a study on quality of work life cva

7/25/2019 A Study on Quality of Work Life Cva

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A STUDY ON QUALITY OF WORK LIFE IN TECH

MAHINDRA

LIMITED, CHENNAI

PROJECT REPORT

Submitted by

R.SIVAKUMAR

Register N! "#$%&'("#

In partial fulfillment for the award of the degree

Of

MASTER OF )USINESS ADMINISTRATION

In

VIVEKANANDA INSTITUTE OF MANA*EMENT STUDIES

COIM)ATORE + '# #("

JUNE %(#$

VIVEKANANDA INSTITUTE OF MANA*EMENT


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STUDIES

COIM)ATORE + '# #("

PROJECT WORK

JUNE %(#$

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7A St860 4 9815it0 / :r; 5i/e i4 Te- M1-i46r1=er!"#$%&'("#

/ M)A 68ri4g t-e 0e1r %(#& + %(#$

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I4ter415 E1>i4er Eter415 E1>i4er


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DECLARATION

I affirm that the project work titled 7A STUDY ON QUALITY OF WORK LIFE IN

TECH MAHINDRA LIMITED, CHENNAIbeing submitted in partial fulfillment for theaward of MBA is the original work carried out by me. It has not formed the part of any other

project work submitted for award of any degree or diploma, either in this or any other University.

BSig41t8re / t-e C146i61te

Register N8>=er!

"#$%&'("#

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

BSig41t8re / t-e F185t0 *8i6e


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ACKNOWLED*EMENT

he success and final outcome of this project re!uired a lot of guidance and assistance

from many people and I am e"tremely fortunate to have got this all along the completion of my

project work. #hatever I have done is only due to such guidance and assistance and I would not

forget to thank them.

I would like to e"press my sincere gratitude to our beloved $ecretary %r.&.'ulandaisamy

for having provided me with the best facilities ( infrastructure for the completion of the project.

I heartily thank our, %r.A.&alarmathi,%irector, &ivekananda Institute of Management

$tudies, for her guidance and suggestions during this project work.

I e"press my deepest thanks to M).'.&ijayalayan, *hief +"ecutive officer, &ivekananda

Institute of Management $tudies for his support and guidance the completion of the project.

I owe my profound gratitude to my project guide %r. emaBhalakrishnan, who took keen

interest on my project work and guided me all along, till the completion of my project work by

providing all the necessary information for the completion of the project.

I respect and thank '.*. Bhalakrishnan for giving me an opportunity to do the projectwork in %aaem'rish $ilk -arn and providing me all support and guidance which made me

complete the project on time. I am e"tremely grateful to him for providing such a nice support

and guidance though he had busy schedule managing the company affairs.

I am thankful to and fortunate enough to get constant encouragement, support and

guidance from all eaching staffs of my college which helped me in successfully completing my

project work. Also, I would like to e"tend our sincere regards to all the nonteaching staff of our

college for their timely support.

TA)LE OF CONTENTS

CHAPTER NO PARTICULARS PA*E NO.


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A=str1t /0

List / T1=5es /1

List / Fig8res /2

0

I4tr68ti4, Desig4 146 Ee8ti4 / t-e St860 /3

0.0. Introduction to the $tudy /3

0.1. Industry 4rofile /5

0.6. 7rgani8ation 4rofile 02

0.2 $tatement of the problem 10

0.9. 7bjectives of the $tudy 11

0.: ;eed of the $tudy 16

0.3. $cope of the $tudy 12

0.ramework 1acilities 23

2.0.0.9 %rinking #ater Arrangement are good 2 $=A target across *%$$ owers .

4ost this stage, a parallel run was initiated that ensured that all transactions were e"ecuted

in a nesting environment with regular approvals from the customer contract managers. A

successful parallel run would form the basis of a seamless ?o =ives. his model was

replicated across a number of contracts that were eventually awarded to ech Mahindra

B$? for delivery.


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)ENEFITS DELIVERED

ech Mahindra B$? created a high performance business contract delivery shared

services unit and delivered measureable business benefits on a number of customer

contracts some of them include

Improved '4= results, enabling faster !uote procurement thus reducing the order

delivery cycle time for a global biopharmaceutical company. Improved Inventory status to 5/ percent, thus ensuring billing accuracy for one of

the largest American Multinational *onsumer good company. Improved ;4$ score to *) Improvement 4lan for one of the

worlds leading brewers. Improved 4ricing $=A to 5< percent through >*) Improvement 4lan for a giant

American Multinational food and beverage corporation.

