ABSTRACT

In the era of Globalization of market economy, hyper competition and uncertainty of rapidly
changing environment the success of an Organization depends on the strategies adopted to improve
the Quality of Working life of employees. A growing number of todays Oranizations recognized that
Quality of Work Life is one o the human resource strategies to promote and maintain an orderly
atmosphere for employees to work effectively.
Quality of Working Life refers to the quality of relationship between employees and total work
environment of an organization. QWL is a collective responsibility of the management, employees,
leaders of the union, Government and behavioral scientists. Quality of Working life in an
Organization is a function of management practices that are valued by customers.
Quality of Work Life programs when implemented lead to greater growth and development of the
individual as a person as a productive employee of an Organization, develop trust between
managers and employees, attract and keep talented staff, build strong employee commitment,
strengthen work place learning and improve overall effectiveness of an Organization.

CONTENTS

Chapter -

Chapter -

01

INTRODUCTION

1-14

a.

Objectives

b.

Need, Scope and importance of the study

02 RESEARCH METHODOLOGY
a.

15-17

Research Design

b.

Data Source

c.

Limitations

Chapter -

03

ORGANIZATION PROFILE

Chapter -

04

QUALITY OF WORK LIFE AT ECIL

Chapter -

05

DATA ANALYSIS & INTERPRETATION

Chapter -

06

FINDINGS & CONCLUSIONS

Chapter -

07 SUGGESTIONS
APPENDICES
a.

Charts

b.

Questionnaire

18-28
29-40
41-60
61-63
64-71

CHAPTER I
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INTRODUCTION

Quality of work life denotes all the organizational inputs which aim at the employee
satisfaction and enhancing organizational effectiveness. By the globalization the modern employees
are experiencing distress. To meet the challenges posed by present standards, organizational must
focus their attention in bringing a balance between work life and personal life. The underlying
assumption is that work life balance will ultimately ensure Quality of work life.
Sigmund Freud is considered to be the father figure of Psycho analysis. His prescription for a healthy
person is a combination of Lieben und Arbeiten that is Love and Work.
In present working environment the workers are looking for quality of life as a superior human
endeavor. Such endeavor calls for a trade off between work life and family life. Today an employee
desires work to be more meaningful and challenging because quality is the acid test. A Quality of
work life gives an opportunity for deep sense of fulfillment. Employees seek a supportive work
environment that will enable them to balance work with personal interests. Such balance
contributes to superior human existence in ample measure.
Quality of work life provides a more humanized work environment. It attempts to serve the higher
order needs of workers as well as their basic needs. Quality of Work Life indicates that the work
should not have excessively negative conditions. It should not put workers under undue stress. It
should not damage or degrade their humanness. It should not be threatening or unduly dangerous.
Finally it should contribute to, or at least leave un paired,

workers abilities to perform in other life roles. Such as citizen, spouse and parent. That is work
should contribute to general social advancement.
Employees in several companies that instituted Quality of work life experienced better health and
greater safety on the job. Other benefits included improved employee satisfaction, morale, job

interest, commitment and involvement ; increased opportunity for individual growth ; greater sense
of ownership and control of the work environment development of managerial ability for circle
leaders, improved communication in the organization and greater understanding and respect
between management and workers.
The term Quality of work life has been applied to a wide variety of organizational improvement
efforts. The common elements seem to be,has good man indicates, an attempt to restructure
multiple dimensions of the organizational and to institute a mechanism which introduces and
sustains changes overtime . Aspects of the change mechanism are usually an increase in problem
solving between the union and management
Responsiveness to employee concerns. In every organization, people and their behaviour assumes
vital role in determining the performance and effectiveness . while many studies concentrated on
physical and financial performance of organization. Studies on behavioural aspects seems to be
inadequate. So, the attempts must to understand the human side of the enterprise.

In the present scenario, where the world is moving from traditionalisation to modernization,
computerization and globalization there is an intense competition. The situations are becoming
more complex and the modern employees are experiencing distress. To meet the challenges posed
by present standards organization must focus their attention in bringing a balance between work
and family life.
The Quality of work life movement provides a value frame work and a philosophy which has a long
term implication for the human development and enrichment. It tries to balance both the work and

family life. Hence integrated approach with regard to Quality of work life is required for the success
of an individual and an organization. This underlines the necessity of searching studies on the nature
of human relations and the problems of human relations and the problems of human behaviour in
the organization and suggest measures to cope with the problems. Hence, an in depth on aspects
like Quality of work life can throw light on many non-identified aspects of human behaviour which
may help in understanding the issues involved and improving the overall performance of these
organizations. There it is found that there is need to study in greater detail about the topic.

NEED AND IMPORTANCE OF THE STUDY

Quality of work life includes the following features:
Voluntary involvement on the part of employees.
Assurance of no loss of jobs as a result of the programs
Training of employees in team problem solving.
The use of Quality circles where employees discuss problems affecting the
Performance of the work and job environment.
Encouragement of skill development.

 Skill training
Responsiveness to employee concerns.
APPROACH TO QUALITY OF WORK LIFE
The Quality of work life involvement traditionally has been closely identified with the job redesign
efforts based on socio-technical systems approach. However during the 1980s the concept of
Quality of work life has been broadened to include a number of approaches aimed at join decision
making. Collaboration and mutual respect between management and employees, increased
autonomy at work place, and self management. Thus the Quality Circles adopted by Japanese and
Indian industries as well as democratization of work process though self-regulating autonomous
groups in the Scandinavian countries and USA are all considered part of this movement.

OBJECTIVES OF THE STUDY

1. To evaluate and analyse the Quality of work life in ECIL.
2. To study the factors/determinants of Quality of work life.
3. To examine the impact of welfare measures on Quality of work life.
4. To evaluate the aspects of quality of work life and suggest measures in improving quality
of work life.

SCOPE OF THE STUDY

The term Quality of work life in its broader sense covers various aspects of employment and nonemployment conditions of work. The present study will aim at studying various factors which
influence Quality of work life in ECIL. Although the important components of Quality of work life
were comprehensively discussed.

The study is dependent on the opinion expressed by the

managers and staff of all the departments of the Components Division that are working at Electronic
Corporation of India Limited(ECIL).

Quality of work life

Quality of work life refers to favorable or ungovernableness of the job environment for people .The
basic purpose is to develop jobs and working conditions that are excellent
for people as well as for the organization.

Quality of work life includes

Walton proposed eight conceptual categories that together make up the quality of work life
Adequate and fair compensation
Safe and healthy working conditions
Immediate opportunity to use and develop human capacities
Social integration in the work organization
Constitutionalisation
Work and total life space
Social relevance of work life

 Promotion and career planning

Adequate and fair compensation

This refers to against to just and fair balance between efforts and reward. The compensation
helps in manufacturing helps in maintaining a socially desirable standard of

life.In India such labour legislations are payment of wages act, 1936 and minimum wages act,
1948 ensure adequate and fair compensation to the employees.

Safe and healthy working conditions

In order to improve quality of work life the work environment should be free from hazards or other
factors determined to healthy and safety of the employees in the work place in India is ensured in
the factories act, 1948, which lies down minimum standards of protection from machine and other
hazards (noise, pollution, gases etc..) at the place of work.

Immediate Opportunities to use and Develop Human Capacities

The work today has become repetitive and fragmented. Quality of work life can be improved
if the job allows sufficient autonomy and control, uses a wide range of skills and abilities,
provides immediate feed back to workers to take corrective action is seen as a total activity
and provides opportunity to plan, implement by himself.

