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CHAPTER - I
1.1 INTRODUCTION
Human Resource Development (HRD) deals with creating conditions
that enable people to get best out of themselves and their lives. Development is
a never-ending process. As people develop themselves in new directions, new
problems and issues arise, requiring them to develop new competencies to meet
the changing requirements, aspirations and problems.
At the organization level, the goal of HRD is normally to havecompetent and motivated people (employees) to ensure higher level of
productivity, profitability and growth of the organization. Organizations
normally direct their HRD efforts towards the development of competencies,
culture and commitment among employees individually or in groups.
Organizations use many mechanisms to achieve HRD goals, as without
competent and committed employees, organizations can achieve very little
even if they have excellent technological and other resource bases.
The most important and common objective of human resource
development at all levels is competence- (capacity) building for a healthy and
happy living.
The world has progressed in many unique ways and directions in the last
three decades. It has developed technologically, economically and industrially.
It is also richer in terms of human capabilities, facilities and quality of living.
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HRD - CONCEPT:
People make things happen. If people have to make things happen, they
need a set of ‘circumstance’ to make them happen. However, it is the peoplewho create ‘circumstances’ that can help them and others in making things
happen. HRD is the process of enabling people to make things happen.
HRD – STRATEGY:
Management of Human Resources is necessary in every walk of life,
industry, government, public administration and scientific research institutes.
The activities of any management can be broadly classified under,
Planning
Organization
Staffing
Directing
Controlling
QUALITY OF WORK LIFE:
Historically, work has occupied an important place in the life of human
beings. How people have thought and felt about the working experience has
also been an age old concern for both workers and managers. The term quality
of work life (QWL) was probably coined originally at the first international
conference on QWL at Arden House in 1972 (Davis & Cherns, 1975). Mills
(1978) probably coined the term quality of work life and suggested that it had
moved permanently into the vocabulary of unions and management, even if a
lot of the people using it were not exactly sure what territory it covered. During
the twentieth century, our social science conceptualizations regarding work
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have been labeled scientific management, human relations, socio-technical
systems theory, and now possibly holistic learning organizations. Cherns
(1978) argued that:
QWL owes its origins to the marriage of the structural, systems
perspective of organizational behavior with the interpersonal, human relations,
and supervisory-style perspective.
FACTORS AFFECTING QUALITY OF WORK LIFE:
14 key factors affect the quality of work life. These factors are:
1. Fair and reasonable pay compared to others doing similar work.
2. Concern over losing one’s job in the next months and years.
3. Sexual harassment or discrimination at the workplace.
4. Interesting and satisfying work.
5. Trust in senior management.
6. People at the workplace wish to get on together.
7. Recognition of efforts by intermediate manager/supervisor
8. Career prospects
9. Amount of control over the way in which work is done.
10.Health and safety standards at work.
11.Balance between the time spent at work and the time spent with family and
friends.
12.Intermediate manager/supervisor’s treatment of staff.
13.Amount of work to be done.
14.Level of stress experienced at work.
A happy and healthy employee will give better productivity, make gooddecisions and positively contribute to the organizational goal. An assured good quality
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of work life will not only attract young and new talent but also retain the existing
experienced talent.
Quality of Work Life: (QWL)
Definitions:
Indeed, it is difficult to best conceptualize the quality of work life
elements. Walton proposed eight major conceptual categories relating to QWL
as, (1) Adequate and fair compensation, (2) safe and healthy working
conditions, (3) immediate opportunity to use and develop human capacities, (4)opportunity for continued growth and security, (5) social integration in the
work organization, (6) constitutionalism in the work organization, (7) work and
total life space and (8) social relevance of work life. Several published works
have addressed the constructs that make up the QWL domain and key elements
of QWL programs. Others such as Pelsma et al. and Hart found that
psychological distress and morale contributed equally to teachers’ QWL. They
determined that in the work climate of an occupation, QWL can be assessed by
combining the amount and the degree of stress and the degree of satisfaction
experienced by the individual within his/her occupational role. Winter et
al .viewed QWL for academicians as an attitudinal response to the prevailing
work environment and posited five work environment domains that include
role stress, job characteristics, supervisory, structural and sectoral
characteristics to directly and indirectly shape academicians’ experiences,
attitudes and behavior.
Quality of work life is defined as a process by which all
members of the organization through appropriate and open
channels of communication, have some say in decisions that
affect their jobs in particular and the work environment in
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general, resulting in greater job involvement and satisfaction
and reduced levels of stress.
Quality of work life has recently emerged as an importantarea of the concern. QWL refers to the relationship between a
worker and his environment adding the human dimension to
the technical and economic dimensions within which work is
normally viewed and designed.
Lawler (1982) defines QWL in terms of job characteristics and work
conditions. He highlights that the core dimension of the entire QWL in the
organization is to improve employees’ well being and productivity.
Later definition by Beukema (1987) describes QWL as the degree to
which employees are able to shape their jobs actively, in accordance with their
options, interests and needs. It is the degree of power an organization gives to
its employees to design their work.
Vein Heskett, Sasser and Schlesinger (1997) define QWL as the feelings
that employees have towards their jobs, colleagues and organizations that ignite
a chain leading to the organizations’ growth and profitability.
Lau, Wong, Chan and Law (2001) define QWL as the favorable working
environment that supports and promotes satisfaction by providing employeeswith rewards, job security and career growth opportunities.
The recent definition by Serey (2006) on QWL is quite conclusive and
best meets the contemporary work environment. The definition is related to
meaningful and satisfying work. It includes (i) an opportunity to exercise one’s
talents and capacities, to face challenges and situations that require independent
initiative and self-direction; (ii) an activity thought to be worthwhile by the
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individuals involved; (iii) an activity in which one understands the role the
individual plays in the achievement of some overall goals; and (iv) a sense of
taking pride in what one is doing and in doing it well. This issue of meaningful
and satisfying work is often merged with discussions of job satisfaction, and
believed to be more favorable to QWL.
