A STUDY ON QUALITY OF WORK LIFE IN K.M.R TEXTILES, COIMBATORE. PROJECT REPORT Submitted by S.THILAKAVATHI Reg. No. 098001619046
in partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION IN DEPARTMENT OF MANAGAMENT STUDIES
VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN TIRUCHENGODE-637205 JUNE-2010
A STUDY ON QUALITY OF WORK LIFE IN K.M.R TEXTILES, COIMBATORE. PROJECT REPORT Submitted by S.THILAKAVATHI Reg. No. 098001619046 in partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION Under the guidance of Mrs.M.STELLA, M.B.A., M.plil.,
ANNA UNIVERSITY OF TECHNOLOGY- COIMBATORE DEPARTMENT OF MANAGEMENT STUDIES VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN JUNE-2010
VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN (Affiliated to Anna University of Technology, Coimbatore) Elayampalayam, Tiruchengode DEPARTMENT OF MBA PROJECT WORK JUNE 2010 This is to certify that the project entitled
A STUDY ON QUALITY OF WORK LIFE WITH REFRENCE TO K.M.R TEXTILES, COIMBATORE is the bonafide record of project work done by S.THILAKAVATHI Register No. 098001619046 of M.B.A during the year 2009-2010 -------------------------------Project Guide
------------------------------Head of the Department
Submitted for the project Viva-Voce examination held on __________________ -----------------------------------Internal Examiner
-----------------------------External Examiner
DECLARATION I affirm that the project work title A Study on quality of work life reference to K.M.R Textiles Being submitted in partial fulfillment for the award of MBA is the original work carried out by me. It has not formed the part of any other project work submitted for award of any degree, either in this or any other university.
(Signature of the candidate) Thilakavathi.s 098001619046 I certify that the declaration made above by the candidate is true
Signature of the Guide, Mrs.M. Stella., M.B.A., M.Phil.
ACKNOWLEDGEMENT I express my sincere thanks and gratitude to Vidhya Rathna Prof. Dr. M. Karunanidhi, B.Pharm., M.S., Ph.D., D.Lit., Chairman & Secretary, Vivekanandha Educational Institutions, for his support in all our endevours. I extent my heartfelt thanks to the principal, Dr. R. K. Gnanmurthy, ME., M.Phil., Ph.D., for the constant support given in all our activities. I wish to express my sincere thanks to Dr. M. Latha Natarajan, MBA., Ph.D., Head of the Department of Business Management for the help and kind support rendered by her. I express my profound thanks to Mrs.M.Stella, M.B.A., M.Phil., Lecturer, Department of Business Management, Faculty guide for the encouragement, supervision and guidance throughout the project. I also thank Mr. R.Sounderarajan, Management Directer, K.M.R.Textiles, for granting me permission to undergo this project in their organization. I would like to express my sincere thanks for my parents and friends for their unbounded support to make this project a reality. I also express my heartfelt thanks to all the respondents who have provided information required for the study.
CONTENTS Chapter No
Title
Page No.
ABSTRACT LIST OF TABLES LIST OF CHARTS 1
2
3
INTRODUCTION 1.1 About the study
1
1.2 About the industry
5
1.3 About the company
7
MAIN THEME OF THE PROJECT
8
2.1 Objective of the Study
8
2.2 Scope and Limitation of the Study
9
2.3 Research Methodology
10
2.4 Review of Literature
12
ANALYSIS AND INTERPRETATION
18
FINDINGS,RECOMMENDATION AND CONCLUSION 4.1 Findings
53
4.2 Recommendation
54
4.3 Conclusion
55
4
Appendices
5
Bibliography
ABSTRACT The most significant resource of an organization is often said to be its people organizations exist because of individuals without whom it cannot function. In fact, the challenges, the opportunity, and also the frustration, of creating and managing
organizations very often originate from the people related problems that arise within them people-related problems often stem from the mistaken belief that people are alike that they may be treated identically. There would be a lot of variability in psychological features which demand attention. The present study is designed as “Quality Of Work Life” is undertaken at K.M.R textiles to know how for the employees are satisfied with working conditions, fringe benefits, job security, training and development, salary and level of involvement and commitment and to assess the level of quality of work life
LIST OF TABLES Table No 1
Title Age wise classification
Page No 18
2
Gender wise classification
19
3
Marital Status of the respondents
20
4
Department wise classification
21
5
Education qualification of the respondents
22
6
Work time flexibility
23
7
Working schedule
25
8
Extra working time
27
9
Nature of the job
29
10
31
11
Opinion regarding the employees recruitment, promotion &transfer policies Using ability and skills
12
Opinion about wages and incentives
35
13
Opinion about working condition
37
14
Opinion about quality of training program
39
15
Opinion about performance appraisal and training need Opinion about uniform and canteen facility Opinion about inter personal communication between the management and employee
41
18
Opinion about worker and work relation
47
19
Opinion about work stress
49
20
Opinion about over all satisfaction
51
16 17
33
43 45
LIST OF CHART Chart No 1
Title Work time flexibility
Page No 24
2
Working schedule
26
3
Extra working time
28
4
Nature of the job
30
5
32
6
Opinion regarding the employees recruitment, promotion &transfer policies Using ability and skills
7
Opinion about wages and incentives
36
8
Opinion about working condition
38
9
Opinion about quality of training program
40
10
Opinion about performance appraisal and training need
42
11
Opinion about uniform and canteen facility
44
12
46
13
Opinion about inter personal communication between the management and employee Opinion about worker and work relation
14
Opinion about work stress
50
15
Opinion about over all satisfaction
52
34
48
INTRODUCTION TO THE STUDY “QWL, in short, refers to the level of satisfaction, motivation, involvement and commitment of individual experience with respect to their lines at work” – Brenardin. Quality of Work Life (QWL) is a prescriptive concept; it attempts to design work environments so as to maximize concern for human welfare. It is a goal, as well as a process.
