ABSTRACT

In the era of Globalization of market economy, hyper competition and uncertainty of rapidly changing environment the success of an Organization depends on the strategies adopted to improve the Quality of Working life of employees. A growing number of todays Oranizations recognized that Quality of Work Life is one o the human resource strategies to promote and maintain an orderly atmosphere for employees to work effectively. Quality of Working Life refers to the quality of relationship between employees and total work environment of an organization. QWL is a collective responsibility of the management, employees, leaders of the union, Government and behavioral scientists. Quality of Working life in an Organization is a function of management practices that are valued by customers. Quality of Work Life programs when implemented lead to greater growth and development of the individual as a person as a productive employee of an Organization, develop trust between managers and employees, attract and keep talented staff, build strong employee commitment, strengthen work place learning and improve overall effectiveness of an Organization.

CONTENTS
Chapter 01 a. b. INTRODUCTION Objectives Need, Scope and importance of the study RESEARCH METHODOLOGY a. b.
c.

1-14

15-17

Research Design Data Source Limitations ORGANIZATION PROFILE QUALITY OF WORK LIFE AT THE SELECTED 29-40 41-60 61-63 64-71 18-28

Chapter Chapter -

03 04

ORGANISATIONS Chapter Chapter Chapter 05 06 07

DATA ANALYSIS & INTERPRETATION FINDINGS & CONCLUSIONS SUGGESTIONS APPENDICES

a.
b.

Charts Questionnaire

CHAPTER I
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INTRODUCTION
Quality of work life denotes all the organizational inputs which aim at the employee satisfaction and enhancing organizational effectiveness. 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. Sigmund Freud is considered to be the father figure of Psycho analysis. His prescription for a healthy person is a combination of Lieben und Arbeiten that is Love and Work. In present working environment the workers are looking for quality of life as a superior human endeavor. Such endeavor calls for a trade off between work life and family 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. Such balance contributes to superior human existence in ample measure. 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. Finally it should contribute to, or at least leave un paired,

workers abilities to perform in other life roles. Such as citizen, spouse and parent. That is work should contribute to general social advancement. 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 behaviour assumes vital role in determining the performance and effectiveness . while many studies concentrated on physical and financial performance of organization. Studies on behavioural aspects seems to be inadequate. So, the attempts must to understand the human side of the enterprise.

In the present scenario, where the world is moving from traditionalisation to modernization, computerization and globalization there is an intense competition. The situations are becoming more complex and the modern employees are experiencing distress. To meet the challenges posed by present standards organization must focus their attention in bringing a balance between work and family life. 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 behaviour in the organization and suggest 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 behaviour 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.

NEED AND IMPORTANCE OF THE STUDY Quality of work life includes the following features:
Voluntary involvement on the part of employees. Assurance of no loss of jobs as a result of the programs Training of employees in team problem solving. The use of Quality circles where employees discuss problems affecting the Performance of the work and job environment. Encouragement of skill development. Skill training Responsiveness to employee concerns. APPROACH TO QUALITY OF WORK LIFE The Quality of work life involvement traditionally has been closely identified with the job redesign efforts based on socio-technical systems approach. However during the 1980s the concept of Quality of work life has been broadened to include a number of approaches aimed at join decision making. Collaboration and mutual respect between management and employees, increased autonomy at work place, and self management. Thus the Quality Circles adopted by Japanese and Indian industries as well as democratization of work process

though self-regulating autonomous groups in the Scandinavian countries and USA are all considered part of this movement.

OBJECTIVES OF THE STUDY

1. To evaluate and analyse the Quality of work life in THE SELECTED

ORGANISATIONS. 2. To study the factors/determinants of Quality of work life. 3. To examine the impact of welfare measures on Quality of work life. 4. To evaluate the aspects of quality of work life and suggest measures in improving quality of work life.

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. The present study will aim at studying various factors which influence Quality of work life in THE SELECTED ORGANISATIONS. Although the important components of Quality of work life were comprehensively discussed. The study is dependent on the opinion expressed by the managers and staff of all the departments of the Components Division that are working at Electronic Corporation of India Limited(THE SELECTED ORGANISATIONS).

Quality of work life

Quality of work life refers to favorable or ungovernableness of the job environment for people .The basic purpose is to develop jobs and working conditions that are excellent for people as well as for the organization.

