Abstract:

The quality of working life is related to the advantage of the complete working environment
of an individual. The fundamental objective is to create employment and operational
circumstances that are good for both individuals and the financial health of the organization.
The objective of the research was to study the experience of employees in terms of job
performance and work stress, perception of the workforce, relationships among staff,
workload, time pressure and work balance, etc.

The objective of this research is to identify the following variables in terms of job
performance. These include poor working conditions, attacks by residents, work balance,
workloads, failure to provide the best quality of care possible, change schedules, lack of
progress in work and decision making, poor connection between supervisor / leader, roles in
conflict, lack of awareness, lack of opportunities to acquire new skills.

The conclusions showed that the IP APPM has excellent operating circumstances and that the
overall satisfaction with the work was excellent and the overall performance of the work was
excellent. The company can improve the infrastructure to improve the performance of
employees.
KEYWORDS: Quality of work life, planning, performance, organization, employee, job
satisfication, working environment

1
 INTRODUCTION

“People are not your most important asset….the right people are”
- Jim Collins
Human resource Management can be defined as managing which encompasses planning,
organizing, directing and controlling the functions of employing, the creation and
development of human resources to contribute to organizational and personal goals in
proportion to this.

Human Resource Development is concerned primarily with helping and developing

employees through training, feedback and counseling them by their senior officers. One of
the important subsystem of Human Resource Development is Training and Development
which helps the employees to nurture specific skills that he himself requires to showcase the
personality as well as to the organization.

Quality of work life is any activity which takes place at every level of an organization, which
seeks greater organizational effectiveness through the enhancement of human dignity and
growth.
A process through which the stake holders in the organization and management, union, and
employment learn how to work together better to better determine themselves that actions
changes and improvements are desirable and workable in order to achieve the goals of an
organization.

IP APPM is a multinational company that consists of a large number of human resources that
thrive to do a study on Quality of Work Life in that company. It help to understand the
voluntary involvement of employees and responsiveness to employee concerns.

2
NEED FOR THE STUDY:

1. To understand the concept of Quality of Work Life among employees in

organization.
2. To understand the effectiveness of the Quality of Work Life measures that is in
use.
3. To study on Quality of Work Life measures and its effectiveness in balancing an
employee’s personal life as well as professional life in an organization.
4. To study on Quality of Work Life to know how far the employees have a
comfortable and an enjoyable work life.
5. To understand about the how far employees are concerned about the wage and
compensation, challenging jobs, job a security, freedom and autonomy,
participation in decision making.

SCOPE OF THE STUDY:

3
Quality of Work Life is a multi-dimensional aspect. The workers expect the needs to be
fulfilled.

 Compensation and reward for the work should be fair and reasonable.

 International Paper APPM Limited; Unit: Kadiyam should take care of health and
safety of the employees.

 Job security should be given to the employees in the International Paper APPM
Limited; Unit: Kadiyam.

 Job specification should match the individuals in the International Paper APPM
Limited; Unit: Kadiyam.

4
OBJECTIVES OF THE STUDY:

 To study the Quality of Work Life in International Paper APPM Limited; Unit:
Kadiyam & its impact on employees
 To suggest suitable measures to improve the Quality of Work Life in the International
Paper APPM Limited; Unit: Kadiyam.
 To measure the level of satisfaction of employees towards the equity of employees
 The objective of the study helps to know about the level of satisfaction employees in
the IP APPM Limited; Unit: Kadiyam

5
METHODOLOGY OF THE STUDY

Quality of Work Life plays a very important role in every organization. It is an integral
function of employees’ development in every industry. It is regarded as a means of achieving
the highest level of efficiency from the employees by providing them the necessary skills
needed for the job and work place. So, to know and understand of work life balancing in the
organization as well as their personal life.

Date Collection method:

1. Primary Data Source: The majority of the data relating to functioning of Human
Resource Department in the IP APPM Ltd., Unit: Kadiyam. Paper Mills are drawn from
primary sources. The questionnaires are administered to the respondents and the relevant
information is gathered from the responses.
2. Secondary Data Source: The secondary data has been collected from annual reports,
partly from records, company magazines and library sources. Some information is also
gathered through personal talks with the concerned officials.
Tolls used for analysis:
Percentage analysis
Five point Likert scale
Sampling technique: simple random sampling method
Size of the sample: 100
Percentage analysis:
percentage of the respondents= no. of respondents/total no.of respondents x 100

6
LIMITATIONS OF THE STUDY:

The study is conducted under certain limitations, which are follows.

 Time was the major constraint for the project
 The employees were in their busy in their work schedules they were unable to spare
enough time to give most of the information.
 The researcher found difficulty when respondents refused to answer some of the
questions because of fear that the information may be passed to organization.
 Some sections of the respondents have not shown interests in answering the questions.

