Report 4

PROJECT REPORT
On
EFFECTIVE QUALITY OF WORK
LIFE BALANCE
BY
YOGESH BN
1NH20BA174
Submitted to
DEPARTMENT OF MANAGEMENT STUDIES
NEW HORIZON COLLEGE OF ENGINEERING,
OUTER RING ROAD, MARATHALLI,
BENGALURU
In partial fulfilment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Under the guidance of
Dr.Priyameet Kaur Keer
Associate Professor
2020 - 22
CERTIFICATE
This is to certify that Yogesh BN bearing USN 1NH20BA174 (2020-22 batch), is a bonafide student of
Master of Business Administration, New Horizon College of Engineering, Bengaluru affiliated to
Visvesvaraya Technological University, Belagavi.
Project report on Effective Quality of Work Life Balance is prepared by him under the guidance of Dr
Priyameet Kaur Keer, in partial fulfillment of the requirements for the award of the degree of Master of
Business Administration of Visveswaraya Technological University, Belagavi, Karnataka.
Signature of Internal Guide Signature of HOD Principal
Name of the Examiners with affiliation: Signatures with date
1. External Examiner
2. Internal Examiner
[Type here]
DECLARATION
I, Yogesh BN, hereby declare that The Project report on“EFFECTIVE QUALITY OF WORK
LIFE BALANCE” prepared by me under the guidance of Dr.Priyameet Kaur Keer, faculty of
M.B.A Department,New Horizon College of Engineering.
I also declare that this project report is towards the partial fulfilment of the universityregulations
for the award of the degree of Master of Business Administration by Visvesvaraya
Technological University, Belgaum.
I have undergone an industry project for a period of Eight weeks. I further declare that this
report is based on the original study undertaken by me and has not been submitted for the award
of a degree/diploma from any other University / Institution.
Signature of Student
Place: Bangalore
Date:
3
[Type here]
ACKNOWLEDGMENT
The successful completion of the project would not have been possible
without the guidance and support of many people. I express my sincere
gratitude to Ms.Preeti, HR Manager, Ashrivad Pipes Private Limited,
Bengaluru, forallowing to do my project on Employee Welfare Activities.
I thank the staff of Ashrivad Pipes Private Limited, Bengaluru for their
support andguidance and helping me in completion of the report.
I am thankful to my internal guide Dr.Priyameet Kaur Keer, for her constant

support and inspiration throughout the project and invaluable suggestions,
guidance and also for providing valuable information.
Finally, I express my gratitude towards my parents and family for their

continuous support during the study.
YOGESH BN
1NH20BA174
4
Certificate of completion
This is to certify that Mr. YOGESH BN, a student of Master of Business administration program
at NEW HORIZON COLLEGE OF ENGINEERING , Successfully completed a project in the HR
Department at our organization on the topic of “EFFECTIVE QUALITY OF WORK LIFE
BALANCE” for the duration of two months.
This project has taught practical implications of the above topic and we found him to be sincere,
punctual and inquisitive during him entire project. We believe this practical exposure of MR.
YOGESH, at our organization will gives him a lead in his upcoming career and future of his great
opportunities
We wish him all success and good luck in his upcoming pursuits
Sincerely,
Ms. Preethi
Human Resource Manager.
LISTS OF
CONTENTS
CHAPTER NO. TITLE PAGE NO.
EXECUTIVE SUMMARY
1-13
1
INTRODUCTION
14-27
CONCEPTUAL BACKGROUND AND LITERATURE
2 REVIEW
28-30
3 RESEARCH DESIGN
30-52
DATA ANALYSIS AND INTERPRETATION
4
53-55
5
FINDINGS, SUGGESTIONS & CONCLUSIONS
BIBLIOGRAPHY
ANNEXURE
MBA-NEW HORIZON COLLEGE OF ENGINEERING
CHAPTER 1
INTRODUCTION
1.1 INTRODUCTION ABOUT PROJECT

The Project programe seeks to give us the opportunity to apply their theoretical knowledge in
a practical setting. The information of a professional approach is an important part of this
encounter. Students are expected to develop their personalities as well as their ability to adapt
to and handle demanding situations in the actual world of business. Students should be able to
gain transferrable skills such as communication, interpersonal skills, technical abilities,
collaborative skills, management skills, and problem-solving abilities through the internship
programme. Finally, the students get the opportunity to investigate. their interest in future
career development.
1.2 INDUSTRY PROFILE

Plastics are generated materials that may be moulded into usable goods using heating,
processing, informing, and comparing processes. They are of global importance. As the item is
drawn from the Greek, frame in the least complex goods, plastics can be depicted as stars in
their shapes.
Plastic's wonders pervade many aspects of society. It is a substance of choice due to its
adaptability, physical quality, financial feasibility, simple procedure capability, as well as its
fascinating inequality and solidity in every climate condition. With the globalisation of the
Indian economy and the introduction of television into homes and most small towns, as well as
increased monetary pressure on materials for improper uses, research into every single climate
item has resulted in increased demand for plastics.Due to anticipated travel losses andwastages,
the end client is demanding plastics rather than the traditional jute while collecting concrete
bags. Thousands of auto formed tanks are requested every day in East India's bumpylocalities
or the dry season inclined parts of Rajasthan, Gujarat, and Tamil Nadu. Agriculturists in
Himachal Pradesh require plastic funnels to transport water to their home states, whereas
floriculturists in Karnataka and Maharashtra cannot thrive without brightly balanced out
polythene large width sheets for massive passages and the use of green polymers.
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India plastic industry has not had much success since it began producing polystryene in 1957.
Which was a modest but promising start. India business people has been convinced to invest in
specialsed ventures due to the potential market. In the blasting plastic industry achive great
benchmarks and construct limits.
Remarkable improvement in the plastic hardware area combined with coordinating
advancement in petrochemical segments both of which underpins the plastic preparing
divisions, have encouraged the plastic processors to fabricate abilities to serve both the local
market and abroad.
The chronology of manufacture of polymers in India is summarized as under:
1957 : Polystyrene
1959 : LDPE (Low density Polyethylene)
1961 : PVC (Polyvinyl Chloride)
1968 : HDPE (High density polyethylene)
1978 : Polypropylene
1960 : CPVC (Chlorinated polyvinyl chloride)
The financial Changes that have taken place in India since 1991, such as joint ventures, remote
ventures, less demanding crosswise over to innovation from developed nations, and soon, have
opened up new ventures to advance the Indian plastic industry, which is now exported to more
than 150 countries around the world, with real trading partners including the United States, the
United Arab Emirates, Italy, the United Kingdom, Russia, Hong Kong, Germany, and so on.
More than 30000 units in the Plastic Preparation section are involved in delivering a varietyof
items through infusion forming, blow embellishment, expulsion, and calendaring.
The limitation we have worked with in the majority of the industry along with our innate
strenghts have qualified us to rework international marketplace, and nylon improved plastics
in the 1920s.
During World War 2 polyethylene was developed in respone to a need for an unmatched
protective materials that could be used for application such as radar. The intoduction of
2
polypropylene as well as the improvement of acety and polycarbonate occurred throughout the
1950s. In the 1960s and 1970 a subset of the platic family known as high temperature plastics
sweet smelling polyesters, polyether syphoned and so forth began tro emerge.
1.3COMPANY PROFILE
Ashirvd Pipes Pvt Ltd is a company that designs develops and manufacturing UPVC risers
liquids and vials. The company which was founded in 1975 offers a comprehensive range of
plumbing cpvc pipes and fittings upvc solvent welded pipeing system plumbing industrial
and casing pipes. Ashirvad is an ISO 9001-2000 enterprise with 20,000 ton per year prodution
capacity and plans to boost productivity. The company headquaters are in karnataka.
Sice 1975 Ashirvd pipeline Ltd has been steadfastly commited to quality and serivce. As the
industry leader in PVC and CPVC piping system Ashirvad pipes received the ISO 9001:2008
Accreditation and was a national award winner. Manufacturing system to the highest
internatiuonal standard of quality with maintenance free life span with its advanced factories
spread across 40 acres and an annual prodution capacity of 108000tonnes the company
manufactures a range of high tech and high quailty plastic pipes systems for home and
agricultural application.
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1.4VISION & MISSION
Vision:
Ashirvad pipeline has been dedicated to quality and service since 1975. Ashrivad pipeline
based in bangalore is an ISO 9001:2008 certified frim that strives to provide the best level of
client satisfaction
Ashirvad pipes private ltd specialises in the design and manufacture of UPVC rises pipe column
first drivs which have been successfully installed at depths of 1000 feet and deeper. So far the
Ashirvad pipeline has been successfully placed in over 200000 homes around the world.
Ashirvad pipes India is committed to providing long term intelligent solutions as well as
assuring the sustainability and convenience of smart technologies. The customer commited to
market and the company service is meet or exceeded by the company. Ashirvd offers a wide
range of services to its customers in order to suit a variety of needs.
Mission:
● Ashirvad misson is to become India best supplier of high quality product. It offers
comprehensive solution for fluid handling system including hot and cold water piping
system.
● To provide an total solution for soil and waste drainage sysytem
● Provide a large number of products for the health system.
● Strengthen and leverage its global leadership in uPVC column tube value proposition.
Provides solution availability through consistent quality leadership and operations
excellence and greater awareness and extensive combination
1.5 Quality policy
● Production and sales of consumer goods in conformity with the necessities.
● Achieving customer satisfaction is the basic idea of the organization.
Over the last decade, the ASHIRVAD Group of Companies has experienced unprecedented
growth, establishing itself as a leader in the field of PVC fittings and diversifying its product
line to include suction drain fittings and PVC pipes. ASHIRVAD plastics has 450 employees
in human resources, including 50 high-quality professionals, and has an annual turnover of 75
nuclear companies.
4
Ashirvad products are designed to fulfil a person's demands and provide a quick way to listen
to music. Fast music to quench your thirst. People all across the world benefit from Ashirvad's
products. Ashirvad has introduced intelligent water management technology to millions of
people all over the world with its smart plumbing, sanitation, and drainage devices.
The organisation allows employees to operate in a demanding setting, allowing their most
potent capabilities to emerge and then be applied in the most creative manner possible. As part
of the total package, the company is happy to provide extremely competitive salary and
benefits.
Ashirvad employment is more than simply a job; it is the beginning of a magnificent adventure
that will be more powerful than the obstacle. They have a strong belief in their potential to
succeed, as seen by this item's history. A tale of courage and determination. Fromits humble
beginnings in 1998 to its 2013 harvest as one of the European multinational giants,the Ashirvad
pipeline industry has grown to become one of the best. With effective supply chain processes
and a broad distribution network, innovation and quality have been thefoundation of success.
Ashirvad partnership in Europe with M/s Aliaxis SA, is to create one of Europe's largest product
management of water products. Its annual turnover in more than 40 countries and 3 billion
euros existence. With Aliaxis company's technology and expertise, Ashirvad Indian market the
company is to launch several new products used for pipes, sanitation and drainageapplications.
ACCOLADES: 2014, Ashirvad global auditing firm KPMG was selected as "Asia's 100 most
rapidly growing marketing brand of"Ashirvad, the creation and product development centre,
controls water better as the industry leader, using traditional values and revolutionary
technology, but the company is aiming to become their own make use of. Ashirvad column
pipes have been successfully placed in 35 countries, totaling 2.7 million pieces. To ensure
quality products and optimum customer satisfaction, stringent quality inspection is performed
at every stage of production. Companies strive to make your life easier, and with agents located
around the country, you may get help at any time.
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1.6 PRODUCT OR SERVICE PROFILE
In the areas of pipes, clean, and gardening, Ashirvad has a lot of clout. Ashirvad acts as a
catalyst, constantly working to improve the efficiency of liquid handling and water
management systems in order to make life easier and less demanding for everyone. During that
period, the item base was improved to meet the requirements of the client. Ashirvad also uses
local and global business information to provide more competent products and the best possible
customer service on a consistent basis.
• Ashirvad plans manufacture and designs world class product in collaboration with its global
partner Aliaxis and then realases them into the india market.
•Ashirvad goal with this frim is to bcome the primary provider and a one stop search for
giving pipes, clean and seepage answers for the Indian market, in the following two years.
UPVC COLUMN PIPES
Transporting processing fluids throughout industries Conveying abrasive slurries Draining

