Sie sind auf Seite 1von 90

A STUDY ON QUALITY OF WORK LIFE BALANCE OF THE EMPLOYEE IN J.

Q
TRYE MANUFACTURING INDUSTRY AT COIMBATORE

CHAPTER I
ABSTRACT

The most significant resource of an organization is often said to be its people


organizations exist because of individuals without whom it cannot function. In fact, the
challenges, the opportunity, and also the frustration, of creating and managing organizations very
often originate from the people related problems that arise within them people-related problems
often stem from the mistaken belief that people are alike that they may be treated identically.
There would be a lot of variability in psychological features which demand attention.
The present study is designed as “Quality of work life balance in ” is undertaken at J.Q
TRYE MANUFACTURING INDUSTRY AT COIMBATORE to know how for the
employees are satisfied with working conditions, fringe benefits, job security, training and
development, salary and level of involvement and commitment and to assess the level of quality
of work life.
INTRODUCTION TO THE STUDY
“QWLB, in short, refers to the level of satisfaction, motivation, involvement and
commitment of individual experience with respect to their lines at work” – Brenardin.
Quality of work life balance (QWLB) is a prescriptive concept; it attempts to design
work environments so as to maximize concern for human welfare. It is a goal, as well as a
process. The goal is the creation of more involving, satisfying and effective jobs and work
environment for people at all levels of the organization as a process, QWLB involves efforts to
realize this goal through active participation.
According to Llyd Suttle “QWLB is the degree to which members of a work
organization are able to satisfy important personal needs through their experiences in the
organization”.
QWLB denotes direct participation by workers in day-to-day decision making on the
job. Most often, employees get a voice in work scheduling, quality control, compensation, a
determination of the job environment itself and/or other significant working factors and the goal
is a twofold one: increased productivity and improved union – management relations.
There are two ways of looking at what we mean by QWLB. One way equates QWLB
with a set of objective organizational conditions and practices. The other way equates QWLB
with employees perceptions that they are safe, relatively well satisfied, and are able to grow and
develop as human beings. This way relates QWLB to the degree to which the full range of
human needs is met.
In many cases these two views merge: a worker who likes his organization and the way
his job is structured will feel that his work fulfills him. In such cases, either approach will lead to
a common determination of whether a good QWLB exists. However, because of the differences
among people and because of the second view is quite subjective – it allows, for example. That
not everyone finds such things as democratic decision making and enriched jobs to be an
important component of a good QWLB – we will define in terms of employee’s perception of
their physical and mental well – being at work.
It is worth noting that often the conditions that contribute to motivation (equitable
salaries, financial incentives, effective employee selection, etc) will also contribute to QWLB.
Some of these activities like job enrichment might contribute indirectly to QWLB by tapping the
workers higher order needs and motivating them. Still, other activities may contribute directly to
QWLB providing for a safer workplace, less discrimination on the job and so forth.
A growing number of companies recognize that employees are more likely to choose
a firm and stay there if they believe that it offers a high QWLB.A high QWLB is related to job
satisfaction, which in turn is a strong predictor of absenteeism and turnover. A firm’s investment
in improving the QWLB also pays off in the form of better customer service.
The goal of QWLB is the creation of organizational conditions that foster individual
learning and development, that provide individuals with substantial influence and control over
what they do and how they are o do it and that provide individuals and meaningful work that
serves a source of personal satisfaction and a means to valued personal rewards.
It focuses on the problem of creating a human working environment where employees
work cooperatively and achieve results collectively. QWLB includes four essential elements:

 The program seeks to promote human dignity and growth.


 Employees work collaborates.
 They determine work changes participative.
 The programmers assume compatibility of people and organizational goals.
 The major factors that affect the QWLB are:

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.

Alternative work schedules:


Employees demand more freedom at the workplace especially in scheduling their work.
Some of the alternative work schedules capable of enhancing the quality of work life balance
are:

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.

Autonomous work groups (AWGs):


Here a group of workers will be given some controlled decision – making authority on
production methods, distribution of tasks, recruitment of team members, selection of team
leaders, work schedules and so on.

