Sangari - Quality of Work Life

A STUDY ON QUALITY OF WORK LIFE WITH SPECIAL
REFERENCE TO SPANSYS TECHNOLOGY SOLUTIONS

KUMBAKONAM
A Project submitted to the

BHARATHIDASAN UNIVERSITY, TIRUCHIRAPALLI
In partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted by
Ms.C.SANGARI
(Reg. No. 15290939)
Under the Guidance of

Ms.V.P.RADHIKA DEVY, M.L.M., M.B.A., PGDLA.
Assistant Professor, Department of Management Studies
DEPARTMENT OF MANAGEMENT STUDIES

BON SECOURS COLLEGE FOR WOMEN
ACCREDITED WITH ‘A’GRADE BY NACC
VILAR BYPASS
THANJAVUR – 613 006
APRIL – 2017
DEPARTMENT OF MANAGEMENT STUDIES
Bon Secours College for Women
Accredited with ‘A’ Grade by NACC
Vilar Bypass
Thanjavur – 613 006
Ms.V.P.RADHIKA DEVY, M.L.M., M.B.A., PGDLA. Date : -04-

2017
Assistant Professor, Department of Management Studies
CERTIFICATE
This is to certify that the project report entitled “A STUDY ON QUALITY OF

WORK LIFE WITH SPECIAL REFERENCE TO SPANSYS
TECHNOLOGY SOLUTIONS KUMBAKONAM ’’. is the bonafide record
of the work done by MS.C.SANGARI (Reg. NO: 15290939) a full time
student of Bon Secours College for Women Thanjavur, in partial fulfillment
of requirements for the degree of MASTER OF BUSINESS
ADMINISTRATION. This Project to the best of my knowledge has not
formed the basis for the award of any degree or any other similar title and that it
represents entirely an independent work on the part of the candidate under my
overall supervision.
Signature of the Guide Signature of the HOD
Signature of the External Examiner

Ms.C.SANGARI
(Reg. No. 15290939)
Bon Secours College for Women
Vilar Bypass, Thanjavur – 613 006
DECLARATION
I hereby declare that the project report entitled “A STUDY ON

QUALITY OF WORK LIFE WITH SPECIAL REFERENCE TO
SPANSYS TECHNOLOGY SOLUTIONS KUMBAKONAM’’ submitted
for the award of the M.B.A degree is my original research work and the project
report has not formed the basis for the award of any other degree.
Place: Thanjavur Signature of the student
Date: -04-2017 (C.SANGARI)

ACKNOWLEDGEMENT
First and foremost I thank God the ALMIGHTY for his blessings
bestowed on me throughout this dissertation work.
I extent my sincere thanks to our Rev.Dr.Sr.D.VICTORIA, FBS.,
Principal, Bon Secours College for Women for giving me this golden
opportunity to complete this project work.
I express my profound gratitude to Prof.S.GAYATHRI, M.A., M.Phil.,

M.B.A., (Ph.D).Head, Department of Management Studies of Bon Secours
College for Women for her valuable suggestions and motivation to fulfill my
work without any interruption.
I am very thankful to my Guide Ms.V.P.RADHIKA DEVY, M.L.M.,

MBA., PGDLA. Asst. Professor in Department of Management Studies for
her guidance and positive criticism throughout the lengthy ordeal of this project
with total dedication.
My heartfelt thanks to Ms. R. REKA, Asst. Professor in Department of

Management Studies for her encouragement and moral support.
I am indebted to my parents, brother and friends for their valuable timely

and priceless help which they rendered to me throughout this dissertation.
Place: Thanjavur
Date : -04-2017 SANGARI.C

CONTENT
CHAPTER NO CONTENT PAGE NO

LIST OF TABLES
LIST OF CHARTS
I INTRODUCTION 1
II REVIEW OF LITERATURE 13
III RESEARCH METHODOLOGY 15
DATA ANALYSIS AND
IV 20
INTERPRETATION
FINDINGS, SUGGESTION AND
V 75
CONCLUSION
APPENDIX
QUESTIONNAIRE
BIBLIOGRAPHY
LIST OF TABLES
TABLE.NO PARTICULARS PAGE .NO
1 Satisfaction of Age 20
2 Satisfaction of gender 22
3 Satisfaction of marital status 24
4 Satisfaction of Educational Level 26
5 Satisfaction of Experience 28
6 Satisfaction of salary package 30
7 Satisfaction of current job 32
8 Satisfaction of casual leave with pay 34
9 Satisfaction with medical facilities 36
10 Satisfaction with bonus 38
11 Satisfaction with canteen facilities 40
12 Satisfaction of ESI & PF 42
13 Satisfaction with health & safety working Condition 44
14 Satisfaction of job security 46
15 Satisfaction of promotion policy 48
16 Satisfaction of quality of work life 50
17 Proper communication when changes occur 52
18 Cordial relationship among employees 54
19 Satisfaction of training 56
20 Satisfaction of training methodology 58
21 Satisfaction of Performance appraisal 60
22 Satisfaction of grievance redressed 62
23 Reward recognition 64
24 Satisfaction of Career development 66
25 Freedom to do their own work 68
LIST OF CHART
NO.CHART PARTICULARS PAGE .NO
1 Satisfaction of Age 21
2 Satisfaction of gender 23
3 Satisfaction of marital status 25
4 Satisfaction of Educational Level 27
5 Satisfaction of Experience 29
6 Satisfaction of salary package 31
7 Satisfaction of current job 33
8 Satisfaction of casual leave with pay 35
9 Satisfaction with medical facilities 37
10 Satisfaction with bonus 39
11 Satisfaction with canteen facilities 41
12 Satisfaction of ESI & PF 43
Satisfaction with health & safety working
13 45
Condition
14 Satisfaction of job security 47
15 Satisfaction of promotion policy 49
16 Satisfaction of quality of work life 51
17 Proper communication when changes occur 53
18 Cordial relationship among employees 55
19 Satisfaction of training 57
20 Satisfaction of training methodology 59
21 Satisfaction of Performance appraisal 61
22 Satisfaction of grievance redressed 63
23 Reward recognition 65
24 Satisfaction of Career development 67
25 Freedom to do their own work 69
I CHAPTER
INTRODUCTION
INTRODUCTION
Quality of work life

