A PROJECT REPORT

ON

“A STUDY ON QUALITY OF WORK LIFE”

In partial fulfillment of the requirements

Of the Master of Business Administration

Submitted to
SRM SCHOOL OF MANAGEMENT

Submitted by:

M.RAGHAVENDRAN

REGISTER NO: 3511210240

UNDER THE GUIDANCE OF

Mr. VINOTH

Asst. Professor

FACULTY OF ENGINEERING AND TECHNOLOGY

SRM UNIVERSITY
KATTANKULATHUR
MAY-2013

i
 BONAFIDE CERTIFICATE

Certified that this project report titled “A STUDY ON QUALITY OF WORK LIFE” is the
bonafide work of M.RAGHAVENDRAN (3511210240) who carried out the research under
my supervision.

Certified further, that to the best of my knowledge the work reported here in does not form
part of any other project report or dissertation on the basis of which a degree or award was
conferred on an earlier occasion on this or any other candidate.

Mr. VINOTH Dr.Jayshree Suresh

(Project Guide) (Dean, SRM School ofManagement)

Internal examiner External examiner

ii
 DECLARATION

I hereby declare that the project work entitled “A STUDY ON QUALITY OF WORK
LIFE” is the produce of my sincere effort. This summer internship project report is being
submitted by me alone, at SRM School of management, SRM University, Chennai, for the
partial fulfilment of the course MBA, and the report has not been submitted to any other
educational institutions for any other purpose.

Place: KATTANKULATHUR M.RAGHAVENDRAN

Date :

iii
 ACKNOWLEDGEMENT

The satiation and euphoria that accompany the successful completion of task would be
incomplete without the mention of the people who made it possible.

After all, success is the epitome of hard work, severance, un-deferred missionary, zeal,
steadfast determination, and most of all encouraging guidance. So, with immense gratitude, I
acknowledge all those whose guidance and encouragement served as a “beacon light” and
crowned our efforts with success.

My honest efforts are directed towards expressing my thanks to Mr. A. Aravind branch
Manager, for giving valuable guidance and vital information at different stages of this
project work.

I express my sincere thanks to the DEAN Dr. JAYSHREE SURESH, Department of

Management Studies for giving this opportunity to know the real experience from this
project.

I wish to express my hearty thanks Mr. VINOTH Project Guide. Faculty of engineering and
technology for her valuable advice and guidance to carry out the project work successfully
this unstained attention and meticulous guidance at all stages of my project will be ever
remembered.

Finally, I would like to profoundly thank to my parents and my friends who helped me to
complete this project successfully.

iv
 LIST OF CONTENT

CHAPTERS NO PARTICULARS PAGE NO

TITLE i
BONAFIDE CERTIFICATE ii
DECLARATION iii
COMPANY CERTIFICATE iv
ACKNOWLEDGEMENT v
ABSTRACT vi
CHAPTER I 1.1 INTRODUCTION 5
1.2 COMPANY PROFILE 7
1.3 INDUSTRY PROFILE 11
1.4 REVIEW OF LITERATURE 14

CHAPTER II 2.1 SCOPE OF STUDY 21

2.2 NEED FOR STUDY 21
2.3 OBJECTIVE OF STUDY 22
2.4 LIMITATION 22
2.5 RESEARCH METHODOLOGY 23

CHAPTER III 3.1 DATA ANALYSIS & INTERPRETATION 25

3.2 STATITICAL TOOLS 25
CHAPTER IV 4.1 FINDINGS 64
4.2 SUGGESSTION 64
4.3 CONCLUSION 65

ANNEXURE
QUESTIONNAIRE
BIBILIOGRAPHY

v
 LIST OF TABLES

Table Page
PARTICULARS
No No
3.1.1 Satisfaction of current job 26
3.1.2 Satisfaction of job security 28
3.1.3 Satisfaction of quality of work life 30
3.1.4 Major issue of quality of work life 32
3.1.5 Satisfaction of casual leave with pay 34
3.1.6 Satisfaction of work environment 36
3.1.7 Satisfaction with health & safety working condition 38
3.1.8 Satisfaction of remuneration 40
3.1.9 Satisfaction of PF 42
3.1.10 Satisfaction with the training given by the organization 44
3.1.11 Important role in improving the QWL 46
3.1.12 Company transparency to employees 48
3.1.13 Satisfaction of Performance appraisal 50
3.1.14 Cardinal relationship among employees 52
3.1.15 Superior guides to you getting task 54
3.1.16 Scope of career development 56

vi
 LIST OF CHARTS

Table Page
PARTICULARS
No No
3.1.1 Satisfaction of current job 27
3.1.2 Satisfaction of job security 29
3.1.3 Satisfaction of quality of work life 31
3.1.4 Major issue of quality of work life 33
3.1.5 Satisfaction of casual leave with pay 35
3.1.6 The work environment 37
3.1.7 Healthy & safety working conditions 39
3.1.8 Satisfaction of remuneration 41
3.1.9 PF given by the organization 43
3.1.10 Training provided by organization 45
3.1.11 Role in improving the Qwl 47
3.1.12 Company’s transparency to employees 49
3.1.13 Satisfaction in performance appraisal 51
3.1.14 Cardinal relationship among employees 53
3.1.15 Superior’s Guidance in completion of task 55
3.1.16 Scope Of Career Development 57

vii
 ABSTRACT

I have done my research entitled “A STUDY ON QUALITY OF WORK LIFE’’

in Googolsoft Technologies Pvt ltd,Chennai”. Due to changes in technology and to meet
various demands of the employees and to withstand the place in the Global market the
company has to focus on respondents satisfaction on major areas like job security, job
satisfaction, medical facilities, canteen facilities, rewards, ESI, etc.,.

Surveys are an effective way of knowing about employee’s quality of work life in the
organization. While exit interviews are generally used, they are a delayed way of knowing
the quality of work life.