Social integration in the work organization

One of the effectiveness of quality of work life is to generate satisfying identity with the organization
and develop a feeling as self esteem. The variables that inculcate these are absence of hierarchical

status, opportunity for upward mobility, openness and trust, a sense of community feeling on the
job and freedom from prejudice based on sex, caste, race, creed and religion.

Constitutionalisation in the work organization

Constitution guarantees as right to personnel privacy, free speech, equitable treatment and
governance by the Rule of Law are necessary to upload to improve quality of work life

Work and the Total life Space

The demand of the work, like late hours, frequent travel, quick transfer are both
psychologically and socially very costly to the employee and his family such phenomena
Accruing o a regular basis necessarily depress the quality of work life.

Social relevance of work life

The organization lack of concern for social causes like waste disposal, low quality product,
over-aggressive marketing. Employment practices make workers depreciate the value of their
work and career, which in turn affects their self-esteem. The social responsibility of the
organization is an important determinant of quality of work life. The basic concept
underlying the quality of work life is Humanization of Work. It involves basically the
development of an environment of work that stimulates the creative abilities of the workers
,generate co operation and interest in self growth.

Promotion and Career Planning

Promotion
A promotion takes place when an employee moves to a position higher than the one firmly
occupied .His/Her responsibility, status and pay also increases. Promotions are of two types.
1. Vertical promotions:- under which the employees are promoted from one rank to the
next higher rank in the same department.
2. Horizontal promotions:- under which employees may be promoted to higher ranks on
the other departments.
The advantages of having promotion schemes
They provide an opportunity to the present employees to move into jobs that provide
greater satisfaction and prestige.
They generate within on organization motivational, conditions for better work
performance and desired behaviour of all its members.
Finally, they save as an orderly, logical and prompt source of recruitment for
management to fill vacancies as they arise.

Career Planning
If an organization wants to retain its employees it must satisfy their aspirations for growth
and development of advancement in their career .A career plan is a blue print in which the
entire career of employees is mapped out from the point of their entry in to the point of their

retirement from the organization. Career planning is mostly done for supervisory and
managerial positions.
Career planning is an integral part of manpower planning.
ADVANTAGES OF CAREER PLANNING
1. It motivates employees to avail of the training & development facilities. They are
convinced that promotions will not fall in their laps merely by luck or through
connection.
2. It increases employees loyalty to the organization. By this they can easily integrate
their goals with organization goals.
3. It encourages employees to remain in the organization. By this the labour turnover is
reduced.
4. It creates organizations better image in the employment market which helps
organization to attract competent people.
5. It contributes to manpower planning as well as to organizational development and
effective achievements of corporate goal.
The basic concept underlying the Quality of work life is what has come to be known as
humanization of work. It involves basically the development of an environment of
work that simulates the creative abilities of the workers generates co-operation and
interest in self growth.

HERRICK AND MACCOBY (1975) have identified four basic principles which
Summaries humanization of work.
These principles are

1. The principle of security:Humanization of work implies freedom from anxiety, fear and the loss of future employment.
The working conditions should be safe and there should be no fear of economic want. These
pre-conditions will guarantee at most development of skills and ideas.

2. The principle of Quality:The equity principle requires that there is a just way of revaluating the conditions of an
employee. Another aspect of quality refers to paying for knowledge and skills to carry out the
task. If work has to be humanized equity would also require sharing in the profits of the
organization according to the individual or group contribution.

3. The principle of individual:Individual refers to the work environment in which employees are encouraged to develop
themselves to their almost competence , a system of work that facilitates blossoming of
individual potential. A basic precondition for this is the availability of freedom and autonomy in
deciding their own pace as activity and design of operations.

4. The principle of democracy:Meaningful participation in decision-making also guarantees the Right of citizenship.
Quality of work life is a complex and multifaced concept implying a concern for the
members of an organization irrespective of the level the belong to. It includes job
factors like wages and hours of work and also the nature of work itself. With the
encouragement of international labour organization & achieve lead taken by National of labour,
Delhi, the Quality of work life as a movement has started attracting the attention of
academicians as well as practioners in India.

both

In India, the concept of Quality of work life seems to manifest itself in a variety
of operational Systems like workers participation, job enrichment, Quality Circle etc.
Quality of work life is a broader concept. By time to time that Quality of work life
includes Some other factors in it.

JOB DESIGN
Job design include job enlargement, job rotation & job enrichment

a. Job enlargement:Job enlargement as a concept deals with expansion of the job contents by
allowing Employees inspect their work , affect minor repairs on the work and
equipment and select their own work methods or set-ups. These refers as to
vertical enlargement. Another is horizontal enlargement under this scheme one
simply adds a larger numbers of some what similar tasks to the present job.

b. Job rotation:It refers to systematically moving employee from one job to another. From the point of view
of an organization job rotation helps develop a comman culture because of
wide and common exposure and at the same time infuses fresh-blood in the task.
c.

Job enrichment:It refers to the process of making jobs more interesting and satisfying, adding to that sense of

achievement, increasing responsibility and providing opportunities for advancement and growth.

JOB SATISFACTION
The attitude of an individual is his general back ground by feeling against which he views many
factual events, men and things. A specific subset of this general back ground feeling against which
the individual appraises the various dimensions of his job is called job satisfaction. Some dimensions
are nature of work ,supervisor, pay, promotion and co-workers.
There are Three major theories of job satisfaction
a) Hertzbergs motivation:- hygiene theory
b) Need fulfillment theory and
c) Social reference-group theory

In summary the three theories respectively tell us that:

Job satisfaction is a function of or is positively related to the degree to which ones

personnel needs fulfilled in the job satisfaction; and

Job satisfaction is a function or is positively related to the degree which the

characteristics of the job meet with approval and the desires of the group to which the
individual looks for guidance in evaluating the world and defining social reality.

AUTONOMOUS WORK TEAMS

An autonomous work team is one which can plan, regulate and control its own work world. The
management only specifies the goals that too in collaboration with the team. The team organizes
the contents and structure of its job, evaluates its own performance, establishes its speed and

chooses its production method. It makes its own internal distribution of tasks and decides its own
membership.Autonomous team approach increases satisfaction and reduces turnover and
absenteeism.

CHAPTER II

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RESEARCH
METHODOLOGY

RESEARCH METHODOLOGY
RESEARCH DESIGN
Research methodology, which is followed by researcher,is Descriptive study .

RESEARCH METHODS
PRIMARY DATA:The primary data has been collected through the Questionnaire.The Questionnaire has been
properly prepared in order to cover all the Information required for the study.The primary data has
been obtained by interaction with the officials and staff in the division in the organization and also
obtained through the Questionnaire distributed to the persons in different departments in that
particular division
SECONDARY DATA:1. Through the Annual reports of the corporation, from the Manuals and also from records
available in the organization. Some other data also collected from the reports ,registers
and books and from the files available in the organization.
2. Information collected from various HRM books.

SAMPLING PLAN
SAMPLE DESIGN:-

The method of sampling used was Random sampling.Random sampling from a finite population
refers to that method of sample selection which gives each possible sample combination an
equal probability of being picked up and each item in the entire population to have equal chance
of being included in the sample
SAMPLE SIZE:The researcher has allowed to do the project in particular division in the organisation.The study
is limited to only that particular division.
TOTAL SIZE : 200
SAMPLE SIZE: 50
Keeping in view of the above objectives of the study,an objective type Questionnaire
is prepared and distributed to 50 persons for the sample and collected opinions.

