INDEX

SL.NO PARTICULARS PAGE

NUMBERS

1. INTRODUCTION OF THE TOPIC 10-26

2. CONCEPTUAL BACKGROUND OF 27-32

THE STUDY

3. RESEARCH DESIGN 33-38

4. DATA ANALYSIS AND 39-62

INTERPRETATION

5. FINDINGS,SUGGESTIONS AND 63-65

CONCLUSION

BIBLIOGRAPHY 66

APPENDICES 67-70

1
SL.NO NAME PAGE
NO.

1. TABLE SHOWING THE GENDER 40

OF RESPONDENTS
2. TABLE SHOWING AGE OF 41
RESPONDENTS

3. TABLE SHPOWING 42
QUALIFICATION OF
RESPONDENTS

4. TABLE SHOWING HOW FAR THE 43

RESPONDENTS CANCEL
APPOINTMENT DUE TO WORK
RELATEDCOMMITMENT

5. TABLE SHOWING THE 44

RESPONDENT JOB STRESSEVEN
AFTER LEAVING THE WORK
PLACE

6. TABLE SHOWING WHETHER 45

THE RESPONDENT PROMOTION
WILL SERIOUSLY AFFECTS DUE
TOFAMILY RELATED REASONS

7. TABLE SHOWING THE 46

CURRENT
EMPLOYMENTSTATUS OF THE
RESPONDENTS

LIST OF TABLES

2
3
8. TABLE SHOWING THE 47
RESPONDENT HAPPY TO SPEND
THE REST OF THEIR IN
THISORGANIZATION

9. TABLE SHOWING THE 48

RESPONDENT DICUSSION ABOUT
THEIR ORGANIZATION WITH
PEOPLEOUTSIDE

10. TABLE SHOWING THE 49

RESPONDENT CURRENT
WORKING HOUR SUIT CURRENT
WORK LIFEBALANCE

11. TABLE SHOWING WHETHER THE 50

RESPONDENTGIVEN A COPY OF
WLB POLICIES

12. TABLE SHOWING THE 51

CONSTRAIN OF
THERESPONDENTS TO REPORT
THEIR DAILY WORK

13. TABLE SHOWING THE 52

RESPONDENT PREFERENCE IN
CHOOSING THE SKILLS NEEDED
TO CREATE A SATISFACTORY
WLB

14. TABLE SHOWING WHETHER 53

THERE IS ANY WAY TO IMPROVE
WLB IN AMAZON INDIA
SUGGESTING BY THE
RESPONDENT

4
15. TABLE SHOWING HOW 54
FAR THE RESPONDENTS
EASILY BALANCE THEIR
WORK AND FAMILY

16. TABLE SHOWING THE 55

RESPONDENT HOPE TO
BE PROMOTED WITHIN
NEXT 2 Yrs.

17. TABLE SHOWING 56

WHETHER RESPONDENT
IS EXPECTED TO WORK
TOO MANY HOURS

18. TABLE SHOWING 57

ORGANIZATIONAL
EMPLOYEE EASILY
BALANCED THEIR WORK
AND FAMILY

19. CHI SQAURE ANALYSIS 58

20. TABLE SHOWING SEX OF 60

THE EMPLOYEE AND THE
APPOINTMENT
CANCELLATION DUE TO
WORK RELATED
COMMITMENT

21. CHI SQUARE ANALYIS 60

SHOWING DEGREES OF
FREEDOM

5
22. TABLE 61
SHOWING
WEIGHTED
AVERAGE
METHOD FOR
RESPONDENT
FEEL STRESS

23. TABLE 62
SHOWING
WEIGHTED
AVERAGE
METHOD FOR
RESPONDENT
HAPPY TO
SPENT REST OF
THEIR CAREER
WITH THIS
ORGANIZATION

6
 CHAPTER I

INTRODUCTION

7
 INTRODUCTION OF QUALITY OF WORK LIFE

QUALITY OF WORK LIFE

The term was first coined in 1986. It does not mean equal balance
but it is of trying to schedule an equal number of hours for each of your various
work and personal activities. The right balance of you today will probably be
different for you tomorrow. Thus the core of effective QUALITY OF WORK
LIFE definition are of two key concept they are daily achievement and
enjoyment.

MODERN LIFE IN THE WESTERN WORLD:

• Stress levels on an upward trend.

• People working longer hours than ever.
• An increasing proportion of households with both partner out at work, and
where the only parent has to work all hours to make ends meet.

FOUR BROAD CATEGORIES ASSOCIATED WITH

QUALITY OF WORK LIFE:
• Role overload

• Work-to-family interference
• Family-to-work interference
• Care giver strain

Quality of work life Solutions - how to create the best work-life balance
solutions:

• Get back in control of your career and your home life

• Reduce your stress levels

• Find time for you

• Rediscover the interests that made you uniquely you before you had children

8
 Skills needed to create a satisfactory work/life balance include:

•Communication

•Negotiation

•Knowing yourself
•Problem solving

•Resolving conflict

WHAT ARE WORK/LIFE BALANCE INITIATIVES?

Simply put, work/life balance initiatives are any benefits, policies, or

programs that help create a better balance between the demands of the job and
the healthy management (and enjoyment) of life outside work.

Work/life initiatives can potentially deal with a wide range of issues

including:

• Eldercare initiatives (may range from referral program, eldercare assessment,

case management, a list of local organizations or businesses that can help with
information or products, or seminars and support groups),
• emergency childcare assistance,
• employee assistance programs,
• family leave policies,
• fitness facilities, or fitness membership assistance (financial).
• flexible working arrangements,
• internal and/or external educational or training opportunities, or
• on-site childcare,
• on-site seminars and workshops (on such topics as stress, nutrition, smoking,
communication etc.)
• other leaves of absence policies such as educational leave, community service
leaves, self-funded leave or sabbaticals,
• Parental leave for adoptive parents,
• Referral program to care services, local organizations, etc.
• Seasonal childcare programs (such as March break or Christmas),

9
 Simply put, work/life balance initiatives are any benefits, policies, or
programs that help create a better balance between the demands of the job and
the healthy management (and enjoyment) of life outside work.

WAYS TO FIND QUALITY OF WORK LIFE:

• Stop being the boss

• Get your priority straight
• Know your opinion
• Plan and protect downtime
• Audit your weekly schedule
• Can’t spare a week take an hour

FRAMEWORK FOR SUCCESSFUL WORK- LIFE BALANCE

IN ORGANIZATIONS

• Identify the key need or reason for introducing Work-Life Balance policies
• Build the commitment to Work-Life Balance Policies into the organization's
vision or value statement.
• Set up a Work-Life Balance Task Force Examine current practices in the
organization
• Hold joint discussions with employees to evolve policies, while also identifying
possible barriers
• Communicate policies through handbooks, newsletters, Intranet and other forms
of communication
• Hold workshops to help Managers implement and manage policies
• Begin with a few "quick win" policies.

10
 INDUSTRY PROFILE

India has an internet user base of about 354 million as of June of

2015. Despite being the second largest user base in world, only behind China
(650 million, 48% of population), the penetration of e-commerce is low
compared to markets like the United States (266 M, 84%), or France (54 M,

81%), but is growing at an unprecedented rate, adding around 6 million new

entrants every month. The industry consensus is that growth is at an inflection
point.

