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LIST OF CONTENTS
CHAPTE
R NO
TITLE PAGE NO
I INTRODUCTION
NEED FOR THE STUDY
OBJECTIVES OF THE STUDY
SCOPE OF THE STUDY
II REVIEW OF LITERATURE
COMPANY PROFILE
III RESEARCH METHODOLOGY
LIMITATION OF THE STUDY
IV DATA ANALYSIS AND INTERPRETATION
V FINDINGS OF THE STUDY
SUGGESTIONS
CONCLUSION
BIBILOGRAPHY
VI ANNEXURE
LIST OF TABLES
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TABLE
NOPARTICULARS
PAGE
NO
4.1 Table shows the age of the respondents
4.2 Table shows the gender of the respondents
4.3 Table shows the marital status of the respondents
4.4 Table shows the educational ualification of the respondents
4.! Table shows the "ear of e#perience of the respondents
4.$ Table shows the
4.% Table shows the
4.& Table shows the respondents
4.' Table shows the negati(el" respondent
4.1) Table shows the respondents
4.11 Table shows that respondents
4.12 Table shows that respondents
4.13 Table shows that the respondents
4.14 Table shows that the respondents
4.1! Table shows that the respondents
4.1$ Table shows that respondents
4.1% Table shows that respondents
4.1& Table shows that reporting
4.1' Table shows that the
4.2) Table shows the
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4.21 Table shows the
4.22 Table shows the
4.23 Table shows the
4.24 Table shows the
4.2! Table shows the
4.2$ Table shows the
4.2% Table shows the
4.2& Table shows the
4.2' Table shows the
4.3) Table shows the
4.31 Table shows the
4.32 Table shows the
4.33 Table shows the
4.34 Table shows the
4.3! Table shows the
4.3$ Table shows the
LIST OF CHARTS
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CHART
NOPARTICULARS
PAGE
NO
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4.1 Chart shows the age of the respondents
4.2 Chart shows the gender of the respondents
4.3 Chart shows the marital status of the respondents
4.4 Chart shows the educational ualification of the respondents
4.! Chart shows the "ear of e#perience of the respondents
4.$ Chart shows
4.% Chart shows the
4.& Chart shows the
4.' Chart shows the
4.1) Chart shows the
4.11 Chart shows that
4.12 Chart shows that
4.13 Chart shows that the
4.14 Chart shows that
4.1! Chart shows that
4.1$ Chart shows that
4.1% Chart shows that
4.1& Chart shows that
4.1' Chart shows that
4.2) Chart shows the
4.21 Chart shows the
4.22 Chart shows the
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4.23 Chart shows the
4.24 Chart shows the
4.2! Chart shows the
4.2$ Chart shows the
4.2% Chart shows the
4.2& Chart shows the
4.2' Chart shows the
4.3) Chart shows the
4.31 Chart shows the
4.32 Chart shows the
4.33 Chart shows the
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CHAPTER I
INTRODUCTION
INTRODUCTION
The pro*ect was undergone in EUREKA FORBES PVT. LTD for a period of one month.
Theoretical +nowledge is insufficient to cope up with the modern functioning of the compan". So
in order to gain practical +nowledge, the pro*ect was done at EUREKA FORBES PVT. LTD on
the topic “A STUDY ON QUALITY OF WORK LIFE”.
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-ualit" is generall" defined as Conformance to reuirements/. -ualit" is as fitness for
purpose/. The concept of ualit" is not appl" to all goods and ser(ices created b" human beings,
but also for wor+place where the emplo"ees were emplo"ed.
-ualit" in the wor+place comes from understanding and then full" meeting, the needs of
all "our internal and e#ternal customers, now and into the future and doing so with continual
impro(ement in efficienc" and effecti(eness.
-ualit" of wor+ life refers to the fa(orableness or un0fa(orableness of a total *ob
en(ironment of the people. The basic purpose is to de(elop *obs and wor+ing conditions that are
e#cellent for people as well as for the economic health of the organiation. -ualit" of wor+ life
pro(ides a more humanied wor+ en(ironment. t attempts to ser(e the higher s+ills of wor+ers
as well as their more basic needs. t see+s to emplo" the higher s+ills of wor+ers and to pro(ide
an en(ironment that encourages impro(ing their s+ills.
