MBA Project Quality of work life

Document Sample
MBA Project Quality of work life Powered By Docstoc
					CHAPTER – I
1.1 INTRODUCTION
The project was undergone in CLASSIC MOULDS & DIES LIMITED for a period of two months. Theoretical knowledge is insufficient to cope up with the modern functioning of the companies. So in order to gain practical knowledge, the project was done at CLASSIC MOULDS & DIES LIMITED on the topic “A STUDY ON QUALITY OF WORK LIFE”. Quality is generally defined as “Conformance to requirements”. Quality is “as fitness for purpose”. The concept of quality is not apply to all goods and services created by human beings, but also for workplace where the employees were employed. Quality in the workplace comes from understanding and then fully meeting, the needs of all your internal and external customers, now and into the future and doing so with continual improvement in efficiency and effectiveness. QWL refers to the favorableness or un – favorableness of a total job environment of the people. The basic purpose is to develop jobs and working conditions that are excellent for people as well as for the economic health of the organization. QWL provides a more humanized work environment. It attempts to serve the higher – order needs of workers as well as their more basic needs. It seeks to employ the higher skills of workers and to provide an environment that encourages improving their skills. Q U A L I T Y Quest for excellence Understanding Action Leadership Involvement of the people Team spirit Yardstick to measure progress

1

The above said are very essential things to improve the work life of employees in the organization.

1.2 SIGNIFICANCE OF THE STUDY:
Quality of work life covers various aspects under the general umbrella of supportive organizational behavior. Thus, the QWL should be broad in its scope. It must be evaluate the attitude of the employees towards the personnel policies. The research will be helpful in understanding the current position of the respective company. And provide some strategies to extent the employees satisfaction with little modification which is based on the internal facilities of the company. This research can be further used to evaluate the facilities provided by the management towards the employees. This study also helps in manipulating the basic exception of the employees.

1.3 OBJECTIVES OF THE STUDY:
 To study the quality of work life of (QWL) employees in CLASSIC MOULDS & DIES LTD   To find out how quality of work life leads to high satisfaction To know the existing working conditions, Industrial Health and safety help to improve the quality of work life.   To study the workers participation in CLASSIC MOULDS & DIES Ltd To examine how the training and development programmes helps to improve the quality of work life.  To know how the various welfare activities and other benefits helps to bring a better quality of work life.

2

1.4 LIMITATIONS OF THE STUDY
 Converting qualitative data into quantitative data may often lead to inaccurate results.  The respondents may not have expressed them strong negative feelings about the policies, which results in the error of central tendency.



Few respondents were reluctant while answering the questions.

1.5 REVIEW OF LITERATURE 1.5a THEORETICAL REVIEW: DEFINITION Quality of work life means “the degree top which members of a work organization are able to satisfy important personal needs through their experience in the organization” QWL could be defined as “the Quality of the relationship between the man and task. MEANING Quality of work life has gained deserved prominence in the Organizational Behavior as an indicator of the overall of human experience in the work place. It expresses a special way of thinking about people their work, and the organizational in which careers are fulfilled. QWL refers to the relationship between a worker and his environment, adding the human dimension to the technical and economic dimensions within which the work is normally viewed and designed. QWL focus on the problem of creating a human working

3

environment where employees work co – operatively and achieve results collectively. It also includes.    The programme seeks to promote human dignity and growth Employees work collaboratively They determine work change participate The programmes assume compatibility of people and organization

QWL refers to the level of satisfaction, motivation, involvement and commitment individuals experience with respect to their line at work. QWL is the degree of excellence brought about work and working conditions which contribute to the overall satisfaction and performance primarily at the individual level but finally at the organizational level. CONCEPT QWL is a prescriptive concept, it attempts to design work environments so as to maximize concern for human welfare. QWL acts in two dimensions.   Goal Process

QWL acts as goal by    Creation of more involving satisfying and effective jobs Work environment for people at all levels of the organization

QWL acts as process by  Make efforts to realize this goal through active participation The whole essence of QWL may be stated thus, the QWL is co – operative rather than authoritarian; evolutionary and open rather static and rigid; informal rather than mechanistic; mutual respect and trust than hatred against each other.

4

Objectives of QWL The major three main objectives for the QWL are   Improve employees satisfaction strengthen workplace learning, and Better manage on – going chance and transition

MAJOR FACTORS AFFECTING THE QWL
QWL means having good supervision, good working conditions, good pay and benefits an interesting and challenging, and a rewarding job. The major factors that effect the QWL may be stated thus.

Pay
QWL is basically built around the concept of equitable pay. In the days ahead, employees may want to participate in the profits of the firm as will. Employees must be paid their due share in the progress and prosperity of the firm.

Benefits
Workers throughout the globe have raises their expectations over the years and now feel entitled to benefits that were once considered a part of the bargaining process.

Job Security
Employees want stability of employment. They do not like to be the victims of whimsical personal policies and stay at the mercy of employers.

5

Alternative Work Schedules
Employees demand more freedom at the workplace, especially in scheduling their work. Among the alternative work schedules capable of enhancing the quality of work life for some employees are:

i. Flexi time: A system of flexible working hours, ii. Staggered hours: Here groups of employees begin and end work at different intervals. iii. Compressed workweek: It involves more hours of work per day for fever days, per week. iv. Job enrichment: It attempts to increase a person's level of output by providing that persons with exciting, interesting, stimulating or challenging work. v. Autonomous work groups (AWGs): Here a group of workers will be given some control of decision-making and have responsibility for a task area without day-today supervision, and with authority to influence and control both group members and their behavior.

Occupational Stress Occupational mental-health programmes dealing with stress are beginning to emerge as a new and important aspect of QWL programmes. Obviously, and individual suffering from an uncomfortable amount of job-related stress cannot enjoy a high quality of work life. '

6

Worker Participation
Employees have a genuine hunger for participation in organizational issues affecting their lives. Naturally they demand far more participation in the decision making process at the workplace.

