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TRYE MANUFACTURING INDUSTRY AT COIMBATORE
CHAPTER I
ABSTRACT
Pay:
QWLB is basically built around the concept of equitable pay. In the days ahead,
employees may want to participate in the profits of the firm as well. Employees must be paid
their due share in the progress and prosperity of the firm.
Benefits:
Workers throughout the globe raised their expectations over the years and now feel
entitled to benefits that were once considered a part of the bargaining process. Apart from safe
and healthy working conditions they would love to have benefits of all kinds from the employers.
Job security:
Employees want stability of employment. They do not like to be the victims of whimsical
personnel policies and stay at the mercy of the employers. The workplace should offer security
of employment and the question of layoffs is opposed tooth and nail by all categories of
employees these days.
Flextime:
A system flexible working hours.
Staggered hours:
Here groups of employees begin and end work at different intervals.
Compressed workweek:
It involves more hours of work per day for fewer days per week
Job enrichment:
It attempts to increase a person’s level of output by providing that person with exciting,
interesting, stimulating or challenging work.
Occupation stress:
Obviously, an individual suffering from an uncomfortable amount of job related stress
cannot enjoy a high quality of work life balance. To this end, the personnel managers will have
to look in to the working conditions, nature of work, workers abilities, etc...To reduce job –
related stress, the organization must ensure the best fit between employee capabilities and the
organizational requirements and thereby ensure continued development of people at all levels.
Worker participation:
Employees have a genuine hunger for participation in organizational issues affecting
their lives. Naturedly, they demand for more participation in the decision making process at the
workplace.
Social Integration:
The work environment should provide opportunities for preserving an employee’s
personal identity and self esteem through freedom from prejudice, a sense of community,
interpersonal openness and absence of stratification in the organization. There should be equal
treatment in the workplace.
Work and total life space:
An individual’s work should not overbalance his life. Ideally speaking, work schedules,
career demands and other job requirements should not take up too much of a person’s leisure
time and family life.
The difficulties in sustaining or expanding the process of the QWLB projects include
changes in union leadership, expectations that were too high, efforts aimed at production and
clerical levels with insufficient attention to changes at the managerial and professional levels
with insufficient attention to changes at the managerial and professional levels, and too little
attention to long term financial rewards for the participants. Major resistances from supervisors
have frequently occurred when the top management has paid insufficient attention to issues of
job security and role definition for people at this level.
The main objective is to study the Quality of work life balance of the employees in the
organization.
To analyze the level of satisfaction with work environment this includes relationship of
workers with their superiors and colleagues.
To study the level of autonomy and work speed routine that gives control of work to the
employees.
To study the level of Work complexity and personal growth opportunity that gives
meaningfulness of work to the employees.
To study the existing Task Related Interaction on the job in the organization.
To rank the departments in terms of Autonomy, Work speed Routine, Work Complexity,
Personal growth Opportunity and Task Related Interaction.
CHAPTER II
REVIEW OF LITERATURE
REVIEW OF LITERATURE
Quality of work life balance gained importance between 1969 and 1974 when broad
group of researchers, scholars, union leaders and government personnel developed interest in
how to improve the quality of an individual through on-the job experience. A series of attitudinal
surveys conducted at the University of Michigan between 1969 and 1973 attracted attention
towards the quality of employment. Thus Department of health, Education and welfare
sponsored a study on this issue which led to population of work in America simultaneously; the
pressures of inflation prompted the US government to address some of these issues. Accordingly
a federal productivity commission was established. These were jointly conducted by the
University Of Michigan Quality Of Work Programme and newly evolved national quality of
work centre.
1. Fleishman(1953) has studied the relationship of supervisory behavior With the
productivity and morale of the sub ordinates , superiors create climate in their department
and high consideration results in high productivity and moralre
2. Ganguli (1964) : has argued that the factors that determine performance of the workers
in an industrial job can be classified under three heads. Personal factors. Work factors.
Environmental (physical and social) factors.
3. Personal factors refer to skills of the workers and the degree of motivation that determine
the extent to which he will apply his skill to the job. Work factor refers to tools and
equipment, method of work and materials used. Examples environmental factors are (a)
physical lightening, ventilation, etc.. (b) Social and psychological nature of leadership
(supervisory and managerial), social climate in shop, nature of the group formation
amongst members, etc. And (c) nature of organizational controls, communication
patterns, etc.
4. According to vroom (1964) , productivity depends upon two major variables viz.,
employees’ job performance and resources utilized. In most organizational performance
of the employees is relatively more important than the equipments and raw materials.
Even in automated operations, productivity in strategic and co ordinate systems largely
depends up on the human performance. Performance of a worker on a task or job is a
direct function of his motivation.
5. According to hark mentel (1971) , the nature of the relationship between job
characteristics and employee reactions to their work (including satisfaction , performance
, and absenteeism) will depend upon the need status of the employees.
6. Walton (1974) : One of the major interprets of the quality of work life balance
movement have proposed eight major conceptual areas for understanding , development
of human capacities growth and security , social integration , the total life space and
social relevance.
7. Gazakerly (1975): worker wants from their employment challenges they can meet. some
immediacy in knowing how well they are doing , interesting work , congenial social
climate and degree of security , which enable them to work in co-operative rather than
conflict-ridden situation.
8. Johnson (1975): View that workers often value such as job interest and good working
conditions above pay. The author concluded that the pay becomes the most important
factor in job satisfaction only when it to seen as compensation for dissatisfying and
alienating job satisfaction.
