climate of work has on people as W
Specialized word but has become a necessary and greatest asset to any organizati
f ctly. A
the quality of such human inputs rises from maintaining the quality of work life perfectly.
saataios ti
Perfect quality of work life would help the organization. This is an attempt to capitalize the
human assets of the
2 of
Ganization the traditional approach to HRD is through training o
empl 1
Hoye, But training has a limit rate in developing the people. People develop not only
; the
through training but also through the organization workers the job a person has in
fi it
Srganization also determine his development. HRD include both firm and job environmen
Employees in
neral expect and demand more from their employment. In simple terms QWL
tefers to the extent which the members of an organization find the work environment conductive.
It is concemed with improving labour management co — operation to solve many organizational
Problems, achieving the desired level of performance and securing greater employee satisfaction.
The success of any organization depends on the efficiency of labor are increasing the efficiency.
Aman happy and a happy working atmosphere make a happy man to contribute more. ACKNOWLEDGEMENT
5 to GOD ALMIGHTY who bl
First of all, | record my heart full thank
capabilities to undertake the course.
: f
express my heart fall thanks to Shri A+ SRINIVASAN, Founder& rman 0
Dhanalakshmi_ Srinivasan Group of Institutions for providing sufficient i gure for
p.p.rPrincipal:
undergoing Course.
to Dr. S. DURAIRAJ.ME+ ph.D.,
with official
I express my sincere thanks
i Srinivasan Engineeri for supporting
the project work.
1 express my sincere gratitude 10 pr.N.VIJAL ANAND. MBA
Department,Department of Management Studies, Dhanalakshmi Srinivas
College,Perambalur for his valuable contributions to the study.
would like to thankA. KALAI SI
for the study and his remarkable support.
ing College,Perambalur
ph.D,Head of the
formalities with respect to
an Engineering
ELVAN HR MANAGER for his continuous guidance
press my special thanks to My Parents and My Friends for helping me to
Finally I wish to ¢x
complete my project work. TABLE OF CONTENTS
CHAPTER
No. LIST OF CONTENTS ig
INTRODUCTION
1.1 INTRODUCTION OF THE STUDY yi
1.2 STATEMENT OF THE PROBLEM 5
1 1.3 INDUSTRY PROFILE 6
10
1.4 COMPANY PROFILE
1.5 SCOPE OF THE STUDY 2
B
1.6 OBJECTIVES OF THE STUDY
i4
2 REVIEW OF LITERATURE
20
RESEARCH METHODOLOGY
20
3.1 RESEARCH DESIGN -
3.2 SAMPLE DESIGN =
3 3.3 SAMPLE SIZE x
34 TOOLS FOR DATA COLLECTION 3
3.5. STATISTICAL TOOLS USED :.
3.6 RESEARCH HYPOTHESIS %
37 LIMITATION OF THE STUDY .
4 INTERPRETATION
‘
ae 35
+ 55
5-H 36
j 57
4 13
= 58
a3
a 59 LIST OF TABLES
TABLE .NO CONTENTS: PAGE.NO
4.1 GENDER WISE CLASSIFICATION 25
42 AGE WISE CLASSIFICATION
26
43 MARITAL STATUS CLASSIFICATION
27
44 EDUCATIONAL QUALIFICATION
28
45 INCOME WISE QUALIFICATION
29
46 LEVEL OF SATISFACTION
30
WORKINK ATMOSPHERE
Br
48 BENEFIT FOR THE JOB
32
49 SAFTY AND HEALTH CONDITION
33
4.10 TEAM WORK
34
4.11 PROMOTED TO A BETTER POSITION
35
36
412 | FEEDBACK
37
CORRECTIVE ACTION ON THE SPOT
SAFETY FOR THE WOMEN
38
39
40
41 LIST OF CHARTS
| TABLE .NO CONTENTS PAGE.NO
4.1 __ | GENDER WISE CLASSIFICATION 2%
42 AGE WISE CLASSIFICATION 26
43 MARITAL STATUS CLASSIFICATION 27.
44 | EDUCATIONAL QUALIFICATION 28
45___| INCOME WISE QUALIFICATION 29
46 | LEVEL OF SATISFACTION #
47 | WORKINK ATMOSPHERE Bs
48 | BENEFIT FOR THE JOB a
49 | SAFTY AND HEALTH CONDITION 3
410 | TEAM WORK 34
411 PROMOTED TO A BETTER POSITION 35
412 | FEEDBACK 36
Zia | CORRECTIVE ACTION ON THE SPOT 37
4i4___| SAFETY FOR THE WOMEN 38
is | TOOLS AND EQUIPMENT 39
416 | FACING DIFFECULT PROBLEMS 40
417 | SKILLS AND ABILITIES 41
418_| ADEQUATE TRAINING a
419 |JOBROTATION B
0 44
45
46
47
48 CHAPTER-I
INTRODUCTION CHAPTER -I
INTRODUCTION
1.1INTRODUCTION OF THE STUDY
“One cannot do right in one area of life, whilst he is occupied in doing wrong in another. Life is
one indivisible whole”.
