Chapter1

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INTRODUCTION
Employees at the grass root level experience a sense of frustration because of low level of wages, poor working conditions, unfavorable terms of employment, inhumanity treatment by their superiors and the like whereas managerial personnel feel frustrated because of alienation over their conditions of employment, interpersonal conflicts, role conflicts, job pressures, lack of freedom in work, absence of challenging work etc., Job discontent and job pressures have their substantial effect on employees’ health in the form of reduction in general happiness, increase in smoking, drinking, putting on excess body weight, etc. frustration might also be due to absence of recognition, tedious work, unsound relations with work overload , monotony, fatigue, time pressures, lack of stability and security, etc., In view of the contemporary managerial problems, the present day employees are much concerned about high wages, better benefits, challenging jobs etc.,. Meaning In the recent past, the term “Quality of Work Life” (QWL) has appeared in research journals and the press with remarkable regularity. Despite this, there is no general definition of the concept: it has become a catchall phrase encompassing what ever improvement in general organizational climate the practitioner or researcher has observed. However, some attempts were made to describe the term QWL. It refers to the favorableness or unfavourableness of a job environment for people. QWL means different things to different people. J.Richard and J.Loy define QWL, as “The Degree to which members of a work

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organization are able to satisfy important personnel needs through their experience in the organization. Definitions: QWL improvements are defined as any activity, which takes place at every level of and organization, which seeks greater organizational effectiveness through enhancement of human degree and growth….. A process through which the stake holders in the organization- Management, unions and employees-learn how to work together better…. To determine for themselves what actions, changes and improvements are desirable and workable in order to achieve the twin and simultaneously goals of an improved quality of life at work for all members of the organization and greater effectiveness for both the company and the unions. Key elements of the definition are highlighted as being  promote human dignity and growth  work together collaboratively  participative determine work changes and  Assume compatibility of people and organizational goals.

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6. 2. To know the Quality of work life program contributed for the employees. 4. To know the Quality of work life program was in accordance with the companies objectives. The main Objectives of this study are as fallows: 1. To identify the present practices of Quality of work life in the organization. personal development.RESEARCH OBJECTIVES Before embarking on actual research objectives of study have to be ascertained. 3. To see if the Quality of work life program was effective or not. To suggest measures to improve quality of work life techniques if necessary 4 . To see if the Quality of work life program was effectively evaluated or not. 5.

RESEARCH PROCESS:Research process consists of series of actions or steps necessary to effectively carry out research. The various steps. Execution of the project.Stephenson define research as the ‘manipulation Of things. Correct or verify knowledge.RESEARCH METHODOLOGY RESEARCH:Research in common refers to a search for knowledge. whether that the practice of an art”. D. Extensive literature survey 3. concepts or symbols for the purpose of generalizing to extend. which provide useful guideline regarding research Process. RESEARCH METHODOLOGY:Research methodology is a way to systematically solve the research Problem. The steps adopted by the researcher to solve the research problem. Collecting the data 5. We can also define research as a scientific and systematic search for pertinent information on a specific topic.Slesinger and M. 5 . Determining sample design 4. 1. Formulating research problem 2.

SAMPLE SIZE:The sample size taken for survey includes 100 employees. 8. Hyderabad. SAMPLE DESIGN:A sample design is definite plan determined before data was actually collected for obtaining a sample from given population in this study random sampling is used. The main aim of this is to identify and evaluate the training and development program given to the employees working in ICICI Prudential Life Insurance Company. The sample Takes into consideration/constitute all the managers and programmers in the organization. Interpretation and suggestions. This sampling method involves purposive or deliberate selection of particular units of the population for constituting a sample. Conclusions 9.6. Preparation of the report NATURE OF STUDY:The study was totally a fact-finding study. STUDY AREA:The study has been conducted in ICICI Prudential Life Insurance Company. Analysis of the data 7. which represents the population. COLLECTING THE DATA:In dealing with any problem it is often found that data at hand are inadequate and therefore it becomes necessary to collect data that 6 . Hyderabad.

which have already been collected and analyzed by some one else. With reference to This study. a) Questionnaire Method:Data is gathered by distributing questionnaire to managers and Programmers. Questionnaire is prepared and pre tested before using it For data collection. b) Interview method: the study also includes obtaining information from Knowledgeable persons. programmers and professionals of the organization. SECONDARY DATA:The secondary data are those that are already available. Which are close. PRIMARY DATA:The Primary data are those.e. Secondary data is gathered from the organization Catalogues. data is collected through a) Questionnaire b) Interview method. primary data 2. In context of time and other resources. Journals and books. Here for the purpose of study two kinds of data has been used. Questionnaire is a structured one consisting of questions. 7 . Secondary data. and thus happens to be original in character.are appropriate. This interview is an informal or unstructured One with competent and articulate individuals. These are several ways of collecting the appropriate data. 1. which defer considerably. they Refer to the data. i. which are collected afresh for the first Time. 1. 2. ended having fixed response pattern with multiple Answers.