9. Chris Arg Ysis (1975): Quality of work life balance is most conventionally defined as
those perceived input personal needs, which an individual tries to satisfy by working in
an organization, its conceptual foundations, though lay by behavioral scientists.
10. Westly (1979): Found the utility of the job enrichment programmes as remedies to
political, economic, psychological and sociological problems faced by human beings in
organization.
11. Nillakant and Tendon (1982): Management can initiate a number of changes in work
procedures; rationalize wage structures and bring about improvements in worker
amenities & working conditions – all these would lead to improvement in quality of work
life.
12. Hallowell and Miller(1985) : Employment based on emergent of new values , which
does not discriminate against those with carrying or other non-work responsibilities and
which provides an opportunity for people to realize their full potential “Humanizing the
work place” is a goal in its own right , one that has been spurred by changing values of
the work force. One major concern has been to humanize the work place by improving
worker satisfaction and working conditions.
13. Robbins – (1986): Jobs with autonomy give workers a sense of responsibility. Jobs that
yield feedback gives incumbents a means to evaluate their own performance and take
corrective action. The relative importance of these characteristic differs by individuals.
Some people have stronger needs than for others.” this means that individual with a high
growth need are more likely to experience the psychological states when their jobs are
enriched than are their counter parts with a low growth need.
14. Mr.Vijayanand, (1999): had done a project on “Job satisfaction”, among the employees
in “Sakthi Sugars” and he suggested that the organization has to concentrate more on
labor measures and also with regard to the maintenance of buildings.
15. Mr.Vasudevan.c, (1999), : had done a project on “job satisfaction”, among the workers
in “ELGI Electric and Industries Limited “ and he suggested that the organization may
provide better working conditions, can reduce the hours of work and provide more career
advancement opportunities.
16. Ms smitha G paniker june 2005 had done project on INDIAN AIRLINES , Bangalore
she suggested that HR department should be modern in the outlook and try to identify
the needs to the employees at the right. If the employees are encouraged and given
opportunity to take part in planning and decision making of the organization , they will
get more involved in their work which increases their efficiency participative
management . The working conditions and physical needs such as restrooms hygiene
work, hours of work, ventilation and adequate light are the features to introduce in the
organization which are important attributes of satisfaction.
17. Ms Kirpa, (2006): had done a project on “Quality of work life” at Malabar Institute of
Medical Science Ltd and she suggested that among the welfare activities, canteen stands
at a dissatisfactory level and provision for drinking water are not kept as per the needs.
Though most of the employees are satisfied with the work. Moreover they except a well
balanced pay structure with regard to the incentives and increments provided. The
researchers hope that the suggestions brought forward may implemented by the institute
to improve the quality of work life balance of their employees.
18. Ms Aswathy, (2006) had done a project on Britannia Industries Limited, Chennai and her
study considered mainly five factors of Quality of work life balance–Working
Environment, Autonomy, Regulations and competiveness, career prospects and rewards
and benefits. It was found that some of the above factors are not satisfactory for the
employees at Britannia Industries Ltd to ensure good quality of work life; all the factors
should be equally satisfied. A combined effect of all the factors in effective manner will
increase the quality of work life, which increases the productivity which ultimately
results in good return.
19. Ms Mary Veronica (2006) had done a project on Life Insurance Corporations of
India(Tat bad Branch) she suggested for a recreation club by which Management can
organize family get together once in three months or six months which definitely help to
improve the organization mortality, good co-coordination and team spirit in a best way.
20. Ms Babitha George, (2006): had done a project on Hindustan Newsprint LTD,
Kottayam she the following: Step must be taken to improve the welfare amenities.
Communication system should be made effective among the workers. Night shift
allowance should be increased. The amounts of group insurance scheme have to be
increased. Quarters facilities should be improved and maintenance should be done at
proper time. Canteen facilities should be improved by providing quality food to the work.
It can be noted that the company running at profit since its inception. Hence the company
can undertake the suggestions without much financial strain. Before implementations the
recommendation, It is also desirable to consult the trade unions, to get better result, which
will help to resolve better employee employer relationship and industrial harmony.
21. Ms Anu Johnson, june-2006: had done a project on MRF tyre ltd Kottayam the study
reveals that satisfied workers can work effectively. It really affects the production process
and thus the industry. So the satisfaction level of employees is very important in the
modern industry. A psychological approach is necessary to influence the level of
satisfaction. Management may organize counseling programmes and training with
emphasis on general health is education and towards good relationship between
employees and supervisors and thus satisfaction level of the employees may be proved.
22. Mr ronald , june 2006 , had done project on Hindustan photo films , co , LTD OOty he
suggested the following Company can represent the government to increase the wages
and benefits. Company may oblige the employees to maintain a code of discipline to
follow the organizations rules and regulation. Company shall insist trade unions to work
for the facilities of the employees and their needs.
CHAPTER III
RESEARCH METHODOLOGY
RESEARCH DESIGN:
Research design is the blue print of the proposed study. It represents the overall scheme
of the study. “All research design is a logical and systematic planning and it helps directing piece
of research” the research design select for the particular study is descriptive research studies.
SAMPLING TECHINIQUES:
Sampling is the selection of some part of an aggregate or totality on the basis of which a
judgment about the aggregate or totality is made. Simple random sampling method was used in
this project. Since population was not of a homogenous group, Stratified technique was applied
so as to obtain a representative sample. The employees were stratified into a number of
subpopulation or strata and sample items (employees) were selected from each stratum on the
basis of simple random sampling.
