CHAPTER-I

INTRODUCTION

INTRODUCTION
Quality of Work Life is the existence of a certain set of organizational
conditions or practices. This definition frequently argues that a high quality
of work life exists when democratic management practices are used,
employees jobs are enriched, employees are treated with dignity and safe
working conditions exist.
Quality of Work Life refers to the level of satisfaction, motivation,
involvement and commitment individuals experience with respect to their
lives at work.
Quality of Work Life is the degree to which individuals are able to
satisfy their important personal needs while employed by the firm. Companies
interested in enhancing employees Quality of Work Life generally try to instill
in employees the feelings of security, equity, pride, internal democracy,
ownership, responsibility and flexibility.

Richard and J. Loy define Quality of Work Life means the

degree to much the members of the working organization are able to
satisfy important personnel needs through their experience in the
organization.

NEED FOR THE STUDY

Organizations, in the past, gave more importance on advanced
technology for higher productivity surpassing the needs and mental state of its
employees. This created a negative impact on the working environment among
the employees. Thus it was realized that societal support goes hand in hand
with technical innovations. This integration can only be made through Quality
of Work Life programs.

OBJECTIVES OF THE STUDY

To find out the quality of working life of the employees in Capital IQ.
To help the organization to know the level of

satisfaction of the workers

and executives at all hierarchical levels towards the facilities and welfare
amenities provided by them.
To review the working conditions including total environment to bring in
positive change for betterment of the Quality of Work Life of employees.
To find out the challenges and difficulties faced by the management in
providing better Quality of Work Life to the employees.

SCOPE OF THE STUDY

The scope of the study is limited to assessing the existing quality of
work life in Capital IQ and to study the modern implementation of quality of
work life activities where in the industry, evaluates its suitability for
implementation at Capital IQ.
A study that describes the quality of work life of employees of this
organization. So it can be termed as Descriptive study.
Though Capital IQ is an small organization in the corporate sector, the
analysis of Quality of Work Life at Capital IQ gives a better understanding of
the concept.
The scope of the study also includes the response of the employees to
the various measures taken by the management of Capital IQ to make the
employees comfortable at the work place.
The scope is also widened to find out the expectations of the
employees from the management with respect to the above concept.
The scope also includes the importance attributed to the grievance
settlement procedure as a part of Quality of Work Life by the employees.

RESEARCH METHODOLOGY OF THE STUDY

The study has been covered based on the following steps:

a) Data Collection : The data has been collected from the two main Sources
of data namely :

Primary Source of data

Secondary Source of data

Primary source : Primary source includes the data that is collected from
Capital IQ and selected respondents. The required information is collected in
the following ways:

Administered a structured questionnaire.

On the basis of observation.

By interacting with the concerned employees.

Tools used for data collection are as follows :

Discussions (Unstructured Discussions)

Questionnaire (Structured Questionnaire)

Unstructured Discussion: Under this method of data collection the

researcher personally interviews the respondents to gather the information. The
respondents are asked to present their views and opinions about the topic under
discussion. The opinions of the respondents are used as the primary source of
information for preparing the study report.

Structured Questionnaire : It is usually associated with the selfadministered tools with items of the closed or fixed alternative type. The
respondents feel greater confidence in the anonymity of questionnaire than in
6

that of any interview. It places less pressure on the subject of immediate

response. These were the reasons for choosing questionnaire as one of the
tools for data collection.

Secondary source : Secondary source is that information that is obtained

from those sources other than direct sources and the information is collected
through the mentioned ways.

Companys Website.

Magazines and Journals.

Text books published on Human Resource Management.

Websites and Search engines.

Other records.

b) Sample selection: A sample is known as the sub-unit of population

which shares the similar features. The number of units in the sample is known
as the sample size.
In this study a sample size of 50 was selected based on the previous
studies and other past records. Here, in this context a sample refers to the
employees of the related departments covered by the study.
After the selection of sample, the sampling was done based on
convenience sampling method.

Convenience definition : Sampling method where the items that are most
conveniently available are selected as part of the sample. It is not appropriate
to apply statistical analysis to samples selected in this manner.

In statistics, a sampling technique in which a sample is selected on the

basis of convenience and ease. The problem is, the sample is likely to be
unrepresentative of the population as a whole. For example, a study of the age
and sex of shoppers at a mall might entail surveying mall shoppers for three
hours during a weekday morning. The sample drawn is likely to be
unrepresentative of all mall shoppers because of the lack of representation of
working adults, who are most likely at work, and school-age children, who
should be in school.

c)

Analysis :

The collected data has been coded and represented diagrammatically in the
form of bar diagrams by calculating the frequency and average. Based on
this suitable interpretations were made.

Based on the responses obtained and the gathered data suitable

recommendations were given which can help the organization in retaining
their employees.

LIMITATIONS OF THE STUDY

The time taken for the project study was 33 days to gather opinions from
the employees and the management.

 The data collected by me through primary source is constrained by the

sample size which is only 50 employees.

Due to time constraint and non availability of employee only a sample of

50 was taken.

CHAPTER-II
REVIEW OF LITERATURE

REVIEW OF LITERATURE
INTRODUCTION TO QUALITY OF WORKLIFE
10

Quality of Work Life is the existence of a certain set of organizational

conditions or practices. This definition frequently argues that a high quality
of work life exists when democratic management practices are used,
employees jobs are enriched, employees are treated with dignity and safe
working conditions exist.
Another definition equates Quality of Work Life with the impact of
working conditions on employee well being. This definition emphasizes the
degree to which individuals are accident free, enjoy good health, express
satisfaction and are able to grow and develop as human beings.
In recent years the phrase Quality of life has been used with
increasing frequency to describe certain environmental and humanistic values
neglected by industrial productivity and economic growth. Within business
organizations attention has been focused on the Quality of human experience
in the work place. At the same time many firms have questioned their
viability in increasingly competitive world markets. These dual concerns
have created a growing interest in the possibilities of redesigning the nature of
work.

Many current organizational experiments seek to improve both

productivity for the organization and the quality of working life for its
members.
Quality can be assessed by factors like performance, reliability,
aesthetics, and complying with customer requirements. Quality refers to
freedom from wastage, freedom from trouble and freedom from failure.