LIMITATIONS
Though adequate care has been taken while doing the project.This
Project still suffers from certain limitations.They are

The Quality of work life involves a wider range.The present study examines it from
identified and selected dimensions only. However it is possible that there may be other
factors which might not have been covered in this study.

Some respondents did not properly respond to the Questionnaire; thus to eliminate this
aspect the researcher has also conducted some personal interviews.

The Management allowed the researcher to collect the data from the limited
respondents only.

CHAPTER III

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

ORGANIZATION
PROFILE

COMPANY PROFILE

Electronic corporation of India limited (ECIL) is one of the premier institutions ,actively engaged in
the field of electronics in the country. The ECIL is born out of the intense research that was carried
out in the Baba Atomic Research Center (BARC). The countries prestigious nuclear establishment
during late 60s.At that point of time the necessity of producing electronic goods to carry out Indias
nuclear programs was felt and hence an exclusive Electronics Division was started at BARC,Mumbai .
Dr.A.S. Rao was its head during 60s. when the research intensified further in the fields of electronics
it was proposed to convert all the outcomes of research into manufacture of electronic goods. So
that country could be self reliant with this objective the Electronics corporation of India limited came
in to being as an undertaking of Department of Atomic energy on 11th April 1961 in Moulali area,

secunderabad. The corporation in the intial years laid emphasis on import substitution, self reliance
and commercial viability of indigenously developed know-how, taking foreign know-how selectively
in a few years. It started with an authorized developed. It started with an authorized capital of Rs.10
crores , and about 200 employees who came to Hyderabad from BARC formed the staff .the
corporation which started with a modest production of Rs.20 lakhs during the first year of its
operation has been steadily growing and achieved a 750 crores turnover for the year 2006-2007.

ECIL Manufactures electronic equipment confirming to the International standards and is certified
with ISO 9001.
Padma Bhushan Dr.A.S Rao, who was the founder and first managing director of this
corporation,and same he also continued as Head for Electronic division. He played a key role in
expanding this unit for International standards.He was honoured as the Man of the century in
Indian Electronics.
The company when started initially located at the industrial area Blanagar,Hyderabad and later
shifted to the DAE complex at Cherlapalli,Hyderabad.the company started with an odd 300
personnel (included scientists technologists and service personnel).mostly drown from the parent
organization that is the Baba Atomic Research Center, Mumbai . The company progressed well there
after both in its business activities and also the growth on Human Resource. From a meer 300
members of Human Resource in the year 1967.The performance of the organization considerably
increased increased from 15 crores to 1100 crores as of 2004. The company has all along been

making profits except for 6 to 7 years on and off during the last 37 years. Today the company has
become a well known hitech company in the field of electronics attracting its customers both private
and also the government departments. The company gave its first indigenous computer (1st
generation computer in the year 1972 with this India became the 4th country in the world to
manufacture a computer indigenously.

Since over 30 years the corporation is developing in to a big organization. It stands top among the
few big organizations in the country. The sailent feature of the corporation is the wide product range
and it is playing a key role in the Indian electronic industry.
This corporation was having successfully circuited the electronic industry in India in 1980 and 1990.
And it is now optimistic to globalization the activities in international market.
This corporation has received accolade for its excellence in the field of electronics. The awards were
Excellence in R&D Electronics in 1997 , Excellence in electronics in 1998 and Excellence in 20022003 this is obtained for the 3rd year and also from the ministry of labour, Govt of India.
To meet the competition this corporation has started Vision-2001 in a huge planning and research
in being done to get information science ,electronics communication,planning and controlling
systems requiring latest equipments. For past three years this corporation is supplying equipments
worth rs 692 crores required for electronic and communication field.
VISION OF THE COMPANY
To help the country achieve self reliance in Strategic Electronics
MISSION OF THE COMPANY

To strengthen its status as a valued technological asset to the nation in the area of strategic
electronics meeting the requirements of atomic energy, defence, space, civil aviation, security and
other sectors of strategic importance.

VALUES
In line with the Vision and Mission the following values are espoused by the company while dealing
with all HR related issues.
Respect for the Individual.
Equity and Fairness in policies and procedures.
Continuous development of competencies to ensure that HR of the company is able to meet
the challenges of fast rate of obsolescence in the technological front.
Foster a culture of performance and commitment to ensure high morale among the human
resources of the company.
Ensure compensation and conveniences with any other comparable Industry.
Attract and retain the best talent suitable for companys operations.
Provide continuous, error free and supportive services to the HR in the company.
Comply in letter and spirit all the guidelines and directives of the government in relation to
Human Resources.

QUALITY POLICY
To produce Quality Components and Products, Meeting National, International, or
Customer Standards at Competitive prices leading to Customer Satisfaction.

OBJECTIVES OF THE COMPANY

To orient the activities of ECIL towards fulfilling the needs of strategic sectors outlined in
the mission.

To strengthen the technology base aimed at realizing the business goals.

To explore new avenues of business and work growth in strategic sectors in addition to
working for realizing technological solutions for the benefit of society in areas like
security, agriculture, education, health, power, transportation, food, disaster
management etc

To progressively improve share holder value of the company.

To enhance skill base and ensure succession planning in the company.

To re-engineer the company to become nationally and internationally competitive by

paying particular attention to delivery, cost and quality in all its activities.

To consciously work for finding export markets for the companys products.

PRODUCTS OF ECIL
The current product range of ECIL may be categorized broadly under three sectors.

NUCLEAR SECTOR:
Control and instrumentation products for nuclear power plants.
Integrated security systems to nuclear installations.
Radiation monitoring instruments to support the radiation safety programme of the DAE and
Secured networking of all DAE units via satellite

DEFENCE SECTOR

Various types of fuzes

V/UHF radio communication equipment

Electronics warfare systems and derivatives

Thermal batteries and special components for missile projects.

Precision servo components like gyros.

Missile support control and command systems.

Detection and pre-detonation of explosive devices

Jammers with direction finding abilities, and

Projects connected with defense intelligence.

COMMERCIAL SECTOR
Electronic voting machines to election commission.
Wireless in local loop(WLL) for telecom sector.
Antenna products for I &B and telecom sectors.
Integrated security systems and security equipment including X-ray baggage

inspection systems for airports, customs and VVIP residences/offices.

X-ray cargo scanning systems.
Computer hardware, software and services to various agencies in the government
domain and computer education services.

STRUCTURE OF THE COMPANY

The company is organized in to following business divisions .It has been divided in to 14
Divisions.
COMMUNICATION DIVISION (CND)

Radio communications comprising of HF/UHF/VHF trans receiver carting to the needs

army, Air force and Air traffic control, satellite TV receiver only systems for B and
1sector,special MVV components and electronics welfare, system for armed forces.
ANTENNA PRODUCTS DIVISION(APD)
Design, manufacture and commissioning of various types of antenna system a and turn
key, SATCOM NETWORK PROJECTS.

