CHAPTER- 1

INTRODUCTION
INTRODUCTION:

DEFINITION:
According to J.Lloyd Suttle, Quality of work life is the degree to which members of a
work organization are able to satisfy important personal needs through their
experiences in the organization.

QUALITY OF WORK LIFE INVOLVES 3 MAJOR PARTS:

 Occupational health care:

Safe work environment provides the basis for people to enjoy his work. The work
should not pose health hazards for the employees.

 Suitable working time:

Companies should observe the number of working hours and the standard limits on
overtime, time of vacation and taking free days before national holidays.

 Appropriate salary:
The employee and the employer agree upon appropriate salary. The Government
establishes the rate of minimum salary; the employer should not pay less than that to
the employee. Work represents a role which a person has designated to himself. On
the one hand, work earns one’s living for the family, on the other hand, it is a self-
realization that provides enjoyment and satisfaction.

OBJECTIVES OF THE STUDY:

(A) PRIMARY OBJECTIVE:

 To study the quality of work life among the employees in WELONA

HEALTHCARE PVT LTD..

(B) SECONDARY OBJECTIVE:

 To analyze the support rendered by the top management towards their employees.
 find out the initiatives the organizations are taking for there
employees benefit
 To assess the influence of WLB on the well being of workers..
 To investigate the contribution of WLB on job satisfaction among employees
AREA OF STUDY:

The area of study was with the employees of WELONA.

METHODOLOGY:

 DATA COLLECTION SOURCE AND METHOD:

o PRIMARY DATA:

 Primary data is a type of data that is mainly collected by the way of

interviews, surveys, questionnaires etc., the data obtained is generally
first-hand information.
 Data obtained in WELONA was mainly obtained through interview
and questionnaire method.

o SECONDARY DATA:

 Secondary data is type of data that is mainly collected through

published sources such as journals, newspapers, books etc., and it is
not first-hand information.
 Data obtained in WELONA was obtained by the way of company
website and other sources.

 POPULATION AND SAMPLE SIZE:

o The population refers to the employees of the organization. Out 11 of the

Employees, Sample of all the 11 were selected.

 SAMPLING TECHNIQUE:

o SIMPLE RANDOM SAMPLING METHOD:

Simple random sampling is a type of probability sampling in which the

researcher randomly selects a subset of participants from a population. Each
member of the population has an equal chance of being selected.

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LIMITATIONS OF THE STUDY:

1. This study does not paint a true picture reason being the time constraint of 30 days.

2. Many respondents were vary of answering certain questions due to fear that it would
affect their existence in the organization.

3. This being a random sampling method, the analysis may not be a true picture of the
population.

CHAPTERIZATION:

CHAPTER 1:
Consist of an introduction phase, Objectives of the study, Area of study, Research
methodology and Limitation of the study.

CHAPTER 2:
Consists of the Theoretical Outlook.

CHAPTER 3:
Consists of the Company Profile.

CHAPTER 4:
Consists of Data Analysis and its Interpretations.

CHAPTER 5:
Consists of Findings from the data, suggestions and conclusion.

ANNEXURE:
Consists of Questionnaire and Bibliography.

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 CHAPTER – 2
THEORETICAL OUTLOOK

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 THEORETICAL OUTLOOK:
The quality of work life has assumed increasingly interest and importance in all the
countries of the world. It is very significant in the context of commitment to work,
motivate and job performance. It is also means to facilitate the gratification of human
needs and goal achievement. Work life naturally means the life of workers, physical
and intellectual, in the work environment in office or factory or field- working. What
is expectation of the worker? What are the conditions of the work place? What are the
incentives offered to them? These are the questions to be tackled by the researcher in
any study of work life.

 MEANING OF QWL:
Quality of work life is referred is a person’s life. It covers a person’s feelings about
every dimension of work including economic rewards and benefits, security, working
conditions, organizational and interpersonal relations and its intrinsic meaning in
person’s life. Therefore, we can simply say Q.W.L. is a concern not only to improve
life at work, but also life outside work.
Cohen and Rosenthal (1980) describes QWL as an intentionally designed effort to
bring out increased labor management, and co-operation to jointly solve the problem
of improving organizational performance and employees satisfaction.

 GENERAL CONCEPT OF QWL:

The concept was being given potential importance right from early 1950’s. it is
interpreted and viewed in different ways.
 Management and supervisory style.
 Freedom and autonomy to make decision on the job.
 Satisfactory physical surroundings.
 Job safety
 Meaningful task.

 BARRIERS TO QWL:

 Resistance to change both by management and employees.

