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CHAPTER-I INDUSTRY PROFILE

INDUSTRY PROFILE
The paper industry has an important social role to play for the country. Use of Paper is considered as an index of cultural growth. Key social objectives of the Government like eradicating illiteracy, making primary education compulsory etc. are very much related to the paper industry. The paper industry is also contributing towards fulfillment of various requirements of the industry as a whole like information dissemination, publicity etc., which in turn stimulate industrial growth of the country. The paper industry has, thus, a catalytic role to play not only for the overall growth of the industry but also for the living standards of the people. The new millennium is going to be the millennium of the knowledge. So demand for paper would go on increasing in times to come. In view of paper industry's strategic role for the society and also for the overall industrial growth it is necessary that the paper industry performs well.

2.2HISTORY OF PAPER DEVELOPMENT


In the modern age, paper has occupied significant place in the daily affairs of men. The hunger for knowledge so acquired in order to pass it on the future generation has been a problem for our ancestors. Our accent stages (Riches) handed down their knowledge by word of mouth from generation to generation. For this purpose, man has also been using a number of articles such as carvings on animal skin, rocks, metal sheets and leaves of various trees etc. But all these media of preservation of knowledge were not satisfactory. Hence, search for a better and convent substitute for these articles were continuously taken.

2.3 INTRODUCTION ABOUT INDIAN PAPER INDUSTRY


Paper Industry in India has a long history with the first mill being commissioned in 1832. Though the paper industry in India is more than a century old, it grew at a very slow pace till 1950. The industry had only 17 mills in 1950 producing 1.16 lakhs tonnes of paper, presently the industry is crowded with nearly 400 companies.

The initial development and growth of paper industry till the early nineteenth century was affected by the shortage of wood (softwood) in the country. But in 1914, the development of a process based on bamboo lead to a rapid growth of domestic industry. The Indian Paper Industry, which took birth in 1812 when the first mill was setup in Bengal, has made considerable progress during the last 50 years. At the time of Independence, there were less than 20 mills in India with an annual production of 1 lakh tonne. There are, at present, about 515 units engaged in the manufacture of paper and paperboards and newsprint in India. The country is almost self-sufficient in manufacture of most varieties of paper and paperboards. Import, however, is confined only to certain specialty papers. To meet part of its raw material needs the industry has to rely on imported wood pulp and waste paper. Production of paper & paper board during the year 2002-03(up to December, 2002) is 24.52 lakhs tonnes. The proportion of non-wood raw material based paper is increasing over the years. At present about 60.8 per cent of the total production is based on non-wood raw material and 39.2 per cent based on wood. Imports of paper and paper products were growing over the years. However, it has increased during 2001-02 after a fall in 2000-01. Actual import was 2.71 Lakh tonnes in 1998-99, 2.02 lakh tonnes in 1999-00, 1.39 lakh tonnes in 2000-01, 1.67 lakhs tonnes in 2001-02 and 1.23 lakh tonnes up to November, 2002. About 1, 40,000 tonnes of paper was exported in 2000-01 mainly to the neighboring countries.

2.4 ORGANISATION OVERVIEW


TamilNadu Newsprint and Papers Ltd., (TNPL) was established in the year of 1979. TNPL is an ISO 9001 & ISO 14001 company. TNPL is Indias largest & modern manufacturer of non- wood based paper.

RAW MATERIAL OF THE FUTURE


Most paper comes from trees, and in the context of depleting forest resources and rising global concern for the same, TNPL has rightly taken the eco-friendly route for papermaking. TNPL from its inception has concentrated its efforts towards alternative techniques in paper production that do not drain out natural resources. In this process, it has revolutionized and became the largest manufacturer of bagasse based paper for printing and writing. TNPL use bagasse (Sugarcane waste) taken from Indias abundance of sugarcane, as raw material to commercially produce paper. TNPL primarily use bagasse with a little wood as possible. Wood use was reduced drastically. TNPL uses about eight hundred thousand tones of bagasse every year instead of wood. And with its successful track record, TNPL has shown the world that bagasse is the only viable, sustainable and renewable alternative of paper. TNPL has found the art of making paper a totally unconventional raw material bagasse. TNPL has over the years reiterated the confidence the world has on it by producing high quality newsprint, writing and printing paper from bagasse. Thus preventing 15,000 hectares of forestland, that being chopped down every year, and, protecting our Earths biodiversity to a great extent for the generation to come.

TECHNOLOGY OF THE FUTURE


HiTech machines for new generation paper. TNPLs plant at Kagithapuram, Tamilnadu is equipped with Beloit Walmslevs (U.K) latest paper machine with the Measurex and Accuracy on line process and quality control systems. This is the countrys most advanced paper mill with a unique bagasse handling system, multifuel boilers, a mechanized finishing section, and a highly sophisticated R & D centre.

