46537312 mba project quality of work life 1
TRANSCRIPT
CHAPTER – I
1.1 INTRODUCTION
The project was undergone in CLASSIC MOULDS & DIES LIMITED for a
period of two months. Theoretical knowledge is insufficient to cope up with the modern
functioning of the companies. So in order to gain practical knowledge, the project was
done at CLASSIC MOULDS & DIES LIMITED on the topic “A STUDY ON
QUALITY OF WORK LIFE”.
Quality is generally defined as “Conformance to requirements”. Quality is “as
fitness for purpose”. 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 fully meeting, the
needs of all your internal and external customers, now and into the future and doing so
with continual improvement in efficiency and effectiveness.
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 excellenceU - UnderstandingA - ActionL - LeadershipI - Involvement of the peopleT - Team spiritY - Yardstick to measure progress
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The above said are very essential things to improve the work life of employees in
the organization.
1.2 SIGNIFICANCE 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:
• To study the quality of work life of (QWL) employees in CLASSIC MOULDS &
DIES LTD
• 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 CLASSIC MOULDS & DIES Ltd
• 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.
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1.4 LIMITATIONS 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.
1.5 REVIEW OF LITERATURE
1.5a THEORETICAL REVIEW:
DEFINITION
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
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environment where employees work co – operatively and achieve results collectively. It
also includes.
• 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.
CONCEPT
QWL 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 QWL
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.
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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,
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. '
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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
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.
ASPECTS OF HIGH QWL
QWL are highlighted by the following Benchmarks of managerial excellence.
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
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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.
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.
RESULTS OF HIGH QWL
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• 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
1.5b RESEARCH REVIEW:
Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis & Lawler, 1984; Cooper,
1988) define the qualities of work life are broadly similar to the study on Singaporean
Employees Development suggest four dimensions of Quality of work life labeled as, i)
Favorable work environment ii) Personal growth and autonomy iii) Nature of job and
iv)Stimulating opportunities and co-workers Good performance is recognized in addition
to rewards being based upon performance while employees are respected and treated like
mature people.
The Study on Singaporean Employees development, Cheng S says in a high
QWL there should be a positive impact on personal life, an opportunity to be involved in
decision as well as an acceptable level of physical comfort. Jobs seen to exist within high
QWL work situations are those in which there is minimal negative impact on one’s
personal life, and hopefully one which has a positive impact on one’s personal life.
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We would expect that these dimensions comprising QWL that were found in the
present sample are consistent with the rapid economic growth and increasingly higher
levels of educational standards in Singapore. Research studies (Taylor, 1977; Taylor,
1978; Donald, 1997) have generally established that QWL is positively associated with
job satisfaction and can be a significant motivator. One implication of this finding for
management is the need to consider the type of intrinsic and extrinsic factors highlighted
by the four aspects of QWL that comprise the motivational reward-incentive system used
in organizations. Designing the job and the work environment so as to include the
characteristics of the QWL dimensions discussed above will contribute to the worker’s
sense of well-being, and provide a more positive start to other work motivation
programmes within the organization.. Kirkman (1989) suggests that in the future work
society; the drive for more humanitarian treatment both in and out of work will increase.
Cheng S in his paper QWL through employee participation in Singapore has
discussed the following four different approaches to QWL Employee share option
scheme, Joint management consultation, Quality circle and Industrial relations circle.
This is an interesting situation given the high degree of emphasis on achieving
high standards in performance and quality known in Singapore.
QWL has also been viewed in a variety of ways including a) as a movement b) as
a set of organizational interventions and c) as a type of working life felt by employees
QWL, Self-evaluation and life satisfaction among American Africans.
When for many people sex and relationships are troublesome--since they are often
hazardous to our health--work plays an even greater role in keeping us "out of trouble."
Regardless of how much we earn, most of us have some kind of agenda or work plan.
And with so many people opening a home and a cyber-office, with mounting levels of
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technology-related stress (which Bruria Ginton, owner turned content-provider, calls
frustression), many of us end up involved in more than one job, which we feel compelled
to get done, spending the greatest portion of our lives in what we consider our workplace.
So Quality of Work Life (QWL) is not some notion of frivolous luxury. QWL is just as
real and useful as virtual reality itself.
1.6 APPROPRIATENESS OF THE SURVEY METHOD
The objective of study was to ascertain the quality of work life of the employees
in specific work environment relationship. For this best suited method was survey
method.
Hence a questionnaire method is chosen which is free from bias of the interviewer
and large sample can be made use of and thus the result can be more dependable and
reliable
1.7 SAMPLING PROCEDURE
Sampling is a method of selecting a few items from a particular group to be
obtaining relevant data which help in drawing conclusions regarding the entire group i.e.
population or universe.
