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    1.1 Intoduction

    Quality is generally defined as Conformance to requirements. The concept of

    quality is not apply to all goods and services created by human beings, but also for

    workplace where the employees were employed.

    Quality in the workplace comes from understanding and then meeting, the needs

    of all your internal and external customers

    QWL refers to the favorableness or un favorableness of a total job environment

    of the people. The basic purpose is to develop jobs and working conditions that are

    excellent for people as well as for the economic health of the organization. QWL

    provides a more humanized work environment. It attempts to serve the higher order

    needs of workers as well as their more basic needs. It seeks to employ the higher skills of

    workers and to provide an environment that encourages improving their skills.

    Q - Quest for excellence

    U - Understanding

    A - Action

    L - LeadershipI - Involvement of the people

    T - Team spirit

    Y - Yardstick to measure progressThe above said are very essential things to improve the work life of employees in

    the organization.

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    1.2Significance Of

    The Study

    Quality of work life covers various aspects under the general umbrella of

    supportive organizational behavior. Thus, the QWL should be broad in its scope. It must

    be evaluate the attitude of the employees towards the personnel policies. The research

    will be helpful in understanding the current position of the respective company. And

    provide some strategies to extent the employees satisfaction with little modification

    which is based on the internal facilities of the company.

    This research can be further used to evaluate the facilities provided by the

    management towards the employees. This study also helps in manipulating the basic

    exception of the employees.

    1.3 Objectives Of

    The Study:2

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    To study the quality of work life of (QWL) employees in compaany

    To find out how quality of work life leads to high satisfaction

    To know the existing working conditions, Industrial Health and safety help to

    improve the quality of work life.

    To study the workers participation in company

    To examine how the training and development programmes helps to improve the

    quality of work life.

    To know how the various welfare activities and other benefits helps to bring a

    better quality of work life.

    1.4Limitations Of

    The Study

    Converting qualitative data into quantitative data may often lead to

    inaccurate results.

    The respondents may not have expressed them strong negative feelings

    about the policies, which results in the error of central tendency.

    Few respondents were reluctant while answering the questions.

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    1.5 REVIEW OF LITERATURE

    1.5a THEORETICAL REVIEW:

    Defination

    Quality of work life means the degree top which members of a work

    organization are able to satisfy important personal needs through their experience in the

    organization

    QWL could be defined as the Quality of the relationship between the man and

    task.

    Meaning

    Quality of work life has gained deserved prominence in the Organizational

    Behavior as an indicator of the overall of human experience in the work place. It

    expresses a special way of thinking about people their work, and the organizational in

    which careers are fulfilled.

    QWL refers to the relationship between a worker and his environment, adding the

    human dimension to the technical and economic dimensions within which the work is

    normally viewed and designed. QWL focus on the problem of creating a human working

    environment where employees work co operatively and achieve results collectively. It

    also includes.

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    The programme seeks to promote human dignity and growth

    Employees work collaboratively They determine work change participate

    The programmes assume compatibility of people and organization

    QWL refers to the level of satisfaction, motivation, involvement and commitment

    individuals experience with respect to their line at work. QWL is the degree of excellence

    brought about work and working conditions which contribute to the overall satisfaction

    and performance primarily at the individual level but finally at the organizational level.

    ConceptQWL is a prescriptive concept, it attempts to design work environments so as to

    maximize concern for human welfare. QWL acts in two dimensions.

    Goal

    Process

    QWL acts as goal by

    Creation of more involving

    satisfying and effective jobs

    Work environment for people at all levels of the organization

    QWL acts as process by

    Make efforts to realize this goal through active participation

    The whole essence of QWL may be stated thus, the QWL is co operative rather

    than authoritarian; evolutionary and open rather static and rigid; informal rather than

    mechanistic; mutual respect and trust than hatred against each other.

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    Objectives of

    QWL

    The major three main objectives for the QWL are

    Improve employees satisfaction strengthen workplace learning, and

    Better manage on going chance and transition

    Major Factors

    Affecting The

    QWL6

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    QWL means having good supervision, good working conditions, good pay and

    benefits an interesting and challenging, and a rewarding job. The major factors that effect

    the QWL may be stated thus.

    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 will. Employees must be

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

    Benefits

    Workers throughout the globe have raises their expectations over the years and

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

    Job Security

    Employees want stability of employment. They do not like to be the victims of

    whimsical personal policies and stay at the mercy of employers.

    Alternative Work Schedules

    Employees demand more freedom at the workplace, especially in scheduling their

    work. Among the alternative work schedules capable of enhancing the quality of work

    life for some employees are:

    i. Flexi time: A system of flexible working hours,

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

    intervals.

    iii. Compressed workweek: It involves more hours of work per day for fever days,

    per week.

    iv. Job enrichment: It attempts to increase a person's level of output by providing that

    persons with exciting, interesting, stimulating or challenging work.

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

    control of decision-making and have responsibility for a task area without day-to-

    day supervision, and with authority to influence and control both group members

    and their behavior.

    Occupational Stress

    Occupational mental-health programmes dealing with stress are beginning to

    emerge as a new and important aspect of QWL programmes. Obviously, and individual

    suffering from an uncomfortable amount of job-related stress cannot enjoy a high quality

    of work life. '

    Worker Participation

    Employees have a genuine hunger for participation in organizational issues

    affecting their lives. Naturally they demand far more participation in the decision making

    process at the workplace.

    Social Integration

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    The work environment should provide opportunities for preserving an employee's

    personal identify and self-esteem through freedom from prejudice, a sense of community,

    interpersonal openness and the absence of stratification in the organization.

    Work and total life space

    A person'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.