The study was based on the descriptive research design. The sampling design being
used here is census method. The sample size 60 has been used

Thus this report seeks to utilize primary research, through structured

questionnaires and secondary data has collected through magazines and websites.

The tools being used are Percentage analysis, Chi-Square test and weighted average
method

From this study the majority of the employee feels that employee is satisfied with the
work environment and remuneration in the organization.

viii
ix
 CHAPTER – I

1.1 INTRODUCTION

QUALITY OF WORK LIFE

Human resources, who were earlier considered as mere instruments of production,

ready to work from sunrise to sunset under poor conditions of working environment, just for

money. It was from the period of F.W. Taylor various research,experiments and studies have

been undertaken with the aim of the organizations to combine better productivity with job

and employee satisfaction.In order to achieve this twin objective,different approaches have

been developed and applied.Quality of work life is one if the products of such approach.

Various lab our legislations enacted in early 20 th century to safeguard the employees

from work hazardous and the family of employees who lost their breadwinner in the accident.

As an initial step unionization movements were started in 1930s and 1940s.Then came the

industrial psychologists proposing a positive relationship between morale and productivity

and the possibility that improved relations would lead to the enhancement of both.

Finally in the 1970s the idea of quality of work life was conceived.The theories of

motivation viz. Maslow’s Hierarchy theory, Hertzberg’s Hygiene factor, and McGregor’s X,

Y theory and various leadership theories provided a sound base for the concept of Quality of

work life.

x
 MEANING:

Quality of work life means “The favorableness or unfavorable of a job environment

for people”.

DEFINITION:

 QWL can be defined as "The quality of relationship between employees and the total

working environment.”

 QWL is a process by which an organization responds to employee needs for developing

mechanisms to allow them to share fully in making the decisions that design their lives at

work.

 QWL is “The degree to which members of a work organization are able to satisfy

important personnel needs through their experience in the organization”. by J Richard and

J Loy

Qwl programs can be evaluated on the basis of following points:

a. Fair compensation and job security

b. Health is wealth

c. Provide personal and career growth opportunities

d. Participative management style and recognition

e. Work-life balance

f. Fun at workplace

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 1.2. COMPANY PROFILE

Googolsoft Technologies established in the year 2005, having its Head office in India.
We specializes in consulting and staff augmentation, IT project outsourcing, offshore software
development services, and IT project management. With the unique Global Delivery Model,
experienced consultants and software development services, we will commit to help the customers
build with highly qualitative, timely delivered and cost effective services.

Googolsoft is an emerging leader in enterprise and web-enabled solutions that allow

corporations to operate more efficiently, quickly bring products to market, and rapidly achieve
their business objectives. Guided by a philosophy of attracting and retaining professionals who
possess well-rounded domain and technical expertise, Googolsoft builds teams of focused
professionals who capitalize on their combined experiences to deliver innovative, practical
solutions.

The proven software development methodology includes a focus on key business

drivers, an emphasis on analysis, and reusable design elements. Googolsoft is a full spectrum
Software Solutions and a Managed Services Company. The services from Optimum are designed
to deliver Enterprise Client-Server/ Multi-tier and Web based solutions across the entire value
chain, spanning on-site consulting services to turnkey software projects.

We have got over 100 consultants working with us and have developed into a rapidly
growing, highly competitive and responsive firm with strong management, technical and financial
resources and commitment to fully serve its clients.Professional Services- We have been providing
IT consulting professionals to major national and local firms, Fortune 1000, software integrator and
software development companies, and major national and local consulting firms.

Managed Services- the Managed Services group focuses on the comprehensive

services on a managed mode- where the responsibility of delivery and Service Levels are
undertaken by Optimum for providing a strong value to the customers. This Service enables

xii
organizations to optimize overheads and realign focus of their internal resource towards core
competency and value addition areas of the organization.

Software Applications & Services provides a wide range of services and turnkey
solutions that run gamut from short-term focused services to long-term comprehensive, leading-
edge solutions. The scope covers the end-to-end application platforms from legacy domains to web
based applications.The consulting team at Googolsoft provides unique software consulting to help
clients achieve their long term business goals. We endeavor to deliver on strategic solutions that
enhance business growth in alignment with the business objectives.

We propose a blend of traditionally successful as well as innovative ways to achieve

growth and steps to implement business strategy. IT and strategy solutions include suggestions to
reduce costs by optimizing resource use and outsourcing non-core processes.We offer world-class
enterprise wide solutions to optimize and enable business processes and information flow through
IT integration. The team of consultants has expertise in different industry verticals with specific
functional domain and expert IT skills.

We are focused on helping enterprises leverage technology to achieve business goals in:

 IT & Systems integration

 Application development and maintenance

A feature of the offering is the astounding levels of accuracy we help you achieve. A
major reason for the success is the in-house team of highly qualified and well experienced
professionals. The team brings in the requisite expertise in process, technology, and
operational capabilities that delivers excellent quality.The deep domain knowledge combined
with the unique delivery model and deployment of cutting-edge technology ensures high
quality.

The competent project management and service delivery teams deliver solutions with
smooth interactions, leaving no scope for ambiguities and misunderstandings.The cost
effective and efficient consulting services result in value enhancement and high return on
investments.

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Project outsourcing:

 Software development
 Web designing and development
 Domain management & hosting
 Web 2.0 Portal development and support
 Animation and multimedia
 Web enabled application / product development

Resource outsourcing:

Enterprise solutions

 IT Solutions
 Quality solutions
 Staffing

Services:

 Consulting

 Vision

 Quality

 Respect for the Individual

 Innovation & Continuous Learning

 Collaboration & Teamwork

 Harmony & Social Responsibility

 Mission

 Welfare Measures

xiv
ORGANIZATION CHART

Chairman

Managing Director

Chief Finance Chief Executive

Officer Officer
1.3

Manager of
Chief Accountant Marketing Delivery Head Project Manager

Junior Executive Human Resource

Accounts Department Team Lead Software Trainees

Software Engineer

xv
 INDUSTRY PROFILE

INFORMATION TECHNOLOGY

The term information technology or IT to refer to an entire industry. In actuality,

information technology is the use of computers and software to manage information. In some

companies, this is referred to as Management Information Services (or MIS) or simply as

Information Services (or IS). The information technology department of a large company

would be responsible for storing information, protecting information, processing the

information, transmitting the information as necessary, and later retrieving information as

necessary.