7
 INDUSTRY PROFILE

The term ' document' comes from the term ' papyrus' and contains strands that can then be
macerated, washed and pushed into a tight band. Today, paper covers a variety of products
with distinct purposes: communication, social, education, artistic, hygiene, hygienic, as well
as the transport and transport of all types of goods. You can hardly imagine a career without a
journal.
The History of Paper

Paper production is one of Chinese inventions.105 A.D is often mentioned as the year
in which papermaking was created. Historical data show that Ts'ai Lun, an officer of the
imperial court, told the east Han Emperor Ho-di the invention of paper. Recent research on
archaeology. Set the real invention of papermaking, however, about 200 years before. The
bark of a mulberry tree was broken into strands by Tsa'ai Lun, and pounded to pieces. It was
found subsequently queuing of rags hemp and ancient fish boxes to pulp could significantly
improve the performance of paper. The paper was quickly used extensively in China and
distributed through the Silk Road worldwide..

In ancient times writing was generally on bamboo or on piece of silk. Which were then
called ji.But silk being expensive and bamboo heavy tehse two materials were not
convenient. Then Tsai Lun thought of using tree bark, hemp, rangs, and fish nets.

In the Imperial Palace in about 610 AD, the years after Buddhism was implemented in
Japan, as per tradition, a Korean priest named Don Cho carried paperwork to Japan.

Throughout the Silk Road we have learned that, following archeological records,
paper was introduced in Xinjiang area very early. It is from the 2nd century that this paper
found in Kaochang, Lulan, Kusha, Kotan and Dunhuang. The method entered Tibet at 650
A.D., then India at 645A.D. Eyentaully. The document had been used extensively already
when Hsuan Tsang from China came to India in 671 A.D.

The Chinese have long protected tightly the secret of papermaking and sought to
eliminate other Oriental manufacturing centres to guarantee a monopoly. In 751 A.D.
however. In a mighty fight on the Thalas River the T'ang military was beaten by the Ottoman
Turks. Some Chinese troops and journalists have been arrested and taken to Samarkand. The

8
Arabs discovered the paperwork of the Chinese inmates in 793 A.D. and created Baghdad's
1st paper industry. They held it confidential, too, and until several years ago, Europeans can
not know how to produce paper. In the beginning of the 10th century the Egyptians
discovered the document from the Arabs. Approximately 1100 A.D. Northern document
entered and by 1150 A.D. it arrived to Spain as a result of the crusades and established the
first paper industry in Europe, in 1453 A.D. Johann Gutenberg invents the printing press. The
first paper industry in the North America was built in Philadelphia in 1690.

Indian Paper Industry

Paper, which is manufactured from wood fiber, is the wildly used medium for
communication even in this computer-dominated era. China is the origin of paper in its
current form though the Egyptians used a paper like substance called pypus in 4000 BC.
Three countries, viz., USA, Japan and China account for nearly half the global paper
production and consumption: in the world. Indian industries contribution to the global paper
production is presently just two percent. This offers a good potential for the paper makers in
India. The signs are already visible as the industry is growing at a faster rate in India (around
five percent per year) than in the rest of the world (around three percent)

The report analyses the state of Indian paper industry in detail. Starting with a brief
introduction about the paper industry, the report tracks its history, with emphasis on facts like
raw materials scenario in India, role of forestry, the manufacturing processes. Importance of
pulp and classification of paper products etc. A comprehensive comparison of Indian paper
industry with global industry is given to substantiate the fact that vast potential exists for
paper manufacturers in India.

The report features demand and supply analysis for pulp, paper and paperboards and
newsprint along with a detailed analysis of the user industries of paper. The level of imports
and its significance in Indian paper market and negligible paper exports from India have been
analyzed in good measure. The main reason for poor export is the lack of quality paper
producers in India. This indirectly implies that quality paper makers can effectively use India
as base for their operation as the other conditions are positive. This facet has been
substantiated by requisite analysis.

The report provides a crisp cost analysis in of the paper industry, apart from a
comprehensive price analysis for various paper products in India and its dependency on
9
international prices. The Indian paper industry is witnessing structural changes, as major
paper manufacturers plan and execute consolidation/restructuring measures. The strategies of
the major players, their market share and financials have been analyzed. The companies
whose financials have been analyzed.

The companies whose financial have been covered include:

 International Paper APPM Ltd., Unit: Kadiyam.

 Bhadrachalam Paper Boards Ltd.,

 Tamil Nadu Newsprint and Paper Ltd.,

 West Coast Paper Ltd.,

 Ballarpur Industries Ltd.,

Paper Industry in Andhra Pradesh:-

In Andhra Pradesh there are four big paper mills and the remaining are small paper
mills based on their installed capacity in Andhra Pradesh totally there are-21 units with
capacity of 4,48,320 T.P.A

10
 The four big mills are

1. International Paper APPM Ltd. Unit: Kadiyam

2. ITC Paper Mills Ltd.

3. J.K. Papers

4. Siripur Paper Mills.

 International Paper APPM Ltd., Unit:Kadiyam

The production capacity of these mills is more than 4.5 lakh tones. The total
production of Andhra Pradesh comes to about 3/4th of India's total production which is a
really a great achievements.