Quality of Work Life refers to the level of satisfaction, motivation,

involvement and commitment individuals experience with respect to their
lives at work. Quality of Work Life is the degree to which individuals are able
to

satisfy

their

important

personal

needs

while

employed

by

the

firm. Companies interested in enhancing employees Quality of Work Life

11

generally try to instill in employees the feelings of Security, equity, pride,

internal democracy, ownership, responsibility and flexibility.
They try to treat employees in a fair and supportive manner, open
communication channels at all levels, offer employees opportunities to
participate in decisions affecting them and empower them to carry on with
their assignments.
Quality of Work Life has also been associated with organizational
changes aimed at increasing the levels of job widening (greater horizontal task
flexibility) and job enrichment (greater vertical task flexibility including the
taking on of new responsibilities including those formerly undertaken by
supervisory or managerial personnel). Crucially, the idea is that of attaining
higher levels of involvement and thereby motivation by improving the
attractiveness of the work itself rather than through improving the terms and
conditions of work (Hertzberg). Quality of life phenomena explored in early
studies

included

job

satisfaction

(measured

by

employee

turnover,

absenteeism or attitude surveys), organizational climate and the learning of

new tasks.
Quality of Work Life refers to fair remuneration, safe & healthy
environment, opportunities for growth. Better Quality of Work Life leads to
motivation and satisfaction. Motivated and satisfied employees make better
contribution to production, quality and productivity.

Organizations in the past, gave more importance on the advanced

technology for higher productivity surpassing the needs and mental state of its
employees. This created a negative impact on the working environment
among the employees. Thus, this was realized that the societal support hand
with the technical innovations. This integration can also be made through
quality of work life programs.

12

Quality of Work Life denotes all the organizational inputs which aim at
the employee satisfaction and enhancing organizational effectiveness. In the
late 1950s the term Quality of Work Life was used to stress prevailing poor
quality of life at work place and it is first defined then in terms of people
reaction to work, particularly an individuals job satisfaction and mental health.
It also refers to the favorableness and un-favorableness of job environment for
people.

AN OVERVIEW ON QUALITY OF WORKLIFE

Quality of Work Life has assumed increasing interest and importance in
both industrialized as well as developing countries of the world. In India, its
scope seems to be broader than much labor legislation enacted to protect the
workers.
13

Definition :
Richard and J. Loy define Quality of Work Life means the
degree to much the members of the working organization are able to
satisfy important personnel needs through their experience in the
organization.
Quality of Work Life is a process in organizations, which
enables its members at all levels to participate actively and effectively
in shaping the organization environment, methods and out comes.
Quality of Work Life is also defined as an environment in the
organization which motivates the employees to enhance their abilities
on continuous basis and which facilities them to have social cooperation among them.
The defining of quality of work life involves three major parts:
occupational health care, suitable working time and appropriate salary.
The safe work environment provides the basis for the person to
enjoy working. The work should not pose a health hazard for the
person. The employer and employee, aware of their risks and rights,
could achieve a lot in their mutually beneficial dialogue.
The working time has been established by the state according to
legislation which is a 40- hour working week in Estonia. The standard limits
on overtime, time of vacation and taking of free days before national holidays
have been separately stipulated.

The differences regarding the working time

have been established for the persons less than 18 years of age, pregnant
women, breast-feeding mothers and the person raising the disabled child.
The appropriate salary is agreed upon by the employee and the
employer. The Government of the Republic establishes each year the rate of
minimum salary, the employer should not pay less than that to the employee.

14

Work represents such a role in life which has been designated to it by

the person himself. On the one hand work is an earning of one's living for the
family, on the other hand it could be a self-realization providing enjoyment
and satisfaction.

Objectives of Quality of Work Life:

To

increase

in

individual

productivity,

accountability

and

commitment.

For better teamwork and communication.

For improving the morale of employees.

To reduce organizational stress.

To improve relationships both on and off the job.

To improve the safety working conditions.

To provide adequate Human Resource Development Programs.

To improve employee satisfaction.

To strengthen workplace learning.

To better manage on-going change and transition.

To participate in management at all levels in shaping the organization.

Importance of Quality of Work Life:

Improved Quality of Work Life was not considered as important factor
in India until recently as there were important impending factors like resource
deficiency, environmental threats and some services of financial problems.

15

Quality of Work Life program has become important in work place for
the following reasons:
1. Increase demands at work
2. Loss of long term employee guarantees
3. The need for enhanced work place skills
4. Greater competition for talent
5. Increased women in work fore
Good quality of Work Life leads to an atmosphere of good impersonal
relations and highly motivated employees who strive for their development.
Though monetary benefits still occupy the first place in the cost of elements
like physical working conditions, job restructuring and job re-designing,
career development, promotional opportunities etc. are gaining importance
rapidly. As such, workers expect the management to improve all these
facilities which thereby improve Quality of Work life. If provided with good
Quality of Work Life, employees concentrate more on both individual as well
as group development which in turn leads to overall development.
According to Walton (1975) proposed eight conceptual categories.
They are as follows:
Adequate and fair compensation
Safe and healthy working conditions
Immediate opportunity to use and develop human capacities
Opportunity for continued growth and security
Work and the total life span
The social relevance of work life
Social integration in the work organization

16

According to Herrick & Mac by (1975) have identified four basic

principles which summaries the humanization.
The principle of Security
The principle of Equity
The principle of Individuation

The principle of Democracy Successful organization is turning through

the introduction of Quality of Work Life strategy to the people who work in
them to maintain competitive advantage. The benefits to both management
and workers include:

Benefits of Quality of Work Life:

1. Improved organization performance through the development of people.

17

2. Increased co-operation and team work within and across all the levels of
the organization including movement towards management or trade union
partnership.
3. Increased environment in doing a good job .
4. Improved quality performance.
5. Increased commitment to the values and goals of the organization.
6. The anchoring of the development of a quality organization
7. Increased flexibility and responsiveness as the organization moves away
from hierarchical, bureaucratic structures
8. Easier introduction and development of new technology and of few
competitive systems for example, Total Quality Management (TQM) and
Just in Time (JIT)
9. Increased worker satisfaction as a result of better jobs and organizational
environment.
10. Increased opportunities for personal learning and growth

18

WORKLIFE BALANCE
BENEFITS TO THE
INDIVIDUAL
Measured increases in

More value and balance in your

individual productivity,

daily life
Better understanding of what

accountability and commitment

Better teamwork and

your best individual work life

communication

balance is

Improved morale

Increased productivity
Improved relationships both on

Less negative organizational

and off the job

stress
Reduced stress

About QWL Strategy:

Improve communication with employees

Strengthen family friendly programs

Provide all employees with Internet access

Increase investment in workplace learning

Improve the effectiveness of supervisors and team leaders

Evaluate the effectiveness of diversity management

practices and

Improve ability to manage change and transition

19

The programs, policies and services through Quality of Work

life Programs:
a. Support faculty and staff efforts to manage the competing
demands of work and personal life
b. Support health promotions and wellness
c. Express appreciation for faculty and staff contribution to the
university, highlight outstanding individual contributions and
recognize long term commitment.