DEFINITION FOR INFORMATION TECHNOLOGY

As defined by INFORMATION TECHNOLOGY ASSOCIATION OF AMERICA

(ITAA) “IT” is the “study, design, development, implementation, support or management of

computer based information system particularly software's applications & computer

hardware.

HISTORY OF INFORMATION TECHNOLOGY

Information Technology department might have consisted of a single Computer

Operator, who might be storing data on magnetic tape, and then putting it in a box down in

the basement somewhere. The history of information technology is fascinating! Check out

xvi
these histories of information technology resources for information on everything from the

history of IT to electronics inventions and even the top 10 IT bugs.

IMPORTANCE OF INFORMATION TECHNOLOGY

All work related applications are completely automated. IT professionals are people

involved in essential management of sensitive data, exclusive computer networking and

systems-engineering. The advancement of the IT sector has resulted in automated:

 Administration of entire systems.

 Production and manipulation of sensitive information.

 Cultural development and communication.

 Streamlining of business processes and timely up gradation.

INFORMATION TECHNOLOGY IN INDIAN SCENARIO

Information Technology (IT) industry in India is one of the fastest growing industries.

Indian IT industry has built up valuable brand equity for itself in the global markets. IT

industry in India comprises of software industry and information technology enabled services

(ITES), which also includes business process outsourcing (BPO) industry. India is considered

as a pioneer in software development and a favorite destination for IT-enabled services.

The origin of IT industry in India can be traced to 1974, when the mainframe

manufacturer, Burroughs, asked its India sales agent, Tata Consultancy Services (TCS), to

export programmers for installing system software for a U.S. client. The IT industry

originated under unfavorable conditions. Local markets were absent and government policy

toward private enterprise was hostile. The industry was begun by Bombay-based

conglomerates which entered the business by supplying programmers to global IT firms

located overseas.

xvii
 INDIAN MAJOR IT COMPANIES

 Tata Consultancy Services (TCS),

 HCL

 Infosys

 3i InfoTech

 3s Technology

 Infra Technology

INFORMATION TECHNOLOGY ADVANTAGES

 Globalization

 Communication

 Cost effectiveness

 Bridging the cultural gap

 More time

 Creation of new jobs

INFORMATION TECHNOLOGY DISADVANTAGES

 Unemployment Privacy

 Lack of job security

 Dominant cultu
REVIEW OF LITERATURE

xviii
QUALITY OF WORK LIFE

The primary goal of the quality of work life module was to measure how work

experience has changed. Secondary goals include measuring the relationship between job/

organization characteristics and worker health and safety, and identifying targets for health

and safety preventive interventions.

The essence of employee motivation and effectiveness is the manner in which they

managed. A direct relationship exists between effective management (i.e., providing a work

environment that simultaneously achieves company goals and employee’s goals) and modern

human resource management.Getting high quality job performance from your employees

depends on giving employees opportunities for their personal growth, achievement,

responsibility, recognition, and reward.

MEANING

Quality of work life means “The favorableness or unfavorable of a job environment

for people”.

The another meaning of quality of work life is adequate and fair compensation , safe and

healthy working conditions, immediate opportunities to use and develop human capacities

future opportunities for continued growth and security, constitutionalism in the work

organization and the social relevance of work life.

It seems to focus on 3 district are as under

 Good wages and services conditions,

 Good physical environment,

 Good motivational factors.

DEFINITION

xix
 According Walton defines QWL as a process by which an organization responds to

employee needs for developing mechanisms to allow them to share fully in making the

decisions that design their lives at work.

THE PRINCIPLES OF QWL

 respondents must take responsibility for their own work/life balance needs

 Work /life balance should have a positive impact on all involved.

 Quality of output is more important than the amount of activity

 Teams are flexible when balancing working & personnel needs.

 Employees are treated as individuals.

 Ongoing performance and contribute are a prerequisite.

 Achieving work/life balance is hard work & ongoing.

ELEMENTS OF QUALITY OF WORK LIFE

 Ask the heads of operating & staff division to develop strategies for continuously

communicating with their employees.

 Accurate timely information about vision, mission, strategic goals and objectives and

proposed changes.

 Essential information repeatedly through multiple channels.

 Opportunities for two way communication with employees.

 Minimize the risk of involuntary separations.

 Strength work & family programs

 Increase our investment work place learning as a first step in creation of a learning

organization.

 Better program and management.

xx
 BENEFITS OF QUALITY OF WORK LIFE

 More positive feeling toward one’s self.

 More positive feeling towards the organization.

 Improved physical and psychological health.

 Greater growth and development of the individual as a person and as a productivity

number of the organization.

 Decreased absenteeism and turnover, and fewer accidents.

 Higher quality and quality of output of goods and services.

