A STUDY ON QUALITY OF WORK LIFE IN K.M.R TEXTILES, COIMBATORE.

PROJECT REPORT

Submitted by

S.THILAKAVATHI

Reg. No. 098001619046

in partial fulfillment for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

IN

DEPARTMENT OF MANAGAMENT STUDIES

VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN

TIRUCHENGODE-637205

JUNE-2010

A STUDY ON QUALITY OF WORK LIFE IN K.M.R TEXTILES, COIMBATORE.

PROJECT REPORT

Submitted by

S.THILAKAVATHI

Reg. No. 098001619046

in partial fulfillment for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

Mrs.M.STELLA, M.B.A., M.plil.,

ANNA UNIVERSITY OF TECHNOLOGY- COIMBATORE

DEPARTMENT OF MANAGEMENT STUDIES

VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN

JUNE-2010

VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN (Affiliated to Anna University of Technology, Coimbatore)

Elayampalayam, Tiruchengode

DEPARTMENT OF MBA

PROJECT WORK

JUNE 2010

This is to certify that the project entitled

A STUDY ON QUALITY OF WORK LIFE WITH REFRENCE TO

K.M.R TEXTILES, COIMBATORE

is the bonafide record of project work done by

S.THILAKAVATHI

Register No. 098001619046

of M.B.A during the year 2009-2010

-------------------------------- -------------------------------

Project Guide Head of the Department

Submitted for the project Viva-Voce examination held on __________________

------------------------------------ ------------------------------

Internal Examiner External Examiner

DECLARATION

I affirm that the project work title A Study on quality of work life reference to

K.M.R Textiles Being submitted in partial fulfillment for the award of MBA is the

original work carried out by me. It has not formed the part of any other project work

submitted for award of any degree, either in this or any other university.

(Signature of the candidate)

Thilakavathi.s

098001619046

I certify that the declaration made above by the candidate is true

Signature of the Guide,

Mrs.M. Stella., M.B.A., M.Phil.

ACKNOWLEDGEMENT

I express my sincere thanks and gratitude to Vidhya Rathna Prof. Dr. M.

Karunanidhi, B.Pharm., M.S., Ph.D., D.Lit., Chairman & Secretary,

Vivekanandha Educational Institutions, for his support in all our endevours.

I extent my heartfelt thanks to the principal, Dr. R. K. Gnanmurthy, ME.,

M.Phil., Ph.D., for the constant support given in all our activities.

I wish to express my sincere thanks to Dr. M. Latha Natarajan, MBA.,

Ph.D., Head of the Department of Business Management for the help and kind

support rendered by her.

I express my profound thanks to Mrs.M.Stella, M.B.A., M.Phil., Lecturer,

Department of Business Management, Faculty guide for the encouragement,

supervision and guidance throughout the project.

I also thank Mr. R.Sounderarajan, Management Directer, K.M.R.Textiles,

for granting me permission to undergo this project in their organization.

I would like to express my sincere thanks for my parents and friends for

their unbounded support to make this project a reality.

I also express my heartfelt thanks to all the respondents who have provided

information required for the study.

CONTENTS

Chapter No

Title Page No.

ABSTRACT

LIST OF TABLES

LIST OF CHARTS

1 INTRODUCTION

1.1 About the study 1

1.2 About the industry 5

1.3 About the company 7

2 MAIN THEME OF THE PROJECT 8

2.1 Objective of the Study 8

2.2 Scope and Limitation of the Study 9

2.3 Research Methodology 10

2.4 Review of Literature 12

3 ANALYSIS AND INTERPRETATION 18

FINDINGS,RECOMMENDATION AND CONCLUSION

4.1 Findings 53

4.2 Recommendation 54

4.3 Conclusion 55

4 Appendices

5 Bibliography

ABSTRACT

The most significant resource of an organization is often said to be its people

organizations exist because of individuals without whom it cannot function. In fact, the

challenges, the opportunity, and also the frustration, of creating and managing

organizations very often originate from the people related problems that arise within them

people-related problems often stem from the mistaken belief that people are alike that

they may be treated identically. There would be a lot of variability in psychological

features which demand attention.

The present study is designed as “Quality Of Work Life” is undertaken at

K.M.R textiles to know how for the employees are satisfied with working conditions,

fringe benefits, job security, training and development, salary and level of involvement

and commitment and to assess the level of quality of work life

LIST OF TABLES

Table No Title Page No

1 Age wise classification 18

2 Gender wise classification 19

3 Marital Status of the respondents 20

4 Department wise classification 21

5 Education qualification of the respondents 22

6 Work time flexibility 23

7 Working schedule 25

8 Extra working time 27

9 Nature of the job 29

10 Opinion regarding the employees recruitment, promotion &transfer policies

31

11 Using ability and skills 33

12 Opinion about wages and incentives 35

13 Opinion about working condition 37

14 Opinion about quality of training program 39

15 Opinion about performance appraisal and training need

41

16 Opinion about uniform and canteen facility 43

17 Opinion about inter personal communication between the management and employee

45

18 Opinion about worker and work relation 47

19 Opinion about work stress 49

20 Opinion about over all satisfaction 51

LIST OF CHART

Chart No

Title Page No

1 Work time flexibility 24

2 Working schedule 26

3 Extra working time 28

4 Nature of the job 30

5 Opinion regarding the employees recruitment, promotion &transfer policies

32

6 Using ability and skills 34

7 Opinion about wages and incentives 36

8 Opinion about working condition 38

9 Opinion about quality of training program 40

10 Opinion about performance appraisal and training need 42

11 Opinion about uniform and canteen facility 44

12 Opinion about inter personal communication between the management and employee

46

13 Opinion about worker and work relation 48

14 Opinion about work stress 50

15 Opinion about over all satisfaction 52

INTRODUCTION TO THE STUDY

“QWL, in short, refers to the level of satisfaction, motivation, involvement and

commitment of individual experience with respect to their lines at work” – Brenardin.

