MANO-Quality of Work Life Project Report

A STUDY ON QUALITY OF WORK
LIFE OF EMPLOYEES IN SUMMER INDIA

TEXTILES PVT LIMITED, TIRUCHENGODE.
PROJECT REPORT
Submitted by
A.R.MANO
Register No: 108001605028
In partial fulfillment for the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION

In
DEPARTMENT OF BUSINESS ADMINISTRATION

K.S.R COLLEGE OF ENGINEERING
TIRUCHENGODE - 637 215.
JULY 2011
1
K.S.R COLLEGE OF ENGINEERING
TIRUCHENGODE - 637 215.
DEPARTMENT OF BUSINESS ADMINISTRATION
PROJECT WORK
JULY 2011
This is to certify that the project entitled
A STUDY ON QUALITY OF WORK LIFE OF EMPLOYEES IN

SUMMER INDIA TEXTILES PVT LIMITED,
TIRUCHENGODE.
Is the bonafide record of project work done by
A.R.MANO
Register No: 108001605028
Of
MASTER OF BUSINESS ADMINISTRATION during the
Year 2011
__________________ ____________________
Project Guide Head of the Department
Submitted for the project viva-voce examination held on ………………...
__________________ ____________________
Internal Examiner External Examiner

2
DECLARATION
I affirm that the project work titled “A STUDY ON QUALITY OF WORK LIFE OF
EMPLOYEES IN SUMER INDIA TEXTILES PVT LIMITED, TIRUCHENGODE”.
Being submitted in partial fulfillment for award of MASTER OF BUSINESS
ADMINISTRATION is the original work carried out by me. It has not formed the part of any
other project work submitted for award of any Degree or Diploma, either in this or any other
university.
Signature of the Candidate

A.R.MANO
Reg.No:108001605028
I certify that the declaration made above by the candidate is true
Signature of the Guide,

Ms. K.ANURADHA
(Assistant Professor)
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ACKNOWLEDGEMENT
I would like to place my sincere thanks and gratitude to our chairman of KSR COLLEGE
OF ENGINEERING, Lion Dr.K.S.RANGASAMY, MJF, for providing me the needed
facilities to do my project work.
I express my sincere thanks to our principal Dr. N.RENGARAJAN, B.Sc., B.Tech., ME.,
Ph.D., and Vice Principal Dr.K.KALIANNAN, B.Sc., M.Tech. MS., MBA., M.Phil., Ph.D.,
for their support given to me in carrying out the project work.
I like to express my thanks to our director and Head of the Department of Management
studies Dr.K.MOORTHY, B.E (Hons), M.E.,Ph.D., for the encouragement given during the
project work.
I express my sincere gratitude to my guide Ms.K.ANURADHA, B.Sc., (Agri), M.B.A.,

(PhD), Assistant Professor of department of management studies, for her valuable guidance
and suggestions during each stage of this project work.
I record my heart full thanks to Mr.S.GOWRISHANKAR, Asst. HR Manager for his

valuable guidance and sincere co-operation throughout the project.
Last but not least, I express my sincere thanks to my beloved teachers, friends and family
members who supported me in this endeavor.
A.R.MANO
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CONTENTS
CHAPTER
PARTICULARS PAGE NO.
NO.
Abstract 6
List of Tables 7
List of Figures 9
1 Introduction
1.1 Introduction about the Study 11
1.2 Introduction about the Industry 14
1.3 Introduction about the Company 17
2 Main Theme of the Project
2.1 Objectives of the Study 23
2.2 Scope and Limitations of the Study 24
2.3 Research Methodology 25
2.4 Review of Literature 28
3 Data Analysis and Interpretation 30
4 Findings, Suggestions and Conclusion
4.1 Findings 65
4.2 Suggestions 66
4.3 Conclusion 67
5 Appendix 68
6 References 72
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ABSTRACT
The study is to find out the existing Quality of Work Life of Employees at SUMMER INDIA
TEXTILES PVT LIMITED, TIRUCHENGODE.The research methodology adopted is
Descriptive Research done through questionnaires for a sample of 150 employees. Factors
like the internal relationship among the employees, the relationship between the employees
and supervisors, the overall satisfaction of the workers about their work are mainly used for
research.
The simple percentage method and chi-square test are used as tools for analysing the collected
data. A research design is simply the framework or plan for a study. The design may be a
specific presentation of the various steps in the process of research. For this descriptive design
is used. The aim of descriptive research is the description of the state of affairs as it exists at
present.
The data is analysed and the reason is found out based on analysis carried out are identified
and suitable suggestions are given to improve the quality of work life of employees.
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LIST OF TABLES
TABLE
NO.
1. Gender of Employees 31
2. Age Group of Employees 32
3. Marital Status of Employees 33
4. Educational Qualification of Employees 34
5. Designation of Employees 35
6. Experience of Employees 36
7. Monthly Salary of Employees 37
8. Employee Satisfaction Regarding Woking Conditions 38
9. Employee Opinion on Performance Evaluation 39
10. Employee Opinion on Quality of Work & Facilities 40
11. Employee Satisfaction Level on Promotion Policy 41
Employee Satisfaction Regarding Involvement in Decision

12. 42
Making
13. Employee Satisfaction on Quality Circle & Quality Plans 43
14. Employee Opinion on Working Hours 44
15. Employee Satisfaction Regarding Salary & Allowances 45
16. Employee Satisfaction on Training & Development Programs 46
17. Employee Opinion on Responsibility Level 47
18. Existence of Effective Grievance Handling Procedure 48
19. Employee Opinion on Job Security 49
20. Employee Opinion on Strict Leave Rules 50
21. Employee Opinion on Encouragement of Team Work 51
22. Employee Opinion on Work Place Conflict 52
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TABLE
NO.
23. Employee Opinion about Stress on Work 53
24. Employee Satisfaction on Work Life Environment 54
25. Employee Opinion on Factors Affecting Quality of Work Life 55
26. Employee Satisfaction Level on Safety Measures 56
27. Employee Satisfaction Level on Medical Facility 57
28. Employee Satisfaction Level on Ventilation Facility 58
29. Employee Satisfaction Level on Canteen Facility 59
30. Employee Satisfaction Level on Recreational Facility 60
31. Employee Satisfaction Level on Welfare Measures 61
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LIST OF FIGURES
FIGURE
NO.
1. Gender of Employees 31
2. Age Group of Employees 32
3. Marital Status of Employees 33
4. Educational Qualification of Employees 34
5. Designation of Employees 35
6. Experience of Employees 36
7. Monthly Salary of Employees 37
8. Employee Satisfaction Regarding Woking Conditions 38
9. Employee Opinion on Performance Evaluation 39
10. Employee Opinion on Quality of Work & Facilities 40
11. Employee Satisfaction Level on Promotion Policy 41
Employee Satisfaction Regarding Involvement in Decision

