Dr.S.MOHANDASS
Professor in Management
Submitted in partial fulfillment of the requirements for the award of Degree of
POST GRADUATE DEPARTMENT OF MANAGEMENT SCIENCE SREE SARASWATHI THYAGARAJA COLLEGE (Autonomous) (An ISO 9001:2000 Certified an\d NAAC Accredited Institution) (Affiliated to BHARATHIAR UNIVERSITY, Coimbatore)
2009-10
DECLARATION
DECLARATION
I, N.GOPALAKRISHNAN, hereby declare that the Project Report entitled, A STUDY ON QUALITY OF WORK LIFE AT KANDHAN KNITSS, TIRUPUR submitted to the BHARATHIAR UNIVERSITY, Coimbatore, in partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION is a record of original work done by me under the guidance of Dr. S.MOHANDASS, Professor, Department of Management Science, during the period of study at SREE SARASWATHI THYAGARAJA COLLEGE, Pollachi.
Place: Pollachi
______________________
Date: ____________
(N.GOPALAKRISHNAN)
CERTIFICATES
CERTIFICATE
This is to certify that the project work entitled A STUDY ON QUALITY OF WORK LIFE AT KANDHAN KNITSS TIRUPUR. is a bonafide record of work done by Mr. N.GOPALAKRISHNAN, Reg. No. 0835F0889 and submitted in partial fulfillment of the requirements for the award of degree of Master of Business Administration, Bharathiar University, Coimbatore.
______________ PRINCIPAL
ACKNOWLEDEMENT
ACKNOWLEDGEMENT
First of all, I profoundly thank the Almighty for His blessings bestowed upon me for the successful completion of my research study. I am extremely grateful to my beloved parents for their continuous encouragement and nourishment without which I would not be, as what I am today. I would like to thank the management of SREE SARASWATHI THYAGARAJA COLLEGE for all the facilities provided to me to complete this project successfully. I wish to express my sincere and grateful thanks to Principal of the College Dr.V.Kulandaiswamy for his valuable advices and timely encouragements. My sincere gratitude is also due to Dr. S. Mani, Dean, Department of Management Science, for his rock like support and encouragement throughout the project. I express my sincere gratitude to Mr.C.K.Kotravel Bharathi, Head of the Department for giving me proper advice and guidance. Words fail to express my sincere and heartful thanks to my
guide Mr. S.MOHANDAS, for his objective guidance throughout the course of the project.
CONTENTS
CONTENTS
Chapter No Title Page No
List of Tables
List of Charts
INTRODUCTION
1.2 Definition
II
III
RESEARCH METHODOLOGY
Introduction
Research design
IV
Introduction
Sampling Method
Suggestion
Conclusion
VI
BIBLIOGRAPHY
VII
ANNEXURE
LIST OF TABELS
LIST OF TABLES
LIST OF TABLES
TITLE
PAGE NO.
RELATIONSHIP WITH THIR SUPERIOR RELATIONSHIP WITH THIR CO-WORKERS SALARY/ WAGE BENEFIT THE SAFETY MEASURES AND HEALTH UNION TO PROTECT A PLEASANT PRODUCTIVE MANNER
12 13
14
17
18
19
20
LIKE A JOB
21
IMPLIED IN ORGANIZATION
22
23
24
25
FAMILY EXPENSES
26
27
28
LIST OF CHARTS
LIST OF CHARTS
TITLE
PAGE NO.
RELATIONSHIP WITH THIR SUPERIOR RELATIONSHIP WITH THIR CO-WORKERS SALARY/ WAGE BENEFIT THE SAFETY MEASURES AND HEALTH UNION TO PROTECT A PLEASANT PRODUCTIVE MANNER FRINGE BENEFITS
13
14
17
18
19
20
LIKE A JOB
21
IMPLIED IN ORGANIZATION
22
23
24
25
FAMILY EXPENSES
26
27
28
Chapter -I
QWALITY OF WORK LIFE:The term quality of work life refers to the favourable and unfavourable conditions of total job environment for the people. QWL programs enable the organization to recognize their responsibility to develop jobs and working conditions that are excellent for people as well as the economic growth of the organizations. The element in typical QWL program includes many items. QWL programs usually emphasize development of employee skills, the reduction of occupational stress, and development of more cooperative labour management relations. There have been divergent views regarding what is really the quality of work life. (QWL) According to Sangeetha Jain, QWL consists of a whole parcel of terms and notions all of which really belong under Quality of Working Life Umbrella. Walton viewed it as consisting of all those work conditions that give satisfaction to workers while doing their jobs/tasks. In simple words, QWL refers to the favorable and unfavorable conditions of a total job environment for the people. The elements include in a QWL life open communication, equitable reward system, employees job security and satisfaction, participative management, development of employee skill, etc. Make job environment favorable.
