis of cooperation and recognition of
each other. It will help increase production. Wastages of man, material and machines are
reduced to the minimum and thus national interest is protected.
Thus, it is evident that good industrial relations is the basis of higher production with
minimum cost and higher profits. It also results in increased efficiency of workers. New
and new projects may be introduced for the welfare of the workers and to promote the
morale of the people at work. An economy organized for planned production and
distribution, aiming at the realization of social justice and welfare of the massage can

function effectively only in an atmosphere of industrial peace. If the twin objectives of
rapid national development and increased social justice are to be achieved, there must be
harmonious relationship between management and labor.
3.1 INDUSTRY PROFILE
India’s commercial cultivation of natural rubber was introduced by the British planters.
Although the experimental efforts to grow rubber on a commercial scale in India were
initiated as early as 1873 at the botanical gardens, Kolkata .the first commercial heave
plantations in India were established at thattekedu in Kerala in 1902. The rubber board is a
statutory body constituted by the government of India, under the rubber Act 1947, for the
overall development of the rubber industry in the country.
India is the fourth biggest producer of natural rubber in the world. The head office of the
rubber board is situated in kottayam,kerala, were the main production of natural
rubber,kottayam district of Kerala is the leader in rubber production among the states of
India. The rubber plant is not a native plant in India. Dutch colonialist who also cultivated
rubber in their plantation in Indonesia introduced the rubber plant to Kerala, India because
of its similar tropical climate. Rubber is the best crop in terms of production, growth,
productivity etc. however periodic fluctuation in the price of rubber has caused many
problems to the rubber cultivators in the country.
However the price has increased and the rubber cultivators are getting the best price now.
Kerala together with Kanyakumari district to Tamilnadu is the traditional rubber growing
region in our country. Too meet the increasing demand for natural rubber the total area
under cultivation was expanded since 1960 onwards. Though the manufacture of rubber
based product started in India in 1922, till the middle of the 1930’sthe industry was not in
position to use the entire rubber produced in the country. Later the situation changed and

the industry which was mainly export oriented until the middle of 1930 gradually found
that the domestic market is deficient when the absorptive
Capacity of the domestic manufacturing sector was further expanded. By now supply was
found insufficient to meet the industrial requirements and by 1947. India becomes an
auxiliary like rubber, honey, medicine herbs, seed oil, seed cake etc. and also given
premium attention now a day.
India is the fourth largest consumer of natural rubber next to USA, China and Japan.
Among the 5062 licensed rubber goods manufacturing units in the country, a vast majority
are small scale units manually consuming less than 100 tons of rubber.
Harisons Malayalam plantations ltd. (HML) of the R.P groups is the biggest rubber
producer in the country. The A.V.G THOMAS & COMPANY. A.V GEORGE &
COMPANY and Cochin Malabar estate are the major rubber producers. The rubber board
is trying its best to provide all assistance to the rubber growers through its research and
development efforts.
Natural rubber demand in the country is largely met by the indigenous production. Only a
small portion is met by imports. But now with the liberalization policies and deliquescing
the rubber plants, allied industries are facing heavy crisis in rubber production.
The various strategies include;
 Expansion of area under rubber cultivation
 Promoting natural rubber in an eco friendly manner
 Exploring new use of natural rubber
 Promotion of exports
 Replanting existing tree with high yielding tree etc
STATE LEVEL ENTERPRISE IN KERALA
The state level enterprises (SLPS) as instruments of the socio economic development
assumed significance only after the formation of Kerala state in 1956. Prior to this the

maharajas were concerned primarily about industrialization and agriculture development
without equal concern for equity dimension of public investment.
After the political, social and economic awakening in Kerala in 1956 with the strong desire
to cater to people demands greater contributed to the emergence of new service of public
enterprises in Kerala.
The state had 99 government companies, 3 companies under he preview of section 619B of
the companies Act 1956 and 5 stationary corporations as on 31st march 1999 of which 6
companies were under liquidation. Besides there were 7 companies in which a government
had invested Rs.10 lakhs or more and which were not subject to audit by the controller and
auditor general of India.
In spite of the rapid increase in investment in the economy, the performance of public
enterprises has always been a topic of criticisms at various levels. While public enterprises
were a craze for policy makers in the early 1950. The government was very keen in
nationalizing certain branches of economic activities and in reserving some other activities
to be nationalizing certain braches of economic activities and in reserving some other
activities to be owned and operated only by the government, new trend is to privatize such
enterprises.

3.2 COMPANYPROFILE
REHABILITATION PLANTATION LTD
Rehabilitation Plantations Limited or RPL, as it is popularly known is a Joint Venture of
Government of India and Government of Kerala, set up in 1972 with the noble objective of
rehabilitating the repatriates from Sri Lanka.
The Shastri-Sirimao Agreement in 1964 necessitated the repatriation of about six lakhs of
people of Indian origin from Sri Lanka. Plantation Scheme, being labour intensive, is one
of the most successful schemes implemented by the Government of India to rehabilitate the
repatriates.
The Rubber Plantation Scheme for resettlement has its beginning in Kerala with the Kerala
Forest Department. The Kerala Forest Department raised its first plantation in Ayiranallur
Estate during 1972 and in Kulathupuzha Estate during 1973. In order to mobilize additional
finance by way of institutional finance and to relieve the strain on the exchequer, the
Rubber Plantation Scheme of Kerala Forest Department was converted into a limited
company ‘REHABILITATION PLANTATIONS LIMITED’ on 5th May 1976. The
authorized capital of the company Rs. 350 lakhs and the paid-up capital as on date stood at
Rs.339.27 lakhs. The reserve and surplus accumulated up to 31st March 2009 amounted to
Rs.8252 lakhs.