12. 42
Making
13. Employee Satisfaction on Quality Circle & Quality Plans 43
14. Employee Opinion on Working Hours 44
15. Employee Satisfaction Regarding Salary & Allowances 45
16. Employee Satisfaction on Training & Development Programs 46
17. Employee Opinion on Responsibility Level 47
18. Existence of Effective Grievance Handling Procedure 48
19. Employee Opinion on Job Security 49
20. Employee Opinion on Strict Leave Rules 50
21. Employee Opinion on Encouragement of Team Work 51
22. Employee Opinion on Work Place Conflict 52
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FIGURE
NO.
23. Employee Opinion about Stress on Work 53
24. Employee Satisfaction on Work Life Environment 54
25. Employee Opinion on Factors Affecting Quality of Work Life 55
26. Employee Satisfaction Level on Safety Measures 56
27. Employee Satisfaction Level on Medical Facility 57
28. Employee Satisfaction Level on Ventilation Facility 58
29. Employee Satisfaction Level on Canteen Facility 59
30. Employee Satisfaction Level on Recreational Facility 60
31. Employee Satisfaction Level on Welfare Measures 61
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CHAPTER-1
1 .1 INTRODUCTION ABOUT THE STUDY
The emergence of concept of Quality of Work Life (QWL) during 1970s which aims at
integrating the socio-psychological needs of people in the organization, the unique
requirements of a particular technology, the structure and processes of the organization, and
socio-cultural milieu, From the shop floor, the concept of quality of work life spread to other
parts of the organization covering white-collar employees and even managerial personnel.
The aim of Quality of Work Life is to identify and implement alternative programs to improve
the quality of professional as well as personal life of an organization’s employees.
Definitions
Quality of Work Life can be defined as “The Quality of relationship between employees and
the total working environment”.
Quality of Work Life is a process by which an organization responds to employee needs for
developing mechanisms to allow them to share fully in making the decisions that design their
lives at work.
Quality of Work Life Programs Can Be Evaluated On The Basis Of Following Points
a. Fair Compensation and Job Security: The economic interests of people drive them to
work at a job and employee satisfaction depends at least partially, on the compensation
offered. Pay should be fixed on the basis of the work done, responsibilities undertaken,
individual skills, performance and accomplishments. Job security is another factor that is of
concern to employees. Permanent employment provides security to the employees and
improves their Quality of Work Life.
b. Health Is Wealth: Organizations should realize that their true wealth lies in their
employees and so providing a healthy work environment for employees should be their
primary objective.
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c. Provide Personal and Career Growth Opportunities: An organization should provide
employees with opportunities for personal/professional development and growth and to
prepare them to accept responsibilities at higher levels.
d. Participative Management Style and Recognition: Flat organizational structures help

organizations facilitate employee participation. A participative management style improves
the quality of work life. Workers feel that they have control over their work processes and
they also offer innovative ideas to improve them. Recognition also helps to motivate
employees to perform better. Recognition can be in the form of rewarding employees for jobs
well done.
e. Work-Life Balance: Organizations should provide relaxation time for the employees and
offer tips to balance their personal and professional lives. They should not strain employee’s
personal and social life by forcing on them demanding working hours, overtime work,
business travel, untimely transfers etc.
f. Fun at Workplace: This is growing trend adopted by today’s organizations to make their
offices a fun place to work.
Dimensions of Quality of Work Life
 Adequate and fair compensation.

 Safe and healthy working conditions.
 Opportunities for career growth.
 Work and personal life.
Techniques for Improving Quality of Work Life
 Job Redesign.
 Career development.
 Flexible work schedule.
 Participative management.
 Job security.
 Job Rotation.
Factors Affecting the Quality of Work Life
 Working condition.
 Training program.
 Performance management system.
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 Selection process.
 Environment condition.
 Superior relationship and co-worker relationship.
 Overall work life environment.
 Level of participating in decision making.
 Working hours and conditions.
 Safety measures.
 Recreation facilities.
 Compensation.
1.2. INTRODUCTION ABOUT THE INDUSTRY
Indian Textile Industry is one of the leading textile industries in the world. Though was
predominantly unorganized industry even a few years back, but the scenario started changing
after the economic liberalization of Indian economy in 1991. The opening up of economy
gave the much-needed thrust to the Indian textile industry, which has now successfully
become one of the largest in the world.
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Indian textile industry largely depends upon the textile manufacturing and export. It also plays
a major role in the economy of the country. India earns about 27% of its total foreign
exchange through textile exports. Further, the textile industry of India also contributes nearly
14% of the total industrial production of the country. It also contributes around 3% to the
GDP of the country. Indian textile industry is also the largest in the country in terms of
employment generation. It not only generates jobs in its own industry, but also opens up
scopes for the other ancillary sectors. Indian textile industry currently generates employment
to more than 35 million people. It is also estimated that, the industry will generate 12 million
new jobs by the year 2010.
Various Categories
Indian textile industry can be divided into several segments, some of which can be listed as
below:
 Cotton Textiles.
 Silk Textiles.
 Woollen Textiles.
 Readymade Garments.
 Hand-crafted Textiles.
 Jute and Coir.
The Industry
Indian textile industry is one of the leading in the world. Currently it is estimated to be around US$ 52
billion and is also projected to be around US$ 115 billion by the year 2012. The current domestic
market of textile in India is expected to be increased to US$ 60 billion by 2012 from the current US$
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34.6 billion. The textile export of the country was around US$ 19.14 billion in 2006-07, which saw a
stiff rise to reach US$ 22.13 in 2007-08. The share of exports is also expected to increase from 4% to
7% within 2012. Following are area, production and productivity of cotton in India during the last
decade:
Area in lakhs Production in lakhs Yield kgs per