Hyderabad. which are required to perform Their jobs effectively. 8 . The studies include managers and programmers. in ICICI prudential Life Insurance Company.SCOPE OF THE STUDY The study with the prime objectives of ascertaining the employers Towards the quality of work life program.

it has been clear to me can accomplish our Mission and provide the level of service the public demands only of we recruit and retain the best and the brightest and provide them with a work environment that supports them in getting their job’s done”. could achieve a lot in their mutually beneficial dialogue. The employer and employee. The differences 9 . The standard limits on overtime. aware of their risks and rights. “Monitoring employee views about the quality of their work and the quality of their work life helps us get a sense of our strengths as an employer and identify areas where improvements can be made” The defining of quality of work life involves three major parts: occupational health care. which is a 40-hour working week in Estonia. suitable working time and appropriate salary.Quality of work life: “Throughout my career. time of vacation and taking of free days before national holidays have been separately stipulated. The working time has been established by the state according to legislation. The work should not pose a health hazard for the person. The safe work environment provides the basis for the person to enjoy Working.

Recognizing the achievement of missions and goals require high performing employees to address workforce issues. The employee and the employer agree upon the appropriate salary. in my view. morale and skills during a period of downsizing. pregnant women. on the other hand it could be a selfrealization providing enjoyment and satisfaction. Balance. Quality of work life (QWL) concerns about employee should not pay less commitment. Balancing personal and professional lives is a challenge that we must meet. which has been designated to it by the person himself.regarding the working time have been established for the persons less than 18 years of age. reorganizations. The government of the Republic establishes each year the rate of minimum Salary. Importance of QWL Quality of work life programs has become important in the workplace for The following reasons: • Increased women in the workforce Increased male involvement in dependent care (child and elder) activities • • • • Increased responsibility for elders Increased demands at work Loss of long term employment guarantees The need for enhanced workplace skills • 10 . furloughs and rapid technological change. breast-feeding mothers and the person raising the disabled child. Work represents such a role in life. On the one hand work is an earning of one’s living for the family. makes us more successful in all aspects of our lives. the employer than that to the employee.

Quality of work life who need that? As devoted Internauts. highlight outstanding individual contributions. And with so many people opening a home and a cyber-office.” discovering. and Recognize long term commitment. But when for May people sex and relationships are troublesome---since they are often Hazardous to our health---work plays and even greater role in keeping us “out of trouble. Right? We’re all so busy… Psychologically. we know that we just can’t top “working at it.” Regardless of how much we earn. or Net-Nuts. support faculty and staff efforts to manage the competing demands of work and personal life. most of us have some kind of agenda or work plan. policies and services offered through QWL programs: a. with mounting level of technology-related stress. which we feel compelled to get done. creating and sharing new stuff. support health promotion and wellness. Express appreciation for faculty and staff contribution to the University. many of us end up involved in more than on job. spending the greatest portion of our lives in what 11 . b. work has always been one of the most significant of human experiences. and Maximize staff resources The programs. and c.• • Increased competition for the best students and talent for education and research environments Greater competition for talent QWL programs have been found to: • • • • • • • Improve workplace morale Encourage employee commitment Support recruitment Encourage retention Enhance productivity Reduce absenteeism.

open-minded. future humanity and humor. So. QWL is improved…” to the extent that the worker can exercise more control over his or her work. These criteria/ conditions include: • • • Adequate and fair compensation Safe and health working conditions Opportunity to use and develop human capacities Contrary to the traditional assumptions. 12 .created enterprise. QWL provides for opportunities like autonomy in work and participation in planning in order to use human capabilities. Quality of Work Life (QWL) is not some notion of frivolous luxury. Manhattan-based. Further. QWL SPACE with sense of Proportion. goal-oriented professionalsmen and women have occupation the brainchild of Quality of Work Life Services.We consider our workplace. Equally experienced. Strengthen workplace learning: and Better manage on –going change and transition Criteria for measuring QWL Richard E. woman. and the degree to which the job embraces an entire meaningful task “but not a part of it. The proposed the same criteria for measuring QWL. Walton explains QWL in terms of eight broad conditions of employment that constitute desirable QWL. QWL is just as real and useful as virtual reality itself. About QWL Objectives Three main objectives for the QWL Initiative: • • • Improve employee satisfaction. QWL Services invites you to hang out at our expanding venues toward the overall enrichment of your work life and toward access to healthier lifestyles.

• Constitutionalism in work Organization QWL provides constitutional protection to the employees only to the Level of desirability on such matters as privacy. financial incentives. vacations etc…. In other words. free speech. • Social integration in the workforce This can be established by creating freedom from prejudice. effective employee selection etc…. a sense of community interpersonnel Openness. work during inconvenient Hours. • social relevance of work QWL is concerned about the establishment of social relevance to work in a socially beneficial manner. family life and social life should be Strain by working hours including over time work.• Opportunity for Career growth Opportunities for promotion are limited in case of all categories of Employees either gibe to educational barriers or limited openings at higher Level. QWL provides opportunities for continue growth and security by Expanding one’s capabilities. knowledge and Qualification. • work and QWL QWL provide for balanced relationship among work. egalitarianism and upward mobility. business travel. It is worth nothing that often the condition that contribute to motivation like equitable salaries. equity and due Process. Some of these activities like job enrichment might contribute indirectly to QWL 13 . and Family aspects of life. Supporting primary work groups.will also contribute indirectly to QWL. The worker’s self-esteem would be high if this work is useful to the society and vice versa is also true.. nonwork. transfers.