C) SAMPLING TECHNIQUES:
The survey is based on random as convenience method of sampling.
SIZE OF THE SAMPLE
For a research study to be perfect the sample size selected should be optimal i.e. it should
neither be excessively large nor too small. Here the sample size was bounded to 100.
PRIMARY DATA
In this research the primary data was collected by means of a Structured Questionnaire.
The questionnaire consisted of a number of questions in printed form. It had both open-end
closed end questions in it.
SECONDARY DATA
Data which has already gone through the process of analysis or were used by someone
else earlier is referred to secondary data. This type of data was collected from the books,
journals, company records etc.
Percentage analysis:
One of the simplest methods of analysis is the percentage method. It is one of the
traditional statistical tools. Through the use of percentage, the data are reduced in the standard
form with the base equal to 100, which facilitates comparison.
The formula used to compute Percentage analysis is,
Chi-Square
It is a measure to study the divergence of actual and expected frequencies. It is represented by
the symbol 2, Greek letter chi. It describes the discrepancy theory and observation. The formula
used is,
y2 = å (O-E)2
E
Where "O" is the observed Frequency
"E" is the expected Frequency
CHAPTER IV
DATA ANALYSIS AND INTERPRETATION
TABLE 4.1
TABLE SHOWING AGE OF THE RESPONDENT
INTERPRETAION
The above table it can be observed that the 20.9% of the respondent are aged between the
below 25 years, 17.3% of the respondent are aged between the 25-30 years, 25.5% of the
respondent are aged between the 30-35 years, 17.3% of the respondent are aged between the 35-
40 years, 19.1 % of the respondent are aged between the above 40 years.
CHART 4.1
CHART SHOWING AGE OF THE RESPONDENT
TABLE 4.2
TABLE SHOWING GENDER OF THE RESPONDENT
INTERPRETAION
The above table it can be observed that the 55.5 % of the respondent are male and 44.5% of the
respondent are female.
CHART 4.2
CHART SHOWING GENDER OF THE RESPONDENT
TABLE 4.3
TABLE SHOWING MARITIAL STATUS OF THE RESPONDENT
INTERPRETAION
The above table it can be observed that the 51.8% of the respondent are married and 48.2 %
of the respondent are unmarried.
CHART 4.3
CHART SHOWING MARITIAL STATUS OF THE RESPONDENT
TABLE 4.4
TABLE SHOWING EDUCATIONAL QUALIFICATION OF THE RESPONDENT
INTERPRETAION
The above table it can be observed that the 8.2% of the respondent are qualified that the
SSLC, 21.8% of the respondent are qualified that the HSC, 16.4% of the respondent are qualified
that the diploma, 20.9% of the respondent are qualified that the UG, 15.5% of the respondent are
qualified that the PG, 17.3 % of the respondent are qualified that the and other.
CHART 4.4
CHART SHOWING EDUCATIONAL QUALIFICATION OF THE RESPONDENT
TABLE 4.5
TABLE SHOWING EXPERIENCE OF THE RESPONDENT
INTERPRETAION
The above table it can be observed that the 13.6 % of the respondent are working in the
organization from below 5 years, 23.6% of the respondent are working in the organization from
5-10 years, 21.8% of the respondent are working in the organization from 10-15 years, 23.6% of
the respondent are working in the organization from 15-20 years, 17.3% of the respondent are
working in the organization from above 25years.
CHART 4.5
CHART SHOWING EXPERIENCE OF THE RESPONDENT
TABLE 4.6
TABLE SHOWING IS YOUR WORKING HOUR FLEXIBLE FOR YOU
INTERPRETAION
The above table it can be observed that the 26.4% of the respondent are strongly agree with
the working hour is flexible , 25.5% of the respondent are agree with the working hour is
flexible , 24.5% of the respondent are strongly disagree with the working hour is flexible , 23.6%
of the respondent are disagree with the working hour is flexible .
CHART 4.6
CHART SHOWING IS YOUR WORKING HOUR FLEXIBLE FOR YOU
TABLE 4.7
TABLE SHOWING WHICH OF THE FOLLOWING BEST DESCRIBES YOUR USUAL
WORK SCHEDULE
INTERPRETAION
The above table it can be observed that the 21.8% of the respondent are says that day shift is
best describes your usual work schedule, 27.3% of the respondent are says that night shifts is
best describes your usual work schedule, 30.3% of the respondent are says that general shift is
best describes your usual work schedule, 20.9 % of the respondent are says that Irregular
shift/on-call is best describes your usual work schedule.
CHART 4.7
CHART SHOWING WHICH OF THE FOLLOWING BEST DESCRIBES YOUR USUAL
WORK SCHEDULE
TABLE 4.8
TABLE SHOWING HOW MANY DAYS PER MONTH DO YOU WORK EXTRA
HOURS BEYOND YOUR USUAL SCHEDULE
Frequency Percent Valid Percent Cumulative
Percent
1-2 days 25 22.7 22.7 22.7
2-3 days 31 28.2 28.2 50.9
3-4 days 30 27.3 27.3 78.2
Valid
More than 4 24 21.8 21.8 100.0
days
Total 110 100.0 100.0
INTERPRETAION
The above table it can be observed that the 22.7% of the respondent are says that 1-2 days
per month do you work extra hours beyond your usual schedule, 28.2% of the respondent are
says that 2-3days per month do you work extra hours beyond your usual schedule, 27.3% of the
respondent are says that 3-4 days per month do you work extra hours beyond your usual
schedule, 21.8% of the respondent are says that days per month do you work extra hours beyond
your usual schedule.