Though one can catalogue a long list of factors that contribute to quality of work life, the following four factors are broad and common occurring ones. 1. Job Involvement Job involvement indicates the extent of what a worker indentifies him/her with the work. Workers involved in their jobs spent more time on their jobs. Challenging jobs make workers get involved with their jobs. Besides these, people with high need for achievement and high work ethic are also found to be involved with their jobs. 2. Job Satisfaction Job satisfaction refers to ones good or positive feeling toward his/her job. Job satisfaction improves work performance and reduces employee absenteeism and turnover. 3. Sense Of Competence Job involvement ultimately results in the sense of competence denotes the feelings of confidence. The sense of competence denotes the feelings of confidence that one has in ones own ability, skill or competence. When high sense of competence and job involvement are combined together, then if results in high levels of job satisfaction and productivity. 4. Job Performance And Productivity The aforesaid three factors job involvement, job satisfaction, and sense of competence admixed in good proportions according to the need, drain down to the improved job performance and productivity of employees.
How can QWL be improved? Suggestion and measures given by behavioral scientist do not verily tally. The simplest solution to improve QWL may be improving the existing job enlargement. Some researchers consider two directions to improve QWL. One direction concerns the alienation or removal of negative aspects of work and working conditions and the other direction concerns the modifications of aspects of works and working conditions. Measures to improve QWL in India, as suggested by once researcher include participative community development projects, job sharing and creating parttime jobs, choice of appropriate technology involving various educational and training and legislative measures. Besides, the conditions that contribute to motivation (equitable salaries, financial incentives, effective employee selection, etc.) also contribute to improve the quality of work life.
The following areas are classified as determinanants of QWL: a. Hours of work and arrangements of working time. b. Work organization and job content. c. Impact of new technologies on working conditions. d. Working conditions of women, young workers, older workers and other special categories. e. Work - related welfare service and f. Shop floor participation in the facilities improvement of working condition.
DEFINITION QWL as a process of work organizations which enables its members at all levels to actively participate in shaping the organizations environment, methods and outcomes. This values based process is aimed towards meeting the twin goals of enhanced effectiveness or organization and improved quality of life at work for employees. -Cohe And Rosenthal
The American society of Training and Development defines Internationally designed effort to bring about increased labour management cooperations to jointly solve the problem of improving organizational performance and employee satisfaction.
QWL as a way of thinking about people, work and organizations. Its distinctive elements are i. A concern about the impact of work on people as well as on organizational effectiveness. And ii. The idea of participation in organizational problem solving and decision making. Nadler and Lawler
The over siding purpose of QWL sin to change the climate at work so that the human technological organizational interface leads to a better quality of work life Luthans QWL consisting of a while parcel of terms and notions all of which really belong under the Quality of working life umbrella. They include industrial effectiveness, work re structure, job enrichment, Socio technical systems, working humanization, group work concepts, labour management, co-operation, working together, workers involvement ,workers participation, and cooperative work structures. Sangeetha Jain Jac Fits Enz, president of Saratoga Institute, believes that people need to have a stake in their work and that employees will respond when employers pay attention to their personal needs and their work situations Quality of work life is a somewhat general concept, referring to several aspects of the job experience. These include such factors as management and supervisory style, freedom and autonomy to make decisions on the job, satisfactory working hours, and meaningful tasks. Basically, a sound quality of work life (QWL) programmers assumes that a job and the work environment should be structured to meet as many of the workers needs as possible.
1. Adequate and fair compensation. 2. Safe and Healthy working condition. 3. Opportunity to continue growth and security. 4. Social integration in the work organization. 5. Constitutionalisation in the work organization. 6. Work and the total life space 7. The social relevance of work life.
1.4 OBJECTIVE OF THE STUDY 1. To analyze the factors affecting the employees work life. 2. To analyze the employees satisfaction with the facilities provided by the company. 3. To carry out a careful study on the working environment under favorable and unfavorable conditions. 4. To identify the unfavourable conditions and minimize them to improve the labour performance.