industrial effluents and sewage Agriculture and Irrigation
CPVC PLUMBINGsystem
Corrosion resistance low bacterial growth and resistance to chlorine in water welding is a
simple and cold procedure fire protection
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UPVC PLUMBINGsystem
Completely leak proof easy handling energy saving piping UV heat resistance. Affordability
load carry capacity maximum.
SWR SYSTEMS
Faster plumbing leak proof joints corrosion and abrasion resistance more simple base. The
effective in terms of price.
PAN CONNECTORS
Simple installation dimensional correctness longevity and the odour proofing low cost and zero
maintenance.
UNDERGROUND DRAINAGE SYSTEMS
Push fit innivation rodent resistance speciality products accessories as mechanical connections
non return vavles and manholes and it is the less maintenance.
SILENT SWR SYSTEMS
Triple layered sound dampening system high rise commercial and residential building easy to
install push fit joints. Simple assembly and dis assembly . suitable for horizontal and vertical
orintation.
ACHIEVEMENTS/ AWARDS
Ashirvad received the prime minister of india national award for outsatanding entrpreneurship
in medium level enterprises in 2007 .
WCRC LEADERS SUMMIT – 2014
“Ashirvd Pipes” One of the 100 fastest growing marketing brands in Aisa ( Identified by
KPMG) The worldwide Audit Frim
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NATIONAL AWARD
Prime Ministers Awards for Outstanding Entrepreurship in Medium Enterprises for the year
2007
EXPORT EXCELLENCE AWARD 2015
Export Excellence sliver award for best manufacturer export award in the large
category"Ashirvad Pipes" One of the 100 fastest growing marketing brands in Asia"
(Identified by KPMG) The Global Audit Firm
INTERTEK
Intertek is Ashirvad ISO 9001:2008 certification body. United Kingdom Accreditation

Service is the Accreditation body for Intertek.
1.7 INFRASTRUCTURAL FACILITIESBranch unit-1: 4-B, Attibele Industrial

Area, near Ramee Guestline Hotel, Hosur Road, Bengaluru - 562 107, Karnataka, India.Branch
unit-2: Ashirvad Pipes Pvt Ltd, Plot No: 27-P, 28-P, 29 & 30, Bommasandra Jigani Link Road
Industrial Area, Anekal Taluk, Bangalore 560105, Karnataka, India.
Branch unit-3: Plot - SP1-177 & 178, Kahrani Industrial Area, Bhiwadi extension, District -
Alwar, PIN-301019 Rajasthan, India.
1.8 COMPETITORS INFORMATION
● Essel Propack ltd

● Nilkamal ltd
● Astral Poly Technik ltd
● India Kkalpana Industrial Cooperation ltd
● Lanxess India private ltd
● Charlotte pipes and Foundry
● John Guest
● JM Eagle
● Skipper
● WAVIN
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1.9 SWOT ANALYSIS
Strength:
● The quality of the product acceptance around the world.
The multi-unit PVC pipe sector is served by the entire products organisation.
The company has its own direct marketing network to boost the distribution system.
● Professional marketing strength and effective marketingstrategies.
● The company has full of computer departments and production units and corporate
offices are connected by intranet.
● The technical skilled labour superiors commitment to maintain warm relations help to
generate a combined effect.
Weakness:
● Lack of access to major distribution channels (rural southern areas, the agricultural
sector has many opportunities and now, the organization is mainly concentrated in the
construction industry).
● Advertising is the only plane made through the media.
Opportunities:
● PVC pipe industry is in the growth stage, so PVC pipe industry has a better
development opportunities.
● India's infrastructure development is facing enormous opportunities to grow at a faster

rate.
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● There are plenty of opportunities the government has not yet developed (Department
buying agricultural equipment such as the government is given to subsidize farmers
Trumpet). Real estate is considered as small family growth.
● Government and other agencies plan to revitalizeagriculture
Threats:
● Sudden fluctuations in crude oil prices, leading to fluctuations in raw material

prices and make pricingdifficult.
● Industry are those with greater competition among themselves.
● In the ever-changing technology in the world, sometimes a better alternative than
PVC may appear.
● All competitors (Hycount, A-ONE and polymer tube Finolex Industrial, etc.) We
are changing their strategies and develop new capture new markets.
● Since PVC plastic is not biodegradable matter industry pollution of the
environment, it might face a futureban.
1.10 FUTURE GROWTH AND PROSPECTUS
We work with and those who distribute products in the market pepole and our continuous
success is due to our commitment to ethics honesty and passion for the brand. You have come
to to the correct place if you are seeking for a dynamic frim with a worthwhile cause.
Companies are always on the lookout for motivated individuals who can contribute their talents
and enthusiasm to help Ashrivad reach next level of success.
Ashirvad has visionaries and its success story is to develop the best pepole in india. In
summation we established an organisation and today we deliver first class nation quality
innovation and service to our clients This is a fruitfull soil because the crops it produces have
the potential to improve the lives of millons of india An great pipeline supplies a diverse range
of items to the india market. A nationwide network of warehouse works around the clock to
ensure that all of its channel partners receive their goods in less than 2 days
Trading places / Warehouse:

Bangalore
Hosur
Chittoor
Secunderabad
10
Vijayawada
Pune
Ahmedabad
Jaipur
Punjabi
Haryana
Lucknow
Ghaziabad
Pat satisfied
Indore
Nagpur
Guwahati, Etc.
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1.11. FINANCIAL STATEMENT OF ASHIRVAD PIPES LTD

March March Increase/ Percentge
Particulars 20 21 Decrease %
Sources of funds
Total Share Capital 4.16 4.16 0 0%
Equity Share Capital 4.16 4.16 0 0%
Reserves 5.49 3.99 -1.5 -27%
Net worth 9.65 8.15 -1.5 -16%
Secured Loans 7.37 5.02 -2.35 -32%
Unsecured Loans 0.62 0.7 0.08 13%
Total Debt 7.99 5.72 -2.27 -28%
Total Liabilities 17.64 13.87 -3.77 -21%
Application of funds 0
Gross Block 13.64 13.7 0.06 0%
Less: Accum.
Depreciation 3.25 4.12 0.87
Net Block 10.39 9.58 -0.81 -8%
Investments 0.81 0.81 0 0%
Inventories 14.52 14.03 -0.49 -3%
Sundry Debtors 7.55 6.4 -1.15 -15%
Cash and Bank Balance 0.82 0.84 0.02 2%
Total Current Assets 22.89 21.27 -1.62 -7%
Loans and Advances 1.8 1.6 -0.2 -11%
Total CA, Loans &
Advances 24.69 22.87 -1.82 -7%
Current Liabilities 17.8 19.08 1.28 7%
Provisions 0.43 0.31 -0.12 -28%
Total CL & Provisions 18.23 19.39 1.16 6%
Net Current Assets 6.46 3.48 -2.98 -46%
Total Assets 17.66 13.87 -3.79 -21%
Contingent liabilities 4.18 4.21 0.03
Book Value (Rs) 23.21 19.6 -3.61 -16%
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STATEMENTS OF PROFIT & LOSS A/C