Quality of Work Life (QWL) is a prescriptive concept; it attempts to design work

environments so as to maximize concern for human welfare. It is a goal, as well as a process.

The goal is the creation of more involving, satisfying and effective jobs and work environment

for people at all levels of the organization as a process, QWL involves efforts to realize this goal

through active participation.

According to Llyd Suttle “QWL is the degree to which members of a work organization

are able to satisfy important personal needs through their experiences in the organization”.

QWL denotes direct participation by workers in day-to-day decision making on the

job. Most often, employees get a voice in work scheduling, quality control, compensation, a

determination of the job environment itself and/or other significant working factors and the goal

is a twofold one: increased productivity and improved union – management relations.

There are two ways of looking at what we mean by QWL.One way equates QWL with

a set of objective organizational conditions and practices. The other way equates QWL with

employees perceptions that they are safe, relatively well satisfied, and are able to grow and

develop as human beings. This way relates QWL to the degree to which the full range of human

needs is met.

In many cases these two views merge: a worker who likes his organization and the way

his job is structured will feel that his work fulfills him. In such cases, either approach will lead to

a common determination of whether a good QWL exists. However, because of the differences

among people and because of the second view is quite subjective – it allows, for example. That

not everyone finds such things as democratic decision making and enriched jobs to be an

important component of a good QWL – we will define in terms of employee’s perception of their

physical and mental well – being at work.

It is worth noting that often the conditions that contribute to motivation (equitable

salaries, financial incentives, effective employee selection, etc) will also contribute to QWL.

Some of these activities like job enrichment might contribute indirectly to QWL by tapping the

workers higher order needs and motivating them. Still, other activities may contribute directly to

QWL providing for a safer workplace, less discrimination on the job and so forth.

A growing number of companies recognize that employees are more likely to choose

a firm and stay there if they believe that it offers a high QWL.A high QWL is related to job

satisfaction, which in turn is a strong predictor of absenteeism and turnover. A firm’s investment

in improving the QWL also pays off in the form of better customer service.

The goal of QWL is the creation of organizational conditions that foster individual

learning and development, that provide individuals with substantial influence and control over

what they do and how they are o do it and that provide individuals and meaningful work that

serves a source of personal satisfaction and a means to valued personal rewards.

It focuses on the problem of creating a human working environment where employees

work cooperatively and achieve results collectively. QWL includes four essential elements:

The program seeks to promote human dignity and growth.

Employees work collaborates.

They determine work changes participative.

The programmes assume compatibility of people and organizational goals.

The major factors that affect the QWL are:

Pay: QWL is basically built around the concept of equitable pay. In the days ahead,

employees may want to participate in the profits of the firm as well. Employees must

be paid their due share in the progress and prosperity of the firm.

Benefits: Workers throughout the globe raised their expectations over the years and

now feel entitled to benefits that were once considered a part of the bargaining

process. Apart from safe and healthy working conditions they would love to have

benefits of all kinds from the employers.

Job security: Employees want stability of employment. They do not like to be the

victims of whimsical personnel policies and stay at the mercy of the employers. The

workplace should offer security of employment and the question of layoffs is opposed

tooth and nail by all categories of employees these days.

Alternative work schedules: Employees demand more freedom at the workplace

especially in scheduling their work. Some of the alternative work schedules capable

of enhancing the quality of work life are :

Flextime : A system flexible working hours.

Staggered hours: Here groups of employees begin and end work at

different intervals.

Compressed workweek : It involves more hours of work per day for

fewer days per week

Job enrichment: It attempts to increase a person’s level of output by

providing that person with exciting, interesting, stimulating or

challenging work.

Autonomous work groups (AWGs): Here a group of workers will be given some

controlled decision – making authority on production methods, distribution of

tasks, recruitment of team members, selection of team leaders, work schedules and

so on.

Occupation stress: Obviously, an individual suffering from an uncomfortable

amount of job related stress cannot enjoy a high quality of worklife.To this end,

the personnel managers will have to look in to the working conditions, nature of

work, workers abilities, etc...To reduce job – related stress, the organization must

ensure the best fit between employee capabilities and the organizational

requirements and thereby ensure continued development of people at all levels.

Worker participation: Employees have a genuine hunger for participation in

organizational issues affecting their lives.Naturely, they demand for more

participation in the decision making process at the workplace.

Social Integration: the work environment should provide opportunities for

preserving an employee’s personal identity and self esteem through freedom from

prejudice, a sense of community, interpersonal openness and absence of

stratification in the organization. There should be equal treatment in the

workplace.

Work and total life space: An individual’s work should not overbalance his life.

Ideally speaking, work schedules, career demands and other job requirements

should not take up too much of a person’s leisure time and family life.

The difficulties in sustaining or expanding the process of the QWL projects include

changes in union leadership, expectations that were too high, efforts aimed at production and

clerical levels with insufficient attention to changes at the managerial and professional levels

with insufficient attention to changes at the managerial and professional levels, and too little

attention to long term financial rewards for the participants. Major resistances from supervisors

have frequently occurred when the top management has paid insufficient attention to issues of

job security and role definition for people at this level.

INDUSTRY PROFILE

Textile Industry in India is the second largest employment generator after agriculture. It

holds significant status in India as it provides one of the most fundamental necessities of the people.