Quality of work life includes

Walton proposed eight conceptual categories that together make up the quality of work life Adequate and fair compensation Safe and healthy working conditions Immediate opportunity to use and develop human capacities Social integration in the work organization Constitutionalisation Work and total life space Social relevance of work life Promotion and career planning

Adequate and fair compensation

This refers to against to just and fair balance between efforts and reward. The compensation helps in manufacturing helps in maintaining a socially desirable standard of

life.In India such labour legislations are payment of wages act, 1936 and minimum wages act, 1948 ensure adequate and fair compensation to the employees.

Safe and healthy working conditions

In order to improve quality of work life the work environment should be free from hazards or other factors determined to healthy and safety of the employees in the work place in India is ensured in the factories act, 1948, which lies down minimum standards of protection from machine and other hazards (noise, pollution, gases etc..) at the place of work.

Immediate Opportunities to use and Develop Human Capacities

The work today has become repetitive and fragmented. Quality of work life can be improved if the job allows sufficient autonomy and control, uses a wide range of skills and abilities, provides immediate feed back to workers to take corrective action is seen as a total activity and provides opportunity to plan, implement by himself.

Social integration in the work organization

One of the effectiveness of quality of work life is to generate satisfying identity with the organization and develop a feeling as self esteem. The variables that inculcate these are

absence of hierarchical status, opportunity for upward mobility, openness and trust, a sense of community feeling on the job and freedom from prejudice based on sex, caste, race, creed and religion.

Constitutionalisation in the work organization

Constitution guarantees as right to personnel privacy, free speech, equitable treatment and governance by the Rule of Law are necessary to upload to improve quality of work life

Work and the Total life Space

The demand of the work, like late hours, frequent travel, quick transfer are both psychologically and socially very costly to the employee and his family such phenomena Accruing o a regular basis necessarily depress the quality of work life.

Social relevance of work life

The organization lack of concern for social causes like waste disposal, low quality product, over-aggressive marketing. Employment practices make workers depreciate the value of their work and career, which in turn affects their self-esteem. The social responsibility of the organization is an important determinant of quality of work life. The basic concept underlying the quality of work life is Humanization of Work. It involves basically the development of an environment of work that stimulates the creative abilities of the workers ,generate co operation and interest in self growth.

Promotion and Career Planning Promotion

A promotion takes place when an employee moves to a position higher than the one firmly occupied .His/Her responsibility, status and pay also increases. Promotions are of two types. 1. Vertical promotions:- under which the employees are promoted from one rank to the next higher rank in the same department. 2. Horizontal promotions:- under which employees may be promoted to higher ranks on the other departments. The advantages of having promotion schemes They provide an opportunity to the present employees to move into jobs that provide greater satisfaction and prestige. They generate within on organization motivational, conditions for better work performance and desired behaviour of all its members. Finally, they save as an orderly, logical and prompt source of recruitment for management to fill vacancies as they arise.

Career Planning
If an organization wants to retain its employees it must satisfy their aspirations for growth and development of advancement in their career .A career plan is a blue print in which the entire career of employees is mapped out from the point of their entry in to the point of their retirement from the organization. Career planning is mostly done for supervisory and managerial positions. Career planning is an integral part of manpower planning. ADVANTAGES OF CAREER PLANNING 1. It motivates employees to avail of the training & development facilities. They are convinced that promotions will not fall in their laps merely by luck or through connection. 2. It increases employees loyalty to the organization. By this they can easily integrate their goals with organization goals. 3. It encourages employees to remain in the organization. By this the labour turnover is reduced. 4. It creates organizations better image in the employment market which helps organization to attract competent people. 5. It contributes to manpower planning as well as to organizational development and effective achievements of corporate goal. The basic concept underlying the Quality of work life is what has come to be known as humanization of work. It involves basically the development of an environment

of work that simulates the creative abilities of the workers generates co-operation and interest in self growth.

HERRICK AND MACCOBY (1975) have identified four basic principles which Summaries humanization of work. These principles are

1. The principle of security:Humanization of work implies freedom from anxiety, fear and the loss of future employment. The working conditions should be safe and there should be no fear of economic want. These pre-conditions will guarantee at most development of skills and ideas.

2. The principle of Quality:The equity principle requires that there is a just way of revaluating the conditions of an employee. Another aspect of quality refers to paying for knowledge and skills to carry out the task. If work has to be humanized equity would also require sharing in the profits of the organization according to the individual or group contribution.