Quality of Work Life as a process:

As a process Quality of Work Life calls for efforts to release this
goal through the active involvement of people throughout the
organization. It is about organization change usually from a control to
an Involvement organization.
The concept of Quality of Work Life views a work as a process
of interaction and joint problem solving by work in people, managers,
supervisors and workers.
This process includes:
i.
ii.

Co-operative rather than authoritarian

Evolutionary and changing rather than static

iii.

Open rather than rigid

iv.

Informal rather than rule based

v.
vi.

Problem solving
Win-win rather win-lose
20

Quality of Work life program has become important in the work place for the
following reasons:

Increased women in work force

Increased male involvement in dependant care activities

Increased responsibilities for elders

Increased demand at work

Loss of long term employment guarantees

The need for enhanced work place skills

Greater competition for talent

The following are the some of the specific issues in Quality of Work life
o

Pay and stability of employment

Occupational stress

Organizational health program

Alternative work schedules

Participative management and control of work

Recognition

Grievance procedure

Adequacy of resources

Seniority and merit in promotions

Problems of implementing Quality of Work Life programs:

Bohlander has identified three common problems of
implementing Quality of Work Life program. The three areas are:

Managerial attitudes
21

Union influence

Restrictiveness of industrial engineering

Strategies to improve Quality of Work Life:

By implementing some changes, the management can create sense of
involvement, commitment and togetherness among the employees which
paves way for better Quality of Work Life.

Job enrichment and Job redesign

Autonomous work redesign

Opportunity for growth

Administrative or organizational justice

Job security

Suggestion system

Flexibility in work schedules

Employee participation

Quality of Work life improvements are defined as any activity which

takes place at every level of an organization which seeks greater
organizational effectiveness through the enhancement of human dignity and
growth. A process through which the state holders in the organization,
management, unions and employees - learn how to work together better to
determine for themselves what actions, changes and improvements are
desirable and workable in order to achieve the win and simultaneous goals of
an improved quality of life at work for all members of the organization and
greater effectiveness for both the company and the unions.

Key elements:

Promote human dignity and growth.

Work together collaboratively.

Participative determine work changes.

Assume comparability of people and organizational goals.

22

QUALITY OF WORKLIFE AT
CAPITAL IQ
Compensation and Benefits Policy
Capital IQ focused on compensation as being integral to our work and
recognizing talent.

Philosophy
Salaries vary according to the various departments, designations,
qualification, previous work experiences and a successful, stable work
record. Compensation for one particular job or classification cannot be
compared as being relative to any other.
For Software staff, salary is set into fixed levels depending on
designation. These levels will change at least annually based on
market conditions. Promotion to the next designations is accompanied
by a commensurate increase in salary and promotions are based
entirely on individual performance and contribution to the company.
For Recruiting staff (IT Recruitment managers, recruiters and all
other employees), adjustments in pay will be awarded on an individual
basis dependent upon individual performance and overall contribution
to the Companys profitability.

Compensation Structure
Monthly compensation components include:

Gross salary

Annual Benefits
23

Retirement Benefits

Other Benefits

Gross Salary includes:

Basic Salary
The Basic Salary is the remuneration that is paid to all
employees based on position, rank and performance. The basic
is generally 40% to 45% of the Gross. Other allowances and
perquisites are linked to the basic salary.
House Rent Allowance (HRA)
HRA is paid monthly to all employees and is linked to the
Base Pay. In cases where HRA is nontaxable, employees may
seek reimbursement by submitting Rent receipts to the Accounts
department.

The amount of tax exemptible House Rent

Allowance shall be as per the Indian Income Tax rules. HRA is

25% to 30% of the gross salary.

Conveyance Allowance (CA)

Conveyance Allowance is given to employees for the
purpose of helping them meet the expenditure incurred
pertaining to conveyance in their performance of official duties.
Generally CA is 10% to 15% of Gross.

City Compensation Allowance (CCA)

CCA is an allowance payable, every month; to bear the
day to day local expenses. This is fixed at 10% of the Gross and
shall be as indicated in their salary structure.

24

Other Allowance
Other Allowances is an additional allowance payable
every month to employees and shall be as indicated in their
salary structure. OA is 5% of the Gross.

Annual Benefits:

Statutory Bonus: All employees of Capital IQ are

eligible to get a statutory bonus.

Performance Linked Variable Compensation:

All

employees are eligible to receive 8% on Basic annually.

Variable Compensation (based on performance) every
month after confirmation.

Retention/Performance Bonus:

All Employees are

eligible for a Retention/Performance Bonus. This bonus

is entirely at the discretion of the company. This bonus is
paid either annually or semi-annually depending on
department and designation.

Retirement Benefits include:

Gratuity: This is a statutory obligation to the employer

to pay gratuity to the employee who is completed 5 years
of service and leaving the company.

Provident Fund: The Provident Fund is a mandatory

savings account made up of contributions deducted from
the employees salary monthly equal to 13.5% of base
pay and an equal amount of contribution by Capital IQ.

25

The combined amount is remitted to the Provident Fund

Account of the employee.

Thus the PF Account at any given time consists of:

Employers contribution
Employees contribution
Interest on balance

Other Benefits:
1. ESI: 1% to 2% on Gross is employee contribution
and 4% to 5% on gross is employer contribution. This
deduction is applicable to employees whose gross is
below Rs.7500.
2. Medical claim: The premium amount is shown as
deduction to those employees whose gross is above
Rs.7500.
3. LTA: All employees who have completed 2 years in
Capital IQ are eligible to claim LTA at 4% to 5% of
Basic.
Probation and Confirmation: A probation period helps
the company to monitor the performance of new employees and
to take developmental/corrective action at the initial stage of
employment. All newly hired employees of Capital IQ will be
on probation for a period of 3 months from the date of their
appointment.
If the management considers it necessary, the probation
period can be extended and if the employees performance were
26

still not found satisfactory, the services of the employee would

be discontinued.

The employee will be informed of his/her probation

period through the appointment letter. A probationer will be
deemed to be confirmed in his/her job, only when the Human
Resources Department informs him/her of the same in writing.

