INTRODUCTION TO QUALITY OF WORK LIFE:

This study quantifies the effects of Quality of Work Life (QWL) on employees. It
aims to gain an insight into current working life policies and practices, as well as work-
life balance issues of employees. Several notable factors that influence quality of work
life are:

 Adequate and Fair Compensation

 Safe and Healthy Working Conditions

 Opportunity to Use and Develop Human Capabilities

 Opportunity for Career Growth etc…

. QWL provides for the balanced relationship among work, non- work and family
aspects of life. In other words, family life and social life should not be strained by
working hours including overtime work, work during inconvenient hours, business travel,
transfers, vacations, etc. This report is formulated after a thorough research and is based
on the information given by the company personnel and through questionnaire filled by
the employees

1
 NEED OF THE STUDY

WHAT IS QWL?
QWL can be defining as "The quality of relationship between employees and the
total working environment.”
QWL is a process by which an organization responds to employee needs for
developing mechanisms to allow them to share fully in making the decisions that design
their lives at work.

QWL programs can be evaluated on the basis of following points:

1) Fair compensation and job security: The economic interests of people drive them to
work at a job and employee satisfaction depends at least partially, on the compensation
offered.
Pay should be fixed on the basis of the work done, responsibilities undertaken,
individual skills, performance and accomplishments.
Job security is another factor that is of concern to employees. Permanent
employment provides security to the employees and improves their QWL.

2) Health is wealth:

Organizations should realize that their true wealth lies in their employees and so
providing a healthy work environment for employees should be their primary objective.
3) Provide personal and career growth opportunities:
An organization should provide employees with opportunities for
personal/professional development and growth and to prepare them to accept
responsibilities at higher levels.
4) Participative management style and recognition:

Flat organizational structures help organizations facilitate employee participation.

A participative management style improves the quality of work life. Workers feel that
they have control over their work processes and they also offer innovative ideas to

2
improve them. Recognition also helps to motivate employees to perform better.
Recognition can be in the form of rewarding employees for jobs well done.

5) Work-life balance:

Organizations should provide relaxation time for the employees and offer tips to
balance their personal and professional lives. They should not strain employees personal
and social life by forcing on them demanding working hours, overtime work, business
travel, untimely transfers etc.

6) Fun at workplace:

This is growing trend adopted by today’s organizations to make their offices a fun
place to work.

The aim of QWL is to identify and implement alternative programs to improve the
quality of professional as well as personal life of an organization’s employees.

QWL programs are another way in which organizations recognize their

responsibility to develop jobs and working conditions that are excellent for people as well
as for economic health of the organization. The elements in a typical QWL program
include – open communications, equitable reward systems, a concern for employee job
security and satisfying careers and participation in decision making. Many early QWL
efforts focus on job enrichment. In addition to improving the work system, QWL
programs usually emphasize development of employee skills, the reduction of
occupational stress and the development of more co-operative labor-management
relations.

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 SCOPE OF THE STUDY

The scope of the study mainly discussed on the way of quality of work life in
HITECH PRINT SYSTEMS LIMITED.
 HITECH PRINT SYSTEMS LIMITED sailed through withoutcompromising on
quality and ethical aspects through ebb and flow of business.
 Hitech has always been in close touch with its customers and earned good will for
its innovation in offering latest solutions to its customers.

Quality of work life is a multi dimensional aspect. The workers expect the
following needs to be fulfilled:-

 Compensation the reward for the work should be fair and reasonable.
 The organization should take care of health and safety of the employees.
 Job security should be given to the employees.
 Job specification should match the individuals.
 An organization responds to employee needs for developing mechanisms to
allow
them to share fully in making the decisions that design their lives at work.

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OBJECTIVES OF THE STUDY

 To know the opinions of employees regarding quality of work life in

HITECH PRINT SYSTEMS LIMITED.
 To know the effectiveness of quality of work life for the growth of
HITECH PRINT SYSTEMS LIMITED.
 To gain an insight into current working time policies and practices, as
well as work life balance issues in HITECH PRINT SYSTEMS
LIMITED.
 To complement existing foundation data and research on working time-
largely based on surveys of individual workers and on literature reviews
in HITECH PRINT SYSTEMS LIMITED.
 To find out the reasons for quality of work life in HITECH PRINT
SYSTEMS LIMITED.
 To find out the effects of quality of work life in HITECH PRINT
SYSTEMS LIMITED.
 To find out the way to improve quality of work life in HITECH PRINT
SYSTEMS LIMITED.

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LIMITATIONS OF STUDY:

 As the managers of the organization are busy with their work schedule it was
difficult to collect detailed data.
 Time was the major constraint as the mentioned period was not enough to collect
the data in detail.
 Survey was done with the sample size of 95 as the employees of the company
work in shifts and they were busy with their schedules.
 The sample does not cover all the executives and thee workers in the organization
due to logistical constrain.
 The knowledge of the respondent is taken for granted which is not true because the
understanding and knowledge of the people vary from one person to another.

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RESEARCH METHODOLOGY:

For achieving the objectives of study, survey was conducted. For survey, personal
Interviews of the Management & workers were undertaken. Personal interviews were
selected as the mode of survey to make the study more meaningful & so that Maximum
information could be collected. For conducting the personal interviews of the workers, a
questionnaire was made. The questionnaire was structured with Open ended & close
ended questions. The Management was interviewed on various aspects likely to have
impact on the quality of work life & on the turnover of the employee’s viz. no. facilities
provided to the employees, procedure for the promotions, increments in pay, Bonus
schemes incentive sector etc. given to the employees.

Title of the study: A study on quality of work life with reference to the HITECH PRINT
SYSTEMS LIMITED India.

Sample Design: 95 Respondents

Period of study: The period of study is 45 days.

Objectives: The following are the objectives of this present study:

 To know the opinions of employees regarding quality of work life in HITECH

PRINT SYSTEMS LIMITED.
 To know the effectiveness of quality of work life for the growth of HITECH
PRINT SYSTEMS LIMITED.
 To gain an insight into current working time policies and practices, as well as work
life balance issues in HITECH PRINT SYSTEMS LIMITED.
 To complement existing foundation data and research on working time-largely
based on surveys of individual workers and on literature reviews in HITECH
PRINT SYSTEMS LIMITED.
 To find out the reasons for quality of work life in HITECH PRINT SYSTEMS
LIMITED.
 To find out the effects of quality of work life in HITECH PRINT SYSTEMS
LIMITED.

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  To find out the way to improve quality of work life in HITECH PRINT
SYSTEMS LIMITED.

Primary Data

The primary data is collected through administration of schedule and the items in this
schedule are framed carefully and clearly.

Secondary Data

The secondary data has been collected from records and other sources. Some information
is gathered by personal talks with the concerned officials.

Sampling:

The sampling purpose only 3designations the name of designations are executives,
supervisors, technicians. The total respondents are 95 the sample is drawn equally from
these five departments, through simple random sample techniques.

Analysis of Data:

The data derived from primary and secondary source are used simple random
sample and arithmetic calculations are used.

Research methodology is a way to systematically solve the research problem. It

may be understood as a science of studying how research is done scientifically. The scope
of research methodology is wider than that of research methods. When we talk of
research methodology we not only talk of research methods but also consider the logic
behind the methods we use in the
Context of our research study and explain why we are using a particular method or
technique. 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”. Research design is the conceptual structure within which research is

8
conducted; it constitutes the blueprint for the collection, measurement and analysis of
data. The type of research design used in the project was
Descriptive research, because it helps to describe a particular situation prevailing
within a company. Careful design of the descriptive studies was necessary to ensure the
complete interpretation of the situation and to ensure minimum bias in the collection of
data.
SAMPLING TECHNIQUE:
Sampling is the selection of some part of an aggregate or totality on the basis of
which a judgment about the aggregate or totality is made. Simple random sampling
method was used in this project. Since population was not of a homogenous group,
Stratified technique was applied so as to obtain a representative sample. The employees
were stratified into a number of subpopulation or strata and sample items (employees)
were selected from each stratum on the basis of simple random sampling.
DATA COLLECTION METHOD:
Both the Primary and Secondary data collection method were used in the project.
First time collected data are referred to as primary data. In this research the primary data
was collected By means of a Structured Questionnaire. The questionnaire consisted of a
number of questions In printed form. It had both open-end closed end questions in it. Data
which has already gone Through the process of analysis or were used by someone else
earlier is referred to secondary Data. This type of data was collected from the books,
journals, company records etc.
Data Approach:-

There are several Approaches for data collection. The primary sources of data
collection are done through –

 Observation.
 Interviewing.
 Stimulation.
 Mail survey.
 Projective technique
 Questionnaire.
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Observation:

Observation is a mode of primary data collection through which we directly get

the data from a universe and based on that data one can carry on the research.

Interviewing:

Interviewing is another mode of direct data collection, which provides complete

information about the universe.

Stimulation:

Stimulation is a technique of performing experiments on the model of a particular

system. The experiment is done on the model and not on the real system because the
latter will be inconvenience and expansive.

Mail survey:

Through Mail survey, we can get direct data from the universe, the responds and
the feedback based on which the research can be carried out.

Projective techniques:

Projective techniques are based on the theory that the description are the vague
objects and requires interpretation, and this interpretation can be based on the individual
own background, attitudes, and values.