11
 COMPANY PROFILE

GENESIS OF INTERNATIONAL PAPER IP APPM LTD;

UNIT: KADIYAM:

International Paper IP APPM Ltd; Unit: Kadiyam was established under The
Companies Act in December, 1974 at Madhavarayudupalem near Kadiyam in East Godavari district,
A.P. At the established time, the company had one m.f. as initial unit, It was commenced its
commercial production of Kraft varieties of paper during March 1977. hi the year 1980 the
company expansion its unit by importing m.g. machine from Sweden country in July, 1982, then the
m.f. machine produced the collateral varieties like cream wove, azure wove, duplicating, azure laid
etc., and m.g. is used for production of craft varieties of paper. The Kraft and cultural varieties of
paper production by the CEL became as the main consumer's for Kraft varieties within very short
span of time. After that IP APPM Limited introduced different Kraft varieties like deface Kraft
ribbed Kraft so on.

After a very long period gap, the IP APPM started another unit, MF-II by March, 1999. It
is used for manufacturing of newsprint. Because newsprint has more demand from those days. IP
APPM has satisfied the customer. Dealer needs and. Wants with presenting suitable requirements
size, recently in December, 2000, the company became as subsidiary to International Paper APPM
Ltd; (IP APPM) and later it was emerged in International Paper Limited in the Year 2011. The
company used agricultural residues like rice straw, wheat straw, wheat straw, bagasse, jute, waste,
imported pulp. As major raw material and also they supplement imported wastepaper and wood pulp
to maintain the good quality.

The company has got provision its raw materials to protect from damages as they are
available seasonally and also it has the paper go down to store the finished goods in the Forms of
reels and sheets.

The company follows ISO Standards with the help of laboratory at the plant. This laboratory
tests all the characteristic problems of paper by its experts. This comp any has more dealers all of
southern states and its surroundings satisfy their customer needs in that areas. The present

12
capacity of production of IP APPM is 12 tones per day on machine MF-I, 50 tones per day on MG-
II, 140 tones per day, on machine, MF-III. Through the year, the company is contributing its
substantially struggling towards the self-sufficiency in paper verities.

The licensed capacity of the mill is Paper 257 tons per day (TPD)

Kadiyam: There are 3 paper machines manufacturing different grades of paper. The details are
furnished in the following page.

The company has adequate infrastructure viz., Water Treatment Plant, Boiler House and Turbine
House to provide uninterruptedly, the required utilities like water, steam and power.

IP APPM Produces the following qualities of paper, at & Kadiyam. Printing & Writing
Paper:

 MF White Pulp Board 110-180 gsm

 MF Azure Wove 52-60gsm

 MF Azure Laid 70-90 gsm.

 MF Duplicating >60 gsm.

 MF Colour Printing 45-56 gsm.

 DLX Cream Wove 50-60 gsm.

 Eco Cycle Office Paper 75 gsm.

 MF Cream Wove 50-60 gsm.

13
Objective

Mission:
Our task is to become a strong force in the global economy in the field of paper
technology by means of productivity and excellence..

Visions:
Employment Engagement for total quality: team efforts and improved productivity:
ethical management for appreciation, credibility and public picture..

Guiding Principles
Eco friendly process, Innovative value Engineering, Technology for better Quality
and cost effectiveness, customer satisfaction for untrained growth and business. Consistently
increased profitability for prosperity and growth of the individual and industry. Corporate
citizenship for meeting societal objectives.

Towards a cleaner environment

The IP APPM LTD; is far away from habitat areas. The company has the belief that
the cost pollution control is an inherent part of the manufacturing cost. The company, if
financed by the ICICI, SCICI, IDBI so on.

The environment of IP APPM its free from pollution control and abatement company
spend substantial runs of money by providing full fledged effluence treatment facilitate
incorporating separation of colored effluent for land treatment to avoid color problems.

14
PRODUCTION PROCESS
The production process does on three machines at IP APPM. For production; the raw
materials are not used directly. First, the raw materials to be processed then resulted material
are used as pulp. The process of raw material is as follows:

I. PULPING:

1. Pulping of wood:

Here, the, straw of paddy is cut into the required size through chopper and it is cooked
in cylindrical tumbling digesters using eight percent caustic soda. After the completion of
cooking, the made pulp is blown into a blow tank form there it is pumped to brown stock
washer. The pulp is washed making it free, it free form black liquor by displacement of
washing under vacuum. The washed pulp is present to screening and dickered to high density
stock chart. Thus, made pulp is bleached by single stage hypo bleaching system for getting
the required brightness. After that the pulp is washed over a vacuum filter then, is stored in
high-density tower.

2. Waste Paper Pulping:

Waste paper pulping is also an important pulping of IP APPM. Here, the waste paper
like magazine trimmings, journals, etc, is cutted by the cutter into small pieces. It is charged
to a hydro pulper. The pulp is sent through defalker and high density cleaner. Finally, it is
stored in stored in storage chests. Chests are used for store pulp.

DE-INKING PROCESS:

De-inking process is an important process for MF-III machine. In this process, the
company used local news papers and imported news papers, magazine trimmings, quoted
book stock. All these papers are separated a forms the pins, clips and other unwanted
materials, which placed in the magazines through different stages of de-inking process.
Finally the ink is removed from magazine and other paper writing by using machines.

The several stages of de-inking process are controlled by the computer.

The stages are described below.