The goal is the creation of more involving, satisfying and effective jobs and work environment for people at all levels of the organization as a process, QWL involves efforts to realize this goal through active participation. According to Llyd Suttle “QWL is the degree to which members of a work organization are able to satisfy important personal needs through their experiences in the organization”. QWL denotes direct participation by workers in day-to-day decision making on the job. Most often, employees get a voice in work scheduling, quality control, compensation, a determination of the job environment itself and/or other significant working factors and the goal is a twofold one: increased productivity and improved union – management relations. There are two ways of looking at what we mean by QWL.One way equates QWL with a set of objective organizational conditions and practices. The other way equates QWL with employees perceptions that they are safe, relatively well satisfied, and are able to grow and develop as human beings. This way relates QWL to the degree to which the full range of human needs is met. In many cases these two views merge: a worker who likes his organization and the way his job is structured will feel that his work fulfills him. In such cases, either approach will lead to a common determination of whether a good QWL exists. However, because of the differences among people and because of the second view is quite subjective – it allows, for example. That not everyone finds such things as democratic decision making and enriched jobs to be an important component of a good QWL – we will define in terms of employee’s perception of their physical and mental well – being at work. It is worth noting that often the conditions that contribute to motivation (equitable salaries, financial incentives, effective employee selection, etc) will also contribute to QWL. Some of these activities like job enrichment might contribute indirectly to QWL by tapping the workers higher order needs and motivating them. Still, other activities may contribute directly to QWL providing for a safer workplace, less discrimination on the job and so forth. A growing number of companies recognize that employees are more likely to choose a firm and stay there if they believe that it offers a high QWL.A high QWL is related to job satisfaction, which in turn is a strong predictor of absenteeism and turnover. A firm’s investment in improving the QWL also pays off in the form of better customer service.
The goal of QWL is the creation of organizational conditions that foster individual learning and development, that provide individuals with substantial influence and control over what they do and how they are o do it and that provide individuals and meaningful work that serves a source of personal satisfaction and a means to valued personal rewards. It focuses on the problem of creating a human working environment where employees work cooperatively and achieve results collectively. QWL includes four essential elements: The program seeks to promote human dignity and growth. Employees work collaborates. They determine work changes participative. The programmes assume compatibility of people and organizational goals. The major factors that affect the QWL are: 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 well. Employees must be paid their due share in the progress and prosperity of the firm. Benefits: Workers throughout the globe raised their expectations over the years and now feel entitled to benefits that were once considered a part of the bargaining process. Apart from safe and healthy working conditions they would love to have benefits of all kinds from the employers. Job security: Employees want stability of employment. They do not like to be the victims of whimsical personnel policies and stay at the mercy of the employers. The workplace should offer security of employment and the question of layoffs is opposed tooth and nail by all categories of employees these days. Alternative work schedules: Employees demand more freedom at the workplace especially in scheduling their work. Some of the alternative work schedules capable of enhancing the quality of work life are : Flextime : A system flexible working hours. Staggered hours: Here groups of employees begin and end work at different intervals.
Compressed workweek : It involves more hours of work per day for fewer days per week Job enrichment: It attempts to increase a person’s level of output by providing that person with exciting, interesting, stimulating or challenging work. Autonomous work groups (AWGs): Here a group of workers will be given some controlled decision – making authority on production methods, distribution of tasks, recruitment of team members, selection of team leaders, work schedules and so on. Occupation stress: Obviously, an individual suffering from an uncomfortable amount of job related stress cannot enjoy a high quality of worklife.To this end, the personnel managers will have to look in to the working conditions, nature of work, workers abilities, etc...To reduce job – related stress, the organization must ensure the best fit between employee capabilities and the organizational requirements and thereby ensure continued development of people at all levels. Worker participation: Employees have a genuine hunger for participation in organizational issues affecting their lives.Naturely, they demand for more participation in the decision making process at the workplace. Social Integration: the work environment should provide opportunities for preserving an employee’s personal identity and self esteem through freedom from prejudice, a sense of community, interpersonal openness and absence of stratification in the organization. There should be equal treatment in the workplace. Work and total life space: An individual’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. The difficulties in sustaining or expanding the process of the QWL projects include changes in union leadership, expectations that were too high, efforts aimed at production and clerical levels with insufficient attention to changes at the managerial and professional levels with insufficient attention to changes at the managerial and professional levels, and too little
attention to long term financial rewards for the participants. Major resistances from supervisors have frequently occurred when the top management has paid insufficient attention to issues of job security and role definition for people at this level.
INDUSTRY PROFILE Textile Industry in India is the second largest employment generator after agriculture. It holds significant status in India as it provides one of the most fundamental necessities of the people. Textile industry was one of the earliest industries to come into existence in India and it accounts for more than 30% of the total exports. In fact Indian textile industry is the second largest in the world, second only to China.