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.

OBJECTIVES OF THE STUDY

 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.

SCOPE OF THE STUDY


 The study aims at finding out the Quality of the Work Life balance (QWLB) of the
employees at J.Q TRYE MANUFACTURING INDUSTRY AT COIMBATORE
 The study is based on the major factors that affect the QWLB namely pay, employee’s
benefits, job security, alternative work schedules, occupational stress, worker
participation, social integration and work and total life space.
 The study expresses the opinion of workers on their satisfaction, motivational factors, and
commitment and involvement levels in J.Q TRYE MANUFACTURING INDUSTRY
AT COIMBATORE
 The response of employees could be biased. The study can be carried out for other
industries and services with a few modifications.

LIMITATION OF THE STUDY


The results of the study are bound to be affected to a certain extent by the following limitations.
 However these are marginal and do not substantially affect the analysis and suggestions.
 The study was restricted to employees of one company and so the results cannot be
generalized.
 Though the results are unbiased, there may exist some biased response during filling the
questionnaire.

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

MEANING FOR RESEARCH:


Research in common parlance refers to search for knowledge. One can also define
research as a scientific and systematic search for pertinent information on specific topic facts in
any branch of knowledge.

MEANING FOR RESEARCH METHODOLOGY:


Research methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically. In it we study the various
steps that are generally adopted by a researcher in studying his research problem along with the
logic behind them.

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.

A) DESCRIPTIVE RESEARCH DESIGN:


Descriptive research studies are those studies concerned with describing the
characteristics of a particular group. Such studies are concerned with specific predictions, with
narration of facts and characteristics concerning group or situation.

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.

DATA COLLECTION METHOD


Both the Primary and Secondary data collection method were used in the project. First
time collected data are referred to as primary data.

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.

TOOLS USED FOR ANALYSIS


1. Percentage analysis.
2. Chi-Square.

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

Frequency Percent Valid Percent Cumulative


Percent
Below 25 23 20.9 20.9 20.9
25-30 19 17.3 17.3 38.2
30-35 28 25.5 25.5 63.6
Valid
35-40 19 17.3 17.3 80.9
Above 40 21 19.1 19.1 100.0
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
Male 61 55.5 55.5 55.5
Valid Female 49 44.5 44.5 100.0
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
married 57 51.8 51.8 51.8
Valid Unmarried 53 48.2 48.2 100.0
Total 110 100.0 100.0

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

EDUCATIONAL FREQUENCY PERCENT VALID CUMULATIVE


QUALIFICATION PERCENT PERCENT
SSLC 9 8.2 8.2 8.2
HSC 24 21.8 21.8 30.0
Diploma 18 16.4 16.4 46.4
U.G 23 20.9 20.9 67.3
P.G 17 15.5 15.5 82.7
Others 19 17.3 17.3 100.0
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
Below 5 years 15 13.6 13.6 13.6
5- 10 years 26 23.6 23.6 37.3
10-15 years 24 21.8 21.8 59.1
Valid 15 -20 years 26 23.6 23.6 82.7
Above 25 19 17.3 17.3 100.0
years
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
Strongly agree 29 26.4 26.4 26.4
Agree 28 25.5 25.5 51.8
Valid Strongly disagree 27 24.5 24.5 76.4
Disagree 26 23.6 23.6 100.0
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
Day shift 24 21.8 21.8 21.8
Night shifts 30 27.3 27.3 49.1
General shift 33 30.0 30.0 79.1
Valid
Irregular shift/on- 23 20.9 20.9 100.0
call
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
Highly satisfied 32 29.1 29.1 29.1
Satisfied 31 28.2 28.2 57.3
Dissatisfied 20 18.2 18.2 75.5
Valid
Highly 27 24.5 24.5 100.0
Dissatisfied
Total 110 100.0 100.0

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?

Frequency Percent Valid Percent Cumulative


Percent
High level 32 29.1 29.1 29.1
Average level 27 24.5 24.5 53.6
Valid Low level 24 21.8 21.8 75.5
Not at all 27 24.5 24.5 100.0
Total 110 100.0 100.0

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?