This review on the definitions of QWL indicates that QWL is a multi-
dimensional construct, made up of a number of interrelated factors that need
careful consideration to conceptualize and measure. It is associated with job
satisfaction, job involvement, motivation, productivity, health, safety and well-
being, job security, competence development and balance between work and
non work life.
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1.4 REVIEW OF LITERATURE
The review of literature shows that there are some studies on Quality of
work life, but no sufficient study was conducted at Salem Textiles, Attur onrelating to Quality of work life. The researcher was motivated to fill the gap in
research on quality of work life in this organization. The researcher studied
Quality of work life here because of her own interest in doing the research in
different area.
In the current scenario Quality of work life seeks to create commitment
to the organization and society at large so as to ensure higher productivity and
job involvement of the employees. Quality of work life is a process of work
organization, which enables its members at all levels to participate actively and
efficiently in shaping the organization’s environment, methods and outcomes.
It is a value based process, which is aimed towards meeting the twin goals of
enhanced effectiveness of the organization and improved Quality of life at
work for the employees.
Quality of work life is the degree to which members of a work
organization are able to satisfy their personal needs through their experience in
the organization. Its focus is on the problem of creating a human work
environment where employees work corporately and contribute to the
organization objectives. The major indicators of QWL are involvement, job
satisfaction and productivity. Quality of work life pays an important role in
influencing job involvement of workers productivity. Hence this study is
important. QWL programs emphasis cooperative relationships among the
employees, unions and management. Thus QWL can significantly change the
way in which employee relations are concluded in an organization – conflict
being replaced with cooperation.
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1.5 OBJECTIVES OF THE STUDY:
To study the conceptual framework for quality of work life of Salem
Textiles Pvt. Ltd, Attur. To study the physical environment of the workers.
To study the job involvement of the workers.
To study the wages and salary administration of the organization.
To study the superior-subordinate relationship.
To study the welfare measures, health and safety standards provided by
the organization to the workers.
To study the social security given to the workers.
To give the suggestions to improve the quality of work life.
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1.6 SCOPE OF THE STUDY:
The study is being undertaken mainly to understand the Quality of Work
Life pertaining to the organization. It helps to understand various factors such as whether the company is
showing interest in welfare of the employees, whether the employees are
facing job related stress and how far the employees are satisfied with the
present HR activities and work environment.
The study also shows the relationship between the superiors and the sub-
ordinates.
This will enable the organization to identify the needs for a better Quality of
Work Life.
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1.8 LIMITATIONS OF THE STUDY:
The study is limited to only the Automobile industry and specifically to
Salem Textiles Pvt. Ltd, Attur and cannot be extended to any other industry.
All the limitations applicable to the questionnaire method are applicable
to this survey too.
The study confines its scope only to the outcomes relating to the level of
quality of work life.
Time and cost are limiting factors for the study.
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CHAPTER - II
RESEARCH METHODOLOGY
2.1 INTRODUCTION:
Research, the word itself gives the meaning. Research refers to search
for knowledge – searching relevant facts from the existing fact. Research aims
in discovering truths. The purpose of research is to discuss answers to
questions through the applications of scientific procedures. Research comprises
defining and redefining problems, collecting, organizing, evaluating data andsuggesting solutions. The main aim of research is to find out the truth which is
hidden and which has not been discovered yet.
Research methodology is a way to systematically solve the research
problem. When we talk about the research methodology we will not talk only
about the research methods but also consider the logic behind the methods we
use in context of our research study and explain why we are using particular
method or technique.
DEFINITION:
Business research is an organized, database, systematic, critical,
objective, scientific inquiry or investigation into a specific problem undertaken,
with the purpose of finding answers or solutions to it. The information
provided could be the result of a careful analysis of data gathered first hand or
of data that are already available.
The purpose of research is to discover answers to questions through the
application of scientific procedures. Research study plays a vital role in all
kinds of business activities.
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“Research is a systematized effort to gain new knowledge”
………….. Redman & Mory
2.2 Research design:
“A research design is the arrangement of conditions for the collection
and analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure.” In fact, the research design is the
conceptual structure within which research is conducted; it constitutes the
blueprint for the collection, measurement and analysis of data.
The present study attempts to assess the quality of work life in a
Automobile Industry. It tries to assess the quality of work life and makes an
attempt to find out the working style of the organization. Hence this study is a
descriptive study.
Sampling unit:
The workers at Salem Textiles Pvt. Ltd, Attur form the sampling unit.
Population size:
450 workers working in Salem Textiles Pvt. Ltd, Attur forms the
population size.
Sample size:
The survey was conducted with 50 workers of Salem Textiles Pvt. Ltd
and the questionnaire was distributed to them.
Sampling method:
Here the researcher used the convenience sampling method to collect the data.
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‘When population elements are selected for inclusion in the sample based on
the ease of access, it can be called convenience sampling’.
Data collection:
To form conclusions and to frame decisions in any situation we need
data. Facts expressed in quantitative form can be termed as data. Success of
any statistical investigation depends on the availability of accurate and reliable
data. Hence data collecting is the basic activity for decision making.
Data can be classified as primary data and secondary data. Data collectedunder the control and supervision of the investigator is called primary data and
those derived from other sources and not collected by the investigator is
secondary data.
Data collection is classified into two namely:
1. Primary data collection2. Secondary data collection
1. Primary data – The primary data collection may be through
a) Observation method: The observation method is most commonly
used method especially in studies relating to behavioral sciences. In a way we
all observe things around us, but this sort of observation is not scientificobservation. Observation becomes a scientific tool and the method of data
collection for the researcher, when it serves a formulated research purpose, is
systematically planned and recorded and is subjected to check and controls on
validity and reliability.