In simple terms QWL refers to the extent which the members of an organization find the work
environment conductive. It is concerned with improving labour management cooperation to
solve many organizational problems, achieving the desired level of performance and securing
greater employee satisfaction. QWL means “The degree to which members of a work
organization are able to satisfy important personal needs through
organization”. QWL has gained deserved prominence in the organizational behavior as an
place. It plays a key role in any
their experience in the
indicator of the overall of human experience in the work
organization and has an effect on the people, their work, performance and self development as
well as organization’s development. It basically refers to relationship between the employees and
the ecosystem in which he works. It focuses on creating a working environment where
employees work co ~ operatively and achieve results collectively. QWL refers to the degree of
which work provides an opportunity for individuals to satisfy the need to survive with some
interact with others, to have a sense of personal usefulness, to be
(or) unfavourableness of job enrichment
» between employees and the total working
e construct that assess an
experiences are rewarding CONCEPT OF QUALITY OF WORK LIFE:
The concept of QWL is based on the assumption that a job is more than just a job. It is
the centre of a person’s life and a worker has a whole individual rather than a half human and
half machine personality of Jekyll Hyde type.
Increase in education level and consequently job aspirations of employees
Y Association of workers
¥ Significance of human resource management
Y Widespread industrial unrest
Y Growing of knowledge in human behavior
DIMENSION OF QUALITY OF WORK LIFE:
Quality of work life is a multi - dimension concept implying a concern for members ofan
organization. The basis underlying QWL is the humanization of work which means developing a
work environment that ensures dignity to the employees
> Adequate and fair compensation
> Safe and healthy working conditions
ity to use and develop human capacities
career growth PRINCIPLES OF QUALITY OF WORK LIFE:
Herrick and Maccobu identified four basic principles which humanize that the work there
principles are as follows
> The principles of Security
> The principles of Equity
> The principles of Individualism
> The principles of Democracy
MEASURE AND QUALITY OF WORK LIFE:
¥ Job Involvement
Job design
Job satisfaction
Sense of competence
Job performance
Productivity
ae: Sea ORG
‘TECHNIQUES FOR IMPROVING QUALITY OF WORK LIFE:
¥ Job Redesign FACTORS OF QUALITY OF WORK LIFE:
There are many factors which can contribute to quality of work life
> Adequate and fair compensation
> A safe and healthy environment
> Jobs aimed at developing and using employees capabilities rather than leading to their
Obsolesce
> Anenvironment in which employee's develop self - esteem and a sense of identify
> Protection of respect for employees right to privacy dissents equity and so for
> A sensible integration of job family life and leisure time
NEED OF THE STUDY:
> Quality of work life concerned with overall climate of works situation
> Quality of work life programs are desirable for both human and performance need
> Itact as best motivates factor for bettor working Comprehends condition at employment
‘environment and social integration
- the favorable and unfavorable quality of family and life
skills (or) work and to provide an —— a
1.2 STATEMENT OF THE PROBLEM
Quality work environment factors are critical issues when examining the work life of nurses.
Some of the key issues that will be examined in this study are nursing workforce shortage,
working conditions, professional issues, stressful work life, demanding patient needs, working
knowledge development, team work and performance, nursing leadership and managerial issues,
organisational climate and culture and gender based issues. a
1.3 INDUSTRY PROFILE
Steel is crucial to the development of any modern economy and is considered to be the
-kbone of human civilization. The level of per capita consumption of steel is treated as an
ant index of the level of socioeconomic development and living standards of the people in
country. It is a product of a large and technologically complex industry having strong
d and backward linkages in terms of material flows and income generation.
All major industrial economies are characterized by the existence of a strong steel industry
and the growth of many of these economies has been largely shaped by the strength of their steel
ndustries in their initial stages of development. Steel industry was in the vanguard in the
ization of the industrial Sector and has made rapid strides since then.
The new Greenfield plants represent the latest in technology. Output has increased, the
has moved up i n the value chain and exports have raised consequent to a greater
gration with the global economy. The new plants have also brought about a greater regional
dispersion easing the domestic supply position notably in the western region. At the same time,
the domestic steel industry faces new challenges. Some of these relate to the trade barriers in
‘developed markets and certain structural problems of the domestic industry notably due to the
high cost of commissioning of new projects. The domestic demand too has not improved to
significant levels. The litmus test of the steel industry will be to surmount these difficulties and
slobally competitive. a
THE GLOBAL STEEL INDUSTRY:
The current global steel industry is in its best position in comparing to last
decades. The price has been rising continuously. The demand expectations for steel products are
rapidly growing for coming years. The shares of stee! industries are also in a high pace. The steel
industry is enjoying its 6th consecutive years of growth in supply and demand. And there is
many more merger and acquisitions which overall buoyed the industry and showed some good
results, The supreme crisis has lead to the recession in economy of different countries, which
may lead to have a negative effect on whole steel industry in coming years. However steel
_ production and consumption will be supported by continuous economic growth.
STEEL INDUSTRY IN INDIA:
Steel has been the key material with which the world has reached to a developed position. All the
engineering machines, mechanical tools and most importantly building and construction
structures like bars, rods, channels, wires, angles etc are made of steel for its feature being hard
and adaptable. Earlier when the alloy of steel was not discovered, iron was used for the said
purposes but iron is usually prone to rust and is not so strong. Steel is a highly wanted alloy over
the world. All the countries need steel for the infrastructural development and overall growth.
Steel has a variety of grades i.e. above 2000 but is mainly categorized in divisions — steel flat and
steel long, depending on the shape of steel manufactured.