Textile industry was one of the earliest industries to come into existence in India and it accounts for

more than 30% of the total exports. In fact Indian textile industry is the second largest in the world,

second only to China.

Textile Industry is unique in the terms that it is an independent industry, from the basic

requirement of raw materials to the final products, with huge value-addition at every stage of

processing. Textile industry in India has vast potential for creation of employment opportunities in

the agricultural, industrial, organized and decentralized sectors & rural and urban areas, particularly

for women and the disadvantaged. Indian textile industry is constituted of the following segments:

Readymade Garments, Cotton Textiles including Handlooms, Man-made Textiles, Silk Textiles,

Woolen Textiles, Handicrafts, Coir, and Jute.

Till the year 1985, development of textile sector in India took place in terms of general

policies. In 1985, for the first time the importance of textile sector was recognized and a separate

policy statement was announced with regard to development of textile sector. In the year 2000,

National Textile Policy was announced. Its main objective was: to provide cloth of acceptable

quality at reasonable prices for the vast majority of the population of the country, to increasingly

contribute to the provision of sustainable employment and the economic growth of the nation; and to

compete with confidence for an increasing share of the global market. The policy also aimed at

achieving the target of textile and apparel exports of US $ 50 billion by 2010.

India has rich resources of raw materials of textile industry. It is one of the largest

producers of cotton in the world and is also rich in resources of fibers like polyester, silk, viscose etc.

India is rich in highly trained manpower. The country has a huge advantage due to lower wage rates.

Because of low labor rates the manufacturing cost in textile automatically comes down to very

reasonable rates. India is highly competitive in spinning sector and has presence in almost all

processes of the value chain. Indian garment industry is very diverse in size, manufacturing facility,

type of apparel produced, quantity and quality of output, cost, requirement for fabric etc. It comprises

suppliers of ready-made garments for both, domestic or export markets.

The outlook for textile industry in India is very optimistic. It is expected that Indian textile

industry would continue to grow at an impressive rate. Textile industry is being modernized by an

exclusive scheme, which has set aside $5bn for investment in improvisation of machinery. India can

also grab opportunities in the export market. The textile industry is anticipated to generate 12mn new

jobs in various sectors

COMPANY PROFILE

K.M.R textiles are situated at S.F. No.149/4, kovil Karuppa Gounder Thottam Kalapatti

Coimbatore-48. the company undergoes the manufacturing of waste cotton into yarn. The city boasts

of excellent transport facilities for floating labour population and some world class manufacturing

units with exceptional facilities of international standard. Unit II is situated at Kurubapalayam (po),

S.S.Kulam, and Coimbatore-48.

K.M.R textiles commenced its operation in 2003. Mr.M.Rama Kutty and

Mr.R.Sounderarajan are the managing partners vested with managerial power of the company. They

have started the company with the capital of 1 crore and the turn over was 60 lakhs and the

production capacity was 40,000 kgs of yarn. Today the company achieved the turnover of 1.5 crores

and planning production of 1, 00,000 kgs for the current year. It also established a strong marketing

network that links on various places.

There are nearly 150 blue collar labours and 10 white collar labours were working on the

shift basis 50 labours for each shift. The salary is calculated on the basis of kgs produced by the

labour.

Machines are imported from various countries like South Africa, Spain and Greece. The

company has 7 years experience in trade. The major customers are the local spinning mills. The

banker for the company is Indian overseas bank and state bank of India.

OBJECTIVES OF THE STUDY

The main objective is to study the Quality of Work life of the employees in the organization.

To analyze the level of satisfaction with work environment this includes

relationship of workers with their superiors and colleagues.

To study the level of autonomy and work speed routine that gives control of work

to the employees.

To study the level of Work complexity and personal growth opportunity that

gives meaningfulness of work to the employees.

To study the existing Task Related Interaction on the job in the organization.

To rank the departments in terms of Autonomy, Work speed Routine, Work

Complexity, Personal growth Opportunity and Task Related Interaction.

SCOPE OF THE STUDY

The study aims at finding out the Quality of the Work Life (QWL) of the employees at K.M.R

textiles.

The study is based on the major factors that effect the QWL namely pay, employees benefits, job

security, alternative work schedules, occupational stress, worker participation, social integration

and work and total life space.

The study expresses the opinion of workers on their satisfaction, motivational factors, and

commitment and involvement levels in K.M.R textiles. The response of employees could be

biased. The study can be carried out for other industries and services with a few modifications.

LIMITATION OF THE STUDY

The results of the study are bound to be affected to a certain extent by the following limitations.

However these are marginal and do not substantially affect the analysis and suggestions. The

limitations are;

The study was restricted to employees of one company and so the results cannot be

generalized.

Though the results are unbiased, there may exist some biased response during filling the

questionnaire.

RESEARCH METHODOLOGY

Meaning for research:

Research in common parlance refers to search foe knowledge. One can also define

research as a scientific and systematic search for pertinent information on a specific topic.

The advanced learner’s dictionary of current English lays down the meaning of research

as “a careful investigation or inquiry especially through search for new facts in any

branch of knowledge.

Meaning for research methodology:

Research methodology is a way to systematically solve the research problem. It

may be understood as a science of studying how research is done scientifically. In it we

study the various steps that are generally adopted by a researcher in studying his research

problem along with the logic behind them.

Research design:

Research design is the blue print of the proposed study. It represents the overall

scheme of the study. “All research design is a logical and systematic planning and it helps

directing piece of research” the research design select for the particular study is

descriptive research studies.

A) Descriptive research design:

Descriptive research studies are those studies concerned with describing the

characteristics of a particular group. Such studies are concerned with specific predictions,

with narration of facts and characteristics concerning group or situation.