Questionnaire:Questionnaire is the method of data collection, which is very much

popular, particularly in big cities. Different modes of questions are put up on the paper
and the particular

INDUSTRY PROFILE

INTRODUCTION:

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 The paper industry has an important social role to play for the country. Use of
paper is considered as an index of cultural growth. Key social objectives of the
Government like eradicating illiteracy, making primary education compulsory etc. are
very much related to the paper industry.

The paper industry is also contributing towards fulfillment of various requirements

of the industry as a whole like information dissemination, publicity etc. which in turn
stimulate industrial growth of the country. The paper industry has, thus, a catalytic role to
play not only for the overall growth of the industry but also for the living standards of the
people. The new millennium of the knowledge. So demand for paper would go on
increasing in times to come. Because of the paper industry‘s strategic role for the society
and also for the overall industries growth, it is necessary that the paper industry performs
well.

Paper industry in India is the 15 th largest paper industry in the world. It provides
employment to nearly 1.5 million people and contributes Rs.25 billion to the
government’s kitty. The government regards the paper industry as one of the 35 high
priority industries of the country.

The origin of the Printing Industryu:

The origin of printing would seem to be inextricably bound up with that of

literacy. While that may in need have been the case, at this remove it is difficult to be
certain. The essence of printing is that multiple copies are made of a sample of written
language. How large as sample is reproduced depends on the flexibility of printing
techniques in question. The history of printing is to a great extent also the history of paper
and of publishing Johannes Gutenberg, of Mainz is generally credited with the
intervention of printing from moveable type, beginnings in the 1440’s.

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 His contribution was more than simply realizing that each letter could be cut as a
separate pieces rather than carved into the solid block that would make up a page. Trained
as a gold smith and this familiar with the techniques of the fine mental working,
Gutenberg, set out to create the 1 st ever mass product. His font or character set including
8 versions of the lower case “a”. And similar variations of other letter, along with all the
scribal abbreviation in contemporary use, came to a total of 290 separate characters.

Capital and small letters, numbers, punctuation marks and spaces. From
Gutenberg’s first effects, book printing expanded at a prodigious rate. By 1501, the end of
“Incunabulum” are “cradle” period of printing, over 6000 books had be printed, in Latin,
Greek and Hebrew as well as many of various Vernacular languages of Europe.

The real measures of Gutenberg’s achievements is how minor where the

improvements are made or required in his press, type and other equipments, in the next
31/2 centuries. This change includes the designs of more easily readable roman and italic
typefaces, which largely supplanted the black letters forms outside the Holy Roman
Empire. Presses built of metal made possible the application of greater pressure, thus
making it possible to print more pages in single pass.

The cumbersome screw of early presses, which limited the rate of printing to
perhaps. 250 impressions per hour, was replaced by a system using a complex sprung
lever. That brought the platen down onto the paper and chase of type somewhat more
rapidly, but still only about 300 impressions per hour. In the 1770’s the English printer
and inventor John Baskerville devised a system of hardening paper with heat and
pressure before printing.

About Printing Industry:

Over the years, the printing industry has grown in all parts of the globe. The
advent of T.V and internet has not affected the growth of and requirement for printing

12
professionals. The industry has made giant strides in recent times in improving its
machinery in terms of the scope, technology and speed. Computer and electronics have
invaded all the departments of printing, improving quality and speed of the jobs executed
with the consequent enhancement of costs enormously. In fact, the arrival of computer
has complemented the printing business and has played a vital role in increasing its status
as a clean profession.
There is a set of industry players which are growing systematically and regularly,
these kinds of set-ups do not belong to any specific region of India but are scattered all
over the country. The so-called clusters of printing industry are present in north:
(Amritsar, Delhi, and Faridabad) west (Ahmadabad, Bombay) south (Bangalore,
Coimbatore, and Madras).

The publishing firms in the private sector are also quite large in number and these
are scattered throughout the country. But majority of these are very small in operation and
each one of these may not be producing more than a dozen titles in year. These are also
confined to producing titles in Indian regional languages and catering to the needs of the
local markets. Only a few (about 10%) of the publishing concerns in India are reasonably
large producing more than 50 titles annually and are equipped with proper infrastructures
such as printing presses and distributions networks.

In totality, today Indian publishing is one of the greatest in the world and the
country is counted among the top seven publishing nations. Increasing number of printers
is adopting newer and modern technologies. The growth of such organizations indicates
that recession is nothing but a changing trend towards adoption of new style of working.
The modern style of business is completely in favors of the consumers. It ensures that
they get optimum quality products at bare minimum price.

Probably in all areas of life the consumers are getting products at most competitive
prices, which is definitely lower than yesterday’s prices and printing industry is no

13
exception. To meet this challenge, people in the printing industry have to find the
solutions and fret on decline in prices. Some printers with a vision have already taken a
step towards it and are able to produced printed products at much lower unit price by
adopting new technologies

Innovations of twentieth century:

The first practical photocomposition (cold-type) devices appeared in the

1950’s and by the late 1980’s had almost entirely displaced the linotype. These produced
a photo-graphic image of the page rather than raised metal type. The pages were then
photographed to produce negatives used to make lithographic plates.

Modern offset lithography uses the oil-water principle of senefelder’s process,

with the slab of limestone replaced by flexible plates of aluminum, steel or plastic, treated
with a light sensitive chemical. When the plate is covered by a negative of the image to
be printed and exposed to light, the image is photographically etched on the plate to
accept the oil-based ink, areas not to print on the plate will take water but not oiled. The
plate is mounted on the press, and the image is offset onto a rubber roller, or blanket,
which transfers the ink to the paper.

Modern offset web presses have a throughput of over 3000 feet of paper per
minute, with the webs changed “on the fly”, the beginning of a new roll transferred to the
tail of the old without stopping the press. Offset lithography is the least expensive and
most-used printing process. Gravure, in which the ink is trapped within tiny cells (as
many as 50,000 per square inch) on the plate for transfer to the paper, is used for printing
high-quality color, as for example in magazines and particular kind of books.

Flexographic printing, like letterpress, transfers ink from the raised surface of the
plate to the material to be printed, but soft plates, originally rubber and more recently

14
photopolymer, are used, and the ink is more fluid. Flexography allows printing on a wide
variety of materials, including plastics, heavy cardboard and other packaging. Screen
printing, in which a fine porous sheet, originally of silk, is treated so that areas to remain
unprinted are masked, permits printing on virtually any material, including clothing such
as a sweatshirts-Shirts and heavy plastic and foam-core boards used for signage.

Printing industry growth:

Printing industry growth is and outcome of different actions and reactions which
took place is past few decades all over the world. In most of the cases, growth of and
industry is driven by the increase in demand. The Printing industry is no exception. The
growth of printing industry has taken place due to rising demands for printed products.
Now if we want to find the reason behind this increase in demand we will several factors.

Among these, the main factors are overall Economic Growth, population growth,
increasing advertises expenditures and the advent of internet. If we go through detailed
analysis, we will find that there have been some key changes in the printing industry in
the last two decades. To understand the printing industry growth we need to discuss these
changes details. The main changes which contributed significantly to printing industry
growth are the following:

 Desktop Publishing: This introduced Typographic print put in place of traditional

typewritten print out.
 Personalization of data: This introduced use of specific data to generate printed
items. This was possible due to increasing use of personal computers and personal
printers.
 Digital Printing: This introduced toner based and inkjet based technology. Digital
printing also holds variable data printing capacity.
 E-Commerce: E-Commerce or E-business has strengthened the business
communications and has contributed significantly to printing Industry sales. Use of
15
 color-in the past decade’s most of the printing work was done in black and white. But,
in the present era use of color has risen tremendously in the print medium.
Newspaper, Magazines, catalogs printers have shifted to color reproduction.
 Use of color: In the past decade’s most of the printing work was done in black and
white. But, in the present era use of color has risen tremendously in the print medium.
Newspapers, magazines, catalogs printers have shifted to color reproduction.
 Distributed production: The production process has changed immensely. From the
press centric production the printing industry is slowly moving to printer centric
production.

Status of indian Print Industry:

The Indian print industry has under gone a revolutionary change in the past 15
years. In 1990, India initiated a process of the reforms aimed at shedding protectionism
and embracing liberalization of the economy. Privatization was initiated with the aim of
integrating the Indian economy with the old economy. This change opened the doors for
the Indian print industry to modernize, by investing in the latest of technology and
machinery .The average compound annual growth rate has been higher than 12% over the
last 15 years.

Our packaging Industry is currently going at a rate of more than 16% per year.
Prior to 1990, most printers found easy to inverts in East German and Czechoslovakian
machines. Post 1990, the trend has been to acquire the latest and best equipment and
machines. The progressive printers of today are equipped with the latest computer
controlled printing machines flow lines for binding, while the state of the art digital
technologies are being used in the pre –press.

Leading print companies have optimized the use of information technology in

each and every area of their business. These printers are today equipped at par with the
best print production facilities in the world. Today, India is fast becoming one of the
major print producer and manufacture of printed paper products for the world markets,

16
the quality standards have improved dramatically and immense production capacities
have been created.

Some printers have won recognition by winning prizes at international competition

for excellence in printing. The current annual turnover of all the components in the Indian
print industry is more than Rs.50000 cores. That is in the region of USD 11billion. Indian
books, journals and printing jobs etc are being exported to over 120 countries of the
world both developed and developing. Indian exports of books, printed pamphlets,
newspapers and periodicals, job printing and printed materials during 2004-2005 was
estimated to the tune of USD 550 million.