3. The principle of individual:Individual refers to the work environment in which employees are encouraged to develop themselves to their almost competence , a system of work that facilitates

blossoming of individual potential. A basic precondition for this is the availability of

freedom and autonomy in deciding their own pace as activity and design of operations.

4. The principle of democracy:Meaningful participation in decision-making also guarantees the Right of citizenship. Quality of work life is a complex and multifaced concept implying a concern for the members of an organization irrespective of the level the belong to. It includes job factors like wages and hours of work and also the nature of work itself. With the encouragement of international labour organization & achieve lead taken by National of labour, Delhi, the Quality of work life as a movement has started attracting the attention of both academicians as well as practioners in India. In India, the concept of Quality of work life seems to manifest itself in a variety of operational Systems like workers participation, job enrichment, Quality Circle etc. Quality of work life is a broader concept. By time to time that Quality of work life includes Some other factors in it.

JOB DESIGN
Job design include job enlargement, job rotation & job enrichment

a. Job enlargement:-

Job enlargement as a concept deals with expansion of the job contents by allowing Employees inspect their work , affect minor repairs on the work and equipment and select their own work methods or set-ups. These refers as to vertical enlargement. Another is horizontal enlargement under this scheme one simply adds a larger numbers of some what similar tasks to the present job.

b. Job rotation:It refers to systematically moving employee from one job to another. From the point of view of an organization job rotation helps develop a comman culture because of wide and common exposure and at the same time infuses fresh-blood in the task. c. Job enrichment:It refers to the process of making jobs more interesting and satisfying, adding to that sense of achievement, increasing responsibility and providing opportunities for advancement and growth.

JOB SATISFACTION
The attitude of an individual is his general back ground by feeling against which he views many factual events, men and things. A specific subset of this general back

ground feeling against which the individual appraises the various dimensions of his job is called job satisfaction. Some dimensions are nature of work ,supervisor, pay, promotion and co-workers. There are Three major theories of job satisfaction a) Hertzbergs motivation:- hygiene theory b) Need fulfillment theory and c) Social reference-group theory

In summary the three theories respectively tell us that: Job satisfaction is a function of or is positively related to the degree to which ones personnel needs fulfilled in the job satisfaction; and Job satisfaction is a function or is positively related to the degree which the characteristics of the job meet with approval and the desires of the group to which the individual looks for guidance in evaluating the world and defining social reality.

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.

CHAPTER II

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RESEARCH METHODOLOGY

RESEARCH METHODOLOGY RESEARCH DESIGN

Research methodology, which is followed by researcher,is Descriptive study .

RESEARCH METHODS
PRIMARY DATA:The primary data has been collected through the Questionnaire.The Questionnaire has been properly prepared in order to cover all the Information required for the study.The primary data has been obtained by interaction with the officials and staff in the division in the organization and also obtained through the Questionnaire distributed to the persons in different departments in that particular division SECONDARY DATA:-

1. Through the Annual reports of the corporation, from the Manuals and also from records available in the organization. Some other data also collected from the reports ,registers and books and from the files available in the organization. 2. Information collected from various HRM books.

SAMPLING PLAN SAMPLE DESIGN:The method of sampling used was Random sampling.Random sampling from a finite population refers to that method of sample selection which gives each possible sample combination an equal probability of being picked up and each item in the entire population to have equal chance of being included in the sample SAMPLE SIZE:The researcher has allowed to do the project in particular division in the organisation.The study is limited to only that particular division. TOTAL SIZE : 200 SAMPLE SIZE: 50

Keeping in view of the above objectives of the study,an objective type Questionnaire is prepared and distributed to 50 persons for the sample and collected opinions.

LIMITATIONS
Though adequate care has been taken while doing the project.This Project still suffers from certain limitations.They are The Quality of work life involves a wider range.The present study examines it from identified and selected dimensions only. However it is possible that there may be other factors which might not have been covered in this study. Some respondents did not properly respond to the Questionnaire; thus to eliminate this aspect the researcher has also conducted some personal interviews. The Management allowed the researcher to collect the data from the limited respondents only.