Quality of work life denotes all the organizational inputs which aim at the employees’
satisfaction and enhancing organizational effectiveness. The basic purpose is to develop jobs
and working conditions that are excellent for employees as well as economic health of
organization. It refers to the level of satisfaction, motivation, commitment and involvement
an individual experience with respect to their line at the work. The quality of work life is the
degree of excellence brought about work and working conditions that contribute to the
overall satisfaction and performance primarily at individual level and finally at organization
level
Quality of Work Life (QWL) has become one of the most important issues
these days in every organization. Employees are the force that is behind every successful
organization. No organization can become successful with technology only because for the
use of technology also, organizations need to have strong work force. Quality of Work Life
was the term actually introduced in the late 1960’s. From that period till now the term is
gaining more and more importance everywhere, at every work place. Initially quality of work
life was focusing on the effects of employment on the general well-being and the health of
the workers. But now its focus has been changed. Every organization need to give good
environment to their workers including all financial and non-financial incentives so that they
can retain their employees for the longer period and for the achievement of the organization
goals.. At the end we can say that a happy and healthy employee will give better turnover,
make good decisions and positively contribute to the organization goal
The quality of work life is a process by which an organization responds to employee

needs for developing mechanism that allow them to share fully in making decision that
designs their life at work. Thus QWL means having good supervision, good working
conditions, good pay and benefits and interesting, challenging and rewarding job.
Factors affecting quality of work life
Job satisfaction
Job satisfaction is the favorable or unfavorable with which employees view their
work. As with motivation, it is affected by the environment. Job satisfaction is impacted by
job design. Jobs that are rich in positive behavioral elements such as autonomy, variety, task
identity, task significance and feedback contribute to employee’s satisfaction. Likewise,
orientation is important because the employee’s acceptance by the work group contributes to
satisfaction. In sort, each element of the environmental system, can add to, or detract from,
job satisfaction.
Pay
Quality of work life is basically built around the concept of equitable pay. In this days
ahead, employees may want to participate in the profit of the organization.
People
Almost everyone has to deal with three set of people in the work place. Those are
namely boss, co-workers in the same level and subordinates. Apart from this,
some professions need interaction with people like patients, media persons, public,
customers, thieves, robbers, physically disabled people, mentally challenged, children,
foreign delegates, gangsters, politicians, public figures and celebrities. These situations
demand high level of prudence, cool temper, tactfulness, humor, kindness, diplomacy and
sensitiveness.
Health conditions of employees
Organization should realize that their true wealth lies in their employees and so
providing healthy environment for employees should be their primary objective.
Personal and career growth opportunities
An organization should provide employees with opportunity for personal/professional
development and growth and to prepare them to accept the responsibilities at higher level.
Participative management style and recognition
Flat organization structure helps organization facilitate employee participation. A
Participative management style improves the quality of work life. Workers feel that they have
control over their work process and they also offer the innovative ideas to improve them.
Recognition also helps in motivating employees to perform better. Recognition can be in
form of rewarding employees for their best performance chooses its production method.
It makes its own internal distribution of tasks and decides its own membership. Autonomous
team approach increases satisfaction and reduces turnover and absenteeism.
Motivation
Motivation is a complex subject. It involves the unique feelings, thoughts and past
experiences of each of us as we share a variety of relationships within and outside
organizations. To expect a single motivational approach work in every situation is probably
unrealistic. In fact, even theorists and researches take different points of view about
motivation. Nevertheless, motivation can be defined as a person’s drive to take an action
because that person wants to do so. People act because they feel that they have to. However,
if they are motivated they make the positive choice to act for a purpose - because, for
example, it may satisfy some of their needs.
Work life balance
Organization should provide the relaxation time for employees and offer tips to
balance their personal and professional lives. They should not strain employees’ personal and
social life by forcing on them by demanding working hours, overtime work, business travel,
and untiming transfers.
By the globalization the modern employees are experiencing distress. To meet the
challenges posed by present standards, organizational must focus their attention in bringing a
balance between work life and personal life. The underlying assumption is that work life
balance will ultimately ensure Quality of work life.
Today an employee desires work to be more meaningful and challenging because

quality is the acid test. A Quality of work life gives an opportunity for deep sense of
fulfillment. Employees seek a supportive work environment that will enable them to balance
work with personal interests.
Quality of work life provides a more humanized work environment. It attempts to

serve the higher order needs of workers as well as their basic needs. Quality of Work Life
indicates that the work should not have excessively negative conditions. It should not put
workers under undue stress. It should not damage or degrade their humanness. It should not
be threatening or unduly dangerous.
Employees in several companies that instituted Quality of work life experienced
better health and greater safety on the job. Other benefits included improved employee
satisfaction, morale, job interest, commitment and involvement; increased opportunity for
individual growth ; greater sense of ownership and control of the work environment
development of managerial ability for circle leaders, improved communication in the
organization and greater understanding and respect between management and workers.
The term Quality of work life has been applied to a wide variety of organizational
improvement efforts. The common elements seem to be, has good man indicates, an ³attempt
to restructure multiple dimensions of the organizational and to institute a mechanism which
introduces and sustains changes over time. Aspects of the change mechanism are usually an
increase in problem solving between the union and management
Responsiveness to employee concerns. In every organization, people and their

behavior assumes vital role in determining the performance and effectiveness. While many
studies concentrated on physical and financial performance of organization. Studies on
behavioral aspects seem to be inadequate. So, the attempts must to understand the human side
of the enterprise.
The Quality of work life movement provides a value frame work and a philosophy
which has along term implication for the human development and enrichment. It tries to
balance both the work and family life. Hence integrated approach with regard to Quality of
work life is required for the success of an individual and an organization. This underlines the
necessity of searching studies on the nature of human relations and the problems of human
relations and the problems of human behavior in the organization and suggests measures to
cope with the problems. Hence, an in depth on aspects like Quality of work life can throw
light on many non-identified aspects of human behavior which may help in understanding the
issues involved and improving the overall performance of these organizations. There it is
found that there is need to study in greater detail about the topic
Need of the study
In the current scenario every organization expects their employees to perform at

their peak potential. Though monetary aspects play an important role in motivating
employees, organization around the world have come to understand that there are many other
aspects that contributes to better employee performance. It is these aspects that form the basis
for this study. In particular this study aims to identify the various tangible and intangible
aspects that contribute to the quality of the workplace. It is very important for an organization
to create a very conducive working environment for employees.
This study is needed to ensure that all employees are performing at their peak
potential, free from stress and strain, and to ensure all their needs are fully satisfied. This
study will be used as feedback from employees to know their current perspective of
workplace and also to identify the areas of improvement for the organization.
Scope of the study
The term Quality of work life in its broader sense covers various aspects of
employment and non-employment conditions of work. This study covers the overall quality
of work life of employees, i.e. their job satisfaction, work environment, working hours, work
stress, their relation with their colleagues, work assignments, infrastructure provided etc ..The
present study aims at measuring the level of satisfaction of employees and to know about the
various welfare activities and benefits provided for the employees. The study is dependent on
the opinion expressed by all the employees of all the departments.
Quality of work life is a multi dimensional aspect. Some of these aspects are
 Compensation and the reward for the work
 Personal and career growth opportunities
 Motivation
 Participative management style
 Health and Safety of the employees

 Job security
 Job specification
By providing better quality of work life, the following results can be achieved.
 Better performance of employees
 More devotion and dedication towards work
 Reduced absenteeism
 Voluntary participation in an organizational activities
 Reduced corrupt
Significance of the study

