MBA+Project Quality+of+Work+Life[1]. | Employment | Labour

CHAPTER – I

1.1 INTRODUCTION
The project was undergone in CLASSIC MOULDS & DIES LIMITED for a period of two months. Theoretical knowledge is insufficient to cope up with the modern functioning of the companies. So in order to gain practical knowledge, the project was done at CLASSIC MOULDS & DIES LIMITED on the topic “A STUDY ON QUALITY OF WORK LIFE”. Quality is generally defined as “Conformance to requirements”. Quality is “as fitness for purpose”. The concept of quality is not apply to all goods and services created by human beings, but also for workplace where the employees were employed. Quality in the workplace comes from understanding and then fully meeting, the needs of all your internal and external customers, now and into the future and doing so with continual improvement in efficiency and effectiveness. QWL refers to the favorableness or un – favorableness of a total job environment of the people. The basic purpose is to develop jobs and working conditions that are excellent for people as well as for the economic health of the organization. QWL provides a more humanized work environment. It attempts to serve the higher – order needs of workers as well as their more basic needs. It seeks to employ the higher skills of workers and to provide an environment that encourages improving their skills. Q U A L I T Y Quest for excellence Understanding Action Leadership Involvement of the people Team spirit Yardstick to measure progress

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The above said are very essential things to improve the work life of employees in the organization.

1.2 SIGNIFICANCE OF THE STUDY:
Quality of work life covers various aspects under the general umbrella of supportive organizational behavior. Thus, the QWL should be broad in its scope. It must be evaluate the attitude of the employees towards the personnel policies. The research will be helpful in understanding the current position of the respective company. And provide some strategies to extent the employees satisfaction with little modification which is based on the internal facilities of the company. This research can be further used to evaluate the facilities provided by the management towards the employees. This study also helps in manipulating the basic exception of the employees.

1.3 OBJECTIVES OF THE STUDY:
• To study the quality of work life of (QWL) employees in CLASSIC MOULDS & DIES LTD • • To find out how quality of work life leads to high satisfaction To know the existing working conditions, Industrial Health and safety help to improve the quality of work life. • • To study the workers participation in CLASSIC MOULDS & DIES Ltd To examine how the training and development programmes helps to improve the quality of work life. • To know how the various welfare activities and other benefits helps to bring a better quality of work life.

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1.4 LIMITATIONS OF THE STUDY
 Converting qualitative data into quantitative data may often lead to inaccurate results.  The respondents may not have expressed them strong negative feelings about the policies, which results in the error of central tendency.  Few respondents were reluctant while answering the questions.

1.5 REVIEW OF LITERATURE 1.5a THEORETICAL REVIEW: DEFINITION Quality of work life means “the degree top which members of a work organization are able to satisfy important personal needs through their experience in the organization” QWL could be defined as “the Quality of the relationship between the man and task. MEANING Quality of work life has gained deserved prominence in the Organizational Behavior as an indicator of the overall of human experience in the work place. It expresses a special way of thinking about people their work, and the organizational in which careers are fulfilled. QWL refers to the relationship between a worker and his environment, adding the human dimension to the technical and economic dimensions within which the work is normally viewed and designed. QWL focus on the problem of creating a human working

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4 . it attempts to design work environments so as to maximize concern for human welfare. the QWL is co – operative rather than authoritarian. CONCEPT QWL is a prescriptive concept. mutual respect and trust than hatred against each other. evolutionary and open rather static and rigid. QWL acts in two dimensions. motivation. • • • The programme seeks to promote human dignity and growth Employees work collaboratively They determine work change participate The programmes assume compatibility of people and organization QWL refers to the level of satisfaction. involvement and commitment individuals experience with respect to their line at work. QWL is the degree of excellence brought about work and working conditions which contribute to the overall satisfaction and performance primarily at the individual level but finally at the organizational level. It also includes.environment where employees work co – operatively and achieve results collectively. • • Goal Process QWL acts as goal by • • • Creation of more involving satisfying and effective jobs Work environment for people at all levels of the organization QWL acts as process by • Make efforts to realize this goal through active participation The whole essence of QWL may be stated thus. informal rather than mechanistic.

good working conditions. 5 . Job Security Employees want stability of employment. employees may want to participate in the profits of the firm as will. The major factors that effect the QWL may be stated thus. In the days ahead.Objectives of QWL The major three main objectives for the QWL are • • Improve employees satisfaction strengthen workplace learning. and Better manage on – going chance and transition MAJOR FACTORS AFFECTING THE QWL QWL means having good supervision. They do not like to be the victims of whimsical personal policies and stay at the mercy of employers. Pay QWL is basically built around the concept of equitable pay. Benefits Workers throughout the globe have raises their expectations over the years and now feel entitled to benefits that were once considered a part of the bargaining process. good pay and benefits an interesting and challenging. Employees must be paid their due share in the progress and prosperity of the firm. and a rewarding job.

stimulating or challenging work. iv. and with authority to influence and control both group members and their behavior. and individual suffering from an uncomfortable amount of job-related stress cannot enjoy a high quality of work life. interesting. ii. iii. Autonomous work groups (AWGs): Here a group of workers will be given some control of decision-making and have responsibility for a task area without day-today supervision. Among the alternative work schedules capable of enhancing the quality of work life for some employees are: i. Flexi time: A system of flexible working hours. Job enrichment: It attempts to increase a person's level of output by providing that persons with exciting. Obviously. Compressed workweek: It involves more hours of work per day for fever days. ' 6 .Alternative Work Schedules Employees demand more freedom at the workplace. Staggered hours: Here groups of employees begin and end work at different intervals. Occupational Stress Occupational mental-health programmes dealing with stress are beginning to emerge as a new and important aspect of QWL programmes. v. especially in scheduling their work. per week.

