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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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DEPARTMENT OF SOCIAL WORK
S.D.N.B.Vaishnav College for Women (Autonomous)
(Re-Accredited with “A” Grade by NAAC)
(Affiliated University of Madras)
Bonafide Certificate
This is to certify that the thesis entitled “A Study on Quality of Work Life
among employees at Pest Control (India) Pvt. Ltd. Chennai”, submitted by
S. Padmapriya (Reg. No. 10PG103) is a bonafide record of the research work
done by her under my guidance during the period from November 2011 to March
2012, in the Department of Social Work, S.D.N.B.Vaishnav College for Women
and this thesis has not previously formed the basis for the award to the candidate,
of any degree, diploma, associateship, fellowship or any other similar titles. This
thesis represents entirely the independent work on the part of the candidate.

Research Supervisor

Head of the Department

External Examiner

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DEPARTMENT OF SOCIAL WORK
S.D.N.B.Vaishnav College for Women (Autonomous)
(Re-Accredited with “A” Grade by NAAC)
(Affiliated University of Madras)
DECLARATION

I, hereby declare that the report of thesis entitled “A Study on Quality of Work Life
among employees at Pest Control (India) Pvt. Ltd. Chennai”, submitted to the Department
of Social Work, S.D.N.B.Vaishnav College for Women, Chennai-44, for the award of Master
of Social Work is my authentic work and it has not been previously presented as the basis for
the award of any degree or diploma.

Place: Chennai

Signature of the Candidate

Date: 02-04-12

(PadmaPriya)

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Ltd.Helen Sha Diana. My deepest thanks to Internal Guide Ms. Mr. Girish. My hearty thanks to the Assistant General Manager. guidance and support enabled me to Data Collection and successful completion of the Research Project. whose encouragement. 4 . for her guidance and support which helped me in completing the Research project in time. I would like to thank my friends and all others for extending a helping hand for the successful completion of this project. S. Pest Control India Pvt. Head of the Department.ACKNOWLEDGEMENT First of all I would like to thank GOD for his blessings and to my beloved parents for providing me moral support in completion of the Research project. Ltd. I extend my sincere thanks to SDNB Vaishnav College for Women and the Department of Social Work for providing me the opportunity of doing my Research project study on Quality of work life at Pest control India Pvt. Last but not the least.PADMAPRIYA.

PADMAPRIYA Reg no: 10PG103 Under the Guidance and Supervision of MRS.F. CHENNAI Dissertation Submitted in Partial Fulfillment of the Degree in Master of Social Work By S. MSW.Helen Sha Diana MBA. M. DEPARTMENT OF SOCIAL WORK Department of Social Work S D N B Vaishnav College for Women Chromepet. LTD. Chennai – 600 044. 5 .Phil HEAD .A STUDY ON QUALITY OF WORK LIFE AMONG EMPLOYEES IN PEST CONTROL INDIA PVT.

I INTRODUCTION 1 II REVIEW OF LITERATURE 21 III RESEARCH METHODOLOGY 26 IV ANALYSIS AND INTERPRETATION 34 V FINDINGS . SUGGESTIONS AND CONCLUSION 52 BIBLIOGRAPHY ANNEXURE 6 .CONTENT DECLARATION ACKNOWLEDGEMENT LIST OF TABLES LIST OF FIGURES Chapter Title 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 7 DISTRIBUTION OF RESPONDENTS BY THEIR LEVEL OF QUALITY OF WORK LIFE 40 8 ‘t’ TEST BETWEEN THE RESPONDENTS MARITAL STATUS WITH REGARD TO QUALITY OF WORK LIFE 42 9 ‘t’ TEST BETWEEN THE RESPONDENTS SEX WITH REGARD TO QUALITY OF WORK LIFE 44 10 ‘t’ TEST BETWEEN THE RESPONDENTS DEPARTMENT WITH REGARD TO QUALITY OF WORK LIFE 46 11 ONE WAY ANALYSIS OF VARIANCE AMONG DESIGNATION OF THE RESPONDENTS WITH REGARD TO QUALITY OF WORK LIFE 48 12 KARL PEARSON’S COEFFICIENT OF CORRELATION BETWEEN RESPONDENTS’ AGE AND VARIOUS ASPECTS OF QUALITY OF WORK LIFE 50 13 KARL PEARSON’S COEFFICIENT OF CORRELATION BETWEEN RESPONDENTS’EXPERIENCE AND VARIOUS ASPECTS OF QUUALITY OF WORK LIFE 51 7 . 1 Title DISTRIBUTION OF RESPONDENTS BY AGE GROUP Page No.LIST OF TABLES Table No.

LIST OF FIGURES FIG No. 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 8 .

CHAPTER – I 9 .

It attempts to serve the higher – order needs of workers as well as their more basic needs. Quality of work life provides a more humanized work environment. the needs of all your internal and external customers. 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 concept of quality is not apply to all goods and services created by human beings. but also for workplace where the employees were employed. Quality in the workplace comes from understanding and then fully meeting. Quality of work life refers to the favorableness or un – favorableness of a total job environment of the people.INTRODUCTION Quality is generally defined as “Conformance to requirements”. 10 . now and into the future and doing so with continual improvement in efficiency and effectiveness. Q - Quest for excellence U - Understanding A - Action L - Leadership I - Involvement of the people T - Team spirit Y - Yardstick to measure progress The above said are very essential things to improve the work life of employees in the organization. Quality is “as fitness for purpose”. It seeks to employ the higher skills of workers and to provide an environment that encourages improving their skills.

Quality of work life focus on the problem of creating a human working environment where employees work co – operatively and achieve results collectively. it attempts to design work environments so as to maximize concern for human welfare. CONCEPT Quality of work life is a prescriptive concept. It expresses a special way of thinking about people their work. adding the human dimension to the technical and economic dimensions within which the work is normally viewed and designed. and the organizational in which careers are fulfilled. • 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. • Goal • Process 11 . Quality of work life refers to the relationship between a worker and his environment. 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.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. motivation. It also includes. Quality of work life acts in two dimensions. 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.

good pay and benefits an interesting and challenging. employees may want to participate in the profits of the firm as will. Pay Quality of work life is basically built around the concept of equitable pay. good working conditions. mutual respect and trust than hatred against each other. Employees must be paid their due share in the progress and prosperity of the firm. the Quality of work life is co – operative rather than authoritarian. 12 . 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. and a rewarding job. and • Better manage on – going chance and transition MAJOR FACTORS AFFECTING THE QUALITY OF WORK LIFE Quality of work life means having good supervision. evolutionary and open rather static and rigid. informal rather than mechanistic.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. In the days ahead.

a sense of community. especially in scheduling their work. 13 . 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. iv. Compressed workweek: It involves more hours of work per day for fever days. Flexi time: A system of flexible working hours. ii. They do not like to be the victims of whimsical personal policies and stay at the mercy of employers. v. per week. 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. ' Worker Participation Employees have a genuine hunger for participation in organizational issues affecting their lives. interpersonal openness and the absence of stratification in the organization. Staggered hours: Here groups of employees begin and end work at different intervals. 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. and individual suffering from an uncomfortable amount of job-related stress cannot enjoy a high quality of work life.Job Security Employees want stability of employment. Job enrichment: It attempts to increase a person's level of output by providing that persons with exciting. Alternative Work Schedules Employees demand more freedom at the workplace. interesting. stimulating or challenging work. Obviously. Social Integration The work environment should provide opportunities for preserving an employee's personal identify and self-esteem through freedom from prejudice. Naturally they demand far more participation in the decision making process at the workplace. iii.

work schedules. (i. This relationship is formal in sometimes less formal. 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. contract. 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. career demands and other job requirements should not take up too much of a person's leisure time and family 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". A healthy psychological contract means that inducements and contributions are balance.) Contribution and Inducements. 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.Work and total life space A person's work should not overbalance his life. This contract is psychological. 14 .e.