Year
hectares bales of 170 kgs hectare
2001-02 87.30 158.00 308
2002-03 76.67 136.00 302
2003-04 76.30 179.00 399
2004-05 87.86 243.00 470
2005-06 86.77 244.00 478
2006-07 91.44 280.00 521
2007-08 94.39 315.00 567
2008-09 93.73 290.00 526
Though during the year 2008-09, the Indian industry had to face adverse agro-climatic
conditions, it succeeded in producing 290 lakhs bales of cotton comparing to 315 lakhs bales
last year, yet managed to retain its position as world's second highest cotton producer.
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Cotton Exports from India
Quantity Value
Year
(in lakhs bales of 170 kgs) (in Rs./Crores)
2001-02 0.50 44.40
2002-03 0.83 66.31
2003-04 12.11 1089.15
2004-05 9.14 657.34
2005-06 47.00 3951.35
2006-07 58.00 5267.08
2007-08 85.00 8365.98
2008-09 50.00 N.A.
Current Facts on Indian Textile Industry
 India retained its position as world’s second highest cotton producer.
 Acreage under cotton reduced about 1% during 2008-09.
 The productivity of cotton which was growing up over the years has decreased in
2008-09.
 Substantial increase of Minimum Support Prices (MSPs).
 Cotton exports couldn't pick up owing to disparity in domestic and international cotton
prices.
 Imports of cotton were limited to shortage in supply of Extra Long staple cottons.
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1.3 INTRODUCTION ABOUT THE COMPANY
Summer India Textiles Pvt Ltd., an integral part of the KSR Groups, is one of the leading
manufacturers and exporters of variety of textile products for the international market. With
its 27 years of valuable experience in weaving, modernized infrastructure, trained and
dedicated personnel Summer India poses to be a responsible corporate entity in this
competitive global market.
The company regularly exports to USA, UK, Germany, Belgium, Australia, Canada, Dubai,
UAE and Sweden
Experience and Expertise
Summer India has rich and varied experience and expertise for 27 years helped them to reach
across the oceans as they started exporting excellent world-class products. Their class
products with their impeccable and flawless standards have fetched them continuous orders
from abroad strengthening the belief that quality sells everywhere.
About Summer India Textiles Pvt Limited
The KSR Group is synonymous to a responsible corporate entity. The success of this group
can be attributed to not only the perspiration and aspirations of the founding fathers but also
it's focused dedication to excel in the manufacture and export of the best quality textile
materials in a highly competitive global environment. As a conscious and responsible
corporate institution, KSR has etched for itself high ideals, social commitment, and Clear-cut
business ethics and cultivated a pro active impetus to be a model of the corporate community.
Today Summer India, a 100% Export Oriented Unit with fully modernized weaving
preparatory and shuttle less weaving machines for producing high quality fabrics which are
processed, sewn and exported as finished products to various countries.
Company Vision
To become a leading institute for providing the highest quality product to the customers and
serve the employees, society and customers through excellent quality, deliver at right time,
intensive interaction with industry and highest quality research.
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Company Mission
Our mission is to be providing training to the employees of the highest quality through the use
of innovative and flexible techniques to prepare best quality products, who will be well versed
with the knowledge and skills to manage the current as well as newly developing technologies
and who as independent thinkers will be providing a vision of the future for the Indian Textile
Industry.
Company Objectives
The objectives of the company is to increase the customer satisfaction level by 5%, to
increase the sales by 25%, to reduce the reworks by 15%, to achieve 100% sample
maintenance from the present level to next one year.
The policy of the company is to manufacture and supply of Home Textiles conforming to
customer’s specifications on time with required quality. They commit to derive customer
satisfaction and continually improve our overall performance.
Employee Strength
Summer India has a work force of around 750, who are skilled in their field. They don’t have
any child labour at our unit nor do we encourage our suppliers to have them. There are really
50 management and administration experts to look after and develop our concern and take it
to enviable heights.
Quality Policy
The policy of SUMMER INDIA TEXTILE MILLS (P) LTD is to enhance satisfaction of its
valued customers by supplying Jacquard, Dobby fabrics and Made-ups of agreed specification
in time, adhering to effective quality management system and reviewing Quality objectives
periodically involving employees at all levels for continual improvement.
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Certifications
 The company is certified by RWTUV, Germany for its various quality conformances
 ISO 9001 for Quality Management System.
 ISO 14001 for Environmental Management Systems OHSAS 18001 for Occupational
Health and Safety Management Systems. To add a feather to its cap, the company is
also certified IWAY Supplier Compliance System from IKEA, Sweden.
Product Profile
 Table Cloths
 Napkins
 Bed linens
 Curtains
 Duvet Covers
 Pillow Shams
 Pillow Cases
 Couch Covers
Exports
The Company regularly exports to USA, UK, Germany, Belgium, Australia, Canada, Dubai,
UAE and Sweden. It has achieved a staggering turnover of over $30 million by the year 2004.
The KSR group caters to an esteemed clientele, including reputed Airline Companies,
prestigious Hotels and prominent Institutions. Home Textiles is another area where the
company caters to clients all over the world.
Associations
 Federation of Indian Exporter Organization, Chennai.
 Handloom Export Promotion Council, Chennai.
 Apparel Export Promotion Council, New Delhi.
 Power Loom Export Promotion Council, Mumbai.
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 Indian Trade Promotion Organization, New Delhi.
INFRASTRUCTURE
Yarn Selection
Meticulous care goes behind selecting raw material of the best quality. A number of
parameters required to ensure the product quality are well defined and incoming inspections
are carried out to ensure conformity.
Direct Warping
A well-equipped Weaving Preparatory department is available for the production of quality

beams. The microprocessor controlled Direct Warper, BENDIRECT from Benninger, with an
auto creel blowing system and good tension control systems, takes care of low tension on the
yarn and thereby producing high quality beams.
Sectional Warping
With the latest Benninger BENTRONIC Sectional warping machine, it is possible to

incorporate intricate colour patterns in the beams. Equipped with microprocessors, it enables
to maintain uniform tension in the sections, from the start till the end.
Sizing
The Benninger BEN SIZE TEC sizing machine has a 20-beam creel capacity, double size
box with double dip and double nip and is equipped with beam-to-beam sizing as well as an
after-waxing device. All parameters like pick up, stretch, moisture etc. are controlled using
microprocessor to ensure best performance in weaving.
Weaving
With the addition of a brand new unit in Weaving, they are expanding our expertise in this
division. Their weaving division comprises 31 Jacquard looms fitted with Bonas Electronic
Jacquard and 94 weaving machines fitted with Staubli Dobby.
Finishing
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The stitched goods are inspected 100% for any weaving, processing, stitching related defects /
loose threads etc., The nonconforming goods are removed and decision is made for repair or
reject. In case of repair, the product is repaired and re- inspected.
Quality Lab
Equipment necessary to ensure basic parameters of yarn and fabrics are available in the in-
house laboratory. Our technically-qualified and competent quality control personnel make
sure that international quality standards and norms are rigorously adhered to.
Testing Equipment
 Light Fastness Tester