work schedules. This contract represents the expected exchange of values that encourages the individual to work for the organization and motivates the organization to employ that person. Naturally they demand far more participation in the decision making process at the workplace. "Psychological contract is the set of expectations held be the individual specifying what the individual and the organization expect to give and receive from each other in the course of their working relationship". This contract is psychological. career demands and other job requirements should not take up too much of a person's leisure time and family life. Social Integration The work environment should provide opportunities for preserving an employee's personal identify and self-esteem through freedom from prejudice. Work and total life space A person's work should not overbalance his life. Ideally speaking.Worker Participation Employees have a genuine hunger for participation in organizational issues affecting their lives. a sense of community. This relationship is formal in sometimes less formal.e) Contribution and Inducements. 7 . (i. interpersonal openness and the absence of stratification in the organization. contract. WAY TO CREATE HIGH QWL QWL deals with the relationship between every employee and his or her work organization.

Reside signing jobs systems and structures to give people more freedom at work. QWL PROGRAMMES 8 . relevant and contingent on work performance Responsiveness:Making the work setting more pleasant and able to serve individual Needs. ASPECTS OF HIGH QWL QWL are highlighted by the following Benchmarks of managerial excellence. Participation:Involving people from all levels of responsibility in decisionmaking Trust:. Reinforcement:Creating reward systems that are fair. INDUCEMENTS = CONTRIBUTIONS (Organization to employees) = (employee to organization) This is the way for organization to create healthy psychological contract and Jobs satisfaction for their members is to provide them with High QWL environment.A healthy psychological contract means that inducements and contributions are balance.

QWL programmes concentrate on creating a working environment that is Conductive to the satisfaction of worker needs. • • Action plans must be carried to completion. These programmes are helped to avoid some pitfalls like • QWL program must be implemented with the co-operation of management and labour. Care mist be taken to concentrate the focus on the joint objectives of improving the QWL. RESULTS OF HIGH QWL 9 . This program assumes that a job and the work environment should be structured to meet as many of the workers needs as possible. coordinated and properly managed. Richard Walton has organized into eight categories. These should be integrated.

Kirkman.5b RESEARCH REVIEW: Miller. 1982. 1981. Cooper. 1984. Metz. The Study on Singaporean Employees development. Jobs seen to exist within high QWL work situations are those in which there is minimal negative impact on one’s personal life. 10 . 1988) define the qualities of work life are broadly similar to the study on Singaporean Employees Development suggest four dimensions of Quality of work life labeled as.• • • • • • • • High Productivity Increase organizational effectiveness High employee satisfaction High morale . Cheng S says in a high QWL there should be a positive impact on personal life. i) Favorable work environment ii) Personal growth and autonomy iii) Nature of job and iv)Stimulating opportunities and co-workers Good performance is recognized in addition to rewards being based upon performance while employees are respected and treated like mature people. and hopefully one which has a positive impact on one’s personal life. Mirvis & Lawler. 1978. an opportunity to be involved in decision as well as an acceptable level of physical comfort. Reduce the absenteeism and labour turn over Increase the quality of life of employees High employee involvement Peaceful industrial relation 1.

1977.We would expect that these dimensions comprising QWL that were found in the present sample are consistent with the rapid economic growth and increasingly higher levels of educational standards in Singapore. Joint management consultation. Self-evaluation and life satisfaction among American Africans. Donald. Kirkman (1989) suggests that in the future work society. 1978.. QWL has also been viewed in a variety of ways including a) as a movement b) as a set of organizational interventions and c) as a type of working life felt by employees QWL. the drive for more humanitarian treatment both in and out of work will increase. This is an interesting situation given the high degree of emphasis on achieving high standards in performance and quality known in Singapore. One implication of this finding for management is the need to consider the type of intrinsic and extrinsic factors highlighted by the four aspects of QWL that comprise the motivational reward-incentive system used in organizations. Research studies (Taylor. with mounting levels of 11 . Taylor. and provide a more positive start to other work motivation programmes within the organization. Designing the job and the work environment so as to include the characteristics of the QWL dimensions discussed above will contribute to the worker’s sense of well-being. Cheng S in his paper QWL through employee participation in Singapore has discussed the following four different approaches to QWL Employee share option scheme. Quality circle and Industrial relations circle. And with so many people opening a home and a cyber-office. When for many people sex and relationships are troublesome--since they are often hazardous to our health--work plays an even greater role in keeping us "out of trouble." Regardless of how much we earn. most of us have some kind of agenda or work plan. 1997) have generally established that QWL is positively associated with job satisfaction and can be a significant motivator.

6 APPROPRIATENESS OF THE SURVEY METHOD The objective of study was to ascertain the quality of work life of the employees in specific work environment relationship. The questionnaire consists of two sections. owner turned content-provider. 12 .technology-related stress (which Bruria Ginton. QWL is just as real and useful as virtual reality itself.e. calls frustression). which we feel compelled to get done. SAMPLING SIZE: The sample size selected for the study was 100 employees of “CLASSIC MOULDS & DIES LIMITED”. 1. Hence a questionnaire method is chosen which is free from bias of the interviewer and large sample can be made use of and thus the result can be more dependable and reliable For this best suited method was survey 1. spending the greatest portion of our lives in what we consider our workplace. population or universe. many of us end up involved in more than one job. Section 1: collect the personal details about respondents. So Quality of Work Life (QWL) is not some notion of frivolous luxury. method. 1. Questionnaire method is used.7 SAMPLING PROCEDURE Sampling is a method of selecting a few items from a particular group to be obtaining relevant data which help in drawing conclusions regarding the entire group i.8 CONSTRUCTION OF THE TOOL: To measure the effectiveness of QWL.