These should be integrated. Richard Walton has organized into eight categories. 15 . coordinated and properly managed. This program assumes that a job and the work environment should be structured to meet as many of the workers needs as possible. Participation:- Involving people from all levels of responsibility in decision-making Trust:- Reside signing jobs systems and structures to give people more freedom at work.ASPECTS OF HIGH QUALITY OF WORK LIFE Quality of work life is highlighted by the following Benchmarks of managerial excellence. 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. 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.

Home-Work Interface. • Action plans must be carried to completion. General Well-Being. RESULTS OF HIGH QUALITY OF WORK LIFE • High Productivity • Increase organizational effectiveness • High employee satisfaction • High morale. Working Conditions.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. • Care must be taken to concentrate the focus on the joint objectives of improving the Quality of work life. The WRQoWL measure uses six core factors to explain most of the variation in an individuals quality of working life: • • • • • • Job and Career Satisfaction. indicates that this assessment device should prove to be a useful instrument. Stress at Work and Control at Work. 16 . • 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. the Work-Related Quality of Life scale (WRQoWL).

behaviour and health. predominantly depression and anxiety disorders. aims to assess the extent to which an individual feels good or content in themselves. Whilst it is possible to be pressured at work and not be stressed at work. The General well-being (GWB) scale of the Work-Related Quality of Life scale (WRQoWL). It has been proposed that this Positive Job Satisfaction factor is influenced by various issues including clarity of goals and role ambiguity. and feel stressed at work. optimism and happiness. and is influenced by work. depression and anxiety. appraisal. It is suggested that general well-being both influences. is influenced by issues of communication at work. are common. in a way which may be independent of their work situation. The WRQoL Stress at Work sub-scale (SAW) reflects the extent to which an individual perceives they have excessive pressures. life satisfaction. Mental health problems. recognition and reward. 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. and may have a major impact on the general well-being of the population. Control at work. decision making and decision control. in general. personal development career benefits and enhancement and training needs. high stress is associated with high pressure. within the theoretical model underpinning the WRQoWL. general quality of life. The WRQoWL Stress At Work factor is assessed through items dealing with demand and perception of stress and actual demand overload. Within the WRQoWL measure. The WRQoWL General Well Being factor assesses issues of mood. their satisfaction or contentment with their job and career and the training they receive to do it. Job &Career Satisfaction scale is reflected by questions asking how satisfied people feel about their work.The Job & Career Satisfaction (JCS) scale of the Work-Related Quality of Life scale (WRQoWL) is said to reflect an employee’s feelings about. 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. or evaluation of. 17 .

QWL as a strategy of Human Resource Management is being recognized as the ultimate key for development among all the work systems. Hewlett-Packard. it must become part of the organization’s culture by being part of management’s philosophy. not merely as a concession. To be successful. working conditions and security necessary to do their job effectively. employees feel a sense of responsibility. This scale also taps into satisfaction with the resources provided to help people do their jobs. even “ownership” of decisions in which they participate. This factor explores the interrelationship between home and work life domains. Some companies have had this philosophy ingrained in their corporate structure for decades. QUALITY OF WORK LIFE THROUGH EMPLOYEE INVOLVEMENT: One of the most common methods used to create QWL is employee involvement. Through (Employee Involvement). however. 18 . General Motors. The Working Conditions scale of the WRQoWL assesses the extent to which the employee is satisfied with the fundamental resources. This is attempted on par with strategies of Customer Relation Management.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. Issues that appear to influence employee Home-Work Interface include adequate facilities at work. 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. etc. IBM. Ford. This is integral to any organization towards its wholesome growth. In the modern scenario. Physical working conditions influence employee health and safety and thus employee Quality of working life. EI must be more than just a systematic approach. flexible working hours and the understanding of managers. 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.

19 . Money Matters: For good QWL. 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. cash is not the only answer. Globalisation has lowered national boundaries. 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. wages are paid according to the larger picture specific to the industry and the employer’s place in the same. 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 new global workplace demands certain prerequisites such as higher order of thinking skills like abstraction system thinking and experimental inquiry.Strategy and Tactics Over the years. The needs are greater in the new systems. since industrial revolution. Major companies are tirelessly implementing this paradigm in Human Resources Development. creating a knowledgebased economy that spins and spans the world. which are participative ventures involving workers managed by so-called fictional proprietors. like ambience in facilities / amenities as also the company’s pay scales. other things being equal. the imperative need to look into QWL in a new perspective is felt and deliberated upon. Major economies are converging technologically and economically. 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. Talking of product. Moreover. Thanks to the revolution in advanced technology. problem solving and team work. Doubtlessly. Today. much experimentation has gone into exploiting potential of human capital in work areas either explicitly or implicitly. Some of them are intended potentials for product innovations and cost cuttings. the employers are increasingly vying with their rivals in providing better working conditions and emoluments. the increased tendency of recruiting knowledge bases is giving the modern managements payoffs in myriad ways.

merit compensation in job allocation. for no direct and visible fault of the employer. One or more of the problems like above can cast a ‘job-insecurity’ question. employers in certain software companies have provided infrastructure to train the children of workers in vocational activities including computer education. physical constraints like distance to work. Dual income workers. Fun and Leisure Clubs for the physical and psychological well-beingness of workers and their families. 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. Their idea of salvation lies in the respect they obtain in the work environment. the workers are inexorably linked to the welfare of their families. meaning both spouses working are the order of the day. To cite some examples. so that the workers need not engage their attention on this aspect. Employee care initiatives taken by certain companies include creation of Hobby clubs. recognition. work-life imbalances. Yet. After all. bullying by older peers and boss. what kind of work he is entrusted with. compensation and working hours in the larger framework. satisfaction. lack of flexible working hours. The loss of man hours to the national income due to the above factors is simply overwhelming. etc. The work life balance differs in this category and greater understanding and flexibility are required with respect to leave.Non economic – ‘Job Security’: The changing workforce consists of literate workers who expect more than just money from their work life. 20 . 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. as it is their primary concern. invasion of privacy in case of certain cultural groups and gender discrimination and drug addiction. incompatibility of work conditions affecting health. 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.

free of workplace anxiety. The modern manager has to strive at the group coherence for common cause of the project. 21 . Positive energies. Here. will garner better working results. All said and one. Involvement in teamwork deters deserters and employer need not bother himself over the detention exercises and save money on motivation and campaigns. the workers are considered as the invisible branch ambassadors and internal customers in certain industries. Today’s teams are self-propelled ones. It is evident that most of the managements are increasingly realizing that quality alone stands to gain in the ultimate analysis. 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. Without creating supportive environment in restructured environment. Restructuring the industrial relations in work area is the key for improving the quality of product and the price of the stock. This will boost the coziness and morale of members in the positive environment created by each other’s trust.Teamwork: Teamwork is the new mantra of modern day people’s excellence strategy. higher quality of work cannot be extracted. The ideal team has wider discretion and sense of responsibility than before as how best to go about with its business.