)eduction in service re!uest backlog by


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CONCLUSION

7ur long term relationship with our customer is a testimony to our creating and

consistently delivering process efficiently and effectiveness and related business benefits.

ech Mahindra B$? started operations with 10 associates, processing around 9// cases

during the first year and scaled up to 9/ associates with ability to process more 05,///

cases a year.

A)OUT TECH MAHINDRA )S*

USD &((

MillionObusiness

&((

Million O transactions

#countries 11, 9//

ech Mahindra business $ervices ?roup C B$? D focuses on business process as a

services C B4AA$D and B47 services across various industries like elecom , >inancial

$ervice , ) etail , i ech , Agriculture and >ood and Beverage . 7ur approach goes

beyond cost reduction to process optimi8ation and ownership through automation and

productivity improvements.

ech Mahindra B$? delivers value for customers through flawless e"ecution of a

seamless suite of services that operate across the entire lifestyle of the end users andcovers both the revenue and cost sides of the customers business operations .he B$?

includes 7perations, B4M and *onsulting.


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MANA*EMENT TEAM

SUJIT )AKSI

CHIEF EECUTIVE G)USINESS SERVICE *ROUP

S83it )1;siis an accomplished business leader with over forty years of e"perience in the

areas of people management operations management and corporate strategy. e is

4resident. *orporate Affairs and heads the B47 CB$?D division at ech Mahindra .A

visionary and natural strategist, e has played a significant role in managing the rapid

growth of twoorgani8ations and is key member of the e"ecutive management team at

ech Mahindra.

4rior to echMahindra, he was with =ehman Brothers where he was $ir. &ice 4resident

and *hief Administrative 7fficer. is highly impressive track includes being president

?lobal 7perations, *ustomer $ervices and *+7*=, echnologies CB47 $olutions

(servicesD e was also +&4), *= echnologies and has worked with *$, )anba"y

=aboratories, Bank of India and Union *arbide. e is a graduate from 4residency

*ollege, 'olkata and holds a Masters degree in 4ersonnel Management from P=)I,

amshedpur.

VIVEK KALRA

*LO)AL HEAD, SALES AND )USINESS DEELOPMENT G)USINESS

SERVICES *ROUP

Vi@e; K15r1 isan accomplished business leader with 1< years of e"perience in sales,

operations and delivery in leading elecom, echnology and services organi8ation. ejoined ech Mahindra in 1//9 and has been instrumental in the growth strategy of the

organi8ation .4rior to the current roleG he was heading the American elco Business and

the *anadian Business Call verticalsD in ech Mahindra.


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Before joining ech Mahindra, e has undertaken key leadership positions in leading

organi8ation like ewlett 4ackard, *ompa! and $yntelG e is a gold medalist from

Motital ;ehru ;ational Institute of echnology,Allahabad.

VIJAY RAN*INENI

*LO)AL DELIVERY HEAD GTECH MAHINDRA

#ith a resolute focus on end customer delight. &ijay )angineni, ech Mahindra B$?s

?lobal %elivery ead rallies the entire organi8ation towards the objective of undertaking

wingto wing ownership of key customer relationships.

=everaging more than 1/ years of ?lobal operations and leadership e"perience in theservice industry, &ijay helps ech Mahindra B$? create compelling propositions that

delivers lasting values to customers. #ith an e!ually strong belief in E Associate as key

drivers of customer values E &ijay devotes substantial time on the operation floors ,

engaging with Motivating associate to stay focused on deliverables A firm believer in the

language of metrics , &ijay guides teams in the creation of frameworks to evaluate their

performance and undertake consistent process improvement improvement initiatives .

4rior to ech Mahindra B$?, &ijay worked with >ortune 0// organi8ations such as

American +"press,Morgan, $tanleyQ %iscover >inancial $ervice and ?+, >ocusing on

critical assignments and turnaround stories ranging from delivery to echnology and

Business 4rocess )eengineering. &ijay is an alumnus of 'ellogg $chool of Management

and also holds a Masters degree in Industrial +ngineering from University of e"as at

Arlington.

e has addressed many international industry forums and seminars on operational

+"cellence.

SV SRIRAM GSVS

*LO)AL DELIVERY HEAD GINDIA AND AFRICA, TECH MAHINDRA)S*


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$& $riram C or $&$ as he is popularly knownD is the $enior &ice 4resident B$? A ech

Mahindra $&$ is an accomplished and mission oriented leader with an impressive

e"perience of over 6/ year in directing operations, projects , and setting up new

initiatives and ventures .$&$ has proven de"terity in leading huge teams and managingglobal customers . At ech Mahindra $&$ heads delivery of domestic B$? programs. e

also leads our strategic engagement in Africa and our B4M and $olution portfolios. $&$

was instrumental in setting up the B$? Business at ech Mahindra and growing the

business from / to 02/// plus. e set up the B?$ delivery centers at

*hennai,*handigarh,4une,yderabad,'olkata,&i8ag, Ahmadabad and ;oida in India. +

also set up African centers at ;igeria, ?hana, Rambia,Malawi, *ongo B A;% ?abon.