SERVO SYSTEMS DIVISION (SSD)

Precision servo system for application in defense and railways.
SUPERVISION CONTROL AND DATA ACQUISITION DIVISION (SCADA)
Tele supervisory systems, supervisory control and automation projects and industrial
controls for refineries, LPG plants, Delhi Jal Board
STRATEGIC ELECTRONICS DIVISION (SED)

Special products .For defence and paracuilitary forces

SOFTWARE CONSULTANCY DIVISION (SCD)
Software consultancy service
BUSINESS SYSTEM DIVISION (BSD)
Computer hardware products and large networking systems
TELECOM DIVISION (TCD)
Tele communication equipment like switching products, transmission products, lacers
products and telecom administration products
CUSTOMER SUPPORT DIVISION (CSD)
Spares and maintenance service for computers sold by ECIL, maintenance of computer
system, instruments of other vendors.

COMPONENTS DIVISION (CD)

Hybrid microcircuits, tantalum capacitors, semi conductor components, printed circuit
boards, ceramic components, potentiometers and thermal batteries microwave components
amplifiers, Jammus etc.
SPECIAL PRODUCTS DIVISION (SPD)
Variable time fuses, universal fuses and other type of fuses for Indian Armed Forces.
CONTROL AND AUTOMATION DIVISION (CAD)

Simulator for thermal and nuclear power plants. Operator information systems, data
Acquisition system control and instrumentation equipment for nuclear and thermal power
plants LPG gas plants, refineries etc.
INDUSTRIAL AND CONSUMER ELECTRONIC GROUP (ICE)
Color and black and white TVs satellite TV systems, projection TVs, VCRs and VCPs
COMPUTER EDUCATION DIVISION (CED)
These business groups are supported by corporate facilities like standards and quality assurance,
corporate research and development engineering services, corporate planning corporate business
development, personal and finance and accounts over the years

The company has acquired maintained the following infrastructure facilities:

Standard collaboration laboratory
Antenna spinning facility
Antenna test range
ASCI/VL/design facility.
Wide variety of computing environment
Country wide networking for service support.

ISO REGESTRATION
The company possesses excellent infrastructure facilities .

The following Groups / divisions have received ISO certification.

GROUP/DIVISION
Customer support division
Telecom service

ISO REGISTRATION
ISO 9002
ISO 9001

Tantalum capacitors

ISO 9002

Thick film resistors and hybrid

ISO 9001

Software and consultancy division

ISO 9001

Antenna product division

ISO 9001

PRODUCTION FACILITY
The production equipment installed by the company include
EDX reference systems
Computer super 32 systems
HMT numerical control system
SPC tele exchange equipment
In circuit computer testing machine
Automatic laser trimming
UNI-30 testing system
Electronic impregnating equipment fix capacitors
Automatic sorter
Discrete component testing system

 Functional tenser with programming system

Z-80 Based, micro processor 332 system
TV satellite signal transmitter
Surface accuracy measuring equipment
Photo plotter switch controller

CHAPTER IV

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QUALITY OF WORKLIFE

AT
ECIL

QUALITY OF WORK LIFE IN ECIL

Electronics Corporation of India limited is one of the largest public sector companies in the
electronics world. It has succeeded in crossing a major milestone of Rs.1000 crores turn over,
winning a national award ,ECIL stood as an ideal in the corporate world. ECIL is popularly known for
it. The achievements made by ECIL are only possible because of its human resource. The
management of ECIL believes that the productivity of both the employees and organizations is
improved only when the employees are satisfied in every respect.

Therefore ECIL provides its employees a better quality of work life .The various aspects that ECIL
considers as the factors influencing Quality of work life are as follows.

FACTOR INFLUENCING QUALITY OF WORK LIFE

ADEQUATE AND FAIR COMPENSATION
ECIL provides adequate and fair compensation to its employees .The pay scales are
revised by the government regulations. The income from fulltime work meets socially determined
standards of sufficiency or the subjective standards of the recipient. And also, the employees are
fairly compensated for the overtime and the extra hours worked, and the additional work done is
urgency . As ECIL provides both adequate and fair compensation to its employees, it motivates hem
and reduces retention . The pay scales of ECIL also attract the potential people in to it. Adequate
and fair compensation given by ECIL to its employees boosts their morale and inturn increases both
organization and employees productivity.

FACILITIES AT THE WORK PLACE

ECIL provides every facility, which is necessary for the well being of its employees.
It provides the well being of its employees with breakfast, lunch, tea and dinner and cool
drinking water facilities that are hygienic. The rates are subsidized reasonably so that every
one can afford for them. The subsidized rates are as follows:
Breakfast

Rs.1.50/-

Lunch

Rs.4.00/-

Dinner

Rs.4.00/-

Tea

Rs.1.00/-

The service of food to the employees is also very good. Employees are served with
food in the spacious lunchrooms. There are three lunch rooms/canteens in ECIL, which can
comfortably accommodate all of its employees. Music is also played for the employees to relax while
eating.

The employees are also facilitated with restrooms to reduce their fatigue and tiredness
during their working hours. Washing and drying facilities are also provided according to the
satisfactory rules to those working in shop floors and assembly workshops.
All the offices, workshops and assembly rooms are properly ventilated and lighting
facilities are provided so that employees can feel comfortable while they are working.

SAFE AND HEALTHY WORKING CONDITIONS

The aim of ECIL is that the employees should be provided with a healthy environment
conducive to both productivity and personal well being .it also provides safety equipment and
safety wear while working in hazardous jobs. They are also given training about the safety
aspects of the job.
It provides excellent working conditions conducive for carrying out the work
effectively and efficiently. The working conditions motivate the employees to work hard
with ease.
OPPORTUNITY FOR IMPROVEMENT OF SKILLS
Many employees in ECIL have taken advantage of the facilities provided by it to
improve their skills and acquire additional qualifications.

It encourages its employees by rewarding the employees who improve their skills and gain
additional qualifications by promoting them and socially recognizing or by giving incentives .It also
encourages and facilitates the potential employees to avail the benefit of study leave
ECIL has an internal training department known as Corporate learning center (CLC), which
trains the employees on various job and non job related issues .It consists of a team of specialized
trainers. If needed, it also arranges seminars by inviting eminent personalities from other
corporations. It even sends the employees to other countries to get acquainted with their
technology.

The CLC gives on the job in house and classroom training to the employees about how the work is
done .the employees trained by ECIL have become professionals in their
fields along with their experience and made the company as the Company of firsts.
WELFARE FACILITIES
ECIL has three categories of welfare facilities statutory welfare facilities, Intra moral facilities and
entra mural facilities.it provides the following intra mural welfare aminities to its employees under
section 42 to52 according to factories act

Washing Facilities
Storing &drying facilities
Sitting facilities
First aid appliances
Canteens
Shelters, Restrooms & Lunchrooms
Baby crche

Other statutory welfare activities are as follows

Provident fund
Gratuity
Employee state insurance scheme
AP labour welfare fund act.

The welfare measures in ECIL are far superior to other standards laid down statutorily. It is said that
human resource plays a very vital role in the existence of any organization. therefore to maintain
this resource the company must take all necessary steps to keep them and their family members
safe from unforeseen risks.
ECIL in order to provide risk coverage to employees in the event of accident /death/job and is
distributed areas etc. has implemented various insurance policies>

The company pays the premium for these policies the policies are as follows:
Janata personal accident policy
Group personal accident policy
Workmen compensation policy

The insurance schemes planned by co-operative effort of employees and

employers are:
Group insurance cum retirement benefit scheme (GIRBS)
Group savings linked insurance scheme (GSLISS)
These benefits vary across all levels of the organization.The employees are given a chance to avail
the facility of leave travel concession (LTC),so that they can happily have a pleasure trip with their

family members .The company reimburses the travel charges of the employees.This relieves them
from the stress of the workload.