Ltd. 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. Over the years. on the topic “A STUDY ON QUALITY OF WORK LIFE”. 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. LTD. Vision and foresight coupled with the desire to constantly improve has enabled us to retain our premier status in the country today. Corporate Vision: "To remain the standard bearer at the vanguard of the industry through exemplary ethics. So in order to gain practical knowledge. With over 50 years of experience. we reaffirm the company’s commitment: that of providing comprehensive." 22 . analysis and research and development (R&D) facilities. LTD. the project was done in PEST CONTROL INDIA PVT. technical competence. Ltd. Pest Control (India) Pvt. was established in the year 1954 and is the first and largest pest management company in India. cost-effective solutions to the varied and changing needs of customers and their total satisfaction. has constantly endeavoured to introduce better and more cost-effective pest management technology for both services and products. sincerity and pride. Pest Control (India) Pvt. continually seeking and providing high-quality. one-stop solutions in the field of expertise. Theoretical knowledge is insufficient to cope up with the modern functioning of the companies. Pest Control (India) Pvt. The company’s own product formulation and manufacturing (liquid and gas) facilities are equipped with state-of-the-art quality control.COMPANY PROFILE The project was undergone in PEST CONTROL INDIA PVT.

has made this a part of the company’s commercial GoldSeal service. To ensure a smooth and reliable supply of gas mixtures. UK. called Lastraw™. What started out as a technical consultancy has now grown into a strong joint venture with PCS. This product is a specially formulated concoction of natural salts to tackle all soft-bodied sucking pests of plants. together with Exosect® Ltd. the development of a dedicated gas filling and formulation unit was also set in motion. Ltd aids in the pest solutions side to the business. this was developed into the first ethylene oxide gas based sterilizer.PHILOSOPHY: Pest Control (India) Pvt. the largest facilities management company in Thailand. Pest Control (India) Pvt. Ltd constantly strives to expand and has finally done so in Thailand. The medical fraternity expressed the need for alternate and better means of sterilisation for their equipment. Together. which was patented and introduced in 1977. Pest Control (India) Pvt. Pest Control (India) Pvt. when required. It has been highly successful and completely ecofriendly! Pest Control (India) Pvt.effective cockroach trap to India – Exoroach™. 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. since it is 100% eco-friendly and is accredited with all the food safety standards. Freoster®. Ltd. BIO-CONTROL RESEARCH LABORATORIES launches another new product. Ltd have named the JV Cannon Pest Management. 23 . Ltd. Ltd. It is so effective that during trials the trap caught upto 6000 roaches! It is a great tool for Pest Control (India) Pvt. PCS & Pest Control (India) Pvt.

is nothing but Intelligent Pest Management. We. we keep placing ever-increasing demands for means of food and shelter. Most importantly. the Company and the Individual. having remained unchanged for millions of years. true IPM as we believe. compounded by burgeoning population. LTD’ denotes priority to the Public. That’s when they become a nuisance or “pest.INTELLIGENT PEST MANAGEMENT: Every living creature is engaged in a constant competitive struggle for food and shelter. eating our food. we create these means not only for ourselves but also for others. illustrate its corporate mission. And wherever we settle down. causing disease. long before the first humans walked the earth. As their populations grow. Common sense has no substitute. play an important part in the natural eco-system and will be around for a long time to come. destroying our shelter.” These pests. 24 . however. Pest Control (India) Pvt. Ltd Responsibility: From its inception the company has been a socially responsible company. some of which are already there. they come into open conflict with us. in that order. In cases where there is no option but to use a chemical. 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. 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. it is the decision to use or not to use a certain component that often determines success or failure. on the other hand. These examples of Pest Control (India) Pvt. Some of these creatures represent the top of their evolutionary chain. Social Awareness- Pest Control (India) Pvt. Ltd’s social involvement and initiative. The acronym ‘PEST CONTROL INDIA PVT. Ltd believes in an integrated approach towards pest management. are the one species that have crossed almost all natural barriers. are the preferred choice. and some which move in later.

Pre-Campaign infestation.S. commercial establishments. which contained about 70 buildings of 4-5 storeys and numerous shops. Nursing Home and dispensaries. squashes and candy using traditional recipes and is marketed under the popular “Tungi” brand name. Pest Control (India) Pvt. Local citizens were informed 25 . near Mumbai. milk distribution centres.Rao. sustainable life-style in a rural setting. School. Ltd contributes towards the cost of the staff and its offices as its financial contribution to rural development. The food-processing factory produces jams. herbs and shrubs and even a “vaid” or local medicine man in attendance.P. Arthur Bunder Road. The cane factory produces fine cane and bamboo furniture and articles. 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. The area encompassed P. Restaurants.The entire area was divided into six blocks and the campaign was was conducted in three phases . the Colaba Residents Association and Pest Control (India) Pvt.J. Petrol bunk. between 2-19 December 1992. Ltd in 1975. (Karjat Agricultural Rural Management Assistance) was initiated by the rural development cell of Pest Control (India) Pvt. Under the guidance of Chairman Mr. The project seeks to promote an integrated. Shahid Bhagat Singh Road and BEST Marg including Mere-Weather Road. Ramachandani Marg. recreation garden. ROBAN® treatment and Post Campaign infestation. pickles.T. a large B. N.Karma: Karma. keep their traditions and valuable knowledge alive. Around 750 families resided in the area at the time. education and overall socio-economic development of numerous villages at Karjat. it initiates projects directed towards improvement of health. The well-planned exercise nominated an urban area of Mumbai for the mass eradication of rodents. Pied Piper Colaba: The Pied Piper rodent control campaign was carried out jointly by the Bombay Municipal Corporation. while the Scientific Nursery contains various species of local and indigenous medicinal trees. A local boys orphanage has been adopted and free eye camps are a regular feature in the area. Ltd.

Picture Mumbai In 1996. Ltd. This globally linked project seeks to foster through the medium of the camera.about the campaign and requests for their cooperation and information evoked a very good response. Ltd its complete team of Managers & Technicians. Ltd. The venue was the open ground located in the centre of the society surrounded by residential buildings. being mosquitoes and rats. how to 26 . Pest Control (India) Pvt.Picture Mumbai . Pest Control (India) Pvt. Pest Control (India) Pvt. We believe that the key to efficient control is through collaboration and transfer of knowledge. Slum Rehabilitation Society On Saturday 7th July 07. This is done with the help of societies. SRS . established to rehabilitate affected slum dwellers from various parts of Mumbai. an awareness in today's youth of what they value in their surroundings. managed and implemented the Getty Conservation Institute's project . Occupants of some 200 residences were interviewed and presentations and demonstrations were made to spread awareness about the rodent problem. has been taking a leading part in spreading awareness on measures to prevent mosquito breeding within and around the residences. ALM (Advanced Locality Management) folk.Citizen's Initiative Against Mosquitoes The rainy season bring with it a deluge of mosquito-related diseases like Malaria and Dengue in Mumbai. at the Majas MMRDA Colony. Residents were taught how to identify these major pests. The body of work was exhibited at Mumbai and has led to the formation of the Picture Mumbai Trust. earlier assumed to be an impossible task. a novel initiative by the local NGO. A concerted effort to stopping breeding sites is the only way to have long-term benefits of control. with the support and technical guidance of Pest Control (India) Pvt.Slum Rehabilitation Society along with the local federation was implemented to educate the residents about dangers from mosquito-borne & rat-borne diseases. which aims to uncover and showcase talent amongst today's youth in various artistic disciplines related to conservation. Ltd’s involvement started several presentations on the major pests in that area.. CIAM . The campaign achieved 95% control and was a textbook success.Landmarks of a New Generation. Nine young residents of Mumbai were encouraged to toam the city in search of icons of their time. local citizen volunteers and other civic body support. It established an awareness that rodent control. was definitely achievable. Over the last four years.

Ltd stalls are a regular feature in kisan melas and other agricultural fairs. imparts education.e. making them active members of their community. has taken on this mantle. A child-centric presentation was simultaneously shown to the kids of the area. It carries out dedicated fieldwork through trials and validations of different products. Pest Control (India) Pvt. 27 . spreads awareness and collects feedback from farmers and general data and information from the field. The recently set-up Field Education and Extension (FEE) Unit. A small treasure hunt was also initiated by SRS. of the company’s Roban® rodenticide was donated to the community to empower them to take control measures into their own hands. headquartered at BIOCONTROL RESEARCH LABORATORIES.. and the ways to control their breeding. ended up being very successful for all involved. i. with the help of SRS.all were winners! At the end of the event. The underlying objective was to perfect lab-to-land technology. This initiative. Bio-Control Research Laboratories (BIO-CONTROL RESEARCH LABORATORIES) Ecological. Ltd’s pioneering work in the bio-control field led to the establishment of BIO-CONTROL RESEARCH LABORATORIES in June 1981. 10 kgs. Environmental & Agricultural Pest Control (India) Pvt.control their breeding and the diseases that are spread by both. 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. and at the end of the program a quiz was presented . 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.