15
Pulping :

a) Chain conveyer
b) Bale breaker
c) Belt conveyer
d) Fiber flow drum

Pre-Screening:

a) Chest lend indicators

b) Fiber sorter
c) Reject sorter

Floatation:

 Sand traps
 Eco Primary cell(mixed cell)
 Eco secondary cell

Cleaning:

a) Primary centri diameter

b) Secondary centri diameter
c) Trummer screen

Thickening:

 Thickness feed box

Hot dispersion-Oxidative bleaching:

Floatation-II:

I) 11numbers float notation cell

II) 2 numbers secondary cell
Bleaching :
a) Bleaching tube
b) Tower storage
Sludge handling system
a) Sludge conveyers-sludge tank
10. Utility:

16
 a) Micro filter
STOCK PREPATION:
It is central department between paper machine and pulp. The stock preparation units
are separated to MF-I & MG-II, MF-III, MG-IV, MF-V and MF-VI After pulp made from the
above specified any method. It is blended into requisite proportions and this blended into
requisite proportions and this blended from is processed by the refiners and finally, chemicals
and dyes are mixed with the pulp to pass for production unit.

The various dyes followed by the stock preparation department are Metallic - violet,
plum, Starches, Tonopah, Victoria blue, M-blue, Rhoda mine, auromine, etc.

The various chemicals blended at the stock preparation are as follows:

 Sodium hydroxide (Caustic soda)

 Ferric alum
 Non ferric alum
 Hydro choric acid
 Sulphuric acid
 Ivax
 Sodium silicate
 Sodium hydro sulphite
 Hydorogen peroxide paste and etc..

MACHINE PROCESS:
The mixed stock pulp is passing on through machines by diluting it. With it one
percent consistency and reaches through head box. The fibers are woven in to a sheet of
paper on a four-drainer section. Then it is passed on to the press section -II. The drainers are
used to evaporate the moisture on the pulp. Each drainer must reduce the moisture than
previous one. After press section, it goes to calendar. Finally, it reaches the paper feel where
the paper is rolled.

The rolled paper is cutted into sheets or reels by rewinders / cutters in required size by
the dealer. The reels / sheets are packed at finishing house and sent to paper go down to
dispatch for dealers.

17
PACKING

Packing of pager means to protect paper from, damages in the transportation. So,
packing of paper is one important activity for the company.

The IP IP APPM LTD; has two types of packaging in paper.

l.Reels

2. Sheet

l. Reels:

Reels are in the form of roll paper. It is packing at finishing house depending upon the
order specified by the dealers/customers. Before packing or reels, the rolls are converting into
the reels required by the dealers with the help of rewinders and also they remove the damage
papers, if it occurred in the machine process. After packing of reel, they notes the lot number,
lot size, net weight, etc., on the packing cover of reels.

2. Sheets:
Sheets are in the form of reels. At finishing house, the rolls are cutted into the sheets
by the paper cutters. One ream consists on 500 sheets. If the ream is Kraft paper, then 480
sheets of paper are considered as one ream to maintain standard weighty. All these sheets are
packing into bundles regarding standards weights. After bundle the reams, it will be tagged
into the bails by putting size, serial no, Kraft variety number, etc., on it. Finally all these bails
come to the paper go down.

Paper Godown
After the completion of packing of paper, it comes to paper godown. The paper
godown is a house where the company stores the packaging, paper up to deliver time.

At paper godown , the paper packaging details noted on the cover will be feeded by
the computer for verification purpose. Then they match the details of packaging with the
orders specified by dealers. If it is matched with the dealers order, then they end the
packaging paper by the vehicle to reach dealer at specified time.

Product Mix The product mix of IP IP APPM LTD; is as follows:

Machine name Product

18
 MF-I Cream wove Azure wove
Azure laid Duplicating paper
MG-II Kraft paper

Deluxe Krift paper

Super deluxe paper

Ribbed Krift

Map-litho

MF-III News print Paper boards

19
 PILOTS OF INTERNATIONAL PAPER IP IP APPM LTD. UNIT: KADIYAM

BOARD OF DIRECTORS
Mr. Mark Sutton, Chairman, IP
Mr. Thomas Kadien
Mr. Brett Mosley
Mr. Mike Bay Miller
Mr. M.S. Ramachandran
Mrs. Ranjana Kumar
Mr. M.K. Sharma
Mr. Adhiraj Sarin
Mr. Milind Sarwate
Mr. Praveen P Kadle
Mr. Don Devlin., CEO & MD

COMPANY SECRETARY
C.PRABAKAR

AUDITORS: KPMG

AWARDS TAKEN BY COMPANY

 Certificate of merit for capacity for 1989-1990 from Indian Paper Maker’s
Association (IPMA), in report of Large Paper Mills.
 Second prize for Water consumption for the year 1995
 Special Export Award (CAPEXEL) for 1994-1995.
 “INDEPENDENCE DAY AWARD” by State and District Administration
for Social Forestry.