Employee Benefits:
The following are the Existing Benefits/Best Practices at
Capital IQ:
1. ESI & PF Statutory benefits
2. Personal Accident Insurance to all the employees
3. Medical claim Policy up to 4 family members
including employee (for people not covered under
ESI)
4. Subsidized Meal & Free hot/cold beverages
5. 9 Public Holidays & 2 Optional Holidays
6. Over time for working extra hours/weekly offs or
holidays
7. Extensive Departmental Training Programs
8. Confirmation/Promotion notices to employees, in
advance
9. Committees/Clubs/Competitions
10. Cultural Celebrations
11. Picnics/Outings

27

12. HR mail ID for any sort of grievances, criticism &

suggestions from employees

Separation from the Firm:

Not everyone who joins us will spend an entire career
with our firm. Although separation from the firm, like other
times of transition, can be difficult at the time, we recognize the
value of each persons decision.

Employee Initiated Separation/Resignation:

When the employee wishes to terminate his employment
with the company, He/she needs to inform manager. A written
notice of your intention to leave and, if agreed, the date of your
last working day in the office must also be provided. The letter
of resignation can only be acknowledged by the appointing
authority/duly authorized signatory.
On receipt of the letter, the respective head of department
will provide details of procedures, which need to be completed
prior to leaving the company. You will need to get the No-Dues
Certificate duly filled in and send it to the HR Department
before your full and final settlement will be done.

Company Initiated Separation/Termination:

Termination of service is a conscious act on the part of
the company and generally results from a disciplinary action,
except where it is the termination or non-renewal of a contract
28

of employment for a specific period. The HR, as directed by the

Divisional Heads, will handle all cases of termination of service
and will ensure compliance with all legal formalities while
undertaking these actions.

Leave Policy:
There are 5 types of leaves at Capital IQ
Casual Leave
Sick Leave
Earned Leave
Maternity Leave
Paternity Leave

Employee Welfare Programs:

Keeping in mind the need to expand Capital IQ cultural
enthusiasm, imitativeness and employee interaction, in a defined
manner, we have come up with various Clubs with the
employees taking charge of it.

The various clubs are as follows:

1. Sports Club -For all sporting activities in the
organization
2. Cultural Club - It takes care of employee recreation
and takes responsible for
cultural events.

29

organizing annual day

3. Community Service Club By this we involve in

many activities for social causes like orphanage visits,
Blood donation camps etc.
4. Grievances: If there is any problems, complaints or
suggestions can be post to the organizations ID and they
will assure to take care of it.

CHAPTER III
COMPANY PROFILE

30

CAPITAL IQ Corporate Overview

0

CAPITAL IQ Fast Facts

Snapshot of products & Key Service Areas

CAPITAL IQ Corporate Vision & Mission

CAPITAL IQ Objectives & Values

Organization Structure & People

Corporate HR & Admin Policies

CAPITAL IQ Fast Facts

Snapshot of products & Key Service Areas

CAPITAL IQ Corporate Vision & Mission

CAPITAL IQ Objectives & Values

10 Organization Structure & People

11
CAPITAL IQ Fast Facts
Capital IQ Information Systems India Pvt. Ltd., was formerly known as Smart
Software Technology Development Co., Pvt. Ltd., The company was started by
Dr Kumara Prathipati in association with Mr. Madan

Mohan, CIQ Executive

Director. In the year 1997, Smart Software became the subsidiary of simply stocks,
Simply Stocks, the parent company of Smart Software, has been acquired by Capital
IQ NY. Currently S & P acquired so we known as Capital IQ India a division of S & P
the McGraw-Hill Companies.

31

Capital IQ, is the world leader in deeply integrating information on public & private
companies, investment firms, relationships among firms and professionals,
biographical and contact data, events, transactions, securities data, regulatory filings,
news, research products, interactions, and knowledge.

Capital IQ enables leading financial, advisory, and corporate professionals to

efficiently make more intelligent business decisions. Capital IQ serves over 10,000 +
clients, including the market leaders in investment banking, investment management,
private equity, and related professional services, as well as some of the worlds largest
corporations.
CIQ products integrate public & Private capital market information with software
applications for research, analysis, idea generation, workflow management, and
relationship development. CIQ are not just a data or software Company, but a team of
dynamic

Professionals vowing to provide:

High Quality, Timely and Accurate Data and Research Tools
Best Possible Client Service
CIQ Key Service Areas
financials, SEC filings, financial ratios and Business Descriptions
Exporting or Importing data into Excel spreadsheets
Creating reports which can be customized
Comparing companies against their peers and indices
Charting & graphing the results in bar, line, pie charts and customized colors

32

CIQ vision
To achieve a leading position in the field of fundamental data services by
developing top-quality customer solutions and providing finest financial data
products and tools based on cutting-edge technology and advanced quality
assurance processes.

CIQ Mission

To provide clients with consistently superior quality fundamental data and

innovative research tools, thus bring a fresh approach to the financial information
supply business.

To provide an exemplary work environment and work culture where the best talent can be
attracted, retained and motivated to rise to higher peaks of excellence.

To be a responsible corporate citizen and discharge CIQ social responsibilities diligently.

CIQ Objectives

To be a leader in U.S and a strong global player in supplying

financial data products and services.

To provide quality services on time at globally competitive prices.

To achieve optimal utilization of the important resources: people, time and

money.

CIQ Values
Client Orientation

CIQ clients are CIQ first priority

33

CIQ deliver promises and nurture long-term relationships with CIQ

clients

Knowledge Sharing

CIQ welcome new ideas from CIQ employees and stakeholders

CIQ enable improvement in CIQ processes Leadership

CIQ promote initiative, decisiveness and accountability among CIQ

employees

Integrity

CIQ ensure honesty and fairness in all CIQ dealings Performance

CIQ strive to achieve superior results all the times.

CIQ believe in Team work with mutual respect, support and open

Teamwork

communication with CIQ clients and within.

Approach

CIQ leverage CIQ intellectual capital and initiative to realize CIQ

goals

CAPITAL IQ, INDIA A Subsidiary of CAPITAL IQ

Capital IQ, India Development Inc. had its modest beginning in San Diego,
California by a group of entrepreneurs headed by Dr. Kumara Prathipati in 1993. The
Indian operation was started, as Capital IQ, India Technology Development Company
Pvt. Ltd., along with Mr. Madan Mohan, a successful entrepreneur with excellent
34

business acumen. In the year 1997, Capital IQ, India became the subsidiary of Simply
Stocks, Inc., San Diego, California.
In the recent past Simply Stocks & Capital IQ, India has been acquired by Capital IQ,
Capital IQ enables leading financial, advisory, and corporate professionals to
efficiently make more intelligent business decisions. Capital IQ products integrate
public and private capital market information with software applications for research,
analysis, idea generation, workflow management, and relationship development.
Capital IQ serves over 400 clients, including the market leaders in investment
banking, investment management, private equity, and related professional services, as
well as some of the worlds largest corporations.

