CONTENTS

CHAPTER NO. TITLE PAGE NO.

LIST OF TABLES

LIST OF CHARTS

I INTRODUCTION

1.1 Introduction of the study

1.2 Objective of the study

1.3 Scope of the study

1.4 Limitation of the study

1.5 Research methodology

II PROFILE

2.1 Industry profile

2.2 Company profile

III REVIEW OF LITERATURE

IV ANALYSIS AND INTERPRETATION

V FINDINGS,SUGGESTIONS & CONCLUSION

4.1 Findings

4.2 Suggestions

4.3 Conclusion

BIBLIOGRAPHY
 LIST OF TABLES

TABLE NO. PAGE

TABLE NAME
NO.

1 Showing the classification of the respondents by age

Showing the classification of the respondents by marital

2
status

Showing the classification of respondents by educational

3
level

4 Showing the classification of the respondents by income

5 Showing the classification of the respondents by experience

Showing the respondents statement about use of skills at

6
maximum level

7 Showing the respondents reason to join in the company

8 Showing the respondents attributes about job

Showing the respondents statement about whether jobs

9
allow them productive

10 Showing the level of satisfaction in present job

 Showing the statement about organisation providing
11
oppurtunity to develop skills

Showing whether respondents have positive feelings about

12
the company

Showing the statement about the organisation providing

13
instruction to done the job

Showing the statement about organisation providing quality

14
tools and techniques to do the job

15 Showing the statement for opportunity for promotions

Showing the statement about safety & health condition in

16
the company

17 Showing the statement about work life balance

Showing the statement about the level of trusting the

18
management

Showing the statement about the satisfaction in interpersonal

19
relationship

Showing the statement about recommending others to join

20
in the company

21 Showing the statement about the security of the job

Showing the statement about the opportunity to improve

22
quality of work
 Showing the statement about the successful work
23
 LIST OF CHART

CHART
PAGE
NO. TABLE NAME
NO.

1 Showing the classification of the respondents by age

Showing the classification of the respondents by marital

2
status

Showing the classification of respondents by educational

3
level

4 Showing the classification of the respondents by income

5 Showing the classification of the respondents by experience

Showing the respondents statement about use of skills at

6
maximum level

7 Showing the respondents reason to join in the company

8 Showing the respondents attributes about job

Showing the respondents statement about whether jobs allow

9
them productive

10 Showing the level of satisfaction in present job

 Showing the statement about organisation providing
11
oppurtunity to develop skills

Showing whether respondents have positive feelings about

12
the company

Showing the statement about the organisation providing

13
instruction to done the job

Showing the statement about organisation providing quality

14
tools and techniques to do the job

15 Showing the statement for opportunity for promotions

Showing the statement about safety & health condition in the

16
company

17 Showing the statement about work life balance

Showing the statement about the level of trusting the

18
management

Showing the statement about the satisfaction in interpersonal

19
relationship

Showing the statement about recommending others to join in

20
the company

21 Showing the statement about the security of the job

Showing the statement about the opportunity to improve

22
quality of work
 Showing the statement about the successful work
23
 CHAPTER I

1.1 INTRODUCTION OF THE STUDY

Quality of Work Life

Quality of Work Life is becoming an increasingly popular concept in recent times. It

basically talks about the methods in which an organisation can ensure the holistic well-being
of an employee instead of just focusing on work-related aspects.

  It is a fact that an individual’s life can’t be compartmentalised and any disturbance on

the personal front will affect his/her professional life and vice-versa. Therefore, organisations
have started to focus on the overall development and happiness of the employee and reducing
his/her stress levels without jeopardising the economic health of the company.

Quality of work life improvements are defined as any activity which takes place at
every level of an organization, which seeks greater organizational effectiveness through the
enhancement of human dignity and growth A process through which the stockholders in the
organization management, unions and employees - learn how to work  together better to
determine for themselves what actions, changes and improvements are desirable and
workable in order to achieve the twin and simultaneous goals of an improved quality of life at
work for all members of the organization and greater effectiveness for both the company and
the unions.

J. Richard and J. Loy define QWL as “the degree to which members of a work
organization are able to satisfy important personnel needs through their experience in the
organization.”

Richard E. Walton explains quality of work life in terms of eight broad conditions of
employment that constitute desirable quality of work life. He proposed the same criteria for
measuring QWL. Those criteria include:

(i)  Adequate and Fair Compensation: There are different opinions about adequate
compensation. The committee on Fair Wages defined fair  wage as” . . . the wage which is
above the minimum wage, but below the living wage.”

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(ii) Sage and Healthy Working Conditions: Most of the organizations provide safe and
healthy working conditions due ato humanitarian requirements and/or legal requirements. In
fact , these conditions are a matter or enlightened self interest.

(iii)  Opportunity to Use and Develop Houman Capacities: Contrary to the traditional

assumptions, QWL is improved… “to the extent that the worker can exercise more control
over his or her work, and the degree to which the job embraces and entire meaningful task”
but not a part of it. Further, QWL provides for opportunities like autonomy in work and
participation in planning in order to use human capabilities.

(iv)  Opportunity for Career Growth: Opportunities for promotions are limited in case of all 
categories of employees either due to educational barriers or due to limited openings at the
higher level. QWL provides future opportunity for continued growth and security by
expanding one”s capabilities, know!edge and qualifications.

(v)  Social Integration in the Work Force: Social integration in the work force can be
established by creat-ing freedom from prejudice, supporting primary work groups, a sense of
community and inter-personnel openness, legalitarianism and upward mobility.

(vi)   Constitutionalism in the Work Organization: QWL provides constitutional protection to

the employees only to the level of desirability as it hampers workers. It happens because the
management’s action is challenged in every action and bureaucratic procedures need to be
followed lat that level. Constitutional protection is provided to employees on such matters as
privacy, free speech, equity and due process.

(vii)  Work and Quality of Life: QWL provides for the balanced relationship among work,
non-work and family aspects of life. In other words family life and social life should not be
strained by working hours including overtime work, work during inconvenient hours,
business travel, transfers, vacations etc.

(viii)   Social Relevance of Work: QWL is concerned about the establishment of social

relevance to work in a socially beneficial manner. The workets’ self esteem would be high if
his work is useful to the society and the vice versa is also true.

Quality is generally defined as “Conformance to requirements”. Quality is “as fitness

for purpose”. The concept of quality is not apply to all goods and services created by human

2
beings, but also for workplace where the employees were employed. Quality in the workplace
comes from understanding and then fully meeting, the needs of all your internal and external
customers, now and into the future and doing so with continual improvement in efficiency
and effectiveness.

QWL refers to the favorableness or un– favorableness of a total job environment of

the people. The basic purpose is to develop jobs and working conditions that are excellent for
people as well as for the economic health of the organization. QWL provides a more
humanized work environment. It attempts to serve the higher order needs of workers as well
as their more basic needs. It seeks to employ the higher skills of workers and to provide an
environment that encourages improving their skills.

Q - Quest for excellence

U - Understanding

A - Action

L - Leadership

I - Involvement of the people

T - Team spirit

Y - Yardstick to measure progress

The above said are very essential things to improve the work life of employees in the
organization. Training Programmes are necessary in any organization for improving the
quality of work of the employees at all levels, particularly in a world of fast changing
technology, values of environment.

A newly employed person is introduced to his fellow works, supervisors the work of
his department, its relation to other departments and its place in the whole organization to the
organization’s objectives, philosophy, practices and 80 on. He or She has then to learn how
the work assigned to in or her to be done most efficiently and effectively. This through well
thought out and planned training program. Training program is moved form one assignment
to another of a different nature.

3
 “Give a man a fish and you have given him meal. Teach mean to fish, and you have
given him a live lipoid”. This ancient Chinese proverb seems to describe the under lying
rationale of all training program. Training is a short term process civilizing a systematic and
organized procedure by which non-managerial personal acquires technical knowledge and
skills for a definite purpose.

The quality of work life movement aims at integrating te socio-psychological needs of

employees the unique requirement of a particular technology the structure and process of the
organization and the existing socio culture. It seeks to create a cultue of work commitment in
origination and society at large so as to ensure higher productivity greater job satisfaction of
employees.

