Full Contents of Qwl

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ABSTRACT



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



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



4.21 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





4.3! Table shows the

4.3$ Table shows the

LIST OF CHARTS



CHART

NOPARTICULARS

PAGE

NO



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


4.13 Chart shows that the


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


4.21 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







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”.



-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



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.



• 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.



CHAPTER - II

REVIEW OF LITERATURE



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.



-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:



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.



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



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



-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



• ncrease the ualit" of life of emplo"ees

• Jigh emplo"ee in(ol(ement

• >eaceful industrial relation

E@STRA >R=<:



C=>AE5 >R=<:



CHAPTER III



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



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



>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.



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.



CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

PERCENTAGE ANALYSIS



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