The main scope of the study is to evaluate the factors affecting the employees work life, working condition, employees relationship, welfare facility, grievance handling, income, fringe benefits and safety procedure etc. This study is to focus on how much the employees are satisfied with the facilities provided by the company and its production as well as good relationship among employees favourable situations must take place. This will enable a person gathering information and analyzing the problem by the way of questionnaire method on 120 employees as a cluster of sample to be taken out of 600 employees. This study reads the minds of the workers attitude about the working environment and the management to improve the quality of working condition in the present scenario under favorable and unfavorable situations and the employee morale. The unfavorable factors are identified by this project and provide necessary suggestions to minimize them in the employees working condition. This analyze is helpful to improve labour performance in their work, making the organization successful
1. Attitude of the employees is not fixed one. So this study cannot be used for a long period. 2. Employees do not like answering some of the questions frankly. 3. The management does not cooperate to collect data because it feels it would affect the production process. 4. Employees refused to answer for the first time. Offer creating good rapport and explaining the purpose of study, then cooperated well. 5. This project is focused on the part of employees only.
Chapter-.II 2.1PROFILE OF THE COMPANY Kandhan Knitss established in the year1980 with a work force of 600 employees, by means of concentrated effort, Kandhan Knitss has grown today in to a leading manufacture in the knitted garments field. By employing rigid quality control measures at every level, right from the procurement of cotton to the last stage of forwarding the finished goods, Kandhan has earned a distinct name as a quality garment exporter in India. With the total export volume of almost a 20 million US dollar all varieties of knitted garments for men, ladies, girls, boys and infants are produced here. The company has a variety of production sections. 1. Fabrication 2. Embroidery 3. Raising and Shearing 4. Cutting 5. Printing 6. Stitching 7. Checking 8. Ironing and 9. Packing
Khandhan Fabrics
Khandhan Fabrics has knitting machines of various makes, which could develop almost all kinds of knits. There are Camber, Jumberce, Orizo, Terrot, Pailung and Bentley Knitting machines in the factory. Dia width ranges from 17 inches to 36 inches. They are knitted with design possibilities extending fruom single to double jersey, Waffle and Drop needle with Lycra, Jerry with Jacquard, Eyelet rib jacquard, and design possibilities extending from single to double jersey. Khandhan Processing Situated in a vast campus, this eco friendly factory dyes a variety of knitted fabrics in cotton, nylon, polyester, Acrylic and woolen. Facilities like computerized color matching system in the house laboratory ensures shade matching and color fastness to maintain the standards of quality. This factory has facilities to dye yarn, fabrics on imported soft fiow and jet dyeing machines of all fiber blends, to match international quality and fastness requirements
Khandhan Print House The first impression leaves the best impression. So does this factory to bring the best results to satisfy the buyers needs. The print house has two divisions. One is Rotary printing and the other is Chest printing. The Rotary printing division is equipped with rotary printing machine which can print twelve colors simultaneously. Drying, Curing and Loopier facilities are also available. The Chest
printing division is equipped with MHM Chest Printing Machine from Australia. This automatic machine can print and dry six colors simultaneously. This factory has an in house laboratory to ensure color fastness and quality standards. Khandhan Embriodery The embroidery factory located within the main campus is equipped with four embroidery machines, imported from Japan. Designs up to 2, 00,000 stitches can be embroidered here. The in house designing system utilizes the largest embroidery design software to develop, edit and generate stitches. The factory employs 30 workers and has a production capacity of 50,000 pieces per month. Raising And Shearing The factory has imported lifer rising and shearing machines to cater to the needs of normal and polar fleece fabrics and Velour with marked shearing effects.
Stripes/Checks Various Special Finishes Or Pigment Dyed Styles This factory has a well equipped modern strengthening machine which can undertake different modern finishing and processes on various fabrics width up to 1800 mm. Everlasting shinning on Dornier/Germany
The factory has a dornier circular mercerizing machine which imparts lasting shine and strength. The specialty of this machine is to produce post mercerizing on jacquards and on all fashion design fabrics.
Mission Of The Organisation The mission in to offer the buyers hassle free apparel sourcing from India at very competitive quality and price. Moreover the company provides knit, woven and denim garments and it is a one-step sourcing place for all the clothing needs.
Introduction
Research comprises defining and redefining problems formulating hypothesis or suggested solutions, collecting organization and evaluating data, making deduction and reaching the conclusion to determine whether they fit the formulating hypothesis. Clifford Woody Research methodology is a way to systematically solve the research method used, but also considered the logic behind it. Claire Seltiz
Research Design According to Claire Seltiz the research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research to the research purpose with economy in procedure.