 Conditioning Chamber
 Washing Machines-Top Loading & Front Loading
 Martindale Abrasion/Pilling Tester
 ICI Pilling Box
 Random Tumble Pilling Tester
 Pillgrade-Automatic Pilling Testing System
 Auto Flame Chamber
 Universal Tensile Strength Tester
 Crock Meter
 Tearing Strength Tester
Lab Dyeing Equipment
 Mathis Pad Steam

 Mathis Laboratory Padder
 Mathis Labomat
 Tree Point Morapex
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 Tree Point Flex
 Tree Point Colour Master
 Data Colour Spectro Photometer
Grey Fabric
 Count & Construction

 Tensile & Tearing Strength
 GSM
 Barium Activity Test
Location
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Summer India is conveniently located in
Tiruchengode, in the state of Tamilnadu,
India. It has easy access to every means
of transport. It is well connected to the
National Highways helping it handle its
logistics deftly.
Towards Golden Tomorrows
Thus, in every way SUMMER INDIA TEXTILES PVT LTD shines with the thread of
quality running in every sphere of activity the company undertakes to earn laurels across the
oceans creating exciting waves in all its endeavours.
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CHAPTER-2
STATEMENT OF THE PROBLEM
The study is to find out the factors affecting the Quality of Work Life of employees and to
know the Employee Satisfaction Level to improve the Quality of Work Life.
2.1 OBJECTIVES OF THE STUDY
 To find out the existing Quality of Work Life of Employees at SUMMER INDIA
TEXTILES PVT LIMITED, TIRUCHENGODE.
 To identify the internal relationship among the employees.
 To know the motivation level of employees.
 To identify the health and safety of employees.
 To identify the overall satisfaction of the workers about their work.
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2.2 SCOPE AND LIMITATIONS OF THE STUDY
Scope of the Study
The topic for the research is A STUDY ON QUALITY OF WORK LIFE OF

EMPLOYEES IN SUMMER INDIA TEXTILES PVT LIMITED, TIRUCHENGODE.
Quality of Work Life means the relationship between the employees and their working
environment. The working environment may stimulate or depresses the employees. So there
should be a better working environment for the employees.
The study mainly attempts to provide maximum details about the Quality of Work Life in
SUMMER INDIA TEXTILES PVT LIMITED, TIRUCHENGODE. A study of this topic
brings data, which are relevant for the present and the future activities of the organization.
This also consists of measure to improve the Quality of Work Life through the following,
 To identify and implement alternative programs.
 To know the participation level employees.
 To identify the work culture of employees.
 To find out the personal growth of employees.
Limitations of the Study
 The employees were interviewed during their working time, so they were in a
hurry to respond to these questions, which may have affected the quality of data.
 Some respondents were not co-operative to the survey.
 Time limitation too was one of the constraints.
2.3 RESEARCH METHODOLOGY
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Research methodology refers to the method that the researcher uses in performing research
operation. It describes the various steps that are generally adopted by a researcher in studying
the research problem along with the logic behind them.
Research Definition
Research is a systematic method of identifying the problem, formulating the hypothesis,

collecting the facts or data, analyzing the facts and reaching certain conclusion either in the
form of solutions towards the concerned problem or in certain generalization for some
theoretical formulations.
Research is a systematic method of finding solutions to problems. It is essentially an

investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.
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”.
Research Design
A research design is simply the framework or plan for a study. The design may be a specific
presentation of the various steps in the process of research. For this descriptive design was
used. The aim of descriptive research is the description of the state of affairs as it exists at
present.
POPULATION
The Population Size is 750.
Survey Details
The survey is conducted among the employees by using questionnaire and interview. The
sample size used for the survey is 150. Questionnaire is an effective tool for getting
information from all level of employees.
Sample Design
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The sample design used for the survey is simple random sampling. Here supervisors, work
assistants and workers are taken for sampling. No specific method is used in this. It is done as
per the convenience of the researcher.
DATA COLLECTION DETAILS
The researcher had collected both primary and secondary data for the research.
a. Primary Data
Primary data were collected by the means of questionnaire and personal interview.
b. Secondary Data
Secondary data were collected from:-
 Company Records.
 Magazines.
 Internet.
Research Instrument
The Questionnaire will be used for this study.
Questionnaire Design
The Questionnaire will both open ended & closed ended are used to collect data from the
employees for this study.
Interview Method
Personal interview with the help of questionnaire.
TOOLS OF THE STUDY
Simple Percentage analysis and chi-square analysis are used for analysing the data collected.
Simple Percentage
Simple percentage is calculated based on the data collection from the respondent is commonly
used method.
No. of Respondents
Simple Percentage = x 100
Total No. of Respondents
27
Chi-Square Test
The 2 test is one of the simplest and most widely used parametric as well as non-parametric
tests in statistical work. The symbol 2 is the Greek letter CHI, the Chi-square test was first
used by Karl Pearson.
Formula
(Oi - Ei)2
2 = 
Ei
RT x CT
Ei =
Oi = Observed Frequency.
Ei = Expected Frequency.
RT = Row Total.
CT = Column Total.
N = Total number of observation.
2.4 REVIEW OF LITERATURE
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Quality of work life has been differentiated from the broader concept of quality of life. To
some degree, this may be overly simplistic, as Elizur and Shye, (1990) 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.
Models and Components of Quality of Work Life
Various authors and researchers have proposed models of Quality of Work Life which include
a wide range of factors. Selected models are reviewed below.
Hackman and Oldham (1976) drew attention to what they described as psychological growth
needs as relevant to the consideration of Quality of Work Life. Several such needs were
identified:
 Skill Variety.
 Task Identity.
 Task Significance.
 Autonomy.
 Feedback.
They suggested that such needs have to be addressed if employees are to experience high
quality of work life.
In contrast to such theory based models, Taylor (1979) more pragmatically identified the
essential components of quality of working life as basic extrinsic job factors of wages, hours
and working conditions, and the intrinsic job notions of the nature of the work itself. He
suggested that a number of other aspects could be added, including:
29
 Individual Power.
 Employee Participation in the Management.
 Fairness and Equity.
 Social Support.
 Use of One’s Present Skills.
 Self Development.
 A Meaningful Future at Work.
 Social Relevance of the Work or Product.
 Effect on Extra Work Activities.
Taylor suggested that relevant quality of working life concepts may vary according to
organization and employee group.
Mirvis and Lawler (1984) suggested that quality of working life was associated with
satisfaction with wages, hours and working conditions, describing the “basic elements of a
good quality of work life” as:
 Safe Work Environment.