Quality of work life covers the various aspects under the general umbrella of
supportive organization behavior. Thus the quality of work life should be broad in its scope.
It must evaluate the attitude of employees towards personnel policies. The research will be
helpful in understanding the current position of the organization. And provide some strategies
to extend the employee satisfaction with little modification which is based on the internal
facilities of the organization. The research can be further used to evaluate the facilities
provided by the management towards the employee. This study also helps to manipulate the
expectations of the employees
OBJECTIVES OF THE STUDY
Primary objective
 To analyse the quality of work life at SPANSYS TECHNOLOGY
SOLUTIONS, KUMBAKONAM
Secondary objectives
 To analyse the various factors influence the quality of work life
 To measure the level of satisfaction of employees towards the quality of work
life
 To analyse the major areas of dissatisfaction
 To give valuable suggestion to improve the quality of work life at SPANSYS
TECHNOLOGY SOLUTIONS,
COMPANY PROFILE
VISION
To be an important partner in the clients IT objectives

and design best in class solutions for them. SPANSYS and its fraternity of employees and
owners shall work towards building an organization defined by its values, technical
and business skills that make it a key component of the Clients IT strategy.
MISSION
Company will engage with clients in their business processes, work on leading edge
technologies create tools platforms and services that lower cost, provide consistent
measurable quality and increase output. This helps the workforce to be constantly challenged
and to stay abreast of the latest; helps us grow our relationships and business with our clients
and make it both a valuable partner and a strategic business for it owners.
These is the team behind SPANSYS Technology Solutions
Mr. T. Balachandar | CEO
Mr. M. Muthusami | Team Lead
Mr. S. Jagadeesh | System Engineer
Mr. M. Jagadeesh Chandar | Web Designer
SPANSYS Technology Solutions is leading software Development Company in India

providing Offshore Software Development Services & solutions such as outsourcing software
development, Web Development, Product Development, Web Designing, Offshore
Application development, CRM Customization, .Net Development, Multimedia and Design
Solutions and ERP Applications.
SPANSYS Technology Solutions is a leading customized software development

solutions provider in India. Established in the year 2010, SPANSYS provides technological
solutions to many organizations, enterprises and help them into maximize the business and it
also has different services.
Why SPANSYS
Manage your business by focusing on high level innovation and performance. At

SPANSYS, our most experience in applications developments and technologies helps your
organization to achieve new levels of business performance. With new ideas and approaches
helping to more flexible and global approach to all kind of your business.
What STS Provides
Reliable and secure systems that address market changes quickly develop profitable
customer relationships and secure new opportunities to stay ahead of competition.
Comprehensive, end-to-end, domain-led business process solutions that enable Banking and
Financial Services institutions to focus on their core financial services competencies.
SPANSYS Services
At SPANSYS, we are aware that every moment we serve our customer becomes a
history and we strive to give the best shot at all moments to make the experience of the
customer an enriching and a memorable one. Some of our services are listed below.
1. Software developments
2. Web design and developments
3. Billing software.
4. Software outsourcing Services.
5. Enterprise applications (ERP, CRM & SCM)
6. Bulk SMS Services
7. Application Development&Design
8. Reselling services
9. Hosting Services
10. Professional Services
11. Managed Services
12. Microsoft Cloud Services
SPANSYS Prototype
Our core business is Software development and Web design and Development
gradually spread its wings of desire on to Training and Development. The commitment that
SPANSYS has towards its customers makes SPANSYS an unforgettable brand in the minds
of its customers. Our emphasis on quality and service has been and remains a key to our
success.
SPANSYS’s Software Development Division specializes in the business of

providing services to its clients across India. Our expertise lies in reducing costs and
improving productivity by bringing the strategic advantage to the doorstep of our customer in
more ways than one. Thereby improving reliability, speed, agility and enabling our customers
to achieve sustainable differential advantage over there. Our engagement models are flexible,
scalable, secure and custom defined based on specific individual needs of our customers. We
follow the right strategy to ensure business transformation, lower operational costs and quick
time to market ensuring 100% success for our customer’s business and in the process
ensuring business continuity for us.
SPANSYS offers a host of IT, and IT Enabled services. We enable revenue growth,
productivity improvement and cost reduction by leveraging cutting edge technology cutting
edge technology to enhance the quality, context and flow of information between clients and
their key constituents. We are an organization driven by ideas. An organization where
creative insights and strategic know-how are used to solve software and communication
needs of our clients. Our edge lies in our ability to offer an integrated approach to address
clients’ needs to operate efficiently as well as to communicate and serve customers
effectively. We help align the IT infrastructure and processes within the organization to gain
operational efficiencies. We execute creative campaigns using the digital media to drive
business goals and we also lend process support to help curtail costs and drive profitability.
We also provide Job oriented training for the young dynamic talents to make them
employable. Thus, we are a full service organization offering a unique integration of strategy,
technology and creative implementation geared for measurable impact on our client’s
business performance.
Our Web Design system has delivering innovative, cost effective and timely solutions
that drive the growth of small and medium-sized businesses worldwide. Engineered by high
quality professionals and managed by matured processes, we help forward –thinking
companies achieve and surpass their business goals. Our time tested, state-of –the –art and
emerging technology solutions are backed by the highest level of quality assurance. We
deliver robust and feature-rich Internet Solutions that result in increased brand awareness,
sales and customer service.
We are also aware of our social responsibility and contribute in the form generating
employment opportunities to the society, wherever we exist in. We try to stick to our
corporate values to make a meaningful contribution to our business partners, shareholders,
clients and our staff.
Clients Name
1. Maavan System, Chennai

2. Vahson Shopping Mall, Malaysia
3. Alameen Matriculation Hr Sec School, Kumbakonam
4. Swami Dayananda Arts and Science College, Manjakkudi
5. AVG Restaurant, Kumbakonam
6. Vignesh Construction, Kumbakonam
7. Aavin Milk Society Thanjavur
8. Vinayaga Agencies, Mayiladuthurai
9. Thirupathi Traders, Mayiladuthurai
10. TK Enterprises, Mayiladuthurai
11. ARS Agencies,Mayiladuthurai
12. VK Enterprises, Mayiladuthurai
13. Majestic Hero, Mayiladuthurai
14. Alhidhana Matriculation School, Kiliyanur
15. MSM Temple Stays Kumbakonam
Some Products Name of the SPANSYS Technology Solutions
 Finger print Attendance

 Bio-Metric Reader
 POS System
 Finance management system
 School ERP
 Billing software
 Metal Manufacturing ERP
 Matrimonial Application
II CHAPTER
REVIEW OF LITERATURE
Journal Name -Organizational Behavior and Human Performance, 16

Title: Motivation through the design of work: Test of a theory.
P. No: 250-279, Year: 1976, Author: Hackman, J. R., & Oldham, G.R
In this journal, author suggested that the psychological growth needs are 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.
Journal Name: Occupational Psychology, 52

