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International Journal of Advanced Scientific

e-ISSN: 2395-6089
Research & Development
Vol. 03, Spl. Iss. 03, Ver. I, Sep 2016, pp. 67 73

p-ISSN: 2394-8906

Work- Life Integration & Quality of Work Life for Emerging

Innovative Strategies in Business (A Study With Reference To
the Staff at Reliance Capital, Chennai)
S. DEEPA
Mother Teresa University, Kodaikanal.

Dr. G. VEERAMANI
Head of the Dept., of Management Studies, Sri Sankara Arts & Science College, Kancheepuram.

ARTICLE INFO

ABSTRACT

Article History:

The way to look at Work- Life Balance is not from a tradeoff

point but from a point of Choices You Make. Work and life
stressors will keep on growing and increased expectations
and choices around us push us to lead a good life Its time
that we move from Work Life Balance to Work- Life
Integration. The Work -Life Balance issue is not around the
number of hours you work but around the fact Do you feel
being taken for granted and how do you recharge your
battery after all this. You need to do things which give you
maximum happiness and there are many ways to getting it,
ranging from gardening to exercise or by simply talking to
your loved ones. You need to figure out your sweet spot and
hit it every week. The brain needs to release the happy
hormones to keep you going at the same pace.

Received: 23 Sep 2016;

Accepted: 23 Sep 2016;
Published online: 28 Sep 2016.

Key words:
Work life Integration,
Work life balance,
Good life,
Family

JEC Classification:

Copyright 2016 IJASRD. This is an open access article distributed under the Creative Common Attibution
License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original
work is properly cited.

INTRODUCTION
Work- Life Integration is an outcome of people exercising control and choice in
their life to meet lifes challenges. This can be in terms of managing work
responsibilities alongside their personal and family needs. The areas of a persons life
which require integration will change based on the individuals life stages it is very
dynamic.
This approach motivates people by satisfying not only their economic needs but
also theirsocial and psychological ones.To satisfy the new generation workforce,
organizationsneed to concentrate on job designs and organization of work. The factors
that influenceand decide the Quality of work life are Attitude, Environment,
How to cite this article: Deepa, S., & Veeramani, G. (2016). Work- Life Integration & Quality of Work Life for
Emerging Innovative Strategies in Business (A Study With Reference To the Staff at Reliance Capital, Chennai).
International Journal of Advanced Scientific Research & Development (IJASRD), 03 (03/I), [Special Issue Sep 2016], pp.
67 73.

Emerging Innovative Strategies in Business Creating a Competitive Edge | Organized by PG

Department of Banking & Insurance Management and Department of Bank Management,
Ethiraj College for Women (Autonomous), Chennai 600 008.

Opportunities, Nature of Job, People, Stress Level, Career Prospects, Challenges,

Growth and Development, Risk Involved and Reward.
1.1 Objectives of the Study
To identify the attributes/factors influencing Quality work life of employees in
Reliance
To analyze the level of satisfaction of the employees on Quality work life in an
organization.
To study the expectation of the employees to improve the Quality work life in
their work force.
1.2 Review of Literature
Taylor (1979) more pragmatically identified the essential components of Quality
ofworking life as; basic extrinsic job factors of wages, hours and working conditions,
andthe intrinsic job notions of the nature of the work itself. He suggested that
relevantQuality of working life concepts may vary according to organization and
employee group.
Glasier (1976) thinks that quality of work life implies job security, good
workingconditions, adequate and fair compensation, more even than equal employment
opportunity all together.
RESEARCH METHODOLOGY
The respondents were selected by using convenient sampling technique. A
thorough review of literature was conducted before selecting the topic of the study. The
research design chosen is descriptive in nature. Questionnaire was used for primary
data collection. Secondary data was collected from earlier research work, various
published journals, magazines, websites and online articles. Analytical tool used in this
research was percentage analysis. The focus of this paper concerns a study of the quality
of work life for the employees of Reliance. The purpose of my paper is to gain an insight
into current working life policies and practices of employees in the industry. The sample
size taken to conduct the research is 90. QWL provides for the balanced relationship
among work, non- work and family aspects of life. This paper is based on the
information given by the Employees and throughquestionnaire filled by the employees.
DATA ANALYSIS AND INTERPRETATION
3.1 Classification based on Demographic Factors
S.No

Demographics
Factors

No. of
Respondants

Percentage of
Respondants

1.

Age
40 & Above years

06

06.67%

30-39 years

29

32.22%

20-29years

55

61.66%

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Work- Life Integration & Quality of Work Life for Emerging Innovative Strategies in Business (A
Study With Reference To the Staff at Reliance Capital, Chennai)
Total

90

100.00

Male

39

43.33%

Female

51

56.67%

90

100.00

Less than 1 year

19

21.11%

1-2 years

34

37.78%

2-5years

19

21.11%

5years & more

18

20.00%

90

100.00

2.

Gender

Total
3.

