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Prof. G. Ram Reddy Centre for Distance Education Osmania University, Hyderabad - 500 007
This is to certify that the Project Report titled QUALITY OF WORK LIFE submitted in partial fulfillment for the award of M.B.A. programme of Prof. G.Ram Reddy Center for Distance Education, Osmania University, Hyderabad was carried out by L.NIKHIL,
Admission.no.094-08-000473, under my guidance. This has not been submitted to any other University or Institution for the award of any degree / diploma / certificate.
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I hereby declare that this Project Report submitted by me to Prof. G.Ram Reddy Center for Distance Education, Osmania University, Hyderabad, is a bonafide work undertaken by me and it is not submitted to any other University or Institution for the award of any degree / diploma / certificate or published any time before.
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TABLE OF CONTENTS
S.N o. 1 2 3 4 5 6 7 8 9 10 11 TITLE WHAT IS QWL? INTRODUCTION METHODOLOGY COMPANY PROFILE ANALYSIS AND INTERPRETATION OF DATA FINDINGS FROM THE STUDY LIMITATIONS OF THE STUDY SUMMARY & CONCLUSIONS RECOMMENDATIONS APPENDIX BIBLIOGRAPHY PAGE NUMBER 5 26 28 30 31 42 45 45 46 47 51
1) WHAT IS QUALITY OF WORK LIFE?
Work is an integral part of our everyday life, as it is our livelihood or career or business. On an average we spend around twelve hours daily in the work place, that is one third of our entire life; it does influence the overall quality of our life. It should yield job satisfaction, give peace of mind, a fulfillment of having done a task, as it is expected, without any flaw and having spent the time fruitfully, constructively and purposefully. Even if it is a small step towards our lifetime goal, at the end of the day it gives satisfaction and eagerness to look forward to the next day.
The Quality of working life refers to the relationship between a worker and his environment, adding the human dimension to the technical and economic dimensions within which work is normally viewed and designed. QWL relates to the facilities and conditions in which workers have to work.
A happy and healthy employee will give better turnover, make good decisions and positively contribute to the organizational goal. An assured good quality of work life will not only attract young and new talent but also retain the existing experienced talent.
level of understanding. leadership qualities and team-spirit. eyes.1. FACTORS THAT INFLUENCE AND DECIDE THE QUALITY OF WORK LIFE Attitude The person who is entrusted with a particular job needs to have sufficient knowledge. ability to work under pressure. dynamism. Environment The job may involve dealing with customers who have varied tolerance level. energy level. and involuntary sometimes synchronization of patience. willingness to learn new things. enough experience. involvement in the job. zeal. inter personnel relations. 6 . presence of of mind.1. actions. welding and soldering machines. enthusiasm. lathe machines. high alertness. empathy compassion and control over emotions. preferences. or it may involve working with dangerous machines like drilling pipes. adaptability to changes in the situation. cranes. level tactfulness. behavioral pattern. openness for innovative ideas. sense of belongingness in the organization. required skill and expertise. hands quick and with body. competitiveness. or even with animals where maximum safety precautions have to be observed which needs lot of concentration.
Others are monotonous. public recognition. doctor. property and wealth. exploration. construction laborers. or loss of life which is irreparable. train engine driver. a politician or a public figure cannot afford to be careless. a CEO. intelligence. judge. Naturally the former ones are interesting and very much rewarding also. a teacher have more responsibility and accountability but safe working environment. whereas a pilot. repetitive. dull. celebrity-status and loads and loads of fame. decision making abilities. traffic policeman. a cashier or a security guard cannot afford to be careless in his job as it involves loss of money. lathe mechanic have to do dangerous jobs and have to be more alert in order to avoid any loss of limb. discovery. leadership qualities. selfdevelopment. for his reputation and goodwill is at stake. miner. Nature of Job For example. a professor.Opportunities Some jobs offer opportunities for learning. a fire-fighter. a diver. routine. a driller in the oil drilling unit. journalist have to be more prudent and tactful in handling the situation. no room for improvement and in every sense boring. welder. Some jobs need soft skills. enhancement of skills. research. abilities to train and extract work from 7 . room for innovation.
others. some professions need interaction with people like patients. tactfulness. co-workers in the same level and subordinates. thieves. foreign delegates. public. 8 . Stress is of different types . A Managing Director of a company will have mental stress. kindness. physically disabled people.mental stress/physical stress and psychological or emotional stress. cool temper. Mental stress and Emotional stress cause more damage than physical stress. vision and yet other jobs need motor skills. Stress Level All these above mentioned factors are inter-related and interdependant. perfection and extreme carefulness. Apart from this. People Almost everyone has to deal with three set of people in the work place. mentally challenged. a psychiatrist will have emotional stress. diplomacy and sensitiveness. customers. other jobs need forethought. media persons. Stress level need not be directly proportional to the compensation. a laborer will have physical stress. Those are namely boss. gangsters. politicians. robbers. children. These situations demand high level of prudence. humor. public figures and celebrities.