QWL PROGRAMS HAS BECOME IMPORTANT IN THE WORK

PLACE FOR THE FOLLOWING REASONS

 Increased women in the workforce

 Increased male involvement in dependent care (child and elder) activities

 Increased responsibility for elders

 Increased demands at work

 Loss of long term employment guarantees

 The need for enhanced workplace skills

 Increased competition for the best students and talent for education and research

environments

 Greater competition for talent

QWL PROGRAMS HAVE BEEN FOUND TO

 Improve workplace morale

xxi
  Encourage employee commitment

 Support recruitment

 Encourage retention

 Enhance productivity

 Reduce absenteeism; and

 Maximize staff resources

THE FACTORS THAT INFLUENCE AND DECIDE THE QWL

ARE

1. Attitude

2. Environment

3. Opportunities

4. Nature of Job

5. People

6. Stress Level

7. Career Prospects

8. Challenges

9. Growth and Development

10. Risk Involved and Reward

QWL PROGRAMS CAN BE EVALUATED ON THE BASIS OF

FOLLOWING POINTS

 Fair compensation and job security

 Health is wealth

xxii
  Provide personal and career growth opportunities

 Participative management style and recognition

 Work-life balance

 Fun at workplace

BARRIERS TO QWL

Though the positive effect of QWL is already established, all parties of the

organization still resist to any schemes or procedure to improve QWL. The management may

feel the QWL at the present level is satisfactory and more steps need be taken to improve it.

Employee on the other hand resist to changes with a pre conceived notion that any scheme

that the management takes up to would be to increase production without extra cost. Another

barrier to the improvement of QWL is lack of financial resources.

Strategies for improving QWL are self managed work teams, job redesign and enrichment,

effective leadership and supervisory behavior, career development, alternative work

schedules, job security, administrative or organizational justice and participating

management.

By implementing such changes management can create a sense of involvement,

commitment and togetherness among the employees which paves way for better QWL.

ISSUES AND CONCERNS

Our major concerns focus on how the concept of quality of work life has evolved and

the state of its application today. The issues that concern us include the vagueness of the

concept, faddism/religious experience vs. scientific/pragmatic perspective, the focus on low-

xxiii
level respondents , naive views of causes of individual behavior, naive views of

organizational behavior, and quality of work life and productivity

 Vagueness of the concept

 Faddism/religiosity vs. science
 Naive views of individual behavior
 Focus on low-level employees
 Quality of work life and productivity
 Balancing the work and life of employees
 Shifts in Societal Patterns

BENEFITS OF IMPROVING WORK-LIFE BALANCE

 Aiding employee recruitment and retention

 Reducing absenteeism

 Improving the quality of people's working lives

 Matching people who wouldn’t otherwise work with jobs

 Benefiting families and communities

TOP TEN TIPS FOR IMPROVING THE QWL

 The following ten tips apply as much to the CEO as they do to the front line worker:

 Have a personal vision of who you want to be and what you want to do - keep in mind

that if you do not have one for yourself, you will likely become part of someone else's

vision!

 Test out your own personal vision with that of your organizations - in how many ways

do they support each other? Ask questions to better understand your organization's

mission, vision and values.

 Learn, and keep on learning - go to training sessions and in-services, enroll in college

courses, read books. Know why, not just how.

xxiv
 Buddy-up - find ways to share the load with other team members. Sharing the load

makes work easier to manage and less stressful.

 Share your successes - this allows you to learn from the successes of others, as well as

giving you a boost when you need

 Get it off your chest - talk things over with your buddy, friend, supervisor when

things trouble you, don't keep it bottled up inside.

 Find joy in being of service to others - think about how the person you are serving is

better off as a result of your work, and rejoice in that knowledge.

 Take time for breaks - pay particular attention to the need to refresh body, mind and

spirit.

 Try out new ideas - to innovate is to grow. By using your creativity and innovation

life becomes exciting and fulfilling.

 Have fun at work - laughter is the best medicine, but use only appropriate humor.

Damaging someone else's self-esteem for the fun of it is no laughing matter.

CHAPTER – II

SCOPE OF QUALITY OF WORK LIFE

xxv
 Quality of work life is a multi dimensional aspect .This study covers the satisfaction level

of employees towards the prevailing in quality of work life in the organization. This study

aims to evaluate the quality of work life in major areas such as

 Compensation

 Medical facilities

 Basic amenities

 Working environment

 Career advancement etc.,

The present study also to find dissatisfaction level towards the major areas, if any, and to

provide the suggestion to improve the same,

NEED OF THE STUDY

 To analyze quality of work life of the employees working in the Googolsoft

Technologies

 To give suggestions regarding Quality of work life to the organization

 To improve the Q Quality of work life in the organization

 To make them to know where Q Quality of work life is good and where it is week

OBJECTIVES OF THE STUDY

2.3. 1 PRIMARY OBJCTIVE

xxvi
 To study the employees perception prevailing quality of work life at Googolsoft

Technologies

2.3.2 SECONDARY OBJECTIVES

 To know the employee awareness about prevailing QWL in the organization

 To identify the employees satisfaction level towards the basic amenities provided by

the company

 To find the employees perception towards working environment of the company

 To find the employees opinion towards the career advancement opportunities in the

company.

 To measure the level of satisfaction of employees towards the QWL

 To suggest suitable measure to improve the QWL

LIMITATIONS OF STUDY

 The study has not confined to entire population

 The sampling size to restricted to 60, because of time and cost constraints

 The result of study is only valid to Googolsoft Technologies, Adambakkam, it can’t

the extended for the similar kind of industry

RESEARCH METHODOLOGY

 OVER VIEW OF RESEARCH METHODOLOGY

xxvii
 1. Types of research-----------------Descriptive

2. Research design-------------------Descriptive

3. Data collection--------------------Census survey method

4. Population size--------------------60

5. Sample size------------------------Nil

6. Sampling techniques------------Nil

7. Type of data:

 Primary data----------------------Questionnaire

 Secondary data-------------------Books, Magazines & Company

Records

8. Tools for the analysis:

 Simple percentage analysis

 Chi-square analysis and

 Weighted average

MEANING OF RESEARCH METHODOLOGY

Research is common parlance refers to additional search of knowledge. Research is

also an academic activity and as such the term should be used in a technical sense.

According to “Clifford woody” Research comprises defining and redefining

problems, formulating hypothesis or suggested solutions, collecting, organizing and

evaluating data making deductions and searching conclusions and at they fit the formulating

whether they fit the formulating hypothesis.