Steel flat includes steel products in flat, plate, sheet or strip shapes. The plate shaped steel
cea are usually 10 to 200 mm and thin rolled strip products are of | to 10mm in dimension.
is mostly used in construction, shipbuilding, pipes and boiler applications. Steel long The steel long products are required to produce concrete, blocks, bars, tools, gears and
engineering products. After independence, successive governments placed great emphasis on the
development of an Indian steel industry. In Financial Year 1991, the six major plants, of which
five were in the public sector, produced 10 million tons. The rest of India steel production, 4.7
million tons, came from 180 smallplants, almost all of which were in the private sector. India's
Steel production more than doubled during the 1980s but still did not meet the demand in the
mid-1990s, the government was seeking private-sector investment in new steel plants.
Production was projected to increase substantially as the result of plans to set up a | million ton
steel plant and three pig-iron plants totaling 600,000 tons capacity in West Bengal, with Chinese
technical assistance and financial investment. The commissioning of Tata Iron & Steel
Company's production unit at Jamshedpur, Bihar in 1911-12 heralded the beginning of modern
steel industry in India.
‘At the time of Independence in 1947 India's steel production was only 1.25 Mt of cru
the Government of India
de steel.
Following independence and the commencement of five year plans,
decided to set up four integrated steel plants at Rourkela, Durgapur, Bhilai and Bokaro. The
Bokaro plant was commissioned in 1972. The most recent addition is a 3 Mt integrated steel
plant with modern technology at Visakhapatnam. Steel Authority of India (SAIL) accounts for
‘over 40% of India’s crude steel production.
foctuling five integrated and four special steel plants. Of these
aha were set up in collaboration with foreign i
STEEL PRODUCTION IN INDIA:
India is one of the few countries where the steel industry is poised for rapid growth. India‘s share
in world production of crude steel increased from 1.5% in 1981 to around 3.5 % in 2004.
While plant closures and privatization are rare in India, the private sector is considered to be the
engine of growth in the steel industry and technological changes and modernization are taking
place in both the public and the private sector integrated steel plants in India.
Steel production of India accounted for 14.33 million tons in 1990-91, which gradually increased
to 36.12 million tonnes in 2003-04, as shown in Table III, The Indian steel industry got a giant
importance in the recent past when the Tata Steel purchased the Corus steel. Today India plays a
significant role in the production of steel in the world. The Indian steel industry is growing at
8.74 % of CAGR. Steel demand continued to remain upbeat in 2008-2009 with consumption of
finished steel growing by a decent 6.8% during April-may 2008. During a same period import
surged by a healthy 10 % to 0.7 million tonnes. While export reported a 33% decline to 0.6
million tonnes.
While imports and consumption of finished steel reported a healthy rise, production of the steel
continued to rise at a tepid pace. During April 2008 finished steel output rose by a modest 3.8 %.
Further in may it increased by 5.2%,
Aggregate production growth during April-may stood at 5.1 % In view of no major capacities
coming on-stream we estimate finished steel production to touch 60 million tonnes in 2008-2009
OF STEEL FROM INDIA
ve the compounded annual growth rate (CAGR) of,
accounted 14.20% in the respective period. In
steel exports amounted to 368 thousand tons,
21 thousand tonnes in 2003-4. It accounted
growth rates of exports of steel for the
een —14.41% in 1994-95 and 101.36 in Group of Companies that has diverse interest
Hiaciher Alloys is 2 part of the $30 million Harihar
and find out how,
je cwestment, finance, realty, and information technologies. Contact ws today
es your value added outsourcing partner, we can provide world class service levels, on time
Getiveries, and quality alloy castings and forgings. Harihar Alloys has both national and
imtemational recognition and possess the following certificates: “Well known foundry
by ISO 9001-2008, ISO 14001:2004, OHSAS 18001:2007, Central Boilers Board-
India, PED 2014/68/EU and AD 2000 Merkblatt W0,API spec 6A (Monogram 1.4.1 VISION
To be a leading global IT Service Company
Continuously add value to every customer.
To become "total technology solution" provider offering a brand-new variety of state-of-the-
art technology skills.
To encourage and maintain a high and honorable standard of professional conduct.
1.4.2MISSION
N — Xylo Soft believes that for any business to be competitive, it has to be technology driven
and we are team of experienced and enthusiastic individuals who are committed to deliver the
best always. 1sSCOPE OF THE STUDY:
The project has been undertaken in Harihar Alloys Private Limited. It is identify the
quality of ‘work life in Harihar Alloys Private Limited for employees. IVES OF STUDY:
1.6 OBJEC
11 PRIMARY OBJECTIVE
quality of work life among employees in Harihar Alloys private limited
study 07
CONDARY OBJECTIVE
the Quality of Work Life by the employees
cellent for people as well as for
1.6.2SE
> To Identify
> To Study the working conditions that are ex
economic health of the organization
r the improving Quality of working condition
> To Suggest suitable measure fo CHAPTER-I
REVIEW OF LITERATURE CHAPTER III
REVIEW OF LITERATURE
Lau (2018) studied on Quality of work life and performance to provide ad hoc analysis of two
key elements of the service profit chain and find out the relation between in growth and QWL.
This research evaluated the performances, in terms of growth and profitability, based on a
sample of QWL and S&P 500 companies. 29 QWL companies remained for the purpose of this
study. The control group consisted of 208 service companies selected from the list of S&P 500.
The results showed QWL companies have a higher growth rate, measured by the five-year trends
of sales growth and asset growth than that of the S&P 500 companies. The results also indicated
that QWL companies indeed enjoyed higher growth rates than those of S&P 500 companies, and
their differences are statistically significant. On average, QWLService companies have an
average sales growth rate while the control group companies have below average.