benefits and facilities. However. Stress adversely affects employee’s productivity. • Pay and stability of employment Good pay still dominates most of the other factors in employee Satisfaction. Still other activities may contribute directly to QWL providing for a safer work place. Various alternative means for providing wages should be developed in view of increase in cost of living index. Klott. and tackle the problem. thought process and physical condition. increase in levels and rates of income tax and profession tax . hyper excitation or depression. heavy smoking and drug abuse. The HR manager. 14 . psychosomatic pains. worker’s abilities and nature and match with the job requirements. Specific issues in QWL Trade unions claim that they are responsible for the improvements in various facilities to the workers where as management takes credit fro improved salaries. • Occupational stress Stress is a condition of strain on one’s emotions. They are as follows. working hours. pause in the work schedule. and motivating them. It is determined by the nature or work. prevent. HR manger has Specific issues in providing them so as to maintain a higher order QWL. unstable behavior. trembling. Stress is caused due to irritability. and so forth.by tapping the workers high-order need. fatigue stuttering. Enhancing the facilities for human resource development can provide stability to a greater extent. has to identify. working conditions. less discrimination on the job. in order to minimize the stress. Mundick and Schusterd suggested 11 major QWL issues. He may arrange for the treatment of the problem with the health unit of the company.

congratulating the employees for their achievement. • Recognition Recognizing employee as a human being rather than as a laborer Increases the QWL. providing vehicles or some of the means to recognize the Employees. part time employment that may be introduced for the convenience and comfort of the workers. reduced work week.. we should not ignore the Impact of social relations at the work place the productivity resulting from this. staggered hours. • Grievance procedure 15 . • Participative management control Workers feel that they have control and over their work. • Congenial superior sub-ordinate relationships Harmonious supervisor workers relations give the worker a sense of Social association. Participative management award and reward System. physical exercise. use their Skills and make a real contribution to the job if they are allowed to Participate in creative and decision making process. job Enrichment. • Alternative work schedules Alternative work schedules including work at home. They should also cover relaxation. hospitalization. diet control etc. excessive job turnover and premature death..• Organizational health programs Effective implementation of health programs result in reduction in absenteeism. providing well Furnished and decent work place offering membership in clubs or Associations. offering prestigious to the jobs. a sense of belongingness. disability. flexible working hours.

they are formed with 10 to 20 employees who plan. Employees will not able to attain them resulting in employee dissatisfaction and lower QWL. Employing them on permanent basis reduces their sense of insecurity and enhances the QWL.Proper grievance procedure that is quick and justified gives employees an opportunity to vent their feelings and represent their case. • the Senior merit in promotions Companies either take seniority or merit as basis for promoting employees. • Adequacy of resources Resources should match with the stated objectives. • Job redesign and enrichment 16 . co-ordinate and control the activities of the team with the help of a team leader who is one among them. • Employment on permanent basis Job security adds a lot not to QWL. otherwise. for employees working on Temporary basis or on probation are constantly worried about this. Strategies to improve QWL • Self managed work teams These are also called as autonomous work groups or integrated work teams. each of these methods have their relative disadvantages and hence it is advisable to take both of them together in promotion policy there by resulting in higher QWL.

careers path. education and development and for second careers should be made. 17 . This will also help working couples and students.Jobs can be redesigned to cater the changing needs and thereby help employees in increasing their worth. • Participative management creates sense of pride and responsibility among the This employees. • Job security this is one of the most important motivating factors and tops the employees’ priority list and needs to be adequately taken care off. Organization adopt various strategies in this regard “Quality Circles” being the most popular among them. • Effective leadership and supervisory behavior Organization should aim at adopting the most effective style of the leadership and a congenial relationship between both the managers and supervisors is essential. • Alternative work schedules This provides for flexibility in working hours and part time jobs. • Administrative and organizational justice The principles pf justice and equity should be adopted by the organization and all the administrative policies should aim to satisfy employees in this regard. Jobs redesigned enrich and satisfy the higher order human needs. communicating and counseling the employees about the career opportunities . • Career development Provision for career planning.

and the people they serve. Distribution employees. many important changes have occurred to improve the quality of work life for employees. deserve no less. and where”. Pilot projects to re-design the way work is accomplished to increase Organizational productivity as well as employee ability to balance work and life priorities of annual employee benefits statements to all • First annual Diversity conference to make recommendations on how to make Diversity a “source of performance excellence” for HHS The most important accomplishment of the QWL initiative is simply the fact that paying attention to QWL issues has become an integral part of HHS’ culture. • • • all employees. • • • • Friendly Work practices. These changes include. Nowadays there seems to be a scorecard or measurement index for just about everything from the cost of living to the cost of dying and everything in between. but are not limited to. First and second annual secretary’s Conference on Family in the HIS as Result of the Indian Self-Determination Act.QWL Accomplishments Since the QWL initiative was announced. excepts the few Lamination of sequential sign-in sheets. Internet access for all employees Creation of a model work/life center to serve as a resource for Creation of a web site dedicated to QWL activities Annual QWL weeks sponsored in each OPDIV. Humans love to keep score. the following. Creation of a distributed learning network (“D/L net”) to allow Employees to learn “Anytime. HHS employees. The problem with many of these measures is that they take a pure 18 . • • • Avoidance of the use of involuntary separations.

