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A STUDY ON QUALITY OF WORK LIFE IN K.M.

R
TEXTILES, COIMBATORE.

PROJECT REPORT

Submitted by

S.THILAKAVATHI

Reg. No. 098001619046

in partial fulfillment for the award of the degree


of

MASTER OF BUSINESS ADMINISTRATION


IN
DEPARTMENT OF MANAGAMENT STUDIES

VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN


TIRUCHENGODE-637205
JUNE-2010
A STUDY ON QUALITY OF WORK LIFE IN K.M.R
TEXTILES, COIMBATORE.

PROJECT REPORT

Submitted by

S.THILAKAVATHI

Reg. No. 098001619046

in partial fulfillment for the award of the degree


of
MASTER OF BUSINESS ADMINISTRATION
Under the guidance of
Mrs.M.STELLA, M.B.A., M.plil.,

ANNA UNIVERSITY OF TECHNOLOGY- COIMBATORE


DEPARTMENT OF MANAGEMENT STUDIES
VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN
JUNE-2010
VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN
(Affiliated to Anna University of Technology, Coimbatore)
Elayampalayam, Tiruchengode
DEPARTMENT OF MBA
PROJECT WORK
JUNE 2010
This is to certify that the project entitled
A STUDY ON QUALITY OF WORK LIFE WITH REFRENCE TO
K.M.R TEXTILES, COIMBATORE
is the bonafide record of project work done by
S.THILAKAVATHI
Register No. 098001619046
of M.B.A during the year 2009-2010
-------------------------------- -------------------------------
Project Guide Head of the Department

Submitted for the project Viva-Voce examination held on __________________

------------------------------------ ------------------------------
Internal Examiner External Examiner
DECLARATION
I affirm that the project work title A Study on quality of work life reference to
K.M.R Textiles Being submitted in partial fulfillment for the award of MBA is the
original work carried out by me. It has not formed the part of any other project work
submitted for award of any degree, either in this or any other university.

(Signature of the candidate)


Thilakavathi.s
098001619046
I certify that the declaration made above by the candidate is true

Signature of the Guide,


Mrs.M. Stella., M.B.A., M.Phil.
ACKNOWLEDGEMENT

I express my sincere thanks and gratitude to Vidhya Rathna Prof. Dr. M.


Karunanidhi, B.Pharm., M.S., Ph.D., D.Lit., Chairman & Secretary,
Vivekanandha Educational Institutions, for his support in all our endevours.
I extent my heartfelt thanks to the principal, Dr. R. K. Gnanmurthy, ME.,
M.Phil., Ph.D., for the constant support given in all our activities.
I wish to express my sincere thanks to Dr. M. Latha Natarajan, MBA.,
Ph.D., Head of the Department of Business Management for the help and kind
support rendered by her.
I express my profound thanks to Mrs.M.Stella, M.B.A., M.Phil., Lecturer,
Department of Business Management, Faculty guide for the encouragement,
supervision and guidance throughout the project.
I also thank Mr. R.Sounderarajan, Management Directer, K.M.R.Textiles,
for granting me permission to undergo this project in their organization.
I would like to express my sincere thanks for my parents and friends for
their unbounded support to make this project a reality.
I also express my heartfelt thanks to all the respondents who have provided
information required for the study.
CONTENTS

Chapter Title Page


No No.
ABSTRACT

LIST OF TABLES

LIST OF CHARTS

1 INTRODUCTION

1.1 About the study 1

1.2 About the industry 5

1.3 About the company 7

2 MAIN THEME OF THE PROJECT 8

2.1 Objective of the Study 8

2.2 Scope and Limitation of the Study 9

2.3 Research Methodology 10

2.4 Review of Literature 12

3 ANALYSIS AND INTERPRETATION 18

FINDINGS,RECOMMENDATION AND CONCLUSION

4.1 Findings 53

4.2 Recommendation 54

4.3 Conclusion 55

4 Appendices

5 Bibliography
ABSTRACT

The most significant resource of an organization is often said to be its people


organizations exist because of individuals without whom it cannot function. In fact, the
challenges, the opportunity, and also the frustration, of creating and managing
organizations very often originate from the people related problems that arise within them
people-related problems often stem from the mistaken belief that people are alike that
they may be treated identically. There would be a lot of variability in psychological
features which demand attention.

The present study is designed as “Quality Of Work Life” is undertaken at


K.M.R textiles to know how for the employees are satisfied with working conditions,
fringe benefits, job security, training and development, salary and level of involvement
and commitment and to assess the level of quality of work life

LIST OF TABLES

Table No Title Page No

1 Age wise classification 18


2 Gender wise classification 19
3 Marital Status of the respondents 20
4 Department wise classification 21
5 Education qualification of the respondents 22
6 Work time flexibility 23
7 Working schedule 25
8 Extra working time 27
9 Nature of the job 29
10 Opinion regarding the employees recruitment, 31
promotion &transfer policies
11 Using ability and skills 33

12 Opinion about wages and incentives 35


13 Opinion about working condition 37
14 Opinion about quality of training program 39
15 Opinion about performance appraisal and training 41
need
16 Opinion about uniform and canteen facility 43
17 Opinion about inter personal communication 45
between the management and employee
18 Opinion about worker and work relation 47
19 Opinion about work stress 49
20 Opinion about over all satisfaction 51

LIST OF CHART

Chart Title Page


No No
1 Work time flexibility 24
2 Working schedule 26
3 Extra working time 28
4 Nature of the job 30
5 Opinion regarding the employees recruitment, 32
promotion &transfer policies
6 Using ability and skills 34
7 Opinion about wages and incentives 36
8 Opinion about working condition 38
9 Opinion about quality of training program 40
10 Opinion about performance appraisal and training need 42
11 Opinion about uniform and canteen facility 44
12 Opinion about inter personal communication between 46
the management and employee
13 Opinion about worker and work relation 48
14 Opinion about work stress 50
15 Opinion about over all satisfaction 52