CHAPTER III

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INDUSTRY PROFILE

CHAPTER IV
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DATA ANALYSIS

AND INTERPRETATION

TABLE-1
OPINION ABOUT THE JOB ENVIRONMENT AND WORKING CONDITION

Variables Excellent Good Average Poor

No of respondents 30 15 5 0

No of respondents in % 60% 30% 10% 0%

CHART-1
Job environment and Working conditions

Average Poor 0% 10% Excellent Good 30% Good Excellent 60% Average Poor

INTERPRETATION The above graph reveals that 60% of the employees feel that job environment and working conditions are excellent ( i.e they are absolutely satisfied).30% of the employees feel that job environment and working conditions are good (i.e they are satisfied).10% of the employees feel that job environment and working conditions are average(i.e they are partially satisfied). 0%( i.e none of the employees feel job environment and working conditions are poor).

TABLE-2 PERCEPTION ABOUT THE GROWTH AND SECURITY OPPORTUNITIES

Variables Excellent Good Average Poor

No of respondents 25 10 15 0
CHART-2

No of respondents in % 50% 20% 30% 0%

Gw ad eut O ouii s r t nS r y p r ne o h ci pt t

A rg va e e 3 0 %

Pr o o 0 % Ee n x le cl t Ee n x le cl t 5 0 % Gd o o 2 0 % Gd o o A rg va e e Pr o o

INTERPRETATION The above graph reveals that50% of the employees feel that the growth and security opportunities are Excellent that is they are absolutely satisfied.20% of the employees feel that the growth and security opportunities are Good that is they are satisfied.30% of the employees feel that the growth and security opportunities are Average that is they are partially satisfied.0% i.e none of the employees feel that the growth and security opportunities are Poor.

TABLE -3
OPINION ABOUT THE CAREER-PLANNING PROGRAM IN THE ORGANIZATION

Variables Excellent Good Average Poor

No of respondents 20 20 10 0
CHART-3
Career-planning program

No of respondents in % 40% 40% 20% 0%

Average 20%

Poor 0% Excellent 40% Excellent Good Average Poor

Good 40%

INTERPRETATION The above graph reveals that40% of the employees feel that the growth and security opportunities are Excellent that is they are absolutely satisfied.40% of the employees feel that the growth and security opportunities are Good that is they are satisfied.20% of the employees feel that the growth and security opportunities are Average that is they are partially satisfied.0% i.e none of the employees feel that the growth and security opportunities are Poor.

TABLE-4
PERCEPTION ABOUT THE PAY STRUCTURE IN THE ORGANIZATION

Variables Excellent Good Average Poor

No of respondents 25 10 15 0
CHART-4
Pay Structure

No of respondents in % 50% 20% 30% 0%

Average 30%

P oor 0% E xcellent E xcellent 50% Good Average P oor

Good 20%

INTERPRETATION The above graph reveals that50% of the employees feel that the growth and security opportunities are Excellent that is they are absolutely satisfied.20% of the employees feel that the growth and security opportunities are Good that is they are satisfied.30% of the employees feel that the growth and security opportunities are Average that is they are partially satisfied. 0% i.e none of the employees feel that the growth and security

opportunities are Poor.

TABLE-5
OPINION ABOUT THE PROMOTION SYSTEM IN THE ORGANIZATION

Variables Excellent Good Average Poor

No of respondents 10 25 10 5
CHART-5
Promotion System

No of respondents in % 20% 50% 20% 10%

Poor 10% Average 20%

Excellent 20% Excellent Good Average Poor Good 50%

INTERPRETATION The above graph reveals that20% of the employees feel that the growth and security opportunities are Excellent that is they are absolutely satisfied.50% of the employees feel that the growth and security opportunities are Good that is they are satisfied.20% of the employees feel that the growth and security opportunities are Average that is they are partially satisfied. 10% i.e none of the employees feel that the growth and security opportunities are Poor.

TABLE-6 ABLE TO LEARN AND ACQUIRE NEW SKILLS IN THE ORGANZATION

Variables Excellent Good Average Poor

No of respondents 25 15 10 0
CHART-6
Able to Learn and acquire new Skills

No of respondents in % 50% 30% 20% 0%

Average 20%

Poor 0% Excellent Excellent 50% Good Average Poor

Good 30%

INTERPRETATION The above graph reveals that50% of the employees feel that the growth and security opportunities are Excellent that is they are absolutely satisfied.30% of the employees feel that the growth and security opportunities are Good that is they are satisfied.20% of the employees feel that the growth and security opportunities are Average that is they are partially satisfied. 0% i.e none of the employees feel that the growth and security

opportunities are Poor.