SAMPLING SIZE:
The sample size selected for the study was 100 employees of “CLASSIC
MOULDS & DIES LIMITED”.
1.8 CONSTRUCTION OF THE TOOL:
To measure the effectiveness of QWL. Questionnaire method is used.
The questionnaire consists of two sections.
Section 1: collect the personal details about respondents.
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Section 2: consists of 20 Questions which deal with QWL.
In this study, structured questionnaire means “a set of questions (statements) which is
administered to the respondents. To assess their attributes opinion, information which is
needed for the project.
1.9 ANALYSIS AND INTERPRETATION:
The data collected are classified, analysed and calculated. The statistical tools
are applied for the analysis of the data. The tools used are Percentage analysis, weighted
average method and Chi – square test.
1. Percentage analysis:
Percentage refers is a special kind of ratio. Percentages are used in making
comparison between two or more series of data. They are used to describe
relationship. More over percentages can also be use to compare the relative terms of
the distribution of two or more series of data.
Formula:
Percentage of Respondents = No. of respondents * 100 Total no. of respondents
2. Weighted Average Method:
Weighted Average Method was applied to find out the desirable policies &
practices that are adopted by the company by ranking certain criteria's in some of the
important functional areas of H.R.
Formula:
Weighted average method = (X1W1 + X2W2 + X3W3 +……..) n
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3. Chi - square test:
Chi - Square is a non-parametric technique, most commonly used fay a research
to test the analysis. The main objective of chi-square is to determine whether significant
difference exist among group of data
Formula:
Chi - Square test = Σ (Oi - Ei) 2/ Ei
Oi = Observed frequency
Ei = Expected frequency
Degree of freedom = n – 1.
1.10 ORGANISATION OF THE PROJECT
Chapter – 1
Introduction of the topic with Significance, Objectives, Limitations, Review of
Literature, Appropriateness of the Survey Method, Sampling Procedure, Construction of
the tool, Analysis & Interpretation and Organisation of the Project.
Chapter – 2
A report of the industrial profile and detailed report of CLASSIC MOULDS & DIES
LIMITED and its achievements and Mile stones.
Chapter – 3
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The Analysis is done by using tables and charts. The tools used are percentage
Analysis, Chi-square, Weighted Average Method.
Chapter – 4
Summary of findings and suggestions.
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CHAPTER: II
2.1 INDUSTRY PROFILE
The Plastics Industry in India has made significant achievements ever
since it made a modest but promising beginning by commencing production of
Polystyrene in 1957. The chronology of manufacture of polymers in India is summarised
as,
-1957-Polystyrene
-1959-LDPE
-1961-PVC
-1968-HDPE
-1978-Polypropylene
The potential Indian market has motivated Indian entrepreneurs to acquire
technical expertise, achieve high quality standards and build capacities in various facets
of the booming plastic industry. Phenomenal developments in the plastic machinery
sector coupled with matching developments in the petrochemical sector, both of which
support the plastic processing sector, have facilitated the plastic processors to build
capacities to service both the domestic market and the markets in the overseas.
The plastic processing sector comprises of over 30,000 units involved in
producing a variety of items through injection moulding, blow moulding, extrusion and
calendaring. The capacities built in most segments of this industry coupled with inherent
capabilities has made us capable of servicing the overseas markets.
The economic reforms launched in India since 1991, have added further fillip to the
Indian plastic industry. Joint ventures, foreign investments, easier access to technology
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from developed countries etc have opened up new vistas to further facilitate the growth of
this industry.
INDIAN PLASTIC INDUSTRY
The Indian Plastic Industry has taken great strides. The last few decades have
seen it rise to the position of a leading force in the country with a sizeable base. The
industry itself is growing at a fast pace and the per capita consumption of plastics in the
country has increased manifold as compared to the earlier decade. Plastics has
undoubtedly gained notable importance in every sphere of activity. It has substituted and
saved scarce natural resources. It is an inseparable part of our daily life. Constant
developments in polymer technology, processing machineries, know how and cost
effective production is fast replacing conventional materials in every segment with
plastics.
India ranks 8th in the world with per capital consumption of 4.6 kgs. which is
likely to increase to 7.9 kgs. by March 2008, if availability of polymers is not a constraint
Polymers demand in India may reach a figure of 12 million tonnes by 2010-11. India is
expected to be the third largest consumer of polymers after US and China by that time.
20% compounded growth rate expected in next 5yrs.
The plastic processing sector comprises of over 30,000 units involved in
producing a variety of items. The plastic industry here includes finished plastic products
to raw materials and processing equipment.
Demand for plastics was ever growing. Mid 1990s came with a need to organize the
Indian plastics sector as much as to consolidate the global markets. The Indian plastics
industry faced intense competition from companies that were globally consolidated.
