Study On Quality of Work Life: Chapter - 1
Study On Quality of Work Life: Chapter - 1
Study On Quality of Work Life: Chapter - 1
CHAPTER – 1
INTRODUCTION
Human resource management is one of the most complexes and challenging fields of
management it deals with people dimension in management. Over the past eight years,
various approaches to human resource management have been adopted by companies.
The human resource approach which currently in vogue has redefined the way people are
treated and managed the organizational context. It is assessed and accepted that human
resources are the main component of an organization and success or failure of the
organization depends on how effectively this component is managed.
The organization’s objectives and strategies are achieved, if the personnel policies and
procedures are well connected and mainly contribute in that direction the organization excels
other competitors if the organizational climate and corporate culture have an impact on the
organizational activities.
Human resource management is the sense of getting things done through people, is an
essential part of every managers responsibilities, but many organizations find it advantageous
to establish a specialist division to provide an expert service dedicated to ensure that the
human resource function is performed efficiently.
DEFINITION
It is concerned with the development of human resource i.e. knowledge, capability, skills,
potentialities and attaining and achieving employee goals, including job satisfaction.
Human resource management covers all levels and categories of employees. It covers
both organized and unorganized employees.
It applies to the employees in all type of organizations in the world (Industry, trade,
service, commerce, economic, social, religious, political and government departments),
thus, it is common in all type of organizations.
To create and utilize an able and motivated work force, to accomplish the basic
organizational goals.
MANAGERIAL FUNCTIONS
OPERATIVE FUNCTIONS
Employment
It is first operative function of human resource management. Employment concerned
with securing and employing the people possessing the required and the level of human
resource necessary to achieve the organizational goals.
Compensation
It is the process of providing adequate equitable and fair remuneration to employees; it
includes wage and salary administration, incentives, bonus, fringe benefits, social
security measures.
Human relations
Practising various human resources policies and programmes like making teams among
the employees, create a sense of relationship between individual team members among
workers who are achieving a particular task, and trade union and the management.
The potential can be used only by creating climates that can continuously identify bring to
surface. Nature, and use the capabilities of people. Human resource development system
aims at creating such a climate a number of HRD techniques have been developed in recent
years to perform the above task based on certain principles.
HRD is framework for helping employees to develop their personal and organizational skills,
knowledge and abilities human resource development includes such opportunities as
employee training, employee career development, performance development and
management, coaching, mentoring, succession planning, key employee identification, and
organisational development. The focus of all aspects of HRD is on developing the most
superior work force so that the organization and individual employees can accomplish their
work goals in service to customers. HRD can be informal as in employee coaching by a
manager.HRD functions even more important in helping organizations to maintain
competitiveness
MEANING
It is system and process involving organized series of learning activities designed to produce
behavioural changes in human beings in such a way that they acquire desired level of
competence of present and future.
DEFINITION
OBJECTIVES OF HRD
1. HRD is a systematic and planned for the development of individuals in order to achieve
organizational group and individual goals.
2. HRD develops the skills and knowledge not only at the individual level but also at dyadic
level and organizational level.
3. HRD is continuous process for the development of technical managerial behaviour and
conceptual skills and knowledge.
5. HRD is essential not only for manufacturing and service industry but also information
technology industry.
SCOPE OF HRD
Recruiting the employees within the dimension and possibilities for developing human
resource.
Selecting these employees having potentialities for developing to meet the present and
future organizational needs.
Many HRD mechanisms are available to develop the competencies of employees and
improve the overall organizational climate. The major ones are discussed below.
Performance appraisal
It is one of the human resource development function process of improving, modelling, and
changing the skills, knowledge, creative, ability, aptitude, values, commitment etc. Based on
present and future job requirements performance appraisal is essential to understand and
improve the employee performance through human resource development infect performance
appraisal is the basis for human resource development.
The interaction help particularly subordinates to learn from the superior the related and
behavioural related aspects will help to plan a training or development process. Thus
performance appraisal is closely related to human resource development infect, performance
appraisal helps the employee development.
CAREER DEVELOPMENT
A career is a sequence of positions held by person in the course of life time career
planning is the process of integrating the employee’s needs and aspirations with the
organizational needs. In career programmes and HR programmes are linked to the degree
that they help each individual meet individual and organizational requirement.