In India, cash on delivery is the most preferred payment method,

accumulating 75% of the e-retail activities. Demand for international consumer
products (including long-tail items) is growing much faster than in-country
supply from authorized distributors and e-commerce offerings.

Several Indian e-commerce companies have managed to achieve billion-dollar

valuations, including Flipkart, Snapdeal, InMobi, Quciker, Jabong and Paytm.

MARKET SIZE AND GROWTH

India's e-commerce market was worth about $3.9 billion in 2009, it went
up to $12.6 billion in 2013. In 2013, the e-retail segment was worth US$2.3
billion. About 70% of India's e-commerce market is travel related. According
to Google India, there were 35 million online shoppers in India in 2014 Q1 and
is expected to cross 100 million mark by end of year 2016. CAGR vis-à-vis a
global growth rate of 8–10%. Electronics and Apparel are the biggest
categories in terms of sales.

11
 STATISTICS AND FACTS ABOUT E-COMMERCE IN INDIA

The fast development of telecommunications technology in the past few decades is

changing many aspects of our lives – how we search for information, how we travel
an d not at least how we buy products or services. Although classic shop-based retail
is still preferred, e-commerce or electronic commerce, namely the buying and selling
of products and services exclusively through electronic channels, is gaining ground.
The most well-known form of e-commerce or electronic commerce is online
shopping, also known as business to consumer e-commerce (B2C), where private
customers can order various products which they then receive by courier or postal
mail. Another category of e-commerce focuses on transactions between companies,
such as manufacturers and a wholesalers or wholesalers and retailers and is called
business to business e-commerce (B2B).

The third category of e-commerce involves transactions from consumer

to consumer (C2C), as in the example of eBay or other similar websites.
With an expected 33 percent of the global market in 2015 and over 37
percent in
2018, the Asia Pacific region is becoming the leader of the e-commerce
industry. In fact, China, due to its unprecedented economic boom, is not only
driving the region’s leadership, but is also set to outdo the United States as the
single country with the largest e-commerce market in the world. Another
emerging Asian market in terms of e-commerce is India. Recent statistics show
that retail e-commerce sales in India have grown tremendously, from 2.3 billion
U.S. dollars in 2012 to an estimated 17.5 billion U.S. dollars, representing an
almost eight-fold growth. As of 2015, the retail e-commerce sales as a percent
of total retail sales in India are set to account for 0.9 percent of all retail sales in
India, but this figure is also expected to grow in the near future, reaching 1.4
percent in 2018.

By 2016 a number of 653 million people in the Asia Pacific region are expected
to buy goods and services online, a figure which translates into over 48 percent of
internet users in the Asia Pacific region purchasing products or services online.

12
Some of the most popular product categories among online shoppers in the region
include airline tickets and reservations, baby supplies, cosmetics, clothing,
accessories and shoes, as well as computer hardware and software. According to
recent data, the number of digital buyers in India alone is expected to reach 41
million by 2016, representing some 27 percent of the total number of internet
users in the country. Furthermore, a growing number of people in the Asia
Pacific area are increasingly using their mobile devices for online shopping. In
India, some 9 percent of the country’s population had made a purchase via
mobile phone within the past month, as of the fourth quarter of 2014.

The most successful e-retailer in India is Jabong.com, a fashion and Lifestyle

Company specialized in apparel, footwear, fashion accessories, beauty products,
home accessories and other fashion and lifestyle products. With 26.26 million
unique visitors in October 2014 alone, Jabong.com manages to surpass Amazon,
the world’s most successful e-retailer.

13
 THE COMPANY PROFILE

Amazon.com, Inc. often referred to as simply Amazon, is an American

electronic commerce and cloud computing company with headquarters in
Seattle, Washington. It is the largest Internet-based retailer in the United States.
Amazon.com started as an online bookstore, later diversifying to sell DVDs,
Blu-rays, CDs, video downloads/streaming,MP3downloads/streaming,
audiobook downloads/streaming, software, video games, electronics, apparel,
furniture, food, toys and jewelry. The company also produces consumer
electronics—notably, Amazon Kindle e-book readers, Fire tablets, Fire TV and
Fire Phone—and is the world's largest provider of cloud infrastructure services
(IaaS). Amazon also sells certain low-end products like USB cables under its
in-house brand Amazon Basics.

Amazon has separate retail websites for United States, United

Kingdom and Ireland, France, Canada, Germany, Italy,Spain, Netherlands,Aus
tralia, Brazil, Japan, China, India and Mexico. Amazon also offers international
shipping to certain other countries for some of its products. In 2011 it professed
an intention to launch its websites in Poland and Sweden.

In 2015, Amazon surpassed Walmart as the most valuable retailer in the United
States by market capitalization.

14
 MISSION AND VISION OF AMAZON COMPANY

Amazon.com has had a clear focus and a solitary

mission since it began. Founder Jeff Bezos has publicly referred to the
Amazon.com mission Statement as the guiding force behind his leadership
decisions many times in the company’s 18-years history.

The mission and vision of Amazon.com is……

“Our vision is to be earth’s most customer centric company; to build

a place where people can come to find and discover anything they might
want to buy online.

15
HISTORY

The company was founded in 1994, spurred by what Bezos called his
"regret minimization framework," which described his efforts to fend off any
regrets for not participating sooner in the Internet business boom during that
time.[18] In 1994, Bezos left his employment as vice-president of D. E. Shaw &
Co., a Wall Street firm, and moved to Seattle. He began to work on a business
plan for what would eventually become Amazon.com.

Jeff Bezos incorporated the company as "Cadabra" on July 5, 1994. Bezos

changed the name to Amazon a year later after a lawyer misheard its original
name as "cadaver". The company went online as Amazon.com in 1995.

Bezos selected the name Amazon by looking through the dictionary, and
settled on "Amazon" because it was a place that was "exotic and different" just
as he planned for his store to be; the Amazon River, he noted was by far the
"biggest" river in the world, and he planned to make his store the biggest in the
world. Bezos placed a premium on his head start in building a brand, telling a
reporter, "There's nothing about our model that can't be copied over time. But
you know, McDonald's got copied. And it still built a huge, multibillion-dollar
company. A lot of it comes down to the brand name. Brand names are more
important online than they are in the physical world." Additionally, a name
beginning with "A" was preferential due to the probability it would occur at the
top of any list that was alphabetized.

Since June 19, 2000, Amazon's logotype has featured a curved arrow
leading from A to Z, representing that the company carries every product from
A to Z, with the arrow shaped like a smile.

After reading a report about the future of the Internet that projected
annual Web commerce growth at 2,300%, Bezos created a list of 20 products
that could be marketed online. He narrowed the list to what he felt were the five
most promising products which included: compact discs, computer hardware,
computer software, videos, and books. Bezos finally decided that his new

16
business would sell books online, due to the large world-wide demand for
literature, the low price points for books, along with the huge number of titles

available in print. Amazon was originally founded in Bezos' garage in Bellevue,

Washington.