The second paper machine is from J.M. Voith, Germany with DCS from the reputed Swedish company ABB. The high-speed paper machines from Beloit Walmsley and Voith suzler have the unique flexibility to produce newsprint as well as printing & writing paper. TNPL production capacity is 2,30,000 TPA. TNPL is acknowledged as the world leader in technology for the manufacture of newsprint from bagasse. TNPL has the most modern paper mill in the country with unique bagasse procurement, storing, preserving, handling, processing, and pulping system. The key areas of operations have been innovatively designed and developed by an upper technical team. TNPL has the most sophisticated modern plant capable of manufacturing excellent quality of printing and writing paper with modern state of the art technology from UK and Germany. TNPL is investing heavily in acquiring state of the art technology through machine rebuilds. The rebuild on PM1, the Beloit machine envisages installation of art shoe press and connected modifications to the dryer section, trail threading etc. Under the rebuild the puddle size press will be replaced with a latest metered size press, which would facilitate the company to produce excellent surface size paper. TNPL have very stringent on line electronic quality control systems, which ensure the quality of paper match international standards. TNPL has the capacity to meet large requirements with minimum lead-time.

R & D FACILITIES
TNPL always believes in technology up gradation and that has led it to meet the international standards. The secret of TNPLs success story lies in its in house R & D one of the finest in the country. The entire mill operations have been indigenously designed and developed with a keen fore sight and sustained R & D efforts. TNPLs R&D has been instrumental in importing quality, ensuring consistency and introducing new products based on market needs. Now TNPL is supplying paper to meet all the modern uses of paper, which will support the latest printing techniques and give best resolution to the end users.

A POWERFUL FUTURE
100% selfsufficiency in power. TNPL meets its total energy requirement through in house generation. The 18 MW wind farm in south Tamilnadu, the largest of its kind in Asia, consisting of 60 wind electric generators and the 24 MW TG have made TNPL 100% self-sufficient in power. Thus TNPL use innovative methods to supplement its energy needs.

Concern for environment


Emphasis on effluent treatment. TNPL is committed to Minimum impact best process technology. The state of the art effluent treatment plant is one of the best in the country. The treated water has helped farmers convert 1500 acres of barren land into fertile one comprising sugarcane and other crops.

LEADING TO A GLOBAL FUTURE


TNPL enjoys the status of Trading House, awarded by Govt. of India consecutively for the last 3 years. TNPL is the only mill in Indian paper industry to get the Niryat Shree Gold by FIEO (Federation of Indian Exports Organization), Ministry of Commerce & Industry, India. The newsprint manufactured by TNPL found a wide audience in India. Leading newspapers like The Times of India, Hindustan Times, The Hindu, and The Ananda Bazaar Patrika use TNPL newsprint. The financial publications however enjoy something special TNPL pink newsprint. TNPL caters to the needs of both private and government undertakings and a wide spectrum of end users like printers, publishers etc. To mention a few TNPLs customers Tamilnadu Text Book Corporation, Orient press in Bombay, Navneet Publications in Ahmedabad, Kerala Books and Publications etc. TNPL also supplies paper for printing bus tickets of several State Road transport Corporations.

Today, TNPL is the market leader in supplying paper for computer stationery, telephone directories, yellow pages and for public issue stationery used for printing, photocopying etc., Apart from being the major domestic player, the company exports papers to over 20 countries spread across the Asia Pacific, Australia, SE Asia Middle East Mediterranean regions, Africa and Europe. This by itself is evidence of the global acceptance of ecofriendly, high quality paper.

SERVICE ON PAPER
TNPLs core team is continuously on the more addressing and counseling customer problems. A Nationwide network of customer service officers work in coordination with customers representatives to ensure all bottlenecks are removed. TNPLs conventional paper today has given way to different forms of ready to use, converted products that cater the everyday needs of the end user.

CUSTOMER RELATIONSHIPS
TNPL has taken customer relations to new heights by providing on time delivery of goods, making sure bulk orders are catered to in minimum lead time, ensuring quality consistency, establishing a wide network of service outlets and instituting a customer service cell which is open 24 hours.

FOCUS AND VISION OF THE COMPANY


TNPL, steadfast in its vision reaffirms its commitment to use renewable raw material. It has chosen a tough path in papermaking. And despite stiff competition from wood based papers possible. Now, the focus is on consolidation, efficiency of its operations and an expanded product range.

The vision of the company is To be the market leader in the manufacturer of world-class ecofriendly papers by adopting innovate technologies for sustainable development.

2.5 TNPL PRODUCT RANGE


1) WRITING PAPER Brief Description: Wood free cream wove paper. TNPL cream wove is strong, smooth and bright paper. Best suited for notebooks, writing papers and all kinds of writing applications besides commercial grade printing like textbook printing etc. It comes in the range of 54-80 GSM. 2) COMPUTER STATIONERY Brief Description: Wide range of Computer Stationery. TNPL range of computer stationery meets all the stringent requirements of the computer from press as well as high-speed line printers. Today, TNPL enjoys a major share of the market in the computer stationery segment and has particularly become an industry standard in computer stationery reel. 3) PRINTING PAPER Brief Description: Super Printing, Hi-Tech Maplitho, Excel Maplitho and Ultra White Maplitho ULTRAWHITE MAPLITHO It delivers the extra quality necessary to meet the printers demand fro high-end printing applications. EXCEL MAPLITHO Hi-bright, excellent surface finish best suited for diaries, calendars, posters, balance sheets, etc. HI-TECH MAPLITHO High-bright, hi-strength, hi-stiff paper with a pleasant shade and improved optical properties. SUPER PRINTING - Bright paper suited for single/multicolor printing of textbooks, hi-quality notebooks, computer and business stationery.