Capacity, Production, Raw Material and Import:

Government has completely de-licensed the paper industry 17 th July, 1997. The
entrepreneurs are now required to file an Industrial entrepreneur memorandum with the
secretariat for industrial assistance for setting up a new paper mill or substantial
expansion of existing mill in permissible locations. The industry is a priority industry for
foreign collaboration and foreign equity participation up to 51% receives automatic
approval by Reserve Bank of India. Foreign investment even up to51% receives
automatic approval by Reserve Bank of India. A foreign investment even up to 100% is
approved by FIPB on case basis. Several fiscal incentives haves have also been provided
to the paper industry, particularly to those mills which are based on non-conventional raw
material.
There are at present about 515 units engaged in the manufacture of paper and
paperboards and news print in India. This is almost self –sufficient in manufacture of
most varieties of paper and paperboards. Import however, is confined only to certain
specialty papers. To meet part of its raw material needs, the industry has to rely on
imported wood pulp and paper. The production of paper and paper and board during the
year 2001-2002 is 31.62 lakes tones.

17
 The performance of the industry has been constrained due to high cost of
production caused by inadequate availability and high cost of raw materials power cost
and concentration of mills in one particular area. Several policy measures have been
initiated in recent years to remove the bottlenecks of availability of raw materials and
infrastructure development. To bridge the gap due to short supply of raw materials duty
on pulp and waste paper and wood logs/chips have been reduced. The capacity utilization
of the industry is low at 62% as about 194 papers mills, particularly small mills are sick
and/or lying closed. Several policy measures have been initiated in recent years.

Imports of paper and paper products are growing over the years. However, it has
decreased during 2000-2001. Actual import was 3.05 lakh tones in 1997-98, 2.71 lakh
tones in 1998-99, 2.77 lakh tones in 1999-2000 and 1.52 (provisional) lakh tones in 2000-
01. The import of paper and paper products up to February,2002 is 1.44 lakh tones …
About 1,40,000 tones of paper was exported in 2000-01 mainly to the neighboring
countries.
Paper industry is primarily dependent upon forest-based raw materials. The first
paper mill in India was set up at SreeRampur, West Bengal, in year 1812. It was based on
grasses and jute as raw material. Large scale mechanized technology of papermaking was
introduced in India in early 1905. Since then the raw material for the paper industry
underwent a number of changes and over a period of time, besides wood and bamboo,
other non-conventional raw material have been developed for use in the papermaking.

The Indian pupil and paper industry at present is very well developed and
established. Now the paper industry is categorized as forest-based agro-based and others
(waste paper, secondary fiber and market pulp).

In 1951 there were 17 paper mills and today they are 515 units engaged in the
manufacture of paper and paperboards and newsprint in India. The pulp & paper

18
industries in India have been capacity above 24,000 tons per annum are designated as
large scale paper industries. India is self-sufficient in manufacture of most varieties of
paper and paperboards. Import is confined only to certain specially papers. To meet part
of its raw material needs the industry has to rely on imported wood pulp and wastepaper.

Indian paper industry has been de-licensed under the industries (Development &
Regulation) Act, 1951 with effect from 17 th July, and 1997. The interested entrepreneurs
are now required to file an Industrial Entrepreneurs Memorandum (IEM) with the
Secretariat for Industrial Assistance (SIA) for setting up a new paper unit or substantial
expansion of the existing unit in permissible locations. Foreign Direct Investment (FDI)
up to 100% is allowed on automatic route on all activities except those requiring
industrial licenses where prior governmental approval is required.

The proportion of non-wood raw material based paper is increasing over the years.
At present about 60.8 percent of the total production is based non-wood raw material and
39.2 percent based on wood. Fiber-wise share of production is shown in the graph.

Growth of paper industry in India has been constrained due to high cost of
production caused by inadequate availability and high cost of raw materials, power cost
and concentration of mills in one particular area. Government has taken several policy
measures to remove the bottlenecks of availability of raw materials and infrastructure
development. For example to overcome short supply of raw materials, duty on pulp and
waste paper and wood logs/chips has been reduced.

Following measures to be taken to make Indian paper industry more competitive,

improvements of key ports, roads and railways and communication facilities.

19
 Revision of forest policy is required for wood based paper industry that plantation
can be raised by industry cooperatives of farmers and state government. Degraded forest
land should be made available to the industry for raising plantations.

Import duty owns paper should be reduced.

Duty free imports of new & second hand machinery/equipment should be allowed for
technology up gradation.

Outlook:
Out look for paper industry in India looks extremely positive as the demand for
upstream market of paper products like, tissue paper, tea bags, filter paper light weight
online coated paper, medical grade coated paper ,etc., is growing up.

Consumption:
Paper industry is of cyclical nature and the global paper industry being on come
back trial the paper industry has also started looking up. India’s per capita consumption
of paper is around 4.00kg, which is one of the lowest in the world. With the excepted
increase in literacy rate and growth of economy, an increase in the per capita
consumption of paper is expected. The demand for upstream market of paper products
like, tissue paper, tea bags, filter paper light weight online coated paper, medical grade
coated paper ,etc., is growing up. These developments are expected to give fillip to the
industry.

Swot analysis of Printing Industry:

Here is a SWOT analysis of the print industry by our VP sales & marketing, Rio
long acre. For those who don’t know what it is, a SWOT analysis breaks down the
strengths, weak nesses, opportunities and threats facing an industry or organization.

20
 Strengths and weakness are internal to printing companies; Opportunities and
threats are external, and companies have no control over them. The key is to leverage
your strengths to cash-in on the opportunities and overcome threats.

In today’s environment, marketers are looking for solutions that include a high
degree of personalization (1:1 Marketing) and measurable results. With the economy
improving, the newly evolved printer/marketing solutions firm should be poised for
several years of sustainable growth in this new paradigm, which plays to its strengths.
And as marketing budgets increase along with the economy, companies offering more
personalized and relevant communication will receive the largest slice of this growing
pie.
Facts about indian Printing Industry:
 More than 1, 30,000 all types of printing presses in India.
 More than 10 million family involved in the industry.
 20 billion + turnover.
 Per capita consumption of paper & boards-4.5 kgs.
 Machinery new and second hand used is pre dominate from China, England,
France, Germany, Italy, Japan, the Netherland, Switzerland, Spain, Taiwan, U.S.A.
 Employment created by printing industry total no. of printing presses turnover.
Printing industry trends:
The emergence of digital and internet technologies in recent years have brought
about new printing trends that will forever change the printing industry. These printing
industry trends have changed the way companies do business from the design to the
printing phase of operations. In Australia, the printing industry has met these new
printing trends with open arms as many have updated their workflow and production
strategies to meet the changing demands. According to the Rochester Institute of
technology school of print media. There has been a growing media competition
considering the fact that printing advertising is driven by newspaper, magazine and
periodical revenues while.”The internet is chipping away at traditional media usage and

21
communication”. The Internet is chipping away at traditional media usage and
communication”. The recent developments in the printing industry can be attributed to
several printing trends.

Work flows digitization:

 One of the most important printing industry trends has been the electronic delivery
of files as desktop publishing take full control of the printing process.
 There is an emerging need for the electronic delivery of graphic and images,
which has made film media process obsolete.
 The industry has adopted automated workflow processes that would link
customers, printing systems and services like never before.

Techonology integration:
 Printing trends are gearing towards full workflow automation with the
development of computer-to-plate imaging technologies that allow desktop
publishing application to output directly to a printing plate.
 Many printing presses are integrating “hybrid” printing by combining different
reproduction processes since many print jobs are complex with specialized coating
or printing requirements.
 There is a growing trend in cross media conversion from one file to any
information distribution and electronic publishing methods.
 The advancement of digital technologies such as direct imaging offset presses and
inkjet printers have made color printing cost effective.
CHANGING DEMANDS
 Printing trends have also pointed towards shorter production runs and schedules in
an effort to compete with digital printing.
 Printing production now shifts closer to the point of distribution as printing trends
move away from being press-centric to printer-centric.
 A greater volume of printing jobs has moved away from printing companies to
those produced by desktop printing and offshore printing firms
Few printers and presses of repute in india:

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1) Thomson press:
Thomson press printing division comprises of one prepress and two printing units
in Delhi, one printing unit in Chennai and one printing and book bindery unit in Delhi
exclusively for export.

2) PRAGATHI OFFSET PVT.LTD:

Pop is a forty year old company catering to the high-quality printing requirements
of customer worldwide. We are a one-stop services provider with prepress, printing
and finishing/bindery under a single roof. With 6 presses capable of 4-6 color printing
at speeds of up to 15,000 impressions per hour and sizes of up to 28.5’’x40’’,we have
the capacity and the redundancy built into the system to handle your largest jobs
3) ANDERSON PRINTING HOUSE:
Anderson printing house private limited has entered country’s elite printing club
with its recent installation of computer-to-plate technology system from Heidelberg
India, a wholly-owned subsidiary of Heidelberger AG of Germany.

23
4) CONWAY PRINTERS, MUMBAI:
There are so many printing associations in India, but are region-wise. Below
are a few printing industry magazines in India. Out of these only a handful relate to
international standard. Other is regional.
 Manipal press
 Gopson’s press
 Srinivasa fine arts
 Navaneeth publications
 Seshasai press
 Repro press
 Mehra computers system.