Here employee is given opportunity to participate in the decisions that affect them and
their relationship with the company.
Organizational development
Organizations are never perfectly statics. They keep on changing. Employee skills, abilities,
therefore, require continual upgrading. The future is uncertain and full of surprises. A
systematic planned way of, managing this changing is through the process of OD. OD may
be defined as a change effort the is planned, focused on an entire organization or a large sub
system, managed from the top, aimed at enhancing organizational health and effectiveness
and based on planned interventions made with the help of change agent or third party who is
well versed in the behavioural sciences .
QWL efforts are systematic efforts by organizations to give workers a great opportunity to
affect the way they do their jobs and the contributions they make to the organizations overall
effectiveness. It is a way of empowering employees by giving them greater say in the
decision making process. QWL means having good working conditions, good wages and
benefits, good leadership and interesting, challenging jobs. QWL efforts include the
following;
A. QUALITY CIRCLES
These are small group of employees who meet regularly to find, analyse and solve quality
and other work related problems of a particular department/section/area.
C. CO – DETERMINATION
In this method, representatives of workers meet management in a oral way to discuss and
vote on important decisions that affect the life of workers.
INTRODUCTION
Quality of work life is the existence of a certain set of organizational conditions or practices.
This definition frequently argues that a high quality of work life exists when democratic
management practices are used, employee’s jobs are enriched, employees are treated with
dignity and safe working conditions exist in recent years the phrase “QUALITY OF LIFE”
has been used with increasing frequency to describe certain environmental and humanistic
values neglected by industrial productivity and economic growth. Within business
organizations attention has been focused on the quality of human experience in the work
place. At the same time many firms have questioned their viability in increasingly
competitive world markets. These dual concerns have created a growing interest in the
possibilities of redesigning the nature of work. Many current organizational experiments seek
to improve both productivity for the organization and the quality of working life for its
members.
Quality can be assessed by factors like performance, reliability, aesthetics, and complying the
customer requirements. Quality refers to “freedom from wastage, freedom from trouble and
freedom from failure”.
QWL refers to the level of satisfaction, motivation, involvement and commitment individuals
experience with respect to their lives at work. It is the degree to which individuals are able to
satisfy their important personal needs while employed by the firm. Companies interested in
enhancing employee’s quality of work life generally try to instil in employees the feelings of
Quality of work life program has become important in work place for the
following reasons:
The salary structure of the employees should be just, fair and equitable.
It should ensure reasonable wages to employees so they can keep a
desirable standard of life. Payment of wages act, 1936 and minimum
wages act 1948 safeguard the interest of the workers regarding payment
of wages. It should be clearly understood that for QWL, cash payment
is not the only answer. However, hefty salaries are being paid to the
knowledge workers so as they meet their basic and higher level needs
for improving their QWL.
The QWL will be better if the jobs allow sufficient autonomy and
control to its employees. The workers must be given an opportunity to
use their skills, abilities and initiative in planning and implementing the
work. The senior persons can keep a watch and a constant control and
also provide immediate feedback to the workers.
Some people consider QWL as the existence of a certain set of original conditions and
practices. They agree that high QWL exists when
The role of human resource department in QWL efforts varies widely. In some
organizations, top management appoints an executive to ensure that QWL and
productivity efforts occur throughout the organization.
In most cases, these executives have a small staff and must rely on the human
resource department for help with employee training, communications, attitude
survey feedback, and similar assistance. In other organizations, the department is
responsible for initiating and directing the firm’s QWL and productivity efforts.
Perhaps the most crucial role of the department is winning the support of key
managers. Management support particularly top management support appears to
be an almost universal prerequisite for successful QWL programs. By
substantiating employee satisfaction and bottom- line benefits, which range from
lower absenteeism and turnover to higher productivity and fewer accidents, the
department can help convince doubting managers. The policies and practices of
the department also influence motivation and satisfaction indirectly.
NAGARJUNA DEGREE COLLEGE Page 14
STUDY ON QUALITY OF WORK LIFE
Rigorous enforced safety and health programs, for example, can give employees
and supervisors a greater sense of safety from accidents and industrial health
hazards. The motivation and satisfaction of employees act as feedback on the
organizations QWL and on the department’s day-to-day activities.