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Indian plastic industry needed technological advancements to compete the existing
players in terms of product quality, cost and quantity
Joint ventures, foreign investments and easier access to technology from developed
countries have opened up new vistas to further facilitate the growth of this industry.
Phenomenal developments in the plastic machinery sector coupled with matching
developments in the petrochemical sector, have facilitated the plastic processors to build
capacities to service both the domestic market and the markets in the overseas.
We took this as an opportunity to present Indian Plastic Industry as an organized
sector. We created an industry vertical, Indianplasticportal.com, representing the
industry. Individual industries gradually came forward displaying their inventory to the
world and giving their global counterparts a tough competition. The small scale sector
also got a platform to present themselves through our customized solutions for them.
2.2 COMPANY PROFILE
Classic Moulds & Dies is 14 years old company in Moulds & Dies
Manufacturing Business.Classic Moulds & Dies is a firm believer in adopting
advanced technologies to produce quality tools.
Classic Moulds & Dies (CMD) specialized in:
Plastic Moulds for
-Automobile industries
-Hangers (Garment industry)
Press Tools
Jigs & Fixtures
Paver Brick Moulds
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About us - Company ProfileYEAR FOUNDED - 1993
PROMOTERS - Mr. D. Ravi & Mr. Y. Sundarsanarao
FACTORY AREA - 25000 Sq.ft
EMPLOYEES - 150 Nos
MAIN FACILITIES - CNC Milling Mechine -3 Nos
EDM Mechine -3 Nos
Wire EDM -1 Nos
CAD/CAM Software -2 Nos
MAIN DIVISIONS - TOOLING DIVISION
AUTOMOBILE INDUSTRIES
GARMENTS INDUSTRIES
CONSUMER DURABLE INDUSTRIES
ELECTRICAL INDUSTRIES
PRE-CAST CONCRETE INDUSTRIES
- COMPONENTS DIVISION
ELECTRICAL INDUSTRIES
HEAVY ELECTRICAL INDUSTRIES
ARCHITECTURAL/ STRUCTURAL
AUTOMOBILE INDUSTRIES
MAIN PRODUCTS - Plastic Injection Moulds
Press Tools
Jigs & Fixtures
Paver Brick Moulds
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- Precision Machine Parts
Sheet Metal Parts
Plastic Parts
Assemblies & Sub Assemblies
AWARD & CERTIFICATE - ISO 9001
People are the greatest assets of Classic Moulds & Dies. The company is committed to
investing in each employee, taking them through the technological evolution, training
and upgrading them to perform their best.List of Machines:
1. Makino S56 - VMC
2. YCM TV146A – VMC
3. YCM MV66A – VMC
4. Ecowin MIC 542 – CNC EDM
5. Ecowin MIC452 – PNC EDM
6. CNC - Lathe -Colchester
CNC - Milling - Makino
7. Electronica – Eurocut 734 - Wirecut
8. Hauser – Jig Grinding Machine
9. Hauser – Jig Boring Machine
10. Okamato Surface Grinding Machine
11. Proth Surface Grinding machine
12. GMT Surface Grinding Machine
13. HMT Milling Machine And having other supporting machines like Lathe, drilling
machines etc.,
Having Well-equipped Metrology facility. Classic Moulds and Dies understands the
clients' business needs. We have 75 % Indian Market and 25 % Overseas Market.
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CHAPTER – III
ANALYSIS AND INTERPRETATION
Table No: 1
Age of respondents
Age No. of respondents Percentage
20 – 30 30 30.0
31 – 45 45 45.0
46 & above 25 25.0
Total 100 100.0
INFERENCE:
The above table shows that majority of 45% of the respondents belongs to the
age group of 31 to 45 and 30% of the respondents lies between 20 to 30 age group. 25%
of the respondents fall from the age group of 46 and above. The study reveals that all the
respondents all age group level are well capable of assessing the quality of their work
life.
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Table No. 2
Experience of the respondents
Experience No. of Respondents Percentage
Below 1 year - -
1 – 5 years 19 19
5 – 10 years 24 24
Above 10 years 57 57
Total 100 100
INFERENCE:
The above table shows that majority of 57% of the respondents are with an
experience of more than 10 years and 24% are 5 to 10 years of experience. 19% of the
respondents are with 1-5 years experience. No respondent is less experienced. The study
reveals that all the respondents are well experienced, so they are well capable of
assessing the quality of their work life.
