Professional Documents
Culture Documents
OMAL
OMAL
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J.S.S.P COLLEGE OF ARTS, COMMERCE AND SCIENCE
(AFFILIATED BY UNIVERSITY OF MUMBAI)
CERTIFICATE
THIS IS TO CERTIFY THAT Miss. KOMAL JEJERAM PAVASHE
STUDYING IN J.J.S.P COLLEGE OF ARTS, COMMERCE AND
SCIENCE,. In MASTER IN COMMERCE HAS SUCCESSFULLY
COMPLETED THE PROJECT ON “PLANNING AND IMPLEMENTATION
OF QUALITY CONTROL IN A MANUFACTURING COMPANY ” UNDER
THE GUIDANCE OF PROF. MAYURI KAMBLE.
THE INFORMATION SUBMITTED BY ME IS TRUE AND ORIGNAL TO THE
BEST OF MY KNOWLEDGE
PROJECT GUIDE
(PROF. MAYURI KAMBLE)
EXTERNAL EXAMINER
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DECLARATION
SIGNATURE
Name
Roll No:
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ACKNOWLEDGEMENT
the making of this project. I oblige thanks to all who supported provided their
to explore the urbanization which includes not only thinking and analyzing various
facts and updates about real work our principal and the coordinator of the project
PROF. MAYURI KAMBLE for having such wonderful course. I am very much
schedule spent valuable time to guide me and helped in completion of this project
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2
ABSTRACT
2 Page No.:- 06
CHAPTER – I
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INTRODUCTION
Quality in the workplace comes from understanding and then fully meeting, the needs of
all your internal and external customers, now and into the future and doing so with continual
improvement in efficiency and effectiveness.
The above said are very essential things to improve the work life of employees in the
organization.
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THEORETICAL REVIEW:
DEFINITION
QUALITY OF CONTROL means “the degree to which members of a work organization
are able to satisfy important personal needs through their experience in the organization”
QUALITY OF CONTROL could be defined as “the Quality of the relationship between
the man and task.
MEANING
QUALITY OF CONTROL has gained deserved prominence in the Organizational
Behavior as an indicator of the overall of human experience in the work place. It expresses a
special way of thinking about people their work, and the organizational in which careers are
fulfilled.
CONCEPT
QUALITY OF CONTROL is a prescriptive concept, it attempts to design work
environments so as to maximize concern for human welfare. QUALITY OF CONTROL acts in
two dimensions.
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Goal
Process
Pay
QUALITY OF CONTROL is basically built around the concept of equitable pay. In the
days ahead, employees may want to participate in the profits of the firm as will. Employees must
be paid their due share in the progress and prosperity of the firm.
Benefits
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Workers throughout the globe have raises their expectations over the years and now feel
entitled to benefits that were once considered a part of the bargaining process.
Job Security
Employees want stability of employment. They do not like to be the victims of whimsical
personal policies and stay at the mercy of employers.
Worker Participation
Employees have a genuine hunger for participation in organizational issues affecting their
lives. Naturally they demand far more participation in the decision making process at the
workplace.
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Social Integration
The work environment should provide opportunities for preserving an employee's
personal identify and self-esteem through freedom from prejudice, a sense of community,
interpersonal openness and the absence of stratification in the organization.
Work and total life space
A person's work should not overbalance his life. Ideally speaking, work schedules, career
demands and other job requirements should not take up too much of a person's leisure time and
family life.
A healthy psychological contract means that inducements and contributions are balance.
INDUCEMENTS = CONTRIBUTIONS
(Organization to employees) = (employee to organization)
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This is the way for organization to create healthy psychological contract and Jobs
satisfaction for their members is to provide them with High QUALITY OF CONTROL
environment.
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These programmes are helped to avoid some pitfalls like
QUALITY OF CONTROL program must be implemented with the co-operation of
management and labour.
Action plans must be carried to completion.
Care must be taken to concentrate the focus on the joint objectives of improving the
QUALITY OF CONTROL.
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Peaceful industrial relation
MEASUREMENT:
The Job & Career Satisfaction (JCS) scale of the Work-Related Quality of Life scale
(WRQoWL) is said to reflect an employee‟s feelings about, or evaluation of, their satisfaction or
contentment with their job and career and the training they receive to do it. Within the
WRQoWL measure, Job &Career Satisfaction scale is reflected by questions asking how
satisfied people feel about their work. It has been proposed that this Positive Job Satisfaction
factor is influenced by various issues including clarity of goals and role ambiguity, appraisal,
recognition and reward, personal development career benefits and enhancement and training
needs.
The General well-being (GWB) scale of the Work-Related Quality of Life scale
(WRQoWL), aims to assess the extent to which an individual feels good or content in
themselves, in a way which may be independent of their work situation. It is suggested that
general well-being both influences, and is influenced by work. Mental health problems,
predominantly depression and anxiety disorders, are common, and may have a major impact on
the general well-being of the population. The WRQoWL General Well Being factor assesses
issues of mood, depression and anxiety, life satisfaction, general quality of life, optimism and
happiness.
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The WRQoL Stress at Work sub-scale (SAW) reflects the extent to which an
individual perceives they have excessive pressures, and feel stressed at work. The WRQoWL
Stress At Work factor is assessed through items dealing with demand and perception of stress
and actual demand overload. Whilst it is possible to be pressured at work and not be stressed at
work, in general, high stress is associated with high pressure.