24
 COMPANY PROFILE

HITECH PRINT SYSTEMS LIMITED:

Hitech print system limited has the necessary vision, planning, Company profile
machinery and manpower to take-up any challenging in the production of business forms.
With branches at Chennai, Bangalore, Hyderabad, Delhi and Mumbai, hi-tech reaches its
customers very easily. Ably administered by a dedicated management and with a well
established factory manned by experts trained in Germany, Holland and Switzerland,
Hitech is a one stop source in the country for all types of printing requirements.

ORIGIN:
Hi-tech print system limited established in 1986 has entered the Indian market to
print MICR cheques for banks and computer stationery. Hitech is an approved security
printer of IBA. It sailed though without compromising on quality and ethical aspects
through thick and thin of business. Hitech has always been in close touch with its
customers and earned good will for its innovation in offering latest solution to its
customers. Its services include complete out sourcing of your print requirements,
document imaging, mailing and data processing. In 1998 Hitech has diversified into retail
store solution marked by introducing retail store solution market by introducing retail pro
software from retail technologies international, California U.S.A. Hitech is ISO 9001-
2000 certified by UKAS and ANSIRAB. Accreditation by these bodies, demonstrate the
competence, impartiality and performance capability of these evaluators.

VISION:
Global / Indian growth scenario for the future in printing industry is expected to be
more than 15% there is tremendous growth in segments like recharge coupons,
commercials, labels and education sector etc. Due to central government’s focus on
telecom education sector the demand for printing will improve considerably. New
business like RFID, citizens identification card etc. will gives boost to the printing

25
industries. There are expansions in paper industry & imports of paper from China/
Indonesia which will keep cost at control. Keeping in view of above factors the
company’s performance in the current year.

OBJECTIVES:
The company has embarked upon expansion plan to be in race and cater the need
of new segment in plugging technology gap and take advantage of lucrative markets and
achieve higher level of turnover.

SLOGAN:
”Our forms carry your image”

FACILITES:
Hitech has imported and installed a range of state of Art machinery from Germany,
Singapore and USA. With its fully air-conditioned plant, it maintains high standards of
work flow. The factory has the following facilities.
1)Designing 2) Data Processing 3) Image Assembling 4) Plate Making 5) Printing 6)
MICR numbering 7) Variable Data Printing 8) Security Printing 9) Collating 10) Band
Flexing 11) Crimp Locking 12) Multi Part Gumming 13) Folding 14) Trimming 15)
Stuffing 16) Cheque Binding 17) Packing 18) Mailing 19) RFID etc. In addition, it has
the latest equipment to handle OMR Scanning jobs.

HISTORY:
 Started in the year 1986 by D.MADHUSUDANA RAO.
 Went into production jan-1988 with a Muller martini grapha 20 ½-3 color press.
 2nd Muller martini grapha 32 ½-1 color press was added in the year 1993
 3rd Muller martini grapha 16 ½-3 color presses were added in the year 1994.
 Digital prepress with purr images setter started in 1996.
 Scitex digital printing installed inline in the press in 1996.
 Tamarack a specialist machine installed in 2005.
 After a long gap of 9 years a custom built combi press installed for special jobs.

26
  2nd digital inkjet printing from Kodak installed in the year 2007
 The prepress is upgraded with CTP to cut down cost and save time.
 UV drying system from grew UK installed on the combi press for making scratch
cards production.

MILESTONES:

 Present management added one more Muller martini grapha 20 ½ in 2008. Provide
pay rate increase or bonuses for service periods, i.e., 3 months, 6 months, 1 year.
 Celebrate service milestones, i.e., one-year anniversary with photos, lunch, etc.
 Recognize the contribution of part-time employees with full-time status.
 Invest in employees by providing training opportunities.
 Pay equitably and provide competitive benefits.
 Frequently and personally express appreciation to employees.
 Assign each employee a committed and positive mentor/buddy.
 Promote from within.
 Know your employees and their life changes.
 Connect with the employees' families by sending family welcome gifts,
newsletters, etc.

ORGANIZATIONAL STRUCTURE:
The organization structure involves arrangement of activities and arrangements of
personnel to these to actives the organizations goals. It is a way by which various parts of
organizations are tied together in a co-ordinate manner and it illustrates the various
relationships among various accepts of the organizations operations of well planned
organizations structure results in better use of resources.

An organization structure is a mostly hierarchical eco of subordination of entities

that collaborate and contribute to serve one common aim. Organization area no of
clustered entities. The structure of an organization is usually setup in one of a variety of
styles, dependent on their objectives and ambience. Organization structure allows the

27
expressed allocation of responsibilities for different function and processes to different
functions and processes to different entities.

A good organization structure is needed so that; each individual in an organization

is assigned a role and responsibilities and necessary authority. Each person who is
arranged to an activity must know his position, his role and his relationship with others.
The activities of all individuals are coordinated and integrated into a common pattern in
order to achieve the organization objectives. Organization is needed for the purpose of
integration of diverse activities in a cohesive manner.

The optimum use of human skill and efforts is achieved. It helps in smooth
operations and smooth slow, thus avoiding bottlenecks, idle time and idle machine. The
organization structure in Hitech print systems limited is shown in the structure
organization. The present organization structure of the company has proven to be
effective in conducting operations at its optimum level. The staff structure encourages
team work and good internal relationship. Unity of command is maintained throughout
the organization.

28
29
KEY PERSONS IN HITECH PRINT SYSTEMS LIMITED

30
 PRODUCTS

I. CONTINUOUS STATIONERY:
Regular Forms like Invoices, Delivery Chillan, Statement of Accounts etc, can be
printed in various sizes in single and multiple colors.

1. AIR WAY BILL:

The multipart continuous Way Bill with Barcode printing will be of highest
quality, produced at Hitech, which has got a series of collators that capable of producing
the same at short intervals.

2. INVOICES:
Invoices will be printed in single or in multi parts on carbonless paper or with the
carbon as per the customer’s requirements. Hitech uses high quality carbonless paper to
maintain standards.

3. PIN MAILERS:
They are sealed carbonless envelopes where in the secret number is printed which
can be seen only after opening of the envelope. The Banks and Telephone companies to
give secret numbers to their clients generally use these. Hitech uses quality paper and
other printing techniques to maintain standards in producing PIN mailers.

4. BAND FLEX:
Band Flex is the choice given to the customer to print any multipart forms.
Multipart forms with carbon will be provided edge-to-edge carbon with the option of
crimp lock or Band Flex. Hitech is proud to claim that it is one of the very few having the
Band Flex Facility.

31
II. VARIABLE DATA:
Water Bills, Telephone Bills, Statements of accounts, Refund Cheques, Report
Cards , Marks Memos, Share Certificates, Personalized Business Letter and most of other
mailers with variable data in small and large volumes are jobs that have a Hitech mark of
specialization. Printing with the latest Scitex Technological applications, the customer
can have the services of Hitech from designing to printing to designing to printing and
even mailing to reach the customers in record time.

1. PERSONALIZATION LETTERS:
In the personalization letters we print only the Address of the person. The
remaining text matter of the letter is common for all. These types of letter will facilitate
the customer to post directly to the concerned persons without printing anything at
customer’s end. If customer needs, franking and posting will be organized too.

2. TELEPHONE BILLS & CELLULAR COMPANY BILLS:

There are many checks to print the bills accurately. Bill be printed containing the
master information along with the call details.

3. UNIVERSITY CERTIFICATES & SHARE CERTIFICATES:

University Certificates & Share Certificates with variable Data and High Security
Features are produced for various Universities and Business Houses. While printing
these, utmost care is taken for data accuracy. The print waste, Plates & positives will be
immediately destroyed to avoid misuse of the same.

4. OTHER VDP JOBS:

Other Variable Data Jobs like Forms, Dividend Warrants, Sticker Labels, Account
Statements etc., are bring printed regularly.

32
III. BARRCODE:
Automation of data entry, speed in transferring the information with accuracy in
processing the data are all proven benefits with barcodes in all industries in all industries.
The educational field making the evaluation system simpler, transparent, confidential and
accurate all at a great speed has leveraged the benefits. Hitech has conducted seminars,
training programs, made several presentations to educational Institutions. Hitech is now a
primary Printed and supplier of printed barcodes on various paper products. Continuous
verification ensures the quality of barcodes.

IV. MICR CHEQUES:

Hitech has the experience of more than 12 years in printing MICR Cheques;
Hitech has the required quality control devices for checking. All the cheques printed are
as per the RBI specifications.

V.OMR SHEETS:
Optical Mark Reorganization (OMR) sheets with Variable Data are printed in large
numbers. These forms will be widely used by UPPSC,SSC, Universities and the other
Educational Institutions, Indian Railways, State and Central Governments etc, Litho
Code, series Numbers and Barcodes are also apart of these forms. Hitech scans these
forms and process them for giving results.

VI.ICR SHEETS:
Intelligent character recognition (ICR) sheets with barcodes are printed in large
numbers. These forms will be widely used by educational institutions and organizations
to capture the data from the applications. Hitech scans these forms and process them for
creating data base with photos, signatures and the other documents.

33
SECURITY PRINTING:
Security printing becomes an inevitable tool in the modern document protection
technology to overcome of duplication, replication and the other forgery activities. Hitech
has a program of continuous development of security features. Following are some of the
security features being used by Hitech.

