INTRODUCTION

Quality of work life (QWL) is viewed as an alternative to the control approach of

managing people. The QWL approach considers people as an 'asset' to the organization rather
than as 'costs'. It believes that people perform better when they are allowed to participate in
managing their work and make decisions.

This approach motivates people by satisfying not only their economic needs but also their
social and psychological ones. To satisfy the new generation workforce, organizations need
to concentrate on job designs and organization of work. Further, today's workforce is
realizing the importance of relationships and is trying to strike a balance between career and
personal lives.

Successful organizations support and provide facilities to their people to help them to
balance the scales. In this process, organizations are coming up with new and innovative
ideas to improve the quality of work and quality of work life of every individual in the
organization. Various programs like flexible timings, alternative work schedules, compressed
work weeks, telecommuting etc. are being adopted by these organizations. Technological
advances further help organizations to implement these programs successfully. Organizations
are enjoying the fruits of implementing QWL programs in the form of increased productivity,
and an efficient, satisfied, and committed workforce which aims to achieve organizational
objectives. The future work world will also have more women entrepreneurs and they will
encourage and adopt QWL programs.

Quality of Working Life is a term that had been used to describe the broader job-related
experience an individual has.

Whilst there has, for many years, been much research into job satisfaction, and, more
recently, an interest has arisen into the broader concepts of stress and subjective well-being,
the precise nature of the relationship between these concepts has still been little explored.
Stress at work is often considered in isolation, wherein it is assessed on the basis that
attention to an individual’s stress management skills or the sources of stress will prove to
provide a good enough basis for effective intervention. Alternatively, job satisfaction may be
assessed, so that action can be taken which will enhance an individual’s performance.
Somewhere in all this, there is often an awareness of the greater context, whereupon the
home-work context is considered, for example, and other factors, such as an individual’s
personal characteristics, and the broader economic or cultural climate, might be seen as
relevant. In this context, subjective well-being is seen as drawing upon both work and non-
work aspects of life.

However, more complex models of an individuals experience in the workplace often

appear to beset aside in an endeavor to simplify the process of trying to measuring “stress” or
some similarly apparently discrete entity. It may be, however, that the consideration of the
bigger, more complex picture is essential, if targeted, effective action is to be taken to address
quality of working life or any of it’s sub-components in such a way as to produce real
benefits, be they for the individual or the organization.

Quality of working life has been differentiated from the broader concept of Quality of
Life. To some degree, this may be overly simplistic, as Elizur and Shye, concluded that
quality of work performance is affected by Quality of Life as well as Quality of working life.
However, it will be argued here that the specific attention to work-related aspects of quality
of life is valid.

Whilst Quality of Life has been more widely studied, Quality of working life, remains
relatively unexplored and unexplained. A review of the literature reveals relatively little on
quality of working life. Where quality of working life has been explored, writers differ in
their views on its’ core constituents.

It is argued that the whole is greater than the sum of the parts as regards Quality of
working Life, and, therefore, the failure to attend to the bigger picture may lead to the failure
of interventions which tackle only one aspect. A clearer understanding of the inter-
relationship of the various facets of quality of working life offers the opportunity for
improved analysis of cause and effect in the workplace. This consideration of Quality of
working Life as the greater context for various factors in the workplace, such as job
satisfaction and stress, may offer opportunity for more cost-effective interventions in the
workplace. The effective targeting of stress reduction, for example, may otherwise prove a
hopeless task for employers pressured to take action to meet governmental requirements.
 NEED OF THE STUDY

The success of any organization is highly dependent and how it attracts, recruits,
motivates and retains its work force. Today organization needs to be more flexible so that
they are equipped their work force and enjoy their commitment. Therefore organizations are
required to adopt a strategy to improve the employees ‘quality of work life’. To satisfy both
the organizational objectives and employees needs. One of the ways to accomplishing QWL
is through job design.

Quality of work life covers various aspects under the general umbrella of supportive
organizational behavior. Thus, the QWL should be broad in its scope. It must be evaluate the
attitude of the employees towards the personnel policies. The research will be helpful in
understanding the current position of the respective company. And provide some strategies to
extent the employees’ satisfaction with little modification which is based on the internal
facilities of the company.