For any organization to function smoothly its employees should be active in their work.
Therefore to keep its employees healthy and active the company must provide source medical
facilities to them. ECIL is also very much concerned about the health of its employees, so it provides
various medical benefits to its employes. It is purely a voluntary service provided by ECIL. The
medical facilities provided by ECIL to its employees and their family has proved to be the best
practice in the public sectors .It recognized source of the best hospitals in the twin cities where the
employees are given medical treatment and the company will pay.
It even has an in house dispensary and medical facilities, which takes care of the minor accidents at
the workplace. It has the facility of ambulance service to meet emergencies. The dispensary has all
the needed medicines on hand whenever required. It has also appointed 3 full time doctors to take
care of the dispensary.
ECIL extends its arms by providing advances to help its employees to buy various necessities like
vehicles and other home appliances. These advances are granted based on eligibility and
destination. it recovers the amounts in easy equal monthly installments. Subsidized transport facility
is provided to all the employees of the corporation from all parts of the twin cities to the place of
work. Those who do not want to avail transport facility they are being reimbursed with conveyance
expenditure depending up on the eligibility and the mode of transport used. There are nearly 50
buses-which are at the service to pick and drop the employees at their respective destination.

ECIL under the department of atomic energy has provided a sprawling well maintained
township with modern amenities such as shopping complex, running the co-operative
societies, schools, parks, playgrounds, nursery, auditorium, medical and preventive
facilities.The quarters are alloted on security basis and also certain percentage of houses are
reserved for essential services and employees belonging to SC/ST communities. In order to
encourage the employees to build their own houses ECIL has been extending all possible
assistance to the following housing schemes.
A.S.RAO NagarHousing Society
E.C.Nagar Housing Society
Prabhakar enclave near kondapur village.

The engineers provide technical know how, plans and surveys, It provides interest subsidy to
its employees with the loan assistance from recognized financial institutions like LIC, HDFC
etc
Keeping in view the welfare of the women employees, ECIL has provided the facility of baby creche,
where the women employees can keep their children of age below 6 years during their working
hours. They are nursed well by the ayah. The nursing mothers can feed their babies twice a day. The
environment in the creche is very hygienic and the surroundings are cleaned everyday.

The management and the employees union have collectively funded the welfare activates by cooperation. consumer co-operative society. This was established with an aim to provide all the

essential items like rice, sugar, wheat and other items, to the employees of the society at subsidized
rates. A part from general items on cash or credit scooters,
refrigerators etc are made available to the members of society, under hire purchase scheme by
arrangement of loans through public sector banks at less interest rates.
The credit society was started in 1969 with an objective to provide financial assistance recoverable
on easy installments. It extends emergency and regular loan facilities for various purposes with
reasonably less rates of interest.

IMMEDIATE OPPORTUNITIES TO USE AND DEVELOP HUMAN CAPACITIES

The employees are given freedom to work as they like in accordance with the achievement of the
organizational goals. Autonomy of implementation along with planning is given to the employees so
that the work is done effectively. The employees are given freedom to improve their skills while
working on the job.
The environment encouraging the employees to build work groups and teams to accomplish the task
collectively. The flow of communication is also flexible as that are given reasonable autonomy. The
employees also have freedom to express their grievance through proper channel. They have the
autonomy to arrange their work place in a conductive manner so that they feel comfortable to work.

FUTURE OPPORTUNITIES FOR CONTINUED GROWTH AND SECURITY

ECIL provides an excellent career growth to its employees .The employees have the scope
and opportunity for continues growth through promotions .The potential candidates are even
out placed as part of their career development .By and large the promotion system is based on
merit cum seniority basis.

It follows a policy of permanent employment for its employees with various growth aspects.
The promotion policy in ECIL is considered to be the best practice in the public sector.
The employees are also given opportunity of growth on acquiring additional qualifications. It
gives a chance to the employees to develop, expand and maintains ones capabilities rather
than leading to obsolescence.
They are also allowed to apply their newly acquired knowledge and skills in future work assignments
.The job security provided by it is satisfied the employees to maximum extent.
If we notice the statistics, we can see that on an average every employee has rendered a service of
over 20 years with very negligible employee turnover. From this we can conclude that the job
security in ECIL is excellent.

SOCIAL INTEGRATION AT THE WORKPLACE

Every human being is asocial being. Every social being is in the need of the social recognitions and
established a cultural environment that induces social integration in its employees. It encourages the
formation of teams and formal work groups, where the
employees can work collectively. Therefore, it tries to instill the feeling of oneness / unity, which is
only possible through proper flow of communication, integration and co-operation.

It established both formal and informal channels of communication through which the
information is passed effectively to all levels in the organization. The barriers to effective
communication are also are removed through empathetic approach of the management. It
shows them a path to relate to one another their ideas and feelings

CONSTITUTIONALISM IN THE WORKPLACE

ECIL has tenant of equity i.e the right to equitable treatment in all matters including the
employee compensation scheme, appreciation, rewards and job security. They also have the
right to personal privacy like personalizing their workplace and environment.
WORK AND TOTAL LIFE SPACE
In ECIL, the relationship of work to the total life space is best expressed by the concept of
balance. The balanced role of work is defined by work schedules, career demands and travel
equipments that do not take up leisure and family time on a regular basis.

It also tries to reduce the stress and strain of the work-load, which affects the employees
personal life by organizing various recreational and cultural activities.
OTHER PARAMETERS OF QWL CONSIDERED BY ECIL
One of the parameters, which are relevant to QWL, in ECIL is leave facility. The employees are
provided with various kinds of leave arrangements like: earned leave, sick
leave, casual leave, vacation leave etc. The employees can also encash the unveiled leave.
The statutory standing orders followed by ECIL are flexible and influence the QWL of employee. They
are easy to understand and follow.
ECIL has appointed a chief welfare officer (CWO) who takes care of all the welfare activities and
satisfies the employees and employers.
The employees approach the grievance committee or unions/associations to solve their problems.
The chief welfare officer pacifies, emphasizes and counsels the employees to keep up the morale of
the employees.

The climate (Political, Social and Economical) acts as a vital parameter that affects the QWL of an
employee. ECIL has established a very conducive work culture and atmosphere that helps the
employees to socially integrate and make ECIL as a HOME OF

PROFSSIONALS

ECIL has also relieved the employees from the tension of education of their children. It
provides a school facility up to secondary education with minimal educational fee.
The above parameters that are considered to influence the QWL of employees in ECIL are the basic
factors. These basic factors play a vital role in enhancing the morale and their quality of working life.
This in turn, increases their productivity and helps them to achieve organizational and individual
goals effectively.
Better QWL in ECIL has led to employee motivation and satisfaction.

Along with the strong determination of ECIL ,the moral and ethical values practiced and
maintained have helped the company to pioneer in many new areas and provided excellent
Quality of work life to its employees.

ANALYSIS OF THE DATA

The collected data has been tabulated , analysed and percentages are used for analysis of

the questionnaire. This data analysis can be found out by the opinions of the

samples.while presenting data charts and tables are used at relevant places.