Quality of work life is the degree to which members of work organization are able to
satisfy their personal needs through their experience in the organization quality of work life
may be described as a concern about the impact of the work on people and organization
quality of work on people and organization effectiveness combined with an emphasis on
participation in problem solving and decision making. The overriding purpose of quality of
work life program is to change and improve the work climatic so that the inference of people,
technology and the organization makes for a more favorable experience and derived
outcomes quality of work life is more concern in the overall work climatic culture. The
indicators of quality work life are job involvement, job satisfaction and productivity.

Quality of work life programs focus strongly on providing a work environment to the
satisfaction on the individual needs the focus of quality work life programs must be kept on
the joint objective of increasing the quality of work and maintaining organization. It focus is
on the problem of creating a human work environment where employees work co-operatively
and contribute to organization objectives .The major indicators of quality of work life care for
involvement, job satisfaction and productivity.

The world is moving with very high speed and managing an organization has become
more complex than ever before. There is a competition going on between companies to
attract and retain quality human resource in order to be ahead of its competitors in a particular
industry. At this backdrop, Quality of Work Life (QWL) has emerged as one of the most
important aspect of Job that ensures long term association of the employees with the
organization.

4
 Quality of work life and employee satisfaction at Max New York Life Insurance
Company is considered to be the most critical aspect. It is found that there are few facilities
which are unsatisfactory, and few facilities are to be provided by the organization in order to
maintain, retain the employees as well the high productivity of the organization. Hence the
management has to look upon the facilities that are not available and is the points where
employees are dissatisfied with unavailability of the facility.

Because of the facilities that are unavailable will lead for low productivity, stress,
unsatisfaction, etc. At the same time it is observed that when the employees are provided with
internal, personal, physical, spiritual working environments, will lead for higher productivity
of the organization.

FACTORS CONTRIBUTING TO THE QWL

 Adequate and fair compensation.

 A safe and health environment.

 Jobs aimed at developing and using employees skills and abilities.

 Growth and security; jobs aimed at expanding employee’s capabilities rather. Than
leading to their obsolescence.

 An environment in which employees develop self-esteem and a sense of identify.

 Protection and respect for employees right to privacy, dissent, equity, etc.

 A sensible integration of job career and family life and leisure time.

Importance of quality of work life

 Improve workplace morale

 Encourage employee commitment

 Support recruitment

 Encourage retention

 Enhance productivity

5
  Reduce absenteeism; and

 Maximize staff resources

Quality of work life involves three major parts: occupational health care, suitable
working time and appropriate salary. The safe work environment provides the basis for the
person to enjoy working. The work should not pose a health hazard for the person. The
employer and employee, aware of their risks and rights, could achieve a lot in their mutually
beneficial dialogue.

The standard limits on overtime, time of vacation and taking of free days before
national holidays have been separately stipulated. The differences regarding the working time
have been established for the persons under 18 years of age, pregnant women, breast-feeding
mothers and the person raising the disabled child.

The appropriate salary is agreed upon by the employee and the employer. The
Government of the Republic establishes each year the rate of minimum salary, the employer
should not pay less than that to the employee.

There is a much about the quality every aspect viz. quality product, quality of material
and inputs there in, quality of packing, quality of product development and quality of service.
The quality of work life and quality of life, which is pivotal aspects in everyone’s work life.
This also bring employee satisfaction

One can obtain man’s physical presence at a given place, and a measured number of
skilled muscular motions per hour or day. But the enthusiasm, initiative, joy, loyalty, one
can’t obtain by devotion of hearts, mind and souls. Apart from this if the employee is
provided with other extrinsic and intrinsic benefits then this will lead for high productivity
and results in employee satisfaction too.

To introduce the hard practices in to the organization it is the important to have

encouraging atmosphere. QWL is one of the most important factors, which leads to such
favorable atmosphere. It produces more humanized jobs. It attempts to serve the higher order
needs of employees are human resources that are to be developed rather than simply used
QWL leads to an atmosphere that encourages than to improve their skill. It also leads to have
good interpersonal relations and highly motivated employees who strive for their

6
development. QWL will ensure enthusiasm work environment with opportunities for every
one to give is best. Such job will provide job satisfaction and pride to the company.

Specific Issues in QWL

Besides normal wages, salaries, fringe benefits etc.., the specific issues are being
identified by the human resource managers on regular basis. Following issues are highly
relevant and determine the Quality of Work Life in any organization.

1.Pay and stability of employment: Good pay dominates most of the factors in employee
satisfaction. Alternative means of providing wages should be developed to increase the cost
of living index, profession tax etc..,

2.Occupational stress: It’s a condition of strain on employee emotions. Stress is caused due
to irritability, hyper excitation or depression, unstable behavior, fatigue, stirring heavy
smoking and drug abuse has to be identified.

3.Organizational health Programmes: Its helps to aim at educating about health

Programmes, means of maintaining and improving of health.

4.Alternative work schedules: Includes flexi times, work at home, staggered hours, reduce
work hours, part time employment.

5.Participative management and control of work: The trade unions and workers believe
that workers participation in management and decision-making improves QWL.

6.Recognition: Rewarding system, congratulating the employees for their achievement, job
enrichment, offering membership in clubs or association, vehicles, etc recognizes the
employees.

7.Congenial worker-supervisor relations: This gives the worker a sense of social

association, belongingness, achievement of work results etc.

8.Grievance procedure: Employees will have a fair treatment when the company gives them
the opportunity to ventilate their grievances and present their case sincerely rather than
settling the problem arbitrarily.

7
9.Adequacy of resources: Resources should match with states objectives; otherwise
employees will not be able to attain the objectives.

10.Seniority and meriting promotions: Seniority is considered as basis for promotion.

Merit is considered as the basis for advancement for managerial people.

11.Employment on permanent basis: It gives security and leads to higher order QWL.

QWL and Employees Satisfaction

Employee satisfaction is very important aspect for any organization in order to ensure
its effective functioning. In today’s competitive world we see organizations are spending lot
of time and money on employee satisfaction in an effort to improve productivity, increase
customer satisfaction, and also to help the organization needs. Executive should maintain a
satisfied work forces, hence the employee satisfaction and QWL directly effects the company
ability to properly serve its customers and if it is not measured. It cannot be effectively
improved and maintained.

If the company which does not measured and improved the employees satisfaction may face
increasing turnover, declining productivity from the people that remain, and limited ability to
attract and retain qualified replacements. Dissatisfaction with working life is a problem,
which affects all workers at one time or another. Hence the sustained vitality and profitability
of the organization is clearly linked to the satisfaction of its work force.

All the employees mostly feel they are working harder, faster and longer hours than
even before and hence employees are attempting to determine what kind of investments in
staff really payoff, and if there is no balance the stress of the employee leads to lack of
commitment to the corporation, poor productivity and even leaving the company. The
problem of the employees can be solved by many methods employer should try to address the
employee turnover and job satisfaction issues. The issue must be first determined in order to
take effective action plan towards employees’ satisfaction. Some companies take or
implement by convinced focus groups and conducted employee satisfaction survey to find out
their employees feel to determine what they can do to make their employee happy.

Employers have found beneficial to allow work assignment for their employees. This
is another way to improve employee productivity and morale. If we see the other alternative

8
assignment even they are widely used today-they are telecommuting, flexi time, and
alternative work schedule. Four types of flexi time include 1. Flexitor 2. Gliding time 3.
Variable day 4. Manifex

QWL to improve and eliminate job stress, employers can also make efforts to the
aware of the workload and job demands, employer need to examine employee training,
communication, reward system, coworker relationship and work environment. If the
employees are given freedom to choose their own work schedules; quality and productivity of
the work increases. Because of this opportunity given to the employee will also bring to the
responsibility for finishing work within specified time.

9
 1.2 OBJECTIVES OF THE STUDY

Primary Objectives

 To study on employees “quality of work life” with reference to Vijay Plywoods,

Salem

Secondary Objectives

 To find out how quality of work life leads to high satisfaction

 To know the existing working conditions, Industrial Health and safety help to
improve the quality of work life.

 To examine how the training and development programmes helps to improve the
quality of work life.