 Equitable Wages.
 Equal Employment Opportunities.
 Opportunities Advancement.
Baba and Jamal (1991) listed what they described as typical indicators of quality of working
life, including:
 Job Satisfaction.
 Job Involvement.
 Work Role Ambiguity.
 Work Role Conflict.
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 Work Role Overload.
 Job Stress.
 Organizational Commitment.
 Turn-Over Intentions.
CHAPTER-3
DATA ANALYSIS AND INTERPRETATION
Data analysis and interpretation is an attempt to organize and summarize in order to increase
results usefulness in such a manner that enables the researcher to relate critical points with the
study objectives. Sometimes the organising and summarising of data require the uses of
statistical measures such as percentages.
In this industrial project percentage is used to make comparison between two or more than
series of data. It is used to describe the relationships. But when the percentages are used, it
becomes very easy to find the relative difference in the distribution.
For this study about the “Quality of Work Life of Employees in Summer India Textiles Pvt
Limited, Tiruchengode”, data are collected by interviewing the employees and by using
questionnaire. The responses are recorded by me and all those data are analysing in this
chapter.
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Table 3.1
Gender of Employees
Category No. of Respondents Percentage
Male 82 54.67
Female 68 45.33
Total 150 100
Interpretation
This table express that 54.67% of respondents are male employees and 45.33% of respondents
are female employees.
Figure 3.1
32
Table 3.2
Age Group of Employees
18-25 40 26.67
25-30 42 28
30-40 33 22
40-50 27 18
50 & above 8 5.33
Total 150 100
Interpretation
33
This table shows that 26.67% of respondents are between the age group 18-25, 28% of
respondents are between the age group 25-30, 22% of respondents are between the age group
30-40, 18% of respondents are between the age group 40-50 and 5.33% of respondents are
between the age group 50& above.
Figure 3.2
Table 3.3
Marital Status of Employees
Single 36 24
Married 114 76
Total 150 100
Interpretation
This table express that 24% of respondents are unmarried and 76% of respondents are
married.
Figure 3.3
34
Table 3.4
Educational Qualification of Employees
Category No. Of Respondents Percentage
SSLC 62 41.33
HSC 75 50
Diploma 13 8.67
Degree - -
Total 150 100
Interpretation
35
This table views that 41.33% of respondents are passed SSLC, 50% of respondents are passed
HSC and 8.67% of respondents are passed diploma.
Figure 3.4
Table 3.5
Designation of Employees
Supervisor 19 12.66
Work Assistant 34 22.67
Worker 97 64.67
Total 150 100
Interpretation
36
This table express that 12.66% of respondents are supervisor, 22.67% of respondents are work
assistant and 64.67% of respondents are worker.
Figure 3.5
Table 3.6
Experience of Employees
0-1 year 11 7.33
1-5 years 35 23.33
5-10 years 64 42.67
10-20 years 24 16
20 years & above 16 10.67
37
Total 150 100
Interpretation
This table indicates that 7.33% of respondents have 0-1 year experience, 23.33% of
respondents have 1-5 years of experience, 42.67% of respondents have 5-10 years of
experience, 16% of respondents have 10-20 years or experience and 10.67% of respondents
have an experience of 20 years & above.
Figure 3.6
Table 3.7
Monthly Salary of Employees
Category No. Of Respondents Percentage
2000-5000 29 19.33
5000-8000 52 34.67
8000-10000 48 32
10000 & above 21 14
38
Total 150 100
Interpretation
This table express that 19.33% of respondents get salary of 2000-5000, 34.67% of
respondents get salary of 5000-8000, 32% of respondents get salary of 8000-10000 and 14%
of respondents get salary of 10000 & above.
Figure 3.7
Table 3.8
Employee Satisfaction Regarding Working Conditions
Opinion No. of Respondents Percentage
Highly Satisfied 12 8
Satisfied 57 38
Neutral 49 32.67
39
Dissatisfied 26 17.33
Highly Dissatisfied 6 4
Total 150 100
Interpretation
This table shows that 8% of respondents are highly satisfied, 38% of respondents are satisfied,
32.67% of respondents are neutral, 17.33% of respondents are dissatisfied and 4% of
respondents are highly dissatisfied with the working conditions.
Figure 3.8
Table 3.9
Employee Opinion on Performance Evaluation
Opinion No. Of Respondents Percentage
Satisfied 21 14
Neutral 73 48.67
40
Total 150 100
Interpretation
This table express that 2% of respondents are highly satisfied, 14% of respondents are
satisfied, 48.67% of respondents are neutral, 23.33% of respondents are dissatisfied and 12%
of respondents are highly dissatisfied with the performance evaluation.
Figure 3.9
Table 3.10
Employee Opinion on Quality of Work & Facilities
Highly Satisfied 16 10.67
Satisfied 68 45.33
41
Neutral 32 21.34
Highly Dissatisfied 11 7.33
Total 150 100
Interpretation
This table describes that 10.67% of respondents are highly satisfied, 45.33% of respondents
are satisfied, 21.34% of respondents are neutral, 15.33% of respondents are dissatisfied and
7.33% of respondents are highly dissatisfied with the quality of work & facilities.
Figure 3.10
Table 3.11
Employee Satisfaction Level on Promotion Policy
Satisfied 34 22.67
42
Neutral 59 39.33
Total 150 100
Interpretation
This table express that 1.33% of respondents are highly satisfied, 22.67% of respondents are
satisfied, 39.33% of respondents are neutral, 20.67% of respondents are dissatisfied and 16%
of respondents are highly dissatisfied with the promotion policy.
Figure 3.11
Table 3.12
Employee Satisfaction Regarding Involvement in Decision Making
Satisfied 43 28.66
43
Neutral 64 42.67
Dissatisfied 9 6
Total 150 100
Interpretation
This table shows that 18% of respondents are highly satisfied, 28.66% of respondents are
satisfied, 42.67% of respondents are neutral, 6% of respondents are dissatisfied and 4.67% of
respondents are highly dissatisfied with the involvement in decision making.
Figure 3.12
Table 3.13
Employee Satisfaction on Quality Circle & Quality Plans
Satisfied 51 34
44
Neutral 47 31.33
Total 150 100
Interpretation
This table indicates that 12.67% of respondents are highly satisfied, 34% of respondents are
satisfied, 31.33% of respondents are neutral, 13.33% of respondents are dissatisfied and
8.67% of respondents are highly dissatisfied with the quality circle & quality plans.
Figure 3.13
Table 3.14
Employee Opinion on Working Hours
Satisfied 46 30.67
45
Neutral 14 9.33
Dissatisfied 4 2.67
Total 150 100
Interpretation
satisfied, 9.33% of respondents are neutral, 2.67% of respondents are dissatisfied and 2% of
respondents are highly dissatisfied with the working hours.
Figure 3.14
Table 3.15
Employee Satisfaction Regarding Salary & Allowances
46
Satisfied 65 43.33
Neutral 39 26
Dissatisfied 7 4.67
Total 150 100
Interpretation
This table shows that 20.67% of respondents are highly satisfied, 43.33% of respondents are
satisfied, 26% of respondents are neutral, 4.67% of respondents are dissatisfied and 5.33% of