TYPE OF RESEARCH

 DESCRIPTIVE RESEARCH

xxviii
 Descriptive research includes surveys and fact finding enquiries of different kinds.

The major purpose of descriptive research is description of the state of affairs, as it exists at

present. The main characteristic of this method is that the researcher has no control over the

variables; he can only report what has happened or what is happening. The methods of

research utilized in descriptive research are survey methods of all kinds.

DATA FOR THE STUDY:

The study depends on both primary as well as secondary datum. The primary data has

been collected from the employees of the Googolsoft Technologies Private India Limited.

The secondary data has been collected from journals, books and websites.

RESEARCH INSTRUMENT:

A structured questionnaire was framed to obtain date from respondents. The

questionnaire was sample with simple multiple choice questions. The questionnaire was

arranged in such a way that relevant and valuable information could be obtained from the

respondents.

SAMPLE SIZE:

Sample sizes of 60 employees of the Googolsoft Technologies Private India Limited

is the sample for the study.

CHAPTER-III

DATA ANALYSIS:

xxix
 Data has been analysis with help of simple statistical tools and also graphical

representation.

TOOLS FOR ANALYSIS

 CHI-SQUARE TEST:

Chi-square is a very versatile test used both as a non-parametric and a parametric

measure. As a non-parametric it is used as a test of goodness to fit and as a test of

independence, as a parametric measure it is used to establish confidence interval for the

variance of population.

The value of X2 is given by the formula.

X2 = ∑ (Oi –Ei) 2/Ei

Where as

Oi = observed frequency

Ei = expected frequency

 PERCENTAGE ANALYSIS:

Percentage analysis refers to a special kind of ration. Percentage is used making

comparisons between two or more series of data. Percentage is used to describe

relationships.

Percentage = No. of Respondents / Total No. of Respondents 🞨 100

PERCENTAGE ANALYSIS

TABLE: 3.1
xxx
 3.1.1 SATISFACTION OF CURRENT JOB
No. of
S. No Particulars Percentage
Respondents
1 highly satisfied 10 16%
2 Satisfied 22 36%
3 Neutral 25 41%
4 Dissatisfied 3 5%
highly Dissatisfied 0 0%
TOTAL 60 100%

SOURCE: PRIMARY DATA

INFERENCE:

Majority (41%) of respondents have opted for neutral, Few (36%) of respondent have
opted for satisfied, Few (16%) of respondents have opted for highly satisfied with current job
and very few (5%) of respondents have opted for dissatisfied

CHART. 3.1
3.1.1 SATISFACTION OF CURRENT JOB

xxxi
 45%
41%

40%
36%

35%

30%

25%

20%
16%
Percentage of

15%

10%

5%
5%

TAB 0%
0%
LE highly satisfied
Satisfied Neutral Dissatisfiedhighly Dissatisfied
.3.2
JOB
particulars
SEC

TABLE .3.2
xxxii
 JOB SECURITY

No. of
SI. No Particulars Percentage
Respondents
1 highly satisfied 8 13%
2 Satisfied 32 53%
3 Neutral 12 20%
4 Dissatisfied 8 13%
highly
5 0 0%
Dissatisfied
Total 60 100%

SOURCE: PRIMARY DATA

INFERENCE:

Majority (53%) of respondents have opted for satisfied, Few (20%) of respondents are
neutral, Few (13%) of respondents have opted for highly satisfied with the job security and
Few (13%) of respondents have opted for dissatisfied with the job security.

xxxiii
 CHART 3.13.1.2 SATISFACTION OF JOB SECURITY

0.6

53%

0.5

0.4
Percentage of

0.3

20%
0.2

13%

0.1

0%
0

particulars

TABLE: 3.3
3.1.3 QUALITY OF WORK LIFE

xxxiv
 No. of
SI. No particulars Percentage
Respondents
1 Very good 15 25%
2 Good 30 50%
3 Neutral 10 16%
4 Bad 5 8%
5 Very bad 0 0%
TOTAL 60 100%

SOURCE: PRIMARY DATA

INFERENCE:

Majority of respondents( 50%) of respondents have opted for “ good” option in

relation to Quality of Wok Life, % of respondents have opted for “Good” option, 16% of
respondents have opted for “Bad” option and 8% of respondents have opted for ”Very bad”
option.

CHART 3.3
QUALITY OF WORK LIFE

xxxv
 50%
50%

45%

40%

35%

30%

25%
25%
Percentage of

20%
16%

15%

10% 8%

5%

0%
0%

particulars

TABLE: 3.4
MAJORE ISSUE OF QWL

xxxvi
 No. of
SI.No Particulars Percentage
Respondents
1 Pay 8 1%
2 Benefits 12 20%
3 Job security 16 35%
4 Job nature 14 23%
5 All the above 12 20%
TOTAL 60 100%

SOURCE: PRIMARY DATA

INFERENCE:
Few level of respondents (13%) have opted for “pay” option with reference to the
major issue of Quality of work life, 20% of respondents have opted for “Benefits” option,
35% of respondents have opted for “Job nature” option and 20% of respondents have opted
for “All the above” option.