    WAY TO CREATE HIGH QWL

    QWL deals with the relationship between every employee and his or her work

    organization. This relationship is formal in sometimes less formal. This contract is

    psychological; contract. "Psychological contract is the set of expectations held be the

    individual specifying what the individual and the organization expect to give and receive

    from each other in the course of their working relationship". This contract represents the

    expected exchange of values that encourages the individual to work for the organization

    and motivates the organization to employ that person, (i.e) Contribution and

    Inducements.

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    A healthy psychological contract means that inducements and contributions are balance.

    INDUCEMENTS = CONTRIBUTIONS

    (Organization to employees) = (employee to organization)

    This is the way for organization to create healthy psychological contract and Jobs

    satisfaction for their members is to provide them with High QWL environment.

    Aspect Of High

    QWLQWL are highlighted by the following Benchmarks of managerial excellence.

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    Participation:- Involving people from all levels of responsibility in decision-

    making

    Trust:- Reside signing jobs systems and structures to give people more freedom at work.

    Reinforcement:- Creating reward systems that are fair, relevant and contingent on

    work performance

    Responsiveness:- Making the work setting more pleasant and able to serve individual

    Needs.

    QWL PROGRAMMES

    QWL programmes concentrate on creating a working environment that is

    Conductive to the satisfaction of worker needs. This program assumes that a job and the

    work environment should be structured to meet as many of the workers needs as possible.

    Richard Walton has organized into eight categories. These should be integrated,

    coordinated and properly managed.

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    These programmes are helped to avoid some pitfalls like

    QWL program must be implemented with the co-operation of management and

    labour.

    Action plans must be carried to completion.

    Care mist be taken to concentrate the focus on the joint objectives of improving

    the QWL.

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    Results Of High

    QWL

    High Productivity

    Increase organizational effectiveness

    High employee satisfaction

    High morale .

    Reduce the absenteeism and labour turn over

    Increase the quality of life of employees

    High employee involvement

    Peaceful industrial relation

    4.2

    Suggestions

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    And

    Recommendati

    ons

    i. Improvement in rewarding and awarding policies.

    ii. Introduction of Promotion policy at operation level

    Employees need high motivation from the top management of

    the company.

    Employees needs more compensation from the company

    Employees expects mutual relationship between co-workers

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    Employees needs special training from the company related to

    their job during working period.

    Employees expects the quality of work to be measured

    periodically be the company

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    4.3Conclusion

    This research highlights some of the small gaps in employees satisfaction

    towards the company.

    Quality mission includes not only the quality of the products but also the Quality

    of Work Life.

    A company aims to promote the peaceful industrial relations and good

    organization which is highlighted by management and the employees.

    Since employees are the backbone of the company. So company should satisfy

    them in order to improve the business in the higher competitive market of the

    liberalized economy.

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    References

    BOOKS:

    1. K. Aswathappa (1997), Human Resources and

    Personal Management Tata Mcgraw-Hill Publishing Company Limited,

    New Delhi 110 001.

    2. John M. Ivancevich (2003), Human Resources and

    Personal Management Tata Mcgraw-Hill Publishing Company Limited,

    New Delhi 110 001.

    3. C. R. Kothari (2001) Research Methodology of

    Wishwa Prakashan Publishing, Chennai 17, Edition

    4. C. B. Mamoria and S. V. Gankar (2001), Personnel

    Management Text & Cases, Himalaya Publishing house Mumbai, XXI

    Edition.

    5. R.S.N. Pillai and V. Bhagavathi (1998), Statistics

    of Sultan Chand and sons, New Delhi, pp. 132-141, II Edition.

    6. Biswaject pattanayak (2001), Human Resources and

    Personal Management Prentice Hall of India Pvt., Ltd. New Delhi.

    WEBSITES:

    www.classicmoulds.com

    www.humanresources.com

    17

    http://www.humanresources.com/http://www.humanresources.com/
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    www.qualityofworklife.com

    www.ask.com

    www.indianplasticportal.com

    APPENDIX

    QUALITY OF WORK LIFE - RESPONSE SHEET

    QUESTIONNAIRE

    1. Personal Details

    NAME (OPTIONAL) :

    AGE : 20 TO 30

    : 31 TO 45

    : 46 AND ABOVE

    QUALIFICATION :

    DESIGNATION :

    EXPERIENCE :

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    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    4. Conditions tin the job allows me to be productive

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    5. The organization provides an opportunity to develop my own abilities

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    6. The organization provides enough instruction to get the job done

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    7. The organization is providing a high quality tools and techniques to do the job

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

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    8. The opportunity for promotions are good

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    9. The safety of workers is at high priority

    Yes No

    10. Does the infrastructure facilities is good

    Yes No

    If, yes which of the following do you like

    First aid Canteen

    Lightening arid Ventilation Others

    11. Fringe benefits are good in the organization

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    12. The supervisor is concerned about the welfare activities of the employees

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

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    13. The job is secured

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    14. The supervisor is helpful to me in getting the job done

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    15. The training opportunities has really helped in improving the quality of work.

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    16. How often do you find work stressful?

    Always

    Often

    Sometimes

    Never

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

    First Shift

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    Second Shift

    Third Shift

    General Shift

    18. Rank the following motivational insights:

    Insights Rank (1-5)

    1 Interesting work

    2 Recognition

    3 Awards & Rewards

    4 Compensation

    5 Friendly co - workers

    19. The suggestions give by me are always accepted and motivated by the superior

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    20. I am proud to be a part of CLASSIC MOULDS & DIES LTD

    Strongly agree

    Agree

    Disagree

    Strongly Disagree

    21. Your valuable suggestion to improve QWL _____________________________