Frequency Percent Valid Percent Cumulative


Percent
Highly satisfied 31 28.2 28.2 28.2
Satisfied 31 28.2 28.2 56.4
Dissatisfied 23 20.9 20.9 77.3
Valid
Highly 25 22.7 22.7 100.0
Dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
High satisfied 23 20.9 20.9 20.9
Satisfied 31 28.2 28.2 49.1
Dissatisfied 33 30.0 30.0 79.1
Valid
Highly 23 20.9 20.9 100.0
dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
Highly satisfied 25 22.7 22.7 22.7
Satisfied 31 28.2 28.2 50.9
Dissatisfied 29 26.4 26.4 77.3
Valid
Highly 25 22.7 22.7 100.0
Dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
High satisfied 28 25.5 25.5 25.5
Satisfied 30 27.3 27.3 52.7
Dissatisfied 26 23.6 23.6 76.4
Valid
Highly 26 23.6 23.6 100.0
dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
High satisfied 30 27.3 27.3 27.3
Satisfied 27 24.5 24.5 51.8
Dissatisfied 26 23.6 23.6 75.5
Valid
Highly 27 24.5 24.5 100.0
dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
Highly satisfied 26 23.6 23.6 23.6
Satisfied 30 27.3 27.3 50.9
Dissatisfied 29 26.4 26.4 77.3
Valid
Highly 25 22.7 22.7 100.0
Dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
Highly satisfied 26 23.6 23.6 23.6
Satisfied 30 27.3 27.3 50.9
Dissatisfied 29 26.4 26.4 77.3
Valid
Highly 25 22.7 22.7 100.0
Dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
Highly satisfied 32 29.1 29.1 29.1
Satisfied 30 27.3 27.3 56.4
Dissatisfied 21 19.1 19.1 75.5
Valid
Highly 27 24.5 24.5 100.0
Dissatisfied
Total 110 100.0 100.0

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?

Frequency Percent Valid Percent Cumulative


Percent
Always 15 13.6 13.6 13.6
Often 26 23.6 23.6 37.3
Sometimes 23 20.9 20.9 58.2
Valid
Hardly ever 26 23.6 23.6 81.8
Never 20 18.2 18.2 100.0
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
High satisfied 31 28.2 28.2 28.2
Satisfied 28 25.5 25.5 53.6
Dissatisfied 25 22.7 22.7 76.4
Valid
Highly 26 23.6 23.6 100.0
dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
High satisfied 23 20.9 20.9 20.9
Satisfied 31 28.2 28.2 49.1
Dissatisfied 33 30.0 30.0 79.1
Valid
Highly 23 20.9 20.9 100.0
dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
High satisfied 25 22.7 22.7 22.7
Satisfied 31 28.2 28.2 50.9
Dissatisfied 29 26.4 26.4 77.3
Valid
Highly 25 22.7 22.7 100.0
dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
High satisfied 30 27.3 27.3 27.3
Satisfied 27 24.5 24.5 51.8
Dissatisfied 28 25.5 25.5 77.3
Valid
Highly 25 22.7 22.7 100.0
dissatisfied
Total 110 100.0 100.0

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

Frequen Percent Valid Cumulative


cy Percent Percent
Strong agree 22 19.6 20.0 20.0
Agree 32 28.6 29.1 49.1
Valid Disagree 28 25.0 25.5 74.5
Strong Disagree 28 25.0 25.5 100.0
Total 110 98.2 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
High satisfied 30 27.3 27.3 27.3
Satisfied 26 23.6 23.6 50.9
Dissatisfied 27 24.5 24.5 75.5
Valid
Highly 27 24.5 24.5 100.0
dissatisfied
Total 110 100.0 100.0

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?