David lewis et al (2017) studied on the extrinsic and intrinsic determinants of quality of work
life. The objective of the research was to test whether extrinsic or intrinsic or prior traits test
satisfaction with QWL in health care. The variables used extrinsic traits: salary or other
finsic traits: skills, level, autonomy and challenge, prior traits: gender and
isor, treatment and communication. Survey was
-Tespondents was 1,819/5486 staff (33%). Data was
test applied for data analysis was regression method
| pay, supervisor style, commitment and discretion, all
; employees were less satisfied with these traits than ‘Mad, Zohurul Islam et al (2016) investigated of QWL and organization performance in Dhaka
processing zone .The objective of research is QWL is hypothesized to directly or indirectly
influenced organizational performance and identify the relation between QWL with OP =
Orl2ganizational Performance QWL = Quality of Work Life JS = Employee Job Satisfaction
WAGPOL = Company wage policy COMPOL = Company policy UNION = Union.The
variables of the research used OP,JS, WP and UP. Simple random sampling method used for data
collection and the test applied to data analysis was chi-square test and regression .
Linda K. Johnsrud (2015) studied on Quality of faculty work life: the University of Hawaii to
describe the changes in QWL from 1998 to now. The objective of the study was to find out the
current level of satisfaction. Variables were used Relations with the department chair, campus
service, community service, faculty relation, salary and demographic factor. The study included
all 3,490 members of the UH faculty and /marks the first time that this survey was conducted
entirely online and yielded 1,340 responses for a 38% retum rate and to analyse the data T- test
"was used by the researcher. The result showed that salary was the main variable for satisfaction
from year 1998 to 2006. Faculty relations and community services is the most positive elements
in faculty work life and other finding was campuses’faculty are generally more satisfied than
studied Influence of quality of work life on
don unsatisfactory level of commitment among
in the apparel industry in Sri Lanka. A convenient
‘The sample size was limited to 87 workers and
with the commitment and moderator effect of
between QWL and Organizational
‘objective was to investigate the
int and to identify the extent of QWL
‘the supervisory and executives’ levels in various firms in Malaysia received the questionnaire. Of these, 360 useable responses
were returned and analysed, which represented a 72% response rate. Research based on the
Quantitative approach and random sampling method used for data collection. Variables adopted
for the research were Dimensions of QWL: growth and development, participation, physical
environment, supervision, pay and benefits social relevance and workplace’ integration,
dimensions of OC: affective commitment, normative commitment, continuance commitment
(alternatives), and continuance commitment (costs). Questionnairedivided is into three respects
‘are organizational Commitment, quality of work life anddemographicfactors.Data was analysed
from factoranalysis with varimax rotation, mean, Standard deviationegression analysis used as
statistical tools.
W.N. thalang et al (2014) studied on quality of work life indicators as a corporate social
responsibility of electrical and electronics private Organizations in Thailand. Objective of the
research wasfind out the quality of Work Life Indicators as a Corporate Social Responsibility. It
is a documentary research and data was collected from the in-depth interview with experts and
specialist and multiple rescarch method. Health environment, total life span, work life balance,
adequate and fair compensation, social integration support used as dimensions of QWL and four
major dimensions of CSR, namely: economic, environmental, social and ethics used as a
parameters. The result showed that QWL indicates perception about for a more effective CSR,
developing a good Quality of Work Life (QWL) is crucial. T. Ayesha et al (2013) have done worked on QWL among male and female employees of
private commercial banks in Bangladesh to find out there is any significant difference among
male and female bank employee’s perception over QWL issues. Researcher adopted convenient
sampling to data gathering over a sample 192 employees and factor analysis and consistency
Wilcoxon analysis, Mann —Whitney- U test and Bartlett test for analyzed data. The dimensions
of QWL used job design, employee relation, working environment, socialization efforts,
adequate and fair compensation, opportunities to develop human, growth and development,
flexible work schedule, job assignment, work and total life span and in demographic factor age ,
gender and experience was used. Finding of the research showed male employee’s perception
differs from the female employees its means management of banks are more concemed about the
job design of the male employees.
B.Alireza et al (2013) researched on the Relationship between Quality of Work Life and
Demographic Characteristics of Information Technology Staffs Relationship bw QWL and
demographic characteristics of IT staff with objective Measure the relation bw QWL and
demographics. The dimensions of QWL used as fair compensation, safe and healthy
environment, growth and security, social relevance, life span, social integration, development of
human capacities and age, gender, work experience income has taken as demographic factors.
Data gathered from the 5 IT companies over 292 employees and ANNOVA one way used for the
a Result showed there is no significant relation found between gender and QWL but
ionship between IT staff and QWL, work experience and QWL and
d on Employees’ Perception on Quality of Work Life and Job
‘organization — an Empirical study. The objective was to find the
et on Job satisfaction. Convenience sampling method used for the
ived 251 employees out of 460 employees. Three variables
essimism about organizational change and self- handranshuSinha (20! i it
as (2012) factors affecting quality of work life: Empirical Evidence From
n Organizations. Sampling size was.taken for this research was 100 employees and Career
growth & devel izati i
; lopment, ee Culture, emotional supervisory support, flexible work
ot employee motivation, Organizational commitment, job satisfaction, rewards and
‘benefits and compensation used as a dimensions of QWL. Data analyzed through Kaiser Meyer
Olkin which determine the sufficiency of the sample size and Bartlett test of sphericity was
‘calculate the meaningfulness of the correlation matrix and factor analysis. According to this
‘research paper comes on conclusion that profit of successful organization is not achieved at the
‘expense incurred to the employee by organization.