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b) Interview method: It involves presentation of oral-verbal stimuli
and reply in term of oral-verbal responses. It may be conducted personally or
through telephone.
c) Questionnaire method: This method of data collection is quite
popular, particularly in case of big enquiries. It is being adopted by private
individuals, research workers, private and public organizations and even by
governments. In this method, a questionnaire is sent to the persons concerned
with a request to answer the questions and return the questionnaire. A
questionnaire consists of a number of questions printed or typed in a definite
order on a form or set of forms. The researcher has used this method to collect
data.
2. Secondary data:
Secondary data means data that are already available i.e., they refer to
the data which have already been collected and analyzed by someone else.
When the researcher utilizes secondary data, then he has to look into various
sources from where he can obtain them. In this case, he is certainly not
confronted with the problems that are usually associated with the collection of
primary.
SIMPLE PERCENTAGE ANALYSIS:
Simple percentage analysis refers to a ratio. With the help of
absolute figures it will be difficult to interpret any meaning from the collected
data, but when percentages are found out then it becomes easy to find the
relative difference between two or more attributes.
No. of respondents
Percentage = × 100 Total no. of respondents
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CHAPTER - III
PROFILE OF THE COMPANY
3.1 Introduction
. Labour has a dynamic role to play in the economic development of the
country. If rapid industrialization of the country is to be achieved; one of the
most vital factors would be proper handling of the labour. The importance of
labour in the industrial system and in the planned economy of the economy of
the country has been recognized. Thus, by providing welfare measures labour
can be kept satisfied to work for the organization and ultimately for the nation
as whole.
Welfare Facilities
The workers are provided with the following facilities:
Canteen facility
The token system is being followed. Permanent workers can get a token
book once in a month and amount will be deducted from their wages.
Whereas the temporary workers have to pay the amount to get a token book.
Hospital facility
The management provides the hospital facilities tablets for the workers.
Safety Measures
Adequate safety measures with water fire extinguishers are provided
through out the mill.
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Drinking water
In the mill, effective arrangements have been made to provide drinking
water at suitable points conveniently for the employees sufficiently
supply wholesome drinking water.
Latrines, Urinals and Bathrooms
In the concern separate enclosed accommodation of latrines and urinals
of prescribed type of for male and female workers shall be provided.
It is adequately lighted and ventilated. Sanitary workers are employed
for keeping the latrines and washing places clean.
Rest rooms, shelter and lunch room
In more than 150 workers are ordinarily employed, adequate and suitable
rest room and suitable lunch rooms were provided.
Travelling allowance
The concern has provided the van facilities on free of cost.
Leave card system
Each employee is provided leave card and kept in the custody of this
department. Supervisor if an employee wants to go leave he has to has to
update his card and get signed his immediate and personnel manager
department head.
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Attendance incentive scheme
The company did not provide the incentive to the permanent workers.
The incentives provided only trainees. If a person availing has in month
in entitled to as attendance incentives. It is called monitory incentives.
Bonus
The employers pays bonus to the employees to stimulate them in the
production process. They will give bonus to workers once in a year
dewily. The firm will give minimum 8.33% of bonus.
Increment
Increment only for workers like apprentice, trainee’s basis of their work.
Six months once increased 5 rupees. In starting period 50 rupees for 15 days
and after 13 days the worker continuously worked Rs.190 will increment.
Recruitment
Once year one time the staff selection will hold on January 1st fixed upon
9am by Managing Director. Recruitment will base on testing basis.
Performance appraisal
Performance appraisal is based on weekly basis checked by supervisor
mastery by trainees.
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3.2 COMPANY PROFILE:
Salem Textile Ltd was promoted by Shri. N.Ramasamy Udayar and
Associates Shri. Ramasamy Udayar is the Chairman of the company and hisson R.Prabakaran is the Managing Director.
The company was incorporated in Attur, salem District, Tamilnadu on
29th July, 1964. The company commenced commercial production in 1967 with
a spindlage of 3000 spindle; and 744 Rotors. The expansion over the Years to
the present level of 40/468 spindles and 744 Rotors.
The company raised term loan from institutions and internal generation
each the height. The company has also been continuously modernizing its plant
and machinery to include state of art equipment for manufacture of high quality
yarn to conform to international standards. The company undertook
modernization scheme in 1990-91 at a cost of Rs.1190 lakhs, which was
financed out of internal accruals.
The company has procured the major equipment towards 5the above
scheme and installation has been completed.
Presently, the company produces cotton carded and combed yarn as
well-as special yarn with counts ranging from 16s to100s.The company’s
products are well received in the local as well as international market. The
company identified to meet the thrust area in 1987 and strengthened its
manufacturing facilities to meet the international quality requirements for
exports.
The company’s export turnover which was Rs50 lakhs during 2000-2011
has increased steeply over the years to Rs. 200 lakhs during the year2007-2008.
The company export its product to U.K., South Korea, Hong Kong, Italy
etc…., The company has accreditation to ISO 9000.
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3.3 SALEM TEXTILES LIMITED MANAGEMENT
BOARD OF DIRECTORS Shri R.Prabakaran, B.E.,
Managing Director Shri V. Subramaniam
Shri B. Venkatesan
BANKERS ICICI Bank, CHENNAI.
The Hong Kong & Shanghai Banking
Corporation Limited, CHENNAI.
The Karnataka Bank Limited,
SALEM.
FINANCIAL INSTITUTIONS ICICI Limited, COIMBATORE.
IDBI Limited, CHENNAI.
IFCI Limited, CHENNAI.
IIBI Limited, CHENNAI.