 To know how the various welfare activities and other benefits helps to bring a better
quality of work life.

 To know the existing working conditions, Industrial Health and safety help to
improve the quality of work life.

10
 1.3 SCOPE OF THE STUDY

 The survey is conducted only with the employees of to Vijay Plywoods, Salem
 This study is applicable only to Vijay Plywoods, Salem
 This study area only confines with quality of work life of the employees
 The size of the sample is 110.
 The Source of information has been obtained from the employees alone

11
 1.4 LIMATATIONS OF THE STUDY

 The study restricts itself within Vijay Plywoods, Salem

 The study assumes that the information was given by the employees without any bios.

 The study is done based on the opinions of the sample taken at random, the size of
which is 100.

 The researcher found it difficult to collect the questionnaire, since some of the
respondents did not give proper response in the production point.

 The employees did not respond properly during peak hours.

 The project was only for 3 months. So there was time constraint.

12
 1.5 RESEARCH METHODOLOGY

INTRODUCTION

Research Methodology is a systematic way to solve a research problem; it includes

various steps that are generally adopted by a researcher in studying the problem along with
the logic behind them. The present study was conducted at Vijay Plywoods, Salem.
RESEARCH DESIGN

“A Research Design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with the economy in
procedure”. The research design adopted for the studies is descriptive design. The researcher
has to describe the present situation in order to know the behavior of the consumers. Hence
descriptive research study is used. Descriptive research can only report what has happened
and what is happening.

RESEARCH INSTRUMENTS

The main research instrument used in this project is questionnaire.

SAMPLING METHOD

POPULATION AND SAMPLE SIZE

The first step in the sampling process is the definition of the population, which can be
defined in terms of elements, sampling units, extend and time. The duration taken by the
researcher for the data collection and analysis regarding the employees quality of work life in
Vijay Plywoods, Salem.

The study based only on the opinion and expectation of employees. Total number of
employees working in Vijay Plywoods, Salem is 550. In this, sample taken for the study is
110 respondents.

COLLECTION OF DATA

The study basically uses primary and secondary data. This study depends mainly on
the primary data namely the text books, journals, newspapers, magazines and internet.

13
 1. Primary data

Primary data means data which is fresh collected data. Primary data mainly been
collected through personal interviews, surveys etc. Well structured questionnaire has been
used for the col1ection of primary data from the respondents.

2. . Secondary data

Secondary data means the data that are already available. Generally speaking
secondary data is collected by some organizations or agencies which have already been
processed when the researcher utilizes secondary data; the process of secondary data
collection and analysis is called desk research. Secondary data provides economy in time and
cost. It is easily available and unbiased. Secondary data may either be published data or
unpublished data. For this study secondary data were collected from the annual reports of the
company and from the company website. Secondary data has been collected from the
company record, various magazines, journal and various web sites.

DATA ANALYSIS TOOLS

The data collected from the respondents were converted into readable for processing,
classification and arrangements. The data was tabulated and analyzed by using Statistical
Method like Simple Percentage analysis, descriptive statistics and Chi-square analysis.

I) SIMPLE PERCENTAGE ANALYSIS

This method is used to compare two or more series of data, to describe the
relationship or the distribution of two or more series of data. Percentage analysis test is done
to find out the percentage of the response of the response of the respondent. In this tool
various percentage are identified in the analysis and they are presented by the way of Bar
Diagrams in order to have better understanding of the analysis.

Number of respondents
Percentage of respondents = ______________________ X 100
Total respondents

14
II) CHI-SQUARE TEST

Chi-square test is a non-parametric test. It can be used to determine if categorical data

show dependency or the classification are independent. It can also to make comparisons
between theoretical populations and actual data when categories are used.

STEPS INVOLVED IN APPLYING CHI-SQUARE TEST

I. First of all calculate the expected frequencies on the basic of given hypothesis or on
the basic at null hypothesis. Usually in case of a 2 x 2 or any contingency table,
the expected frequency for any given cell is worked out as under.

Row total x Column total

Expected frequency of any cell =

Grand Total

I. Obtain the difference between observed and expected frequencies and find out the
squares co of such differences, i.e., calculate (Oi-Ei)2.
II. Divide the quantity (Oi-Ei)2 obtained as stated above by the corresponding expected
frequency to get (Oi-Ei)2 / Ei and this should be done for all the all frequencies or the
group frequencies.
å(Oi-Ei)2.
III. Find the summation of (Oi-Ei)2/ Ei values or what we call
IV. This is the required x2 test.
V. The x2 value obtained as such should be compared with relevantEtable
i value of x2 and
the inference be drawn as stated above.

15
 CHAPTER – II

2.1 INDUSTRY PROFILE

Plywood represents an engineered wood that is manufactured by assembling thin

layers of wood veneers bonded together using strong adhesives. Several wood varieties,
including maple, mahogany, oak, pine, cedar, spruce, etc., are used in a combination to
produce plywood for various applications. Plywood offers numerous advantages pertaining to
enhanced flexibility, improved reusability, easy installation, high resistance to chemicals,
moisture, and fire, etc. As a result, it finds diverse applications in flooring, roofing, furniture,
doors, interior walls, external cladding, etc. Moreover, a thin outer layer of additional
materials, including resin-impregnated paper, plastic, fabric, or Formica, can be added to the
face and back veneers to improve the durability and facilitate better binding of paints.

The global plywood market is driven by the growth of the construction industry. The
Asia Pacific region represents the leading market as it holds the largest market share. Within
the Asia Pacific region, India and China are the significant plywood markets owing to the
rising population growth and inflating disposable incomes in the countries. The industry is
further being aided by the increasing technological advancements by the manufacturers to
reduce manufacturing costs, increase profitability, and improve the quality of the plywood
products.

In India, expanding construction industry, coupled with the elevating levels of

urbanization, are primarily driving the plywood market. Furthermore, the rising consumer
inclination towards plywood for several constructional and structural purposes based on its
high dimension stability, stiffness, strength, durability, and versatility, is also propelling the
market growth in the country. In line with this, the growing number of refurbishment and
renovation activities, along with the escalating preferences of semi- and fully furnished
apartments, are further catalyzing the product demand. The introduction of numerous
initiatives by the Indian government, such as Pradhan Mantri Awas Yojana, DDA Housing
Scheme, NTR Housing Scheme, etc., to promote the development of housing projects in the
country is also fueling the product demand. Additionally, a significant growth in the furniture
industry, coupled with the improving consumer living standards, are further augmenting the
demand for high-quality and premium plywood variants. Besides this, the increasing usage of
plywood in numerous industrial applications owing to its high resistance to a wide range of
chemicals is also providing a thrust to the Indian market.

16
 Furthermore, the rising investments in extensive R&D activities aimed at introducing
product variants with enhanced durability, low toxicity, improved aesthetics, environmental
sustainability, etc., are anticipated to fuel the India plywood market over the forecast period.

Market Analysis

The global plywood market is driven by the increasing global construction activities,
along with the rapid growth of the furniture industry. The resultant increase in the use of
plywood, especially in commercial buildings and in building homes and renovation of walls,
floorings, and ceilings, is aiding the industry growth. The industry also offers special grade
plywood to be used in the marine industry, which has the ability to withstand occasional
contact to humidity and water for resisting a fungal attack. The product is also used for
constructing seats, walls, stringers, floors, boat cabinetry, and others, further enhancing the
industry growth.

The global plywood market is being propelled by the cost-efficiency of the product in
comparison to raw wood, making it preferable among the consumers. Furthermore, the
industry is invigorated by the eco-friendly strategies of manufacturers, capturing a significant
consumer demand, thereby increasing the industry growth.

Regional Analysis of Plywood Market

The United States, Japan, France, Germany and the United Kingdom are among the
leading importers of plywood worldwide. India and China are significant plywood producers
because of their forest wealth, a variety of deciduous, coniferous, tropical and evergreen
trees, which is an essential resource for the wood panel industry. As per the research findings,
Worldwide Plywood Market was US$ 55.2 Billion in 2020.

