CHAPTER : I

INTRODUCTION

1.1. OUTLINE OF THE PROJECT

Quality of work life denotes all the organizational inputs which aim at the
employee's satisfaction and enhancing organizational effectiveness. The basic
purpose is to develop jobs and working conditions that are excellent for employees as
well as economic health of organization. It refers to the level of satisfaction,
motivation, commitment and involvement an individual experience with respect to
their line at the work. The quality of work life is the degree of excellence brought
about work and working conditions that contribute to the overall satisfaction and
performance primarily at individual level and finally at organization level.
Quality of Work Life (QWL) has become one of the most important issues
these days in every organization. Employees are the force that is behind every
successful organization. No organization can become successful with technology
only because for the use of technology also, organizations need to have strong work
force. Quality of Work Life was the term actually introduced in the late 1960's. From
that period till now the term is gaining more and more importance everywhere, at
every work place. Initially quality of work life was focusing on the effects of
employment on the general well being and the health of the workers. But now its
focus has been changed. Every organization need to give good environment to their
workers including all financial and non financial incentives so that they can retain
their employees for the longer period and for the achievement of the organization
goals.. At the end we can say that a happy and healthy employee will give better
turnover, make good decisions and positively contribute to the organization goal.
The quality of work life is a process by which an organization responds to
employee needs for developing mechanism that allow them to share fully in making
decision that designs their life at work. Thus QWL means having good supervision,
good working conditions, good pay and benefits and interesting, challenging and
rewarding job.
This study is entitled as, "A study on quality of work life in Travancore
titanium product limited, Thiruvananthapuram". By this study the researcher

1
may able to know about the quality of work life in Travancore titanium products
limited and their satisfaction level. The researcher can also give suggestions to
improve the quality of work life among workers.

FACTORS AFFECTING QUALITY OF WORK LIFE:

Job satisfaction:
Job satisfaction is the favourable or unfavourable with which employees view
their work. As with motivation, it is affected by the environment. Job satisfaction is
impacted by job design. Jobs that are rich in positive behavioural elements such as
autonomy, variety, task identity, task significance and feedback contribute to
employees satisfaction. Likewise, orientation is important because the employees
acceptance by the work group contributes to satisfaction. In sort, each element of
the environmental system, can add to, or detract from, job satisfaction.
Health conditions of employees:
Organisation should realize that their true wealth lies in their employees and
so providing healthy environment for employees should be their primary objective.
Personal and career growth opportunities:
An organization should provide employees with opportunity for
personal/professional development and growth and to prepare them to accept the
responsibilities at higher level.
Participative management style and recognition:
Flat organization structure helps organization facilitate employee
participation. A Participative management style improves the quality of work life.
Workers feel that they have control over their work process and they also offer the
innovative ideas to improve them. Recognition also helps in motivating employees
to perform better. Recognition can be in form of rewarding employees for their best
performance.
Autonomous Work Teams:
An autonomous work team is one which can plan, regulate and control its
own work world. The management only specifies the goals that too in collaboration
with the team. The team organizes the contents and structure of its job, evaluates its
own performance, establishes its speed and chooses its production method. It makes
its own internal distribution of tasks and decides its own membership. Autonomous
team approach increases satisfaction and reduces turnover and absenteeism.
2
Motivation:
Motivation is a complex subject. It involves the unique feelings, thoughts
and past experiences of each of us as we share a variety of relationships within and
outside organizations. To expect a single motivational approach work in every
situation is probably unrealistic. In fact, even theorists and researches take different
points of view about motivation. Nevertheless, motivation can be defined as a
person's drive to take an action because that person wants to do so. People act
because they feel that they have to. However, if they are motivated they make the
positive choice to act for a purpose because, for example, it may satisfy some of their
needs.
Work life balance:
Organisation should provide the relaxation time for employees and offer tips
to balance their personal and professional lives. They should not strain employees
personal and social life by forcing on them by demanding working hours, overtime
work, business travel, transfers. By the globalization the modern employees are
experiencing distress. To meet the challenges posed by present standards,
organizational must focus their attention in bringing a balance between work life and
personal life. The underlying assumption is that work life balance will ultimately
ensure Quality of work life. Today an employee desires work to be more meaningful
and challenging because quality is the acid test. A Quality of work life gives an
opportunity for deep sense of fulfilment. Employees seek a supportive work
environment that will enable them to balance work with personal interests.

3
 1.2 INDUSTRY PROFILE

Titanium dioxide is an organic solid with number of excellent physical

properties, which make principal whit pigment of commerce. Titanium dioxide is
becoming increasingly dominant over rival white pigment such as white lead,
lithopone and zinc white. Its predominance is mainly attributable to three important
physical characteristics which are high refractive index, lack of colour and chemical
inertness. It has good heat resistance with melting point around 1840◦C. Titanium
dioxide is non-toxic which is seen has displace white lead in paints.
INDUSTRY WITHIN INDIA
The mineral and industry in India was established in 1909 by German
geologist Dr. Schomberg discovered the presence of monazite in black beach sand of
Manavalakurichi in East Travancore state. Later a German scholar named Mr. Wedth
established a company near Neendakara. The presence of mineral sand in coir being
exported later lead to discovery of certain other element. The geological survey
conducted later on in India, established the occurrence of monazite and metal like
ilmenite, rutile, leucoxene and zircon. India has a wealth of Titanium mineral with
very low ratio of resource to utilization. A sound Titanium dioxide industry is
essential to ensure optimum utilization of these resources as well as to develop a
vibrant industry in field of strategic mineral. Although some technology base is
available in country for both sulphate and chloride process of Titanium dioxide
pigment manufacture additional of knowhow and technology are considered essential
to update existing sulphate and chloride technique in country.
The most important reserve is seen along coast of Tamil Nadu. Beach
reserves are also in Ratnagiri (Maharashtra), Ganjan (Orissa), and Sreekakulam
(Andhra Pradesh). The reserve in Kerala and Tamil Nadu are 20 million tonnes. This
information light in the possibility of new manufacturers and competition in Titanium
dioxide industry in India. The demand for new manufacturers will be more with
increase demand of paint, plastic, rubber. Titanium dioxide consumption growth in
India has been tremendous.
The Indian Reserve of illuminate and rutile is estimated to be around 6,
00,000tones per year and most important sources are South Kerala and Tamil Nadu.
The Indian paint industry has recorded a growth rate of 8% during previous years and