Title: -Scales for the measurement of some work attitudes and aspects of psychological well
being
P. No: 129-148, Year: 1979, Author:Warr. P, Cook. J and Wall. T
In an investigation of Quality of working life, the author suggested 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. 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
Journal Name: Occupational Behavior, 5

Title: -Accounting for the quality of work life.
P.No:197-212. Year: 1984, Author: Mirvis, P. H. and Lawler, E
In this journal the author suggested that Quality of working life was associated with
satisfaction with wages, hours and working conditions, describing the ³basic elements of a
good quality of Work life as; safe work environment, equitable wages, equal employment
opportunities and opportunities for advancement.
Journal Name: Organizational Behavior, 12
Title: - Routinization of job context and job content as related to employees' quality
of working life
P.No:379-386, Year: 1991
Author: Baba V. B., & Jamal, M
In this journal, the author suggested that the 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
Journal Name: Journal of Management, 25

Title: -Health and well-being in the workplace: A review and synthesis of the literature
P.No:357-384, Year: 1999
Author:Danna & Griffin
In this journal, the author suggested that Quality of Working Life is not a unitary
concept, but has been seen as incorporating a hierarchy of perspectives that not only include
work-based factors such as job satisfaction, satisfaction with pay and relationships with
work colleagues, but also factors that broadly reflect life satisfaction and general feelings of
employees
Book name: Social Indicators Research, 55

Title: - A new measure of quality of work life based on need satisfaction theories
P.No: 357-384 Year:1999,
Author:Sirgy, M.J., &Efraty,J
In this journal, the author suggested that the key factors in quality of working life are:
Need satisfaction based on job requirements, Need satisfaction based on Work environment,
Need satisfaction based on Supervisory behavior. They defined quality of working life as
satisfaction of these key needs through resources, activities, and outcomes stemming from
participation in the workplace. Maslow’s needs were seen as relevant in underpinning this
model, covering Health & safety, Economic and family, Social, Esteem, Actualization,
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.
III CHAPTER
RESEARCH METHODOLOGY
RESEARCH
Research is a scientific and systematic search for pertinent information on a specific
topic. The advanced learner’s dictionary of current English lays down the meaning of
research as “a careful investigation or inquiry especially through search for new facts in any
branch of knowledge.” Redman and Moray define research as “a systematized effort to gain
new knowledge.” Research is an academic activity and as such the term should be used in a
technical sense. According to Clifford Woody, research comprises of defining and redefining
problems, formulating hypothesis or suggested solution; collection, organizing and evaluating
data; making deductions and reaching conclusions; and at last, carefully testing the
conclusions to determine whether they fit the formulating hypothesis.
RESEARCH DESIGN
“Research design” means the exact nature of research work in a systematic manner. It
involves the information about the research work in view of the framework of the study,
availability
“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.” The research design is the conceptual structure with in which research is
conducted; it constitutes the blueprint for the collection, measurement and analysis of data.
DESCRIPTIVE RESEARCH
The researcher has followed the descriptive research by using primary and secondary
data collection.
Descriptive studies try to discover answers to the questions who, what, when, where
and sometime how the researcher attempts to describe or define a subject, often by creating
profile of a group of problems. People or event such studies may involve the collection of
data and the creation of distribution of the number of times the researcher observes a single
event or characteristics or they may involve relating the interaction of two or more variables.
SAMPLE DESIGN
A sample design is made up of two elements.
Sampling method
Sampling method refers to the rules and procedures by which some elements of the
population are included in the sample. Some common sampling methods are simple random
sampling, stratified sampling, and cluster sampling.
Estimator
The estimation process for calculating sample statistics is called the estimator.
Different sampling methods may use different estimators
SAMPLING METHOD
The sampling method used in this research Non- probability convenience sampling.
Non- probability samples that are unrestricted are called as convenient sampling.
Convenient sampling refers to the collection of information from members of population who
are conveniently available to provide it. Researchers or field worker have the freedom to
choose as samples whomever they find, thus it is named as convenience.
SAMPLING UNIT
A unit is a person or thing which is actually studied by a researcher; the basic objects
upon which study or experiment is carried out.
The sample unit in the study is the all Level employees of at SPANSYS
TECHNOLOGY SOLUTIONS, KUMBAKONAM
POPULATION
“Population is the aggregate of all units with specific characteristic’s on which the
samples are drawn.” All the items in any field of enquiry constitute a universe or population.
The population is finite and the number of item in certain. The population taken in to
consideration for the study consists of all levels of employees. The total population is 312.
SAMPLE SIZE
Sample size refers to the number of items to be selected constitute a sample.
The sample size of the study is 46 respondents.
PILOT STUDY
Pilot study has been conducted. Based on the pilot study some corrections on the
questionnaire has been made
METHOD OF DATA COLLECTION
Both Primary and secondary data are used in this study.
i) Primary Data
The primary data are those, which are collected a fresh and for the first time, and thus
it is original in nature.
A Questionnaire is a research instrument consisting of a series of questions and other
prompts for the purpose of gathering information from respondents.
The research has collected the Primary Data through survey method. The primary data
is collected with the use of Structured Questionnaire. The Questionnaire consists of a number
of questions printed in a definite order.
ii) Secondary Data
The secondary data are those which have already been collected by someone else and
which have already been passed through the statistical process.
 Newspapers-public interest and opinion
 Novels and literature in general
 Policy statements,
 Planning documents,
 Reports,
 Historical and official documents
STATISTICAL DESIGN
It is not possible to imagine, organizing the enormous amount of data and
manipulating them as easily without data collection tools. Then again, the task is not easily
done unless the right kind of tool appropriate for the project is not selected. These data
collections tool are very much needed to generate the numerical data. The various analysis
techniques of analysis used are
 Percentage Analysis
 Chi- Square Test
 Rank Correlation
 One way ANOVA
A) PERCENTAGE ANALYSIS
In this project percentage analysis test was used. Percentage refers to a special kind of
ratio. Percentage is used in making comparison between two or more series of data.
Percentages are used to describe relationship. The percentage method is used to know the
accurate percentages of the data. The following formula from the above formula, we can get
percentage of the data given by the respondents.
No. of respondents
Percentage Analysis = ------------------------------------ x 100
Total no. of respondents
B) CHI-SQUARE TEST
The objective of chi-square test is to determine whether areas or significant different
exists among the various groups. Chi-square test involves comparison of expected frequency
with observed.
Steps
The difference between each observed frequency and corresponding expected
frequency is computed.
 The differences obtained are squared.
 Each squared difference is divided by its respective expected frequency.
 The computed value is greater than the tabulated value at a predetermined level of
significance and degree of freedom, the hypothesis is rejected. On the other hand ,if
the calculated value is less then tabulated value, the hypothesis is accepted.
²=(Oi-Ei)²/Ei
Where, Oi = Observed Frequency