The work-norms impose on workers too much of burden and control by their
bosses. And the rules are for workers or employees. They have to follow, and the
employer has right to lay-off the worker due to marketing and technological
factors.
The Indian workers and their unions are now on the defensive. They are now
more interested in the question of how to retain their jobs than in the question of
how to improve their quality of life in the work place.
The Richard Walton, an American professor, played a major role in developing the
concept of quality of work life. The eight factors he proposed to measure quality of
work life have made the task easy worldwide.
CHAPTER-2
RESEARCH METHODOLOGY
RESEARCH DESIGN:
The research design refers to the overall strategy that you choose to integrate the different
components of the study in a coherent and logical way, thereby, ensuring you will
effectively address the research problem; it constitutes the blueprint for the collection
measurement and analysis of data.
A research design will typically include how data is to be collected what instruments will be employed
how the instruments will be used and the intended means for analyzing data collected
Human resource management is one of the most complex and challenging field of
management. It deals with people dimension in management. The study is undertaken to
analyze whether quality of work life leads to improved productivity in the organization.
For the present study, the term QWL refers to values, attitudes contained in working life
of any employee.
The “working life concept” consist of many factors such as pay, promotion, opportunity
for continued growth and security, benefits, contingent rewards, safe and healthy working
conditions, operating procedures, co-workers as well as the employees satisfaction on a
regular basis is one of key factor for achieving organizational success and also for the
organizational sustainability.
2.3 OBJECTIVES OF THE STUDY
1. To know the measure taken by the organization to improve the quality of work life of
the employee in the organization.
3. Even it is a small step towards our life time goal, at the end of the day it
gives satisfaction and eagerness to look forward for the next day.
4. The study on quality of work life among employees with special reference
to the mother dairy- is expected to prove extremely useful for the organization to
improve the quality of work life among its workers with the help of the
recommendations given by the investigator.
1. The purpose from the samples not reveals the accurate facts.
3. Lack of respondents interest in answering the questions, and also might not have revealed true
information.
2.6SAMPLING
Under this study random sampling is done for the sample size of 50 employees.
a) The data is collected through proper questionnaires, we can find out proper solutions
to problems through analysis and can also know structured about organisation.
CHAPTER - 3
COMPANY PROFILE
Presently we are exporting 100% of our garments. However we supply fabrics to the
domestic garment exporters we have positioned ourselves as a multi-product, multi fiber and
multi market player ensuring that our target market is a diverse mix of the domestic fabrics
market, garment export trade and international market. Our manufacturing facilities are spread
across four locations at Navi Mumbai, Silvassa, Sonale in Thane district and Bangalore, fully
backed by the facilities for product development, design studio and efficient sampling
infrastructure to provide quality services to its customers in India and abroad. We currently
employed over 5000 people.
Designing capabilities
Designing is a critical element of fabrics and garments both. Development of innovative designs
is one of our main strengths. It is also our USP (UNIQUE SELLING PROPOSITION). We are
into the high end products we have in –house teams of experienced designers in weaving
garmenting and home textiles. We have installed software packages CAD/CAM systems for
generating designs on computers .At least 4-5 new designs are developed on a daily basis in
each of the divisions.
Economies of scale
The company‘s production capacity in each of our units / divisions can be considered mid to
large size. It allows us the advantage of economies of scale. Although the units are spread over
different locations, the raw material procurement and purchase functions are centralized. We
can therefore take advantages of bulk discounts.
High productivity
High level of modernization, trained work force and managerial expertise results in consistent
high level productivity. We have established modern production facilities at each of our plant
and we are continuously on the lookout for new / updated technologies. Our investment in value
adding equipment’s/ attachments to our machines as resulted in twin benefits of consistent high
quality and improves productivity.
Quality assurance
Each of the company’s products passes through stringent quality checks. The quality assurance
measures taken by the company include through checking of all raw material and other inputs
right down to finished goods to ensure quality, statistical methods to identify and analysis areas
of improvement, experienced man power for quality assurance activities, creation of data base
for future reference and analysis etc.
Sampling Capabilities.
We have all the facilities like desk looms, sample dyeing, sample printing, washing and
processing facilities to produce fabric samples per designs developed by our design studio.