structured questionnaire means “a set of questions (statements) which is administered to the respondents. They are used to describe relationship. of respondents * 100 Total no. 1. Percentages are used in making comparison between two or more series of data. of respondents Weighted Average Method was applied to find out the desirable policies & practices that are adopted by the company by ranking certain criteria's in some of the important functional areas of H. analysed and calculated.) n 13 . The tools used are Percentage analysis. information which is needed for the project. In this study. Formula: Percentage of Respondents = 2.9 ANALYSIS AND INTERPRETATION: The data collected are classified. The statistical tools are applied for the analysis of the data.. weighted average method and Chi – square test. Percentage analysis: Percentage refers is a special kind of ratio.Section 2: consists of 20 Questions which deal with QWL. More over percentages can also be use to compare the relative terms of the distribution of two or more series of data. To assess their attributes opinion. 1. Weighted Average Method: No. Formula: Weighted average method = (X1W1 + X2W2 + X3W3 +…….R.

10 ORGANISATION OF THE PROJECT Chapter – 1 Introduction of the topic with Significance.square test: Chi . 1. most commonly used fay a research to test the analysis.3.Ei) 2/ Ei Oi = Observed frequency Ei = Expected frequency Degree of freedom = n – 1. Construction of the tool. Chi . Chapter – 2 A report of the industrial profile and detailed report of CLASSIC MOULDS & DIES LIMITED and its achievements and Mile stones. The main objective of chi-square is to determine whether significant difference exist among group of data Formula: Chi . Chapter – 3 14 . Analysis & Interpretation and Organisation of the Project. Objectives.Square test = Σ (Oi . Sampling Procedure. Appropriateness of the Survey Method. Review of Literature. Limitations.Square is a non-parametric technique.

15 . The tools used are percentage Analysis. Weighted Average Method. Chi-square.The Analysis is done by using tables and charts. Chapter – 4 Summary of findings and suggestions.

The economic reforms launched in India since 1991. extrusion and calendaring. The plastic processing sector comprises of over 30. -1957-Polystyrene -1959-LDPE -1961-PVC -1968-HDPE -1978-Polypropylene The potential Indian market has motivated Indian entrepreneurs to acquire technical expertise.000 units involved in producing a variety of items through injection moulding. The capacities built in most segments of this industry coupled with inherent capabilities has made us capable of servicing the overseas markets. both of which support the plastic processing sector. blow moulding. have facilitated the plastic processors to build capacities to service both the domestic market and the markets in the overseas. foreign investments. easier access to technology 16 . have added further fillip to the Indian plastic industry.1 INDUSTRY PROFILE The Plastics Industry in India has made significant achievements ever since it made a modest but promising beginning by commencing production of Polystyrene in 1957. Joint ventures. achieve high quality standards and build capacities in various facets of the booming plastic industry.CHAPTER: II 2. The chronology of manufacture of polymers in India is summarised as. Phenomenal developments in the plastic machinery sector coupled with matching developments in the petrochemical sector.

from developed countries etc have opened up new vistas to further facilitate the growth of this industry.

INDIAN PLASTIC INDUSTRY
The Indian Plastic Industry has taken great strides. The last few decades have seen it rise to the position of a leading force in the country with a sizeable base. The industry itself is growing at a fast pace and the per capita consumption of plastics in the country has increased manifold as compared to the earlier decade. Plastics has undoubtedly gained notable importance in every sphere of activity. It has substituted and saved scarce natural resources. It is an inseparable part of our daily life. Constant developments in polymer technology, processing machineries, know how and cost effective production is fast replacing conventional materials in every segment with plastics. India ranks 8th in the world with per capital consumption of 4.6 kgs. which is likely to increase to 7.9 kgs. by March 2008, if availability of polymers is not a constraint Polymers demand in India may reach a figure of 12 million tonnes by 2010-11. India is expected to be the third largest consumer of polymers after US and China by that time. 20% compounded growth rate expected in next 5yrs. The plastic processing sector comprises of over 30,000 units involved in producing a variety of items. The plastic industry here includes finished plastic products to raw materials and processing equipment.

Demand for plastics was ever growing. Mid 1990s came with a need to organize the Indian plastics sector as much as to consolidate the global markets. The Indian plastics industry faced intense competition from companies that were globally consolidated.

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Indian plastic industry needed technological advancements to compete the existing players in terms of product quality, cost and quantity

Joint ventures, foreign investments and easier access to technology from developed countries have opened up new vistas to further facilitate the growth of this industry. Phenomenal developments in the plastic machinery sector coupled with matching developments in the petrochemical sector, have facilitated the plastic processors to build capacities to service both the domestic market and the markets in the overseas. We took this as an opportunity to present Indian Plastic Industry as an organized sector. We created an industry vertical, Indianplasticportal.com, representing the industry. Individual industries gradually came forward displaying their inventory to the world and giving their global counterparts a tough competition. The small scale sector also got a platform to present themselves through our customized solutions for them.