But conclusion about the economy or business can often be misleading when drawn from only those indicators that are easy to quantify. First. Second. “Not everything that can be counted counts and not everythings that counts be counted. multinational corporations and the use of more complex and automated technology. compensation. the third major force is society. development. The Personnel manager searches for programs that have overlapping Interests for both employee and organization. and the personnel manager provides and shaped that instrument. and separation of work force in order that the organization may accomplish its designated objectives. Finally. representing by multiple levels of government. There are a number of obligations for the 19 . Organization’s requirement change with the as is illustrated the Organization’s requirement change with the as is illustrated the growth of large. direct.economic view of What ever is being measured. The personnel management must assist the organization in adapting change in mix (demands for individual rights. As Albert Einstein noted. such as flex-time. absenteeism. organize. the instrumental work force is composed of human of varying types with complex and changing needs and values. In this view. which Allows individual decision concerning working hours. one must plan. treatment. and opportunities).” Work place Activities that enables Quality of work life culture A survey of the functions and challenges of personnel management Supports the contention that the modern personnel manager must operate at the nexus of these major forces. and Productivity. and control the procurement. turnover. maintenance. a work force is an instrument of the organization. integration. yet returns Values in the area of tardiness.

Joint union management program to reduce accidents and prevent health problems are QWL program. Collaboration on one subject will lead to expectations in other areas. such as overtime scheduling and promotions. Reducing the stress on the job and providing counselors are also similarly categorized. Merely cleaning up the work place. For example. The grievance load can be cut drastically as a consequence of an Improve labor-management atmosphere issuing from increased work Participation. are also frequently described as QWL programs. improving the lighting and painting the walls can be constructed as an improvement in the QWL. Nevertheless. to one of a joint superior-subordinate review and evaluation. teams have a right to vote on matters usually governed by union contracts.organization and the personnel manager toward society that have their own implication on the quality of work life in any firm. Companies can handle the pay increases of its employees on a peer review basis. some managers are Leary of this degree of involvement as exhibited by the statement of one executive. instead highly specialized job assignments. it could be characterized as an improvement in QWL. any specific improvement in and work place is often included under the catchall turn of QWL. “when you ask a bear to dance you cannot quit just when you get tired”. QWL is fundamentally philosophy or an approach that can permeate Many different activities in the work place. In effect. It should be noted that “organizations” included not only the firm but the trade union as well. if the Performance appraisal program moves from scenario where the supervisor plays God. QWL programs are not to be viewed as union-bursting devices since the union is often asked to participate in the program. Joint union management program to reduce accident and prevent health problems are QWL programs. In some companies new employees are hired as unskilled 20 . Job enlargement and enrichment.

employees may choose earlier starting time and others may keep on working the usual hours. (2) 9 to 11:30 am is core time-all employee must be present. After receiving the first increases in their hourly rates after six months any further increase require the employee “go on the board”. After a few days of observation by other workers. 21 . (4) 1:00 to 4:00 pm is core time. and (5) 4 to 6 pm is flexi time for quitting. and posts it on the bulletin board along with a picture. “Flexi time” is a program that allows flexible starting and quitting time for the employees. The variation of plan is group-selected staggered hours. a secret ballot is cast with the majority ruling as to whether the increase is to be granted. The schedule used by one company is as follows: 7 to 9 am constitutes a flexible band during which the employee may Choose the time he or she beings to work. the selfdetermination of work schedules his interesting recent phenomenon in the industry. When allowed this freedom.workers at a plant based rate. Flexi time as an integrating QWL programmer As final illustration of the move toward the individual. (3) 11:30 to 1:00pm is flexible time for taking a 30min lunch. Rather than each individual choosing her/his specific starting and stopping times. All employees must still work the required total number of hours for the week or month. He or she fills a form stating the desired Increase.

the group voted as a unit for varying schedules that exhibit different types of interests and utilize the programmer differently and similarly employees belonging to different industries may show varying levels of interest in this type of schedule. 22 .

760 crore of from Insurance Regulator Development Authority 23 . and prudential plc. ICICI Prudential’s capital base stands at Rs. For the year ended March 31. ICICI Prudential was amongst the first private sector insurance companies to begin operations in December 2000 after receiving approval (IRDA).Chapter-2 COMPANY PROFILE • History of the company ICICI Prudential Life Insurance company is a joint venture between ICICI Bank. 2007. a premier financial powerhouse. the company garnered Rs 3.1335 crore with ICICI Bank and Prudential plc holding 74% and 26% stake respectively. a leading international financial services group headquartered in the United kingdom.

27 Billion as on 30th June.000 crore. • Prudential PLC 2. For the past five years. Venture capital and asset management.963 policies. and ATMs. with a wide range of flexible products That meet the needs of the Indian customer at every step in life. and is a clear assurance of ICICI Prudential’s ability to meet its obligations to customers at the time of maturity or clims.weighted new business premiums and wrote 837. The Bank has a network of over 570 branches and extension counters. 2005. ICICI Prudential is also the only private life insurer in India to receive a National insurer Financial Strength rating of AAA (Ind) from Fitch ratings. • ICICI BANK ICICI Bank is india’s second largest bank and largest private sector bank With over 50 years of financial experience and with assets of rs. The sum assured in force stands at over Rs.1812. ICICI Prudential has retained its position as the No. ICICI Bank offers a wide range of banking Products and financial services to corporate and retail customers through a Variety of delivery channels and through its specialized subsidiaries and Affiliatesin the areas of investment banking. The AAA rating is the highest rating.000 24 .1 private life insurer in the country.56. life and non-life insurance. ICICI Bank is a leading player in the Tetail banking market and has over 13 million retail customer accounts.