SAMPLING TECHINIQUES:

a) The location:

The survey was conducted in Coimbatore city.

b)Determination of sample size:

The size of sample was 25. It was decided arbitrarily. The target groups of

the respondents are the employees of K.M.R textiles.

c) Sampling techniques:

The survey is based on random as convenience method of sampling.

REVIEW OF LITERATURE

Quality of work life gained importance between 1969 and 1974 when broad

group of researchers,scholars,union leaders and government personnel developed interest in how

to improve the quality of an individual through on-the job experience. A series of attitudinal

surveys conducted at the University of Michigan between 1969 and 1973 attracted attention

towards the quality of employment. Thus Department of health, Education and welfare

sponsored a study on this issue which led to population of work in America simultaneously, the

pressures of inflation prompted the US government to address some of these issues. Accordingly

a federal productivity commission was established. These were jointly conducted by the

University Of Michigan Quality Of Work Programme and newly evolved national quality of

work centre.

Fleishman(1953) has studied the relationship of supervisory behaviour

With the productivity and morale of the sub ordinates , superiors create climate in their

department and high consideration results in high productivity and moralre

Ganguli (1964) : has argued that the factors that determine performance of the

workers in an industrial job can be classified under three heads.

1. personal factors.

2. work factors.

3. environmental (physical and social) factors.

Personal factors refer to skills of the workers and the degree of motivation that determine the

extent to which he wil apply his skill to the job. Work factor refers to tools and equipment,

method of work and materials used. Examples environmental factors are (a) physical lightening,

ventilation, etc.. (b) Social and psychological nature of leadership (supervisory and managerial),

social climate in shop, nature of the group formation amongst members , etc.. And (c) nature of

organizational controls, communication patterns , etc..

According to vroom (1964) , productivity depends upon two major variables viz.,

employees’ job performance and resources utilized. In most organizational performance of the

employees is relatively more important than the equipments and raw materials. Even in

automated operations, productivity in strategic and co ordinate systems largely depends up on the

human performance. Performance of a worker on a task or job is a direct function of his

motivation.

According to hark mentel (1971) , the nature of the relationship between job

characteristics and employee reactions to their work (including satisfaction , performance , and

absenteeism) will depend upon the need status of the employees.

Walton (1974) : One of the major interprets of the quality of work life movement

have proposed eight major conceptual areas for understanding , development of human

capacities growth and security , social integration , the total life space and social relevance.

Gazakerly (1975): worker wants from their employment challenges they can meet.

some immediacy in knowing how well they are doing , interesting work , congenial social

climate and degree of security , which enable them to work in co-operative rather than conflict-

ridden situation.

Johnson (1975): View that workers often value such as job interest and good

working conditions above pay. The author concluded that the pay becomes the most important

factor in job satisfaction only when it to seen as compensation for dissatisfying and alienating

job satisfaction.

Chris Arg Ysis (1975): Quality of work life is most conventionally defined as

those perceived input personal needs, which an individual tries to satisfy by working in an

organization, its conceptual foundations, though lay by behavioral scientists.

Westly (1979): Found the utility of the job enrichment programmes as remedies to

political, economic, psychological and sociological problems faced by human beings in

organization.

Nillakant and Tendon (1982): Management can initiate a number of changes in

work procedures; rationalize wage structures and bring about improvements in worker amenities

& working conditions – all these would lead to improvement in quality of work life.

Hallowell and Miller(1985) : Employment based on emergent of new values ,

which does not discriminate against those with carrying or other non-work responsibilities and

which provides an opportunity for people to realize their full potential “Humanizing the work

place” is a goal in its own right , one that has been spurred by changing values of the work force.

One major concern has been to humanize the work place by improving worker

satisfaction and working conditions.

Robbins – (1986): Jobs with autonomy give workers a sense of responsibility. Jobs

that yield feedback gives incumbents a means to evaluate their own performance and take

corrective action.

The relative importance of these characteristic differs by individuals. Some people

have stronger needs than for others.” this means that individual with a high growth need are

more likely to experience the psychological states when their jobs are enriched than are their

counter parts with a low growth need.

Mr.Vijayanand, (1999): had done a project on “Job satisfaction”, among the

employees in “Sakthi Sugars” and he suggested that the organization has to concentrate more on

labour measures and also with regard to the maintenance of buildings.

Mr.Vasudevan.c, (1999), : had done a project on “job satisfaction”, among the

workers in “ELGI Electric and Industries Limited “ and he suggested that the organization may

provide better working conditions, can reduce the hours of work and provide more career

advancement opportunities.

Ms smitha G paniker june 2005 had done project on INDIAN AIRLINES ,

Bangalore she suggested that HR department should be modern in the outlook and try to

identify the needs to the employees at the right. If the employees are encouraged and given

opportunity to take part in planning and decision making of the organization , they wil get more

involved in their work which increases their efficiency participative management . the working

conditions and physical needs such as restrooms hygiene work , hours of work , ventilation and

adequate light are the features to introduced in the organization which are important attributes of

satisfaction.

Ms Kirpa, (2006): had done a project on “Quality of work life” at Malabar Institute

of Medical Science Ltd and she suggested that among the welfare activities, canteen stands at a

dissatisfactory level and provision for drinking water are not kept as per the needs. Though most

of the employees are satisfied with the work. Moreover they except a well balanced pay structure

with regard to the incentives and increments provided. The researches hope that the suggestions

brought forward may implemented by the institute to improve the quality of work life of their

employees.