INTRODUCTION TO THE STUDY

“QWL, in short, refers to the level of satisfaction, motivation, involvement and


commitment of individual experience with respect to their lines at work” – Brenardin.
Quality of Work Life (QWL) is a prescriptive concept; it attempts to design work
environments so as to maximize concern for human welfare. It is a goal, as well as a process.
The goal is the creation of more involving, satisfying and effective jobs and work environment
for people at all levels of the organization as a process, QWL involves efforts to realize this goal
through active participation.
According to Llyd Suttle “QWL is the degree to which members of a work organization
are able to satisfy important personal needs through their experiences in the organization”.
QWL denotes direct participation by workers in day-to-day decision making on the
job. Most often, employees get a voice in work scheduling, quality control, compensation, a
determination of the job environment itself and/or other significant working factors and the goal
is a twofold one: increased productivity and improved union – management relations.
There are two ways of looking at what we mean by QWL.One way equates QWL with
a set of objective organizational conditions and practices. The other way equates QWL with
employees perceptions that they are safe, relatively well satisfied, and are able to grow and
develop as human beings. This way relates QWL to the degree to which the full range of human
needs is met.
In many cases these two views merge: a worker who likes his organization and the way
his job is structured will feel that his work fulfills him. In such cases, either approach will lead to
a common determination of whether a good QWL exists. However, because of the differences
among people and because of the second view is quite subjective – it allows, for example. That
not everyone finds such things as democratic decision making and enriched jobs to be an
important component of a good QWL – we will define in terms of employee’s perception of their
physical and mental well – being at work.
It is worth noting that often the conditions that contribute to motivation (equitable
salaries, financial incentives, effective employee selection, etc) will also contribute to QWL.
Some of these activities like job enrichment might contribute indirectly to QWL by tapping the
workers higher order needs and motivating them. Still, other activities may contribute directly to
QWL providing for a safer workplace, less discrimination on the job and so forth.
A growing number of companies recognize that employees are more likely to choose
a firm and stay there if they believe that it offers a high QWL.A high QWL is related to job
satisfaction, which in turn is a strong predictor of absenteeism and turnover. A firm’s investment
in improving the QWL also pays off in the form of better customer service.
The goal of QWL is the creation of organizational conditions that foster individual
learning and development, that provide individuals with substantial influence and control over
what they do and how they are o do it and that provide individuals and meaningful work that
serves a source of personal satisfaction and a means to valued personal rewards.
It focuses on the problem of creating a human working environment where employees
work cooperatively and achieve results collectively. QWL includes four essential elements:
 The program seeks to promote human dignity and growth.
 Employees work collaborates.
 They determine work changes participative.
 The programmes assume compatibility of people and organizational goals.
The major factors that affect the QWL are:

 Pay: QWL is basically built around the concept of equitable pay. In the days ahead,
employees may want to participate in the profits of the firm as well. Employees must
be paid their due share in the progress and prosperity of the firm.
 Benefits: Workers throughout the globe raised their expectations over the years and
now feel entitled to benefits that were once considered a part of the bargaining
process. Apart from safe and healthy working conditions they would love to have
benefits of all kinds from the employers.
 Job security: Employees want stability of employment. They do not like to be the
victims of whimsical personnel policies and stay at the mercy of the employers. The
workplace should offer security of employment and the question of layoffs is opposed
tooth and nail by all categories of employees these days.
 Alternative work schedules: Employees demand more freedom at the workplace
especially in scheduling their work. Some of the alternative work schedules capable
of enhancing the quality of work life are :
 Flextime : A system flexible working hours.
 Staggered hours: Here groups of employees begin and end work at
different intervals.
 Compressed workweek : It involves more hours of work per day for
fewer days per week
 Job enrichment: It attempts to increase a person’s level of output by
providing that person with exciting, interesting, stimulating or
challenging work.
 Autonomous work groups (AWGs): Here a group of workers will be given some
controlled decision – making authority on production methods, distribution of
tasks, recruitment of team members, selection of team leaders, work schedules and
so on.
 Occupation stress: Obviously, an individual suffering from an uncomfortable
amount of job related stress cannot enjoy a high quality of worklife.To this end,
the personnel managers will have to look in to the working conditions, nature of
work, workers abilities, etc...To reduce job – related stress, the organization must
ensure the best fit between employee capabilities and the organizational
requirements and thereby ensure continued development of people at all levels.
 Worker participation: Employees have a genuine hunger for participation in
organizational issues affecting their lives.Naturely, they demand for more
participation in the decision making process at the workplace.
 Social Integration: the work environment should provide opportunities for
preserving an employee’s personal identity and self esteem through freedom from
prejudice, a sense of community, interpersonal openness and absence of
stratification in the organization. There should be equal treatment in the
workplace.
 Work and total life space: An individual’s work should not overbalance his life.
Ideally speaking, work schedules, career demands and other job requirements
should not take up too much of a person’s leisure time and family life.

The difficulties in sustaining or expanding the process of the QWL projects include
changes in union leadership, expectations that were too high, efforts aimed at production and
clerical levels with insufficient attention to changes at the managerial and professional levels
with insufficient attention to changes at the managerial and professional levels, and too little
attention to long term financial rewards for the participants. Major resistances from supervisors
have frequently occurred when the top management has paid insufficient attention to issues of
job security and role definition for people at this level.