Social Integration
The work environment should provide opportunities for preserving an employee's personal identify and self-esteem through freedom from prejudice, a sense of community, interpersonal openness and the absence of stratification in the organization.

Work and total life space
A person's work should not overbalance his life. Ideally speaking, work schedules, career demands and other job requirements should not take up too much of a person's leisure time and family life.

WAY TO CREATE HIGH QWL
QWL deals with the relationship between every employee and his or her work organization. This relationship is formal in sometimes less formal. This contract is psychological; contract. "Psychological contract is the set of expectations held be the individual specifying what the individual and the organization expect to give and receive from each other in the course of their working relationship". This contract represents the expected exchange of values that encourages the individual to work for the organization and motivates the organization to employ that person, (i.e) Contribution and Inducements.

7

A healthy psychological contract means that inducements and contributions are balance.

INDUCEMENTS = CONTRIBUTIONS
(Organization to employees) = (employee to organization) This is the way for organization to create healthy psychological contract and Jobs satisfaction for their members is to provide them with High QWL environment.

ASPECTS OF HIGH QWL
QWL are highlighted by the following Benchmarks of managerial excellence. Participation:Involving people from all levels of responsibility in decisionmaking Trust:Reside signing jobs systems and structures to give people more freedom at work. Reinforcement:Creating reward systems that are fair, relevant and contingent on work performance Responsiveness:Making the work setting more pleasant and able to serve individual Needs. 8

QWL PROGRAMMES
QWL programmes concentrate on creating a working environment that is Conductive to the satisfaction of worker needs. This program assumes that a job and the work environment should be structured to meet as many of the workers needs as possible. Richard Walton has organized into eight categories. These should be integrated, coordinated and properly managed.

These programmes are helped to avoid some pitfalls like  QWL program must be implemented with the co-operation of management and labour.   Action plans must be carried to completion. Care mist be taken to concentrate the focus on the joint objectives of improving the QWL. 9

RESULTS OF HIGH QWL
        High Productivity Increase organizational effectiveness High employee satisfaction High morale . Reduce the absenteeism and labour turn over Increase the quality of life of employees High employee involvement Peaceful industrial relation

1.5b RESEARCH REVIEW:
Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis & Lawler, 1984; Cooper, 1988) define the qualities of work life are broadly similar to the study on Singaporean Employees Development suggest four dimensions of Quality of work life labeled as, i) Favorable work environment ii) Personal growth and autonomy iii) Nature of job and iv)Stimulating opportunities and co-workers Good performance is recognized in addition to rewards being based upon performance while employees are respected and treated like mature people. The Study on Singaporean Employees development, Cheng S says in a high QWL there should be a positive impact on personal life, an opportunity to be involved in decision as well as an acceptable level of physical comfort. Jobs seen to exist within high QWL work situations are those in which there is minimal negative impact on one’s personal life, and hopefully one which has a positive impact on one’s personal life.

10

We would expect that these dimensions comprising QWL that were found in the present sample are consistent with the rapid economic growth and increasingly higher levels of educational standards in Singapore. Research studies (Taylor, 1977; Taylor, 1978; Donald, 1997) have generally established that QWL is positively associated with job satisfaction and can be a significant motivator. One implication of this finding for management is the need to consider the type of intrinsic and extrinsic factors highlighted by the four aspects of QWL that comprise the motivational reward-incentive system used in organizations. Designing the job and the work environment so as to include the characteristics of the QWL dimensions discussed above will contribute to the worker’s sense of well-being, and provide a more positive start to other work motivation programmes within the organization.. Kirkman (1989) suggests that in the future work society; the drive for more humanitarian treatment both in and out of work will increase. Cheng S in his paper QWL through employee participation in Singapore has discussed the following four different approaches to QWL Employee share option scheme, Joint management consultation, Quality circle and Industrial relations circle. This is an interesting situation given the high degree of emphasis on achieving high standards in performance and quality known in Singapore. QWL has also been viewed in a variety of ways including a) as a movement b) as a set of organizational interventions and c) as a type of working life felt by employees QWL, Self-evaluation and life satisfaction among American Africans. When for many people sex and relationships are troublesome--since they are often hazardous to our health--work plays an even greater role in keeping us "out of trouble." Regardless of how much we earn, most of us have some kind of agenda or work plan. And with so many people opening a home and a cyber-office, with mounting levels of 11

technology-related stress (which Bruria Ginton, owner turned content-provider, calls frustression), many of us end up involved in more than one job, which we feel compelled to get done, spending the greatest portion of our lives in what we consider our workplace. So Quality of Work Life (QWL) is not some notion of frivolous luxury. QWL is just as real and useful as virtual reality itself.

1.6 APPROPRIATENESS OF THE SURVEY METHOD
The objective of study was to ascertain the quality of work life of the employees in specific work environment relationship. method. Hence a questionnaire method is chosen which is free from bias of the interviewer and large sample can be made use of and thus the result can be more dependable and reliable For this best suited method was survey

1.7 SAMPLING PROCEDURE
Sampling is a method of selecting a few items from a particular group to be obtaining relevant data which help in drawing conclusions regarding the entire group i.e. population or universe.

SAMPLING SIZE:
The sample size selected for the study was 100 employees of “CLASSIC MOULDS & DIES LIMITED”.

1.8 CONSTRUCTION OF THE TOOL:
To measure the effectiveness of QWL. Questionnaire method is used. The questionnaire consists of two sections. Section 1: collect the personal details about respondents.

12

Section 2:

consists of 20 Questions which deal with QWL.

In this study, structured questionnaire means “a set of questions (statements) which is administered to the respondents. To assess their attributes opinion, information which is needed for the project.