Rehabilitation Plantations Limited achieved the target of resettlement of 675 repatriate
families of Indian origin from Sri Lanka during March 1983 and another 25 families were
absorbed in 1990. The company provides permanent employment to two eligible members
of each resettled repatriate family and the total number of workers now employed by the
company is about 1,300.Spread over approx. 2070 hectares of land, the company’s
plantations in Ayiranallur and Kulathupuzha in Kollam district are rated to be among the
best in India.
RPL IS INDIA’S FIRST PLANTATION COMPANY TO GET ISO CERTIFICATION FOR
QUALITY AND ENVIRONMENT MANAGEMENT SYSTEMS.
Over the years RPL, has built up a market strategy enabling it to become a market leader in
the sale of 60% centrifuged latex with BIS standard. At present, the company sells about
15,000 barrels of centrifuged latex of high quality per annum.Value addition to the
plantations of RPL is carried out at the latex centrifuging factory at Kulathupuzha
established in 1984. Presently, there are four centrifuging machines having a daily
production capacity of 12MT.
RPL marched ahead in August 1990 in its endeavour to make maximum utilization of the
resources available by establishing at 6 tpd Crumb Rubber factory at Kulathupuzha in
consultation with the Rubber Board. This Factory produces all grades of Crumb Rubber
like 3 L, 5 L, 5, 10, 20 and 50. The annual capacity of the factory is 1800 MT. During
2008-09, a major modernization scheme of this factory was completed, thus paving the way
for saving energy, bringing down the use of fossil fuel and contributing towards a cooler
earth. Till recently, RPL has been using only its captive crop of natural rubber latex for
processing. In order to diversify its activities, RPL has also started purchasing latex from
outside sources.
RPL is in a position to supply low ammoniated latex (LATZ) aimed at speciality markets.
Sales also include various forms of dry rubber like Crepe, Skim and Pit. With an aggressive
and reliable marketing wing, RPL has now got customers country-wide and their list
includes small and big industrial units, some of them like Hindustan Latex Limited having

the most stringent quality specification for the procurement of raw-materials in the country.
A full-fledged laboratory with imported testing equipments ensures the quality of RPL’s
products. RPL has also authorized agents for sale at strategic locations spread all over the
country. Today, RPL has status of one of the top natural rubber producers in India and the
RPL brand has become synonymous with quality and reliability in the market. The Rubber
Sheeting Factory of the Company is producing footwear quality sheeting’s of thickness
from 1.5 to 10 mm and mottled sheeting’s. Export quality sheeting’s are also manufactured
in this factory. The replanting activities of the Company have commenced during 2001 in
both the estates as per schedule. The Company has so far successfully completed replanting
in 1161 Ha. The planted seedlings are healthy and robust.
AYIRANALLUR
Nestled along the banks of Kallada River, Ayiranallur Estate offers a picture of scenic
beauty– vast stretches of rubber plantations – some tapping, others just planted. Though
smaller of the two estates of Rehabilitation Plantations, Ayiranallur Estate is a model
plantation. Covering an area of approximately 700 hectares, rubber cultivation started in
Ayiranallur during the year 1972 in the land leased to the company from the Forest
Department of Kerala. Having served a generation of repatriates for over 25 years, offering
them employment and thus a means of livelihood, the second phase of cultivation
(replanting) began in the estate during 2001. Step by step and without affecting the simple
yet secures lives of 248 repatriate families settled in this estate, replanting of the entire area
was completed in the year 2012, with high – yielding and modern clones like RRII 105,
RRII 414 and RRII 430.
Ayiranallur Estate is expected to go into full production by 2019, contributing about one –
third of the entire production of the company, supplying precious raw material that will go

into the manufacture of a variety of value – added products – both within the company and
outside. Like a model resettlement scheme, Ayiranallur Estate looks after the welfare of
about 361 workers, 50 staff members and their dependents. A population of about 2000
people is provided with the basic amenities of life- water, electricity, educational facilities
and health care. The Estate houses a Lower Primary School, A Hospital and six Colonies.
School buses also facilitate transportation of children’s to various schools in Punalur and
around. A visitor can have a look at the whole estate from its own helipad and would find it
as one of the most beautiful places in God’s own country – Kerala.
KULATUPUZHA ESTATE
Kulathupuzha Estate of the company is situated in Pathanapuram Taluk, the eastern part of
Kollam district of Kerala.458 Srilankan repatriate families are settled in the estate and two
members from each family are provided with employment in the company. The total area
of the estate is 1337 ha and of which, 1308 Ha. is planted with rubber and 29 . Ha of area
which is under the high tension lines are planted with dwarf variety cashew plants.
The Estate comprises of six units having an average area of 200 to 250 Ha. And each unit is
headed by an Asst. Manager. The felling and replanting of old plantations which are raised
during 1970’s, were started during the year 2001 and till the year 2013, 912.88 Ha.of area
is felled and replanted with high yielding clones like RRII 105, RRII 414, RRII 430, PR
207, PB 260 etc.
The settlement and welfare activities of the repatriate families in the estate
The repatriate families are inhabitated at labour colonies at different parts of the estate. The
dependent family members of labours are also residing along with the labour quarters. The
children of labours and their dependents are studying at schools and colleges in the nearby

locality and school bus facility is provided to them for the conveyance of the children from
their residence. A Government High School in ‘Tamil Medium’ is also functioning in the
estate for the education of children of the repatriates. A garden hospital is functioning in the
estate with the service of a residential medical officer. Medicines are supplied to
the employees and their dependents at free of cost from the pharmacy attached to the
hospital. Free electricity and water are also provided in the labour lines.
Agricultural operations
The replanting operations were started during the year 2001 and is ongoing now. The
replanting is scheduled to be completed at Kulathupuzha estate during the year 2017 as per
the present project report. Bud wood nursery, seedling nurseries and poly bag
nurseries with a capacity of 100000 seedlings are operating in the estate. High quality
seedlings are developed from these nurseries aiming to plant in the estate and
sale among the rubber planters at reasonable prices. The seedlings raised in the nurseries of
the estate are having good market among the rubber growers and planters. Along with the
traditional poly bag type rubber seedlings, seedlings in ‘root trainer’ technology are also
raised in the nurseries of the estate. Since the year 2001, high yielding clones are planted in
the estate as part of replanting and clones planted are as follows.
Year of
planting
Clones planted
2001 RRII 105,PB 260,PB 28/59
2002 RRII 105,PB 260,PB 28/59,PR 255
2003 RRII 105,
2004 RRII 105,PB 260,