March March Increase/
Particulars 20 21 Decrease Percentge%
Sales
Turnover 59.95 45.81 -14.14 -24%
Excise Duty 6.47 2.2 -4.27 -66%
Net Sales 53.48 43.61 -9.87 -18%
Other
Income 0.1 0.16 0.06 60%
Stock Adjustments 0.36 -2.05 -2.41 -669%
Total
Income 53.94 41.72 -12.22 -23%
Expenditure 0
Raw
Materials 44.07 29.74 -14.33 -33%
Power & Fuel Cost 1.74 1.42 -0.32 -18%
Employee
Cost 1.23 2.42 1.19 97%
Other Manufacturing
1.57 4.18 2.61 166%
Selling and Admin Expenses 0.14 0.11 -0.03
Miscellaneous Expenses 1.84 3.12 1.28 70%
Total
Expenses 50.59 40.99 -9.6 -19%
Operating Profit 3.25 0.57 -2.68 -82%
PBDIT 3.35 0.73 -2.62 -78%
Interest 2.02 2.02 0 0%
PBDT 1.33 -1.29 -2.62 -197%
Depreciation 0.86 0.86 0 0%
Profit Before Tax 0.47 -2.15 -2.62 -557%
PBT (Post Extra-order Items) 0.47 -2.15 -2.62 -557%
Tax 0.14 -0.64 -0.78 -557%
Reported Net Profit 0.32 -1.5 -1.82 -569%
Total Value Addition 6.51 11.24 4.73 73%
Per share data (annualized) 0
Shares in issue (lakhs) 41.59 41.59 +0 0%
Earning Per Share (Rs) 0.78 -3.61 -4.39 -563%
Book Value (Rs) 23.21 19.6 -3.61 -16%
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CHAPTER-2
CONCEPTUAL BACKGROUND AND LITERATURE REVIEW
2.1 THE THEORETICAL BACKGROUND OF THE STUDY

Human Resource Management (HRM) is a relatively recent approach of managing employees
in any firm. People who are considered important resources in this strategy. It is people who
are concerned about the organization's management level. Because the organisation is a person,
it is critical to ensure their acquisition, development, and greater levels of achievement
motivation, as well as the level of commitment required to retain them.
Human resource management encompasses all of these activities. Human resourcemanagement

is a four-step process that includes the acquisition, development, maintenance, and utilisation
of human resources. According to Scott, Clothier and Spriegel, human resources management
is defined as the responsibility of the management staff, employees and focus on the main
business, focus on employee management and employee relations, individuals and groups.
Human resources departments in the organization responsible for maintaining good
relationships.
It is also concerned with personal growth, as well as the integration of organisational and
individual objectives. Northcott, who believes that human resource management is an
extension of general management, encourages each employee to contribute as much as possible
to the enterprise's goals. Human resources management is a part of the overall management
process. It is the most important part of a larger set of management functions. Wende, France
The organisation of human resource recruitment, selection, development, usage, compensation,
and incentive is characterised as "human resources management" in Seoul.
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INTRODUCTION OF THE CONCEPT OF WORKING LIFE.
Introduction to Quality of Work Life
Work, family, health, friends, and spirit are all aspects of life that must be balanced. The value
of the above has been recognised by industry. India is adopting rules to promote work-life
balance as a means of keeping people happy and pleased, not only because it makes the
workplace a better place to work, but also because it boosts productivity. The concept of
work-life balance (WLB) is not new, but as people's lives change and stress levels rise, many
organisations are considering measures to preserve a work-life balance.
In general, a person's quality of work life (QWL) refers to how happy or unhappy they are
in their workplace. QWL must improve the organisation and design of members' working life
experiences in order to increase commitment and motivation to achieve organisational
objectives. Most of the time, this is done on purpose to provide employees more direct control
over their immediate work environment. There is a substantial link between productivity and
work-life balance policies.Improved recruitment and retention, cost savings associated with
stress reduction, increased job satisfaction and loyalty, and a better company image are
among the other benefits. Work-life balance policies offer a variety of options for lowering
stress and increasing employee happiness. The basic principle of balancing design activities
around work life is it that work should be part of life.
To keep their staff satisfied, Indian companies are coming up with new ideas. Even enterprise
solutions help businesses promote Rowe (results only work environment) culture within the
company. Some organizations take the initiative to provide timely assistance to employees in
crisis situations facing financial or personal problems.
The main problem of QWL
The Indian Organization has identified seven significant elements that will have an impact
on the quality of work life in the next years. More specifically, QWL can function based on
the perspectives of employees in the physical and mental health fields. It covers practically
all of the important concerns that officers, employees, and workers have been battling for
over the last two decades. These include work of pay, employee benefits, job security,
alternative work schedules, ioccupational stress, participation, and democracy.
Some of the flexible work options are:
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Flexible working system
Flexible hours, providing arrival, departure, and flexibility, or lunch time, which is usually
defined core in the presence of all workers, are the most in demand, the easiest, and most
cost-effective administration of FWO. Several businesses Flextime can be moderated by
recruitment pressure, a better balance between work and personal duty, the capacity to reduce
paid absences and tardiness, reduce turnover, and the tension that exists between work and
personal responsibility. Flextime has the ability to create solutions that enable individuals to
solve the situation at hand.
Career development opportunities

This work should create new capabilities and expand existing skills with development occuring
on a constant basis
Compression work schedule

These arrangements have recently been considered as a means to meet the company's support
for traffic and pollution reduction. When a 35-40 little work week was standard, it was
shortened to less than five days of work time. This option is more likely to be used to establish
non-exempt employees' longest working hours (weekly payments), although it does not rule
out the monthly income of employees who work more than 40 hours per week.
Working part-time employment
Is a weekly work plan that ranges from 17.5 to 28 hours. Employees anticipate employees
to have transient, non-recurring interactions with the workplace and will not be paid ileave,
in contrast to the allocation of temporary labour.
Work sharing
The time may be allotted evenly or unevenly depending on the requirement to work or share
an item. Two employees can share a full-time employment at the company. Each employee has
a set percentage of full-time jobs. Timetables are creative and innovative can be designed to
meet the job sharers and office needs. Different working arrangements and part-allocation
position, the position of the workload can be managed within 17.5-28 hours per week. In the
joint work is also different from working part-time employment arrangements.
Balance work and personal life
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Employees should be able to banalance their personal and professional lives. Night shifts
frequent and psychological and social demands are all costly and harmful to QWL
Social relations work

Work rather than being a source of bodily and psychological pleasure should be a source
welfare National integration employment and other organisation can increase quailty assurance
by becoming more worried about pollution social endeavours and consumer protection
MEASURES TO ENSURE THE SECURITY ORGANIZATION:
Staff attitude security plan assessment: I will safety department heads in the
intoductiom security employee in an organisation for this purpose such as setting up a bulletin
board used by employees for understanding attitude develop their security plans and specific
measures safety measures leaflets brochures poster magazines and movies of its highlights
moitored.
Safety Engineering:
The core of every structured security plan is an appropriate I engineering programme that
minimises, if not eliminates, harmful work. Because it is unsafe for staff to do the machine's
task, it is usually covered or encased carefully when it is in use.
Safety education and training: For managers and employees at all levels of educationis
the safety of any successful security program is essential.
PROBLEMS AND SOLUTIONS:
Problem: Poor health symptoms
High absenteeism and turnover.
Industrial discontent and lack ofdiscipline.