Ms Aswathy, (2006) had done a project on Britannia Industries Limited, Chennai

and her study considered mainly five factors of Quality of Work Life –Working Environment,

Autonomy, Regulations and competiveness, career prospects and rewards and benefits. It was

found that some of the above factors are not satisfactory for the employees at Britannia

Industries Ltd to ensure good quality of work life; all the factors should be equally satisfied. A

combined effect of all the factors in effective manner will increase the quality of work life,

which increases the productivity which ultimately results in good return.

Ms Mary Veronica (2006) had done a project on Life Insurance Corporations of

India(Tat bad Branch) she suggested for a recreation club by which Management can organize

family get together once in three months or six months which definitely help to improve the

organization mortality, good co-coordination and team spirint in a best way.

Ms Babitha George, (2006): had done a project on Hindustan Newsprint LTD,

Kottayam she the following:

Step must be taken to improve the welfare amenities.

Communication system should be made effective among the workers.

Night shift allowance should be increased. The amounts of group insurance

scheme have to be increased.

Quarters facilities should be improved and maintenance should be done at

proper time.

Canteen facilities should be improved by providing quality food to the work.

It can be noted that the company running at profit since its inception. Hence the company

can undertake the suggestions without much financial strain. Before implementations the

recommendation, It is also desirable to consult the trade unions, to get better result, which will

help to resolve better employee employer relationship and industrial harmony.

Ms Anu Johnson, june-2006: had done a project on MRF tyre ltd Kottayam the

study reveals that satisfied workers can work effectively. It really affects the production process

and thus the industry. So the satisfaction level of employees is very important in the modern

industry. A psychological approach is necessary to influence the level of satisfaction.

Management may organize counseling programmes and training with emphasis on general health

are education and towards good relationship between employees and supervisors and thus

satisfaction level of the employees may be proved.

Mr Ronald , June 2006 , had done project on Hindustan photo films , co , LTD

OOty he suggested the following

Company can represent the government to increase the wages and benefits.

Company may oblige the employees to maintain a code of discipline to follow

the organizations rules and regulation.

Company shall insist trade unions to work for the facilities of the employees and

their needs.

TABLE-1 AGE WISE CLASSSIFICATION

S.No AgeNo of respondents

Percent

1 20-25 5 20

2 25-30 2 8

3 30-35 8 32

4 35-40 6 24

5 Above 40 4 16

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 20% respondents are between the age

of 20-25, 8% respondents are between the age of 25-30, 32% respondents are between the age of

30-35, 24% respondents are between the age of 35-40 and 16% respondents are above the age of

40.

Hence, it is concluded that majority of respondent are between the age group of 30-35.

TABLE-2

GENDER WISE CLASSIFICATION

S.No SexNo of respondents

Percent

1 Male 15 60

2 Female 10 40

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 60% respondents are male and

40% respondents are female.

Hence, it is concluded that majority respondents are male

TABLE-3

MARITAL STATUS OF THE RESPONDENTS

S.No Marital Status No of respondents Percent

1 Married 18 72

2 Un Married 7 28

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondent 72% are married and 28% are unmarried. Hence, it is concluded that the majority of the married respondents are working in the company.

TABLE-4

DEPARTMENT WISE CLASSIFICATION

S.no DepartmentNo Of respondents

Percent

1 Finance 5 20

2 Production 7 28

3 Marketing 9 36

4 Quality Control 4 16

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondent 20% of respondents are from finance, 28%

respondents are from production, 36% respondents are from marketing and 16% respondent are

from quality control.

Hence, it is concluded that majority of respondent are from the marketing department

TABLE-5

EDUCATION QUALIFICATION OF THE RESPONDENTS

S.NoEducation qualification

No of respondents Percent

1 Illiterate

5 20

2 School Level 11 44

3 Graduate 9 36

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 20% respondents are illiterate, 44%

respondents are school level and 36% respondents are graduates.

Hence, it is concluded that the majority of respondents working in the company are

school level.

TABLE-6

WORKING TIME FLEXIBILITY

S.No Flexible No of respondents Percent

1 Yes 22 88

2 No 3 12

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents about work time flexibility 88%

respondents says yes and 12% respondents says no.

Hence, it is concluded that the majority of respondents are working with time flexibility.

CHART NO: 1

WORKING TIME FLEXIBILITY

0

10

20

30

40

50

60

70

80

90

100P

ER

CE

NT

AG

E

Yes No Total

TIME FLEXIBILITY

No of respondents

Percent

TABLE-7

WORKING SCHEDULE

S.No Schedule No of respondents Percent

1Day shift

16 64

2 Afternoon shifts

4 16

3 Night shifts 1 4

4 Split shift

2 8

5 Irregular shift/on-call

1 4

6 Rotating shifts 1 4

Total 25 100

Source: primary data

Inference The above table shows that out of 25 respondents 64% respondent are comfortable with

day shifts, 16% respondents are comfortable with afternoon shifts, 4% respondent are

comfortable with night shift, 8% respondents are comfortable with split shift, 4% respondent are

comfortable with irregular shifts/on-call, 4% respondents are comfortable with rotating shifts.

Hence, it is concluded that majority respondents are comfortable with day shift.

CHART NO: 2

WORKING SCHEDULE

0

10

20

30

40

50

60

70

80

90

100

PE

RC

EN

TA

GE

No of respondents Percent

Day shift

Afternoon shifts

Night shifts

Split shift

Irregular shift/on-call

Rotating shifts

Total

TABLE-8

EXTRA WORKING TIME

S.No Hours No of respondents Percent

1 1-2 9 36

2 2-3 7 28

3 3-4 6 24

4 Above 4 3 12

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 36% respondents are working 1-2 hours

extra, 28% respondents are working 2-3 hours extra, 24% respondents are working 3-4 hours and

12% respondents are working above 4 hours in a month.