4rior to joining ech Mahindra.$&$ served A$ A; +"ecutive &ice 4resident at *=.

echnologies American where he headed an onsite business consulting team

NARINDER SETHI

*LO)AL DELIVERY HEAD GTECH MAHINDRA )S*

;arinder is a $enior &ice 4resident with ech Mahindra A;% has more than 11 years of

e"perience in managing large and comple" B47 engagement. e is also a director on theBoard of *ustomer. e provides strong strategic focus, direction and operational

leadership to the team. e has global e"perience on increasing operational e"cellence,

setting up robust systems and to achieve high delivering high impact $IP $I?MA

projects. e leads the organi8ational journey to achieve high delivery standards for

*74*, I$7G 5//0, I$7G 02//0 A;% 4*MM =evel 6 certifications.


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#. STATEMENT OF THE PRO)LEM

@uality of work life is the most important process in the organi8ation to develop the

organi8ation and the employees work life inside the organi8ation and outside the

organi8ation due to identify the !uality of work life in organi8ation it helps to develop

the need resource not only for growth of the organi8ationeven the employees welfareand the !ualification and e"perience so under the Indian )egulations Act the !uality of

work life helps to identify the overall !uality of the environment , transparent in the

work .


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#.$ O)JECTIVES FOR THE STUDY

#.% PRIMARY O)JECTIVES OF THE STUDY

o study the @uality of work life in ech Mahindra =imited,Ambattur, *hennai

SECONDARY O)JECTIVES OF THE STUDY

o study about the welfare activities carried out in organi8ation o analysis the factors that affect the !uality of work life and away to improve

it o study the e"isting work life among the employees in the organi8ation o suggestion to method to improve the @uality of work life in the

organi8ation.


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#.' NEED OF THE STUDY

his study mainly focus on identify the various factors which contribute to !uality

of work life of employees in the ech Mahindra. he need for the study is the purpose of conducting a study among the employees

of a ech Mahindra. he main focus of the study is to identify the effectiveness and the satisfaction of

the employees in ech Mahindra Much organi8ation both private and public has reali8ed the importance of the

!uality of work life and has taken steps in the way of systemic efforts to improve

the !uality of work life of their employees.

here are various studies on relationship between working condition and newforms of work in the organi8ation.


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#." SCOPE OF THE STUDY

he scope of the study would benefits organi8ation by identify the present level of

the !uality of work life and the various techni!ue for improving the same he scope of the study is to vital role in the organi8ation as it reflects in high

productivity high morale, increased organi8ation effectiveness and peaceful

industrial relation. @uality of work life pays is to find benefits of the employees regarding of welfare

facilities provided by the organi8ation. he scope of the study would benefits the organi8ation by identify the various

techni!ues and tools for improving the !uality of work life in the organi8ation. he scope of the study is to know !uality of work life and band on that we can

know the overall productivity of the organi8ation.

#. LIMITATIONS


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he research was conducted within the limitation of organi8ation he sample was confirmed to 1// respondents therefore , this study cannot be

regarded as E fullF proof EoneF $ome respondent hesitated to give the actual situationG they feared that the

management would take any action against them. here was a fear of reprisal among the employees to reveal their personal feeling

and the result may not reflect the actual satisfaction >ew did not fill the !uestionnaire completely.


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CHAPTER %

%.# REVIEW OF LITERATURE

INTRODUCTION

Se;-1r14 G#$ observes that, historically concept @uality of work life

workingcondition however, the concept has been e"panded to include such factor as the


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e"tent of workers involvement in the job, their level of satisfaction with various aspects

in the work environment, their perceived job competence, accomplishment on the job.

Keit- G#D @uality of work life refers to the Efavorableness or unfavourableness of a

job environment for people E. he basic purpose in this regarded is to develop jobs at

uman )esource %evelopment as well as production enhancement

*14i G#& i4his study stated that the core of the !uality of work life concept is the

value of treating the worker as a human being and emphasi8ing changes in the social

technical l system of though improvement physical andpsychosocial working

environment, design and redesign of work process brought with the active involvement of

the workers in decision making.

