ABSTRACT

The research is on the basis of A STUDY ON “QUALITY OF WORK LIFE” AT PEST CONTROL INDIA PVT. LTD. Quality of work life refers to the favorableness or un – favorableness of a total job environment of the people. The basic purpose is to develop jobs and working conditions that are excellent for people as well as for the economic health of the organization. The purpose of this study was to explore to experience of workers towards their Quality of work life and their work environment in terms of stress, perception of employee, relationship between co-workers, work load, time pressure and work-balance etc. The aim of the study includes the following factors towards the quality of Work life. They are such as poor working condition environments, resident aggression, balance of work and family, work load, inability to deliver quality of care preferred, shift timing, lack of involvement in work process and decision –making, poor relationship between supervisor/ Team Leader, role conflict, lack of recognitions and lack of opportunity to learn new skills. The study was based on the descriptive research design. The sampling design being used here is Simple Random sampling through lottery method. The sample size 50 has been used out of total universe of 100. More than half of the respondents (52%) have low level of Overall quality of work life. There is a significant relationship between the experience of the respondents with regard to various dimensions of level of Adequate income and Fair Compensation, Opportunities for growth & security, Work & life space, Social relevance & work life & quality of work life. Improving good relationship with employees and providing friendly environment in the organization. Employees may be given high motivation from the top management of the Company. The Company has to measure the quality of work life periodically.

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CONTENT
DECLARATION ACKNOWLEDGEMENT LIST OF TABLES LIST OF FIGURES

Chapter Title
I II III IV V INTRODUCTION REVIEW OF LITERATURE RESEARCH METHODOLOGY ANALYSIS AND INTERPRETATION FINDINGS , SUGGESTIONS AND CONCLUSION

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BIBLIOGRAPHY ANNEXURE

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LIST OF TABLES
Table No. 1 2 3 4 5 6 7

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DISTRIBUTION OF RESPONDENTS BY AGE GROUP DISTRIBUTION OF RESPONDENTS BY MARITAL STATUS DISTRIBUTION OF RESPONDENTS BY SEX DISTRIBUTION OF RESPONDENTS BY DESIGNATION DISTRIBUTION OF RESPONDENTS BY DEPARTMENT DISTRIBUTION OF RESPONDENTS BY YEARS OF EXPERIENCE DISTRIBUTION OF RESPONDENTS BY THEIR LEVEL OF QUALITY OF WORK LIFE „t‟ TEST BETWEEN THE RESPONDENTS MARITAL STATUS WITH REGARD TO QUALITY OF WORK LIFE „t‟ TEST BETWEEN THE RESPONDENTS SEX WITH REGARD TO QUALITY OF WORK LIFE „t‟ TEST BETWEEN THE RESPONDENTS DEPARTMENT WITH REGARD TO QUALITY OF WORK LIFE ONE WAY ANALYSIS OF VARIANCE AMONG DESIGNATION OF THE RESPONDENTS WITH REGARD TO QUALITY OF WORK LIFE KARL PEARSON‟S COEFFICIENT OF CORRELATION BETWEEN RESPONDENTS‟ AGE AND VARIOUS ASPECTS OF QUALITY OF WORK LIFE KARL PEARSON‟S COEFFICIENT OF CORRELATION BETWEEN RESPONDENTS‟EXPERIENCE AND VARIOUS ASPECTS OF QUUALITY OF WORK LIFE

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Title DISTRIBUTION OF RESPONDENTS BY AGE GROUP 1 Page No. 34 2 DISTRIBUTION OF RESPONDENTS BY MARITAL STATUS 35 3 DISTRIBUTION OF RESPONDENTS BY SEX 36 4 DISTRIBUTION OF RESPONDENTS BY DESIGNATION 37 5 DISTRIBUTION OF RESPONDENTS BY DEPARTMENT 38 6 DISTRIBUTION OF RESPONDENTS BY YEARS OF EXPERIENCE 39 4 .LIST OF FIGURES FIG No.

It seeks to employ the higher skills of workers and to provide an environment that encourages improving their skills. The basic purpose is to develop jobs and working conditions that are excellent for people as well as for the economic health of the organization. 5 . Quality in the workplace comes from understanding and then fully meeting. but also for workplace where the employees were employed. The concept of quality is not apply to all goods and services created by human beings. Quality is “as fitness for purpose”. Q U A L I T Y - Quest for excellence Understanding Action Leadership Involvement of the people Team spirit Yardstick to measure progress The above said are very essential things to improve the work life of employees in the organization.INTRODUCTION Quality is generally defined as “Conformance to requirements”. Quality of work life refers to the favorableness or un – favorableness of a total job environment of the people. Quality of work life provides a more humanized work environment. It attempts to serve the higher – order needs of workers as well as their more basic needs. now and into the future and doing so with continual improvement in efficiency and effectiveness. the needs of all your internal and external customers.

Quality of work life focus on the problem of creating a human working environment where employees work co – operatively and achieve results collectively. Quality of work life refers to the relationship between a worker and his environment. motivation. MEANING Quality of work life has gained deserved prominence in the Organizational Behavior as an indicator of the overall of human experience in the work place. CONCEPT Quality of work life is a prescriptive concept. and the organizational in which careers are fulfilled. it attempts to design work environments so as to maximize concern for human welfare.    The programme seeks to promote human dignity and growth Employees work collaboratively They determine work change participate The programmes assume compatibility of people and organization Quality of work life refers to the level of satisfaction. involvement and commitment individuals experience with respect to their line at work Quality of work life is the degree of excellence brought about work and working conditions which contribute to the overall satisfaction and performance primarily at the individual level but finally at the organizational level. It also includes. adding the human dimension to the technical and economic dimensions within which the work is normally viewed and designed. Quality of work life acts in two dimensions.   Goal Process 6 . It expresses a special way of thinking about people their work.THEORETICAL REVIEW: DEFINITION Quality of work life means “the degree to which members of a work organization are able to satisfy important personal needs through their experience in the organization” Quality of work life could be defined as “the Quality of the relationship between the man and task.

and Better manage on – going chance and transition MAJOR FACTORS AFFECTING THE QUALITY OF WORK LIFE Quality of work life means having good supervision. and a rewarding job. Pay Quality of work life is basically built around the concept of equitable pay. Employees must be paid their due share in the progress and prosperity of the firm. mutual respect and trust than hatred against each other.Quality of work life acts as goal by    Creation of more involving satisfying and effective jobs Work environment for people at all levels of the organization Quality of work life acts as process by  Make efforts to realize this goal through active participation The whole essence of Quality of work life may be stated thus. informal rather than mechanistic. good working conditions. 7 . evolutionary and open rather static and rigid. good pay and benefits an interesting and challenging. the Quality of work life is co – operative rather than authoritarian. Benefits Workers throughout the globe have raises their expectations over the years and now feel entitled to benefits that were once considered a part of the bargaining process. The major factors that effect the Quality of work life may be stated thus. Objectives of QUALITY OF WORK LIFE The major three main objectives for the Quality of work life are   Improve employees satisfaction strengthen workplace learning. employees may want to participate in the profits of the firm as will. In the days ahead.

They do not like to be the victims of whimsical personal policies and stay at the mercy of employers. interesting. and with authority to influence and control both group members and their behavior. Among the alternative work schedules capable of enhancing the Quality of work lifefor some employees are: i. ii. ' Worker Participation Employees have a genuine hunger for participation in organizational issues affecting their lives. Naturally they demand far more participation in the decision making process at the workplace. Obviously. Social Integration The work environment should provide opportunities for preserving an employee's personal identify and self-esteem through freedom from prejudice. Flexi time: A system of flexible working hours.Job Security Employees want stability of employment. Staggered hours: Here groups of employees begin and end work at different intervals. Occupational Stress Occupational mental-health programmes dealing with stress are beginning to emerge as a new and important aspect of Quality of work life programmes. interpersonal openness and the absence of stratification in the organization. 8 . Alternative Work Schedules Employees demand more freedom at the workplace. Compressed workweek: It involves more hours of work per day for fever days. and individual suffering from an uncomfortable amount of job-related stress cannot enjoy a high quality of work life. stimulating or challenging work. Job enrichment: It attempts to increase a person's level of output by providing that persons with exciting. per week. iii. especially in scheduling their work. Autonomous work groups (AWGs): Here a group of workers will be given some control of decision-making and have responsibility for a task area without day-to-day supervision. v. a sense of community. iv.

work schedules.Work and total life space A person's work should not overbalance his life. Ideally speaking. "Psychological contract is the set of expectations held be the individual specifying what the individual and the organization expect to give and receive from each other in the course of their working relationship". This relationship is formal in sometimes less formal. INDUCEMENTS = CONTRIBUTIONS (Organization to employees) = (employee to organization) This is the way for organization to create healthy psychological contract and Jobs satisfaction for their members is to provide them with High Quality of work life environment. WAYS TO CREATE HIGH QUALITY OF WORK LIFE Quality of work life deals with the relationship between every employee and his or her work organization.) Contribution and Inducements. This contract represents the expected exchange of values that encourages the individual to work for the organization and motivates the organization to employ that person. (i. career demands and other job requirements should not take up too much of a person's leisure time and family life. A healthy psychological contract means that inducements and contributions are balance.e. contract. 9 . This contract is psychological.