The Control at Work (CAW) subscale of the WRQoWL scale addresses how much
employees feel they can control their work through the freedom to express their opinions and
being involved in decisions at work. Perceived control at work as measured by the Work-Related
Quality of Life scale (WRQoWL) is recognized as a central concept in the understanding of
relationships between stressful experiences, behaviour and health. Control at work, within the
theoretical model underpinning the WRQoWL, is influenced by issues of communication at
work, decision making and decision control.
The WRQoWL Home-Work Interface scale (HWI) measures the extent to which
an employer is perceived to support the family and home life of employees. This factor explores
the interrelationship between home and work life domains. Issues that appear to influence
employee Home-Work Interface include adequate facilities at work, flexible working hours and
the understanding of managers.
The Working Conditions scale of the WRQoWL assesses the extent to which the
employee is satisfied with the fundamental resources, working conditions and security necessary
to do their job effectively. Physical working conditions influence employee health and safety and
thus employee Quality of working life. This scale also taps into satisfaction with the resources
provided to help people do their jobs.
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systematic approach; it must become part of the organization‟s culture by being part of
management‟s philosophy. Some companies have had this philosophy ingrained in their
corporate structure for decades; Hewlett-Packard, IBM, General Motors, Ford, etc.
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
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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 CONTROL. Moreover, other things being equal, the
employers are increasingly vying with their rivals in providing better working conditions and
emoluments. 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 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 QUALITY OF CONTROL of manufacturer /
service provider is synonymous with the quality of product.
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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-beingness of workers and their 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.
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.
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COMPANY PROFILE
The project was undergone in PEST CONTROL INDIA PVT. LTD. Theoretical
knowledge is insufficient to cope up with the modern functioning of the companies. So in order
to gain practical knowledge, the project was done in PEST CONTROL INDIA PVT. LTD. on
the topic “A STUDY ON QUALITY OF CONTROL”.
Pest Control (India) Pvt. Ltd. was established in the year 1954 and is the first and largest
pest management company in India. Pest Control (India) Pvt. Ltd offers a comprehensive range
of Professional Pest Management Services and Quality Products and Equipment through a
countrywide network of over 150 offices and 3500 employees.
The company‟s own product formulation and manufacturing (liquid and gas) facilities
are equipped with state-of-the-art quality control, analysis and research and development (R&D)
facilities. Bio-Control Research Laboratories (BIO-CONTROL RESEARCH
LABORATORIES) is a modern facility engaged in the propagation and production of various
biological control agents and bio-pesticides and spearheads the company‟s commitment towards
environment-friendly pest management techniques.
Over the years, Pest Control (India) Pvt. Ltd. has constantly endeavoured to introduce
better and more cost-effective pest management technology for both services and products.
Vision and foresight coupled with the desire to constantly improve has enabled us to retain our
premier status in the country today. With over 50 years of experience, we reaffirm the
company‟s commitment: that of providing comprehensive, one-stop solutions in the field of
expertise.
Corporate Vision:
"To remain the standard bearer at the vanguard of the industry through exemplary
ethics, technical competence, sincerity and pride; continually seeking and providing high-quality,
cost-effective solutions to the varied and changing needs of customers and their total
satisfaction."
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PHILOSOPHY:
Pest Control (India) Pvt. Ltd‟s philosophy of client satisfaction and its resultant
goodwill meant that it was often approached for solutions to problems not usually associated
with pests. The medical fraternity expressed the need for alternate and better means of
sterilisation for their equipment; this was developed into the first ethylene oxide gas based
sterilizer, Freoster®, which was patented and introduced in 1977. To ensure a smooth and
reliable supply of gas mixtures, the development of a dedicated gas filling and formulation unit
was also set in motion.
Pest Control (India) Pvt. Ltd, together with Exosect® Ltd. UK, introduced a new
and highly- effective cockroach trap to India – Exoroach™. As exclusive agents, Pest Control
(India) Pvt. Ltd. has made this a part of the company‟s commercial GoldSeal service, when
required. It is so effective that during trials the trap caught upto 6000 roaches! It is a great tool
for Pest Control (India) Pvt. Ltd. since it is 100% eco-friendly and is accredited with all the food
safety standards.
Pest Control (India) Pvt. Ltd constantly strives to expand and has finally done so
in Thailand. What started out as a technical consultancy has now grown into a strong joint
venture with PCS, the largest facilities management company in Thailand. Together, PCS &
Pest Control (India) Pvt. Ltd have named the JV Cannon Pest Management, Pest Control (India)
Pvt. Ltd aids in the pest solutions side to the business.
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INTELLIGENT PEST MANAGEMENT:
As their populations grow, they come into open conflict with us, eating our
food, destroying our shelter, causing disease. That‟s when they become a nuisance or “pest.”
These pests, however, play an important part in the natural eco-system and will be around for a
long time to come.
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Karma:
The Academy of Development Sciences (ADS) was set up subsequently to train and
equip local tribals and help them attain a better quality of life and at the same time, keep their
traditions and valuable knowledge alive. The food-processing factory produces jams, pickles,
squashes and candy using traditional recipes and is marketed under the popular “Tungi” brand
name.
