Download - qwl slides
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IBS has its roots in the 19th century ,its
working system has changed since 1969 when
the major banks were nationalized.
Since mid 1970 - growth in the distribution of
branches and size of their deposits and
advances.
Recruitment policies changed-doors of
banks were open to everyone.
In 1970 opportunities provided to womenwithout any gender discrimination.
Problems faced by women employees dual
role,harassment ,recognition and lack of
solidarity.
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Quality of work life in India is poor
because we are still a developing
country.
Employees are unhappy due to thework conditions.
Companies fail to realize that high
attrition rate is very bad as most of
the time is spent in training anddevelopment of the new employee.
Development of skills of great value
are important to the company as well
as employees.
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Is QWL Important?
extent to which employees enhance their personallives through work environment and experiences.
can affect such things as; employees timings,
his/her work output, available leaves etc.
An organisation HR department assumes
responsibility for the effective running of the quality
of work life for the employees.
helps employee to feel secure and like they are
being thought of and cared for by the org.
Different factors ofQWL are; employeeparticipation, career development, conflict
resolution, communication, safety at work, job
security, pride, work life balance.
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Factors which we
have focused
Safety at work
Job security
Work life balance
Opportunities for career
development
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Grindlays Bank
Earlier, the policy of multinational banks was not to recruit women employees.But the study shows women are more submissive over worked and can do much
better.
NIOCHAHD(National Institute of child health and human development)
According to the survey conducted by this institute More time the children
spent in child care, the more likely their teachers were to report problem
behavior.
India Journal of Industrial Relations
Research on QWL of women workers : role of trade Unions
Focus is to take up the specific womens issues with the management along
with the issues common to all to enhance the QWL of women employees.
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Kenexa Research Institute
- conducted research work on How male and female perceive
work-life balance and concluded that Women are more positive
than men.
- According to one more research this institute found that those
employees who were favourable toward their organizations efforts
to support work-life balance indicates a much lower intent o leave
the organization.
Journal Social Indicators Research
According to the survey conducted by this journal they found that
the abilities of women are needed at all levels to effect change and
dance with the universe.
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1. To identify the quality of work-life of women
in banks.
2. To analyze how a women balances her
personal and professional life.
3. To suggest possible measures to improvequality of work-life of women in banks.
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1.Because it affects the productivity of any
organization.2.Because ultimately it effects the society.
3.Because it makes better HR sense to talk
about.4.Also because it is fashionable to talk
about.
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Banking and insurance sectors today
offer more prospects for jobs for women
- both qualitatively and quantitatively.As this sector provides favourable
working condition to women employees
in terms of job security, grading and pay,
health and safety and working hours,the quality of work-life of the women
working in banks will be satisfactory.
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Research DesignOur study is concerned with quality of work-life of women working inbanks. It makes an effort to know that how a women balances herpersonal and professional life in relation to different roles she play in herlife. Further samples have been taken different nationalized banks.
Sample Design The women working in banks of Ranchi have been chosen for the study.
The name of the banks covered by us for our study are:
Axis Bank
United Commercial Bank Allahabad Bank
Bank Of India
United Bank of India
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Primary Data : Questionnaire - STRUCTURED, NON-DISGUISED & mainly contained closed ended questions- few open-ended questions were also incorporated tocollect qualitative information.
Type of sampling NON-PROBABILITY CONVENIENTSAMPLING
Geographical area covered RANCHI
Secondary sources: Articles and survey alreadyconducted by different Institutions, Newspapers,Magazines, Journals will be taken into consideration
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1. HOWFAR TRAINING PROGRAMME HELPS AN EMPLOYEE TO
ACHIEVE THE REQUIRED SKILLS FOR PERFORMING THE JOBEFFICIENTLY?
%
5%
1
%
15%
%
5%
%
5%
%
5%
A G E S E R N
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2. HOW OFTEN ARE YOU ASKED ABOUT YOUR
OPINION AT WORK?
2
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$ % &
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5 4
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3. THE SAFETY AND HEALTH CONDITIONS IN YOUR
ORGANISATION ARE GOOD?
B C
D B C
E B C
3B C
F
B C
G B C
H B C
I B C
A PQ
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RR U V P S
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4. ARE YOU HAPPY WITH THE SAFETY MEASURES
PROVIDED BY YOUR BANK?
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5. HOWWELL IS YOUR PRESENT INCOME SATISFY
YOUR PRESENT NEEDS?
5%
10%
15%
20%
25%
30%
35%
40%
45%
A E S E R N
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6. DO YOU FEEL SECURE ABOUT YOUR JOB?
j k l
m k l
n k l
o k l
6 k l
A E z S { | E z R } ~
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7. DO YOU EVER MISS OUT QUALITY TIME WITH YOUR
FAMILY OR YOUR FRIENDS BECAUSE OF PRESSURE OFWORK?
A
E
S
E
R
N
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8. HOW MUCH YOUR ANY EMOTIONAL PROBLEMS
COULD MAKE IT HARD FOR YOU TO WORK?
A
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9. DO YOU THINK YOU ARE LEADING AN IDEALLIFE?
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10.DO YOU HAVE PROPER (IDEAL)WORKING HOURS?
0
10
0
0
0
0
0
0
80
0
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Null Hypothesis The quality of work-life of
women working in banks are is good.
Statistical Tool Chi-Square.
Targeted Population Women working in
different banks of Ranchi.
Sample Size 10
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Likert scale used with five options i.e Always, To great extent,
T
o some extent, rarely and never.
POSITIVE
RESPONSES
NEGATIVE
RESPONSESTOTAL
CAREER
DEVEPLOPME
NT
18 2 20
SAFETY AT
WORK18 2 20
JOB SECURITY 18 2 20
WORK LIFE
BALANCE27 13 40
TOTAL 81 19 100
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O E (O-E)2 (O-E)2/E
18 16.2 4.84 0.298
18 16.2 4.84 0.298
18 16.2 4.84I 0.298
27 32.4 29.16 0.9
Chi-Square, x
2
= (0-E)
2
/ E =1.794
The table value of x2 for 1 degree of freedom at 5 level of significance
is 3.841. Since the calculated value of x2 is much smaller than the table
value of x2, the null hypothesis is accepted. Hence, we conclude that the
quality of work-life of women working in banks is good.
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Growth of womens employment in the
organised sector.
Valuable contribution of women in manysectors and jobs.
QWL is very important for job related
factors.QWL is an individual driven factor.