 There is a general perception that QWL., implementation will cost much to the
organization.
 Continuous increase in QWL may result in less productivity, i.e., after a certain level
the productivity will not increase in proportion to the increase in QWL.
 Widespread unhappiness due to comparison with colleagues.
 Regional prejudice.

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 BENEFITS OF QWL:

 Less number of accidents,

 Improved labor relations
 Employee personal satisfaction
 Positive employee attitudes toward their work and the company,
 Increased productivity and intrinsic motivation,
 Enhanced organizational effectiveness and competitive advantage, and
 Employees gain a high sense of control over their work.
 Less absenteeism

 FACTORS INFLUENCING QWL:

 ATTITUDE:The person who is entrusted with a particular job needs to have

sufficient knowledge, required skill and expertise, enthusiasm, willingness to learn
new things, sense of belongingness in the organization, inter personnel relations,
adaptiveness etc.
 OPPORTUNITIES:Some jobs offer opportunities for learning, research,
discovery, self-development, enhancement of skills, room for innovation, public
recognition, exploration, celebrity-status and loads and loads of fame.
 NATURE OF JOB:Some jobs need soft skills, leadership qualities, intelligence,
decision making abilities, abilities to train and extract work from others; other jobs
need forethought, vision and yet other jobs need motor skills, perfection and extreme
carefulness.
 PEOPLE:Almost everyone has to deal with three set of people in the work place.
Those are namely boss, co-workers in the same level and subordinates. Apart from
this, some professions need interaction with people like patients, public, customers
etc.
 STRESS LEVEL:Stress is of different types – mental stress/physical stress and
psychological or emotional stress. A Managing Director of a Organization will have
mental stress, a labourer will have physical stress, a psychiatrist will have emotional
stress. Mental stress and Emotional stress cause more damage than physical stress.

 CAREER PROSPECTS:Every job should offer career development. That is an

important factor which decides the quality of work life. Status improvement, more
recognition from the Management, appreciations are the motivating factors for anyone
to take keen interest in his job.
 CHALLENGES:The job should offer some challenges at least to make it
interesting; That enables an employee to upgrade his knowledge and skill and

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 capabilities; whereas the monotony of the job makes a person dull, non-enthusiastic,
dissatisfied, frustrating, complacent, initiative – less and uninteresting
 GROWTH AND DEVELOPMENT: If an organization does not give chance
for growth and personal development it is very difficult to retain the talented
personnel and also to find new talent with experience and skill.
 RISK AND REWARD:Generally, reward or compensation is directly
proportional to the quantum of work, man-hours, nature and extent of responsibility,
accountability, delegated powers, authority of position in the organizational chart,
risk involved, level of expected commitment, deadlines and targets, industry,
country, demand and supply of skilled manpower and even political stability and
economic policies of a nation.

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 CHAPTER – 3
COMPANY PROFILE

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COMPANY’ S PROFILE

At Welona, they believe in maintaining the right balance between mind and body. This
Perfect sync between them would result in a harmonious life. Welona is dedicated
to imparting this message to each of our clients. ‘The way you look at yourself impacts
the way you feel’. They want to help our clients become the best version that they think
they could become. Their wellbeing is of the utmost importance to us. They would be
on our toes till they achieve the result that is expected. Their aesthetically outlined
clinic has an extremely inviting vibe. The peaceful environment would keep you
relaxed throughout the span of the treatment. The latest technology would leave you in
awe with their mechanism being more advanced and the best in the city. Their
dedicated team of experts works with only one goal that is to bring results. The experts
take every single factor into consideration right from the diagnosis until the aftercare
for the treatment is completed. Welona offers exemplary services for Slimming, skin
and hair care. Some of the industry’s most passionate hair and skin care specialist in
Chennai work towards offering more of a personalised service that caters to each of our
client’s priority.

COMPANY’S VISION
To bring out the best in every individual and enhance their aesthetic wellbeing.

COMPANY’S MISSION
To provide wellness solutions based on Integrity, Transparency, and Excellence.
To transform lives with their result-oriented treatment programs.
To provide a best in class treatment experience with the state of art technology.