The cane factory produces fine cane and bamboo furniture and articles, while the Scientific
Nursery contains various species of local and indigenous medicinal trees, herbs and shrubs and
even a “vaid” or local medicine man in attendance. A local boys orphanage has been adopted and
free eye camps are a regular feature in the area.
The Pied Piper rodent control campaign was carried out jointly by the Bombay Municipal
Corporation, the Colaba Residents Association and Pest Control (India) Pvt. Ltd. between 2-19
December 1992. The well-planned exercise nominated an urban area of Mumbai for the mass
eradication of rodents. The area encompassed P.J. Ramachandani Marg, Arthur Bunder Road,
Shahid Bhagat Singh Road and BEST Marg including Mere-Weather Road, which contained
about 70 buildings of 4-5 storeys and numerous shops, commercial establishments, milk
distribution centres, a large B.P.T. recreation garden, Petrol bunk, School, Restaurants, Nursing
Home and dispensaries. Around 750 families resided in the area at the time.The entire area was
divided into six blocks and the campaign was was conducted in three phases - Pre-Campaign
infestation, ROBAN® treatment and Post Campaign infestation. Local citizens were informed
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about the campaign and requests for their cooperation and information evoked a very good
response. Occupants of some 200 residences were interviewed and presentations and
demonstrations were made to spread awareness about the rodent problem. The campaign
achieved 95% control and was a textbook success. It established an awareness that rodent
control, earlier assumed to be an impossible task, was definitely achievable.
Picture Mumbai
In 1996, Pest Control (India) Pvt. Ltd. managed and implemented the Getty Conservation Institute's
project - Picture Mumbai - Landmarks of a New Generation. This globally linked project seeks
to foster through the medium of the camera, an awareness in today's youth of what they value in
their surroundings. Nine young residents of Mumbai were encouraged to toam the city in search
of icons of their time. The body of work was exhibited at Mumbai and has led to the formation of
the Picture Mumbai Trust, which aims to uncover and showcase talent amongst today's youth in
various artistic disciplines related to conservation.
The rainy season bring with it a deluge of mosquito-related diseases like Malaria and Dengue in
Mumbai. Over the last four years, Pest Control (India) Pvt. Ltd., has been taking a leading part in
spreading awareness on measures to prevent mosquito breeding within and around the
residences. This is done with the help of societies, ALM (Advanced Locality Management) folk,
local citizen volunteers and other civic body support. We believe that the key to efficient control
is through collaboration and transfer of knowledge. A concerted effort to stopping breeding sites
is the only way to have long-term benefits of control.
On Saturday 7th July 07, a novel initiative by the local NGO, SRS - Slum Rehabilitation Society
along with the local federation was implemented to educate the residents about dangers from
mosquito-borne & rat-borne diseases, with the support and technical guidance of Pest Control
(India) Pvt. Ltd its complete team of Managers & Technicians, at the Majas MMRDA Colony,
established to rehabilitate affected slum dwellers from various parts of Mumbai. The venue was
the open ground located in the centre of the society surrounded by residential buildings. Pest
Control (India) Pvt. Ltd‟s involvement started several presentations on the major pests in that
area, being mosquitoes and rats. Residents were taught how to identify these major pests, how to
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control their breeding and the diseases that are spread by both, and the ways to control their
breeding. A child-centric presentation was simultaneously shown to the kids of the area, making
them active members of their community. A small treasure hunt was also initiated by SRS, and at
the end of the program a quiz was presented - all were winners! At the end of the event, 10 kgs.
of the company‟s Roban® rodenticide was donated to the community to empower them to take
control measures into their own hands. This initiative, with the help of SRS, ended up being very
successful for all involved.
Pest Control (India) Pvt. Ltd‟s pioneering work in the bio-control field led to the establishment
of BIO-CONTROL RESEARCH LABORATORIES in June 1981. It was the first commercial
bio-control laboratory in the country with several innovations and standards of mass production
of bio-control agents to its credit. The underlying objective was to perfect lab-to-land
technology; i.e., developing delivery mechanisms for various bio-control agents so that they are
made available to end-users in different parts of the country at reasonable rates.
Pest Control (India) Pvt. Ltd stalls are a regular feature in kisan melas and other agricultural
fairs. The recently set-up Field Education and Extension (FEE) Unit, headquartered at BIO-
CONTROL RESEARCH LABORATORIES, has taken on this mantle. It carries out dedicated
fieldwork through trials and validations of different products, imparts education, spreads
awareness and collects feedback from farmers and general data and information from the field.
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Range of Pest Control Products-Residential/Commercial Products:
ROBAN- A ready-to-use wax block for rodent control. Harmless to humans and pets!
TRUBBLE GUM- A safe, non-toxic and eco-friendly glue-based rat and mouse trap.
PEST SEAL- An effective, ready-to-use liquid formulation against all flying and crawling
insects
SPIDER- Silent, safe & hygienic glue-based electric fly and flying insect catcher.
ILLUME-Aesthetic, silent, safe & hygienic glue-based electronic fly and flying insect trap
MESTO SPRAYERS- High-quality aerosol generating sprayers in many sizes for different
uses, available.
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PEST CONTROL SERVICES:
Gold Seal Service- Gel-baiting system to control cockroaches, ants & silverfish – also available
for your car!