Besides this, the leading companies' technological advancements have reduced

manufacturing costs and increased profitability and enhanced plywood products' quality. In
2016, manufacturers' go-green strategy acted as another significant factor that has bolstered
the market's growth. In contrast to this, Boise Cascade Company announced an agreement to
acquire American Lumber Distributors and Brokers, Inc. in 2019.

17
Key Market Segmentation:

IMARC Group provides an analysis of the key trends in each sub-segment of the India
plywood market, along with forecasts at the country and regional level from 2022-23 to
2027-28. Our report has categorized the market based on sector, product type, application,
consumer price and dealer price.

Breakup by Sector:

 Organized

 Unorganized
 

Breakup by Product Type:

 Marine Ply

 Commercial Ply
 

Breakup by Application:

 Residential

 Commercial

Breakup by Region

 North India

 East India

 West and Central India

 South India

Indian Ply woods Market Trends and Drivers:

In the past decades, the expenditure on furniture has increased as a result of increasing
incomes, urbanization, investment in real estate, western influence, etc. Moreover, the

18
introduction of new designs and diverse product range of furniture have further helped in
creating a demand among the consumers. Expanding distribution network and exclusive
outlets of furniture manufacturers in the region has also helped in influencing the market for
plywood

This provides a deep insight into the Indian plywood industry covering all its essential
aspects. This ranges from macro overview of the market to micro details of the industry
performance, recent trends, key market drivers and challenges, SWOT analysis, Porter’s five
forces analysis, value chain analysis, etc. The report also provides a comprehensive analysis
for setting up an Indian plywood manufacturing plant. The study analyses the processing and
manufacturing requirements, project cost, project funding, project economics, expected
returns on investment, profit margins, etc. This report is a must-read for entrepreneurs,
investors, researchers, consultants, business strategists, and all those who have any kind of
stake or are planning to foray into the Indian plywood industry in any manner

Some of the major players in the Indian plywood market are:

 Century Ply

 Mangalam Timber

 Shirdi Industries (Asis)

 Action Group

 Greenply

Production-By-Country
China (113M cubic meters) remains the largest plywood producing country worldwide,
accounting for 71% of total production. Moreover, plywood production in China exceeded
the figures recorded by the world's second-largest producer, the U.S. (11M cubic meters),
tenfold. The third position in this ranking was occupied by Russia (4M cubic meters), with a
2.5%share. From 2007 to 2018, the average annual growth rate of volume in China totaled
+8.8%. In the other countries, the average annual rates were as follows: the U.S. (-0.7% per
year) and Russia (+3.4% per year).

19
Exports-by-Country
In 2018, China (12M cubic meters) was the key exporter of plywood, creating 36% of
total exports. It was distantly followed by Russia (3.6M cubic meters), Indonesia (2.8M cubic
meters), Brazil (2.6M cubic meters) and Malaysia (2.2M cubic meters), together creating a
33% share of total exports. Finland (1.1M cubic meters), Chile (1.1M cubic meters), Viet
Nam (735K cubic meters), the U.S. (699K cubic meters), Germany (628K cubic meters) and
Canada (548K cubic meters) took a minor share of total exports.

Exports from China increased at an average annual rate of +3.7% from 2007 to 2018.
At the same time, Viet Nam (+25.1%), the U.S. (+3.8%), Russia (+3.7%), Chile (+1.6%) and
Germany (+1.4%) displayed positive paces of growth. Moreover, Viet Nam emerged as the
fastest-growing exporter in the world, with a CAGR of +25.1% from 2007-2018. Canada and
Finland experienced a relatively flat trend pattern. By contrast, Brazil (-1.9%), Indonesia (-
2.6%) and Malaysia (-9.6%) illustrated a downward trend over the same period. From 2007
to 2018, the share of China, Russia and Viet Nam increased by +12%, +3.4% and +2%
percentage points, while Brazil (-1.8 p.p.), Indonesia (-2.7 p.p.) and Malaysia (-13.1 p.p.) saw
their share reduced.

The shares of the other countries remained relatively stable throughout the analyzed
period. In value terms, China ($5.4B) remains the largest plywood supplier worldwide,
comprising 34% of global exports. The second position in the ranking was occupied by
Indonesia ($1.7B), with a 11% share of global exports. It was followed by Russia, with a
8.7% share. In China, plywood exports increased at an average annual rate of +4.0% over the
period from 2007-2018. In the other countries, the average annual rates were as follows:
Indonesia (+1.4% per year) and Russia (+6.1% per year).

20
 2.2 COMPANY PROFILE

Vijay Pipes & Plywoods resides in the category of Nice Local that contains Building
and construction. Driven by the vision to excel, the company has scaled great heights in the
field of entrepreneurship. Committed to advancement and innovation, the vijay plywood
constantly looks for means to reinvent ourselves and set fresh standards of quality. Their
focus on connecting aspirations and our tech-enabled products keeps us at the forefront of the
market. The company’s ability to innovate and modernize continuously has helped it to be
one of their country's leading manufacturers. In this journey, through the years they have
acquired many laurels and been awarded numerous hallmarks of quality. They have built a
reputation for being able to deliver consistent quality concerning every aspect; including an
uninterrupted supply now and forever.

Nature of Business Local supplier

 Wholesaler
 Trader
 Distributor
Additional Business  Manufacturer

Registered Address Maniyanur, Salem-636010, Tamil Nadu, India

Industry Plywood, hardboards and doors

Total Number of Employees 26 to 50 People

Legal Status of Firm Partnership Firm

Building Infrastructure Permanent

Location Type Urban

All of the products are made from high-quality forest trees such as Eucalyptus -
abundantly available across South India - or a South-East Asia timber known as Gujran. They

21
give profound importance to the eco-friendliness of their process, that’s why they only
purchase FSC certified timber and CVI certified green products. the company has taken
initiatives to educate builders across India about green building practices to help them with
the LEED ( Leadership in Energy and Environmental Design) rating system. Because of their
integrity and unyielding commitment to quality, they have been lauded by the industry and
conferred with many laurels. This steadfast excellence that they have maintained has also
earned them many clients from across a spectrum of industries with whom they share a close
bond.

VISION

 Integrity
 Customer Focus
 Team Work
 Empowerment
 Quality
 Product
 Process
 People

OUR MISSION

In the future, we aim to continuously invest in technology in human resources to bring

innovative and sustainable products for our clients, rapidly grow our market, create profitable
growth in harmony, and at the same time play a bigger role in environmental sustainability
and social responsibility.

CORE VALUES

Our core values are Integrity, Excellence, Team Work, Empowerment, Speed &
Energy, Frugality, Accountability, Change Friendliness, Caring and Sharing.

Certifications

 CVI – Certified green products.

 Low formaldehyde emission.

22
  Bsi.476 certified.
 Isi.710 certified.
 Isi.5510 certified.

Features in the product

 Great price
 Unmatched quality
 Quick delivery
 Here to help
 Replacement guarantee
 No hidden costs

Quality-Policy
Quality policy of the Vjjay Plywoods Limited is to manufacture products as per
national and / or international standards and make them available as per customer
requirement.WIP endeavours to upgrade the quality of its products and related services on a
continual basis through regular improvement efforts. A well-defined Quality Management
System has been implemented. This system is continually reviewed to enhance its
effectiveness and updated to meet the changing needs.

Warehousing And Logistics

Their plywood are stored in warehouse spread over a sprawling area of 5000
square meter. They maintain a conducive environment in our warehouse and this helps them
in storing the plywood on the basis of size and thickness. For delivering the ordered
consignments within the committed time frame, they have a well-defined logistic support
system. Further, they have effective and long lasting tie-ups with the leading C&F agents to
dispatch orders of our clients worldwide. Their assure them of delivering the products with
utmost safety and security.

Their strong business relationship with their associates also allows them to offer all
the available products in customized forms on the bases of tones and designs. Theyare backed
by a diligent workforce which allow us to successfully handle the in hand business demands.
They have 240 dealers in our business network, who have helped us to grow to the position
they hold currently. 