J-4st4 G#& @uality of work life is more than simple a concept means or an end. It

embodies the following ideas dealing with a body of knowledge,concept, e"perience

related

AD Ideas dealing with the nature and process of the introduction and managing

organi8ationchange.

BD Ideas dealing with outcome of the result of the changes.

W15t4 C0532D attributes the evolution the @uality of work life to various phases in

history legislation enacted in early days in 01 thcentury to protected employees from job

and to eliminatehar8ardous working conditions following by the unioni8ation movement

in the 056/Fs and 052/Fs were initial in their steps in their direction emphasis was given

job security .

Si4g- G#& states that, !uality of work life is not based on any theory.it is concerned

with all climate of the work place reduced supervision to increased self regulation and

self management are the pillars of the !uality of work life .


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%.% THEORETICAL FRAMEWORK

INTRODUCTION

Me14i4g

@uality of work life means Ehe favorableness of a job environment for people.F

De/i4iti4

@uality of work life can be defined as Ehe !uality of relationship between employees

and the total workingenvironment.

@uality of work life is a process by which an organi8ation responds to employees needs

for developing mechanisms to allow them to share fully in making the decisions that

design their lives at work.

@uality of work life is the degree to which members of a work organi8ation are able tosatisfy important personal needs through their e"perience in theorgani8ation

J.Ri-1r6 146 J.L0

Pri4i25e / Q815it0 / :r; 5i/e

In order to humani8e work to improve the !uality of work life there are four basic

principles

T-e Pri4i25e / se8rit0

@uality of work life cannot be improved until employees are relieved of the an"iety fearand loss of future employment. the safe and fear and loss of future employment .the

working conditions must be safe and fear of economic want should be eliminated job

security , safety against occupational ha8ards is an essential pre conditions of work

T-e Pri4i25e / E98it0

here should be a direct and positive relation between effort and reward. All types of

discrimination between people doing similar work and with same level of performance must

be eliminated. +!uality also re!uires sharing the profits of the organi8ations.


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T-e Pri4i25e / I46i@i6815is>

+mployees differ in terms of their attitudes , skill , destination therefore every individual

should be provided the opportunity for development of his personality and potential

humani8ation of work re!uires that employees .

T-e Pri4i25e / De>r10

his means greater authority and responsibility to employees meaning participation in him

decision making process in proves the !uality of work life.

Per/r>14e A22r1is15

4erformance Appraisal is the key ingredient of performance management. +ach year the

employees and their immediate bosses enter into an elaborate gaming e"ercise called the

annual performance appraisal. Most of its form filling but every company still goes

through the ritual .

C14tee4 F1i5it0! *anteen facility is provide to all the employees in the organi8ation in

the year 05


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here should be proper balance between work life and personal life of employees. he

demand of work such as late hours, !uick transfers and both psychology and socially very

costly to !uality of work life

S1/e 146 -e15t-0 :r;i4g 46iti4s

o improve the !uality of work life the work environment should be congenial and free

ha8ardsdeter mental to health and safety of working hours , 8ero risk , physical

conditions of work and age restriction on lower side ensures good work environment . In

India factory act there is ade!uate provision for health, safety and welfare of the workers.

P1rtii21ti@e M141ge>e4t

+mployees want to participate in deciding matters which affects their lives.

herefore!uality circle management by objectives, suggestions system and their

participations in management help to improve !uality of work life

F5ei=5e :r; s-e685e

>le"ible working hours staggered hours reduced work week, job sharing, part time

employment and other types of alternative work scheduling their work.


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CHAPTER &


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&.# RESEARCH METHODOLO*Y

INTRODUCTION

)esearch is a systematic method of finding solution to problem it is essentially an

investigation, a recording and an analysis of evidence for the purpose of gaining

knowledge.

According to *lifford #oody , A research comprises of defining and redefining data ,

reaching conclusion , testing conclusion to determine whether they fit the formulated

hypothesis F.

RESEARCH DESI*N

A research design is known as blue print of research. he research design used in this

study is descriptive research as descriptive studies attempt to obtain a complete

andaccurate description of this situation.

SAMPLE DESI*N


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A $ample design is a finite plan for obtaining a sample a given population. he sampling

design used in this project is this project is convenience sampling.

SAMPLIN* TECHNIQUES

In this study the sampling techni!ue which is going to be adopted is nonprobability

sampling techni!ues.

SAMPLE SIE

otal number of population in the organi8ation is 52:Gthe sample si8e for this study is 1//

employees working in the organi8ation.