Ei = Expected Frequency
RT X CT
Ei =
GT
Where, RT = Row Total CT = Column Total GT = Grand Total
Degrees of freedom = (r-1) (c-1)
C) ANOVA
In examining differences between populations we assume that the differences between
the mean of the jth population and the grand mean is attributable to what is called a ‘specific
factor’ or what is technically described as treatment effect. Thus while using ANOVA.
We have to make two estimates of population variance viz., one based on between
samples variance and the other based on within samples variance. Then they said two
estimates of population variance are compared with F-test.
Estimate of population variance based on between samples variance
F=
Estimate of population variance based on within samples variance
D) RANK CORRELATION
In statistics, the extent to which two ranking match each other. There are various
systems to calculate rank correlation. However, rank correlation is expressed on a scale from
-1 to +1. A measure of -1 indicates the ranking disagree perfectly (meaning they are opposite
one another), while a measure of +1 means they agree perfectly (meaning they are same). A
measure of 0 means the rankings are independent of one another.
6£di2
r= 1−
n(n2 − 1)
IV CHAPTER
DATA ANALYSIS& INTERPRETATIONS
TABLE 4.1
DISTRIBUTION OF THE RESPONDENT BASED ON AGE
NO OF PERCENTAGE
S.NO AGE
RESPONDANCE
1 Below 25yrs 3 6
2 25-35yrs 6 13
22
3 35-45yrs 10
9
4 45-55yrs 4
50
5 Above 55yrs 23
100
Total 46
INFERENCE
From the above table 4.1it is clear that shows the age group of the respondents. 3
percent of the respondents are in the age group of below 25 years, 6 percent of the
respondents are in the age group of 25 years 35 years, 10 percent of the respondents are in the
age group of 35 years 45 years.4percent of the respondents are in the age group of 45 years
55 years, and also 55 years of the respondents are 23 percent
CHART 4.1
DISTRIBUTION OF THE RESPONDENT BASED ON AGE
60
50 50
40
30
22
20
13
9
10 6
0
Below 25 yrs 25-35 yrs 35-45 yrs 45-55 yrs Above 55 yrs
TABLE 4.2
DISTRIBUTION OF THE RESPONDENT BASED ON GENDER
S.NO GENDER NO OF RESPONDANCE PERCENTAGE
1 Female 30 66
2 Male 16 34
100
TOTAL 46
INFERENCE
From the above table 4.2it is clear that we found that 16 percent of the respondents
are male and 30 percent of the respondents are female.
CHART 4.2
DISTRIBUTION OF THE RESPONDENT BASED ON GENDER
Male
34%
FeMale
66%
TABLE 4.3
DISTRIBUTION OF THE RESPONDENT BASED ON MARITAL STATUS
NO OF
S.NO MARITAL STATUS PERCENTAGE
RESPONDANCE
1 Married 16 34
2 Unmarried 30 66
Total 46 100
INFERENCE
From the above table 4.3 it is clear that the marital status of the respondents. Among
46 respondents, 30 percent of the respondents are unmarried and remaining 16 percent of the
respondents are married.
CHART 4.3
DISTRIBUTION OF THE RESPONDENT BASED ON MARITAL STATUS
70
60
50
40
66
30
34
20
10
0
Married UnMarried
TABLE 4.4
DISTRIBUTION BASED ON THE EMPLOYEE EDUCAIONAL LEVEL
EDUCATIONAL NO OF
S.NO PERCENTAGE
LEVEL RESPONDENT
1 High School Level 8 17
2 UG 28 61
3 PG 6 13
4 Professional 4 9
Total 46 100
INFERENCE
From the above table 4.4 it is clear that education qualification of the respondent of
the study, 8 percent of the respondents are high school, 28percent of the respondents are U.G,
6 percent of the respondents are PG, and remaining 4 percent of the respondents are
Professional of their study.
CHART 4.4
DISTRIBUTION BASED ON THE EMPLOYEE EDUCATIONAL LEVEL
High School UG PG Professional
9%
17%
13%
61%
TABLE 4.5
DISTRIBUTION BASED ON THE EMPLOYEE EXPERIENCE
NO OF PERCENTAGE
S.NO EXPERIENCE
RESPONDANCE
6
1 Less than5yrs 3
2 5-10yrs 4 9
13
3 10-15yrs 6
22
4 15-20yrs 10
50
5 Above 20yrs 23
100
Total 46
INFERENCE
From the above table 4.5 it is clear that shows the Experience of the respondents. 3
percent of the respondents are in the Experience of below Less than5 years, 4 percent of the
respondents are in theExperience of 5 years – 10years, 6 percent of the respondents are in the
Experience of 10years – 15 years.10percent of the respondents are in the Experience of 15
years – 20 years, and also 20 years of the respondents are 23 percent
CHART 4.5
DISTRIBUTION BASED ON THE EMPLOYEE EXPERIENCE
50
45
40
35
30
25
20
15
10
5
0
Less than 5yrs 5-10yrs 10-15yrs 15-20yrs Above20yrs
TABLE 4.6
DISTRIBUTION BASED ON THE SALARY PACKAGE
S.NO Level of No. Of Percentage

satisfaction Respondents
1 Highly satisfied 4 8.7
2 Satisfied 23 50
3 Neutral 10 22
4 Dissatisfied 6 13
5 Highly dissatisfied 3 6.3
46 100
INFERENCE
From the above table 4.6 it is clear that 8.7% of employees are highly satisfied with
the salarypackage and 50% of employees are satisfied, 22% of employees are neutral, 13%of
employees are dissatisfied, and 6.3% of employees are highly dissatisfied withthe salary
package.
CHART 4.6
DISTRIBUTION BASED ON THE SALARY PACKAGE

TABLE 4.7
DISTRIBUTION BASED ON THE CURRENT JOB

1 Highly satisfied 5 11
2 Satisfied 27 59
3 Neutral 12 26
4 Dissatisfied 2 4
5 Highly dissatisfied 0 0
46 100
INFERENCE
From the above table 4.7 it is clear that 11% of employees are highly satisfied with
current job and 59% of employees are satisfied, 26% of employees are neutral, 4% of
employees are dissatisfied, and 0% of employees are highly dissatisfied.
CHART 4.7
DISTRIBUTION BASED ON THE CURRENT JOB

TABLE 4.8
DISTRIBUTION BASED ON THE CASUVAL LEAVE

1 Strongly agree 2 4
2 Agree 19 41
3 moderate 16 36
4 Disagree 17 15
5 Strongly disagree 2 4
46 100
INFERENCE
From the above table 4.8 it is clear that 4% of employees are strongly agree, with the
casual leave and 41% of employees are agree, 36% of employees are moderate, 15% of
employees are disagree, and 4% of employees are strongly disagree with the casual leave.
CHART 4.8
DISTRIBUTION BASED ON THE CASUAL LEAVE