DM
DM
Hierarchy Level & Grade classification

Planning
Planning&&
Implementing
Implementing

Interpretation
Interpretation

Defined
DefinedProcess
Process

Process
ProcessExecution
Execution
35

DECISION MAKING LEVEL

This level will involve decisions that will determine the scope, direction, and
overall goals of Capital IQ, India

These decisions will be subject to few constraints other than those imposed by
law and/or economic conditions.

These decisions will be the kind typically made or approved by CIQ / ED.

In short the decisions taken by this level would impact Capital IQ, India in
total.

PLANNING & IMPLEMENTATION LEVEL

36

This level will involve decisions related to the plans of achieving the Goals &
objectives established at the Decision Making level, These plans will be concerned
with formulating or adjusting the policies and procedures for the major
functions/divisions/departments and allocating resources

The positions in this level will typically be in charge of, or responsible to their
respective line of activities i.e., Production, Technical or HR. The decisions taken at
this level would impact a particular function in short term and Capital IQ, India in
long term.

INTERPRETATIVE LEVEL

At this level, position incumbents will interpret and carry out the Processes,
Goals & objectives planned at the Planning & Implementation level.

Decisions taken at the Interpretative level will specify what is to be done in

lower levels and how the resources i.e., time & people allocated to them are
deployed.

In short, people at this level will act as facilitators between the idea creators &
idea executors

DEFINED PROCESS LEVEL

The decisions at this level will involve determining the means or process of
achieving the standards set, objectives laid or guidelines established by the
Interpretative level.

These decisions will be subjected to the limits imposed by the available

resources & technology and to the constraints set by interpretative level.

The Defined Process level decision includes defining the process and specifies
what is to be done at the levels below.

In short, this team will act as a translator of the ideas.

37

OPERATIONS LEVEL

Employees at this level will focus on how to carry out the operations of the
process and the manner as well as speed of performing the elements of
production process as specified by the execution level

However, there will be, within the limits set by the specific process, a choice
as to how and when the operations are carried out.

In Short this team will execute the ideas.

Employee Levels / Career Progression levels:

The following are the Employee levels at Capital IQ, India
1. Junior Research Associate
1. Research Associate
2. Senior Research Associate
3. Analyst
4. Senior Analyst
Procedure:

Each level of employee should have certain skills and knowledge levels which
will be defined and communicated to all the employees. This will help every
individual to accesses where he/she stands and how to reach the next level.

There shall be no specified time limit for promoting an employee from one
level to another. But the TL/Mgr shall follow certain guidelines, for the same,
as specified by the Management.

The TL/Mgr recommendation of each employees promotion is not the final

decision. It must be approved by the Management.

38

Junior Research Associate:

The newly hired Associate will typically have a college degree, and 0-2 years of
professional experience.

Junior Research Associates (JRA) should be good at basic concepts of capital

markets, good understanding of financial statements, accounting terminologies
etc., and are able to apply this knowledge while processing the data with a
significant to moderate degree of supervision.

JRA should be a good team player

JRA needs complete assistance & guidance of the Team Lead/Manager to clear all
his minor and major doubts or to handle any unique situations faced during
discharge of his/her duties

JRA should have basic understanding about all the policies & procedures of data
processing and various applications/tools used for this purpose

The productivity level of a JRA should near the standard production levels and
performance should be within acceptable error rate.

Research Associate:

Research Associates (RA) should be good at basic concepts of capital markets,

good understanding of financial statements, accounting terminologies etc., and are
able to apply this knowledge while processing the data.

The work of the RA for the most part should be error-free.

The Associate

develops an ability to operate in an independent way, but may require assistance

from the Team Leader/Manager occasionally.

RA should be able to act individually with the laid down procedures.

RAs are good communicators and shall have good Interpersonal skills. The
Associate is able to communicate effectively with the Team Lead/Manger to
convey suggestions for tool enhancements, problems with work, questions, etc.

39

RA should have good command over all the policies & procedures of data
processing and various applications/tools used for this purpose

RA should show considerable improvement in the productivity & shall have

standard productivity

Senior Research Associate

Sr. RAs should have very good understanding of capital markets, financial
statements, terminologies etc.

And they are able to accurately apply this

knowledge to process the data.

The Sr. RA is usually able to operate in an independent way, requiring only

infrequent assistance from the Team Leader/Managers to accomplish production
targets

Should possess good understanding of relevant Accounting standards & principles

He/She is proficient in the use of production tools and understands the intricacies
of the data process so that even more difficult tasks can usually be accomplished
without assistance.

He/she is very productive, and is able to accomplish tasks at an above standard

pace.

Sr. RA must possess expert knowledge of his department and working knowledge
in more than one related departments to act as backup at times.

Sr. RA should have developed good communication skills along with the
confidence & knowledge to handle the doubts of Jr. RAs & RAs.

Sr. RA should be able to take up responsibilities from the Team Leader/Manager

In the absence of his superiors Team Leader/Manager/Sr. Analyst/Analyst, he/she

should be able to look after the production schedules and co-ordinate with other
team member accordingly

Analyst

40

Analyst must have expertise knowledge in subject, as well as, in his respective
department and must be good at analyzing critical data items.

Analyst should think beyond the production area and build positive relationships
with colleagues within the team and throughout the company.

Can handle small research projects, assist the MGR/TL in new projects and can
also prepare research reports. Shall also take initiative in accepting & handling
more Individualistic responsibilities

Should be proficient in relevant Accounting standards & principles

Analyst is proficient in the use of production process & tools such that even most
difficult tasks can be accomplished without assistance. Analysts are considered
expert in the use of these tools and will often assist other members of the Research
Team in this regard.

Should have knowledge about more than one department (like inter-statement
departments)

Should be able to identify mistakes of others in the team and guide them to rectify
the same.

Should have fair knowledge about Data storage & retrieval.

Should have very good written and oral communication skills

Shall gives priority to official tasks over personal commitments

In the absence of Team Leader/Manager/Sr. Analyst, he/she should be able to look

after the production schedules and co-ordinate with other team member
accordingly.