In the initial stages of the order the design and sampling department continuously interacts
with the buyers till the fabric sample is approved. Sample Yardages are made for making
garments and in our dedicated fabric sampling unit, garment samples are made, remade, design
changes are incorporated till the customer finally approves the garment sample. This entire
process is very time consuming and can take 2 months our dedicated in house facilities
Our Strategy:
3. Position ourselves in the mid to high end garment segment such that
enhance our acceptance and improve our capabilities to meet the stringent
compliances stipulated by such customer once this his achieved, entering
the commodity market would pose little difficulty.
BRFL’S PEOPLE
The office time of the company is from 9-00 am to 5-30 pm, the general
shifts starts from 8-00 am to 5-00 pm, the second shifts starts from 5-00 pm to 2-
00 am.
Welfare Measures
Transport
Canteen
Medical facility
Social facility
Welfare of Employees
Bombay Rayon has initiated the implementation of SA8000 for its Doddaballapur
Mill. SA8000 is a global social accountability standard for decent working
conditions, developed and overseen by Social Accountability International (SAI).
SAI offers training in SA8000 and other workplace standards to managers,
workers and auditors. It contracts with a global accreditation agency, Social
Accountability Accreditation Services (SAAS) that licences and oversees auditing
organizations to award certification to employers that comply with SA8000.
SA8000 is based on the UN Universal Declaration of Human Rights, Convention
on the Rights of the Child and
Child Labour: No workers under the age of 15; minimum lowered to 14 for
countries operating under the ILO Convention 138 developing-country exception;
remediation of any child found to be working.
Workplace safety and health: Provide a safe and healthy work environment; take
steps to prevent injuries; regular health and safety worker training; system to
detect threats to health and safety; access to bathrooms and potable water.
WorkingHours: Comply with the applicable law but, in any event, no more than
48 hours per week with at least one day off for every seven day period; voluntary
overtime paid at a premium rate and not to exceed 12 hours per week on a regular
basis; overtime may be mandatory if part of a collective bargaining agreement.
Remuneration: Wages paid for a standard work week must meet the legal and
industry standards and be sufficient to meet the basic need of workers and their
families; no disciplinary deductions.
Health and Safety: We follow a strict code of Health & Safety practices at
conditions in the workplace and beyond. The code is monitored continually by
internal management reviews, which involve representatives from all areas of the
business. The group also reviews and updates the code regularly.
Bombay Rayon recognizes that its employees have an important role to play
within the wider community and seeks to provide every effort to support its staff
with charitable endeavors and local community initiatives. These activities have
included promoting and sponsorship of individual and social activities, fund
raising for hospitals and schools and coordinating with aid agencies and local
authorities for projects around the nation.
Giving the salaries to all the employees at a right date of every month.(6th of
every month)
Every year increment is provided to all the employees.
ESI and PF facilities are provided to all the employees.
BRFL provides ARC (accident relief care) cards from the accident relief
care (India) pvt ltd to all the employees.
For small emergency accidents and small injuries first aid boxes are
available in each department.
Canteen facilities are provided to all the employees.
Safety equipments are provided to all the employees. For ex; helmets,
grouse, shoes goggles.
Drinking water is available at each department.
Finance department:
This is the main department of any organization and is also necessary to design
this department to design this department. Because, finance is like food & water
for human body, without finance other activities of the business cannot be
undertaken. But in today’s business not only adequate finance is necessary but
also it is necessary to manage it properly. That is why the finance department is
having very a significant role in any business.
All reasonable efforts are expected to ensure that all business records and
reports are accurate, complete and reliable.
3. Allocation of funds.
6. Capital budgeting
BRFL is also having an effective finance department with different section. The
supreme body for this department is the director for finance then comes the
general manager for finance, assistant general manager, and manager and so on
from top to bottom. Totally 5 employees are working in the finance department.
Marketing department:
MARKETING MANAGER
pricing and delivery schedules our customer profile for fabrics include leading
garment exporters in India.
The local retail market is well developed and we have been catering to this
market for almost 2 decades. We have a network of over 10 agents and 70
distributors catering to network of more than 2000 retailers spread across India.
Presently in the domestic retail division, we have a turnover of around Rs 200
lacks per month, which we plant to increase to Rs. 300 lacks per month.