extra efforts. an employee should be rewarded appropriately for his good work. initiative . this will motivate the former to work with more zeal and deter the latter from being so. A well-accomplished challenging job yields greater satisfaction than a monetary perk.Career Prospects Every job should offer career development. non-enthusiastic. It is a win-win situation for both the parties. That enables an employee to upgrade his knowledge and skill and capabilities. frustrating. sincerity and at the same time a lethargic and careless employee should be penalized suitably.less and uninteresting. The work atmosphere should be conducive to achieve organizational goal as well as individual development. Challenge is the fire that keeps the innovation and thrill alive. Status improvement. Challenges The job should offer some challenges at least to make it interesting. it boosts the self-confidence also. That is an important factor which decides the quality of work life. appreciations are the motivating factors for anyone to take keen interest in his job. 9 . more recognition from the Management. whereas the monotony of the job makes a person dull. complacent. and strive for better performance. dissatisfied.
industry. deadlines and targets. man-hours. country. authority of position in the organizational chart. demand and supply of skilled manpower and even political stability and economic policies of a nation. Although risk is involved in every job its nature and degree varies in them. reward is a key criteria to lure a prospective worker to accept the offer. All said and done. 10 . Risk Involved and Reward Generally reward or compensation is directly proportional to the quantum of work. level of expected commitment. delegated powers.Growth and Development If an organization does not give chance for growth and personal development it is very difficult to retain the talented personnel and also to find new talent with experience and skill. accountability. risk involved. nature and extent of responsibility.
2. Perhaps the most crucial role of the department is winning the support of key managers. top management appoints an executive to ensure that QWL and productivity efforts occur throughout the organization. In other organizations. In most cases.1. and similar assistance. the department is responsible for initiating and directing the firm’s QWL and productivity efforts. these executives have a small staff and must rely on the human resource department for help with employee training. the department can help convince 11 . attitude survey feedback. By substantiating employee satisfaction and bottom-line benefits. Management support – particularly top management support appears to be an almost universal prerequisite for successful QWL programs. In some organizations. communications. THE HUMAN RESOURCE DEPARTMENT’S ROLE The role of human resource department in QWL efforts varies widely. which range from lower absenteeism and turnover to higher productivity and fewer accidents.
FIGURE – 1 12 . top management might not have continued its strong support.doubting managers. Without documentation of these results. The department also has both a direct and indirect influence on employee motivation and satisfaction. Sometimes documentation of QWL can result from studies of performance before and after a QWL effort.
3. QWL THROUGH EMPLOYEE INVOLVEMENT 13 .1.
employees feel a sense of responsibility.One of the most common methods used to create QWL is employee involvement. even “ownership” of decisions in which they participate. Some companies have had this philosophy ingrained in their corporate structure for decades. however. Employee involvement (EI) consists of a variety of systematic methods that empower employees to participate in the decisions that affect them and their relationship with the organization. Through (EI). To be successful. it must become part of the organization’s culture by being part of management’s philosophy. EI must be more than just a systematic approach. Figure 2 14 .
a Pygmalion effect may result. They are a highly specific form of team building. better decisions. When management does this. Quality Circles Quality circles are small groups of employees who meet regularly with their common leader to identify and solve work-related problems. Several characteristics make this approach unique. which occurs when people live up to the high expectations that others have of them. which are common in Japan and gained popularity in North America in the late 1970s and early 1980s. If management further assumes that people want to contribute and seek ways to tap that contribution.and large-sized Japanese firms had quality control circles for hourly employees. First. improved productivity and a higher QWL are likely.Pygmalion Effect The implications for managers and human resource specialists are to create an organizational culture that truly treats people as though they are experts at their jobs and empowers them to use that expertise. This effort began as a quality improvement program but has since become a routine procedure for many Japanese managers and a cornerstone of QWL efforts in many Japanese firms. membership in the circle is voluntary for both the leader (usually the 15 . by the 1980s most medium.