4) NEWSPRINT Brief Description: TNPL Newsprint for high-speed, non-stop printing. TNPL NEWSPRINT is the only newsprint from bagasse in the country, which has become the natural choice of many publishing houses. With high tensile strength, excellent reel condition and joint-free reels that ensures trouble-free run till core, it is ideal for most modern high speed web offset machines. TNPL NEWSPRINT comes in two varieties: Standard Newsprint (45-49 GSM) and Pink Newsprint (45-49 GSM). 5) OFFICE STATIONERY PAPERS Brief Description: TNPL copier and OS 2000 Multi-purpose office stationery for indispensable copying. TNPL Copier comes in 80 GSM international standard, which is indispensable for clear fast copies, giving more value for money ideal for high-speed copiers and laser printers. OS 2000 is a revolutionary paper, which gives a solution for office copying and digital printing. This multi-purpose paper is designed to suit any kind of office printing. This paper is ideally suited for laser, inkjet, plain paper fax and digital copiers for sharp contrast and image clarity. All the products of the TNPL are having the ISO 9000 and ISO 14001 quality standards.

2.6 TNPL COPIER PRODUCT PROFILE


The need for the copier papers was felt, when the photocopier machines came into existence. The photocopier machine require a special kind of paper with more stiffness, brightness, etc. After photocopier machines, when computers were used for office automation purpose, the copier paper market started widening. The earlier conventional dot matrix printers used a special kind of paper. But the recent Inkjet and LaserJet printers require the same papers, which are used for photocopier papers.

TNPL started manufacturing photocopier papers seven years back with the brand name mirror deluxe. This brand of paper was total failure because of its bad quality. TNPL undertook continuous quality improvements, and introduced in 1997, renaming the brand as TNPL copier. There is an increasing demand for TNPL copier papers, to become a market leader in copier paper market. TNPL copier paper is manufactured in the following sizes. A4 Size: The size of the A4 copier paper is 210 x 297 mm. One packet of A4 size TNPL copier paper contains 500 sheets weighing 2.5 Kgs. One box contains 10 packets of A4 size copier paper. FS size (Foolscap): The size of the FS copier paper is 215 x 345 mm. One packet of FS size TNPL copier paper contains 500 sheets weighing 3 Kgs. One box contains 10 packets of FS size copier paper. A3 size: The size of the A3 copier paper is 297 x 420 mm. One packet of A3 size TNPL copier paper contains 500 sheets weighing 5 Kgs. One box contains 5 packets of A3 size copier paper.

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Legend: F : Finance MATL : Materials

CM (A&HRD) : Chief Manager (Admn & Human O : Operations E&I : Electrical & Resource

Instrumentation Development) MKTG : Marketing CM (QC) F&A : Chief Manager (Quality Control) CM (ELE.) CM(C)

: Chief Manager (Costing)

: Finance & Administration M (PA)

: Chief Manager

(Electrical) R&D

: Manager (Personnel Administration) CM (ENV.) : Chief Manager : Manager (Security Services)

: Research & Development M (SS)

(Environment)

COMPANIES MISSION
Enhancing the customer satisfaction by providing quality papers produced by adopting better environmental practices and complying with best service standards

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CHAPTER-II COMPANY PROFILE

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TNPL was incorporated in April 1979 as a public unlimited company under the provisions of the companies Act 1956. The registered office of the company is situated at 67, mount road, Guindy, Chennai-32. The factory is situated at kagithapuram in karur District of Tamilnadu.

THEIR BUSINESS:The Company in manufacturing is marketing of Newsprint and printing & writing papers using bagasse, a sugarcane residue , as the primary raw material. 1. Production commenced from the year of 1985. Capacity is 90,000 tons per annum (TPA) Newsprint & writing paper, 2. In the year of 1996 they doubled the production gone up to 180,000 tpa by purchasing another paper machine. 3. In the year of 2003 the production increased to 230,000 tpa . currently the production is 245,000 tpa

FEATURES OF THE MILL: TNPL is the largest commercially successfully bagasse based plant in the world and a mill with the largest production capacity in India at single location. The only paper mill in India assisted by the world bank. The expansion was completed in a record period of 300months and the company reached the rated capacity of 180,000 tpa with a short span of time. The company use bagasse pulp to the extent of 60% to make the printing & writing bagasse having weak fibre, hence to meet the market demand for paper, the company use chemical hardwood pulp and imported chemical with the bagasse pulp to add the required strength. From the inception, the company has been performing exceedingly well both on the technical and financial front started maintaining zero inventory of the finished paper 1st of its linked in paper industry. The product quality is well accepted in the market and company is the market leader in the computer stationary & copier segment. Presently, the company has two fastest, new generation paper machines in the country. The mill has the worlds finest equipment, advanced and sophisticaled on-line process and a quality control

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system. It is ably supported by cutting edge research and development activities in line with the global trends. Barter system with nearly by sugar millions to procure bagasse in exchanged for fuel under barter on unique arrangement the ensure uninterrupted supply of bagasse.