respondents are highly dissatisfied with the salary & allowances.
Figure 3.15
Table 3.16
Employee Satisfaction on Training & Development Programs
47
Satisfied 17 11.33
Neutral 88 58.67
Total 150 100
Interpretation
This table describes that 2.67% of respondents are highly satisfied, 11.33% of respondents are
satisfied, 58.67% of respondents are neutral, 9.33% of respondents are dissatisfied and 18% of
respondents are highly dissatisfied with the training & development programs.
Figure 3.16
Table 3.17
Employee Opinion on Responsibility Level
48
Very High 13 8.67
High 59 39.33
Moderate 63 42
Low - -
Very Low 15 10
Total 150 100
Interpretation
This table express that 8.67% of respondent’s opinion is very high, 39.33% of respondent’s
opinion is satisfied, 42% of respondent’s opinion is neutral and 10% of respondent’s opinion
is very low with the responsibility level.
Figure 3.17
Table 3.18
Existence of Effective Grievance Handling Procedure
49
Very High 78 52
High 14 9.33
Moderate 25 16.67
Low 21 14
Very Low 12 8
Total 150 100
Interpretation
This table indicates that 52% of respondent’s opinion is very high, 9.33% of respondent’s
opinion is satisfied, 16.67% of respondent’s opinion is neutral, 14% of respondent’s opinion is
low and 8% of respondent’s opinion is very low with the grievance handling procedure.
Figure 3.18
Table 3.19
Employee Opinion on Job Security
50
Satisfied 26 17.33
Neutral 39 26
Total 150 100
Interpretation
This table express that 4% of respondents are highly satisfied, 17.33% of respondents are
satisfied, 26% of respondents are neutral, 30.67% of respondents are dissatisfied and 22% of
respondents are highly dissatisfied with the job security.
Figure 3.19
Table 3.20
Employee Opinion on Strict Leave Rules
51
Strongly Agree 8 5.33
Agree 20 13.34
Neutral 21 14
Disagree 53 35.33
Strongly Disagree 48 32
Total 150 100
Interpretation
This table views that 5.33% of respondents opinion is strongly agree, 13.34% of respondents
opinion is agree, 14% of respondents opinion is neutral, 35.33% of respondents opinion is
disagree and 32% of respondents opinion is strongly disagree with the leave rules.
Figure 3.20
Table 3.21
Employee Opinion on Encouragement of Team Work
52
Highly Satisfied - -
Satisfied 12 8
Neutral 38 25.33
Dissatisfied 69 46
Total 150 100
Interpretation
This table express that 8% of respondents are satisfied, 25.33% of respondents are neutral,
46% of respondents are dissatisfied and 20.67% of respondents are highly dissatisfied with
the encouragement of team work.
Figure 3.21
Table 3.22
Employee Opinion on Work Place Conflict
53
Very High 11 7.33
High 37 24.67
Moderate 72 48
Low 17 11.33
Very Low 13 8.67
Total 150 100
Interpretation
This table shows that 7.33% of respondent’s opinion is very high, 24.67% of respondent’s
opinion is satisfied, 48% of respondent’s opinion is neutral, 11.33% of respondent’s opinion is
low and 8.67% of respondent’s opinion is very low with the work place conflict.
Figure 3.22
Table 3.23
Employee Opinion about Stress on Work
54
Very High 7 4.66
High 12 8
Moderate 76 50.67
Low 39 26
Very Low 16 10.67
Total 150 100
Interpretation
This table express that 4.66% of respondent’s opinion is very high, 8% of respondent’s
opinion is satisfied, 50.67% of respondent’s opinion is neutral, 26% of respondent’s opinion is
low and 10.67% of respondent’s opinion is very low with the stress on work.
Figure 3.23
Table 3.24
Employee Satisfaction on Work Life Environment
55
Strongly Agree 36 24
Agree 45 30
Neutral 24 16
Disagree 28 18.67
Strongly Disagree 17 11.33
Total 150 100
Interpretation
This table views that 24% of respondents opinion is strongly agree, 30% of respondents
opinion is agree, 16% of respondents opinion is neutral, 18.67% of respondents opinion is
disagree and 11.33% of respondents opinion is strongly disagree with the work life
environment factor.
Figure 3.24
Table 3.25
Employee Opinion on Factors Affecting Quality of Work Life
56
Working Hours & Conditions 66 44
Opportunities for Advancement 23 15.33
Supervisory Behaviour 41 27.33
Ancillary Programs 16 10.67
Economy & Family 4 2.67
Total 150 100
Interpretation
This table express that 44% of respondents are affected with the working hours & conditions,
15.33% of respondents are affected with the Opportunities for Advancement, 27.33% of
respondents are affected with the supervisory behaviour, 10.67% of respondents are affected
with the ancillary programs and 2.67% of respondents are affected with the economy &
family.
Figure 3.25
Table 3.26
Employee Satisfaction Level on Safety Measures
57
Satisfied 79 52.67
Neutral 22 14.67
Dissatisfied 4 2.67
Total 150 100
Interpretation
This table shows that 24.66% of respondents are highly satisfied, 52.67% of respondents are
satisfied, 14.67% of respondents are neutral, 2.67% of respondents are dissatisfied and 5.33%
of respondents are highly dissatisfied with the safety measures.
Figure 3.26
Table 3.27
Employee Satisfaction Level on Medical Facility
58
Satisfied 21 14
Neutral 65 43.33
Total 150 100
Interpretation
This table express that 15.33% of respondents are highly satisfied, 14% of respondents are
satisfied, 43.33% of respondents are neutral, 18.67% of respondents are dissatisfied and
8.67% of respondents are highly dissatisfied with the medical facility.
Figure 3.27
Table 3.28
Employee Satisfaction Level on Ventilation Facility
59
Satisfied 15 10
Neutral 36 24
Total 150 100
Interpretation
satisfied, 24% of respondents are neutral, 29.33% of respondents are dissatisfied and 26% of
respondents are highly dissatisfied with the ventilation facility.
Figure 3.28
Table 3.29
Employee Satisfaction Level on Canteen Facility
60
Satisfied 54 36
Neutral 57 38
Dissatisfied 12 8
Total 150 100
Interpretation
satisfied, 38% of respondents are neutral, 8% of respondents are dissatisfied and 10.67% of
respondents are highly dissatisfied with the canteen facility.
Figure 3.29
Table 3.30
Employee Satisfaction Level on Recreation Facility
61
Satisfied 29 19.33
Neutral 21 14
Total 150 100
Interpretation
satisfied, 14% of respondents are neutral, 28.67% of respondents are dissatisfied and 34.67%
of respondents are highly dissatisfied with the recreation facility.
Figure 3.30
Table 3.31
Employee Satisfaction Level on Welfare Measures
62
Satisfied 41 27.33
Neutral 48 32
Total 150 100
Interpretation
This table shows that 12% of respondents are highly satisfied, 27.33% of respondents are
satisfied, 32% of respondents are neutral, 13.34% of respondents are dissatisfied and 15.33%
of respondents are highly dissatisfied with the welfare measures.
Figure 3.31
CHI-SQUARE ANALYSIS
COMPARISON BETWEEN EXPERIENCE AND JOB SECURITY
63
Independent variable - Experience
Dependent variable - Job Security
NULL HYPOTHESIS (Ho)
There is no significant relationship between the Experience and Job Security of employees.
ALTERNATIVE HYPOTHESIS (H1)
There is a significant relationship between the Experience and Job Security of employees.
Job Security
Experience HS S N DS HDS Total