4
is expected to expand to 2.6 and 2.75 million metric tonsby year 2012. The current
per capita consumption of paint is around 8 kg compared to 20 kg in developed
countries which leaves a considerable potential in overall demand for paint in India.
Currently there are 4 unit in India engaged in manufacturing of Titanium dioxide
pigment ( Anatase and rutile) with a total combined capacity of 44560 tons per
annum. These units are:
Kerala Mineral and Metal Ltd, Kollam
Travancore Titanium Products Ltd, Thiruvananthapuram
Kilburn Chemical Ltd Chennai
Kolmac Chemical Ltd
KMML is the only unit producing Rutile grade Titanium dioxide pigment in
India with installed capacity of 30,000 tons per annum.
INDUSTRY WITHIN KERALA
The history of mineral separating industry in Kerala starts with discovery of
monazite in black beach sand of Manavalakurichi in year 1909 by a German scientist
name Schomberg. This black sand contains large stock of rare mineral. Kerala is
enriched with a huge amount of mineral deposit stretching along seashore between
Neendakara and Kayamkulam.
Travancore Titanium Product and KMML are only two manufacturers of
Titanium Dioxide pigment in state at present. Indian Rare Earth, a Government of
India undertaking has a mineral separation unit in Chavara which separate mineral in
beach sand. TTP was started by His Highness ChithraThirunal in 1906 and follows
sulpahate process for production of Titanium dioxide. For many years Travancore
Titanium Product enjoyed monopoly in market as it was only producer of Titanium
dioxide pigment in India.
With the commencement of production of Rutile grade pigment by KMML in
1985 and Anatase grade pigment by few small scale companies the monopolistic
nature of states Titanium dioxide industry gave way for competition. With the
liberalization of economy the import duty on Titanium dioxide was also reduced in
successive budget. With effect from July 1988 onwards, Titanium dioxide pigment
was also put under open general license list making import even cheaper.
The year 1992 will mark start of third century since discovery of Titanium
stated to be ninth most plentiful element in earth crust. Metallurgist and engineers
have forecasted a very brilliant future for this metal which represents the most
5
important development in non-ferrous industry. It is used as white pigment in paint,
lacquer, paper plastic floor covering, welding rod coating and printing ink. It is used
in rubber processing industries and auto tyre industry. It is used to manufacture
titanium product. Titanium dioxide is one of the most widely discussed industrial
project opportunities in the country. Several advantages for Titanium dioxide project
are well known. India possesses large reserve of illuminate which is raw material for
manufacture of Titanium dioxide pigment. Large reserve of titanium is available and
so India does have a potential to make the product internationally competitive and
exploit export market. New entrepreneurs can venture project.
WORLD SCENARIO
The use of Titanium dioxide is very vast and it has been produced in various
parts of the world at different level. World’s total estimated capacity of Titanium
dioxide production is of order 4.22 to 4.38 million tons per annum.
The credits of recognizing existence of Titanium dioxide goes to Rev.
William George who found traces of black magnetic sand unfamiliar to him in
Manacineparish, UK and he called it Manacine. But it was M.K.H Laplast who
discovered Titanium. He examined rutile and identified it as an oxide of metal and
named it as “Titanium” after “Titan” of Greek methodology in the year 1775. The
first commercial product of Titanium was an alloy addictive to steel, when Ferro
alloy were developed in USA in the year 1906. A decade after Titanium dioxide
pigment was produced on commercial scale. The use of Titanium mineral in welding
electrode coating gained acceptance in the mid thirties while titanium metal has been
of commercial importance since1948.
Titanium Dioxide is far more stable than any pigment. It’s perfect non
toxicity and property of finely divided Titanium dioxide is unmatched by any other
known material. The chemical is available in two crystalline form Anatase and rutile
which are of much commercial significance. The relatively softer Anatase is right
material for DE lustering.
In the mid 2004 Titanium dioxide capacity was 4,193,000 tons. The top
manufacturers were DuPont, Trioxide, SCM chemical and Kronos. These companies
combined accounted for 57% of world capacity. Pigment consumption rose sharply in
Western Europe and Asia Pacific during the year 2000. In East Asia, notably China,
Taiwan and South Korea continued as a path of strong recovery. East Asia is
presently the most attractive region in the world for Titanium dioxide.
6
CURRENT SCENARIO
Technical: Manufacture of Titanium dioxide pigment through sulpahate route
has the drawback of effluent problem associated with process. Throughout the world
procedure of Anatase grade pigment have resorted to development activities to
upgrade technology as to overcome drawback. The last expansion of Titanium
pigment plant in TTPL was carried for more than 25 years ago. Since the sulphate
route technology production of Titanium dioxide has undergone several changes. It is
worth mentoring in this context that TTPL should upgrade technology to
International Standard.
Marketing: Loss of monopoly position of TTPL: For many years TTPL
enjoyed monopoly position in market as it was only producer of Titanium dioxide
pigment in India. With the commencement of production of Rutile grade pigment by
KMML in 1985 and Anatase grade pigment by few small companies. TTPL lost
monopoly in market. Further, another serious problem that affected company is cheap
pigment imported from China.

7
 1.3 COMPANY PROFILE

Travancore Titanium Products Ltd an ISO 9001:2008 company is public sector

undertaking under administrative control of Government of Kerala. India engaged in
manufacturing and marketing of different grade of Titanium dioxide pigment. It is
situated in Kochuveli, Thiruvananthapuram in state of Kerala. It is established for
commercial exploitation of valuable natural resource called illuminate. This material
and deposit stretch along sea coast between two tidal channels between Neendakara
in the South and Kayamkulam in North. Titanium dioxide can be economically
processed from this raw material, illuminate. Travancore Titanium Products are
largest manufacturers and suppliers of Titanium dioxide pigment in India with ISO
9001:2008 certification. Titanium dioxide is an industrial raw material for textile,
cosmetics, paper, paint, PVC and plastic, rubber, ink, electronic industries, chemical,
ceramics etc. The process is followed by Travancore Titanium Products Ltd for
production of Titanium is sulphate process using sulphuric acid. In this process
finally grind illuminate is digested with strong sulphuric acid whereby titanium
sulphate is produced which is converted into Ti02 by hydrolysis. The main product of
company is Anatase grade Titanium dioxide. It has replaced less effective pigment
Zinc Oxide, Lithopone. This is because of unique combination of superior properties
of high refractive index, low specific gravity and high hiding power opacity non-
toxicity. It also has high tinting strength and dispersion properties as well as chemical
stability. Due to Sulphate route and excellent water dispersion properties, it markets
the product at very competitive price. Titanium dioxide is marketed as “Anjantox”.
HISTORY OF THE COMPANY
Travancore Titanium Products Ltd is a public sector undertaking managed by
Government of Kerala. It is first Titanium dioxide manufacturing company in India.
This company was incorporated on 18 December, 1946 with capital 1.7 crores to
produce Titanium dioxide form illuminate. The proposal to start a plant producing
Titanium dioxide was put forward by divan of Travancore Sir C.P Ramaswamy Ayer.
The illuminate for production of Titanium dioxide is found on beaches at Chavara
near Kollam and 65 km north of capital city. The unit was promoted by princely state
of Travancore in collaboration with British Titan Products Company Limited, UK.

8
The administrative control of company was with managing agency, Indian Titan
Products.
The company started production at modest rate of 5 tons per day, increased
capacity in stages to present level of 40-45 tons per day. The company started
production in 1951. In 1960, Government of Kerala undertook management of
Travancore Titanium Products owing 80.94% of shares. Then its production capacity
was increased 180 tons per day. A sulphuric acid plant was also installed. In 1963,
the capacity of Titanium dioxide produced was further increased to 18 tons per day
with commensurate addition to sulphuric acid production.
A major expansion was undertaken and completed with 140 crores in 1973
when the production capacity of Titanium dioxide plant was increased to 45 tons per
day. A third acid plant started production with capacity of 300 tons per day same
year. A new pollution controlled sulphuric acid plant was established and started
production in 1996 which utilize tail gas recycling DCDA technology. The alkali
scrubbing system incorporated there in helps to keep sulphur dioxide emission well
within permissible limit and help in maintaining clean environment. Total manpower
is 828.
Historical milestones of TTPL are as follows:
1946 : Travancore Titanium Products Ltd was incorporated on 18 December
1946 in collaboration with British Titan Products for manufacture of Anatase grade
Titanium dioxide pigment
1950 : Commercial production started with installation capacity of 5 tons per
day
1957 : The company started first expansion program for doubling production
capacity from 5 tons to 10 tones
1960 : Management of TTPL was taken over by Government of Kerala
1961 : Research and Development wing was set up in company
1963: Increased production from 10 tons to 18 tons per day. However rutile
production temporarily discontinued.
1973 : Increased production capacity from 5400 to 24500 tons per annum
1979 : Kerala State Industrial Products Trading Corporation was appointed sole
selling agent
1980 : Up gradation of sulphuric acid plant to DCDA

9
 1996 : New 300 tons per day capacity Sulphuric acid plant with DCDA
incorporate air pollution abatement
2002 : Production of rutile restarted with new technology developed in research
lab of TTPL
2003 : Direct marketing by TTPL
2004 : Certified as ISO 9001 : 2008
2006 : Production of pigment by insitu method of hydrolysis
2011 : New Copperas removal and acid neutralization plant for complete waste
management and environmental protection
VISION OF THE COMPANY
“To be largest producer of Titanium dioxide product and most preferred
supplier”
MISSION OF THE COMPANY
“To ensure customer satisfaction by continuously improving product quality
and earn reasonable profit”
QUALITY POLICY OF THE COMPANY
To achieve customer satisfaction by effectively managing resource and
delivering titanium related products through continual improvement of quality
management system
QUALITY OBJECTIVES OF THE COMPANY
 Customer satisfaction
 Continuous improvement of process and product
 Human resource development