policyholders and unit holders worldwide. corporate and agricultural finance. The Bank services a growing customer base of more than 17 million customers through a multiaccess network which includes over 620 branches and extension counters. In Asia. mutual funds. ICICI Bank Provides a broad spectrum of financial services to individuals and companies.Established in London in 1848. investment management and general insurance. mutual funds. 2006. investment management and general insurance. Prudential has brought to market an integrated range of financial services products that now includes life assurance. 2004. • ABOUT THE PROMOTERS ICICI Bank (NYSE:IBN) is India’s second largest bank with an asset base of Rs. pensions. Japan. Established in London in 1848. This includes mortgages. provides retail financial services products and services to more than 16 million customers. prudential plc. As of June 30. through its businesses in the UK and Europe. Thailand and Vietnam. Hong Kong. prudential plc. Prudential has brought to market an integrated range of financial services products that now includes life assurance. through its businesses in the UK and Europe. banking. Malaysia. call centers and internet banking. investment management and assurance. 2200 ATMs. mutual funds. As of December 31. India.89 billion as on March 31. the US and Asia. Indonesia. Prudential is the leading European life insurance 25 . Taiwan. 2513. 2005. prudential is the leading European life insurance company with a vast network of 24 life and mutual fund operations in twelve countries. banking. the company had over US$ 400 Billion in funds under management. Korea. credit and debit cards. In Asia. policyholder and unit holders worldwide. the company had over US $300 billion in funds under management. banking. Singapore. pensions. Provides retail financial services products and services to more than 16 million customers. the US and Asia. car and personal loans. the Philippines.chine. pensions.

and Jammu in the north to Trivandrum in the south.Integrity. Maalaysia. • DISTRIBUTION NETWORK ICICI Prudential has one of the largest distribution networks amongst Private life insurers in India with a network of over 83. Boundary less. This we hope to achieve by: • • • Understanding the needs of customers and offering them superior Products and service Leveraging technology to service customers quickly. and having commenced operations in 207 cities and towns in India. Hong Kong. Ownership and passion. efficiently and Conveniently Developing and implementing superior risk management and Investment strategies to offer sustainable and stable returns to our Policyholders • • Providing an enabling environment to foster growth and learning for Our employees And above all. The success of the company will be founded in its unflinching commitment to 5 core values. India. Each of the values describes what the company stands for. Taiwan. We do believe that we are on the threshold of an exciting new opportunity. where we can play a significant role in redefining and reshaping the sector. building transparency in all our dealings. Given the quality of our parentage and the commitment of our team. stretching from Bhuj in the west to Guwahati in the east. Customer First. there are no limits to our growth. the phillpines. Indonesia. The company 26 . Japan.company with a vast network of 23 life and mutual fund operations in twelve countries. korea.000 advisors. the qualities of our people and the way we work. Thailand and Vietnam.China. • VISION OF THE COMPANY To make ICICI prudential the dominant Life and pensions player built on trust by world-class people and service. Singapore.

27 . MFIs and corporates for the distribution of rural policies. It has also tied up with NGOs. having tie-ups with ICICI Bank. Bank of India. South Indian Bank. and some co-operative banks.has 9 bancassurance partners. Federal Bank. Lord Krishna Bank. as well as over 200 corporate agents and brokers.

Chapter-5 DATA ANALYSYS AND INTERPRETATION:- 28 .

1) To what extend are you comfortable is done with the benefits that are aimed towareds your self. 2) To what extent is your performance justified with adequate and Fair compensation? 29 .Data analysis and interpretation is done with the help of graphs.improvement.  And 52% say that they are just satisfied and 0 say that not satisfied.  43% of the employees say that they are satisfied with the Provision of benefits to some extent. To great extent---------------5% To some extent---------------43% Satisfactory----------------------52% 60% 50% 40% 30% 20% 10% 0% T O G R EA T EX T EN T T O S O M E EX T EN T S A T IS F A C T O R Y Response:  5% of employees say that they are satisfied to great extent with the provision of benefits at the work place.

To what extent your organization is maintaining the appropriate balance of work? 30 . 3.  65% of the employees are just satisfied regarding this.  22% of the employees say that their performance is justified only to some extent.To great extent-----------------------------13% To some extent----------------------------22% Satisfactory --------------------------------65% Not satisfied--------------------------------0% 70% 60% 50% 40% 30% 20% 10% 0% T O G R EA T EX T EN T T O S O M E EX T EN T S A T IS F A C T O R Y N O T S A T IS F IED Response:  13% of the employees say that their performance is justified with adequate and fair compensation.

.5% of the employees say to some extent the Organization maintaining appropriate balance of work and.50% Not satisfied--------------------------------0% 50% 40% 30% 20% 10% 0% T O G R EA T EX T EN T TO SOM E EX T EN T S A T IS F A C T O R Y NO T S A T IS F IE D Response:  9% of the employees say to great extent that the Organization maintaining appropriate balance of work.5% of the employees are satisfied.To great extent-----------------------------9% To some extent----------------------------47.50% Satisfactory --------------------------------43. 4) Your organization provides an opportunity for growth and continued security? 31 .  43.  47.

