ABSTRACT

LIST OF CONTENTS
CHAPTE
R NO
I

TITLE
INTRODUCTION
NEED FOR THE STUDY
OBJECTIVES OF THE STUDY
SCOPE OF THE STUDY

II

REVIEW OF LITERATURE
COMPANY PROFILE

III

RESEARCH METHODOLOGY
LIMITATION OF THE STUDY

IV

DATA ANALYSIS AND INTERPRETATION

FINDINGS OF THE STUDY

SUGGESTIONS
CONCLUSION
BIBILOGRAPHY

VI

ANNEXURE

LIST OF TABLES

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CHAPTER I
INTRODUCTION

INTRODUCTION

The project was undergone in EUREKA FORBES PVT. LTD for a period of one month.
Theoretical knowledge is insufficient to cope up with the modern functioning of the company. So
in order to gain practical knowledge, the project was done at EUREKA FORBES PVT. LTD 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.
Quality of work life 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. Quality of work life
provides a more humanized work environment. It attempts to serve the higher skills 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

Quest for excellence

Understanding

Action

Leadership

Involvement of the people

Team spirit

Yardstick to measure progress

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

SIGNIFICANCE OF THE STUDY:

Quality of work life covers various aspects under the general umbrella of supportive
organizational behavior. Thus, the quality of work life 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 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.

OBJECTIVES OF THE STUDY:

To study the quality of work life (QWL) of employees in EUREKA FORBES PVT.LTD

To find out how quality of work life leads to high satisfaction

To know the existing working conditions.

To study the workers participation in the company.

To examine 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.

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.

CHAPTER - II
REVIEW OF LITERATURE

REVIEW OF LITERATURE
Theoretical review:
DEFINITION:
Quality of work life means the degree to which members of a work organization are able
to satisfy important personal needs through their experience in the organization.
Quality of work life 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.

Quality of work life 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. Quality of work life focuses on the problem of
creating a human working environment where employees work co-operatively and 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.
Quality of work life refers to the level of satisfaction, motivation, involvement and
commitment individuals experience with respect to their line at work. Quality of work life 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:
Quality of work life is a prescriptive concept, it attempts to design work environments so
as to maximize concern for human welfare. Quality of work life acts in two dimensions:

Goal
Process

Quality of work life acts as goal by

Creation of more involving

Satisfying and effective jobs
Work environment for people at all levels of the organization

Quality acts as process by

Make efforts to realize this goal through active participation

The whole essence of quality of work life may be stated thus, the quality of work
life is co-operative rather than authoritarian; evolutionary and open rather static
and rigid; informal rather than mechanistic; mutual and trust than against each
other.

OBJECTIVES OF QUALITY OF WORK LIFE:

The major three main objectives for the QUALITY OF WORK LIFE are

Improve employees satisfaction strengthen workplace learning, and

Better manage on - going chance and transition

MAJOR FACTORS AFFECTING THE QUALITY OF WORK LIFE

Quality of work life means having good supervision, good working conditions, good pay
and benefits an interesting and challenging, and a rewarding job. The major factors that affect the
quality may be stated thus,
PAY
Quality of work life is basically built around the 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. The do not like to be the victims of whimsical
personal policies and stay at the mercy of employers.
OCCUPATIONAL STRESS
Occupational mental-health programmes dealing with stress are beginning to emerge as a
new and important aspect of quality of work life programmes. Obviously, and individual
suffering from an uncomfortable amount of job related stress cannot enjoy a high quality of work
life.
WORKER PARTICIPATION
Employees have a genuine 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 employees
personal identify and self-esteem through freedom from prejudice, a sense of community,
interpersonal openness and the absence of satisfaction in the organization.
WORK AND TOTAL LIFE SPACE
A persons work should not overbalance his life. Ideally speaking, work schedules, career
demands and other job requirements should not take up too much of a persons leisure time and
family life.
WAY TO CREATE HIGH QUALITY OF WORK LIFE
Quality of work life 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 individual to work for the organization and motivates the organization to employ that
person, (i.e.) Contribution and Inducements.

Contributions (serving needs of

the organization)
Effort, Loyalty, Knowledge,
Skills, Creativity, Time, etc.

(Gives)
INDIVIDUAL
(Gets)

Inducements (serving needs of

the individual)
Pay, Job security, Benefits,
Career, etc.

