Documente Academic
Documente Profesional
Documente Cultură
LIST OF CONTENTS
CHAPTE
R NO
I
TITLE
INTRODUCTION
NEED FOR THE STUDY
OBJECTIVES OF THE STUDY
SCOPE OF THE STUDY
II
REVIEW OF LITERATURE
COMPANY PROFILE
III
RESEARCH METHODOLOGY
LIMITATION OF THE STUDY
IV
VI
ANNEXURE
LIST OF TABLES
PAGE NO
TABLE
NO
PARTICULARS
4.1
4.2
4.3
4.4
4.5
4.6
4.7
4.8
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4.11
4.12
4.13
4.14
4.15
4.16
4.17
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4.20
PAGE
NO
4.21
4.22
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4.24
4.25
4.26
4.27
4.28
4.29
4.30
4.31
4.32
4.33
4.34
4.35
4.36
LIST OF CHARTS
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PARTICULARS
PAGE
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4.1
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Chart shows
4.7
4.8
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4.33
CHAPTER I
INTRODUCTION
INTRODUCTION
The project was undergone in EUREKA FORBES PVT. LTD for a period of one month.
Theoretical knowledge is insufficient to cope up with the modern functioning of the company. So
in order to gain practical knowledge, the project was done at EUREKA FORBES PVT. LTD on
the topic A STUDY ON QUALITY OF WORK LIFE.
Understanding
Action
Leadership
Team spirit
The above said are very essential things to improve the work life of employees in the
organization.
strategies to extent the employees satisfaction with little modification which is based on the
internal of the company.
This research can be further used to evaluate the facilities provided by the management
towards the employees. This study also helps in manipulating the basic exception of the
employees.
To study the quality of work life (QWL) of employees in EUREKA FORBES PVT.LTD
To examine the training and development programmes helps to improve the quality of work life.
To know how the various welfare activities and other benefits helps to bring a better quality of
work life.
CHAPTER - II
REVIEW OF LITERATURE
REVIEW OF LITERATURE
Theoretical review:
DEFINITION:
Quality of work life means the degree to which members of a work organization are able
to satisfy important personal needs through their experience in the organization.
Quality of work life could be defined as the Quality of the relationship between the man
and task.
MEANING:
Quality of work life has gained deserved prominence in the organizational behavior as an
indicator of the overall of human experience in the work place. It expresses a special way of
thinking about people their work and the organizational in which careers are fulfilled.
Quality of work life refers to the relationship between a worker and his environment,
adding the human dimension to the technical and economic dimensions within which the
work is normally viewed and designed. Quality of work life focuses on the problem of
creating a human working environment where employees work co-operatively and results
collectively. It also includes,
The programme seeks to promote human dignity and growth.
Employees work collaboratively they determine work change participate.
The programmes assume compatibility of people and organization.
Quality of work life refers to the level of satisfaction, motivation, involvement and
commitment individuals experience with respect to their line at work. Quality of work life is
the degree of excellence brought about work and working conditions which contribute to the
overall satisfaction and performance primarily at the individual level but finally at the
organizational level.
CONCEPT:
Quality of work life is a prescriptive concept, it attempts to design work environments so
as to maximize concern for human welfare. Quality of work life acts in two dimensions:
Goal
Process
The major three main objectives for the QUALITY OF WORK LIFE are
JOB SECURITY
Employees want stability of employment. The do not like to be the victims of whimsical
personal policies and stay at the mercy of employers.
OCCUPATIONAL STRESS
Occupational mental-health programmes dealing with stress are beginning to emerge as a
new and important aspect of quality of work life programmes. Obviously, and individual
suffering from an uncomfortable amount of job related stress cannot enjoy a high quality of work
life.
WORKER PARTICIPATION
Employees have a genuine for participation in organizational issues affecting their lives.
Naturally they demand far more participation in the decision making process at the workplace.
SOCIAL INTEGRATION
The work environment should provide opportunities for preserving an employees
personal identify and self-esteem through freedom from prejudice, a sense of community,
interpersonal openness and the absence of satisfaction in the organization.