1.9 ANALYSIS AND INTERPRETATION:
The data collected are classified, analysed and calculated. The statistical tools

are applied for the analysis of the data. The tools used are Percentage analysis, weighted average method and Chi – square test.

1. Percentage analysis:
Percentage refers is a special kind of ratio. Percentages are used in making comparison between two or more series of data. They are used to describe relationship. More over percentages can also be use to compare the relative terms of the distribution of two or more series of data.

Formula:

Percentage of Respondents = 2. Weighted Average Method:

No. of respondents * 100 Total no. of respondents

Weighted Average Method was applied to find out the desirable policies & practices that are adopted by the company by ranking certain criteria's in some of the important functional areas of H.R.

Formula: Weighted average method = (X1W1 + X2W2 + X3W3 +……..) n
13

3. Chi - square test:
Chi - Square is a non-parametric technique, most commonly used fay a research to test the analysis. The main objective of chi-square is to determine whether significant difference exist among group of data

Formula:

Chi - Square test =  (Oi - Ei) 2/ Ei
Oi = Observed frequency Ei = Expected frequency Degree of freedom = n – 1.

1.10 ORGANISATION OF THE PROJECT Chapter – 1
Introduction of the topic with Significance, Objectives, Limitations, Review of Literature, Appropriateness of the Survey Method, Sampling Procedure, Construction of the tool, Analysis & Interpretation and Organisation of the Project.

Chapter – 2
A report of the industrial profile and detailed report of CLASSIC MOULDS & DIES LIMITED and its achievements and Mile stones.

Chapter – 3

14

The Analysis is done by using tables and charts. The tools used are percentage Analysis, Chi-square, Weighted Average Method.

Chapter – 4
Summary of findings and suggestions.

15

CHAPTER: II
2.1 INDUSTRY PROFILE
The Plastics Industry in India has made significant achievements ever since it made a modest but promising beginning by commencing production of Polystyrene in 1957. The chronology of manufacture of polymers in India is summarised as, -1957-Polystyrene -1959-LDPE -1961-PVC -1968-HDPE -1978-Polypropylene The potential Indian market has motivated Indian entrepreneurs to acquire technical expertise, achieve high quality standards and build capacities in various facets of the booming plastic industry. Phenomenal developments in the plastic machinery sector coupled with matching developments in the petrochemical sector, both of which support the plastic processing sector, have facilitated the plastic processors to build capacities to service both the domestic market and the markets in the overseas. The plastic processing sector comprises of over 30,000 units involved in producing a variety of items through injection moulding, blow moulding, extrusion and calendaring. The capacities built in most segments of this industry coupled with inherent capabilities has made us capable of servicing the overseas markets.

The economic reforms launched in India since 1991, have added further fillip to the Indian plastic industry. Joint ventures, foreign investments, easier access to technology

16

from developed countries etc have opened up new vistas to further facilitate the growth of this industry.

INDIAN PLASTIC INDUSTRY
The Indian Plastic Industry has taken great strides. The last few decades have seen it rise to the position of a leading force in the country with a sizeable base. The industry itself is growing at a fast pace and the per capita consumption of plastics in the country has increased manifold as compared to the earlier decade. Plastics has undoubtedly gained notable importance in every sphere of activity. It has substituted and saved scarce natural resources. It is an inseparable part of our daily life. Constant developments in polymer technology, processing machineries, know how and cost effective production is fast replacing conventional materials in every segment with plastics. India ranks 8th in the world with per capital consumption of 4.6 kgs. which is likely to increase to 7.9 kgs. by March 2008, if availability of polymers is not a constraint Polymers demand in India may reach a figure of 12 million tonnes by 2010-11. India is expected to be the third largest consumer of polymers after US and China by that time. 20% compounded growth rate expected in next 5yrs. The plastic processing sector comprises of over 30,000 units involved in producing a variety of items. The plastic industry here includes finished plastic products to raw materials and processing equipment.

Demand for plastics was ever growing. Mid 1990s came with a need to organize the Indian plastics sector as much as to consolidate the global markets. The Indian plastics industry faced intense competition from companies that were globally consolidated.

17

Indian plastic industry needed technological advancements to compete the existing players in terms of product quality, cost and quantity

Joint ventures, foreign investments and easier access to technology from developed countries have opened up new vistas to further facilitate the growth of this industry. Phenomenal developments in the plastic machinery sector coupled with matching developments in the petrochemical sector, have facilitated the plastic processors to build capacities to service both the domestic market and the markets in the overseas. We took this as an opportunity to present Indian Plastic Industry as an organized sector. We created an industry vertical, Indianplasticportal.com, representing the industry. Individual industries gradually came forward displaying their inventory to the world and giving their global counterparts a tough competition. The small scale sector also got a platform to present themselves through our customized solutions for them.

2.2 COMPANY PROFILE
Classic Moulds & Dies is 14 years old company in Moulds & Dies Manufacturing Business.Classic Moulds & Dies is a firm believer in adopting advanced technologies to produce quality tools. Classic Moulds & Dies (CMD) specialized in:  Plastic Moulds for -Automobile industries -Hangers (Garment industry)  Press Tools  Jigs & Fixtures  Paver Brick Moulds

18

About us - Company Profile
YEAR FOUNDED PROMOTERS FACTORY AREA EMPLOYEES MAIN FACILITIES - 1993 - Mr. D. Ravi & Mr. Y. Sundarsanarao - 25000 Sq.ft - 150 Nos - CNC Milling Mechine -3 Nos EDM Mechine -3 Nos Wire EDM -1 Nos CAD/CAM Software -2 Nos MAIN DIVISIONS - TOOLING DIVISION  AUTOMOBILE INDUSTRIES  GARMENTS INDUSTRIES  CONSUMER DURABLE INDUSTRIES  ELECTRICAL INDUSTRIES  PRE-CAST CONCRETE INDUSTRIES - COMPONENTS DIVISION  ELECTRICAL INDUSTRIES  HEAVY ELECTRICAL INDUSTRIES  ARCHITECTURAL/ STRUCTURAL  AUTOMOBILE INDUSTRIES MAIN PRODUCTS - Plastic Injection Moulds  Press Tools  Jigs & Fixtures  Paver Brick Moulds