- 0 -uest for e#cellence 0 nderstanding
A 0 Action
0 eadership
0 n(ol(ement of the people
T 0 Team spirit
5 0 5ardstic+ to measure progress
The abo(e said are (er" essential things to impro(e the wor+ life of emplo"ees in the
organiation.
SIGNIFICANCE OF THE STUDY:
-ualit" of wor+ life co(ers (arious aspects under the general umbrella of supporti(e
organiational beha(ior. Thus, the ualit" of wor+ life should be broad in its scope. t must be
e(aluate the attitude of the emplo"ees towards the personnel policies. The research will be
helpful in understanding the current position of the respecti(e compan". And pro(ide some
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strategies to e#tent the emplo"ees6 satisfaction with little modification which is based on the
internal of the compan".
This research can be further used to e(aluate the facilities pro(ided b" the management
towards the emplo"ees. This stud" also helps in manipulating the basic e#ception of the
emplo"ees.
OBJECTIVES OF THE STUDY:
• To stud" the ualit" of wor+ life 7-89 of emplo"ees in :R:;A <=RB:S >?T.T@
• To find out how ualit" of wor+ life leads to high satisfaction
• To +now the e#isting wor+ing conditions.
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• To stud" the wor+ers participation in the compan".
• To e#amine the training and de(elopment programmes helps to impro(e the ualit" of wor+ life.
• To +now how the (arious welfare acti(ities and other benefits helps to bring a better ualit" of
wor+ life.
LIMITATIONS OF THE STUDY:
Con(erting ualitati(e data into uantitati(e data ma" often lead to inaccurate results.
The respondents ma" not ha(e e#pressed them strong negati(e feelings about the policies, which
results in the error of central tendenc".
<ew respondents were reluctant while answering the uestions.
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CHAPTER - II
REVIEW OF LITERATURE
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REVIEW OF LITERATURE
Theoretical review:
DEFINITION:
-ualit" of wor+ life means the degree to which members of a wor+ organiation are able
to satisf" important personal needs through their e#perience in the organiation/.
-ualit" of wor+ life could be defined as the -ualit" of the relationship between the man
and tas+.
MEANING:
-ualit" of wor+ life has gained deser(ed prominence in the organiational beha(ior as an
indicator of the o(erall of human e#perience in the wor+ place. t e#presses a special wa" of
thin+ing about people their wor+ and the organiational in which careers are fulfilled.
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-ualit" of wor+ life refers to the relationship between a wor+er and his en(ironment,
adding the human dimension to the technical and economic dimensions within which the
wor+ is normall" (iewed and designed. -ualit" of wor+ life focuses on the problem of
creating a human wor+ing en(ironment where emplo"ees wor+ co0operati(el" and results
collecti(el". t also includes,
The programme see+s to promote human dignit" and growth.
:mplo"ees wor+ collaborati(el" the" determine wor+ change participate.
The programmes assume compatibilit" of people and organiation.
-ualit" of wor+ life refers to the le(el of satisfaction, moti(ation, in(ol(ement and
commitment indi(iduals e#perience with respect to their line at wor+. -ualit" of wor+ life is
the degree of e#cellence brought about wor+ and wor+ing conditions which contribute to the
o(erall satisfaction and performance primaril" at the indi(idual le(el but finall" at the
organiational le(el.
CONCEPT:
-ualit" of wor+ life is a prescripti(e concept, it attempts to design wor+ en(ironments so
as to ma#imie concern for human welfare. -ualit" of wor+ life acts in two dimensions
• oal
• >rocess
Q!"#$% &' (&)* "#'+ !,$ ! &!" /%
• Creation of more in(ol(ing
• Satisf"ing and effecti(e *obs
• 8or+ en(ironment for people at all le(els of the organiation
Q!"#$% !,$ ! 0)&,+ /%
•
a+e efforts to realie this goal through acti(e participationThe whole essence of ualit" of wor+ life ma" be stated thus, the ualit" of wor+
life is co0operati(e rather than authoritarianD e(olutionar" and open rather static
and rigidD informal rather than mechanisticD mutual and trust than against each
other.