10
 1.4 PRODUCT PROFILE

Travancore Titanium is one of the largest industries in India that produce

Titanium dioxide. Titanium dioxide is white pigment and two grade: Anatase grade
and rutile grade
PROPERTIES OF TITANIUM DIOXIDE
 White in colour
 High refractive index
 Low specific gravity
 More chemical stability
 Non toxic nature
 Uniformity of composition
APPLICATIONS OF TITANIUM DIOXIDE
 Aerospace
 Electronic components
 Dyes and printing inks
 Plastics
 Medicine
 Cosmetics
 Soaps
 Textile printing
 Paint

11
 1.5 DEPARTMENTALISATION

 Production Department
 Finance Department
 HR Department and Training
 Engineering Department
 Research & Development Department
 Marketing Department
 Safety Department
 Legal Department

PRODUCTION DEPARTMENT
The production department of TTPL has may important functions, which are as
follows
 To prepare detailed production plan in consultation with General Manager
(works) which must be consistent with company's production objective.
 To prepare detailed raw material plans and ensure the incoming quality
standards their proper usage etc.
 Constantly evaluating alternate source of raw materials, direct trails of the
same and to help the management to firm up the sources.
 Integrate, direct and control efforts of production of Sulphuric Acid pigments,
dispatch raw materials etc. resulting in fulfilment of planned targets for
production and provide overall supervision of Titanium dioxide production.
 Receiving of raw materials and packaging of final products.
 Integrating the department itself with Research and Development department
for identifying solutions to long-term problems.
 Carryout investigations and guide management on long term measures
towards achievements of the goals of expansion in the areas of production and
quality.
 Integrate production efforts with maintenance to ensure implementation of
production and maintenance schedules and to avoid breakdowns by helping
maintenance under take jobs on time basic etc.

12
FINANCE DEPARTMENT
The important objectives of the finance department include:
 Preparation of corporate plans annual plans and budgets.
 Financial planning cost control and ensuring uniform and correct observance
of financial disciplines of the company.
 Monitoring the progress of budget achievements.
 Providing accounting service to all levels ensuring updating of systems
procedures for the same.
 Advising management on funds utilization and its implementation.
 Vetting of all investment proposals, certain of new assets, new posts etc. from
the point of financial feasibility.
 Evolve an audit manual.
 The finance department performs various functions very effectively. The
Main functions of this department include:
 To collect all sums due to the company in time as per sales, orders etc.
 To make timely payments to creditors, suppliers, contractors, employees,
Government statutory bodies, service provides etc.
 Timely dispersant of salary/wages/perks to employees as per agreement,
MOU etc.
 To assist all types of audit work.
 To prepare MIS as required by management.
 To complete all Budget work.
 To manage cash properly to maintain proper liquidity.
 To assist all departments in providing financial administration of all
transactions.
 To make proper entries in boos of accounts and extract reports like Trial
Balance, P & L A/c, Balance sheet on a time bound basis.
HR DEPARTMENT AND TRAINING
It is concerned with whole development of work force. Employees are hidden asset
of organization. No company can work without this. For effective working, employees
and employers need effective training. Worker training and executive development
should be efficient manner. The training started from 1980 at TTPL. The HR department
provides training to the employees. Training is an inevitable part of an organization for

13
ensuring the workers and officers’ commitment towards their respective work. Training
is provided to the workers for increasing skill and ability to perform specialized job.
The objectives of the HR Department and Training includes:
 Proper induction of new recruits into their job
 To educate employee regarding procedure and responsibilities of job
 To foster career development
 To bridge the communication gap between workers and management
 To develop skill for particular job
 To motivate worker
ENGINEERING DEPARTMENT
The Objectives of the Engineering Department includes:
 Planning, arranging and initiating preventive maintenance programmers and
repair of equipments and installations in the factory including vehicles.
 Ensuring proper upkeep maintenance and installation of estate.
 To advice the Management to take decision on all Engineering matters.
 To arrange planning of engineering equipments and stores materials required
for the factory.
 Preparation of technical specifications and assist the Commercial Department
in technical scrutiny of offers and arranging purchase and stock of materials.
 To keep liaison with Government Departments like KSEB, Electrical
Inspectorate, Factories and Boilers Inspectorate etc. for ensuring maximum
co-operation and assistance from these department for maintaining all
engineering related activities.
 Preparation of plants.
 Preserve the working life of plants.
 To safeguard investments.
 Maintaining safety and efficient working condition.
 To achieve minimum break downs.
 Inspection of jobs at successive stages of production.
 Ensure normal productivity.
 Ensure availability of machine, building etc.

14
RESEARCH AND DEVELOPMENT DEPARTMENT
The main Objectives of R & D department are:
 Render in process, stage wise testing and trouble-shooting service acting as a
necessary adjunct to production.
 Undertake development projects both for process and product improvement
and diversification to help General Manager and advice management on new
process, products and projects.
 Identifying the changing needs of customers through regular interactions.
 Maintaining quality at incoming in process and final product stages.
 Implementing and maintaining a quality management system.
 Taking samples at various stages starting from raw material till the end
product.
 Analysing the samples, finding the variance in production.
 Studying the variance.
 Finding the process parameters like electricity revelation per minute (rpm).
 To improve the quality as well as quantity of products.
 Monitoring the plant performance and pollution.
 Maintaining quality at all stages of products.
MARKETING DEPARTMENT
The Objectives of the marketing department includes:
 To achieve maximum sales by maintaining maximum customer satisfaction.
 Price fixation, fixation of sales commission and overall sales policy including
marketing budgets.
 Delivery and logistics management.
 Maintaining customer relations.
 Export management.
 Monitoring and improving the working of stockiest appointed all over India.
SAFETY DEPARTMENT
The main Objectives of the department include
 To control the losses and accidents that occurred within the company.
 To give instructions to work force about safe working methods &
conditions.
 Providing and maintaining safety equipments and guards.

15
  The company's Safety Policy should also set out the health and safety rules
covering.
 Inspection of new equipments.
 Testing of equipments.
 Inspection of the working premises etc.
 To direct unsafe conditions and actions in the working premises and report
it to management.
 Give medical and other type of assistance in accidents.
 To provide preventive action, which include plant safety inspection, safety
audit, periodic training programme for accident prevention etc.
 To create safety awareness among the employees.
 To conduct investigation about the accidents that occurred.
 The various personal Protective Equipments that the company provided for
the employees are.

Helmet For head

Goggles For eyes

Mask For face

Respiratory
Apparatus For Breathing

Gloves For Hand

Apron For Body

Safe Shoe For Foot

LEGAL DEPARTMENT
The TTPL Legal Department is headed by the Chief Manager (Legal and
Personnel). This Department is responsible for representing the company in legal
matters.
Objectives of legal department:
 Prevention and settlement of industrial dispute.
 Represent the company in the Court of Law.

16
 File cases against external parties.
 To provide leadership for management of industrial relations and employees
welfare function of the company.
 To provide basics for corporate strategies and polices for maintenance of
industrial peace and for work
 For evolving system of prompt attention and redressal of employees grievance
and the prevention of the same.
 Administration the different committees for employees participation.
 Evolve and update practices for checking incoming and outgoing of materials
and persons.
 Implementing the standing orders pertaining in the company.

17
18
 CHAPTER : II
REVIEW OF LITERATURE

2.1 SPECIAL CONCEPTS

Meaning
Quality of work life means" The favourableness of a job environment for people".
Definition
Quality of work life can be defined as "The quality of relationship between
employees and the total working environment.
Quality of work life is a process by which an organization responds to employees
need for developing mechanisms to allow them to share fully in making the decisions
that design their lives at work.
Quality of work life is the degree to which members of a work organisation are
able to satisfy important personal needs through their experience in the organization.
J.Richard and J.Loy
Principle of Quality of work life
In order to humanize work to improve the quality of work life are four basic
principles.
1.The Principle of Security
Quality of work life cannot be improved until employees are relieved of the
anxiety, fear and loss of future employment. The working conditions must be safe and
fear of economic want should be eliminated job security, safety against occupational
hazards is an essential pre-condition of the work.
2.The Principle of Equity
There should be a direct and positive relation between effort and reward. All
types of discrimination between people doing similar work and with same level of
performance must be eliminated. Equality also requires sharing the profits of the
organizations.
4.The Principle of Democracy
The means greater authority and responsibility to employees meaning
participation in the decision making process in proves the quality of work life.