THE TEAM
Meet the specialists who are the most capable, hair, skin and weight loss doctors in the
city. These professionals have gone through a series of training and workshops, gaining
knowledge about world-class medicine. They strive to implement the best possible
medicine that shows a result. With the best in the city, Welona is no doubt the weight
loss clinic in Chennai.
 Gourav Jain Kavitha sashikumar
CEO director

BRANDS OBJECTIVES

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 Introduction:

The Healthcare industry in India comprises of hospitals, medical devices, clinical

trials, outsourcing, telemedicine, medical tourism, health insurance, and medical
equipment. The industry is growing at a tremendous pace owing to its strengthening
coverage, services and increasing expenditure by public as well as private players.
Growing incidence of lifestyle diseases, rising demand for affordable healthcare
delivery systems due to the increasing healthcare costs, technological advancements,
the emergence of telemedicine, rapid health insurance penetration and government
initiatives like e-health together with tax benefits and incentives are driving the
healthcare market in India.

The Indian Healthtech industry was valued at $1.9bn in 2020. By 2023, it is expected
to reach $ 5B by 2023 at a CGAR of 39%
The digital healthcare market in India was valued at INR 116.61 Bn in 2018, and is
estimated to reach INR 485.43 Bn by 2024, expanding at a compound annual growth
rate (CAGR) of ~27.41% during the 2019-2024 period
By 2022, the diagnostics market is expected to grow at a CAGR of 20.4% to reach $32
bn from $5 bn in 2012
During 2015-20, the in-patient healthcare market is expected to grow at a CAGR of
13%
The Telemedicine market is the maximum potential eHealth segment in India, which is
expected to touch $5.4 Bn by 2025, growing at a compound annual growth rate
(CAGR) of 31%
Over the next 10 years, National Digital Health Blueprint can unlock the incremental
economic value of over $200 bn for the healthcare industry in India
India has the world’s largest Health Insurance Scheme (Ayushman Bharat) supported
by the government
India’s comprehensive investment in Medical Education: INR 17,691.08 Cr invested
in 157 new approved Medical Colleges since 2014
Ayush sector has witnessed significant growth from $3 bn in 2014 to $18 bn in 2022
100% FDI is allowed under the automatic route for greenfield projects. For
investments in brownfield projects, up to 100% FDI is permitted under the government
route.
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 ANNEXURE –
QUESTIONNAIRE

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 QUESTIONNAIRE

NAME OF THE RESPEONDENT:

1. Gender:

(a) Male

(b) Female

(c) Others

2. Age:

(a) 21-30

(b) 31 – 40

(c) 41 – 50

(d) above 50

3. Marital Status:

(a) Married

(b) Single

4. Since how many years have you been working in the organization?

(a) Less than 5 Years

(b) 5 – 10 Years

(c) More than 10 Years

5. Are you flexible with the working hours? How flexible are the working hours on a scale of 1-10 (1
being the least flexible and 10 being the most flexible)

(a) _________

6. Do you balance your work life properly?

(a) Yes

(b) No

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7. Do you feel the organization takes any initiative towards the work life of its employees?

(a) Yes

(b) No

(c) Occasionally

8. If Yes, are you satisfied with the initiatives taken by the organization?

(a) Highly Satisfied

(b) Satisfied

(c) Neutral

(d) Dissatisfied

(e) Highly Dissatisfied

9. If Yes, what are the initiatives taken by the organization?

(a) Flexible Starting hours

(b) Flexible Closing hours

(c) Holiday/Pay time off

(d) Others

10. Does the demand of job interfere with the family life?

(a) Frequently

(b) Sometimes

(c) Rarely

(d) Never

11. Does the demand of family interfere with the job work?

(a) Frequently

(b) Sometimes

(c) Rarely

(d) Never

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12. Is your superior flexible when it comes to responding to the employees’ family needs?

(a) Yes

(b) No

(c) Occassionally

13. What is the impact of your work life on home life?

(a) Negative

(b) Neutral

(c) Positive

14. Does the organization provide any medical test for the employees’ family?

(a) Yes

(b) No

15. How many hours do you work on an average basis?

(a) 7 – 8 Hours

(b) 8 – 9 Hours

(c) 9 – 10 Hours

(d) 10 – 12 Hours

(e) More than 12 hours

16. Do you feel tired at home, because of the work load pressure?

(a) Never

(b) Rarely

(c) Sometimes

(d) Often

(e) Always

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17. Do you suffer any stress related disease?

(a) Hypertension

(b) Obesity

(c) Depression

(d) Frequent Tension

(e) Others

18. How do you manage stress arising during work time?

(a) Yoga

(b) Entertainment

(c) Meditation

(d) Others

19. How often do you think or worry about work (when you are not actually at work or travelling to
work)?

(a) Never think about work

(b) sometimes

(c) often

(d) always

20. Please rate the quality of work life in the organization.

(a) Good

(b) Moderate

(c) Poor

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