0 0 % 2 0 .4% of the employees agree that the organization Provides opportunities for growth and continued security.40% Agree ----------------------------------------82.  86.Strongly agree------------------------------17.0 0 % 4 0 .4% of the employees strongly agree that the organization  Provides an excellent opportunity for growth and continued security.6% Disagree -------------------------------------0% Strongly disagree----------------------------0% 1 0 0 .95% No-----------------------------------------0% 32 . 5) Do the benefits provide by the organization suites your needs? Yes ---------------------------------------86.0 0 % 6 0 .0 0 % 0 .0 0 % ST RONG L Y A G R EE A G R EE D IS A G R EE ST RONG L Y D IS A G R EE Response:  17.0 0 % 8 0 .

0 0 % 0 .40% 33 .95% of the employees say yes that the benefits Provided by the organization suites their needs. 6) which of the following best describes your usual work schedule? Day shift------------------------------------82.0 0 % Y ES NO C A NT SA Y Response:  86.0 0 % 6 0 .0 0 % 2 0 .60% Afternoon shift-----------------------------17.05% 1 0 0 .0 0 % 8 0 .Can’t say---------------------------------13.5% of the employees can’t say.0 0 % 4 0 .  13.

Night shift------------------------------------0% Split shift--------------------.4% of the employees comfort with the afternoon Shift.0 0 % 4 0 .0 0 % 6 0 . 7) Dose your job let you to use your skills and abilities? Strongly agree----------------------------21% Agree -------------------------------------79% Disagree ----------------------------------0% 34 .0 0 % 8 0 .0 0 % 2 0 .0 0 % IR R E G U L A R S H IF T R O T A T IO N G S H IF T A F T ER N O O N S H IF T N I G H T S H IF T S P L IT S H IF T Response:  82.0 0 % 0 .6% of the employees say that they are comfort with the Day shifts.---------------0% Irregular shift--------------------------------0% Rotationg shift-------------------------------0% D A Y S H IF T 1 0 0 .  And 17.

60% Rarely -----------------------------------0% 35 . how often do you take part with others in marking decisions that affect you? Often ------------------------------------30.Strongly disagree -----------------------0% 80% 70% 60% 50% 40% 30% 20% 10% 0% ST RONG L Y A G R EE A G R EE D IS A G R EE ST RONG L Y D IS A G R EE Response:  21% of the employees strongly agree that the job let them to use their skills and abilities. 8) In your job.40% Some times-----------------------------69.  79% of the employees only agree that the job let them to Use their skills and abilities.

 And 79.6% of the employees say only some times they discuss with others regarding the decision making 9) In your job. or do you work Mostly on your own? Yes.0 0 % O FT EN S O M E T IM E S ` R A R EL Y N EV ER Response:  30. I work on my own------------------------------8.0 0 % 2 0 .0 0 % 3 0 .0 0 % 0 .0 0 % 6 0 .60% No.Never-------------------------------------0% 7 0 .40% of the employees say often they discuss with others in marking decisions.0 0 % 5 0 .0 0 % 1 0 .70% I work as an individual ----------------------------8. I work as a part of team ---------------------82.0 0 % 4 0 .70% 36 . do you normally work as part of a team.

0 0 % 0 .7% of the employees work as an individual. I W O RK O N M Y OWN I W O RK A S A N IN D IV ID U A L Response:  82.0 0 % 4 0 .0 0 % 8 0 . I W O R K A S A P A RT O F T EA M NO .1 0 0 .7% of the employees say that they work on their own and 8.0 0 % 2 0 .6% of the employees say that they are working as part of a team  And 8.36% 37 .0 0 % 6 0 .0 0 % Y ES .34% Not sure-------------------------------4.32% No-------------------------------------4. 10) Is the current promotion policy at your organization promotion its employees to grow up in the organizational level? Yes -----------------------------------91.

0 0 % 4 0 .0 0 % 0 . 11) You have the training opportunity in order to perform your job Safely and competently.32% of the employees say yes that the promotion Policy enables them to grow up in organizational level.34% say no and 4.30% 38 . Very true----------------------------30.0 0 % 6 0 .43% Some what true---------------------52.1 0 0 .17% Not to true---------------------------0% Not at all true-----------------------17.0 0 % Y ES NO NO T S URE Response:  91.  And 4.0 0 % 8 0 .36% of the employees can’t say.0 0 % 2 0 .

6 0 .0 0 % 5 0 .0 0 % 4 0 .0 0 % 3 0 .0 0 % 2 0 .0 0 % 1 0 .0 0 % 0 .0 0 %

V ER Y T R U E S O M E W HA T T RUE NO T T O T RUE NOT A T A L L T RUE

Response:

 30.43% of the employees say very true that the organization
providing training sessions.  And 52.17% of the employees say some what true.  And 17.3% say not at all true.

12) In general, how would you describe relations at your work place between management and employees? Very good --------------------13.04% Good---------------------------60.86% Satisfactory---------------------21.73% Bad-------------------------------0% Can’t say------------------------4.34%

39

V ER Y G O O D 7 0 .0 0 % 6 0 .0 0 % 5 0 .0 0 % 4 0 .0 0 % 3 0 .0 0 % 2 0 .0 0 % 1 0 .0 0 % 0 .0 0 % GOD S A T IS F A C T O R Y BA D C A N 'T S A Y

Response:

 13.04% of the employees say they have very good relations
with the management.

 And 60.86% employees say they have good relations with the
management.

 21.73% of the employees say they are satisfied relations with
the management and 4.34% can’t say.