ON LINE INTEGRATED INFORMATION SYSTEM (OLLS):The olls is a mini ERP package developed by cmc Ltd for TNPL integrated the flow of information from all the sections of the company covering production, materials, Finance, marketing etc.,

VISION:To be the market leader in the manufacture of eco-friendly world class papers adopting innovative technologies.

MISSION: Attain leadership in paper technology Promote the usage of bagasse in the manufacturing of newsprint and printing & writing paper. Minimize environmental impact and become an environment friendly.

QUALITY POLICY: TNPL is committed to manufacture and supply eco-friendly papers to customers satisfactions with emphasis on continual improvements in its quality management system. Quality standardization without compromise on environment is being accompanished with on the quality control at various stages of production. TNPL has obtained the ISO 9001-2000 certificate from RWTUV of Germany for design, development, manufacture and supply of newsprint and printing & writing paper.

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ENVIRONMENT POLICY: Produce eco-friendly quality papers adopting innovative technologies . Provide a cleaner environment by sub stained RUD effort and continued process improvement. Comply with all relevant environment legislation & regulation. Conserve and optimize the usage of resource viz., power, water, fossil fuels and raw materials like bagasse and wood. Impact training to promote and motivate our human resources to be environmentally responsive.

ENERGY MANAGEMENT POLICY: Maximize the usage of eco-friendly agro waste fuels for generation of energy. Continue improvements in improvements in process and equipments for efficient generation and usage of energy. Involvement of all employees for cost reduction in generation of system and efficient utilization of the same. Contributing to energy needs of the state and export the surplus power. Reduce the specific energy consumption by 2% energy year of 5 years through various energy conservation measures.

OCCUPATIONAL HEALTH AND SAFETY POLICY (OHS): Implementation, maintenance and continual improvement of OHS management system. Adopting appropriate operating practical and procedures to minimize hazards, risk, accidents and occupational illness. Conducting periodical medical checking to minimize occupational health hazards. Raining the employees OHS awarness. Providing suitable personal protective equipments as required. Compliance with all applicable legal and regulatory requirement to OHS. Minimizing usage of hazardous materials.

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Paper making process:A) Pulping process: Hardwood pulping Chemical bagasse pulping Bagasse suppliers: Appakudal mohanur Pugalur &Patevaithalai ( 2 companies) Kallakurichi co-operative sugar mills unit-11- kagithapuram. Thiru arooran sugar Ltd A.cittur , Tirumandangudi Sakthi sugars Salem co-operative sugar mills EID parry India Ltd

The surplus bagasse available with other sugar mills are purchased on cash and carry basis. The annual requirement of bagasse is around 7 Lakh MT. The other raw materials wood is mainly procured from TAFCORN and forest department, govt of Tamilnadu apart from private sources. The annual requirement of wood is around 4 lakh MT. Eucalyptus-Hybrids is this variety is of wood available in plenty in TN and this variety is mostly used in pulping. Based on availability and price the hardware pulp is procured both from the scandinavian countries.

BAGASSE HANDLING / RECEIVING SYSTEM:Bagasse received from sugar mills is unloaded in hydraulically operated tripling system and passed system and passed through depithers to separated pith and fibre. The pith is sent to the boilers directly through conveyors to be used as fuel and the depithed bagasse is stored in the open yard through boon stackers. If the bagasse is already depithed in sugar mills, the depithed is by passed and taken to boom stacker directly . The bagasse is allowed to be cured atleast for 45 days before it is taken up for pulping. The bagasse from the storage yard is reclaimed through Dozer-loader conveyor system to reclaim chest. It is then washed to remove waste materials screened and then taken up for pulping in mechanical bagasse street and chemical bagasse street. The pith separated through side hill are passes through pith press for dewatering and sent to power boilers through conveyors for

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burning fuel. The bagasse handling system designed to handle 5000 tons of bagasse per day. The bagasse yard is having the capacity store 5 lakh tons of bagasse.

CHEMICAL BAGASSE PULPING:The chemical bagasse pulp has two streets, CBP#1 & CBP#2 in separate location. In each of the streets, the washed bagasse is cooked in the twin cube continuously digesters. After cooking, the pulp is blown continuously to a common blow tank in the respective street. The cooked bagasse pulp from the blow tank is washed in a three stage counter current rotary vacuum filter and stored in high-density storage chest. The pulp is then cleaned in pressure screens with slotted baskets, thickened and stored in pulp water. The cooking chemicals extracted from the pulp washing is known as weak black unique and same insert to recovery plant to recover spent chemicals and is re-circulated. The chemical bagasse streets have a combined capacity to provide 420 bolt bleached pulps every day currently chemical bagasse pulp line bleaching process is converted from conventional CEH sequence to elementary chlorine tree (ECF) process thus enabling the mills to produce bagasse pulp of high brightness. The process removes the use of elemental chlorine (gas) as the bleaching agent. Thus making the bagasse pulping process more environment friendly.