The company began as an online bookstore, an idea spurred off with

discussion with John Ingram of Ingram Book (now called Ingram Content
Group), along with Keyur Patel who still holds a stake in Amazon. Amazon
was able to access books at wholesale from Ingram. In the first two months of
business, Amazon sold to all 50 states and over 45 countries. Within two
months, Amazon's sales were up to $20,000/week. While the largest brick and
mortar bookstores and mail order catalogs might offer 200,000 titles, an online
bookstore could "carry" several times more, since it would have a practically
unlimited virtual (not actual) warehouse: those of the actual product
makers/suppliers.

Amazon was incorporated in 1994, in the state of Washington. In July

1995, the company began service and sold its first book on
Amazon.com: Douglas Hofstadter's Fluid Concepts and Creative Analogies:
Computer Models of the Fundamental Mechanisms of Thought.[28] In October
1995, the company announced itself to the public. In 1996, it was
reincorporated in Delaware. Amazon issued its initial public
offering of stock on May 15, 1997, trading under the NASDAQ stock exchange
symbol AMZN, at a price ofUS$18.00 per share ($1.50 after three stock
splits in the late 1990s).

Amazon's initial business plan was unusual; it did not expect to make a
profit for four to five years. This "slow" growth caused stockholders to
complain about the company not reaching profitability fast enough to justify
investing in, or to even survive in the long-term. When the dot-com
bubble burst at the start of the 21st century, destroying many e-companies in
the process, Amazon survived, and grew on past the bubble burst to become a
huge player in online sales. It finally turned its first profit in the fourth quarter
of 2001: $5 million (i.e., 1¢ per share), on revenues of more than $1 billion.
This profit margin, though extremely modest, proved to skeptics that Bezos'

17
 unconventional business model could succeed. In 1999, Time magazine named
Bezos the Person of the Year, recognizing the company's success in
popularizing online shopping.

Barnes & Noble sued Amazon on May 12, 1997, alleging that Amazon's
claim to be "the world's largest bookstore" was false. Barnes and Noble
asserted, "[It] isn't a bookstore at all. It's a book broker." The suit was later
settled out of court, and Amazon continued to make the same claim."
Walmart sued Amazon on October 16, 1998, alleging that Amazon had stolen
Walmart's trade secrets by hiring former Walmart executives. Although this
suit was also settled out of court, it caused Amazon to implement internal
restrictions and the reassignment of the former Walmart executives.

ACQUISITIONS AND INVESTMENTS

This list is incomplete; you can help by expanding it.

Source:

1998

• Planet All, a reminder service based in Cambridge, Massachusetts

• Junglee, an XML-based data mining startup based in Sunnyvale;
• Bookpages.co.uk, a UK online book retailer, which became Amazon UK on
October 15, 1998;
• Telebook (www.telebuch.de) was Germany's leading online bookstore, it became
Amazon's German online store;
• Internet Movie Database (IMDB).

1999

• Alexa Internet a database company;

• Accept.com a financial services company;
• Drugstore.com 40% investment in 1999, increased stake in 2000, sold stake to
Walgreens in 2011 for a 90% loss;
• GeoWorks, a wireless communications company, acquisition of a minority
interest;

18
• Pets.com, purchased a 54 percent stake;
• LiveBid.com, which produced Internet-based auction software;
• e-Niche Incorporated, comprising: Exchange.com, Bibliofind.com (hard-to-find
book titles), and Musicfile.com (hard to find music titles)
• HomeGrocer.com, a 35 percent stake in the online grocer;

• Gear.com, 49 percent stake (the company was purchased by Overstock.com in

2000)
• Tool Crib of the North, acquired the online and catalog sales division of the
company in October 1999, selling a very wide variety of tools and home
improvement items;
• Convergence Corporation, software to connect wireless devices to the Internet;
• Mind Corps Incorporated, applications for web sites including online chats to
web based databases;
• Della.com, gift registry, expert advice, and personalized gift suggestions, Amazon
purchased a 20% stake (in April 2000, the company merged with
WeddingChannel.com)
• Back to Basics Toys, catalog toy store (sold to Scholastic in 2003)
• Ashford.com, retailer of luxury products, Amazon acquired a 16.6 percent
ownership;
• Leep Technology Inc., developer of on-line database query tools and CRM
Software.

2003

• Online music retailer CD Now. By 2011, the website cdnow.com was defunct
and in use by a different company.

2004

• Joyo.com, a Chinese e-commerce website.

2005

• Book Surge, a print on demand company

• Mobipocket.com, an e-book software company

19
• CreateSpace.com (formerly CustomFlix), a distributor of on-demand DVDs
(since expanded to include print on-demand books, CDs, and video), based
in Scotts Valley, California.
• Smallparts.com, an industrial component supplier.

2006

• Shopbop, a retailer of designer clothing and accessories for women, based

in Madison, Wisconsin.

2007

• dpreview.com, a digital photography review website based in London; Brilliance

Audio, the largest independent publisher of audiobooks in the United States.

2008

• Audible.com; Fabric.com;
• Box Office Mojo;
• AbeBooks;
• Shelfari (including a 40% stake in Library Thing and whole
ownership of BookFinder.com, Gojaba.com, and FillZ)
• Reflexive Entertainment, a casual video game development company

2009

• Zappos, an online shoe and apparel retailer

• Lexcycle,
• Snap Tell, an image matching startup,
• Stanza, a rival e-book reader to Amazon's Kindle.

2010

• Touchco.
• Woot,
• Quidsi,
• Buy VIP,
• Amie Street
• Toby Press

20
 2011

• LoveFilm,
• The Book Depository,
• Pushbutton,
• Yap

2012

• Kiva Systems,
• Teachstreet,

• Evi

2013

• IVONA Software,
• Goodreads,
• Liquavista,

2014

• Double Helix Games,

• comiXology,
• Twitch

2015

• Annapurna Labs, a chip designer based in Yokneam, Israel

Investment

• 2008: Engine Yard, a Ruby-on-Rails platform as a service (PaaS) company.

• 2010: LivingSocial, a local deal site.
• 2014: Acquire .buy domain in an auction for $4,588,888
• 2014 : Amazon Announces Additional US $2 Billion Investment in India in June
2014

Subsidiaries

• 2004: A9.com, a company focused on researching and building

innovative technology.

21
• 2004: Lab126, developers of integrated consumer electronics such as the Kindle.
• 2007: Endless.com, an e-commerce brand focusing on shoes.
• 2007: Brilliance Audio, the largest independent audiobook producer in the US.

Amazon owns over 40 subsidiaries, including Zappos, Diapers.com, Kiva

Systems, Goodreads, Teachstreet, and IMDB.

22
INFRASTRUCTURE

There are many hosting companies working in India but most of them are
not suitable for E-Commerce hosting purpose, because they are providing much
less secure and threat protected shared hosting. E-Commerce demand highly
secure, stable and protected hosting. Trends are changing with some of E-
Commerce companies starting to offer for Saas hosting web stores with
minimal onetime costs.

There could be various methods of ecommerce marketing such as blog,

forums, search engines and some online advertising sites like Google
adwords and Adroll.

India has got its own version of Cyber Monday known as Great Online
Shopping Festival which started in December 2012, when Google India
partnered with e-commerce companies including Flipkart, HomeShop18,
Snapdeal, Indiatimes shopping and Makemytrip. "Cyber Monday" is a term
coined in the USA for the Monday coming after Black Friday, which is the
Friday after Thanksgiving Day. Most recent GOSF Great Online Shopping
Festival was held during Dec 10 to 12, 2014.