Socio-technical systems are interventions in the work 16 . the creation of quality circles is usually preceded by in-house training. For supervisors these sessions typically last for two or three days. but the group is empowered to decide which ones to select. And they are also more likely to be motivated to stay on as members of the circle and solve additional problems in the future. Ideally. as is pointed out in the training.supervisor) and the members (usually hourly workers). these problems can be handled in the same way that they were resolved before the introduction of quality circles). (If management has been pressing problems that need to be solved. Thirdly. leadership skills. Most of the time is devoted to discussions of small-group dynamics. When employees are allowed to select the problems they want to work on. the group is permitted to select the problems it wants to tackle. they are likely to be more motivated to find solutions. The workers also receive an explanation of the supervisor’s role as the group’s discussion leader and information on the quality circle concept. the selection process is not by democratic vote but is arrived at by consensus. whereby everyone agrees on the problem to be tackled. Socio-technical Systems Another intervention to improve QWL is the use of socio-technical systems. and indoctrination in the QWL and quality circle philosophies. Secondly. About a day is spent on the different approaches to problem-solving techniques. Management may suggest problems of concern.
the work groups. and collective participation in the recruitment and training of new members. QWL is more likely to improve as workers demand jobs with more behavioral elements. Typically this includes collective control over the pace of work. The key feature of these groups is a high degree of self-determination by employees in the management of their day-to-day work.situation that restructure the work. Direct supervision is often necessary. without a formal company-appointed leader. 17 . These are teams of workers. More than just enlarging or enriching a job. distribution of tasks. These demands will probably emerge from an increasingly diverse and educated work force that expects more challenges and more autonomy in its jobs – such as worker participation in decisions traditionally reserved for management. who decide among themselves most decisions traditionally handled by supervisors. Autonomous Work Groups A common approach to employee involvement is the use of autonomous work groups. these approaches may result in more radical changes in the work environment. and the relationship between workers and the technologies they use to do their jobs. organization of breaks.
4. Job security is another factor that is of concern to employees.1. Fair compensation and job security The economic interests of people drive them to work at a job and employee satisfaction depends at least partially. Pay should be fixed on the basis of the work done. on the compensation offered. QWL programs can be evaluated on the basis of following points: a. 18 . b. performance and accomplishments. individual skills . Health is wealth Organizations should realize that their true wealth lies in their employees and so providing a healthy work environment for employees should be their primary objective. Permanent employment provides security to the employees and improves their QWL. responsibilities undertaken.
Provide personal and career growth opportunities An organization should provide employees with opportunities for personal / professional development and growth and to prepare them to accept responsibilities at higher levels. A participative management style improves the quality of work life. Workers feel that they have control over their work processes and they also offer innovative ideas to improve them. They should not strain employee’s personal and social life by forcing on them 19 .c. Participative management style and recognition Flat organizational structures help organizations facilitate employee participation. d. e. Recognition can be in the form of rewarding employees for jobs well done. Recognition also helps to motivate employees to perform better. Work-life balance Organizations should provide relaxation time for the employees and offer tips to balance their personal and professional lives.
f. Fun at workplace This is growing trend adopted by today’s organizations to make their offices a fun place to work.5. Another barrier to the improvement of 20 . business travel. Employee on the other hand resist to changes with a pre conceived notion that any scheme that the management takes up to would be to increase production without extra cost.demanding working hours overtime work. BARRIERS TO QWL Though the positive effect of QWL is already established. all parties of the organization still resist to any schemes or procedure to improve QWL. The management may feel the QWL at the present level is satisfactory and more steps need be taken to improve it. 1. untimely transfers etc.
Strategies for improving QWL are self managed work teams. By implementing such changes management can create a sense of involvement. 1. effective leadership and supervisory behavior. BALANCING THE WORK AND LIFE OF EMPLOYEES Researches indicate that balanced work-life can lead to greater employee productivity.QWL is lack of financial resources. job security. family is an essential ingredient for the love that exists 21 . With the progressive shift of the economy towards a knowledge economy. commitment and togetherness among the employees which paves way for better QWL.6. job redesign and enrichment. administrative or organizational justice and participating management. According to Sigmund Freud. alternative work schedules. career development. the meaning and Importance of tile quality of work life is also assuming a new significance.
which requires careful attention from the corporates to bring about work-life balance. The priority was given more to physical and material security. Many researchers indicate that maintaining a good balance in work and life has become a priority for the corporates in the developed nations. Today. the priorities outside job became very different. However. the meaning and importance of the quality of work life is also assuming a new significance. With the increasing shift of the economy towards knowledge economy. the connotation of the term 'work' has also become different. Understanding and managing the levels and complexities of diverse motivational needs is another area. with rapid cultural and economic developments. Employees started looking for higher and meaningful quality of life as a result of the outcomes of their work. At the dawn of industrialization. Various researchers have pointed out the factors that have created the need for maintaining work life balance. the needs and priorities of employees were at the lower end of Maslow’s need hierarchy pyramid. It has more to do with the intellectual exercise than physical labour.in the life of the employees. Shifts in Societal Patterns Today's nuclear families with both the partners working. the corporate need to streamline and restructure their work schedules in order to bring about a balance in work life of their employees. have created new dynamics that has become emotionally demanding to the 22 . As a result.