Type of Research Design The research design is classified on the basic of the fundamental objective of the research. Descriptive research design is used in the project study. Descriptive Research Design Descriptive research design, which is concerned with describing the character tics of a particular individual, or of a group. This design is concerned with specific predictions, with narration of facts and pre planned design for analysis. It is structured well throughout instruments for collection of data.
Source of Data The data is collected from Primary and Secondary Data. Primary Data Primary Data are information collected or generated by the researcher for the purpose of the project immediately at hand. Primary Data are collected by questionnaire. Secondary Data Secondary Data are collected from annual Reports, company manual and website.
Sampling Design In the words of WARWICK AND LINIGER, a sample is some part of a large body specially selected to represent the whole. The whole is technically referred to as Population or Universe. The researcher quite often selects only a few items from the universe for his study purposes. Sampling Method If the total area of interest happens to be big one, a convenient way in which a sample can be taken is to divide the area in to a member of smaller non overlapping areas and then to randomly selected a number of these smaller areas (usually called clusters), with the ultimate sample consisting of all (or sample of) units in these small areas or clusters.
Cluster Sampling In cluster sampling, the total population is divided in to a number of relatively small sub divisions which are themselves clusters of still smaller units and then some of these clusters are randomly selected for inclusion in the overall sample. Area Sampling Cluster designs, where the primary sampling unit represents a cluster of units based on geographic area, are distinguished as area sampling. The plus and minus points of cluster sampling are also applicable to areas sampling.
Size of Sampling Out of 600 workers 120 of them are taken for sampling.
Merits Of Cluster Sampling Cluster sampling reduces cost by concentrated surveys in selected clusters. Cluster sampling is used because of the economic advantage it possesses; estimates based on cluster samples are usually more reliable per unit cost. De Merits Of Cluster Sampling Cluster sampling is less precise than random sampling. There is also not as much information in n observations with in a cluster, as there happens to be in n randomly drawn observations.
Introduction
Analysis and interpretation are central steps in the research process. The goal of analysis is to summarize the collected data in such a way that they provide answers to the questions that triggered the research. Interpretation is the search for the broader meaning of research finding and implications of the study. A clear analysis is not complete without interpretation cannot proceed without analysis. Both are thus inter dependent. In fact, interpretation can be conceived of as a part of analysis. It connects the findings with the established theories or the available stock of knowledge in a particular area of research. Scientific interpretation seeks for relationship between the data of a study and between the study findings and between the study findings and other scientific knowledge. Jahada And Cook
Essentials for Interpretation: a. Accurate Data b. Sufficient Data c. Proper type of classification. d. Classification. e. Absence of statistical treatment f. Consistency of information.
TABLES AND CHARTS Table 1 Classification of Respondents According To Their Age Group Particulars 19 23 24 28 29 33 34 38 Above 38 Total No Of Respondents 48 12 21 15 24 120 Percentage 40% 10% 18% 12% 20% 100%
Source: Primary Data The above table shows the age group of respondents. 40% of respondents comes 19 to 23 years group. 20% of respondents have above 38 years age group. 18% of respondents come under the age between 29 to 33. 12% of respondents have the age group 34 to 38 and only 10% of respondents come under the age group 24 to 28 years.
Inference The majority of respondents come under the age group 19 to 23 years.
40%
Percentage
20%
19-23
24-28
above 38
TABLE 2 Gender Gender Male Female Total No Of Respondents 104 16 120 Percentage 87% 13% 100%
Source: Primary Data The above table shows that the gender of respondents. 87% of respondents male. And 13% of respondents female.
Chart 2 Gender
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%
87%
percentage
13%
male Gender
female
Table 3 Classification of Respondents According To Their Departmental Departmental Personnel Purchase Finance Production Sales Marketing Others Total No Of Respondents 8 12 10 65 14 11 120 Percentage 6% 10% 8% 55% 12% 9% 100%
Source: Primary Data The above table shows the respondents working in respective departments. 55% of respondents working in production department. working in sales & marketing department. 12% of respondents
purchase department. 9% of respondents working in other departments. 8% of respondents working in finance department. And 6% of respondents working in personnel department.