HARD WOOD PULPING:The Eucalyptus and other tropical hardwood logs are drawn the wood yard and chipped in the disc chippers for chipping the hardwood logs, two disc chippers of capacity 30bd mt per hour each has been installed. The chips are then screened and stored in the silo; the chips are drawn to the hardwood pulp mill, using the chip extraction screw installed at the bottom of the silo. The chips are taken into the hard wood working plant throughout the bell conveyor, which is directly feeding the screw conveyors . The hardwood pulp line has a super batch cooking plant followed by a modern fibre line. The digester plant consists of 3*zoom digesters two atmospheric tanks.

THE SUPER BATCH COOKING CONCEPT INCLUDES THE FOLLOWING COOKING SEQUENCES: Combined chip and impregnation liquor fill. Hot black liquor treatment. Hot cooking liquor charge. Heating and cooking Terminal displacement. Pump discharge.

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PAPER MACHINES:S.NO Particulars 1. Supplier 2. Products 3. Normally operating speed 4. Annual capacity 5. Deckle width 6. Finished production/ day 7. Year of commissioning Pm1 Beloit walmsley, ok Printing & writing paper 650 meters/ min 110,000 MT 6.80 meters 350 MT 1985 Pm2 voith, germany Newsprint & pup 850 meters/ min 120,000 MT 6.60 meters 450 MT 1996

B) MAKING PROCESS:The different varieties of pulp stored in separate towers in pulp mill are drawn into pulp receiving chests in paper machine. The individuals pulps receiving chests in refiners to develop strength and blended by the ratio controllers in the blend chest in the required proportion, synthetic size, size fixing agent and filler like hydrex- p are mixed with pulp in the blend chests. Depending upon the grade and the quality requirements, special chemicals like hydrex-p, dry strength, etc., will also be added at the blend chest. From the blend chest, the blend pulp is transferred to machine chest. The mix passed through a control, refiner, diluted with machine back water, dearated and cleaned stock is finally screened through pressure screens and sent to paper machine. The relation and drainage aid called RDA chemicals are also added here. The paper machines have paper forming section consisting of head box and a twin wire former. The sheet formation takes place on the synthetic wire with large quantum of dewatering. At Tri nip press sheet is further dewatered to 40% consistency by application of hydraulic pressure. The deatered moisture is absorbed by felts. The proper sheet passes through a 5 groups of (4 groups in case of pm2) steam heated dryers to achieve the desired dryness. The paper then passes through a two-roll calendar stalk for controlling the surface properties of paper and subsequently passed control process control scanners where ash, moisture, colour, and basis weight (GSM) are measurement by an online process control system then the paper is spooled onto empty shells termed as Jumbo RollS.

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The paper in jumbo roll is termed as machine production. The jumbo rolls cut reels of different sizes depending upon the market needs and rewound on paper core. The core is produced in-house. The reels are either sent for packing the weight after finishing and packing of the paper is termed as finished production.

The different between the machine production and finished production is finishing loss which is normally expressed as 10% of machine production. The waste produced in the course of finishing of paper is termed as broke and the same is re-pulped and used in the process.

The company has three sheet cutters having a capacity of 150 MT/ day.

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CHAPTER-3

REVIEW OF LITERATURE

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Meaning of quality of work life:There are two ways of looking at what quality of work life means. Some argues quality of work life with a set of objectives. Organizational conditions and practices like job enrichment, democratic supervision etc. The other way equates with employees perceptions that they are safe, relatively well satisfied and able to grow and develop as Human beings this way relates quality of work life the degree to which the full range of human need is met. In many cases these two views merge, worker who like their organizational and the way their jobs are structured will feel that their fulfils in such case either way of looking at ones quality of work life will need to a common determination of whether a good quality of work life exists.

Features of Quality of work life:Edward Professor Richard E. Walton proposes the following eight major conceptual categories to provide a frame work for analyzing its salient features. Adequate and fair compensation. Safe and healthy working conditions. Immediate opportunity to use and develop human capacities. Future opportunity for continued growth and security. Social integration in work environment. Constitutionalism or the rule of law in the work organization. Work and the total life space. The social relevance of work life.

CRITERIA FOR MEASURING QUALITY OF WORK LIFE:Richard E. Walton explains quality of work life in terms of eight broad conditions employs that constitute desirable quality of work life. He proposed the same criteria for measuring quality of work life those condition criteria include: (1) Adequate and Fair Compensation:There are different opinions about the adequate compensation. The committee on fair wages defined fair wages asthe wage which is above the minimum wage but below the living age. (2) Safe and Healthy:- most of the organizations provide safe and healthy working conditions due to human Italian requirements and/ or legal requirements. In fact these conditions are a matter of enlightened self interest. (3) Opportunity to Use and Develop Human Capabilities:- Contrary to the traditional assumptions, quality of work life is improved to the extent that the worker can exercise more control over his or her work, and the degree to which the job embraces an entire meaningful taskbut not a part of it. Further quality of work life provides for opportunities like autonomy in work and participation in planning in order to use human capabilities.