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SOURCE OF DATA COLLECTION

PRIMARY DATA

he primary data collected from the +mployees of &enus ?arments International throughstructured !uestionnaire. 4rimary data are those which are collected for the first time and

they are original in character

SECONDARY DATA

he secondary data is referred to the data that is collected through

records,books,reports,maga8ines, websites etc. . . .

STATISTICAL ANALYSIS

he role of statistics is functioning as a tool in design research, analy8ing its data and

drawing conclusions there from. he important statistical tools used in analysis are as

follows.

0. 4ercentage Analysis

1. *hi s!uare test

6. *orrelation

2. #eighted Average Method

&.#PERCENTA*E ANALYSIS

ere the percentage analysis is used for calculating the percentage of satisfaction level inthe total respondent.

4ercentage S ;o of respondents Q otal no of respondents " 0//


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&.% CHISQUARE TEST

*hi s!uare test is applied to test of goodness of fit, to verify the distribution of observed

data with assumed theoretical distribution. herefore it is a measure to study the

divergence of actual and e"pected fre!uencies.

*hi s!uare test CT 1D S C7+D 1Q+

&.& CORRELATION

*orrelation is the method for measuring the magnitude of linear relationship between the

two variables .It most widely used method in practice and it is known as 'arl 4earsons

*oefficient. It is donated by Hr

) S CT "yDQV CT "1. Ty1D

WEI*HTED AVERA*E METHOD

his method is better than the corresponding U; weighted method in showing the

relative change. >rom the data available under this method, inde" numbers by U;

weighted averages of relatives also could be calculated. his method provides scope for

replacing one or more items at a large stage.


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CHAPTER


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CHAPTER III

.# DATA ANALYSIS AND INTERPRETATION

.#.# T1=5e S-:s t-e Age gr82s / t-e Res246e4t

S.4 P1rti851r Res246e4t Pere4t1ge

0 Below1/ year 63 01r0 61t1

Below20 year 21-30 years 31-40 years Aboe 40

0

10

20

30

40

!0

"0

#0

1$%!

""%!

10%!

4%!

percentage

percentage

.#.# C-1rt s-:s t-e Age / t-e Res246e4t

I4ter2ret1ti4

>rom the above study and out of 1// respondents it is found the age group of each

employee below 1/ years employees is 0


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.#.% T1=5e S-:s t-e *e46er / t-e Res246e4t

S8re!

2ri>1r0

61t1

&ale 'e(ale

0

10

20

30

40

!0

"0 !!

4!

Percentage

)ercentage

.#.% C-1rt S-:s t-e *e46er / t-e Res246e4t

I4ter2ret1ti4

>rom the above study and out of 1// respondents it is foundthe employees gender in the

organi8ation 99J are Male and 29J are >emale.

S4 P1rti851r Res246e4t Pere4t1ge

0 Male 00/ 99

1 >emale 5/ 29

Tt15 %(( #((


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.#.& T1=5e s-:s t-e M1rit15 St1t8s / t-e Res246e4t


0 Married 9: 1rom the above study and 1// respondents it is found the +ducational @ualification of

the employees in the organi8ation 02.9J are $$=*, 16J are$*, 99J are U?, 3.9J are

4?

.#.$ T1=5e s-:s t-e M4t-50 i4>e / t-e Res246e4t


1 Below 0//// 061 ::

2 0///01//// 62 03

3 1///06//// 1: 06

4 Above 6///0 < 2Tt15 %(( #((

S8re! Pri>1r0 61t1

Below 10000 10001-20000 20001-30000 Aboe 30001

0

10

20

30

40

!0

"0

#0 ""

1#13

4

Percentage

)ercentage

.#.$ C-1rt s-:s t-e M4t-50 I4>e / t-e Res246e4t

I4ter2ret1ti4

>rom the above study and 1// respondents it is found the monthly income of the

employees in the organi8ation ::J are below 0//// monthly income people , 03J are


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0///01//// monthly income people , 06J are 1///06//// monthly income people

and 2J are above 9//// monthly income people .

.#.' T1=5e s-:s t-e Wr; E2erie4e / t-e Res246e4t


0 /9 year 022 31

1 :0/ year 65 05.9

6 0009 year 03 1r0 61t1

0-! year "-10 year 11-1! year Aboe 1! year

0

10

20

30

40

!0"0

#0

$0#2

1/%!

$%!