Harmless to humans and pets! TRUBBLE GUM.India’s first electrical flying insect control system SPIDER.Read-to-use formulation against Termites and other wood-boring pests.. Niprot.New age Humanmeditek Plasma Sterilisation machines provided by PEST CONTROL INDIA PVT.High-quality aerosol generating sprayers in many sizes for different uses. ready-to-use liquid formulation against all flying and crawling insects TERMISEAL. safe & hygienic glue-based electric fly and flying insect catcher.Myco-Jaal. PLASMA STERILISERS..A ready-to-use wax block for rodent control. Beneficial Viruses. safe & hygienic glue-based electronic fly and flying insect trap MESTO SPRAYERS. PEST SEAL. silent. Beneficial Bacteria (Antagonistic Bacteria). Agricultural Pest Control Products:Biological Control Products Beneficial Fungi (Antagonistic Fungi. ILLUME-Aesthetic.Lastraw Pheromone Lures and Traps 28 . LTD.A safe. PEST-O-FLASH.Neem Baan Organic Salts. Spodo-cide. Botanicals.Su-Mona.Heli-cide.Range of Pest Control Products-Residential/Commercial Products: ROBAN. available. non-toxic and eco-friendly glue-based rat and mouse trap.Silent.An effective.

Pied Piper Service.This is the facility management extension of PEST CONTROL INDIA PVT.Comprehensive and customized mosquito control services for residential and commercial venues.Gel-baiting system to control cockroaches. eco-friendly rodent control services for commercial establishments and common areas of residences.Safe. Bug Buster Service. ants & silverfish – also available for your car! WBM Service. AFT Service. Pro-Guard Service.PEST CONTROL SERVICES: Gold Seal Service. Cleaning & Support..This service is primarily designed to battle common warehouse pests on surfaces of your structure. House-keeping. Sea Transport Pest Management.Anti-Fungal treatment for commercial and office areas.Community and commercial awareness programs to help customers and non-customers build awareness into pest problems and their prevention.Service to control the wood borer/powder post beetle larvae. and also to prevent them from coming back in. LTD.A customized post-construction and pre-construction service to control or prevent the attack from termites. Pest Aware Service. Termiseal Service. providing cleaning and housekeeping needs to the customers.. IMM Service.An integrated approach that tackles the essential and perhaps the non-essential pest issues on board shipping vessel 29 .Specialised service against the menacing Bed Bug.

CHAPTER II 30 .

that is. aspirations. The Hygiene factors or Dissatisfaction-avoidance factors include aspects of the job environment such as interpersonal Relationships. 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. the work itself. The distinction made between job satisfaction and dissatisfaction in quality of working life reflects the influence of job satisfaction theories. 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. 1966). Finally in the1970’s the idea of Quality of Work Life was conceived which according to Walton. rather than simply reflecting their “real world”. and expectations. Further. the most common cause of job dissatisfaction can be company policy and administration. whilst achievement can be the greatest source of extreme satisfaction.and comparisons of internalized ideals. with the individual’s current state (Lawler and Porter. job content. 31 . Of these latter. 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. An individual’s experience of satisfaction or dissatisfaction can be substantially rooted in their perception. 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’.REVIEW OF LITERATURE Various authors and researchers have proposed models of Quality of working life which include a wide range of factors. Attempts at reform to acquire equal employment opportunity and job enrichment schemes also were introduced. salary. responsibility and advancement. working conditions and security. an individual’s perception can be affected by relative comparison – am I paid as much as that person . Selected models are reviewed below. for example. 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.

but significant association with self-rated anxiety. 32 . social relevance of the work or product. effect on extra work activities. Task significance. whilst some authors have emphasized the workplace aspects in Quality of working life. In particular. and perceived intrinsic job characteristics and job satisfaction. use of one’s present skills. higher order need strength. basic extrinsic job factors of wages. Warr and colleagues (1979). They suggested that such needs have to be addressed if employees are to experience high quality of working life. and the intrinsic job notions of the nature of the work itself. job satisfaction. employee participation in the management. Thus. happiness. with a less strong. Task Identity. considered a range of apparently relevant factors. fairness and equity. others have identified the relevance of personality factors. Autonomy and Feedback. life satisfaction. psychological well being. intrinsic job motivation and job satisfaction. served as the main focus of attention. Taylor (1979) more pragmatically identified the essential components of Quality of working life as. Skill variety. They discussed a range of correlations derived from their work. Taylor suggested that relevant Quality of working life concepts may vary according to organization and employee group. He suggested that a number of other aspects could be added. intrinsic job motivation. including work involvement. hours and working conditions. Warr etal. individual power. Factors more obviously and directly affecting work have. self development. in an investigation of Quality of working life. as researchers have tried to tease out the important influences on Quality of working life in the workplace. however.Hackman and Oldham (1976) drew attention to what they described as psychological growth needs as relevant to the consideration of Quality of working life. found evidence for a moderate association between total job satisfaction and total life satisfaction and happiness. perceived intrinsic job characteristics. such as those between work involvement and job satisfaction. including. and broader concepts of happiness and life satisfaction. social support. and self-rated anxiety. Several such needs were identified. a meaningful future at work.

The study was carried out by personal interviews of the workers there. managers and workers seemed to be currently interdependent. 1982. 1981. equitable wages. including: job satisfaction. 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. work role overload. Cooper. Kirkman. Baba and Jamal (1991) listed what they described as typical indicators of quality of working life. The results of the study are (i) the existing QWL in the organization under study is of an average standard (ii) compared to working 33 . Appropriate intervention programme may change the relationship to co-operatively interdependent.Mirvis and Lawler (1984) suggested that Quality of working life was associated with satisfaction with wages. safe work environment. 1978. 1984. organizational commitment and turn-over intentions. 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. suggesting that this facet should be investigated as part of the concept of quality of working life. 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. Gani and Ahmad (1995) examined the empirical level of various components of QWL from their theoretical expositions. hours and working conditions. job involvement. work role ambiguity. describing the “basic elements of a good quality of work life” as. By correlating the Quality of Work life at Hindustan Machine Tools (HMT) with special reference to its Jammu & Kashmir Unit. work role conflict. The study disclosed that the two groups. equal employment opportunities and opportunities for advancement. 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. job stress. Baba and Jamal also explored routinisation of job content. Mirvis & Lawler. Miller. Metz.

conducive work environment. Sirgy et al. Social. Organizational commitment. rational and job factors. (2001) suggested that the key factors in quality of working life are: Need satisfaction based on job requirements. They defined quality of working life as satisfaction of these key needs through resources. Lack of opportunity to learn new skills. Economic and family. Actualization.environment. Professional isolation. Lack of involvement in decision making. Poor relationships with supervisor/peers. employment benefits. Need satisfaction based on Ancillary programmes. Positive Industrial Relations should ensure better wages. Need satisfaction based on Work environment. activities. Lack of recognition. 34 . Maslow’s needs were seen as relevant in underpinning this model. covering Health & safety.. job satisfaction. the greater the possibility of improved Quality of Work Life. Ellis and Pompli (2002) identified a number of factors contributing to job dissatisfaction and quality of working life in nurses. flexible hours of work. Need satisfaction based on Supervisory behaviour. career prospects. and outcomes stemming from participation in the workplace. which has eroded creativity initiative and innovative capabilities of excellent performers. Workload. Esteem. Resident aggression. Shift work. Mankidy (2000) observes that the more positive the Industrial relations processes. Role conflict. the financial factors present a dismal picture (iii) the absence of participative management culture. meaningful employee involvement in decision making etc. In an attempt to establish an inevitable linkage between the Quality of Work Life and the industrial relations processes. Knowledge and Aesthetics. 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. has given rise to harder beaurocratic controls. leading to better Quality of Work Life. 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. including: Poor working environments. Balance of work and family. Unable to deliver quality of care preferred.