CHART: 3.4
MAJORE ISSUE OF QWL

xxxvii
 35.00% 33.50 %

30%
30.00%

25.00%

20 %
20.00%
16.50%
Percentage of

15.00%

10.00%

5.00%

0%
0.00%
Strongly Agree ModerateDisagreehig ly h
agree Dissatisfied

p articulars

TABLE: 3.5
CASUAL LEAVE

xxxvii
i
 No. of
SI.No Particulars Percentage
Respondents
1 Strongly agree 20 34%
2 Agree 18 30%
3 Moderate 12 20%
4 Disagree 10 16%
highly
5 0 0%
Dissatisfied
TOTAL 60 100%

SOURCE: PRIMARY DATA

INFERENCE:

Majority(34)% of respondents have opted for “Strongly agree” option, 30% of

respondents have opted for agree, 20% of respondents have opted for moderate, 16%% of
respondents have opted for casual leave option

CHART 3.5
CASUAL LEAVE

xxxix
 35%
35%

30%

25%
23 %

20% 20%
20%
Percentage of

15%
13%

10%

5%

0%
Pay Benefits Job security Job nature All the above
particulars

TABLE.3.6
THE WORK ENVIRONMENT

xl
 No. of
S.No particulars Percentage
Respondents
1 Excellent 22 36%
2 Good 23 38%
3 Neutral 13 21%
4 Satisfactory 2 3%
5 Un satisfactory 0 0%
TOTAL 60 100%

SOURCE: PRIMARY DATA

INFERENCE:

Majority(38)% of respondents have opted for Excellent option ,36% of respondents

have opted for Good, 21% of respondents have opted for Satisfactory, 4% of respondents
have opted for Un satisfactory with the work environment.

CHART.3.6
ENVIRONMENT

xli
 38%
36%
40%

35%
Percentage of

30%

21%
25%

20%

15%

3%
10%

0%
5%

0%
Excellent Good Neutral SatisfactoryUn atisfactory
s

particulars

TABLE.3.7
HEALTHY & SAFETY WORKING CONDITIONS

xlii
 SI. No Particulars No. of Percentage
Respondents
1 highly satisfied 17 28%
2 Satisfied 30 50%
3 Neutral 10 16%
4 Dissatisfied 3 5%
highly 0 0%
Dissatisfied
TOTAL 60 100%
SOURCE: PRIMARY DATA

INFERENCE:
Majority(50)% of respondents have opted for highly satisfied with the healthy and
safety working conditions, 28% of respondents have opted for satisfied, 16.5% of
respondents have opted for neutral, 5% of respondents have opted for dissatisfied with the
healthy and safety working conditions.

CHART 3.7
HEALTHY & SAFETY WORKING CONDITIONS

xliii
 45% 41%

40%

35%

30%
25%
25%
Percentage of

20%
20%
13%
15%

10%

5%
0%
0%
highly Satisfied Neutral Dissatisfiedhighly
satisfied Dissatisfied

particulars

xliv
 TABLE.3.8
SATISFACTION OF REMUNERATION
SI. No Particulars No. of percentage
Respondents
1 highly satisfied 15 25%
2 Satisfied 25 41%
3 Neutral 12 20%
4 Dissatisfied 8 13%
5 highly 0 0%
Dissatisfied
TOTAL 60 100%
SOURCE: PRIMARY DATA

INFERENCE:
majority25% of respondents have opted for highly satisfied with the salary package and
41% of respondents have opted for satisfied, 20% of respondents have opted for neutral,

xlv
 13% of respondents have opted for dissatisfied, and 6.3% of respondents have opted for
highly dissatisfied with the salary package.

CHART 3.8
SATISFACTION OF REMUNERATION

xlvi
 45.00%
41.50%

40.00%

35.00%

30 %
30.00%

25.00% 23.50%
Percentage of

20.00%

15.00%

10.00%

5%
5.00%

0%
0.00%
highly Satisfied NeutralDissatisfiedhighly
satisfied Dissatisfied

partic ulars

TABLE. 3.9
PF GIVEN BY THE ORGANISATION

xlvii
 SI. No Particulars No. of Percentage
Respondents
1 highly satisfied 14 24%
2 Satisfied 18 30%
3 Neutral 25 41%
4 Dissatisfied 3 5%
5 highly Dissatisfied 0 0%
60 100%
SOURCE: PRIMARY DATA

INFERENCE:
Majority(24)% of respondents have opted for highly satisfied and 30% of
respondents have opted for satisfied, 41% of respondents have opted for neutral, 5% of
respondents have opted for dissatisfied with the pf given by organization.

CHART 3.9
PF GIVEN BY THE ORGANISATION

xlviii
 45%
41%

40%

35%

30%
25%
Percentage of

25%

20% 17% 17%

15%

10%

5%

0%
Yes No Some time No training
useful conducted in relatio QWL
n

parti culars

TABLE .3.10
TRAINING PROVIDED BY ORGANIZATION

xlix
 SI.No particulars No. of Percentage
Respondents
1 highly satisfied 20 33%
2 Satisfied 20 33%
3 Neutral 15 25%
4 Dissatisfied 5 8%
5 highly Dissatisfied 0 0%
TOTAL 60 100%

SOURCE: PRIMARY DATA

INFERENCE:
Majority33% of respondents have opted for highly satisfied with training and 33% of
respondents have opted for satisfied, 25% of respondents have opted for neutral, 8% of
respondents have opted for dissatisfied with training given by the organization.

CHART 3.10
TRAINING PROVIDED BY ORGANIZATION

l
 60%

53%

50%

40%
Percentage of

30%

20%
20%
16%

10%
10%

0%
0%
Strongly Agree Moderate Disagre e Stron ly
g
agree disagree

particul ars

TABLE .3.11

li
 DOES TRAINING OPPORNITIES REALLY PLAY ON
IMPORTANT ROLE IN IMPROVING THE QWL
SI. No Particulars No. of Percentage
Respondents
1 Yes 25 41%
2 No 10 17%
3 Some time useful 15 25%
4 No training 10 17%
conducted in
relation QWL
60 100%
TOTAL

SOURCE: PRIMARY DATA

INFERENCE:
Few 16% of respondents are strongly agreeing with reference to the company’s
transparency to respondents , 20% of respondents only agree, 53% of employee’s views are
moderate and 10% of respondents disagree with reference to the company’s transparency to
respondents .