2005 RRII 105
2006 RRII105,RRII 414,RRII 417,RRII 422,RRII 429,RRII 430
2007 RRII 414,RRII 417,RRII 105,RRII 422, RRII 429, RRII 430
2008 RRII 414,RRII 105
2009 RRII 414,RRII 430,RRII 105
2010 RRII 430,RRII 105
2011 RRII 414,RRII 430
2012 RRII 414,RRII 105,RRII 430
2013 RRII 105,RRII 414, RRII 430
The yielding from the high yielding 400 series clones are started in the estate during the year
2013.
Environment concern activities
A well managed and systematized waste control system, as laid down by the ISO 14001
standards are implemented in the estate with special emphasis on the control of littering of
plastic material are operated in the estate. The segregated waste collected from the
residential colonies and work places are stored in the central waste yard in the estate and
disposed off systematically. Check dams, ponds etc, are constructed at various ideal
locations in the estate, aiming conservation of water and which also, added the scenic
beauty of the estate. Gully plugging, ‘edakayyala’etc. Are also constructed to evade soil
erosion.

The quality of normal latex produced from the estate is monitored through quality
procedures of ISO 9001-2008 standards.
FACTORIES
The Factory Complex is situated in the beautiful rubber plantation at Kulathupuzha Estate
of the Company in the eastern part of Kollam district and it consists of :
1) Latex Centrifuging factory
2) Crumb Rubber Factory
3) Rubber Sheeting’s Factory
The Latex Centrifuging Factory was established in 1984 with the facility to produce 60%
concentrated Latex followed by the commissioning of Crumb Rubber Factory during 1990
for producing ISNR, from our own crop in the plantations. With a view to expand the
activities further, forward integrated production facility for Foot Wear Quality rubber
sheets was launched in 1997 by setting up Rubber Sheeting’s Factory.
The complete rubber crop of our company is processed in the Factories. The latex is

processed into 60% concentrated latex and marketed as industrial raw material. The Scrap
rubber received is processed into ISNR material of different thicknesses.
The greatest advantage of our products is the superior quality due to the use of farm fresh
latex and a scrap rubber from our own plantations as raw material.
State of the art facilities in the production and Quality Control Departments help the
Company to deliver high quality products to its esteemed customers. Imported machineries
handle the production at Latex Centrifuging Factory and a modern automated plant is in
place for producing ISNR (Crumb Rubber / Block Rubber / Technically Specified Rubber).
Latest technology was integrated in the production of FWQ sheets also.
Quality Control department is equipped with latest instruments in the field from both India
and abroad to strictly control and assure the quality of raw materials and products.
The Main Products are,
1) 60% Concentrated Latex of BIS Specification.
2) 60% Concentrated Latex of Customer Specification.
3) Skim Crepe.
4) Different Grades of ISNR.
5) Foot Wear Quality Rubber Sheets of Various Thicknesses.
Features of Foot Wear Quality (FWQ) Rubber Sheets.
• Insertion sheet, Plain sheet, mottled sheet of various gauges and plies, as per customer
requirements.
• Insertion sheet is a fine blend of rubber & fabric. The fabric reinforcement is made of
rubber coated square woven fabric of superior quality.
• The width of the sheet is 1 meter if not specified otherwise.
• The regular colour of the sheet is beige.
• Any other colour as per the choice of the customer.
• An eco friendly product.
REPLANTING PROGRAMME

The company has meticulously scheduled its replanting programme in a phased manner in
consultation with rubber board for the period from 2001 to 2019. The rubber seeding is
raised entirely at RPL own nurseries. The first phase of replanting activities commenced in
June 2001.
EDPCENTRE
As a part of the development of an integrated m/s the company has gone in for complete
office automation. The network covered co-operative office and sub office increasing
affiance of administration. The company has launched its website for increasing its
marketing capabilities and also for entering the sphere of a e-commerce to improve
profitability.
WELFARE ACTIVITIES
 A primary school and a high school are functioning in the estates with the support of
the company to meet the educational needs of the children of the repatriates and
administrative staff.
 Two hospitals are functioning at the company estates under full time supervision of
qualified resident medical officers.
 Sports and recreation clubs are functioning well in both the estates.
 The industrial in the company are smooth and cordial.
ACHIEVEMENTS AND MILESTONES
 Hailed as one of the best plantation companies in India in the terms of quality,
productivity and management.
 The mean annual productivity of dry rubber content of hector in RPL is higher than the
productivity average.
 The major product is value added 60% concentrated latex that confirm to big
specification.
 Products exported to markets in the Middle East.
 By production processed it to highly demanded commodities such as Indian standards
natural.