INDUSTRY PROFILE

Textile Industry in India is the second largest employment generator after agriculture. It
holds significant status in India as it provides one of the most fundamental necessities of the people.
Textile industry was one of the earliest industries to come into existence in India and it accounts for
more than 30% of the total exports. In fact Indian textile industry is the second largest in the world,
second only to China.
Textile Industry is unique in the terms that it is an independent industry, from the basic
requirement of raw materials to the final products, with huge value-addition at every stage of
processing. Textile industry in India has vast potential for creation of employment opportunities in
the agricultural, industrial, organized and decentralized sectors & rural and urban areas, particularly
for women and the disadvantaged. Indian textile industry is constituted of the following segments:
Readymade Garments, Cotton Textiles including Handlooms, Man-made Textiles, Silk Textiles,
Woolen Textiles, Handicrafts, Coir, and Jute.

Till the year 1985, development of textile sector in India took place in terms of general
policies. In 1985, for the first time the importance of textile sector was recognized and a separate
policy statement was announced with regard to development of textile sector. In the year 2000,
National Textile Policy was announced. Its main objective was: to provide cloth of acceptable
quality at reasonable prices for the vast majority of the population of the country, to increasingly
contribute to the provision of sustainable employment and the economic growth of the nation; and to
compete with confidence for an increasing share of the global market. The policy also aimed at
achieving the target of textile and apparel exports of US $ 50 billion by 2010.

India has rich resources of raw materials of textile industry. It is one of the largest
producers of cotton in the world and is also rich in resources of fibers like polyester, silk, viscose etc.
India is rich in highly trained manpower. The country has a huge advantage due to lower wage rates.
Because of low labor rates the manufacturing cost in textile automatically comes down to very
reasonable rates. India is highly competitive in spinning sector and has presence in almost all
processes of the value chain. Indian garment industry is very diverse in size, manufacturing facility,
type of apparel produced, quantity and quality of output, cost, requirement for fabric etc. It comprises
suppliers of ready-made garments for both, domestic or export markets.

The outlook for textile industry in India is very optimistic. It is expected that Indian textile
industry would continue to grow at an impressive rate. Textile industry is being modernized by an
exclusive scheme, which has set aside $5bn for investment in improvisation of machinery. India can
also grab opportunities in the export market. The textile industry is anticipated to generate 12mn new
jobs in various sectors

COMPANY PROFILE

K.M.R textiles are situated at S.F. No.149/4, kovil Karuppa Gounder Thottam Kalapatti
Coimbatore-48. the company undergoes the manufacturing of waste cotton into yarn. The city boasts
of excellent transport facilities for floating labour population and some world class manufacturing
units with exceptional facilities of international standard. Unit II is situated at Kurubapalayam (po),
S.S.Kulam, and Coimbatore-48.
K.M.R textiles commenced its operation in 2003. Mr.M.Rama Kutty and
Mr.R.Sounderarajan are the managing partners vested with managerial power of the company. They
have started the company with the capital of 1 crore and the turn over was 60 lakhs and the
production capacity was 40,000 kgs of yarn. Today the company achieved the turnover of 1.5 crores
and planning production of 1, 00,000 kgs for the current year. It also established a strong marketing
network that links on various places.

There are nearly 150 blue collar labours and 10 white collar labours were working on the
shift basis 50 labours for each shift. The salary is calculated on the basis of kgs produced by the
labour.

Machines are imported from various countries like South Africa, Spain and Greece. The
company has 7 years experience in trade. The major customers are the local spinning mills. The
banker for the company is Indian overseas bank and state bank of India.

OBJECTIVES OF THE STUDY

The main objective is to study the Quality of Work life of the employees in the organization.

 To analyze the level of satisfaction with work environment this includes


relationship of workers with their superiors and colleagues.
 To study the level of autonomy and work speed routine that gives control of work
to the employees.
 To study the level of Work complexity and personal growth opportunity that
gives meaningfulness of work to the employees.
 To study the existing Task Related Interaction on the job in the organization.
 To rank the departments in terms of Autonomy, Work speed Routine, Work
Complexity, Personal growth Opportunity and Task Related Interaction.

SCOPE OF THE STUDY

The study aims at finding out the Quality of the Work Life (QWL) of the employees at K.M.R
textiles.
The study is based on the major factors that effect the QWL namely pay, employees benefits, job
security, alternative work schedules, occupational stress, worker participation, social integration
and work and total life space.

The study expresses the opinion of workers on their satisfaction, motivational factors, and
commitment and involvement levels in K.M.R textiles. The response of employees could be
biased. The study can be carried out for other industries and services with a few modifications.

LIMITATION OF THE STUDY

The results of the study are bound to be affected to a certain extent by the following limitations.
However these are marginal and do not substantially affect the analysis and suggestions. The
limitations are;
 The study was restricted to employees of one company and so the results cannot be
generalized.
 Though the results are unbiased, there may exist some biased response during filling the
questionnaire.

RESEARCH METHODOLOGY
Meaning for research:
Research in common parlance refers to search foe knowledge. One can also define
research as a scientific and systematic search for pertinent information on a specific topic.
The advanced learner’s dictionary of current English lays down the meaning of research
as “a careful investigation or inquiry especially through search for new facts in any
branch of knowledge.

Meaning for research methodology:


Research methodology is a way to systematically solve the research problem. It
may be understood as a science of studying how research is done scientifically. In it we
study the various steps that are generally adopted by a researcher in studying his research
problem along with the logic behind them.

Research design:
Research design is the blue print of the proposed study. It represents the overall
scheme of the study. “All research design is a logical and systematic planning and it helps
directing piece of research” the research design select for the particular study is
descriptive research studies.