19

- Precision Machine Parts  Sheet Metal Parts  Plastic Parts  Assemblies & Sub Assemblies AWARD & CERTIFICATE - ISO 9001

People are the greatest assets of Classic Moulds & Dies. The company is committed to investing in each employee, taking them through the technological evolution, training and upgrading them to perform their best. List of Machines: 1. Makino S56 - VMC 2. YCM TV146A – VMC 3. YCM MV66A – VMC 4. Ecowin MIC 542 – CNC EDM 5. Ecowin MIC452 – PNC EDM 6. CNC - Lathe -Colchester CNC - Milling - Makino 7. Electronica – Eurocut 734 - Wirecut 8. Hauser – Jig Grinding Machine 9. Hauser – Jig Boring Machine 10. Okamato Surface Grinding Machine 11. Proth Surface Grinding machine 12. GMT Surface Grinding Machine 13. HMT Milling Machine And having other supporting machines like Lathe, drilling machines etc., Having Well-equipped Metrology facility. Classic Moulds and Dies understands the clients' business needs. We have 75 % Indian Market and 25 % Overseas Market.

20

CHAPTER – III ANALYSIS AND INTERPRETATION
Table No: 1

Age of respondents

Age 20 – 30 31 – 45 46 & above Total

No. of respondents 30 45 25 100

Percentage 30.0 45.0 25.0 100.0

INFERENCE: The above table shows that majority of 45% of the respondents belongs to the age group of 31 to 45 and 30% of the respondents lies between 20 to 30 age group. 25% of the respondents fall from the age group of 46 and above. The study reveals that all the respondents all age group level are well capable of assessing the quality of their work life.

21

Table No. 2 Experience of the respondents

Experience Below 1 year 1 – 5 years 5 – 10 years Above 10 years Total

No. of Respondents 19 24 57 100

Percentage 19 24 57 100

INFERENCE: The above table shows that majority of 57% of the respondents are with an experience of more than 10 years and 24% are 5 to 10 years of experience. 19% of the respondents are with 1-5 years experience. No respondent is less experienced. The study reveals that all the respondents are well experienced, so they are well capable of assessing the quality of their work life.

22

Table No – 3 Income level of the respondents

Income Level Below Rs. 5,000 Rs. 5,000 – Rs.10,000 Rs. 10,000 – Rs.20,000 Above Rs. 20,000 Total

No. of Respondents 38 59 3 100

Percentage 38 59 3 100

INFERENCE: The above the table shows that as much as 82 per cent of the respondents are in the higher income group of more than Rs. 10,000 income per month. Hence it can be inferred that monetary benefits are not a constraint to assess the quality of work life, in the study unit.

23

Table No – 4 Using skills and abilities to perform the job

Opinion Strongly Agree Agree Disagree Strongly Disagree Total

No. of Respondents 46 51 2 1 100

Percentage 46 51 2 1 100

INFERENCE: The above the table states that as much as 97% of workers in the study unit were of the opinion that their job enables them to use their skills and abilities in full. Only 3% of them disagreed to this point. Hence it can be inferred that the work in the study unit is such that which allows almost all the workers to use their skill and ability in full.

24

Table No – 5 Equal treatment at work place

Opinion Strongly Agree Agree Disagree Strongly Disagree Total

No. of Respondents 43 57 100

Percentage 43 57 100

INFERENCE: The above the table shows that no harm is done to the self-respect of the workers in the study unit. 43% of the respondents strongly agreed to the statement and 57% of the respondents also opinioned that the workers are treated equally with respect at their work places. Thus it can be concluded that the organization provides equal treatment at work place.

25

Table No – 6 Conditions on my job allows me to be productive

Opinion Strongly Agree Agree Disagree Strongly Disagree Total

No. of Respondents 46 51 2 1 100

Percentage 46 51 2 1 100

INFERENCE: From the above table it can be understood that almost 97% all the workers in the study unit either agree or even strongly agree that the conditions on their job allow them to be productive. Only 3% of them were of negative opinion. Thus, it is clear that the conditions on job are congenial to raise the productivity of the workers which is very essential for both the management and workers to achieve their objectives of higher productivity.

26

Table No – 7 Opportunity to develop special abilities

Opinion Strongly Agree Agree Disagree Strongly Disagree Total

No. of Respondents 25 63 12 100

Percentage 25 63 12 100

INFERENCE: The above table states that 25% of the workers strongly agree to the point that there are adequate opportunities to develop their own special abilities in the work place. 63% of the respondents agree to it only to some extent. Only 12% of the workers find no such opportunities in the study unit. Hence, it can be inferred that the opportunities available in the workplaces to develop the special abilities of the workers is satisfactory. No doubt in the improvement of special abilities would definitely improve the quality of work life in the study unit.

27

Table No – 8

Organisations provides enough guidance to get the job done

Opinion Strongly Agree Agree Disagree Strongly Disgree Total

No. of Respondents 24 58 17 1 100

Percentage 24 58 17 1 100

INFERENCE: The above table shows that 82% of the workers in the study unit are satisfied with the guidance provided to them by the superiors/managers to get the work done easily. 18% of the respondents disagreed to accept it. Hence, it con be inferred that guidance to work, which is essential for the quality work life which is provide at the work place in the study unit.