0-1 year 2 0 3 5 1 11
1-5 years 3 6 9 11 6 35
5-10 years 1 14 17 19 13 64
10-20 years 0 4 6 5 9 24
20 years & above 0 2 4 6 4 16
Total 6 26 39 46 33 150
CALCULATION
64
65
Oi Ei Oi-Ei (Oi-Ei)^2 (Oi-Ei)^2/Ei
2 0.44 1.56 2.433 5.53
3 2.86 0.14 0.019 0.0066
5 3.37 1.63 2.656 0.78
1 2.42 -1.42 2.016 0.83
3 1.4 1.6 2.56 1.82
6 6.06 -0.06 0.0036 0.00059
9 9.1 -0.1 0.01 0.0010
11 10.73 0.27 0.073 0.0068
6 7.7 -1.7 2.89 0.37
1 2.56 -1.56 2.433 0.95
14 11.09 2.91 8.468 8.76
17 16.64 0.36 0.129 0.0077
19 19.62 -0.62 0.384 0.019
13 14.08 -1.08 1.166 0.082
4 4.16 -0.16 0.025 0.0060
6 6.24 -0.24 0.057 7.91
5 7.36 -2.36 5.569 0.75
9 5.28 3.72 13.83 2.61
2 2.77 -0.77 0.592 0.21
4 4.16 -0.16 0.0256 0.0061
6 4.90 1.1 1.21 0.24
4 3.52 0.48 0.230 0.065
TOTAL 146.46 3.54 46.77 30.56
Chi-Square Calculated Value = 30.56
Degree of Freedom = (r-1) * (c-1)
= (5-1) * (5-1)
=4*4
66
= 16
Level of Significance = 5%
Chi-Square Tabulated Value = 26.3
Therefore, Chi-Square Calculated Value (30.56) > Chi-Square Tabulated Value (26.3).
Hence, we accept our Alternative Hypothesis (H1).
Interpretation
Since the Calculated value is greater than Tabulated value, there is significant relationship
between the Experience and Job Security of employees.
CHAPTER-4
4.1 FINDINGS
 Among the whole population 54.67% of respondents are male employees.
 The Age group of Respondents as in 25-30 is 28%.
67
 The respondents who are married are 76%.
 The respondents who have completed their HSC are 50%.
 Most of the respondents, 64.67% are full time workers.
 The respondents having experience of 5-10 years is 42.67%.
 The respondents who are getting salary between 5000-8000 are 34.67%.
 The respondent who is satisfied with the existing Working Conditions are 38%.
 The respondents who are satisfied with the existing Performance Evaluation are
48.67%.
 In the Quality of Work & Facilities at the work place 45.33% of respondents are
satisfied.
 The respondents who are satisfied with the Promotion Policy of the company are
39.33%.
 The respondents who are satisfied with the Involvement in Decision Making are
42.67%.
 Nearly 34% of respondents are satisfied with the Quality Circle & Quality Plans of the
Organization.
 Majority of the respondents, 55.33% are highly satisfied with the Working Hours of
the organization.
 Nearly 43.33% of respondents are satisfied with the Salary & Allowances provided by
the company.
4.2 SUGGESTIONS
The following measures can be implemented to further improve in the Quality of Work Life
of Employees:-
 The company can take steps to improve the ventilation facility existing in the
organization through increasing the work space.
68
 The company can provide more recreational facilities to the employees like
entertainments, cinema shows, conducting games, giving birthday gifts, arranging for
picnics and tours.
 The workers are expecting improvements in the job security level through the status of
employees as permanent employees.
 The company can take steps to provide more Training & Development programs to the
employees by offering on -the- job and off- the-job trainings like internship training,
apprenticeship training, seminar, attending conference, conducting role play and
simulation games.
 The workers are expecting some more improvements in the encouragement of team
work for completing the task (Synergy Concept).
 More emphasis should be given to the worker’s for involvement in decision making
function through getting feedbacks, suggestions from the employees.
 The company must properly adopt the Promotion System to encourage the employees. It
should adopt the promotion system based on their skill and experience periodically.
 The company has to provide Special Training to the employees. So the training helps to
improve the productivity performance level.
 The Employees should be encouraged to take part in Decision Making so that they can
give their valuable suggestions.
4.3 CONCLUSION
From this study QUALITY OF WORK LIFE OF EMPLOYEES, it is clear that SUMMER
INDIA TEXTILES PVT LIMITED, TIRUCHENGODE has given importance to the
Quality Work Life of their employees. The organization is doing its work in a satisfactory
69
manner. But the organization has to consider the suggestion given here by the researcher to
improve the quality of work life of employees.
The management and the employees should work towards creating favourable and safe work
environment. It provides good service to its employees by providing various facilities like
safety measures, canteen facilities, etc. By considering suggestions provided through this
study, the researcher concludes that the management of Summer India Textiles Pvt Limited
has to take necessary steps to improve the quality of work life of the employees and this will
increase the productivity of the employees.
CHAPTER-5
APPENDIX
A study on QUALITY OF WORK LIFE OF EMPLOYEES in
SUMMER INDIA TEXTILES PVT LIMITED, TIRUCHENGODE
70
QUESTIONNAIRE
Personal Profile
(1) Name:
(2) Gender
(a) Male (b) Female
(3) Age
(a) 18-25 (b) 25-30 (c) 30-40
(d) 40-50 (e) 50& above
(4) Marital Status
(a) Single (b) Married
(5) Qualification
(a) SSLC (b) HSC (c) Diploma
(d) Degree
(6) Designation
(a) Supervisor (b) Work Assistant (c) Worker
(7) Experience
(a) 0-1 year (b) 1-5 years (c) 5-10 years
(d) 10-20 years (e) 20 years& above
(8) Salary
(a) 2000-5000 (b) 5000-8000 (c) 8000-10000 (d)
10000 & above
Study Profile
(1) Are you satisfied with the working conditions?
(a) Highly Satisfied (b) Satisfied (c) Neutral
(d) Dissatisfied (e) Highly Dissatisfied
(2) Opinion on the performance evaluation at the organization
71
(3) Opinion on the quality of work and facilities at the work place
(4) Satisfaction level on the promotion policy of the company
(5) Are you satisfied with the level of involvement in decision-making?
(6) Satisfaction level with the quality circle and quality plans at the company
(7) Opinion on the working hours in the organization
(8) Are you satisfied with salary & allowances provided by the company?
(9) Are you satisfied with the training and development programs?
10) Opinion on the responsibility level
(a) Very High (b) High (c) Moderate
(d) Low (e) Very Low
11) Existence of effective grievance handling procedure in the organization
12) Opinion on the job security provided in the organization
13) The leave rules existing in the organization are very strict
(a) Strongly Agree (b) Agree (c) Neutral
(d) Disagree (e) Strongly Disagree
72
14) Encouragement of team work in the work place
15) Occurrence of work place conflict
16) Level of stress with respect to the work done
17) Overall work life environment factor is satisfactory
(a) Strongly Agree (b) Agree (c) Neutral
(d) Disagree (e) Strongly Disagree
18) Which of the following factors mostly affects the quality of work life in the
organization?
(a) Working Hours & Conditions
(b) Opportunities for Advancement
(c) Supervisory Behaviour
(d) Ancillary Programs
(e) Economy & Family
Satisfaction level on the following measures