55%
10%
0%
6%
8%
12%
9%
Departments
Table 4 Classification Of Respondents According To Their Experience Experience Below 1 Year 1.1 10 Years 10.1 20 Years 20.1 & Above Years Total No Of Respondents 14 35 39 32 120 Percentage 12% 29% 33% 26% 100%
Source: Primary Data From the above table we can inform that 33% of respondents having the experience 10.1 to 20 years. 29% of respondents have the experience 1.1 to 10 years. 26% of respondents have the experience 20.1 & above years. And only 12% of respondents have below one year experience.
Inference The majority of the respondents are having the experience of 10.1 to 20 years.
33% 26%
20.1 above
Table 5 Classification of Respondents According To Their Salary Salary (Rs) Below 2000 2001 To 5000 5001 To 10000 10001 & Above Total No Of Respondents 12 32 54 22 120 Percentage 10% 27% 45% 18% 100%
Source: Primary Data The above table shows that 45% of respondents come under Rs. 5001 to 10000 salary group. 27% of respondents come under Rs. 2001 to 5000 salary group. 18% of respondents earning Rs. 10001 and above. Only 10% of
Inference The majority of respondents come under Rs. 5001 to 10000 income group.
Chart 5 Salary
45%
percentage
Table 6 Classification of Respondents According To the Relationship with Their Superior Opinions Factory Highly Satisfied Satisfied Moderate Dissatisfied Total No Of Respondents 30 50 36 4 120 Percentage 25% 42% 30% 3% 100%
Source: Primary Data The above table shows that the respondents relationship with their superior. 42% of respondents satisfied with their superior relationship, 30% of respondents moderate. 25% of the respondents highly satisfied. respondents dissatisfied. Inference The majority of respondents satisfied with the relationship to their superior. And only 3% of the
Chart 6 The Relationship with Their Superior 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 42% 30% 25%
Percentage
Opinion Factors
Table 7 Classification of Respondents According To Their Relationship With CoWorkers Opinions Factory Highly Satisfied Satisfied Moderate Dissatisfied Total No Of Respondents 13 49 43 15 120 Percentage 11% 41% 35% 13% 100%
Source: Primary Data From the above table 41% of respondents satisfied that the relationship with the co workers, 35% of respondents moderate, 13% of respondents dissatisfied and 11% of respondents highly satisfied the relationship with co workers.
Inference The majority of respondents for satisfied the relationship with the coworkers.
41% 35%
Percentage
11%
13%
Highly satisfied
Satified
Moderate
Dissatisfied
Opinions factore
Table 8 Classification of Respondents According To Their Salary / Wage Benefit Opinions Factory Highly Satisfied Satisfied Moderate Dissatisfied Total No Of Respondents 4 66 13 37 120 Percentage 3% 55% 11% 31% 100%
Source: Primary Data The above table shows that the satisfaction level of respondents regarding their salary/wage benefit. 55% of respondents satisfied , 31% of respondents for dissatisfied , 11% of respondents have moderate answer in salary/wage benefits and only 3% of respondents highly satisfied for this.
Inference The majority of respondents satisfied with their present salary/wage benefits.
55%
31%
11%
0%
Satisfied Moderate Dissatisfied
Opinions factory
Table 9 The Safety Measures and Health Condition Opinions Factory Strongly Agree Agree Disagree Strongly Disagree Total No Of Respondents 10 77 30 3 120 Percentage 8% 64% 25% 3% 100%
Source: Primary Data From the above table shows 33% of respondents having the experience 10.1 to 20 years. 29% of respondents have the experience 1.1 to 10 years. 26% of respondents have the experience 20.1 & above years. respondents have below one year experience. And only 12% of
64%
25%
0%
Strongly Agree
Opinions factory
Opinions Factory
No Of Respondents
Percentage
12 63 10 35 120
Source: Primary Data From the above table shows 52% of respondents the agreed trade unions to protect, 30% of respondents strongly disagreed, 10% of respondents strongly agreed and 8% of respondents disagreed with the trade unions to protect. Inference The majority of respondents agreed trade unions to protect.
60% 50% percentage 40% 30% 20% 10% 0% Strongly Agree 10%
52%
30%
8%
Agree
Disagree
Strongly disagree
opinions factory
Opinions Factory
No Of Respondents
Percentage
Strongly Agree Agree Disagree Strongly Disagree Total . Source: Primary Data
9 58 22 31 120
From the above table we can inform that 48% of respondents agreed that there factory maintained in a pleasant productive manner, 26% of respondents strongly disagree, 18% of respondents disagree and 8% of the respondents are strongly agree with pleasant productive manner. Inference The majority of respondents agreeing with the factory maintained in a pleasant productive manner.