TABLE-7

STEPS TAKEN FOR JOB ENRICHMENT FOR EMPLOYEES

Variables

Deliberate upgrading of responsibility Widening the scope of activities 14 Setting the challenges in work 20 Giving exposure to variety of jobs 6

No of respondents 10

No of respondents in % 20% 28% 40% 12%

CHART-7
Job Enr ichm e nt for Em ploye e s Giving Deliberate exposure to upgrading of v ariety of Deliberate upgrading res ponsibility jobs of responsibility 20% 12% Widening the s cope of ac tivities Setting the Widening the Setting the challenges challenges in in w ork sc ope of w ork ac tiv ities Giv ing expos ure to 40% 28% variety of jobs

INTERPRETATION The above graph reveals that 20% of the employees feel that Job Enrichment will lead to deliberate upgrading of responsibility. 28% of the employees feel that Job enrichment will widen the scope of activities.40% of the employees feel that Job Enrichment will set challenges in work.12% of the employees feel that Job Enrichment will give exposure to variety of jobs.

TABLE -8

PURPOSE OF JOB DESIGN AND GOAL SETTING IN THE ORGANIZATION

Variables It facilitates work flow Effective co-ordination and integration Positive impact on employee satisfaction All the above

No of respondents 7 18 5 20

No of respondents in % 14% 36% 10% 40%

CHART-8
Job D esign and G oal Setting

All the above 40%

It facilitates work flow 14%

It facilitates work flow E ffective coordination and Integration P ositive im pact on em ployee satisfaction All the above

P ositive im pact on em ployee satisfaction 10%

E ffective coordination and Integration 36%

INTERPRETATION The above graph reveals that14% of the employees feel that Job Design and Goal setting will facilitate work flow. 36% of the employees feel that Job Design and Goal setting will lead to effective co-ordination and integration.10% of the employees feel that Job Design and Goal setting will lead to positive impact on employee satisfaction.40% of the employees feel that all the above three factors are important for Job Design and Goal setting.

TABLE-9

PERCEPTION ABOUT INTEGRATION OF JOB, CAREER, FAMILY LIFE AND LEISURE TIME

Variables Excellent Good Average Poor

No of respondents 20 25 5 0
CHART-9
Integration of Job, Career, Family Life and Leisure time

No of respondents in % 40% 50% 10% 0%

Average 10%

P oor 0% E xcellent 40% E xcellent Good Average P oor

Good 50%

INTERPRETATION The above graph reveals that 40% of the employees feel that the integration of job, career, family life and leisure time are excellent that is they are absolutely satisfied.50% of the employees feel that the integration of job, career, family life and leisure time are good that is they are satisfied.10% of the employees feel that the integration of job, career, family life and leisure time are average that is they are partially satisfied.0% i.e none of the employees feel that the integration of job, career, family life and leisure time are poor.

TABLE -10 OPINION ABOUT THE LEAVES PROVIDED BY THE ORGANIZATION

Variables Excellent Good Average Poor

No of respondents 10 35 5 0
CHART-10

No of respondents in % 20% 70% 10% 0%

Leaves provided by the Organization Poor 0% Average 10% Excellent 20%

Excellent Good Average Poor

Good 70%

INTERPRETATION The above graph reveals that20% of the employees feel that the leaves provided by the organization are excellent that is they are absolutely satisfied.70% of the employees feel that the leaves provided by the organization are good that is they are satisfied.10% of the employees feel that the leaves provided by the organization are average that is they are partially satisfied.0% i.e none of the employees feel that the leaves provided by the organization are poor.

TABLE -11
LEAVE TRAVEL CONCESSION THAT IS PROVIDED BY THE ORGANIZATION

Variables Excellent Good Average Poor

No of respondents 14 20 6 10
CHART-11
Leave Travel Concession that is provided by the Organization

No of respondents in % 28% 40% 12% 20%

P oor 20%

E xcellent 28%

E xcellent Good Average P oor

Average 12%

Good 40%

INTERPRETATION The above graph reveals that28% of the employees feel that the leave travel concession provided by the organization are excellent that is they are absolutely satisfied.40% of the employees feel that the leave travel concession provided by the organization are good that is they are satisfied.12% of the employees feel that the leave travel concession provided by the organization are average that is they are partially satisfied.20% i.e none of the employees feel that the leave travel concession provided by the organization are poor.