In early June 2013, Amazon.com launched their Amazon India

marketplace without any marketing campaigns. In July, Amazon had said it
will invest $2 billion (Rs 12,000 crore) in India to expand business, after its
largest Indian rival Flipkart announced $1 billion in funding. Amazon has also
entered grocery segment with its Kirana now in Bangalore and is also planning
to enter in various other cities like Delhi, Mumbai and Chennai and faces stiff
competition with Indian startups.

23
 CHAPTER-II

CONCEPTUAL BACKGROUND
OF THE STUDY

24
 THEORETICAL BACKGROUND

ABSTRACT In this era of globalization, maintaining the quality of human inputs rises
from maintaining the quality of work life perfectly. Rise in the quality of work life
would help employees' well being there by the well being of the whole organization.
Quality of Work Life (QWL) has been defined as “The quality of relationship between
the employees and the total working environment”. QWL is concerned with the overall
climate of work and the impact on work and people as well as on organization
effectiveness. Quality of work Life is a Person’s life. It covers a person’s feelings about
every dimension of work including economic rewards and benefits, security, working
condition, 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. This paper focuses and analyzes, the literature
findings which involve QWL. The present paper is an attempt to review the literature
and the studies done in past to establish a relationship between QWL, employee
performance and career growth opportunities. INTRODUCTION: The term QWL
gained importance in the late 1960s as a way of concerns about effects of job/work on
health and general well-being and ways to positively influence the quality of a person’s
work experience. Up until the mid 1970s, employer’s concern was on work design and
working conditions improvement. However, in the next decade of 1980s, the concept of
QWL included other aspects that affect employees’ job satisfaction and productivity and
these aspects are, reward systems, physical work environment, employee involvement,
rights and esteem needs (Cummings and Worley, 2005). However the radical changes in
the world of business, like factors such as globalization, information technology, world
business competitiveness, and scarcity of natural resources have changed employee’s
outlook of how a good company is defined. The trend in past was to include, financial
figures in defining “a good company”. Latest trends like, ethics, quality of work life
(QWL) and job satisfaction are now considered important predictors of sustainability
and viability of business organizations. Quality of work life is a very broad concept with
many different perceptions about it and, therefore, difficult to define. There are authors
who are of the opinion that it is something that is defined by the people of the
organization. Many authors, psychologists and management consultants agree that it is
difficult to give a clear definition of the term quality of work life, other than that it has to
do with the well-being of employees (Lawler, 1975; Davis and Cherns, 1975; Sirgy,
Efraty, Siegel and Lee, 2001). In Davis and Cherns (eds.) (1975) all the authors agree
that quality of work life is not just job satisfaction, which is only one among its many
aspects. All accept that different people will have different perspectives on what makes
for high quality of work life. The impact of work life on the individual is the outcome of
many interacting factors, of which the importance of each can differ from group to
group and from time to time. However from the literature we can summarize that QWL
may be viewed as a wide ranging concept, Table,1 lists some of the components of
QWL as viewed by the scholars in various type of organization. TABLE -1 –

25
COMPONENTS OF QUALITY OF WORK LIFE Author Component Walton(1975) 1
Adequate And Fair Compensation, 2 Safe And Healthy Working Conditions, 3
Immediate Opportunity To Use And Develop Human Capacities,4 Opportunity For
Continued Growth And Security, 5 Social Integration In The Work Organization, 6
Constitutionalism In The Work Organization, 7 Work And Total Life Space And 8
Social Relevance Of Work Life. Stein (1983) 1.Autonomy or being independent;
2.Being recognized and prized;3. Belongings; 4. Progression and development;
5.External reward Levine, Taylor and Davis(1984) 1.Respect from supervisor and trust
on employee’s capability;2.Change of work; 3.Challenge of the work; 4.Future
development opportunity arising from the current work;5.Self esteem;6.Scope of
impacted work and life beyond work itself; 7.Contribution towards society from the
work Baba and Jamal(1991) 1. Job satisfaction, 2 job involvement,3 work role
ambiguity,4 work role conflict, 5 work role overload,6 job stress,7 organizational
commitment and 8 turn-over intentions Lau RSM, Bruce EM (1998) 1. Job security 2.
Reward systems3. Training 4. Carrier advancements opportunities5. Participation in
decision in decision making Ellis and Pompli (2002) Poor working environments,
Resident aggression, Workload, Unable to deliver quality of care expected, Balance of
work and family, Shift work, no involvement in decision making, Professional isolation,
non recognition of work, unhealthy relationships with supervisor/peers, Role conflict,
absence opportunity to learn new skills

The studies reviewed relate to different types of occupations (viz.) banking, teaching,
nursing, medicine, industry, private and public limited companies; The studies located
and reviewed include both Indian and foreign studies. In the studies reviewed on Quality
of Work Life, a number of dimensions were considered for evaluating the job
satisfaction of the Professionals. Literatures reviewed have shown that QWL is a
multidimensional constructs, these constructs have to be consider during the job design
process. In this scenario, high quality of work life is essential for organizations to
continue to attract and retain employees. This is the reason QWL concept has gained
momentum recently and researches are going on worldwide to find out inputs for
framing effective QWL strategies. Moreover the literature review discussed above also
supports the relationship between QWL, employee performance and career growth
aspects. Still many facets of QWL need to be unexplored through further studies.

26
 LITERATURE REVIEW

Quality of work life is, “The right balance of work and personal activities
through proper schedule an equal number of hours for each of your activities by
plan and priority". Quality of work life provides the bonds that hold an
individual with their work and personal life. To be balanced with work and life,
individual should know himself or herself. Here some of the researchers states
their study report about quality of work life.

1. According to Ray B. Williams FP careers Blog, work place, success

IQ University states that we’ve gained a much greater understanding in recent
years of how work spills over into the home and vice versa. Interest in WLB
has expanded as both work and family pressures increases. The role of work
has changed throughout the world due to economic conditions and social
demands. Originally, work was a matter of necessity or survival. It has now
evolved and the composition of the workforce has changed. Now work is also a
source of personal satisfaction. Quality of work life has a prong approach. One
prong is what the employer does for the employee in the form of flexible work
arrangements and benefits. The other prong is what the employee does for
himself/herself, and this is often overlooked.

Thus to guide for both employee and employers about the issues of
work- life balance? Here are some thoughts:

• WLB does not mean equal balance. Every day of life is fluid and the balance
should be seen that way.

• Individuals WLB will vary over the long term

• There is no perfect one-size-fits-all balance program

• To be effective, WLB must address the issues of both achievements and

enjoyment

• Four quadrants of WLB must be included: work, family, friends and self

27
 As a footnote to the quality of work life issues single most important force
that will impact the work force in the coming years is the retirement of large
number of baby boomers, with the number exceeding the number of younger
people in the work force. That combined with the growing numbers of elderly
people that must be cared for by middle class families, will put enormous strain
on the issue of quality of work life.

2. According to the Julie Hurst & Amanda Edwards shows the types
of issues that causes major headaches in workplaces all over the world. While
attention is being paid to issues like childcare, flexible working, home working
and similar initiatives, much less support is being offered for these, “everyday”
difficulties. Ye not only do issues like these cause so many problems, those
who battle with them often find themselves feeling too drained to take time out
to look at new ways of handling them.