WORK AND TOTAL LIFE SPACE
A persons work should not overbalance his life. Ideally speaking, work schedules, career
demands and other job requirements should not take up too much of a persons leisure time and
family life.
WAY TO CREATE HIGH QUALITY OF WORK LIFE
Quality of work life deals with the relationship between every employee and his or her
work organization. This relationship is formal in sometimes less formal. This contract is
psychological; contract. Psychological contract is the set of expectations held be the individual
specifying what the individual and the organization expect to give and receive from each other in
the course of their working relationship. This contract represents the expected exchange of
values that individual to work for the organization and motivates the organization to employ that
person, (i.e.) Contribution and Inducements.
(Gives)
INDIVIDUAL
(Gets)
(Gives)
ORGANIZATION
(GETS)
A healthy psychological contract means that inducements and contribution are balance.
INDUCEMENTS = CONTRIBUTIONS
(Organization to employees) = (employee to organization)
This is the way for organization to create healthy psychological contract and jobs satisfaction
for their members is to provide them with high quality of work life environment.
ASPECTS OF HIGH QUALITY WORK LIFE
Quality of work life highlighted by the following benchmarks of managerial excellence.
performance.
Responsiveness: Making the work setting more pleasant and able to serve individual
needs.
QWL PROGRAMMES
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Quality of work life program must be implemented with the co-operation of management and
labor.
Action plans must be carried to completion.
Care must be taken to concentrate the focus on the joint objectives of improving the quality of
work life.
High productivity
Increase organizational effectiveness
High morale
Reduce the absenteeism and labor turnover
INDUSTRIAL PROFILE
COMPANY PROFILE
CHAPTER III
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
RESEARCH
Research is an academic activity and as such the term should be used in a
technical sense. According to Clifford woody research comprises defining and redefining
problems, formulating hypothesis or suggested solutions, collecting organizing and
Evaluating data; making deductions and researching conclusions and at last carefully
testing the conclusions to determine whether they fit the formulating hypothesis
RESEARCH DESIGN
Types of investigation
Study setting
Unit of analysis
sheets of paper containing questions relating to certain specific aspects, regarding which the
researcher collects the data. The questionnaire is given to the information or respondents to be
filled up.
SAMPLE DESIGN
SAMPLE TECHINIQUE
The sampling technique used for selecting sample elements is convenience
sampling.
SAMPLE SIZE
Due to time and resources constraints the sample size is taken as 120 staffs in
consultation with the organization / project guide.
DATA COLLECTION METHOD
The datas are collected in two ways, they are:
Primary data
Secondary data
PRIMARY DATA
Information such as the perception and attitudes of staffs are best obtained by talking
to them; by observing event, by administering questionnaires to individuals etc.
SECONDARY DATA
Written information such as company policies, procedures and rules are obtained from
the organizations records and documents. The secondary datas are even collected from
available published records and web sites of the organizations.
Percentage Analysis
2.
Chi-Square analysis.
Percentage Analysis:
Percentage refers to a special kind of ratio in making comparison between two or more data and
to describe relationships. Percentage can also be used to compare the relation terms the
distribution of two or more sources of data.
Number of Respondents
Percentage of respondents =
-------------------------------
X 100
Total Respondents
Chi-Square Analysis
Chi-square is a non-parametric test of statistical significance for bi-variate tabular analysis. A
non-parametric test, like chi square, is a rough estimate of confidence.
Chi Square Test Method.
The Chisquare method is the application of testing the significant difference between
observed and expected values.
Null Hypothesis (H0)
The hypothesis, or assumption, about a population parameter we wish to test, usually an
assumption of the status quo.
(O E ) 2
E
Chisquare test ( 2)
Degrees of freedom
(R-1) (C-1)
Observed frequency
Expected frequency
Number of rows
Number of columns
Whereas,
Level of Significance ()
A value indicating the percentage of sample values that is outside certain limits, assuming
the null hypothesis is correct, that is, the probability of rejecting the null hypothesis when it is
true.
CHAPTER IV
DATA ANALYSIS AND INTERPRETATION
PERCENTAGE ANALYSIS