CHART 4.8
CHART SHOWING HOW MANY DAYS PER MONTH DO YOU WORK EXTRA
HOURS BEYOND YOUR USUAL SCHEDULE
TABLE 4.9
TABLE SHOWING HOW DO YOU FEEL ABOUT THE RECRUITMENT
PROCEDURE, PROMOTION AND GRADE POLICY AND TRANSFER POLICY OF
THE COMPANY
INTERPRETAION
The above table it can be observed that the 29.1% of the respondent are says that highly
satisfied with the feel about the recruitment procedure, promotion and grade policy and transfer
policy, 28.2% of the respondent are says that satisfied with the feel about the recruitment
procedure, promotion and grade policy and transfer policy, 18.2% of the respondent are says that
dissatisfied with the feel about the recruitment procedure, promotion and grade policy and
transfer policy, 24.5% of the respondent are says that highly dissatisfied with the feel about the
recruitment procedure, promotion and grade policy and transfer policy.
CHART 4.9
CHART SHOWING HOW DO YOU FEEL ABOUT THE RECRUITMENT
PROCEDURE, PROMOTION AND GRADE POLICY AND TRANSFER POLICY OF
THE COMPANY
TABLE 4.10
TABLE SHOWING DOES YOUR JOB LET YOU USE YOUR ABILITY AND SKILLS?
INTERPRETAION
The above table it can be observed that the 29.1% of the respondent are says that high-level
with your job let you use your ability and skills, 24.5% of the respondent are says that average
with your job let you use your ability and skills, 21.8% of the respondent are says that low level
with your job let you use your ability and skills, 24.5% of the respondent are says that not at all
with your job let you use your ability and skills.
CHART 4.10
CHART SHOWING DOES YOUR JOB LET YOU USE YOUR ABILITY AND SKILLS?
TABLE 4.11
TABLE SHOWING WHAT IS YOUR LEVEL OF SATISFACTION ABOUT SALARY
AND WAGES?
INTERPRETAION
The above table it can be observed that the 28.2% of the respondent are says that highly
satisfied with the salary and wages provided by the company, 28.2% of the respondent are says
that satisfied with the salary and wages provided by the company, 20.9% of the respondent are
says that dissatisfied with the salary and wages provided by the company, 22.7% of the
respondent are says that highly dissatisfied with the salary and wages provided by the company.
CHART 4.11
CHART SHOWING WHAT IS YOUR LEVEL OF SATISFACTION ABOUT SALARY
AND WAGES
TABLE 4.12
TABLE SHOWING LEVEL OF YOUR SATISFACTION WITH INCENTIVES
PROVIDED BY THE COMPANY
INTERPRETAION
The above table it can be observed that the 20.9% of the respondent are says that highly
satisfied with the incentives provided by the company, 28.2% of the respondent are says that
satisfied with the incentives provided by the company, 30.9% of the respondent are says that
dissatisfied with the incentives provided by the company, 20.9 % of the respondent are says that
highly dissatisfied with the incentives provided by the company.
CHART 4.12
CHART SHOWING LEVEL OF YOUR SATISFACTION WITH INCENTIVES
PROVIDED BY THE COMPANY
TABLE 4.13
TABLE SHOWING STATE YOUR OPINION ABOUT THE WORKING CONDITION
INTERPRETAION
The above table it can be observed that the 22.7% of the respondent are says that highly
satisfied with the working condition provided by the company, 28.2% of the respondent are says
that satisfied with the working condition provided by the company, 26.4% of the respondent are
says that dissatisfied with the working condition provided by the company, 22.7% of the
respondent are says that highly dissatisfied with the working condition provided by the company.
CHART 4.13
CHART SHOWING STATE YOUR OPINION ABOUT THE WORKING CONDITION
TABLE 4.14
TABLE SHOWING ARE YOU SATISFIED WITH TRAINING PROGRAMME
PROVIDED BY THE COMPANY
INTERPRETAION
The above table it can be observed that the 25.5% of the respondent are says that highly
satisfied with the training programme provided by the company, 27.3% of the respondent are
says that satisfied with the training programme provided by the company, 23.6% of the
respondent are says that dissatisfied with the training programme provided by the company,
23.6 % of the respondent are says that highly dissatisfied with the training programme provided
by the company.
CHART 4.14
CHART SHOWING ARE YOU SATISFIED WITH TRAINING PROGRAMME
PROVIDED BY THE COMPANY
TABLE 4.15
TABLE SHOWING PERFORMANCE APPRAISAL SYSTEM AND TRAINING NEEDS
ARE EXCELLENT IN MY COMPANY
Frequency Percent Valid Percent Cumulative
Percent
Highly agree 22 20.0 20.0 20.0
Agree 37 33.6 33.6 53.6
Valid Disagree 26 23.6 23.6 77.3
Highly disagree 25 22.7 22.7 100.0
Total 110 100.0 100.0
INTERPRETAION
The above table it can be observed that the 20.0% of the respondent are says that highly
agree with the performance appraisal system and training needs are excellent, 33.6% of the
respondent are says that agree with the performance appraisal system and training needs are
excellent, 23.6% of the respondent are says that Disagree with the performance appraisal system
and training needs are excellent, 22.7% of the respondent are says that highly Disagree with the
performance appraisal system and training needs are excellent.