Senior Analyst

Sr. Analyst must have expertise knowledge in subject, as well as, in his respective
department and must be very good at analyzing critical data.

Must have a thirst for knowledge & make consistent efforts to enhance his
knowledge level and communicate the same down the line to other team members

41

Sr. Analyst acts as an Individual player, who takes up projects from the manager
and does research on his/her own

Sr. Analysts are confident & competent in all communication. They can write
reports effectively and will frequently communicate with the clients to address
their issues and also build positive relationships with colleagues throughout the
company.

Should be proficient in relevant Accounting standards & principles

Should be highly proficient in the process of all inter related departments

The work of the Sr. Analyst is extremely dependable and, for the most part, errorfree and is always in the top tier in productivity.

Should have good knowledge about Data storage & retrieval.

Should have overall knowledge of the total production flow and very good at
trouble shooting

DISCIPLINARY PROCEDURES
Disciplinary Proceedings
If any associate is caught violating CIQ policies or indulges in misconduct, the
following action will take place:
Verbal Warning:

42

The first reaction of the DM or the HR Manager or the concerned manager/TL

will be to issue a verbal warning.
Written Warning:
On repetition of the act or violation of any other policy, either the HR Manager or
the associates manager will issue him/her a written warning Failing to see an
improvement in behavior post these two warnings, the associate will be liable for
action including and up to termination
Employee Conduct (actions which will result in discharge)
Your employment at the Capital IQ, India will demand a certain code of conduct.
In any workplace, it is easier for everyone to work together if there is a code of
conduct CIQ follow. Any action falling in the below category will be liable for action
up to and including termination.
Falsifying employment or other Company records;
Violating the Company's anti-harassment policy;
Soliciting or accepting gratuities or commissions etc. from customers, clients

or

vendors and consultants;

Excessive absenteeism or tardiness;
Excessive, unnecessary, or unauthorized use of Company property and supplies,
particularly for personal purposes;
Reporting to work under the influence of drugs or alcohol, and the illegal
manufacture, possession, use, sale, distribution or transportation of drugs;
Fighting or using obscene, abusive, or threatening language or gestures;
Theft of property from co-workers, customers, or the Company;
Unauthorized possession of firearms on the Company premises or while on
Company business and disregarding safety or security regulations;
Failing to maintain the confidentiality of Company, customer, or client
Information.

43

Business Attire
The SS has a flexible business attire (Flex-Dress) policy. This policy is intended for
your comfort and enjoyment, without impacting CIQ professionalism or service to
CIQ clients. Flex-Dress simply means that you have the freedom to dress in business
casual attire (which includes compulsorily In-shirt for all men) from Monday to
Thursday and casuals on Friday & Saturday, depending on your personal preference
and your business requirements.
With Flex-Dress you can wear whatever you feel most comfortable wearing as long as
your dress is appropriate and falls within the definition of Business Casual Dress.
While it is difficult to provide an all-encompassing list of guidelines, you should use
good judgment and, in all cases, dress professionally and conservatively.
Harassment
It is the policy of the Company to maintain a working environment which encourages
mutual respect, promotes respectful and congenial relationships between associates
and is free from all forms of harassment of any employee or applicant for employment
by anyone, including managers, co-workers, vendors, or customers. Accordingly,
Company management is committed to vigorously enforcing this policy against
harassment, including but not limited to sexual harassment, at all levels within the
Company.
All reported or suspected occurrences of harassment will be promptly and thoroughly
investigated. Where harassment is determined to have occurred, the Company will
immediately take appropriate disciplinary action, including verbal/written warnings
and possible suspension, transfer and/or termination.

Grievance Redressal & Communication Protocol:

44

A Grievance Redressal system has been created to provide a means of

expressing your dissatisfaction or concern with respect to issues. This is in keeping
with SS policy of creating a positive work environment and a place where you will
like to come to work. You can mail all your concerns, views or suggestion to the
following ID.
The purpose is also to ensure that all employees have the opportunity to discuss their
issues and find a mutually agreeable solution. When a problem occurs, CIQ request
that relay your queries and/or concerns to your respective TL/MGR first. If for any
reason your queries/concerns are not addressed to your satisfaction, please contact the
Human Resources Department for further assistance. A meeting with the Executive
Director would be appropriate, only if your questions still remain unresolved.
THE FINAL STEP OF THE GRIEVANCE REDRESSAL SYSTEM WILL BE
THE EDs ANSWER TO THE EMPLOYEE WITH THEIR RESPONSE TO
THE ISSUE.

45

CHAPTER-IV
DATA ANALAYSIS AND
INTERPRETATION

DATA ANALYSIS AND INTERPRETATIONS

1.

How do you feel working with Capital IQ?

(a) Excellent

(b) Good

(c) Satisfactory

TABLE-1

46

(d) Poor

Category

Respondents

Percentage

Excellent

12

20

Good

34

57

Satisfactory

14

23

Poor

Total

60

100

Interpretation:
The survey depicts that 57%of the employees feel good working
with Capital IQ and 20%of the employees feel excellent and 23%feel
satisfactory about working with Capital IQ. The survey depicts that most
of the employees (57%)feel good about working with Capital IQ.
So the company should ensure that this percentage increases by
providing promising environment. Hence should show a little more care
and concern.

2.

What do you like the most about Capital IQ?

(a) Job Profile

(b) Work environment

(c) Growth Opportunities

(d) Compensation & Benefits

TABLE-2
Category
Job Profile
47

Respondents

Percentage

20

33

Work environment

34

57

Growth Opportunities

10

Compensation & Benefits

Total

60

100

Interpretation:
The survey depicts that 57% of the employees of Capital IQ like the
work environment & 33% of the employees like job profile & 10% of the
employees like growth opportunities. From the above it is clear that most of
the employees like work environment.
3.

How do you rate the work culture in your organization?

(a) Excellent

(b) Very good

(d) Satisfactory

(e) Bad

(c) Good

TABLE-3
Category

Respondents

Percentage

13

Excellent
48

Very good

22

37

Good

23

38

Satisfactory

12

Total

60

100

Interpretation:
The survey depicts that 38%of the employees felt that there is
good work culture in the organization and 37% of the employees felt
that work culture is very good and 12%of the employees felt that the
work culture is satisfactory and 13% of the employees felt that they
have excellent work culture in the organization. From this, we can say
that most of the employees at Capital IQ feel that they have good work
culture and they are confident about it.
4.

How are the career developmental activities in your organization?