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3.4 ORGANIZATION STRUCTURE
Executive Chairman
MD & CEO
Director Industrial
Chief Operating Manager
Production
ManagementDirector
IndustrialPersonal Accounts Material Customer
Support
Service
Asst.
Manager
Asst.
Manager
Head
Production
Head
Production
Head Pers
& AD
Head
ACC
Head
Purchase
Head
Customer
Manager Manager Asst.
Manager
Asst.
Manager
Asst.
Manager
Asst.
Manager
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3.5 HRD FUNCTIONS:
Acquisition
Development
Motivation
Maintenance of the Human Resource
DEPARTMENTS
Production
Maintenance
Stores
Electrical
Security
Time office
Quality control
PRODUCTION DEPARTMENT
Mixing
Blow room
Carding
Comber
Drawing
Simplex
Spinning
Cone winding
Auto cone winding
Packing
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Chapter references:
1. Mr. V. Raja Narayanan, “A Study on quality of work life with reference to
human resource management at NIIT Limited, Coimbatore”, Anna University,
2001.
2. Ms. T. Jayshree, “A study on quality of work life among the employees of
Sri Garments (P) ltd” 2000.
3. Mr. Ravi Rathna Kumar “ A study on quality of work life among the
employees of Santha spinning & weaving mills (p) ltd. - Saraswathi
Thiyagaraja college of arts and science, Bharathiyar university, 2005.
5. Ms. Mary Veronica “A Study on quality of working life amongst employees
in life insurance corporation of India, Coimbatore”, Indira Gandhi National
Open University, 2004.
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CHAPTER – IV
ANALYSIS AND INTERPRETATION
TABLE – 4.1 TABLE SHOWING THE AGE CLASSIFICATION OF
THE RESPONDENTS
INTERPRETATION:
It is inferred from the above table that 42% of respondents are in the
age group of 18-25 years, 26% of respondents are in the age group of 26-
40 years, 20% are in the age group of 41-50 years and 12% of the
respondents are in the age group of 51-58 years.
INFERENCE:
It is inferred from the above table that 21% of respondents are in the
age group of 18-25 years is maximum.
S.NO AGE GROUP NUMBER OF
RESPONDENT
S
PERCENTAGE
1. 18-25 21 42%
2. 26-40 13 26%
3. 41-50 10 20%
4. 51-58 6 12%
Total 50 100%
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CHART – 4.1
CHART SHOWING THE AGE CLASSIFICATION OF THE
RESPONDENTS
42%
26%
20%
12%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
18-25 26-40 41-50 51-58
P e r c e n t a g e
Age Group
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TABLE – 4.2
TABLE SHOWING THE GENDER CLASSIFICATION OF THE
RESPONDENTS
S.NO GENDER NUMBER OF
RESPONDE
NTS
PERCENTAGE
1. Male 33 66%
2. Female 17 34%
Total 50 100%
INTERPRETATION:
It is inferred from the above table that 66% of the respondents are male
and 34% are female.
INFERENCE:
It is inferred from the above table that 66% of the respondents are male
is maximum.
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CHART – 4.2
CHART SHOWING THE GENDER CLASSIFICATION OF THE
RESPONDENTS
0%
10%
20%
30%
40%
50%
60%
70%
Male Female
66%
45.3
P e r c e n t a g e
Gender
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TABLE –4.3
TABLE SHOWING THE EDUCATIONAL QUALIFICATIONS OF THE
RESPONDENTS
S.N
O
EDUCATIONAL
QUALIFICATIO
NS
NUMBER OF
RESPONDE
NTS
PERCENTAGE
1. Below SSLC 28 56%
2. HSC 6 12%
3. Pre degree/HSC 12 24%
4. Degree 4 8%
Total 50 100%
INTERPRETATION:
It is inferred from the above table that 56% of the respondents are
below SSLC, 12% have HSC qualifications, 24% are pre degree / HSC and
8% are graduates.
INFERENCE:
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It is inferred from the above table that 56% of the respondents are
below SSLC is maximum.
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CHART –4. 3
CHART SHOWING THE EDUCATIONAL QUALIFICATIONS OF
THE RESPONDENTS
56%
12%
24%
8%
0
0.1
0.2
0.3
0.4
0.5
0.6
Below SSLC HSC Pre degree/HSC Degree
P e r c e n t a g e
Educatonal Qualifications
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TABLE –4.4
TABLE SHOWING THE EXPERIENCE OF THE RESPONDENTS IN
THE PRESENT ORGANISATION
S.N
O
EXPERIENCE IN YEARS NUMBER OF
RESPONDE
NTS
PERCENTAGE
1. 0 – 3 29 58%
2. 4 – 6 11 22%
3. 7 – 10 9 18%
4. Above 10 1 2%
Total 50 100%
INTERPRETATION:
It is inferred from the above table that 58% of the respondents have
an experience of between 0–3 years, 22% have between 4–6 years of
experience, 18% have 7–10 years of experience and 2% have above 10 years of
experience in the present organization.
INFERENCE:
It is inferred from the above table that 58% of the respondents have
an experience of between 0–3 years is maximum.
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CHART –4.4
CHART SHOWING THE EXPERIENCE OF THE RESPONDENTS IN
THE PRESENT ORGANISATION
0%
10%
20%
30%
40%
50%
60%
0 -3 years 4 -7 years 7 -10 years Above 10years
58%
22%
18%
2%
P e r c e n t a g e
Experience
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TABLE –4.5
TABLE SHOWING THE MARITAL STATUS OF THE
RESPONDENTS
S.N
O
MARITAL STATUS NUMBER OF
RESPONDENT
S
PERCENTAGE
1. Single 17 34%
2. Married 33 66%
Total 50 100%
INTERPRETATION:
It is inferred from the above table that 34% of respondents are single
and 66% of the respondents are married.
INFERENCE:
It is inferred from the above table that 66% of the respondents are
married is maximum.