The poor performance and inefficiency
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This is why, when industrial health plans are introduced, they are more beneficial to both
companies and employees. Industrial health programmes have naturally reduced employee
turnover, absenteeism, accidents, and occupational disease rates. Reduced corruption,
improved morale and productivity of each employee's personal and longer working hours are
among the other things that are difficult to evaluate.
Solutions:
Providing training and educational programmes on the importance of health and the
steps that employees should take to keep themselves healthy.
Establish medical facilities to prevent and treat illnesses.
Give guidance, particularly on mental health issues and how to avoid them.
They issued a pamphlet on the prevention and treatment of diseases that affect health
care employees.
Enable health workers to raise awareness of quality measures.
AFFECT EMOPLOYEE HEALTH:
Noise: Other manufacturing processes result in industrial noise pollution, which is

inconvenient for employees and harmful to their health. One day, early industrialisation had a
noise tolerance limit. However, as the usage of high-capacity equipment and large-scale
industrial production grows, noise regulation and management has become a major concern. In
truth, government employees and management control mechanisms have made a lot of noise.
Noise is unpleasant sound that many be hazardous to one physical and mental wellbeing. The
issue is noise in industrial facilities which is caused by vibration. People were attempting to
recover from the shock of suffering from bodily and mental health concerns ruckus control
method including through the ear protection at the source controlled by the housing control by
the absorbing and maintain
Working pressure: Pressure can be explained as a basic system in a person's psychological

pressure, resulting in a complexity or intensity of a person's working life. Although stress is
essentially a psychological setting, which in turn also affect her body and behavior
systems.Source of stress can be individuals, organizations and society.According to Behr, the
emphasis is on "a condition, interaction with people from their work produced, and forcing
18
them to depart from the normal functioning of the internal characteristics of the people
change.”
Distress v/s Eustress:
Over-normal pressure is seen as bad. In reality, the negative features of that anguish are simply
a type of pressure. However, there are certain benefits to stress, which are referred to as
Eustress.Gentle pressure is used to describe the degree of tension minimal stress promotesa
person growth and development. Although extreme stress addresses a variety of issue a modest
amount of pressure is always a source of hope for productive and good work. When there is no
stress work life become normal and there is no part of any employee excitement ceremony.
Stress is an natural terms that can only be sensed in the context of a negative item. Depending
on the condition it can be halted in a variety of way.
Stress causes:
Almost all sorts of labour necessarily result in pressure, however the severity varies depending
on the position on the job. Thus, understanding the cause of the stress, in addition to other
aspects that depend on good stress management, is critical to operating success.These are some
possible sources
Special organizations:
These resources are found outside of the workplace not within it. They cannot be restricted to
an employees social life despite their unexpected appearance with the outside world. It may
also have an impact on his job.
An employee may find it difficult to adjust the local culture shift technical and social life which
many be vastly different from what he is use to a results he need time to acclimatise to these
condidtion which does not improve that any work of his period.
Organizations:
19
The potential involvement of job stress factors in the relevant emerges person in an organisation
many be requires to fulfil many roles some of which are mutually exclusive. There might be an
person who is beyond his ability many roles as other employees or lack of staff absenteesim.
This condition is particularly common in the private sector when stress arises the person is
more likely to exceed assigned to any of his tasks or roles.
When a person is obliged to choose up a job he dislikes it is often due to financial or other
pressures working pressure . when employees are compelled to work in bad physical
condidtions or with insufficent restriction the compensation structure and other components
of the company policies and work programmes are put under strain.
Group Dynamics:
Veryone in the company should be able to name at least one of their own groups. Stress can
be caused by poor and other members of the group, as well as an unsatisfactory relationship.
People who have terrible labor connections with their superiors, subordinates, or coworkers are
stressed. This interaction with social groups outside of the organisation may have an impact on
the workplace. As a result, an potential pressure is a narrow group of parameters.
Individual factors:
Individual elements such as qualities and attributes vary greatly from person to person. Conflict
can arise when multiple features of the same individual clash. Sudden changes can occur in a
person's life, having a big impact, such as the death of an agreeable person. During this time,
there is a lot of pressure to do complicated tasks. Employees may join a work, only to discover
that his own traits, aptitudes, and preferences do not match the work criteria after
implementation. All of these circumstances are stressful.
MEANING AND DEFINITION OF EMPLOYEE BENEFITS
Employee benefits, often known as employee incentives, are programmes that encourage
businesses, unions, government, and non-profit organisations to care for their employees' well-
being. it is quite difficult to define the term exactly because labor relative concept
20
The oxford dictionary defines employee benefts as efforts to make life worth living for worker
however determing the scope of effort chanllenging it is defined different by different authors.
According to some writers the variety of employee benefits work from their own factories is
just part of the employer voluntary efforts to enhance employment circumstances. Some argue
that it encompasses not only the voluntary efforts of employer but also the minimum standards
of health and safety provision of general law.
Some important objectives that drive employers to adopt a voluntary employee welfare services
are as follows:
To increase employee morale and gain staff loyalty.

To create a steady labour force that is less prone to labour mobility and absenteeism.
The improvement of worker efficiency and productivity.
To profit from the residual high taxes in order to aid themselves.
Improve your public image to gain favour.
To limit the risk of government intervention even more.
To improve the efficiency of recruiting (because of these advantages to increase the
attractiveness of the work).
Employee benefits are an important component of labour relations, but they cannot be the only
option to provide a sufficient levelling of workers with a good income. It has grown in
importance as a result of the advancement of industrialization and mechanisation. Rows of
workers cannot provide the bare essentials for modern life's subsistence. He requires additional
stimulation to keep his body and spirit together.
The owner is also aware of the significance of these extra amenties. They are not always
possible to obtain a decent ooutcome but they may represent the work demands. Theirprimary
focus is the viability of business employee perks are costly despite the fact that they have been
demonstrated to incresae production effciency to his priorities for each owner is given different
levels of importance for labor welfare.
This is because the government does not know that all employers are progressive attitude, and
will provide its introduction of statutory legislation from time to time to bring some of the
uniformity of measures to provide basic facilities to the industrial workers, basic welfare
measures.
Employees were hired, trained, and paid afterward; now they must be retained and maintained
in order to effectively serve the firm. Employee welfare facilities are designed to
21
look after the well-being of employees, however they usually do not provide any monetary
rewards. or is it up to the employer to supply these services Governments and non-profit
organisations, as well as labour unions, contribute to employee benefits.
Employee benefits include the provision of a variety of services by the business, as well as
integrated item welfare and recreation facilities. Employers make life worth living for
employees by providing significant fringe perks. In addition to the usual wage, welfare facilities
are expanded to provide employees with extra economic benefits as required by law. In addition
to the employer's welfare programmes, you can get help from the government, labour unions,
and non-governmental organisations. The basic purpose of employee benefits isto enrich the
lives of them and make them feel happy
2.2 LITERATURE REVIEW
1. (2000) Lau
To study the quality of working life and performance, two key elements of the service
profit chain to carry out an interim analysis, and identified working life and the quality
of working life relationship between the control group consists of the group selected
from standard of Poor 500 index 208 service company on average, jobs life Quality
Services Sales company average growth rate, the average sales growth rate in the
control group's below average. Results also showed that quality of working life the
company indeed enjoy a higher than standard Poor's 500 Index's growth rate, their
difference was statistically significant.
2. (2006) Linda K Johnsrud
22
University of Hawaii is conducting research into the quality of life of working teachers.
From 1998 to the present, the quality of work and life has changed. The study's goal
was to determine current levels of satisfaction. Department chairpersons, campus
services, community services, teacher relationships, salaries, anddemographic factors
can all be used as variables. Teacher relationships and community service are the most
beneficial factors in teachers' working lives, whilethe other is found on campus teachers
are generally happier than others. From 1998 to2006, the primary variables were
earnings and satisfaction, according to the findings.
3. (2006) Maryland Zohurul Islam et al

Although there is a favourable association between variable alliance policy and job
satisfaction, the quality of work and life is immaterial. The results of the survey suggest
that quality of work and life have no significant association with OP, alliance,wages,
OP's job happiness, and business policy, with a significant level of 5%. When job
satisfaction is the dependent variable, quality of work and life are significantly and
positively connected with job satisfaction. As a dependent variable, organisational
performance is indicated, followed by Quality of Work and Life.
4. (2008) J. Gnanayudam and AjanthaDharmasiri

A convenience sample strategy was used in this investigation. Quality of work andlife
versus HRDC are the findings. There was a substantial positive association between
commitment and quality of work and life, as well as a commitment moderator effect
link. Through a survey of workers in big organisations in Sri Lanka, the study found
that they are dissatisfied with their level of commitment, and the impact of work life
quality on organisational commitment.
5. (2010) Normal and Daud

The organization's relationship with its employees was investigated for quality of work
and life commitment. The goal is to assess the organization's work quality and
dedication to life. The quality of work and life for employees is determined by their
interaction.
6. (2010) WN Thalang Waiter
23
As a corporate society, the study of work life quality reveals. Thai electrical and
electronic private organisations are responsible. The findings reveal that demonstrating
a greater knowledge of corporate social responsibility and fostering a decent quality of
work and life is critical. The ipurpose iof ithe istudy iis ito idiscover iWork-life
iindicators ias iquality iof icorporate isocial iresponsibility.Environment, general life
expectancy, work-life balance, full and fair pay, and social integrationhelp are all
important factors to consider. Dimensions of work and life quality, as wellas four major
facets of corporate social responsibility This is a documentary study that includes in-
depth interviews with specialists as well as a variety of research approaches.
7. (2011) B Alireza
Demographic aspects of employee relationships and research on work quality of life
Workplace and personal relationships of high quality. Gender and the quality of work
and life have no substantial relationship, according to the findings. However, there is
a considerable positive association between IT employees and work and life quality.
fair compensation, safe and healthy environment, growth and security are all examples
of work quality dimensions.
8. (2011) T. Mai Jiaxuan etal
Job design, employee interactions, working environment, socialisation efforts,

remuneration, human development possibilities, growth, and equitable development are
all used to measure quality of work and life. Male employees who are more concerned
with the management of female employees in their own banks have a different work
design. Men are more favourable about female workers than socialisation, according to
the second result on perception.
9. (2012), Chandranshu Sinha