23
Application Areas

Some other application areas include:

 Building Construction works

 Interior Designing
 Architectural structure
 Carpentry jobs
 Government Agencies
 Transportation Companies
 Commercial Complexes
 Modular Furniture Industries

Product profile

Forester Mr

Industrial Filters, Panelling and ceiling substrate in Hotels, Hospitals, Theatres, etc.
Recommended for all safety conscious people. Fire retardancy achieved through an eco
friendly non leachable treatment Formulation. Marine Fire Retardant panels also produced.

Features:

 Is self extinguishing
 Keeps the flame spread in checks
 Avoids structural collapse by maintaining the integrity.

Supreme Gold Plywood

24
 An eco-friendly wood based panel manufactured using plantation species of timber, is
an extremely versatile and cost effective building material. Automotive interior trims, shoe
heel manufacture, fibre drum lid manufacture, clock backing, photo frame backing, furniture
elements, partitions etc.

Features:

 Manufactured using plantation species of timber.

 Good mechanical properties due to high density.
 No Formaldehyde emission.
 Available in the thickness range of 2.5mm to 6mm.

Evergreen Water Proof Plywood

Industrial Filters, Panelling and ceiling substrate in Hotels, Hospitals, Theatres, etc.
Recommended for all safety conscious people. Fire retardancy achieved through an eco
friendly non leachable treatment Formulation. Available with attractive grain designs direct
printed on one or both faces. Marine Fire Retardant panels are also produced by
requirements.

25
Centuria Water Proof Plywood

These having the features of bend resist, high resistance to all climatic conditions and
long life protection from weather. Moreover, it is Borer & Termite proof and has enhanced
resistance to bending, making it a great value for your money. Specified gravity value less
than 0.50 with preservation of glue line protection and water absorption is less than 5%.

Wooden Doors

This specified with features of boiling water proof, slam proof, swell proof and bend
proof.Residential deflection should be more than 1/10th of Maximum deflection. No
delamination should be observed due to light and heavy body impact.  Made from the finest
quality timber for high resistance and quality, these flush doors are extremely durable and
come with our patented Glue Line Internal Protection that make them 100% borer and termite
proof.

CHAPTER III

26
 3.1 REVIEW OF LITERATURE

Glasier (2018) thinks that quality of work life implies job security, good working
conditions, adequate and fair compensation, more even than equal employment opportunity
all together. In their excessive literature review Katzell et. Al (2018) viewed quality of work
life more broadly as an individual’s evaluation of the outcome of the work relationship. They
observed that a employee may be said to enjoy a high quality of working life when he has
positive feelings towards his job and its future prospects, is motivated to stay on the job and
performs well and feels his working life fits well with his private life to afford him a balance
between the two in terms of his personal values.

Walton (2018) suggested eight major conceptual areas for understanding quality of
work life. These were adequate and fair compensation, safe and healthy working conditions,
development of human competencies, growth and security, social integration,
constitutionalization and total life space and social reliance.

( Chander and Singh, 2019) Various other studies conducted on quality of work life
include employment conditions, employment security, income adequacy, profit sharing,
equity and other rewards, employee autonomy, employee commitment, social interaction,
self- esteem, self- expression, democracy, employee satisfaction, employee involvement,
advancement, relations with supervisors and peers and job enrichment.

Runcie (2019) remarked that should an employee have positive perception of the
quality of worklife in the company, he would further probably strive to further improve the
working conditions, increase production and quality products. The experiences of a fair
number of organizations indicate that a number of specific roles and structures and the
support systems, must be in place and functioning effectively in order that the quality of work
life programmes remain viable grow, involve, permeate the organizational culture and
produce long term success and benefits.

(Goodman, 2019) The cross nation experiences amply demonstrate that improvement
in quality of work life has definite potential and scope in improving productivity (Ledford
and Lawler, 2019) and overall organizational effectiveness ( Buchanan and Boddy, 2019)
as also reducing grievances, turnover and absenteeism and industrial accidents.

27
 (Havolovic, 2019) Yet inspite of the plethora of research on the subject, the efforts on
the part of researchers to identify the factors of quality of work life in the Indian context have
not been encouraging. Thompson indicated quality of work life programs a movement toward
greater engagement with the cooperation, knowledge and tactic skills of the work force.

Delamotte and Walker (2019) indicated that the number of emphasis have been
made in the humanization of work including: the need to protect the worker from hazards to
health and safety, the wage work bargain, the protection of workers from hazards of illness
and unemployment and the protection of the worker from arbitrary the authority of
management.

Cheng.S (2020) says in his studies that in a high QWL there should be a positive
impact on personal life, an opportunity to be involved in decision as well as an acceptable
level of physical comfort. Jobs seen to exist within high QWL work situations are those in
which there is minimal negative impact on one’s personal life, and hopefully one which has a
positive impact on one’s personal life.

(Jenkins, 2020) in his studies, Beginning in the seventies and during the next two
decades a constellation of principles and methods had evolved into a movement called quality
of work life (QWL). The quality of work life is a “Broad expression covering a vast variety
of programmes, techniques, theories, and management styles through which organization and
jobs are designed so as to grant workers more autonomy, responsibility and authority than is
usually done, to simplify somewhat, the general objectives is to arrange organizations,
management procedures, and jobs for maximum utilization of individuals talents and skills, in
order to create more challenging and satisfying work and improve organization
effectiveness.”

(Lawler III et. Al, 2020) conducts research and discusses that emergence of concern
for QWL can be traced to the revival of interest in the larger area of ‘quality of life’ in most
of the countries of the world. This is so because the two terms are closely related to each
other. Life at work is an integral part of total life space.

(Mukherjee, 2020; szalai and Andrews, 2020) The QWL may therefore be
conceptualized has a subset of the quality of life, which is all inclusive lotion of life and
living conditions. Women today form an important constituent of the labour force in India.
As the labour force participation of women increased over the eyars, especially in professions

28
and services, so has the social scientist and policy makers concern with the linkages between
QWL and gender issues

Walker’s (2021) in his article, QWL involved the task, physical work environment
and the social environment within the organization, the administrative system of the
establishment and relationship between life and job. Saeed and Sinha (2021) focused upon
economic benefits, physical working condition, mental state, career orientations,
advancement, job stress, effect on personal life, union management relations, self respect,
etc..

(Anonymous, 2021) The quality of work life (QWL) is a wide term covering an
immense variety of programmes, techniques, theories and management styles through which
organizations and jobs are designed so as grant employees more autonomy, responsibility and
authority than is usually done. It is a comprehensive, department- wide program designated to
improve employee satisfaction, strengthening workplace learning and helping employees

(Sandrick,2021) A high quality of work life is essential for organizations to continue,

to attract and retain employees. Many factors contribute to QWL which includes adequate
and fair remuneration, safe and healthy working conditions and social integration in the work
organization that enables an individual to develop and use all his or her capacities; it holds
that people are the most important resource in the organization as they are trustworthy,
responsible and capable of making valuable contribution and they should be treated with
dignity and respect.

(Straw, R.J. and C.C. Heckscher, 2021) Both employers and employees now better
appreciate the importance of the Quality of work life in an organization. Quality of worklife
is important to organizational performance (Grayson, 2021). Quality of work life is an
important factor that affects motivation at work (Ghosh, 2021).

Quality of work life programmes has two objectives: to enhance the productivity and
the satisfaction of employees (Gardon, 2021). Quality of work life is the quality of the
content of relationship between employees and their total working environment with human
dimensions added to the usual technical and economic ones.

29
 CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

TABLE 4.1
SHOWING THE CLASSIFICATION OF THE RESPONDENTS BY AGE

NO. OF PERCENTAGE (%)

PARTICULARS
RESPONDENTS

Below 20 22 20

21-30 42 38

31-40 20 18

41-50 13 12

Above 50 13 12

TOTAL 110 100

INFERENCE

The above table shows that 20% of the respondents come under the age group of
below 20, 38% of the respondents come under the age group of 21-30, 18% of the
respondents come under the age group of 31-40, 12% of the respondents come under the age
group of 41-50 and 12% of the respondents come under above 50.
Thus the majority of the respondents come under the age group of 21-30.