48%
50%
opinion factory 40% 30% 20% 10% 0% Strongly Agree Agree Disagree Strongly disagree 8% 18% 26%
Percentage
Opinions Factory To Great Extent To Some Extent Not Bad Not At All Total
No Of Respondents 21 74 13 12 120
Percentage
Source: Primary Data From the above source that 61% of respondents felt that the behavior benefits reaching said fruition to some extent, 17% felt that to great extent, 11% felt that it was not bad and 10% felt that it not at all. Inference The majority of respondents to some extent Fringe benefits reaching fruition.
61%
11%
10%
To great extent
Not at all
Opinions Factory
No Of Respondents
Percentage
13 56 29 22 120
Source: Primary Data From the above table 47% of the respondents are to some extent with the, to develop special abilities 24% of the respondents not bed, 18% of t respondents not at all and 11% of respondents are to great extent to develop special abilities.
Inference The majority of t respondents to some extent with the develop special abilities.
50% 45% 40% 35% Percentage 30% 25% 20% 15% 10% 5% 0% To great extent 11%
47%
24% 18%
Not at all
Table14 Classification of Respondents According To Their Information Get the Job Done Correctly
Opinions Factory
No Of Respondents
Percentage
6 69 34 11 120
Source: Primary Data From the above source that 58% of respondents that the information get the job to some extent, 28% of respondents not bed, 9% of respondents not at all and 5% of respondents to great extent. Inference The majority of respondents to some extent for information get the job.
58% 60% 50% Percentage 40% 30% 20% 10% 0% To great extent To some Not bad extent Opinions factory Not at all 5% 9%
28%
Table-15
No Of Respondents 17 53 36 14 120
Source: Primary Data From the above table we can inform that 44% of respondents satisfied that the working hours of the employee, 30% of respondents moderate, 14% of respondents highly satisfied and 12% of respondents dissatisfied for this. Inference The majority of respondents satisfied the relationship with the working hours of the employees.
44% 50% Percentage 40% 30% 20% 10% 0% Highly Satisfied Satisfied Moderate Dissatisfied 14% 30%
12%
Opinions factory
Table-16 Classification of Respondents According To Their Consideration the Suggestions Offered By the Employees
No Of Respondents 97 23 120
Source: Primary Data The table shows that 81% of respondents said that there is no consideration the suggestions and 19% said there are consideration the suggestions.
Chart-16 Classification of Respondents According To Their Consideration the Suggestions Offered By the Employees
No, 19%
Yes, 81%
Source: Primary Data The table shows that 87% of the respondents said that there is no employment on a permanent and 13% said there is employment on a permanent.
No, 13%
Yes, 87%
Chart-18 Classification of Respondents According To Their Age, Race or Ethnic Origin and Gender
No Of Respondents 87 33 120
Source: Primary Data The table shows that 72% of the respondents said that there is no age, race or ethnic origin and gender and 28% said there is ethnic origin and gender. Inference The majority of the respondents are yes ethnic origin and gender.
No, 28%
Yes, 72%
Table-19 Classification of Respondents According To Their Sexually Harassed By In the Last 12 Month While Were On Duty
No Of Respondents 99 21 120
The table shows that 82% of the respondents said that the last 12 month while wear on duty and 18% said that the last 12 month while wear on duty.
Inference The majority of the respondents yes that the last 12 month while wear on duty.
No, 18%
Yes, 82%
Source: Primary Data The table shows that 90% of the respondents said that the like a job and 10% said that the like a job.
No, 10%
Yes, 90%
Table-21 Classification of Respondents According To Their The Pay Bonus 8.33% Implied In Organization
No Of Respondents 84 36 120
Source: Primary Data The table shows that 70% of the respondents said that the pay bonus 8.33% implied in organization and 30% said that the pay bonus 8.33% implied in organization
Inference The majority of the respondents are yes the pay bonus 8.33% implied in organization.
Opinions Factory Very True Somewhat True Not Too True Not At All True Total
No Of Respondents 16 63 27 14 120
Source: Primary Data From the above table 53% of the respondents are somewhat true with the promotions handled fairly, 22% of the respondents are answered not too true, 13% of the respondents are very true with the to their promotions handled fairly and 12% of the respondents are not at all true the with the promotion handled fairly.
Inference The majority of the respondents are somewhat true with the promotion handled fairly.