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CHART –4.5
CHART SHOWING THE MARITAL STATUS OF THE
RESPONDENTS
34%
66%
SINGLE
MARRIED
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TABLE –4.6
TABLE SHOWING THE MONTHLY INCOME OF THE
RESPONDENTS
INTERPRETATION:
It is inferred from the above table that 62% of the respondents are
earning above Rs.2,000 per month, 18% are earning above Rs.4,000 per month,
14% are earning above Rs.6,000 per month and 6% of the respondents are
earning above Rs.8,000 per month.
INFERENCE:
It is inferred from the above table that 62% of the respondents are
earning above Rs.2,000 per month is maximum.
S.N
O
MONTHLY INCOME IN
RUPEES
NUMBER OF
RESPONDENT
S
PERCENTAGE
1. Above 2000 31 62%
2. Above 4000 9 18%
3. Above 6000 7 14%
4. Above 8000 3 6%
Total 50 100%
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CHART –4.6
CHART SHOWING THE MONTHLY INCOME OF THE
RESPONDENTS
0%
10%
20%
30%
40%
50%
60%
70%
Above 2000 above 4000 above 6000 above 8000
62%
18%
14%
6%
P e r c e n t a g e
Monthly Income in rupees
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TABLE –4.7
TABLE SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE VARIOUS PHYSICAL ENVIRONMENT
FACTORS
FACTORS S.A A N D.A S.D
The illumination of the work
place is good.
32 18 - - -
My work place is less crowded
and clean.
26 14 10 - -
The work environment place
gives less emphasis on the
machine than the individual.
10 24 14 2 -
Proper ventilation is maintained. 36 14 - - -
Machinery layout is proper. 28 12 8 2 -
The environment is more
adaptable.
26 14 10 - -
Weighted points 5 4 3 2 1
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(S.A - Strongly agree, A - Agree, N – Neither agree nor disagree, D - Disagree,
S.D - Strongly disagree)
INTERPRETATION:
It is inferred from the above table that 32% of the respondents are strongly
agree, 18% of respondents are Agree.
It is inferred from the above table that 26% of the respondents are strongly
agree, 14% of respondents are Agree,10% of the respondents are Neither agree
nor disagree.
It is inferred from the above table that 10% of the respondents are strongly
agree, 24% of respondents are Agree,14% of the respondents are Neither agree
nor disagree.2% of the respondents are disagree.
It is inferred from the above table that 36% of the respondents are strongly
agree, 14% of respondents are Agree,.
It is inferred from the above table that 28% of the respondents are strongly
agree, 12% of respondents are Agree,8% of the respondents are Neither agree
nor disagree.2% of the respondents are disagree.
It is inferred from the above table that 26% of the respondents are strongly
agree, 14% of respondents are Agree,10% of the respondents are Neither agree
nor disagree.
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CHART – 4.7
CHART SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE VARIOUS PHYSICAL ENVIRONMENT
FACTORS
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The
illumination
of the work
place is good.
My work
place is less
crowded and
clean.
The work
environment
place gives
less emphasis
on the
machine than
the
individual.
Proper
ventilation is
maintained.
Machinery
layout is
proper.
The
environment
is more
adaptable.
3226
10 36 28 26
W e i g h t e d A v e r a g e
Factors
TABLE –4.8
TABLE SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE JOB INVOLVEMENT FACTORS
FACTORS S.A A N D.A S.D
My level of job involvement is high. 12 30 8 - -
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The performance appraisal in the
organization is satisfactory.
10 24 14 2 -
Work load fixed is satisfactory. 14 26 6 4 -
Weighted points 5 4 3 2 1
(S.A - Strongly agree, A - Agree, N – Neither agree nor disagree, D - Disagree,
S.D - Strongly disagree)
INTERPRETATION:
It is inferred from the above table that 12% of the respondents are strongly
agree, 30% of respondents are Agree,8% of the respondents are Neither agree
nor disagree.
It is inferred from the above table that 10% of the respondents are strongly
agree, 24% of respondents are Agree,14% of the respondents are Neither agree
nor disagree.2% of the respondents are Disagree.
It is inferred from the above table that 14% of the respondents are strongly
agree, 26% of respondents are Agree,6% of the respondents are Neither agree
nor disagree.4% of the respondents are Disagree.
CHART – 4.8
CHART SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE JOB INVOLVEMENT FACTORS
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My level of job
involvement is high.
The performance
appraisal in the
organization is
satisfactory.
Work load fixed is
satisfactory.
Proper ventilation is
maintained.
12 10
14
36
W e i g h t e d A v e r a g e
Factors
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TABLE – 4.9
TABLE SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE FACTORS REGARDING WAGES AND SALARY
ADMINISTRATIONS
FACTORS S.A A N D.A S.D
My financial needs are fulfilled
adequately.
14 24 6 4 2
Overtime double wages are paid. 36 14 - - -
Minimum wages is paid as per the
government norm.
30 12 8 - -
Weighted points 5 4 3 2 1
(S.A - Strongly agree, A - Agree, N – Neither agree nor disagree, D - Disagree,
S.D - Strongly disagree)
INTERPRETATION:
It is inferred from the above table that 14% of the respondents are strongly
agree, 24% of respondents are Agree,6% of the respondents are Neither agree
nor disagree.4% of the respondents are Disagree.2% of the respondents are
Strongly disagree.
It is inferred from the above table that 36% of the respondents are strongly
agree, 14% of respondents are Agree.
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It is inferred from the above table that 30% of the respondents are strongly
agree, 12% of respondents are Agree,8% of the respondents are neither agree
nor disagree.
CHART – 4.9
CHART SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE FACTORS REGARDING WAGES AND SALARY
ADMINISTRATIONS
0
5
10
15
20
25
30
35
40
S.A A N D.A S.D
My financialneeds arefulfilledadequately.