Bearfield. (2003) used 16 questions to examine quality of working life. Cheng S says in a high Quality of work life there should be a positive impact on personal life. 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. Joint management consultation. and hopefully one which has a positive impact on one’s personal life. intermediate clerical. The Study on Singaporean Employees development. improvement of quality of work life should be through the co-operative endeavor between Management and unions. indicating that different concerns might have to be addressed for different groups. sales and service workers. 35 . The conference pointed out that the Government could help in improving Quality of Work Life through legislation. 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. The recommendation from the National seminar published in the Journal of Productivity (1982) states that at the enterprise level. and distinguished between causes of dissatisfaction in professionals. an opportunity to be involved in decision as well as an acceptable level of physical comfort. 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. 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. Quality circle and Industrial relations circle.

CHAPTER III 36 .

aims and objectives. the Quality of work life should be broad in its scope. This chapter deals with the methodology adopted for the study by the researcher. statement of the problem. This chapter states the Methodology adapted for the study by the researcher. chapterisation of the study.RESEARCH METHODOLOGY INTRODUCTION Research methodology is a way to systematically solve the research problem. research hypothesis. statistical testing. time pressure and work-balance etc. Title of the Project: The Research was done on the topic “A STUDY ON QUALITY OF WORK LIFE” at Pest Control India Pvt. 37 . 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. Thus. And provide some strategies to extent the employee’s satisfaction with little modification which is based on the internal facilities of the company. The scope of research methodology is wider than that of research methods. research design. It may be understood as a science of studying how research is done scientifically. relationship between co-workers. Ltd. limitation of the study. work load. tools for data collection. It includes Title. SIGNIFICANCE OF THE STUDY: Quality of work life covers various aspects under the general umbrella of supportive organizational behavior. perception of employee. significance of the study. The research will be helpful in understanding the current position of the respective company. It must be to evaluate the attitude of the employees towards the personnel policies. definitions.

lack of involvement in work process and decision –making. resident aggression.LTD. Ltd. Training is an important area were the workers can utilize for their self development and updating of their work knowledge. They are such as poor working condition environments. role conflict. shift timing. lack of recognitions and lack of opportunity to learn new skills. • To study the Social Relevance with work life pattern of the employees at Pest Control India Pvt. AIM: To study the QUALITY OF WORK LIFE of the employees at PEST CONTROL INDIA PVT. inability to deliver quality of care preferred. work load. 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. OBJECTIVES: • To study the Socio-demographic details of the employees respondents. Ltd. poor relationship between supervisor/ Team Leader. balance of work and family. Thus the present study is an attempt describing their factors as a tool to access the Quality of work life of the employees. • To study the balance between the work and Home life of the employees. • To study the perception level of employees to determine the Quality of work life of the Employees. • To study the overall Quality of work life of employees at Pest Control India Pvt.STATEMENT OF THE PROBLEM: The aim of the study includes the following factors towards the quality of Work life. 38 .

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. • There is a significant difference among the designation of the respondents with regard to various dimension of QWL.The questionnaire is enclosed in the appendix. • There is a significant difference between the marital status with regard to overall QWL. because it helps to describe a particular situation prevailing within a company. • There is a significant relationship between the experiences of the respondents with regard to overall QWL. The researcher used Descriptive research design. • There is a significant relationship between the age of the respondents with regard to overall dimensions of QWL. The researcher carried out the pilot study and realized the need for study. Descriptive study was necessary to ensure the complete interpretation of the situation and to ensure minimum bias in the collection of data. 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”. 39 . • There is a significant difference between the sex of the respondents with regard to various dimension of QWL. The necessary changes were made at the end of pretesting .RESEARCH HYPOTHESIS: • There is a significant difference between the departments of the respondents with regard to various dimension of QWL. PRE-TEST: The researcher tested the questionnaire with 5 respondents and checked the suitability and aptness of the questionnaire.

RELIABILITY OF THE SCALE: The reliability of the scale is 0. Product Sales. Ltd”. Hence the sample size selected for the study was 50 employees of “Pest Control India Pvt. SAMPLE SIZE: For a research study to be perfect the sample size selected should be optimal i.SAMPLE DESIGN: UNIVERSE: The universe constituted the various Departments includes Marketing. of employees of the above mentioned departments are 100. The data was collected using Simple Random method through Lottery method. Walton (1975) The first part deals with Socio-Demographic details and the second part deals with the Dimensions. Customer Care. alpha value. The total no. Quality Assurance. 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.689. it should neither be excessively large nor too small. SAMPLE METHOD: The researcher used Probability Sampling method. Service.e. Accounts & Administration and Finance Department.NO 1 QUALITY OF WORK LIFE DIMENSIONS Adequate and fair compensation TOTAL NO OF ITEMS 3 2 Safe and healthy working condition 5 3 Opportunities for Development 9 4 Opportunities for growth and security 5 5 Social Integration 6 6 Constitutionalism 4 7 Work and life space 3 8 Social relevance and working life 9 40 .The dimensions of the question are as follows: SL.

Strongly agree 4-Agree 3-undecided 2-disagree 1-Strongly Disagree It indicates the increase the score. Data which has already gone through the process of analysis or were used by someone else earlier is referred to secondary data. higher the quality of work life. company records etc.1 as instructed in the standard scale (i. The statistical data namely karl-pearson’s co-efficient of correlation was used to find out the relationship between two variables. 41 . journals. The researcher used interview schedule to collect the responses of the questionnaire from the technicians. 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.2. This type of data was collected from the books.4. DATA COLLECTION METHOD: Both the Primary and Secondary data collection method were used in the project. 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.e) 5.SCORING: The perception of the workers were measured by giving scores to each response as 5.3. STATISTICAL TESTING: The researcher converted the data into tables To analyze the data. In this research the primary data was collected by means of a Structured Questionnaire. First time collected data are referred to as primary data.

Quality of work life can be improved if the job allows sufficient autonomy and control. The compensation should help the employee in maintaining a socially desirable standard of living. opportunities for growth and security. social relevance and working life. Today work has repetitive and mechanical so that the worker has little control on it. safe and healthy working condition. provides timely feedback on performance and uses a wide range of skills. Reasonable hours of work. opportunities for development. 42 . 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. etc are the main elements of a good physical environment for work. pollution free atmosphere. 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. social integration. cleanliness. constitutionalism. OPERATIONAL DEFINITION: Adequate and fair compensation: It is a just and equitable balance between effort and reward. knowledge and qualifications.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. work and life space. QWL provides future opportunity for continued growth and security by expanding one’s capabilities. risk free work. 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.

Social relevance of works: QWL is concerned about the establishment of social relevance to work in a socially beneficial manner. The worker’s self esteem would be high if his work is useful to the society and the vice versa is also true. Constitutional protection is provided to employees on such matters as privacy. PROBLEM ENCOUNTERED BY THE RESEARCHER: Being a service oriented industry. Work and personal life: There should be proper balance between work life and personal life of employees. Constitutionalisation in the work organization: QWL provides constitutional protection to the employees only to the level of desirability as it hampers workers.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. frequent travel. Openness. which results in the error of central tendency. • Few respondents were reluctant while answering the questions. sense of community feeling. scope for upward mobility. free speech. LIMITATIONS OF THE STUDY: • Converting qualitative data into quantitative data may often lead to inaccurate results. It happens because the management’s action is challenged in every action and bureaucratic procedures need to be followed lat that level. equity and due process. trust. • The respondents may not have expressed them strong negative feelings about the policies. 43 . and quick transfers are both psychologically and socially very costly and detrimental to quality of work life. The demands of work such as late hours. equitable treatment is essential for its purpose. matching time with technicians was a constraint.