it demands more from today’s employees. Baby boomers are no longer ready to give their lives to the company they work for. in the book Geeks and Geezers.employees. tighter schedules and ever-escalating corporate targets are the natural outcome of it. And these so-called ‘knowledge workers’ are the ones who are in acute need to balancing their work and life. Thomas and Bennis explain how attitudes towards work and life balance varies from generation to generation. Financial and social obligations have assumed a different level of significance today. In fact. 23 . In turn. New Horizon of Expectations Due to the above reasons there has been a total shift in the level of expectations for today’s employees. Money is getting accumulated in tiny pockets. among those sections of people who possess the ‘most wanted’ knowledge. they seek a newly defined and restructured way of getting jobs assigned to them. Technological Breakthroughs Tremendous progress in the fields of information technology and communication system has changed our worldview. Whereas the Generation X’s and Y’s are more committed to meet the demands of both work and family life. The needs of organizations today have also changed. Strict deadlines. At the same time.
Though this seems to be idealistic situation. However. the employees of today put their commitment to organizations they work for only if the management recognizes the importance of their personal and family life.. Following are some of the ways in which it can be done. A tradeoff between organizational needs and personal needs of the employees has to be worked out. Though this is in no way an exhaustive list. what the corporates need to remember is that the conflicts should not reach unacceptable levels where it would tend to affect the productivity of the employee. yet it does provide a starting point for corporates to develop flexible work schedules that can balance work and life. as pointed out by the famous Hawthorne Experiment. the world of individuals primarily centers on their place of work. the onus of maintaining this is more on the corporates because. 24 . The HR managers. According to 1998 America @ Work (SM) study conducted by Aon Consulting Worldwide Inc. along with the functional heads and line mangers.Researchers have pointed out that a balance between work and life is maintained when there is no conflict between work and family demands. Striking a balance between work and life is as difficult for the corporates as it is for the employees. should try to bring in flexibility to the working patterns within the organizations. an HR consulting firm based in Chicago. So a careful perusal of the working patterns and scheduling of jobs will be one of the first steps in designing work schedule that can balance life and work.
These entail the propagation of the culture of work flexibility. managers at Eli Lilly begin their job in the company with a clear understanding of what the company expects. 25 . There is a need to clearly chalk out the connection between maintaining this flexibility and the corporate objectives. They undergo a weeklong program. the management ensures that the flexibility in work is linked with the objectives of the organization. HR policies and other organizational regulations that allow the employees to maintain a good mix of personal lives with their career. Such articulation can be done through the company’s vision and mission statements. For instance. But this is not enough. Thus. The top management of the company must clearly communicate its eagerness and willingness to restructure the work schedules in such a manner that it can balance the work and life of the employees. The employees must understand that their organization also keeps in mind the value of their life and personal relationship. This will require clear articulation from the company that it values the personal lives of its employees. What is needed is to ensure and communicate the support of the senior management.Creating Institutional Support Mechanisms The first and the foremost requirement is to create conditions that will provide organizational support towards maintaining the flexibility of work and life of the employees. called Supervisor School that blends the business case for work life initiatives.
the organizations need to execute their flexible work schedules. Flexible work patterns must become a part of organizational initiatives. stagnancy will creep into the work schedules. This may even require a new look towards HR manual. To keep pace with the changing patterns of work and life of employees. which might create new dimensions of the problem in the work life patterns.Providing Managerial Support Organizations must make sure that there are proper organizational systems of work design that allows employees to have flexible time. This can be done through sharing successful models of work schedules and real life case studies. Essentially this will require employees to become cross functional. Practicing What You Preach Above all. This will require the creation of a networked environment that can provide a ‘back up’ system to support work relationship. the organizations can arrange special training programs that will inform the employees about the new working trends. Otherwise. so 26 . It is also necessary to evaluate such systems of flexibility from time to time. which the organization may have.
the focus and purpose of creating balanced work life should be maintained at any cost. the role of HR department needs to be revisited and made more expansive and supportive towards organizational and individual needs. So.that a temporary emergency or a shortfall in one department can be met by other departments. though it may apparently seem that employees are having more leisure. This will also call for review and evaluation of the current work environment and make modifications in the schedules accordingly. 27 . Thus. In other words. Such sustainability can be brought about by clear demarcations of accountability and means to measure it. Sustain It Once the organization follows and internalizes the practice of flexible work schedules for its employees. the effect of a balanced work-life will show up positively in the bottom line of the company. What important is the longterm and not the short-term. which seems to become the focus of many organizations. Several researchers have shown that a balanced work-life creates greater employee productivity. it is very necessary that it sustains it over a long period of time.