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(4) Opportunity for Career Growth:- Opportunities for promotions are limited in case of all categories of employees either due to educational barriers or due to limited openings at the higher level. Quality of work life provides future opportunity for continued growth and security by expanding ones capabilities, knowledge and qualifications. (5) Social Integration in the work force:Social integration in the work force can be established by creating freedom from prejudice, Supporting primary work groups, a sense of community and inter-personnel openness, legalitarianism and upward mobility. (6) Constitutionalism in the Work Organization:- Quality of work life provides constitutional protection to the employees only to the level of desirability as it hampers workers. It happens because the managements action is challenged in every action and bureaucratic procedures need to be followed at that level. Constitutional protection is provided to employees on such matters as privacy, free speech, equity and due process. (7) Work and Quality of Life:- Quality of work life provides for the balanced relationship among work/ non- work and family aspects of life. In other words family life arid social life should not be strained by working hams including overtime work, work during inconvenient hours, business travel, transfers, vacations etc. (8) Social Relevance of Work:- Quality of work life is concerned about the established of social relevance to work in a socially beneficial manner. The workers self esteem would be high if his work is useful to the society and the vice versa is also ture.

Quality of work life refers to the level of happiness or dissatisfaction with ones career. Those who enjoy their careers are said to have a high quality of work life, while those who are unhappy or whose needs are otherwise unfilled are said to have a low quality of work life.

Definition
1. Quality of life is defined as the level of enjoyment in a persons life. In general, it is based on many factors. At a minimum, a persons basic needs must be met for them to have a high quality of life---they must be generally healthy, have enough to eat and have a place to live. Once a persons basic needs are met, that persons quality of life is largely determined by their own personality, their desires and their level of personal fulfillment. A person with a high quality of life tends to feel as though all of their important needs and wants are fulfilled. They are generally happy and overall feel as though their life is good. A person without quality of life is lacking in one or several basic areas of his life. For example, the very ill or those who are no longer able to care for themselves or do activities they enjoy because of physical, mental or financial restrictions are often said to have a low quality of life.

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Application to the Workplace 2. Quality of work life is specifically related to the level of happiness a person derives for his career. Each person has different needs when it comes to their careers; the quality level of their work life is determined by whether those needs are being met. While some people might be content with a simple minimum wage job as long as it helps pay the bills others would find such a job to be too tedious or involve too much physical labor and would find such a position to be highly unsatisfactory. Thus, requirements for having a high quality of work life vary from person to person. Regardless of their standards, those with a high quality of work life generally make enough to live comfortably, find their work to be interesting or engaging and achieve a level of personal satisfaction or fulfillment from the jobs that they do. In other works, employees who are generally happy with their work are said to have a high quality of work life, and those who are unhappy or unfulfilled by their work are said to have a low quality of work life. Requirements 3. While requirements for a high quality of work life vary from person to person, certain factors are generally required for anyone to have a high quality or work life. These minimum factors are the equivalent of heath, food and shelter for standard quality of life; however, they are more specific to careers or jobs. For example, to have a high quality of work life, generally a person must be respected at work. Coworkers and senior level employees must treat them fairly and politely. The work must not cause the employee any physical discomfort or mental anguish. The employee must feel as though he is doing something enjoyable or at least not unpleasant. The worker must feel the salary he is paid is sufficient for the work he is doing. Finally, the employee must feel valued or appreciated, as though he is doing something of importance for the company. Achieving a High Quality of Work Life 4. To achieve a high quality of work life, it is essential to choose a job that fulfills your needs. First, you must determine what those needs are. If you want a job that engages your mind and challenges you, it is important to understand that in advance so you can earn the qualifications that will allow you to obtain such a job. It is helpful if you choose a job you are interested in; you need to consider what your interests are and research jobs within those areas. Make a list of things you are looking for in a job and speak with a career counselor or attend career fairs to determine which jobs are most likely to fulfill those needs. Finally, pay attention to your interaction with existing employees when you go for interviews---the way you are treated by your boss and coworkers will have a tremendous impact on your quality of work life. You will want to ensure the culture of the business matches your own comfort level.

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Dealing with a Low Quality Work Life 5. Unfortunately, despite their best efforts, some people find themselves with a low quality of work life. They may be forced to take a job they dont enjoy because of personal or financial circumstances such as a lack of options or education or qualifications. For those with a low quality of work life who are unable unwilling to change jobs, it is important to cope effectively with the situation. Unhappy employees can attempt to improve their quality of work life by choosing to focus on the positive components of their jobs. A shift in mindset to focus on the benefits, even if those benefits are minimal, can improve the quality of work life. Unhappy employees can also explore opportunities to speak to coworkers and management to remove factors that reduce the quality of their life, if possible depending on the job situation

Six factors that interact to explain and predict quality of working life.
They are: Job and Career Satisfaction (JCS) Working Conditions (WCS) General Well-Being (GWB) Home-Work Interface (HWI) Stress at Work (SAW) Control at Work (CAW)

Job and Career Satisfaction (JCS) The extent to which you are content with your job and your prospects at work Job and Career Satisfaction is a very important factor in overall quality of working life. How you score on the Job and Career Satisfaction (JCS) factor relates to whether you feel the workplace provides you with the best things at work- the things that make you feel good, such as: a sense of achievement, high self esteem, fulfillment of potential, etc. Within the Work-Related Quality of Life (QoWL) measure, JCS is reflected by questions asking how satisfied people feel about their work. The Positive Job Satisfaction factor as measured within the QoWL model is influenced by clarity of goals and role ambiguity, appraisal, recognition and reward, personal development career benefits and enhancement and training needs.