Empirical research from Organized by India on factors affecting the quality of work
life. The research indicates that the profit of successful firms is not to arrange personnel
costs incurred by Kaiser Meyer Olkin analysis and assess the sufficiency of the sample
size, Bartlett Sphericity test, according to this study. The importance of correlation
matrix and factor analysis has been calculated.
24
10. (2012) D. Chitra Waiter
In industrial businesses, pay attention to employees' perceptions of work life quality

and job satisfaction. The objective is to determine the impact of employee work
satisfaction. The survey results demonstrate that quality of work and life variables and
job satisfaction and employee pairs the view is significantly related, and that this also
directly related to job satisfaction.
11. (2012) R. Indumathy

The quality of life of textile industry workers in Tripitaka was investigated. For primary
data collection, structured interviews are employed, and data analysis includes chi-
square analysis, weighted average scores, and simple percent age. The sample strategies
used in this study are practical. The study design used is descriptive in nature. The
outcomes are insignificant.
12. (2012) T. Ayesha:

Assessing the quality of work and life of professors in private universities in
Bangladesh with the goal of determining the impact of the overall perceived factor of
quality of work and life. It is fair competition, growth guarantee, social integration, and
social relevance.Application of Spearmen grade-related technologies, themethodology
can be used to sort data and also as a non-parametric test. For them, the Quality of work
and life, as well as linked aspects, is more active than for those with less than one year
of teaching experience. Female pair Quality of work and life dimensional very high
satisfaction dimensional very high satisfaction dimensional very high satisfaction
dimensional very high satisfaction dimensional.
13. (2012) S. Mortazabi :

The impact of psychological well-being on work life and the role of organisational
performance are being investigated. The researchers employed proportional mean,
reliability, and scale-to-scale correlation to analyse the data. The information was
gathered from nurses in four different hospitals, two of which were private and two of
which were public. Organizational performance has a positive and significant
association with work and life quality. The psychological capital of the organization's
human resources is one of the most important factors for playing an active role.
14.(2013) Mina P et al :
25
The autocorrelation of esteem, tissue attachment, and quality of job and living between
the perceptions of Isfahan was investigated by the Jahad-E-Keshavarzi organisation.
The survey results demonstrate a positive association between organisational affiliation
and quality of work and life.
15. (2013) GS Sandhyanair :
Thrissur is concerned with the quality of work and living, as well as citizen behaviour
studies, particularly the impact of university lecturers. This is a descriptive research in
which the data is gathered by inventory. due diligence is an important relationship
between quality of life and work, according to reports, these women demonstrated
higher levels and others compared to males.
16. ( 2013 ) SeemaArif Wait people:
Take a poll of Pakistani teachers. The goal of this study is to determine the effects of
private universities on teacher attitudes and perceptions of life in the workplace. The
findings reveal that the relationship to life (RLT), the quality of work-life balance, and
the value of work are all important factors. After reading the paper's conclusions, it is
evident that the relationship between life and work-life balance is the most important
variable in determining contentment. Reduced dissatisfaction, higher self- esteem.
17. (2013) N. K Aloys:
The impact of research in Kenya on attendant work quality and environmental factors.
Working environment and quality of work and life rich work between modes have a
favourable association, as do working group and career growth, according to the
findings of the study. The organizational trust, the work environment, and the physical
environment have the most important relationship.
18. (2013) MA Shahrabib with Muhammad:

The link between job satisfaction and the quality of one's work life has been
investigated. This is a research project. The questionnaire format and two government
agencies, the highest court of auditors and the Ministry of the Interior's distributed
employees, as well as the it-test for hypothesis testing. The findings reveal that many
aspects of the workplace have a considerable impact on job satisfaction.
26
19. (2013) Amin Z:

To predict career development and personal characteristics, the quality of work life in
Indonesian public sector organisations was studied. Personal and professional
development There is a considerable relationship between the presence and the quality
of job and life. Workers also discovered an perception of career development, with the
interaction between the value concept, hope and purpose affecting this view of workers.
20. (2013) Sorabsadri & Conrad Goveas:

One of the employees purchased a settlement centre in Bangladesh for the purpose of
conducting a study on the continuing quality of work life and job satisfaction. The
findings reveal that many aspects, such as safe and healthy working conditions, as well
as the chance to grow and evolve based on perception and perception based on
employee job satisfaction, influence the quality of work and life in this study.
dimensional approach to work and life quality of work and life quality of work and
life .
27
CHAPTER-3
RESEARCH DESIGN
TITLE OF THE STUDY

A STUDY ON EFFECTIVE QUALITY OF WORK LIFE BALANCE AT
ASHIRVAD PIPES PRIVATE LTD BENGALURU
3.1 Statement of the problem:
This study must confirm that all employees are working to their maximum ability, free of stress
and pressure, and that all of their requirements are met. The study will be used as employee
feedback to understand their current work scenarios and identify areas of improvement for the
organization.
In today's environment, every company wants its employees to attain their maximum potential.
While currency plays a significant role in motivating employees, businesses all over the world
are well aware that there are numerous other factors that might increase employee performance.
This study's foundation is based on these factors. This research triesto discover both tangible
and intangible variables that contribute to workplace quality. It is critical to create a workplace
that is really pleasant to employees.
3.2 Need for thestudy:

All components of supportive organisational behaviour are included in the overall quality of
work-life balance. As a result, the range of quality of work-life balance should be broad. We
need to examine how employees feel about personnel policies. This research will assist in
determining the organization's current state. Also, based on the internal organisation of the
facility, suggest some recommendations for modest changes to increase staff happiness.
The research can also be used to evaluate the facilities that management provides to employees.
This research also aids in manipulating employee expectations.
28
3.3 Objectives of the study:

To learn about the quality of work-life balance measures used at Ashirvad Pipes
Private Limited.
Recognize the factors that affect the quality of one's work-life balance.
Determine employee satisfaction with the quality of the work life balance.
To propose a sum new measure to improve the quality of work life balance of
employees.
3.4 Scope ofthe study:
"In a broad sense, quality of work-life balance," a phrase that encompasses all aspects of job
and working environment. This research looks at the whole quality of an employee's
employment, including job satisfaction, working environment, working hours, work pressure,
interpersonal relationships, duties, and infrastructure. The goal of this study is to determine
employee satisfaction as well as to comprehend the numerous perks offered to employees.
Investigate the opinions of the staff of the different departments.
Research Methodology
Descriptive research will be used in the proposed dissertation project. At Ashirvad Pipes, there
are approximately 600 employees. The easiest way to capture employee work-life balance at
various levels is to use a simple random sample method. It is planned thatAshirvad Pipes hire
100 people from various levels and departments.
Sources of Data
● Primary Data:The study will rely on planned questionnaires to obtain data on

Employee Competency Management at Ashirvad Pipes for primary data.
● Secondary Data:The secondary data was gathered from books, articles, reports,
journals, magazines, newspapers, news bulletins, and web resources.
Sampling Techniques:
29
My study is based on basic random sampling. In this approach the population age and gender
are separated into groups after a survey and a sample is selected based on the survey.
Sample unit - The sample universe for my study is employees in Ashirvad Pipes private ltd.
Sample size - The sample size is 100
3.5 HYPOTHESIS
According to Goode and Hatt "a subdivision that can be tested to determine the validity is
known as hypothesis.
H0:There is a considerable link between H0- and an employee's quality of work-life balance.
It does not pay attention to the development item's leadership and leadership skills.
H1:There is no substantial association between H1- and an employee's quality of work-life

balance. It focuses on the leadership and leadership skills of the development item.
3.6 Limitations of theStudy

Due to a time restriction, the study is confined to only Ashirvad Pipes Private
Limited.
The study is based on the data provided by the respondents.
It is assured that the data offering by some of the respondents may be due to
unqualified employees.
Limitations should be recognised during the research process.
The department was hesitant to share information.
CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
TABLE 4.1: INDICATING NUMBER OF RESPONDERS WITH RESPECT

TO GENDER.
Options No of Responders Aggregate %
Male 70 70
Female 30 30
30
OVERALL 100 100
EXPLANATION:The table shows that 70% of the respondents are male and 30% of the
respondents are female. The majority of the respondents were men. In my company's poll, the
majority of the respondents are female.
GRAPH 4.1: INDICATING NUMBER OF RESPONDERS WITH RESPECT TO

GENDER.
100%
80%
60%
70 30
40%
20%
0%
Male Female
INTERPRETATION: In the above analyzed graph we can observe that the Majority of the
responders were male. In my survey of company majority of the responders are male.
31
TABLE 4.2: INDICATING NUMBER OF RESPONDERS WITH RESPECT TO AGE

GROUP.
Age Group No of Responders Aggregate %
below 25 15 15
26 to 30 26 26
31 to 35 36 36
36 to 40 18 18
Above 40 5 5
OVERALL 100 100
EXPLANATION:In the above analysed data table, we can see that in the overall sample size
of 100 respondents, 15% are under the age of 25, 26% are between the ages of 26 and 30,
36% are between the ages of 31 and 35, and 18% are between the ages of 36 and 40, and 5%
are over the age of 40. As a result, the bulk of respondents in my poll are between the ages of
31 and 35.
GRAPH 4.2: INDICATING NUMBER OF RESPONDERS WITH RESPECT TO AGE

GROUP.
40 36
35
30 26
25
20 18
15
15
10
below 25 26 to 30 31 to 35 36 to 40 Above 40
CLARIFICATION:The above graph shows that the majority of the responders i.e; 36% of
the responders aged between 31-35 years.
32
TABLE 4.3: INDICATING THE EXPERIENCE (IN YEARS) OF THE RESPONDERS.