TABLE 4.9
DISTRIBUTION BASED ON THE MADICAL FACILITIES
S.NO Level of No. Of No. Of

satisfaction Respondents Respondents
2 Agree 18 39
3 Moderate 10 22
4 Disagree 6 13
46 100
INFERENCE
From the above table 4.9 it is clear that 17% of employees are strongly agree, with
themedical facilities and 39% of employees are agree, 22% of employees are moderate, 13%
of employees are disagree, and 9% of employees are strongly disagree with the medical
facilities.
CHART 4.9
DISTRIBUTION BASED ON THE MADICAL FACILITIES

TABLE 4.10
DISTRIBUTION BASED ON THE BONUS
S.NO Level of No. Of No. Of

satisfaction Respondents Respondents
2 Agree 21 45
3 moderate 11 24
4 Disagree 9 20
46 100
INFERENCE
the bonus and 45% of employees are agree, 24% of employees are moderate, 20% of
employees are disagree, and 0% of employees are highly strongly disagree with the bonus.
.
CHART 4.10
DISTRIBUTION BASED ON THE BONUS

TABLE 4.11
DISTRIBUTION BASED ON THE CANTEEN FACILITIES
S.NO Level of No. of Percentage

Satisfaction respondents
2 Agree 20 43.5
3 Moderate 14 29.5
4 Disagree 3 7
46 100
INFERENCE
thecanteen facility and 43.5% of employees are agree, 29.5% of employees are moderate, 7%
of employees are disagree, and 0% of employees are strongly disagree.
CHART 4.11
DISTRIBUTION BASED ON THE CANTEEN FACILITIES

TABLE 4.12
DISTRIBUTION BASED ON THE ESI&PF

2 Satisfied 20 44
3 Neutral 16 35
4 Dissatisfied 2 4
46 100
INFERENCE
the ESI & PF and 44% of employees are satisfied, 35% of employees are neutral, 4% of
employees are dissatisfied, and 0% of employees are highly dissatisfied with the ESI & PF.
CHART 4.12
DISTRIBUTION BASED ON THE ESI&PF

TABLE 4.13
DISTRIBUTION BASED ON THE HEALTHY&SAPETY WORKING CONDITIONS

satisfaction respondents
1 Highly satisfied 8 17.5
2 Satisfied 23 50
3 Neutral 13 28.5
4 Dissatisfied 2 4
46 100
INFERENCE
From the above table 4.13 it is clear that 17.5% of employees are highly satisfied with
the healthy and safety working conditions and 50% of employees are satisfied, 28.5% of
employees are neutral, 4% of employees are dissatisfied, and 0% of employees are highly
dissatisfied with the healthy and safety working conditions.
CHART 4.13
DISTRIBUTION BASED ON THE HEALTHY&SAPETY WORKING CONDITIONS

TABLE 4.14
DISTRIBUTION BASED ON THE JOB SECURITY

2 Satisfied 29 63
3 Neutral 7 15
4 Dissatisfied 3 7
46 100
INFERENCE
the job security and 63% of employees are satisfied, 15% of employees are neutral, 7% of
employees are dissatisfied, and 4% of employees are highly dissatisfied with the job security.
CHART 4.14
DISTRIBUTION BASED ON THE JOB SECURITY

TABLE 4.15
DISTRIBUTION BASED ON THE PROMOTION POLICY

2 satisfied 20 43.5
3 Neutral 17 36.5
4 Dissatisfied 2 4
46 100
INFERENCE
promotion policy and 43.5% of employees are satisfied, 36.5% of employees are neutral, 4%
of employees are dissatisfied, and 9% of employees are highly dissatisfied with promotion
policy.
CHART 4.15
DISTRIBUTION BASED ON THE PROMOTION POLICY

TABLE 4.16
DISTRIBUTION BASED ON THE QUALITY OF WORK LIFE

1 Very good 4 9
2 Good 19 40
3 Ok 20 44
4 Bad 0 0
5 Very bad 3 7
46 100
INFERENCE
From the above table 4.16 it is clear that t 9% of employees are very good, and 40%
of employees are good, 44% of employees are ok, 0% of employees are bad, and 7% of
employees are very bad.
CHART 4.16
DISTRIBUTION BASED ON THE QUALITY OF WORK LIFE

TABLE 4.17
DISTRIBUTION BASED ON THE PROPER COMMUNICATION WITH

EMPLOYEE

2 Agree 19 39
3 moderate 11 26
4 Disagree 7 15
46 100
INFERENCE
theattention of changes and 39% of employees are agree, 26% of employees are moderate,
15% of employees are disagree, and 0% of employees are strongly disagree with the attention
of changes.
CHART 4.17
DISTRIBUTION BASED ON THE PROPER COMMUNICATION WITH
EMPLOYEE
TABLE 4.18
DISTRIBUTION BASED ON THE CORDIAL RELATIONSHIP EMPLOYEES

2 Agree 25 54
3 moderate 16 35
4 Disagree 3 7
46 100
INFERENCE
From the above table 4.18 it is clear that 4% of employees are strongly agree, cordial
relationship among employees and 54% of employees are agree, 35% ofemployees are
moderate, 7% of employees are disagree, and 0% of employees are strongly disagree cordial
relationship among employees.
CHART 4.18
DISTRIBUTION BASED ON THE CORDIAL RELATIONSHIP EMPLOYEES

TABLE 4.19
DISTRIBUTION BASED ON THE EMPLOYEE TRAINING LEVEL
LEVEL OF NO OF
S.NO PERCENTAGE
SATISFIED RESPONDENT
1 Highly Satisfied 24 52
2 Satisfied 3 7
3 Neutral 12 26
4 Dissatisfied 6 13
5 Highly Dissatisfied 1 2
Total 46 100
INFERENCE
From the above table 4.19 it is clear that 52% of the Employees are highly satisfied,
with training and 7% of Employees are satisfied, and 26% of Employees are Neutral, and
13% of Employees are dissatisfied and 2% of Employees are highly dissatisfied.
CHART 4.19
DISTRIBUTION BASED ON THE EMPLOYEE TRAINING LEVEL
60
50
40
30
20
52
10 26
7 13
2
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
TABLE 4.20
DISTRIBUTION BASED ON THE EMPLOYEE TRAINING METHOD

2 Satisfied 21 45
3 Neutral 16 35
4 Dissatisfied 3 7
46 100
INFERENCE
From the above table 4.20 it is clear that 11% of employees are highly satisfied, with
training and 45% of employees are satisfied, 35% of employees are neutral, 7% of employees
are dissatisfied, and 2% of employees are highly dissatisfied with training.
CHART 4.20
DISTRIBUTION BASED ON THE EMPLOYEE TRAINING METHOD