Textile Industry is unique in the terms that it is an independent industry, from the basic requirement of raw materials to the final products, with huge value-addition at every stage of processing. Textile industry in India has vast potential for creation of employment opportunities in the agricultural, industrial, organized and decentralized sectors & rural and urban areas, particularly for women and the disadvantaged. Indian textile industry is constituted of the following segments: Readymade Garments, Cotton Textiles including Handlooms, Man-made Textiles, Silk Textiles, Woolen Textiles, Handicrafts, Coir, and Jute. Till the year 1985, development of textile sector in India took place in terms of general policies. In 1985, for the first time the importance of textile sector was recognized and a separate policy statement was announced with regard to development of textile sector. In the year 2000, National Textile Policy was announced. Its main objective was: to provide cloth of acceptable quality at reasonable prices for the vast majority of the population of the country, to increasingly contribute to the provision of sustainable employment and the economic growth of the nation; and to compete with confidence for an increasing share of the global market. The policy also aimed at achieving the target of textile and apparel exports of US $ 50 billion by 2010.
India has rich resources of raw materials of textile industry. It is one of the largest producers of cotton in the world and is also rich in resources of fibers like polyester, silk, viscose etc. India is rich in highly trained manpower. The country has a huge advantage due to lower wage rates. Because of low labor rates the manufacturing cost in textile automatically comes down to very reasonable rates. India is highly competitive in spinning sector and has presence in almost all processes of the value chain. Indian garment industry is very diverse in size, manufacturing facility,
type of apparel produced, quantity and quality of output, cost, requirement for fabric etc. It comprises suppliers of ready-made garments for both, domestic or export markets. The outlook for textile industry in India is very optimistic. It is expected that Indian textile industry would continue to grow at an impressive rate. Textile industry is being modernized by an exclusive scheme, which has set aside $5bn for investment in improvisation of machinery. India can also grab opportunities in the export market. The textile industry is anticipated to generate 12mn new jobs in various sectors
COMPANY PROFILE K.M.R textiles are situated at S.F. No.149/4, kovil Karuppa Gounder Thottam Kalapatti Coimbatore-48. the company undergoes the manufacturing of waste cotton into yarn. The city boasts of excellent transport facilities for floating labour population and some world class manufacturing units with exceptional facilities of international standard. Unit II is situated at Kurubapalayam (po), S.S.Kulam, and Coimbatore-48.
K.M.R textiles commenced its operation in 2003. Mr.M.Rama Kutty and Mr.R.Sounderarajan are the managing partners vested with managerial power of the company. They have started the company with the capital of 1 crore and the turn over was 60 lakhs and the production capacity was 40,000 kgs of yarn. Today the company achieved the turnover of 1.5 crores and planning production of 1, 00,000 kgs for the current year. It also established a strong marketing network that links on various places. There are nearly 150 blue collar labours and 10 white collar labours were working on the shift basis 50 labours for each shift. The salary is calculated on the basis of kgs produced by the labour. Machines are imported from various countries like South Africa, Spain and Greece. The company has 7 years experience in trade. The major customers are the local spinning mills. The banker for the company is Indian overseas bank and state bank of India.
OBJECTIVES OF THE STUDY
The main objective is to study the Quality of Work life of the employees in the organization.
To analyze the level of satisfaction with work environment this includes relationship of workers with their superiors and colleagues.
To study the level of autonomy and work speed routine that gives control of work to the employees.
To study the level of Work complexity and personal growth opportunity that gives meaningfulness of work to the employees.
To study the existing Task Related Interaction on the job in the organization.
To rank the departments in terms of Autonomy, Work speed Routine, Work Complexity, Personal growth Opportunity and Task Related Interaction.
SCOPE OF THE STUDY
The study aims at finding out the Quality of the Work Life (QWL) of the employees at K.M.R textiles.
The study is based on the major factors that effect the QWL namely pay, employees benefits, job security, alternative work schedules, occupational stress, worker participation, social integration and work and total life space. The study expresses the opinion of workers on their satisfaction, motivational factors, and commitment and involvement levels in K.M.R textiles. The response of employees could be biased. The study can be carried out for other industries and services with a few modifications.
LIMITATION OF THE STUDY The results of the study are bound to be affected to a certain extent by the following limitations. However these are marginal and do not substantially affect the analysis and suggestions. The limitations are;
The study was restricted to employees of one company and so the results cannot be generalized.
Though the results are unbiased, there may exist some biased response during filling the questionnaire.
RESEARCH METHODOLOGY Meaning for research: Research in common parlance refers to search foe knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic. The advanced learner’s dictionary of current English lays down the meaning of research
as “a careful investigation or inquiry especially through search for new facts in any branch of knowledge. Meaning for research methodology: Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. Research design: Research design is the blue print of the proposed study. It represents the overall scheme of the study. “All research design is a logical and systematic planning and it helps directing piece of research” the research design select for the particular study is descriptive research studies. A) Descriptive research design: Descriptive research studies are those studies concerned with describing the characteristics of a particular group. Such studies are concerned with specific predictions, with narration of facts and characteristics concerning group or situation.
SAMPLING TECHINIQUES: a) The location: The survey was conducted in Coimbatore city. b)Determination of sample size:
The size of sample was 25. It was decided arbitrarily. The target groups of the respondents are the employees of K.M.R textiles. c) Sampling techniques: The survey is based on random as convenience method of sampling.