19) Safety Measures
20) Medical Facility

21) Ventilation Facility
22) Canteen Facility
73
23) Recreation Facility
24) Welfare Measures
25) Give your suggestions to improve the quality of work life in the organization.
74
CHAPTER-6
REFERENCES
BOOKS
 Aswathappa.K, “Human Resource Management”, Tata Mc Graw Hill Publishing, 2nd

Edition, New Delhi, 2001.
 Kothari.C.R, “Research Methodology”, Methods and Techniques, New Age International

Publishers, 2004.
 Tripathi.P.C, “Personal Management & Industrial Relations”, New Delhi, Sultan Chand
and Sons Pvt. Ltd, 2004.
JOURNALS
 Advances in Developing Human Resources- Sages Publication India Pvt. Ltd , B-42,
Panchsheel Enclave, P.O.Box.4109 New Delhi-110017.
 Human Resources Development Review- Sages Publication India Pvt. Ltd, B-42,
Panchsheel Enclave, P.O.Box.4109 New Delhi-110017.
 Human Resources Management Review- The Alpha Foundation, 5thfloor Astral Heights,
Banjara Hills, Hyderabad, Andhra Pradesh, India 500 034.
WEBSITES
 www.wikepedia.com
 www.scribd.com
 www.indiantextileindustry.com
 www.summerindia.com
75

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A STUDY ON QUALITY OF WORK

LIFE OF EMPLOYEES IN SUMMER INDIA

In partial fulfillment for the award of the degree

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF BUSINESS ADMINISTRATION

DEPARTMENT OF BUSINESS ADMINISTRATION

This is to certify that the project entitled

A STUDY ON QUALITY OF WORK LIFE OF EMPLOYEES IN

Is the bonafide record of project work done by

Register No: 108001605028

MASTER OF BUSINESS ADMINISTRATION during the

Project Guide Head of the Department

Submitted for the project viva-voce examination held on ………………...

Internal Examiner External Examiner

Signature of the Candidate

I certify that the declaration made above by the candidate is true

Signature of the Guide,

I express my sincere gratitude to my guide Ms.K.ANURADHA, B.Sc., (Agri), M.B.A.,

I record my heart full thanks to Mr.S.GOWRISHANKAR, Asst. HR Manager for his

1.1 Introduction about the Study 11

1.2 Introduction about the Industry 14

1.3 Introduction about the Company 17

2 Main Theme of the Project

2.1 Objectives of the Study 23

2.2 Scope and Limitations of the Study 24

2.3 Research Methodology 25

2.4 Review of Literature 28

3 Data Analysis and Interpretation 30

4 Findings, Suggestions and Conclusion

2. Age Group of Employees 32

3. Marital Status of Employees 33

4. Educational Qualification of Employees 34

7. Monthly Salary of Employees 37

8. Employee Satisfaction Regarding Woking Conditions 38

9. Employee Opinion on Performance Evaluation 39

10. Employee Opinion on Quality of Work & Facilities 40

11. Employee Satisfaction Level on Promotion Policy 41

Employee Satisfaction Regarding Involvement in Decision

13. Employee Satisfaction on Quality Circle & Quality Plans 43

14. Employee Opinion on Working Hours 44

15. Employee Satisfaction Regarding Salary & Allowances 45

16. Employee Satisfaction on Training & Development Programs 46

17. Employee Opinion on Responsibility Level 47

18. Existence of Effective Grievance Handling Procedure 48

19. Employee Opinion on Job Security 49

20. Employee Opinion on Strict Leave Rules 50

21. Employee Opinion on Encouragement of Team Work 51

22. Employee Opinion on Work Place Conflict 52

23. Employee Opinion about Stress on Work 53

24. Employee Satisfaction on Work Life Environment 54

25. Employee Opinion on Factors Affecting Quality of Work Life 55

26. Employee Satisfaction Level on Safety Measures 56

27. Employee Satisfaction Level on Medical Facility 57

28. Employee Satisfaction Level on Ventilation Facility 58

29. Employee Satisfaction Level on Canteen Facility 59

30. Employee Satisfaction Level on Recreational Facility 60

31. Employee Satisfaction Level on Welfare Measures 61

2. Age Group of Employees 32

3. Marital Status of Employees 33

4. Educational Qualification of Employees 34

7. Monthly Salary of Employees 37

8. Employee Satisfaction Regarding Woking Conditions 38

9. Employee Opinion on Performance Evaluation 39

10. Employee Opinion on Quality of Work & Facilities 40