2.2 COMPANY PROFILE
Classic Moulds & Dies is 14 years old company in Moulds & Dies Manufacturing Business.Classic Moulds & Dies is a firm believer in adopting advanced technologies to produce quality tools. Classic Moulds & Dies (CMD) specialized in:  Plastic Moulds for -Automobile industries -Hangers (Garment industry)  Press Tools  Jigs & Fixtures  Paver Brick Moulds

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About us - Company Profile
YEAR FOUNDED PROMOTERS FACTORY AREA EMPLOYEES MAIN FACILITIES - 1993 - Mr. D. Ravi & Mr. Y. Sundarsanarao - 25000 Sq.ft - 150 Nos - CNC Milling Mechine -3 Nos EDM Mechine -3 Nos Wire EDM -1 Nos CAD/CAM Software -2 Nos MAIN DIVISIONS - TOOLING DIVISION  AUTOMOBILE INDUSTRIES  GARMENTS INDUSTRIES  CONSUMER DURABLE INDUSTRIES  ELECTRICAL INDUSTRIES  PRE-CAST CONCRETE INDUSTRIES - COMPONENTS DIVISION  ELECTRICAL INDUSTRIES  HEAVY ELECTRICAL INDUSTRIES  ARCHITECTURAL/ STRUCTURAL  AUTOMOBILE INDUSTRIES MAIN PRODUCTS - Plastic Injection Moulds  Press Tools  Jigs & Fixtures  Paver Brick Moulds

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Precision Machine Parts  Sheet Metal Parts  Plastic Parts  Assemblies & Sub Assemblies AWARD & CERTIFICATE . List of Machines: 1.. Okamato Surface Grinding Machine 11. The company is committed to investing in each employee.Milling . training and upgrading them to perform their best.Lathe -Colchester CNC . Makino S56 . Having Well-equipped Metrology facility. CNC . Electronica – Eurocut 734 .ISO 9001 People are the greatest assets of Classic Moulds & Dies. We have 75 % Indian Market and 25 % Overseas Market. 20 .Wirecut 8. Ecowin MIC452 – PNC EDM 6. taking them through the technological evolution.VMC 2.Makino 7. Hauser – Jig Boring Machine 10. drilling machines etc.. Proth Surface Grinding machine 12. HMT Milling Machine And having other supporting machines like Lathe. GMT Surface Grinding Machine 13. Ecowin MIC 542 – CNC EDM 5. Hauser – Jig Grinding Machine 9. Classic Moulds and Dies understands the clients' business needs. YCM MV66A – VMC 4. YCM TV146A – VMC 3.

0 45.CHAPTER – III ANALYSIS AND INTERPRETATION Table No: 1 Age of respondents Age 20 – 30 31 – 45 46 & above Total No. 25% of the respondents fall from the age group of 46 and above.0 INFERENCE: The above table shows that majority of 45% of the respondents belongs to the age group of 31 to 45 and 30% of the respondents lies between 20 to 30 age group. of respondents 30 45 25 100 Percentage 30.0 100. The study reveals that all the respondents all age group level are well capable of assessing the quality of their work life. 21 .0 25.

Table No. 2 Experience of the respondents Experience Below 1 year 1 – 5 years 5 – 10 years Above 10 years Total No. so they are well capable of assessing the quality of their work life. The study reveals that all the respondents are well experienced. 22 . 19% of the respondents are with 1-5 years experience. of Respondents 19 24 57 100 Percentage 19 24 57 100 INFERENCE: The above table shows that majority of 57% of the respondents are with an experience of more than 10 years and 24% are 5 to 10 years of experience. No respondent is less experienced.

10. 20. 23 .20.000 Rs.10.000 – Rs. of Respondents 38 59 3 100 Percentage 38 59 3 100 INFERENCE: The above the table shows that as much as 82 per cent of the respondents are in the higher income group of more than Rs.000 income per month.000 Total No. in the study unit.000 Above Rs. 10.Table No – 3 Income level of the respondents Income Level Below Rs.000 Rs. 5.000 – Rs. 5. Hence it can be inferred that monetary benefits are not a constraint to assess the quality of work life.

Hence it can be inferred that the work in the study unit is such that which allows almost all the workers to use their skill and ability in full. of Respondents 46 51 2 1 100 Percentage 46 51 2 1 100 INFERENCE: The above the table states that as much as 97% of workers in the study unit were of the opinion that their job enables them to use their skills and abilities in full. 24 .Table No – 4 Using skills and abilities to perform the job Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. Only 3% of them disagreed to this point.

Table No – 5 Equal treatment at work place Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. of Respondents 43 57 100 Percentage 43 57 100 INFERENCE: The above the table shows that no harm is done to the self-respect of the workers in the study unit. Thus it can be concluded that the organization provides equal treatment at work place. 43% of the respondents strongly agreed to the statement and 57% of the respondents also opinioned that the workers are treated equally with respect at their work places. 25 .

of Respondents 46 51 2 1 100 Percentage 46 51 2 1 100 INFERENCE: From the above table it can be understood that almost 97% all the workers in the study unit either agree or even strongly agree that the conditions on their job allow them to be productive. Thus. Only 3% of them were of negative opinion. 26 . it is clear that the conditions on job are congenial to raise the productivity of the workers which is very essential for both the management and workers to achieve their objectives of higher productivity.Table No – 6 Conditions on my job allows me to be productive Opinion Strongly Agree Agree Disagree Strongly Disagree Total No.

Only 12% of the workers find no such opportunities in the study unit. of Respondents 25 63 12 100 Percentage 25 63 12 100 INFERENCE: The above table states that 25% of the workers strongly agree to the point that there are adequate opportunities to develop their own special abilities in the work place. it can be inferred that the opportunities available in the workplaces to develop the special abilities of the workers is satisfactory. 27 . No doubt in the improvement of special abilities would definitely improve the quality of work life in the study unit. 63% of the respondents agree to it only to some extent.Table No – 7 Opportunity to develop special abilities Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. Hence.

which is essential for the quality work life which is provide at the work place in the study unit. 18% of the respondents disagreed to accept it. 28 .Table No – 8 Organisations provides enough guidance to get the job done Opinion Strongly Agree Agree Disagree Strongly Disgree Total No. it con be inferred that guidance to work. of Respondents 24 58 17 1 100 Percentage 24 58 17 1 100 INFERENCE: The above table shows that 82% of the workers in the study unit are satisfied with the guidance provided to them by the superiors/managers to get the work done easily. Hence.