 Rubber grades 102050 according to big specification.
 Recipient of Kerala pollution control award.
 Welfare oriented company that has been constantly making profit for the last 2 decades.
 A wanted ISO 9002 by BVQI in recognition of RPL excellent quality management
system.
Working hours
The period of working hours staff officers from 9.30am to 5.00pm. The workings of factory
workers are 6.00am to 2.00pm and 10.00am to 6.00am. The workers in factory follow shift
pattern. Tappers have working hours of 5.30am to 1.00pm.
Employee of the company
The RPL achieved the target resettlement of 675 repatriate families of Indian origin from
Srilanka during March 1983 and another 25 families where absorbed in 1996. The each
resettled repatriate family and the total number of workers how employed by the company
is about 1300.apart from the workers there are other categories like staff and office of the
company.
HIERARCHY OF THE EMPLOYEES IN RPL
 Top level employees
 Managing director
 Company secretary
 Finance manager
 Senior accountant
 Manager(personnel& administration)
MIDDLE LEVEL EMPLOYEES
 Assistant manager

 Medical officer
 Welfare officer
 Assistant manager
 Senior officer superintendent
LOWER LEVEL EMPLOYEES
 Clerical staff
 Catering staff
 Store supervisor
 Estate guard
 Driver
 Field workers and peons
DEPARTMENTALISATION
The company is operating three levels through the corporate office at Punalur, at the
factory located at Kulathupuzha and through estates at kulathupuzha and Ayiranallur, at the
corporate office there are eight functional areas namely:
 Personnel and administration department
 Finance department
 Secretarial department
 Engineering department
 Marketing department
 Production department
 Purchase department
1. Personnel and administration department
Personnel and administration department is headed by personnel manager. He is
responsible for Personnel and administrative function of the company. Personnel
management activities include:

 Planning, designing, and evaluating employee’s job.
 Recruiting, selecting, training, developing and motivating employees to perform their
job effectively.
 Maintaining satisfactory relationship between organization and employees.
2. Finance and accounts
This department is headed by the finance manager. The major Functions of the
department are:
 Sales and purchase accounting
 Receipt and payment of cash
 Payment of tax
 Filling income tax returns
 Salary and wage payment
 Transfer of the funds to different units of the company
 Preparing annual budgets
3. Secretarial department
It is headed by company secretary, attending to all legal matters of the company and
representing on behalf of the company to various courts on civil matters. Entering into
agreement with parties on all matters welfare in there is general approval of MD.
4. Engineering department
It is responsible for ensuring proper estimation and implementation of construction
projects. The construction engineer is the head of this department. Projects and first placed
before a committee. Later discussions are done and estimates are prepared on the prevailing
market value of various components. Tenders are based on the estimates.
5. Marketing department
It has been formulated in line with the overall policies of the company. This department
mainly deals with sales of product; check up of stocks in main stores and divisional stores
of various units for arranging price fixation, to ensure the appointment of adequate
number of agents for the sales of latex, for collection of dues from customers and banks,
for handling customers’ complaints and after sales service etc.

6. Production department
The production department is headed by production manager. Production is the process of
conversion of raw material or inputs into finished goods in output. The RPL is engaged in
production of 60% concentrated latex and crumb rubber of various grads under
ISI.production department is the largest department in RPL.
7. Purchase department
The deputy manager leads to purchase department function. Purchasing includes the
procurement of material, machine and tools on payment. Purchase department is
responsible for all the purchase of items required by the company. It is directly under the
control of purchase manager.

3.3 PRODUCT PROFILE
The main products
 Natural Raw Rubber
 Natural Rubber ISNR
 Natural Rubber
 SBR Rubber
 Latex Rubber
 Skim Crepe
 Raw Rubber CV
 Industrial Scraps
 Gun Metals
Raw Rubber Sh.. Natural Rubber.. Latex Raw Rub.. Skim Crepe Ru.. Natural Rubber.. Yellow Brass.. Gun Metal Scr...

LATEX
It is the stable dispersion (emulsion) of polymer micro particles in an aqueous medium.
Latexes may be natural or synthetic. It can be made by polymerizing a monomer such
as styrene that has been emulsified with surfactants.
Latex as found in nature is a milky fluid found in 10% of all flowering plants
(angiosperms). It is a complex emulsion consisting of proteins,
alkaloids, starches, sugars, oils, tannins, resins, and gums that coagulate on exposure to air.
It is usually exuded after tissue injury. In most plants, latex is white, but some have yellow,
orange, or scarlet latex. Since the 17th century, latex has been used as a term for the fluid
substance in plants. It serves mainly as defense against herbivorous insects. Latex is not to
be confused with plant sap; it is a separate substance, separately produced, and with
separate functions.
The word is also used to refer to natural latex rubber particularly non-vulcanized rubber.
Such is the case in products like latex gloves, latex condoms and latex clothing. Many
people are allergic to rubber latex.
Crumb rubber
It is recycled rubber from automotive and truck scrap tires. During the recycling
process steel and fluff is removed leaving tire rubber with a granular consistency.
Continued processing with a granulator and/or cracker mill, possibly with the aid
of cryogenics or mechanical means, reduces the size of the particles further. The particles
are sized and classified based on various criteria including color (black only or black and
white). The granulate is sized by passing through a screen, the size based on a dimension
(1/4") or mesh (holes per inch: 10, 20, etc.). Crumb rubber is often used in astroturf as
cushioning, where it is sometimes referred to as astro-dirt.
Mesh refers to material that has been sized by passing through a screen with a given
number of holes per inch. For example, 10 mesh crumb rubber has passed through a screen
with 10 holes per inch resulting in rubber granulate that is slightly less than 1/10 of an inch.
The exact size will depend on the size of wire used in the screen