FLOW DIAGRAM OF PAPER MAKING PEOCESS

RAW
`
MATERIAL

20
 De-inking plant DIGESTER SCREEING
AND WASHING
HOUSE
U
N
B HYPO
L BLEACHIN
D G
P STOCK EVAPORATIO STEAM TO
U PREPERATION RECOVERY
NS
L
P BOILERS POWER BLOCK

CAUSTICIZIN
PAPER G
M/C
CONVERTIN
VP LIME
AND
S&E LIME KILN
FINISHING

GM GM GM
EAST KKT AP & TN

AM
AM/DM AM/DM Accou AM/DM AM/DM DM
Sales Sales nts Cochin AP Sales TN Sales

AM/DM W/H W/H

After sales AM Inchar Incharge Sr.Officer W/H
(E) Accounts ge - 1 -1 SAP Op. Incharge
SAP SAP
(Op.) (Op.)
W/H
Incharge - Sr.Officer AM/DM AM
1 SAP Op. After Accounts
sales (S)
W/H
Incharge - Officer
2

ENVIRONMENT POLICY :

IP APPM Ltd; Unit: Kadiyam., shall continue to pursue the policy of

modifying and upgrading the existing technologies and processes. Implementing eco-friendly
measures for minimizing waste generation, resource conservation and prevention of pollution
of contribute to wars environmental improvement.

21
COUNTRIES OF EXPORT
AUSTRALIA
BENIN
BANGLADESH
IRAN
KENYA
MALDIVES
MYANMAR
MALTA
OMAN
SRILANKA
SEYCHELLES
SINGAPORE
SUDAN
TANZANIA
MALESHIA
NIGERIA

NEW ZEALD
UAE
EGYPT
GHANA
SPAIN
LAGOSSUDAN

ORGANISATION CHART OF IPIP APPM; Unit: Kadiyam

CHAIR MAN

DIRECTORS
22

EXECUTIVE DIRECTORS
23
 QUALITY POLICY

To be a powerful force in the pulp and paper industry

Through:

 High level of productivity and excellence;

 Continual improvement in the quality of Human resources, Products, services and

technology.

 Customer satisfaction;

 Concern for occupational health and safety. And

 Commitment to environment management.

Donald Paul Devlin – Chairman

24
 ENVIRONMENTAL POLICY
International Paper IP APPM Limited remained to:

1. Adopting environment friendly and non-polluting processes based on

techno-economic liability.
2. Complying with applicable legal and other requirements to which the
company subscribes, related to environmental aspects.
3. Conserving chemicals, coals, limestone, power, steam and water.
4. Promoting and propagating social and form forestry, and
5. Reviewing environmental performance periodically for achieving
continual improvement.

Donald Paul Devlin – Chairman

25
 OCCUPATIONAL HEALTH & SAFETY POLICY
The Management remains committed to provide and maintain safe and healthy
working conditions to prevent injury and ill health to its employees by continually
improving the work environment with the active cooperation and participation of the
employees at all levels and by complying with applicable legal and other requirements
that relate to Occupational Health and Safety performance.

Donald Paul Devlin – Chairman

26
 THEORETICAL FRAME WORK

Quality of working life:

"Quality of work life" (QLL) is a term used to describe a person's most extensive
work experience, the current situation and the age of knowledge workers who became a
quality society labor.
Some scientists spend 60 hours a week working. His hobbies and private concerns
therefore challenged his work. Life is a group of norms and, therefore, the need to balance
work life with other associated problems. Love and practice in one's life are necessary to
keep it safe. The days elapsed when the staff prioritized the physical and material demands.
The changing economy of the knowledge economy causes a drastic change in the meaning
and quality of working life.

Meaning:

The quality of working life (QWL) is related to the favorable or unfavorable work
environment in an organization for individuals. There has been a revolutionary change during
the management of science that focuses only on specialization and efficiency. Traditional
governance (such as science) did not pay enough attention to human values.
In the present scenario, needs and aspirations of the employees are changing.
Employers are now redesigning jobs for better QWL.

Definition:

Many other words were interchangeable with QWL, such as "humanizing work" and
"work performance". '' Industrial democracy '' and 'Participatory work', models and elements.
The QWL as a human resources management approach has acquired growing concern.:

Different authors and researchers proposed models of quality of work life that include
a series of factors. The selected models are examined below.

27
 Hackman and Oldham (1976) drew attention to what they described as
psychological growth requirements relevant to quality of work life.
 Skill variety
 Task identity
 Task significance
 Autonomy
 Feedback

They suggested that such needs should be met if employees want a high quality of working
life.

Unlike these model theories, Taylor (1979) recognized more pragmatically the vital
elements of living life quality as basic variables of extrinsic work for the pay, hours and
working conditions and the concept of the nature of work itself fundamentally.
He suggested that a number of other aspects could be added, including:

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

Taylor suggested that the appropriate work life quality concepts may differ by organization
and group of citizens.