WBM Service- Service to control the wood borer/powder post beetle larvae.
Bug Buster Service- Specialised service against the menacing Bed Bug.
IMM Service- Comprehensive and customized mosquito control services for residential and
commercial venues.
Pied Piper Service- Safe, eco-friendly rodent control services for commercial establishments
and common areas of residences.
House-keeping, Cleaning & Support- This is the facility management extension of PEST
CONTROL INDIA PVT. LTD.., providing cleaning and housekeeping needs to the customers.
Pro-Guard Service- This service is primarily designed to battle common warehouse pests on
surfaces of your structure, and also to prevent them from coming back in.
Pest Aware Service- Community and commercial awareness programs to help customers and
non-customers build awareness into pest problems and their prevention.
Sea Transport Pest Management- An integrated approach that tackles the essential and perhaps
the non-essential pest issues on board shipping vessel
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CHAPTER II
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REVIEW OF LITERATURE
Various authors and researchers have proposed models of Quality of working life which include
a wide range of factors. Selected models are reviewed below.
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values that were at the heart of these earlier reform movements and human needs and
aspirations‟.
Hackman and Oldham (1976) drew attention to what they described as
psychological growth needs as relevant to the consideration of Quality of working life. Several
such needs were identified; Skill variety, Task Identity, Task significance, Autonomy and
Feedback. They suggested that such needs have to be addressed if employees are to experience
high quality of working life.
Thus, whilst some authors have emphasized the workplace aspects in Quality of
working life, others have identified the relevance of personality factors, psychological well
being, and broader concepts of happiness and life satisfaction. Factors more obviously and
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directly affecting work have, however, served as the main focus of attention, as researchers have
tried to tease out the important influences on Quality of working life in the workplace.
Mirvis and Lawler (1984) suggested that Quality of working life was
associated with satisfaction with wages, hours and working conditions, describing the “basic
elements of a good QUALITY OF CONTROL” as; safe work environment, equitable wages,
equal employment opportunities and opportunities for advancement.
Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis & Lawler, 1984; Cooper,
1988) define the qualities of work life are broadly similar to the study on Singaporean
Employees Development suggest four dimensions of QUALITY OF CONTROL labeled as, i)
Favorable work environment ii) Personal growth and autonomy iii) Nature of job and
iv)Stimulating opportunities and co-workers Good performance is recognized in addition to
rewards being based upon performance while employees are respected and treated like mature
people.
Baba and Jamal (1991) listed what they described as typical indicators of
quality of working life, including: job satisfaction, job involvement, work role ambiguity, work
role conflict, work role overload, job stress, organizational commitment and turn-over intentions.
Baba and Jamal also explored routinisation of job content, suggesting that this facet should be
investigated as part of the concept of quality of working life.
Singh-Sengupta (1993) in her study observed that one of the most critical and
one of the least discussed elements in QUALITY OF CONTROL is the issue of power relations.
In their series of observations in a wide range of organizations the top management is suffering
from deficit of power as the non-managerial cadres amass all powers because of the strength of
trade unions and their numerical strength. The study disclosed that the two groups, managers and
workers seemed to be currently interdependent. Appropriate intervention programme may
change the relationship to co-operatively interdependent.
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By correlating the QUALITY OF CONTROL at Hindustan Machine Tools
(HMT) with special reference to its Jammu & Kashmir Unit, Gani and Ahmad (1995) examined
the empirical level of various components of QWL from their theoretical expositions. The study
was carried out by personal interviews of the workers there. The results of the study are (i) the
existing QWL in the organization under study is of an average standard (ii) compared to working
environment, rational and job factors, the financial factors present a dismal picture (iii) the
absence of participative management culture, has given rise to harder beaurocratic controls,
which has eroded creativity initiative and innovative capabilities of excellent performers.
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family, Shift work, Lack of involvement in decision making, Professional isolation, Lack of
recognition, Poor relationships with supervisor/peers, Role conflict, Lack of opportunity to learn
new skills.
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CHAPTER III
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RESEARCH METHODOLOGY
INTRODUCTION
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. This chapter states the Methodology
adapted for the study by the researcher.
This chapter deals with the methodology adopted for the study by the researcher. It
includes Title, significance of the study, statement of the problem, aims and objectives, research
hypothesis, research design, tools for data collection, statistical testing, definitions, limitation of
the study, chapterisation of the study.
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The purpose of this study was to explore to experience of workers towards their
QUALITY OF CONTROL and their work environment in terms of stress, perception of
employee, relationship between co-workers, work load, time pressure and work-balance etc.
AIM:
To study the QUALITY OF CONTROL of the employees at PEST CONTROL INDIA
PVT.LTD.
OBJECTIVES:
To study the Socio-demographic details of the employees respondents.
To study the perception level of employees to determine the QUALITY OF CONTROL
of the Employees.
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To study the Social Relevance with work life pattern of the employees at Pest Control
India Pvt. Ltd.
To study the balance between the work and Home life of the employees.
To study the overall QUALITY OF CONTROL of employees at Pest Control India Pvt.
Ltd.
RESEARCH HYPOTHESIS:
There is a significant difference between the departments of the respondents with regard
to various dimension of QWL.
There is a significant difference between the sex of the respondents with regard to various
dimension of QWL.
There is a significant difference between the marital status with regard to overall QWL.