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Working Conditions (WCS) The extent to which you are satisfied with the conditions in which you work You score for the WCS factor indicates the extent to which you are satisfied with the fundamental resources, working conditions and security necessary to do your job effectively. This includes aspects of the work environment such as noise and temperature, shift patterns and working hours, pay, tools and equipment, safety and security. Dissatisfaction can have a significantly adverse effect on your overall WRQoL score. The WCS factor is related to JCS, in that JCS reflects the degree to which the workplace provides you with the best things at work, whilst the WCS factor by contrast, reflect the degree to which the workplace meets your basic requirements. General Well-Being (GWB) How much you feel psychologically and physically healthy General Well-Being (GWB) assesses the extent to which you feel good within yourself. As such, that sense of GWB may be more or less independent of your work situation. General well-being both influences, and is influenced by work. GWB reflects psychological well-being and general physical health aspects. Home-Work Interface (HWI) How much you think the organization understands and tries to help you with pressures outside of work. Home-work interface is related to work life balance and is about having a measure of control over when, where and how you work. It is achieved when you feel you have a fulfilled life inside and outside paid work, to the mutual benefit of you and your work. A poor work-life balance can have negative effects on your well-being. Stress at Work (SAW) The extent to which you see work pressures and demands as acceptable and not excessive or streesful. The UK Health & Safety Executive (HSE) define stress at: the adverse reaction people have to excessive pressure or other types of demand placed on them. Work pressures and demands can be a positive of aspect of our work experience, providing challenge and stimulation, but where we see them as excessive and beyond our ability to cope, we are likely to feel overloaded and stressed.

25

Control at Work (CAW) How far you feel you are involved in decisions that affect you at work. Control at Work (CAW) reflects the level to which you feel you can exercise what you consider to be an appropriate level of control within your work environment. That perception of control might be linked to various aspects of work, including the opportunity to contribute to the process of decision making that affects you. Leading authors in the field suggest the perception of personal control can strongly affect both an individuals experience of stress and their health. Research also suggests that there is a strong link between personal control and job satisfaction.

1. Quality of work life:In todays competition environment, Human Resources of the organization is considered to be important asset. Retaining the employees in the organization is difficult task, to retain the employees in the organization the organization should provide a good quality of work life to their employees. The success of any organization is highly dependent on how it attracts, recruits, motivates, and retains its work face. Todays organizations need to be more flexible. So that they are equipped to develop their work force and enjoy their commitment. Therefore, organizations are required to adopt a strategy to improve the employees quality of work life to satisfy both the organizational objectives and employee needs. Richard E Walton, states a much broader concept of quality of work life. Proposing eight conceptual categories viz.adequate and fair compensation, safe and healthy working conditions, opportunity to and develop human capacities, future opportunity, for continued growth and security, social integration in the work place, social relevance of work, balanced role of work in the total life space and constitutionalism in the work organization etc, it is rare to find work-life situations that satisfy all eight criterias. In general quality of work life is the quality of relationship between employees and the total working environment. Quality of work life programs can be evaluated on the basis of following factors.

2. Measuring quality of work life:(a) Fair compensation and job security:The economic interests of people drive them to work at a job and employee satisfaction depends at least partially, on the compensation offered. Pay should be fixed on the basis of the work done, responsibilities undertaken, individual skills, performance and accomplishment, job security is another factor that is of concern to employees. Permanent employees and improves their quality of work life.
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(b) Health is wealth:Organizations should realize that their true wealth lies in their employees and so providing a healthy work environment for employees should be their primary objective. (c) Provide personal and career growth opportunities:An organization should provide employees with opportunities for personal professional development and growth and to prepare them to accept responsibilities at higher levels. (d) Participative management style and recognition:Flat organizational structures help organizations facilitate employee participation. A participative management style improves the quality of work life, workers feel that they have control over their work process and they also after innovative ideas to improve them. Recognition also helps to motivate employees to perform better. Recognition can be in the form of rewarding employees for job well done. (e) Work-life balance:Organizations should provide relaxation time for the employees and after tips to balance their personal and professional lives. They should not strain employees personal and social life by forcing on them demanding working hours, ever time work, business travel, untimely transfer etc. (f) Fun at work place:This is growth trend adopted by todays organizations to make their offices a fun place to work. The aim of quality of work life is to identify and implement alternative programs to improve the quality of professional as well as personal life of an organizations employees. Quality of work life is viewed as an alternative to the control approach of meaning people. The quality of work life approach considers people as an asset to the organization rather than as costs. It believes that people perform better when they are allowed to participate in managing their work and make decisions.

27

3. Scope of quality of work life:The scope of quality of work life movement which originally include only job redesign efforts based on the socio-technical system approach has gradually widened very much so as to include a wide variety of interventions such as quality circles, suggestion schemes, employee participation, empowerment, autonomous work team etc. these have been described in the following pages. While the specifies of these interventions vary in each case the common elements in all these interventions seem to be as under: Restricting of multiple dimensions of the organization by instituting a mechanism, which introduces and sustains changes over time. Focus on work teams. Autonomy in planning work. Focus on skill development. Increased responsiveness to employee concerns.