(a) Excellent

(b) Very good

(d) Satisfactory

(e) Bad

(c) Good

TABLE-4
Category

Respondents

Percentage

Excellent

Very good

15

25

49

Good

29

48

Satisfactory

15

Bad

Total

60

100

Interpretation:

The survey depicts that 48%of the employees say that the career
developmental activities are good and 25%felt it is very good and 15%of the
employees felt that it is satisfactory and5%of the employees felt it is bad and
7%of the employees felt it is excellent It implies that if management focuses
on the particular category i.e. mainly on the career developmental activities,
then the employees can be motivated and more useful for the organization.
5.

Your main satisfaction in life comes from your work.

(a)Strongly agree (b) Agree

(c) Disagree

(d) Strongly Disagree

TABLE-5
Category

Respondents

Percentage

Strongly agree

12

Agree

40

67

50

Disagree

13

21

Strongly Disagree

Total

60

100

Interpretation:
The survey depicts that 67% of the employees agreed that
satisfaction comes from work and 21%of the employees disagreed and
12%of the employees strongly agree that there is job satisfaction.
From this we can say that the majority of the employees of
Capital IQ have agreed that the main satisfaction comes from work and
it can be further improved.
6.

The work profile gives you an opportunity to develop special abilities

(a) Very true

(b) Some what true

(c) Not too true

(d) Not at all true

TABLE-6
Category
Very true
Some what true
Not too true
Not at all true

Respondents
17
30
7
6

Percentage
28
50
12
10

51

Total

60

100

Interpretation:
The survey depicts that 50% of the employees feels that work profile gives an
opportunity to develop special abilities is some what true and 28%of the employees
feels that it is very true & 12% of the employees feel that it is not too true and 10% of
the employees feel that it is not at all true.
From this we can say that the majority of the employees of Capital IQ are
agreed that the work profile gives an opportunity to develop special abilities.
7.

How hard is it to take time off during your work to take care of
personal or family matters?
(a) Not at all hard

(b) Not too hard

(c) Some what hard

(d) Very hard

TABLE-7
Category
Not at all hard
Not too hard

Respondents
12
25

Percentage
20
42

Some what hard

20

33

Very hard

52

Total

60

100

Interpretation:
The survey depicts that 42% of the employees feel that it is not
too hard to take care of family matters & 33%of the employees feels
that it is some what hard to take care of family matters and 20% of the
employees feels that it is not at all hard & 5% of the employees feel
that it is very hard to take care of family matters.
From this we can say that the majority of the employees of
Capital IQ are able to manage personal & family matters efficiently.
8.

Does the management maintain quality circles according to the norms

and standards of the employees?
(a) Yes

(b) No

TABLE-8
Category
Yes
No
Total

Respondents
57
3
60

53

Percentage
95
5
100

Interpretation:
It is revealed that 95%of the employees say that the management
maintains quality circles and 5%say that management doesnt maintain
quality circles.
Majority of the employees are satisfied with the management as it
maintains quality circle and it can be improved.

9.

In general, how would you describe relations in your work place

between
management and employees?
(a) Very good
(b) Quite good
(c) Neither good nor bad
(d) Quite bad
(e) Very bad
TABLE-9
Category
Very good
Quite good
Neither good nor bad
Quite bad
Very bad
Total

Respondents
31
20
9
0
0
60

54

Percentage
52
33
15
0
0
100

Interpretation:
The survey depicts that 52% of the respondents describes
relationship between management and employees are very good and
33%of the respondents states that the relationship is quite good and
15%describes neither good nor bad.
It is concluded that relationship between management and
employees can be further improved for better output.

10.

Do you think that the organization is paying you fairly and reasonably?
(a) Strongly agree

(b) Agree

(d) Disagree

(e) Strongly disagree

(c) Satisfactory

TABLE-10
Category
Strongly agree
Agree
Satisfactory
Disagree
Strongly disagree
Total

Respondents
7
35
17
1
0
60

55

Percentage
12
58
28
2
0
100

Interpretation:
The survey depicts that 58%of the employees agree that the
organization is paying fairly &reasonably and 28%of the employees
satisfied and 14%are strongly agree and2%of the employees disagree.
The organization should have a relook at the pay packages.
11.

Is the compensation paid to you is sufficient for providing a

satisfactory standard of Living?
(a) High

(b) Average

(c) Low

TABLE-11

Category
High
Average
Low
Total

56

Interpretation:
From the survey 85% of the employees say that the
compensation paid by the Organization is average for the standard of
living and 8% say that it is high and 7% of the employees felt that it is
low in maintaining standard of living.
Majority of employees say that the compensation is average for
their standard of living. The management has to focus on this category.
So that it can be improved further
12.

Do you feel that there is job security in your organization?

(a) Strongly agree

(b) Agree

(d) Disagree

(e) Strongly disagree

(c) Satisfactory

TABLE-12
Category
Strongly agree
Agree
Satisfactory
Disagree
Strongly disagree
Total

Respondents
14
36
10
0
0
60

Interpretation:
57

Percentage
23
60
17
0
0
100

From the survey 60% of the employees agreed that there is job
security in the Organization and 23% of employees strongly agreed and
17% of employees are satisfied with job.
Hence, it indicates that there is job security in the organization.

13.

What are rewards given for good performance of the team?

(a) Monetary benefits

(b) Promotion

(c) Job enrichment

(d) Any other specify

TABLE-13
Category
Monetary benefits
Promotion
Job enrichment
Any other specify
Total

Respondents
18
25
7
0
60

Interpretation:

58

Percentage
36
50
14
0
100

From the survey 50% of the employees have chosen promotion,

36% have chosen monetary benefits and 14% have chosen as job
enrichment.
From the above we calculated that 50% of employees chosen as
promotion in lieu of their good performance. Rewards system should
be improved further to gear up the activities.
14.

What helps positive attitude towards the job?

(a) Nature of the job
(b) Working with colleagues
(c) Recognition of effort
(d) Development opportunities
(e) Pay and conditions
(f) Others (mention)
TABLE-14
Category
Nature of the job
Working with colleagues
Recognition of effort
Development opportunities
Pay and conditions
Others (mention)
Total

Respondents
15
7
29
5
4
0
60

Interpretation:
59

Percentage
25
12
48
8
7
0
100

From this survey it is found that 48% of the respondents feel that
there is positive attitude towards recognition of effort and 25% towards
nature of the job and 12% working with colleagues and 8% of the
employees towards development opportunities and 7%felt that pay and
condition is one of the reasons towards positive attitude.

15.