It should yield job satisfaction. On an average we spend around twelve hours daily in the work place. QWL relates to the facilities and conditions in which workers have to work. at the end of the day it gives satisfaction and eagerness to look forward to the next day. as it is our livelihood or career or business. a fulfillment of having done a task. constructively and purposefully. Even if it is a small step towards our lifetime goal. The Quality of working life refers to the relationship between a worker and his environment. give peace of mind. without any flaw and having spent the time fruitfully. it does influence the overall quality of our life. 28 . adding the human dimension to the technical and economic dimensions within which work is normally viewed and designed. as it is expected. that is one third of our entire life.2) INTRODUCTION Work is an integral part of our everyday life.
A happy and healthy employee will give better turnover. It speaks about how a company should keep their employees happy by providing them quality work life. this project is undertaken to know the present quality of work life and to suggest suitable measures to further enhance the same. Hence. An assured good quality of work life will not only attract young and new talent but also retain the existing experienced talent. OBJECTIVES 29 . This project also gives an overview of how a Human Resource Department should function so as to retain the best of the company’s human resource its growth Hyderabad Business Forms is keen to find out the present quality of work life in their organization. STATEMENT OF THE PROBLEM The main purpose of doing this project is to understand what good quality work life means to employees and how it affects the companies. make good decisions and positively contribute to the organizational goal.
To assess the motivation level of the employees. They are. Primary Data There are three widely used methods for gathering primary data. To identify the shortcomings in the motivational practices. A survey of the employees and the organization would be conducted to collect the primary data by using questionnaire.The objectives of the study are as follows: 1) 2) 3) 4) To understand the present working conditions. To know and suggest relevant techniques which will improve the working conditions and performance. 3) METHODOLOGY DATA BASE: This study is based on both primary data and secondary data. 30 . 1) 2) 3) Survey methods Observation method Experimentation method In this project survey method is used. Survey has the advantage of getting to the original source of information.
Sample Design: 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. web pages and by Interacting with company personnel. findings were noted and conclusion were 31 .. web sites. information is tabulated and is summarized in the form of points and graph etc. magazines. or even information collected by firm sales or credit department.e.Secondary Data The secondary data is any data originally generated for some purpose. Data Analysis: After the data was collected from various sources. other than the present research objectives. journals. population or universe A multi-stage random sampling procedure would be followed to select the sample respondents. it includes the finding’s based research done by outside organization as well as data generated in house for earlier studies. The sample size selected for the study was 50 employees of “Hyderabad Business Forms”. On the basis of this analyzes. Secondary data used for this project has been taken from company brochure. and books.
They employ up to 100 people and posses imported machinery like the French make “Flexo Bobbin” printing machine etc.arrived and at studying the conclusion. The unit is situated in IDA Bollaram in Hyderabad and is set up in a vast area of 4000 Sqm with ample facilities and good infrastructure. suggestions are recommended and a suitable plans are made. 4) COMPANY PROFILE Hyderabad Business Forms was established in the year 2005 and they manufacture preprinted and blank computer stationary as well perform many other printing works.. They supply preprinted computer stationary to various big organizations in the twin cities of Hyderabad and Secunderabad like 32 . and use ‘A’ grade paper of SIRPUR Paper Mills Limited.
Care Hospitals. Matrix Labs. India Cements. Even with technology and progress man does not take second place here. The company firmly believes that giving its people the right encouragement adds incomparable rewards. of respondents 15 23 Percentage 30 % 46 % 33 . They are also enrolled as approved suppliers for several Banks like Andhra Bank. Kamineni Hospitals. OCTL. Emphasis is given to man management and every opportunity is given so that people can grow with the organization. The Laxmi Vilas Bank and have a rate contract with them for supply to all their branches all over India. Maintain leadership in the marketing through excellence in service and product Gain trusts and respect as a socially responsible corporate citizen and earn the confidence of customer. Paper Products Limited. Create a peaceful and harmonious working environment. 5) ANALYSIS AND INTERPRETATION OF DATA Table No: 1 Age of respondents Age 20 – 30 31 – 45 No. Hindustan Sanitary. Rahul Automotives and many others. Deccan Chronicle. The main objectives of the company are: Maintain high quality at all time. ITC Limited. UCO Bank.Karvy.