This is the fastest growing market segment. With our range of fabrics, the
buyers of these garment exporters specify and approve fabrics made by
BOMBAY RAYON. Thus it is custom made product for these garment exporters.
These are bulk and repeat orders.
Exportoffabrics
Export of garment
industry, due to ability to offer garments based on seasonal fashions trends and
color choices.
We believe that in the post- WTO era, home textiles will be a driving force
of Indian textile exports. With the closure of home textile plants in the US and
shift in international buying patterns towards Aspic Pacific Region, there is
expected to be considerable demand for home textiles out of Asian countries.
PRODUCTION DEPARTMENT
1. Procurement of fabric
Based on the order and design, the fabric and appropriate fabric source are
identified and the quantity required is assessed based on the consumption of fabric
per garment,. We have a team of skilled professionals who makesthis assessment.
We source majority of the fabric required from our fabrics weaving plants at
village sonale in Thane district, Navi Mumbai and silvassa.
2. Fabric checking
Besides fabric, the accessories are also thoroughly checked for defects and
damages.
The fabric is laid on the cutting table and then plotted with the help of CAD
/CAM machinery as per the specific patterns. This is a system for consumption
planning and ensures optimum usage of fabric keeping the cutwastage at the
minimum level.
After plotting the fabric is cut with the help of cutting machines. Different
parts of shirt are then stickered for identification of size and shade. This process is
known as sorting of fabric. The sorted fabric is then bundled and sent for fusing of
the three main parts namely collars and plackets. Then collars and cuffs are
attached to the main body completing the first stage.
Very recently we have ventured into the value –added segment of home
textiles i.e. Bed sheets, fitted sheets, pillow covers, Quilt covers, Duvet covers etc.
mainly for direct exports. The size of global trade in this segment is expected to be
over US 12 billion. The market for home textile products as been growing at a
NAGARJUNA DEGREE COLLEGE Page 37
STUDY ON QUALITY OF WORK LIFE
rapid pace over the last few years. With the removal of quota restriction the
segment offers great opportunity for growth.
Product planning and development is the process of searching ideas for new
products, screening them systematically, converting them into tangible products
and introducing the new products into markets. It is also involves formulation of
product strategies and policies. It includes improvement in existing product as
well as new development products.
Product planning includes all activities starting from the concept of product
ideas and ending up with full scale production and introduction of the product in
the target market.
Strengths
Weaknesses
Opportunities
In carrying out their duties and responsibilities, Board Member and Senior
Management Personnel should avoid:
Appropriating corporate business opportunities for themselves that are
discovered through the use of company property or information or their
position as Board Member;
Threats
ORGANIZATIONAL STRUCTURE
VICE PRESIDENT
GENERAL MANAGER
WORK MANAGER
HR
MARKETING ACCOUNT
ASSISTANT SUPERVISORS
EXECUTIVE ASSISTANT
Responsibilities
Authorities:
To recommend individuals for specific training programs
To alert the schedules of in-house training programs in case of
emergencies
To initiate follow-up action consequent to training programs
review
Purpose
This document highlights the procedure for identifying, organizing
and reviewing training programs for employees. This is prepared in accordance
with competence awareness and training programs.
Procedure
The success of any organization depends upon knowledge, skillsand
capabilities of its people. It is very essential that an organization
identifies the factors which would affect the performance and initiate
actions to correct those. One of the interventions could be a well
designed training and development programs. The employees in the
factory are put through the following training programs
CHAPTER-4
TABLE 4.1
02 FEMALE 18 36%
03 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 32 respondents that mean 64% of employees are male
and 18 respondents that mean 36% of employees are female.
CHART 4.1
70%
60%
50%
40%
64%
30%
20%
36%
10%
0%
male female
INTERPRETATION
Majority of the respondents are male because this organization mainly relates to
production of milk products, and there are shifts in working hours so female employees
are less compared to male.
TABLE 4.2
02 40-55 18 36%
ANALYSIS:
From the above table,26 respondents that means 52% of employees belongs to the age
group of 20-40years, 18 respondents that means 36% of employees belong to 40-55 years,
and the other 12% of employees are in the age group of more than 55 years.
CHART 4.2
12%
20-40
40-50
52%
more than 55
36%
INTERPRETATION
Majority of the respondents belong to the age group of 20-40 years and it shows that the
organization is having more efficient and effective employees with respect to the quality
of work life.