CHAPTER V
--------------------------------------------------------------------------------------------------------

DATA ANALYSIS
AND
INTERPRETATION

TABLE-1
OPINION ABOUT THE JOB ENVIRONMENT AND WORKING CONDITION

Variables
Excellent
Good
Average
Poor

No of respondents
30
15
5
0

CHART-1

No of respondents in %
60%
30%
10%
0%

Job environment and Working conditions

Average Poor
0%
10%
Excellent
Good

Good
30%

Excellent
60%

Average
Poor

INTERPRETATION
The above graph reveals that 60% of the employees feel that job environment and working
conditions are excellent ( i.e they are absolutely satisfied).30% of the employees feel that job
environment and working conditions are good (i.e they are satisfied).10% of the employees feel that
job environment and working conditions are average(i.e they are partially satisfied). 0%( i.e none of
the employees feel job environment and working conditions are poor).

TABLE-2
PERCEPTION ABOUT THE GROWTH AND SECURITY OPPORTUNITIES

Variables
Excellent
Good
Average
Poor

No of respondents
25
10
15
0
CHART-2

No of respondents in %
50%
20%
30%
0%

Grow th and Se curity Opportunitie s

Average
30%

Poor
0%
Excellent
Excellent
50%

Good
Average
Poor

Good
20%

INTERPRETATION
The above graph reveals that50% of the employees feel that the growth and security
opportunities are Excellent that is they are absolutely satisfied.20% of the employees feel that the
growth and security opportunities are Good that is they are satisfied.30% of the employees feel that
the growth and security opportunities are Average that is they are partially satisfied.0% i.e none of
the employees feel that the growth and security opportunities are Poor.

TABLE -3
OPINION ABOUT THE CAREER-PLANNING PROGRAM IN THE ORGANIZATION

Variables
Excellent
Good
Average
Poor

No of respondents
20
20
10
0
CHART-3

No of respondents in %
40%
40%
20%
0%

Career-planning program

Average
20%

Poor
0%
Excellent
40%

Excellent
Good
Average
Poor

Good
40%

INTERPRETATION
The above graph reveals that40% of the employees feel that the growth and security
opportunities are Excellent that is they are absolutely satisfied.40% of the employees feel that the
growth and security opportunities are Good that is they are satisfied.20% of the employees feel that
the growth and security opportunities are Average that is they are partially satisfied.0% i.e none of
the employees feel that the growth and security opportunities are Poor.

TABLE-4
PERCEPTION ABOUT THE PAY STRUCTURE IN THE ORGANIZATION

Variables
Excellent
Good
Average
Poor

No of respondents
25
10
15
0
CHART-4

No of respondents in %
50%
20%
30%
0%

Pay Structure

Poor
0%

Average
30%

Excellent
Excellent
50%

Good
Average
Poor

Good
20%

INTERPRETATION
The above graph reveals that50% of the employees feel that the growth and security
opportunities are Excellent that is they are absolutely satisfied.20% of the employees feel that the
growth and security opportunities are Good that is they are satisfied.30% of the employees feel that
the growth and security opportunities are Average that is they are partially satisfied. 0% i.e none of
the employees feel that the growth and security opportunities are Poor.

TABLE-5
OPINION ABOUT THE PROMOTION SYSTEM IN THE ORGANIZATION

Variables
Excellent
Good
Average
Poor

No of respondents
10
25
10
5
CHART-5

No of respondents in %
20%
50%
20%
10%

Promotion System

Poor
10%

Excellent
20%
Excellent

Average
20%

Good
Average
Poor
Good
50%

INTERPRETATION
The above graph reveals that20% of the employees feel that the growth and security
opportunities are Excellent that is they are absolutely satisfied.50% of the employees feel that the
growth and security opportunities are Good that is they are satisfied.20% of the employees feel that
the growth and security opportunities are Average that is they are partially satisfied. 10% i.e none of
the employees feel that the growth and security opportunities are Poor.

TABLE-6
ABLE TO LEARN AND ACQUIRE NEW SKILLS IN THE ORGANZATION

Variables
Excellent
Good
Average
Poor

No of respondents
25
15
10
0
CHART-6

No of respondents in %
50%
30%
20%
0%

Able to Learn and acquire new Skills

Average
20%

Poor
0%
Excellent
Excellent
50%

Good
Average
Poor

Good
30%

INTERPRETATION
The above graph reveals that50% of the employees feel that the growth and security
opportunities are Excellent that is they are absolutely satisfied.30% of the employees feel that the
growth and security opportunities are Good that is they are satisfied.20% of the employees feel that
the growth and security opportunities are Average that is they are partially satisfied. 0% i.e none of
the employees feel that the growth and security opportunities are Poor.

TABLE-7
STEPS TAKEN FOR JOB ENRICHMENT FOR EMPLOYEES

Variables

No of
respondents
10

Deliberate upgrading of
responsibility
Widening the scope of activities
14
Setting the challenges in work
20
Giving exposure to variety of jobs 6
CHART-7

No of respondents in
%
20%
28%
40%
12%

Job Enrichment for Employees

Giving
Deliberate
exposure to
upgrading of
variety of
Deliberate upgrading
responsibility
jobs
of responsibility
20%
12%
Widening the scope
of activities
Setting the
Widening the
Setting the challenges
challenges in
in w ork
scope of
w ork
activities
Giving exposure to
40%
28%
variety of jobs

INTERPRETATION
The above graph reveals that 20% of the employees feel that Job Enrichment will lead to
deliberate upgrading of responsibility. 28% of the employees feel that Job enrichment will widen the
scope of activities.40% of the employees feel that Job Enrichment will set challenges in work.12% of
the employees feel that Job Enrichment will give exposure to variety of jobs.

TABLE -8
PURPOSE OF JOB DESIGN AND GOAL SETTING IN THE ORGANIZATION
Variables
It facilitates work flow
Effective co-ordination and integration
Positive impact on employee satisfaction
All the above

CHART-8

No of respondents
7
18
5
20

No of respondents in %
14%
36%
10%
40%

Job Design and Goal Setting

It f acilitates
w ork f low
14%

All the
above
40%

Positive
impact on
employee
satisf action
10%

Ef f ective coordination
and
Integration
36%

It f acilitates w ork
f low
Ef f ective coordination and
Integration
Positive impact on
employee
satisf action
All the above

INTERPRETATION
The above graph reveals that14% of the employees feel that Job Design and Goal setting
will facilitate work flow. 36% of the employees feel that Job Design and Goal setting will lead to
effective co-ordination and integration.10% of the employees feel that Job Design and Goal setting
will lead to positive impact on employee satisfaction.40% of
the employees feel that all the above three factors are important for Job Design and Goal setting.

TABLE-9
PERCEPTION ABOUT INTEGRATION OF JOB, CAREER, FAMILY LIFE AND LEISURE
TIME

Variables
Excellent
Good
Average
Poor

No of respondents
20
25
5
0
CHART-9

No of respondents in %
40%
50%
10%
0%

Integration of Job, Career, Fam ily Life and

Leisure tim e

Average
10%

Poor
0%
Excellent
40%

Excellent
Good
Average

Good
50%

Poor

INTERPRETATION
The above graph reveals that 40% of the employees feel that the integration of job, career,
family life and leisure time are excellent that is they are absolutely satisfied.50% of the employees
feel that the integration of job, career, family life and leisure time are good that is they are
satisfied.10% of the employees feel that the integration of job, career, family life and leisure time
are average that is they are partially satisfied.0% i.e none of the employees feel that the integration
of job, career, family life and leisure time are poor.