Reinforcement:Creating reward systems that are fair. relevant and contingent on work performance Responsiveness:Making the work setting more pleasant and able to serve individual Needs.ASPECTS OF HIGH QUALITY OF WORK LIFE Quality of work life is highlighted by the following Benchmarks of managerial excellence. 10 . QUALITY OF WORK LIFE PROGRAMMES Quality of work life programmes concentrate on creating a working environment that is Conductive to the satisfaction of worker needs. Participation:Trust:Involving people from all levels of responsibility in decision-making Reside signing jobs systems and structures to give people more freedom at work. This program assumes that a job and the work environment should be structured to meet as many of the workers needs as possible. Richard Walton has organized into eight categories. These should be integrated. coordinated and properly managed.

General Well-Being. 11 . Stress at Work and Control at Work. Care must be taken to concentrate the focus on the joint objectives of improving the Quality of work life. Reduce the absenteeism and labour turn over Increase the quality of life of employees High employee involvement Peaceful industrial relation MEASUREMENT: A recent statistical analysis of a new measure. Action plans must be carried to completion. the Work-Related Quality of Life scale (WRQoWL). Working Conditions. indicates that this assessment device should prove to be a useful instrument. RESULTS OF HIGH QUALITY OF WORK LIFE         High Productivity Increase organizational effectiveness High employee satisfaction High morale. The WRQoWL measure uses six core factors to explain most of the variation in an individuals quality of working life:       Job and Career Satisfaction.These programmes are helped to avoid some pitfalls like    Quality of work life program must be implemented with the co-operation of management and labour. Home-Work Interface.

their satisfaction or contentment with their job and career and the training they receive to do it. The Control at Work (CAW) subscale of the WRQoWL scale addresses how much employees feel they can control their work through the freedom to express their opinions and being involved in decisions at work. behaviour and health.The Job & Career Satisfaction (JCS) scale of the Work-Related Quality of Life scale (WRQoWL) is said to reflect an employee‟s feelings about. are common. decision making and decision control. life satisfaction. general quality of life. Whilst it is possible to be pressured at work and not be stressed at work. aims to assess the extent to which an individual feels good or content in themselves. The WRQoL Stress at Work sub-scale (SAW) reflects the extent to which an individual perceives they have excessive pressures. depression and anxiety. The WRQoWL Stress At Work factor is assessed through items dealing with demand and perception of stress and actual demand overload. and is influenced by work. within the theoretical model underpinning the WRQoWL. and may have a major impact on the general well-being of the population. is influenced by issues of communication at work. in a way which may be independent of their work situation. The General well-being (GWB) scale of the Work-Related Quality of Life scale (WRQoWL). or evaluation of. Within the WRQoWL measure. personal development career benefits and enhancement and training needs. 12 . in general. predominantly depression and anxiety disorders. It is suggested that general well-being both influences. The WRQoWL General Well Being factor assesses issues of mood. Control at work. and feel stressed at work. Perceived control at work as measured by the Work-Related Quality of Life scale (WRQoWL) is recognized as a central concept in the understanding of relationships between stressful experiences. Mental health problems. recognition and reward. appraisal. high stress is associated with high pressure. optimism and happiness. Job &Career Satisfaction scale is reflected by questions asking how satisfied people feel about their work. It has been proposed that this Positive Job Satisfaction factor is influenced by various issues including clarity of goals and role ambiguity.

Issues that appear to influence employee Home-Work Interface include adequate facilities at work. QUALITY OF WORK LIFE THROUGH EMPLOYEE INVOLVEMENT: One of the most common methods used to create QWL is employee involvement. QUALITY OF WORK LIFE AS HR STARTEGY – AN ANALYSIS Today’s workforce consists of literate workers who expect more than just money from their work. The Working Conditions scale of the WRQoWL assesses the extent to which the employee is satisfied with the fundamental resources. To be successful.The WRQoWL Home-Work Interface scale (HWI) measures the extent to which an employer is perceived to support the family and home life of employees. In the modern scenario. Ford. etc. This is attempted on par with strategies of Customer Relation Management. EI must be more than just a systematic approach. Through (Employee Involvement). IBM. QWL as a strategy of Human Resource Management is being recognized as the ultimate key for development among all the work systems. This factor explores the interrelationship between home and work life domains. not merely as a concession. however. This is integral to any organization towards its wholesome growth. it must become part of the organization‟s culture by being part of management‟s philosophy. This scale also taps into satisfaction with the resources provided to help people do their jobs. employees feel a sense of responsibility. flexible working hours and the understanding of managers. Physical working conditions influence employee health and safety and thus employee Quality of working life. Some companies have had this philosophy ingrained in their corporate structure for decades. even “ownership” of decisions in which they participate. Hewlett-Packard. working conditions and security necessary to do their job effectively. General Motors. 13 . 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.

cash is not the only answer. creating a knowledgebased economy that spins and spans the world. Globalisation has lowered national boundaries. like ambience in facilities / amenities as also the company‟s pay scales. Thanks to the revolution in advanced technology.Strategy and Tactics Over the years. the increased tendency of recruiting knowledge bases is giving the modern managements payoffs in myriad ways. the imperative need to look into QWL in a new perspective is felt and deliberated upon. much experimentation has gone into exploiting potential of human capital in work areas either explicitly or implicitly. wages are paid according to the larger picture specific to the industry and the employer‟s place in the same. Doubtlessly. 14 . The new global workplace demands certain prerequisites such as higher order of thinking skills like abstraction system thinking and experimental inquiry. Moreover. Major economies are converging technologically and economically. Major companies are tirelessly implementing this paradigm in Human Resources Development. the workers are aware of the job requirements of job as also the fact that the performance of the same is measured against the basic goals and objectives of the organization and more importantly. problem solving and team work. which are participative ventures involving workers managed by so-called fictional proprietors. Money Matters: For good QWL. Talking of product. other things being equal. Some of them are intended potentials for product innovations and cost cuttings. The increased share of workers in wages and benefits through legislation as well as competitive interplay of superior managements in various fields of industry and business on extensive levels has reshaped the worker‟s idea of quality of work life. since industrial revolution. The needs are greater in the new systems. it may appear far-fetched to some that product is being assessed in the market for its quality and price by the environment created in the areas where workers and customers are dealt and transact. the employers are increasingly vying with their rivals in providing better working conditions and emoluments. and are highly connected at present moment. This goes to prove that Quality of Work Life of manufacturer / service provider is synonymous with the quality of product. Today.

satisfaction. Employer should instill in the worker the feeling of trust and confidence by creating appropriate channels and systems to alleviate the above shortcomings so that the workers use their best mental faculties on the achievement of goals and objectives of the employer. Their idea of salvation lies in the respect they obtain in the work environment. lack of flexible working hours. physical constraints like distance to work. Yet. bullying by older peers and boss. After all. the workers are inexorably linked to the welfare of their families. for no direct and visible fault of the employer. The work life balance differs in this category and greater understanding and flexibility are required with respect to leave. meaning both spouses working are the order of the day. recognition. so that the workers need not engage their attention on this aspect. compensation and working hours in the larger framework. incompatibility of work conditions affecting health. invasion of privacy in case of certain cultural groups and gender discrimination and drug addiction. One or more of the problems like above can cast a „job-insecurity‟ question. Fun and Leisure Clubs for the physical and psychological well-beingness of workers and their families.Non economic – „Job Security‟: The changing workforce consists of literate workers who expect more than just money from their work life. Employee care initiatives taken by certain companies include creation of Hobby clubs. etc. what kind of work he is entrusted with. as it is their primary concern. The loss of man hours to the national income due to the above factors is simply overwhelming. like how they are individually dealt and communicated with by other members in the team as well as the employer. Some of these noneconomic aspect are: Self respect. merit compensation in job allocation. To cite some examples. the employer has to identify the source of workers problems and try to mitigate the conditions and take supportive steps in the organisation so that the workers will be easily retained and motivated and earn ROI. employers in certain software companies have provided infrastructure to train the children of workers in vocational activities including computer education. work-life imbalances. 15 . Dual income workers.

The modern manager has to strive at the group coherence for common cause of the project. This will boost the coziness and morale of members in the positive environment created by each other‟s trust. Today‟s teams are self-propelled ones. free of workplace anxiety. the workers are considered as the invisible branch ambassadors and internal customers in certain industries. higher quality of work cannot be extracted. All said and one. Here. Without creating supportive environment in restructured environment. Positive energies. will garner better working results. Involvement in teamwork deters deserters and employer need not bother himself over the detention exercises and save money on motivation and campaigns.Teamwork: Teamwork is the new mantra of modern day people‟s excellence strategy. each member can find a new sense of belonging to each other in the unit and concentrate on the group‟s new responsibility towards employer‟s goals. 16 . Restructuring the industrial relations in work area is the key for improving the quality of product and the price of the stock. The ideal team has wider discretion and sense of responsibility than before as how best to go about with its business. It is evident that most of the managements are increasingly realizing that quality alone stands to gain in the ultimate analysis.