TABLE 4.3
02 10000-20000 07 14%
03 20000-30000 10 20%
04 30000-40000 09 18%
06 TOTAL 50 100%
ANALYSIS
From the above table we can observe that 6% of the employees monthly income is below
10,000, 7 respondents that means 14% of the employees monthly income is 10,000-
20,000, 20% of the employees income is 20,000-30,000 and the majority that is 42% of
the employees monthly income is above 40,000.
CHART 4.3
NAGARJUNA DEGREE COLLEGE Page 50
STUDY ON QUALITY OF WORK LIFE
Chart showing the monthly income of the respondents
INTERPRETATION
The majority of the employee’s monthly income is above 40,000. Therefore the majority
of the respondents are satisfied with the company salary structure and it’s a good
indication in the QWL and the satisfaction level towards their job role among the
employees of this company.
TABLE 4.4
Table showing how many years have you been working with this organization
02 05-10years 04 8%
03 10-15years 08 16%
ANALYSIS
From the above table, among 50 employees, 19 respondents that means 38% of employees
have been working from 05 years, 38% of the employees are also working for more than
15 years. 4 respondents that mean 8% of the employees working for the period of 5-10
years and the other 16% of the employees have been working for 10-15 years.
CHART 4.4
INTERPRETATION
We can observe that the majority of the respondents are working between 00-05 years and
more than 15 years and it shows that the employee’s retention rate is high as it is a
government company.
TABLE 4.5
environment employees
are able to complete their
task
03 Work load is evenly 25 50%
distributed and employees
05 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 16% of employees responded that work load
is very much, task are not finished on appropriate time, 26% of employees responded that
work load is very much but due to participative environment employees are able to
complete their task, 50% of employees responded that work load is evenly distributed and
NAGARJUNA DEGREE COLLEGE Page 54
STUDY ON QUALITY OF WORK LIFE
employees are able to complete their task on time, 8% of employees responded that work
load is less as compared to other companies
CHART 4.5
INTERPRETATION
Majority of employees responded that the work load is evenly distributed, so they are able to
complete their task on time.
TABLE 4.6
03 Dissatisfactory 02 04%
04 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees 14% of employees are highly satisfactory
with the working hour of the organization, 82% of employees are satisfactory and
remaining 04% of employees are dissatisfactory with the working hour of the
organization. Therefore 82% of the respondents are satisfactory with the working hour of
the organization.
CHART 4.6
INTERPRETATION
From the above chart, we can observe that majority of the employees are satisfied with the
working hour as per the survey because they do not feel more stressed as the timings is
from 10 am to 5pm and they feel satisfied with the working hour.
TABLE 4.7
Table showing that the employees in the organization are skilled, motivated, and productive
02 NO 05 10%
03 TOTAL 50 100%
ANALYSIS
From the above table we can say that 45 employees feels that 90 % employees are skilled
and good performer another 5 employees says that 10% employees are not skilled,
motivated and productive for the organization.
CHART 4.7
Chart showing that the employees in the organization are skilled, motivated, and productive
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
yes no
INTERPRETATION
From the above chart, we can say that majority of the employees have responded that the
people working the organization are skilled, motivated and productive. Thus the
employees in the organization possess various skills, knowledge and hence motivated and
productive.
TABLE 4.8
02 NO 07 14%
03 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 43 respondents that mean 86% of the
employee say that there is good career prospect in the organization, and the rest that is
14% of the employees says that there is no good career prospect.
CHART 5.8
INTERPRETATION
Majority of the respondents are satisfied with the good career prospect in the organization.
TABLE 4.9
02 Promotion 10 20%
03 Leave 00 00
04 Motivational 13 26%
talk
05 recognition 16 32%
ANALYSIS
From the above data we can say that 16 employees get motivated through recognition
which is 32% after that 13 employees says that they get motivated through motivational
talk that is 26%, then 11 employees says they get motivated by salary that is 22%, 10 say
through promotion that is 20% and nil for leave.
CHART 4.9
22%
32%
salary increase
promotion
leave
motivational talk
20% recognition
26%
0
INTERPRETATION
From the above chart, we can observe that majority of the employees say that recognition
is the factor which motivates them the most that means identification plays an important
role that makes the employees loyal and committed towards the organization.