Marvis and Lawler (1984) it proposed that quality of life is linked to wage, hour and
working condition satisfaction and described "the basic aspects of positive work life
quality.":

 Safe work environment

28
  Equitable wages
 Equal employment opportunities
 Opportunities for advancement
 Opportunities to learn and grow
 Protection of individual rights

Some have argued that quality of working life might vary between groups of workers.
For example, Ellis and pompli (2002) identified a number of factors contributing to job
dissatisfaction and quality of working life in nurse, including:

 Poor working environments

 Resident aggression
 Workload, inability to deliver quality of care preferred
 Balance of work and family
 Shiftwork
 Lack of involvement in decision making

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 programme

Ways to achieve quality of werefelbe:

There are several ways to achieve quality of working the key elements can be described
as below:
1. Providing Job Security: When an employee thinks his job is safe, he feels more
comfortable and better able to perform. It gives them the certainty that their work will
not be at risk, even if something goes wrong

29
 2. Rewards and recognition: If an employee is awarded a good performance, it helps
them perform.
3. Flexible work timings: During work hours, flexibility is something that employees
appreciate. This gives employees the opportunity to do the work and fulfill some
significant private commitments as well. This considerably increases the performance
of an employee's work.

4. Increased employee participation: Involving employees in discussions, strategies &

feedback helps to increase the QWL & contribution of employees to a specific role

5. Open communication: Transparency between leadership and staff gives you

confidence when it's up to date and easily accessible

6. Career growth plans: Employees appreciate the future of the company's employees,
interesting aspects of work, professional development, etc.

7. Job enrichment: Companies that can enrich work with new tasks, better medical
care, more opportunities, etc.

Those conditions / criteria include:

 Adequate and fair compensation

 Safe and healthy working conditions
 Opportunity to use and develop human capacities
 Opportunity for career growth
 Social integration in the work force
 Constitutionalism in the work organization
 Work and quality of life and

30
 Work is an essential component of our daily life, since it is our way of life, profession
or company. We spend approximately 12 hours in the workplace on average, which is 1
half of our lives; It affects the overall performance of our lives.

It must provide satisfaction in the workplace, offer peace of mind, accomplish a task
that, as anticipated, was carried out in a fruitful, constructive and deliberate manner.
Although this is a small step towards our goal of life, it is satisfying and anxious to wait
for the next day at the end..

The balance of working life defines when, when and how people work and how they
benefit from an ideal standard of living. Balance in the workplace is achieved through the
right of an individual to a full life both internally and externally..

Quality of work life: Activities and concerns

For the analysis of the QWL characteristics, Walton provides eight conceptual
categories. They are "sufficient and reasonable wages, safe and solid living standards,
instantaneous opportunity to use and develop human capacity, potential opportunities for
continued development and safety, constitutionalism in the workplace, work and the entire
area of existence and cultural importance of life in work. ' The International Labor Office
lists the following QWL regions.
 Hours of work and arrangements of working time
 Work organization and job content
 Impact of new technologies on working conditions
 Women, young people, employees, the elderly and other unique groups categories
 Work-related welfare services and facilities
 Shop floor participation in the improvement of working conditions

Facts:
Equitable reward systems, a concern for employee-job security and participation in
job designsHe says emphasis should be put on the growth of staff skills, the decrease of work
stress and the creation of more cooperative working connections.

31
INDIA, 2012: The 20-year-old women had a painful job, they had to offer a girl childbirth in
a rice mill in Alapakam village in Madurantagam, 78 km north of Chennai state, where, for a
period of 5 years, they had been employed as limited workers for Rs. 8 / - ($ 0.15).
The owner of the mill did not give any medical assistance. The deterioration of their
health without medical treatment has led them to rebel against the factory owner along with
19 other employees of the rice factory. On Thursday, the Kancheepuram collector sent a
squad of medical officers and professionals to check the factory based on the request of one
of the employees who fled the factory a few days earlier. 21 individuals, including 11
children, were saved by the squad.

The factors that influence and decide the quality of work life are:

 Attitude
 Environment
 Opportunities
 Nature of job
 People
 Stress level
 Career prospects
 Challenges
 Growth and development
 Risk involved and reward

Attitude:

An individual job requires adequate knowledge and experience, adequate experience,

enthusiasm, amount of energy, willingness to know new things, dynamism, feeling of
belonging, participation in work, interpersonal relationships, adaptability to change, openness
to creative thoughts, Competitiveness, zeal and ability to act.

Environment:

32
 Customers with diverse tolerances, preferences, behavior behavior, levels of
understanding or with dangerous machinery such as drill pipes, cranes, welding machines,
welding and welding machines or, in fact, animals with the highest safety precautions that
require high concentration, vigilance, mental presence. or those at risk should also take over
the job..

Opportunities:

There are jobs that offer opportunities to learn, investigate, discover, develop,
improve skills, space for innovation, public recognition, exploration, celebrities and many
frameworks..

People:
Almost everyone has 3 individuals in the workplace to deal with. These are bosses,
employees and subordinates at the same level. In addition, certain jobs require
communication with people, such as nurses, press personnel, the general public, clients,
robbers, thieves, people with physical disabilities, children, foreign delegates, gangsters,
leaders, government officials and famous people. These circumstances require a high level of
caution, fresh spirit, sensitivity, sensitivity, humor and communication.
Stress Level:

All these factors are interdependent and interrelated. The level of stress should not be
directly proportional to the compensation. Stress is different: mental stress / physical stress
and emotional or psychological stress.
Career Prospects:

Every job should offer career development. That is an important factor which decides
the quality of work life. Status improvement, more recognition from the Management,
appreciations is the motivating factors for anyone to take keen interest in his job. The work
atmosphere should be conducive to achieve organizational goal as well as individual
development. It is a win-win situation for both the parties; an employee should be rewarded
appropriately for his good work, extra efforts, sincerity and at the same time a lethargic and

33
careless employee should be penalized suitably; this will motivate the former to work with
more zeal and deter the latter from being so, and strive for better performance.