Hence, it is concluded that majority of the respondents are working 1-2 hours extra time

in a month.

CHART NO: 3

EXTRA WORKING TIME

0

10

20

30

40

50

60

70

80

90

100P

ER

CE

NTA

GE

1 to 2 2 to 3 3 to 4 Above 4 Total

HOURS

No of respondents

Percent

TABLE-9

NATURE OF THE JOB

S.NoLifting , Pulling and Bending

No of respondents Percent

1 Yes 17 68

2 No 8 32

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents about their nature of the job 68% respondents

say yes and 32% respondents say no.

Hence, it is concluded that majority of the job requires lifting, pulling and bending in the

company.

CHART NO: 4

NATURE OF JOB

0

10

20

30

40

50

60

70

80

90

100P

ER

CN

TA

GE

Yes No Total

NATURE OF JOB

No of respondents

Percent

TABLE-10

RESPONDENTS OPINION ABOUT RECRUITMENT, PROMOTION & TRANSFER POLICES

S.No OpinionNo of respondents

percent

1 Highly satisfied 6 24

2 Satisfied 15 60

3 Dissatisfied 2 8

4 Highly Dissatisfied 1 4

5 Neutral 1 4

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 24% respondents are highly satisfied

about the recruitment, promotion and transfer policies, 60% respondents are satisfied about the

recruitment, promotion and transfer policies , 8% respondents are dissatisfied about the

recruitment, promotion and transfer policies, 4% respondents are highly dissatisfied about the

recruitment, promotion and transfer policies and 4% respondents are neutral about the

recruitment, promotion and transfer policies.

Hence, it is concluded that majority respondents are satisfied about the recruitment,

promotion and training policy of the company.

CHART NO: 5

RESPONDENTS OPINION ABOUT RECRUITMENT, PROMOTION & TRANSFER POLICES

0

10

20

30

40

50

60

70

80

90

100

PE

RC

EN

TA

GE

No of respondents percent

Highly satisfied

Satisfied

Dissatisfied

Highly Dissatisfied

Neutral

Total

TABLE-11

USING ABILITY AND SKILLS

S.No Skills and ability No of respondents Percent

1 Yes 20 80

2 No 5 20

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents about using their skills and ability in their

80% respondents say yes and 20% say no.

Hence, it is concluded that majority of the respondents say yes for using their ability and

skill in their job.

CHART NO: 6

RESPONDENTS USING ABILITY AND SKILLS

0

10

20

30

40

50

60

70

80

90

100

PE

RC

EN

TAG

E

Yes No Total

USING SKILLS AND ABILITY

No of respondents

Percent

TABLE-12

RESPONDENTS OPINION ABOUT WAGES AND INCENTIVES

S.No OpinionNo of respondents

percent

1 Highly satisfied 2 8

2 Satisfied 10 40

3 Dissatisfied 8 32

4 Highly Dissatisfied 3 12

5 Neutral 2 8

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 8% respondents are highly satisfied

about the wages and incentives, 40% respondents are satisfied about the wages and incentives,

32% respondents are dissatisfied about the wages and incentives, 12% respondents are highly

dissatisfied about the wages and incentives and 8% respondents are neutral about the wages and

incentives.

Hence, it is con concluded that majority of the respondent are satisfied about the wages

and incentives.

CHART NO: 7 RESPONDENTS OPINION ABOUT WAGES AND INCENTIVES

0

10

20

30

40

50

60

70

80

90

100P

ER

CE

NT

AG

E

No of respondents percent

Highly satisfied

Satisfied

Dissatisfied

Highly Dissatisfied

Neutral

Total

TABLE-13

RESPONDENTS OPINION ABOUT WORKING CONDITION

S.No OpinionNo of respondents

percent

1 Highly satisfied 10 40

2 Satisfied 9 36

3 Dissatisfied 2 8

4 Highly Dissatisfied 1 4

5 Neutral 2 8

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 40% respondents are highly satisfied

about the working condition, 36% respondents are satisfied about the working condition, 8%

respondents are dissatisfied about the working condition, 4% respondents are highly dissatisfied

about the working condition and 8% respondents are neutral about the working condition.

Hence, it is concluded that majority of the respondents are highly satisfied about their

working condition.

CHART NO: 8

RESPONDENTS OPINION ABOUT WORKING CONDITION

0

10

20

30

40

50

60

70

80

90

100P

ER

CE

NT

AG

E

No of respondents percent

Highly satisfied

Satisfied

Dissatisfied

Highly Dissatisfied

Neutral

Total

TABLE-14

RESPONDENTS OPINION ABOUT QUALITY OF TRAINING PROGRAM

S.No OpinionNo of respondents

percent

1 Highly agree 7 28

2 Agree 14 56

3 Disagree 2 8

4 Highly Disagree 2 8

5 Neutral 0 0

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 28% respondents are highly agree with

the quality of training program, 56% respondents are agree with the quality of training program,

8% respondents are disagree with the quality of training program, 8% respondents are highly

disagree with the quality of training program and 0% respondents are neutral with the quality of

training program.

Hence, it is concluded that majority of the respondent are agree with the quality of

training program.