TABLE 4.10
Table showing do you work as a part of a team, or work mostly on your own
03 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 43 respondents say that 86% of employees
work as a part of a team and 7 respondents that mean 14% of employees work mostly on
their own. Therefore we can conclude that the majority of employees work as a part of a
team.
CHART 4.10
INTERPRETATION
From the above chart, we can observe that majority of the employees work as part of a
team, which shows that working together lets employees build on the talents of their
TABLE 4.11
Table showing do you feel comfortable and satisfied with your job
02 Neutral 09 18%
03 Dissatisfied 02 04%
04 TOTAL 50 100%
ANALYSIS
The table showing that 39 respondents that mean 78% of employees are satisfied with
their job and 9 respondents that mean 18% of employees are neutral and 2 respondents
that mean 4% of the employees are not satisfied. Therefore 78% of employees are
satisfied with their job.
CHART 4.11
Chart showing the do you feel comfortable, and satisfied with your job
INTERPRETATION
Majority of the respondents feel comfortable and satisfied with their job as it is a government
company there is a job security and satisfaction level is also high.
TABLE 4.12
Table showing BRFL does a good job of linking rewards to job performance
02 Agree 37 74%
03 Disagree 02 04%
04 Strongly 02 04%
disagree
05 TOTAL 50 100%
ANALYSIS
From the above table we can observe that 74 % of the employees agree with the
organisation for giving award for good performance and 18% of the employees strongly
agree for giving awards. Another 4% of the employees disagree and 4% of the employees
strongly disagree.
CHART 4.12
Chart showing BRFL does a good job of linking rewards to job performance
Sales
4% 4% 18%
strongly agree
agree
disagree
strongly disagree
74%
INTERPRETATION
TABLE 4.13
03 Career 09 18%
development
and
opportunities
04 TOTAL 50 100%
ANALYSIS
CHART 4.13
INTERPRETATION
Majority of the respondents is satisfied with the working environment and it indicates the
satisfaction level and the QWL is good in this organization.
TABLE 4.14
Table showing there is a balance between stated objectives and resources provided
02 NO 10 20%
03 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 40 respondents that means 80% of the
employees agree that there is a balance between stated objectives and resources provided,
and the other 10 respondents that mean 20% of the employees say there is no balance
between stated objectives and resources provided.
CHART 4.14
Chart showing there is a balance between stated objectives and resources provided
INTERPRETATION
Majority of the respondents are of the opinion that there is a balance between stated objectives and
resources provided within an organization.
TABLE 4.15
Table showing the proper training improves the productivity of the company and
employees
02 NO 02 04%
03 TOTAL 50 100%
ANALYSIS
From the above table, we can observe that 96% of the employees say that company and
employees productivity can be improved by proper training, and only 4% of the
employees disagree with this.
CHART 4.15
Column1
4%
yes
no
96%
INTERPRETATION
TABLE 4.16
Table showing in your job how often you take part with others in making decisions
that affect you
02 Sometimes 30 60%
03 Rarely 05 10%
04 Never 03 06%
05 TOTAL 50 100%
ANALYSIS
CHART 4.16
Chart showing in your job how often you take part with others in making decisions
that affect you
INTERPRETATION
From the above chart, we can observe that majority of the employees sometimes take part
with others in making decisions but not always. But difficult or challenging decisions
demand more consideration.
TABLE 4.17
02 NO 08 16%
03 TOTAL 50 100%
ANALYSIS
From the above table we can observe that, 84% of the employees say that departments in
the organization have cooperation and the rest 16% say that organizations have no
cooperation.
CHART 4.17
INTERPRETATION
Majority of 84% of the employees are of the opinion that departments in the organization
have cooperation, and they maintain a conducive and friendly relation with the people in
the organization.
TABLE 4.18
02 NO 17 34%
03 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 66% of the employees say that the promotion
is related to their achievement and 34% says that the promotion is not related to their
achievement.
CHART 4.18
INTERPRETATION
Majority that is 66% of the employees believes that the promotion is related to their
achievement. As they get recognised and promoted to a better level they feel motivated
towards their job and it leads to the achievement of both individual and organizational
goals.
CHAPTER-5
FINDINGS , SUGGESTIONS AND CONCLUSION
FINDINGS
The majority of respondents are male compared to female.