Work Experience

Total

Inferences:
a. 06.67% of the respondents belong to above 40 years of age group, 32.32% belong
to 30-39 years and 61.66% belong to 20-29 years age group.
b. 43.33% of the respondents were male and 56.66% were female.
c. 21.11% of the respondents belong to less than one year of work experience.
37.78% of the respondents belong to 1-2 years of work experience. 21.11% of the
respondents belong to 2-5 years of work experience. 20.00% of the respondents
belong to 5 years and above work experience.
3.2 Factor Analysis of the Attributes Influencing Quality of Work Life
Sl.
No.
1.

2.

Study Factors
Motivating
of
the
Working environment

Cooperate
other

with

each

Agreeable Level of
Opinion

No of
Respondants

Percentage

a. Extremely Motivating
b. Fairly Motivating
c. Neither Motivating
Nor Demotivating

56
32
02

62.22%
35.56%
02.22%

Total

90

100.00

87
03

96.67%
03.33%

90

100.00

88
02

97.78%
02.22%

90

100.00

52
30
08

57.78%
33.33%
08.89%

90

100.00

33
25
14
18

36.67%
27.78%
15.55%
20.00%

90

100.00

a. Yes
b. No
Total

3.

Free to Offer comments

& suggestions

a. Yes
b. No
Total

4.

Training Programs

a. To great extent
b. To some extent
c. Rarely
Total

5.

Infrastructure

a. Seating Arrangement
b. Quality of First aid
c. Quality of Lunch
d. Travelling Facility
total

69

Volume 03, Special Issue 03, Version I | 28th September 2016

Emerging Innovative Strategies in Business Creating a Competitive Edge | Organized by PG

Department of Banking & Insurance Management and Department of Bank Management,
Ethiraj College for Women (Autonomous), Chennai 600 008.

Inferences:
a. 62.22% of the respondents are extremely motivating by the work environment.
35.56% of the respondents are fairly motivating by work environment. 0.22% of
the respondents are neither motivating nor demotivating by the work
environment.
b. 96.67% of the respondents are satisfied with the cooperation of other department
in the organization. 03.33% of the respondents are not satisfied with the
cooperation of the other department in the organization
c. 97.78% of the respondents told that they are free to offer comments and
suggestions in the organization. 02.22% 0f the respondents feels that they are not
in free to offer comments and suggestions in the organization
d. 57.78% of the respondents told that the training programs conducts to great
extent. 33.33% of the respondents told the training will be given in some extent.
08.89% of the respondents told rarely only the organization will conduct the
training program.
e. 36.67% of the employees feels that Seating arrangement are good in the
organization. 27.78% of the respondents feels that Quality of the first aid is
excellent in the organisation. 15.55% of the employees feels that quality of food is
average in the organization. 18% of the employees feels that Travelling facilities
was poor.
3.3 Benefits for Employeesin an Organisation
S.
No.
1.

Study Factors
Fair Compensation

Agreeable Level of
Opinion
a. Strongly agree
b. Agree
c. Disagree
d. Strongly disagree
Total

2.

Salary by considering
responsibilities at work

a. Strongly agree
b. Agree
c. Disagree
d. Strongly disagree
Total

3.

Work allows me to do
in a particular area

a. Strongly agree
b. Agree
c. Disagree
d. Strongly disagree
Total

4.

Fringe Benefits

a. Insurance
b. Retirement benefits
c. Health Checkup
d. All the above

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No.of
Respondants

Percentage

37
48
04
01

41.11%
53.33%
04.45%
01.11%

90

100

56
32
02
00

62.22%
35.56%
02.22%
00.00%

90

100.00

44
40
05
01

48.89%
44.44%
05.56%
01.11%

90

100

25
13
50
02

27.78%
14.44%
55.56%
02.22%
70

Work- Life Integration & Quality of Work Life for Emerging Innovative Strategies in Business (A
Study With Reference To the Staff at Reliance Capital, Chennai)
Total
5.

Social security

a. Yes
b. No
Total

6.

Comfortable
&
satisfied with your job

a. Satisfied
b. Neutral
c. Dis satisfied
Total

7.

Secured about your job

a. Yes
b. No
Total

8.

Factors motivates you

the most

a. Salary increases
b. Promotions
c. Leave
d. Motivational talk
e. Recognition
Total

9.