CHART 4.15
CHART SHOWING PERFORMANCE APPRAISAL SYSTEM AND TRAINING NEEDS
ARE EXCELLENT IN MY COMPANY
TABLE 4.16
TABLE SHOWING HOW DO YOU FEEL ABOUT CANTEEN FACILITIES
PROVIDED BY THE ORGANIZATION
INTERPRETAION
The above table it can be observed that the 27.3% of the respondent are says that highly
satisfied with the canteen facilities provided by the company, 24.5% of the respondent are says
that satisfied with the canteen facilities provided by the company, 23.6% of the respondent are
says that dissatisfied with the canteen facilities provided by the company, 24.5 % of the
respondent are says that highly dissatisfied with the canteen facilities provided by the company.
CHART 4.16
CHART SHOWING HOW DO YOU FEEL ABOUT CANTEEN FACILITIES
PROVIDED BY THE ORGANIZATION
TABLE 4.17
TABLE SHOWING WHAT DO YOU FEEL ABOUT THE UNIFORM PROVIDED BY
THE COMPANY
INTERPRETAION
The above table it can be observed that the 23.6% of the respondent are says that highly
satisfied with the uniform provided by the company, 27.3% of the respondent are says that
satisfied with the uniform provided by the company, 26.4 % of the respondent are says that
dissatisfied with the uniform provided by the company, 22.7% of the respondent are says that
highly dissatisfied with the uniform provided by the company.
CHART 4.17
CHART SHOWING WHAT DO YOU FEEL ABOUT THE UNIFORM PROVIDED BY
THE COMPANY
TABLE 4.18
TABLE SHOWING STATE YOUR OPINION ABOUT THE INTERPERSONAL
COMMUNICATION BETWEEN MANAGEMENT AND EMPLOYEE
INTERPRETAION
The above table it can be observed that the 23.6% of the respondent are says that highly
satisfied with the interpersonal communication between management and employee, 27.3% of
the respondent are says that satisfied ,26.4 % of the respondent are says that dissatisfied, 22.7%
of the respondent are says that highly dissatisfied with the interpersonal communication between
management and employee.
CHART 4.18
CHART SHOWING STATE YOUR OPINION ABOUT THE INTERPERSONAL
COMMUNICATION BETWEEN MANAGEMENT AND EMPLOYEE
TABLE 4.19
TABLE SHOWING WHAT IS YOUR LEVEL OF SATISFACTION IN YOUR WORK
INTERPRETAION
The above table it can be observed that the 29.1% of the respondent are says that highly
satisfied with the your work in our organization, 27.3% of the respondent are says that satisfied
with the your work in our organization, 19.1 % of the respondent are says that dissatisfied with
the your work in our organization, 24.5% of the respondent are says that highly dissatisfied with
the your work in our organization.
CHART 4.19
CHART SHOWING WHAT IS YOUR LEVEL OF SATISFACTION IN YOUR WORK
TABLE 4.20
TABLE SHOWING HOW OFTEN DO YOU FIND YOUR WORK STRESSFUL?
INTERPRETAION
The above table it can be observed that the 13.6% of the respondent are says that always
stressful of work in your organization, 23.6% of the respondent are says that often stressful of
work in your organization, 20.9% of the respondent are says that sometimes stressful of work in
your organization, 23.6% of the respondent are says that hardly never stressful of work in your
organization, 18.2 % of the respondent are says that never stressful of work in your organization.
CHART 4.20
CHART SHOWING HOW OFTEN DO YOU FIND YOUR WORK STRESSFUL?
TABLE 4.21
TABLE SHOWING HOW IS THE WORKING ENVIRONMENT OF THE INDUSTRY
INTERPRETAION
The above table it can be observed that the 28.2% of the respondent are says that highly
satisfied with the working environment of the industry , 25.5% of the respondent are says that
satisfied with the working environment of the industry,22.7 % of the respondent are says that
dissatisfied with the working environment of the industry, 23.6 % of the respondent are says
that highly dissatisfied with the working environment of the industry.
CHART 4.21
CHART SHOWING HOW IS THE WORKING ENVIRONMENT OF THE INDUSTRY
TABLE 4.22
TABLE SHOWING WHAT IS YOUR OPINION ABOUT HEALTH AND SAFETY
MEASURES OF THE COMPANY
INTERPRETAION
The above table it can be observed that the 20.9% of the respondent are says that highly
satisfied with the health and safety measures of the company, 28.2% of the respondent are says
that satisfied ,30.0 % of the respondent are says that dissatisfied with the health and safety
measures of the company, 20.9% of the respondent are says that highly dissatisfied with the
health and safety measures of the company.
CHART 4.22
CHART SHOWING WHAT IS YOUR OPINION ABOUT HEALTH AND SAFETY
MEASURES OF THE COMPANY
TABLE 4.23
TABLE SHOWING ARE YOU SATISFIED WITH JOB SECURITY PROVIDED IN
THE COMPANY
INTERPRETAION
The above table it can be observed that the 22.7% of the respondent are says that highly
satisfied with the job security provided in the company, 28.2% of the respondent are says that
satisfied ,26.4 % of the respondent are says that dissatisfied with the job security provided in
the company, 22.7% of the respondent are says that highly dissatisfied with the job security
provided in the company.