Chapter 5:.This chapter deals with findings.It deals with review of literature.CHAPTERISATION: Chapter 1:. Chapter 3:. Chapter 2:. suggestion and conclusion.Introduction of the topic and organizational profile.This chapter presents the research methodology. 44 . Chapter 4:.It deals with Analysis and interpretation.

CHAPTER IV 45 .

while nearly one fourth of the respondents (22%) belong to the age group of 33-40 years. No. Age Group No. 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 4 Above 48 Years 8 16.DATA ANALYSIS & INTERPRETATION Table 1 DISTRIBUTION OF RESPONDENTS BY AGE GROUP S.0 3 41 to 48 Years 10 20.0 INFERENCE: The above table indicates that nearly half of the respondents (42%) belong to the age group of 24-32 years. AGE GROUP 24 to 32 Years 33 to 40 Years 41 to 48 Years Above 48 Years 16% 42% 20% 22% 46 .0 2 33 to 40 Years 11 22. of Respondents Percentage 1 24 to 32 Years 21 42.

and 18 % of the respondents were unmarried.0 2 Unmarried 9 18. No. unmarried 18% Marital Status married 82% 47 .Table 2 DISTRIBUTION OF RESPONDENTS BY MARITAL STATUS S.0 INFERENCE: The above table shows that vast majority of the respondents (82%) were married. of Respondents Percentage 1 Married 41 82. Marital Status No.

Table 3 DISTRIBUTION OF RESPONDENTS BY SEX S. Sex No. of Respondents Percentage 1 Male 46 92. No. rest of the respondents (8% ) were Female. Female 8% Sex Male 92% 48 .0 INFERENCE: The above table shows that vast majority of the respondents (92%) were Male.0 2 Female 4 8.

0 4 Technician 20 40. of Respondents Percentage 1 Manager 10 20.0 INFERENCE: The above table indicates that nearly half of the respondents (40%) were Technicians. one fourth of the respondents (24%) were Executives. Designation No.0 2 Officer 8 16.0 3 Executive 12 24. Manager 20% Technician 40% Designation Executive 24% 49 Officer 16% . & rest of the respondents (20%) were Managers. No. one third of the respondents (36%) were officers.Table 4 DISTRIBUTION OF RESPONDENTS BY DESIGNATION S.

Table 5 DISTRIBUTION OF RESPONDENTS BY DEPARTMENT CLASSIFICATION S.0 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. RESPONDENTS CLASSIFIED ACCORDING TO DEPARTMENT Non-Technical 32% (Technical) 68% 50 . Department Classification No.0 2 Non-Technical 16 32. of Respondents Percentage 1 Technical 34 68. No.

of Respondents Percentage 1 Upto 5 years 23 46.0 6 Above 25 years 4 8. EXPERIENCE OF THE RESPONDENTS 46 14 16 6 Upto 5 years 6-10 years 11-15 years 10 16-20 years 51 21-25 years 8 Above 25 years . 14% of respondents have experience between 6 and 10 years. nearly one third of the respondents (16%) have experience between 16 and 20 years. 10% of the respondents have experience between 21 and 25 years.0 5 21-25 years 5 10.Table 6 DISTRIBUTION OF RESPONDENTS BY EXPERIENCE S. Experience No.0 2 6-10 years 7 14. No.0 4 16-20 years 8 16. 8% of the respondents have experience above 25 years and rest of the respondents (6%) are experienced between 11 and 15 years.0 3 11-15 years 3 6.0 INFERENCE: The above table shows that nearly half of the respondents (48%) have experience up to 5 years.

0 30 20 60.0 24 48.0 28 22 56. No.0 10.0 28.0 1 2 H 1 2 I 1 2 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 32 18 64.0 36 14 72.0 52 .0 10.0 1 2 F 1 2 G Low Level High Level Level of Constitutionalism Low Level High Level Level of work & Life Space 45 5 90. of Respondents Level of Quality of Work Life Percentage No.0 40.0 34 16 68. (n:50) A 1 Level of Adequate & Fair Compensation Low Level 2 B 1 2 C 1 2 D 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 1 2 E 45 5 90.0 26 52.0 44.0 44.0 32.0 36.0 Low Level High Level Level of Social Integration 28 22 56.Table 7 DISTRIBUTION OF RESPONDENTS BY THEIR LEVEL OF QUALITY OF WORK LIFE S.

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

05 Not Significant t=-1.00 2.32 Unmarried 9 16.51 t=0.32 Level of Opportunity for Growth & Security Married 41 18.54 2.80 2.35 Level of Safe & Healthy Working Condition Married 41 20.96 Level of Social Integration Married 41 25.05 Not Significant t=-0.11 Level of Constitutionalism Married 41 15.88 1.392 df=48 P>0.05 Not Significant t=1.20 1.618 df=48 P>0.66 1. Deviation Statistical Inference t=2.80 2. No 1 2 3 4 5 6 7 8 Marital Status N Mean Std.16 Unmarried 9 27.Table 8 ‘t’ TEST BETWEEN THE RESPONDENTS MARITAL STATUS WITH REGARD TO QUALITY OF WORK LIFE S.669 df=48 P>0.40 Unmarried 9 11.309 df=48 P<0.78 Unmarried 9 34.60 Level of work & Life Space Married 41 11.05 Not Significant t=0.56 1.189 Level of Social Relevance & Work Life 54 .56 3.04 Unmarried 9 20.11 2.05 Not Significant t=1.83 Unmarried 9 10.224 df=48 P>0.56 2.05 Significant Level of Adequate & Fair Compensation Married 41 12.05 Not Significant t=0.22 4.33 2.96 Unmarried 9 17.03 Level of Opportunities for Development Married 41 35.22 2.498 df=48 P>0.568 df=48 P>0.

00 3.9 Married 41 37. 55 .24 3.80 Unmarried 9 174. 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.50 Unmarried 9 37. Constitutionalism.00 13. Work & life space.86 df=48 P>0.05 Not Significant 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. Social Integration.57 Level of Overall Quality of Work Life Married 41 177. Opportunities for development. Opportunities for growth & security. Social relevance & work life & Overall quality of work life.945 df=48 P>0.05 Not Significant t=0.68 9.

14 Female 4 38.00 0.07 Female 4 13.05 Not Significant t=-1.00 1.119 Level of Social Relevance & Work Life 56 .00 Level of work & Life Space Male 46 11. No 1 2 3 4 5 6 7 8 Sex N Mean Std.00 1.11 Female 4 28.00 0.264 df=48 P>0.00 0.141 df=48 P>0.05 Not Significant Level of Adequate & Fair Compensation Male 46 11.00 t=1.83 2.15 Level of Opportunities for Development Male 46 35.00 Level of Safe & Healthy Working Condition Male 46 20.00 Level of Constitutionalism Male 46 15.05 Not Significant t=-2.47 Female 4 12.04 Female 4 19.15 Female 4 21.67 3.44 Female 4 16.00 0.59 2.05 Significant t=-1.Table 9 ‘t’ TEST BETWEEN THE RESPONDENTS SEX WITH REGARD TO QUALITY OF WORK LIFE S. Deviation Statistical Inference t=-1.480 df=48 P>0.00 Level of Social Integration Male 46 25.00 0.689 df=48 P>0.05 Not Significant t=0.20 2.526 df=48 P>0.41 Level of Opportunity for Growth & Security Male 46 18.05 Not Significant t=-0.05 Not Significant t=-0.80 2.143 df=48 P>0.30 3.80 1.589 df=48 P>0.