24% of the respondents fall from the age group of 46 and above. 34 .46 & above Total 12 50 24 % 100 % The above table shows that majority of 46% of the respondents belongs to the age group of 31 to 45 and 30% of the respondents lies between 20 to 30 age group. The study reveals that all the respondents are well experienced. The study reveals that all the respondents all age group level is well capable of assessing the quality of their work life. Table No. of Respondents 10 12 28 50 Percentage 20 % 24 % 56 % 100 % The above table shows that majority of 56% of the respondents are with an experience of more than 10 years and 24% are 5 to 10 years of experience. 2 Experience of the respondents Experience Below 1 year 1 – 5 years 5 – 10 years Above 10 years Total No. No respondent is less experienced. 20% of the respondents are with 1-5 years experience. so they are well capable of assessing the quality of their work life.
Table No – 4 Using skills and abilities to perform the job Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. Only 4% of them disagreed to this point.20. 10. 20.000 – Rs. of Respondents 23 25 1 1 50 Percentage 46 % 50 % 2% 2% 100 % The above the table states that as much as 96% of workers in the study unit were of the opinion that their job enables them to use their skills and abilities in full.10.000 income per month. 5.000 Rs. 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.000 Above Rs. Hence it can be inferred that monetary benefits are not a constraint to assess the quality of work life.000 – Rs. in the study unit. 10. 35 .000 Total No. of Respondents 19 29 2 50 Percentage 38 % 58 % 4% 100 % The above the table shows that as much as 62 per cent of the respondents are in the higher income group of more than Rs.000 Rs. 5.Table No – 3 Income level of the respondents Income Level Below Rs.
42% of the respondents strongly agreed to the statement and 58% of the respondents also opinioned that the workers are treated equally with respect at their work places. of Respondents 23 25 1 1 50 Percentage 46 % 50 % 2% 2% 100 % The above table shows that almost 96% all the workers in the study unit either agree or even strongly agree that the conditions on their job allow them to be productive. Only 4% of them were of negative 36 .Table No – 5 Equal treatment at work place Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. Thus it can be concluded that the organization provides equal treatment at work place. Table No – 6 Conditions on my job allows me to be productive Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. of Respondents 21 29 50 Percentage 42 % 58 % 100 % The above the table shows that no harm is done to the self-respect of the workers in the study unit.
only to some extent. Table No – 7 Opportunity to develop special abilities Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. Table No – 8 Organizations provides enough guidance to get the job done Opinion Strongly Agree Agree Disagree No.opinion. 64% of the respondents agree to it Hence. of Respondents 12 29 8 Percentage 24 % 58 % 16 % abilities would definitely improve the quality of work life in the study 37 . opportunities in the study unit. 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. unit. of Respondents 12 32 6 50 Percentage 24 % 64 % 12 % 100 % The above table states that 24% 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 So improvement of special Only 12% of the workers find no such opportunities available in the workplaces to develop the special abilities of the workers is satisfactory. Thus.
62% of the respondents very strongly agree with the provisions made to utilize quality tools and techniques to perform the job and 32% of the respondents also agree with them. Table No – 9 Organization provides high quality tools and techniques to do the job Opinion Strongly Agree Agree Disagree Strongly Disagree Total No.Strongly Disagree Total 1 50 2% 100 % 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. 18% of the respondents disagreed to accept it. the opinion of the respondents as regard to the positive factors of the high quality tools and techniques required to perform the job. Hence it can be concluded that there is positive attitude towards the provisions of tools techniques. Only 6 per cent of the respondents are refused to accept it. Hence. it can be inferred that guidance to work. which is essential for the quality work life which is provide at the work place in the study unit. of Respondents 31 16 3 50 Percentage 62 % 32 % 6% 100 % As shown in the table. 38 .
the opinion of the respondents regarding chances for promotion is not appreciable compared to other determinants of quality of work life.Table No – 10 Opportunities for promotion are good Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. it can be concluded that the chances for promotion are not attractive among the workers even though majority of them agree to it. Only 72% of the respondents has agreed that the chances for promotion are good in the study unit whereas. of Respondents 30 20 Percentage 60 % 40 % 39 . Table No – 11 The safety of workers is at high priority Opinion Yes No No. Hence. as much as 28% of the workers refused it. of Respondents 10 26 12 2 50 Percentage 20 % 52 % 24 % 4% 100 % As shown in the table.