There is a significant difference among the designation of the respondents with regard to
various dimension of QWL.
There is a significant relationship between the age of the respondents with regard to
overall dimensions of QWL.
There is a significant relationship between the experiences of the respondents with regard
to overall QWL.
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”.
The researcher used Descriptive research design, because it helps to describe a
particular situation prevailing within a company. Descriptive study was necessary to ensure the
complete interpretation of the situation and to ensure minimum bias in the collection of data.
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PILOT STUDY:
The purpose behind the pilot study was to find out the feasibility and suitability of
the study and to formulate the problem more specifically. The researcher carried out the pilot
study and realized the need for study.
PRE-TEST:
The researcher tested the questionnaire with 5 respondents and checked the
suitability and aptness of the questionnaire. The necessary changes were made at the end of pre-
testing .The questionnaire is enclosed in the appendix.
SAMPLE DESIGN:
UNIVERSE:
The universe constituted the various Departments includes Marketing, Product Sales,
Service, Quality Assurance, Customer Care, Accounts & Administration and Finance
Department. The total no. of employees of the above mentioned departments are 100.
SAMPLE SIZE:
For a research study to be perfect the sample size selected should be optimal i.e. it
should neither be excessively large nor too small. Hence the sample size selected for the study
was 50 employees of “Pest Control India Pvt. Ltd”.
SAMPLE METHOD:
The researcher used Probability Sampling method. The data was collected using
Simple Random method through Lottery method.
RELIABILITY OF THE SCALE:
The reliability of the scale is 0.689, alpha value.
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SL.NO QUALITY OF CONTROL DIMENSIONS TOTAL NO OF ITEMS
1 Adequate and fair compensation 3
2 Safe and healthy working condition 5
3 Opportunities for Development 9
4 Opportunities for growth and security 5
5 Social Integration 6
6 Constitutionalism 4
7 Work and life space 3
8 Social relevance and working life 9
SCORING:
The perception of the workers were measured by giving scores to each response as 5,4,3,2,1 as
instructed in the standard scale (i.e)
5- Strongly agree
4-Agree
3-undecided
2-disagree
1-Strongly Disagree
It indicates the increase the score, higher the QUALITY OF CONTROL.
DATA COLLECTION:
The researcher distributed the questionnaire to the respondents and got the filled
up questionnaire after a week for the staffs at Managerial level. The researcher used interview
schedule to collect the responses of the questionnaire from the technicians.
STATISTICAL TESTING:
The researcher converted the data into tables To analyze the data, The statistical
data namely karl-pearson‟s co-efficient of correlation was used to find out the relationship
between two variables, student„t‟ test was used to find out the difference two groups and one
way analysis of variance was used to find out the variance between the groups and within the
groups.
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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. 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.
DEFINITION
CONCEPTUAL DEFINITION:
QUALITY OF CONTROL
It refers to the physical and mental well being of the workers in their work life is
studied through the determinants of QWL like adequate and fair compensation, safe and healthy
working condition, opportunities for development, opportunities for growth and security, social
integration, constitutionalism, work and life space, social relevance and working life.
OPERATIONAL DEFINITION:
Adequate and fair compensation:
It is a just and equitable balance between effort and reward. The compensation should help the
employee in maintaining a socially desirable standard of living.
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The job should contain sufficient variety of tasks to provide challenge and to ensure the
utilization of talents. Today work has repetitive and mechanical so that the worker has little
control on it. QUALITY OF CONTROL can be improved if the job allows sufficient autonomy
and control, provides timely feedback on performance and uses a wide range of skills.
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QWL is concerned about the establishment of social relevance to work in a socially beneficial
manner. The worker‟s self esteem would be high if his work is useful to the society and the vice
versa is also true.
CHAPTERISATION:
Chapter 1:- Introduction of the topic and organizational profile.
Chapter 2:- It deals with review of literature.
Chapter 3:- This chapter presents the research methodology.
Chapter 4:- It deals with Analysis and interpretation.
Chapter 5:- This chapter deals with findings, suggestion and conclusion.
Page No.:-42
CHAPTER IV
INFERENCE:
The above table indicates that nearly half of the respondents (42%) belong to the
age group of 24-32 years, while nearly one fourth of the respondents (22%) belong to the age
Page No.:-43
AGE GROUP
24 to 32 Years 33 to 40 Years 41 to 48 Years Above 48 Years
16%
42%
20%
22%
Table 2
DISTRIBUTION OF RESPONDENTS BY MARITAL STATUS
S. No. Marital Status No. of Respondents Percentage
1 Married 41 82.0
2 Unmarried 9 18.0
INFERENCE:
The above table shows that vast majority of the respondents (82%) were married,
Page No.:-44
unmarried
18%
Marital Status
married
82%
Table 3
DISTRIBUTION OF RESPONDENTS BY SEX
S. No. Sex No. of Respondents Percentage
1 Male 46 92.0
2 Female 4 8.0
INFERENCE:
The above table shows that vast majority of the respondents (92%) were Male,
rest of the respondents (8% ) were Female.