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Table No – 3
Income level of the respondents
Income Level No. of Respondents Percentage
Below Rs. 5,000 - -
Rs. 5,000 – Rs.10,000 38 38
Rs. 10,000 – Rs.20,000 59 59
Above Rs. 20,000 3 3
Total 100 100
INFERENCE:
The above the table shows that as much as 82 per cent of the respondents are in
the higher income group of more than Rs. 10,000 income per month. Hence it can be
inferred that monetary benefits are not a constraint to assess the quality of work life, in
the study unit.
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Table No – 4
Using skills and abilities to perform the job
Opinion No. of Respondents Percentage
Strongly Agree 46 46
Agree 51 51
Disagree 2 2
Strongly Disagree 1 1
Total 100 100
INFERENCE:
The above the table states that as much as 97% of workers in the study unit were
of the opinion that their job enables them to use their skills and abilities in full. Only 3%
of them disagreed to this point. Hence it can be inferred that the work in the study unit is
such that which allows almost all the workers to use their skill and ability in full.
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Table No – 5
Equal treatment at work place
Opinion No. of Respondents Percentage
Strongly Agree 43 43
Agree 57 57
Disagree - -
Strongly Disagree - -
Total 100 100
INFERENCE:
The above the table shows that no harm is done to the self-respect of the workers
in the study unit. 43% of the respondents strongly agreed to the statement and 57% of the
respondents also opinioned that the workers are treated equally with respect at their
work places. Thus it can be concluded that the organization provides equal treatment at
work place.
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Table No – 6
Conditions on my job allows me to be productive
Opinion No. of Respondents Percentage
Strongly Agree 46 46
Agree 51 51
Disagree 2 2
Strongly Disagree 1 1
Total 100 100
INFERENCE:
From the above table it can be understood that almost 97% all the workers in the
study unit either agree or even strongly agree that the conditions on their job allow them
to be productive. Only 3% of them were of negative opinion. Thus, it is clear that the
conditions on job are congenial to raise the productivity of the workers which is very
essential for both the management and workers to achieve their objectives of higher
productivity.
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Table No – 7
Opportunity to develop special abilities
Opinion No. of Respondents Percentage
Strongly Agree 25 25
Agree 63 63
Disagree 12 12
Strongly Disagree - -
Total 100 100
INFERENCE:
The above table states that 25% of the workers strongly agree to the point that
there are adequate opportunities to develop their own special abilities in the work place.
63% of the respondents agree to it only to some extent. Only 12% of the workers find no
such opportunities in the study unit. Hence, it can be inferred that the opportunities
available in the workplaces to develop the special abilities of the workers is satisfactory.
No doubt in the improvement of special abilities would definitely improve the quality of
work life in the study unit.
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Table No – 8
Organisations provides enough guidance to get the job done
Opinion No. of Respondents Percentage
Strongly Agree 24 24
Agree 58 58
Disagree 17 17
Strongly Disgree 1 1
Total 100 100
INFERENCE:
The above table shows that 82% of the workers in the study unit are satisfied
with the guidance provided to them by the superiors/managers to get the work done
easily. 18% of the respondents disagreed to accept it. Hence, it con be inferred that
guidance to work, which is essential for the quality work life which is provide at the
work place in the study unit.
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Table No – 9
Organization provides high quality tools and techniques to do the job
Opinion No. of Respondents Percentage
Strongly Agree 65 65
Agree 32 32
Disagree 3 3
Strongly Disagree - -
Total 100 100
INFERENCE:
As shown in the table, the opinion of the respondents as regard to the positive
factors of the high quality tools and techniques required to perform the job. 65% of the
respondents very strongly agree & with the provisions made to utilize quality tools and
techniques to perform the job, and 32% of the respondents also agree with then
statements, are hand only 3 per cent of the respondents are refused to accept it. Hence it
can be concluded that there is positive attitude towards the provisions of tools techniques.
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Table No – 10
Opportunities for promotion are good
Opinion No. of Respondents Percentage
Strongly Agree 20 20
Agree 52 52
Disagree 27 27
Strongly Disagree 1 1
Total 100 100
INFERENCE:
As shown in the table, the opinion of the respondents as regard to the chances
for promotion is not appreciable compared to other determinants of quality of work life.
Only 72% of the respondents has agreed that the chances for promotion are good in the
study unit where as, as much as 28% of the workers refused it. Hence, it can be
concluded that the chances for promotion are not attractive among the workers even
though majority of them agree to it.
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Table No – 11
The safety of workers is at high priority
Opinion No. of Respondents Percentage
Yes 59 59
No 41 41
Total 100 100
INFERENCE:
As pointed out in the table, 59% of the respondents opinioned that high priority
was assumed to safety at work place and other side of the coin reflects 41% of the
respondents disagreed . Hence, it can be concluded that the safety towards the employees
need to be concentrated highly to ensure safe and secured work life.
