FINDINGS, SUGGESTIONS AND CONCLUSIONS

Major Findings

1. Majority of the respondents i.e.35% agrees that the compensation provided by the
organization helps in maintaining a socially desirable standard of living.

2. 72% of the respondents have moderate level of stress involved in their work. Only 6%
of the respondents have low stress level.

3. 46% of the respondents are neither motivated nor demotivated in the organisation.
Promotion is found as the prime motivational factor which influence the respondents in
the organisation with a composite index of 247 points.

4. Good Working Environment is being considered as Quality Of Work Life for majority
of respondents with a composite index of 3.47.

5. Majority of the respondents (44%) are satisfied as an employee of the bank.25% of the
respondents are highly satisfied.

Other Findings

1. 68% of the respondents belong to the age group of 20-30 years.

2. Majority (75%) of the respondents are male and 25% of the respondents are female.
3. Majority of the respondents are Clerks, 32% of the respondents are Offie Staff , 12% of
the respondents are Probationary Officers and 20% of the respondents are Managers.
4. 55% of the respondents have experience of 0-5 years, 40% of the respondents have 5-
10yrs of experience, and 5% of the respondents have 10-15yrs of experience.
5. 56.67% of the respondents have an educational qualification of PG degree, and
43.33% of the respondents have UG degree.
6. Majority (42%) of the respondent are drawing salary between Rs.30000 to Rs.50000.
Only 18% of the respondents draw a salary of more than Rs.50000.
7. 58.33% of respondents are satisfied with the working hours of the bank and 41.67%
respondents are not satisfied with the working hours of the bank
8. Majority (56%) respondents have enough time to spend with their family and 44%
respondents do not get enough time to be with their family.
9. 65% of respondents have work pressure and for 35% of them the work is equally
distributed.
10. Majority (60%) of the respondents says that bank takes initiatives for managing work
life of its employees.

11. 60% of respondents occasionally participate in decision making,14% of respondents

says that they are always involved in the decision making process of the bank, 18%of
respondents says that they are rarely involved in the decision making and 8%
respondents are never involved in the decision making process of the bank.
12. Majority (56%) of respondents are satisfied with health care and medical facilities
provided by the bank, 18% of respondents are neither satisfied nor dissatisfied, 10%
respondents are dissatisfied with the health care and medical facilities provided by the
bank.
13. 72% of respondents says that the bank’s grievance handling cell fulfills and helps to
overcome their grievances.
14. Majority of the respondents (75%) agrees that the fringe benefits provided to them are
good.10% of the respondents neither agrees nor disagrees to these.
15. 36% of respondents strongly agreed that the bank communicates every new changes
with them,30% of respondents agrees with it, 26% respondents have a neutral
opinion, 8% of respondents says that they are not informed with the changes that takes
place in the bank.
16. Majority of the respondents agrees that there is a good superior subordinate
relationship.
17. 85% of the respondents say’s that there job is secured.
18. Majority (68%) says that the Quality Of Work Life of the organization helps them to
Improve their Productivity.
19. There is no significant association between designation and level of stress of the bank
employees
 SUGGESTIONS

The following suggestions can be given to the executives to manage their QWL:

1. In order to improve the efficiency of the organization the employees can be motivated
by introducing courses on effective stress management and training by banks.
Typically they can create awareness and demonstrate techniques to reduce the stress
and proper yoga and meditation training can be given to the employees to cope with
stress.
2. Employees should be given a challenging job because it motivates them and
influences their quality of work life. Challenging job gives life to the work, utilizes
human capabilities to the fullest extent and provides opportunity for intellectual
satisfaction. It should be kept in mind that the workload should be in line with
employees’ capabilities and resources.
3. Banks should have HRD cell at corporate and regional/divisional offices, which carry
on various functions of HRD.
4. An important phase of HRD is career growth and development. Each and every
employee aspires for an even and fair career graph. Banks should assist the employees
in reaching higher positions. Banks can help the employees by providing counselling
facilities right from planning stage.
5. Banks can also arrange picnics and tours for employees which not only recreate them
but also help in the interaction among employees. Involving all employees in such
recreational programmes helps in building inter - personal relations among the entire
staff.
6. Before introduction of new technologies adequate training has to be given to the
employees to cope up with the new task. Even after introduction, continuous job
support should be given to the employees to solve their difficulties.
QWL is the need of the hour. Quality of working life is not a concept, that deals with one
area but it has been observed as incorporating a hierarchy of concepts that not only
include work based factors such as job satisfaction, satisfaction with par and relationships
with work colleagues, but also factors that broadly focuses on life satisfaction and general
feelings of well-being. To retain a good talent in the organization it is important for the
organization to have high QWL and low stress level. There is considerable evidence from
this study that bank employees of both public and private are truly empowered.

We can deduce from the study that majority of the respondents have agreed with the
statements of QWL dimensions. Among eleven dimensions considered for the study
working experience of has a significant influence on economic aspect, safe and healthy
working conditions, opportunity for growth and development, adequate and fair
compensation, nature of work atmosphere, work and total life space, superior subordinate
relationship, social integration in the workforce, welfare facilities, occupational stress,
and grievance handling.

Stress level was found to be very high among the employees. It is also concluded that
occupational stress is significantly different among the respondents based on age,
educational qualification, salary, designation and span of service of the respondents.
Respondents of all categories have comparatively agreed more with the factors affecting
work life balance. Similarly majority of respondents of all categories have positive
attitude with the impact of quality of work life.