Overtime doublewages are paid.
Minimum wagesis paid as per thegovernmentnorm.
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TABLE – 4.10
TABLE SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE FACTORS REGARDING SUPERIOR – SUB-ORDINATE RELATIONSHIPS
FACTORS S.A A N D.A S.D
I co-operate with my co-workers. 32 18 - - -
Working in a group is not a problem
here.
30 18 2 - -
The members of the organization
are not discriminated by others on
caste, religion and life style.
34 16 - - -
The members of the organization
interact in terms of ideas & feelings.
24 14 8 4 -
Training given by superiors is
satisfactory.
26 12 8 4 -
Grievance handling procedure is
satisfactory.
34 10 6 - -
Weighted points 5 4 3 2 1
(S.A - Strongly agree, A - Agree, N – Neither agree nor disagree, D - Disagree,
S.D - Strongly disagree)
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INTERPRETATION:
It is inferred from the above table that 32% of the respondents are strongly
agree, 18% of respondents are Agree.
It is inferred from the above table that 30% of the respondents are strongly
agree, 18% of respondents are Agree,2% of the respondents are Neither agree
nor disagree.
It is inferred from the above table that 34% of the respondents are strongly
agree, 16% of respondents are Agree.
It is inferred from the above table that 24% of the respondents are strongly
agree, 14% of respondents are Agree,8% of the respondents are Neither agree
nor disagree.4% of the respondents are Disagree.4% of the respondents are
Strongly disagree.
It is inferred from the above table that 26% of the respondents are stronglyagree, 12% of respondents are Agree,8% of the respondents are Neither agree
nor disagree.4% of the respondents are Disagree.4% of the respondents are
Strongly disagree.
It is inferred from the above table that 34% of the respondents are strongly
agree, 10% of respondents are Agree,6% of the respondents are Neither agree
nor disagree.
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CHART – 4.10
CHART SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE FACTORS REGARDING SUPERIOR – SUB-ORDINATE RELATIONSHIP
0
10
20
30
40
S.A A N D.A S.D
I co-operate with my co-workers.
Working in a group is not a problem here.
The members of the organization are not discriminated byothers on caste, religion and life style.
The members of the organization interact in terms of ideas &feelings.
Training given by superiors is satisfactory.
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TABLE –4.11
TABLE SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE FACTORS ON HEALTH AND SAFETY
STANDARDS
FACTORS S.A A N D.A S.D
I do not neglect my health due to my
job.
22 12 2 10 4
Better medical care is given by the
concern.
32 14 4 - -
The energy and time that I spend on
the job does not affect my life
adversely.
14 22 5 6 3
I am satisfied with the fencing of
machines.
30 12 8 - -
I am satisfied with the maintenance of
building.
26 12 4 8 -
Safety equipments necessary are
provided by the company.
25 15 10 - -
I have received important instructions
about emergency way, alarm, first aid,
fire extinguisher and the evacuation
drill through proper training.
32 18 - - -
Weighted points 5 4 3 2 1
(S.A - Strongly agree, A - Agree, N – Neither agree nor disagree, D - Disagree,
S.D - Strongly disagree)
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INTERPRETATION:
It is inferred from the above table that 22% of the respondents are strongly
agree, 12% of respondents are Agree,2% of the respondents are Neither agreenor disagree.10% of the respondents are Disagree.4% of the respondents are
Strongly disagree.
It is inferred from the above table that 32% of the respondents are strongly
agree, 14% of respondents are Agree,4% of the respondents are Neither agree
nor disagree.
It is inferred from the above table that 14% of the respondents are strongly
agree, 22% of respondents are Agree,5% of the respondents are Neither agree
nor disagree.6% of the respondents are Disagree.3% of the respondents are
Strongly disagree.
It is inferred from the above table that 30% of the respondents are strongly
agree, 12% of respondents are Agree,8% of the respondents are Neither agree
nor disagree.
It is inferred from the above table that 26% of the respondents are strongly
agree, 12% of respondents are Agree,4% of the respondents are Neither agree
nor disagree.8% of the respondents are Disagree.
It is inferred from the above table that 25% of the respondents are strongly
agree, 15% of respondents are Agree,10% of the respondents are Neither agree
nor disagree.
It is inferred from the above table that 32% of the respondents are strongly
agree, 18% of respondents are Agree.
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CHART – 4.11
CHART SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE FACTORS ON HEALTH AND SAFETYSTANDARDS
0
5
10
15
20
25
30
35
S.A A N D.A S.D
I do not neglectmy health due tomy job.
Better medical
care is given bythe concern.
The energy andtime that I spendon the job doesnot affect my lifeadversely.
I am satisfied
TABLE – 4.12
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TABLE SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE FACTORS REGARDING THE SOCIAL
SECURITY
FACTORS S.A A N D.A S.D
Social security benefits are deducted. 40 10 - - -
Provident fund contribution amount
is remitted and the claim amount is
settled through P.F office after gettingrelieved from the employment.
42 8 - - -
ESIC medical benefits are provided. 44 6 - - -
During medical leave, salary is paid. 43 4 - - -
Weighted average 5 4 3 2 1
(S.A - Strongly agree, A - Agree, N – Neither agree nor disagree, D - Disagree,
S.D - Strongly disagree)
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INTERPRETATION:
It is inferred from the above table that 40% of the respondents are strongly
agree, 10% of respondents are Agree.
It is inferred from the above table that 42% of the respondents are strongly
agree, 8% of respondents are Agree.
It is inferred from the above table that 44% of the respondents are strongly
agree, 6% of respondents are Agree.
It is inferred from the above table that 43% of the respondents are strongly
agree, 4% of respondents are Agree.