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Table No – 12
Infrastructure facilities are Good
Opinion No. of Respondents Percentage
Yes 90 90
No 10 10
Total 100 100
If “Yes” which of the following do you like
Opinion No. of Respondents Percentage
First aid 7 7
Canteen 27 27
Lightening and ventilation 56 56
Others 10 10
Total 100 100
INFERENCE:
Above table shows that 56% of the respondents are satisfied with lightening
and ventilation facilities provided in the work place, followed by 27% satisfied with
canteen facilities and 7% of the respondents opinioned on first aid facilities, 10% of the
respondents opinioned on others includes drinking water, rest rooms etc.
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Table No – 13
Fringe benefits are good in the organization
Opinion No. of Respondents Percentage
Strongly Agree 28 28
Agree 56 56
Disagree 15 15
Strongly Disagree 1 1
Total 100 100
INFERENCE:
As shown in above table 34% of the workers accept that the fringe benefits
offered to them are good and enough to their expectations. As much as 56% were of the
opinion that the fringe benefits are somewhat good, though not up to their expectations.
The remaining 16% were of the opinion that the fringe benefits offered in the study unit
are not at all up to their expectations. Hence it can be concluded that the fringe benefits
offered in the study unit, in general, are not up to the expectation of the workers.
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Table No - 14
The supervisor is concerned about the welfare of the workers
Opinion No. of Respondents Percentage
Strongly Agree 25 25
Agree 45 45
Disagree 25 25
Strongly Disagree 5 5
Total 100 100
INFERENCE:
As the above table states that the attitude of the supervisor towards the welfare
of the workers is positive for 70% of the workers only. The remaining 30% were of the
opinion that the attitude of their supervisor was not in favor of their welfare. Thus the
attitude of the supervisors are not satisfactory and it is a hurdle in the assessment of the
quality of work life in the study unit.
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Table No – 15
Job security
Opinion No. of Respondents Percentage
Strongly Agree 53 53
Agree 46 46
Disagree 1 1
Strongly Disagree - -
Total 100 100
INFERENCE:
The above table shows that 53% of the workers strongly feel that there is
security for their job and only one worker feel that there is no security for the job. Job
security is the vital factor to access the quality of the work life in any organization. Since
the job security in the study unit ensures that there are majority chances for good
performance and as a result the quality of work life are up to the expectation.
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Table No – 16
Helping tendencies of supervisor
Opinion No. of Respondents Percentage
Strongly Agree 33 33.0
Agree 54 54
Disagree 11 11
Strongly Disagree 2 2
Total 100 100
INFERENCE:
From the above table, it can be understood that the helping tendency of the
supervisor is not up to the expectations of the respondents as only 33% of them strongly
accept that the supervisors are lending their helping hands always. 54% of the workers
are the view that the supervisor are helping at times are not always. The remaining 13%
are of the opinion that they are not at all helped by their supervisor. The helping
tendencies of the supervisors determine the quality of work life in any organization, it is
up to the required expectations level of the workers in the study unit.
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Table No – 17
Training opportunities helped in terms of improving the quality of work
Opinion No. of Respondents Percentage
Strongly Agree 30 30
Agree 54 54
Disagree 15 15
Strongly Disagree 1 1
Total 100 100
INFERENCE:
The above the table states that only 30% of the workers strongly accept that
there are training opportunities in the study unit, which helps them to perform their job
safely and competently. 54% of the workers accept to some extent that the training
opportunities are available and helpful. The remaining 17% were of the opinion that they
had no such opportunities. Training is very essential for quality of work life in any
organization. The training opportunities offered in the study unit are up to the
expectations of the workers at present.
37
Table No – 18
Employees opinion about work stress
Opinion No. of Respondents Percentage
Always 29 29
Often 64 64
Sometimes 6 6
Never 1 1
Total 100 100
INFERENCE:
The above table shows that except only one worker of all the 99 workers are of
the opinion that their work is stressful one. Among them, 29% of the workers opinioned
that the stress is always there in the work and a vast majority of 64% feels that they often
find their work stressful. Only 6% of the workers have stated that their work is stressful
sometimes and not always. Hence it can be inferred that the work is stressful one, which
if allowed uncontrolled will spoil the quality of work in the study unit.
38
Table No – 19
Employees opinion on work schedule
Opinion No. of Respondents Percentage
First Shift 65 65
Second Shift 4 4
Third Shift 0 0
General Shift 31 31
Total 100 100
INFERENCE:
From the table 69% of workers are satisfied with first shift, 31% of workers are
satisfied with general shift and 4% of the workers opinioned on second shift. Hence the
majority of the respondents accepts with their first shifts.