A) Descriptive research design:


Descriptive research studies are those studies concerned with describing the
characteristics of a particular group. Such studies are concerned with specific predictions,
with narration of facts and characteristics concerning group or situation.

SAMPLING TECHINIQUES:
a) The location:
The survey was conducted in Coimbatore city.

b)Determination of sample size:


The size of sample was 25. It was decided arbitrarily. The target groups of
the respondents are the employees of K.M.R textiles.

c) Sampling techniques:
The survey is based on random as convenience method of sampling.

REVIEW OF LITERATURE

Quality of work life gained importance between 1969 and 1974 when broad
group of researchers,scholars,union leaders and government personnel developed interest in how
to improve the quality of an individual through on-the job experience. A series of attitudinal
surveys conducted at the University of Michigan between 1969 and 1973 attracted attention
towards the quality of employment. Thus Department of health, Education and welfare
sponsored a study on this issue which led to population of work in America simultaneously, the
pressures of inflation prompted the US government to address some of these issues. Accordingly
a federal productivity commission was established. These were jointly conducted by the
University Of Michigan Quality Of Work Programme and newly evolved national quality of
work centre.

Fleishman(1953) has studied the relationship of supervisory behaviour


With the productivity and morale of the sub ordinates , superiors create climate in their
department and high consideration results in high productivity and moralre

Ganguli (1964) : has argued that the factors that determine performance of the
workers in an industrial job can be classified under three heads.
1. personal factors.
2. work factors.
3. environmental (physical and social) factors.
Personal factors refer to skills of the workers and the degree of motivation that determine the
extent to which he wil apply his skill to the job. Work factor refers to tools and equipment,
method of work and materials used. Examples environmental factors are (a) physical lightening,
ventilation, etc.. (b) Social and psychological nature of leadership (supervisory and managerial),
social climate in shop, nature of the group formation amongst members , etc.. And (c) nature of
organizational controls, communication patterns , etc..

According to vroom (1964) , productivity depends upon two major variables viz.,
employees’ job performance and resources utilized. In most organizational performance of the
employees is relatively more important than the equipments and raw materials. Even in
automated operations, productivity in strategic and co ordinate systems largely depends up on the
human performance. Performance of a worker on a task or job is a direct function of his
motivation.
According to hark mentel (1971) , the nature of the relationship between job
characteristics and employee reactions to their work (including satisfaction , performance , and
absenteeism) will depend upon the need status of the employees.

Walton (1974) : One of the major interprets of the quality of work life movement
have proposed eight major conceptual areas for understanding , development of human
capacities growth and security , social integration , the total life space and social relevance.
Gazakerly (1975): worker wants from their employment challenges they can meet.
some immediacy in knowing how well they are doing , interesting work , congenial social
climate and degree of security , which enable them to work in co-operative rather than conflict-
ridden situation.

Johnson (1975): View that workers often value such as job interest and good
working conditions above pay. The author concluded that the pay becomes the most important
factor in job satisfaction only when it to seen as compensation for dissatisfying and alienating
job satisfaction.

Chris Arg Ysis (1975): Quality of work life is most conventionally defined as
those perceived input personal needs, which an individual tries to satisfy by working in an
organization, its conceptual foundations, though lay by behavioral scientists.

Westly (1979): Found the utility of the job enrichment programmes as remedies to
political, economic, psychological and sociological problems faced by human beings in
organization.

Nillakant and Tendon (1982): Management can initiate a number of changes in


work procedures; rationalize wage structures and bring about improvements in worker amenities
& working conditions – all these would lead to improvement in quality of work life.

Hallowell and Miller(1985) : Employment based on emergent of new values ,


which does not discriminate against those with carrying or other non-work responsibilities and
which provides an opportunity for people to realize their full potential “Humanizing the work
place” is a goal in its own right , one that has been spurred by changing values of the work force.
One major concern has been to humanize the work place by improving worker
satisfaction and working conditions.

Robbins – (1986): Jobs with autonomy give workers a sense of responsibility. Jobs
that yield feedback gives incumbents a means to evaluate their own performance and take
corrective action.
The relative importance of these characteristic differs by individuals. Some people
have stronger needs than for others.” this means that individual with a high growth need are
more likely to experience the psychological states when their jobs are enriched than are their
counter parts with a low growth need.

Mr.Vijayanand, (1999): had done a project on “Job satisfaction”, among the


employees in “Sakthi Sugars” and he suggested that the organization has to concentrate more on
labour measures and also with regard to the maintenance of buildings.

Mr.Vasudevan.c, (1999), : had done a project on “job satisfaction”, among the


workers in “ELGI Electric and Industries Limited “ and he suggested that the organization may
provide better working conditions, can reduce the hours of work and provide more career
advancement opportunities.

Ms smitha G paniker june 2005 had done project on INDIAN AIRLINES ,


Bangalore she suggested that HR department should be modern in the outlook and try to
identify the needs to the employees at the right. If the employees are encouraged and given
opportunity to take part in planning and decision making of the organization , they wil get more
involved in their work which increases their efficiency participative management . the working
conditions and physical needs such as restrooms hygiene work , hours of work , ventilation and
adequate light are the features to introduced in the organization which are important attributes of
satisfaction.
Ms Kirpa, (2006): had done a project on “Quality of work life” at Malabar Institute
of Medical Science Ltd and she suggested that among the welfare activities, canteen stands at a
dissatisfactory level and provision for drinking water are not kept as per the needs. Though most
of the employees are satisfied with the work. Moreover they except a well balanced pay structure
with regard to the incentives and increments provided. The researches hope that the suggestions
brought forward may implemented by the institute to improve the quality of work life of their
employees.