19
Performance Appraisal
Performance Appraisal is the key ingredient of performance management. Each
year the employees and their immediate bosses enter into an elaborate gaming exercise
called the annual performance appraisal.
Canteen Facility
Canteen facility is provide to all the employees in the organization in the year
1982 the government pass and act regarding the canteen facility must be provided to the
employees in every organization.
Medical facility
Medical facility provided in all the organization to the employees in the year
1985 the government passes and act regarding the medical facility must be provided to
the employees in every organization.
Work and quality of work life
There should be proper balance between work life and personal life of
employees. The demand of work such as late hours, quick transfer and both psychology
and socially very costly to quality of work life.
Safe and healthy working conditions
To improve the quality of work life the work environment should be congenial
and free hazards deter mental to health and safety of working hours, zero-risk, physical
conditions of work and age restriction on lower side ensures good work environment. In
India factory act there is adequate provision for health, safety and welfare of the workers.
Participate Management
Employees want to participate in deciding matters which affects their lives.
Therefore quality circle management by objectives, suggestions system and their
participations in management help to improve quality of work life.
Flexible work schedule
Flexible working hours staggered hours reduced work week, job sharing, part
time employment and other types of alternative work scheduling their work.

IMPORTANCE OF QUALITY OF WORK LIFE

Fair compensation and job security
The economic interest of people drive them to work at a job and employee
satisfaction depends at least partially, on the compensation offered. Pay should be fixed
on the basis of the work done, responsibility undertaken, individual skills, performance
20
and accomplishments. Job security is another factor that is concern to employee.
Permanent employment provide security to the employees and improve their QWL.
Health is wealth
Organizations should realize their true wealth lies in their employees and so
providing a healthy work environment for employees should be their primary objective.
Provide personal and carrier growth opportunities
An organisation should provide employee with opportunity for personal
development and growth and to prepare them to accept responsibilities at higher level.
Participative management style and recognition
Flat organizational structure help organizations facilities employee participation.
A participative management style improves the quality of work life. Workers feel that
they have control over their work process and they also offer innovative ideas to improve
them. Recognition also helps to motivate employees to perform better. Recognition can
be in the form of rewarding employee for jobs well done.
Work-life balance
Organization should provide relaxation time for the employees and offer tips to
balance their personal and professional lives. They should not stain employees personal
and social life by forcing on them demanding working hours, overtime work, business
travel, untimely transfer etc.
Fun at workplace
This is growing trend adopted by today's organization to make their offices a fun
place to work.

MAJOR QUALITY OF WORK LIFE ISSUES

(i)Pay and stability of Employment
Good pay still dominates most of the other factors in employee satisfaction.
Various alternatives means for providing wages should be developed in view of increase
in cost of living index, increase in levels and rates of income tax and profession tax.
Stability to greater extent can be provided by eliminating the facilities for human
resource development.
(ii)Occupational Stress
Is a condition of strain on one emotions, though process and physical condition.
Stress is determined by the nature of work, working conditions, working hours, pause in
the work schedule, worker's abilities and nature and match with the job requirements.
21
Stress is caused due to irritability, hyper-excitation or depression, unstable behaviour,
fatigue, stuttering, trembling psychometric pains, smoking and drug abuse. Stress
adversely affects employee productivity. The HR manager, in order to minimize the
stress, has identify, prevent and tackle the problem. He may arrange the treatment of the
problem with the health unit of the company.
(iii)Organizational Health Programmes
Organizational health programmes aim at educating employee about health
problems, means of maintaining and improving of health, etc. These programmes cover
drinking and smoking cessation, hypertension control, other forms of cardiovascular risk
reduction, family planning, etc. Effective implementation of these programmes result in
reduction in absenteeism, hospitalization, disability, excessive job turnover and
premature death. This programme should also cover relaxation, physical exercise, diet
control, etc.
(iv)Alternative work schedules
Alternative work schedules including work at home, flexible working hours,
staggered hours, reduced work week, part-time employment which may be introduced
for convenience and comfort of the workers as the work which offers the individual the
leisure, flexible hours of work is preferred.
(v)Participative Management and Control of work
Trade unions and workers believe that worker's participation in management and
improves QWL. Workers also feel that they have control over their work, use their skill
and make a real contribution to the job if they are allowed participate in creative and
decision-making process.
(vi)Recognition
Recognizing the employee as a human being rather than as a labourer increases
the QWL participative management, awarding the rewarding system, congratulating the
employees for their achievement, job enrichment, offering prestigious designations to the
jobs, providing well furnished and decent work places, offering membership in clubs or
association, providing vehicles, offering vacation trips are some means to recognize the
emp0loyees.
(vii)Congenial Workers- Supervisor Relations
Harmonious supervisor-workers relations gives the worker a sense of social
association, belongingness, achieve of work results, etc, this is turn to better QWL.
(viii)Grievance Procedure
22
 Workers have a sense of fair treatment when the company gives them the
opportunity to ventilate their grievances and represent their case succinctly rather than
setting the problems arbitrarily.
(ix)Adequacy of Resources
Resources should match with stated objectives, otherwise, employee will not be
able to attain the objectives. This results in employee dissatisfaction and lower QWL
(x)Seniority and Merit in promotion
Seniority is generally takes as the basic for promotion in case of operating
employees. Merit is considered as the basic for advancement for managerial people
whereas seniority is preferred for promotion of ministerial employees. The promotional
policies and activities should be fair and just in order to ensure higher QWL.
(xi)Employment on Permanent Basis
Employment of workers on causal, temporary probationary basis gives them a
sense of insecurity. On the other hand, employment on permanent basis give them
security and leads to higher order QWL.

23
 2.2 REVIEW OF LITERATURE

Various authors and researchers have proposed models of Quality of working

life which include a wide range of factors. Selected models are reviewed below.
Herzberg (1959) used “Hygiene factors” and “Motivator factors” to distinguish
between the separate causes of job satisfaction and job dissatisfaction. It has been
suggested that Motivator factors are intrinsic to the job, that is; job content, the work
itself, responsibility and advancement. The Hygiene factors or Dissatisfaction-
avoidance factors include aspects of the job environment such as interpersonal
Relationships, salary, working conditions and security. Of these latter, the most
common cause of job dissatisfaction can be company policy and administration,
whilst achievement can be the greatest source of extreme satisfaction.
Hackman and Oldham (1976) drew attention to what they described as
psychological growth needs as relevant to the consideration of Quality of working life.
Several such needs were identified :
 Skill variety,
 Task Identity,
 Task significance,
 Autonomy
 Feedback.
Mirvis and Lawler (1984) suggested that quality of working life was associated with
satisfaction with wages, hours and working conditions, describing the “basic elements of
a good quality of work life” as :
 Safe work environment,
 Equitable wages,
 Equal employment opportunities
 Opportunities for advancement.
 Opportunities to learn and grow
 Protection of individual rights

Taylor (1979) more pragmatically identified the essential components of quality of

working life as basic extrinsic job factors of wages, hours and working conditions,
and the intrinsic job notions of the nature of the work itself. He suggested that a
number of other aspects could be added, including :

24
  Individual power,
 Employee participation in the management,
 Fairness and equity,
 Social support,
 Use of one’s present skills,
 Self-development,
 A meaningful future at work,
 Social relevance of the work or product,
 Effect on extra work activities.

Warr and colleagues (1979) in an investigation of quality of working life, considered

a range of apparently relevant factors, including :

 Work involvement,
 Intrinsic job motivation,
 Higher order need strength,
 Perceived intrinsic job characteristics,
 job satisfaction,
 life satisfaction,
 happiness, and
 Self-rated anxiety.