of Respondents 65 32 3 100 Percentage 65 32 3 100 INFERENCE: As shown in the table. Hence it can be concluded that there is positive attitude towards the provisions of tools techniques. are hand only 3 per cent of the respondents are refused to accept it.Table No – 9 Organization provides high quality tools and techniques to do the job Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. and 32% of the respondents also agree with then statements. 65% of the respondents very strongly agree & with the provisions made to utilize quality tools and techniques to perform the job. the opinion of the respondents as regard to the positive factors of the high quality tools and techniques required to perform the job. 29 .

it can be concluded that the chances for promotion are not attractive among the workers even though majority of them agree to it. the opinion of the respondents as regard to the chances for promotion is not appreciable compared to other determinants of quality of work life. of Respondents 20 52 27 1 100 Percentage 20 52 27 1 100 INFERENCE: As shown in the table. 30 . as much as 28% of the workers refused it. Hence. Only 72% of the respondents has agreed that the chances for promotion are good in the study unit where as.Table No – 10 Opportunities for promotion are good Opinion Strongly Agree Agree Disagree Strongly Disagree Total No.

Hence. it can be concluded that the safety towards the employees need to be concentrated highly to ensure safe and secured work life. of Respondents 59 41 100 Percentage 59 41 100 INFERENCE: As pointed out in the table. 31 .Table No – 11 The safety of workers is at high priority Opinion Yes No Total No. 59% of the respondents opinioned that high priority was assumed to safety at work place and other side of the coin reflects 41% of the respondents disagreed .

of Respondents 7 27 56 10 100 Percentage 7 27 56 10 100 INFERENCE: Above table shows that 56% of the respondents are satisfied with lightening and ventilation facilities provided in the work place. followed by 27% satisfied with canteen facilities and 7% of the respondents opinioned on first aid facilities.Table No – 12 Infrastructure facilities are Good Opinion Yes No Total No. of Respondents 90 10 100 Percentage 90 10 100 If “Yes” which of the following do you like Opinion First aid Canteen Lightening and ventilation Others Total No. 32 . 10% of the respondents opinioned on others includes drinking water. rest rooms etc.

Table No – 13 Fringe benefits are good in the organization Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. The remaining 16% were of the opinion that the fringe benefits offered in the study unit are not at all up to their expectations. As much as 56% were of the opinion that the fringe benefits are somewhat good. in general. 33 . are not up to the expectation of the workers. of Respondents 28 56 15 1 100 Percentage 28 56 15 1 100 INFERENCE: As shown in above table 34% of the workers accept that the fringe benefits offered to them are good and enough to their expectations. though not up to their expectations. Hence it can be concluded that the fringe benefits offered in the study unit.

Thus the attitude of the supervisors are not satisfactory and it is a hurdle in the assessment of the quality of work life in the study unit. 34 .Table No . of Respondents 25 45 25 5 100 Percentage 25 45 25 5 100 INFERENCE: As the above table states that the attitude of the supervisor towards the welfare of the workers is positive for 70% of the workers only. The remaining 30% were of the opinion that the attitude of their supervisor was not in favor of their welfare.14 The supervisor is concerned about the welfare of the workers Opinion Strongly Agree Agree Disagree Strongly Disagree Total No.

Job security is the vital factor to access the quality of the work life in any organization. of Respondents 53 46 1 100 Percentage 53 46 1 100 INFERENCE: The above table shows that 53% of the workers strongly feel that there is security for their job and only one worker feel that there is no security for the job.Table No – 15 Job security Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. Since the job security in the study unit ensures that there are majority chances for good performance and as a result the quality of work life are up to the expectation. 35 .

of Respondents 33 54 11 2 100 Percentage 33.Table No – 16 Helping tendencies of supervisor Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. 54% of the workers are the view that the supervisor are helping at times are not always. it can be understood that the helping tendency of the supervisor is not up to the expectations of the respondents as only 33% of them strongly accept that the supervisors are lending their helping hands always. The remaining 13% are of the opinion that they are not at all helped by their supervisor.0 54 11 2 100 INFERENCE: From the above table. it is up to the required expectations level of the workers in the study unit. 36 . The helping tendencies of the supervisors determine the quality of work life in any organization.

Table No – 17 Training opportunities helped in terms of improving the quality of work Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. 37 . 54% of the workers accept to some extent that the training opportunities are available and helpful. The training opportunities offered in the study unit are up to the expectations of the workers at present. The remaining 17% were of the opinion that they had no such opportunities. Training is very essential for quality of work life in any organization. which helps them to perform their job safely and competently. of Respondents 30 54 15 1 100 Percentage 30 54 15 1 100 INFERENCE: The above the table states that only 30% of the workers strongly accept that there are training opportunities in the study unit.

Only 6% of the workers have stated that their work is stressful sometimes and not always. 29% of the workers opinioned that the stress is always there in the work and a vast majority of 64% feels that they often find their work stressful. 38 . which if allowed uncontrolled will spoil the quality of work in the study unit. of Respondents 29 64 6 1 100 Percentage 29 64 6 1 100 INFERENCE: The above table shows that except only one worker of all the 99 workers are of the opinion that their work is stressful one. Hence it can be inferred that the work is stressful one. Among them.Table No – 18 Employees opinion about work stress Opinion Always Often Sometimes Never Total No.

of Respondents 65 4 0 31 100 Percentage 65 4 0 31 100 INFERENCE: From the table 69% of workers are satisfied with first shift.Table No – 19 Employees opinion on work schedule Opinion First Shift Second Shift Third Shift General Shift Total No. Hence the majority of the respondents accepts with their first shifts. 31% of workers are satisfied with general shift and 4% of the workers opinioned on second shift. 39 .