13) How often do you find your work stressful? Often--------------------------------------13.04% Some times------------------------------60.86% Rarely------------------------------------21.73% Never -----------------------------------0%

40

7 0 .0 0 % 6 0 .0 0 % 5 0 .0 0 % 4 0 .0 0 % 3 0 .0 0 % 2 0 .0 0 % 1 0 .0 0 % 0 .0 0 %

O FT EN S O M E T IM E S R A R EL Y N EV ER

Response:  13.04% of the employees often find their work is stressful.  60.86% of the employees find sometimes their work is stressful  21.73% of the employees find rarely their work is stressful.

14) what are the recreational programs under taken by your Organizations? L.T.C-------------------------0% Paid holiday------------------13.04% Weekend get together---------56.52% Other ----------------------------30.43%

41

34% About once in a month--------------------26.  30.52% say weekend get together.60% 50% 40% 30% 20% 10% 0% L .69% 42 .T .  56.08% A few times in a year---------------------4.43% say other programs as the recreational programs 15) How often do your work at home as part of your job? Never----------------------------------------26.78% More than once in a week----------------8.08% About once in a week---------------------34.04% say paid hloyday.C P A ID H O L I D A Y W EEK EN D G ET T O G ET H ER O T H ER Response:  13.

0 0 % 1 0 .0 0 % A F EW T IM E S IN A Y EA R A BOUT O NC E IN A M O N T H A BOUT O NC E IN A W EE K M O RE T HA N O N C E IN A W EEK Response: • • • • • 26.08% say once in a month.0 0 % 3 0 .0 0 % 5 .78% say once in a week. 26.69% say more than once in a week that they work at home as part of the job. 4.0 0 % 1 5 .0 0 % 2 5 .08% Say never they work at home as part of the job.34% say few times in a year. And 8. 16) How fare is what you earn on your job in comparison to others doing the same type of work you do? More than you deserve----------------------------39.74% About as much as you deserve-------------------39.0 0 % 0 .0 0 % 2 0 .13% Some what less than you deserve----------------21.13% Much less than you deserve----------------------0% 43 .N EV ER 3 5 . 34.

48% d) Not satisfied-----------------------------0% 44 . 17) To what extent has the organization provides scope for the Employee development? a) To great extent-------------------------8.74% say less than they deserve.0 0 % 1 5 .4 0 .0 0 % 2 0 .0 0 % 3 5 .  And 39.82% c) Satisfactory -----------------------------43.13% of the employees say that they are earning more than they deserve.13 say as much as they deserve.0 0 % 5 .  21.0 0 % 2 5 .0 0 % 1 0 .0 0 % M O RE T HA N Y O U D ES ER V E SO M E W HA T L ES S T HA N Y O U D ES ER V E A BO UT A S M UC H A S YO U DES ERV E M U C H L ES S THA N YOY DES ERV E Response:  39.0 0 % 0 .70% b) To some extent-------------------------47.0 0 % 3 0 .

18) There are no discriminations and there is high degree of social Integration at the work place? Strongly agree ------------------------------------8.84% Disagree -------------------------------------------43.5 0 .48% say satisfactory.0 0 % 3 0 .82% say to some extent the organization provides scope for the employee development.0 0 % T O G R EA T EX T EN T TO SOM E EX T EN T S A T IS F A C T O R Y NO T S A T IS F IE D Response:  8.0 0 % 1 0 .0 0 % 0 .69% Agree-----------------------------------------------47.7% of the employees say to great extent that the organization provides scope for the employee development  47.47% Strongly disagree----------------------------------0% 45 .0 0 % 4 0 .0 0 % 2 0 .  43.

84% of the employees agree there are no discriminations and there is high degree of social integration at the work place.  43.0 0 % 0 .0 0 % 1 0 .0 0 % ST RONG L Y A G R EE A G R EE D IS A G R EE ST RONG L Y D IS A G R EE Response:  8.47% of the employees disagree regarding this.0 0 % 2 0 .0 0 % 3 0 .5 0 . 19) To what extent do you think that you are best suited for the job? To great extent -------------------34.69% of the employees strongly agree there are no discriminations and there is high degree of social integration at the work place.78% Satisfactory -----------------------30.0 0 % 4 0 .  47.4% Not satisfied-----------------------0% 46 .78% To some extent-------------------34.

0 0 % 0 .39% d.0 0 % 1 5 .04% 47 . Disagree------------------------------------17.0 0 % 5 .3 5 .34% b. Strongly agree------------------------------4. a.0 0 % 2 0 .  And 30.0 0 % 3 0 .21% c.78 say to some extent they are suited for the job.  34. 20) Workers need strong trade unions to protect their interests.0 0 % 2 5 .0 0 % T O G R EA T EX T EN T TO SOM E EX T EN T S A T IS F A C T O R Y NO T S A T IS F IE D Response:  34.44% said satisfactory. Agree----------------------------------------65.78% of the employees say to great extent they are Suited for the job. Strongly disagree --------------------------13.0 0 % 1 0 .

Yes -----------------------------------------79% b.  65. No------------------------------------------21% 48 .7 0 .0 0 % 4 0 .0 0 % 6 0 .34% of the employees strongly agree that they need Strong trade unions to protect their interests.0 0 % 3 0 .39% disagree that they need strong trade unions to Protect their interests.0 0 % 5 0 . 21) Can you quote more valuable suggestions in order to improve the System of “ QUALITY OF WORK LIFE”? a.0 0 % 0 .0 0 % 1 0 .21% agree that they need strong trade unions to Protect their interests.  And 13.04% strongly disagree regarding this.  17.0 0 % 2 0 .0 0 % ST RONG L Y A G R EE A G R EE D IS A G R EE ST RONG L Y D IS A G R EE Response:  4.