Having been made aware of this situation, we have spent time researching
and developing useful tools and techniques that we feel will make a huge
positive impact, including looking at how this can be achieved as quickly as
possible. Our answers to the problem has been to develop a suite of rapid
learning capsule each dedicated to a different aspect of the problem, but also
capsule of being put together to form a cohesive program of change for
organizations facing particular issues such as re-organization, increases in
workload, or high levels of work place stress. Thus, the learning capsules are
termed Red Button sessions as they are a rapid response to an immediate need.
They are build around the model of learn, practice, understand, take-away and
use- with each one lasting between 90 and 120 minutes and containing the
essential essence of each topic. The goal is for participants to leave with’ new
behaviors’ and skills they can use that day.

3. According to Nick Halpin PhD, The counseling service, the University of Dundee: A
balance d life is one where we spread our energy and effort – emotional, intellectual,

28
imaginative, spiritual, and physical – between key areas of importance. The neglect
of one or more areas, or anchor points, may

threaten the vitality of the whole. The term work -life balance was first
coined in1986 in reaction to the unhealthy choices that many Americans were
making

in favor of the work place, as they opted to neglect family, friends, and leisure
activities in the pursuit of corporate goals.

Much of the following derives from the newspaper articles, internet items
and from Madeleine Bunting excellent review of this topic in her recent book’
Willing Slaves- ‘How the overwork culture in ruling our lives’ (Harpes
Collins,2004). The facts are easy to come by and they make startling reading:
American in full-time employment increased their weekly average hours of
work between 1977 and 1997 by 3.5 hours, taking it to 47.1 hours. In a study
of UK work place managers by Wheatley (2000), 65% said work was
damaging their health and 77% admitted that it affected their relationship with
their children. The office of National statistics (ONS) found that most couples
spend more times apart than together, with most of the times that they do share
spent watching televisions. Based on 21,000 diaries. The ONS discovered that
the average British couple spends just 15 minutes a day enjoying a social life
with each other (Independent, 16 July 2004).

29
 CHAPTER-III

RESEARCH DESIGN

30
 STATEMENT OF THE PROBLEM

To determine the quality of work life of employees at AMAZON INDIA.

NEED OF THE STUDY

Many organization are successful at managing the materials and machinery

of the organization, they fail short in managing human side of their business.

This project addresses and assesses the importance of quality of work life

initiatives and its effectiveness. The study believes that people perform better

when they are allowed to participate in managing their work & make decisions.

This approach motivates people by satisfying not only their economic needs but

also their social & psychological aspects.

OBJECTVES OF THE STUDY

PRIMARY OBJECTIVE

To study the quality of work life of the employees in AMAZON

INDIA.

SECONDARY OBJECTIVE

➢ To analyze the psychological stress in their normal work/life.

➢ To analyze their level of satisfaction in work/life.
➢ To ascertain whether the organization provided the employees with WLB benefits.
➢ To identify how far the employees of the organization are interested towards
WLB arrangements.
➢ To determine the managing ability of the employees in the organization
towards quality of work life.

31
 SCOPE OF THE STUDY

• It highlights the key need & reason for introducing quality of work life
policies,
• Helps to retain the existing employees as well as to attracts new employees,
• Is to reduce sickness and absenteeism,
• To enhances working relationships between
colleagues,
• To increase level of production and satisfaction, and
• Decrease the stress and burnout in work/life.

RESEARCH METHODOLOGY

RESEARCH DESIGN

The adoption of a proper methodology is an essential and important step

in conducting survey (or) any research .In this study the researcher has adopted
a descriptive research method. Descriptive research studies are those studies
which are concerned with describing the characteristics of a particular
individual or of a group.

RESEARCH TOOL

A questionnaire was used as the research tool for this study. The
questionnaire was chosen as it provides a more comprehensive view than any
other research tool.

SAMPLING DESIGN

The researcher has adopted a probability method to solicit the opinions

from the employees (respondents) on the various aspects of performance
appraisal. Probability Sampling is also called as “Random Sampling”.

32
 PROBABILITY SAMPLING

Probability Sampling is the scientific technique of drawing samples from

the population according to some laws of chance in which unit in the universe
or population has some definite pre-assigned probability of being selected in
the sample.

SAMPLING TECHNIQUE

The researcher used simple random sampling for connecting the survey.
In simple random sampling “Lottery Method” has adopted.

LOTTERY METHOD:

It is the simplest, most common and important method of obtaining a

random samples. Under this method all the members of the population are
serially numbered on small slips of paper. They are put in a drum and
thoroughly mixed by vibrating the drum. After mixing, the numbered slips are
drawn out of the drum one by one according to the size of the samples. The
numbers of slips so drawn constitute random samples.

(a) Sample Size:

The sample size for the study undertaken by the researcher was 100.

(b) Sampling Area:

Sampling area refers to the area or the locality to which the sample
belongs. The samplings area for this project is Hyderabad.

(c) Population Size

Total population of the company is 150.

33
 Data Collection Method

Primary Data
Primary data are those data, which are collected as fresh and for
the first time, and thus happens to be original in character. Primary data can be
collected in five ways through Survey. In this project work interview schedule
method has been adopted.

Secondary Data
The secondary data have been compiled from the internal and
external sources .The internal source includes the information from the
company reports. Besides this, a number of discussions were held with the
officers in human resources department.

STATISTICAL TOOLS FOR DESCRIPTION

▪ Percentage analysis
▪ Chi-Square analysis
▪ Weighted Average Method

➢ Percentage analysis
Percentage analysis is often used in data presentation for they
simplify numbers, reducing all of them to a 0 to 100 range. Through the use of
percentages, the data are reduced in the standard form with base equal to 100 to
which fact facilities relative comparisons.

Percentage =No. of response/ Total no. of respondents*100

➢ Chi-Square Analysis

Chi square test is a non-parameter test that establishes the in

dependence between variables. It is measured by comparing the observed with
those of expected frequencies based on the hypothesis. It is given by

34
 Ψ= Σ (O-E) ^2 / E

O=Observed Frequencies

E=Expected Frequencies

➢ Weighted Average Method

The weighted average is obtained on dividing the weighted totals by the
sum of weights, let X1, X2……Xn occur with weights W1, W2…….Wn then

Weighted Average =  WiXi / Σ Wi

LIMITATIONS OF THE STUDY

The Project report had certain limitations that were unavoidable, however
wide the scope was some of the limitations are:

• The project report was designed on the belief that information provided by
the respondents is correct.

• Respondents provided information in hurry so accuracy can’t be expected.

• The study can’t be generalized for a long time as employee’s interest will be
Changing rapidly over a period of time.

• The survey conducted was limited to Hyderabad office. Hence the results
attained by the study may not be applicable to other regional offices.

• Many employees are reluctant in disclosing the true information, so the

researcher had to proceed with incomplete information.

• The findings were substantially based on information given by the

respondents and in many cases, subjective bias cannot be completely ruled out.

35
 CHAPTER-IV
DATA ANALYSIS AND
INTERPRETATION

36
 1) TABLE SHOWING THE GENDER OF THE
RESPONDENTS

No. of
Option Respondents Percentage
Male 72 72.0
Female 28 28.0
Total 100 100.0

CHART SHOWING THE GENDER OF THE RESPONDENTS

INTERPRETATION :

From the above table & chart it is inferred that 72% of the respondents
are male and 28% of the respondents are female.