05 Not Significant 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 Female 4 184. 57 .00 2.22 3.45 df=48 P>0. Social Integration.00 Level of Overall Quality of Work Life Male 46 176. Constitutionalism. Social relevance & work life & Overall quality of work life.389 df=48 P>0.05 Not Significant t=-1.9 Male 46 37. Opportunities for development.63 Female 4 37. Work & life space.41 10.00 0. 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.

05 Not Significant t=-1.200 df=48 P>0.22 Non-Technical 16 19.39 Level of Safe & Healthy Working Condition Technical 34 20.94 1.069 Level of Social Relevance & Work Life 58 .220 df=48 P>0.21 3.89 Non-Technical 16 26.93 t=1.46 Level of Constitutionalism Technical 34 15.79 1.83 Non-Technical 16 11.05 Not Significant Level of Adequate & Fair Compensation Technical 34 12.98 Level of work & Life Space Technical 34 11.59 Non-Technical 16 12.05 Significant t=-0.71 1.25 Non-Technical 16 36.039 df=48 P>0. Deviation Statistical Inference t=0.738 df=48 P>0.31 1. No 1 2 3 4 5 6 7 8 Marital Status N Mean Std.05 Not Significant t=-0.75 2.79 2.05 Not Significant t=-0.79 2.05 Not Significant t=-0.00 2.034 df=48 P<0.52 Non-Technical 16 15.92 Level of Social Integration Technical 34 25.00 3.06 .05 Not Significant t=-2.19 2.97 Non-Technical 16 19.03 1.659 df=48 P>0.832 df=48 P>0.02 Level of Opportunities for Development Technical 34 35.79 Level of Opportunity for Growth & Security Technical 34 18.Table10 ‘t’ TEST BETWEEN THE RESPONDENTS DEPARTMENT WITH REGARD TO QUALITY OF WORK LIFE S.63 2.

44 Non-Technical 16 178.65 Level of Overall Quality of Work Life Technical 34 176.9 Technical 34 37.25 2.69 df=48 P>0. Social Integration.18 3.13 8. Constitutionalism.84 Non-Technical 16 37. 59 . Work & life space.05 Not Significant INFERENCE: There is a significant difference between the respondents’ Department with regard to various dimension level of Opportunities for growth & security. Social relevance & work life & Overall quality of work life.503 df=48 P>0.05 Not Significant t=-0.50 11. Opportunities for development. 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.

770 3 4.801 Within Groups 257.80 G2=20.70 G2=16.08 F= 0.769 Within Groups 178.05 Not Significant G1=19.788 3 6.75 G3=16.317 46 5.10 F= 1.760 Within Groups 435.392 46 4.10 G2=19.67 G4= 25.90 G2=12.308 3 6.200 46 9.155 P<0.50 G2=26.75 G4=20.00 G3= 19.83 G4=12.263 Within Groups 217.650 46 4.792 46 7.748 P>0.38 G3=17.043 P>0.00 G3=34.454 P>0.325 P>0.40 G2=37.05 F= 1.192 46 3.874 Level of Safe & Healthy Working Condition Between Groups 12.461 Level of Opportunity for Growth & Security Between Groups 18.25 F= 1.63 G3=10.403 3 3.280 3 13.05 Not Significant .079 Level of Opportunities for Development Between Groups 41. G1=11.680 P>0.90 F= 1.38 G3=27.05 Not Significant G1=23.257 Within Groups 187.726 Between Groups 97.409 Within Groups 358.05 Not Significant G1=20.50 G4= 35.83 G4= 18.No 1 2 3 4 5 6 Designation SS df MS Mean Sig.228 3 32.75 F= 4.05 Significant Level of Adequate & Fair Compensation Between Groups 20.Table 11 ONE WAY ANALYSIS OF VARIANCE AMONG DESIGNATION OF THE RESPONDENTS WITH REGARD TO QUALITY OF WORK LIFE S.594 60 G1=15.05 Not Significant G1=36.800 Level of Social Integration Level of Constitutionalism Between Groups 11.

75 G4= 11.413 Within Groups 5235.92 46 113. .38 G3=11. Social relevance & work life & Overall quality of work life. 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.G4= 15.80 G2=12. Constitutionalism.505 P>0.650 46 12.05 Not Significant G1=176.70 G2=37.00 G3=175. Work & life space.50 G3=37.275 46 2.05 Not Significant Between Groups 3.40 7 8 9 Level of work & Life Space G1=11.645 Level of Overall Quality of Work Life Between Groups 245.804 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=0.90 G2=182.273 P>0.65 F=0.049 Level of Social Relevance & Work Life Between Groups 10.817 G4=175.50 G4= 36. 61 .035 Within Groups 94.567 G1=Manager G2=Officer G3=Executive 3 81. Opportunities for growth & security Opportunities for development.450 Within Groups 581.75 F=0.350 3 3.05 Not Significant G1=37.719 P>0.105 3 1.

204 P>0.368 P<0. Constitutionalism.294 P<0.024 P>0. Age Vs Opportunities for growth & Security .05 Not Significant 6 Age Vs Constitutionalism .213 P>0. Age Vs Adequate & fair compensation . Age Vs Opportunities for development .05 Not Significant 9 Age Vs Quality of Work life . There is a significant relationship between the Age of the respondents with regard to level of Opportunities for growth & security. Work & life space.Table 12 KARL PEARSON’S COEFFICIENT OF CORRELATION BETWEEN RESPONDENTS’ AGE AND VARIOUS ASPECTS OF QUUALITY OF WORK LIFE S.049 P>0.05 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. Age Vs Social Integration -. Social relevance & work life & Overall quality of work life.263 P>0.01 Highly Significant 2.No. There is no significant relationship between the Age of the respondents with regard to the different dimension level of Safe and Healthy Working condition. Age Vs Safe & healthy Working Conditions -.274 P>0.05 Not Significant 7 Age Vs Work & life Space .05 Not Significant 3.05 Not Significant 4. Age Correlation Value Statistical Inference 1. Social Integration.175 P>0. Opportunities for development.05 Not Significant 8 Age Vs Social relevance & working Life . 62 .05 Significant 5.

05 Significant 9 Experience Vs Quality of Work life .315 P<0. 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. Experience Vs Adequate & fair compensation .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 7 Experience Vs Work & life Space .No. Experience Vs Opportunities for growth & Security .05 Not Significant 4.299 P<0. Opportunities for growth & security.05 Significant 2.05 Not Significant 3.05 Significant 5. Experience Correlation Value Statistical Inference 1.05 Significant 8 Experience Vs Social relevance & working Life .285 P<0. Experience Vs Safe & healthy Working Conditions -. Work & life space. 63 .113 P>0. Social Integration & Constitutionalism.139 P>0.111 P>0.295 P<0. Experience Vs Opportunities for development . Experience Vs Social Integration -.05 Not Significant 6 Experience Vs Constitutionalism . Opportunities for development.Table 13 KARL PEARSON’S COEFFICIENT OF CORRELATION BETWEEN RESPONDENTS’EXPERIENCE AND VARIOUS ASPECTS OF QUUALITY OF WORK LIFE S. Social relevance & work life & quality of work life.174 P>0.355 P<0.

64 .

CHAPTER – V 65 .

• Vast majority of the respondents (92%) were Male. • Nearly half of the respondents (40%) were Technicians. 66 . • Vast majority of the respondents (82%) were married. NULL HYPOTHESIS: There is no significant difference between marital status with regard to overall quality of work life. • More than half of the respondents (68%) belong to Technical department. Hence Null Hypothesis is accepted. FINDINGS: There is no significant difference between marital status with regard to overall quality of work life. 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. STATISTICAL TEST APPLIED: T-test has been applied for this analysis. SUGGESTIONS & CONCLUSION MAJOR FINDINGS: • Nearly half of the respondents (42%) belong to the age group of 24-32 years.FINDINGS. • Nearly half of the respondents (48%) have experience up to 5 years.