R. indumathy et al (2011) studied on quality of work life among workers with special reference
to textile industry in Tripura district — a textile hub to find out the measurement adopted by the
organisation to improve the QWL. The research design was chosen as descriptive in nature. The
sample size taken to conduct the research was 60 workers out of the 600 workers. For this study,
the sampling technique was convenient sampling, Structured interview schedule was used for
primary data collection and chi-square analysis, weighted average score and simple %age used
for the data analysis. The result showed that there is no significant relationship between Total
Gender and Overall job satisfaction. There is significant
work experience and Salary,
vrall job satisfaction and between
relationship between Total work experience and Over
work life of the faculty members of private
the factors affecting the overall
fair competition, growth security,
1 integrate, social relevance. The method used
en’s rank correlation technique was applied
ificantlyResults after
non-parametric. signifi
work and dri& Conrad goveas (2010) studied onsustainable quality of work life and job
‘satisfaction among employees engaged in the freight forwarding and clearing house in Mumbai
and observation observed through data collection and chi- square used for the data analysis. The
results showed in this study that different factors of QWL such as Safe and Healthy Working
Conditions, Adequate and Fair Compensation, Opportunity to Utilize individual skills and talent,
Develop Human Capabilities, provide Career and Growth Opportunities varies according to the
employees’ perception and job satisfaction depend upon the way of perceived the dimensions of
QWL.
AnandPawar(2010)studied on QWL and job satisfaction of employees in VTPS to find out the
level of satisfaction among the employees with regard to various job related aspects. The study is
descriptive in nature and based on both primary and secondary data. The data were collected
from the workers and employees of the organization with the help of questionnaire relating to the
demographic profile of employees and 20 statements relating to various factors of QWL and job
satisfaction. The sample was selected based on stratified random sample technique and sample
size was 246 employees out of 2464 employees. To measure the QWL and job satisfaction of
‘employees, major factors were included in thisstudy and they include:
(i) good wages and salaries;
(ii) rewards the talented and hardworking;
(iii) _ a safe and healthy environment;
(iv) __ good working conditions;
interpersonal relations and
and helpful,
relationship between quality of work life and
Jslamic Azad University under 127 faculty
wh random stratified sampling. Spearman's
LISREL, Friedman Test was used for data CHAPTER IIL
RESEARCH METHODOLOGY
1 RESEARCH DESIGN
The research design indicates the type of research methodology under taken to collect the
tion for the study. The researcher used both descriptive and analytical type of research
esign for his research study. The main objective of using descriptive research is to describe the
state of affairs as it exists at present. It mainly involves surveys and fact finding enquiries of
different kinds. The researcher used descriptive research to discover the characteristics of
‘customers. Descriptive research also includes demography characteristic of consumer who use
the product. The researcher also used analytical research design to analyze the existing facts
from the data collected from the customer.
3.2 SAMPLIE DESIGN
Sampling design is to clearly define set of objects, technically called the universe
and the sampling design used in the study is probability sampling. The sampling
technique is “Simple random sampling” of probability sampling method,
as respondents they're chosen in Livia Polymer
the primary data from them. For the purpose
on was selected on the basis of ‘convenient 34TOOLS OF DATA COLLECTION
33.1 PRIMARY DATA
‘The data which are collected afresh for first time and thus happen to original in
character is called primary data.
3.3.2 SECONDARY DATA
‘The data which have already been collected and analyzed by someone else is called
Secondary data. The Secondary data used mainly to support primary data. Company profile they
sites, magazines, articles there widely.
3.5 STATISTICAL TOOLS USED
© Percentage analysis
© Chi-square test
Correlation
3.4.1PERCENTAGE ANALYSIS
Percentage refers to a special kind of ratio. Percentages are used in making
comparison between two or more series of data. Percentage is used to
describe relative terms the distribution of two or more series of data. 3.4.2 CHI - SQUARE TEST
The chi — square test is one of the simplest and most widely used non
parametric tests in statistical work. The symbol X? is the Greek letter chi Karl
Pearson first used the chi — square test in the year 1980, The quantity chi -
square describes the magnitude of the discrepancy between theory and
observation.
In this Chi — square test Yates correction is used when the value of observed
frequency in less than 10. The formulais given
X? = (\Oi-Eil) YEi
3.4.3 CORRELATION TEST
n YXY- (2X) CY) 3.6 RESEARCH HYPOTHESIS
DEFINITION OF HYPOTHESIS
According to Goode and Hutt, “Hypothesis is a proposition, which can be put to test to
determine validity”.
A hypothesis can be defined as a logically conjectured relationship between two or more
variables expressed in the form of testable statement.
NULL HYPOTHESIS (Ho)
Null hypothesis is formulated only to test whether there is any relationship between
variables related to the problem being studied. Usually the null hypothesis usually is formed as a
negative statement.
ALTERNATE HYPOTHESIS (H1)
Altemate Hypothesis (H1) is a statement, which is acoepted after the null hypothesis is
rejected based on the test result. The altemate hypothesis usually is formed as a positive
‘statement 3.7 LIMITATIONS OF THE STUDY:
> The study has been limited to only a sample of 120.