37
 2) TABLE SHOWING THE AGE OF THE RESPONDENTS

No. of
Option Respondents Percentage
Below
25 16 16.0
25-30 24 24.0
31-35 20 20.0
36-40 25 25.0
Above
40 15 15.0
Total 100 100.0

CHART SHOWING THE AGE OF THE RESPONDENTS

INTERPRETATION:

From the above table & chart it is inferred that 24% of the respondents
are in between the age group of 25-30, and 15% are above 40 Yrs.

38
 3) TABLE SHOWING THE QUALIFICATION OF THE
RESPONDENTS

No. of
Option Respondents Percentage
HSC 26 26.0
UG 32 32.0
PG 14 14.0
Diploma 18 18.0
Others 10 10.0
Total 100 100.0

CHART SHOWING THE QUALIFICATION OF THE

RESPONDENTS

INTERPRETATION :

From the above table & chart it is inferred that 32% of the respondents
are in the qualification of UG and 10% are belong to other cader.

39
 4) TABLE SHOWING HOW FAR THE RESPONDENTS
CANCEL APPOINTMENT DUE TO WORK RELATED
COMMITMENT

No. of
Option Respondents Percentage
Never 40 40.0
Sometimes 20 20.0
Often 15 15.0
Rare 13 13.0
Always 12 12.0
Total 100 100.0

CHART SHOWING HOW FAR THE RESPONDENTS

CANCEL APPOINTMENT DUE TO WORK RELATED
COMMITMENT

INTERPRETATION :

From the above table & chart it is inferred that 40% of the respondents are of never in
cancelling appointments with their spouse/family/friends due to work related
commitment, 12% of them always cancel appointments

40
 5) TABLE SHOWING THE RESPONDENT JOB STRESS

EVEN AFTER LEAVING THE WORK PLACE

No. of
Option Respondents Percentage
Strongly
Agree 5 5.0
Agree 20 20.0
Neutral 10 10.0
Disagree 15 15.0
Strongly
Disagree 50 50.0
Total 100 100.0

CHART SHOWING THE RESPONDENT JOB STRESS

EVEN AFTER LEAVING WORK PLACE

INTERPRETATION :

From the above table & chart it is inferred that 50% of the respondent
strongly disagree regarding their job stress even after leaving the work place
and 5% of them strongly disagree to this statement.

41
 6) TABLE SHOWING WHETHER THE RESPONDENT
PROMOTION WILL SERIOUSLY AFFECTS DUE TO
FAMILY RELATED REASONS

No. of
Option Respondents Percentage
Strongly
Agree 45 45.0
Agree 20 20.0
Neutral 17 17.0
Disagree 10 10.0
Strongly
Disagree 8 8.0
Total 100 100.0

CHART SHOWING WHETHER THE RESPONDENT

PROMOTION WILL SERIOUSLY AFFECTS DUE TO
FAMILY RELATED REASONS

INTERPRETATION :

From the above table & chart it is inferred that 45% of the respondents
strongly agree that promotion will seriously affects due to family related issues
and 8 % of the respondent strongly disagrees to this statement.

42
 7) TABLE SHOWING THE CURRENT EMPLOYMENT
STATUS OF THE RESPONDENTS

No. of
Option Respondents Percentage
Permanent 60 60.0
Contract 11 11.0
Temporary 29 29.0
Total 100 100.0

CHART SHOWING THE CURRENT EMPLOYMENT

STATUS OF THE RESPONDENTS

INTERPRETATION :

From the above table & chart it is inferred that 60% of the respondents are
permanently employed and 11% of the respondents are working under a
contract

43
 8) TABLE SHOWING THE RESPONDENT HAPPY TO
SPEND THE REST OF THEIR IN THIS
ORGANIZATION

No. of
Option Respondents Percentage
Strongly
Agree 67 67.0
Agree 20 20.0
Neutral 5 5.0
Disagree 5 5.0
Strongly
Disagree 3 3.0
Total 100 100.0

CHART SHOWING THE RESPONDENT HAPPINESS TO

SPEND REST OF THEIR IN THIS ORGANIZATION

INTERPRETATION :
From the above table & chart it is inferred that 67% of the respondent
strongly agree in their opinion to spend the rest of their career in this org a n d
3% of the respondent strongly disagrees to spend.

44
 9) TABLE SHOWING THE RESPONDENT DICUSSION
ABOUT THEIR ORGANIZATION WITH PEOPLE
OUTSIDE
No. of
Option Respondents Percentage
Strongly
Agree 50 50.0
Agree 25 25.0
Neutral 2 2.0
Disagree 14 14.0
Strongly
Disagree 9 9.0
Total 100 100.0

CHART SHOWING THE RESPONDENT DISCUSSION

ABOUT THEIR ORGANIZATION WITH PEOPLE OUTSIDE

INTERPRETATION :

From the above table & chart it is inferred that 50% of the respondents
strongly agree to to discuss about their organization to outside peoples and 2%
of them feel neutral to this statement.

45
 10) TABLE SHOWING THE RESPONDENT CURRENT
WORKING HOUR SUIT CURRENT WORK LIFE
BALANCE

No. of
Option Respondents Percentage
Extreme 30 30.0
Moderate 25 25.0
Slight 17 17.0
Not at all 18 18.0
Unsure 10 10.0
Total 100 100.0

CHART SHOWING THE RESPONDENT CURRENT

WORKING HOUR SUIT CURRENT QUALITY OF
WORK LIFE

INTERPRETATION :

From the above table & chart it is inferred that 30% of the respondents
extremely agrees that current working hour suits current WLB and 10% of
them are unsure their current working hour with current WLB.

46
 11) TABLE SHOWING WHETHER THE RESPONDENT
GIVEN A COPY OF WLB POLICIES
No. of
Option Respondents Percentage
Yes 80 80.0
No 20 20.0
Total 100 100.0

CHART SHOWING WHETHER THE RESPONDENT GIVEN

A COPY OF WLB POLICIES

INTERPRETATION :

From the above table & chart it is inferred that 80% of the respondents are given a copy
of the Organization WLB benefits and 20% of the respondents are of not give with
WLB policies

47
 12) TABLE SHOWING THE CONSTRAIN OF THE
RESPONDENTS TO REPORT THEIR DAILY WORK

No. of
Option Respondents Percentage
Yes 40 40.0
No 60 60.0
Total 100 100.0

CHART SHOWING THE CONSTRAIN OF THE

RESPONDENTS TO REPORT THEIR DAILY WORK

INTERPRETATION :

From the above table & chart it is inferred that 60% of the respondent
are not accepting that it is been constrain to report their daily work and 40% are
feeling so.