1. EMBOSS:
An image, logo or a symbol is impressed into the document (raised on one side,
depressed on the other). It is generally covered by design for extra protection, as the
forers will overlook it.
2. MICROLINE PRINTING:
A word or phrase so small that it appears to be a line or pattern to the naked eye.
When magnified, a word or a message appears.

3. VOID PANTOGRAPH:
Warning message hidden in decorative printed pantograph backgrounds which
provide a wide range of effective protection against color or scanners / desktop
publishing fraud. A message is clearly visible in a photocopy of the document.

4. HIGH RESOLUTION BORDER:

Intricately designed borders can be achieved through high-resolution printing. The
design get destroyed when scanned or copied, making accurate reproduction of the
document difficult and tedious.

5. INVISIBLE PRINTING:
An image or a word is printed with invisible ink, which is not visible to the naked
eye unless it is exposed to ultra violet black light to make it visible.

34
6. PRIMATIC PRINTING:
A multi-colored pantograph is printed in which one color gradually fades into the
next. The primatic color variations are difficult to reproduce on color copiers and are
extremely difficult to duplicate on color printers generally associated with DTP systems.

7. AQUA FUGITIVE PRINTING:

Aqua fugitive links offer effective protection against water based chemicals. If
these substrates are used in an attempt to alter it will totally erase the original
information.
8. STIMULATED WATER MARK:
Transparent penetrating ink printed on the document penetrates into fibers of the
paper and produces a transparent image that replicates conventional water marks put into
the paper at the mill. These images are difficult to re-produce on color copiers and
scanners. We can see the image clearly at 45 degree angle.

9. OPAQUE TEXT:
A Special design is printed or an image or logo is in corporate which is not visible
to the naked eye. A specially designed computer test film authenticates your document by
making a secret message or a logo visible clearly.
10. INVISIBLE OR VISIBLE FLUORESCENT:
The color of the visible ink changes to another color and fluorescence’s under a
UV lights. This Feature cannot be scanned or copied.

11. PENETRATING NUMBERS:

Serial numbers are printed using two component ink. One component penetrates
the papers fibers of the document. The other is visible on the front and is surrounded by
shallow. These numbers are virtually impossible to alter without detection.

12. LATENT TEXT:

A latent text, which is not easily visible to the naked eye, is over printed by the
design. But if you see this in red light, or a red filter you can see only the latent text.

35
13. PHOTOCHROMIC INKS:
The invisible image printed can be seen under flash light. The image will appear
for few seconds under flash light and turns to invisible after few seconds. It is used for
checking the authenticity of the document. The designs printed with this ink cannot be
copied for counter fit.

14. ARTIFICIAL WATER MARK:

Holding the document against the light at a 45 degrees angle can see artificial
water mark. This special water mark also will work as invisible fluorescent color and
when UV light is exposed the printed message also can be seen. A company can have the
simple design of their own for a water mark.

15. SS VOID LASER:

The special security ink makes the document to change color in the area where it is
attempted to modify or alter the name and figures along with the back ground color. It
will also show a warning message void. This effort against mechanical and chemical
attacks.
16. THERMOCHROMIC INKS:
The authenticity of the document printed with thermo chromic inks is simple. The
printed message is rubbed with fingers and the image becomes colorless for a few
seconds and turns to normal after some time.

17. SCULPTURED TEXT:

Special computer software chisels the paper to show text as sculptured. The angle
of rising and the angle of sculpture can be precise to strengthen the security of the
document.

36
18. SECURE NUMBER FONT:
To provide maximum ‘AMOUNT LINE’ protection of documents a non-
traditional font is specified. There is a secure number font, these numbers will effectively
deter attempts or alter or transpose numbers.

19. RUB TO REVEAL:

The document is rubbed with our finger or with a soft plastic edge in the specified
area to reveal the authenticity (HIDDEN IMAGE OR MESSAGE) of the document.

20. HITECH VOID:

This is the highest form of the void pantograph; the warning message is hidden in
decorative printed pantograph backgrounds, which provide a wide range of effective
protection against color copiers or scanners/desktop publishing fraud. A message is
clearly visible in the photo copy of the document. This can be authenticated by a
specially designed computer generated test film.

21. NANO PRINTING:

A computer generated design is not possible to duplicate with any type of copiers
or scanners. Thousands of characters or messages are visible in minute areas by a highly
powered micro-scope. There are several other features that will be made available to our
customers basing on each one’s specific name. Hitech in-corporate certain security
features without disclosing even to its customer to safe guard their interest and also to
protect itself. The security features are well documented and are available for verification
if need be.

37
PROCESS OF PRINTING:

38
MANPOWER:
Hi-tech has a team of highly qualified technical staff. Qualified and trained staff
working round the clock handles each of the departments. Many of the technicians have
been trained in Germany, Holland, Switzerland and Singapore. With continuous training
and updating the skills as the motto of the company, Training programs are organized in
house throughout the year with experts visiting the factory regularly. For this purpose a
conference room with audio and video equipment is in place for effective training.

Hi-tech has its own R & D division to constantly innovate new security features;
to develop fonts, write programs for multi languages, to print the variable data in
bilingual and other personalized printing areas. Weekly meeting and periodic review
sessions or common features at hi-tech to improve efficiency in handling the jobs.

USP OF HITECH PRINT SYSTEMS LIMITED:

OUT SOURCING SERVICES:

Business houses can free themselves from large investment in hard and software
for producing their documents by outsourcing these jobs to specialists in the field.hitech
is a customer friendly organization that can do the outsourcing more efficiently and add
value to your core business.

In addition to reducing your investment on hard and software, we hi-tech can

provide a better deal in term of speed, quality and price. With the latest printing
technology and with round the clock production facilities we can do the jobs more
efficiently compared to many other business establishments.

As specialists in the field we provide services for processing, generating and

distributing a wide range of variable data, tailored to your individual requirements.
Hitech provides you outsourcing facilities that include everything from document.
Creation through to designing, printing, stuffing, mailing, updating, amending and
archiving.
39
SECURITY DOCUMENT PRODUCTION:
Altering cheques, creating counterfeit documents, copying the coupons are a few
of the fraudulent activities of the clever and destructive people misusing the new
technologies available. Computer, scanner and high-resolution color copiers easily
duplicate original documents. The best solution to overcome the problem of duplication,
replications is to incorporate efficient security features in every document.

OMR-BARCODE TECHNOLOGY
OMR SHEETS:
OMR or optical mark recognition technology is a method where data is entered
directly into the computer using an OMR reader that ‘reads’ pencil or pen mark made in
predefined positions on paper forms. This enables 100% accuracy of data gathered, being
entered correctly without any manual intervention.

OMR technology is used when data is to be collected from a large number of

sources simultaneously. The prime advantages of OMR are-it is relatively inexpensive,
error free, faster and reliable. Printing of OMR form is a highly specialized job and
Hitech has all the sophisticated, precision machines and equipment to do a perfect job.
With its “total solutions’ philosophy, Hitech has a team of technician and scanners to do
the processing and evaluation works of the filled-in OMR sheets. It has done the work for
many universities; RRB’s and service commissions for recruitment.

Barcode is a system of symbols used to identify data through length, position, size
or thickness of lines or symbols. Codes are normally printed and read by machine. Bar-
coding is automatic identification technology. It is used in many business forms to
provide inventory control, item identification, and confidentiality and interlinking of parts
of multipart documents etc, The barcode production is high-tech job and at Hitech we
have all the facilities and technical knowhow to print and verify barcodes of any type.

40
VARIABLE DATA PRINTING:
Hitech is capable of printing variable data along with the preprinted matter in three
colors. It can print four to five lakhs forms per day. This kind of volume handling is not
available in the country at present. Such voluminous capacity is essential for
telecommunication billing.
Needless to say that personalized communication has a telling effect on public in
propagating any government policies and programs. Hitech is currently mailing variable
data printed forms direct to the end-users place as per the directions of the customer,
avoiding additional transportation cost and transit time to the customer. Automation of
the entire process is under consideration.

ASSOCIATION WITH EXPORTS IN WORLD:

Hitech is a 1) member of DMIA, USA (document management industries
association) 2) it is an associate of standard register company based Dayton, Ohio, USA.
A side this relationship, Hitech subscribes to the world class business forms magazines
and related magazines and books to stay in touch with the cutting edge technology.
DMIA provides the information on the latest technologies in the world through its
conferences and published papers. Standard register 29 associates in different countries is
the number one organization in the world in handling security documents. By virtue of its
association, Hitech has the access to all the products and research facilities at the standard
register. Hitech encourages its staff to attend the world class exhibitions, conferences and
arranges visits to the outstanding companies. These activities help Hitech to introduces
and bring new technologies in to the country.

MAJOR COMPETITORS:
 Thomson press
 Manipal press
 Gopson’s press
 Srinivasa fine arts
 Navaneeth publications

41
  Pragathi press
 Conway press
 Seshasai press
 Repro press
 Mehra computers systems

TYPES OF JOBS AND THEIR APPROACHES:

 Tenders
 Direct marketing
 Dealers

FUTURE OUTLOOK:
Indian print industry is on a growth trajectory driven by several including overall
economic growth, growth in key customer industries, growth in paper consumption and
government support. Overall analysis of the Indian print industry on various dimensions
is product segment and technology. Product diversification is key for the growth of
midsized companies as demonstrated by large competitors. However the players in the
print industry face several challenges both on demand and supply side creating pressure
on margins. Keeping these aspects into considerations your company has prepared
growth strategy and business plan. Development to be implemented in phased manner for
next five years to come, which helps to improve the volumes and profitability to be on
competitive edge with other similar size of the industries. Diversification into other
segment of printing. Investment in modern technology and largest machines from abroad.
Multi locations for customer’s services focus on RFID and other related business.