TABLE 4.21
DISTRIBUTION BASED ON THE SATISFACTION IN PERFORMANCE

APPRAISAL

2 Satisfied 24 52
3 Neutral 12 26
4 Dissatisfied 6 13
46 100
INFERENCE
It is seen from the table that 7% of employees are highly satisfied, performance
appraisal and 52% of employees are satisfied, 26% of employees are neutral, 13% of
employees are dissatisfied, and 2% of employees are highly dissatisfied performance
appraisal.
CHART 4.21
DISTRIBUTION BASED ON THE SATISFACTION IN PERFORMANCE

APPRAISAL
TABLE 4.22
DISTRIBUTION BASED ON THE GRIEVANCE REDRESSAL
S.NO Level of No. of No. of

Satisfaction respondents respondents
2 Satisfied 23 50
3 Neutral 16 35
4 Dissatisfied 2 4
46 100
INFERENCE
From the above table 4.22 it is clear that 9% of employees are highly satisfied, with
grievance redressal and, 35% of employees are neutral, 4% of employees are dissatisfied, and
2% of employees are highly dissatisfied with grievance redressal.
CHART 4.22
DISTRIBUTION BASED ON THE GRIEVANCE REDRESSAL

TABLE 4.23
DISTRIBUTION BASED ON THE REWARD RECOGNITION
S.NO Level of No. of No. of

satisfaction respondents respondents
1 Yes 19 41
2 NO 27 59
46 100
INFERENCE
From the above table 4.23 it is clear that 41% of employees are yes, with reward
recognition and 59% of them are no with reward recognition.
CHART 4.23
DISTRIBUTION BASED ON THE REWARD RECOGNITION

TABLE 4.24
DISTRIBUTION BASED ON THE CAREER DEVELOPMENT
S.NO Level of No of Percentage

1 Very high 4 9
2 High 19 41
3 Moderate 15 33
4 Low 6 13
5 Very low 2 4
46 100
INFERENCE
From the above table 4.24 it is clear that 9% of employees are very high, with the
career development and 41% of employees are high, 33% of employees are moderate, 13% of
employees are low, and 4% of employees are very low with the career development.
CHART 4.24
DISTRIBUTION BASED ON THE CAREER DEVELOPMENT

TABLE 4.25
DISTRIBUTION BASED ON THE FREEDOM TO DO THEIR OWN WORK

1 Very true 5 11
2 True 22 48
3 Somewhat true 8 17
4 Not too true 7 15
5 Not at all true 4 9
46 100
INFERENCE
From the above table 4.25 it is clear that 11% of employees are very true, 48% of
employees are true, 17% of employees are somewhat true, 15% of employees are not too true,
and 9% of employees are not at all true with the freedom of work.
CHART 4.25
DISTRIBUTION BASED ON THE FREEDOM TO DO THEIR OWN WORK

FORMULATION OF HYPOTHESIS
Null Hypothesis: (H0)
There is no significant association between Experience and ESI&PF.
Alternative Hypothesis: (H1)
There is significant association between Experience and ESI&PF.
Chi-square Test
X 2 =∑[ (O-E) 2 /E ]
Where O-Observed frequency
E-Expected frequency.
TABLE 4.26
EXPERIENCE SATISFACTION TOWARDS ESI & PF Total

HIGHL
HIGHLY Y
SATISFIE SATISFI NEUTR DISSAT DISSAT
D ED AL ISFIED ISFIED
LESS THAN 5
3 0 1 0 0 4
YEARS
5-10 YRS 2 2 3 0 0 7
10-15 YRS 0 5 7 1 0 13
15-20 YRS 0 0 5 4 4 13
ABOVE 10 YRS 0 0 2 4 3 9
Total 5 7 18 9 7 46
Ch i-Sq uar e Te sts
As ymp. Si g.
Value df (2-sided)
Pearson Chi-S quare 46.387 a 16 .000
Lik elihood Rati o 47.587 16 .000
Linear-by-Linear
24.597 1 .000
As soc iation
N of V alid Cases 46
a. 23 cell s (92.0% ) have expected count less t han 5. The
mi nimum expected count is .43.
RESULT
Since P value is less than 0.01, the Null Hypothesis is accepted at 1% level of
significance. There is significant association between Experience satisfaction towards and
ESI&PF.
FORMULATION OF HYPOTHESIS
Null Hypothesis: (H0)
There is no significant association between Training Method& satisfaction towards
training.
Alternative Hypothesis: (H1)
There is significant association between Training Method & satisfaction towards
training.
.
ANOVA Test
F=MSB/MSW
TABLE 4.27
ANOV A
training
Sum of
Squares df Mean Square F Sig.
Between Groups 23.614 4 5.903 5.073 .002
W ithin Groups 47.712 41 1.164
Total 71.326 45
4.5
3.5
Mean of training
2.5
1.5
highly dissatisfied dissatisfied neutral satisfied highly satisfied
training method
RESULT
Since P value is less than 0.01, Null Hypothesis is accepted at 1% level of