40 . The remaining 14% reveals that their supervisors never lend their ears to their suggestions. of Respondents 35 51 12 2 100 Percentage 35 51 12 2 100 INFERENCE: Above the table 35% of the workers opinioned that their supervisors are always accept their suggestions and get positive motivations from them. 58% state that their supervisors accept their suggestions sometimes and not always. So.Table No – 21 Accepting suggestions by the supervisors Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. Though there is no need for the supervisors to accept all the suggestions offered by the workers yet they shall not be motivational exists in the study unit in the form of discarding the suggestions made by the workers. these workers were motivated negatively by their supervisors.

which is very essential for improving the quality of work life in it. all the 99% of the workers are of the opinion that they are very proud to work in the study unit. of Respondents 81 18 1 100 Percentage 81 18 1 100 INFERENCE: The above table shows that except only one worker.Table No – 22 Proud to be a part of CLASSIC MOULDS & DIES Ltd. Thus the image of the study unit in the minds of the workers is very high. 41 . Opinion Strongly Agree Agree Disagree Strongly Disagree Total No.

1) 10 (6.4) 20 Agree 9 (9.8) 12 (11.9) 11 (12.6) 1 Total 19 24 57 100 HYPOTHESIS: There is no significant relationship between the experience level of workers and their opinion about promotions. Experience Level 1 -5 years 5 – 10 years >10 years Total Strongly Agree 5 (3.V] Table value [T.5) 32 (29.6) 52 Disagree 5 (5. the null hypothesis is accepted.f] = (r-1) (c-1) = (4 -1) (3 – 1) = 3*2 = 6 Significance level of 6 at 5% Calculated value [C. So it is proved that there is no significant relationship between the experience level of workers and their opinion about promotions 42 .944 = 12.V] = 4.2) 1 (0.Square –Test – I Table – 23 Opinion about promotions and the experience of the workers.5) 12 (15.Chi .592 Conclusion: Since the calculated value is less than the table value. Degree of Freedom [d.8) 3 (4.2) 0 (0.4) 27 Strongly Disagree 0 (0.

Income Level 5000-10000 10000-20000 >20000 Total HYPOTHESIS: There is no significant relationship between the opinion of respondents with different income level and their opinion on fringe benefits.6) 0 (0.5) 0 (0.592 Strongly Agree 8 (10.4) 1 (0.559 = 12. Degrees of Freedom[d.3) 32 (33.0) 2 (1.V] = 5.0) 1 Total 38 59 3 100 CONCLUSION: Since the calculated value is less than the table value.f] = (r-1) (c-1) = (4 -1) (3 – 1) = 3*2 = 6 Significance level of 6 at 5% Calculated value [C.5) 15 Strongly Disagree 0 (0. So it is proved that there is no significant relationship between the opinion of respondents with different income levels and their opinion on fringe benefits.Chi . 43 .7) 56 Disagree 8 (5.Square –Test – II Table – 24 Opinion about fringe benefits and income level of the workers.9) 1 (0.7) 6 (8.8) 28 Agree 22 (21. the null hypothesis is accepted.V] Table value [T.6) 20 (16.

= 44.f] = (r-1) (c-1) = (3 -1) (2 – 1) = 2*1 = 2 Significance level of 2 at 5% Calculated value [C.V] CONCLUSION: Since the calculated value is higher than the table value.991 44 . Strongly Agree 25 (10.8) 0 (14.2) 25 Agree 14 (27. the null hypothesis is rejected.694 = 5.9) 63 Disagree 4 (5. Strongly Agree Agree Total HYPOTHESIS: There is no significant relationship between the equal treatment of workers and their opportunities to develop their own abilities in the organization.8) 12 Total 43 57 100 Degrees of Freedom[d.2) 8 (6.Chi – Square Test – III Table – 25 Opinion about the opportunities provided in the organization to develop the employees abilities and their equal treatment at work place.1) 49 (35.V] Table value [T. So it is proved that there is significant relationship between the equal treatment of workers and their opportunities to develop their own abilities in the organization. Equal Treatment at work place.

8) 2 Total 59 41 100 HYPOTHESIS: There is no significant relationship between the employee’s opinion on priority to safety and their acceptance of suggestion by their superior. Employees opinion prior to safety Yes No Total Strongly Agree 16 (20.4) 35 Agree 33 (30. = 4. So it is proved that there is no significant relationship between the employee’s opinion on priority to safety and their acceptance of suggestion by their superior.f] = (r-1) (c-1) = (4 -1) (2 – 1) = 3*1 = 3 Significance level of 3 at 5% Calculated value [C.815 45 . the null hypothesis is accepted.9) 12 Strongly Disagree 2 (2) 0 (0.1) 18 (20. Degrees of Freedom[d.V] Table value [T.9) 51 Disagree 8 (8) 4 (4.V] CONCLUSION: Since the calculated value is lesser than the table value.7) 19 (14.922 = 7.Chi – Square Test –IV Table – 26 Opinion about the Employees Priority to Safety and Their Acceptance of Suggestions by their Superiors.