Therefore, there is positive attitude towards recognition of

efforts and nature of the job.
How do you rate the employee welfare programs in your
organization?
(a) Excellent

(b) Very good

(c) Good

(d) Satisfactory

TABLE-15
Category
Excellent
Very good
Good
Satisfactory
Total

Respondents
3
12
35
10
60

Percentage
5
20
58
17
100

Interpretation:
From the survey, 58% of the employees are agreeing that the
employee welfare programs are good and 20% of employees felt very
60

good and 17% of employees are satisfied and 5% felt excellent with the
welfare programs of organization.
It implies to continue the same and improve it if there is any scope
16.

What could improve the quality of your work life?

(a) More suitable working hours

(b) Better pay and conditions

(c) Better development/promotional activities (d) Better management

(e) Other

(f) None of the above

TABLE-16
Category
More suitable working hours
Better pay and conditions
Better development/promotional
activities
Better management
Other
None of the above
Total

Respondents
9
16

Percentage
15
26

25

42

6
0
4
60

10
0
7
100

Interpretation:
From the survey, 26% of the employees feel that better pay &
conditions could improve quality of work life & 42% feel that better
development & 15% of the employees are of the opinion that more
suitable working hours will improve quality of work life & 10% of the

61

employees feel that better management & 7% of the employees feel

none of the above.
From the above most of the employees felt that better pay and
conditions improve the quality of work life.

CHAPTER-V
FINDINGS,SUGGESTION AND
CONCLUSION

62

FINDINGS
The following are the Findings and Conclusions of the study:
a. Most of the employees covered under the study have not been found
to be feeling any stress in the job related and working environment.
b. The employees in general felt that the work culture in the company
is good.
c .It has been an interesting revelation that there is no employee in
Capital IQ, is

working here just for the sake of the job and most of

the employees are comfortable with Capital IQ, but also feeling proud
of being in Capital IQ.
d. The Capital IQ training
developed in a

and development modules have been

systematic way where in employee training need is

assessed and met timely i.e. they are trained in due course.
e. Coming to study of personal attitudes, the employees have been
found to be optimistic, sincere and they never try to avoid work.
f. The employees working in the company are able to satisfy and
achieve the organizational goals through their experience completely.
g. The employees working with Capital IQ are confident to say that
they know about their duties and responsibilities, as such there is no
role conflict or role ambiguity.

63

h. The employees of Capital IQ are fully satisfied with the grievance

settlement procedure.

SUGGESTIONS
The following are the recommendations which are based on
the findings:
It is better to keep employees aware of the company goals,
vision, mission and keep them informed of all the changes
taking place in the company then it would definitely go a
long way in the efficiency of the employees.
There should be no communication gap between the Team
leader and Group members. The communication flow must
be smooth to maintain cordial relations in the organization.
It is better to take timely preventive measures that the work
would not be overloaded and maintain better Quality of Work
Life.
The efforts to further improve the work culture in the
organization should be continued.
The training and development programs can also be more
effectively planned and implemented.
The quality of working lunch need to be improved.

64

CONCLUSIONS
It would be observed from the foregoing that most of the employees are
satisfied with the Quality of Work Life at Capital IQ and also with the
compensation packages, leave policies, training and development programs,
performance appraisal systems which are in
expectations.

65

accordance with their

QUESTIONNAIRE
This survey is regarding a study on Quality of Work Life at Capital
IQ. Kindly spend your Valuable time in going through and filling this
questionnaire.
1.

How do you feel working with Capital IQ? ( )

(a) Excellent
(c) Satisfactory

2.

3.

(b) Good
(d) Poor

What do you like the most about Capital IQ? ( )

(a) Job Profile

(b) Work environment

(c) Growth Opportunities

(d) Compensation & Benefits

How do you rate the work culture in your organization? ( )

(a) Excellent

(b) Very good

(d) Satisfactory

(e) Bad

(c) Good

4. How are the career developmental activities in your ( )

organization?

5.

(a) Excellent

(b) Very good

(d) Satisfactory

(e) Bad

(c) Good

Your main satisfaction in life comes from your work. ( )

(a) Strongly agree

(b) Agree

(c) Disagree

(d) Strongly Disagree

66

6. The work profile gives you an opportunity to develop special abilities( )

(a) Very true

(b) Some what true

(c) Not too true

(d) Not at all true

7. How hard is it to take time off during your work to take care of personal or
family matters? ( )
(a) Not at all hard

(b) Not too hard

(c) Some what hard

(d) Very hard

8. Does the management maintain quality circles according to the norms and
standards of the employees? ( )
(a) Yes
9.

(b) No

In general, how would you describe relations in your work place

between management and employees? ( )

(a) Very good (b) Quite good (c) Neither good nor bad
(d) Quite bad

(e) Very bad

10. Do you think that the organization is paying you fairly and reasonably? ( )
(a) Strongly agree

(b) Agree

(c) Satisfactory

(d) Disagree

(e) sStrongly disagree

11. Is the compensation paid to you is sufficient for providing a satisfactory

standard of Living? ( )
(a) High

(b) Average

(c) Low

12. Do you feel that there is job security in your organization? ( )

(a) Strongly agree

(b) Agree

(c) Satisfactory

(d) Disagree

(e) Strongly disagree

13. What are rewards given for good performance of the team? ( )
(a) Monetary benefits

(b) Promotion

(c) Job enrichment

(d) Any other specify

14. What helps positive attitude towards the job? ( )

67

(a) Nature of the job

(b) Working with colleagues

(c) Recognition of effort

(d) Development opportunities

(e) Pay and conditions

(f) Others (mention) ____________________
15. How do you rate the employee welfare programs in
organization? ( )
(a) Excellent

(b) Very good

(c) Good

(d) Satisfactory

16. What could improve the quality of your work life?( )

(a) More suitable working hours

(b) Better pay and conditions

(c) Better development/promotional activities

(d) Better management (e) Other

(f) None of the above

68

BIBLIOGRAPHY
Books:
Decenzo

&

Robbins

Human

Resource

Management,

Johnwilley 1998
Biswajeeet Pattanaya, Human Resource Management, PHI-2201
Mirza S Saiyadain - Human Resource Management, TMH-2001
P.Subba

rao

- Personnel

&

Human

resource

management ,HPH-2003
K

Ashwanthappa

Personnel

management

&

Human

resource

,HPH-2003

Journals:
ICFAI Journal of Management
The Indian Management
Websites:
www.ling-tech.com
www.humanresouces.uce.edu
Search Engines:

69

 www.google.com
www.dogpile.com

70