CHART NO: 9

RESPONDENTS OPINION ABOUT QUALITY OF TRAINING PROGRAM

0

10

20

30

40

50

60

70

80

90

100

PE

RC

EN

TA

GE

No of respondents percent

Highly agree

Agree

Disagree

Highly Disagree

Neutral

Total

TABLE-15

RESPONDENTS OPINION ABOUT PERFORMANCE APPRASIAL AND TRAINING NEEDS

S.No OpinionNo of respondents

percent

1 Highly agree 13 52

2 Agree 8 32

3 Disagree 1 4

4 Highly Disagree 1 4

5 Neutral 2 8

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 52% respondents are highly agree with

the performance appraisal and training needs, 32% % respondents are agree with the

performance appraisal and training needs, 4% % respondents are disagree with the performance

appraisal and training needs, 4% % respondents are highly disagree with the performance

appraisal and training needs and 8% % respondents are neutral with the performance appraisal

and training needs.

Hence, it is concluded that majority of the respondent are highly agree with the

performance appraisal and training needs of the company.

CHART NO: 10

RESPONDENTS OPINION ABOUT PERFORMANCE APPRASIAL AND TRAINING NEEDS

0

10

20

30

40

50

60

70

80

90

100

PE

RC

EN

TA

GE

No of respondents percent

Highly agree

Agree

Disagree

Highly Disagree

Neutral

Total

TABLE-16

RESPONDENTS OPINION ABOUT CANTEEN FACITLITYAND UNIFORM

S.No OpinionNo of respondents

Percent

1 Highly satisfied 6 24

2 Satisfied 11 44

3 Dissatisfied 4 16

4 Highly Dissatisfied 2 8

5 Neutral 2 8

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 24% respondents are highly satisfied

with the canteen facility and uniform, 44% respondents are satisfied with the canteen facility and

uniform, 16% respondents are dissatisfied with the canteen facility and uniform, 8% respondents

are highly dissatisfied with the canteen facility and uniform, 8% respondents are neutral with the

canteen facility and uniform.

Hence, it is concluded that majority of the respondents are satisfied with the canteen and

uniform facility.

CHART NO: 11

RESPONDENTS OPINION ABOUT CANTEEN FACITLITYAND UNIFORM

0

10

20

30

40

50

60

70

80

90

100

PE

RC

EN

TA

GE

No of respondents percent

Highly satisfied

Satisfied

Dissatisfied

Highly Dissatisfied

Neutral

Total

TABLE-17

RESPONDENTS OPINION ABOUT INTERPERSONAL COMMUNICATION BETWEEN MANAGEMENT AND EMPLOYEE

S.No OpinionNo of respondents

Percent

1 Highly satisfied 12 48

2 Satisfied 7 28

3 Dissatisfied 3 12

4 Highly Dissatisfied 1 4

5 Neutral 2 8

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 48% respondents are highly satisfied

with the interpersonal communication between management and employee, 28% respondents

48% respondents are satisfied with the interpersonal communication between management and

employee, 12% respondents 48% respondents are dissatisfied with the interpersonal

communication between management and employee, 4% respondents 48% respondents are

highly dissatisfied with the interpersonal communication between management and employee,

8% respondents 48% respondents are neutral with the interpersonal communication between

management and employee.

Hence, it is concluded that majority respondents are highly satisfied with the

interpersonal communication between management and employee.

CHART NO: 12

SHOWING RESPONDENTS OPINION ABOUT INTERPERSONAL COMMUNICATION BETWEEN MANAGEMENT AND EMPLOYEE

0

10

20

30

40

50

60

70

80

90

100

PE

RC

EN

TE

GE

No of respondents percent

Highly satisfied

Satisfied

Dissatisfied

Highly Dissatisfied

Neutral

Total

TABLE-18

RESPONDENTS OPINION ABOUT WORKER AND WORK RELATION

S.No OpinionNo of respondents

percent

1 Highly satisfied 7 28

2 Satisfied 13 52

3 Dissatisfied 1 4

4 Highly Dissatisfied 3 12

5 Neutral 1 4

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 28% respondents are highly satisfied

with the worker and work relation, 52% respondents are satisfied with the worker and work

relation, 4% respondents are dissatisfied with the worker and work relation, 12% respondents are

highly dissatisfied with the worker and work relation, 4% respondents are neutral with the

worker and work relation.

Hence, it is concluded the majority of the respondents are satisfied with the work and

work relation.

CHART NO: 13

RESPONDENTS OPINION ABOUT WORKER AND WORK RELATION

0

10

20

30

40

50

60

70

80

90

100P

ER

CE

NT

AG

E

No of respondents percent

Highly satisfied

Satisfied

Dissatisfied

Highly Dissatisfied

Neutral

Total

TABLE-19

RESPONDENTS OPINION ABOUT WORKSTRESS

S.No OpinionNo of respondents

percent

1 Always 7 28

2 Often 8 32

3 Sometimes 3 12

4 Hardly Ever 4 16

5 Never 3 12

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 28% respondent are feels that there is always

stress in their work, 32% respondent are feels that there is often stress in their work, 12%

respondent are feels that there is sometimes stress in their work, 16% respondent are feels that

there is hardly ever stress in their work, 12% respondent are feels that there is no stress in their

work

Hence, it is concluded that majority of the respondents are feel stress often in their work.

CHART NO: 14

RESPONDENTS OPINION ABOUT WORKSTRESS

0

10

20

30

40

50

60

70

80

90

100P

ER

CE

NT

AG

E

No of respondents percent

Always

Often

Sometimes

Hardly Ever

Never

Total

TABLE-20

RESPONDENTS OPINION ABOUT OVER ALL SATISFACTION

S.No OpinionNo of respondents

percent

1 Very Satisfied 17 68

2 Somewhat satisfied 4 16

3 Not too satisfied 3 12

4 Not at all satisfied 1 4

Total 25 100

Source: primary data

Inference

The above table shows that out of 25 respondents 68% respondents are very satisfied with the

quality of work life, 16% respondents are somewhat satisfied with the quality of work life, 12%

respondents are not too satisfied with the quality of work life, 4% respondents are not at all

satisfied with the quality of work life

Hence it is concluded that most of the respondents in the company were satisfied with the

quality of work life

CHART NO: 15

RESPONDENTS OPINION ABOUT OVER ALL SATISFACTION

0

10

20

30

40

50

60

70

80

90

100

PE

RC

EN

TAG

E

No of respondents percent

Very Satisfied

Somewhat satisfied

Not too satisfied

Not at all satisfied

Total

FINDINGS

32% of the respondents are falls under the age group of 30-35 years.