Skim Crepe
It is a crepe rubber that made from the rubber by product of latex centrifuging process and
skim rubber which has 3-5% rubber. MRK Skim is similar to that of SMR 5 with higher
content of nitrogen. It has high initial Mooney viscosity. It is fast curing and slightly more
scorchy than conventional grades of natural rubber. This inherent behavior can be
overcome by the use of delayed action accelerators.
This can be advantageously used in tyre re-treading compounds, ebonite products and
microcellular products as well as in general rubber goods such as car mats, flaps, rubber
tiles and shoe soles. This can also be blended with other Natural rubber grades in the right
proportion to get the desired quality of end products thereby saving substantial cost of raw
material.
Natural Rubber ISNR
We are engaged in trading to our esteemed patrons a wide assortment of ISNR Natural
Rubbers. Natural rubber is used extensively in many applications and products, as is
synthetic rubber. It is normally very stretchy and flexible and extremely waterproof.
These rubbers are the primary source and raw material, which is used in manufacturing
tyres. Our products should be treated with chemicals and then heated.
ISNR 10
ISNR 10 is produced from technically selected field coagulum. The maximum dirt
contents of MRK’s ISNR 10 are 0.10%.as per the BIS standard. This grade is used for

Inner tubes, conveyor belts, footwear, water proofing materials, hoses and tubes etc.
We are supplying Natural Rubber ISNR-10 to most of the tyres companies. We can
supply any quality Natural Rubber ISNR-10. Natural Rubber ISNR-10 used for
puncture patches for tyres, inner tubes, cushion gums stocks, joint rings by injection
molding, raincoat proofing, conveyor belts and footwear etc.We are looking for queries
from Punjab , Himanchal, Haryana, Gujrat , Rajasthan , Madhya Pradesh and Jammu
kashmir.
ISNR 20
This is a large volume grade produced from field coagulum. It has good processing
characteristics and physical properties coupled with low viscosity and easier mixing
characteristics. This grade is used for manufacture of all types of Automobiles tyres,
retreading materials, mats and other general rubber products. We are one of the largest
processors of ISNR 20. We are engaged in offering to Natural Rubber ISNR-20, Is
general purpose Rubber graded by precise technical standards and not by visual
characteristics. These rubbers are the primary source and raw material, which is used in
manufacturing tyres. Our products should be treated with chemicals and then heated..
Technically Specified Rubber is used for making tyres, tubes, rubber mats; cushion
gum stock, raincoat proofing’s, micro-cellular sheet for upholstery and packing,
conveyor belts, foot wear and various other rubber products etc.
ISNR-50
We have with us a gamut of ISNR-50 Natural rubber that is designed using high grade
raw material. ISNR-50 has excellent processing characteristics and good physical
properties. Its low viscosity and easier mixing characteristic (compared with the RSS
grades) will reduce the mastication and mixing period considerably These rollers are
precision grind to smooth finish and known for its resistance to abrasion & corrosion.
Indian Standard Natural Rubber (ISNR) / Block Rubber
Processing of natural rubber into blocks similar to synthetic rubbers adopting cost

effective and modern processing methods is a notable improvement in the presentation
of dry natural rubber from India. This is in line with the consumer preference in the
world rubber market for Technically Specified Rubber, which has the following
advantages:
 Technically certified rather than visually graded as in the case of RSS and crepe grades
of natural rubber.
 Consistency in quality
 Compact packaging
 Low contamination in handling and transportation
Bureau of Indian Standards formulated specifications for ISNR in 1969 (IS 4588).IS
4588 prescribes 6 grades viz., ISNR 3 CV, ISNR 3 L, ISNR 5, ISNR 10, ISNR 20 and
ISNR 50. Its specification details are given below.
Characteristic ISNR
3CV
ISNR
3L
ISNR
5
ISNR
10
ISNR
20
ISNR
50
Dirt percent by mass
(Max)
0.03 0.03 0.05 0.10 0.20 0.50
Volatile matter, percent
by mass (Max)
0.80 0.80 0.80 0.80 0.80 0.80
Ash, percent by mass
(Max)
0.50 0.50 0.60 0.75 1.00 1.50
Nitrogen, percent by
mass, Max
>0.60 >0.60 >0.60 >0.60 >0.60 >0.60
Initial plasticity Po
(Min)
As
agreed to
between
the
purchaser
and the
supplier
30.00
(Min)
>30.00
(Min)
30.00
(Min)
30.00
(Min)
30.00
(Min)
Plasticity retention
index, PRI (Min)
60.00 60.00 60.00 50.00 40.00 30.00
Colour (Livibond scale) - 6.0 - - - -
Mooney viscosity (1+4)
at 100 C
60+5
-
- - - - -
Accelerated storage
hardening Po (max)
8.00 - - - - -
Colour code Black Black Green Brown Red Yellow

Applications of ISNR grades
ISNR 3 CV: High quality products with superior dynamic properties.
ISNR 3 L: Colored products like injection bottle caps, syringe heads, transparent items.
ISNR 5: Moulded and extruded items like auto components, bridge bearings, rubber
linings .
ISNR 10: Inner tubes, conveyor belts, footwear, water proofing materials, hoses and
tubes.
ISNR 20: All types of automobile tyres, re-trading materials, mats and other general
rubber products.
Over 70 companies in India are involved in the production of ISNR grades, adapting
TQM and BIS standards. The user does not have to check the quality parameters, as a
clear test certificate is attached with its packing. The packing is as 25 kg bales in
polythene packs or as 33.3 kg bales, on demand.
Product Grades
We manufacture Technically Specified Natural Rubber (TSR), from Off grade Sheet
and Field Coagulum (Cup Lumps and Tree Lace) through the Wet & Dry process.
Natural Rubber (NR) is processed into blocks and is named Block Rubber. In India,
block rubbers are to be marketed with ISI (Indian Standards Institution) specifications
and therefore, this rubber is termed as Indian Standard Natural Rubber (ISNR).Our
product range includes ISNR 5 (from Off Sheet) , ISNR 10 (from Cuplumps) & ISNR
20 (Cuplumps & Treelace)Apart from TSR with normal standards (IS Standards), we
also produce Tyre Grade TSR with better quality in each grade. These standards are
applied to natural rubber processed inblock form (crumb) from latex and field grade
materials such as cuplump, coagulam, treelace.
ISNR 5
Used for general purpose moulded and extruded products, components of passenger