TABLE -10
OPINION ABOUT THE LEAVES PROVIDED BY THE ORGANIZATION

Variables
Excellent
Good
Average
Poor

No of respondents
10
35
5
0
CHART-10

No of respondents in %
20%
70%
10%
0%

Leaves provided by the Organization

Poor
0%
Excellent
20%

Average
10%

Excellent
Good
Average

Good
70%

Poor

INTERPRETATION
The above graph reveals that20% of the employees feel that the leaves provided by the
organization are excellent that is they are absolutely satisfied.70% of the employees feel that the
leaves provided by the organization are good that is they are satisfied.10% of the employees feel
that the leaves provided by the organization are average that is they are partially satisfied.0% i.e
none of the employees feel that the leaves provided by the organization are poor.

TABLE -11
LEAVE TRAVEL CONCESSION THAT IS PROVIDED BY THE ORGANIZATION

Variables
Excellent
Good
Average
Poor

No of respondents
14
20
6
10

CHART-11

No of respondents in %
28%
40%
12%
20%

Leave Travel Concession that is provided by

the Organization

Poor
20%

Excellent
28%

Excellent
Good

Average
12%

Average
Poor
Good
40%

INTERPRETATION
The above graph reveals that28% of the employees feel that the leave travel concession
provided by the organization are excellent that is they are absolutely satisfied.40% of the employees
feel that the leave travel concession provided by the organization are good that is they are
satisfied.12% of the employees feel that the leave travel concession provided by the organization are
average that is they are partially satisfied.20% i.e none of the employees feel that the leave travel
concession provided by the organization are poor.

TABLE-12
CANTEEN FACILITIES THAT IS PROVIDED BY THE ORGANIZATION

Variables
Excellent
Good
Average
Poor

No of respondents
10
30
10
0
CHART-12

No of respondents in %
20%
60%
20%
0%

Canteen facilities in the Organization

Average
20%

Poor
0%

Excellent
20%
Excellent
Good
Average
Poor

Good
60%

INTERPRETATION
The above graph reveals that20% of the employees feel that the canteen facilities provided
by the organization are excellent that is they are absolutely satisfied.60% of the employees feel that
the canteen facilities provided by the organization are good that is they are satisfied.20% of the
employees feel that the canteen facilities provided by the organization are average that is they are
partially satisfied.0% i.e none of the employees feel that the canteen facilities provided by the
organization are poor.

TABLE-13
TRANSPORT FACILITIES PROVIDED BY THE ORGANIZATION

Variables
Excellent
Good
Average
Poor

No of respondents
12
33
5
0
CHART-13

No of respondents in %
24%
66%
10%
0%

Transport facilities
Poor
0%
Average
10%

Excellent
24%

Excellent
Good
Average
Poor

Good
66%

INTERPRETATION
The above graph reveals that 24% of the employees feel that the transport facilities provided
by the organization are excellent that is they are absolutely satisfied.66% of the employees feel that
the transport facilities provided by the organization are good that is they are satisfied.10% of the
employees feel that the transport facilities provided by the organization are average that is they are
partially satisfied.0% i.e none of the employees feel that the transport facilities provided by the
organization are poor.

TABLE -14
SANITATION AND CLEANLY MEASURES IN THE ORGANIZATION

Variables
Excellent
Good
Average
Poor

No of respondents
15
20
10
5
CHART-14

No of respondents in %
30%
40%
20%
10%

Sanitation and Cleanly Measures

Poor
10%

Excellent
30%

Average
20%

Excellent
Good
Average
Poor

Good
40%

INTERPRETATION
The above graph reveals that 30% of the employees feel that the sanitation and cleanly
measures in organization are excellent that is they are absolutely satisfied.40% of the employees
feel that the sanitation and cleanly measures in organization are good that is they are satisfied.20%
of the employees feel that the sanitation and cleanly measures in organization are average that is
they are partially satisfied.10% of the employees feel that the sanitation and cleanly measures in
organization are poor.

TABLE -15
OPINION ABOUT THE TRAINING GIVEN IN THE ORGANIZATION

Variables
Excellent
Good
Average
Poor

No of respondents
26
20
4
0

CHART-15

No of respondents in %
52%
40%
8%
0%

Training in the Organization

Average
8%

Poor
0%

Excellent
Excellent
52%

Good
40%

Good
Average
Poor

INTERPRETATION
The above graph reveals that 52% of the employees feel that the training in organization is
excellent that is they are absolutely satisfied.40% of the employees feel that the training in
organization is good that is they are satisfied.8% of the employees feel that the training in
organization is average that is they are partially satisfied.0% that is none of the employees feel that
the training in organization is poor.

TABLE-16
MANAGEMENT LIAISE BETWEEN THE EMPLOYEES AND THE UNION

Variables
Excellent
Good
Average
Poor

No of respondents
10
20
5
15

CHART-16

No of respondents in %
20%
40%
10%
30%

Management Liaise between the Employees and

the Union

Poor
30%

Excellent
20%
Excellent
Good
Average

Average
10%

Poor
Good
40%

INTERPRETATION
The above graph reveals that 20% of the employees feel that the management liaise
between the employees and union in organization are excellent that is they are absolutely
satisfied.40% of the employees feel that the management liaise between the employees and union
in organization are good that is they are satisfied.10% of the employees feel that the management
liaise between the employees and union in organization are average that is they are partially
satisfied.30% of the employees feel that the management liaise between the employees and union
in organization are poor.
TABLE -17
MANAGEMENT HAVE ADEQUATE COMMUNICATION WITH THE EMPLOYEES

Variables
Excellent
Good
Average
Poor

No of respondents
15
20
10
5
CHART-17

No of respondents in %
30%
40%
20%
10%

Management have adequate Communication with

the Employees

Poor
10%

Excellent
30%

Average
20%

Excellent
Good
Average
Poor

Good
40%

INTERPRETATION
The above graph reveals that 30% of the employees feel that the management have
adequate communication with the employees in the organization are excellent that is they are
absolutely satisfied.40% of the employees feel that the management have adequate communication
with the employees in the organization are good that is they are satisfied.20% of the employees feel
that the management have adequate communication with the employees in the organization are
average that is they are partially satisfied.10% of the employees feel that the management have
adequate communication with the employees in the organization are poor.

TABLE-18
WORK AUTONOMY IN THE ORGANIZATION

Variables
Excellent
Good
Average
Poor

No of respondents
15
20
5
10
CHART-18

No of respondents in %
30%
40%
10%
20%

Work Autonomy in the Organization

Poor
20%

Excellent
30%

Excellent
Good

Average
10%

Average
Poor
Good
40%

INTERPRETATION
The above graph reveals that 30% of the employees feel that work autonomy in the
organization are excellent that is they are absolutely satisfied.40% of the employees feel that work
autonomy in the organization are good that is they are satisfied.10% of the employees feel that work
autonomy in the organization are average that is they are partially satisfied.20% of the employees
feel that work autonomy in the organization are poor.