> Time was one of the big constraints, Cc HAPTER-IV
ERPRETAT ION
DATA ANALYSIS AND INT CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION
TABLE NO 4.1
GENDER WISE CLASSIFICATION
S.No Particulars No. of respondents % of respondent
1 Male 100 83
2 Female 20 17
Total 120 100
)URCE: Primary data
INFERENCE:
From the above table it is observed that the highest 83% are male and 17% of the
respondents are female.
CHART NO 4.1
GENDER WISE CLASSIFICATION TABLE NO 4.2
AGE WISE CLASSIFICATION
S.No | Particulars No. of respondents _| % of respondents
1 Below 25 25 21
2 26-35 45 38
3 36-45 25 21
4 46-55 15 B
5 Above 55 10 3
TOTAL 120 100
OURCE: Primary data
RENCE:
From the above table it is observed that, 21% of respondents are between below 25 years,
38% of respondents are 26-35 years, 21% respondents are between 36-45 years and 13% of
respondents are 45-55 years and 8% respondents are above 55.
CHART NO 4.2
AGE WISE CLASSIFICATION
m BELOW 25
26-35
936-45
946-55
ABOVE 55 TABLE NO 4.3
OPINION ON MARITAL STATUS OF THE RESPONDENTS
S.No Particulars No. of respondents | _% of respondent
1 Married 90 75
a2 Unmarried 30 25
3 | Total 120 100
From the above table itis observed that the highest 75% of the respondents are married and
25% of the respondents are unmarried.
CHART NO 4.3
OPINION ON MARITAL STATUS OF THE RESPONDENTS
Cereal
|
IVaWwe]%
MARRIED.
UNMARRIED TABLE NO 4.4
EDUCATIONAL QUALIFICATION
S.No Particulars No. of respondents | % of respondents
cm SSLC_ 50. 42
2 HSC 38 32
3 UG 14 12
4 PG ll 9
[ s Diploma a. 6
TOTAL 120 100
From the above table it is observed that, 42% of respondents possess SSLC, 32% of
respondents possess HSC, 12% of respondents possess UG, and 9% possess PG and the
remaining 6% of respondents Diploma holders.
CHART NO 4.4
EDUCATIONAL QUALIFICATION
BSSLC
a HSC
aUG
aPG
‘| DIPLOMA TABLE NO 4.5
INCOME WISE CLASSIFICATION
No. of respondents % of respondents
60 50
36 30
4 o
13 il
zt 6
120 100
From the above table it is observed that, 50% of respondents possess 5000-10000, 30% of
respondents possess 10000-15000, 3% of respondents possess 15000-20000, and 11%
possess 20000-25000 and the remaining 6% of respondents above 25000.
CHART NO 4.5
INCOME WISE CLASSIFICATION
@5,000-10,000
9 10,000-15,000
1 15,000-20,000
1 20,000-25,000
ABOVE 25,000 TABLE NO 4.6
SATISFACTION WITH WORKING HOURS
No. of respondents % of respondents
55 46
19 16
13 I
24 20
9 8
120 100
Highly Satisfied, 16%
t, 46% of respondents possess
tral, and 20% possess
ble it is observed tha
satisfied, 11%
94 of respondents Highly Dissat
the above
possess
and the remaining 8
of ‘of respondents possess Neut
ed isfied.
CHART NO 4.6
SATISFACTION WITH WORKING HOURS
HIGHLY SATISFIED
mi SATISFIED
i NEUTRAL
mm DISSATISFIED
sg HIGHLY DISSATISFIED
euBBRRsesas
HIGHLY SATISFIED
SATISFIED TABLE NO 4,7
WORKING ATMOSPHERE
Particulars No. of respondents % of respondents
Strongly agree 46 38
Agree 32 2
Moderately agree 23 19
Disagree 8 a,
[Strongly disagree ul g
| TOTAL 120 100
'; Primary data
om the above table it is observed that, 38% of respondents possess Strongly agree, 27% of
espondents possess Agree, 19% of respondents possess Moderately agree, and 7% possess
ee and the remaining 9% of respondents Strongly disagree.
CHART NO 4.7
WORKING ATMOSPHERE
‘STRONGLY AGREE
AGREE
MODERATELY AGREE
mDISAGREE
M STRONGLY DISAGREE TABLE NO 4
FAIR PAY AND BENERTy FOR THE Jon
iculal
[Particulars | Novotteas=-3—
SN 2 Highly satisfied “rPondents | % freeads
= Satisfied ‘Ai ae
eo Neutral if |
a Dissatisfied 7 14
5 Highly Dissatisfied Fi 6
TOTAL Ro 6
100
SOURCE: Primary data
INFERENCE:
From the above table it is observed that, 40% of Tespondents possess Highly Satisfied, 34%
‘of respondents possess Satisfied, 14% of respondents possess Neutral, and 6% Possess
Dissatisfied and the remaining 6% of tespondents Highly Dissatisfied,
CHART NO 4.8
FAIR PAY AND BENEFIT FOR THE JOB
HIGHLY SATISFIED
SATISFIED
ENEUTRAL
Im DISSATISFIED
HIGHLY DISSATISFIED
SFIED HIGHLY
DISSATISFIED TABLE NO 4.9
SAFETY AND HEALTH CONDITIONS
Particulars |_No. of respondents | _% of respondents
ighly sai 84 70
20 17
[8
——————
[ee
120 100
INFERENCE:
From the above tab
of respondents Possess
pissed andthe remaining
Je it is observed that, 70% of respondents possess Highly Satisfied, 17%
Satisfied, 5% of respondents possess Neutral, and 8% possess
1% of respondents Highly Dissatisfied.