52% of the employees belong to the age group of 20-40 years and it shows that the
organization is having more efficient and effective employees with respect to the
QWL.
The majority of employees said work load in the organization is evenly distributed and
they are able to complete their work on time.
82% of employees are satisfied with the working hours, they do not feel stressed and
are comfortable with the timings that is from 10am to 5pm.
Most of the employees say that, the people in the organization are skilled, motivated
and productive.
During this survey, Recognition is the factor which motivates most of the employees,
ultimately they want them to be appreciated and recognised in a society for their
work, and here comes the employee recognition program.
86% of employees like to work as a part of a team, rather than working on their own,
which shows that working together lets employees build on the talents of their
teammates. Relying on other people builds trust, and team work establishes strong
relationships.
Majority of employees feel comfortable and satisfied with their job, because of job
security.
74% of the employees agree that BRFL does a good job of linking rewards to job
performance, the tie up between the reward and performance should be made for
employee retention and their commitment to work, which ultimately improvise the
contributing factor of the employee.
Most of the employees are of the opinion that, quality of work life is good working
environment.
Majority of the respondents say that proper training improves the productivity of the
company. It also indicates the satisfaction level towards their job.
SUGGESTIONS
From the study we can understand that some of the employees are not satisfied with
the career prospect in the organization. The management has to decide an
appropriate career prospect to encourage the employees to give opportunities.
The recognition and rewards based on their performance should not be delayed
which leads to dissatisfaction. The tie up between reward and performance should be
made for employee retention and their commitment to work, which ultimately
improvise the contributing factor of the employee.
NAGARJUNA DEGREE COLLEGE Page 84
STUDY ON QUALITY OF WORK LIFE
Changing the job of employees from one job to another helps the employees to know
all jobs of the organization.
Company should adopt motivational measures for the workers to balance their work
life.
Quality of working life was associated with wages, hours and working conditions,
describing the “basic elements of a good quality of work life” as: equal employment
opportunities, opportunities to learn and grow, protection of individual rights.
Quality of working life might vary between groups of workers. It includes: workload,
lack of involvement in decision making, lack of recognition, lack of opportunity to
learn new skills.
CONCLUSION
The researcher is benefited with the study, because the topic will help the management to get an
effective feedback from the employees about the employee QWL prevailing at the work place. It
also provides the researcher an opportunity to expose with functions of the HR department and
able to well versed with the quality of work life. The study provides various suggestions to the
management to enhance the quality of work life of employees in BRFL.
It is also expected that improvement will be maid and appropriate actions will be taken based on the
suggestions and opinions given by the respondents and researcher.
QUESTIONNAIRES
Sir/Madam,
I am Abhilash studying in 6th semester BBA in NAGARJUNA DEGREE COLLEGE
as per the university requirement: I should conduct a project study. My topic is about “QUALITY
OF WORK LIFE”. I am doing this project in BRFL, DODDABALAPUR. So, I request you to
spare few minutes to fill these following questions. Your response would be kept confidential and
would be used for academic purpose only.
Name of the respondents (optional):
Qualification:
Designation:
Experience in BRFL
1. Gender:
a) Male [ ] b) Female [ ]
2. Age :
a) 20-40 [ ] b) 40-55 [ ] c)55 & above [ ]
3. Monthly income:
4. Since how many years have you been working with this organization?
a) Work load is very much, and task are not finished on appropriate time [ ]
b) Work load is very much but due to participative environment employees are able to complete
their task [ ]
c) Work load is evenly distributed and employees are able to complete their task on time [ ]
d) Work load is less as compared to other companies [ ]
7. What do you think that employees in the organization are skilled, motivated and productive?
a) Yes [ ] b) No [ ]
10. Do you think there are good career prospect in your organization?
a) Yes [ ] b) No [ ]
12. Do you normally work as a part of a team, or do you work mostly on your own?
b) Social recognition [ ]
16. In your company there is a balance between stated objectives and resources provided?
a) Yes [ ] b) No [ ]
17. Do you think proper training improves the productivity of the company and employees?
18. In your job how often do you take part with others in making decisions that affect you?
BIBLIOGRAPHY
WEBSITES:
www.google.comwww.weki
pedia.com
www.scribd.com
www.int.com