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8/7/2019 QWL of Women Employees
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8/7/2019 QWL of Women Employees
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INTRODUCTION
Quality of Work Life of Women Employees, a studyconducted at
Silk Fashion Exports
Established in April 1995
Around 600 employees 80% of them are women employees
Specialized in ladies, mens and childrens, casual and
fashion wear
Production capacity of 7, 00, 000 pieces per annum Major export markets, LEVIS, WALL WEAR
(NETHERLANDS), CENTRALE D ACHATS ZANNER
(FRANCE), BRISTOL (EUROPE), K & L RUPPERT
(GERMANY), etc,.
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OBJECTIVES
To study the profile of the respondents
To analyse the existing QWL of womenemployees in Silk Fashion Exports
To study the employees opinion about
QWL practices of the concern
To give valuable suggestions to the
concern for further improvement
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(1) RESEARCH DESIGN
Descriptive Research Design
(2) DATA COLLECTION METHOD
Primary Data
The instrument called questionnaire to collect theneeded information from the concerned population
directly.
Secondary DataBooks
Journals and Magazines
Websites
Research Reports on same topic
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(3) SAMPLING DESIGN
Sampling Technique
Random Sampling Method
Sampling Size
130 samples
Sampling Unit
Silk Fashion Exports
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(4) LIMITATIONS
Study was confined only to a particular branch, MagadiRoad
Some employees were reluctant while answering thequestions
Chances of personal bias while giving the feedback
Respondents may not have expressed their negativefeelings about the policies, which results in the error ofcentral tendency
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(5) ANALYSIS AND INTERPRETATION
Statistical Tools Used: Tabulation
Simple Percentage Method
Pie-Charts
Chi-Square Analysis
Number of Tables
Number of tables made for the study are 37
Number of Charts
Number of charts made for the study are 24
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Chi-Square Analysis
(i) To know the relationship between age group of
employees and their comfort and satisfaction with
the jobs.
Null Hypothesis: The age group of the employees may
not be the influencing factor for their comfort and
satisfaction with the job.
Alternative Hypothesis: The age group of the employees
may be the influencing factor for their comfort and
satisfaction with the job.
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Formula for Calculating Chi-Square:
Chi- Square = (O-E)^2/E
INTERPRETATION:
Calculated Chi-Square value is 4.9561
Table value of Chi-Square @ 5% level of significance is12.592
Therefore, the tabulated value is more than the calculated
value, i.e. 12.592 > 4.9561
Hence, we can support the null hypothesis. So, we canconclude that the age group of respondents is not aninfluencing factor for the employees opinion about their
comfort and satisfaction with their jobs.
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(ii) To know the marital status of the employees and
their opinion about the harmonious relationship with
their colleagues.
Null Hypothesis: The Marital Status of the employees
may not be the influencing factor for their harmonious
relationship with the colleagues.
Alternative Hypothesis: The Marital Status of the
employees may be the influencing factor for their
harmonious relationship with the colleagues.
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INTERPRETATION:
Calculated Chi-Square value is 4.727
Table value of Chi-Square @ 5% level of significance is
3.841
Therefore, the calculated value is more than the tabulated
value, i.e., 4.727>3.841
Hence, we cant support the null hypothesis. So, we canconclude that the marital status of the respondents is an
influencing factor for the employees opinion about their
harmonious relationship with their colleagues.
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(iii) To know the relationship between qualification of
employees and if they are free to offer comments
and suggestions to supervisors.
Null Hypothesis: The qualification of the employees may
not be the influencing factor to offer their comments and
suggestions to supervisor freely.
Alternative Hypothesis: The qualification of the
employees may be the influencing factor to offer their
comments and suggestions to supervisors freely.
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INTERPRETATION:
Calculated Chi-Square value is 2.1442
Table value of Chi-Square @ 5% level of significance is
7.815
Therefore, the tabulated value is more than the calculated
value, i.e., 7.815>2.1442
Hence, we can support the null hypothesis. So, we can
conclude that the qualification of the employees is not aninfluencing factor for their opinion about, if they are free to
offer comments and suggestions.
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FINDINGS
51% of the employees get great benefit from the trainingprogrammes provided to them for performing their job
efficiently, 37% of them say to some extent an 12% of them
say rarely.
60% of the employees feel the linking of rewards with job
performance is good, 23% of them feel it is bad, 15% of them
feel it is very good and 2% of them feel it is poor.
53% of the employees rated as good for the machines setup, and 29% rated as very good and 18% of them rated as
fair.
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53% of the employees rated as good for the seating
organized, 31% of them rated as very good and 16% ofthem rated as fair.
62% of the employees rated good for the rest room
facilities, 26% of them rated as fair, 10% of them ratedas poor and 2% of them rated as very poor.
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SUGGESTIONS
The concern can concentrate much on training programmesbecause it is production oriented unit. The training will makethem to increase their productivity and which will give jobsatisfaction.
The concern is not giving rewards to employees based onthe job performance. When the employees are recognisedfor their performance, it will be easier for the employer tomotivate them.
By the observation of the researcher, the facility onentertainment need much focus; indoor games like carom,chess and table tennis can be arranged.
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The employees are not too comfortable with the seating
arrangement so the concern can get the feedback fromtheir employees expectations for seating arrangement.
The majority of the population in this concern is women,so they can concentrate much on cleanliness and health
aspects. They can concentrate much on restrooms andcanteen facilities.
The concern can focus much on transportation facilities,safety measurements and water supply.
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