Ltd. Pest Control (India) Pvt. Over the years." 17 . Bio-Control Research Laboratories (BIO-CONTROL RESEARCH LABORATORIES) is a modern facility engaged in the propagation and production of various biological control agents and bio-pesticides and spearheads the company‟s commitment towards environment-friendly pest management techniques.COMPANY PROFILE The project was undergone in PEST CONTROL INDIA PVT. Corporate Vision: "To remain the standard bearer at the vanguard of the industry through exemplary ethics. Pest Control (India) Pvt. cost-effective solutions to the varied and changing needs of customers and their total satisfaction. So in order to gain practical knowledge. was established in the year 1954 and is the first and largest pest management company in India. LTD. analysis and research and development (R&D) facilities. The company‟s own product formulation and manufacturing (liquid and gas) facilities are equipped with state-of-the-art quality control. technical competence. Ltd offers a comprehensive range of Professional Pest Management Services and Quality Products and Equipment through a countrywide network of over 150 offices and 3500 employees. on the topic “A STUDY ON QUALITY OF WORK LIFE”. LTD. we reaffirm the company‟s commitment: that of providing comprehensive. continually seeking and providing high-quality. Pest Control (India) Pvt. sincerity and pride. Ltd. Theoretical knowledge is insufficient to cope up with the modern functioning of the companies. With over 50 years of experience. Vision and foresight coupled with the desire to constantly improve has enabled us to retain our premier status in the country today. the project was done in PEST CONTROL INDIA PVT. has constantly endeavoured to introduce better and more cost-effective pest management technology for both services and products. one-stop solutions in the field of expertise.

UK. Ltd.effective cockroach trap to India – Exoroach™. To ensure a smooth and reliable supply of gas mixtures. 18 . PCS & Pest Control (India) Pvt. Together. Pest Control (India) Pvt. the largest facilities management company in Thailand. It is so effective that during trials the trap caught upto 6000 roaches! It is a great tool for Pest Control (India) Pvt. The medical fraternity expressed the need for alternate and better means of sterilisation for their equipment. which was patented and introduced in 1977. Ltd. Ltd have named the JV Cannon Pest Management. BIO-CONTROL RESEARCH LABORATORIES launches another new product. Pest Control (India) Pvt. has made this a part of the company‟s commercial GoldSeal service. the development of a dedicated gas filling and formulation unit was also set in motion. this was developed into the first ethylene oxide gas based sterilizer. when required.PHILOSOPHY: Pest Control (India) Pvt. Ltd aids in the pest solutions side to the business. What started out as a technical consultancy has now grown into a strong joint venture with PCS. since it is 100% eco-friendly and is accredited with all the food safety standards. This product is a specially formulated concoction of natural salts to tackle all soft-bodied sucking pests of plants. Pest Control (India) Pvt. introduced a new and highly. Ltd‟s philosophy of client satisfaction and its resultant goodwill meant that it was often approached for solutions to problems not usually associated with pests. As exclusive agents. called Lastraw™. Freoster®. together with Exosect® Ltd. It has been highly successful and completely ecofriendly! Pest Control (India) Pvt. Ltd. Ltd constantly strives to expand and has finally done so in Thailand.

having remained unchanged for millions of years. destroying our shelter. it is the decision to use or not to use a certain component that often determines success or failure. is nothing but Intelligent Pest Management. however. are the preferred choice. As their populations grow. Ltd Responsibility: From its inception the company has been a socially responsible company. These examples of Pest Control (India) Pvt. The acronym „PEST CONTROL INDIA PVT. true IPM as we believe. LTD‟ denotes priority to the Public. in that order. Most importantly. We. Ltd‟s social involvement and initiative. In cases where there is no option but to use a chemical. illustrate its corporate mission. the choice of chemical and dosage is based on its safety profile: chemicals that are low in human toxicity (good safety profile) yet extremely effective against target pests. That‟s when they become a nuisance or “pest. Ltd believes in an integrated approach towards pest management. causing disease. some of which are already there.” These pests. Common sense has no substitute. Pest Control (India) Pvt. long before the first humans walked the earth. and some which move in later. And wherever we settle down.INTELLIGENT PEST MANAGEMENT: Every living creature is engaged in a constant competitive struggle for food and shelter. 19 . Social AwarenessPest Control (India) Pvt. on the other hand. are the one species that have crossed almost all natural barriers. the Company and the Individual. we keep placing ever-increasing demands for means of food and shelter. A blanket application of chemical pesticide only provides a temporary solution the inherent side effects to our environment render this option unacceptable in the long run. we create these means not only for ourselves but also for others. eating our food. Some of these creatures represent the top of their evolutionary chain. compounded by burgeoning population. play an important part in the natural eco-system and will be around for a long time to come. they come into open conflict with us.

pickles. which contained about 70 buildings of 4-5 storeys and numerous shops. a large B. commercial establishments. Around 750 families resided in the area at the time. Ramachandani Marg. the Colaba Residents Association and Pest Control (India) Pvt.Pre-Campaign infestation. milk distribution centres. The Academy of Development Sciences (ADS): The Academy of Development Sciences (ADS) was set up subsequently to train and equip local tribals and help them attain a better quality of life and at the same time. School. Ltd in 1975. The cane factory produces fine cane and bamboo furniture and articles. Under the guidance of Chairman Mr. Ltd. The food-processing factory produces jams. Arthur Bunder Road. A local boys orphanage has been adopted and free eye camps are a regular feature in the area.Rao. Local citizens were informed 20 .The entire area was divided into six blocks and the campaign was was conducted in three phases . Petrol bunk. ROBAN® treatment and Post Campaign infestation. education and overall socio-economic development of numerous villages at Karjat. Shahid Bhagat Singh Road and BEST Marg including Mere-Weather Road. while the Scientific Nursery contains various species of local and indigenous medicinal trees. Ltd contributes towards the cost of the staff and its offices as its financial contribution to rural development. The well-planned exercise nominated an urban area of Mumbai for the mass eradication of rodents. sustainable life-style in a rural setting.Karma: Karma. Pest Control (India) Pvt. N. keep their traditions and valuable knowledge alive. (Karjat Agricultural Rural Management Assistance) was initiated by the rural development cell of Pest Control (India) Pvt. between 2-19 December 1992.J. Pied Piper Colaba: The Pied Piper rodent control campaign was carried out jointly by the Bombay Municipal Corporation. recreation garden.S.P.T. The area encompassed P. Nursing Home and dispensaries. herbs and shrubs and even a “vaid” or local medicine man in attendance. it initiates projects directed towards improvement of health. near Mumbai. squashes and candy using traditional recipes and is marketed under the popular “Tungi” brand name. The project seeks to promote an integrated. Restaurants.

a novel initiative by the local NGO. We believe that the key to efficient control is through collaboration and transfer of knowledge. earlier assumed to be an impossible task. CIAM .Picture Mumbai . The venue was the open ground located in the centre of the society surrounded by residential buildings. The body of work was exhibited at Mumbai and has led to the formation of the Picture Mumbai Trust.Slum Rehabilitation Society along with the local federation was implemented to educate the residents about dangers from mosquito-borne & rat-borne diseases. being mosquitoes and rats. local citizen volunteers and other civic body support.about the campaign and requests for their cooperation and information evoked a very good response. This globally linked project seeks to foster through the medium of the camera. managed and implemented the Getty Conservation Institute's project .. It established an awareness that rodent control. Pest Control (India) Pvt. This is done with the help of societies. ALM (Advanced Locality Management) folk. Slum Rehabilitation Society On Saturday 7th July 07. established to rehabilitate affected slum dwellers from various parts of Mumbai.Landmarks of a New Generation. Picture Mumbai In 1996.Citizen's Initiative Against Mosquitoes The rainy season bring with it a deluge of mosquito-related diseases like Malaria and Dengue in Mumbai. SRS . Pest Control (India) Pvt. Nine young residents of Mumbai were encouraged to toam the city in search of icons of their time. Occupants of some 200 residences were interviewed and presentations and demonstrations were made to spread awareness about the rodent problem. Ltd its complete team of Managers & Technicians. an awareness in today's youth of what they value in their surroundings. at the Majas MMRDA Colony. Over the last four years. which aims to uncover and showcase talent amongst today's youth in various artistic disciplines related to conservation. Pest Control (India) Pvt. has been taking a leading part in spreading awareness on measures to prevent mosquito breeding within and around the residences. Ltd. was definitely achievable. how to 21 . with the support and technical guidance of Pest Control (India) Pvt. Residents were taught how to identify these major pests. Ltd. Ltd‟s involvement started several presentations on the major pests in that area. A concerted effort to stopping breeding sites is the only way to have long-term benefits of control. The campaign achieved 95% control and was a textbook success.