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CHART – 4.12
CHART SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE FACTORS REGARDING THE SOCIALSECURITY
0
510
15
20
25
30
35
4045
S.A A N D.A S.D
Social security benefits are deducted.
Provident fund contribution amount is remitted and theclaim amount is settled through P.F office after gettingrelieved from the employment.
ESIC medical benefits are provided.
During medical leave, salary is paid.
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TABLE – 4.13
TABLE SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE FACTORS REGARDING THE WELFARE
MEASURES
FACTORS SA A N DA SD
I am satisfied with the canteen facilities
provided by the organization.
10 6 8 22 4
I am satisfied with the rest room & lunch
room facilities provided by theorganization
26 14 - 10 -
Crèches are provided by the company. - - - 19 31
Vehicle parking facilities are satisfactory. 26 13 11 - -
Loan facilities are satisfactory. - - 24 - 26
Weighted points 5 4 3 2 1
(S.A - Strongly agree, A - Agree, N – Neither agree nor disagree, D - Disagree,
S.D - Strongly disagree)
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INTERPRETATION: It is inferred from the above table that 10% of the respondents are strongly
agree, 6% of respondents are Agree,8% of the respondents are Neither agree
nor disagree.22% of the respondents are Disagree.4% of the respondents are
Strongly disagree.
It is inferred from the above table that 26% of the respondents are strongly
agree, 14% of respondents are Agree.10% of the respondents are Disagree.
It is inferred from the above table that 19% of the respondents are
Disagree.31% of the respondents are strongly disagree.
It is inferred from the above table that 26% of the respondents are strongly
agree, 13% of respondents are Agree,11% of the respondents are Neither agree
nor disagree.
It is inferred from the above table that 24% of the respondents are Neither
agree nor disagree. 26% of the respondents are Strongly disagree.
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CHART – 4.13
CHART SHOWING THE OPINION OF THE RESPONDENTS WITH
RESPECT TO THE FACTORS REGARDING THE WELFARE
MEASURES
0
10
20
3040
SA A N DA SD
I a m s a t i s f i e d
w i t h t h e
c a n t e e n
f a c i l i t i e s
p r o v i d e d b y
t h e
I am satisfied with the canteen facilities provided by theorganization.
I am satisfied with the rest room & lunch room facilitiesprovided by the organization
Crèches are provided by the company.
Vehicle parking facilities are satisfactory.
Loan facilities are satisfactory.
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4. FINDINGS
Simple Percentage:
It is inferred from the above table that 42% of respondents are in the age group of 18-25
years, 26% of respondents are in the age group of 26-40 years, 20% are in the age group of
41-50 years and 12% of the respondents are in the age group of 51-58 years.
It is inferred from the above table that 66% of the respondents are male
and 34% are female.
It is inferred from the above table that 56% of the respondents are below
SSLC, 12% have HSC qualifications, 24% are pre degree / HSC and 8%
are graduates.
It is inferred from the above table that 58% of the respondents have an
experience of between 0–3 years, 22% have between 4–6 years of
experience, 18% have 7–10 years of experience and 2% have above 10
years of experience in the present organization.
It is inferred from the above table that 34% of respondents are single
and 66% of the respondents are married.
It is inferred from the above table that 62% of the respondents are
earning above Rs.2,000 per month, 18% are earning above Rs.4,000 per
month, 14% are earning above Rs.6,000 per month and 6% of the
respondents are earning above Rs.8,000 per month.
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Weighted Average Method:
It is inferred from the above table that 32% of the respondents are
strongly agree, 18% of respondents are Agree.
It is inferred from the above table that 26% of the respondents are
strongly agree, 14% of respondents are Agree,10% of the respondents
are Neither agree nor disagree.
It is inferred from the above table that 10% of the respondents are
strongly agree, 24% of respondents are Agree,14% of the respondents
are Neither agree nor disagree.2% of the respondents are disagree.
It is inferred from the above table that 36% of the respondents are
strongly agree, 14% of respondents are Agree,.
It is inferred from the above table that 28% of the respondents are
strongly agree, 12% of respondents are Agree,8% of the respondents are
Neither agree nor disagree.2% of the respondents are disagree.
It is inferred from the above table that 26% of the respondents are
strongly agree, 14% of respondents are Agree,10% of the respondents
are Neither agree nor disagree.
It is inferred from the above table that 12% of the respondents are
strongly agree, 30% of respondents are Agree,8% of the respondents are
Neither agree nor disagree.
It is inferred from the above table that 10% of the respondents are
strongly agree, 24% of respondents are Agree,14% of the respondents
are Neither agree nor disagree.2% of the respondents are Disagree.
It is inferred from the above table that 14% of the respondents are
strongly agree, 26% of respondents are Agree,6% of the respondents are
Neither agree nor disagree.4% of the respondents are Disagree.
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It is inferred from the above table that 14% of the respondents are
strongly agree, 24% of respondents are Agree,6% of the respondents are
Neither agree nor disagree.4% of the respondents are Disagree.2% of the
respondents are Strongly disagree.
It is inferred from the above table that 36% of the respondents are
strongly agree, 14% of respondents are Agree.
It is inferred from the above table that 30% of the respondents are
strongly agree, 12% of respondents are Agree,8% of the respondents are
neither agree nor disagree.
It is inferred from the above table that 40% of the respondents are
strongly agree, 10% of respondents are Agree.
It is inferred from the above table that 42% of the respondents are
strongly agree, 8% of respondents are Agree.
It is inferred from the above table that 44% of the respondents are
strongly agree, 6% of respondents are Agree.
It is inferred from the above table that 43% of the respondents are
strongly agree, 4% of respondents are Agree.
It is inferred from the above table that 10% of the respondents are
strongly agree, 6% of respondents are Agree,8% of the respondents are
Neither agree nor disagree.22% of the respondents are Disagree.4% of
the respondents are Strongly disagree.