60% of the respondents are male.

72% of the respondents are married.

36% of the respondents are working in marketing department.

44% of the respondents have completed their school.

88% of the respondents are satisfied with their working time flexibility.

64% of the respondents are willing to work in day shifts.

36% of the respondents are working 1-2 hours extra in a month.

68% of the respondents say that their job requires lifting, pulling and bending.

60% of the respondents are satisfied with the recruitment, promotion and transfer policy.

80% of the respondents are satisfied about using the skills and ability in their work.

40% of the respondents are satisfied with the wages and incentives.

40% of the respondents are highly satisfied with the working condition.

56% of the respondents are agree with the quality of training program

52% of the respondents are highly agree with the performance appraisal and training

needs.

44% of the respondents are satisfied with canteen facility and uniform.

48% of the respondents are highly satisfied with the interpersonal communication

between management and employee.

52% of the respondents are satisfied with worker and work relation.

32% of the respondents feels stress often in their work.

68% of the respondents are very satisfied with the quality of work life.

SUGGESTIONS

Regarding Wages, Increments and Incentives most of the respondents are not

satisfied, Therefore management should give Wages to the employees.

Regarding canteen facility and uniform most of the respondents are not satisfied,

Therefore management should provide a good canteen facility and uniforms to

the employees.

Regarding workers and work relation most of the respondents are not satisfied,

therefore management should give suitable nature of job to the employes.

Regarding the work stress most of the respondents feels often stress in their

work, therefore management should provide some refreshment trips and

counseling to the employees.

CONCLUSION

The project is carried out K.M.R textile with objectives to find out the quality of

work life of employees and to find out the factor that can improve their quality work of life.

Quality of work life is one of the main factors that have to be identified by

organization. Quality of work life mainly consist of five factors namely employment conditions,

working conditions, welfare facilities, interpersonal relations and career prospects for

individuals. Among the welfare activities, canteen stands at a dissatisfactory level and provisions

for drinking water are not kept as per the needs. Though most of the employees are satisfied with

the working hours, they are not free from the stress at work. Moreover they except a well

balanced pay structure with regard to the incentives and increments provided. A combined effect

of quality of work life will increase productivity which ultimately results in good return.

APPENDICES

QUESTIONNAIRE

1. Age : a.20-25 b. 25-30

c.30-35 d.35-40

e. Above 40

2. Sex : a. Male b. Female

3. Marital status : a. Married b. Unmarried

4. Department : a. Finance b. Production

d. Marketing e. Quality control

5. Educational qualification: a. Illiterate b. School Level

c. Graduate d. Professional

6. Is your working hour is flexible for you?

a. YES b. NO

7. Which of the following best describes your usual work schedule?

a. Day shift b. Afternoon shifts c. Night shifts d. Split shift e. Irregular shift/on-call f. Rotating shifts

8. How many days per month do you work extra hours beyond your usual schedule?

a. 1-2 days b. 2-3 daysc.3-4 d. more than 4 days

9. Does your job require you to do repeated lifting, pushing, pulling or bending? a. YES b. NO

10. How do you feel about the recruitment procedure, promotion and grade policy and transfer policy of the company?

a. Highly satisfiedb. Satisfiedc. Dissatisfiedd. Highly Dissatisfiede. Neither satisfied nor dissatisfied

11. Is your job let you to use your ability and skills?

a. YESb. NO

12. What is your level of satisfaction about wages and incentives?a. Highly satisfiedb. Satisfiedc. Dissatisfiedd. Highly Dissatisfiede. Neither satisfied nor dissatisfied

13. State your opinion about the working condition?

a. Highly satisfiedb. Satisfiedc. Dissatisfiedd. Highly Dissatisfiede. Neither satisfied nor dissatisfied

14. The company were I am working provides me high quality of training program?

a. Highly agreeb. Agreec. Disagreed. Highly disagreee. Neither agree nor disagree

15. Performance appraisal system and training needs are excellent in my company?

a. Highly agreeb. Agreec. Disagreed. Highly disagreee. Neither agree nor disagree

16. What do you feel about the canteen facility and uniform provided by the company?

a. Highly satisfiedb. Satisfiedc. Dissatisfiedd. Highly Dissatisfiede. Neither satisfied nor dissatisfied

17. State your opinion about the interpersonal communication between management and employee?

a. Highly satisfiedb. Satisfiedc. Dissatisfiedd. Highly Dissatisfiede. Neither satisfied nor dissatisfied

18. What is your level of satisfaction in workers and work relation?

a. Highly satisfiedb. Satisfiedc. Dissatisfiedd. Highly Dissatisfiede. Neither satisfied nor dissatisfied

19. How often do you find your work stressful? a. Always b. Often c. Sometimes d. Hardly ever e. Never

20. All in all, how satisfied would you say you are with your job?

a. Very satisfied b. Somewhat satisfied c. Not too satisfied d. Not at all satisfied

Bibliography

Website:

www.findarticles.com

www.acrobatplanet.com

www.docstoc.com

Books:

“Research methods for business”- Uma Sekaran

“Human Resource Management”- V.S. Rao