vehicles, engine mountings, sealing rings, cushion gum, brake seals, bridge bearings,
ebonite battery plate separators, adhesives & plant linings. Characteristics of ISNR 5
include; Pale Yellow in colour so that this can be used as Raw Material for coloured
goods manufacturing.Contamination of dirt is very low, that is below
0.05%.Consistency in specifications of Physical & Chemical properties.
ISNR 10
Used for puncture patches for tyres, inner tubes, cushion gums stocks, joint rings by
injection moulding, raincoat proofing, nicro-cellular sheets for upholstery and packing,
conveyor belts and footwear.
Processed from sheet & field coagulam
Dark brown in colour
Quality equivalent to RSS - 4 grade
Consistency in specifications of Physical & Chemical properties
Low mastication time and savings in power compared to RSS
Packed as 25 Kg bales and Wrapped in LDPE bags.
ISNR 20
Used mostly for tyres, cushion gum stock, bicycle tyres, raincoat proofing micro-
cellular sheets for upholstery and packing, conveyor belts & footwear.ISNR 10 & ISNR
20 are most competitive grades of ISNR available in the market. The raw material used
for the production of these grades are field coagulam mainly Tree lace and Cup lumps.
The main process steps are raw material selection, soaking, pre-cleaning, blending size
reduction, crumbing, and final washing, drying, baling and packing.
Product Specification
WEIGHT and DIMENSIONS

Natural rubber in block form (crumb) is pressed into bales of rectangular shape with weight
and dimensions specified as after 700mm x 360mm x 140mm and weight 25 kg or 35 kg or
33.33 kg +-0.5%
TECHNICAL SPECIFICATIONS
The specification of Indian Standard Natural Rubber in Block conforms to the standard
limits stipulated as below:
Testing for compliance shall follow ISO test methods
PACKING, LABELLING, TRANSPORTATION and STORAGE
PARAMETER*
GRADE
TESTING
METHODS
ISNR 5 ISNR 10 ISNR 20
OFF SHEET
MATERIAL
FIELD GRADE
MATERIAL
Dirt content,%wt.Max 0.05 0.08 0.16 IS 3660-1972
Volatile matter,%wt
Max
0.80 0.80 0.80 IS 3660-1972
ash content,%wt,Max 0.60 0.60 0.80 IS 3660-1972
Nitreogen
content,%wt. Max
0.60 0.60 0.60 IS 3660-1968
Initial
plasticity(po).Min
30.00 30.00 30.00 IS 3660-1971
Plasticity retention
index(PRI).Min
60.00 50.00 40.00 IS 3660-1971
Color coding marker GREEN BROWN RED

Rubber bales are wrapped in transparent or white bags made from low density polyethylene
(PE).
The specifications of PE bags are as follows:
 Thickness:0.03 -0.04 mm
 Melting point :109*c
 Dimensions: 920mm x 560mm
PE bags covering rubber bales are then sealed. 48 bales are stacked in 6 layers in wooden
pallets (crates) having following dimensions:
 1460mm x 1100mm x 1100mm
Remark:
 Other packing can be used as per the agreement between Buyer and Seller
 Label is printed according to a stipulated pattern on the PE packing with the following
details: Grade, Code of the standard, (IS 4588-1986) Name of producer, Weight of bale and
Trade Mark.
 ISNR are stored in covered, dry cool warehouses and protected form direct sunlight,
rain, impurities, borers, other insects and violent shocks during storage, transportation and
handling.

4. DATA ANALYSIS AND INTERPRETATION
The following are the analysis, interpretation and graphical representations of the
responses collected from the workmen. The inferences are drawn from these graphs as
under:
4.1 DISRIBUTION OF RESPONDENTS IN TERMS OF GENDER
TABULAR FORM:
GRAPHICAL REPRESENTATION:
INFERENCE:
1. In the above table workers opinion consists 87% of male respondents and 13% of
female respondents.
2. In the above table Staff opinion consists 90% of male respondents and 10% of
female respondents.
0
20
40
60
80
100
male Female
87
13
90
10
workers opinion Staff opinion
parameters workers opinion % Staff opinion %
male 87 87% 90 90%
Female 13 13% 10 10%
Total 100 100 100 100

4.2 DISRIBUTION OF RESPONDENTS IN TERMS OF AGE
TABULAR FORM:
INFERENCE:
1. As shown in the above table out of the total sample of 100 respondents 17% are in the
age group of below 25 years, 22% are in the age of 26-35 years and the remaining in the
age group above 35 years ie, 61%.
2. As shown in the above table out of the total sample of 100 respondents 5% are in the
age group of below 25 years, 25% are in the age of 26-35 years and the remaining in the
age group above 35 years ie, 70%.
0
10
20
30
40
50
60
70
Less than 25
years
Between 26
and 35
Above 35
workers opinion
Staff opinion
Less than 25 years 17 17% 5 5%
Between 26 and 35 22 22% 25 25%
Above 35 61 61% 70 70%
Total 100 100 100 100

4.3 DISRIBUTION OF RESPONDENTS IN TERMS OF MARITAL STATUS
TABULAR FORM:
INFERENCE:
1. As shown in the above table, the samples consist of 74% of married category and 26%
of bachelor category.
2. As shown in the above table, the samples consist of 80% of married category and 20%
of bachelor category.
0
10
20
30
40
50
60
70
80
married Bachelor
workers opinion
Staff opinion
married 74 74% 80 80%
Bachelor 26 26% 20 20%
Total 100 100 100 100