40 . followed by 26% satisfied with canteen facilities and 8% of the respondents opinioned on first aid facilities. of Respondents 4 13 28 5 50 Percentage 8% 26 % 56 % 10 % 100 % Above table shows that 56% of the respondents are satisfied with lightening and ventilation facilities provided in the work place. 60% of the respondents opinioned that high priority was assumed to safety at work place and other side of the coin reflects 40% of the respondents disagreed. of Respondents 45 5 50 Percentage 90 % 10 % 100 % If “Yes” which of the following do you like Opinion First aid Canteen Lightening and ventilation Others Total No. it can be concluded that the safety towards the employees need to be concentrated highly to ensure safe and secured work life.Total 50 100 % As pointed out in the table. Table No – 12 Infrastructure facilities are Good Opinion Yes No Total No. rest rooms etc. Hence. 10% of the respondents opinioned on others includes drinking water.
As much as 56% were of the opinion that the fringe benefits are somewhat good. The remaining 16% were of the opinion that the fringe benefits offered in the study unit are not at all up to their expectations. of Respondents 14 28 6 2 50 Percentage 28 % 56 % 12 % 4% 100 % As shown in above table 28% of the workers accept that the fringe benefits offered to them are good and enough to their expectations. in general. Hence it can be concluded that the fringe benefits offered in the study unit. are not up to the expectation of the workers. Table No – 14 Job security Opinion No.Table No – 13 Fringe benefits are good in the organization Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. of Respondents Percentage 41 . though not up to their expectations.
Job security is the vital factor to access the quality of the work life in any organization. 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 is up to the expectation.Strongly Agree Agree Disagree Strongly Disagree Total 26 23 1 50 52 % 46 % 2% 100 % The above table shows that 52% 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. which 42 . of Respondents 15 27 6 2 50 Percentage 30 % 54 % 12 % 4% 100 % The above the table states that only 30% of the workers strongly accept that there are training opportunities in the study unit. Table No – 15 Training opportunities helped in terms of improving the quality of work Opinion Strongly Agree Agree Disagree Strongly Disagree Total No.
Training is very essential for quality of work life in any organization. 54% of the workers accept to some extent that the training opportunities are available and helpful. Hence it can be inferred that the work is stressful one. 28% 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. Table No – 16 Employee’s opinion about work stress Opinion Always Often Sometimes Never Total No. Among them.helps them to perform their job safely and competently. which if allowed uncontrolled will spoil the quality of work in the study unit. of Respondents 14 32 3 1 50 Percentage 28 % 64 % 6% 2% 100 % The above table shows that except only one worker. The training opportunities offered in the study unit are up to the expectations of the workers at present. all the other 49 workers are of the opinion that their work is stressful one. Table No – 17 43 . Only 6% of the workers have stated that their work is stressful sometimes and not always. The remaining 16% were of the opinion that they had no such opportunities.
Hence it can be inferred that the leave policy is as desired by respondents and therefore the quality of work life is up to the mark. Table No – 18 The Leave Policy being practiced Opinion Highly Satisfactory Satisfactory Undecided Dissatisfactory Total No.Employee’s opinion on work schedule Opinion First Shift Second Shift Third Shift General Shift Total No. of Respondents 32 2 0 16 50 Percentage 64 % 4% 0% 32 % 100 % From the table 64% of workers are satisfied with first shift. Hence the majority of the respondents accept with their first shifts. 32% of workers are satisfied with general shift and 4% of the workers opinioned on second shift. it is found that a majority of the respondents are satisfied with the leave policy being practiced in the company. 44 . of Respondents 3 35 4 8 50 Percentage 6% 70 % 8% 16 % 100 % From the above table.
Only 4% of them disagreed to this point.10.6) FINDINGS FROM THE STUDY The following findings were observed from the study: A majority of 46% of the respondents belongs to the age group of 31 to 45 and 35% of the respondents lies between 20 to 30 age group.000 income per month. Majority of 56% of the respondents are with an experience of more than 10 years. 45 . As much as 96% of workers in the study unit were of the opinion that their job enables them to use their skills and abilities in full. As much as 62 per cent of the respondents are in the higher income group of more than Rs. 24% of the respondents fall from the age group of 46 and above.
62% of the respondents very strongly agree with the provisions made to utilize high quality tools and techniques to perform the job. Majority of the employees are satisfied with the guidance provided to them by the superiors/managers to get the work done easily. Only 12% of the workers find no such opportunities in the study unit. Almost all the workers either agree or even strongly agree that the conditions on their job allow them to be productive. and only 6% of the respondents are refused to accept 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. The respondents also opinioned that the workers are treated equally with respect at their work places. and 32% of the respondents also agree with the statements. 46 . The study shows that no harm is done to the self-respect of the workers in the study unit. 24% of the workers strongly agree to the point that there are adequate opportunities to develop their own special abilities in the work place. 64% of the respondents agree to it only to some extent.