CHART NO 4.9
SAFETY AND HEALTH CONDITIONS
HIGHLY SATISFIED
A SATISFIED
a NEUTRAL
‘DISSATISFIED
SBHIGHLY DISSATISFIED TABLE NO 4.10
TEAM WORK
No. of respondents % of respondents
50. 42
20 17
30 25
1S. 13
5 4
120 100
From the above table it is observed that, 42% of respondents possess Strongly agree, 17% of
cespondens possess ATE, 25% of respondents possess Moderately agree, and 13% possess
Disagree and the remaining 4% of respondents Strongly disagree.
CHART NO 4.10
TEAM WORK
m STRONGLY AGREE
AGREE
“AIMODERATELY AGREE
sm DISAGREE
‘STRONGLY DISAGREE TABLE NO 4.11
PROMOTED TO A BETTER POSITION IN FUTURE
Particulars No. of respondents % of respondents
Strongly agree 64 53
Agree 29 24
Moderately agree B iI
Disagree U1 9
Strongly disagree e 3
TOTAL 120 100
JURCE: Primary data
ICE:
From the above table it is observed that, 53% of respondents possess Strongly agree, 24% of
respondents possess Agree, 11% of respondents possess Moderately agree, and 9% possess
Disagree and the remaining 3% of respondents Strongly disagree.
CHART NO 4.11
PROMOTED TO A BETTER POSITION IN FUTURE
STRONGLY AGREE
AGREE
|| MODERATELY AGREE
DISAGREE
‘STRONGLY DISAGREE TABLE NO 4,12
FEEDBACK ABOUT MY WORK PERFORMANCE
Particulars No. of respondents_| _% of respondents
66. 55
27 23
15, B
4
7 6
120 100
served that, 55% of respondents possess Strongly agree, 23% of
From the above table it is obs
3% of respondents possess Moderately agree, and 4% possess
respondents possess Agree, |
Disagree and the remaining 6% of respondents Strongly disagree.
CHART NO 4.12
FEEDBACK ABOUT MY WORK PERFORMANCE
55%
sm STRONGLY AGREE
AGREE
MODERATELY AGREE
DISAGREE
Im STRONGLY DISAGREE a
TABLE NO 4.13
CORRECTIVE ACTION ON THE SPOT
Particulars No. of respondents | 9
epi aeia rape % of cane
Satisfied 4 20
Dissatisfied 12 10
Highly Dissatisfied 2 2
TOTAL 120 100
From the above table it is observed that, 68% of respondents possess Highly Satisfied, 20%
respondents possess Satisfied, and 10% possess Dissatisfied and the remaining 2% of
espondents Highly Dissatisfied.
CHART NO 4.13
CORRECTIVEACTION ON THE SPOT
MHIGHLY SATISFIED
10% SATISFIED
DISSATISFIED
HIGHLY DISSATISFIED ee
TABLE NO 4.14
SAFETY FOR THE WOMAN
Particulars No. of respondents ‘% of respondents
Strongly agree 2 52
Agree 33 28
‘Moderately agree 10 a
Disagree 9 8
Strongly disagree 6 5
TOTAL 120 100
: Primary data
of respondents possess Strongly agree, 28% of
above table it is observed that, 52%
and 8% possess
ts possess Agree, 8% of respondents possess Moderately agree,
and the remaining 5% of respondents Strongly disagree.
CHART NO 4.14
SAFETY FOR THE WOMAN
mm STRONGLY AGREE
AGREE
mu MODERATELY AGREE
m DISAGREE
jm STRONGLY DISAGREE a
TABLE NO 4.15
TOOLS AND EQUIPMENT
jculars :
Parti No. of respondents L %of respondents
35 26
2 Z
15 13
120 100
m the above table it is observed that, 57% of respondents possess Strongly agree, 26% of
Fro!
2% of respondents possess Moderately agree, and the remaining
respondents possess Agree,
13% of respondents Strongly disagree.
CHART NO 4.15
TOOLS AND EQUIPMENT
mm STRONGLY AGREE
mAGREE
sm MODERATELY AGREE
i STRONGLY DISAGREE
y STRONGLY
DISAGREE a
FACING DIFFICULT PROBLEMS
No-of respondents _["¥6 of respondents —]
22
15
TABLE NO 4.16
100
From te above table it is observed that, 42% of respondents possess Strongly agree, 2% of
dents possess Agree, 15% of respondents possess Moderately agree, and 8% possess
pisagre andthe remaining 13% of respondents Strongly disagre.
CHART NO 4.16
FACING DIFFICULT PROBLEMS,
STRONGLY AGREE
AGREE
MODERATELY AGREE
‘DISAGREE
IN STRONGLY DISAGREE TABLE NO 4,17
SKILLS AND ABILITIES
SS na
ia No. of respondents
table it is observed that, 58% of respondents possess Strongly agree, 23% of
fromthe above
* Agree, 9% of respondents possess Moderately agree, and 8% possess
- orge and the remaining 3% of respondents Strongly disagree.