4.4 DISRIBUTION OF RESPONDENTS IN TERMS OF EDUCATION LEVEL
TABULAR FORM:
INFERENCE:
1. As shown in the table sample consists of 91% of SSLC, and 9% of diploma.
2. As shown in the table sample consists of 2% of SSLC, 3% of diploma, 80% graduate
and 15% of PG.
0
10
20
30
40
50
60
70
80
90
100
SSLC Diploma Graduate PG
workers opinion
Staff opinion
SSLC 91 91% 2 2%
Diploma 9 9% 3 3%
Graduate 0 0 80 80%
PG 0 0 15 15%
Total 100 100 100 100

4.5 Experience of the respondents
TABULAR FORM:
INFERENCE:
1. It is inferred that 63% of the workers are in the experience of 1-5 years, and 20% of the
workers are in the experience of 6-10 years, 11% of the workers are in the experience of
11-15 years, and 6% of the workers are in the experience of above 15 years.
2. It is inferred that70% of the Staff are in the experience of 1-5 years, and 9% of the
Staff are in the experience of 6-10 years, 11% of the Staff are in the experience of 11-15
years, and 10% of the Staff are in the experience of above 15 years.
0
20
40
60
80
1-5 years 5-10years 10-15 years Above 15years
63
20
11
6
70
9 11 10
workers opinion Staff opinion
1-5 years 63 63% 70 70%
6-10years 20 20% 9 9%
11-15 years 11 11% 11 11%
Above
15years
6 6% 10 10%
Total 100 100 100 100

4.6 Employees’ opinion on the overall industrial relations:
TABULAR FORM:
INFERENCE:
1. As can be seen in the graph, around 47% of workers are of the opinion that the overall
industrial relations is good in the establishment, while 43% of them feel that it’s fair
whereas 10% of them suggest that it should be improved.
2. In case of staff, 95% of them are of the opinion that the industrial relations is good at the
establishment, while 5% of them feel that it is fair.
3. On the whole majority of the employees at the establishment are satisfied with the
industrial relations.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
GOOD FAIR TO BE IMPROVED
47% 43%
10%
95%
5%
0%
OPINION OF THE EMPLOYEES ON THE INDUSTRIAL RELATIONS
WORKERS OPINION
STAFF OPINION
Good 47 47% 95 95%
Fair 43 43% 5 5%
To Be Improved 10 10% 0 0%
Total 100 100 100 100

4.7Employees have free access to the top management:
TABULAR FORM:
INFERENCE:
1. Around 77% of the employees’ agree that they have free access to the management,
whereas 23% of them feel they don’t have.
2. Regarding the staff level, 90% of them are satisfied with it whereas 10% of them are
dissatisfied.
3. On the whole majority of them are happy with their free access to the management.
0%
20%
40%
60%
80%
100%
AGREE DISAGREE
77%
23%
90%
10%
EMPLOYEES' HAVE FREE ACCESS TO THE TOP
MANAGEMENT
WORKERS' OPINION
STAFF OPINION
parameters Workers
opinion %
Staff
opinion %
Agree 77 77% 90 90%
Disagree 23 23% 10 10%
Total 100 100 100 100

4.8 The top management listens to the employees patiently:
TABULAR FORM:
parameters workers
opinion %
staff
opinion %
Agree 97 97% 100 100%
Disagree 3 3% 0 0%
Total 100 100 100 100
INFERENCE:
1. From the above graph it has been identified that 97% of the workers agreed that the top
management listens to them patiently, 3% of the workers disagree.
2. From the above graph it has been identified that 100% of the staff agreed that the top
management listens to them patiently.
0%
20%
40%
60%
80%
100%
AGREE DISAGREE
97%
3%
100%
0%
TOP MANAGEMENT LISTENS TO THE EMPLOYEES
PATIENTLY
WORKERS' OPINION
STAFF OPINION

4.9The management has faith in the employees as one of the main resources:
TABULAR FORM:
parameters workers
opinion %
staff
opinion %
Agree 100 100% 95 95%
Disagree 0 0% 5 5%
Total 100 100 100 100
INFERENCE:
1. From the above graph it has been identified that 100% of the workers agreed the
management has faith in the workers as they are one of the main resources to the
company.
2. From the above graph it has been identified that 95% of the workers agreed that
management has faith in the staff as they are one of the main resources to the
company and 5% of the staff disagreed
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
AGREE DISAGREE
100%
0%
95%
5%
MANAGEMENT HAS FAITH IN THE EMPLOYEES
WORKERS OPINION
STAFF OPINION

4.10 Whether the employees have confidence in the top management to run the
industry efficiently
TABULAR FORM:
GRAPHICALREPRESENTATION:
INFERENCE
they have confidence in top management that they are capable to run the company
efficiently and 10% of the workers can’t say any things.
2. From the above graph it has been identified that 100% of the staff agreed that they
have confidence in top management that they are capable to run the company
efficiently.
0%
20%
40%
60%
80%
100%
AGREEE DISAGREECAN'T SAY
90%
0%
10%
100%
0% 0%
EMPLOYEES HAVE CONFIDENCE IN THE MANAGEMENT TO RUN
THE INDUSTRY EFFICIENTLY
WORKERS OPINION
STAFF OPINION
Agree 90 90% 100 100%
Disagree 0 0% 0 0%
Can’t Say 10 10% 0 0%
Total 100 100 100 100