SALES NETWORK:

42
43
 CONCEPTUAL FRAME WORK OF THE QUALITY OF WORK LIFE:
WHAT IS QWL?
The term refers to the favorableness or unfavourableness of a total job
environment for people. QWL programs are another way in which organizations
recognize their responsibility to develop jobs and working conditions that are excellent
for people as well as for economic health of the organization. The elements in a typical
QWL program include – open communications, equitable reward systems, a concern for
employee job security and satisfying careers and participation in decision making. Many
early QWL efforts focus on job enrichment. In addition to improving the work system,
QWL programs usually emphasize development of employee skills, the reduction of
occupational stress and the development of more co-operative labor-management
relations.

Vigorous Domestic and International competition drive organizations to be more

productive. Proactive managers and human resource departments respond to this
challenge by finding new ways to improve productivity. Some strategies rely heavily
upon new capital investment and technology. Others seek changes in employee relations
practices.

Human resource departments are involved with efforts to improve productivity

through changes in employee relations. QWL means having good supervision, good
working conditions, good pay and benefits and an interesting, challenging and rewarding
job. High QWL is sought through an employee relations philosophy that encourages the
use of QWL efforts, which are systematic attempts by an organization to give workers
greater opportunities to affect their jobs and their contributions to the organization’s
overall effectiveness. That is, a proactive human resource department finds ways to
empower employees so that they draw on their “brains and wits,” usually by getting the
employees more involved in the decision-making process.

44
 Job specialization and simplification were popular in the early part of this century.
Employees were assigned narrow jobs and supported by a rigid hierarchy in the
expectation that efficiency would improve. The idea was to lower cost by using unskilled
workers who could be easily trained to do a small, repetitive part of each job.

Many difficulties developed from that classical job design, however. There was
excessive division of labor. Workers became socially isolated from their co-workers
because their highly specialized jobs weakened their community of interest in the whole
product. De-skilled workers lost pride in their work and became bored with their jobs.
Higher-order (social and growth) needs were left unsatisfied. The result was higher
turnover and absenteeism, declines in quality and alienated workers. Conflict often arose
as workers sought to improve their conditions and organizations failed to respond
appropriately. The real cause was that in many instances the job itself simply was not
satisfying.

A factor contributing to the problem was that the workers themselves were
changing. They became educated, more affluent (partly because of the effectiveness of
classical job design), and more independent. They began reaching for higher-order needs,
something more than merely earning their bread. Employers now had two reasons for re-
designing jobs and organizations for a better QWL:

 Classical design originally gave inadequate attention to human needs.

 The needs and aspirations of workers themselves were changing.
This study quantifies the effects of Quality of Work Life (QWL) on employees. It
aims to gain an insight into current working life policies and practices, as well as work-
life balance issues of employees. Several notable factors that influence quality of work
life are:

 Adequate and Fair Compensation

 Safe and Healthy Working Conditions

45
  Opportunity to Use and Develop Human Capabilities

 Opportunity for Career Growth etc…

QWL provides for the balanced relationship among work, non- work and family
aspects of life. In other words, family life and social life should not be strained by
working hours including overtime work, work during inconvenient hours, business travel,
transfers, vacations, etc. This report is formulated after a thorough research and is based
on the information given by the company personnel and through questionnaire filled by
the employees.

QWL can be define as "The quality of relationship between employees and the
total working environment.”
QWL is a process by which an organization responds to employee needs for developing
mechanisms to allow them to share fully in making the decisions that design their lives at
work.

QWL programs can be evaluated on the basis of following points:

1. Fair compensation and job security:
The economic interests of people drive them to work at a job and employee
satisfaction depends at least partially, on the compensation offered. Pay should be fixed
on the basis of the work done, responsibilities undertaken, individual skills, performance
and accomplishments. Job security is another factor that is of concern to employees.
Permanent employment provides security to the employees and improves their QWL.
2. Health is wealth:
Organizations should realize that their true wealth lies in their employees and so
providing a healthy work environment for employees should be their primary objective.
3) Provide personal and career growth opportunities:
An organization should provide employees with opportunities for
personal/professional development and growth and to prepare them to accept
responsibilities at higher levels.

46
4) Participative management style and recognition: Flat organizational structures help
organizations facilitate employee participation.
A participative management style improves the quality of work life. Workers feel
that they have control over their work processes and they also offer innovative ideas to
improve them. Recognition also helps to motivate employees to perform better.
Recognition can be in the form of rewarding employees for jobs well done.
5) Work-life balance:

Organizations should provide relaxation time for the employees and offer tips to
balance their personal and professional lives. They should not strain employees personal
and social life by forcing on them demanding working hours, overtime work, business
travel, untimely transfers etc.

6) Fun at workplace: This is growing trend adopted by today’s organizations to make

their offices a fun place to work.

The aim of QWL is to identify and implement alternative programs to improve the
quality of professional as well as personal life of an organization’s employees.

The Human Resource Department’s Role:

The role of human resource department in QWL efforts varies widely. In some
organizations, top management appoints an executive to ensure that QWL and
productivity efforts occur throughout the organization. In most cases, these executives
have a small staff and must rely on the human resource department for help with
employee training, communications, attitude survey feedback, and similar assistance. In
other organizations, the department is responsible for initiating and directing the firm’s
QWL and productivity efforts.

Perhaps the most crucial role of the department is winning the support of key
managers. Management support – particularly top management support appears to be an
almost universal prerequisite for successful QWL programs. By substantiating employee

47
satisfaction and bottom-line benefits, which range from lower absenteeism and turnover
to higher productivity and fewer accidents, the department can help convince doubting
managers. Sometimes documentation of QWL can result from studies of performance
before and after a QWL effort. Without documentation of these results, top management
might not have continued its strong support.

The department also has both a direct and indirect influence on employee
motivation and satisfaction.

As the below figure illustrates, the department makes direct contact with
employees and supervisors through orientation, training and development, career
planning, and counseling activities. At the same time, these activities may help a
supervisor do a better job of motivating employees.

The policies and practices of the department also influence motivation and
satisfaction indirectly. Rigorous enforced safety and health programs, for example, can
give employees and supervisors a greater sense of safety from accidents and industrial
health hazards. Likewise, compensation policies may motivate and satisfy employees
through incentive plans, or they may harm motivation and satisfaction through
insufficient raises or outright salary freezes. The motivation and satisfaction of employees
act as feedback on the organization’s QWL and on the department’s day-to-day activities.

48
 Satisfaction

Direct

Orientation

Training and Q
UA
L
Development
I
Career Planning
TY
OF
Counselling W
Supervisor Employee
Human OR
Resource K
Department
L
Indirect
I
Safety and

Health policies

Compensation practices

Other policies and

practices

Motivation

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

49
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.
Job Satisfaction
Job satisfaction is the favorableness or unfavourableness 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.
Strategy and Tactics
Over the years, since industrial revolution, much experimentation has gone into
exploiting potential of human capital in work areas either explicitly or implicitly. Thanks
to the revolution in advanced technology, the imperative need to look into QWL in a new
perspective is felt and deliberated upon. Major companies are tirelessly implementing this
paradigm in Human Resources Development (some call it People’s Excellence).
Globalization has lowered national boundaries, creating a knowledge-based
economy that spins and spans the world. Major economies are converging
technologically and economically, and are highly connected at present moment. The new
global workplace demands certain prerequisites such as higher order of thinking skills
like abstraction system thinking and experimental inquiry, problem-solving and team
work. The needs are greater in the new systems, which are participative ventures
involving workers managed by so-called fictional proprietors.
Men Counted
In simple terms, all the above requirements can be easily achieved by providing
improved quality of work life to the workers available on rolls. Workers are often

50
referred to as teams or groups in general parlance and whatever the do go to the credit of
the teamwork.
The concept of teamwork has evolved from the organized toil that has its own
social dimensions. Good teams can hardly be imported from outside. They usually occur
as an indigenous incidence at the workplace and nurturing the same over time is the
responsibility of management. Here, it may also be discerned that the composition of
available workers in no more a local phenomenon as in the past. Mobility is caused by
migration beyond culture barriers and isolation, relocation and globalised deployment.
This phenomenon has become universal and is causing great changes in the work
environment at factories as well as offices. The new influx of skilled workers seeking
greener pastures is even questioning the skills of new employers and thereby
restructuring the new environs on par with those of best in the world, unwittingly though.
Money Matters
For good QWL, cash is not the only answer. Today, 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.
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.
Moreover, other things being equal, the employers are increasingly vying with their rivals
in providing better working conditions and emoluments. This may be owing to many
reasons besides the concern for the human angle of workers, like the employer’s tendency
to climb on the bandwagon, to reap to the desired dividends or to woo better talent into
their fold as skill base addition and other non-economic inputs like knowledge bases.
Doubtlessly, the increased tendency of recruiting knowledge bases is giving the modern
managements payoffs in myriad ways. Some of them are intended potentials for product
innovations and cost cuttings. Talking of product, it may appear far-fetched to some that