REVIEW OF LITERATURE Quality of work life gained importance between 1969 and 1974 when broad group of researchers,scholars,union leaders and government personnel developed interest in how to improve the quality of an individual through on-the job experience. A series of attitudinal surveys conducted at the University of Michigan between 1969 and 1973 attracted attention
towards the quality of employment. Thus Department of health, Education and welfare sponsored a study on this issue which led to population of work in America simultaneously, the pressures of inflation prompted the US government to address some of these issues. Accordingly a federal productivity commission was established. These were jointly conducted by the University Of Michigan Quality Of Work Programme and newly evolved national quality of work centre. Fleishman(1953) has studied the relationship of supervisory behaviour With the productivity and morale of the sub ordinates , superiors create climate in their department and high consideration results in high productivity and moralre Ganguli (1964) : has argued that the factors that determine performance of the workers in an industrial job can be classified under three heads. 1. personal factors. 2. work factors. 3. environmental (physical and social) factors. Personal factors refer to skills of the workers and the degree of motivation that determine the extent to which he wil apply his skill to the job. Work factor refers to
tools and equipment,
method of work and materials used. Examples environmental factors are (a) physical lightening, ventilation, etc.. (b) Social and psychological nature of leadership (supervisory and managerial), social climate in shop, nature of the group formation amongst members , etc.. And (c) nature of organizational controls, communication patterns , etc..
According to vroom (1964) , productivity depends upon two major variables viz., employees’ job performance and resources utilized. In most organizational performance of the employees is relatively more important than the equipments and raw materials. Even in automated operations, productivity in strategic and co ordinate systems largely depends up on the human performance. Performance of a worker on a task or job is a direct function of his motivation.
According to hark mentel (1971) , the nature of the relationship between job characteristics and employee reactions to their work (including satisfaction , performance , and absenteeism) will depend upon the need status of the employees. Walton (1974) : One of the major interprets of the quality of work life movement have proposed eight major conceptual areas for understanding , development of human capacities growth and security , social integration , the total life space and social relevance. Gazakerly (1975): worker wants from their employment challenges they can meet. some immediacy in knowing how well they are doing , interesting work , congenial social climate and degree of security , which enable them to work in co-operative rather than conflictridden situation. Johnson (1975): View that workers often value such as job interest and good working conditions above pay. The author concluded that the pay becomes the most important factor in job satisfaction only when it to seen as compensation for dissatisfying and alienating job satisfaction. Chris Arg Ysis (1975): Quality of work life is most conventionally defined as those perceived input personal needs, which an individual tries to satisfy by working in an organization, its conceptual foundations, though lay by behavioral scientists. Westly (1979): Found the utility of the job enrichment programmes as remedies to political, economic, psychological and sociological problems faced by human beings in organization. Nillakant and Tendon (1982): Management can initiate a number of changes in work procedures; rationalize wage structures and bring about improvements in worker amenities & working conditions – all these would lead to improvement in quality of work life. Hallowell and Miller(1985) : Employment based on emergent of new values , which does not discriminate against those with carrying or other non-work responsibilities and
which provides an opportunity for people to realize their full potential “Humanizing the work place” is a goal in its own right , one that has been spurred by changing values of the work force. One major concern has been to humanize the work place by improving worker satisfaction and working conditions. Robbins – (1986): Jobs with autonomy give workers a sense of responsibility. Jobs that yield feedback gives incumbents a means to evaluate their own performance and take corrective action. The relative importance of these characteristic differs by individuals. Some people have stronger needs than for others.” this means that individual with a high growth need are more likely to experience the psychological states when their jobs are enriched than are their counter parts with a low growth need. Mr.Vijayanand, (1999): had done a project on “Job satisfaction”, among the employees in “Sakthi Sugars” and he suggested that the organization has to concentrate more on labour measures and also with regard to the maintenance of buildings. Mr.Vasudevan.c, (1999), : had done a project on “job satisfaction”, among the workers in “ELGI Electric and Industries Limited “ and he suggested that the organization may provide better working conditions, can reduce the hours of work and provide more career advancement opportunities. Ms smitha G paniker june 2005 had done project on INDIAN AIRLINES , Bangalore she suggested that HR department should be modern in the outlook and try to identify the needs to the employees at the right. If the employees are encouraged and given opportunity to take part in planning and decision making of the organization , they wil get more involved in their work which increases their efficiency participative management . the working conditions and physical needs such as restrooms hygiene work , hours of work , ventilation and adequate light are the features to introduced in the organization which are important attributes of satisfaction.
Ms Kirpa, (2006): had done a project on “Quality of work life” at Malabar Institute of Medical Science Ltd and she suggested that among the welfare activities, canteen stands at a dissatisfactory level and provision for drinking water are not kept as per the needs. Though most of the employees are satisfied with the work. Moreover they except a well balanced pay structure with regard to the incentives and increments provided. The researches hope that the suggestions brought forward may implemented by the institute to improve the quality of work life of their employees. Ms Aswathy, (2006) had done a project on Britannia Industries Limited, Chennai and her study considered mainly five factors of Quality of Work Life –Working Environment, Autonomy, Regulations and competiveness, career prospects and rewards and benefits. It was found that some of the above factors are not satisfactory for the employees at Britannia Industries Ltd to ensure good quality of work life; all the factors should be equally satisfied. A combined effect of all the factors in effective manner will increase the quality of work life, which increases the productivity which ultimately results in good return. Ms Mary Veronica (2006) had done a project on Life Insurance Corporations of India(Tat bad Branch) she suggested for a recreation club by which Management can organize family get together once in three months or six months which definitely help to improve the organization mortality, good co-coordination and team spirint in a best way. Ms Babitha George, (2006): had done a project on Hindustan Newsprint LTD, Kottayam she the following: Step must be taken to improve the welfare amenities. Communication system should be made effective among the workers. Night shift allowance should be increased. The amounts of group insurance scheme have to be increased. Quarters facilities should be improved and maintenance should be done at proper time. Canteen facilities should be improved by providing quality food to the work.