It is inferred from the above table that 26% of the respondents arestrongly agree, 14% of respondents are Agree.10% of the respondents
are Disagree.
It is inferred from the above table that 19% of the respondents are
Disagree.31% of the respondents are strongly disagree.
It is inferred from the above table that 26% of the respondents are
strongly agree, 13% of respondents are Agree,11% of the respondents
are Neither agree nor disagree.
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SUGGESTIONS
A Salem Textiles Pvt. Ltd, is a well known manufacturer in Attur.
Quality of work life in the organization is very effective.
It is suggested to the company to give more importance to the
individual than the machines at the work place.
It is suggested to the company to make the work environment
more adaptable to the workers.
It is suggested to have a better transport and friendly performance
appraisal system.
It is suggested to the company to allot work load based on a
scientific time study so that the operators are comfortable with
their work load.
It is suggested to the company to rework the wages of operators
based on an incentive linked to the output.
It is suggested to promote a friendly atmosphere at the work place
so that their ideas and feelings can be solved for a better working
environment.
It is suggested to the company to educate the workers not to over
strain themselves at the work place as it may lead to health
problems.
It is suggested to the company to improve the following factors
that affect the work environment for a better quality of work life;
1. Canteen facilities
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2. Crèches facilities
3. Loan facilities
CONCLUSION
Overall study of quality of work life is good at Salem Textiles Pvt. Ltd,
and the workers are satisfied with their organization. This can be assured from
the above analysis and if the suggestions given are implemented in a correct
manner the organization can extend their success in the future.
The scarcity of resources has made many forecasters to predict that in
the future, managers will be forced to change their basic philosophy.
These forecasters urge that new philosophy lays emphasis on “Quality of
work life”. This forecast probably will be proved accurate, at least to the extent
that managers of the future will have to be more cautious as to how scarce
resources should be used.
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QUESTIONNAIRE
Name :
Designation :
Token No. :
1. Age group:
a) 18-25 b) 26-40
c) 41-50 d) 51-58
2. Gender :
a)Male b) Female
3. Educational qualifications :
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a)Below SSLC b) HSC
c) Pre degree/HSC d) Degree
4. Experience in the present organization :
a) 0-3 years b) 4-6 years
c) 7-10 years d) above 10 years
5. Marital status:
a)Single b) married
6. Monthly income in rupees:
a)Above 2000 b) Above 4000
c)Above 6000 d) Above 8000
7. Quality of work:
Select your answer for each statement and put a tick mark against the
correct choice. The choices are given below.
a) Below SSLC b) SSLC
c) Pre degree/HSC d) Degree
8. PHYSICAL ENVIRONMENT :
Strongly agree - S.A
Agree - A
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Neutral - N
Disagree - D.A
Strongly disagree- S.D
SA A N DA SD
1. The illumination of the work place is good.
2. My work place is less crowded and clean.
3. The work environment place gives less
emphasis on the machine than the individual.
4. Proper ventilation is maintained.
5. Machinery layout is proper.
6. The environment is more adaptable.
9. JOB INVOLVEMENT:
SA A N DA SD
1. My level of job involvement is high.
2. The performance appraisal in the
organization is satisfactory.
3. Work load fixed is satisfactory.
10. WAGES AND SALARY ADMINISTRATION:
SA A N DA SD
1. My financial needs are fulfilled
adequately.
2. Overtime double wages are paid.
3. Minimum wages is paid as per the
government norm.
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11. SUPERIOR – SUBORDINATE RELATIONSHIPS:
12. HEALTH AND SAFETY STANDARDS:
SA A N DA SD
1. I do not neglect my health due to my job.
2. Better medical care is given by the concern.
3. The energy and time that I spend on the job
does not affect my life adversely.
4. I am satisfied with the fencing of machines.31. I am satisfied with the maintenance of
building.
5. Safety equipments necessary are provided by
the company.
6. I have received important instructions about
emergency way, alarm, first aid, fire
extinguisher and the evacuation drill through
proper training.
13. SOCIAL SECURITY:
SA A N DA SD
1. Social security benefits are deducted.
2. Provident fund contribution amount is
SA A N DA SD
1. I co-operate with my co-workers.
2. Working in a group is not a problem here.3. The members of the organization are not
discriminated by others on caste, religion and
life style.
4. The members of the organization interact in
terms of ideas & feelings.
5. Training given by superiors is satisfactory.
6. Grievance handling procedure is satisfactory.
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remitted and the claim amount is settled through
P.F office after getting relieved from the
employment.
3. ESIC medical benefits are provided.4. During medical leave, salary is paid.
15.WELFARE MEASURES:
SA A N DA SD
1. I am satisfied with the canteen facilities
provided by the organization.2. I am satisfied with the rest room & lunch
room facilities provided by the organization
3. Crèches are provided by the company.
4. Vehicle parking facilities are satisfactory.
5. Loan facilities are satisfactory.
15. Please, give your valuable suggestions to improve the quality of work life.
_______________________________________________________________ _______________________________________________________________
_______________________________________________________________
Thank you
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BIBILIOGRAPHY
Text books:
Prof. T.V. Rao, “Human Resources Development” (Experience,
Interventions, Strategies), 2nd edition, SAGE publications.
T.N. Chhabra, “Human Resource Management” (concepts and issues),
1st edition, Dhanpat Rai & co publishers, 2000.
C.R. Kothari, “Research Methodology Methods and Techniques”, 2nd
edition, New Age International (P) Ltd, Publishers, New Delhi, 2007.
V.S.P. Rao, Human Resource Management (Text and Cases), 4th edition,
Excel book, 2004, New Delhi.
Websites:
www.sbl.com
www.wikipedia.com
www.google.com