0

Percentage

)ercentage

.#.' C-1rt s-:s t-e :r; e2erie4e / t-e Res246e4t

I4ter2ret1ti4


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>rom the above study and 1// respondents is it found the work e"perience of the

employees 31J are /9 years e"perienced person, 05.9 J are :0/ years e"perienced

person,


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+ales

(an

Q0ality

controlle

r

&anager1

abo

e

Acco0nts

,olle

ction

o2c

er0%0

!%0

10%0

1!%0

20%0

2!%0

30%0

I4ter2ret1ti4

>rom the above table shows that 1:J of respondents are department of $alesman, 9J of

respondents are department of Merchandiser, 0/J of respondents are department of

4roduction incharge, abric

incharge,


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.#.#.# T1=5e s-:s t-e >2140 2r@i6e /5ei=5e :r;i4g -8r


0 $trongly Agree 006 9:.9

1 Agree 29 11.9

6 ;eutral 1< 02

2 %isagree 5 2.9

9 $trongly %isagree 9 1.9

Tt15 %(( #((

S8re! 2ri>1r0 61t1


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+trongly

Agree

Agree

4e0tral

5isagree

+trongly

5isagree

0

10

20

30

40!0

"0 !"%!

22%!

14

4%! 2%!

Percentage

)ercentage

.#.#.#! C-1rt s-:s t-e >2140 2r@i6e t-e /5ei=5e :r;i4g -8r

I4ter2ret1ti4

7ut of 1// respondents 9:.9J feels the fle"ible working hour provided to be strongly

Agree, 11.9J feels to be Agree, 02J feels to be as ;eutral, 2.9J feels to be %isagree and

1.9J feels to be strongly disagree

.

.#.#.% T1=5e s-:s t-e Le1@e /1i5ities //ere6 =0 t-e M141ge>e4t 1re S1tis/1tr0


0 $trongly Agree 62 03

1 Agree 011 :0

6 ;eutral 66 0:.92 %isagree 3 6.9

9 $trongly %isagree 2 1

Tt15 %(( #((

S8re! 2ri>1r0 61t1


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+tro

ngly

Agree

Agree

4e0tral

5isagree

+trongly

5isagree

0

10

20

30

40

!0"0

#0

1#

"1

1"%!

3%! 2

Percentage

)ercentage

.#.#.% C-1rt s-:s t-e Le1@e F1i5ities //ere6 =0 t-e M141ge>e4t 1re S1tis/1tr0

I4ter2ret1ti4

7ut of 1// respondents 03J feels to be =eave >acilities are $trongly Agree, :0J are

feels to be Agree, 0:.9J are feels to be ;eutral, 6.9J are feels to be %isagree,and 1J are

feels to be $trongly %isagree.

.#.#.& T1=5e s-:s t-e S8//iie4t Wee;e46 H5i610s 1re gi@e4


0 $trongly Agree 0: 2140 2r@i6e6 2r2er s14it1ti4 F1i5ities


0 $trongly Agree 01/ :/

1 Agree 65 05.96 ;eutral 12 01

2 %isagree 06 :.9

9 $trongly %isagree 6 0.9

Tt15 %(( #((


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S8re! 2ri>1r0 61t1

+tronglyA

gree

A

gree

4e

0tral

5isa

gree

+trongly5isa

gree

0

10

20

30

40

!0

"0

#0 "0

1/%!12

"%!1%!

Percentage

)ercentage

.#.#. C-1rt s-:s t-e s14it1ti4 /1i5ities

I4ter2ret1ti4

7ut of 1// respondents :/J feels to be sanitation facilities is $trongly Agree, 05.9J

feels to be Agree, 01J feels to be ;eutral, :.9J feels to be %isagree,and 0.9J feels to be

stronglydisagree.

.#.#.$ T1=5e s-:s t-e Dri4;i4g W1ter Arr14ge>e4t 1re g6

S4 P1rti851r Res246e4t Pere4t1ge0 $trongly Agree 9: 10 rg14i1ti4.

s4 P1rti851rs Res246e4ts Pere4t1ge

1 $trongly Agree ! 2%!2 Agree 10 !3 ;eutral $ 44 %isagree $0 40! $trongly %isagree /# 4$%! Tt15 200 100

S8re! Pri>1r0 61t1

+tronglyAg

ree

Agree

4e0tral

5isagree

+trongly

5isagree

0

10

20

30

40

!0

"0

2%! ! 4

40

4$%!

Percentage

)ercentage

2.#.#.#'C-1rt s-:s t-e 14tee4 /1i5ities 2r@i6e6 i4 >0 rg14i1ti4.

I4ter2ret1ti4

7ut of 1// respondent 1.9 J are present feels the canteen facilities provided in my

organi8ation to be $trongly agree 9 J are feels to be Agree , 2J are feels to be ;eutral ,

2/ J are feels to be %isagree . .2


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1 $trongly Agree "0 30

2 Agree !3 2"%!

3 ;eutral 40 20

4 %isagree 3/ 1/%!