28

Table No – 9 Organization provides high quality tools and techniques to do the job Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. of Respondents 65 32 3 100 Percentage 65 32 3 100

INFERENCE: As shown in the table, the opinion of the respondents as regard to the positive factors of the high quality tools and techniques required to perform the job. 65% of the respondents very strongly agree & with the provisions made to utilize quality tools and techniques to perform the job, and 32% of the respondents also agree with then statements, are hand only 3 per cent of the respondents are refused to accept it. Hence it can be concluded that there is positive attitude towards the provisions of tools techniques.

29

Table No – 10

Opportunities for promotion are good
Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. of Respondents 20 52 27 1 100 Percentage 20 52 27 1 100

INFERENCE: As shown in the table, the opinion of the respondents as regard to the chances for promotion is not appreciable compared to other determinants of quality of work life. Only 72% of the respondents has agreed that the chances for promotion are good in the study unit where as, as much as 28% of the workers refused it. Hence, it can be concluded that the chances for promotion are not attractive among the workers even though majority of them agree to it.

30

Table No – 11 The safety of workers is at high priority

Opinion Yes No Total

No. of Respondents 59 41 100

Percentage 59 41 100

INFERENCE: As pointed out in the table, 59% of the respondents opinioned that high priority was assumed to safety at work place and other side of the coin reflects 41% of the respondents disagreed . Hence, it can be concluded that the safety towards the employees need to be concentrated highly to ensure safe and secured work life.

31

Table No – 12 Infrastructure facilities are Good

Opinion Yes No Total

No. of Respondents 90 10 100

Percentage 90 10 100

If “Yes” which of the following do you like
Opinion First aid Canteen Lightening and ventilation Others Total No. of Respondents 7 27 56 10 100 Percentage 7 27 56 10 100

INFERENCE: Above table shows that 56% of the respondents are satisfied with lightening and ventilation facilities provided in the work place, followed by 27% satisfied with canteen facilities and 7% of the respondents opinioned on first aid facilities, 10% of the respondents opinioned on others includes drinking water, rest rooms etc.

32

Table No – 13 Fringe benefits are good in the organization

Opinion Strongly Agree Agree Disagree Strongly Disagree Total

No. of Respondents 28 56 15 1 100

Percentage 28 56 15 1 100

INFERENCE: As shown in above table 34% of the workers accept that the fringe benefits offered to them are good and enough to their expectations. As much as 56% were of the opinion that the fringe benefits are somewhat good, though not up to their expectations. The remaining 16% were of the opinion that the fringe benefits offered in the study unit are not at all up to their expectations. Hence it can be concluded that the fringe benefits offered in the study unit, in general, are not up to the expectation of the workers.

33

Table No - 14 The supervisor is concerned about the welfare of the workers

Opinion Strongly Agree Agree Disagree Strongly Disagree Total

No. of Respondents 25 45 25 5 100

Percentage 25 45 25 5 100

INFERENCE: As the above table states that the attitude of the supervisor towards the welfare of the workers is positive for 70% of the workers only. The remaining 30% were of the opinion that the attitude of their supervisor was not in favor of their welfare. Thus the attitude of the supervisors are not satisfactory and it is a hurdle in the assessment of the quality of work life in the study unit.

34

Table No – 15

Job security

Opinion Strongly Agree Agree Disagree Strongly Disagree Total

No. of Respondents 53 46 1 100

Percentage 53 46 1 100

INFERENCE: The above table shows that 53% of the workers strongly feel that there is security for their job and only one worker feel that there is no security for the job. Job security is the vital factor to access the quality of the work life in any organization. Since the job security in the study unit ensures that there are majority chances for good performance and as a result the quality of work life are up to the expectation.

35

Table No – 16 Helping tendencies of supervisor Opinion Strongly Agree Agree Disagree Strongly Disagree Total No. of Respondents 33 54 11 2 100 Percentage 33.0 54 11 2 100

INFERENCE: From the above table, it can be understood that the helping tendency of the supervisor is not up to the expectations of the respondents as only 33% of them strongly accept that the supervisors are lending their helping hands always. 54% of the workers are the view that the supervisor are helping at times are not always. The remaining 13% are of the opinion that they are not at all helped by their supervisor. The helping

tendencies of the supervisors determine the quality of work life in any organization, it is up to the required expectations level of the workers in the study unit.

36

Table No – 17 Training opportunities helped in terms of improving the quality of work

Opinion Strongly Agree Agree Disagree Strongly Disagree Total

No. of Respondents 30 54 15 1 100

Percentage 30 54 15 1 100

INFERENCE: The above the table states that only 30% of the workers strongly accept that there are training opportunities in the study unit, which helps them to perform their job safely and competently. 54% of the workers accept to some extent that the training opportunities are available and helpful. The remaining 17% were of the opinion that they had no such opportunities. Training is very essential for quality of work life in any organization. The training opportunities offered in the study unit are up to the

expectations of the workers at present.

37

Table No – 18 Employees opinion about work stress

Opinion Always Often Sometimes Never Total

No. of Respondents 29 64 6 1 100

Percentage 29 64 6 1 100

INFERENCE: The above table shows that except only one worker of all the 99 workers are of the opinion that their work is stressful one. Among them, 29% of the workers opinioned that the stress is always there in the work and a vast majority of 64% feels that they often find their work stressful. Only 6% of the workers have stated that their work is stressful sometimes and not always. Hence it can be inferred that the work is stressful one, which if allowed uncontrolled will spoil the quality of work in the study unit.

38

Table No – 19 Employees opinion on work schedule Opinion First Shift Second Shift Third Shift General Shift Total No. of Respondents 65 4 0 31 100 Percentage 65 4 0 31 100

INFERENCE: From the table 69% of workers are satisfied with first shift, 31% of workers are satisfied with general shift and 4% of the workers opinioned on second shift. Hence the majority of the respondents accepts with their first shifts.