TABLE-12

CANTEEN FACILITIES THAT IS PROVIDED BY THE ORGANIZATION

Variables Excellent Good Average Poor

No of respondents 10 30 10 0
CHART-12

No of respondents in % 20% 60% 20% 0%

Canteen facilities in the O rganization

Average 20%

P oor 0%

E xcellent 20% E xcellent G ood Average P oor

G ood 60%

INTERPRETATION The above graph reveals that20% of the employees feel that the canteen facilities provided by the organization are excellent that is they are absolutely satisfied.60% of the employees feel that the canteen facilities provided by the organization are good that is they are satisfied.20% of the employees feel that the canteen facilities provided by the organization are average that is they are partially satisfied.0% i.e none of the employees feel that the canteen facilities provided by the organization are poor.

TABLE-13 TRANSPORT FACILITIES PROVIDED BY THE ORGANIZATION

Variables Excellent Good Average Poor

No of respondents 12 33 5 0
CHART-13
Transport facilities Poor 0% Average 10% Excellent 24%

No of respondents in % 24% 66% 10% 0%

Excellent Good Average Poor

Good 66%

INTERPRETATION The above graph reveals that 24% of the employees feel that the transport facilities provided by the organization are excellent that is they are absolutely satisfied.66% of the employees feel that the transport facilities provided by the organization are good that is they are satisfied.10% of the employees feel that the transport facilities provided by the organization are average that is they are partially satisfied.0% i.e none of the employees feel that the transport facilities provided by the organization are poor.

TABLE -14 SANITATION AND CLEANLY MEASURES IN THE ORGANIZATION

Variables Excellent Good Average Poor

No of respondents 15 20 10 5
CHART-14
Sanitation and Cle anly M e as ure s

No of respondents in % 30% 40% 20% 10%

Poor 10% Average 20%

Excellent 30%

Excellent Good Average Poor

Good 40%

INTERPRETATION The above graph reveals that 30% of the employees feel that the sanitation and cleanly measures in organization are excellent that is they are absolutely satisfied.40% of the employees feel that the sanitation and cleanly measures in organization are good that is they are satisfied.20% of the employees feel that the sanitation and cleanly measures in organization are average that is they are partially satisfied.10% of the employees feel that the sanitation and cleanly measures in organization are poor.

TABLE -15 OPINION ABOUT THE TRAINING GIVEN IN THE ORGANIZATION

Variables Excellent Good Average Poor

No of respondents 26 20 4 0
CHART-15
Training in the Organization

No of respondents in % 52% 40% 8% 0%

Average 8% Good 40%

Poor 0% Excellent 52%

Excellent Good Average Poor

INTERPRETATION The above graph reveals that 52% of the employees feel that the training in organization is excellent that is they are absolutely satisfied.40% of the employees feel that the training in organization is good that is they are satisfied.8% of the employees feel that the training in organization is average that is they are partially satisfied.0% that is none of the employees feel that the training in organization is poor.

TABLE-16
MANAGEMENT LIAISE BETWEEN THE EMPLOYEES AND THE UNION

Variables Excellent Good Average Poor

No of respondents 10 20 5 15
CHART-16

No of respondents in % 20% 40% 10% 30%

Management Liaise between the Employees and the Union

Poor 30%

Excellent 20% Excellent Good Average

Average 10%

Poor Good 40%

INTERPRETATION The above graph reveals that 20% of the employees feel that the management liaise between the employees and union in organization are excellent that is they are absolutely satisfied.40% of the employees feel that the management liaise between the employees and union in organization are good that is they are satisfied.10% of the employees feel that the management liaise between the employees and union in organization are average that is they are partially satisfied.30% of the employees feel that the management liaise between the employees and union in organization are poor. TABLE -17
MANAGEMENT HAVE ADEQUATE COMMUNICATION WITH THE EMPLOYEES

Variables Excellent Good Average Poor

No of respondents 15 20 10 5
CHART-17

No of respondents in % 30% 40% 20% 10%

Management have adequate Communication with the Employees

P oor 10% Average 20%

E xcellent 30%

E xcellent Good Average P oor

Good 40%

INTERPRETATION The above graph reveals that 30% of the employees feel that the management have adequate communication with the employees in the organization are excellent that is they are absolutely satisfied.40% of the employees feel that the management have adequate communication with the employees in the organization are good that is they are satisfied.20% of the employees feel that the management have adequate communication with the employees in the organization are average that is they are partially satisfied.10% of the employees feel that the management have adequate communication with the employees in the organization are poor.

