A Study of Quality of Work Life of Women Employees

in RINL, Vizag Steel Plant

Viva Presentation
Submitted by

B.Shanti Priya
Ph. D. (PT) Research Scholar

Research Director
Prof. N. Sambasiva Rao (Retd)
Dept. of Commerce and Mgt. Studies
Andhra University, Visakhapatnam
 QUALITY OF WORK LIFE
Quality of work life (QWL) is generally associated with a series of objective
organizational conditions and practices that enables employees of an
organization to perceive that they are virtually safe, satisfied and have better
chances of growth and development as individual human beings. QWL is
nowadays drawing more attention globally as in modern society people
spend about more than one-third of their lives at their workplace.
A review of the literature showed that there are ten
ways to improve quality of work life.
1. Reward and Recognition
2. Growth Opportunities
3. Respect and Boosting Self Esteem
4. Vision and Get Supported
5. Mutual Commitment
6. Good Working Environment
7. Empowerment
8. Hiring the Right People
9. Work/Life Balance
10.Out of the Way Help.
 Research Gap:
Most of the research studies are at macro level studies and even studies are
there at micro level, but they are related to job satisfaction.Some studies are
there on work life balance and some other reviews reveals that they are on
quality of work life of employees as a whole. There are hardly studies on
quality of work life of women particularly at micro unit level studies and also
in public sector steel companies.

So this study was undertaken by me to have an integrated approach to study

the women employees QWL in the present day challenging environment.
 Statement of the Problem:
Globalization is the buzzword of today that is reverberating in the world of
economy. This economic phenomenon has infused the vital spirit of
competitiveness in all developing nations, particularly in countries like India. In
this economic revolution, the role of women particularly the entrepreneurial
breed, is acquiring importance. The role of women worldwide is undergoing a dramatic
change. Women today share the podium with men in almost all the fields, be it in kitchen
or in corporate offices. In this context, there should not be any discrimination between
men and women. Here the researcher made an attempt to know the quality of work life of
women employees in the changed work scenario.

Hence the problem selected for this study is Quality of work life of women employees in
RINL, Visakhapatnam Steel Plant.
 Objectives of this study:
1. To review the Status of quality of work life of Women employees in India.
2. To study the socio-economic profile of the sample women employees.
3. To examine the factors that influence the quality of work life of women
employees.
4. To find the perceptions of women employees on various factors of QWL.
5. To suggest measures to improve the QWL of women employees in RINL.
 Research Methodology
To achieve the set objectives, data were collected from two sources and this is a total
population study.

1. Primary data were collected from the women employees of RINL,VSP by using a
structured questionnaire and also interacted with the employees personally.

Total women employees: Executive: 371, Supervisors: 162

Out of this 350 executives and 150 supervisory cadre were
taken who have minimum of 5 years work experience.

2. Secondary data were also collected from the records of RINL

and various books, journals both published and unpublished ones.
 Results of Hypotheses Significance at 0.05
HYPOTHESIS DECISION
H01 There is no significant difference in the Significant
perceptions of the respondents about personal
life satisfaction in RINL,VSP.
H02 There is no significant difference in the Significant
perceptions of the respondents about work-life
balance in work environment.
H03 There is no significant difference in the Significant
perceptions of the respondents about work place
support in the work environment.
H04 There is no significant difference in the Significant
perceptions of the respondents about self-
management practices in RINL,VSP
H05 There is no significant difference in the Significant
perceptions of the respondents about work load in
RINL,VSP.
H06 There is no significant difference in the Significant
perceptions of the respondents about financial
assistance received from RINL,VSP.
H07 There is no significant difference in the work Significant
satisfaction of the respondents in RINL,VSP
FINDINGS
 Socio economic profile of the respondents
MAXIMUM MINIMUM
• AGE GROUP ABOVE 50 YEARS (39.6%) 41-50 YEARS (16%)
• WORK EXPERIENCE 20-25 YEARS (48%) 15-20YEARS (7.6%)
• EDUCATIONAL DEGREE (63.3%) TECHNICAL (6%)
QUALIFICATION
• MARITAL STATUS MARRIED (92.4%) DIVORCEE/WIDOW (3%)
• SPOUSE OCCUPATION EMPLOYEE (39.6%) DOMESTIC WORK (14%)
• DEPARTMENT FINANCE (39.2%) TECHNICAL (2%)
• TRANSPORT MOTORCYCLE (50%) CITY BUS (5.8%)
• SALARY 70000-90000 (56.8%) BELOW 50000 (7%)
Socio-economy based perceptions regarding various factors
that effect the quality of work life

