A Study on Quality of Work-Life of the Employees

of Common Entrance Test Cell

Presented by : Vedant gore
 Introduction
• Quality of working life it is the concept of an open socio-
technical system. It helps ensure autonomy at work,
interdependence, and self- involvement with the idea the
"best fit" between technology and social organizations
• . Characteristic feature of this process is that its goals are not
only external and aimed at improving productivity and
efficiency, but are also internal, about what workers consider
to be self-fulfilling and self-improving goals in themselves
• . A fundamental component of any Quality of work life
improvement program is the existence of real opportunities
for individuals or work groups at any level in the
organization to influence their work environment.

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Objective of study

The purpose of this study was to examine the influential

factors of QWL. It aimed to investigate the perception of
employees of Cet cell regarding QWL. Specifically, the
basic goals of this project are to achieve the following :
Primary Objective:
1. To examine the Quality of Work-Life of the
employees of CET Cell
Secondary Objectives:
2. To see how satisfied are the employees working in
Cet cell

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Methodology
In this study the researcher selected employees. The study includes 114 employees. The researcher
used a random sampling method for selecting a sample of 63 respondents. The research methodology
will use a quantitative approach to identify the perception of quality in employees’ working life.
A. Sampling unit population
• The population selected for this study are employees of CET (Autonomous company).
B. Types of sampling
• The sampling population of this research includes 114 employees of the sector. This research
followed the random sampling method representative population.
C. Methods of data
• The primary data for the present study is collected by using a structured questionnaire while
referring to various books, journals, and periodicals as the vital source of secondary data.

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Data analysis
.

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Data analysis
Employee have enough time to get job done
1% 6%

29%
64%
In the above chart, 38 respondents are
sometimes true 64% .12 respondents
are not too true 29% .9 respondents
very true 6%
1respondents not at all true.
In the above pie chart, 28 respondents are in
neutral 44.4% .17 respondents are strongly
agreeing 17% .12 respondents agree19%. 4
respondents disagree and 2 respondents strongly
disagree.

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 In the above pie chart, 55 responses are 87.3% are No
In the above pie chart, 39 respondents are in stress
and 8 responses 12.7% are in Yes
sometimes 46% .35 respondents are often 23% .9
respondents always 14.3%. 5 respondents hardly ever
7.9% and 5 respondents never 4%.

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Findings

•The majority company employees belong to gen Y ( between the ages of 31 and 41.)

•It is a period of life when work and family obligations overlap. Most of them are women. Most
company employees are responsible for parental status. As a result, there is a psychological burden on
women working for companies and a lack of concentration on their children's work and studies. They
find it difficult to juggle work and family.

•It is found that when employees can meet their personal needs, they can work more efficiently and
productively within an organization. It is found that work life conflict gave rise to various stress related
problems among the employees in the organization.
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Recommendations
•Management should measure the employees performance effectively and see do they get
time to get there job done in office time.

•The organization should always hire people whose values ​align with those of the
organization. In this way, it helps create employees with high motivation, commitment, and
job satisfaction within the organization

•The managers should take initiative to identify and convert the negative stress to positive
stress by suitable policies and procedures in order to help the employees from stress free
professional and personal life

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Conclusion
• Stress level are is moderate in the company and the majority of the workers are female.
Work-life conflict and social support do not have a significant relationship among staff.
• There are significant correlations between work-life conflicts and workplace flexibility,
workplace culture, and employee work-life programs. Employee stress-related issues and
workplace flexibility, workplace culture, and work-life programs show statistically
significant
• Aspects of your professional and personal life will be considered. Making work and
personal life effective and efficient is the responsibility of both the employee and the
employer.

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ThankYou

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