Project proposal

INTRODUCTION
Quality of work life is a multifaceted concept. The premise of the quality of work
life is having a work environment where an employee's activities become more
important and relevant to the society. This means implementing procedures or
policies that make the work less routine and more rewarding for the employee.
These procedure or policies include autonomy, recognition, belonging, progress,
and development, and external rewards. QWL is the abbreviation for the Quality
of Work Life Initiative. QWL is a comprehensive, department-wide program
designed to enhance GENPACT ORGANIZATION service to the public by improving
employee satisfaction, strengthening workplace learning and helping employees
better manage change and transition.

Theoretical perspective
Understanding the theories
o Empowerment
o Job Design
o Job Enlargement
o Job Enrichment
o Autonomous Work Groups
o A Diagnostic Approach to Job Enrichment
o Workers participation in management
o Employee Involvement - A Vital Aspect of Total Quality Management
o Work council
o How workers participation in management is practiced in other countries?
o Acts which provide Labour Welfare
o Quality of work life
o Factors taken into consideration for determining the quality of work life
pertaining to an organization
o How can we make better work life in the organization?
n By International Labour Organization
The reverse of Taylor's work simplification theory is job enlargement. This
involves enlarging a job by horizontally increasing the number of tasks or
activities required. The rationale behind the theory is that an enlarged job will
increase job satisfaction and productivity. The process of job enlargement is
relatively simple and can be applied in a variety of situation.

Job enrichment stress job content and structure as the critical issue in job design
similar to enlargement job enrichment increases the tasks and duties of job, but
it included more responsibility for decision making, planning and/or control. It
entails more self- monitoring and more planning and controlling decisions. The
traditional information feedback loop between superior and subordinates is
altered in job enrichment. A single employee may follow the project from
beginning to end, because the decision maker and planner and operator are the
same person, quick feedback and necessary alterations are possible if standards
are not met.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE
The objective of the study is measuring the Quality of work life of Private
sector in the service industries. We will be studying the sector from the broader
perspective. We would focus on the developing company, GENPACT
ORGANIZATION. Our primary objective is to measure the overall perception and
importance of Quality of Work Life in the organization.
In the conclusion of the survey we would try to evaluate the Quality of Work
Life of the organization on a 10-point scale. An index of 10 indicates a perception
amongst employees that quality of work life is at its optimum and cannot be
improved and an index of 0 indicates that employees are extremely dissatisfied
with all aspects of working life. In between 10 - 0 indexes vary from satisfied to
dissatisfy.
SECONDARY OBJECTIVE
The SECONDARY objective is well supported by a secondary objective where
we aim at the in-depth study of those variables, which affects the Quality of Work
Life.
The objective is well supported by a secondary objective where we aim at the
in-depth study of those factors which affects the Quality of Work Life. The factors
affecting the Quality of Work Life were discussed at length.
What we measured are as follows:
1) Whether the employees in GENPACT ORGANIZATION are satisfied with their
work?
2) Reasons of increasing dissatisfaction at work place and finding a correlation
with the age of the employees.
3) We tried to find a correlation between the employees earning and their
motivation at work place. As money itself is not the only motivating factor, so we
tried to measure other factors like recognition, autonomy, relevant work, work
condition and availability of information.

SCOPE OF THE STUDY

To understand the quality of work life provided in the organization.
It helps to analyze the quality of work life of the organization.

 It enables us to evaluate the effectiveness of quality of work life techniques and sources for
all types of job applicants in the organization.

Research Methodology:
Introduction:
Research methodology is a systematic process of identifying and formulating by setting
objective and method for collecting, editing and tabulating to find solution.
Research design:
The problem that follows the task of defining the research problem is the preparation of the
design of the research project is called as research design.
The research design undertaken by researcher is Descriptive research design. This research
design concerned with the research studies with a focus on the portrayal of the characteristics
of a group of individual or a situation.
Sampling technique:
The non- probability sampling procedure has been used by the researcher because it does not
give a representative sample of population.
Sampling method:
Convenience sampling method has been used by the researcher.
Sampling size:
The sample size chosen by the researcher is 150 respondents, which is 10 per cent of the total
employees in the organization.
The targeted respondents are both middle level and lower level employees.
SOURCES OF DATA COLLECTION:
Primary data
Secondary data

PRIMARY DATA:
The Primary data used by the researcher is questionnaire.
SECONDARY DATA:
The secondary data used in this research are
Books referred and
websites

RESEARCH INSTRUMENT:
The instrument used for this study by the researcher is questionnaire.
STATISTICAL TOOLS:
In order to come out with the findings of the study, the following statistical tools are used by
the researcher
Percentage analysis method
Chi- square method
Weighted average method

CHAPTER-1
INTRODUCTION

Genpact is a global leader in transforming and running business processes and

operations, including those that are complex and industry-specific. Genpact
stands for Generating Impactvisible in tighter cost management as well as
better management of risk, regulations, and growth for hundreds of long-term
clients including more than 100 of the Fortune Global 500 and of those, over
10 of the top 25. Our approach is distinctive: through an unbiased, agile
combination of smarter process science, targeted technology and advanced
analytics, we help our clients become more competitive by making their
enterprises more intelligent: adaptive, innovative, globally effective, and
connected to their own clients.