53% 60% 50% Percentage 40% 30% 20% 10% 0% Very true Some what Not too true true Opinions factory Not at all true 13% 22% 12%
Opinions Factory Very True Somewhat True Not Too True Not At All True Total
No Of Respondents 9 76 12 23 120
Source: Primary Data From the above table 63% of the respondents are somewhat true with the job security good, 19% of the respondents are answered not at all true, 10% of the respondents are not too true to their the job security good and 8% of the respondents are very true with the job security good. Inference The majority of the respondents are somewhat true with the job security good.
63%
19% 8% 10%
10%
0%
Very true
Some what Not too true Not at all true true opinions factory
No Of Respondents 13 66 29 12 120
Source: Primary Data From the above table 55% of the respondents are satisfied the relationship with the grievance handling in company, 24% of the respondents are answered moderate, 11% of the respondents are dissatisfied with the relationship to their grievance handling in company and 10% of the respondents are highly satisfied the relationship with the grievance handling in company.
Inference The majority of the respondents are satisfied the relationship with the grievance handling in company.
55% 60% 50% Percentage 40% 30% 20% 10% 0% Highly Satisfied Satisfied Moderate Dissatisfied 11% 10% 24%
Opinions factory
No Of Respondents 89 31 120
Source: Primary Data The table shows that 74% of the respondents said that the family expenses and 26% said that the family expenses.
No, 26%
Yes, 74%
Table-26 Classification of Respondents According To Their The Training Opportunities to Perform Job Safely and Completely Opinions Factory Very True Somewhat True Not Too True Not At All True Total No Of Respondents 9 71 16 24 120 Percentage 8% 59% 13% 18% 100%
Source: Primary Data From the above table 59% of the respondents are somewhat true with the training opportunities to perform job safely, 18% of the respondents are answered not at all true, 13% of the respondents are not too true to their the training opportunities to perform job safely and 8% of the respondents are very true with the training opportunities to perform job safely.
Inference The majority of the respondents are somewhat true with the training opportunities to perform job safely.
59%
60% 50%
Percentage
8%
13%
18%
Very true
Some what Not tootrue Not at a all true true Opinions factory
No Of Respondents 73 28 19 120
Source: Primary Data From the above table 61% of the respondents are yes likely to be praised by supervisor and, 23% of the respondents are answered no likely to be praised by supervisor, 13% of the respondents are may be likely to be praised by supervisor.
Inference The majority of the respondents are yes likely to be praised by supervisor.
Yes, 61%
No Of Respondents 21 54 17 28 120
Source: Primary Data From the above table 45% of the respondents are satisfied the relationship with the best for this job, 23% of the respondents are answered moderate, 18% of the respondents are dissatisfied with the relationship to their the best for this job and 14% of the respondents are highly satisfied the relationship with the best for this job.
Inference The majority of the respondents are satisfied the relationship with the best for this job.
45% 50% percentage 40% 30% 20% 10% 0% Highly Satisfied Satisfied Moderate Dissatisfied 18% 14% 23%
Opinions factury
HYPOTHESIS To Test The Association Between Level of Satisfaction And Educational Qualification Null Hypothesis:
There is no association between educational levels of respondents the preference of performance appraisal.
Educational Qualification SSLC & Below Hsc Graduate Diploma And Others Post Graduate Total
Moderate
Satisfied
Highly Satisfied
Total
9 6 5 -
11 6 7 8
7 10 6 8
27 22 18 16
13 33
15 47
19 40
37 120
Chi Square Test: Degree of freedom (5-1) (3-1) Degree of freedom 8 at 5% level of significant is 15.50
O 9 11 7 6 6 10 5 7 6 8 8 13 15 9 Total
E 7.42 10.57 9 6.05 8.61 7.33 4.95 7.05 6 6.26 5.33 10.17 14.49 12.33
(O-E) 1.58 O.43 2 0.05 2.61 2.67 0.05 0.05 0 1.74 2.67 2.82 0.51 3.33
(O-E)2 2.49 0.18 4 2.5 6.81 7.12 2.5 2.5 0 3.02 7.12 7.95 0.26 11.08
(O-E)2/E 0.33 0.01 0.44 0.41 0.79 0.97 0.50 0.35 0 0.48 1.33 0.78 0.01 8.33 14.46
Ho: There is no association between education levels of respondents opinion about the preference of performance appraisal.
There is an association between education levels of response. Table value of calculated chi-square:
Degree of freedom = (R-1) (C-1) = (5-1) (3-1) = 8 Level of Significance = 5% Table Value = 15.507 (taken from the table) Calculate value = 14.46
Decision Calculate chi-square is more than value Therefore H0 accepted There is an association between educational and response.