CHART 4.23
CHART SHOWING ARE YOU SATISFIED WITH JOB SECURITY PROVIDED IN
THE COMPANY
TABLE 4.24
TABLE SHOWING HOW DO YOU RATE ABOUT THE RECREATION FACILITIES
PROVIDED BY THE COMPANY
INTERPRETAION
The above table it can be observed that the 27.3% of the respondent are says that highly
satisfied with the recreation facilities provided by the company, 24.5% of the respondent are says
that satisfied with recreation facilities provided by the company, 25.5 % of the respondent are
says that dissatisfied, 22.7% of the respondent are says that highly dissatisfied with the recreation
facilities provided by the company.
CHART 4.24
CHART SHOWING HOW DO YOU RATE ABOUT THE RECREATION FACILITIES
PROVIDED BY THE COMPANY
TABLE 4.25
TABLE SHOWING THE SUPERVISORS ARE CO- OPERATIVE
INTERPRETATION
The above table it can be observed that the 20.0% of the respondent are says that strongly
agree with the supervisors are co- operative, 29.1% of the respondent are says that agree with the
supervisors are co- operative, 25.5% of the respondent are says that disagree with the supervisors
are co- operative, 25.5% of the respondent are says that strongly disagree with the supervisors
are co- operative.
CHART 4.25
CHART SHOWING THE SUPERVISORS ARE CO- OPERATIVE
TABLE 4.26
TABLE SHOWING ARE YOU SATISFIED WITH MEDICAL ALLOWANCE
PROVIDED BY THE COMPANY FOR YOU
INTERPRETAION
The above table it can be observed that the 27.3% of the respondent are says that highly
satisfied with the medical allowance provided by the company, 23.6% of the respondent are says
that satisfied with medical allowance provided by the company ,24.5 % of the respondent are
says that dissatisfied, 22.7% of the respondent are says that highly dissatisfied with the medical
allowance provided by the company.
CHART 4.26
CHART SHOWING ARE YOU SATISFIED WITH MEDICAL ALLOWANCE
PROVIDED BY THE COMPANY FOR YOU
TABLE 4.27
TABLE SHOWING HOW DO YOU VALUE LEAVE POLICY OF THE
ORGANIZATION?
INTERPRETAION
The above table it can be observed that the 27.3% of the respondent are says that highly
satisfied with the leave policy of the organization , 25.5% of the respondent are says that
satisfied with leave policy of the organization,23.6 % of the respondent are says that dissatisfied
with the leave policy of the organization, 23.6% of the respondent are says that highly
dissatisfied with the leave policy of the organization
CHART 4.27
CHART SHOWING HOW DO YOU VALUE LEAVE POLICY OF THE
ORGANIZATION?
TABLE 4.28
TABLE SHOWING ARE YOU SATISFIED WITH THE FESTIVAL ALLOWANCE
PROVIDED BY THE COMPANY
INTERPRETAION
The above table it can be observed that the 25.5% of the respondent are says that highly
satisfied with the festival allowance provided by the company, 29.1% of the respondent are says
that satisfied with festival allowance provided by the company ,14.5 % of the respondent are
says that dissatisfied with the festival allowance provided by the company , 30.9% of the
respondent are says that highly dissatisfied with the festival allowance provided by the
company.
CHART 4.28
CHART SHOWING ARE YOU SATISFIED WITH THE FESTIVAL ALLOWANCE
PROVIDED BY THE COMPANY
TABLE 4.29
TABLE SHOWING ARE YOU SATISFIED WITH TRANSPORTATION FACILITIES
PROVIDED BY THE ORGANIZATION
Frequency Percent Valid Percent Cumulative
Percent
High satisfied 34 30.9 30.9 30.9
Satisfied 29 26.4 26.4 57.3
Dissatisfied 29 26.4 26.4 83.6
Valid
Highly 18 16.4 16.4 100.0
dissatisfied
Total 110 100.0 100.0
INTERPRETAION
The above table it can be observed that the 30.9% of the respondent are says that highly
satisfied with the transportation facilities provided by the company,26.4% of the respondent are
says that satisfied with transportation facilities provided by the company ,26.4 % of the
respondent are says that dissatisfied with the transportation facilities provided by the company ,
16.4% of the respondent are says that highly dissatisfied with the transportation facilities
provided by the company.
CHART 4.29
CHART SHOWING ARE YOU SATISFIED WITH TRANSPORTATION FACILITIES
PROVIDED BY THE ORGANIZATION
TABLE 4.30
TABLE SHOWING DO YOU REQUIRE HEALTH AND FITNESS CLUB IN THE
COMPANY
Freque Percent Valid Cumulative
ncy Percent Percent
Yes 27 24.1 24.5 24.5
No 46 41.1 41.8 66.4
Valid
cannot say 37 33.0 33.6 100.0
Total 110 98.2 100.0
INTERPRETATION
The above table it can be observed that the 24.5% of the respondent are says that agree with
the require health and fitness club in the company and 41.8% of the respondent are says that
disagree with the require health and fitness club in the company and 33.6% of the respondent are
says that cannot say with the require health and fitness club in the company,
CHART 4.30
CHART SHOWING DO YOU REQUIRE HEALTH AND FITNESS CLUB IN THE
COMPANY
TESTING ANALYSIS
CHI –SQUARE TEST
Cases
Valid Missing Total
N Percent N Percent N Percent
flexible * 110 100.0% 0 0.0% 110 100.0%
festival
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 7.023a 9 .635
Likelihood Ratio 7.226 9 .614
Linear-by-Linear .478 1 .490
Association
N of Valid Cases 110
a. 4 cells (25.0%) have expected count less than 5. The
minimum expected count is 3.78.