It can be noted that the company running at profit since its inception. Hence the company can undertake the suggestions without much financial strain. Before implementations the recommendation, It is also desirable to consult the trade unions, to get better result, which will help to resolve better employee employer relationship and industrial harmony. Ms Anu Johnson, june-2006: had done a project on MRF tyre ltd Kottayam the study reveals that satisfied workers can work effectively. It really affects the production process and thus the industry. So the satisfaction level of employees is very important in the modern industry. A psychological approach is necessary to influence the level of satisfaction. Management may organize counseling programmes and training with emphasis on general health are education and towards good relationship between employees and supervisors and thus satisfaction level of the employees may be proved. Mr Ronald , June 2006 , had done project on Hindustan photo films , co , LTD OOty he suggested the following Company can represent the government to increase the wages and benefits. Company may oblige the employees to maintain a code of discipline to follow the organizations rules and regulation. Company shall insist trade unions to work for the facilities of the employees and their needs.
TABLE-1 AGE WISE CLASSSIFICATION S.No
Age
No of respondents
Percent
1
20-25
5
20
2
25-30
2
8
3
30-35
8
32
4
35-40
6
24
5
Above 40
4
16
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 20% respondents are between the age of 20-25, 8% respondents are between the age of 25-30, 32% respondents are between the age of 30-35, 24% respondents are between the age of 35-40 and 16% respondents are above the age of 40. Hence, it is concluded that majority of respondent are between the age group of 30-35.
TABLE-2 GENDER WISE CLASSIFICATION S.No
Sex
No of respondents
Percent
1
Male
15
60
2
Female
10
40
Total
25
100
Source: primary data Inference
The above table shows that out of 25 respondents 60% respondents are male and 40% respondents are female. Hence, it is concluded that majority respondents are male
TABLE-3 MARITAL STATUS OF THE RESPONDENTS S.No
Marital Status No of respondents
Percent
1
Married
18
72
2
Un Married
7
28
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondent 72% are married and 28% are unmarried. Hence, it is concluded that the majority of the married respondents are working in the company.
TABLE-4 DEPARTMENT WISE CLASSIFICATION S.no 1
Department Finance
No Of respondents 5
Percent 20
2
Production
7
28
3
Marketing
9
36
4
Quality Control
4
16
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondent 20% of respondents are from finance, 28% respondents are from production, 36% respondents are from marketing and 16% respondent are from quality control. Hence, it is concluded that majority of respondent are from the marketing department
TABLE-5 EDUCATION QUALIFICATION OF THE RESPONDENTS S.No
Education qualification
No of respondents
Percent
Illiterate
1
5
20
2
School Level
11
44
3
Graduate
9
36
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 20% respondents are illiterate, 44% respondents are school level and 36% respondents are graduates. Hence, it is concluded that the majority of respondents working in the company are school level.
TABLE-6 WORKING TIME FLEXIBILITY
S.No
Flexible
No of respondents
Percent
1
Yes
22
88
2
No
3
12
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents about work time flexibility 88% respondents says yes and 12% respondents says no. Hence, it is concluded that the majority of respondents are working with time flexibility.
CHART NO: 1 WORKING TIME FLEXIBILITY
100
PERCENTAGE
90 80 70 60 50
No of respondents
40 30
Percent
20 10 0
Yes
No
Total
TIME FLEXIBILITY
TABLE-7 WORKING SCHEDULE
S.No 1 2 3 4
Schedule
No of respondents
Day shift Afternoon shifts Night shifts Split shift
Percent
16
64
4
16
1
4
2
8
5
Irregular shift/oncall
1
4
6
Rotating shifts
1
4
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 64% respondent are comfortable with day shifts, 16% respondents are comfortable with afternoon shifts, 4% respondent are comfortable with night shift, 8% respondents are comfortable with split shift, 4% respondent are comfortable with irregular shifts/on-call, 4% respondents are comfortable with rotating shifts. Hence, it is concluded that majority respondents are comfortable with day shift.
CHART NO: 2 WORKING SCHEDULE
100 90
PERCENTAGE
80
Day shift
70
Afternoon shifts
60
Night shifts
50
Split shift
40
Irregular shift/on-call
30
Rotating shifts
20
Total
10 0
No of respondents
Percent
TABLE-8 EXTRA WORKING TIME
S.No
Hours
No of respondents
Percent
1
1-2
9
36
2
2-3
7
28
3
3-4
6
24
4
Above 4
3
12
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 36% respondents are working 1-2 hours extra, 28% respondents are working 2-3 hours extra, 24% respondents are working 3-4 hours and 12% respondents are working above 4 hours in a month. Hence, it is concluded that majority of the respondents are working 1-2 hours extra time in a month.