Challenges:

The work must at least create certain problems to make it interesting; this allows an
employee to improve their knowledge and skills and abilities; whereas the monotony of work
is a weak, hostile, unhappy, frustrating, complacent and uninteresting person, less and less.

The flame that keeps creativity and emotion alive is a challenge. Good work results in greater
satisfaction than an offer of money; It also increases self-confidence.

34
Growth and Development:

If an organization can not grow and develop, then it is very difficult to retain talented
staff and find new talent with skills and experience.
Risk Involved and Reward:

In general terms, the award or compensation is directly proportional to the amount of

work, time, nature and scope of responsibility, responsibility, delegated powers, management
power, amount of anticipated threat commitment, deadlines and objectives, business, country,
the requirement of skilled workers and even political stability and financial policies Although
the risk in each job varies in nature and degree, the reward is a key criterion to encourage
future work to accept the offer..

Conclusion:

A healthy and happy staff will increase your turnover, create excellent options and
will add favorably to the organizational objective. A good level of working life will not only
attract fresh and young talent, but also keep the experts..

35
Quality of work life in IP APPM Ltd;

 · The salaries vary according to the designations and qualifications of the different
departments, the previous qualification has been experience and the stable work or the
compensation of successful classification cannot be contrasted in relation to any other
employment.
 The hiring of the salary modifications employed will be provided in non-obligatory
employment. APPM compensation is a legal recognition of work and talent.

36
TABLE 1

Since how many years have you been working with this organization?

Years Percentage
Respondents
0–1 20 20
2–3 40 40
3–5 40 40
Total 100 100

70
60
60

50
40 40 40
40

30
20 20
20

10

0
0–1 2–3 3–5

Respondents Percentage

Interpretation:

It is seen from above table that most of the employees in the organization are working
from 3 – 5 years, many of them are working from 2 -3 years, few of them are working from
0 – 1 year.

37
TABLE 2
Do you think communication and information flow between the departments is satisfactory?

Level of satisfaction Respondents Percentage

Yes 80 80

No 20 20

Total 100 100

90
80 80
80
70
60
50
40
30
20 20
20
10
0
Respondents Percentage

Yes No

Interpretation:

It is seen from above table that most of the employees said that communication flow
between employees is satisfactory. Few of them said that it is not satisfactory.

38
TABLE 3
Did the employees share their experience to help each other?

Particulars Respondents Percentage

Yes 70 70

No 30 30

Total 100 100

80
70 70
70

60

50

40
30 30
30

20

10

0
Yes No

Respondents Percentage

Interpretation:

It is observed from the above table is that 70% of the employees have agreed that they
will share their experience with each other. 30% of them said that they will not share their
experience with each other.

39
TABLE 4
How is the working environment of the company?

Particulars Respondents Percentage

Participative 80 80

Autonomy 10 10

Whimsical 4 4
Red tapism 6 6

Total 100 100

90
80 80
80
70
60
50
40
30
20
10 10
10 4 4 6 6

0
Participative Autonomy Whimsical Red tapism

Respondents Percentage

Interpretation:

It is seen from the above table is that 80% of employees said that working
environment is participative. 10% of employees said that working environment are in
autonomy in nature. 4% of employees said that working environment are whimsical. 6% of
employees said that working environment with red tapism.

40
TABLE 5
Is the training provided by the company is satisfactory?

Particulars Respondents Percentage

Satisfactory 90 90

Not satisfactory 10 10

Total 100 100

100
90 90
90
80
70
60
50
40
30
20
10 10
10
0
Respondents Percentage

Satisfactory Not satisfactory

Interpretation:

It is seen from the above table is that most of the employees in the organization said
that the training provided by the organization is satisfactory. A few of them said that the
training is not satisfactory.

41
TABLE 6

Do you think there is a good career prospect in your organization?

Particulars No. of Respondents Percentage

Yes
70 70

No
30 30

Total
100 100

80
70 70
70

60

50

40
30 30
30

20

10

0
No. of Respondents Percentage

Yes No

Interpretation:

Most of the employees felt that there is a good carrier prospects in this organization.
A few of them felt that the carrier prospect is not good.

42
TABLE 7
Are you free to perform your duties?

Particulars No of Respondents Percentage

Yes 60 60

No 40 40

Total 100 100

70
60 60
60

50
40 40
40

30

20

10

0
No of Respondents Percentage

Yes No

Interpretation:

From the above table we can see that 60% of employees said that they are free to
perform their duties. 40% of the employees said that they are not free to perform their duties.

43
Table 8

Does the company take care of the employee working conditions?

Particulars No of Respondents Percentage

Yes 70 70

No 30 30

Total 100 100

80
70 70
70

60

50

40
30 30
30

20

10

0
No of Respondents Percentage

Yes No

Interpretation:

From the above table we can see that 70% of employees said that company will take
care for employees working conditions 30% of employees said that company will not take
care for employees working conditions.