Ms Aswathy, (2006) had done a project on Britannia Industries Limited, Chennai


and her study considered mainly five factors of Quality of Work Life –Working Environment,
Autonomy, Regulations and competiveness, career prospects and rewards and benefits. It was
found that some of the above factors are not satisfactory for the employees at Britannia
Industries Ltd to ensure good quality of work life; all the factors should be equally satisfied. A
combined effect of all the factors in effective manner will increase the quality of work life,
which increases the productivity which ultimately results in good return.

Ms Mary Veronica (2006) had done a project on Life Insurance Corporations of


India(Tat bad Branch) she suggested for a recreation club by which Management can organize
family get together once in three months or six months which definitely help to improve the
organization mortality, good co-coordination and team spirint in a best way.

Ms Babitha George, (2006): had done a project on Hindustan Newsprint LTD,


Kottayam she the following:
 Step must be taken to improve the welfare amenities.
 Communication system should be made effective among the workers.
 Night shift allowance should be increased. The amounts of group insurance
scheme have to be increased.
 Quarters facilities should be improved and maintenance should be done at
proper time.
 Canteen facilities should be improved by providing quality food to the work.
It can be noted that the company running at profit since its inception. Hence the company
can undertake the suggestions without much financial strain. Before implementations the
recommendation, It is also desirable to consult the trade unions, to get better result, which will
help to resolve better employee employer relationship and industrial harmony.

Ms Anu Johnson, june-2006: had done a project on MRF tyre ltd Kottayam the
study reveals that satisfied workers can work effectively. It really affects the production process
and thus the industry. So the satisfaction level of employees is very important in the modern
industry. A psychological approach is necessary to influence the level of satisfaction.
Management may organize counseling programmes and training with emphasis on general health
are education and towards good relationship between employees and supervisors and thus
satisfaction level of the employees may be proved.

Mr Ronald , June 2006 , had done project on Hindustan photo films , co , LTD
OOty he suggested the following
 Company can represent the government to increase the wages and benefits.
 Company may oblige the employees to maintain a code of discipline to follow
the organizations rules and regulation.
 Company shall insist trade unions to work for the facilities of the employees and
their needs.

TABLE-1

AGE WISE CLASSSIFICATION

No of
S.No Age Percent
respondents
1 20-25 5 20

2 25-30 2 8

3 30-35 8 32

4 35-40 6 24

5 Above 40 4 16

Total 25 100

Source: primary data


Inference
The above table shows that out of 25 respondents 20% respondents are between the age
of 20-25, 8% respondents are between the age of 25-30, 32% respondents are between the age of
30-35, 24% respondents are between the age of 35-40 and 16% respondents are above the age of
40.

Hence, it is concluded that majority of respondent are between the age group of 30-35.

TABLE-2

GENDER WISE CLASSIFICATION

No of
S.No Sex Percent
respondents
1 Male 15 60

2 Female 10 40

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 60% respondents are male and
40% respondents are female.

Hence, it is concluded that majority respondents are male

TABLE-3

MARITAL STATUS OF THE RESPONDENTS

S.No Marital Status No of respondents Percent


1 Married 18 72

2 Un Married 7 28

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondent 72% are married and 28% are unmarried.

Hence, it is concluded that the majority of the married respondents are working in the
company.

TABLE-4

DEPARTMENT WISE CLASSIFICATION

No Of
S.no Department Percent
respondents
1 Finance 5 20
2 Production 7 28

3 Marketing 9 36

4 Quality Control 4 16

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondent 20% of respondents are from finance, 28%
respondents are from production, 36% respondents are from marketing and 16% respondent are
from quality control.

Hence, it is concluded that majority of respondent are from the marketing department

TABLE-5

EDUCATION QUALIFICATION OF THE RESPONDENTS

Education
S.No No of respondents Percent
qualification
Illiterate
1 5 20

2 School Level 11 44

3 Graduate 9 36

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 20% respondents are illiterate, 44%
respondents are school level and 36% respondents are graduates.

Hence, it is concluded that the majority of respondents working in the company are
school level.

TABLE-6

WORKING TIME FLEXIBILITY


S.No Flexible No of respondents Percent

1 Yes 22 88

2 No 3 12

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents about work time flexibility 88%
respondents says yes and 12% respondents says no.

Hence, it is concluded that the majority of respondents are working with time flexibility.

CHART NO: 1
WORKING TIME FLEXIBILITY
100
90
80
70
PERCENTAGE

60
50
No of respondents
40
Percent
30
20
10
0
Yes No Total
TIME FLEXIBILITY

TABLE-7

WORKING SCHEDULE
S.No Schedule No of respondents Percent

Day shift
1 16 64
Afternoon shifts
2 4 16

3 Night shifts 1 4

Split shift
4 2 8

Irregular shift/on-
5 call 1 4

6 Rotating shifts 1 4

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 64% respondent are comfortable with
day shifts, 16% respondents are comfortable with afternoon shifts, 4% respondent are
comfortable with night shift, 8% respondents are comfortable with split shift, 4% respondent are
comfortable with irregular shifts/on-call, 4% respondents are comfortable with rotating shifts.

Hence, it is concluded that majority respondents are comfortable with day shift.

CHART NO: 2

WORKING SCHEDULE
100
90
80
Day shift
70
Afternoon shifts
PERCENTAGE

60
Night shifts
50
Split shift
40 Irregular shift/on-call
30 Rotating shifts
20 Total
10
0
No of respondents Percent

TABLE-8

EXTRA WORKING TIME


S.No Hours No of respondents Percent

1 1-2 9 36

2 2-3 7 28

3 3-4 6 24

4 Above 4 3 12

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 36% respondents are working 1-2 hours
extra, 28% respondents are working 2-3 hours extra, 24% respondents are working 3-4 hours and
12% respondents are working above 4 hours in a month.