48
 13) TABLE SHOWING THE RESPONDENT PREFERENCE
IN CHOOSING THE SKILLS NEEDED TO CREATE
A SATISFACTORY WLB

No. of
Option Respondents Percentage
Communication 20 20.0
Negotiation 18 18.0
knowing
yourself 25 25.0
Problem
solving 12 12.0
Resolving
Conflict 25 25.0
Total 100 100.0

CHART SHOWING THE RESPONDENT PREFERENCE IN

CHOOSING THE SKILLS NEEDED TO CREATE A
SATISFACTORY WLB

INTERPRETATION :

From the above table & chart it is inferred that 25% of the respondent
prefered in choosing Knowing yourself and Resolving Conflict as a skill to
improve WLB and 12% of the respondent preferred problem solving as a skill
required

49
 14) TABLE SHOWING WHETHER THERE IS ANY
WAY TO IMPROVE WLB IN AMAZON INDIA
SUGGESTING BY THE RESPONDENT

No. of
Option Respondents Percentage
Yes 62 62.0
No 38 38.0
Total 100 100.0

CHART SHOWING WHETHER THERE IS ANY WAY TO

IMPROVE WLB IN AMAZON INDIA SUGGESTING BY
THE RESPONDENT

INTERPRETATION :

From the above table & chart it is inferred that 62% of the respondent
suggesting some of the requirements to improve WLB arrangements at
AMAZON INDIA and the remaining 38% of the respondent suggest that there
is no way to improve WLB arrangements at AMAZON INDIA .

50
 15) TABLE SHOWING HOW FAR THE RESPONDENTS
EASILY BALANCE THEIR WORK AND FAMILY

No. of
Option Respondents Percentage
Strongly
Agree 60 60.0
Agree 18 18.0
Neutral 10 10.0
Disagree 2 2.0
Strongly
Disagree 10 10.0
Total 100 100.0

CHART SHOWING HOW FAR THE RESPONDENTS

EASILY BALANCE THEIR WORK AND FAMILY

INTERPRETATION :

From the above table & chart it is inferred that 60% of the respondents
strongly agrees that they can easily balance their work and family and 2% of
them disagrees that they can easily balance.

51
 16) TABLE SHOWING THE RESPONDENT HOPE TO BE
PROMOTED WITHIN NEXT 2 Yrs.

No. of
Option Respondents Percentage
Yes 66 66.0
No 34 34.0
Total 100 100.0

CHART SHOWING THE RESPONDENT HOPE TO BE

PROMOTED WITHIN NEXT 2 YRS.

INTERPRETATION :

From the above table & chart it is inferred that 66% of the respondents
agrees that they having a hope to be promoted within next 2 years and 34%
of the respondents say no to this statement.

52
 17) TABLE SHOWING WHETHER RESPONDENT IS
EXPECTED TO WORK TOO MANY HOURS
No. of
Option Respondents Percentage
Never 40 40.0
Seldom 36 36.0
Sometimes 5 5.0
Most of
the times 13 13.0
Always 6 6.0
Total 100 100.0

CHART SHOWING WHETHER RESPONDENT IS

EXPECTED TO WORK TOO MANY HOURS

INTERPRETATION:

From the above table & chart it is inferred that 40% of the respondents
never are expected to work too many hours and 5 % of them reported that
sometimes they are expected to work too many hours.

53
 STATISTICAL TEST USED:

CHI-SQUARE

HYPOTHESIS:

Null hypothesis (H0): There is no significant relationship between marital

status of the respondents and the organizational employees easily balance their
work and family

Alternative hypothesis (H1): There is significant relationship between marital

status of the respondents and the organizational employees easily balance their
work and family

Marital status of the employees X Organizational employee

easily balanced their work and family tabulation

Organizational employee easily balanced their work and family

TABLE NO.18

Strongly
Strongly Agree Neural Disagree Total
Disagree
Options Agree

Age group
of the 6 5 3 2 0 16

employees Below 25
25-30 17 4 3 0 0 24

31-35 10 5 1 4 0 20

36-40 20 2 2 1 0 25

Above 40 7 2 1 3 2 15

60 18 10 10 2 100
Total

54
Chi Square = ∑ (O-E) ^ 2/E

TABLE NO.19
CHI SQAURE ANALYSIS
Observed Expected
(O-E) (O-E)^2 (O-E)^2/E
frequency Frequency
O
6 E
9.6 -3.60 12.96 1.35
0
5 2.9 2.10 4.41 1.52
0
3 1.6 1.40 1.96 1.22
0
2 1.6 0.40 0.16 0.10
0
0 0.3 -0.32 0.10 0.31
2
1 14.4 2.60 6.76 0.47
7 0
1 4.3 9.68 93.70 21.70
4 2
3 2.4 0.60 0.36 0.15
0
0 2.4 -2.40 5.76 2.40
0
0 0.4 -0.48 0.23 0.48
8
1 12.0 -2.00 4.00 0.33
0 0
5 3.6 1.40 1.96 0.54
0
1 2.0 -1.00 1.00 0.50
0
4 2.0 2.00 4.00 2.00
0
0 0.4 -0.40 0.16 0.4
0
2 15.0 5.00 25.00 1.67
0 0
2 4.5 -2.50 6.25 1.39
0
2 2.5 -0.50 0.25 0.10
0
1 2.5 1.50 2.25 0.90
0
0 0.5 -0.50 0.25 0.50
0
7 9.0 2.00 4.00 0.44
0
2 2.7 -0.70 0.49 0.18
0
1 1.5 -0.50 0.25 0.16
0
3 1.5 1.50 2.25 0.15
0
2 0.3 1.70 2.89 9.63
0
Total = 48.59

55
Degrees of freedom =(r-1) (c-1)

= (5-1) (5-1)

=16

Tabulated value for x^2 at degree of freedom and 5% level of significance=

26.296

But calculated value of x^ 2 is 48.59.

As Tabulated value is less than (<) calculated value, we accept the alternative
hypothesis.

INTERPRETATION:

This indicates that there is significant association between marital

status of the respondents and their quality of work life.

CHI-SQUARE

HYPOTHESIS:

Null hypothesis (H0): There is no significant relationship between sex of the

employee and appointment cancellation due to work related commitment

Alternative hypothesis (H1): There is significant relationship sex of the

employee and appointment cancellation due to work related commitment

56
 Sex of the Employees X Appointment cancellation due to work related
Commitment Cross tabulation

Appointment cancellation due to work related commitment

h

i TABLE NO.20

Options Never Sometime Often Rare Always Total

S Sex of the Male 36 15 12 5 4 72
q Employees Female 4 5 3 8 8 28
Total 40 20 15 13 12 100
u
e = ∑ (O-E) ^2/E

a
TABLE NO.21
r SQUARE ANALYIS SHOWING DEGREES OF FREEDOM
CHI

Observed Expected
frequency Frequency (O-E) (O-E)^2 (O-E)^ 2/E
O E
36 28.80 7.20 51.84 1.80
15 14.40 0.60 0.36 0.02
12 10.80 1.20 1.44 0.13
5 9.36 -4.36 19.01 2.03
4 8.64 -4.64 21.53 2.50
4 11.20 -7.20 51.84 4.63
5 5.60 -0.60 0.36 0.06
3 4.20 -1.20 1.44 0.34
8 3.64 4.36 19.01 5.22
8 3.36 4.64 21.53 6.41

Degrees of freedom =(r-1) (c-1)

= (2-1) (5-
1) = 4

Tabulated value for x^2 at degree of freedom and 5% level of significance=

9.488

But calculated value of x^2 is 23.14.