44
Table 9

Are you satisfied with working in this organization?

Level of
No of Respondents Percentage
satisfaction
Highly satisfied 40 40

Satisfied 50 50

Dissatisfied 10 10

Total 100 100

60
50 50
50
40 40
40

30

20
10 10
10

0
Highly satisfied Satisfied Dissatisfied

No of Respondents Percentage

Interpretation:

From the above table we can see that many employees are highly satisfied with
working in this organization. Most of them are satisfied with working in this organization a
few of them felt that they are dissatisfied with working in this organization.

45
Table 10

Does the organization provide satisfactory salary according to work?

Particulars No of Respondents Percentage

Yes 70 70

No 30 30

Total 100 100

80
70 70
70

60

50

40
30 30
30

20

10

0
No of Respondents Percentage

Yes No

Interpretation:

From the above table we can see 70% of the employees said that they are provided
with the salary according to their work. 30% of the employees said that they are not provided
with the salary according to their work.

46
Table 11

Which factors provided by the organization motivate you to improve your production?

List of factors No of Respondents Percentage

Salary increase 40 40

Promotion 30 30

Leave 10 10

Recognition 20 20

Total 100 100

45
40 40
40
35
30 30
30
25
20 20
20
15
10 10
10
5
0
Salary increase Promotion Leave Recognition

No of Respondents Percentage

Interpretation:

From the above table we can see that 40% of the employees are motivated by salary
increase. 30% of employees are motivated by promotion 10% of the employees are motived
by recognition 20% of the employees are motivated by leave system I the organization to
productivity.

47
Table 12

Do the facilities provided by the organization motivate you to improve your productivity?

Level of
No of Respondents Percentage
motivation
Yes 80 80

No 20 20

Total 100 100

90
80 80
80
70
60
50
40
30
20 20
20
10
0
No of Respondents Percentage

Yes No

Interpretation:

From the above table we can see that most of the employees said that facilities
provided by the organization are good. Few of the employees said that facilities provided by
the management are not good.

48
Table 13

Do you think departments in the organization have cooperation?

Level of
No of Respondents Percentage
Cooperation
Yes 70 70

No 30 30

Total 100 100

80
70 70
70

60

50

40
30 30
30

20

10

0
No of Respondents Percentage

Yes No

Interpretation:

From the above table we can see that most of the employees are satisfied with the
departmental cooperation. Some of the employees are not satisfied with the departmental
cooperation.

49
Table 14

Are the employees in the organization skilled and productive?

Particulars No of Respondents Percentage

Yes 80 80

No 20 20

Total 100 100

90
80 80
80
70
60
50
40
30
20 20
20
10
0
No of Respondents Percentage

Yes No

Interpretation:

Most of the employees said that employees in the organization are skilled and
productive. Few of the employees said that employees in the organization are not skilled and
productive.

50
Table 15

Does the recreational facilities provided by the organization are satisfactory productivity?

Particulars No of Respondents Percentage

Yes 20 40

No 30 60

Total 50 100

70
60 60
60

50
40 40
40

30

20

10

0
No of Respondents Percentage

Yes No

Interpretation:

40% of the employees said that recreational facilities are satisfactory. 60$ of
employees are said that recreational facilities re not satisfactory.

51
 FINDINGS

 Most of the employees are fairly motivated in the organization.

 Many of the employees have agreed that they are satisfied with the working

conditions providing by the IPAPPM.

 Many of the employees have agreed that they have cordial relationship with their

colleagues in IPAPPM.

 Many of the employees have strongly agreed that the organization is paying salary by

considering their responsibilities at work.

 Majority of the employees are getting fringe benefits like insurance, health checkup,

retirement benefits etc.,

 Recreational activities for employees are not satisfactory.

 Career development systems are not satisfactory

 Most of the employees are satisfied that they have job security

 Workers were provided with the enough safety measures as required

 Many of the employees have agreed that their organizational allow them to do their

best in particular area.

 Majority of the employees are satisfied that the departments in the organization are

cooperation with each other.

52
 SUGGESTIONS

 Organization should take measures to establish career development systems.

 Organization should allot some percentage of employees work time for
recreational activities to relieve from occupational stress.
 Organization should provide more motivational inputs to the employee by giving
promotions and recognition
 It is better to keep employees aware of the organization goals, vision, and mission
and keep them informed of all the changes taking place in the organization
 The efforts to further improvement in the work culture in the organization should
be continued.
 The training and development programmes can also be more effectively planned
and implemented.

53
 CONCLUSION

After my thorough observation a analysis I would like to conclude that the employees
working in the company are able to satisfy and achieve the organizational goals through their
experience completely and they are fully satisfied with the grievance settlement procedure
employee working with IP APPM Limited; Unit: Kadiyam are confident to say that they
know about their duties and responsibilities.

The social protection system and the social protection policies of the company are
important. Not only the business, but also the staff through the level of compliance that a
business can determine if a worker has demonstrated their best efficiency at work. The
quality of working life thus plays an important role in the company to achieve its objective
more easily.

54