Pest Control (India) Pvt. Ltd stalls are a regular feature in kisan melas and other agricultural fairs. spreads awareness and collects feedback from farmers and general data and information from the field. A small treasure hunt was also initiated by SRS. 10 kgs. The recently set-up Field Education and Extension (FEE) Unit. The underlying objective was to perfect lab-to-land technology. Ltd‟s pioneering work in the bio-control field led to the establishment of BIO-CONTROL RESEARCH LABORATORIES in June 1981. has taken on this mantle.all were winners! At the end of the event. ended up being very successful for all involved. Environmental & Agricultural Pest Control (India) Pvt. 22 . Bio-Control Research Laboratories (BIO-CONTROL RESEARCH LABORATORIES) Ecological. and the ways to control their breeding. i. This initiative.e. It was the first commercial bio-control laboratory in the country with several innovations and standards of mass production of bio-control agents to its credit. making them active members of their community. A child-centric presentation was simultaneously shown to the kids of the area. imparts education. It carries out dedicated fieldwork through trials and validations of different products. headquartered at BIOCONTROL RESEARCH LABORATORIES.control their breeding and the diseases that are spread by both.. of the company‟s Roban® rodenticide was donated to the community to empower them to take control measures into their own hands. developing delivery mechanisms for various bio-control agents so that they are made available to end-users in different parts of the country at reasonable rates. with the help of SRS. and at the end of the program a quiz was presented .

Range of Pest Control Products-Residential/Commercial Products: ROBAN. ready-to-use liquid formulation against all flying and crawling insects TERMISEAL. safe & hygienic glue-based electric fly and flying insect catcher.Lastraw Pheromone Lures and Traps 23 .Read-to-use formulation against Termites and other wood-boring pests.New age Humanmeditek Plasma Sterilisation machines provided by PEST CONTROL INDIA PVT.Neem Baan Organic Salts.Su-Mona.Myco-Jaal. Niprot. ILLUME-Aesthetic. LTD.A ready-to-use wax block for rodent control. Botanicals. available.High-quality aerosol generating sprayers in many sizes for different uses. PLASMA STERILISERS. PEST SEAL.Heli-cide. silent. Beneficial Viruses. Harmless to humans and pets! TRUBBLE GUM. safe & hygienic glue-based electronic fly and flying insect trap MESTO SPRAYERS. Beneficial Bacteria (Antagonistic Bacteria)..A safe. Spodo-cide. non-toxic and eco-friendly glue-based rat and mouse trap.India‟s first electrical flying insect control system SPIDER.An effective.. Agricultural Pest Control Products:Biological Control Products Beneficial Fungi (Antagonistic Fungi.Silent. PEST-O-FLASH.

Comprehensive and customized mosquito control services for residential and commercial venues. Pied Piper Service. LTD. IMM Service. AFT Service. Pro-Guard Service.This service is primarily designed to battle common warehouse pests on surfaces of your structure. providing cleaning and housekeeping needs to the customers.Gel-baiting system to control cockroaches. Pest Aware Service.. eco-friendly rodent control services for commercial establishments and common areas of residences.Safe.A customized post-construction and pre-construction service to control or prevent the attack from termites.PEST CONTROL SERVICES: Gold Seal Service.Anti-Fungal treatment for commercial and office areas. Sea Transport Pest Management.Specialised service against the menacing Bed Bug. Cleaning & Support. Bug Buster Service.This is the facility management extension of PEST CONTROL INDIA PVT.Service to control the wood borer/powder post beetle larvae. and also to prevent them from coming back in.An integrated approach that tackles the essential and perhaps the non-essential pest issues on board shipping vessel 24 .. Termiseal Service. House-keeping. ants & silverfish – also available for your car! WBM Service.Community and commercial awareness programs to help customers and non-customers build awareness into pest problems and their prevention.

CHAPTER II 25 .

REVIEW OF LITERATURE
Various authors and researchers have proposed models of Quality of working life which include a wide range of factors. Selected models are reviewed below.

The distinction made between job satisfaction and dissatisfaction in quality of working life reflects the influence of job satisfaction theories. Herzberg (1959) used “Hygiene factors” and “Motivator factors” to distinguish between the separate causes of job satisfaction and job dissatisfaction. It has been suggested that Motivator factors are intrinsic to the job, that is; job content, the work itself, responsibility and advancement. The Hygiene factors or Dissatisfaction-avoidance factors include aspects of the job environment such as interpersonal Relationships, salary, working conditions and security. Of these latter, the most common cause of job dissatisfaction can be company policy and administration, whilst achievement can be the greatest source of extreme satisfaction. An individual‟s experience of satisfaction or dissatisfaction can be substantially rooted in their perception, rather than simply reflecting their “real world”. Further, an individual‟s perception can be affected by relative comparison – am I paid as much as that person - and comparisons of internalized ideals, aspirations, and expectations, for example, with the individual‟s current state (Lawler and Porter, 1966). Walton (1974) attributes the evolution of Quality of Work Life to various phases in history. Legislations enacted in early twentieth century to protect employees from jobinjury and to eliminate hazardous working conditions, followed by the unionization movement in the 1930‟s and 1940‟swere the initial steps in this direction. Emphasis was given to job security, due process at the work place and economic gains for the worker. The 1950‟s and the 1960‟s saw the development of different theories by psychologists proposing a positive relationship between morale and productivity that improved human relations. Attempts at reform to acquire equal employment opportunity and job enrichment schemes also were introduced. Finally in the1970‟s the idea of Quality of Work Life was conceived which according to Walton, is broader than these earlier developments and is something that must include „the values that were at the heart of these earlier reform movements and human needs and aspirations‟. 26

Hackman and Oldham (1976) drew attention to what they described as psychological growth needs as relevant to the consideration of Quality of working life. Several such needs were identified; Skill variety, Task Identity, Task significance, Autonomy and Feedback. They suggested that such needs have to be addressed if employees are to experience high quality of working life.

Taylor (1979) more pragmatically identified the essential components of Quality of working life as; basic extrinsic job factors of wages, hours and working conditions, and the intrinsic job notions of the nature of the work itself. He suggested that a number of other aspects could be added, including; individual power, employee participation in the management, fairness and equity, social support, use of one‟s present skills, self development, a meaningful future at work, social relevance of the work or product, effect on extra work activities. Taylor suggested that relevant Quality of working life concepts may vary according to organization and employee group.

Warr and colleagues (1979), in an investigation of Quality of working life, considered a range of apparently relevant factors, including work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness, and self-rated anxiety. They discussed a range of correlations derived from their work, such as those between work involvement and job satisfaction, intrinsic job motivation and job satisfaction, and perceived intrinsic job characteristics and job satisfaction. In particular, Warr etal. found evidence for a moderate association between total job satisfaction and total life satisfaction and happiness, with a less strong, but significant association with self-rated anxiety.

Thus, whilst some authors have emphasized the workplace aspects in Quality of working life, others have identified the relevance of personality factors, psychological well being, and broader concepts of happiness and life satisfaction. Factors more obviously and directly affecting work have, however, served as the main focus of attention, as researchers have tried to tease out the important influences on Quality of working life in the workplace.

27

Mirvis and Lawler (1984) suggested that Quality of working life was associated with satisfaction with wages, hours and working conditions, describing the “basic elements of a good quality of work life” as; safe work environment, equitable wages, equal employment opportunities and opportunities for advancement.

Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis & Lawler, 1984; Cooper, 1988) define the qualities of work life are broadly similar to the study on Singaporean Employees Development suggest four dimensions of Quality of work life labeled as, i) Favorable work environment ii) Personal growth and autonomy iii) Nature of job and iv)Stimulating opportunities and co-workers Good performance is recognized in addition to rewards being based upon performance while employees are respected and treated like mature people.

Baba and Jamal (1991) listed what they described as typical indicators of quality of working life, including: job satisfaction, job involvement, work role ambiguity, work role conflict, work role overload, job stress, organizational commitment and turn-over intentions. Baba and Jamal also explored routinisation of job content, suggesting that this facet should be investigated as part of the concept of quality of working life.

Singh-Sengupta (1993) in her study observed that one of the most critical and one of the least discussed elements in Quality of work life is the issue of power relations. In their series of observations in a wide range of organizations the top management is suffering from deficit of power as the non-managerial cadres amass all powers because of the strength of trade unions and their numerical strength. The study disclosed that the two groups, managers and workers seemed to be currently interdependent. Appropriate intervention programme may change the relationship to co-operatively interdependent. By correlating the Quality of Work life at Hindustan Machine Tools (HMT) with special reference to its Jammu & Kashmir Unit, Gani and Ahmad (1995) examined the empirical level of various components of QWL from their theoretical expositions. The study was carried out by personal interviews of the workers there. The results of the study are (i) the existing QWL in the organization under study is of an average standard (ii) compared to working 28

flexible hours of work. although the relevance of non-work aspects is play down as attention is focused on Quality of work life rather than the broader concept of quality of life. Knowledge and Aesthetics. Unable to deliver quality of care preferred. They defined quality of working life as satisfaction of these key needs through resources. Social. Economic and family. (2001) suggested that the key factors in quality of working life are: Need satisfaction based on job requirements. leading to better Quality of Work Life. Esteem. Ellis and Pompli (2002) identified a number of factors contributing to job dissatisfaction and quality of working life in nurses. Sirgy et al. Professional isolation. conducive work environment. 29 .. Need satisfaction based on Supervisory behaviour. In an attempt to establish an inevitable linkage between the Quality of Work Life and the industrial relations processes. rational and job factors. Mankidy (2000) observes that the more positive the Industrial relations processes. the greater the possibility of improved Quality of Work Life. Positive Industrial Relations should ensure better wages. career prospects. Resident aggression.environment. Need satisfaction based on Work environment. Poor relationships with supervisor/peers. the financial factors present a dismal picture (iii) the absence of participative management culture. Need satisfaction based on Ancillary programmes. Maslow‟s needs were seen as relevant in underpinning this model. Lack of involvement in decision making. Shift work. activities. which has eroded creativity initiative and innovative capabilities of excellent performers. job satisfaction. and outcomes stemming from participation in the workplace. covering Health & safety. Lack of opportunity to learn new skills. including: Poor working environments. Actualization. employment benefits. Organizational commitment. Role conflict. The study concluded that the improved Quality of Work Life will naturally help to improve the family life of the employees and would also improve the performance of the organization. Lack of recognition. meaningful employee involvement in decision making etc. Workload. has given rise to harder beaurocratic controls. Balance of work and family.