57
 As Tabulated value is less than (<) the calculated value, we
accept the alternative hypothesis.

INTERPRETATION :

It is inferred that sex of the employee and appointment cancellation

due to work related commitment are dependent variables.

WEGIHTED AVERAGE METHOD

TABLE NO.22
Level of No of Weight Weighted
agree respondents
assigned average
Strongly 5 5 25
agree
Agree 20 4 80
Neutral 10 3 30
Disagree 15 2 30
Strongly 50 1 50
Disagree
TOTAL 215

WEIGHTED AVERAGE METHOD FOR RESPONDENT FEEL

STRESSFUL THINKING ABOUT THEIR JOB EVEN AFTER
LEAVING THE WORK PLACE

Weighted Moving Average =215/100

=2.15

=2

INTERPRETATION:

58
 From above table, we infer that the respondent disagree in their opinion
regarding their level of stress even after leaving the work place.

59
 TABLE NO.23
WEIGHTED AVERAGE METHOD FOR RESPONDENT
HAPPY TO SPENT REST OF THEIR CAREER WITH THIS
ORGANIZATION

Level of agree No of Weight Weighted average

respondents assigned
Strongly agree 67 5 33
5
Agree 20 4 8
0
Neutral 5 3 1
5
Disagree 5 2 1
0
Strongly 3 1 3
Disagree

Total = 443

Weighted Moving Average =443/100

=4.43

=4

INTERPRETATION :

From above table, we infer that the respondent agree in their opinion
regarding their happiness to spent rest of their career with this organization.

60
 CHAPTER-V

FINDINGS,
SUGGESTIONS
AND
INTERPRETATION

61
 FINDINGS OF THE STUDY
• The majority of the respondents are males.
• 25% of workers are under the age category 36-40
• 32% of the respondents are qualified up to UG.
• 40 % of employees never cancel appointments with their
spouse/friends/family due to work related commitment.
• 50% of employees disagree stressful even after leaving the work place.

• 45% of employees say that the promotion or transfer due to family

related reasons will seriously hurts ones career progress.
• 60% of the employee’s current employment status is of permanent.

• 67% of employees strongly agree to spend rest of their career in

this organization.

• 50% of employees strongly agree to discuss about their organization to

outside peoples.

• 49.3% of the employees working hour extremely suits with current quality
of work life.
• 80% of employees are given a copy of organizational WLB policies.

• 60% of the employees not feel constrain to report their daily work.
• 25% of employees suggesting their opinion that knowing yourself
and resolving conflict skills create a satisfactory quality of work life.
• 62% of employees think that there is way to improve other WLB
arrangements at AMAZON INDIA.
• 60% of employees strongly agrees that they can easily balance work &
family.
• 66% of employees are hoping to be promoted within the next two years.

• 40% of employees are never expected to work too many hours.

• From the chi-square test, it is found that there is significant association
between age of the respondents and their quality of work life.

62
• From the chi-square test, it is found that sex of the employee and
appointment cancellations due to work related commitment are dependent
variables.

SUGGESTIONS

✓ The company can come up with new and innovative ideas to improve the WLB
programs and practices, which can benefit an organization’s bottom line.
✓ The company can provide facilities to their employees to help them to balance
their scales
✓ The company while implementing work/ life balance initiatives an evaluation
and feedback system should be a part of that process.
✓ The company can create congenial conditions in which employees can balance
work with their personal needs.
✓ The company can ultimately create a more satisfied workforce that contributes
to productivity and success in the work place.

CONCLUSION

“A study on quality of work life among the employees in AMAZON INDIA

is focus on analyzing the importance of quality of work life.

To conclude with the study, it is found that the quality of work life among
the employees at AMAZON INDIA is moderate. The organizations allow to
utilize the WLB benefits but some innovations has to be done for
further improvement. The company has paid less attention towards WLB
benefits.

From the research it is well identified that quality of work life can be
balance effectively among the employees in AMAZON INDIA. Hence, the
management should take necessary steps to improve the quality of work life
among the employees.

63
 Based on the information collected from the employees, are satisfied
with the activities of quality of work life.

64
 BIBLIOGRAPHY
❖ Kothari.C.R, “ Research Methodology”,Wishwa Prakasham,1999
❖ Uma Sekaran, “ Research Method For Business” ,John Wiley & Sons,Ltd
Publication, 2007
❖ P . N . A r o r a & S.Arora, “Statistics For management”, .Chand S & company
Ltd Publications,2007
❖ J o u r n al article by Anne Wilcock, Marina Wright; Public Personnel Mgt, Vol.
20,1991

OTHER WEB SITE LINKS:

✓ http://www.worklifebalancecentre.org/nickhalpinl.php
✓ htpp://www.workfamily.com/Work- life
Clearinghouse/TipoftheMonth/tip0020.htm
✓ htpp://www.worklifebalancecentre.org/articleflex.php
✓ http://www.bussinessweek.com/managing/content/mar2009/ca2009037-
73419.htm?c ...
✓ www.google.com
https://www.worldwidejournals.com/indian-journal-of-applied-research-
(IJAR)/recent_issues_pdf/2014/August/August_2014_1406900448__27.pdf

65
APPENDICES

66
 APPENDICES

A Study on Quality of work life of the Employees in

AMAZON INDIA .

Dear Respondent,
This questionnaire is part of my academic study being
carried out in partial fulfillment of MBA degree in Shadan Institute
For Management Studies For Girls, Hyderabad. Please take few
minutes to complete this survey. Your views, in combination with
those of others, are extremely important. Your information and
response will be coded and will remain confidential. The data from
the survey will be reported only in aggregate.

A. Personal Information:

Name

Sex Male Female

Age Below 25 25 – 30 31 – 35 36 – 40 Above 40

Qualification HSC UG PG Diploma Others

Designation

B. Other questions:

1. Do you have to cancel appointment with your spouse/family

/friends due to work related commitment?

Never Sometimes Often Rare Always

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 2. I feel stressful thinking about job even after leaving the work place….

Strongly Agree Agree Neutral Disagree Strongly Disagree

3. To turn down a promotion or transfer for family- related reasons will

seriously hurt ones career progresses?

Strongly Agree Agree Neutral Disagree Strongly Disagree

4. What is your current employment status?

Permanent Contract Temporary

5. I would be very happy to spend the rest of my career with this

Organization…
.

Strongly Agree Agree Neutral Disagree Strongly Disagree

6. I enjoy discussing my organization with the people outside it….

Strongly Agree Agree Neutral Disagree Strongly Disagree

7. How well does your current working hour suit your current work life
balance?

Extreme Moderate Slight Not at all Unsure

8. Please indicate which quality of work life arrangements you have used in
your current company?

i. Quality of work life

counseling/training ii. Insurance plan

iii. Leave

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iv. Rest room, food preparation services

iv. Rest room, food preparation services

v. Job sharing

vi. Maternity leave above statutory minimum

vii. Vacation

9. Have you seen or been given a copy of this organizational quality of work life
policies?

YES NO
10. Whether you are in constrain to report your daily work to your leader?

Yes NO

11. According to me skills needed to create a satisfactory quality of work life….

Communication Negotiation Knowing Yourself Problem

solving Resolving Conflict

12. Are there any ways you think that quality of work life arrangements could be
improved at AMAZON INDIA?

YES No

If yes then what are all the requirement needed

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