39
Table No – 21
Accepting suggestions by the supervisors
Opinion No. of Respondents Percentage
Strongly Agree 35 35
Agree 51 51
Disagree 12 12
Strongly Disagree 2 2
Total 100 100
INFERENCE:
Above the table 35% of the workers opinioned that their supervisors are
always accept their suggestions and get positive motivations from them. 58% state that
their supervisors accept their suggestions sometimes and not always. The remaining 14%
reveals that their supervisors never lend their ears to their suggestions. So, these workers
were motivated negatively by their supervisors. Though there is no need for the
supervisors to accept all the suggestions offered by the workers yet they shall not be
motivational exists in the study unit in the form of discarding the suggestions made by
the workers.
40
Table No – 22
Proud to be a part of CLASSIC MOULDS & DIES Ltd.
Opinion No. of Respondents Percentage
Strongly Agree 81 81
Agree 18 18
Disagree 1 1
Strongly Disagree - -
Total 100 100
INFERENCE:
The above table shows that except only one worker, all the 99% of the workers
are of the opinion that they are very proud to work in the study unit. Thus the image of
the study unit in the minds of the workers is very high, which is very essential for
improving the quality of work life in it.
41
Chi - Square –Test – ITable – 23
Opinion about promotions and the experience of the workers.
Experience Level
Strongly Agree
Agree DisagreeStrongly Disagree
Total
1 -5 years5
(3.8)9
(9.9)5
(5.1)0
(0.2)19
5 – 10 years3
(4.8)11
(12.5)10
(6.5)0
(0.2)24
>10 years12
(11.4)32
(29.6)12
(15.4)1
(0.6)57
Total 20 52 27 1 100
HYPOTHESIS:
There is no significant relationship between the experience level of workers and their opinion
about promotions.
Degree of Freedom [d.f] = (r-1) (c-1)
= (4 -1) (3 – 1)
= 3*2 = 6
Significance level of 6 at 5%
Calculated value [C.V] = 4.944
Table value [T.V] = 12.592
Conclusion:
Since the calculated value is less than the table value, the null hypothesis is
accepted. So it is proved that there is no significant relationship between the experience
level of workers and their opinion about promotions
42
Chi - Square –Test – II Table – 24
Opinion about fringe benefits and income level of the workers.
Income LevelStrongly
AgreeAgree Disagree
Strongly Disagree
Total
5000-100008
(10.6)22
(21.3)8
(5.7)0
(0.4)38
10000-2000020
(16.5)32
(33.0)6
(8.9)1
(0.6)59
>200000
(0.8)2
(1.7)1
(0.5)0
(0.0)3
Total 28 56 15 1 100
HYPOTHESIS:
There is no significant relationship between the opinion of respondents with different
income level and their opinion on fringe benefits.
Degrees of Freedom[d.f] = (r-1) (c-1)
= (4 -1) (3 – 1)
= 3*2 = 6
Significance level of 6 at 5%
Calculated value [C.V] = 5.559
Table value [T.V] = 12.592
CONCLUSION:
Since the calculated value is less than the table value, the null hypothesis is
accepted. So it is proved that there is no significant relationship between the opinion of
respondents with different income levels and their opinion on fringe benefits.
43
Chi – Square Test – IIITable – 25
Opinion about the opportunities provided in the organization to develop the employees abilities and their equal treatment at work place.
Equal Treatment at work place.
Strongly Agree
Agree Disagree Total
Strongly Agree25
(10.8)14
(27.1)4
(5.2)43
Agree0
(14.2)49
(35.9)8
(6.8)57
Total 25 63 12 100
HYPOTHESIS:
There is no significant relationship between the equal treatment of workers and their
opportunities to develop their own abilities in the organization.
Degrees of Freedom[d.f] = (r-1) (c-1)
= (3 -1) (2 – 1)
= 2*1 = 2
Significance level of 2 at 5%
Calculated value [C.V] = 44.694Table value [T.V] = 5.991
CONCLUSION:
Since the calculated value is higher than the table value, the null hypothesis is
rejected. So it is proved that there is significant relationship between the equal treatment
of workers and their opportunities to develop their own abilities in the organization.
44
Chi – Square Test –IVTable – 26
Opinion about the Employees Priority to Safety and Their Acceptance of Suggestions by their Superiors.
Employees opinion prior to safety
Strongly Agree
Agree DisagreeStrongly Disagree
Total
Yes16
(20.7)33
(30.1)8
(8)2
(2)59
No19
(14.4)18
(20.9)4
(4.9)0
(0.8)41
Total 35 51 12 2 100
HYPOTHESIS:
There is no significant relationship between the employee’s opinion on priority to safety and
their acceptance of suggestion by their superior.