Page No.:-45
Female
8%
Sex
Male
92%
Table 4
DISTRIBUTION OF RESPONDENTS BY DESIGNATION
S. No. Designation No. of Respondents Percentage
1 Manager 10 20.0
2 Officer 8 16.0
3 Executive 12 24.0
4 Technician 20 40.0
INFERENCE:
Page No.:-46
The above table indicates that nearly half of the respondents (40%) were Technicians, one third of
the respondents (36%) were officers, one fourth of the respondents (24%) were Executives, & rest of the
respondents (20%) were Managers.
Manager
20%
Technician
40%
Designation Officer
16%
Executive
24%
Table 5
DISTRIBUTION OF RESPONDENTS BY DEPARTMENT CLASSIFICATION
S. No. Department
No. of Respondents Percentage
Classification
1 Technical 34 68.0
2 Non-Technical 16 32.0
INFERENCE:
Page No.:-47
The above table shows that more than half of the respondents
(68%) belong to Technical department and rest of respondents (32%) belong to Non-
technical department.
Non-Technical
32%
(Technical)
68%
Table 6
DISTRIBUTION OF RESPONDENTS BY EXPERIENCE
S. No. Experience No. of Respondents Percentage
1 Upto 5 years 23 46.0
2 6-10 years 7 14.0
3 11-15 years 3 6.0
4 16-20 years 8 16.0
Page No.:-48
5 21-25 years 5 10.0
6 Above 25 years 4 8.0
INFERENCE:
The above table shows that nearly half of the respondents (48%) have experience
up to 5 years, nearly one third of the respondents (16%) have experience between 16 and 20
years, 14% of respondents have experience between 6 and 10 years, 10% of the respondents have
experience between 21 and 25 years, 8% of the respondents have experience above 25 years and
rest of the respondents (6%) are experienced between 11 and 15 years.
14
16
6
10
8
Upto 5 years
6-10 years
11-15 years
16-20 years
21-25 years
Above 25 years
Table 7
DISTRIBUTION OF RESPONDENTS BY THEIR LEVEL OF QUALITY OF CONTROL
S. No. of Respondents
Level of QUALITY OF CONTROL Percentage
No. (n:50)
A Level of Adequate & Fair Compensation
1 Low Level 45 90.0
2 High Level 5 10.0
B Level of Safe & Healthy Working Condition
Page No.:-49
1 Low Level 36 72.0
2 High Level 14 28.0
C Level of Opportunities for Development
1 Low Level 30 60.0
2 High Level 20 40.0
D Level of Opportunity for Growth & Security
Page No.:-50
INFERENCE: TABLE-7
A. Majority of the respondents (90%) have low level of QUALITY OF CONTROL due to
Inadequate and Unfair Compensation.
B. Majority of the respondents (72%) have low level of QUALITY OF CONTROL due to
Unsafe & Unhealthy working condition.
C. Majority of the respondents (60%) have low level of QUALITY OF CONTROL due to lack
of Opportunities for development.
D. Majority of the respondents (56%) have low level of QUALITY OF CONTROL due to lack
of Opportunities for growth and security.
E. Majority of the respondents (90%) have low level of QUALITY OF CONTROL due to low
level of Social Integration.
F. More than half of the respondents (68%) have low level of QUALITY OF CONTROL due
to lack of Constitutionalism.
G. More than half of the respondents (64%) have low level of QUALITY OF CONTROL in
terms of Work & life space.
H. More than half of the respondents (56%) have low level of QUALITY OF CONTROL in
terms of Social relevance & work life.
I. More than half of the respondents (52%) have low level of Overall QUALITY OF
CONTROL.
Page No.:-51
Table 8
„t‟ TEST BETWEEN THE RESPONDENTS MARITAL STATUS WITH REGARD TO
QUALITY OF CONTROL
Std. Statistical
S. Marital Status N Mean
Deviation Inference
No
Page No.:-51
8 Level of Social Relevance & Work Life t=0.189
df=48
Married 41 37.24 3.50
P>0.05
Unmarried 9 37.00 3.57 Not Significant
INFERENCE:
There is a significant difference between the marital status of the respondents with
regard to various dimension level of Adequate income and Fair Compensation. There is no
significant difference between the marital status of the respondents with regard to the different
dimension level of Safe and Healthy Working condition, Opportunities for development,
Opportunities for growth & security, Social Integration, Constitutionalism, Work & life space,
Social relevance & work life & Overall QUALITY OF CONTROL.
Page No.:-52
Table 9
„t‟ TEST BETWEEN THE RESPONDENTS SEX WITH REGARD TO QUALITY OF
CONTROL
Std. Statistical
S. Sex N Mean
Deviation Inference
No
Page No.:-53
8 Level of Social Relevance & Work Life t=0.119
df=48
Male 46 37.22 3.63
P>0.05
Female 4 37.00 0.00 Not Significant
INFERENCE:
There is a significant difference between the male & female of the respondents with
regard to various dimension level of Opportunities for growth & security. There is no significant
difference between the male & female of the respondents with regard to the different dimension
level of Adequate income and Fair Compensation Safe and Healthy Working condition,
Opportunities for development, Social Integration, Constitutionalism, Work & life space, Social
relevance & work life & Overall QUALITY OF CONTROL.