Cheng S in his paper Quality of work life through employee participation in Singapore has discussed the following four different approaches to Quality of work life Employee share option scheme. executive policy and action through its entrepreneurial role in the public sector recommended the need for engaging and involving staff in the management and policy decisions for improvement in Quality of Work Life. intermediate clerical. improvement of quality of work life should be through the co-operative endeavor between Management and unions. Jobs seen to exist within high Quality of work life work situations are those in which there is minimal negative impact on one‟s personal life. sales and service workers. The recommendation from the National seminar published in the Journal of Productivity (1982) states that at the enterprise level. an opportunity to be involved in decision as well as an acceptable level of physical comfort. Joint management consultation. Cheng S says in a high Quality of work life there should be a positive impact on personal life. The Study on Singaporean Employees development. (2003) used 16 questions to examine quality of working life. The conference pointed out that the Government could help in improving Quality of Work Life through legislation. Quality circle and Industrial relations circle. indicating that different concerns might have to be addressed for different groups. 30 .Bearfield. and distinguished between causes of dissatisfaction in professionals. National Seminar on improving the quality of working life (1982) was convened to enquire into the direction of Quality of Work Life activities in India and prepare an action plan for implementing the Quality of Work Life concepts. and hopefully one which has a positive impact on one‟s personal life.

CHAPTER III 31 .

research design. This chapter states the Methodology adapted for the study by the researcher. It must be to evaluate the attitude of the employees towards the personnel policies. Ltd. It may be understood as a science of studying how research is done scientifically. The scope of research methodology is wider than that of research methods. Title of the Project: The Research was done on the topic “A STUDY ON QUALITY OF WORK LIFE” at Pest Control India Pvt. statement of the problem. SIGNIFICANCE OF THE STUDY: Quality of work life covers various aspects under the general umbrella of supportive organizational behavior.RESEARCH METHODOLOGY INTRODUCTION Research methodology is a way to systematically solve the research problem. The research will be helpful in understanding the current position of the respective company. the Quality of work life should be broad in its scope. time pressure and work-balance etc. perception of employee. relationship between co-workers. definitions. aims and objectives. And provide some strategies to extent the employee‟s satisfaction with little modification which is based on the internal facilities of the company. research hypothesis. chapterisation of the study. statistical testing. significance of the study. Thus. The purpose of this study was to explore to experience of workers towards their Quality of work life and their work environment in terms of stress. limitation of the study. work load. tools for data collection. It includes Title. 32 . This chapter deals with the methodology adopted for the study by the researcher.

inability to deliver quality of care preferred. lack of involvement in work process and decision –making. resident aggression.STATEMENT OF THE PROBLEM: The aim of the study includes the following factors towards the quality of Work life. OBJECTIVES:      To study the Socio-demographic details of the employees respondents. To study the balance between the work and Home life of the employees. poor relationship between supervisor/ Team Leader. Thus the present study is an attempt describing their factors as a tool to access the Quality of work life of the employees. Ltd. role conflict. To study the overall Quality of work life of employees at Pest Control India Pvt. RESEARCH HYPOTHESIS: 33 . Ltd. work load. lack of recognitions and lack of opportunity to learn new skills. AIM: To study the QUALITY OF WORK LIFE of the employees at SALEM STEEL PLANT. They are such as poor working condition environments. To study the perception level of employees to determine the Quality of work life of the Employees. balance of work and family. Training is important areas were the workers can utilize for their self development and updating of their work knowledge. To study the Social Relevance with work life pattern of the employees at Pest Control India Pvt. Ultimately every effort that the management takes for the worker and perseverance of the worker on their physical and the mental well being inside the organization that help in maintaining their motivation and satisfaction level which is important for effective performance of any worker. shift timing.

34 . RESEARCH DESIGN: “A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure”. There is a significant difference between the marital status with regard to overall QWL. There is a significant difference among the designation of the respondents with regard to various dimension of QWL. Descriptive study was necessary to ensure the complete interpretation of the situation and to ensure minimum bias in the collection of data. The researcher carried out the pilot study and realized the need for study. The researcher used Descriptive research design. There is a significant relationship between the experiences of the respondents with regard to overall QWL.The questionnaire is enclosed in the appendix.      There is a significant difference between the departments of the respondents with regard to various dimension of QWL. because it helps to describe a particular situation prevailing within a company. There is a significant difference between the sex of the respondents with regard to various dimension of QWL. There is a significant relationship between the age of the respondents with regard to overall dimensions of QWL. PILOT STUDY: The purpose behind the pilot study was to find out the feasibility and suitability of the study and to formulate the problem more specifically. The necessary changes were made at the end of pretesting . PRE-TEST: The researcher tested the questionnaire with 5 respondents and checked the suitability and aptness of the questionnaire.

SAMPLE METHOD: The researcher used Probability Sampling method.e.SAMPLE DESIGN: UNIVERSE: The universe constituted the various Departments includes Marketing. SAMPLE SIZE: For a research study to be perfect the sample size selected should be optimal i. Customer Care.The dimensions of the question are as follows: SL.NO 1 2 3 4 5 6 7 8 QUALITY OF WORK LIFE DIMENSIONS TOTAL NO OF ITEMS 3 5 9 5 6 4 3 9 Adequate and fair compensation Safe and healthy working condition Opportunities for Development Opportunities for growth and security Social Integration Constitutionalism Work and life space Social relevance and working life 35 .689. Ltd”. Hence the sample size selected for the study was 50 employees of “Pest Control India Pvt. it should neither be excessively large nor too small. Walton (1975) The first part deals with Socio-Demographic details and the second part deals with the Dimensions. Product Sales. RELIABILITY OF THE SCALE: The reliability of the scale is 0. of employees of the above mentioned departments are 100. Accounts & Administration and Finance Department. The total no. TOOLS FOR DATA COLLECTION: The researcher used a standard questionnaire on Quality of work life(1999) was developed including all 8 dimensions basic major factors which were developed by Richard E. Service. The data was collected using Simple Random method through Lottery method. Quality Assurance. alpha value.

The statistical data namely karl-pearson‟s co-efficient of correlation was used to find out the relationship between two variables. DATA COLLECTION: The researcher distributed the questionnaire to the respondents and got the filled up questionnaire after a week for the staffs at Managerial level.3. 36 . Data which has already gone through the process of analysis or were used by someone else earlier is referred to secondary data. DATA COLLECTION METHOD: Both the Primary and Secondary data collection method were used in the project. journals. STATISTICAL TESTING: The researcher converted the data into tables To analyze the data.2. The researcher used interview schedule to collect the responses of the questionnaire from the technicians.Strongly agree 4-Agree 3-undecided 2-disagree 1-Strongly Disagree It indicates the increase the score.4.1 as instructed in the standard scale (i. First time collected data are referred to as primary data. company records etc. higher the quality of work life.e) 5. This type of data was collected from the books.SCORING: The perception of the workers were measured by giving scores to each response as 5. In this research the primary data was collected by means of a Structured Questionnaire. student„t‟ test was used to find out the difference two groups and one way analysis of variance was used to find out the variance between the groups and within the groups.

Today work has repetitive and mechanical so that the worker has little control on it. Reasonable hours of work.DEFINITION CONCEPTUAL DEFINITION: Quality of work life It refers to the physical and mental well being of the workers in their work life is studied through the determinants of QWL like adequate and fair compensation. constitutionalism. Safe and healthy working conditions: Quality of work cannot be high unless the work environment is free from all hazards detrimental to the health and safety of employees. Quality of work life can be improved if the job allows sufficient autonomy and control. Opportunity for career growth: Opportunities for promotions are limited in case of all categories of employees either due to educational barriers or due to limited openings at the higher level. provides timely feedback on performance and uses a wide range of skills. opportunities for growth and security. The compensation should help the employee in maintaining a socially desirable standard of living. etc are the main elements of a good physical environment for work. Opportunity to use and develop human capacities: The job should contain sufficient variety of tasks to provide challenge and to ensure the utilization of talents. knowledge and qualifications. work and life space. 37 . risk free work. OPERATIONAL DEFINITION: Adequate and fair compensation: It is a just and equitable balance between effort and reward. social integration. safe and healthy working condition. cleanliness. pollution free atmosphere. social relevance and working life. opportunities for development. QWL provides future opportunity for continued growth and security by expanding one‟s capabilities.

frequent travel. scope for upward mobility. Constitutional protection is provided to employees on such matters as privacy. Constitutionalisation in the work organization: QWL provides constitutional protection to the employees only to the level of desirability as it hampers workers. The respondents may not have expressed them strong negative feelings about the policies. PROBLEM ENCOUNTERED BY THE RESEARCHER: Being a service oriented industry. LIMITATIONS OF THE STUDY:    Converting qualitative data into quantitative data may often lead to inaccurate results. The worker‟s self esteem would be high if his work is useful to the society and the vice versa is also true. 38 . Openness. trust. It happens because the management‟s action is challenged in every action and bureaucratic procedures need to be followed lat that level. Few respondents were reluctant while answering the questions. Work and personal life: There should be proper balance between work life and personal life of employees. equitable treatment is essential for its purpose. The demands of work such as late hours. matching time with technicians was a constraint.Social integration in work force: The worker should be made to feel a sense of identity with the organization and develop a feeling of self-esteem. equity and due process. Social relevance of works: QWL is concerned about the establishment of social relevance to work in a socially beneficial manner. free speech. and quick transfers are both psychologically and socially very costly and detrimental to quality of work life. which results in the error of central tendency. sense of community feeling.