Mirvis and Lawler (1984) suggested that quality of working life was associated with
satisfaction with wages, hours and working conditions, describing the “basic elements
of a good quality of work life” as :

 Safe work environment,

 Equitable wages,
 Equal employment opportunities
 Opportunities for advancement.
 Opportunities to learn and grow
 Protection of individual rights
Baba and Jamal (1991) listed what they described as typical indicators of quality of
working life, including:
 Job satisfaction,

25
  Job involvement,
 Work role ambiguity,
 Work role conflict,
 Work role overload,
 Job stress,
 Organisational commitment and
 Turn-over intentions.

Sirgy et al. (2001) suggested that the key factors in quality of working life are:

 Need satisfaction based on job requirements,

 Need satisfaction based on work environment,
 Need satisfaction based on supervisory behaviour,
 Need satisfaction based on ancillary programmes,
 Organizational commitment.

Ellis and Pompli (2002) identified a number of factors contributing to job

dissatisfaction and quality of working life in nurses, including:

 Poor working environments,

 Resident aggression,
 Workload, inability to deliver quality of care preferred,
 Balance of work and family,
 shift work,
 Lack of involvement in decision making,
 Professional isolation,
 Lack of recognition,
 Poor relationships with supervisor/peers,
 Role conflict,
 Lack of opportunity to learn new skills.

Nanjundeswaraswamy and Swamy (2013) used 9 components to measure quality of

work life of employees in private technical institutions:

 Work environment
 Organization culture and climate
 Relation and co-operation

26
 Training and development
 Compensation and Rewards
 Facilities
 Job satisfaction and Job security
 Autonomy of work
 Adequacy of resources

27
 CHAPTER : III
RESEARCH DESIGN

3.1 STATEMENT OF THE PROBLEM

Quality of work life is the most important process in the organization to

develop the organization and employee's work life inside the organization and outside
the organization due to identify the quality of work life in the organisation it helps to
develop the need resource not only for growth of the organization even the
employees welfare and the qualification and experience so under the Indian
Regulations Act the quality of work life helps to identify the overall quality of
environment, transparent in the work.

3.2 NEED OF THE STUDY

 This study mainly focus on identify the various factors which contribute to
quality of work life of employees in the TTPL.
 The need for the study is the purpose of conducting a study among the
employees of TTPL.
 The main focus of the study is to identify the effectiveness and the
satisfaction of the employees in TTPL.
 Many organizations both private and public has realized the importance of the
quality of work life and has taken a steps in the way of systemic efforts to
improve the quality of work life of their employees.
 There are various studies on relationship between working condition and new
forms of work in the organization.

3.3 OBJECTIVES OF THE STUDY

 To study the overall Quality of work life of employees in TTPL.
 To analyze the factors that affect the quality of work life and way to improve
it.
 To study about the welfare activities carried out in organization.
 To study the perception level of employees towards the Quality of work life
in TTPL.

28
  To give suggestions based on findings.

3.4 SAMPLING METHOD

Sampling is the process of selecting a sufficient number of elements from
population, so that a study of sample and an understanding of its properties or
characteristics would make it possible for us to generalize such properties or
characteristics to population elements. Non probability sampling technique was used to
select the samples from population. Convenience sampling has been adopted for study.

3.5 SAMPLING SIZE

Sample size is the number of elements to be included in the study. Determining
sample size is complex and involves several qualitative and quantitative considerations.
The sample size taken up for study was 100. The samples are taken from various
functional departments such as Finance, Human Resource, Marketing, Commercial and
Production.

3.6 SOURCES OF DATA COLLECTION

primary source
First time collected data are referred to as primary data. In this research the
primary data was collected by means of a Structured Questionnaire. The questionnaire
consists of number of questions in printed form. It has both open-end closed end
questions in it.
secondary source
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.

3.7 TOOLS USED FOR ANALYSIS:

The role of statistics is functioning as a tool in design research, analyzing its data
and drawing conclusions there from the important statistical tools used in analysis are as
follows.
 Percentage analysis

29
  Weighted Average Method
 Chi square test
 Correlation
percentage analysis
Here the percentage analysis is used for calculating the percentage of satisfaction
level in the total respondent.
Percentage = No of Respondents/ Total no of Respondents x 100
weighted average method
This method is better than the corresponding un weighted method in showing the
relative change. From the data available under this method, index numbers by un
weighted average of relatives also could be calculated. This method provides scope for
replacing one or more items at a large stage.
chi-square test
Chi-square test is applied to test of goodness of fit, to verify the distribution of
observed data with assumed theoretical distribution, Therefore it is measure to study the
divergence of actual and expected frequencies.

 2

Oi  Ei 
2

Chi-square test
Ei
Karl Pearson's coefficient of correlation

Karl Pearson's coefficient of Correlation is the method for measuring the

magnitude of linear relationship between the two variables. It most widely used method
in practice and it is known as Karl Pearson's Coefficient. It is denoted by "R".
N  XY   X  Y 
R
N  X 2   X  N  Y 2   Y 
2 2

3.8 PERIOD OF THE STUDY

The time taken to complete for this project is 3 months

3.9 AREA OF THE STUDY

The study was conducted among the employees of Travancore titanium products
limited, Thiruvananthapuram.

30
3.10 LIMITATIONS OF THE STUDY

 The research was conducted within the limitation of organization.

 The sample was confirmed to 100 respondents therefore, this study cannot be
regarded as full proof.
 some respondent hesitated to give the actual situation, they feared that the
management would take any action against them.
 There was a fear of reprisal among the employees to reveal their personal
feeling and the result may not reflect the actual satisfaction.
 few did not fill the questionnaire completely.

31
 CHAPTER IV
ANALYSIS & INTERPRETATION

Table 4.1
Age wise classification

S.NO Particular Respondent Percentage

1 Below 30 years 9 9

2 30-40 years 22 22

3 41-50 years 38 38

4 Above 50 31 31

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 9% of respondents are below 30 years, 22% of
respondents are between 30-40 years, 38% of respondents are between 41-50 years, 31%
of respondents are above 50 years.

32
40 38

35
31
30

25
22
percentage
20

15

10 9

0
Below 30 years 30-40 years 41-50 years Above 50

Figure: 4.1

33
 Table 4.2
Gender wise classification

S.NO Gender Respondent Percentage

1 Male 95 95

2 Female 5 5

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 95% of respondents are male, 5% of respondents are
female.

34
5

Male
Female

95

Figure: 4.2

35
 Table 4.3
Marital status

S.NO Particular Respondent Percentage

1 Married 94 94

2 Unmarried 6 6

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 94% of respondents are Married, 6% of respondents
are Unmarried.

36
6

Married
Unmarried

94

Figure: 4.3

37
 Table 4.4
Educational qualification

S.NO Particular Respondent Percentage

1 12th 36 36

2 ITI 35 35

3 Diploma 17 17

4 Graduation 12 12

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 36% of respondents are 12th, 35% of respondents are
ITI, 17% of respondents are Diploma, 12% of respondents are Graduation.

38
40

35

30

25

20 Percentage

15

10

0
12th ITI Diploma Graduation

Figure: 4.4

39
 Table 4.5
Experience(in years)

S.NO Particular Respondent Percentage

1 Below 10 16 16

2 10-20 28 28

3 20-30 39 39

4 Above 30 17 17

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 16% of respondents are below 10 years experience,
28% of respondents are 10-20 years experience, 39% of respondents are 20-30 years
experience, 17% of respondents are Above 30 years experience.

40
45
39
40

35

30 28

25 Percentage
20 17
16
15

10

0
Below 10 1O-20 20-30 Above 30

Figure: 4.5

41
 Table 4.6
Satisfied with the canteen facilities provided in my organisation

S.NO Particular Respondent Percentage

1 SA 17 17

2 A 37 37

3 N 26 26

4 DA 12 12

5 SDA 8 8

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 17% of respondents are strongly agree that canteen
facilities is satisfied, 37% agree that canteen facilities is satisfied, 36% Normal that
canteen facilities is satisfied, 12% Dis- Agree that canteen facilities is satisfied, 8%
Strongly Dis- Agree that canteen facilities is satisfied.