CHART 3.11

lii
TRAINING OPPORNITIES REALLY PLAY ON IMPORTANT
ROLE IN IMPROVING THE QWL

45% 41.50%

40%

35%

30% 25%
25%
Percentage of

20%
20%
13.50%
15%

10%

5% 0%
0%
highly Satisfied Neutral Dissatisfiedhighly
satisfied Dissatisfied

partic lars
u

liii
 TABLE. 3.12
COMPANY’S TRANSPARENCY TO EMPLOYEES
SI. No Particulars No. of Percentage
Respondents
1 Strongly agree 10 16%
2 Agree 12 20%
3 Moderate 32 53%
4 Disagree 6 10%
5 Strongly disagree 0 0%
TOTAL 60 100%
SOURCE: PRIMARY DATA

INFERENCE:
Few (16%) of respondents have opted for strongly agree and 20% of respondents have opted
for agree, 53% of respondents have opted for agree, 10% of respondents are disagree.

CHART 3.12
COMPANY’S TRANSPARENCY TO EMPLOYEES

liv
 45%
41%

40%

35%

30%
25%
25%
Percentage of

20% 17% 17%

15%

10%

5%
0%
0%
Strongly Agree Moderate Disagree Strongly
agree disagree

particulars

TABLE. 3.13
SATISFACTION IN PERFORMANCE APPRAISAL

lv
 SI. No Particulars No. of Percentage
Respondents
1 highly satisfied 15 25%
2 Satisfied 25 41%
3 Neutral 12 20%
4 Dissatisfied 8 13%
5 highly Dissatisfied 0 0%
60 100%
SOURCE: PRIMARY DATA

INFERENCE:
Majority(25%) of respondents have opted for highly satisfied performance appraisal and
41.5% of respondents have opted for satisfied, 20% of respondents have opted for neutral,
13.5% of respondents have opted for dissatisfied performance appraisal method.

CHART.3.13
3.1.13SATISFACTION IN PERFORMANCE APPRAISAL

lvi
 60%

53%

50%

SI. Particulars No. of Percentage

No40% Respondents
1 Strongly agree 25 41%
Percentage of

30%
2 Agree 10 17%
3 Moderate 20% 15 25%
20%
16%
4 Disagree 10 17%
5 Strongly disagree 0 10% 0%
10%
TOTAL 60 100%
0%
0%
Strongly agree Agree Moderate Disagree Strongly
disagree

particulars

TABLE .3.14
CORDIAL RELATIONSHIP AMONG EMPLOYEES

lvii
 SOURCE: PRIMARY DATA

INFERENCE:
Majority(41%) of respondents have opted for strongly agree cordial relationship among
respondents and 17% of respondents have opted for agree, 25% of respondents have opted
for Moderate, 17% of respondents have opted for Disagree option

lviii
 CHART 3.14
CORDIAL RELATIONSHIP AMONG EMPLOYEES

45% 41%
40%
Percentage of respondents

35%
28% %
30%
25%
20%
20%

15% e10
r
10%

5%
0%
0%
Strongly Agree Moderate Disagr e Strongly
agree disag ee

particulars

TABLE. 3.15

lix
SUPERIOR’S GUIDANCE IN COMPLETION OF TASK

lx
 SI. No Level of No. of Percentage
satisfaction Respondents
1 Strongly agree 12 20%
2 Agree 17 28%
3 Moderate 25 41%
4 Disagree 6 10%
5 Strongly disagree 0 0%
TOTAL 60 100%
SOURCE: PRIMARY DATA
INFERENCE:
20% of respondents have opted for Strongly agree and 28% of respondents have opted for
agree, 41% of respondents have opted for moderate, 10% of respondents have opted for
disagree.

CHART 3.15
SUPERIOR’S GUIDANCE IN COMPLETION OF TASK

lxi
 40% 38.50%

35%
31.50 %

30%

25%
25%
Percentage of

20%

15%

10%

5%
5%

0 %
0%
Very high High Moderate Low Very l ow

particulars

TABLE .3.16
SCOPE OF CAREER DEVELOPMENT

lxii
 SI. No Particulars No. of Percentage
Respondents
1 Very high 15 25%
2 High 23 39%
3 Moderate 19 32%
4 Low 3 5%
5 Very low 0 0%
TOTAL 60 100%
SOURCE: PRIMARY DATA

INFERENCE:
25% of respondents have opted for very high option with the career development and 38.5%
of respondents have opted for high option, 31% of respondents have opted for Moderate, 5%
of respondents have opted for low with the career development program.

CHART 3.16
3.1.16 SCOPE OF CAREER DEVELOPMENT

lxiii
 45%
41%

40%

35%

30% 28%

25%
Percentage of

20%
20%

15%
10%
10%

5%

0%
0%
Strongly Agree Moderate Disagree Stro ngly
agree disagree

particulars

3.2 CHI-SQUARE ANALYSIS

Quality of work vs gender
life

lxiv
 Hypothesis
Null Hypothesis- Ho – There is no significant relationship between Quality of
work life that Gender.
Alternative Hypothesis- HA – There is significant relationship between major
Quality of work life and Gender.

Quality of work life

Good Bad Very bad Total

Gender Very good Neutral

Male 6 10 5 3 1 25
Female 9 15 4 5 2 35
Total 15 25 9 8 3 60

Table of Observed Frequency – O

Quality of work life Total

lxv
Gender
Good Bad Very bad
Very good Neutral

Male 6 10 5 3 1 25
Female 9 15 4 5 2 35
Total 15 25 9 8 3 60

Table of Expected Frequency – E

Expected Frequency = (Row Total x Column Total) / Grand Total

Quality of work life

Good Bad Very bad Total

Gender Very good Neutral

Male 6 10 5 3 1 25
Female 9 15 4 5 2 35
Total 15 25 9 8 3 60

Estimation of Chi- Square

lxvi
 Observed Value Expected Value
O-E (O-E)2 (O-E)2
(O) (E)
E
6 6.25 0.25 0.0625 0.01
10 10.417 0.417 0.173889 0.016693
5 3.75 -1.25 1.5625 0.416667
3 3.33 0.33 0.1089 0.032703
1 1.25 0.25 0.0625 0.05
9 8.75 -0.25 0.0625 0.007143
15 14.58 -0.42 0.1764 0.012099
4 5.25 1.25 1.5625 0.297619
5 4.67 -0.33 0.1089 0.023319
2 1.75 -0.25 0.0625 0.035714