TABLE-18

WORK AUTONOMY IN THE ORGANIZATION

Variables Excellent Good Average Poor

No of respondents 15 20 5 10
CHART-18
Work Autonomy in the Organization

No of respondents in % 30% 40% 10% 20%

Poor 20% Average 10%

Excellent 30%

Excellent Good Average Poor

Good 40%

INTERPRETATION The above graph reveals that 30% of the employees feel that work autonomy in the organization are excellent that is they are absolutely satisfied.40% of the employees feel that work autonomy in the organization are good that is they are satisfied.10% of the employees feel that work autonomy in the organization are average that is they are partially satisfied.20% of the employees feel that work autonomy in the organization are poor.

TABLE-19

AWARENESS ABOUT THE QUALITY OF WORK LIFE IN THE ORGANIZATION Variables Excellent Good Average Poor No of respondents 25 10 10 5 No of respondents in % 50% 20% 20% 10%

CHART-19
A warenes about the Q s uality of Work Life in the O rganization

P oor 10% Average 20% E xcellent E xcellent 50% G ood Average P oor

G ood 20%

INTERPRETATION The above graph reveals that 50% of the employees feel that awareness about the quality of work life in the organization are excellent that is they are absolutely satisfied.20% of the employees feel that awareness about the quality of work life work in the organization are good that is they are satisfied.20% of the employees feel that awareness about the quality of work life in the organization are average that is they are partially satisfied.10% of the employees feel that awareness about the quality of work life in the organization are poor. TABLE-20 PERCEPTION ABOUT THE JOB SATISFACTION

Variables Excellent Good Average Poor

No of respondents 30 15 5 0
CHART-20
Perception about the Job Satisfaction

No of respondents in % 60% 30% 10% 0%

Average 10% Good 30%

P oor 0%

E xcellent Good E xcellent 60% Average P oor

INTERPRETATION The above graph reveals that 60% of the employees feel that job satisfaction in the organization are excellent that is they are absolutely satisfied.30% of the employees feel that job satisfaction in the organization are good that is they are satisfied.10% of the employees feel that job satisfaction in the organization are average that is they are partially satisfied. 0% i.e that is none of the employees feel that job satisfaction is poor.

CHAPTER VI
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FINDINGS & CONCLUSIONS

FINDINGS
In the above selected companies most of the employees were satisfied with the job environment and working conditions. Some of the employees are partially satisfied with the pay structure in the Organization. Some of the employees are partially satisfied with the promotion system in the Organization. Almost all the employees are satisfied with the leaves provided in the Organization. Almost all the employees are satisfied with the canteen facilities in the Organization. Almost all the employees are satisfied with the transport facilities provided by the Organization. Almost all the employees are having job security in the Organization. Almost all the employees are having job satisfaction.

CONCLUSIONS
Every organization to sustain in the industry has to satisfy some of the basic needs and demands of its employees. Satisfied and motivated employees are the source of achieving the organizational goals and objectives. In order to use the maximum potential of the human resource, the organization has to provide them with the best quality of their working life. Therefore every organization needs to update and improve the quality of work life of the employees who make better contribution to production, quality and productivity. The selected companies has pioneered in many new areas because of its inventory of professional and skilled employees. And this was only possible by providing its employees, good working conditions and welfare facilities. The selected companies are recognized as the organization with negligible employee turnover. This is because it gives its employees adequate and fair compensation and the employees have no reason to quit the company. This can be supported by the fact that the employees in these companies have a service more than 20 years on an average. There is a cordial atmosphere of co-operation and co-ordination between the employees and employers. The flow of communication is flexible and clear the career prospects of these companies are considered to be the best in the sector. They plan for the career development of the employees since they join.

Therefore they give the potential employees permanent employment and give them enhance to grow both internally and externally.