42
40
37

35

30
26
25

Percentage
20
17

15
12

10 8

0
SA A N DA SDA

Figure: 4.6

43
 Table 4.7
Drinking water arrangement are good

S.NO Particular Respondent Percentage

1 SA 38 38

2 A 32 32

3 N 26 26

4 DA 4 4

5 SDA 0 0

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 38% of respondents are strongly agree with good
drinking water arrangement, 32% agree with good drinking water arrangement, 26%
Normal with good drinking water arrangement, 4% Dis- Agree with good drinking water
arrangement, 0% Strongly Dis- Agree with good drinking water arrangement.

44
40 38

35
32

30
26
25
Percentage
20

15

10

5 4

0
0
SA A N DA SDA

Figure: 4.7

45
 Table 4.8
The company provide flexible working hours

S.NO Particular Respondent Percentage

1 SA 36 36

2 A 33 33

3 N 16 16

4 DA 8 8

5 SDA 7 7

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 36% of respondents are strongly agree with flexible
working hours, 33% agree with flexible working hours, 16% Normal with flexible
working hours, 8% Dis- Agree with flexible working hours, 7% Strongly Dis- Agree
with flexible working hours.

46
40
36
35 33

30

25

Percentage
20
16
15

10 8
7

0
SA A N DA SDA

Figure: 4.8

47
 Table 4.9
The company providing good transportation facilities

S.NO Particular Respondent Percentage

1 SA 6 6

2 A 47 47

3 N 36 36

4 DA 8 8

5 SDA 3 3

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 6% of respondents are strongly agree with good
transportation facilities, 47% agree with good transportation facilities, 36% Normal
with good transportation facilities, 8% Dis- Agree with good transportation facilities,
3% Strongly Dis- Agree with good transportation facilities.

48
50 47
45

40
36
35

30
Percentage
25

20

15

10 8
6
5 3

0
SA A N DA SDA

Figure: 4.9

49
 Table 4.10
Salary provided by the company is satisfactory

S.NO Particular Respondent Percentage

1 SA 64 64

2 A 25 25

3 N 9 9

4 DA 2 2

5 SDA 0 0

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 64% of respondents are strongly agree that Salary
provided is satisfactory, 25% agree that Salary provided is satisfactory, 9% Normal
that Salary provided is satisfactory, 2% Dis- Agree that Salary provided is
satisfactory, 0% Strongly Dis- Agree that Salary provided is satisfactory.

50
70
64

60

50

40
Percentage

30
25

20

9
10
2
0
0
SA A N DA SDA

Figure: 4.10

51
 Table 4.11
The working environment in TTPL is comfortable

S.NO Particular Respondent Percentage

1 SA 48 48

2 A 29 29

3 N 15 15

4 DA 5 5

5 SDA 3 3

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 48% of respondents are strongly agree that working
environment is comfortable, 29% agree that working environment is comfortable,
15% Normal that working environment is comfortable, 5% Dis- Agree that working
environment is comfortable, 3% Strongly Dis- Agree that working environment is
comfortable.

52
60

50 48

40

29 Percentage
30

20
15

10
5
3

0
SA SA SA SA SA

Figure: 4.11

53
 Table 4.12
The company takes safety measures

S.NO Particular Respondent Percentage

1 SA 63 63

2 A 22 22

3 N 6 6

4 DA 6 6

5 SDA 3 3

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 63% of respondents are strongly agree that
company takes safety measures, 22% agree that company takes safety measures, 6%
Normal that company takes safety measures, 6% Dis- Agree that company takes
safety measure, 3% Strongly Dis- Agree that company takes safety measures.

54
70
63
60

50

40
Percentage

30
22
20

10 6 6
3
0
SA A N DA SDA

Figure: 4.12

55
 Table 4.13
The organization is available with job security

S.NO Particular Respondent Percentage

1 SA 13 13

2 A 22 22

3 N 40 40

4 DA 17 17

5 SDA 8 8

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 13% of respondents are strongly agree that job
security is available, 22% agree that job security is available, 40% Normal that job
security is available, 17% Dis- Agree that job security is available, 8% Strongly Dis-
Agree that job security is available.

56
45
40
40

35

30

25 Percentage
22

20
17

15 13

10 8

0
SA A N DA SDA

Figure: 4.13

57
 Table 4.14
The work given is satisfactory and comfortable

S.NO Particular Respondent Percentage

1 SA 12 12

2 A 35 35

3 N 34 34

4 DA 14 14

5 SDA 5 5

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 12% of respondents are strongly agree that work
given is satisfactory, 35% agree that work given is satisfactory, 34% Normal that
work given is satisfactory, 14% Dis- Agree that work given is satisfactory, 5%
Strongly Dis- Agree that work given is satisfactory.

58
40
35
35 34

30

25

Percentage
20

15 14
12

10
5
5

0
SA A N DA SDA

Figure: 4.14

59
 Table 4.15
The work given involves stress

S.NO Particular Respondent Percentage

1 SA 5 5

2 A 16 16

3 N 32 32

4 DA 38 38

5 SDA 9 9

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 5% of respondents are strongly agree that work
given involves stress, 16% agree that work given involves stress, 32% Normal that
work given involves stress, 38% Dis- Agree that work given involves stress, 9%
Strongly Dis- Agree that work given involves stress.

60
40 38

35
32

30

25

Percentage
20
16
15

10 9

5
5

0
SA A N DA SDA

Figure: 4.15

61
 Table 4.16
Having good opportunity to develop skills and abilities

S.NO Particular Respondent Percentage

1 SA 4 4

2 A 9 9

3 N 10 10

4 DA 30 30

5 SDA 47 47

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 4% of respondents are strongly agree that there is
good opportunity to develop skills and abilities, 9% agree that there is good
opportunity to develop skills and abilities, 10% Normal that there is good opportunity
to develop skills and abilities, 30% Dis- Agree that there is good opportunity to
develop skills and abilities, 47% Strongly Dis- Agree that there is good opportunity to
develop skills and abilities.

62
50 47
45

40

35
30
30
Percentage
25

20

15
9 10
10
4
5

0
SA A N DA SDA

Figure: 4.16

63
 Table 4.17
Learning opportunities is provided by the company

S.NO Particular Respondent Percentage

1 SA 48 48

2 A 34 34

3 N 9 9

4 DA 6 6

5 SDA 3 3

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 48% of respondents are strongly agree that
Learning opportunities is provided, 34% agree that Learning opportunities is
provided, 9% Normal that Learning opportunities is provided, 6% Dis- Agree that
Learning opportunities is provided, 3% Strongly Dis- Agree that Learning
opportunities is provided.

64
60

50 48

40
34
Percentage
30

20

9
10
6
3

0
SA A N DA SDA

Figure: 4.17

65
 Table 4.18
The company conduct Training programs

S.NO Particular Respondent Percentage

1 SA 23 23

2 A 43 43

3 N 19 19

4 DA 9 9

5 SDA 6 6

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 23% of respondents are strongly agree that Training
program is conducted, 43% agree that Training program is conducted, 19% Normal
that Training program is conducted, 9% Dis- Agree that Training program is
conducted, 6% Strongly Dis- Agree that Training program is conducted.

66
50

45 43

40

35

30
Percentage
25 23
19
20

15
9
10
6
5

0
SA A N DA SDA

Figure: 4.18

67
 Table 4.19
The colleagues are having a good relationship

S.NO Particular Respondent Percentage

1 SA 48 48

2 A 34 34

3 N 9 9

4 DA 6 6

5 SDA 3 3

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 48% of respondents are strongly agree that
colleagues are having a good relationship, 34% agree that colleagues are having a
good relationship, 9% Normal that colleagues are having a good relationship, 6% Dis-
Agree that colleagues are having a good relationship, 3% Strongly Dis- Agree that
colleagues are having a good relationship.