4.11 Management always expects more from the employees:
TABULAR FORM:
parameters workers opinion % staff opinion %
Agree 70 70% 81 81%
Disagree 30 30% 19 19%
Total 100 100 100 100
INFERENCE:
 From the above graph it has been identified that 70% of the workers agreed that
management expects more from them and 30% of the workers disagreed.
 From the above graph it has been identified that 81% of the staff agreed that
management expects more from them and 19% of the staff disagreed.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
AGREE DISAGREE
70%
30%
81%
19%
MANAGEMENT ALWAYS EXPECTS MORE FROM THE
EMPLOYEES
WORKERS OPINION
STAFF OPINION

4.12 The employees always expect more benefits from the management:
TABULAR FORM:
Agree 80 80% 81 81%
Disagree 20 20% 19 19%
Total 100 100 100 100
INFERENCE:
they expect more from management and 20% of the workers disagreed.
2. From the above graph it has been identified that 81% of the staff agreed that they
expect more from management and19% of the staff disagreed.
0%
20%
40%
60%
80%
100%
AGREE DISAGREE
80%
20%
81%
19%
EMPLOYEES EXPECT MORE BENEFITS FROM THE
MANAGEMENT
WORKERS OPINION
STAFF OPINION

4.13 The management is satisfied with the employees’ performance:
TABULAR FORM:
parameters workers
opinion %
staff
opinion %
Agree 97 97% 100 100%
Disagree 3 3% 0 0%
Total 100 100 100 100
INFERENCE:
management is satisfied with their performance and 3% of the workers disagreed.
management is satisfied with their performance.
0%
20%
40%
60%
80%
100%
AGREE DISAGREE
97%
3%
100%
0%
MANAGEMENT IS SATISFIED WITH EMPLOYEES'
PERFORMANCE
WORKERS OPINION
STAFF OPINION

4.14 Employees’ are satisfied with managements’ offers:
TABULAR FORM:
Agree 60 60% 77 77%
Disagree 40 40% 23 23%
Total 100 100 100 100
INFERENCE:
they are satisfied with the management offers and 40% of the workers are not
satisfied.
2. From the above graph it has been identified that 77% of the staff agreed that a they
are satisfied with the management offers and 23% of the staff are not satisfied.
0%
10%
20%
30%
40%
50%
60%
70%
80%
AGREE DISAGREE
60%
40%
77%
23%
EMPLOYEES ARE SATISFIED WITH MANAGEMENTS' OFFERS
WORKERS OPINION
STAFF OPINION

4.15 There is serious conflict between management and employees w.r.t.
wages/salaries:
TABULAR FORM:
Agree 33 33% 23 23%
Disagree 67 67% 77 77%
Total 100 100 100 100
INFERENCE:
management is satisfied with their performance and 67% of the workers disagreed.
2. From the above graph it has been identified that 23% of the staff agreed that there
is conflict between them and management with respect to wages/salaries and 77%
of the staff disagreed.
0%
20%
40%
60%
80%
AGREE DISAGREE
33%
67%
23%
77%
THERE IS SERIOUS CONFLICT BETWEEN MANAGEMENT
AND EMPLOYEES W.R.T. WAGES/SALARIES
WORKERS OPINION
STAFF OPINION

4.16 Canteen, recreation, transport, accommodation are:
TABULAR FORM:
INFERENCE
1. From the above graph it has been identified that 10% of the workers, 80% of the
workers and 10% of the canteen, recreation, transport, accommodation’s facilities
are good fair and not ok respectively.
2. From the above graph it has been identified the 62% of the staff, 29% of the staff
and 9% of the staff opine that canteen, recreation, transport accommodation’s
facilities are good fair and not ok respective
0%
10%
20%
30%
40%
50%
60%
70%
80%
GOOD FAIR NOT OK
10%
80%
10%
62%
29%
9%
CANTEEN, RECREATION, TRANSPORT, ACCOMMODATION
ARE
WORKERS OPINION
STAFF OPINION
Good 10 10% 62% 62
Fair 80 80% 29% 29
Not Ok 10 10% 9% 9
Total 100 100 100 100

4.17 Indiscipline among the employees:
TABULAR FORM:
INFERENCE:
1. From the above graph it has been identified that 10% of workers, 30% of the
workers, 50% of the workers and 10% of the workers opinion that the indiscipline
among the employees are more, to a little extranet”, normal and absent
respectively.
2. From the above graph it has been identified that 10% of the staff, 19% of the staff,
48% of the staff and 33% of the staff opinion that the indiscipline among the
employees are more, to a little extent, normal and absent respectively.
0%
10%
20%
30%
40%
50%
10%
30%
50%
10%10%
39%
48%
3%
INDISCIPLINEAMONG THE EMPLOYEES IS
WORKERS OPINION
STAFF OPINION
More 10 10% 10 10%
To A Little Extent 30 30% 39 39%
Normal 50 50% 48 48%
Absent 10 10% 3 3%
Total 100 100 100 100

4.18 Punishments for indiscipline are:
TABULAR FORM:
INFERENCE:
1. From the above graph it has been identified that 3% of the workers, 44% of the
workers 50% of the workers and 3% of the workers opinion that punishments for
the indiscipline’s are harsh, in proportionate, fair and medium respectively.
2. From the above graph it has been identified that 14% of the staff, 52% of the staff
and 34% of the staff opinion that punishments for the indiscipline’s are harsh, in
proportionate, fair and medium respectively.
0%
10%
20%
30%
40%
50%
60%
HARSH INPROPORTIONATE FAIR MEDIUM
3%
44%
50%
3%
0%
14%
52%
34%
PUNISHMENTS FOR INDISCIPLINE ARE
WORKERS
OPINION
STAFF OPINION
Harsh 3 3% 0 0%
In proportionate 44 44% 14 14%
Fair 50 50% 52 52%
Medium 3 3% 34 34%
Total 100 100 100 100

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