This chapter presents the research methodology. Chapter 3:. 39 . suggestion and conclusion. Chapter 2:.Introduction of the topic and organizational profile.It deals with review of literature. Chapter 4:.This chapter deals with findings.CHAPTERISATION: Chapter 1:.It deals with Analysis and interpretation. Chapter 5:.

CHAPTER IV 40 .

of Respondents 21 11 10 8 Percentage 42. No.0 16. nearly 20% of the respondents belong to the age group of 41-48 years & rest of the respondents (16%) belong to the age group of above 48 years.0 INFERENCE: The above table indicates that nearly half of the respondents (42%) belong to the age group of 24-32 years.DATA ANALYSIS & INTERPRETATION Table 1 DISTRIBUTION OF RESPONDENTS BY AGE GROUP S. 1 2 3 4 Age Group 24 to 32 Years 33 to 40 Years 41 to 48 Years Above 48 Years No. while nearly one fourth of the respondents (22%) belong to the age group of 33-40 years.0 20.0 22. AGE GROUP 24 to 32 Years 33 to 40 Years 41 to 48 Years Above 48 Years 16% 42% 20% 22% 41 .

and 18 % of the respondents were unmarried. No. of Respondents 41 9 Percentage 82.Table 2 DISTRIBUTION OF RESPONDENTS BY MARITAL STATUS S.0 unmarried 18% Marital Status married 82% 42 . 1 2 INFERENCE: The above table shows that vast majority of the respondents (82%) were married.0 18. Marital Status Married Unmarried No.

Male Female Sex No.0 Female 8% Sex Male 92% 43 . rest of the respondents (8% ) were Female.0 8. No.Table 3 DISTRIBUTION OF RESPONDENTS BY SEX S. of Respondents 46 4 Percentage 92. 1 2 INFERENCE: The above table shows that vast majority of the respondents (92%) were Male.

Table 4 DISTRIBUTION OF RESPONDENTS BY DESIGNATION S.0 16. 1 2 3 4 INFERENCE: The above table indicates that nearly half of the respondents (40%) were Technicians. Designation Manager Officer Executive Technician No. No. one third of the respondents (36%) were officers.0 Technician 40% Manager 20% Designation Executive 24% Officer 16% 44 . one fourth of the respondents (24%) were Executives. & rest of the respondents (20%) were Managers.0 24. of Respondents 10 8 12 20 Percentage 20.0 40.

of Respondents 34 16 Percentage 68.Table 5 DISTRIBUTION OF RESPONDENTS BY DEPARTMENT CLASSIFICATION S.0 RESPONDENTS CLASSIFIED ACCORDING TO DEPARTMENT Non-Technical 32% (Technical) 68% 45 .0 32. Technical Non-Technical No. Department Classification 1 2 INFERENCE: The above table shows that more than half of the respondents (68%) belong to Technical department and rest of respondents (32%) belong to Nontechnical department. No.

0 10. 14% of respondents have experience between 6 and 10 years.0 INFERENCE: The above table shows that nearly half of the respondents (48%) have experience up to 5 years.0 8. 8% of the respondents have experience above 25 years and rest of the respondents (6%) are experienced between 11 and 15 years.0 6. No.0 16.Table 6 DISTRIBUTION OF RESPONDENTS BY EXPERIENCE S. 10% of the respondents have experience between 21 and 25 years. nearly one third of the respondents (16%) have experience between 16 and 20 years. EXPERIENCE OF THE RESPONDENTS 46 14 6 Upto 5 years 6-10 years 16 10 8 11-15 years 16-20 years 21-25 years Above 25 years 46 . 1 2 3 4 5 6 Experience Upto 5 years 6-10 years 11-15 years 16-20 years 21-25 years Above 25 years No.0 14. of Respondents 23 7 3 8 5 4 Percentage 46.

(n:50) A 1 2 B 1 2 C 1 2 D 1 2 E 1 2 F 1 2 G 1 2 H 1 2 I 1 2 Level of Adequate & Fair Compensation Low Level High Level Level of Safe & Healthy Working Condition Low Level High Level Level of Opportunities for Development Low Level High Level Level of Opportunity for Growth & Security Low Level High Level Level of Social Integration Low Level High Level Level of Constitutionalism Low Level High Level Level of work & Life Space Low Level High Level Level of Social Relevance & Work Life Low Level High Level Level of Overall Quality of Work Life Low Level High Level 45 5 36 14 30 20 90.0 60.0 28.0 36.0 56.0 64.0 68.0 44.0 90.0 44.Table 7 DISTRIBUTION OF RESPONDENTS BY THEIR LEVEL OF QUALITY OF WORK LIFE S.0 40.0 47 .0 32.0 28 22 45 5 34 16 32 18 28 22 26 24 56.0 72. No.0 52.0 10. of Respondents Level of Quality of Work Life Percentage No.0 48.0 10.

More than half of the respondents (52%) have low level of Overall quality of work life. Majority of the respondents (90%) have low level of Quality of work life due to Inadequate and Unfair Compensation. Majority of the respondents (90%) have low level of Quality of work life due to low level of Social Integration. More than half of the respondents (56%) have low level of Quality of work life in terms of Social relevance & work life. B. Majority of the respondents (56%) have low level of Quality of work life due to lack of Opportunities for growth and security. F. E. More than half of the respondents (68%) have low level of Quality of work life due to lack of Constitutionalism. More than half of the respondents (64%) have low level of Quality of work life in terms of Work & life space. 48 . Majority of the respondents (72%) have low level of Quality of work life due to Unsafe & Unhealthy working condition. H. D. Majority of the respondents (60%) have low level of Quality of work life due to lack of Opportunities for development.INFERENCE: TABLE-7 A. I. C. G.

32 4 Level of Opportunity for Growth & Security Married Unmarried 41 9 18.03 3 Level of Opportunities for Development Married Unmarried 41 9 35.392 df=48 P>0.88 11.11 2.20 10.05 Significant t=0.35 N Mean Std.80 16.66 17.22 3.22 2.51 8 Level of Social Relevance & Work Life .96 2.05 Not Significant t=-0.04 2.05 Not Significant t=1.56 27.498 df=48 P>0.309 df=48 P<0. No 1 Marital Status Level of Adequate & Fair Compensation Married Unmarried 2 41 9 12.669 df=48 P>0.80 34.32 2. Deviation Statistical Inference t=2.60 7 Level of work & Life Space Married Unmarried 41 9 11.78 4.Table 8 „t‟ TEST BETWEEN THE RESPONDENTS MARITAL STATUS WITH REGARD TO QUALITY OF WORK LIFE S.11 6 Level of Constitutionalism Married Unmarried 41 9 15.224 df=48 P>0.83 2.54 20.40 1.16 2.568 df=48 P>0.05 Not Significant t=0.33 1.05 Not Significant t=0.56 1.00 2.96 5 Level of Social Integration Married Unmarried 41 9 25.05 Not Significant t=-1.56 1.05 Not Significant t=1.189 49 Level of Safe & Healthy Working Condition Married Unmarried 41 9 20.618 df=48 P>0.

945 df=48 P>0. There is no significant difference between the marital status of the respondents with regard to the different dimension level of Safe and Healthy Working condition. Social relevance & work life & Overall quality of work life. 50 .05 Not Significant t=0.00 3. Work & life space.Married Unmarried 9 Level of Overall Quality of Work Life Married Unmarried 41 9 37. Opportunities for development. Opportunities for growth & security.05 Not Significant 41 9 177.24 37. Constitutionalism.57 df=48 P>0. Social Integration.68 174.50 3.00 9.86 INFERENCE: There is a significant difference between the marital status of the respondents with regard to various dimension level of Adequate income and Fair Compensation.80 13.