CHART NO: 3 EXTRA WORKING TIME
100 90 80 PERCENTAGE
70 60 50
No of res pondents
40
P erc ent
30 20 10 0
1 to 2
2 to 3
3 to 4 A bove 4
Total
HO URS
TABLE-9 NATURE OF THE JOB
S.No
Lifting , Pulling and Bending
No of respondents
Percent
1
Yes
17
68
2
No
8
32
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents about their nature of the job 68% respondents say yes and 32% respondents say no. Hence, it is concluded that majority of the job requires lifting, pulling and bending in the company.
CHART NO: 4 NATURE OF JOB
100
PERCNTAGE
90 80 70 60 50
No of respondents
40 30
Percent
20 10 0
Yes
No
Total
NATURE OF JOB
TABLE-10
RESPONDENTS OPINION ABOUT RECRUITMENT, PROMOTION & TRANSFER POLICES S.No
Opinion
No of respondents
percent
1
Highly satisfied
6
24
2
Satisfied
15
60
3
Dissatisfied
2
8
4
Highly Dissatisfied
1
4
5
Neutral
1
4
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 24% respondents are highly satisfied about the recruitment, promotion and transfer policies, 60% respondents are satisfied about the recruitment, promotion and transfer policies , 8% respondents are dissatisfied about the recruitment, promotion and transfer policies, 4% respondents are highly dissatisfied about the recruitment, promotion and transfer policies and 4% respondents are neutral about the recruitment, promotion and transfer policies. Hence, it is concluded that majority respondents are satisfied about the recruitment, promotion and training policy of the company.
CHART NO: 5 RESPONDENTS OPINION ABOUT RECRUITMENT, PROMOTION & TRANSFER POLICES
100 90
PERCENTAGE
80 70
Highly satisfied
60
Satisfied
50
Dissatisfied
40
Highly Dissatisfied Neutral
30
Total
20 10 0 No of respondents
percent
TABLE-11 USING ABILITY AND SKILLS
S.No
Skills and ability
No of respondents
Percent
1
Yes
20
80
2
No
5
20
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents about using their skills and ability in their 80% respondents say yes and 20% say no. Hence, it is concluded that majority of the respondents say yes for using their ability and skill in their job.
CHART NO: 6 RESPONDENTS USING ABILITY AND SKILLS
100
PERCENTAGE
90 80 70 60 50
No of respondents
40 30
Percent
20 10 0
Yes
No
Total
USING SKILLS AND ABILITY
TABLE-12 RESPONDENTS OPINION ABOUT WAGES AND INCENTIVES
S.No
Opinion
No of respondents
percent
1
Highly satisfied
2
8
2
Satisfied
10
40
3
Dissatisfied
8
32
4
Highly Dissatisfied
3
12
5
Neutral
2
8
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 8% respondents are highly satisfied about the wages and incentives, 40% respondents are satisfied about the wages and incentives, 32% respondents are dissatisfied about the wages and incentives, 12% respondents are highly dissatisfied about the wages and incentives and 8% respondents are neutral about the wages and incentives. Hence, it is con concluded that majority of the respondent are satisfied about the wages and incentives.
CHART NO: 7 RESPONDENTS OPINION ABOUT WAGES AND INCENTIVES
100 90
PERCENTAGE
80 70
Highly satisfied
60
Satisfied
50
Dissatisfied
40
Highly Dissatisfied Neutral
30
Total
20 10 0 No of respondents
percent
TABLE-13 RESPONDENTS OPINION ABOUT WORKING CONDITION
S.No
No of respondents
Opinion
percent
1
Highly satisfied
10
40
2
Satisfied
9
36
3
Dissatisfied
2
8
4
Highly Dissatisfied
1
4
5
Neutral
2
8
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 40% respondents are highly satisfied about the working condition, 36% respondents are satisfied about the working condition, 8% respondents are dissatisfied about the working condition, 4% respondents are highly dissatisfied about the working condition and 8% respondents are neutral about the working condition. Hence, it is concluded that majority of the respondents are highly satisfied about their working condition.
CHART NO: 8 RESPONDENTS OPINION ABOUT WORKING CONDITION
100 90
PERCENTAGE
80 70
Highly satisfied
60
Satisfied
50
Dissatisfied
40
Highly Dissatisfied
30
Neutral
20
Total
10 0
No of respondents
percent
TABLE-14 RESPONDENTS OPINION ABOUT QUALITY OF TRAINING PROGRAM
S.No
No of respondents
Opinion
percent
1
Highly agree
7
28
2
Agree
14
56
3
Disagree
2
8
4
Highly Disagree
2
8
5
Neutral
0
0
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 28% respondents are highly agree with the quality of training program, 56% respondents are agree with the quality of training program, 8% respondents are disagree with the quality of training program, 8% respondents are highly disagree with the quality of training program and 0% respondents are neutral with the quality of training program. Hence, it is concluded that majority of the respondent are agree with the quality of training program.
CHART NO: 9
RESPONDENTS OPINION ABOUT QUALITY OF TRAINING PROGRAM
100 90
PERCENTAGE
80 70
Highly agree
60
Agree
50
Disagree
40
Highly Disagree Neutral
30
Total
20 10 0 No of respondents
percent
TABLE-15
RESPONDENTS OPINION ABOUT PERFORMANCE APPRASIAL AND TRAINING NEEDS Opinion
No of respondents
percent
1
Highly agree
13
52
2
Agree
8
32
3
Disagree
1
4
4
Highly Disagree
1
4
5
Neutral
2
8
Total
25
100
S.No
Source: primary data Inference The above table shows that out of 25 respondents 52% respondents are highly agree with the performance appraisal and training needs, 32% % respondents are agree with the performance appraisal and training needs, 4% % respondents are disagree with the performance appraisal and training needs, 4% % respondents are highly disagree with the performance appraisal and training needs and 8% % respondents are neutral with the performance appraisal and training needs. Hence, it is concluded that majority of the respondent are highly agree with the performance appraisal and training needs of the company.