Experience No of Responders Aggregate %
less than 1 25 25
1-3 46 46
3-5 14 14
5-10 10 10
10 years and above 5 5

OVERALL 100 100
EXPLANATION:In the above analysed data table, we can see that in the whole sample size
of 100, 25% of the respondents have less than 1 year of experience, 46% have 1-3 years of
experience, 14% have 3-5 years of experience, 10% have 5-10 years of experience, and 5%
have more than 10 years of experience.
GRAPH 4.3: INDICATING THE EXPERIENCE (IN YEARS) OF THE

RESPONDERS.
50
40
30
20
10
less than 1 3-Jan 5-Mar 10-May

above
CLARIFICATION: The above graph shows that the most of the responders i.e; 46% of the
experience between 1-3 years and only 5% of the responders experienced above 10 years.
33
TABLE 4.4: INDICATING WHETHER THE RESPONDER IS AWARE OF THE

QUALITY OF WORK LIFE BALANCE.
Opinion No of responders Proportion
No 0 0%
Yes 100 100%
EXPLANATION:The above table we can analyse that all the 100% employees have given
their opinion that there is quality of work life balance in the organization.
GRAPH 4.4: INDICATING WHETHER THE RESPONDER IS AWARE OF THE

QUALITY OF WORK LIFE BALANCE.
120
100
80
60
40
20
0
Yes No
CLARIFICATION:According to the above-mentioned analysis, all employees believe that

there is a need for increased understanding of the need of a good work-life balance. This says
that the employees have agreed to be aware of the quality of their work life, and that it should
be made mandatory for everyone in the organisation to utilise without fail.
34
TABLE 4.5: INDICATING WHETHER THE RESPONDERS ARE SATISIFIED

WITH INFRASTRUCTURAL FACILITIES.
No 0 0%
Yes 100 100%
EXPLANATION: The above table analyses that all the 100% employees have given their
opinion that the organization is providing with all infrastructural facilities.
GRAPH 4.5: INDICATING WHETHER THE RESPONDERS ARE SATISIFIED

WITH INFRASTRUCTURAL FACILITIES.
No. of Respondents
120
100
80
60
40
20
Yes No
CLARIFICATION:According to the results of the analysis, all employees agree that the
business provides adequate infrastructure. This demonstrates that ithe organization premises
have good and better infrastructural facilities.
35
TABLE 4.6: INDICATING THE RESPONDERS SATISFACTION TOWARDS

SALARY AND BENEFITS OFFERED BY THE COMPANY.
Options No of responders Proportion
Satisfied 74 74%
Highly satisfied 02 02%
Dissatisfied 24 24%
Highly dissatisfied 0 0
OVERALL 100 100%
EXPLANATION:Employee satisfaction with the company's wage and benefits is shown in

the table above. 74% of those polled are satisfied. 2 percent of respondents are extremely
satisfied, while 24 percent are unsatisfied with the income and benefits provided by the
employer.
GRAPH 4.6: INDICATING THE RESPONDERS SATISFACTION TOWARDS
SALARY AND BENEFITS OFFERED BY THE COMPANY.
No. of Respondents
80
70
60
50
40
30
20
10
Highly satisfied Satisfied Dissatisfied Highly dissatisfied
CLARIFICATION:The above graph shows 74% responders are satisfied, 2% responders are
highly satisfied and 24% responders are dissatisfied with salary and benefits offering by the
company.
36
TABLE 4.7: INDICATING WHETHER THE LONG WORKING HOURS AFFECT

EMPLOYEE EFFICIENCY.
Extent of maintenance No of responders Proportion
Most of the times 6 6%
Sometimes 57 57%
Always 37 37%
Never 0 0%
Overall 100 100%
EXPLANATION:We can deduce from the above data that 57 percent of employees believe
that excessive working hours have a negative impact on work efficiency at times. While 37%
believe that lengthy working hours will always influence work efficiency, and 6% believe that
it will effect most of the time.
GRAPH 4.7: INDICATING WHETHER THE LONG WORKING HOURS AFFECT

EMPLOYEE EFFICIENCY
.
No. of Respondents
60
50
40
30
20
10
0
Most of the times Sometimes Always Never
CLARIFICATION: We can deduce from the above-analyzed graph that the majority of
employees' work efficiency is sometimes harmed by excessive working hours. This shows that
the company's extended working hours have an impact on work efficiency and, as aresult, have
an impact on increasing manufacturing output.
37
TABLE 4.8: INDICATING WHETHER EMPLOYEE OPINION ABOUT

BALANCING WORK LIFE AND PERSONAL LIFE.
Personal Life Balancing opinion No of responders Proportion
Yes 97 97%
No 3 3%
EXPLANATION:The above table we can analyze that 97% of employees agree that the
employees are able to balance the work life and as well as their personal life also and only 3%
of employees refuse to agree that they are unable to balance with personal and work life.
GRAPH 4.8: INDICATING WHETHER EMPLOYEE OPINION ABOUT

BALANCING WORK LIFE AND PERSONAL LIFE.
No. of Respondents
120
100
80
60
40
20
Yes No
CLARIFICATION:The majority of employees agree that the business provides ventilation

and illumination in the workplace so that they may easily combine work and personal life, as
seen in the graph above. This demonstrates that the firm recognises the importance ofadequate
and effective ventilation and lighting in order to protect the health of its employees.
38
TABLE 4.9: INDICATING WHETHER THE RESPONDERS ARE SATISFIED WITH

THE FACILITIES PROVIDED BY THE COMPANY.
Facilities No of responders Proportion
Safety belts 6 6%
Ear muffs 57 57%
Canteen 37 37%
Hygiene 0 0%
Overall 100 100%
EXPLANATION:According to the above data, 57 percent of employees believe that the Ear
muffs provided by the company are helpful for their health and respiration, and that they
prevent dust allergies. Ear muffs are used to keep the working environment clean. While 37%
believe the working environment is maintained even at the canteen, and 6% believe the working
environment is kept to the use of safety belts.
GRAPH 4.9: INDICATING WHETHER THE RESPONDERS ARE SATISFIED
WITH THE FACILITIES PROVIDED BY THE COMPANY.
No. of Respondents
60
40
20
Safety belts Ear muffs Canteen Hygiene
CLARIFICATION: We may deduce from the graph that the majority of employees are
satisfied with their working environment. This image illustrates that the working atmosphere
at the company is in good shape for achieving goals.
TABLE 4.10: TABLE SHOWING OPINION TOWARDS THE MEDICAL
EXAMINATION AND HEALTH CHECHK UPS.
39
Dissatisfied 02 02%
Satisfied 74 74%
Neutral 24 24%
OVERALL 100 100%
EXPLANATION:The table above depicts employee satisfaction with the company's medical
examination services. 74% of those polled are satisfied. 2 percent of respondents are
dissatisfied, and 24% are unsatisfied with the medical examinations provided by the company.
GRAPH 4.10: GRAPH SHOWING OPINION TOWARDS THE MEDICAL

EXAMINATION AND HEALTH CHECHK UPS.
No. of Respondents
80
70
60
50
40
30
20
10
Dissatisfied Satisfied Neutral Highly dissatisfied
CLARIFICATION:The above graph shows 74% responders are satisfied, 2% responders are
dissatisfied and 24% responders are neutral with medical examination offered by the
company.
40
TABLE 4.11: TABLE SHOWING EMPLOYEE SATISFACTION TOWARDS WORK

ASSIGNMENTS.
Options No of responders Proportion (%)
Satisfied 80 80%
Dissatisfied 18 18%
100 100%
EXPLANATION:In the table above, we can see that 80 percent of respondents are content
with work assignments provided by the company, 2 percent are extremely satisfied, and 18
percent are unsatisfied with work assignments provided by the organisation.
GRAPH 4.11: GRAPH SHOWING EMPLOYEE SATISFACTION TOWARDS

WORK ASSIGNMENTS.
No. of Respondents
100
80
60
40
20
CLARIFICATION:According to the graph above, 80 percent of respondents are content, 2

percent are extremely satisfied, and 18 percent are unsatisfied with the job assignments
provided by the organisation.
41
TABLE 4.12: TABLE SHOWING WORKING OVER TIME OR ON HOLIDAY

AFFECTS EMPLOYEE PERSONAL LIFE.
Yes 80 80%
No 20 20%
EXPLANATION:In the table above, it can be seen that 80% of employees feel that working
extra or on vacation has an impact on their personal lives at work. Working overtime or on
holiday affect the personal life for 20% of them is unsatisfactory.
GRAPH 4.12: GRAPH SHOWING WORKING OVER TIME OR ON HOLIDAY

AFFECTS EMPLOYEE PERSONAL LIFE.
No. of Respondents
100
80
60
40
20
Yes No
CLARIFICATION:We may deduce from the above-analyzed graph that the majority of
employees believe that working extra or on vacation has an impact on their personal lives. This
demonstrates that the corporation is uninterested in caring for the health of its employees. The
company should know that health is wealth for the organization.
42
TABLE 4.13: TABLE SHOWING HEALTH WILL GET AFFECETD BECAUSE OF

WORK.
Strongly agree 02 02%
Sometimes 74 74%
Disagree 24 24%
OVERALL 100 100%
EXPLANATION:The above table demonstrates how employee attitudes about health will
change as the firm grows. 74 percent of respondents said they are on occasion. 2 percent of
respondents strongly agree with the perspective on work that will have an influence on their
health, while 24% disagree.
GRAPH 4.13: GRAPH SHOWING HEALTH WILL GET AFFECETD BECAUSE OF