Hence Null Hypothesis is accepted.RESEARCH HYPOTHESIS: 2 There is significant difference between the sex of the respondents with regard to various dimensions quality of work life. 67 . FINDINGS: There is no significant difference between the sex of the respondents with regard to various dimensions quality of work life. 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. STATISTICAL TEST APPLIED: T-test has been applied for this analysis. STATISTICAL TEST APPLIED: T-test has been applied for this analysis. RESEARCH HYPOTHESIS: 3 There is significant difference between the Departments of the respondents with regard to various dimensions quality of work life. 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.

NULL HYPOTHESIS: There is no significant difference among the designation of the respondents with regard to various dimensions quality of work life. 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. NULL HYPOTHESIS: There is no significant relationship between the age of the respondents with regard to overall dimensions quality of work life. FINDINGS: There is no 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. STATISTICAL TEST APPLIED: Karl Pearson’s correlation test has been applied for this analysis. 68 . FINDINGS: There is no significant relationship between the age of the respondents with regard to overall dimensions quality of work life. Hence Null Hypothesis is accepted.

NULL HYPOTHESIS: There is a significant relationship between the experience of the respondents with regard to overall dimensions of quality of work life. FINDINGS: There is a significant relationship between the experience of the respondents with regard to overall dimensions of quality of work life. Hence Null Hypothesis is rejected. STATISTICAL TEST APPLIED: Karl Pearson’s correlation test has been applied for this analysis.RESEARCH HYPOTHESIS: 6 There is a significant relationship between the experience of the respondents with regard to overall dimensions of quality of work life. 69 .

 The Company may establish career development systems. may be provided with the following from the Company.  Employees may be given high motivation from the top management of the Company.  The Company has to measure the quality of work life periodically. o Improvement in rewarding and awarding policies. in the form of incentives from the Company as a token of recognition of high achievers. 70 .SUGGESTIONS  The employees of Pest Control India Pvt. o Introduction of Promotion policy at operation level  Improving good relationship with employees and providing friendly environment in the organization.  Employees may be given special training from the Company related to their job during working period.  All employees may be given more compensation. Ltd.

and meaningful employee involvement in decision making etc. the greater the possibility of improved Quality of Work Life. employment benefits. Since the employees are the backbone of the company. career prospects. good pay and benefits. The Quality Mission should include not only the quality of products. and a rewarding job. ultimately leads to better Quality of Work Life. Quality of work life can be improved upon by having good supervision. Positive Industrial Relations should ensure better wages. conducive work environment. 71 . Ltd is good.CONCLUSION From the study it is clear that Quality of work life of employees in Pest Control India Pvt. more positive the Industrial relations processes. flexible hours of work. the company should satisfy them in order to improve the business in higher competitive market of the liberalized economy considering the above mentioned factors. job satisfaction. an interesting and challenging. This research highlights some of the small gaps in employee’s satisfaction towards the Company. but also the quality of work life of the employees. good working conditions.

ANNEXURE 72 .

BIBLIOGRAPHY
1.

K. Aswathappa (1997), “Human Resources and Personal Management” Tata
Mcgraw-Hill Publishing Company Limited, New Delhi – 110 001.

2.

John M. Ivancevich (2003), “Human Resources and Personal Management” Tata
Mcgraw-Hill Publishing Company Limited, New Delhi – 110 001.

3.

C. R. Kothari (2001) “Research Methodology” of Wishwa Prakashan Publishing,
Chennai – 17, Edition

4.

C. B. Mamoria and S. V. Gankar

(2001), “Personnel Management Text &

Cases”, Himalaya Publishing house Mumbai, XXI Edition.
5.

Biswaject pattanayak (2001), “Human Resources and Personal Management”
Prentice Hall of India Pvt., Ltd. New Delhi.

6.

Biswaject pattanayak (2001), “Human Resources and Personal Management”
Prentice Hall of India Pvt., Ltd. New Delhi.

7.

“Quality of Work Life”, Lee M. Ozley and Judith S. Ball, HUMAN RESOURCES
MANAGEMENT AND DEVELOPMENT HANDBOOK, edited by William R.
Tracey, Ed. D., AMACOM, 1985.

8.

Wozner, Y. (1982). Assessing the quality of internal life. Human Relations, vol. 35
(11): 1059-1072

9.

Lau, R.S.M., and B.E. May. "A Win-Win Paradigm for Quality of Work Life and
Business Performance." Human Resource Development Quarterly 9,

no. 3

(1998): 211–226.
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Cole, J. "Building Heart and Soul: Increased Employer Concern for Employees."
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September

WEBSITES:
www.citehr.hr.edu
www.sribd.com
www.wikipedia.com
www.ask.com

73

1998,

9.

ANNEXURE
QUALITY OF WORK LIFE
Objective
I would be obliged if you fill in the questionnaire for the study. I promise that the data
given by you will be kept confidential and will be used for academic purpose only. Please
answer all the questions truly and objectively.

Personal Data
1. Age

:

2. Marital Status

:

married

3. Sex

:

male

4. Designation

:

5. Department

:

6. Experience

:

unmarried
Female

You are requested to tick any one of the following options.
1. SA-StronglyAgree 2.A-Agree 3.UD-Undecided 4.D-Disagree 5.SD-Strongly Disagree.

Adequate and fair compensation

SA

07.

I am satisfied with the income from the work.

08.

My financial needs are fulfilled adequately

09.

I will continue in the present job regardless of pay.

Safe and healthy working condition.
10.

I am so occupied with my work that I
hardly spare time for my coworkers.

11.

My working conditions of working place is
irritating.

12.

My organisation is over crowded and dirty.

13.

The noise and illumination of working place
74

A

UD

D

SD

is irritating.
14.

The work environment places more
emphasis on machines then individuals.

SA

Opportunities for development
15.

The information passed from one person to
another in the organisation is deliberately made in
accurate.

16.

Almost everyone here knows who is
working under whom.

17.

New ideas to bring changes in the
organisation is appreciated.

18.

I get adequate information about what is
going on in other department and units in the
organisation.

19.

I have freedom of taking decision for my job
and implement them.

20.

My job provides with meaningful
information about total work process and
results.

21.

The organisation facilitates the self
improvement of the members.

22.

I get correct information about my job.

23.

I feel isolated from my organisation in terms
of the total task.

75

A

UD

D

SD

Oppurtunities for growth and security. In my work group my own achievements are not given importance . 28. 29. 32. I prefer to accomplish work individually then in the team. There are facilities and opportunities for individual creative work in the organisation. 27. 25. 34. Working in the group is no problem here. physical appearance. The member of the organisation is not discriminated on the basis of status. religion and life style 31. I have opportunities to advance in the Organisational career. 26. The member of the organisation is not discriminated by others on cast. My work is too challenging and trying the limit of my ability. SA Social Integration. All the member of the organisation have the sense of one community . I get opportunities to improve my job skills. 24. 76 A UD D SD . 30. 33. I think that the senior staff members pay attention to grievances of the junior staff.

36.Constitutionalism 35. My views are taken into account resolving work related problem. The organisation encourages the mutual help in the work group. job security . I think that the inner group relation of the organisation is satisfactory. My organisation is aware of methods of prevention of industrial pollution. My job satisfies my needs in general. I think that my job lowers my social prestige. 37. 77 A UD D SD . 43. 48. I neglect my health due to my job. The organisation takes care of the welfare of the person of all ages. 38. 41. My organisation believe that there is ‘’one best” for every one . I feel that my organisation is too heavily schemes. My organisation function as a socially responsible unit . SA 42. 40. Social relevance and working life. Production orientated. My job has to improve social security 44. My work life matches the social life than I am leading. 46. Work and life space 39. 45. 47. I receive equal treatment in all matters like employee compensation.

50.49. Thank You 78 . 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.