Working Environment

a. Participative
b. Autonomy
c. Whimsical
d. Red Tapism
Total

90

100.00

88
02

97.78%
02.22%

90

100.00

60
26
04

66.67%
28.88%
04.45%

90

100.00

84
06

93.33%
06.67%

90

100.00

26
10
50
04
00

28.88%
11.11%
55.56%
04.45%
00.00

90

100.00

60
30
00
00

66.67%
33.33%
00
00

90

100.00

Inferences:
a. 41.11%of the respondents are strongly agreed with the compensation provided in
the organization. 53.33% of the respondents are agree with the compensation
provided in the organization. 04.45% of the respondents are disagree with the
fair compensation. 01.11% of the respondents are strongly dis agreed with the
fair compensation.
b. 62.22% of the respondents are strongly aree. 35.56% of the respondents are
agree. 0.22% of the respondents are dis agree with this.
c. 48.89% of the respondents are strongly agree, 44.44% of the respondents are
agree, 5.56% of the respondents are disagree, 01.11% of the respondents are feels
that their organization allows them to do the works in what area they are
interested.
d. 27.78% of the respondents are selected that the organization provide benefits like
insurance, 14.44% of the respondents selected Retirement benefits, 55.56% of the
respondents selected Health checkup and 02.22% of the respondents selected all
the above.
e. 97.78% of the respondents are told that the company will provide social security
benefits to the employees. 02.22% of the respondents selected that the
organization will not provide social security benefits to the employees in an
organization.
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Volume 03, Special Issue 03, Version I | 28th September 2016

Emerging Innovative Strategies in Business Creating a Competitive Edge | Organized by PG

Department of Banking & Insurance Management and Department of Bank Management,
Ethiraj College for Women (Autonomous), Chennai 600 008.

f.

66.67% of the respondents are satisfied and comfortable with their job. 28.88% of
the respondents are neutraly satisfied and neutraly comfortable with their job in
an organization. 04.45% of the respondents are not comfortable on their job.

g. 93.33% of the respondents are feel secured about their job. 06.67% of the
respondents are not feeling secured on their job.
h. 28.88% of the respondents feel that increase in salary motivating them to do the
work. 11.11% of the respondents feelthat promotions motivating them to do the
work. 55.56% of the respondents feel that leave and 04.45% of the respondents
feels that motivational talk feels them to do work more efficiently.
i.

66.67% of the respondents feel that working environment is more participative

and 33.33% feels that working environment is autonomy.

RESULT AND DISCUSSION

Quality of work life is important for job performance, job satisfaction and labour
turnover. The research Findings revealed the fact that motivational insight viz.,
promotion, insurance protection, training, awards, recognition has been influencing
factor of Quality of work life. Quality of work life includes job security, good working
conditions, adequate and fair compensation and monetary rewards. Singh (1994),
Glasier (1976). Katz ell et Al (1975) observed that employee may be said to enjoy a high
quality of working life when he has positive feelings towards his job and its future
prospects, is motivated to stay on the job and performs well. In the study respondents
have given favourable response on the Job Satisfaction, Safety and healthy working
conditions, Opportunities to develop human capacities and Opportunities for continued
growth and security of their organisation. Employee respondents have expected higher
compensation from their employers. Quality of work life had an influence on employees
productivity.
SUGGESTIONS
To improve the quality of work life ideas of the employees should be taken into
consideration while implementing changes in the organization. Each and every
employee in the organization has to be encouraged to take part in technical planning of
work. The organization has to give equal importance to the achievements of the
individual. Participate in decision making of employees with their higher authority can
be encouraged to avoid technical problems. Welfare of the workers is to be considered to
some extent, if the organization maintains the same level of operations.
CONCLUSION
Quality of work life is an environment that promotes and maintains employee
satisfaction with an aim to improve working conditions for labours and organizational
effectiveness for employers. In QWL organizations, work is meaningful and done in a
team arrangement. It plays a radical role on employee work performance and
productivity in textile industry. Allowing employees who have knowledge, skill and
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Work- Life Integration & Quality of Work Life for Emerging Innovative Strategies in Business (A
Study With Reference To the Staff at Reliance Capital, Chennai)

experience to participate in decision making make them to work enthusiastically and

give recognition to them in their work which also promotes cooperation and conflict
management, employee commitment, self-efficacy and organizational effectiveness.
REFERENCES
[1] Andrew.D.Szilagyi & Marc Wallace. (1980). Organisational Behaviour and
Performance, Scott Foresman and Company, Glenview, Illinois, pp. 219-220
[2] Hall, R. H. (1994). The individual experience of work, in R.H.Hall(Ed.). Sociology of
work: Perspectives, Analysis and Issues, Thousand Oaks, CA: Pine Forge Press.
pp.86-123.
[3]Quality
of
Working
Life.
https://en.wikipedia.org/wiki/Quality_of_working_life.

Retrieved

from

[4] Glasier (1976). State of the Art, Questions about Quality of Work Life, Personnel,
cited in Gupta, M. & Sharma, P. (2011). Factor Credentials Boosting Quality of
Work Life of BSNL Employees in Jammu Region, APJRBM, 2 (1), pp. 79 89.
[5] http://www.journalcra.com/sites/default/files/Download%20579.pdf
[6] http://www.ipublishing.co.in/ajmrvol1no1/voltwo/EIJMRS2041.pdf
[7] https://en.wikipedia.org/wiki/Quality_of_working_life
[8] http://www.studymode.com/essays/Quality-Of-Work-Life-1724016.html

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