30
 CHART 4.1
SHOWING THE DISTRIBUTION OF RESPONDENTS BY THEIR AGE

40 38

35
30
PERCENTAGE

25
20
20 18

15 12 12
10
5
0
Below 20 21-30 31-40 41-50 Above 50
AGE

31
 TABLE 4.2
SHOWING THE CLASSIFICATION OF THE RESPONDENTS BY MARITAL
STATUS

NO. OF PERCENTAGE
PARTICULARS
RESPONDENTS (%)
Married 77 70

Unmarried 33 30

TOTAL 110 100

INFERENCE

The above table shows that 70% of the respondents are married and 30% of the
respondents are unmarried.

Thus the majority of the respondents are married

32
 CHART 4.2
SHOWING THE CLASSIFICATION OF THE RESPONDENTS BY MARITAL
STATUS

30%

Married
Unmarried

70%

33
 TABLE 4.3
SHOWING THE CLASSIFICATION OF RESPONDENTS BY EDUCATIONAL
LEVEL

NO. OF PERCENTAGE
PARTICULARS
RESPONDENTS (%)
Illiterate 15 14

Graduate 31 28

Post Graduate 39 35

Other 25 23

TOTAL 110 100

INFERENCE

The above table shows that 14% of the respondents come under illiterate category,
28% of the respondents come under the graduate category, 35% of the respondents come
under the post graduate category and 23% of the respondents come under other category.

Thus the majority of the respondents come under the post graduate category.

34
 CHART 4.3
SHOWING THE DISTRIBUTION OF RESPONDENTS BY THEIR EDUCATIONAL
LEVEL

40
35
35
30 28
23
Percentage

25
20
14
15
10
5
0
Illiterate Graduate Post Graduate Other

Educational qualification

35
 TABLE 4.5
SHOWING THE CLASSIFICATION OF THE RESPONDENTS BY INCOME

NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S

Below Rs.5000 11 10

Rs.5,001 – Rs.10,000 43 39

Rs.10,001 – Rs.15,000 34 31

Above Rs.15,000 22 20

TOTAL 110 100

INFERENCE

The above table shows that 10% of the respondents are in the income level of below
Rs. 5,000, 39% of the respondents are Rs.5,001 – Rs.10,000 , 31% of the respondents

are Rs.10,001 – Rs.15,000 and 20% of the respondents are above Rs.15,000.

Thus the majority of the respondents are in the income level of Rs.5,001 –
Rs.10,000 .

36
 CHART 4.5
SHOWING THE CLASSIFICATION OF THE RESPONDENTS BY INCOME

45
39
40
35 31
PERCENTAGE

30
25 20
20
15 10
10
5
0
Below Rs.5000 Rs.5,001 – Rs.10,001 – Above Rs.15,000
Rs.10,000 Rs.15,000
INCOME

37
 TABLE 4.6
SHOWING THE CLASSIFICATION OF THE RESPONDENTS BY EXPERIENCE

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Below 5 years 28 25

6 years – 10 years 33 30

11 years – 15 years 18 16

16 years- 20 years 14 13

Above 20 years 17 16

TOTAL 110 100

INFERENCE

The above table shows that 25 % of the respondents have below 5 years experience,
30 % of the respondents have 6 years – 10 years experience, 16 % of the respondents

have 11 years – 15 years experience , 13% of the respondents have 16 years- 20 years and

16% of the respondents have above 20 years experience.

Thus the majority of the respondents have 6 years – 10 years experience.

38
 CHART 4.6
SHOWING THE CLASSIFICATION OF THE RESPONDENTS BY EXPERIENCE

35
30
30
25
25
Percentage

20 16 16
15 13

10
5

0
Below 5 6 years – 11 years – 15 16 years- 20 Above 20
years 10 years years years years
Experience

39
 TABLE 4.7

SHOWING THE RESPONDENTS STATEMENT ABOUT USE OF SKILLS AT

MAXIMUM LEVEL

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 33 30

Agree 32 29

Disagree 34 31

Strongly disagree 11 10

TOTAL 110 100

INFERENCE

The above table shows that 30 % of the respondents strongly agree, 29 % of the
respondents agree, 31 % of the respondents disagree and 10 % of the respondents strongly dis
agree the statement of use of skills at maximum level by the organization.

Thus the majority of the respondents disagree the statement of use of skills at
maximum level by the organization.

40
 CHART 4.7

SHOWING THE RESPONDENTS STATEMENT ABOUT USE OF SKILLS AT

MAXIMUM LEVEL

35
30 31
29
30

25
PERCENTAGE

20

15
10
10

0
Strongly agree Agree Disagree Strongly disagree
USE OF SKILLS AT MAXIMUM LEVEL

41
 TABLE 4.8

SHOWING THE RESPONDENTS REASON TO JOIN IN THE COMPANY

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Company image 29 26

Compensation
package 15 14

Proximity to home 30 27

Opportunities for
career growth 25 23

Others 11 10

TOTAL 110 100

INFERENCE

The above table shows that 26 % of the respondents said that company image, 14 %
of the respondents said that compensation package, 27 % of the respondents said that
proximity to home, 23 % of the respondents said that opportunities for career growth and 10
% of the respondents said that others as the reason for joining in the company.

Thus the majority of the respondents said that proximity to home as the reason for
joining in the company.

42
 CHART 4.8
SHOWING THE RESPONDENTS REASON TO JOIN IN THE COMPANY

30 27
26
25 23
PERCENTAGE

20
14
15
10
10

0
Company Compensation Proximity to Opportunities Others
image package home for career
growth
REASON

43
 TABLE 4.9

SHOWING THE RESPONDENTS ATTRIBUTES ABOUT JOB

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Interesting 37 34

Monotonous 9 8

Opportunities for
career growth 29 26

Just able to manage 35 32

TOTAL 110 100

INFERENCE

The above table shows that 34 % of the respondents feel interesting, 8 % of the
respondents feel monotonous, 26 % of the respondents feel opportunities for career growth
and 32 % of the respondents feel just able to manage towards the job.

Thus the majority of the respondents feel interesting towards the job.

CHART 4.9

44
 SHOWING THE RESPONDENTS ATTRIBUTES ABOUT JOB

40
34
35 32
30 26
PERCENTAGE

25
20
15
10 8

5
0
Interesting Monotonous Opportunities for Just able to
career growth manage
ATTRIBUTES ABOUT JOB

TABLE 4.10

45
 SHOWING THE RESPONDENTS STATEMENT ABOUT WHETHER JOBS
ALLOW THEM PRODUCTIVE

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 40 36

Agree 13 12

Disagree 31 28

Strongly disagree 26 24

TOTAL 110 100

INFERENCE

The above table shows that 36 % of the respondents strongly agree, 12 % of the
respondents agree, 28 % of the respondents disagree and 24 % of the respondents strongly dis
agree the statement of whether jobs allow them productive.

Thus the majority of the respondents strongly agree the statement of whether jobs
allow them productive.

CHART 4.10

46
SHOWING THE RESPONDENTS STATEMENT ABOUT WHETHER JOBS
ALLOW THEM PRODUCTIVE

40 36
35
30 28
PERCENTAGE

24
25
20
15 12
10
5
0
Strongly agree Agree Disagree Strongly disagree
STATEMENT ABOUT PRODUCTIVE JOB

TABLE 4.11

47
 SHOWING THE LEVEL OF SATISFACTION IN PRESENT JOB

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Highly satisfied 15 14

Satisfied 33 30

Neutral 33 30

Dissatisfied 15 14

Highly dissatisfied 14 12

TOTAL 110 100

INFERENCE

The above table shows that 14 % of the respondents highly satisfied, 30 % of the
respondents satisfied, 30 % of the respondents are neutral, 14 % of the respondents
dissatisfied and 12 % of the respondents highly dissatisfied towards the level of satisfaction
in present job.

Thus the majority of the respondents satisfied towards the level of satisfaction in
present job.

CHART 4.11

48
 SHOWING THE LEVEL OF SATISFACTION IN PRESENT JOB

35 30 30
30
25
Percentage

20 14 14
15 12
10
5
0
Highly satisfied Satisfied Neutral Dissatisfied Highly
dissatisfied
Level of satisfaction

TABLE 4.12

49
 SHOWING THE STATEMENT ABOUT ORGANISATION PROVIDING
OPPURTUNITY TO DEVELOP SKILLS

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 64 58

Agree 12 11

Disagree 27 25

Strongly disagree 7 6

TOTAL 110 100

INFERENCE

The above table shows that 158% of the respondents strongly agree, 11 % of the
respondents agree, 25 % of the respondents disagree and 6 % of the respondents strongly
disagree the statement about organization providing opportunity to develop skills.