CHART NO: 10
RESPONDENTS OPINION ABOUT PERFORMANCE APPRASIAL AND TRAINING NEEDS
100 90
PERCENTAGE
80 70
Highly agree
60
Agree
50
Disagree Highly Disagree
40
Neutral
30
Total
20 10 0
No of respondents
percent
TABLE-16
RESPONDENTS OPINION ABOUT CANTEEN FACITLITY AND UNIFORM Opinion
No of respondents
Percent
1
Highly satisfied
6
24
2
Satisfied
11
44
3
Dissatisfied
4
16
4
Highly Dissatisfied
2
8
5
Neutral
2
8
Total
25
100
S.No
Source: primary data Inference The above table shows that out of 25 respondents 24% respondents are highly satisfied with the canteen facility and uniform, 44% respondents are satisfied with the canteen facility and uniform, 16% respondents are dissatisfied with the canteen facility and uniform, 8% respondents are highly dissatisfied with the canteen facility and uniform, 8% respondents are neutral with the canteen facility and uniform. Hence, it is concluded that majority of the respondents are satisfied with the canteen and uniform facility.
CHART NO: 11
RESPONDENTS OPINION ABOUT CANTEEN FACITLITYAND UNIFORM
100 90
PERCENTAGE
80 70
Highly satisfied
60
Satisfied
50
Dissatisfied
40
Highly Dissatisfied
30
Neutral
20
Total
10 0
No of respondents
percent
TABLE-17
RESPONDENTS OPINION ABOUT INTERPERSONAL COMMUNICATION BETWEEN MANAGEMENT AND EMPLOYEE S.No
No of respondents
Opinion
Percent
1
Highly satisfied
12
48
2
Satisfied
7
28
3
Dissatisfied
3
12
4
Highly Dissatisfied
1
4
5
Neutral
2
8
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 48% respondents are highly satisfied with the interpersonal communication between management and employee, 28% respondents 48% respondents are satisfied with the interpersonal communication between management and employee, 12% respondents 48% respondents are dissatisfied with the interpersonal communication between management and employee, 4% respondents 48% respondents are highly dissatisfied with the interpersonal communication between management and employee, 8% respondents 48% respondents are neutral with the interpersonal communication between management and employee. Hence, it is concluded that majority respondents are highly satisfied with the interpersonal communication between management and employee.
CHART NO: 12
SHOWING RESPONDENTS OPINION ABOUT INTERPERSONAL COMMUNICATION BETWEEN MANAGEMENT AND EMPLOYEE
100 90
PERCENTEGE
80 70
Highly satisfied
60
Satisfied
50
Dissatisfied
40
Highly Dissatisfied
30
Neutral
20
Total
10 0
No of respondents
percent
TABLE-18
RESPONDENTS OPINION ABOUT WORKER AND WORK RELATION S.No
No of respondents
Opinion
percent
1
Highly satisfied
7
28
2
Satisfied
13
52
3
Dissatisfied
1
4
4
Highly Dissatisfied
3
12
5
Neutral
1
4
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 28% respondents are highly satisfied with the worker and work relation, 52% respondents are satisfied with the worker and work relation, 4% respondents are dissatisfied with the worker and work relation, 12% respondents are highly dissatisfied with the worker and work relation, 4% respondents are neutral with the worker and work relation. Hence, it is concluded the majority of the respondents are satisfied with the work and work relation.
CHART NO: 13 RESPONDENTS OPINION ABOUT WORKER AND WORK RELATION
100 90
PERCENTAGE
80 70
Highly satisfied
60
Satisfied
50
Dissatisfied
40
Highly Dissatisfied
30
Neutral Total
20 10 0 No of respondents
percent
TABLE-19
RESPONDENTS OPINION ABOUT WORKSTRESS S.No
No of respondents
Opinion
percent
1
Always
7
28
2
Often
8
32
3
Sometimes
3
12
4
Hardly Ever
4
16
5
Never
3
12
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 28% respondent are feels that there is always stress in their work, 32% respondent are feels that there is often stress in their work, 12% respondent are feels that there is sometimes stress in their work, 16% respondent are feels that there is hardly ever stress in their work, 12% respondent are feels that there is no stress in their work Hence, it is concluded that majority of the respondents are feel stress often in their work.
CHART NO: 14 RESPONDENTS OPINION ABOUT WORKSTRESS
100 90
PERCENTAGE
80 70
Always
60
Often
50
Sometimes
40
Hardly Ever Never
30
Total
20 10 0
No of respondents
percent
TABLE-20
RESPONDENTS OPINION ABOUT OVER ALL SATISFACTION S.No
No of respondents
Opinion
percent
1
Very Satisfied
17
68
2
Somewhat satisfied
4
16
3
Not too satisfied
3
12
4
Not at all satisfied
1
4
Total
25
100
Source: primary data Inference The above table shows that out of 25 respondents 68% respondents are very satisfied with the quality of work life, 16% respondents are somewhat satisfied with the quality of work life, 12% respondents are not too satisfied with the quality of work life, 4% respondents are not at all satisfied with the quality of work life Hence it is concluded that most of the respondents in the company were satisfied with the quality of work life
CHART NO: 15
RESPONDENTS OPINION ABOUT OVER ALL SATISFACTION
100 90
V ery S atisfied
80 PERCENTAGE
70
S om ewhat satisfied
60 Not too satis fied
50 40
Not at all s atisfied
30 20
Total
10 0
No of res pondents
percent
FINDINGS 32% of the respondents are falls under the age group of 30-35 years.