OBJECTIVES OF QUALITY OF WORK LIFE:
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The ma*or three main ob*ecti(es for the -AT5 =< 8=R; <: are
• mpro(e emplo"ees satisfaction strengthen wor+place learning, and
• Better manage on 0 going chance and transition
MAJOR FACTORS AFFECTING THE QUALITY OF WORK LIFE
-ualit" of wor+ life means ha(ing good super(ision, good wor+ing conditions, good pa"
and benefits an interesting and challenging, and a rewarding *ob. The ma*or factors that affect the
ualit" ma" be stated thus,
PAY
-ualit" of wor+ life is basicall" built around the euitable pa". n the da"s ahead,
emplo"ees ma" want to participate in the profits of the firm as will. :mplo"ees must be paid
their due share in the progress and prosperit" of the firm.
BENEFITS
8or+ers throughout the globe ha(e raises their e#pectations o(er the "ears and now feel
entitled to benefits that were once considered a part of the bargaining process.
JOB SECURITY
:mplo"ees want stabilit" of emplo"ment. The do not li+e to be the (ictims of whimsical
personal policies and sta" at the merc" of emplo"ers.
OCCUPATIONAL STRESS
=ccupational mental0health programmes dealing with stress are beginning to emerge as a
new and important aspect of ualit" of wor+ life programmes. =b(iousl", and indi(idual
suffering from an uncomfortable amount of *ob related stress cannot en*o" a high ualit" of wor+
life.
WORKER PARTICIPATION
:mplo"ees ha(e a genuine for participation in organiational issues affecting their li(es.
Eaturall" the" demand far more participation in the decision ma+ing process at the wor+place.
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SOCIAL INTEGRATION
The wor+ en(ironment should pro(ide opportunities for preser(ing an emplo"ee6s
personal identif" and self0esteem through freedom from pre*udice, a sense of communit",
interpersonal openness and the absence of satisfaction in the organiation.
WORK AND TOTAL LIFE SPACE
A person6s wor+ should not o(erbalance his life. deall" spea+ing, wor+ schedules, career
demands and other *ob reuirements should not ta+e up too much of a person6s leisure time and
famil" life.
WAY TO CREATE HIGH QUALITY OF WORK LIFE
-ualit" of wor+ life deals with the relationship between e(er" emplo"ee and his or her
wor+ organiation. This relationship is formal in sometimes less formal. This contract is
ps"chologicalD contract. >s"chological contract is the set of e#pectations held be the indi(idual
specif"ing what the indi(idual and the organiation e#pect to gi(e and recei(e from each other in
the course of their wor+ing relationship/. This contract represents the e#pected e#change of
(alues that indi(idual to wor+ for the organiation and moti(ates the organiation to emplo" that
person, 7i.e.9 Contribution and nducements.
Contributions 7ser(ing needs of
the organiation9
:ffort, o"alt", ;nowledge,
S+ills, Creati(it", Time, etc.
nducements 7ser(ing needs of the indi(idual9
>a", Fob securit", Benefits,Career, etc.
7i(es9
E@?@A7ets9
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A health" ps"chological contract means that inducements and contribution are balance.
INDUCEMENTS 1 CONTRIBUTIONS
2=rganiation to emplo"ees9 G 7emplo"ee to organiation9
This is the wa" for organiation to create health" ps"chological contract and *obs satisfaction
for their members is to pro(ide them with high ualit" of wor+ life en(ironment.
ASPECTS OF HIGH QUALITY WORK LIFE
-ualit" of wor+ life highlighted b" the following benchmar+s of managerial e#cellence.
• P!)$#,#0!$#&3: n(ol(ing people from all le(els of responsibilit" in decision0 ma+ing
• T)$: Reside signing *obs s"stems and structures to gi(e people more freedom at wor+.
• R+#3'&),+4+3$: Creating reward s"stems that are fair, rele(ant and contingent on wor+
performance.
• R+0&3#5+3+: a+ing the wor+ setting more pleasant and able to ser(e indi(idual
needs.
QWL PROGRAMMES
7i(es9=RAEHAT=E
7:TS9
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-ualit" programmes concentrate on creating a wor+ing en(ironment that is conducti(e to
the satisfaction of wor+er needs. This program assumes that a *ob and the wor+ en(ironment
should be structured to meet as man" of the wor+ers needs as possible.
Richard 8alton has organied into eight categories. These should be integrated, coordinated and
properl" managed.
These programmes are helped to a(oid some pitfalls li+e
• -ualit" of wor+ life program must be implemented with the co0operation of management and
labor.
• Action plans must be carried to completion.
• Care must be ta+en to concentrate the focus on the *oint ob*ecti(es of impro(ing the ualit" of
wor+ life.