TABLE-19

AWARENESS ABOUT THE QUALITY OF WORK LIFE IN THE

ORGANIZATION
Variables
Excellent
Good
Average
Poor

No of respondents
25
10
10
5

CHART-19

No of respondents in %
50%
20%
20%
10%

Awareness about the Quality of Work Life in

the Organization

Poor
10%
Excellent

Average
20%

Excellent
50%

Good
Average
Poor

Good
20%

INTERPRETATION
The above graph reveals that 50% of the employees feel that awareness about the quality of
work life in the organization are excellent that is they are absolutely satisfied.20% of the employees
feel that awareness about the quality of work life work in the organization are good that is they are
satisfied.20% of the employees feel that awareness about the quality of work life in the organization
are average that is they are partially satisfied.10% of the employees feel that awareness about the
quality of work life in the organization are poor.
TABLE-20
PERCEPTION ABOUT THE JOB SATISFACTION

Variables
Excellent
Good
Average
Poor

No of respondents
30
15
5
0

CHART-20

No of respondents in %
60%
30%
10%
0%

Perception about the Job Satisfaction

Average
10%
Good
30%

Poor
0%

Excellent
Good
Excellent
60%

Average
Poor

INTERPRETATION
The above graph reveals that 60% of the employees feel that job satisfaction in the
organization are excellent that is they are absolutely satisfied.30% of the employees feel that job
satisfaction in the organization are good that is they are satisfied.10% of the employees feel that job
satisfaction in the organization are average that is they are partially satisfied. 0% i.e that is none of
the employees feel that job satisfaction is poor.

CHAPTER VI
--------------------------------------------------------------------------------------------------------

FINDINGS
&
CONCLUSIONS

FINDINGS

In ECIL almost all the employees are satisfied with the job environment and working
conditions.

Some of the employees are partially satisfied with the pay structure in the Organization.

Some of the employees are partially satisfied with the promotion system in the
Organization.

Almost all the employees are satisfied with the leaves provided in the Organization.

Almost all the employees are satisfied with the canteen facilities in the Organization.

Almost all the employees are satisfied with the transport facilities provided by the
Organization.

Almost all the employees are having job security in the Organization.

Almost all the employees are having job satisfaction.

CONCLUSIONS
Every organization to sustain in the industry has to satisfy some of the basic needs
and demands of its employees. Satisfied and motivated employees are the source of achieving
the organizational goals and objectives.
In order to use the maximum potential of the human resource, the organization has to
provide them with the best quality of their working life.
Therefore every organization needs to update and improve the quality of work life of
the employees who make better contribution to production, quality and productivity.
ECIL has proved itself to be the number one in the electronics industry. It has pioneered in
many new areas because of its inventory of professional and skilled employees. And this was only
possible by providing its employees, good working conditions and welfare facilities.
ECIL is recognized as the organization with negligible employee turnover. This is because it
gives its employees adequate and fair compensation and the employees have no reason to quit the
company. This can be supported by the fact that the employees in ECIL have a service more than 20
years on an average.

There is a cordial atmosphere of co-operation and co-ordination between the

employees and employers. The flow of communication is flexible and clear the career
prospects of ECIL are considered to be the best in the public sector. They plan for the career
development of the employees since they join.

Therefore they give the potential employees permanent employment and give them
enhance to grow both internally and externally.

The employees are given reasonable autonomy for their job. This makes them feel more
responsible and challenging and work hard for achieving it. There exists a strong bond
among the employees, which helps them to work as team and make group
accomplishments.
Though there are some limitations like office layout, seating arrangements and lack of
seriousness of workers, it has sustained in the industry and is challenging the competition.
ECIL is striving hard to reduce the limitations by practicing better QWL interventions
and make it even better place to work .It is in the process of updating and modernizing
the working conditions in tune with the private organizations. Finally, we can conclude that ECIL
is providing its employees best Quality of Work Life, which influence their performance and
productivity

CHAPTER VII
--------------------------------------------------------------------------------------------------------

SUGGESTIONS

SUGGESTIONS

Based on the analysis conducted in the organization the following are the recommendations made
to the organization.

Some of the employees are not satisfied with the job environment and working
conditions. Job environment and working conditions play a very important role in
motivating the employees. so, the organization has to take some more steps to
improve the job environment and working conditions.

Some of the employees are not satisfied with the career-planning programme. If an
organization wants to retain its employees it must satisfy their innovate aspirations for
growth and development of advancement in their career

Some of the employees are not satisfied with scope of creativity. If the job is creative
then only the employees get more interest on their job. They can innovate new things
in their job. Their creativity will be improved.

Some of the employees are not satisfied with the labour welfare measures provided by
the company. Labour welfare measures will improve the morale and increases the
feeling of security that will in turn affect the personnel effectiveness in an

organization. So the organization should take measures to improve the labour welfare
measures.

APPENDICES

PERSONNELDEPARTMENT

DIRECTOR
(PERSONNEL)

GM(HR)

DGM(ER)

DGM(P&A)

CANTEEN

TRANSPORT

RECRUITMENT

WELFARE

SAFETY

PROMOTIONS

MANAGER(PR)

ESTABLISHMENT

CHIEF MEDICAL
OFFICER

QUESTIONNAIRE
NAME:

DEPARTMENT:

1. What is your opinion about the job environment and working conditions?

a. Excellent

b. Good

c. Average

d. Poor

2. What is your perception about the growth and security opportunities?

a. Excellent

b. Good

c. Average

d. Poor

3. What is your perception about the career-planning program in the organization?

a. Excellent

b. Good

c. Average

d. Poor

4. What is your perception about the pay structure in the organization?

a. Excellent

b. Good

c. Average

d. Poor

5. What is your opinion about the promotion system?

a. Excellent

b. Good

c. Average

d. Poor

6. What is your opinion about that you are able to learn and new skills in this

Organization?

a. Excellent

b. Good

c. Average

d. Poor

7. What are the steps taken for the job enrichment for employees?
a. Deliberate upgrading of responsibility

b. Widening the scope of activities

c. Setting the challenges in work

d. Giving exposure to variety of jobs

8. What is the purpose of job design and goal setting in the organization?

a. It facilitates work flow

b. Effective co-ordination and integration

c. Positive impact on employee satisfaction

d. All the above

9. What is your perception about the sensible integration of job, career, family life

and leisure time?

a. Excellent

b. Good

c. Average

d. Poor

10. What is your perception with the leaves provided by the organization?

a. Excellent

b. Good

c. Average

d. Poor

11. What is your perception about the leave travel concession that is provided by the

Organization?

a. Excellent

b. Good

c. Average

d. Poor

12. What is your opinion about the Canteen facilities?

a. Excellent

b. Good

c. Average

d. Poor

13. What is your perception about the transport facilities?

a. Excellent

b. Good

c. Average

d. Poor

14. What is your opinion about the sanitation and cleanly measures?

a. Excellent

b. Good

c. Average

d. Poor

15. What is your opinion about the training given by the organization?

a. Excellent

b. Good

c. Average

d. Poor

16. What is your opinion about the management liaise between the employees and

the union?

a. Excellent

b. Good

c. Average

d. Poor

17. What is your opinion that the management have adequate communication with

the employees?

a. Excellent

b. Good

c. Average

d. Poor

18. What is your opinion about the Work Autonomy in the organization?

a. Excellent

b. Good

c. Average

d. Poor

19. What is your opinion about that the awareness of Quality of Work Life in the

organization ?

a. Excellent

b. Good

c. Average

d. Poor

20. What is your perception about the job satisfaction?

a. Excellent

b. Good

c. Average

d. Poor

BIBLIOGRAPHY

BIBLIOGRAPHY

NAME OF THE BOOK

AUTHOR

1. Human Resource Management

2. Personnel and Human Resource Management

Biswajeet Patnaik
P. Subba Rao

3. Human Resource Management

4. Human Resource Development

WEBSITES

www.ecil.co.in

www.google.com

www.hrabout.com

Mirza Saiyadain
P.C.Tripathi