68
60

50 48

40
34
Percentage
30

20

9
10
6
3

0
SA A N DA SDA

Figure: 4.19

69
 Table 4.20
Continuous performance appraisal is done by the superior

S.NO Particular Respondent Percentage

1 SA 17 17

2 A 48 48

3 N 32 32

4 DA 2 2

5 SDA 1 1

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 17% of respondents are strongly agree that
Continuous performance appraisal is done by the superior, 48% agree that Continuous
performance appraisal is done by the superior, 32% Normal that Continuous
performance appraisal is done by the superior, 2% Dis- Agree that Continuous
performance appraisal is done by the superior, 1% Strongly Dis- Agree that
Continuous performance appraisal is done by the superior.

70
60

50 48

40

32
Percentage
30

20 17

10

2 1
0
SA A N DA SDA

Figure: 4.20

71
 Table 4.21
The organization provide high quality tools and techniques to do the job

S.NO Particular Respondent Percentage

1 SA 49 49

2 A 37 37

3 N 5 5

4 DA 6 6

5 SDA 4 4

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 49% of respondents are strongly agree that
organization provide high quality tools and techniques to do the job, 37% agree that
organization provide high quality tools and techniques to do the job, 5% Normal that
organization provide high quality tools and techniques to do the job, 6% Dis- Agree
that organization provide high quality tools and techniques to do the job, 4% Strongly
Dis- Agree that organization provide high quality tools and techniques to do the job.

72
60

49
50

40 37

Percentage
30

20

10
5 6
4

0
SA A N DA SDA

Figure: 4.21

73
 Table 4.22
Promotion are handled fairly

S.NO Particular Respondent Percentage

1 SA 5 5

2 A 11 11

3 N 17 17

4 DA 23 23

5 SDA 44 44

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 5% of respondents are strongly agree that
Promotion are handled fairly, 11% agree that Promotion are handled fairly, 17%
Normal that Promotion are handled fairly, 23% Dis- Agree that Promotion are
handled fairly, 44% Strongly Dis- Agree that Promotion are handled fairly.

74
50
44
45

40

35

30
Percentage
25 23

20 17
15
11
10
5
5

0
SA A N DA SDA

Figure: 4.22

75
 Table 4.23
The company provide educational assistance to your child

S.NO Particular Respondent Percentage

1 SA 17 17

2 A 48 48

3 N 28 28

4 DA 2 2

5 SDA 5 5

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 17% of respondents are strongly agree that
company provide educational assistance to your child, 48% agree that company
provide educational assistance to your child, 28% Normal that company provide
educational assistance to your child, 2% Dis- Agree that company provide
educational assistance to your child, 5% Strongly Dis- Agree that company provide
educational assistance to your child.

76
60

50 48

40

Percentage
30 28

20 17

10
5
2
0
SA A N DA SDA

Figure: 4.23

77
 Table 4.24
The company organize medical camp

S.NO Particular Respondent Percentage

1 SA 24 24

2 A 57 57

3 N 11 11

4 DA 8 8

5 SDA 0 0

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 24% of respondents are strongly agree that
company organize medical camp, 57% agree that company organize medical camp,
11% Normal that company organize medical camp, 8% Dis- Agree that company
organize medical camp, 0% Strongly Dis- Agree that company organize medical
camp.

78
60 57

50

40

Percentage
30
24

20

11
10 8

0
0
SA A N DA SDA

Figure: 4.24

79
 Table 4.25
The company organise tour programs

S.NO Particular Respondent Percentage

1 SA 2 2

2 A 8 8

3 N 8 8

4 DA 59 59

5 SDA 23 23

Total 100 100

Source : Primary data

Interpretation:
From the above chart, it indicates 2% of respondents are strongly agree that company
organise tour programs, 8% agree that company organise tour programs, 59% Normal
that company organise tour programs, 23% Dis- Agree that company organise tour
programs, 8% Strongly Dis- Agree that company organise tour programs.

80
70

59
60

50

40
Percentage

30
23

20

10 8 8

2
0
SA A N DA SDA

Figure: 4.25

81
 Table 4.26
CHI-SQUARE ANALYSIS SHOWING THE RELATIONSHIP BETWEEN
EXPERIENCE AND JOB SATISFACTION

Job satisfaction

Experience Strongly
Strongly
(in years) Agree Neutral Dis-agree Dis- Total
agree
agree

Below 10 2 6 5 2 1 16

10-20 3 8 12 5 0 28

20-30 5 13 11 7 3 39

Above 30 2 8 6 0 1 17

Total 12 35 34 14 5 100

Source : Primary Data

Solution:

Null hypothesis H0 : There is no relationship between employee experience and job

satisfaction.
Alternative Hypothesis H1 : There is relationship between employee experience and job
satisfaction.

Degrees of freedom = (r-1) (c-1)

Level of satisfaction = 5%

Formula:

 2

Oi  Ei 
2

Ei

82
 Oi Ei (Oi-Ei) (Oi-Ei)2 (Oi-Ei)2/Ei

2 1.92 0.08 0.0064 0.003333

6 5.6 0.4 0.16 0.028571
5 5.44 -0.44 0.1936 0.035588
2 2.24 -0.24 0.0576 0.025714
1 0.8 0.2 0.04 0.05
3 3.36 -0.36 0.1296 0.038571
8 9.8 -1.8 3.24 0.330612
12 9.52 2.48 6.1504 0.64605
5 3.92 1.08 1.1664 0.297551
0 1.4 -1.4 1.96 1.4
5 4.68 0.32 0.1024 0.02188
13 13.65 -0.65 0.4225 0.030952
11 13.26 -2.26 5.1076 0.385189
7 5.46 1.54 2.3716 0.434359
3 1.95 1.05 1.1025 0.565385
2 2.04 -0.04 0.0016 0.000784
8 5.95 2.05 4.2025 0.706303
6 5.78 0.22 0.0484 0.008374
0 2.38 -2.38 5.6644 2.38
1 0.85 0.15 0.0225 0.026471

∑(Oi-Ei)2/Ei 7.4157

Degrees of freedom = (r-1) (c-1)

= (4-1) (5-1)
= 12

Calculated Value = 7.4157

5% level of significance = 21.026

Inference :
The calculated value lesser than table value
There is relationship between employee experience and job satisfaction.

83
 Table 4.27
CHI-SQUARE ANALYSIS SHOWING THE RELATIONSHIP BETWEEN
EDUCATIONAL QUALIFICATION AND TRAINING

Training

Educational Strongly
Strongly
qualification Agree Neutral Dis-agree Dis- Total
agree
agree

12th 6 16 8 4 2 36

ITI 9 14 6 3 3 35

Diploma 5 7 3 1 1 17

Graduation 3 6 2 1 0 12

Total 23 43 19 9 6 100

Source : Primary Data

Solution:

Null hypothesis H0 : There is no relationship between educational qualification and

training.
Alternative Hypothesis H1 : There is relationship between educational qualification and
training.

Degrees of freedom = (r-1) (c-1)

Level of satisfaction = 5%

Formula:

 2

Oi  Ei 
2

Ei

84
 Oi Ei (Oi-Ei) (Oi-Ei)2 (Oi-Ei)2/Ei

6 8.28 -2.28 5.1984 0.627826

16 15.48 0.52 0.2704 0.017468
8 6.84 1.16 1.3456 0.196725
4 3.24 0.76 0.5776 0.178272
2 2.16 -0.16 0.0256 0.011852
9 8.05 0.95 0.9025 0.112112
14 15.05 -1.05 1.1025 0.073256
6 6.65 -0.65 0.4225 0.063534
3 3.15 -0.15 0.0225 0.007143
3 2.10 0.9 0.81 0.385714
5 3.91 1.09 1.1881 0.303862
7 7.31 -0.31 0.0961 0.013146
3 3.23 -0.23 0.0529 0.016378
1 1.53 -0.53 0.2809 0.183595
1 1.02 -0.02 0.0004 0.000392
3 2.76 0.24 0.0576 0.02087
6 5.16 0.84 0.7056 0.136744
2 2.28 -0.28 0.0784 0.034386
1 1.08 -0.08 0.0064 0.005926
0 0.72 -0.72 0.5184 0.72

∑(Oi-Ei)2/Ei 3.1092

Degrees of freedom = (r-1) (c-1)

= (4-1) (5-1)
= 12

Calculated Value = 3.1092

5% level of significance = 21.026

Inference :
The calculated value lesser than table value
There is relationship between educational qualification and training.