RESULTS OF HIGH QUALITY OF WORK LIFE
• Jigh producti(it"
• ncrease organiational effecti(eness
• Jigh morale
• Reduce the absenteeism and labor turno(er
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• ncrease the ualit" of life of emplo"ees
• Jigh emplo"ee in(ol(ement
• >eaceful industrial relation
E@STRA >R=<:
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C=>AE5 >R=<:
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CHAPTER III
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RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
RESEARCH
Research is an academic acti(it" and as such the term should be used in a
technical sense. According to Clifford wood" research comprises defining and redefining
problems, formulating h"pothesis or suggested solutions, collecting organiing and
:(aluating dataD ma+ing deductions and researching conclusions and at last carefull"
testing the conclusions to determine whether the" fit the formulating h"pothesis
RESEARCH DESIGN
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The research design in(ol(es a series of rational decision0ma+ing choices. The
si# basic aspects of research design are as follows.
>urpose of the stud"
T"pes of in(estigation
:#tent of researcher interference
Stud" setting
nit of anal"sis
Time horion of the stud"
DESCRIPTIVE RESEARCH DESIGN
A descripti(e stud" is underta+en in order to ascertain and be able to describe the
characteristics of the (ariables of interest in a situation.
@escripti(e studies are under ta+en in organiation to learn about and describe the
characteristics of a group of staffs as for e#ample, the age, education le(el, *ob status etc.
@escripti(e studies are also underta+en to understand the characteristics of organiations
that follow certain common practices.
RESEARCH INSTRUMENT
The instrument used in the stud" is uestionnaire. A uestionnaire is a sheet or
sheets of paper containing uestions relating to certain specific aspects, regarding which the
researcher collects the data. The uestionnaire is gi(en to the information or respondents to be
filled up.
SAMPLE DESIGN
SAMPLE TECHINIQUE
The sampling techniue used for selecting sample elements is con(enience
sampling.
SAMPLE SI6E
@ue to time and resources constraints the sample sie is ta+en as 12) staffs in
consultation with the organiation K pro*ect guide.
DATA COLLECTION METHOD
The data6s are collected in two wa"s, the" are
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>rimar" data
Secondar" data
PRIMARY DATA
nformation such as the perception and attitudes of staffs are best obtained b" tal+ing
to themD b" obser(ing e(ent, b" administering uestionnaires to indi(iduals etc.
SECONDARY DATA
8ritten information such as compan" policies, procedures and rules are obtained from
the organiations records and documents. The secondar" data6s are e(en collected from
a(ailable published records and web sites of the organiations.
T&&" +7 '&) A3!"%#
The data collected from the respondents were con(erted into readable format for processing,
classification and arrangements. The data was tabulated and anal"ed using Statisticalethods li+e.
1. >ercentage Anal"sis
2. Chi0Suare anal"sis.
P+),+3$!+ A3!"%#:
>ercentage refers to a special +ind of ratio in ma+ing comparison between two or more data and
to describe relationships. >ercentage can also be used to compare the relation terms the
distribution of two or more sources of data.
Eumber of Respondents
>ercentage of respondents G 0000000000000000000000000000000 L 1))
Total Respondents
C8#-S9!)+ A3!"%#
Chi0suare is a non0parametric test of statistical significance for bi0(ariate tabular anal"sis. A
non0parametric test, li+e chi suare, is a rough estimate of confidence.
Chi M Suare Test ethod.
The ChiMsuare method is the application of testing the significant difference between
obser(ed and e#pected (alues.
N"" H%0&$8+# 2H;
The h"pothesis, or assumption, about a population parameter we wish to test, usuall" an
assumption of the status uo.
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A"$+)3!$#5+ H%0&$8+# 2H<;
The conclusion we accept when the data fail to support the null h"pothesis.
S$!$#$#,!" T+$
C8#=9!)+ $+$ 2 >
; G
∑ −
E
E O 297
@egrees of freedom G 2R-<; 2C-<;
8hereas, = G =bser(ed freuenc"
: G :#pected freuenc"
R G Eumber of rows
C G Eumber of columns
L+5+" &' S#3#'#,!3,+ 2 ;
A (alue indicating the percentage of sample (alues that is outside certain limits, assuming
the null h"pothesis is correct, that is, the probabilit" of re*ecting the null h"pothesis when it is
true.
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CHAPTER IV
DATA ANALYSIS AND INTERPRETATION
PERCENTAGE ANALYSIS
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