Chapter -V FINDINGS AND SUGGESTIONS 5.1 Major findings Most of the respondents are notified with their job. Most of the respondents are satisfied with the relationship with their superiors. Most of the respondents are content with their salary / wage benefits. Most of the respondents are satisfied with their promotion opportunity in their company. Most of the respondents are satisfied with their working condition. Most of the respondents are satisfied with their rest intervals. Most of the respondents feel that they have job security. Most of the respondents are aware and rare that they have adequate safely measures in the working area. Most of the respondents are willing to work over time.
SUGGESTION Some time the workers feel that they are not allowed to take leave when the company in working with tops most effort. Workers may be allowed to go on leave without affecting the total work force on valid reasons; this can improve quality of work life.
CONCLUSION From the above study we arrive at a conclusion that, Quality of work Life Employees is in the progress. Employees are the source of work force, whatever machinery and investment or building etc. They are all only secondary. Quality of work life means the favorable and unfavorable factors affecting the employees work.
Working condition, rest intervals, promotion opportunity, salary/ wage benefits, welfare facilities are some of the factors concerning the employees Quality of work life.
These factors are satisfied in kandhan knitss for the benefit of employees to strive better for the growth of the company.
BIBLIOGRAPHY
BIBLIOGRAPHY
(1)
Aswathappa K. HR and personnel management. N.D TATA MC graw hill publishing company ltd, third edition, 2002.
(2)
David X. Decenzo, Stephen P. Robbins, personnel/Human Resource Management, N.D.Prentice hall of India, third edition,1996.
(3)
Devivedi R.S. Human relations and organizational behavior, New Delhi, Mac millam India ltd, fourth edition 1995.
(4)
Kothari C.R. Research Methodology, N.D wishwa prakashan publication ltd, second edition.
(5)
Subba rao.P. Essentials of HRM and industrial relations, Mumbai, Himalaya publishing house 1997.
ANNEXURE
ANNEXURE
1. Name:
2. Age:
4. Which department are you working in? Purchase Production Finance Sales & Marketing Personnel Others
5. State your experience in this organization. Below one year 10.1 20 years 1.1 10 years 20.1 & above years
6.
What is your monthly salary? Below 2000 10001 & Above 2001 5000 Others 5001 - 10000
7. Note down your educational qualification. SSLC & below Diploma HSC Others Graduate Post graduate
8. What is your opinion about your relationship with your superiors? Highly satisfied Moderate Satisfied Dissatisfied
9. What is your opinion about your relationship with Co-workers? Highly satisfied Moderate Satisfied Dissatisfied
10. What do you feel about your salary / wage benefits? Highly satisfied Moderate Satisfied Dissatisfied
11. Do you agree with the safety measures and health conditions provided in the factory are good? Strongly agree Disagree Agree Strongly disagree
12. Do the workers need strong trade unions to protect their interests? Strongly agree Disagree Agree Strongly disagree
13. Is your working spot in your factory maintained in a pleasant productive manner? Strongly agree Disagree Agree Strongly disagree
14. Are your fringe benefits reaching your fruition? To great extent Not bad To some extent Not at all
15. Are you provided opportunities to develop your own special abilities? To great extent Not bad To some extent Not at all
16. Do you have apt information to get the job done correctly? To great extent Not bad To some extent Not at all
17. State your level of satisfaction about working hours of the employees. Highly satisfied Satisfied Moderate Dissatisfied a. Time for work b. Overtime work c. Work load d. Lunch break time
18. Does the management take into consideration the suggestions offered by the employees? Yes No
20. Do you feel any discrimination against you in your job because of your age, race or ethnic origin and gender? Yes No
21. Were you sexually harassed by anyone in the last 12 months while you were on duty? Yes No
23. Do you accept that the government rules regarding the pay bonus 8.33 % implied in your organization? Yes No
25. IS the job Security good? Very true Not too true somewhat true Not at all true
26. What do you feel about grievance handling in your company? Highly satisfied Moderate Satisfied Dissatisfied
27. Do you feel that the income from your job is enough to meet your family expenses? Yes No
28. Do you have the training opportunities to perform your job safely and completely? Very true Not too true somewhat true Not at all true
Yes
No
May be
30. In all, how satisfied would you say you are best for this job? Highly satisfied Moderate Satisfied Dissatisfied