! $trongly %isagree $ 4

Tt15 200 100

S8re! Pri>1r0 61t1

+trongly

Agree

Agree

4e0tral

5isagree

+trongly

5isagree

0

!

10

1!

20

2!

30

3!

30 2"%!

20 1/%!

4

Percentage

)ercentage

.#.#.#" T1=5e s-:s t-e :r; 1t>s2-ere is 5e14 tr14s21re4t

I4ter2ret1ti4

7ut of 1// respondent 6/ J are present feels the work atmosphere is clean ( transparent

in organi8ation to be $trongly agree 1:.9 J are feels to be Agree , 1/J are feels to be

;eutral , 05.9 J are feels to be %isagree . 2 J are feels to be stronglydisagree.

.#.#.# T1=5e s-:s t-e 5e@e5 / -122i4ess is -ig- :-i5e i4@5@i4g i4 3=.


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1 $trongly Agree 1$ /2 Agree "/ 34%!3 ;eutral !/ 2/%!4 %isagree 31 1!%!! $trongly %isagree 23 11%! Tt15 200 100

S8re! Pri>1r0 61t1

+trongly

Agree

4e0tral

+trongly

5isagree

0!

101!202!30

3!40

/

34%!2/%!

1!%!11%!

Percentage

)ercentage

2.#.#.#C-1rt s-:st-e 5e@e5 / -122i4ess is -ig- :-i5e i4@5@i4g i4 3=

I4ter2ret1ti4

7ut of 1// respondent 5J are present feels the level of happiness is high while involving

in job to be $trongly agree 62.9J are feels to be Agree , 15.9 J are feels to be ;eutral ,

09.9 J are feels to be %isagree . 00.9 J are feels to be stronglydisagree.


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.#.#.#T1=5e s-:s t-e s82er@isr tr8st >e /8550 146 1ssig4s t-e 3= t >e

S4 P1rti851r Res246e4ts Pere4t1ge

0 $trongly Agree 69 03.9

1 Agree 12 016 ;eutral e /8550 146 1ssig4s t-e 3= t >e

I4ter2ret1ti4

7ut of 1// respondent 03.9 J have done there by the supervisor trust on employees

feels to be $trongly agree 01 J are feels to be Agree , 21.9 J are feels to be ;eutral ,

03.9 J are feels to be %isagree . 0/ J are feels to be strongly disagree


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.#.#.%( T1=5e s-:s t-e 386g>e4t is gi@e4 =0 t-e s82erir :it-8t 140 =i1s

S4 P1rti851r Res246e4ts Pere4t1ge

0 $trongly Agree 99 13.9

1 Agree 61 0:6 ;eutral


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CORRELATION ANALYSIS

T-e =i@1ri1te rre51ti4 is 846ert1;e4 =et:ee4 t-e res246e4ts t /i46 8t t-e

re51ti4s-i2 eist =et:ee4 E2erie4e 146 386g>e4t =0 s82erir

/ here is no relationship between +"perience and judgment by superior

0 here is relationship between +"perience and judgment by superior

T1=5e 4 .#.#.%#

Crre51ti4s

+"perience udgment+"perience4earson correlation$igC1tailedD ;

0

1//

.:59 .///

1//

udgment4earson*orrelation

$igC1tailedD

;

.:59

.///

1//

0

1//

INTERPRETATION!

he bivariate correlation is undertaken between the respondents. It was hypothesi8ed thatrelationship e"ists between+"perience and judgment by superior. he result above showsthe 4ositive relationship e"ist between +"perience and judgment by superior recognition.CI, eD r.// SX/./9.ence the null hypothesis is accepted.


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CHI SQUARE

Usi4g C-i S981re t Test t-e 1ssi1ti4 =et:ee4 M4t-50 i4>e 146 22rt84it0

t 6e@e52

/ here is no association between Monthly income and opportunity to developprovided by organi8ation.

H# here is association between Monthly income and opportunity to develop providedby organi8ation.