WORK.
80
70
60
50
40
30
20
10
Strongly agree Sometimes Disagree
CLARIFICATION:According to the graph above, 74 percent of respondents agree with

opinions on work that will affect their health on occasion, 2 percent strongly agree, and 24
percent disagree.
43
TABLE 4.14: TABLE SHOWING EMPLOYEE SATISFACTION WITH THE

PRMOTION POLICIES.
Satisfied 44 44%
Dissatisfied 56 56%
OVERALL 100 100%
EXPLANATION:We can see from the chart above that employee satisfaction with promotion
policies is 44 percent satisfied and 56 percent dissatisfied with the promotion rulessupplied by
the organisation.
GRAPH 4.14: GRAPH SHOWING EMPLOYEE SATISFACTION WITH THE

PRMOTION POLICIES.
No. of Respondents
60
50
40
30
20
10
CLARIFICATION:We may deduce from the above-analyzed graph that 44 respondents are
content with promotion policies, whereas 56 respondents are dissatisfied with promotion
policies supplied by the organisation.
44
TABLE 4.15: TABLE SHOWING FACTORS THAT MAKE EMPLOYEE BALANCE

WORK LIFE AND PERSONAL LIFE.
Particulars No .of Responders Proportion
Quality 3 3%
Job Profile 43 43%
Job Assignments 54 54%
If any other mention 0 0%
OVERALL 100 100%
ANALYSIS:According to the data in the table above, 54 percent of employees believe that job
assignments help them balance work and personal life, 43 percent believe that working in
factors that help them balance work and personal life is Job profile I and 3 percent believe that
quality is a factor that helps them balance work and personal life.
GRAPH 4.15: GRAPH SHOWING FACTORS THAT MAKE EMPLOYEE

BALANCE WORK LIFE AND PERSONAL LIFE.
No. of Respondents
60
50
40
30
20
10
QUALITY JOB PROFILE JOB ASSIGNMENTS IF ANY OTHER PLEASE

MENTION
CLARIFICATION: In the above analyzed graph we can interpret that maximum number of
employees are feeling Job assignments factors to balance work and personal life, this could be
mainly where the shifts can make the workers relief from stress, boredom, monotony stain etc
45
TABLE 4.16: TABLE SHOWING WHETHER ORGANIZATION HELPS TO

BALANCE WORK AND PERSONAL LIFE.
Kind of safety
No of responders Proportion
measure
SATISFIED 43 43%
HIGHLY SATISFIED 34 34%
DISSATISFIED 0 0%
HIGHLY DISSATISFIED 23 23%
OVERALL 100 100%
EXPLANATION:According to the data in the table above, 43 percent of employees are

content with their jobs because they help them manage their personal and professional lives.
Finally, 34% of employees are extremely satisfied with how the firm helps them combine work
and personal lives, while 23% are extremely unsatisfied with how the firm helps them balance
work and personal lives.
GRAPH 4.16: GRAPH SHOWING WHETHER ORGANIZATION HELPS TO
BALANCE WORK AND PERSONAL LIFE.
No. of Respondents
50
40
30
20
10
0
SATISFIED HIGHLY SATISFIED DISSATISFIED HIGHLY DISSATISFIED
CLARIFICATION:According to the graph above, the majority of employees believe that

the company assists them in balancing their work and personal lives. It can reveal what goes
with it. Other safety measures should be provided for the employees while working in the
organization effectively, if they are satisfied.
46
TABLE 4.17: TABLE SHOWING EMPLOYEE’S OPINION TOWARDS

ORGANIZATION IN CONSIDERING THERE PERSONAL PROBLEMS.
Highly consider 36 36%
Highly dis consider 44 44%

Can’t say 20 20%
OVERALL 100 100%
EXPLANATION:According to the above table, 36 percent of respondents are very concerned

about personal problems being considered by the company, 44 percent are very concerned that
the organisation does not consider personal problems, and 20 percent of respondents are
expressing their opinion by saying they can not say.
GRAPH 4.17: GRAPH SHOWING EMPLOYEE’S OPINION TOWARDS

ORGANIZATION IN CONSIDERING THERE PERSONAL PROBLEMS.
No. of Respondents
50
40
30
20
10
Highly consider Highly dis consider Can’t say
CLARIFICATION:The above graph shows whether the organisation takes personal problems
seriously or not 36 percent of respondents believe the company takes personal problems
seriously, 44 percent believe the company takes personal problems seriously, and20 percent
of respondents do not reveal whether they think the company takes personal problems seriously
by saying they can not say.
47
TABLE 4.18: TABLE SHOWING ABOUT RESPONDERS QUALITY OF WORK

LIFE BALANCE.
S. No Variables No. of Responders Proportion
1 Excellent 6 8
2 Very good 21 31
3 Typical 38 54
4 Fair 5 7
5 Poor 0 0
Overall 70 100
CLARIFICATION:According to the above data, 54% of respondents believe their overall

quality of work life is typical, 31% believe it is very good, 8% believe it is exceptional, 7%
believe it is fair, and none believe their overall quality of work life is poor.
GRAPH 4.18: GRAPH SHOWING ABOUT RESPONDERS QUALITY OF WORK
60 54
50
40 31
30
20
8
10
0
Excellent Good Poor Very Poor
LIFE BALANCE.
CLARIFICATION:The above-mentioned graph indicates that employees' overallperceptions

of the organization's quality of work life are positive. As a result, we canconclude that the
employees at Ashirvad Pipes are content and capable of managing their personal lives as well
as their work lives.
48
Statistical tools: CHAI SQUARE TEST
Null hypotheses (H0): The quality of work life balance of an employee, determines the
method that does not focus on developing team work and leadership skills.
Alternate hypotheses (H1):. The quality of work life balance of an employee, determines the
method that focus on developing team work and leadership skills
Level of significance = 5% of degree of freedom= r-1 = 10-1= 9
Total number of respondents =100
Formula: 푋2 =∑ (푂− 퐸)2/퐸

푒 푖 푖 푖
Observed At iwork Off ithe iwork Both Work ifrom ihome Total
i frequency
Less than
i 02 0 08 0 10
ione iyear
i 04 1 12 0 17
One
to
i three
i years
02 0 10 0 12
Three to
i
i five iyears
02 1 08 0 11
Above
i five iyears
10 2 38 0 50
Total
49
O E (O-E) (O-E)² (O-E)²/E

02 02 0 0 0
0 0.4 -0.4 0.16 0.4
08 7.6 0.4 0.16 0.210
0 0 0 0 0
04 3.4 0.6 0.36 0.1058
1 0.68 0.32 0.1024 0.1505
12 12.92 -0.92 0.8464 0.0655
0 0 0 0 0
02 2.4 0.4 0.16 0.066
0 0.48 -0.48 0.2304 0.48
10 9.1 0.9 0.81 0.089
0 0 0 0 0
02 2.2 -0.2 0.04 0.0181
01 0.44 0.56 0.3136 0.712
08 8.36 -0.36 0.1296 0.0155
0 0 0 0 0
Total 2.3124
Degree freedom=(r-1)(c-1)
=(4-1)(4-1)
=(3×3)
=9
Value of Table at 5%= 3.33

Calculated value X²=2.3124
H0=No significant relationship impact on the quality of work life balance.

퐻1=There is a significant relationship impact on the quality of work life balance, so
alternative hypotheses is accepted.
Result: The estimated value is lower than the value in the table. As a result, the nullhypothesis,
"The quality of work-life balance of an employee method does not focus on developing
teamwork and leadership skills," will be rejected, while the alternative
50
hypothesis, "The quality of work-life balance of an employee method does focus on

developing teamwork and leadership skills," will be accepted.
H0- There is no significant impact of employee on quality of work life balance.

H1- There is significant impact of employee on quality of work life balance.
Particulars Observei i Expected O-E

iii iii (O-E)2 (O-E)2/E
i
Occurrence Frequently
i iiiii (O) i i i i i i i i i i i i i iii (E)i i
i
Totally 60 20 40 1600 80
i agree
Agree 15 20 -5 25 1.25
Neutrali i 10 20 -10 100 5
Disagree 9 20 -11 121 6.05
Totally 6 20 -14 196 9.8
i disagree i
Total i 100 100 102.1
Expected Frequent(E): number of respondent/ number of option - 20