Hence, it is concluded that majority of the respondents are working 1-2 hours extra time
in a month.

CHART NO: 3

EXTRA WORKING TIME


100
90
80
70
PERCENTAGE

60
50
No of res pondents
40
P erc ent
30
20
10
0
1 to 2 2 to 3 3 to 4 A bove 4 Total
HO URS

TABLE-9

NATURE OF THE JOB


Lifting , Pulling
S.No No of respondents Percent
and Bending

1 Yes 17 68

2 No 8 32

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents about their nature of the job 68% respondents
say yes and 32% respondents say no.

Hence, it is concluded that majority of the job requires lifting, pulling and bending in the
company.

CHART NO: 4

NATURE OF JOB
100
90
80
70
PERCNTAGE

60
50
No of respondents
40
Percent
30
20
10
0
Yes No Total
NATURE OF JOB

TABLE-10
RESPONDENTS OPINION ABOUT RECRUITMENT, PROMOTION &
TRANSFER POLICES

No of
S.No Opinion percent
respondents
1 Highly satisfied 6 24

2 Satisfied 15 60

3 Dissatisfied 2 8

4 Highly Dissatisfied 1 4

5 Neutral 1 4

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 24% respondents are highly satisfied
about the recruitment, promotion and transfer policies, 60% respondents are satisfied about the
recruitment, promotion and transfer policies , 8% respondents are dissatisfied about the
recruitment, promotion and transfer policies, 4% respondents are highly dissatisfied about the
recruitment, promotion and transfer policies and 4% respondents are neutral about the
recruitment, promotion and transfer policies.

Hence, it is concluded that majority respondents are satisfied about the recruitment,
promotion and training policy of the company.

CHART NO: 5

RESPONDENTS OPINION ABOUT RECRUITMENT, PROMOTION &


TRANSFER POLICES
100
90
80
70 Highly satisfied
PERCENTAGE

60 Satisfied
50 Dissatisfied

40 Highly Dissatisfied
Neutral
30
Total
20
10
0
No of respondents percent

TABLE-11

USING ABILITY AND SKILLS


S.No Skills and ability No of respondents Percent

1 Yes 20 80

2 No 5 20

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents about using their skills and ability in their
80% respondents say yes and 20% say no.

Hence, it is concluded that majority of the respondents say yes for using their ability and
skill in their job.

CHART NO: 6

RESPONDENTS USING ABILITY AND SKILLS


100
90
80
70
PERCENTAGE

60
50
No of respondents
40
Percent
30
20
10
0
Yes No Total
USING SKILLS AND ABILITY

TABLE-12

RESPONDENTS OPINION ABOUT WAGES AND INCENTIVES


No of
S.No Opinion percent
respondents
1 Highly satisfied 2 8

2 Satisfied 10 40

3 Dissatisfied 8 32

4 Highly Dissatisfied 3 12

5 Neutral 2 8

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 8% respondents are highly satisfied
about the wages and incentives, 40% respondents are satisfied about the wages and incentives,
32% respondents are dissatisfied about the wages and incentives, 12% respondents are highly
dissatisfied about the wages and incentives and 8% respondents are neutral about the wages and
incentives.
Hence, it is con concluded that majority of the respondent are satisfied about the wages
and incentives.

CHART NO: 7

RESPONDENTS OPINION ABOUT WAGES AND INCENTIVES


100
90
80
70 Highly satisfied
PERCENTAGE

60 Satisfied
50 Dissatisfied
40 Highly Dissatisfied
Neutral
30
Total
20
10
0
No of respondents percent

TABLE-13

RESPONDENTS OPINION ABOUT WORKING CONDITION


No of
S.No Opinion percent
respondents
1 Highly satisfied 10 40

2 Satisfied 9 36

3 Dissatisfied 2 8

4 Highly Dissatisfied 1 4

5 Neutral 2 8

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 40% respondents are highly satisfied
about the working condition, 36% respondents are satisfied about the working condition, 8%
respondents are dissatisfied about the working condition, 4% respondents are highly dissatisfied
about the working condition and 8% respondents are neutral about the working condition.
Hence, it is concluded that majority of the respondents are highly satisfied about their
working condition.

CHART NO: 8

RESPONDENTS OPINION ABOUT WORKING CONDITION


100
90
80
70 Highly satisfied
PERCENTAGE

60 Satisfied
50 Dissatisfied

40 Highly Dissatisfied
30 Neutral

20 Total

10
0
No of respondents percent

TABLE-14

RESPONDENTS OPINION ABOUT QUALITY OF TRAINING PROGRAM


No of
S.No Opinion percent
respondents
1 Highly agree 7 28
2 Agree 14 56

3 Disagree 2 8

4 Highly Disagree 2 8

5 Neutral 0 0

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 28% respondents are highly agree with
the quality of training program, 56% respondents are agree with the quality of training program,
8% respondents are disagree with the quality of training program, 8% respondents are highly
disagree with the quality of training program and 0% respondents are neutral with the quality of
training program.

Hence, it is concluded that majority of the respondent are agree with the quality of
training program.