PERSONAL LIFE SATISFACTION

SOCIO-ECONOMIC CATEGORIES SATISFACTION LEVEL OF

FACTOR THE EMPLOYEES IN
PERCENTAGE
AGE • BELOW 30 YEARS 38.6%
• 41-50 YEARS
QUALIFICATION • BELOW DEGREE 23%
• TECHNICAL
EXPERIENCE • 16-20 YEARS 32.8%
• 5-10 YEARS
INCOME • BELOW 50000 26.2%
• 50000-70000
MARITAL STATUS • MARRIED 93.8%
• WIDOW
WORK-LIFE BALANCE POLICIES
SOCIO-ECONOMIC CATEGORIES SATISFACTION LEVEL OF
FACTOR THE EMPLOYEES IN
PERCENTAGE
AGE • BELOW 30 YEARS 38.6%
• 41-50 YEARS
QUALIFICATION • BELOW DEGREE 30%
• PG
EXPERIENCE - ALMOST SIMILAR
INCOME • 50000-70000 76%
• 70000-90000
MARITAL STATUS • MARRIED 93.8%
• WIDOW
WORK PLACE SUPPORT
SOCIO-ECONOMIC CATEGORIES SATISFACTION LEVEL OF
FACTOR THE EMPLOYEES IN
PERCENTAGE
AGE • BELOW 30 YEARS 38.6%
• 41-50 YEARS
QUALIFICATION • BELOW DEGREE 30%
• PG
EXPERIENCE • 5-10 YEARS 32.8%
• 16-20 YEARS
INCOME • BELOW 50000 26.2%
• 50000-70000
MARITAL STATUS • MARRIED 93.8%
• WIDOW
SELF MANAGEMENT
SOCIO-ECONOMIC CATEGORIES SATISFACTION LEVEL OF
FACTOR THE EMPLOYEES IN
PERCENTAGE
AGE • BELOW 30 YEARS 44%
• 30-40 YEARS
QUALIFICATION • BELOW DEGREE 30%
• PG
EXPERIENCE • 5-10 YEARS 44%
• 11-15 YEARS
INCOME • BELOW 50000 26.2%
• 50000-70000
MARITAL STATUS • MARRIED 93.8%
• WIDOW
WORK LOAD

SOCIO-ECONOMIC CATEGORIES SATISFACTION LEVEL OF

FACTOR THE EMPLOYEES IN
PERCENTAGE
AGE • BELOW 30 YEARS 44%
• 30-40 YEARS
QUALIFICATION • DEGREE 76%
• PG
EXPERIENCE • 5-10 YEARS 44%
• 11-15 YEARS
INCOME • 50000-70000 76.2%
• 70000-90000
MARITAL STATUS • MARRIED 93.8%
• WIDOW
FINANCIAL ASSISTANCE

SOCIO-ECONOMIC CATEGORIES SATISFACTION LEVEL OF

FACTOR THE EMPLOYEES IN
PERCENTAGE
AGE • 41-50 YEARS 55%
• ABOVE 50 YEARS
QUALIFICATION • UG 30%
• PG
EXPERIENCE • 5-10 YEARS 32.8%
• 16-20 YEARS
INCOME • BELOW 50000 26.2%
• 50000-70000
MARITAL STATUS • MARRIED 93.8%
• WIDOW
JOB SATISFACTION
SOCIO-ECONOMIC CATEGORIES SATISFACTION LEVEL OF
FACTOR THE EMPLOYEES IN
PERCENTAGE
AGE • BELOW 30 YEARS 44%
• 30-40 YEARS
QUALIFICATION • BELOW DEGREE 30%
• PG
EXPERIENCE • 5-10 YEARS 32.8%
• 16-20 YEARS
INCOME • 50000-70000 30.8%
• 90000-100000
MARITAL STATUS • MARRIED 93.8%
• WIDOW
 SUGGESTIONS
The findings from the study indicate a gap in the quality of work life of
women employees in Vizag Steel Plant.The organisation can take the
following initiatives to create a more conducive environment for women
employees.
 More flexibility of work schedule.
 Employees are expecting better feedback mechanism and evaluation methods.
 They are happy with the compensation but expect better rewards for hardworking
employees.
 Most of the supervisory employees expressed need for more safety at work place.
 They expect more training and skill development programs.
 The employees are expecting more support from top management to reach higher
positions.
 The company should take steps to create pleasant working conditions as some of the
women employees showed symptoms of stress.
 Employees have good and cordial relations with their colleagues.
 They are receiving good support from their family members.
 LIMITATIONS OF THE STUDY
 This study confined to Vizag Steel Plant employees only.
 This study confined to women employees only.
 Study is limited to Vizag Steel Plant and hence cant be generalize for the
entire population
 The sample was taken from the employees who have minimum five years
of work experience
 Data was collected during a specific period only.

FURTHER RESEARCH
 Further research can be done taking all the employees i.e. male and
female and can go for comparative studies.
 This study is in public sector and can be compared with other public sector
companies or with private sector companies.
THANK YOU