33 e. Awards & Rewards = (9*5 + 22*4 + 23*3 + 24*2 + 22*1)/N = (45 + 88 + 69 + 48 + 22)/100 = 272/100 = 2.72 d.44 c.95 46 . Recognition = (34*5 + 24*4 + 10*3 + 16*2 + 16*1)/N = (170 + 96 + 30 + 32 + 16)/100 = 344/100 = 3. Friendly Co-workers = (19*5 + 16*4 + 21*3 + 39*2 + 15*1)/100 = (95 + 64 + 63 + 58 + 15)/100 = 295/100 = 2.56 b. Compensation = (10*5 + 12*4 + 20*3 + 17*2 + 14*1)/100 = (50 + 48 + 60 + 34 + 41)/100 = 233/100 = 2.Weighted Average Method: Table – 27 Employee’s perception on motivational insights Insights Interest in work Recognition Award and Rewards Compensation Friendly Co-workers Rank (1-5) 4 3 26 26 24 1 22 23 12 20 16 21 Total 100 100 100 100 100 5 28 34 9 10 19 2 14 16 24 17 29 1 6 16 22 41 15 Weighted average method = (X1W1 + X2W2 + X3W3 + --------)/N a. Interest work = (28*5 + 26*4 + 26*3 + 14*2 + 6*1)/N = (140 + 104 + 78 + 28 + 6)/100 = 356/100 = 3.

Rank Weighted Average Score Rank I II III VI V Weighted Average 3.56 3. 47 .95 2. compensation and friendliness with co-workers rank less than the general average of 3. The motivational factors like awards and rewards.44. It reveals that both the management and the workers are in mutual understanding as the interest in the work ranks high and the recognition of the workers ability and skill by the management is also at high level. It envisages that the management needs concentration on awarding rewards and in paying compensation where as the workers shall develop friendliness with their co-workers to make the work life a quality one.72 2.56 followed by recognition with 344 points weighing an average of 3.33 Attributes Interest in work Recognition Friendly Co-workers Awards and Rewards Compensation INFERENCE: From the table it is clear that among the motivational insights factors interest in work ranks the top with 356 points resulting an average of 3.44 2.

it is inferred that majority of 45% of the respondents belongs to the age group of 31 to 45 and 30% of the respondents lies between 20 to 30 age group. experienced. it is inferred that as much as 82 per cent of the respondents are in the higher income group of more than Rs.1 FINDINGS FROM THE STUDY The following findings were observed:  From the table 1.CHAPTER – IV 4. it is inferred that almost 97% all the workers in the study unit either agree or even strongly agree that the conditions on their job allow them to be productive.  From the table 3. it is inferred that as much as 97% of workers in the study unit were of the opinion that their job enables them to use their skills and abilities in full.  From the table 5. it is inferred that majority of 57% of the respondents are with an experience of more than 10 years and 24% are 5 to 10 years of experience. 43% of the respondents strongly agreed to the statement and 57% of the respondents also opinioned that the workers are treated equally with respect at their work places. 25% of the respondents fall from the age group of 46 and above. 19% of the respondents are with 1-5 years experience.  From the table 2.  From the table 4.  From the table 6. 10. No respondent is less 48 .000 income per month. shows that no harm is done to the self-respect of the workers in the study unit. Only 3% of them disagreed to this point. Only 3% of them were of negative opinion.

it is inferred that the opinion of the respondents as regard to the positive factors of the high quality tools and techniques required performing to do the job. as much as 28% of the workers refused it. it is inferred that the opinion of the respondents as regard to the chances for promotion is not appreciable compared to other determinants of quality of work life.  From table 12. it is inferred that 59% of the respondents opinioned that high priority was assumed to safety at work place and other side of the coin reflects 41% of the respondents disagreed. and only 3% of the respondents are refused to accept it. it is inferred that 56% of the respondents are satisfied with lightening and ventilation facilities provided in the work place. Only 12% of the workers find no such opportunities in the study unit.  From the table 10. 63% of the respondents agree to it only to some extent. and 32% of the respondents also agree with the statements. followed by 27% satisfied with canteen facilities and 7% of the respondents opinioned on first aid 49 .  From the table 9.  From the table 8. From the table 7. it is inferred that 82% of the workers in the study unit are satisfied with the guidance provided to them by the superiors/managers to get the work done easily. 18% of the respondents disagreed to accept it.  From the table 11. 65% of the respondents very strongly agree & with the provisions made to utilize quality tools and techniques to perform the job. it is inferred that 25% of the workers strongly agree to the point that there are adequate opportunities to develop their own special abilities in the work place. Only 72% of the respondents have agreed that the chances for promotion are good in the study unit where as.

The remaining 13% are of the opinion that they are not at all helped by their supervisor.  From the table 16.  From the table 15. 10% of the respondents opinioned on others includes drinking water. 54% of the workers are the view that the supervisor are helping at times are not always. which helps them to perform their job safely and competently.  From the table 17. it is inferred that 34% of the workers accept that the fringe benefits offered to them are good and enough to their expectations. it is inferred that the helping tendency of the supervisor is not up to the expectations of the respondents as only 33% of them strongly accept that the supervisors are lending their helping hands always. 54% of the workers accept to some extent that the training opportunities are available and helpful. 50 . though not up to their expectations. rest rooms etc. The remaining 16% were of the opinion that the fringe benefits offered in the study unit are up to their expectations. The remaining 30% were of the opinion that the attitude of their supervisor was not in favor of their welfare.  From the table 14. As much as 56% were of the opinion that the fringe benefits are somewhat good.  From the table 13. it is inferred that the attitude of the supervisor towards the welfare of the workers is positive for 70% of the workers only. The remaining 17% were of the opinion that they had no such opportunities. it is inferred that only 30% of the workers strongly accept that there are training opportunities in the study unit. it is inferred that 53% of the workers strongly feel that there is security for their job and only one worker feel that there is no security for the job.facilities.

which is very essential for improving the quality of work life in it.  From the table 21. it is inferred that 69% of workers are satisfied with first shift.  From the table 19. it is inferred that 35% of the workers opinioned that their supervisors are always accept their suggestions and get positive motivations from them. it is inferred that except only one worker of all the 99 workers are of the opinion that their work is stressful one. all the 99% of the workers are of the opinion that they are very proud to work in the study unit.2 SUGGESTIONS AND RECOMMENDATIONS 51 . supervisors. 58% state that their supervisors accept their suggestions sometimes and not always.  From the table 20. 29% of the workers opinioned that the stress is always there in the work and a vast majority of 64% feel that they often find their work stressful. Among them. So. The remaining 14% reveals that their supervisors never lend their ears to their suggestions. it is inferred that shows that except only one worker. Only 6% of the workers have stated that their work is stressful sometimes and not always. 31% of workers are satisfied with general shift and 4% of the workers opinioned on second shift. From the table 18. these workers were motivated negatively by their 4. Thus the image of the study unit in the minds of the workers is very high.