The employees are given reasonable autonomy for their job. This makes them feel more responsible and challenging and work hard for achieving it. There exists a strong bond among the employees, which helps them to work as team and make group accomplishments. Though there are some limitations like office layout, seating arrangements and lack of seriousness of workers, it has sustained in the industry and is challenging the competition. The companies are striving hard to reduce the limitations by practicing better QWL interventions and modernizing The working conditions in tune with the private organizations. Finally, we can conclude that the selected companies are providing its employees best Quality of Work Life, which influence their performance and productivity make it even better place to work .It is in the process of updating and

CHAPTER VII

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SUGGESTIONS

SUGGESTIONS

Based on the analysis conducted in the organization the following are the recommendations made to the organization. Some of the employees are not satisfied with the job environment and working conditions. Job environment and working conditions play a very important role in motivating the employees. so, the organization has to take some more steps to improve the job environment and working conditions. Some of the employees are not satisfied with the career-planning programme. If an organization wants to retain its employees it must satisfy their innovate aspirations for growth and development of advancement in their career Some of the employees are not satisfied with scope of creativity. If the job is creative then only the employees get more interest on their job. They can innovate new things in their job. Their creativity will be improved. Some of the employees are not satisfied with the labour welfare measures provided by the company. Labour welfare measures will improve the morale and increases the feeling of security that will in turn affect the personnel effectiveness in an organization. So the organization should take measures to improve the labour welfare measures.

APPENDICES

PERSONNELDEPARTMENT

DIRECTOR (PERSONNEL)

GM(HR)

DGM(ER)

DGM(P&A)

MANAGER(PR)

CHIEF MEDICAL OFFICER

CANTEEN

TRANSPORT

RECRUITMENT

ESTABLISHMENT

WELFARE

SAFETY

PROMOTIONS

QUESTIONNAIRE
NAME: DEPARTMENT: 1. What is your opinion about the job environment and working conditions? a. Excellent b. Good c. Average d. Poor

2. What is your perception about the growth and security opportunities? a. Excellent b. Good c. Average d. Poor

3. What is your perception about the career-planning program in the organization? a. Excellent b. Good c. Average d. Poor

4. What is your perception about the pay structure in the organization? a. Excellent b. Good c. Average d. Poor

5. What is your opinion about the promotion system? a. Excellent b. Good c. Average d. Poor

6. What is your opinion about that you are able to learn and new skills in this Organization? a. Excellent b. Good c. Average d. Poor

7. What are the steps taken for the job enrichment for employees? a. Deliberate upgrading of responsibility b. Widening the scope of activities c. Setting the challenges in work d. Giving exposure to variety of jobs 8. What is the purpose of job design and goal setting in the organization? a. It facilitates work flow b. Effective co-ordination and integration c. Positive impact on employee satisfaction d. All the above 9. What is your perception about the sensible integration of job, career, family life and leisure time? a. Excellent b. Good c. Average d. Poor

10. What is your perception with the leaves provided by the organization? a. Excellent b. Good c. Average d. Poor

11. What is your perception about the leave travel concession that is provided by the Organization? a. Excellent b. Good c. Average d. Poor

12. What is your opinion about the Canteen facilities? a. Excellent b. Good c. Average d. Poor

13. What is your perception about the transport facilities? a. Excellent b. Good c. Average d. Poor

14. What is your opinion about the sanitation and cleanly measures? a. Excellent b. Good c. Average d. Poor

15. What is your opinion about the training given by the organization? a. Excellent b. Good c. Average d. Poor

16. What is your opinion about the management liaise between the employees and the union? a. Excellent b. Good c. Average d. Poor

17. What is your opinion that the management have adequate communication with the employees? a. Excellent b. Good c. Average d. Poor

18. What is your opinion about the Work Autonomy in the organization? a. Excellent b. Good c. Average d. Poor

19. What is your opinion about that the awareness of Quality of Work Life in the organization ? a. Excellent b. Good c. Average d. Poor

20. What is your perception about the job satisfaction? a. Excellent b. Good c. Average d. Poor

BIBLIOGRAPHY

BIBLIOGRAPHY
NAME OF THE BOOK 1. Human Resource Management AUTHOR

Biswajeet Patnaik P. Subba Rao Mirza Saiyadain P.C.Tripathi

2. Personnel and Human Resource Management 3. Human Resource Management 4. Human Resource Development

WEBSITES

www.The selected organisations.co.in www.google.com www.hrabout.com