Page No.:-54
Table10
„t‟ TEST BETWEEN THE RESPONDENTS DEPARTMENT WITH REGARD TO
QUALITY OF CONTROL
Std. Statistical
S. Marital Status N Mean
Deviation Inference
No
Page No.:-55
8 Level of Social Relevance & Work Life t=-0.069
df=48
Technical 34 37.18 3.84
P>0.05
Non-Technical 16 37.25 2.65 Not Significant
INFERENCE:
There is a significant difference between the respondents‟ Department with regard to
various dimension level of Opportunities for growth & security. There is no significant difference
between the male & female of the respondents with regard to the different dimension level of
Adequate income and Fair Compensation Safe and Healthy Working condition, Opportunities for
development, Social Integration, Constitutionalism, Work & life space, Social relevance & work life
& Overall QUALITY OF CONTROL.
Page No.:-56
Table 11
ONE WAY ANALYSIS OF VARIANCE AMONG DESIGNATION OF THE
RESPONDENTS WITH REGARD TO QUALITY OF CONTROL
S.No Designation SS df MS Mean Sig.
G1=11.90 F= 1.748
Between Groups 20.308 3 6.769 P>0.05
G2=12.63
G3=10.83 Not Significant
Within Groups 178.192 46 3.874 G4=12.25
G1=20.80 F= 1.043
Between Groups 12.770 3 4.257 P>0.05
G2=20.00
G3= 19.75 Not Significant
Within Groups 187.650 46 4.079 G4=20.90
G1=36.40 F= 1.454
Between Groups 41.280 3 13.760
G2=37.00 P>0.05
G3=34.50 Not Significant
Within Groups 435.200 46 9.461 G4= 35.10
G1=23.50 F= 4.155
Between Groups 97.228 3 32.409 P<0.05
G2=26.38
G3=27.67 Significant
Within Groups 358.792 46 7.800 G4= 25.75
6 Level of Constitutionalism
F= 0.680
Between Groups 11.403 3 3.801 G1=15.70 P>0.05
G2=16.75 Not Significant
Within Groups 257.317 46 5.594 G3=16.08
Page No.:-57
G4= 15.40
G1=11.80 F=0.505
Between Groups 3.105 3 1.035
G2=12.38 P>0.05
G3=11.75 Not Significant
Within Groups 94.275 46 2.049
G4= 11.65
G1=37.70 F=0.273
Between Groups 10.350 3 3.450
G2=37.50 P>0.05
G3=37.50 Not Significant
Within Groups 581.650 46 12.645 G4= 36.65
INFERENCE:
There is a significant difference among the Designation of the respondents with
regard to various dimension level of Social Integration. There is no significant difference among the
Designation of the respondents with regard to the different dimension level of Adequate income and
Fair Compensation Safe and Healthy Working condition, Opportunities for growth & security
Opportunities for development, , Constitutionalism, Work & life space, Social relevance & work life
& Overall QUALITY OF CONTROL.
Page No.:-58
Table 12
KARL PEARSON‟S COEFFICIENT OF CORRELATION BETWEEN RESPONDENTS‟
AGE AND VARIOUS ASPECTS OF QUUALITY OF WORK LIFE
Correlation
S.No. Age Statistical Inference
Value
Age Vs P<0.01
1. .368
Adequate & fair compensation Highly Significant
Age Vs P>0.05
2. -.049
Safe & healthy Working Conditions Not Significant
Age Vs P>0.05
3. .175
Opportunities for development Not Significant
Age Vs P<0.05
4. .294
Opportunities for growth & Security Significant
Age Vs P>0.05
5. -.274
Social Integration Not Significant
Age Vs P>0.05
6 .024
Constitutionalism Not Significant
Age Vs P>0.05
7 .263
Work & life Space Not Significant
Age Vs P>0.05
8 .213
Social relevance & working Life Not Significant
Age Vs P>0.05
9 .204
QUALITY OF CONTROL Not Significant
INFERENCE:
There is a highly significant relationship between the Age of the respondents with
regard to level of Adequate income and Fair Compensation. There is a significant relationship
between the Age of the respondents with regard to level of Opportunities for growth & security.
There is no significant relationship between the Age of the respondents with regard to the different
dimension level of Safe and Healthy Working condition, Opportunities for development, Social
Integration, Constitutionalism, Work & life space, Social relevance & work life & Overall
QUALITY OF CONTROL.
Page No.:-59
Table 13
KARL PEARSON‟S COEFFICIENT OF CORRELATION BETWEEN
RESPONDENTS‟EXPERIENCE AND VARIOUS ASPECTS OF QUUALITY OF WORK
LIFE
Correlation
S.No. Experience Statistical Inference
Value
Experience Vs P<0.05
1. .355
Adequate & fair compensation Significant
Experience Vs P>0.05
2. -.111
Safe & healthy Working Conditions Not Significant
Experience Vs P>0.05
3. .174
Opportunities for development Not Significant
Experience Vs P<0.05
4. .315
Opportunities for growth & Security Significant
Experience Vs P>0.05
5. -.113
Social Integration Not Significant
Experience Vs P>0.05
6 .139
Constitutionalism Not Significant
Experience Vs P<0.05
7 .299
Work & life Space Significant
Experience Vs P<0.05
8 .285
Social relevance & working Life Significant
Experience Vs P<0.05
9 .295
QUALITY OF CONTROL Significant
INFERENCE:
There is a significant relationship between the experience of the respondents with
regard to various dimensions of level of Adequate income and Fair Compensation, Opportunities for
growth & security, Work & life space, Social relevance & work life & QUALITY OF CONTROL.