The remaining 12% were of the opinion that the fringe benefits offered are up to their expectations. 47 . Only 16% were of the opinion that they had no such opportunities. Only 6% of the workers have stated that their work is stressful sometimes and not always. though not up to their expectations. Most of the employees accept that there are training opportunities which helps them to perform their job safely and competently. All the employees. except only 1 employee are of the opinion that their work is stressful one. 28% of the workers accept that the fringe benefits offered to them are good and enough to their expectations. 52% of the workers strongly feel that there is security for their job. 28% 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. Most of the employees are satisfied with the infrastructural facilities provided to them. As much as 56% were of the opinion that the fringe benefits are somewhat good. The study shows that 60% of the respondents opinioned that high priority was assumed to safety at work place and other side of the coin reflects 40% of the respondents disagreed.
it is found that majority of the respondents are satisfied with the leave policy practiced by the company. whereas 31% of workers are satisfied with general shift and only 4% of the workers opinioned on second shift. Complete accuracy not possible due to errors in feedback The respondents may not have expressed them strong negative feelings about the policies. which results in the error of central tendency 8) SUMMARY & CONCLUSION 48 . About 69% of workers are satisfied with first shift. 7) LIMITATIONS OF THE STUDY Time constraints This study is confined to this company only and it may not be applicable to others. Details regarding monetary remuneration provided by the respondents may not be accurate. The research cannot be generalized because findings are relevant to this company only.
this company believes in employee’s satisfaction and brilliant productivity hours. Improvements should be made in rewarding and awarding policies. 8) RECOMMENDATIONS The following recommendations are made to the company from this study. So company should satisfy them in order to improve the business in the higher competitive market of the liberalized economy. Introduction of Promotion policy at operation level 49 . From the study. it is clear that quality of work life of employees in HYDERABAD BUSINESS FORMS is good. Compared to other companies. This research highlights some of the small gaps in employee’s satisfaction towards the company. HYDERABAD BUSINESS FORMS aims to promote the peaceful industrial relations and good organization which is highlighted by management and the employees. Since employees are the backbone of the company. Quality mission includes not only the quality of the products but also the Quality of Work Life.
Employees need high motivation from the top management of the company. 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. Personal Details NAME (OPTIONAL) : 50 . The data collected through this questionnaire shall be kept confidential and will be used for academic purpose only. 1. Employees expects the quality of work to be measured periodically be the company 10) APPENDIX QUESTIONNAIRE It would be grateful if you would kindly make it convenient to spare your valuable time for filling up the below furnished questionnaire for me.
The Job allows me to use my skills and abilities to the maximum level Strongly agree Agree Disagree Strongly Disagree 3. Conditions in the job allows me to be productive Strongly agree Agree Disagree 51 .AGE : 20 to 30 : 31 to 45 : 46 & ABOVE QUALIFICATION DESIGNATION EXPERIENCE <1 year 5-10 years INCOME <5000 10000-20000 10 years : : : 1-5 years 5000-10000 >20000 2. I am treated with respect in the work place Strongly agree Agree Disagree Strongly Disagree 4.
The organization is providing a high quality tools and techniques to do the job Strongly agree Agree Disagree Strongly Disagree 8. 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. The opportunity for promotions are good Strongly agree 52 . Strongly Disagree 5.
The job is secured Strongly agree Agree 53 . Fringe benefits are good in the organization Strongly agree Agree Disagree Strongly Disagree 12. The safety of workers is at high priority Yes No 10. Agree Disagree Strongly Disagree 9. Does the infrastructure facilities is good Yes No If. yes which of the following do you like First aid Lightening arid Ventilation Canteen Others 11.
Which of the following best describes your usual work schedule? First Shift Second Shift Third Shift General Shift 16. Strongly agree Agree Disagree Strongly Disagree 14. How often do you find work stressful? Always Often Sometimes Never 15. The training opportunities has really helped in improving the quality of work. Your valuable suggestion to improve QWL _____________________________ 54 . Disagree Strongly Disagree 13.
com www.google.N. Pillai and V. Aswathappa “Research Methodology” by C. R.com 55 .S.com www.11) BIBLIOGRAPHY BOOKS “Human Resources and Personal Management” by K.answers. Kothari “Organizational Behaviour” by Luthans Fred “Statistics” by R.wikipedia. Bhagavathi WEBSITES www.
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