CORRELATION METHOD
Crosstab
Count
festival Total
High satisfied Satisfied Dissatisfied Highly
dissatisfied
1-2 days 8 5 6 6 25
2-3 days 8 8 2 13 31
beyond 3-4 days 7 10 6 7 30
More than 45 9 2 8 24
days
Total 28 32 16 34 110
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 8.662a 9 .469
Likelihood Ratio 8.808 9 .455
Linear-by-Linear .023 1 .879
Association
N of Valid Cases 110
a. 4 cells (25.0%) have expected count less than 5. The
minimum expected count is 3.49.
Symmetric Measures
Value Asymp. Std. Approx. Tb Approx.
Errora Sig.
Interval by .015 .095 .152 .879c
Pearson's R
Interval
Ordinal bySpearman .020 .095 .205 .838c
Ordinal Correlation
N of Valid Cases 110
a. Not assuming the null hypothesis.
b. Using the asymptotic standard error assuming the null hypothesis.
c. Based on normal approximation.
uniform
Tukey HSDa,b
provided N Subset for alpha = 0.05
1 2 3
High satisfied 34 1.7353
Satisfied 29 2.0690
Dissatisfied 29 2.8276
Highly 18 4.0000
dissatisfied
Sig. .388 1.000 1.000
Means for groups in homogeneous subsets are displayed.
a. Uses Harmonic Mean Sample Size = 25.985.
b. The group sizes are unequal. The harmonic mean of the
group sizes is used. Type I error levels are not guaranteed.
One-Sample Statistics
N Mean Std. Deviation Std. Error
Mean
schedule 110 2.5000 1.05578 .10067
appraisal 110 2.4909 1.05574 .10066
One-Sample Test
Test Value = 0
t df Sig. (2-tailed) Mean 95% Confidence Interval of
Difference the Difference
Lower Upper
schedule 24.835 109 .000 2.50000 2.3005 2.6995
appraisal 24.745 109 .000 2.49091 2.2914 2.6904
CHAPTER V
FINDING, SUGGESTION AND CONCLUSION
FINDING
1. Majority of 20.9% of the respondent are aged between the below 25 years 25.5% of the
respondent are aged between the 30-35 years
2. Majority of20.9% of the respondent are aged between the below 25 years, 17.3% of the
respondent are aged between the 25-30 years, 25.5% of the respondent are aged between
the 30-35 years
3. Majority of51.8% of the respondent are married
4. Majority of8.2% of the respondent are qualified that the SSLC, 21.8% of the respondent
are qualified that the HSC
5. Majority of 23.6% of the respondent are working in the organization from 5-10 years,
21.8% of the respondent are working in the organization from 10-15 years
6. Majority of26.4% of the respondent are strongly agree with the working hour is flexible
, 25.5% of the respondent are agree with the working hour is flexible
7. Majority of 27.3% of the respondent are says that night shifts is best describes your usual
work schedule, 30.3% of the respondent are says that general shift is best describes your
usual work schedule
8. Majority of22.7% of the respondent are says that 1-2 days per month do you work extra
hours beyond your usual schedule, 28.2% of the respondent are says that 2-3days per
month do you work extra hours beyond your usual schedule
9. Majority of29.1% of the respondent are says that highly satisfied with the feel about the
recruitment procedure, promotion and grade policy and transfer policy, 28.2% of the
respondent are says that satisfied with the feel about the recruitment procedure,
promotion and grade policy and transfer policy
10. Majority of29.1% of the respondent are says that high-level with your job let you use
your ability and skills, 24.5% of the respondent are says that average with your job let
you use your ability and skills
11. Majority of28.2% of the respondent are says that highly satisfied with the salary and
wages provided by the company, 28.2% of the respondent are says that satisfied with the
salary and wages provided by the company
12. Majority of 28.2% of the respondent are says that satisfied with the incentives provided
by the company, 30.9% of the respondent are says that dissatisfied with the incentives
provided by the company
13. Majority of 28.2% of the respondent are says that satisfied with the working condition
provided by the company, 26.4% of the respondent are says that dissatisfied with the
working condition provided by the company,
14. Majority of25.5% of the respondent are says that highly satisfied with the training
programme provided by the company, 27.3% of the respondent are says that satisfied
with the training programme provided by the company
15. Majority of 33.6% of the respondent are says that agree with the performance appraisal
system and training needs are excellent, 23.6% of the respondent are says that Disagree
with the performance appraisal system and training needs are excellent
16. Majority of 27.3% of the respondent are says that highly satisfied with the canteen
facilities provided by the company, 24.5% of the respondent are says that satisfied with
the canteen facilities provided by the company
17. Majority of 27.3% of the respondent are says that satisfied with the uniform provided by
the company, 26.4 % of the respondent are says that dissatisfied with the uniform
provided by the company
18. Majority of23.6% of the respondent are says that highly satisfied with the interpersonal
communication between management and employee, 27.3% of the respondent are says
that satisfied
19. Majority of29.1% of the respondent are says that highly satisfied with the your work in
our organization, 27.3% of the respondent are says that satisfied with the your work in
our organization
20. Majority of 23.6% of the respondent are says that often stressful of work in your
organization, 20.9% of the respondent are says that sometimes stressful of work in your
organization
21. Majority of28.2% of the respondent are says that highly satisfied with the working
environment of the industry , 25.5% of the respondent are says that satisfied with the
working environment of the industry
22. Majority of 28.2% of the respondent are says that satisfied ,30.0 % of the respondent are
says that dissatisfied with the health and safety measures of the company, 20.9% of the
respondent are says that highly dissatisfied with the health and safety measures of the
company.