85
 Table 4.28
WEIGHTED AVERAGE TABLE SHOWING THE LEVEL OF SATISFACTION
OF RESPONDENTS TOWARDS THE FOLLOWING FACTORS REGARDING
WELFARE FACILITIES

Those who Strongly Agree -5, Agree -4, Normal -3, Dis- Agree -2, Strongly Dis-
Agree -1. The number of respondents in each was multiplied by the relevant weight age
and the total of the score for each fraction is calculated and the final ranking is given
according to the weighed score.

Total
SI Strongly Score/No
Total Weighted
NO Strongly Dis- Dis- of
Factor Agree Neutral score Average Rank
agree agree agree respondent
Canteen
17 37 26 12 8 343 343/100 3.43 V
1 facilities
Drinking
38 32 26 4 0 404 404/100 4.04 II
2 water
Flexible
working 36 33 16 8 7 383 383/100 3.83 III
3 hour.
Transportat
ion 6 47 36 8 3 345 345/100 3.45 IV
4
facilities

Salary 64 25 9 2 0 451 451/100 4.51 I

5

Inference :
The weighted average table shows the weighted score and the ranking the level of
satisfaction of respondents towards the following factors regarding welfare facilities
provided to the employees.

86
 Table 4.29
KARL PEARSON'S COEFFICIENT OF CORRELATION

OBJECTIVE: karl Pearson's coefficient of Correlation between salary and performance

appraisal

Strongly
Strongly Dis-
Agree Neutral Dis-agree
agree agree
Salary(X) 6 47 36 8 3

Performance appraisal(Y) 17 48 32 2 1
source: primary data

X X2 Y Y2 XY

6 36 17 289 102
47 2209 48 2304 2256
36 1296 32 1024 1152
8 64 2 4 16
3 9 1 1 3

∑X=100 ∑X2=3614 ∑Y=100 ∑Y2=3622 ∑XY=3529

N=5
N  XY   X  Y 
R
N  X 2   X  N  Y 2   Y 
2 2

5  3529  (100)(100)
R
5  3614  (100) 2 5  3622  (100) 2
7645
R
8089.97
R  0.944

Inference :
Hence there exists high positive correlation between the variables

87
 CHAPTER V
5.1 FINDINGS

 Age of employees 9% are below 30 years, 22% are between 30-40 years, 38% are
between 41-50 years, 31% are above 50 years.
 95% of employees are male in the organization.
 94% of employees are Married.
 Education qualification of employees 36% of employees are 12th, 35% of
employees are ITI, 17% of employees are Diploma, 12% of employees are
Graduation.
 Experience of employees 16% of employees has experience less than 10 years,
28% of employees has experience between 10-20 years, 39% of employees has
experience between 20-30 years, 17% of employees has experience above 30
years.
 90% of employees are satisfied with the canteen facilities provided in the
organization.
 All the employees Agree that there is good drinking water arrangement in TTPL.
 85% of employees agree that there is flexible working hours in the
organization.
 89% of employees agree that there is good transportation facilities in the
organization.
 All the employees are satisfied with the salary provided.
 93% of employees are comfortable with the working environment and 7% of
employees are uncomfortable with the working environment in organization.
 91% of employees agree that the safety measures are takes by company.
 75% of employees agree that job security is available in organization.
 81% of employees agree that work given is satisfactory and comfortable.
 15% of the employees involves in stress while working.
 33% of employees agree that there is good opportunity to develop skills and
abilities, 77% of employees Dis agree that there is good opportunity to
develop skills and abilities.

88
 91% of employees agree that there is learning opportunities provided in
organization, 9% of employees agree that there is learning opportunities
provided in organization.
 75% of employees agree that training program is conducted in the
organization 15% of employees dis-agree that training program is conducted
in the organization.
 91% of employees agree that colleagues are having a good relationship with
them.
 97% of employees agree that there is continuous performance appraisal done
by the superior in the organization.
 90% of employees agree that high quality tools and techniques are used to do
the job in the organization.
 87% of the employees dis-agree that Promotion are handled fairly.
 96% of the employees agree that the organization provides with educational
assistance to their children.
 92% of the employees agree that the company organize medical camp.
 82% of the employees dis-agree that company organise for tour programs.
 The weighted score and the ranking the difference of the respondents about
the various welfare facilities provided to the employees.
 There is relationship between employee experience and job satisfaction.
 There is relationship between educational qualification and training.
 Hence there exists high positive correlation between the variables

89
 5.2 SUGGESTION

Based on the findings the following suggestions were to improve the quality of
work life at Travancore Titanium Products Limited.
 It is recommended that organization may take care of the working environment
that will improve employees skills and abilities.
 It is recommended that employees may be provided with the opportunities for
continues learning and training activities should be maintained periodically.
 It is suggested that new ideas given by the employees should be invited.
 It is suggested that suitable rewards may be provided for employees achievement.
This will give them a sense of recognition and feeling of participation in the
working of the concern.
 It is suggested that management may use effective promotional policies to satisfy
the employee.
 It is recommended that company may organise for tour programs.

90
 5.3 CONCLUSION:

During the period of my study in Travancore Titanium Products, I got an

opportunity to understand the different functions of reputed business organisation
especially the public sector.
The management is blessed with experienced and qualified employees. It is
an organization with ultimate potential and exists a concern for improved quality of
work life. The various quality of work life program will help the organisation to
project their organisation image and product. The organization can use quality of
work life programmes like employee participation, job rotation, job enrichment, and
job enlargement by objectives etc.. to demonstrate their caring outlook and to attract
and retain quality of workers. Enhanced quality of work life will help in eliminating
the factors that are detrimental to effective functioning of the organization.
With the strong management and dedicated workforce the company can
overcome its problems and exploit the ever increasing market of chemical wealth
from the sand of titanium dioxide.

91
 BIBILIOGRAPHY

Book references
 Statistics for management - K.Subramani-A.Santha
 Kothari CR, Research Methodology: Methods and Techniques.
websites
 www.travancoretitanium.com
 www.wikipedia.com
 www.Quality of work life.com
 www.google/quality of work life policy.com
Journals
 Organization Welfare Resources - Dr L.M.Sivalingam
 Quality of the work life in the organisation - Dr R.Sujeetha Sriram

92
 QUESTIONNAIRE

A STUDY ON QUALITY OF WORK LIFE IN TRAVANCORE

TITANIUM PRODUCTS LIMITED

Personal Information

(a) Name(optional):

(b) Age: below 30 30-40 41-50 above 50

(c) Gender: Male Female

(d)Marital status: single Married

(e)Educational qualification:

12th ITI diploma Graduation

(f)Experience (in years):

below 10 10-20 20-30 above30

SA – Strongly Agree
A – Agree
N – Neutral
DA – Dis-agree
SDA – Strongly Dis-agree

93
(please tick on appropriate box)

PARTICULAR SA A N DA SDA

To study about the welfare activities

carried out in organization

1. Satisfied with the canteen facilities

provided in my organisation.

2. Drinking water arrangement are good.

3. The company provide flexible working

hour.

4. The company providing good

transportation facilities.

5. Salary provided by the company is

satisfactory.

To study the perception level of

employees towards the Quality of
work life in TTPL.
6. The working environment in TTPL is
comfortable.

7. The company takes safety measures.

8. The organization is available with job

security.

9. The work given is satisfactory and

comfortable.

10. The work given involves stress.

94
 PARTICULAR SA A N DA SDA
11. Having good opportunity to develop
skills and abilities.

12. Learning opportunities is provided by

the company.

13. The company conduct Training

programs.

14. The colleagues are having a good

relationship.

15. Continuous performance appraisal is

done by the superior.

16. The organization provide high quality

tools and techniques to do the job.

17. Promotion are handled fairly.

18. The company provide educational

assistance to your child.

19. The company organize medical camp.

20. The company organise tour programs.

Suggestion if you have any to improve in quality of work life in TTPL.

95