Calculated Value = 0.090919

Degree Of Freedom = (r—1) (c -1)
= (2- 1) (5-1)
=4

Tabulated Chi-Square value at 5%

Significant Level = 9.49

lxvii
S.no Particulars 5 4 3 2 1 Average
Factors 1 2 3 4 5 % Rank

INFERENCE
Since the calculated value is less than the Tabulated Value therefore Null Hypothesis
is accepted. There is no significant relationship between Quality of work life and Gender.

lxviii
1 career 10 15 12 18 5 12.47 V
development

2 employee 8 20 13 9 10 12.47 IV
morale

3 job security 21 14 15 7 3 11.87 VI

4 working 18 20 12 8 2 14.93 I
condition

5 work load 15 18 11 9 7 13.67 II

6 job training 11 25 9 5 10 13.47 III

Net score = weighted average for column *No of respondents

Total weight

Career development = 10*5+15*4+12*3+8*2+5*1

5+4+3+2+1

= 12.47 %

Employee Morale = 8*5+20*4+13*3+9*2+10*1

5+4+3+2+1

= 12.47%

Job security = 21*5+14*4+15*3+7*2+3*1

5+4+3+2+1

= 11.87 %

lxix
Working condition = 18*5+20*4+12*3+8*2+2*1

5+4+3+2+1

= 14.93 %

Work load = 15*5+18*4+11*3+9*2+7*1

5+4+3+2+1

= 13.67 %

Job training = 11*5+25*4+9*3+5*2+10*1

5+4+3+2+1

= 13.47 %

INFERENCE
Majority of respondents infers that working condition is the major concerned in the quality of
work life

lxx
 CHAPTER-V
FINDINGS

 Majority of respondents (63%)of are satisfied with the current job

 Majority of respondents (89%) are satisfied with the quality of work life
 . Majority of the respondents (41%) are satisfied with casual leave with pay.
 Majority of the respondents (43%)are satisfied with the work environment condition
 Majority of the respondents (50%) are satisfied with the healthy and safety working
conditions.
 Majority of the respondents (50%) are satisfied with the remuneration policy
 Majority of the respondents( 44%) are satisfied with the ESI & PF
 Majority of the respondents (45%) are
satisfied with training. given by the
organization
 Majority of the respondents (45) are satisfied with training method
 Majority of the respondents (39%) are satisfied with the attention of changes.
 Majority of the respondents (54%) are satisfied cordial relationship among
respondents.
 Majority of the respondents (48%) are satisfied with the superior to you getting task
done
 Few of the respondents (5%) are satisfied with performance appraisal.
 Majority of the respondents (41%) are satisfied with the career development.

SUGGESSTIONS
 Policies can be reframed and some good entertainment and relaxation programs can be
organized for employees.
 Improving good relationship with employees and providing friendly environment in
the organization.
 More training programmers can be conducted for Employees
 Establish career development systems.
 Gift vouchers for the top performers in the department for giving an innovative idea
for solving problems which is cost saving, time saving and is beneficial to the
organization.
lxxi
CONCLUTIO

lxxii
 Social security scheme as well as welfare measures that are undertaken by the company
are appreciable. These measures are not only for the company but also for the respondents
through satisfaction levels a company can ascertain whether an employee has shown his/her
best performance on given job.
Welfare measures of the respondents should be taken seriously by the top management
to improve the satisfaction level by providing various benefits and facilities to them.

QUESTIONNAIRE:

1. Are you satisfied with your current job?

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
2. How is your job security?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

3. Are you satisfied with your current job?

f) Highly satisfied
g) Satisfied
h) Neutral

lxxiii
 i) Dissatisfied
j) Highly Dissatisfied
4. How is your job security?
f) Highly satisfied
g) Satisfied
h) Neutral
i) Dissatisfied
j) Highly Dissatisfied
5. Are you satisfied with your current job?
k) Highly satisfied
l) Satisfied
m) Neutral
n) Dissatisfied
o) Highly Dissatisfied
6. How is your job security?
k) Highly satisfied
l) Satisfied
m) Neutral
n) Dissatisfied
o) Highly Dissatisfied
7. How is the training facilities provided by your organization?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
8. Does training option really play on important role in improving the Quality of Work
Life?
a) Yes
b) No
c) Some time useful
d) No training conducted in relation Quality of Work Life

lxxiv
9. Do you think the company is transparent to the employees?

lxxv
 a) Strongly agree
b) Agree
c) Moderate
d) Disagree
e) Strongly disagree

10. How is the performance appraisal system in your organization?

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
11. Do you think there is cordial relationship among the employees?
a) Strongly agree
b) Agree
c) Moderate
d) Disagree
e) Strongly disagree
12. Do your superior guides you in completion of the task?
a) Strongly agree
b) Agree
c) Moderate
d) Disagree
e) Strongly disagree
e) Highly Dissatisfied
13. How are the career development facilities in your organization?
a) Very high
b) High
c) Moderate
d) Low
e) Very low

lxxvi
 BIBLIOGRAPHY
BOOKS:

 Research Methodology – C.R. Kothari

 Research methodology – Uma Shekaran
 Statistics for Management – Arora
 C.B.memora (1988) –personal management
 Cook.hunker Coffey (1997) –organizational behavior
 Stephan p.Robines (1996) - organizational behavior

WEBSITES REFERRED:
H www.citehr.edu
H www.ejournals.com
H www.human resource.com

lxxvii
lxxviii
lxxix
lxxx
lxxxi