Degrees of Freedom[d.f] = (r-1) (c-1)
= (4 -1) (2 – 1)
= 3*1 = 3
Significance level of 3 at 5%
Calculated value [C.V] = 4.922
Table value [T.V] = 7.815
CONCLUSION:
Since the calculated value is lesser than the table value, the null hypothesis is
accepted. So it is proved that there is no significant relationship between the employee’s
opinion on priority to safety and their acceptance of suggestion by their superior.
45
Weighted Average Method:Table – 27
Employee’s perception on motivational insights
InsightsRank (1-5)
Total5 4 3 2 1
Interest in work 28 26 26 14 6 100
Recognition 34 24 1 16 16 100
Award and Rewards 9 22 23 24 22 100
Compensation 10 12 20 17 41 100
Friendly Co-workers 19 16 21 29 15 100
Weighted average method = (X1W1 + X2W2 + X3W3 + --------)/N
a. Interest work = (28*5 + 26*4 + 26*3 + 14*2 + 6*1)/N
= (140 + 104 + 78 + 28 + 6)/100
= 356/100 = 3.56 b. Recognition = (34*5 + 24*4 + 10*3 + 16*2 + 16*1)/N
= (170 + 96 + 30 + 32 + 16)/100
= 344/100 = 3.44c. Awards &
Rewards = (9*5 + 22*4 + 23*3 + 24*2 + 22*1)/N
= (45 + 88 + 69 + 48 + 22)/100
= 272/100 = 2.72
d. Compensation = (10*5 + 12*4 + 20*3 + 17*2 + 14*1)/100
= (50 + 48 + 60 + 34 + 41)/100
= 233/100 = 2.33e. Friendly
Co-workers = (19*5 + 16*4 + 21*3 + 39*2 + 15*1)/100
= (95 + 64 + 63 + 58 + 15)/100
= 295/100 = 2.95
46
Rank Weighted Average Score
Rank Weighted Average Attributes
I 3.56 Interest in work
II 3.44 Recognition
III 2.95 Friendly Co-workers
VI 2.72 Awards and Rewards
V 2.33 Compensation
INFERENCE:
From the table it is clear that among the motivational insights factors interest in
work ranks the top with 356 points resulting an average of 3.56 followed by recognition
with 344 points weighing an average of 3.44. It reveals that both the management and
the workers are in mutual understanding as the interest in the work ranks high and the
recognition of the workers ability and skill by the management is also at high level.
The motivational factors like awards and rewards, compensation and
friendliness with co-workers rank less than the general average of 3. It envisages that the
management needs concentration on awarding rewards and in paying compensation
where as the workers shall develop friendliness with their co-workers to make the work
life a quality one.
47
CHAPTER – IV
4.1 FINDINGS FROM THE STUDY
The following findings were observed:
From the table 1, it is inferred that majority of 45% of the respondents belongs
to the age group of 31 to 45 and 30% of the respondents lies between 20 to 30
age group. 25% of the respondents fall from the age group of 46 and above.
From the table 2, it is inferred that majority of 57% of the respondents are with an
experience of more than 10 years and 24% are 5 to 10 years of experience. 19%
of the respondents are with 1-5 years experience. No respondent is less
experienced.
From the table 3, it is inferred that as much as 82 per cent of the respondents are
in the higher income group of more than Rs. 10,000 income per month.
From the table 4, it is inferred that as much as 97% of workers in the study unit
were of the opinion that their job enables them to use their skills and abilities in
full. Only 3% of them disagreed to this point.
From the table 5, shows that no harm is done to the self-respect of the workers in
the study unit. 43% of the respondents strongly agreed to the statement and 57%
of the respondents also opinioned that the workers are treated equally with respect
at their work places.
From the table 6, it is inferred that almost 97% all the workers in the study unit
either agree or even strongly agree that the conditions on their job allow them to
be productive. Only 3% of them were of negative opinion.
48
From the table 7, it is inferred that 25% of the workers strongly agree to the point
that there are adequate opportunities to develop their own special abilities in the
work place. 63% of the respondents agree to it only to some extent. Only 12%
of the workers find no such opportunities in the study unit.
From the table 8, it is inferred that 82% of the workers in the study unit are
satisfied with the guidance provided to them by the superiors/managers to get the
work done easily. 18% of the respondents disagreed to accept it.
From the table 9, it is inferred that the opinion of the respondents as regard to the
positive factors of the high quality tools and techniques required performing to do
the job. 65% of the respondents very strongly agree & with the provisions made
to utilize quality tools and techniques to perform the job, and 32% of the
respondents also agree with the statements, and only 3% of the respondents are
refused to accept it.
From the table 10, it is inferred that the opinion of the respondents as regard to
the chances for promotion is not appreciable compared to other determinants of
quality of work life. Only 72% of the respondents have agreed that the chances
for promotion are good in the study unit where as, as much as 28% of the workers
refused it.