00 2.143 df=48 P>0.80 12.83 16. No 1 Sex Level of Adequate & Fair Compensation Male Female 2 46 4 11.00 N Mean Std.00 7 Level of work & Life Space Male Female 46 4 11.00 8 Level of Social Relevance & Work Life .Table 9 „t‟ TEST BETWEEN THE RESPONDENTS SEX WITH REGARD TO QUALITY OF WORK LIFE S.80 13.00 1.20 21.05 Not Significant t=-0.264 df=48 P>0.47 0.689 df=48 P>0.59 19.30 38.15 3 Level of Opportunities for Development Male Female 46 4 35. Deviation Statistical Inference t=-1.15 0.00 2.00 5 Level of Social Integration Male Female 46 4 25.00 3.41 4 Level of Opportunity for Growth & Security Male Female 46 4 18.141 df=48 P>0.480 df=48 P>0.07 0.05 Significant t=-1.00 2.00 6 Level of Constitutionalism Male Female 46 4 15.04 1.589 df=48 P>0.05 Not Significant t=-0.14 1.05 Not Significant t=0.67 28.05 Not Significant t=1.05 Not Significant t=-1.00 2.526 df=48 P>0.05 Not Significant t=-2.44 0.11 0.00 3.119 51 Level of Safe & Healthy Working Condition Male Female 46 4 20.

52 . Work & life space. Constitutionalism. Social relevance & work life & Overall quality of work life.63 0.41 184.45 INFERENCE: There is a significant difference between the male & female of the respondents with regard to various dimension level of Opportunities for growth & security.80 2.00 10. There is no significant difference between the male & female of the respondents with regard to the different dimension level of Adequate income and Fair Compensation Safe and Healthy Working condition.00 3.00 df=48 P>0.05 Not Significant 46 4 176.389 df=48 P>0.Male Female 9 Level of Overall Quality of Work Life Male Female 46 4 37. Opportunities for development.05 Not Significant t=-1.22 37. Social Integration.

05 Not Significant t=-2.31 2.79 26.63 1.03 11.94 2.832 df=48 P>0.Table10 „t‟ TEST BETWEEN THE RESPONDENTS DEPARTMENT WITH REGARD TO QUALITY OF WORK LIFE S.05 Not Significant t=-0.738 df=48 P>0.21 36.200 df=48 P>0.97 2.05 Not Significant t=-0.93 8 Level of Social Relevance & Work Life .039 df=48 P>0.05 Not Significant t=-1.83 2.92 5 Level of Social Integration Technical Non-Technical 34 16 25.02 3 Level of Opportunities for Development Technical Non-Technical 34 16 35.06 1.19 3.79 19.71 12.25 2.59 .98 7 Level of work & Life Space Technical Non-Technical 34 16 11.22 1.05 Significant t=-0. No 1 Marital Status Level of Adequate & Fair Compensation Technical Non-Technical 2 34 16 12.75 1.46 6 Level of Constitutionalism Technical Non-Technical 34 16 15.52 1. Deviation Statistical Inference t=0.220 df=48 P>0.89 3.069 53 Level of Safe & Healthy Working Condition Technical Non-Technical 34 16 20.05 Not Significant t=1.79 15.79 4 Level of Opportunity for Growth & Security Technical Non-Technical 34 16 18.00 19.05 Not Significant t=-0.39 N Mean Std.034 df=48 P<0.00 2.659 df=48 P>0.

Opportunities for development.84 2.13 11. Work & life space.Technical Non-Technical 9 Level of Overall Quality of Work Life Technical Non-Technical 34 16 37.18 37.44 8.05 Not Significant t=-0.50 178. Social Integration.503 df=48 P>0. Social relevance & work life & Overall quality of work life.69 INFERENCE: There is a significant difference between the respondents‟ Department with regard to various dimension level of Opportunities for growth & security. There is no significant difference between the male & female of the respondents with regard to the different dimension level of Adequate income and Fair Compensation Safe and Healthy Working condition.65 df=48 P>0.05 Not Significant 34 16 176.25 3. 54 . Constitutionalism.

90 F= 1.454 P>0.874 G1=11.38 G3=17.No 1 Designation SS df MS Mean Sig.90 G2=12.257 4.50 G2=26.409 7.75 G3=16.792 3 46 32.726 G1=19.228 358. Level of Adequate & Fair Compensation Between Groups Within Groups 20.801 5.200 3 46 13.05 F= 1.079 G1=20.263 4.325 P>0.05 Not Significant 2 Level of Safe & Healthy Working Condition Between Groups Within Groups 12.800 G1=23.05 Not Significant 5 Level of Social Integration Between Groups Within Groups 97.770 187.308 178.192 3 46 6.760 9.00 G3=34.25 F= 1.594 G1=15.75 G4=20.75 F= 4.10 G2=19.280 435.680 P>0.00 G3= 19.317 55 3 46 3.10 F= 1.05 Not Significant .05 Not Significant 3 Level of Opportunities for Development Between Groups Within Groups 41.67 G4= 25.769 3.05 Not Significant 4 Level of Opportunity for Growth & Security Between Groups Within Groups 18.043 P>0.80 G2=20.08 F= 0.05 Significant 6 Level of Constitutionalism Between Groups Within Groups 11.83 G4=12.83 G4= 18.40 G2=37.748 P>0.155 P<0.461 G1=36.70 G2=16.788 217.392 3 46 6.Table 11 ONE WAY ANALYSIS OF VARIANCE AMONG DESIGNATION OF THE RESPONDENTS WITH REGARD TO QUALITY OF WORK LIFE S.403 257.650 3 46 4.63 G3=10.38 G3=27.50 G4= 35.

105 94.505 P>0.50 G4= 36.450 12.567 G1=176.G4= 15.650 3 46 3.75 G4= 11.817 G4=175.049 G1=11.035 2.413 5235. There is no significant difference among the Designation of the respondents with regard to the different dimension level of Adequate income and Fair Compensation Safe and Healthy Working condition.38 G3=11.50 G3=37.70 G2=37.75 3 81.275 3 46 1. Social relevance & work life & Overall quality of work life. 56 .90 G2=182.273 P>0.92 46 113.804 F=0.05 Not Significant 9 Level of Overall Quality of Work Life Between Groups Within Groups 245.645 G1=37.350 581.05 Not Significant G1=Manager G2=Officer G3=Executive G4=Technician INFERENCE: There is a significant difference among the Designation of the respondents with regard to various dimension level of Social Integration.65 F=0.05 Not Significant Level of Social Relevance & Work Life Between Groups Within Groups 10. Work & life space.00 G3=175.80 G2=12.40 7 Level of work & Life Space Between Groups Within Groups 8 3. Opportunities for growth & security Opportunities for development.719 P>0. Constitutionalism.65 F=0. .

There is a significant relationship between the Age of the respondents with regard to level of Opportunities for growth & security.05 Not Significant P<0.Table 12 KARL PEARSON‟S COEFFICIENT OF CORRELATION BETWEEN RESPONDENTS‟ AGE AND VARIOUS ASPECTS OF QUUALITY OF WORK LIFE S.05 Not Significant P>0.274 .175 . 4. Social relevance & work life & Overall quality of work life.05 Not Significant P>0. 1.213 .204 Statistical Inference P<0. Social Integration.05 Not Significant INFERENCE: There is a highly significant relationship between the Age of the respondents with regard to level of Adequate income and Fair Compensation.05 Not Significant P>0.294 -. 3. Work & life space.05 Not Significant P>0.024 . 5.049 . 6 7 8 9 Age Age Vs Adequate & fair compensation Age Vs Safe & healthy Working Conditions Age Vs Opportunities for development Age Vs Opportunities for growth & Security Age Vs Social Integration Age Vs Constitutionalism Age Vs Work & life Space Age Vs Social relevance & working Life Age Vs Quality of Work life Correlation Value .05 Significant P>0.05 Not Significant P>0. Opportunities for development.No.01 Highly Significant P>0. Constitutionalism. There is no significant relationship between the Age of the respondents with regard to the different dimension level of Safe and Healthy Working condition. 2.368 -.263 . 57 .

139 . 3.295 Statistical Inference P<0. Opportunities for growth & security. Social relevance & work life & quality of work life. 5.174 .No.355 -.285 . 6 7 8 9 Experience Experience Vs Adequate & fair compensation Experience Vs Safe & healthy Working Conditions Experience Vs Opportunities for development Experience Vs Opportunities for growth & Security Experience Vs Social Integration Experience Vs Constitutionalism Experience Vs Work & life Space Experience Vs Social relevance & working Life Experience Vs Quality of Work life Correlation Value . There is no significant relationship between the experience of the respondents with regard to the different dimensions of level of Safe and Healthy Working condition.111 .315 -.113 .05 Significant P>0. Work & life space.05 Significant P<0. Social Integration & Constitutionalism.05 Not Significant P<0.05 Not Significant P>0.05 Significant P>0.Table 13 KARL PEARSON‟S COEFFICIENT OF CORRELATION BETWEEN RESPONDENTS‟EXPERIENCE AND VARIOUS ASPECTS OF QUUALITY OF WORK LIFE S. 2. 1.299 .05 Not Significant P>0. 4. 58 . Opportunities for development.05 Significant P<0.05 Significant INFERENCE: There is a significant relationship between the experience of the respondents with regard to various dimensions of level of Adequate income and Fair Compensation.05 Not Significant P<0.

59 .

CHAPTER – V 60 .