Thus the majority of the respondents straongly agree the statement about organization
providing opportunity to develop skills.

CHART 4.12

50
 SHOWING THE STATEMENT ABOUT ORGANISATION PROVIDING
OPPURTUNITY TO DEVELOP SKILLS

70
58
60

50
Percentage

40

30 25

20
11
10 6

0
Strongly agree Agree Disagree Strongly disagree
About developing skill

TABLE 4.13
51
 SHOWING WHETHER RESPONDENTS HAVE POSITIVE FEELINGS ABOUT
THE COMPANY

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Yes 97 88

No 13 12

TOTAL 110 100

INFERENCE

The above table shows that 88 % of the respondents have positive feeling about the
company and 12% of the respondents have not positive feeling about the company

Thus the majority of the respondents have positive feeling about the company.

CHART 4.13

52
SHOWING WHETHER RESPONDENTS HAVE POSITIVE FEELINGS ABOUT
THE COMPANY

12%

Yes
No

88%

TABLE 4.14

53
 SHOWING THE STATEMENT ABOUT THE ORGANISATION PROVIDING
INSTRUCTION TO DONE THE JOB

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 11 10

Agree 43 39

Disagree 34 31

Strongly disagree 22 20

TOTAL 110 100

INFERENCE

The above table shows that 10 % of the respondents strongly agree, 39 % of the
respondents agree, 31 % of the respondents disagree and 20 % of the respondents strongly
disagree the statement about organization providing instruction to done the job.

Thus the majority of the respondents agree the statement about organization providing
instruction to done the job.

CHART E 4.14

54
 SHOWING THE STATEMENT ABOUT THE ORGANISATION PROVIDING
INSTRUCTION TO DONE THE JOB

45
39
40
35 31
PERCENTAGE

30
25
20
20
15
10
10
5
0
Strongly agree Agree Disagree Strongly disagree
INSTRUCTION TO DONE JOB

TABLE 4.15

55
SHOWING THE STATEMENT ABOUT ORGANISATION PROVIDING QUALITY
TOOLS AND TECHNIQUES TO DO THE JOB

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 33 30

Agree 32 29

Disagree 34 31

Strongly disagree 11 10

TOTAL 110 100

INFERENCE

The above table shows that 30 % of the respondents strongly agree, 29 % of the
respondents agree, 31 % of the respondents disagree and 10 % of the respondents strongly
disagree the statement about organization providing quality tools and techniques to do the
job.

Thus the majority of the respondents disagree the statement about organization
providing quality tools and techniques to do the job.

CHART 4.15

56
SHOWING THE STATEMENT ABOUT ORGANISATION PROVIDING QUALITY
TOOLS AND TECHNIQUES TO DO THE JOB

35
30 31
29
30

25
PERCENTAGE

20

15
10
10

0
Strongly agree Agree Disagree Strongly disagree
QUALITY TOOLS TO DONE JOB

TABLE 4.16

57
 SHOWING THE STATEMENT FOR OPPORTUNITY FOR PROMOTIONS

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 40 36

Agree 13 12

Disagree 31 28

Strongly disagree 26 24

TOTAL 110 100

INFERENCE

The above table shows that 36 % of the respondents strongly agree, 12 % of the
respondents agree, 28 % of the respondents disagree and 24 % of the respondents strongly
disagree the statement about opportunity for promotions.

Thus the majority of the respondents strongly agree the statement about opportunity
for promotions.

CHART 4.16

58
 SHOWING THE STATEMENT FOR OPPORTUNITY FOR PROMOTIONS

40 36
35
30 28
PERCENTAGE

24
25
20
15 12
10
5
0
Strongly agree Agree Disagree Strongly disagree
OPPORTUNITY FOR PROMOTION

TABLE 4.17

59
SHOWING THE STATEMENT ABOUT SAFETY & HEALTH CONDITION IN THE
COMPANY

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 37 34

Agree 9 8

Disagree 29 26

Strongly disagree 35 32

TOTAL 110 100

INFERENCE

The above table shows that 34 % of the respondents strongly agree, 8 % of the
respondents agree, 26 % of the respondents disagree and 32 % of the respondents strongly
disagree the statement about safety & health condition in the company.

Thus the majority of the respondents strongly agree the statement about safety &
health condition in the company.

CHART 4.17

60
SHOWING THE STATEMENT ABOUT SAFETY & HEALTH CONDITION IN THE
COMPANY

40
34
35 32
30 26
PERCENTAGE

25
20
15
10 8

5
0
Strongly agree Agree Disagree Strongly disagree
SAFETY & HEALTH CONDITION

TABLE 4.18

61
 SHOWING THE STATEMENT ABOUT WORK LIFE BALANCE

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 40 36

Agree 13 12

Disagree 31 28

Strongly disagree 26 24

TOTAL 110 100

INFERENCE

The above table shows that 36 % of the respondents strongly agree, 12 % of the
respondents agree, 28 % of the respondents disagree and 24 % of the respondents strongly
disagree the statement about work life balance .

Thus the majority of the respondents strongly agree the statement about work life
balance .

CHART 4.18

62
 SHOWING THE STATEMENT ABOUT WORK LIFE BALANCE

40 36
35
30 28
PERCENTAGE

24
25
20
15 12
10
5
0
Strongly agree Agree Disagree Strongly disagree
WORK LIFE BALANCE

TABLE 4.19

63
 SHOWING THE STATEMENT ABOUT THE LEVEL OF TRUSTING THE
MANAGEMENT

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 28 25

Agree 41 37

Disagree 26 23.5

Strongly disagree 15 14.5

TOTAL 110 100

INFERENCE

The above table shows that 25 % of the respondents strongly agree, 37 % of the
respondents agree, 23.5 % of the respondents disagree and 14.5 % of the respondents strongly
disagree the statement about the level of trusting the management.

Thus the majority of the respondents agree the statement about the level of trusting
the management.

CHART 4.19

64
SHOWING THE STATEMENT ABOUT THE LEVEL OF TRUSTING THE
MANAGEMENT

40 37
35
30
25
PERCENTAGE

23.5
25
20
14.5
15
10
5
0
Strongly agree Agree Disagree Strongly disagree
TRUST THE MANAGEMENT

TABLE 4.20

65
 SHOWING THE STATEMENT ABOUT THE SATISFACTION IN
INTERPERSONAL RELATIONSHIP

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 40 36

Agree 13 12

Disagree 31 28

Strongly disagree 26 24

TOTAL 110 100

INFERENCE

The above table shows that 36 % of the respondents strongly agree, 12 % of the
respondents agree, 28 % of the respondents disagree and 24 % of the respondents strongly
disagree the statement about the satisfaction in interpersonal relationship .

Thus the majority of the respondents strongly agree the statement about the
satisfaction in interpersonal relationship .

CHART 4.20

66
 SHOWING THE STATEMENT ABOUT THE SATISFACTION IN
INTERPERSONAL RELATIONSHIP

40 36
35
30 28
PERCENTAGE

24
25
20
15 12
10
5
0
Strongly agree Agree Disagree Strongly disagree
SATISFACTION IN INTERPERSONAL RELATIONSHIP

TABLE 4.21

67
SHOWING THE STATEMENT ABOUT RECOMMENDING OTHERS TO JOIN IN
THE COMPANY

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 37 34

Agree 9 8

Disagree 29 26

Strongly disagree 35 32

TOTAL 110 100

INFERENCE

The above table shows that 34 % of the respondents strongly agree, 8% of the
respondents agree, 26 % of the respondents disagree and 32 % of the respondents strongly
disagree the statement about recommending others to join in the company .

Thus the majority of the respondents strongly agree the statement about
recommending others to join in the company .