There is no significant relationship between the experience of the respondents with regard to the
different dimensions of level of Safe and Healthy Working condition, Opportunities for
development, Social Integration & Constitutionalism.
Page No.:-60
CHAPTER – V
Page No.:-61
FINDINGS, SUGGESTIONS & CONCLUSION
MAJOR FINDINGS:
Nearly half of the respondents (42%) belong to the age group of 24-32 years.
Vast majority of the respondents (82%) were married.
Vast majority of the respondents (92%) were Male.
Nearly half of the respondents (40%) were Technicians.
More than half of the respondents (68%) belong to Technical department.
Nearly half of the respondents (48%) have experience up to 5 years.
NULL HYPOTHESIS:
There is no significant difference between marital status with regard to overall
QUALITY OF CONTROL.
Page No.:-62
RESEARCH HYPOTHESIS: 2
There is significant difference between the sex of the respondents with regard
to various dimensions QUALITY OF CONTROL.
NULL HYPOTHESIS:
There is no significant difference between the sex of the respondents with
regard to various dimensions QUALITY OF CONTROL.
RESEARCH HYPOTHESIS: 3
There is significant difference between the Departments of the respondents
with regard to various dimensions QUALITY OF CONTROL.
NULL HYPOTHESIS:
There is no significant difference between the Departments of the
respondents with regard to various dimensions QUALITY OF CONTROL.
Page No.:-63
RESEARCH HYPOTHESIS: 4
There is significant difference among the designation of the respondents with
regard to various dimensions QUALITY OF CONTROL.
NULL HYPOTHESIS:
There is no significant difference among the designation of the respondents
with regard to various dimensions QUALITY OF CONTROL.
RESEARCH HYPOTHESIS: 5
There is significant relationship between the age of the respondents with regard
to overall dimensions QUALITY OF CONTROL.
NULL HYPOTHESIS:
There is no significant relationship between the age of the respondents with
regard to overall dimensions QUALITY OF CONTROL.
Page No.:-64
RESEARCH HYPOTHESIS: 6
There is a significant relationship between the experience of the respondents
with regard to overall dimensions of QUALITY OF CONTROL.
NULL HYPOTHESIS:
There is a significant relationship between the experience of the respondents
with regard to overall dimensions of QUALITY OF CONTROL.
Page No.:-65
SUGGESTIONS
The employees of Pest Control India Pvt. Ltd. may be provided with the following from
the Company.
o Improvement in rewarding and awarding policies.
o Introduction of Promotion policy at operation level
Improving good relationship with employees and providing friendly environment in the
organization.
The Company may establish career development systems.
Employees may be given high motivation from the top management of the Company.
All employees may be given more compensation, in the form of incentives from the
Company as a token of recognition of high achievers.
Employees may be given special training from the Company related to their job during
working period.
The Company has to measure the QUALITY OF CONTROL periodically.
Page No.:-66
CONCLUSION
From the study it is clear that QUALITY OF CONTROL of employees in Pest
Control India Pvt. Ltd is good. This research highlights some of the small gaps in employee‟s
The Quality Mission should include not only the quality of products; but also the
by having good supervision, good working conditions, good pay and benefits, an interesting and
challenging, and a rewarding job, more positive the Industrial relations processes, the greater the
better wages, flexible hours of work, conducive work environment, employment benefits, career
prospects, job satisfaction, and meaningful employee involvement in decision making etc.
ultimately leads to better QUALITY OF CONTROL. Since the employees are the backbone of
the company, the company should satisfy them in order to improve the business in higher
competitive market of the liberalized economy considering the above mentioned factors.
Page No.:-67
BIBLIOGRAPHY
1. K. Aswathappa (1997), “Human Resources and Personal Management” Tata
Mcgraw-Hill Publishing Company Limited, New Delhi – 110 001.
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Mcgraw-Hill Publishing Company Limited, New Delhi – 110 001.
3. C. R. Kothari (2001) “Research Methodology” of Wishwa Prakashan Publishing,
Chennai – 17, Edition
4. C. B. Mamoria and S. V. Gankar (2001), “Personnel Management Text &
Cases”, Himalaya Publishing house Mumbai, XXI Edition.
5. Biswaject pattanayak (2001), “Human Resources and Personal Management”
Prentice Hall of India Pvt., Ltd. New Delhi.
6. Biswaject pattanayak (2001), “Human Resources and Personal Management”
Prentice Hall of India Pvt., Ltd. New Delhi.
7. “QUALITY OF CONTROL”, Lee M. Ozley and Judith S. Ball, HUMAN
RESOURCES MANAGEMENT AND DEVELOPMENT HANDBOOK, edited by
William R. Tracey, Ed. D., AMACOM, 1985.
8. Wozner, Y. (1982). Assessing the quality of internal life. Human Relations, vol. 35
(11): 1059-1072
9. Lau, R.S.M., and B.E. May. "A Win-Win Paradigm for QUALITY OF CONTROL
and Business Performance." Human Resource Development Quarterly 9, no. 3
(1998): 211–226.
10. Cole, J. "Building Heart and Soul: Increased Employer Concern for Employees."
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WEBSITES:
www.citehr.hr.edu
www.sribd.com
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