39

Table No – 21 Accepting suggestions by the supervisors

Opinion Strongly Agree Agree Disagree Strongly Disagree Total

No. of Respondents 35 51 12 2 100

Percentage 35 51 12 2 100

INFERENCE:

Above the table 35% of the workers opinioned that their supervisors are always accept their suggestions and get positive motivations from them. 58% state that their supervisors accept their suggestions sometimes and not always. The remaining 14% reveals that their supervisors never lend their ears to their suggestions. So, these workers were motivated negatively by their supervisors. Though there is no need for the

supervisors to accept all the suggestions offered by the workers yet they shall not be motivational exists in the study unit in the form of discarding the suggestions made by the workers.

40

Table No – 22 Proud to be a part of CLASSIC MOULDS & DIES Ltd.

Opinion Strongly Agree Agree Disagree Strongly Disagree Total

No. of Respondents 81 18 1 100

Percentage 81 18 1 100

INFERENCE: The above table shows that except only one worker, all the 99% of the workers are of the opinion that they are very proud to work in the study unit. Thus the image of the study unit in the minds of the workers is very high, which is very essential for improving the quality of work life in it.

41

Chi - Square –Test – I Table – 23
Opinion about promotions and the experience of the workers.

Experience Level 1 -5 years 5 – 10 years >10 years Total

Strongly Agree 5 (3.8) 3 (4.8) 12 (11.4) 20

Agree 9 (9.9) 11 (12.5) 32 (29.6) 52

Disagree 5 (5.1) 10 (6.5) 12 (15.4) 27

Strongly Disagree 0 (0.2) 0 (0.2) 1 (0.6) 1

Total 19 24 57 100

HYPOTHESIS: There is no significant relationship between the experience level of workers and their opinion about promotions.

Degree of Freedom [d.f] = (r-1) (c-1) = (4 -1) (3 – 1) = 3*2 = 6 Significance level of 6 at 5% Calculated value [C.V] Table value [T.V] = 4.944 = 12.592

Conclusion:
Since the calculated value is less than the table value, the null hypothesis is accepted. So it is proved that there is no significant relationship between the experience level of workers and their opinion about promotions

42

Chi - Square –Test – II Table – 24
Opinion about fringe benefits and income level of the workers. Income Level 5000-10000 10000-20000 >20000 Total HYPOTHESIS: There is no significant relationship between the opinion of respondents with different income level and their opinion on fringe benefits. Strongly Agree 8 (10.6) 20 (16.5) 0 (0.8) 28 Agree 22 (21.3) 32 (33.0) 2 (1.7) 56 Disagree 8 (5.7) 6 (8.9) 1 (0.5) 15 Strongly Disagree 0 (0.4) 1 (0.6) 0 (0.0) 1 Total 38 59 3 100

Degrees of Freedom[d.f] = (r-1) (c-1) = (4 -1) (3 – 1) = 3*2 = 6 Significance level of 6 at 5% Calculated value [C.V] Table value [T.V] = 5.559 = 12.592

CONCLUSION: Since the calculated value is less than the table value, the null hypothesis is accepted. So it is proved that there is no significant relationship between the opinion of respondents with different income levels and their opinion on fringe benefits.

43

Chi – Square Test – III Table – 25
Opinion about the opportunities provided in the organization to develop the employees abilities and their equal treatment at work place. Equal Treatment at work place. Strongly Agree Agree Total HYPOTHESIS: There is no significant relationship between the equal treatment of workers and their opportunities to develop their own abilities in the organization. Strongly Agree 25 (10.8) 0 (14.2) 25 Agree 14 (27.1) 49 (35.9) 63 Disagree 4 (5.2) 8 (6.8) 12 Total 43 57 100

Degrees of Freedom[d.f] = (r-1) (c-1) = (3 -1) (2 – 1) = 2*1 = 2 Significance level of 2 at 5% Calculated value [C.V] Table value [T.V] = 44.694 = 5.991

CONCLUSION: Since the calculated value is higher than the table value, the null hypothesis is rejected. So it is proved that there is significant relationship between the equal treatment of workers and their opportunities to develop their own abilities in the organization.

44

Chi – Square Test –IV Table – 26
Opinion about the Employees Priority to Safety and Their Acceptance of Suggestions by their Superiors. Employees opinion prior to safety Yes No Total Strongly Agree 16 (20.7) 19 (14.4) 35 Agree 33 (30.1) 18 (20.9) 51 Disagree 8 (8) 4 (4.9) 12 Strongly Disagree 2 (2) 0 (0.8) 2 Total 59 41 100

HYPOTHESIS: There is no significant relationship between the employee’s opinion on priority to safety and their acceptance of suggestion by their superior.

Degrees of Freedom[d.f] = (r-1) (c-1) = (4 -1) (2 – 1) = 3*1 = 3 Significance level of 3 at 5% Calculated value [C.V] Table value [T.V] = 4.922 = 7.815

CONCLUSION: Since the calculated value is lesser than the table value, the null hypothesis is accepted. So it is proved that there is no significant relationship between the employee’s opinion on priority to safety and their acceptance of suggestion by their superior.