TA)LE NO! .#.#.%%

TEST STATISTICS

Monthly income 7pportunity to develop*his!uare

dfAsympsig

53.5:/Y1

.///


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A*E OF RESPONDENTS VS FLEI)LE WORKIN* HOURS

TA)LE NO! .#.#.%&

A*E )e5: %( %#&( YRS ( YRS A)OVE (

YRS

$trongly Agree 01 66 < 6

Agree 01 61 3 1;eutral 0/ 2: 1 1

%isagree 2 0/ 6 0

$trongly disagree 6 01 0 0

$ource 4rimary data

Below 1/ C9Y01DOC2Y01DOC6Y0/DOC1Y2DOC0Y6D Q63 S 025 Q 63 S 2./13

10 6/ years C9Y66DOC2Y61DOC6Y2:DOC1Y0/DOC0Y01D Q 066 S 2:6 Q 066 S 6.2


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CHAPTER $

$.# FINDIN*S


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::.9J of the respondents are from the age group of 106/ years. 5/J of the respondents are male. 31J of the respondents are unmarried. 31J of the respondents e"perience is /9 years

::J of the respondents earning Income below 0////. 31J of the respondents are under *ustomer support *ategory. 31J of the respondents are U? graduates. 9:.9J of the respondents of work hour is strongly agree :0J of the respondents leave facilities is agree 21.9J of the respondents are feels weekend holidays are neutral. :/J of the respondents with sanitation facilities are strongly agree. 9


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CHI SQUARE TEST

here is association between Monthly income and opportunity to developprovided by organi8ation.

CORRELATION ANALYSIS

here is no relationship between+"perience and judgment by superior.


>rom the analysis made age group of above 1/ years are satisfied with workconditions.

$.% SU**ESTION

#.Management provides time to time job rotation and job incentives to the employees to

improve the overall productivity of the organi8ation.

1. he Management can conduct meeting and awards that can be given to the employees

even if it is a small achievement.

6. $ome of the )espondents feel that the salary received was not fair so the management

can take necessary step to improve the salary of the employees.

2. he management provides fle"ible working hours to the employees.

9. he management can use effective promotional policies to satisfy the employees.

:. he Management can improve the salaries of the employees based on e"perience.

3. he management can improve the following factors that affect the work environment

for a better !uality of work life.


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re!uency work life schedule

*an play vital role in the improving the !uality of work life in the organi8ation


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)I)ILIO*RAPHY

);s re/ere4es

$tatistics for Management '. $ubramani A.$antha 'othari *), )esearch Methodology Methods and echni!ues.

We=sites

www.vgste"t.com www.wikipedia.com www.@ualityof work life .com www.googleQ.!ualityof work life policy.com

J8r415s

7rgani8ation welfare )esource %r =.M. $ivalingam @uality of the work life in the organi8ation %r. ). $ujeetha$riram
http://www.wikipedia.com/http://www.quality/http://www.google/.qualityhttp://www.quality/http://www.google/.qualityhttp://www.wikipedia.com/


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A22e46i

A STUDY ON QUALITY OF WORK LIFE WITH REFERENCE TO TECH

MAHINDRA LIMITED

PART APERSONAL DATA

;ame of the employee

0. Age below 1/yrs 106/D yrs

C60 2/D yrs. CAbove 2/ yrD

1. ?ender Male >emale

6. Marital $tatus Married Unmarried

2. +ducational

@ualification 0/th 01th U? 4?

9. Monthly Income below 0//// 0///01////

1///06//// above6////

:. #ork e"perience less than 0 yr 06 yrs 69 yrs

More than 9 yrs.

3. 7ccupation customer support rainer eam leader

Manager above


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STRON*LY A*REE!GSA

A*REE! GA

NEUTRAL! GN

DISA*REE! GDA

STRON*LY DISA*REE! GSDA

PART )

4A)I*U=A) $A A ; %A $%A

T st860 1=8t t-e :e5/1re 1ti@ities 1rrie6

8t i4 rg14i1ti4

0. he company provide fle"ible working hour

1. =eave facilities offered by the managementare satisfactory

6. $ufficient weekend holidays are given.

2. *ompany provide proper sanitation facilities

9. %rinking water arrangement are good

: .he company provide cab facility for nightshift

T 14150sis t-e /1trs t-1t t-e 9815it0 / :r;

5i/e 146 1:10 t i>2r@e it


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3.I have good opportunity to develop my ownskill and abilities.

4g t-e

e>250ees i4 t-e rg14i1ti4

0/. he safety of the workers is a high prioritywith management where I work

00. 4roper feedback is given to my performance

01. I am satisfied with the salary that is provided

06. *ontinuous performance appraisal is done bythe superior.

02. My present job is as per my ability!ualification ( +"perience

09. %oes youre the organi8ation treats theemployees better than any other organi8ation.

0:. I am satisfied with the canteen facilitiesprovided in my organi8ation.

03. he work atmosphere is clean (transparent.

0


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job to me.

1/. udgment is given by the superior withoutany bias.

10. $uggestion if you have any to improve !uality of work life

11 sufficientways to improve the !uality of work life and effective work

a study on quality of work life cva

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