(Gives)
ORGANIZATION
(GETS)

A healthy psychological contract means that inducements and contribution 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 quality of work life environment.
ASPECTS OF HIGH QUALITY WORK LIFE
Quality of work life highlighted by the following benchmarks of managerial excellence.

Participation: Involving people from all levels of responsibility in decision- making

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.

QWL PROGRAMMES

Quality 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.

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These programmes are helped to avoid some pitfalls like

Quality of work life program must be implemented with the co-operation of management and

labor.
Action plans must be carried to completion.
Care must be taken to concentrate the focus on the joint objectives of improving the quality of
work life.

RESULTS OF HIGH QUALITY OF WORK LIFE

High productivity
Increase organizational effectiveness
High morale
Reduce the absenteeism and labor turnover

Increase the quality of life of employees

High employee involvement
Peaceful industrial relation

INDUSTRIAL PROFILE

COMPANY PROFILE

CHAPTER III

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
RESEARCH
Research is an academic activity and as such the term should be used in a
technical sense. According to Clifford woody research comprises defining and redefining
problems, formulating hypothesis or suggested solutions, collecting organizing and
Evaluating data; making deductions and researching conclusions and at last carefully
testing the conclusions to determine whether they fit the formulating hypothesis
RESEARCH DESIGN

The research design involves a series of rational decision-making choices. The

six basic aspects of research design are as follows.

Purpose of the study

Types of investigation

Extent of researcher interference

Study setting

Unit of analysis

Time horizon of the study

DESCRIPTIVE RESEARCH DESIGN
A descriptive study is undertaken in order to ascertain and be able to describe the
characteristics of the variables of interest in a situation.
Descriptive studies are under taken in organization to learn about and describe the
characteristics of a group of staffs as for example, the age, education level, job status etc.
Descriptive studies are also undertaken to understand the characteristics of organizations
that follow certain common practices.
RESEARCH INSTRUMENT
The instrument used in the study is questionnaire. A questionnaire is a sheet or

sheets of paper containing questions relating to certain specific aspects, regarding which the
researcher collects the data. The questionnaire is given to the information or respondents to be
filled up.
SAMPLE DESIGN
SAMPLE TECHINIQUE
The sampling technique used for selecting sample elements is convenience
sampling.
SAMPLE SIZE
Due to time and resources constraints the sample size is taken as 120 staffs in
consultation with the organization / project guide.
DATA COLLECTION METHOD
The datas are collected in two ways, they are:

 Primary data
Secondary data
PRIMARY DATA
Information such as the perception and attitudes of staffs are best obtained by talking
to them; by observing event, by administering questionnaires to individuals etc.
SECONDARY DATA
Written information such as company policies, procedures and rules are obtained from
the organizations records and documents. The secondary datas are even collected from
available published records and web sites of the organizations.

Tools used for Analysis

The data collected from the respondents were converted into readable format for processing,
classification and arrangements. The data was tabulated and analyzed using Statistical
Methods like.
1.

Percentage Analysis

2.

Chi-Square analysis.

Percentage Analysis:
Percentage refers to a special kind of ratio in making comparison between two or more data and
to describe relationships. Percentage can also be used to compare the relation terms the
distribution of two or more sources of data.
Number of Respondents
Percentage of respondents =

-------------------------------

X 100

Total Respondents
Chi-Square Analysis
Chi-square is a non-parametric test of statistical significance for bi-variate tabular analysis. A
non-parametric test, like chi square, is a rough estimate of confidence.
Chi Square Test Method.
The Chisquare method is the application of testing the significant difference between
observed and expected values.
Null Hypothesis (H0)
The hypothesis, or assumption, about a population parameter we wish to test, usually an
assumption of the status quo.

Alternative Hypothesis (H1)

The conclusion we accept when the data fail to support the null hypothesis.
Statistical Test

(O E ) 2
E

Chisquare test ( 2)

Degrees of freedom

(R-1) (C-1)

Observed frequency

Expected frequency

Number of rows

Number of columns

Whereas,

Level of Significance ()
A value indicating the percentage of sample values that is outside certain limits, assuming
the null hypothesis is correct, that is, the probability of rejecting the null hypothesis when it is
true.

CHAPTER IV
DATA ANALYSIS AND INTERPRETATION

PERCENTAGE ANALYSIS