CHART NO: 9
RESPONDENTS OPINION ABOUT QUALITY OF TRAINING
PROGRAM

100
90
80
70 Highly agree
PERCENTAGE

60 Agree
50 Disagree

40 Highly Disagree
Neutral
30
Total
20
10
0
No of respondents percent

TABLE-15
RESPONDENTS OPINION ABOUT PERFORMANCE APPRASIAL AND
TRAINING NEEDS

No of
S.No Opinion percent
respondents
1 Highly agree 13 52

2 Agree 8 32

3 Disagree 1 4

4 Highly Disagree 1 4

5 Neutral 2 8

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 52% respondents are highly agree with
the performance appraisal and training needs, 32% % respondents are agree with the
performance appraisal and training needs, 4% % respondents are disagree with the performance
appraisal and training needs, 4% % respondents are highly disagree with the performance
appraisal and training needs and 8% % respondents are neutral with the performance appraisal
and training needs.

Hence, it is concluded that majority of the respondent are highly agree with the
performance appraisal and training needs of the company.

CHART NO: 10
RESPONDENTS OPINION ABOUT PERFORMANCE APPRASIAL AND
TRAINING NEEDS

100
90
80
70 Highly agree
PERCENTAGE

60 Agree
50 Disagree
Highly Disagree
40
Neutral
30
Total
20
10
0
No of respondents percent

TABLE-16
RESPONDENTS OPINION ABOUT CANTEEN FACITLITY
AND UNIFORM

No of
S.No Opinion Percent
respondents
1 Highly satisfied 6 24

2 Satisfied 11 44

3 Dissatisfied 4 16

4 Highly Dissatisfied 2 8

5 Neutral 2 8

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 24% respondents are highly satisfied
with the canteen facility and uniform, 44% respondents are satisfied with the canteen facility and
uniform, 16% respondents are dissatisfied with the canteen facility and uniform, 8% respondents
are highly dissatisfied with the canteen facility and uniform, 8% respondents are neutral with the
canteen facility and uniform.

Hence, it is concluded that majority of the respondents are satisfied with the canteen and
uniform facility.

CHART NO: 11
RESPONDENTS OPINION ABOUT CANTEEN FACITLITYAND
UNIFORM

100
90
80
70 Highly satisfied
PERCENTAGE

60 Satisfied
50 Dissatisfied

40 Highly Dissatisfied

30 Neutral

20 Total

10
0
No of respondents percent

TABLE-17
RESPONDENTS OPINION ABOUT INTERPERSONAL
COMMUNICATION BETWEEN MANAGEMENT AND EMPLOYEE

No of
S.No Opinion Percent
respondents
1 Highly satisfied 12 48

2 Satisfied 7 28

3 Dissatisfied 3 12

4 Highly Dissatisfied 1 4

5 Neutral 2 8

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 48% respondents are highly satisfied
with the interpersonal communication between management and employee, 28% respondents
48% respondents are satisfied with the interpersonal communication between management and
employee, 12% respondents 48% respondents are dissatisfied with the interpersonal
communication between management and employee, 4% respondents 48% respondents are
highly dissatisfied with the interpersonal communication between management and employee,
8% respondents 48% respondents are neutral with the interpersonal communication between
management and employee.

Hence, it is concluded that majority respondents are highly satisfied with the
interpersonal communication between management and employee.

CHART NO: 12
SHOWING RESPONDENTS OPINION ABOUT INTERPERSONAL
COMMUNICATION BETWEEN MANAGEMENT AND EMPLOYEE

100
90
80
70 Highly satisfied
PERCENTEGE

60 Satisfied
50 Dissatisfied
40 Highly Dissatisfied

30 Neutral

20 Total

10
0
No of respondents percent

TABLE-18
RESPONDENTS OPINION ABOUT WORKER AND WORK RELATION

No of
S.No Opinion percent
respondents
1 Highly satisfied 7 28

2 Satisfied 13 52

3 Dissatisfied 1 4

4 Highly Dissatisfied 3 12

5 Neutral 1 4

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 28% respondents are highly satisfied
with the worker and work relation, 52% respondents are satisfied with the worker and work
relation, 4% respondents are dissatisfied with the worker and work relation, 12% respondents are
highly dissatisfied with the worker and work relation, 4% respondents are neutral with the
worker and work relation.

Hence, it is concluded the majority of the respondents are satisfied with the work and
work relation.

CHART NO: 13

RESPONDENTS OPINION ABOUT WORKER AND WORK RELATION


100
90
80
70 Highly satisfied
PERCENTAGE

60 Satisfied
50 Dissatisfied
40 Highly Dissatisfied
30 Neutral
Total
20
10
0
No of respondents percent

TABLE-19
RESPONDENTS OPINION ABOUT WORKSTRESS

No of
S.No Opinion percent
respondents
1 Always 7 28

2 Often 8 32

3 Sometimes 3 12

4 Hardly Ever 4 16

5 Never 3 12

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 28% respondent are feels that there is always
stress in their work, 32% respondent are feels that there is often stress in their work, 12%
respondent are feels that there is sometimes stress in their work, 16% respondent are feels that
there is hardly ever stress in their work, 12% respondent are feels that there is no stress in their
work

Hence, it is concluded that majority of the respondents are feel stress often in their work.