CHART NO 4.17
SKILLS AND ABILITIES
sm STRONGLY AGREE
AGREE
sn MODERATELY AGREE
sm DISAGREE
‘m STRONGLY DISAGREE TABLE NO 4g
ADEQUATE TRAINING
Particulars
_ Agree
~__ Moderately agree
Disagree
~ Strongly disagree
TOTAL
ENCE:
From the above table it is observed that, 59%
6 of respondents possess Strongly agree, 28% of
respondents possess Agree, 6% of respondents possess Moderately agree,
and 2% possess
"Disagree and the remaining 6% of respondents Strongly disagree,
CHART NO 4.18
ADEQUATE TRAINING
70 ]
59%
60
| STRONGLY AGREE
AGREE
| MODERATELY AGREE
m DISAGREE
| STRONGLY DISAGREE TABLE NO 4,19
JOB ROTATION
From the above table it is observed that, 62% of respondents possess Strongly agree, 17% of
respondents possess Agree, 8% of respondents possess Moderately agree, and 8% possess
Disagree and the remaining 5% of respondents Strongly disagree,
CHART NO 4.19
JOB ROTATION
IN STRONGLY AGREE
AGREE
tm MODERATELY AGREE TABLE NO 4.20
PARTICIPATIVE IN THE GOAL
Partita No. of Fespondents % of respondents
1
wu 2
2 8
5. 4
5 4
120 100
table it is observed that, 59% of respondents possess Strongly agree, 25% of
From the above
of respondents possess Moderately agree, and 4% possess
sespondents possess Agree, 89%
Disagree and the remaining 4% of respondents Strongly disagree.
CHART NO 4.20
PARTICIPATIVE IN THE GOAL
a ee
a STRONGLY AGREE
AGREE
‘MODERATELY AGREE
sm DISAGREE
1m STRONGLY DISAGREE TABLE NO 4.21
HIGH PRIORITY
. of respondents | % of respondents
71 39
that, 59% of respondents possess Strongly agree, 22% of
shove table it is observed
dents possess Moderately agree, and 5% possess
possess Agree, 12% of respon
Disagree and the remaining 3% of respondents Strongly disagree.
From the
TABLE NO 4.21
HIGH PRIORITY
STRONGLY AGREE
AGREE
sm MODERATELY AGREE
DISAGREE
STRONGLY DISAGREE a
TABLE NO 4.22
ARE ABLE TO DICUSS PROBLEM
above table it is observed that, 49% of respondents possess Strongly agree, 29% of
dents possess Agree, 12% of respondents possess Moderately agree, and 4% possess
‘and the remaining 6% of respondents Strongly disagree.
TABLE NO 4.22
ARE ABLE TO DICUSS PROBLEM
STRONGLY AGREE
AGREE
‘| MODERATELY AGREE
sm DISAGREE
a STRONGLY DISAGREE ae
TABLE NO 4,23
SATISFACTION SALARY
No. of Tespondents % of fespondents
20 26
Neutral z 1
UL 5
5 8
120 100
om the above table it is observed that, 52% of respondents possess Highly Satisfied, 26%
respondents possess Satisfied, 10% of respondents possess Neutral, and 5% possess
njssatisfied and the remaining 8% of respondents Highly Dissatisfied.
CHART NO 4.23
SATISFACTION SALARY
HIGHLY SATISFIED
‘a SATISFIED.
|e NEUTRAL
a DISSATISFIED
HIGHLY DISSATISFIED TABLE NO 4.24
COMPENSATION PACKAGES
Particulars [_No. of respondents 9
Highly satisfied is i fot *espondents
Satisfied : 31 3
Neutral 12 8
Dissatisfied 6 9
Highly Dissatisfied 9 8
TOTAL 120 100
rom the above table it is observed that, 52% of respondents possess Highly Satisfied, 23%
‘of respondents possess Satisfied, 8% of respondents possess Neutral, and 9% possess
Dissatisfied and the remaining 8% of respondents Highly Dissatisfied.
CHART NO 4.24
COMPENSATION PACKAGES
HIGHLY SATISFIED
BSATISFIED
| NEUTRAL
Ԥ DISSATISFIED
HIGHLY DISSATISFIED CHI-SQUARE TEST 1
the jength of service and educati ‘
ional qualification in you!
r present positi
position b .
ry using
«qua test:
ehesis (Ho): There is ™ signi i
: s Ho s no significant relation betw
a ie een the age wise lassifi
classification and
y othesis (Al): There is a si i
significant relation between the agi
e wise classificati
ion
tional qualification
of significance a =0.05 TABLE-4.25
FOR LENGTH OF SERVICE Vs EDUCATIONAL
Row
26-35 36-45 46-55 Above 55 | Total
B 10 5 2
50
B 9 5 a 38
3 2 2 fi
3 2 2 y i
2 1 1 D) il
45 25 1s 10 120
‘Test Formula:
=3(0-E)/E’
erved Frequency Ej-Expected Frequency 0,002
_|_ 0.037
L-B1A2/8 1
0,016
0,148
0.143
4.25 18,062 0.963
1.25 1.562 0.109
1,25 1.562 0.298
1.125 1.266 0306
0.625 0.390 0.149
0.417 0.173 0,016 i
1.083 1.172 1,082
0.083 0.0069 0.002
2.291 0.291 0.084 0.037
1.458 0.458 0.209 0.143
6.25 1.25 1.5625 0.25
475 0.25 0.0625 0.013
1.75 0.25 0.0625 0.035
1.375 0.625 0.390 0.283
0.875 0.125 0.015 0.017
4.696 1,127
0.429
0.593
1,278 eve)
26-6)
= (16)
Calculated value