23. Majority of 28.2% of the respondent are says that satisfied ,26.4 % of the respondent are
says that dissatisfied with the job security provided in the company
24. Majority of27.3% of the respondent are says that highly satisfied with the recreation
facilities provided by the company, 24.5% of the respondent are says that satisfied with
recreation facilities provided by the company
25. Majority of 29.1% of the respondent are says that agree with the supervisors are co-
operative, 25.5% of the respondent are says that disagree with the supervisors are co-
operative
26. Majority of27.3% of the respondent are says that highly satisfied with the medical
allowance provided by the company, 23.6% of the respondent are says that satisfied with
medical allowance provided by the company
27. Majority of27.3% of the respondent are says that highly satisfied with the leave policy of
the organization , 25.5% of the respondent are says that satisfied with leave policy of the
organization
28. Majority of25.5% of the respondent are says that highly satisfied with the festival
allowance provided by the company, 29.1% of the respondent are says that satisfied
with festival allowance provided by the company
29. Majority of30.9% of the respondent are says that highly satisfied with the transportation
facilities provided by the company,26.4% of the respondent are says that satisfied with
transportation facilities provided by the company ,
30. Majority of 41.8% of the respondent are says that disagree with the require health and
fitness club in the company and 33.6% of the respondent are says that cannot say with the
require health and fitness club in the company.
SUGESSTION
Regarding Wages, Increments and Incentives most of the respondents are not
satisfied, Therefore management should give Wages to the employees.
Regarding canteen facility and uniform most of the respondents are not satisfied,
Therefore management should provide a good canteen facility and uniforms to the
employees.
Regarding workers and work relation most of the respondents are not satisfied,
therefore management should give suitable nature of job to the employees.
Regarding the work stress most of the respondents feels often stress in their
work, therefore management should provide some refreshment trips and counseling
to the employees.
CONCLUSION
The project is carried out J.Q TRYE MANUFACTURING INDUSTRY AT
COIMBATORE with objectives to find out the quality of work life balance of employees and to
find out the factor that can improve their quality work of life. Quality of work life is one of the
main factors that have to be identified by organization.
Quality of work life mainly consist of five factors namely employment conditions,
working conditions, welfare facilities, interpersonal relations and career prospects for
individuals. Among the welfare activities, canteen stands at a dissatisfactory level and provisions
for drinking water are not kept as per the needs.
Though most of the employees are satisfied with the working hours, they are not free
from the stress at work. Moreover they except a well balanced pay structure with regard to the
incentives and increments provided. A combined effect of quality of work life will increase
productivity which ultimately results in good return.
BIBLIOGRAPHY
BOOKS:
Research methods for business”- Uma Sekara
Human Resource Management”- V.S. Rao
Research Methodology – C.R. Kothari
Research methodology – Uma Shekaran
Statistics for Management – Arora
WEBSITE REFERRED:
www.citehr.edu
www.findarticles.com
www.acrobatplanet.com
www.google.com
www.scribed.com
ANNEXURE
A STUDY ON QUALITY OF WORK LIFE BALANCE IN J.Q TYRE
MANUFACTURING INDUSTRY AT COIMBATORE
QUESTIONNAIRES
Name
1. Age
a) Below 25 b) 25-30 c) 30-35 d) 35-40 e) Above 40
2. Gender
a) Male b) Female
3. Marital status
a) Married b) Unmarried
4. Educational qualification:
a) SSLC b) HSC c) Diploma d) U.G e) P.G f) Others
5. Experience
a) Below 5 years b)5- 10 years c)10-15 years d)15 -20 years e)Above 20 years
6. Is your working hour flexible for you?
a) Strongly agree b) Agree c) Strongly disagree d) Disagree
7. Which of the following best describes your usual work schedule?
a) Day shift b) Night shifts c) General shift d) Irregular shift/on-call
8. How many days per month do you work extra hours beyond your usual schedule?
a)1-2 days b) 2-3 days c) 3-4 days d) More than 4 days
9. How do you feel about the recruitment procedure, promotion and grade policy and transfer
policy of the company?
a) Highly satisfied b) Satisfied c) Dissatisfied d) Highly Dissatisfied
10. Does your job let you use your ability and skills?
a) High level b) Average level c) Low level d) Not at all
11. What is your level of satisfaction about salary and wages?
a) Highly satisfied b) Satisfied c) Dissatisfied d) Highly Dissatisfied
12.Level of your satisfaction with incentives provided by the company
17. What do you feel about the uniform provided by the company?
a) Highly satisfied b) Satisfied c) Dissatisfied d) Highly Dissatisfed
18. State your opinion about the interpersonal communication between management and
employee?
a) Highly satisfied b) Satisfied c) Dissatisfied d) Highly Dissatisfied
19. What is your level of satisfaction in your work?
a) Highly satisfied b) Satisfied c) Dissatisfied d) Highly Dissatisfied
20. How often do you find your work stressful?
a) Always b) Often c) Sometimes d) Hardly ever e) Never
21.How is the working environment of the industry?
22.What is your opinion about health and safety measures of the company?
24.How do you rate about the recreation facilities provided by the company?
26.Are you satisfied with medical allowance provided by the company for you
28.Are you satisfied with the festival allowance provided by the company