CHART NO: 14

RESPONDENTS OPINION ABOUT WORKSTRESS


100
90
80
70 Always
PERCENTAGE

60 Often
50 Sometimes

40 Hardly Ever
Never
30
Total
20
10
0
No of respondents percent

TABLE-20
RESPONDENTS OPINION ABOUT OVER ALL SATISFACTION

No of
S.No Opinion percent
respondents
1 Very Satisfied 17 68

2 Somewhat satisfied 4 16

3 Not too satisfied 3 12

4 Not at all satisfied 1 4

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 68% respondents are very satisfied with the
quality of work life, 16% respondents are somewhat satisfied with the quality of work life, 12%
respondents are not too satisfied with the quality of work life, 4% respondents are not at all
satisfied with the quality of work life

Hence it is concluded that most of the respondents in the company were satisfied with the
quality of work life

CHART NO: 15
RESPONDENTS OPINION ABOUT OVER ALL SATISFACTION

100
90
V ery S atisfied
80
70 S om ewhat satisfied
PERCENTAGE

60
50 Not too satis fied
40
Not at all s atisfied
30
20
Total
10
0
No of res pondents percent

FINDINGS

 32% of the respondents are falls under the age group of 30-35 years.
 60% of the respondents are male.
 72% of the respondents are married.
 36% of the respondents are working in marketing department.
 44% of the respondents have completed their school.
 88% of the respondents are satisfied with their working time flexibility.
 64% of the respondents are willing to work in day shifts.
 36% of the respondents are working 1-2 hours extra in a month.
 68% of the respondents say that their job requires lifting, pulling and bending.
 60% of the respondents are satisfied with the recruitment, promotion and transfer policy.
 80% of the respondents are satisfied about using the skills and ability in their work.
 40% of the respondents are satisfied with the wages and incentives.
 40% of the respondents are highly satisfied with the working condition.
 56% of the respondents are agree with the quality of training program
 52% of the respondents are highly agree with the performance appraisal and training
needs.
 44% of the respondents are satisfied with canteen facility and uniform.
 48% of the respondents are highly satisfied with the interpersonal communication
between management and employee.
 52% of the respondents are satisfied with worker and work relation.
 32% of the respondents feels stress often in their work.
 68% of the respondents are very satisfied with the quality of work life.

SUGGESTIONS
 Regarding Wages, Increments and Incentives most of the respondents are not
satisfied, Therefore management should give Wages to the employees.
 Regarding canteen facility and uniform most of the respondents are not satisfied,
Therefore management should provide a good canteen facility and uniforms to
the employees.
 Regarding workers and work relation most of the respondents are not satisfied,
therefore management should give suitable nature of job to the employes.
 Regarding the work stress most of the respondents feels often stress in their
work, therefore management should provide some refreshment trips and
counseling to the employees.

CONCLUSION
The project is carried out K.M.R textile with objectives to find out the quality of
work life of employees and to find out the factor that can improve their quality work of life.

Quality of work life is one of the main factors that have to be identified by
organization. Quality of work life mainly consist of five factors namely employment conditions,
working conditions, welfare facilities, interpersonal relations and career prospects for
individuals. Among the welfare activities, canteen stands at a dissatisfactory level and provisions
for drinking water are not kept as per the needs. Though most of the employees are satisfied with
the working hours, they are not free from the stress at work. Moreover they except a well
balanced pay structure with regard to the incentives and increments provided. A combined effect
of quality of work life will increase productivity which ultimately results in good return.
APPENDICES

QUESTIONNAIRE

1. Age : a.20-25 b. 25-30


c.30-35 d.35-40
e. Above 40

2. Sex : a. Male b. Female

3. Marital status : a. Married b. Unmarried

4. Department : a. Finance b. Production


d. Marketing e. Quality control

5. Educational qualification: a. Illiterate b. School Level


c. Graduate d. Professional

6. Is your working hour is flexible for you?

a. YES
b. NO

7. Which of the following best describes your usual work schedule?

a. Day shift
b. Afternoon shifts
c. Night shifts
d. Split shift
e. Irregular shift/on-call
f. Rotating shifts
8. How many days per month do you work extra hours beyond your usual
schedule?
a. 1-2 days b. 2-3 days
c.3-4 d. more than 4 days

9. Does your job require you to do repeated lifting, pushing, pulling or


bending?
a. YES
b. NO

10. How do you feel about the recruitment procedure, promotion and grade policy
and transfer policy of the company?

a. Highly satisfied
b. Satisfied
c. Dissatisfied
d. Highly Dissatisfied
e. Neither satisfied nor dissatisfied

11. Is your job let you to use your ability and skills?

a. YES
b. NO

12. What is your level of satisfaction about wages and incentives?


a. Highly satisfied
b. Satisfied
c. Dissatisfied
d. Highly Dissatisfied
e. Neither satisfied nor dissatisfied

13. State your opinion about the working condition?

a. Highly satisfied
b. Satisfied
c. Dissatisfied
d. Highly Dissatisfied
e. Neither satisfied nor dissatisfied
14. The company were I am working provides me high quality of training
program?

a. Highly agree
b. Agree
c. Disagree
d. Highly disagree
e. Neither agree nor disagree

15. Performance appraisal system and training needs are excellent in my company?

a. Highly agree
b. Agree
c. Disagree
d. Highly disagree
e. Neither agree nor disagree

16. What do you feel about the canteen facility and uniform provided by the
company?

a. Highly satisfied
b. Satisfied
c. Dissatisfied
d. Highly Dissatisfied
e. Neither satisfied nor dissatisfied

17. State your opinion about the interpersonal communication between


management and employee?

a. Highly satisfied
b. Satisfied
c. Dissatisfied
d. Highly Dissatisfied
e. Neither satisfied nor dissatisfied
18. What is your level of satisfaction in workers and work relation?

a. Highly satisfied
b. Satisfied
c. Dissatisfied
d. Highly Dissatisfied
e. Neither satisfied nor dissatisfied

19. How often do you find your work stressful?


a. Always
b. Often
c. Sometimes
d. Hardly ever
e. Never

20. All in all, how satisfied would you say you are with your job?

a. Very satisfied
b. Somewhat satisfied
c. Not too satisfied
d. Not at all satisfied
Bibliography

Website:
www.findarticles.com
www.acrobatplanet.com
www.docstoc.com
Books:
“Research methods for business”- Uma Sekaran
“Human Resource Management”- V.S. Rao