49 .  And 21% of the employees say no regarding this.80% 60% 40% 20% 0% Y ES NO Response:  79% of the employees say yes they can quote more Valuable suggestions in order to improve the system of “QUALITY OF WORK LIFE”.

the respondents were not available readily and the data were 2. collected 50 . Firstly.Chapter-6 LIMITATIONS OF THE STUDY 1.

as per the convenience of the respondents. 4. for selecting the respondents. the sample of 100 respondents was given by the 5.3. Thirdly. time is also one of the constraints. For the above limitations the study conducted may not give the true Representations of the entire organization. Duration of 45 days is not 8. Sufficient to cover all the aspects of the study. organization hence appropriate sample techniques were not applied 6. 51 . Secondly. 7.

Chapter-7 SUGGESTIONS The topic selected is quality of work life. The significance of selection the topic relates to its importance in the study to make the employees 52 .

fully equipped with required Teaching aids and congenial climate.more efficient. But some of the respondents Gave their suggestions so that the program can be more effective. Man power system need’s to be more effective. Appraisal system needs changes before and after appraisal of employee employees. Compulsory leave of 45 days. objective appraisal 4. there should be pre and post counseling for 9. 8. Most of the employees attended the quality of work life program to Gain knowledge on their self-interest. 53 . The study deals with the particular viewpoint on quality of work life and analysis of their viewpoint on the training program. 2. transparent in communication both ways (top level to low level & vice versa) 5. Qualification Vs service at the time of appraisal to employees needs more transparency and effective strategies. 6. job rotation 3. 7. Many of the Respondents agree that the department is manned with competent Personnel and has adequate facilities. so that organizational goal can be achieved through Personal development. work should be distributed among employees uniformly. More motivational classes on the attitudinal change of the employee towards the job. Some of the suggestions are as fallows:1.

11.10. work allotment should be made as per the performance More social get together should be planned by official to meet The family members of the employee’s 54 .

55 .Chapter-8 CONCLUSIONS After conducting an intense study on quality of work life program in ICICI prudential Life Insurance Company the fallowing conclusions were derived.

Organization should focus on the benefits that are aimed towards Self-improvement of the employees 2. Team work in the organization is very good. 6. Organization should focus on training sessions in order to motivate the employees. 3. 7. Work stress on the employees is some what high. 9. 56 . 4.1. Opportunity for the career growth is very good. Organizfation needs to provide scope for the employee development. 5. There is some discrimination at the work place. Benefits provided by the Organization are very good to satisfy the Employee personal needs. Is good. 8. Organization needs to maintain the appropriate balance of work. On the whole the quality of work life program in ICICI Prudential Life Insurance Company. 10.

Chapter -9 BIBLIOGRAPHY INTERNET 57 .

iciciprulife.com www.google.• • • www.com www.ask.com BOOKS • • Human Resource and Personnel Management.William Wrether ICFAI University press—HRM Review 58 .

Annexure QUESTIONNAIRE ON QUALITY OF WORK LIFE NAME: DESIGNATION: 59 .

1. To what extent are you comfortable with the benefits that are aimed towards your Self Improvement ? To great extent [ ] Not Satisfied [ ] To Some extent [ ] Satisfactory [ ] 2. To what extent is your performance justified with adequate & fair compensation To great extent [ ] Not Satisfied [ ] balance of work To great extent [ ] Not Satisfied [ ] To Some extent [ ] Satisfactory [ ] To Some extent [ ] Satisfactory [ ] 3. To what extent your organization is maintaining the appropriate 4. Do the benefits provide by the organization suits your needs ? Yes [ ] security. In your job. Your organization provides opportunity for growth & continued 6. In your job do you normally work as a part of a team or do you work mostly on your own? Yes I work as a part of a team [ ] I work as an individual [ ] No. Which of the following best describes your usual work schedule? Day Shift [ ] Afternoon Shift [ ] Night Shift [ ] Split Shift[ ] Irregular Shift [ ] rotating shift[ ] 7. how often do you take part with others in making decisions that affects you ? Often [ ] sometimes [ ] rarely [ ] never [ ] 9. Does your job let you to use your skills & Abilities? Strongly agree [ ] agree [ ] Disagree [ ] strongly disagree [ ] 8. I work on my own [ ] 60 . Strongly agree [ ] Agree [ ] Strongly disagree [ ] Disagree[ ] No[ ] can’t say [ ] 5.

How often do you work at your home as a part your job? Never[ ] Few Times in a year[ ] About once in a month[ ] About once in week[ ] More than once in a week[ ] 61 . how would you describe relations at your work place between Management & Employees? Very Good [ ] Good [ ] Satisfactory [ ] Bad[ ] Can’t Say[ ] 13. How often do you find your work stressful? Often [ ] Sometimes [ ] Rarely [ ] Never [ ] 14. Is your current promotion policy at your organization promoting its employees to grow up in the organizational level? Yes[ ] No[ ] Not Sure [ ] 11. In general. What are the recreational programs undertaken by your organization? LTC [ ] Pay Holiday [ ] Weekend Get Together [ ] Others [ ] 15.10. You have training opportunities in order to perform job safely & competently Very True [ ] Some what True [ ] Not Too True[ ] Not at all True[ ] 12.

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