45

Weighted Average Method: Table – 27 Employee’s perception on motivational insights Insights Interest in work Recognition Award and Rewards Compensation Friendly Co-workers Rank (1-5) 4 3 26 26 24 1 22 23 12 20 16 21 Total 100 100 100 100 100

5 28 34 9 10 19

2 14 16 24 17 29

1 6 16 22 41 15

Weighted average method = (X1W1 + X2W2 + X3W3 + --------)/N a. Interest work = (28*5 + 26*4 + 26*3 + 14*2 + 6*1)/N = (140 + 104 + 78 + 28 + 6)/100 = 356/100 = 3.56 b. Recognition = (34*5 + 24*4 + 10*3 + 16*2 + 16*1)/N = (170 + 96 + 30 + 32 + 16)/100 = 344/100 = 3.44 c. Awards & Rewards = (9*5 + 22*4 + 23*3 + 24*2 + 22*1)/N = (45 + 88 + 69 + 48 + 22)/100 = 272/100 = 2.72 d. Compensation = (10*5 + 12*4 + 20*3 + 17*2 + 14*1)/100 = (50 + 48 + 60 + 34 + 41)/100 = 233/100 = 2.33 e. Friendly Co-workers = (19*5 + 16*4 + 21*3 + 39*2 + 15*1)/100 = (95 + 64 + 63 + 58 + 15)/100 = 295/100 = 2.95

46

Rank Weighted Average Score
Rank I II III VI V Weighted Average 3.56 3.44 2.95 2.72 2.33 Attributes Interest in work Recognition Friendly Co-workers Awards and Rewards Compensation

INFERENCE:

From the table it is clear that among the motivational insights factors interest in work ranks the top with 356 points resulting an average of 3.56 followed by recognition with 344 points weighing an average of 3.44. It reveals that both the management and the workers are in mutual understanding as the interest in the work ranks high and the recognition of the workers ability and skill by the management is also at high level.

The motivational factors like awards and rewards, compensation and friendliness with co-workers rank less than the general average of 3. It envisages that the management needs concentration on awarding rewards and in paying compensation where as the workers shall develop friendliness with their co-workers to make the work life a quality one.

47

CHAPTER – IV 4.1 FINDINGS FROM THE STUDY
The following findings were observed:  From the table 1, it is inferred that majority of 45% of the respondents belongs to the age group of 31 to 45 and 30% of the respondents lies between 20 to 30 age group. 25% of the respondents fall from the age group of 46 and above.  From the table 2, it is inferred that majority of 57% of the respondents are with an experience of more than 10 years and 24% are 5 to 10 years of experience. 19% of the respondents are with 1-5 years experience. experienced.  From the table 3, it is inferred that as much as 82 per cent of the respondents are in the higher income group of more than Rs. 10,000 income per month.  From the table 4, it is inferred that as much as 97% of workers in the study unit were of the opinion that their job enables them to use their skills and abilities in full. Only 3% of them disagreed to this point.  From the table 5, shows that no harm is done to the self-respect of the workers in the study unit. 43% of the respondents strongly agreed to the statement and 57% of the respondents also opinioned that the workers are treated equally with respect at their work places.  From the table 6, it is inferred that almost 97% all the workers in the study unit either agree or even strongly agree that the conditions on their job allow them to be productive. Only 3% of them were of negative opinion. No respondent is less

48

 From the table 7, it is inferred that 25% of the workers strongly agree to the point that there are adequate opportunities to develop their own special abilities in the work place. 63% of the respondents agree to it only to some extent. Only 12% of the workers find no such opportunities in the study unit.  From the table 8, it is inferred that 82% of the workers in the study unit are satisfied with the guidance provided to them by the superiors/managers to get the work done easily. 18% of the respondents disagreed to accept it.  From the table 9, it is inferred that the opinion of the respondents as regard to the positive factors of the high quality tools and techniques required performing to do the job. 65% of the respondents very strongly agree & with the provisions made to utilize quality tools and techniques to perform the job, and 32% of the respondents also agree with the statements, and only 3% of the respondents are refused to accept it.  From the table 10, it is inferred that the opinion of the respondents as regard to the chances for promotion is not appreciable compared to other determinants of quality of work life. Only 72% of the respondents have agreed that the chances for promotion are good in the study unit where as, as much as 28% of the workers refused it.  From the table 11, it is inferred that 59% of the respondents opinioned that high priority was assumed to safety at work place and other side of the coin reflects 41% of the respondents disagreed.  From table 12, it is inferred that 56% of the respondents are satisfied with lightening and ventilation facilities provided in the work place, followed by 27% satisfied with canteen facilities and 7% of the respondents opinioned on first aid 49

facilities, 10% of the respondents opinioned on others includes drinking water, rest rooms etc.  From the table 13, it is inferred that 34% of the workers accept that the fringe benefits offered to them are good and enough to their expectations. As much as 56% were of the opinion that the fringe benefits are somewhat good, though not up to their expectations. The remaining 16% were of the opinion that the fringe benefits offered in the study unit are up to their expectations.  From the table 14, it is inferred that the attitude of the supervisor towards the welfare of the workers is positive for 70% of the workers only. The remaining 30% were of the opinion that the attitude of their supervisor was not in favor of their welfare.  From the table 15, it is inferred that 53% of the workers strongly feel that there is security for their job and only one worker feel that there is no security for the job.  From the table 16, it is inferred that the helping tendency of the supervisor is not up to the expectations of the respondents as only 33% of them strongly accept that the supervisors are lending their helping hands always. 54% of the workers are the view that the supervisor are helping at times are not always. The

remaining 13% are of the opinion that they are not at all helped by their supervisor.  From the table 17, it is inferred that only 30% of the workers strongly accept that there are training opportunities in the study unit, which helps them to perform their job safely and competently. 54% of the workers accept to some extent that

50

the training opportunities are available and helpful. The remaining 17% were of the opinion that they had no such opportunities.  From the table 18, it is inferred that except only one worker of all the 99 workers are of the opinion that their work is stressful one. Among them, 29% of the workers opinioned that the stress is always there in the work and a vast majority of 64% feel that they often find their work stressful. Only 6% of the workers have stated that their work is stressful sometimes and not always.  From the table 19, it is inferred that 69% of workers are satisfied with first shift, 31% of workers are satisfied with general shift and 4% of the workers opinioned on second shift.  From the table 20, it is inferred that 35% of the workers opinioned that their supervisors are always accept their suggestions and get positive motivations from them. 58% state that their supervisors accept their suggestions sometimes and not always. The remaining 14% reveals that their supervisors never lend their ears to their suggestions. supervisors.  From the table 21, it is inferred that shows that except only one worker, all the 99% of the workers are of the opinion that they are very proud to work in the study unit. Thus the image of the study unit in the minds of the workers is very high, which is very essential for improving the quality of work life in it. So, these workers were motivated negatively by their

51

4.2 SUGGESTIONS AND RECOMMENDATIONS



The employees of CLASSIC MOULDS & DIES Ltd., expecting the following from the company. i. Improvement in rewarding and awarding policies. ii. Introduction of Promotion policy at operation level



Employees need high motivation from the top management of the company.