60% of the respondents are male. 72% of the respondents are married. 36% of the respondents are working in marketing department. 44% of the respondents have completed their school. 88% of the respondents are satisfied with their working time flexibility. 64% of the respondents are willing to work in day shifts. 36% of the respondents are working 1-2 hours extra in a month. 68% of the respondents say that their job requires lifting, pulling and bending. 60% of the respondents are satisfied with the recruitment, promotion and transfer policy. 80% of the respondents are satisfied about using the skills and ability in their work. 40% of the respondents are satisfied with the wages and incentives. 40% of the respondents are highly satisfied with the working condition. 56% of the respondents are agree with the quality of training program 52% of the respondents are highly agree with the performance appraisal and training needs. 44% of the respondents are satisfied with canteen facility and uniform. 48% of the respondents are highly satisfied with the interpersonal communication between management and employee. 52% of the respondents are satisfied with worker and work relation. 32% of the respondents feels stress often in their work. 68% of the respondents are very satisfied with the quality of work life.
SUGGESTIONS
Regarding Wages, Increments and Incentives most of the respondents are not satisfied, Therefore management should give Wages to the employees. Regarding canteen facility and uniform most of the respondents are not satisfied, Therefore management should provide a good canteen facility and uniforms to the employees. Regarding workers and work relation most of the respondents are not satisfied, therefore management should give suitable nature of job to the employes. Regarding the work stress most of the respondents feels often stress in work, therefore management should provide some refreshment trips and counseling to the employees.
CONCLUSION
their
The project is carried out K.M.R textile with objectives to find out the quality of work life of employees and to find out the factor that can improve their quality work of life. Quality of work life is one of the main factors that have to be identified by organization. Quality of work life mainly consist of five factors namely employment conditions, working conditions, welfare facilities, interpersonal relations and career prospects for individuals. Among the welfare activities, canteen stands at a dissatisfactory level and provisions for drinking water are not kept as per the needs. Though most of the employees are satisfied with the working hours, they are not free from the stress at work. Moreover they except a well balanced pay structure with regard to the incentives and increments provided. A combined effect of quality of work life will increase productivity which ultimately results in good return.
APPENDICES QUESTIONNAIRE 1. Age
: a.20-25
b. 25-30
c.30-35
d.35-40
e. Above 40 2. Sex
: a. Male
b. Female
3. Marital status
: a. Married
b. Unmarried
4. Department
: a. Finance
b. Production
d. Marketing
e. Quality control
5. Educational qualification: a. Illiterate c. Graduate
b. School Level d. Professional
6. Is your working hour is flexible for you? a. YES b. NO 7. Which of the following best describes your usual work schedule? a. Day shift b. Afternoon shifts c. Night shifts d. Split shift e. Irregular shift/on-call f. Rotating shifts
8. How many days per month do you work extra hours beyond your usual schedule? a. 1-2 days b. 2-3 days c.3-4 d. more than 4 days 9. Does your job require you to do repeated lifting, pushing, pulling or bending? a. YES b. NO 10. How do you feel about the recruitment procedure, promotion and grade policy and transfer policy of the company? a. Highly satisfied b. Satisfied c. Dissatisfied d. Highly Dissatisfied e. Neither satisfied nor dissatisfied 11. Is your job let you to use your ability and skills? a. YES b. NO 12. What is your level of satisfaction about wages and incentives? a. Highly satisfied b. Satisfied c. Dissatisfied d. Highly Dissatisfied e. Neither satisfied nor dissatisfied 13. State your opinion about the working condition? a. Highly satisfied b. Satisfied c. Dissatisfied d. Highly Dissatisfied e. Neither satisfied nor dissatisfied
14. The company were I am working provides me high quality of training program? a. Highly agree b. Agree c. Disagree d. Highly disagree e. Neither agree nor disagree 15. Performance appraisal system and training needs are excellent in my company? a. Highly agree b. Agree c. Disagree d. Highly disagree e. Neither agree nor disagree 16. What do you feel about the canteen facility and uniform provided by the company? a. Highly satisfied b. Satisfied c. Dissatisfied d. Highly Dissatisfied e. Neither satisfied nor dissatisfied 17. State your opinion about the interpersonal communication between management and employee? a. Highly satisfied b. Satisfied c. Dissatisfied d. Highly Dissatisfied e. Neither satisfied nor dissatisfied
18. What is your level of satisfaction in workers and work relation? a. Highly satisfied b. Satisfied c. Dissatisfied d. Highly Dissatisfied e. Neither satisfied nor dissatisfied 19. How often do you find your work stressful? a. Always b. Often c. Sometimes d. Hardly ever e. Never 20. All in all, how satisfied would you say you are with your job? a. Very satisfied b. Somewhat satisfied c. Not too satisfied d. Not at all satisfied
Bibliography Website: www.findarticles.com www.acrobatplanet.com www.docstoc.com Books: “Research methods for business”- Uma Sekaran “Human Resource Management”- V.S. Rao