Degree of freedom:(5-1) (2-1) - 4
Level of implication: 5%
Table value: 9.49
Calculated value: 102.1
Result: In this test null hypotheses is rejected and alternative hypotheses is accepted because
table value is less than the calculated value that is 9.49 is less than 102.1
51
Correlation
Satisfaction Performance
Satisfaction 1
Performance 0.991239 1
Interpretation:There is very high degree of correlation between performance and

satisfaction of the employees
52
CHAPTER-5
FINDING, SUGGESTION, AND CONCLUSION
FINDINGS:
The majority of responders to the questionnaires are male, indicating that Ashirvad
Pipes employs more men than women.
The majority of the employees are between the ages of 31 and 35. This is the age
group in which we can find a large number of skilled and experienced personnel
who are dedicated to ensuring that the company runs smoothly and without
problems.
The majority of the employees' work experience is between 3-5 years,demonstrating
that Ashirvad Pipes use effective retention techniques.
Every employee has stated that there is a good work-life balance in the company.
All employees have agreed that knowledge of the quality of work life is important,
and that it should be made mandatory to use every area of the organisation without
fail.
Every employee has expressed their belief that the organisation provides all
necessary infrastructure.
The majority of respondents are satisfied, with only 24% unsatisfied with the
wages and benefits offered by the firm.
The majority of employees' work efficiency is sometimes harmed by excessive
working hours. This shows that the company's excessive working hours have an
impact on work efficiency and, as a result, on manufacturing output.
The majority of employees agree that the company provides adequate ventilation
and lighting in the workplace so that they may easily manage work and personal
obligations.
The majority of employees are satisfied with their working environment. This
indicates that the company's working environment is conducive to meeting
objectives.
Work assignments offered by the company are satisfied by 80% of respondents,
greatly satisfied by 2% of respondents, and unhappy by 18% of respondents.
Out of 100 respondents, 44 are satisfied with the company's promotion policies,
while 56 are unsatisfied with the company's promotion practises.
53
The majority of employees believe that job assignments are important in balancing
work and personal life; this could be due to the fact that shifts provide relief from
stress, boredom, monotony, and other variables.
SUGGESTIONS:
Employees should take care of the safety equipment that has been issued to them.
To ensure work efficiency, the floors must be clean and free of oil spills, and all
personnel must be required to utilise safety equipment.
The organization's management could choose more effective and efficient
supervisors.
People from all levels of management may be involved in making a crucial
decision, and it might be begun.
Regular programmed to impact training to works personality development is
required.
The corporation wants to improve the organization's safety initiatives. It aids in
increasing employee motivation to work.
The firm could provide training programmes to employees based on their needs in
order for them to become specialised in a specific sector of work, resulting in job
excellence.
The corporation might run leisure programmes to assist employees in working more
effectively and to keep them dedicated and loyal to the job.
In addition to the medical facilities, the corporation might give sickness and injury
benefits.
54
CONCLUSION
According to the findings of the study, Ashirvad Pipes' staff are satisfied with the health
and safety procedures in place. Human resource management is critical in all businesses;
without it, the organisation would be unable to execute any work in an efficient manner.People,
their beliefs, and attitudes differ from one employee to the next; some employees will prioritise
economic welfare facilities, while others will prioritise recreational facilities, and yet others
may prioritise simply welfare facilitation activities. The company should investigate the
workers' attitudes based on their wants, and the company should endeavour to satisfy the
workers' wants as much as feasible.
55
BIBLIOGRAPHY
⮚ Personnel Psychology journal

⮚ Personnel Today, NIPM, Kolkata
⮚ SubbaRao, (2016) Human Resource Management, Himalaya publishing house,
Mumbai.
⮚ HR Focus Journal
⮚ David Ulrich, (2016) Human Resource Management, PHI, New Delhi.
⮚ Aswathappa K, (2017) Personnel/ Human Resource Management - Text and Cases,
TMH, New Delhi
Journals:
● David lewis et al (2001), extrinsic and intrinsic determinants of quality of work life,
leadership in health sciences, MCB university press,14(2).
● F.H. Kashani 2012, A Review on Relationship between Quality of Work Life
andOrganizational Citizenship Behavior (Case Study: An Iranian Company), Journal
of Basic and Applied scientificresearch.
● G.S. Sandhyanair (2013), a study on the effect of quality of work life on organizational
citizenship behavior - with special reference to college teachers is Thrissur district,
Kerala, Journal of basic and applied scientific research, volume 2(9).
● D. Chitraa, V Mahalakshmi (2012), a Panimalar Engineering College, Chennai, India: A
Study on Employees’ Perception on Quality of Work Life and Job Satisfaction in
manufacturing organization - an Empirical study, International Journal of Trade and
Commerce-IIARTC, 1 (2).
● Adreine E Eaon, M. E. (1992), The impact of Quality of work Life Programs and
grievances system effectiveness on union commitment. Industrial and labour relation
review, Vol. 45, No.3.
● Akdere M (2006), Improving quality of work-life: Implications for human resources. The
Business Review, 6(1),173-177.
● AlirezaBolhari et al (2011), The Relationship between Quality of Work Life and
Demographic Characteristics of Information Technology Staffs, International
Conference on Computer Communication and Management, vol5, IACSIT Press,
Singapore.
● Aloys.N.K (2013), Working Environment Factors that Affect QWL among Attendants in
Petrol Stations in Kitale Town in Kenya, International Journal of Academic Research
in Business and Social Sciences,3(5).
56
● AnandPawar (2013), quality work-life and job satisfaction of employees in

VTPSInternational journal of management research and review, March ,
Volume 3/Issue 3/Article No-7/2547-2556
● Ayesha Tabassum et al (2012), an evaluation of the quality of work life: a
study of the faculty members of private universities in Bangladesh, Int.
Journal of Economics and Management 5(1)
● Chandranshu Sinha (2012), factors affecting quality of work life: Empirical
Evidence from Indian Organizations, Australian Journal of Business and
Management Research, 1(11).
Websites:
www.ashirv
adpipes.co
www.shodh
ganga.com
www.humanresource.net.in
57
EFFECTIVE QUALITY OF WORK LIFE BALANCE
ORIGINALITY REPORT
3 % % 3% %
SIMILARITY INDEX INTERNET SOURCES PUBLICATIONS STUDENT PAPERS
PRIMARY SOURCES
G
S. Pavithra, K.V. Deepak. "The effect of social e
media on employees’ job performance with s
reference to information technology (IT) t
sector in Bangalore", Materials Today: a
Proceedings, 2021
Publication o
Chun-Hwey Kim. "A Possible Detection of a d

Second Light-Time Orbit for the Massive, a
Early-Type Eclipsing Binary Star AH Cephei",
The Astronomical Journal, 02/2005 I
Publication
n
Marco Aurelio Lagonegro. "Metrópole sem f
metrô: transporte público, rodoviarismo e o
populismo em São Paulo (1955-1965)", r
Universidade de Sao Paulo, Agencia USP de m
acao Academica (AGUIA),2004
Publication 2%
Y. Kitahara. "Basic Concept of Quality
Standards for the INS", IEEE Journal on
Selected Areas in Communications, 1986
Publication
<1%
<1%
<1%
Exclude quotes Off Exclude matches Off
Exclude bibliography On

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PROJECT REPORT

EFFECTIVE QUALITY OF WORK

DEPARTMENT OF MANAGEMENT STUDIES

NEW HORIZON COLLEGE OF ENGINEERING,

OUTER RING ROAD, MARATHALLI,

In partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

Dr.Priyameet Kaur Keer

Signature of Internal Guide Signature of HOD Principal

Name of the Examiners with affiliation: Signatures with date

I am thankful to my internal guide Dr.Priyameet Kaur Keer, for her constant

Finally, I express my gratitude towards my parents and family for their

CHAPTER NO. TITLE PAGE NO.

1.1 INTRODUCTION ABOUT PROJECT

1.2 INDUSTRY PROFILE

The chronology of manufacture of polymers in India is summarized as under:

1959 : LDPE (Low density Polyethylene)

1961 : PVC (Polyvinyl Chloride)

1968 : HDPE (High density polyethylene)

1960 : CPVC (Chlorinated polyvinyl chloride)

1.4VISION & MISSION

1.6 PRODUCT OR SERVICE PROFILE

UPVC COLUMN PIPES

Transporting processing fluids throughout industries Conveying abrasive slurries Draining

UNDERGROUND DRAINAGE SYSTEMS

SILENT SWR SYSTEMS

WCRC LEADERS SUMMIT – 2014

EXPORT EXCELLENCE AWARD 2015

Intertek is Ashirvad ISO 9001:2008 certification body. United Kingdom Accreditation

1.7 INFRASTRUCTURAL FACILITIESBranch unit-1: 4-B, Attibele Industrial

1.8 COMPETITORS INFORMATION

● Essel Propack ltd

1.9 SWOT ANALYSIS

● The quality of the product acceptance around the world.

● India's infrastructure development is facing enormous opportunities to grow at a faster

● Sudden fluctuations in crude oil prices, leading to fluctuations in raw material

1.10 FUTURE GROWTH AND PROSPECTUS

Trading places / Warehouse:

1.11. FINANCIAL STATEMENT OF ASHIRVAD PIPES LTD

STATEMENTS OF PROFIT & LOSS A/C

Book Value (Rs) 23.21 19.6 -3.61 -16%

CONCEPTUAL BACKGROUND AND LITERATURE REVIEW

2.1 THE THEORETICAL BACKGROUND OF THE STUDY

Human resource management encompasses all of these activities. Human resourcemanagement

INTRODUCTION OF THE CONCEPT OF WORKING LIFE.

Introduction to Quality of Work Life

The main problem of QWL

Some of the flexible work options are:

Flexible working system

Career development opportunities

Compression work schedule

Working part-time employment

Balance work and personal life

Social relations work

MEASURES TO ENSURE THE SECURITY ORGANIZATION:

PROBLEMS AND SOLUTIONS:

Problem: Poor health symptoms

High absenteeism and turnover.

Industrial discontent and lack ofdiscipline.

AFFECT EMOPLOYEE HEALTH:

Noise: Other manufacturing processes result in industrial noise pollution, which is

Working pressure: Pressure can be explained as a basic system in a person's psychological