Improvement in rewarding and awarding policies. ii.  Employees expects the quality of work to be measured periodically be the company 52 . Employees need high motivation from the top management of  Employees needs more compensation from the company  Employees expects mutual relationship between co-workers  Employee’s needs special training from the company related to their job during working period. expecting the following from the company. Introduction of Promotion policy at operation level  the company. i.. The employees of CLASSIC MOULDS & DIES Ltd.

So company should satisfy them in order to improve the business in the higher competitive market of the liberalized economy. Compared to other companies believe in employee’s satisfaction and brilliant productivity hours. is good. Since employees are the backbone of the company. it is clear that quality of work life of employees in CLASSIC MOULDS & DIES Ltd. This research highlights some of the small gaps in employee’s satisfaction towards the company.3 CONCLUSION From the study.. 53 . CLASSIC MOULDS & DIES Ltd aims to promote the peaceful industrial relations and good organization which is highlighted by management and the employees.4. Quality mission includes not only the quality of the products but also the Quality of Work Life.

5. New Delhi – 110 001. C.N. “Personnel Management Text & Cases”. Ivancevich (2003). 3. R.com 54 .. New Delhi – 110 001. K. Aswathappa (1997). Chennai – 17. R. V. Bhagavathi (1998).ask.humanresources. 132-141. John M. New Delhi. 6. “Human Resources and Personal Management” Tata Mcgraw-Hill Publishing Company Limited. Pillai and V. Mamoria and S. Biswaject pattanayak (2001). 2. C.qualityofworklife. pp. Kothari (2001) “Research Methodology” of Wishwa Prakashan Publishing. WEBSITES: www.com www. “Human Resources and Personal Management” Prentice Hall of India Pvt. B.REFERENCES BOOKS: 1. Gankar (2001). “Statistics” of Sultan Chand and sons.S.com www. New Delhi. “Human Resources and Personal Management” Tata Mcgraw-Hill Publishing Company Limited.com www. XXI Edition. Himalaya Publishing house Mumbai.classicmoulds. Edition 4. Ltd. II Edition.

I Rakesh K. I promise that the data collected through this questionnaire shall be kept confidential and will be used for academic purpose only. Personal Details NAME (OPTIONAL) AGE : : 20 TO 30 : 31 TO 45 : 46 AND ABOVE QUALIFICATION DESIGNATION EXPERIENCE <1 year 5-10 years INCOME <5000 10000-20000 5000-10000 >20000 1-5 years 10 years : : : 2.M).RESPONSE SHEET QUESTIONNAIRE 1. I would be grateful if you would kindly make it convenient to spare our valuable time for filling up the below furnished questionnaire for me. (H.com Respected Sir/Madam. Pondicherry University. APPENDIX QUALITY OF WORK LIFE .www.indianplasticportal. The Job allows me to use my skills and abilities to the maximum level  Strongly agree  Agree 55 .A. have undertaken a project study on “Quality of Work Life” on your esteemed organizational.N doing my M.R.B.

Conditions tin the job allows me to be productive  Strongly agree  Agree  Disagree  Strongly Disagree 5. The organization provides enough instruction to get the job done  Strongly agree  Agree  Disagree  Strongly Disagree 7. The organization provides an opportunity to develop my own abilities  Strongly agree  Agree  Disagree  Strongly Disagree 6. I am treated with respect in the work place  Strongly agree  Agree  Disagree  Strongly Disagree 4. Disagree  Strongly Disagree 3. The organization is providing a high quality tools and techniques to do the job  Strongly agree 56 .

Does the infrastructure facilities is good Yes No If. Agree  Disagree  Strongly Disagree 8. The supervisor is concerned about the welfare activities of the employees  Strongly agree  Agree 57 . The safety of workers is at high priority Yes No 10. Fringe benefits are good in the organization  Strongly agree  Agree  Disagree  Strongly Disagree 12. yes which of the following do you like First aid Lightening arid Ventilation Canteen Others 11. The opportunity for promotions are good  Strongly agree  Agree  Disagree  Strongly Disagree 9.

How often do you find work stressful?  Always  Often  Sometimes 58 . The job is secured  Strongly agree  Agree  Disagree  Strongly Disagree 14.  Strongly agree  Agree  Disagree  Strongly Disagree 16. The supervisor is helpful to me in getting the job done  Strongly agree  Agree  Disagree  Strongly Disagree 15. The training opportunities has really helped in improving the quality of work. Disagree  Strongly Disagree 13.

I am proud to be a part of CLASSIC MOULDS & DIES LTD  Strongly agree  Agree  Disagree 59 . Which of the following best describes your usual work schedule?  First Shift  Second Shift  Third Shift  General Shift 18. Rank the following motivational insights: Insights 1 2 3 4 5 Interesting work Recognition Awards & Rewards Compensation Friendly co . The suggestions give by me are always accepted and motivated by the superior  Strongly agree  Agree  Disagree  Strongly Disagree 20.workers Rank (1-5) 19. Never 17.

 Strongly Disagree 21. Your valuable suggestion to improve QWL _____________________________ 60 .

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