Frequency Percent Valid Percent Cumulative


Percent
High satisfied 30 27.3 27.3 27.3
Satisfied 28 25.5 25.5 52.7
Dissatisfied 26 23.6 23.6 76.4
Valid
Highly 26 23.6 23.6 100.0
dissatisfied
Total 110 100.0 100.0

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

Frequency Percent Valid Percent Cumulative


Percent
High satisfied 28 25.5 25.5 25.5
Satisfied 32 29.1 29.1 54.5
Dissatisfied 16 14.5 14.5 69.1
Valid
Highly 34 30.9 30.9 100.0
dissatisfied
Total 110 100.0 100.0

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

flexible * festival Cross tabulation


Count
festival Total
High satisfied Satisfied Dissatisfied Highly
dissatisfied
Strongly agree 9 7 3 10 29
Agree 6 11 4 7 28
flexible
Strongly disagree 6 10 5 6 27
Disagree 7 4 4 11 26
Total 28 32 16 34 110

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.

ONE WAY ANOVA TEST


ANOVA
uniform
Sum of df Mean Square F Sig.
Squares
Between Groups 68.846 3 22.949 40.130 .000
Within Groups 60.618 106 .572
Total 129.464 109
Multiple Comparisons
Dependent Variable: uniform
Tukey HSD
(I) provided (J) provided Mean Std. Error Sig. 95% Confidence Interval
Difference (I- Lower Bound Upper Bound
J)
Satisfied -.33367 .19115 .306 -.8326 .1653
High satisfied Dissatisfied -1.09229* .19115 .000 -1.5912 -.5933
Highly dissatisfied -2.26471* .22043 .000 -2.8401 -1.6893
High satisfied .33367 .19115 .306 -.1653 .8326
Satisfied Dissatisfied -.75862* .19859 .001 -1.2770 -.2402
Highly dissatisfied -1.93103* .22691 .000 -2.5233 -1.3387
High satisfied 1.09229* .19115 .000 .5933 1.5912
Dissatisfied Satisfied .75862* .19859 .001 .2402 1.2770
Highly dissatisfied -1.17241* .22691 .000 -1.7647 -.5801
High satisfied 2.26471* .22043 .000 1.6893 2.8401
Highly dissatisfied Satisfied 1.93103* .22691 .000 1.3387 2.5233
Dissatisfied 1.17241* .22691 .000 .5801 1.7647
*. The mean difference is significant at the 0.05 level.

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

a) High satisfied b) Satisfied c) Dissatisfied d) Highly dissatisfied

13. State your opinion about the working condition?


a) Highly satisfied b) Satisfied c) Dissatisfied d) Highly Dissatisfied
14.Are you satisfied with training programme provided by the company

a) High satisfied b) Satisfied c) Dissatisfied d) Highly dissatisfied


15. Performance appraisal system and training needs are excellent in my company
a) Highly agree b) Agree c) Disagree d) Highly disagree
16.How do you feel about canteen facilities provided by the organization

a)High satisfied b) Satisfied c) Dissatisfied d) Highly dissatisfied

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?

a) High satisfied b) Satisfied c) Dissatisfied d) Highly dissatisfied

22.What is your opinion about health and safety measures of the company?

a) High satisfied b) Satisfied c) Dissatisfied d) Highly dissatisfied

23.Are you satisfied with job security provided in the company

a) High satisfied b) Satisfied c) Dissatisfied d) Highly dissatisfied

24.How do you rate about the recreation facilities provided by the company?

a) High satisfied b) Satisfied c) Dissatisfied d) Highly dissatisfied

25. The supervisors are co- operative

a) Strong agree b) Agree c) Disagree d) Strong Disagree

26.Are you satisfied with medical allowance provided by the company for you

a) High satisfied b) Satisfied c) Dissatisfied d) Highly dissatisfied

27.How do you value leave policy of the organization?

a) High satisfied b) Satisfied c )Dissatisfied d) Highly dissatisfied

28.Are you satisfied with the festival allowance provided by the company

a) High satisfied b) Satisfied c) Dissatisfied d) Highly dissatisfied

29.Are you satisfied with transportation facilities provided by the organization

a) High satisfied b) Satisfied c) Dissatisfied d) Highly dissatisfied

30.Do you require health and fitness club in the company?

a) Yes b) No c) cannot say

Das könnte Ihnen auch gefallen