Genpact began in 1997 as a business unit within General Electric. This heritage
has contributed to our deep understanding of process. As GE made Lean and Six
Sigma pervasive, Genpact applied this same industrial engineering ethos to
business processes operations for the first time. Built with single-minded
passion for process science and operational excellence, Genpacts Smart
Enterprise Processes (SEPSM) methodology focused on business impact while
safeguarding costs and limiting initial investment igniting the global Business
Process Outsourcing (BPO) services industry. In January 2005, Genpact became
an independent company, bringing our process expertise and unique DNA
in Lean Six Sigma to global clients. In August 2007 we became a publiclytraded company, (NYSE: G) growing rapidly from 32,000 employees and a
revenue of US$823 million, to more than 65,000 employees and revenues of
US$2.1 billion (2013). Bain Capital became Genpacts largest shareholder in
November 2012 with the strategic objective to grow the company further.
Genpact has accumulated significant expertise over the past 16 years of
specialized work with hundreds of enterprises. We remain loyal to our heritage
of operational excellence as an extension of our clients business reflected by
the best client satisfaction scores in the industry. Our experienced management
team drives client partnerships personally and manages global operations in 25
countries around the world, with main offices in New York City where key
executives and corporate functions are based.

Company's vision and mission

Every business organization follows a set of pre-determined steps and
techniques in order to survive and grow in the industry. Every business thrives
to outperform and take the market share to it's credit.
However, a business organization is in capacitive of attaining the objects it has
set, without having a clear vision as to what's to be done and how it is to be
done.

Hence, it is clear that vision and mission are two underlying assets that any
business has to have.
In this regard, following few points are discussed to make the object of
Genpactmore clear.
The velocity, quantum and certainty of change define the new age of business.
How companies embrace these new dimensions of change will determine their
future. Intelligence is what ensures the evolution, growth and survival of any
species. The same principle applies to business. Intelligence is necessary to
outcompete. The Intelligent Enterprise will lead the competition in these
times of change. Genpact follows the concept of an intelligent enterprise.
The concept revolves around the four factors that make the Company business
intelligent, namely; Globally Effective, Connected, Innovative and
Adaptive.
The aim of the Company is to attain all the above mentioned factors
simultaneously to function efficiently and follow it's set path.
Globally Effective
The intelligent enterprise is able to address different markets and run operations
optimally.
The demographic shift between emerging and developed nations now impacts
demand, buying power, intellectual capital and talent supply. This drives
incredible changes in product design, market infrastructure and value chains.
An intelligent enterprise builds scale based on opportunity or uncertainty
offered by each market. It then outcompetes by tapping the worlds best
intellectual resources in the most cost efficient and effective manner. This is
what Genpact aims for everyday it wakes up for it's business call.
Connected
The intelligent enterprise has the vision to anticipate and meet evolving
stakeholder needs.
Globalization and disruptive changes in technology have replaced the traditional
workplace, creating global networks of virtual organizations. The smart
organization harnesses this connectivity to anticipate and satisfy stakeholder
needs.

This is done by building visibility, access and the ability to transact from
anywhere in the world. The intelligent enterprise is adept at creating end-to-end
visibility of global processes and driving a seamless flow of data and decisions.
It creates and delivers hugely differentiated value for its end customers by
intelligently leveraging complex partner ecosystems to innovate, develop and
deliver.
Innovative
The intelligent enterprise finds ways to address both opportunity and
uncertainty for a competitive advantage.
Todays networked world generates complex flows of capital, goods,
information and people in a complex interconnected spider web of business
touch points. This creates a need for new business models and accelerated
innovation.
The intelligent enterprise focuses on both breakthrough innovation as well as
applied innovation on a daily basis. It invests in a funnel of new products and
offerings, and continuously improves value delivered by focusing on
productivity improvements. It uses variable cost business models for better
preservation of cash and working capital.
Adaptive
The intelligent enterprise responds to change with agility. It fosters a culture of
change through agile operating teams of passionate people focused on
delivering maximum value to internal and external customers.
Flexible business models using variable cost structures are hallmarks of the
adaptable organization. They help vaporize organizational clutter by identifying
core versus non-core processes and by eliminating redundancies and
inefficiencies. They allow deployment of modular investments, supported by
smarter analytics, that increase predictability and readiness for change.
Thus, it is how the Company sees what's ahead of it and functions accordingly
in such a manner that all the above mentioned four areas are covered in an
integrated manner.

OBJECTIVES OF THE STUDY

1. To study about quality of work life people in genpact
2. To study about culture of the organization
3. To study about working environment of company

4. To study about personal life of employees working in company

CHAPTER-2
RESEARCH METHODOLOGY