Employees needs more compensation from the company



Employees expects mutual relationship between co-workers



Employee’s needs special training from the company related to their job during working period.



Employees expects the quality of work to be measured periodically be the company

52

4.3 CONCLUSION

From the study, it is clear that quality of work life of employees in CLASSIC MOULDS & DIES Ltd., is good. This research highlights some of the small gaps in employee’s satisfaction towards the company.

Compared to other companies believe in employee’s satisfaction and brilliant productivity hours. Quality mission includes not only the quality of the products but also the Quality of Work Life.

CLASSIC MOULDS & DIES Ltd aims to promote the peaceful industrial relations and good organization which is highlighted by management and the employees.

Since employees are the backbone of the company. So company should satisfy them in order to improve the business in the higher competitive market of the liberalized economy.

53

REFERENCES
BOOKS:

1.

K. Aswathappa (1997), “Human Resources and Personal Management” Tata Mcgraw-Hill Publishing Company Limited, New Delhi – 110 001.

2.

John

M.

Ivancevich

(2003),

“Human

Resources

and

Personal

Management” Tata Mcgraw-Hill Publishing Company Limited, New Delhi – 110 001. 3. C. R. Kothari (2001) “Research Methodology” of Wishwa Prakashan Publishing, Chennai – 17, Edition 4. C. B. Mamoria and S. V. Gankar (2001), “Personnel Management Text & Cases”, Himalaya Publishing house Mumbai, XXI Edition. 5. R.S.N. Pillai and V. Bhagavathi (1998), “Statistics” of Sultan Chand and sons, New Delhi, pp. 132-141, II Edition. 6. Biswaject pattanayak (2001), “Human Resources and Personal

Management” Prentice Hall of India Pvt., Ltd. New Delhi. WEBSITES: www.classicmoulds.com www.humanresources.com www.qualityofworklife.com www.ask.com www. indianplasticportal.com

54

Respected Sir/Madam, I Rakesh K.N doing my M.B.A. (H.R.M), Pondicherry University, have undertaken a project study on “Quality of Work Life” on your esteemed organizational. I would be grateful if you would kindly make it convenient to spare our valuable time for filling up the below furnished questionnaire for me. I promise that the data collected through this questionnaire shall be kept confidential and will be used for academic purpose only. APPENDIX QUALITY OF WORK LIFE - RESPONSE SHEET QUESTIONNAIRE 1. Personal Details NAME (OPTIONAL) AGE : : 20 TO 30 : 31 TO 45 : 46 AND ABOVE QUALIFICATION DESIGNATION EXPERIENCE <1 year 5-10 years INCOME <5000 10000-20000 5000-10000 >20000 1-5 years 10 years : : :

2. The Job allows me to use my skills and abilities to the maximum level  Strongly agree  Agree  Disagree  Strongly Disagree 55

3. I am treated with respect in the work place  Strongly agree  Agree  Disagree  Strongly Disagree 4. Conditions tin the job allows me to be productive  Strongly agree  Agree  Disagree  Strongly Disagree 5. The organization provides an opportunity to develop my own abilities  Strongly agree  Agree  Disagree  Strongly Disagree 6. The organization provides enough instruction to get the job done  Strongly agree  Agree  Disagree  Strongly Disagree 7. The organization is providing a high quality tools and techniques to do the job  Strongly agree  Agree  Disagree  Strongly Disagree

56

8. The opportunity for promotions are good  Strongly agree  Agree  Disagree  Strongly Disagree 9. The safety of workers is at high priority Yes No

10. Does the infrastructure facilities is good Yes No

If, yes which of the following do you like First aid Lightening arid Ventilation Canteen Others

11. Fringe benefits are good in the organization  Strongly agree  Agree  Disagree  Strongly Disagree 12. The supervisor is concerned about the welfare activities of the employees  Strongly agree  Agree  Disagree  Strongly Disagree

57

13. The job is secured  Strongly agree  Agree  Disagree  Strongly Disagree 14. The supervisor is helpful to me in getting the job done  Strongly agree  Agree  Disagree  Strongly Disagree 15. The training opportunities has really helped in improving the quality of work.  Strongly agree  Agree  Disagree  Strongly Disagree 16. How often do you find work stressful?  Always  Often  Sometimes  Never 17. Which of the following best describes your usual work schedule?  First Shift  Second Shift  Third Shift  General Shift 58

18. Rank the following motivational insights: Insights 1 2 3 4 5 Interesting work Recognition Awards & Rewards Compensation Friendly co - workers Rank (1-5)

19. The suggestions give by me are always accepted and motivated by the superior  Strongly agree  Agree  Disagree  Strongly Disagree 20. I am proud to be a part of CLASSIC MOULDS & DIES LTD  Strongly agree  Agree  Disagree  Strongly Disagree 21. Your valuable suggestion to improve QWL _____________________________

59


				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:58976
posted:6/13/2009
language:English
pages:59
Description: The project study focusses on the importance of quality of work life policies in organisations