From the table 11, it is inferred that 59% of the respondents opinioned that high
priority was assumed to safety at work place and other side of the coin reflects
41% of the respondents disagreed.
From table 12, it is inferred that 56% of the respondents are satisfied with
lightening and ventilation facilities provided in the work place, followed by 27%
satisfied with canteen facilities and 7% of the respondents opinioned on first aid
49
facilities, 10% of the respondents opinioned on others includes drinking water,
rest rooms etc.
From the table 13, it is inferred that 34% of the workers accept that the fringe
benefits offered to them are good and enough to their expectations. As much as
56% were of the opinion that the fringe benefits are somewhat good, though not
up to their expectations. The remaining 16% were of the opinion that the fringe
benefits offered in the study unit are up to their expectations.
From the table 14, it is inferred that the attitude of the supervisor towards the
welfare of the workers is positive for 70% of the workers only. The remaining
30% were of the opinion that the attitude of their supervisor was not in favor of
their welfare.
From the table 15, it is inferred that 53% of the workers strongly feel that there is
security for their job and only one worker feel that there is no security for the job.
From the table 16, it is inferred that the helping tendency of the supervisor is not
up to the expectations of the respondents as only 33% of them strongly accept that
the supervisors are lending their helping hands always. 54% of the workers are the
view that the supervisor are helping at times are not always. The remaining 13%
are of the opinion that they are not at all helped by their supervisor.
From the table 17, it is inferred that only 30% of the workers strongly accept that
there are training opportunities in the study unit, which helps them to perform
their job safely and competently. 54% of the workers accept to some extent that
the training opportunities are available and helpful. The remaining 17% were of
the opinion that they had no such opportunities.
50
From the table 18, it is inferred that except only one worker of all the 99 workers
are of the opinion that their work is stressful one. Among them, 29% of the
workers opinioned that the stress is always there in the work and a vast majority
of 64% feel that they often find their work stressful. Only 6% of the workers have
stated that their work is stressful sometimes and not always.
From the table 19, it is inferred that 69% of workers are satisfied with first shift,
31% of workers are satisfied with general shift and 4% of the workers opinioned
on second shift.
From the table 20, it is inferred that 35% of the workers opinioned that their
supervisors are always accept their suggestions and get positive motivations from
them. 58% state that their supervisors accept their suggestions sometimes and not
always. The remaining 14% reveals that their supervisors never lend their ears to
their suggestions. So, these workers were motivated negatively by their
supervisors.
From the table 21, it is inferred that shows that except only one worker, all the
99% of the workers are of the opinion that they are very proud to work in the
study unit. Thus the image of the study unit in the minds of the workers is very
high, which is very essential for improving the quality of work life in it.
4.2 SUGGESTIONS AND RECOMMENDATIONS
51
The employees of CLASSIC MOULDS & DIES Ltd.,
expecting the following from the company.
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
Employee’s 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
52
4.3 CONCLUSION
From the study, it is clear that quality of work life of employees in CLASSIC
MOULDS & DIES Ltd., is good. This research highlights some of the small gaps in
employee’s satisfaction towards the company.
Compared to other companies believe in employee’s satisfaction and brilliant
productivity hours. Quality mission includes not only the quality of the products but
also the Quality of Work Life.
CLASSIC MOULDS & DIES Ltd 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.
53
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
www.qualityofworklife.com
www.ask.com
54
www.indianplasticportal.com
Respected Sir/Madam,
I Rakesh K.N doing my M.B.A. (H.R.M), Pondicherry University, have
undertaken a project study on “Quality of Work Life” on your esteemed organizational.
I would be grateful if you would kindly make it convenient to spare our valuable
time for filling up the below furnished questionnaire for me. I promise that the data
collected through this questionnaire shall be kept confidential and will be used for
academic purpose only.
APPENDIXQUALITY OF WORK LIFE - RESPONSE SHEET
QUESTIONNAIRE
1. Personal Details
NAME (OPTIONAL) :
AGE : 20 TO 30
: 31 TO 45
: 46 AND ABOVE
QUALIFICATION :
DESIGNATION :
EXPERIENCE :
<1 year 1-5 years
5-10 years 10 years
INCOME
<5000 5000-10000
10000-20000 >20000
2. The Job allows me to use my skills and abilities to the maximum level
Strongly agree
Agree
55
Disagree
Strongly Disagree
3. I am treated with respect in the work place
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
56
Agree
Disagree
Strongly Disagree
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
57
Disagree
Strongly Disagree
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
58
Never
17. Which of the following best describes your usual work schedule?
First Shift
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
59
Strongly Disagree
21. Your valuable suggestion to improve QWL _____________________________
60