This research can be further used to evaluate the facilities provided by the
management towards the employees. This study also helps in manipulating the basic
exception of the employees.
 OBJECTIVES OF THE STUDY

Quality of work life refers to the level of happiness or dissatisfaction with one's
career. Those who enjoy their careers are said to have a high quality of work life, while those
who are unhappy or whose needs are otherwise unfilled are said to have a low quality of
work life.

This study is undertaken to analyze Quality of Work Life in KARVY STOCK

BROKING LIMITED.

Objectives

 To study the quality of work life of employees in KARVY STOCK BROKING

LIMITED

 To understand core values of Edlogix with respect to HR

 To find out how quality of work life leads to high satisfaction

 To know the existing work culture in the company and help to improve the quality of
work life

 To evaluate the effectiveness and understand the perception of employees towards the
QWL

 To examine how the training and development programmes helps to improve the
quality of work life

 To know how the various welfare activities and other benefits helps to bring a better
quality of work life

 To suggest measures for further improvement of QWL in the company

 To gauge the effectiveness of QWL with respective employee’s satisfaction

 RESEARCH METHODOLOGY

Research is a systematic method of finding solutions to problems. According to

Clifford woody, “research comprises of defining and redefining problem, formulating
hypothesis or suggested solutions, collecting, organizing and evaluating data, reaching
conclusions, testing conclusions to determine whether they fit the formulated hypothesis”

For the purpose of study, both primary and secondary data has been collected. The
observational method and survey research method is used to collect the primary data.

The necessary data has also been collected from official records and other published
sources. The collected data is classified, tabulated, analyzed and interpreted later.

DATA COLLECTION:

There are two types of data collection

1. Primary data

2. Secondary data

Primary data

 Primary data is personally developed data and it gives latest information and offers
much greater accuracy and reliability.

 There are various sources for obtaining primary data i.e., Mail survey, personal
interview,

 Field survey, panel research and observation approach etc.

 The study to maximum extent dependent on primary data, which is collected by way
of structures personal interview with customers.

Primary sources considered with regard to Quality of Work Life at KARVY STOCK
BROKING LIMITED:

 Interaction with the employees/ and HR at Edlogix Software Solutions.

Secondary data

Secondary data is the published data. It is already available for using and its saves
time. The mail source of secondary data are published market surveys, government
publications advertising research report and internal source such as sales, sales records
orders, customers complaints and other business record etc. the study has also depended on
secondary data to little extent, which is collected through internal source.

Secondary sources considered with regard to Quality of Work Life:

 Websites

 Journals

 Annual Reports

Sampling Design:

A sample design is a finite plan for obtaining a sample from a given population.
Simple random sampling is used for this study

Sample Size:

Number of the sampling units selected from the population is called the size of the
sample.

For this study, a sample of 50 respondents was interviewed from Edlogix employees.

Research Findings:

Considerable amount of time was spent to collate the findings of the research. The
findings had to be stated. These findings were also discussed with the HR team at KARVY
STOCK BROKING LIMITEDto get a lateral view because these were to form the basis of
the recommendations to be made to the company.
 SCOPE OF THE STUDY

The study involves analyzing the quality of work life in KARVY STOCK BROKING
LIMITED. The scope of the study is limited to the information gathered from the company
only.

 The study is carried out by taking the feedback of managers, HR, and employees of
Edlogix Software Solutions
 The quality of work life study is carried out in Dilshuknagar office of KARVY
STOCK BROKING LIMITEDin Hyderabad
 The survey and secondary research conducted will provide the details about the
quality of work life in the company with regard to the employees
 This study is aimed at providing useful insights to the management of KARVY
STOCK BROKING LIMITEDon quality of work life prevailing in the company.
 LIMITATIONS

Every study has its own limitations in terms of methodology and available resources for its
conduct. This study was not an exception and was carried out under the following limitations:

 The research was confined to only KARVY STOCK BROKING LIMITEDin

Dishuknagar area of Hyderabad region

 The study is limited to quality of work life process only. Others are not taken into the
purview of the study

 The respondents may not have expressed them strong negative feelings about the
policies, which results in the error of central tendency

 Some of the employees were reluctant to provide the exact information required for
the project

 Few respondents were reluctant while answering the questions

 The time was also one of the hindrances in the research

 Some important information was not there due to confidentiality involved in it

 Accuracy of the study is limited due to the possible bias of the respondents.