CHART 4.21

68
SHOWING THE STATEMENT ABOUT RECOMMENDING OTHERS TO JOIN IN
THE COMPANY

40
34
35 32
30 26
PERCENTAGE

25
20
15
10 8

5
0
Strongly agree Agree Disagree Strongly disagree
RECOMMENDING OTHERS

TABLE 4.22

69
 SHOWING THE STATEMENT ABOUT THE SECURITY OF THE JOB

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 11 10

Agree 43 39

Disagree 34 31

Strongly disagree 22 20

TOTAL 110 100

INFERENCE

The above table shows that 10 % of the respondents strongly agree, 39% of the
respondents agree, 31 % of the respondents disagree and 20 % of the respondents strongly
disagree the statement about the security of the job.

Thus the majority of the respondents agree the statement about the security of the job.

CHART 4.22

70
 SHOWING THE STATEMENT ABOUT THE SECURITY OF THE JOB

45
39
40
35 31
PERCENTAGE

30
25
20
20
15
10
10
5
0
Strongly agree Agree Disagree Strongly disagree
SECURITY IN JOB

TABLE 4.23

71
 SHOWING THE STATEMENT ABOUT THE OPPORTUNITY TO IMPROVE
QUALITY OF WORK

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Strongly agree 44 40

Agree 37 34

Disagree 18 16

Strongly disagree 11 10

TOTAL 110 100

INFERENCE

The above table shows that 40 % of the respondents strongly agree, 34% of the
respondents agree, 16 % of the respondents disagree and 10% of the respondents strongly
disagree the statement about opportunity to improve quality of work.

Thus the majority of the respondents strongly agree the statement about opportunity to
improve quality of work.

CHART 4.23

72
 SHOWING THE STATEMENT ABOUT THE OPPORTUNITY TO IMPROVE
QUALITY OF WORK

45
40
40
34
35
30
Percentage

25
20 16
15
10
10
5
0
Strongly agree Agree Disagree Strongly disagree
Improving quality of life

TABLE 4.24

73
 SHOWING THE STATEMENT ABOUT THE SUCCESSFUL WORK

NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)

Always 11 10

Often 43 39

Sometimes 34 31

Never 22 20

TOTAL 110 100

INFERENCE

The above table shows that 10 % of the respondents feel always, 39 % of the
respondents feel often, 31 % of the respondents feel sometimes, and 20 % of the respondents
feel never the work successfully done.

Thus the majority of the respondents feel often the work successfully done.

CHART 4.24

74
 SHOWING THE STATEMENT ABOUT THE SUCCESSFUL WORK

45
39
40
35 31
PERCENTAGE

30
25
20
20
15
10
10
5
0
Always Often Sometimes Never
SUCCESSFUL WORK

CHAPTER V

75
 5.1 FINDINGS

 38% of the respondents come under the age group of 21-30

 70% of the respondents are married

 48% of the respondents come under the post graduate category

 39% of the respondents are Rs.5,001 – Rs.10,000

 15.5 % of the respondents have 11 years – 15 years experience

 30 % of the respondents strongly agree the statement of use of skills at maximum

level by the organization.

 27 % of the respondents said that proximity to home, as the reason for joining in the

company.

 34 % of the respondents feel interesting towards the job.

 36 % of the respondents strongly agree the statement of whether jobs allow them

productive.

 47 % of the respondents satisfied, towards the level of satisfaction in present job.

 48 % of the respondents disagree the statement about organization providing

opportunity to develop skills.

76
 88 % of the respondents have positive feeling about the company

 39 % of the respondents agree, the statement about organization providing instruction

to done the job.

 31 % of the respondents disagree the statement about organization providing quality

tools and techniques to do the job.

 36 % of the respondents strongly agree the statement about opportunity for

promotions.

 34 % of the respondents strongly agree the statement about safety & health condition

in the company.

 36 % of the respondents strongly agree the statement about work life balance .

 37 % of the respondents agree the statement about the level of trusting the

management.

 36 % of the respondents strongly agree the statement about the satisfaction in

interpersonal relationship .

 34 % of the respondents strongly agree the statement about recommending others to

join in the company .

 39% of the respondents agree the statement about the security of the job.

77
 40 % of the respondents strongly agree the statement about opportunity to improve

quality of work.

 39 % of the respondents feel often the work successfully done.

78
 5.2 SUGGESSTIONS

 The compensation package must be improved further

 It should be given opportunities to develop their carreer

 Organization should give proper instruction to complete the job effectively

 There must be improvement in rewarding and awarding policies.

 It must be introducing of promotion policy at operation level.

 It needs to provide high motivation from the top management of the company.

 There must be mutual relationship with co workers

 It needs to provide special training from the company to their job during work period.

 The company should discuss with the employees in taking any important decision that

makes them to involve in their work fully.

 Work pressure given to employees should be at the normal.

79
 5.3 CONCLUSION

In every organization, Human Resource is the vital resource which could raise the
productivity, goodwill and quality of standards of the company. The main purpose of QWL is
to boost them up to do their work effectively and efficiently. It is the employer’s
responsibility to provide the good environment to the employees, which could not affect them
physically and mentally.

A magnificent building is strong if a foundation is strong, so also company performance

depends upon the contribution made by its employees with an esteemed and well established
name, and it is widely found obstacle such as with commitment and determination of the
organization can successfully overcome this obstacle to attain success.

This research highlights some of the small gaps in employee’s satisfaction towards the
company. The company aims to promote the peaceful industrial relations and good
organization which is highlighted by management and the employees.

Since employees are the backbone of the company, company should satisfy them in order to
improve the business in the higher competitive market of the liberalized economy.

80
 BIBLIOGRAPHY

 Human resource management - k. Aswathappa : TATA Mc Graw hill.

 Organizational behavior - Robbins judge : PHI publication

 Business research methods - SN Murthy & U. Bhojhanna

 Business statistics - GC BERY : TATA Mc Graw hill.

 Personnel Management and Industrial Relations -Tripathi

Review articles

1. Review Of International Business And Strategy

2. International Journal Of Research Of Commerce And Management

3. International Journal Of Commerce And Management Research

4. Indian Journal Of Commerce

 QUESTIONNAIRE

A STUDY ON QUALITY OF WORK LIFE WITH SPECIAL REFERENCE TO

VIJAY PLYWOODS, SALEM

1. Name:

2.Age:

a) Below 20 b) 21-30 c) 31-40 d) 41-50 e) above 50

3. Marital status:

a) Married b) Unmarried

4.Educational qualification :

a) Iliteterate b) Graduate c) Post Graduate d) Others

5.Monthly income level

a) Below Rs.5000 b) Rs.5,001 – Rs.10,000 c) Rs.10,001 – Rs.15,000

d) Above Rs.15,000

6.Experience

a) Below 5 years b) 6 years – 10 years c) 11 years – 15 years

d) 16 years- 20 Years e) Above 20 Years

7. The Organization allows me to use my skills abilities to the maximum level

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

8. Please tick the reason for joining the company

a) Company image ( ) b) Compensation package ( )

c) Proximity to home ( ) d) Opportunities for career growth ( )

e) Others ( )

9. Which of these attributes describes about your job?

a) Interesting ( ) b) Monotonus ( )
 c) Just able to manage ( ) d) Just able to manage ( )

10. Conditions the job allows me to be productive

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

11. State your level of satisfaction in the present job.

a) Highly satisfied ( ) b) Satisfied ( ) c) Neutral ( )

d) Dissatisfied ( ) e) Highly dissatisfied ( )

12. The organization provides an opportunity to develop my own skills

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

13. Do you have positive feelings/opinion about your company?

a) Yes ( ) b) No ( )

14. The organization provides enough instruction to get the job done

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

15. The organization is providing a high quality tools and techniques to do the job

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

16. The opportunity for promotions is good

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

16. The safety and health conditions are good in the company

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

17. Do you agree that you have proper work life balance?

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

18. I trust the management at the place where I work

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

19. Are you satisfied with the interpersonal relationship among the colleagues?

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

20. Will you recommend your friends and relatives to join in this company?

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

21. The job is secured

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

22. The training opportunity has really helped in improving the quality of work.

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

23. How often do you find work successfully?

a) Always ( ) b) Often ( )

c) Sometimes ( ) d) Never ( )

24. Suggestions if
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