51
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, like ambience in
facilities / amenities as also the company’s pay scales. This goes to prove that QWL of
manufacturer / service provider is synonymous with the quality of product.
Non economic – ‘Job Security’
The changing workforce consists of literate workers who expect more than just
money from their work life. Their idea of salvation lies in the respect they obtain in the
work environment, like how they are individually dealt and communicated with by other
members in the team as well as the employer, what kind of work he is entrusted with, etc.
Some of these non-economic aspect are: Self respect, satisfaction, recognition, merit
compensation in job allocation, incompatibility of work conditions affecting health,
bullying by older peers and boss, physical constraints like distance to work, lack of
flexible working hours, work-life imbalances, invasion of privacy in case of certain
cultural groups and gender discrimination and drug addiction. One or more of the
problems like above can cast a ‘job-insecurity’ question, for no direct and visible fault of
the employer. Yet, the employer has to identify the source of workers problems and try to
mitigate the conditions and take supportive steps in the organization so that the workers
will be easily retained and motivated and earn ROI. The loss of man-hours to the
national income due to the above factors is simply overwhelming.
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.
To cite some examples, employers in certain software companies have provided
infrastructure to train the children of workers in vocational activities including computer
education, so that the workers need not engage their attention on this aspect. Employee
care initiatives taken by certain companies include creation of Hobby clubs, Fun and
Leisure Clubs for the physical and psychological well-beginners of workers and their

52
families. After all, the workers are inexorably linked to the welfare of their families, as it
is their primary concern.
Dual income workers, meaning both spouses working are the order of the day.
The work life balance differs in this category and greater understanding and flexibility are
required with respect to leave, compensation and working hours in the larger framework.
Teamwork
Teamwork is the new mantra of modern day people’s excellence strategy. Today’s
teams are self-propelled ones. The modern manager has to strive at the group coherence
for common cause of the project. The ideal team has wider discretion and sense of
responsibility than before as how best to go about with its business. Here, 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. This will boost the coziness and morale of
members in the positive environment created by each other’s trust. Positive energies, free
of workplace anxiety, will garner better working results. Involvement in teamwork deters
deserters and employer need not bother himself over the detention exercises and save
money on motivation and campaigns.

Boss Factor
Gone are the days when employers controlled workers by suppressing the
initiative and independence by berating their brilliance and skills, by designing and
entrusting arduous and monotonous jobs and offer mere sops in terms of wages and
weekly off. Trust develops when managers pay some attention to the welfare of the
workers and treat them well by being honest in their relations. The employer should keep
in mind that every unpaid hour of overtime the worker spends on work is an hour less
spent with the family.
New performance appraisals are put into vogue to assess a worker’s contribution
vis-à-vis on employer’s objectives and to find out the training and updating needs and
levels of motivation and commitment. As observed in some advanced companies, the
workers themselves are drawing their benefits by filing appraisal forms and drawing

53
simultaneously the appropriate benefits by the click of the mouse directly from their
drawing rooms, courtesy e-HR systems. In addition, there are quite a number of channels
for informal reviews. Feedback on worker’s performance, if well interpreted and
analyzed, could go a long way in improving ethics at workplace.
Involvement and Communication
Multi-skilling and exposing workers to different lines of activity in the unit
indirectly leads to the greater involvement and better job security of worker in the
organization. The employer too, can make use of the varied skills to any altered
situations of restructuring and other market adaptations. Thus, the monotony of work life
can be alleviated. The employer, armed with the depth of cross-trained human resources,
need not go hunting for new talent and thus save on the unspent pay packets, which can
be spent usefully on the amenities for workers. No doubt, rivals should be envying him
for this edge.
The change should be apparent in mutual trust and confidence towards effective
understanding of the needs of worker and employer. The new knowledge-based workers
are mostly young in the fields of technology and management. They are more
forthcoming in trusting the boss and older peers. Now, all modern managements are
cognizant of the innate desire of workers to be accepted as part of the organization for
identity and other social reasons.
Effective dialogue is put into play between management and those who execute
through well-organized communication channels paving the way for improved co-
operation and participation on emotional level. The decision making level is nose diving
to the floor level manager, where the poor guy has to think of n number of quick
decisions on behalf of the organization. Unless the team is behind and involved with
commitment, the manager cannot implement the new tasks in production, distribution,
people’s excellence, customer relations, etc., thanks to the ‘e’ factor prefixed to the names
of majority of departments. Logically, harmony plays its part in cost efficiency.
Successful managers are those who listen to their workers.
Influences

54
 Overwork is tolerated in emerging industries unlike government departments as
part of the game and work culture. This is so, what with the soaring competition among
the tightly contested players. The point is empowerment of workforce in the area of
involvement.
All said and one, the workers are considered as the invisible branch ambassadors
and internal customers in certain industries. It is evident that most of the managements
are increasingly realizing that quality alone stands to gain in the ultimate analysis.
Restructuring the industrial relations in work area is the key for improving the quality of
product and the price of the stock. Without creating supportive environment in
restructured environment, higher quality of work cannot be extracted. It is already high
time the older theories of industrial relations should be unlearnt.

The changing workplace

It is often said that the days of life-long employment and corporate career ladders are
gone. Many people feel their jobs are less secure than in the past. But is that right? The
international research reviewed by the Future of Work project doesn’t always support
these concerns:

 Some groups of workers have suffered a drop in job tenure, but long-term

employment relationships appear to be more resilient than you’d expect.

 People’s need for flexibility is one of the key drivers of part-time and self-employed

work.

 However, some temporary and casual workers are more likely to suffer job insecurity,

low pay and poor working conditi

DATA ANALYSIS AND INTERPRETATION

55
 How do you rate the medical reimbursement scheme provided by company?

Table-1

Variables No of respondents No of respondents in %

Excellent 60 63%
Good 25 27%
satisfactory 10 10%
unsatisfactory 0 0%

Chart-1

INTERPRETATION:

The above graph reveals that 63% of the employees feel that medical reimbursement
scheme are excellent (i.e they are absolutely satisfied).27% of the employees feel medical
reimbursement scheme are good (i.e they are satisfied).10% of the employees feel that
medical reimbursement scheme are satisfactory (i.e they are partially satisfied). 0 %( i.e
none of the employees feel medical reimbursement scheme are poor).

How do you rate the transport facilities provided by the company?

Table-2

56
Variables No of respondents No of respondents in %
Excellent 60 63%
Good 25 27%
satisfactory 10 10%
unsatisfactory 0 0%

Chart-2

INTERPRETATION:

The above graph reveals that 63% of the employees feel that the transport facilities are
excellent (i.e they are absolutely satisfied).27% of the employees feel the transport
facilities are good (i.e they are satisfied).10% of the employees feel that the transport
facilities are satisfactory (i.e they are partially satisfied). 0 %( i.e none of the employees
feel the transport facilities are poor).

How do you rate safety measures adopted by the company?

Table-3

Variables No of respondents No of respondents in %

Excellent 70 76%

57
Good 20 21%
Average 5 3%
Poor 0 0%

Chart-3

INTERPRETATION:

The above graph reveals that 76% of the employees feel that safety measures are
excellent (i.e they are absolutely satisfied).21% of the employees feel safety measures
are good (i.e they are satisfied).3% of the employees feel that safety measures are
satisfactory (i.e they are partially satisfied). 0 %( i.e none of the employees feel safety
measures are poor).

The wage policies adopted by the company

Table-4

Variables No of respondents No of respondents in %

Excellent 48 50%
Good 32 32%
Average 15 18%

58
Poor 0 0%

Chart-4

INTERPRETATION:

The above graph reveals that 50% of the employees feel that wage policies are excellent
(i.e they are absolutely satisfied).32% of the employees feel wage policies are good (i.e
they are satisfied).18% of the employees feel that wage policies are satisfactory (i.e they
are partially satisfied). 0 %( i.e none of the employees feel wage policies are poor).

59
 The work timings of the organization

Table-5

Variables No of respondents No of respondents in %

Excellent 48 50%
Good 32 32%
Average 15 18%
Poor 0 0%

Chart-5

INTERPRETATION:

The above graph reveals that 50% of the employees feel that work timings are excellent
(i.e they are absolutely satisfied).32% of the employees feel work timings are good (i.e
they are satisfied).18% of the employees feel that work timings are satisfactory (i.e they
are partially satisfied). 0 %( i.e none of the employees feel work timings are poor).

60
The motivation given at the work place by the supervisors/Senior Authority

Table-6

Variables No of respondents No of respondents in %

Excellent 55 57%
Good 34 36%
Average 6 7%
Poor 0 0%

Chart-6

INTERPRETATION:

The above graph reveals that 57% of the employees feel that motivation factor is
excellent (i.e they are absolutely satisfied).36% of the employees feel motivation factor
is good (i.e they are satisfied).7% of the employees feel that motivation factor is
satisfactory (i.e they are partially satisfied). 0 %( i.e none of the employees feel
motivation factor is poor).

The company communicates the every new change that takes place

Table-7

61
Variables No of respondents No of respondents in %
Excellent 55 57%
Good 34 36%
Average 6 7%
Poor 0 0%

Chart-7

INTERPRETATION

The above graph reveals that 57% of the employees feel that the management
have adequate communication with the employees in the organization are excellent that is
they are absolutely satisfied.36% of the employees feel that the management have
adequate communication with the employees in the organization are good that is they are
satisfied.7% of the employees feel that the management have adequate communication
with the employees in the organization are average that is they are partially satisfied.0%
of the employees feel that the management have adequate communication with the
employees in the organization are poor.