significance. There is significant association between Length of Training Method &
satisfaction towards training.
TABLE 4.28
ASSOCIATION BETWEEN TRAINING AND CAREER DEVELOPMENT
S.N D CAREER D Di=
O OPINION TRAINING 1 DEVELOPMENT 2 D1-D2 Di2
HIGHLY
DISSATISFIE
1 D 0 5 0 5 0 0
DISSATISFIE
2 D 1 4 2 4 0 0
3 NEUTRAL 10 2 8 2 0 0
4 SATISFIED 5 3 5 3 0 0
HIGHLY
5 SATISFIED 30 1 31 1 0 0
∑Di2=
0
6∑Di2
R = 1 - ---------------
N (n2 – 1)
R = 1-6(0) / 5((5)2-1)
R = 1-0 / 5(24)
R = 1-0
R = 1.
RESULT
From the above Rank correlation it is inferred that R=1 (Positive correlation), There is
the Positive correlation between the training and career development.
V CHAPTER
FINDINGS
From the study,
 50% of employees are satisfied with the age group of 45-55yrs.
 66% of employees are satisfied with female.
 66% of employees are satisfied with the married.
 61% of employees are satisfied with the educational level.
 50% of employees are satisfied with the Experience.
 50% of employees are satisfied with the salary package.
 59% of employees are satisfied with the current job.
 41% of employees are satisfied with casual leave with pay.
 39% of employees are satisfied with the medical facilities.
 45% of employees are satisfied with the bonus.
 43.5% of employees are satisfied with the canteen facility.
 44% of employees are satisfied with the ESI & PF.
 50% of employees are satisfied with the healthy and safety working conditions.
 63% of employees are satisfied with the job security.
 43.5% of employees are satisfied with the promotion policy.
 44% of employees are neutral with quality of work life.
 39% of employees are satisfied with the attention of changes.
 54% of employees are satisfied cordial relationship among employees.
 45% of employees are satisfied with training.
 52% of employees are satisfied with training method
 52% of employees are satisfied with performance appraisal.
 50% of employees are satisfied with grievance redressal.
 59% of employees are highly dissatisfied with reward recognition.
 41% of employees are satisfied with the career development.
 48% of employees are satisfied with the freedom given to the employee fordoing
their own work.
 Since P value is less than 0.01, Null Hypothesis is accepted at 1% level of
significance. There is significant association between Length of Training Method &
satisfaction towards training.
 Since P value is greater than 0.01, the Null Hypothesis is Accepted. There is no
significant association between Training and Training Method.
 From the Rank correlation it is inferred that R=1 (Positive correlation), There is the
Positive correlation between theTraining and Career development
SUGGESTIONS
 Imploding more policies for good entertainment and relaxation programs for
employees.
 The organization can be improving infrastructure facilities.
 The organization can be provide the better transfer promotional policy to the
workers.
 Organization has to contribute to its positive efforts to make their employee
satisfaction.
 Good canteen facilities should be provided to all the employee they all so should be
provided better nutritious food.
 Recreational activities must be done monthly once.
Conclusion
Welfare and social security measure provided by the company are appreciable and
satisfactory to the employees. The company should follow recent amendments and
recommendations issued by both central and state government as the welfare measures act as
motivation to improve the standard of living of the employees.
BIBLIOGRAPHY
 Research Methodology – C.R. Kothari
 Research methodology – Uma Shekaran
 Statistics for Management – Arora
Website Referred:
 www.citehr.edu
 www.google.com
A study on quality of work life at SPANSYS Technology Solutions
ANNEXURE
QUSTIONNAIRE
1. Name:
2. Age:
(a) below25yrs (b) 25-35yrs (c) 35-45yrs (d) 45-55yrs (d) Above 55yrs
3. sex:
(a) Male (b) Female
4. Married status:
(a) Married (b) Unmarried
5. Educational Level:
(a) High school (b) UG (c) PG (d) Professional
6. Experience
(a) Less than 5yrs (b) 5-10yrs (c) 10-15yrs (d) 15-20yrs (d) Above 20yrs
7. Are you satisfied with your salary package?
(a) Highly Dissatisfied (b) Dissatisfied (c) Neutral (d) satisfied (e) Highly satisfied
8. How far you are satisfied with your current job?
9. Is the organization providing casual leave with pay?
(a)Strongly Disagree (b) Disagree (c) Moderate (d) Agree (e) Strongly Agree
10. What do you feel about the medical facilities provided by the concern?
(a) Strongly Disagree (b) Disagree (c) Moderate (d) Agree (e) Strongly Agree
11. Are you satisfied with the bonus provided to you?
12. Are you satisfied with your canteen facility?
13. How far you are satisfied with the ESI and PF given by the organization?
14. To what extend you are satisfied with the safety and healthy working conditions?
15. What do you feel about the job security in your organization?
16. Are you satisfied with the promotion policies in your organization?
17.What do you think about the quality of work life in the organization?
a)Very bad (b) Bad (c) ok (d) Good (e) Very Good
18. The company communicates every new change that takes place from time to time.
19. what extend the cordial relationship exist among the employees and superiors?
20. How far you are satisfied with the training given by the employer?
a) Highly Dissatisfied (b) Dissatisfied (c) Neutral (d) satisfied (e) Highly satisfied
21. Are you satisfied with the training method used in your organization?
22. How do you find the performance appraisal methods adopted by your management?
23. Are you satisfied with the Grievance Redressel?
24. Are you getting reward as means of recognition?
(a) YES (b) NO
25. What is the scope of your career development in the organization?
(a) Very low (b) Low (c) Moderate (d) High (e) Very high
26. Do they give freedom to decide how to do your own work?
(a) Not at all true (b) Not too true (c) Somewhat true (d) True (e) Very true

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A STUDY ON QUALITY OF WORK LIFE WITH SPECIAL

REFERENCE TO SPANSYS TECHNOLOGY SOLUTIONS

A Project submitted to the

MASTER OF BUSINESS ADMINISTRATION

Under the Guidance of

DEPARTMENT OF MANAGEMENT STUDIES

Ms.V.P.RADHIKA DEVY, M.L.M., M.B.A., PGDLA. Date : -04-

This is to certify that the project report entitled “A STUDY ON QUALITY OF

Signature of the Guide Signature of the HOD

Signature of the External Examiner

I hereby declare that the project report entitled “A STUDY ON

Place: Thanjavur Signature of the student

Date: -04-2017 (C.SANGARI)

I extent my sincere thanks to our Rev.Dr.Sr.D.VICTORIA, FBS.,

I express my profound gratitude to Prof.S.GAYATHRI, M.A., M.Phil.,

I am very thankful to my Guide Ms.V.P.RADHIKA DEVY, M.L.M.,

My heartfelt thanks to Ms. R. REKA, Asst. Professor in Department of

I am indebted to my parents, brother and friends for their valuable timely

Date : -04-2017 SANGARI.C

CHAPTER NO CONTENT PAGE NO

Quality of work life

The quality of work life is a process by which an organization responds to employee

Today an employee desires work to be more meaningful and challenging because

Quality of work life provides a more humanized work environment. It attempts to

Responsiveness to employee concerns. In every organization, people and their

In the current scenario every organization expects their employees to perform at

 Compensation and the reward for the work

 Personal and career growth opportunities

 Participative management style

 Health and Safety of the employees

 Better performance of employees

 More devotion and dedication towards work

 Voluntary participation in an organizational activities

Significance of the study

To be an important partner in the clients IT objectives

These is the team behind SPANSYS Technology Solutions

Mr. T. Balachandar | CEO

Mr. M. Muthusami | Team Lead

Mr. S. Jagadeesh | System Engineer

Mr. M. Jagadeesh Chandar | Web Designer

SPANSYS Technology Solutions is leading software Development Company in India

SPANSYS Technology Solutions is a leading customized software development

Manage your business by focusing on high level innovation and performance. At

What STS Provides

SPANSYS’s Software Development Division specializes in the business of

1. Maavan System, Chennai

 Finger print Attendance

Journal Name -Organizational Behavior and Human Performance, 16

Journal Name: Occupational Psychology, 52

Journal Name: Occupational Behavior, 5

Journal Name: Journal of Management, 25

Book name: Social Indicators Research, 55

Where, Oi = Observed Frequency

DISTRIBUTION OF THE RESPONDENT BASED ON AGE

DISTRIBUTION OF THE RESPONDENT BASED ON AGE

DISTRIBUTION OF THE RESPONDENT BASED ON GENDER

S.NO GENDER NO OF RESPONDANCE PERCENTAGE

DISTRIBUTION OF THE RESPONDENT BASED ON GENDER

DISTRIBUTION OF THE RESPONDENT BASED ON MARITAL STATUS

DISTRIBUTION OF THE RESPONDENT BASED ON MARITAL STATUS

DISTRIBUTION BASED ON THE EMPLOYEE EDUCAIONAL LEVEL

DISTRIBUTION BASED ON THE EMPLOYEE EDUCATIONAL LEVEL

High School UG PG Professional