Hence Null Hypothesis is accepted.  Nearly half of the respondents (48%) have experience up to 5 years. NULL HYPOTHESIS: There is no significant difference between marital status with regard to overall quality of work life. FINDINGS: There is no significant difference between marital status with regard to overall quality of work life.  Vast majority of the respondents (92%) were Male.  Vast majority of the respondents (82%) were married.FINDINGS. STATISTICAL TEST APPLIED: T-test has been applied for this analysis. 61 .  More than half of the respondents (68%) belong to Technical department. FINDINGS RELATED TO RESEARCH HYPOTHESIS: RESEARCH HYPOTHESIS: 1 There is significant difference between marital status of the respondents with regard to various dimensions of quality of work life.  Nearly half of the respondents (40%) were Technicians. SUGGESTIONS & CONCLUSION MAJOR FINDINGS:  Nearly half of the respondents (42%) belong to the age group of 24-32 years.

Hence Null Hypothesis is accepted. NULL HYPOTHESIS: There is no significant difference between the Departments of the respondents with regard to various dimensions quality of work life. FINDINGS: There is no significant difference between the sex of the respondents with regard to various dimensions quality of work life. 62 .RESEARCH HYPOTHESIS: 2 There is significant difference between the sex of the respondents with regard to various dimensions quality of work life. Hence Null Hypothesis is accepted. STATISTICAL TEST APPLIED: T-test has been applied for this analysis. NULL HYPOTHESIS: There is no significant difference between the sex of the respondents with regard to various dimensions quality of work life. FINDINGS: There is no significant difference between the Departments of the respondents with regard to various dimensions quality of work life. RESEARCH HYPOTHESIS: 3 There is significant difference between the Departments of the respondents with regard to various dimensions quality of work life. STATISTICAL TEST APPLIED: T-test has been applied for this analysis.

FINDINGS: There is no significant difference among the designation of the respondents with regard to various dimensions quality of work life. NULL HYPOTHESIS: There is no significant relationship between the age of the respondents with regard to overall dimensions quality of work life. 63 . Hence Null Hypothesis is accepted. STATISTICAL TEST APPLIED: F-test has been applied for this analysis.RESEARCH HYPOTHESIS: 4 There is significant difference among the designation of the respondents with regard to various dimensions quality of work life. RESEARCH HYPOTHESIS: 5 There is significant relationship between the age of the respondents with regard to overall dimensions quality of work life. FINDINGS: There is no significant relationship between the age of the respondents with regard to overall dimensions quality of work life. NULL HYPOTHESIS: There is no significant difference among the designation of the respondents with regard to various dimensions quality of work life. STATISTICAL TEST APPLIED: Karl Pearson‟s correlation test has been applied for this analysis. Hence Null Hypothesis is accepted.

Hence Null Hypothesis is rejected. FINDINGS: There is a significant relationship between the experience of the respondents with regard to overall dimensions of quality of work life.RESEARCH HYPOTHESIS: 6 There is a significant relationship between the experience of the respondents with regard to overall dimensions of quality of work life. 64 . NULL HYPOTHESIS: There is a significant relationship between the experience of the respondents with regard to overall dimensions of quality of work life. STATISTICAL TEST APPLIED: Karl Pearson‟s correlation test has been applied for this analysis.

may be provided with the following from the Company.  Employees may be given high motivation from the top management of the Company.  Employees may be given special training from the Company related to their job during working period. Ltd.  The Company has to measure the quality of work life periodically. 65 . o Improvement in rewarding and awarding policies. in the form of incentives from the Company as a token of recognition of high achievers.  The Company may establish career development systems. o Introduction of Promotion policy at operation level  Improving good relationship with employees and providing friendly environment in the organization.  All employees may be given more compensation.SUGGESTIONS  The employees of Pest Control India Pvt.

This research highlights some of the small gaps in employee‟s satisfaction towards the Company. 66 . and meaningful employee involvement in decision making etc. more positive the Industrial relations processes. the company should satisfy them in order to improve the business in higher competitive market of the liberalized economy considering the above mentioned factors. Positive Industrial Relations should ensure better wages. and a rewarding job. but also the quality of work life of the employees. the greater the possibility of improved Quality of Work Life. job satisfaction. ultimately leads to better Quality of Work Life. Quality of work life can be improved upon by having good supervision. The Quality Mission should include not only the quality of products. good pay and benefits. Ltd is good. employment benefits. career prospects. Since the employees are the backbone of the company. an interesting and challenging. conducive work environment. good working conditions.CONCLUSION From the study it is clear that Quality of work life of employees in Pest Control India Pvt. flexible hours of work.

ANNEXURE 67 .

Y. New Delhi – 110 001. 3. HUMAN RESOURCES MANAGEMENT AND DEVELOPMENT HANDBOOK. “Human Resources and Personal Management” Tata Mcgraw-Hill Publishing Company Limited. 7.. “Human Resources and Personal Management” Prentice Hall of India Pvt. 1985.wikipedia.E. Ed. Chennai – 17. Tracey. and B. Human Relations. Ozley and Judith S. 35 (11): 1059-1072 9.M. 3 WEBSITES: www. 2. 6.S. 9. 5.com 68 . John M. 8. “Quality of Work Life”. (1982).com www. B.. Ball. Mamoria and S.hr. New Delhi. “Human Resources and Personal Management” Prentice Hall of India Pvt.sribd. Ltd. C. vol. Ivancevich (2003). “Human Resources and Personal Management” Tata Mcgraw-Hill Publishing Company Limited. Gankar (2001). "A Win-Win Paradigm for Quality of Work Life and Business Performance. "Building Heart and Soul: Increased Employer Concern for Employees.. September 1998.com www. Aswathappa (1997). XXI Edition. Himalaya Publishing house Mumbai.citehr. May. Wozner. J. New Delhi – 110 001. Lee M. (1998): 211–226. Edition 4. Assessing the quality of internal life. Lau. K. edited by William R. Cole.BIBLIOGRAPHY 1. R.ask. Biswaject pattanayak (2001). no.edu www. D. New Delhi. V." Human Resource Development Quarterly 9.. Ltd. C." HR Focus. R. 10. Biswaject pattanayak (2001). Kothari (2001) “Research Methodology” of Wishwa Prakashan Publishing. “Personnel Management Text & Cases”. AMACOM.

I am so occupied with my work that I hardly spare time for my coworkers. 13. 08. Sex 4. Designation 5. The noise and illumination of working place 69 . 1. 11. I am satisfied with the income from the work. Marital Status 3.SD-Strongly Disagree. Adequate and fair compensation 07. Experience : : : : : : married male unmarried Female You are requested to tick any one of the following options. Department 6.UD-Undecided 4.A-Agree 3. 12. Personal Data 1. SA A UD D SD Safe and healthy working condition. My financial needs are fulfilled adequately I will continue in the present job regardless of pay. Age 2. 09. I promise that the data given by you will be kept confidential and will be used for academic purpose only.D-Disagree 5. My organisation is over crowded and dirty. 10. SA-StronglyAgree 2. Please answer all the questions truly and objectively. My working conditions of working place is irritating.ANNEXURE QUALITY OF WORK LIFE Objective I would be obliged if you fill in the questionnaire for the study.

19. SA A UD D SD 70 .is irritating. New ideas to bring changes in the organisation is appreciated. 17. I have freedom of taking decision for my job and implement them. I get adequate information about what is going on in other department and units in the organisation. The organisation facilitates the self improvement of the members. I feel isolated from my organisation in terms of the total task. Almost everyone here knows who is working under whom. The work environment places more emphasis on machines then individuals. 21. 16. The information passed from one person to another in the organisation is deliberately made in accurate. Opportunities for development 15. 18. 20. 23. 22. My job provides with meaningful information about total work process and results. 14. I get correct information about my job.

32. I think that the senior staff members pay attention to grievances of the junior staff. There are facilities and opportunities for individual creative work in the organisation. The member of the organisation is not discriminated by others on cast.Oppurtunities for growth and security. I prefer to accomplish work individually then in the team. 34. 24. 25. All the member of the organisation have the sense of one community . Social Integration. In my work group my own achievements are not given importance . My work is too challenging and trying the limit of my ability. I have opportunities to advance in the Organisational career. religion and life style 31. SA A UD D SD 71 . 30. 28. Working in the group is no problem here. The member of the organisation is not discriminated on the basis of status. I get opportunities to improve my job skills. 27. 29. 33. 26. physical appearance.

job security . The organisation encourages the mutual help in the work group. 37. My job has to improve social security I feel that my organisation is too heavily Production orientated. The organisation takes care of the welfare of the person of all ages. 43. schemes. 44. I think that my job lowers my social prestige. 41. My organisation believe that there is „‟one best” for every one . 47. SA A UD D SD 72 . 45. 42.Constitutionalism 35. Social relevance and working life. My work life matches the social life than I am leading. I think that the inner group relation of the organisation is satisfactory. 46. I neglect my health due to my job. 38. My job satisfies my needs in general. 48. 40. My organisation function as a socially responsible unit . 36. My views are taken into account resolving work related problem. Work and life space 39. I receive equal treatment in all matters like employee compensation. My organisation is aware of methods of prevention of industrial pollution.

My social and individual requirements are neglected in the present organisation. The energy and time that I spent on the job affect my life adversely. Thank You 73 .49. 50.

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