62
 The training provided in the company

Table-8

Variables No of respondents No of respondents in %

Excellent 48 50%
Good 32 32%
Average 15 18%
Poor 0 0%
Chart-8

INTERPRETATION:

The above graph reveals that 50% of the employees feel that training provided is
excellent (i.e they are absolutely satisfied).32% of the employees feel training provided
is good (i.e they are satisfied).18% of the employees feel that training provided is
satisfactory (i.e they are partially satisfied). 0 %( i.e none of the employees feel training
provided is poor).

The procedure followed for Job Rotation

63
 Table-9

Variables No of respondents No of respondents in %

Excellent 60 63%
Good 25 27%
satisfactory 10 10%
unsatisfactory 0 0%

Chart-9

INTERPRETATION:

The above graph reveals that 63% of the employees feel that the job rotation is excellent
(i.e they are absolutely satisfied).27% of the employees feel the job rotation is good (i.e
they are satisfied).10% of the employees feel that the job rotation is satisfactory (i.e they
are partially satisfied). 0 %( i.e none of the employees feel the job rotation is poor).

I am ready to take additional responsibilities with my job

Table-10

Variables No of respondents No of respondents in %

Agree 60 63%
Disagree 35 64 27%
 Chart-10

INTERPRETATION:

the above graph reveals that 63% of employees are ready to take additional
responsibilities along with their job for growth of the organization.27% employees are
not ready to take additional responsibilities along with their job.

The work environment is

Table-11

Variables No of respondents No of respondents in %

Excellent 48 50%

65
Good 32 32%
Average 15 18%
Poor 0 0%

Chart-11

INTERPRETATION:

The above graph reveals that 50% of the employees feel that work environment is
excellent (i.e they are absolutely satisfied).32% of the employees feel work environment
is good (i.e they are satisfied).18% of the employees feel that work environment is
satisfactory (i.e they are partially satisfied). 0 %( i.e none of the employees feel work
environment is poor).

The job is Satisfactory

Table-12

Variables No of respondents No of respondents in %

Excellent 55 57%
Good 34 36%
Average 6 7%

66
Poor 0 0%

Chart-12

INTERPRETATION

The above graph reveals that 57% of the employees feel that the job satisfaction
is excellent that is they are absolutely satisfied.36% of the employees feel that the job
satisfaction is good that is they are satisfied.7% of the employees feel that the job
satisfaction is average that is they are partially satisfied.0% of the employees feel that
the job satisfaction is poor.

The association with the HITECH PRINT SYSTEMS LIMITED

Table-13

Variables No of respondents No of respondents in %

Excellent 60 63%
Good 25 27%
satisfactory 10 10%
unsatisfactory 0 0%
67
 Chart-13

The above graph reveals that 63% of the employees feel that the association is excellent
(i.e they are absolutely satisfied).27% of the employees feel the association is good (i.e
they are satisfied).10% of the employees feel that the association is satisfactory (i.e they
are partially satisfied). 0 %( i.e none of the employees feel the association is poor).

AWARENESS ABOUT THE QUALITY OF WORK LIFE IN THE

ORGANIZATION

Table-14

Variables No of respondents No of respondents in %

Excellent 55 60%
Good 30 38%
Average 10 12%
Poor 0 0%

Chart-14

68
INTERPRETATION

The above graph reveals that 60% of the employees feel that awareness about
the quality of work life in the organization are excellent that is they are absolutely
satisfied.38% of the employees feel that awareness about the quality of work life work in
the organization are good that is they are satisfied.12% of the employees feel that
awareness about the quality Of work life in the organization are average that is they are
partially satisfied.0% of the employees feel that awareness about the quality of work life
in the organization

CANTEEN FACILITIES THAT IS PROVIDED BY THE ORGANIZATION

TABLE-15

Variables No of respondents No of respondents in %

Excellent 30 32%
Good 60 62%
Average 5 6%
Poor 0 0%

CHART-15

69
 INTERPRETATION

The above graph reveals that 32% of the employees feel that the canteen
facilities provided by the organization are excellent that is they are absolutely
satisfied.62% of the employees feel that the canteen facilities provided by the
organization are good that is they are satisfied.6% of the employees feel that the canteen
facilities provided by the organization are average that is they are partially satisfied.0%
i.e none of the employees feel that the canteen facilities provided by the organization are
poor.

TABLE -16

LEAVE TRAVEL CONCESSION THAT IS PROVIDED BY THE ORGANIZATION

Variables No of respondents No of respondents in %

Excellent 50 52%
Good 35 36%
Average 10 12%
Poor 0 0%

CHART-16

70
 INTERPRETATION

The above graph reveals that 52% of the employees feel that the leave travel
concession provided by the organization are excellent that is they are absolutely
satisfied.36% of the employees feel that the leave travel concession provided by the
organization are good that is they are satisfied.12% of the employees feel that the leave
travel concession provided by the organization are average that is they are partially
satisfied.0% i.e. none of the employees feel that the leave travel concession provided by
the organization are poo

FINDINGS

 In HITECH PRINT SYSTEMS LIMITED almost all the employees are

satisfied with the job environment and working conditions.
 Some of the employees are partially satisfied with the pay structure in the
Organization.
 Some of the employees are partially satisfied with the promotion system in the
Organization.
 Almost all the employees are satisfied with the leaves provided in the
Organization.
 Almost all the employees are satisfied with the canteen facilities in the
Organization.

71
 Almost all the employees are satisfied with the transport facilities provided by
the Organization.
 Almost all the employees are having job security in the Organization.
 Almost all the employees are having job satisfaction.

72
SUGGESTIONS

Based on the analysis conducted in the organization the following are the
recommendations made to the organization.

 Some of the employees are not satisfied with the job environment and working
conditions. Job environment and working conditions play a very important role in
motivating the employees. so, the organization has to take some more steps to
improve the job environment and working conditions.

 Some of the employees are not satisfied with the career-planning programmed. If
an organization wants to retain its employees it must satisfy their innovate
aspirations for growth and development of advancement in their career

 Some of the employees are not satisfied with scope of creativity. If the job is
creative then only the employees get more interest on their job. They can innovate
new things in their job. Their creativity will be improved.

 Some of the employees are not satisfied with the labor welfare measures provided
by the company. Labor welfare measures will improve the morale and increases
the feeling of security that will in turn affect the personnel effectiveness in an
organization. So the organization should take measures to improve the labor
welfare measures.

73
CONCLUSION:

Social security scheme as well as welfare measures that are undertaken by the
company are appreciable. These measures are not for the company but also for the
employees. Through satisfaction levels a company can ascertain whether an employee
has shown his/her best performance on given job Quality 0f working relationships with
peers, superiors and subordinates

If employee’s relationship with their managers is fractured, then no amount of

perks will persuade the employees to perform at top levels. Employee engagement is a
direct reflection of how employees feel about their relationship with the boss

Perception of the methods and values of the organization

Inspiration And values is the most important of the six drivers in our engaged
performance model .Inspirational leadership is the ultimate perk .In the absence is
unlikely to engage employees.

74
 BIBLIOGRAPHY

NAME OF THE BOOK AUTHOR

1. “Human Resource Management” Biswajeet Patnaik

2. “Personnel and Human Resource Management” P. Subba Rao

3. “Human Resource Management” Mirza Saiyadain

4. “Human Resource Development” P.C.Tripathi

WEBSITES

www.wikipedia.com

www.hrabout.com

75
QUESTIONNAIRE ON “QUALITY OF WORK LIFE”

_______________________________________________________________________

Designation: Age:

NAME: EID NO:

________________________________________________________________________

1. How do you rate the medical reimbursement scheme provided by company?

a) Excellent b) Good c) Satisfactory d) Unsatisfactory

2. How do you rate the transport facilities provided by the company?

a) Excellent b) Good c) Satisfactory d) Unsatisfactory

3. How do you rate safety measures adopted by the company?

a ) Excellent b) Good c) Satisfactory d) Unsatisfactory

4. The wage policies adopted by the company are,

a) Excellent b) Good c) Satisfactory d) Unsatisfactory

5. The work timings of the organization are,

a) Excellent b)Good c)Satisfactory d)Unsatisfactory

6.The motivation given at the work place by the supervisors/Senior Authority is,
a) Excellent b)Good c)Satisfactory d) Unsatisfactory

7.The company communicates the every new change that takes place.
a) Strongly Agree b) Agree c) Disagree d) Strongly Disagree

76
8.The training provided in the company is,
a) Excellent b) Good c) Average d) poor

9.The procedure followed for Job Rotation is,

a) Excellent b) Good c) Average d) poor

10.I am ready to take additional responsibilities with my job,

a) Agree b) Disagree

11.The work environment is,

a) Excellent b) Good c) Average d) poor

12.The job is Satisfactory,

a) Agree b) Strongly Agree c) Disagree d) Strongly Disagree

13. The association with the HITECH PRINT SYSTEMS LIMITED is

a) Strongly satisfying b) satisfying c) partially satisfying b) dissatisfying

14. Awareness about the quality of work life in the organization

a) Agree b) Strongly Agree c) Disagree d) Strongly Disagree

15. Canteen facilities that is provided by the organization

a) Agree b) Strongly Agree c) Disagree d) Strongly Disagree

16. Leave travel concession that is provided by the organization

a) Agree b) Strongly Agree c) Disagree d) Strongly Disagree

77