4. Importance of quality of work life:Quality of work life is view as an alternatives to the control approach of managing people. The quality of work life approach considers people as an asset to the organization rather than as costs. If believes that people perform better when they are allowed to participate in managing their work and make decisions. In todays competitive environment, Human Resources of the organization is considered to be important asset. Retaining the employees in the organization is difficult, task, to retain the employees in the organization the organization should provide a good quality of work life to their employees. The success of any organization is highly dependent on how it attracts, recruits, motivates and retains its work force. Todays organizations need to be move flexible so that they are equipped to develop their work force and enjoy their commitment. Therefore, organizations are required to adopt a strategy to improve the employees quality of work life to satisfy both the organizational objectives and employee needs. All the organizations are required to adopt a strategy to improve the employees quality of work life to satisfy both organizational objectives and employee needs.

28

Chapter-IV DESIGN AND EXECUTION OF THE STUDY

29

1.1Importance of the study


Human behavior is the concern of every one. Employees are considered to be the wealth of the organization. Size employees constitute the total work force he is motivated to carry out the responsibilities entrusted on him and much emphasis is given on the people doing the work rather than the work itself. The present study designed as quality of work life is undertaken at TNPL. To know level of quality of work life.

30

1.2 Objectives of the study


To study about the status of quality of work life at TNPL. To identify the major of factors that contributed to and influences the quality of work life at TNPL. To study about the positive effect of quality of work life approach of TNPL. To study the satisfaction level of employee with the prevailing quality of work life at TNPL.

31

1.3 Scope of the study


In the present study, an attempt has been made to analyze the satisfaction level of the employees with the prevailing quality of work life. The quality of work life is a vast subject; therefore more importantly the in-depth study for the 75 employees focused on the most common factors that are influencing the quality of work life. A modest step in the direction of pinpointing the importance and need for examining the quality or work life and constraints facing employees were delimited to study. Regarding the respondents, the study was confined to staff and executives.

32

1.4 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how a research is done scientifically. The researcher need to know the criteria by which they can decide that certain techniques and procedures will be applicable to certain problems and other will not. Hence, it is required to design the methodology for the research problem.

Research design:The type of the study was descriptive in nature. Descriptive studies aim at portray accurately the attitudes or views of a particular group of people towards any situation.

Universe:The researcher has selected all the employees working in TNPL, for his researcher. The total number of employees is 612.

Sample size:75 respondents were selected as sample size at convenient sampling method.

Sample method:The sampling method used in this project is convenient random sampling method.

Pilot study:Pilot study was conducted in order to check the feasibility of the study and availability of data. During the pilot study it was evident that the workers were ready to give any information and they offered their full co-operation.

Statistical tool used:The tools used for data analysis include percentage analysis, diagrams like bar diagram.

Data Collection:All the researches can top two sources of data for investigation.

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Primary Data:Primary data are those collected a fresh and for the first time for the study primary data was collected by three basis methods. They are Surveys Observations Discussions with the staff A detailed, well structured questionnaire was farmed and for the survey and the details was collected from employees.

Secondary Data:Secondary data means data that are available i.e. it refer to the data which have already been collected and analyzed by some one else. Is easily available for processing and it may either be published or unpublished data. The published data are available in various publications, books, magazines journals and newspapers etc., The unpublished data are found in diaries, letters of research and other private/public organization.

Sample design:A sample design is a definite plan for obtaining a sample form a given population. It refers to the technique or the procedure, the researcher adopts in selecting items for the study. Sample design is determined before data are collected. The type of sampling used in this project study is Non probability samplingconvenience sampling Non probability sampling, items for the sample are selected deliberately by the researcher; his choice concerning the items remains supreme under nonprobability sampling the organizers of the inquiry purposively choose the particular units of the universe for constituting a sample on the basis that the small mass that they so select out of a huge one will typical or representative of the whole.

Tools for Data Analysis: Percentage analysis Chi-square test were employed

34

Chapter-V ANALYSIS AND INTERPRETATION

35

Table-1 Respondents by age


S.NO 1. 2. 3. 4. Particulars Below 20 years 21-30 years 31-40 years Above 40 years Total Source: primary data From the above table it is inferred that 8% of the respondents are comes under 21 age group; 40% of the respondents are belonging to the age group of between 21-40 years, Hence, majority (40%) of the respondents are in the age group of 21-40 years. FigureNo:1 Frequency 6 11 28 30 75 percentage 8 15 37 40 100

Respondents by age

40

30

Percent
20

10

0 Below 20 years 21-30 years 31-40 years Above 40 years

Age

Source: Table 1
36

Table-2 Respondents by Gender


S.NO 1. 2. Particulars Male Female Total Source: primary data From the above table it is inferred that 51% of the respondents are Male; 49% of the respondents are Female. Hence majority (51%) of the respondents are Male. Figure No: 2 Frequency 38 37 75 Percentage 51 49 100

Respondents by Gender

60

50

40

Percent
30

20

10

0 Male female

Sex

Source: Table 2

37

Table-3 Respondents by education qualification


S.NO 1. 2. 3. 4. Particulars S.S.L.C H.Sec/Diploma Graduate Other Specify Total Source: primary data From the above table it is inferred that 23% of the respondents are marked as s.s.l.c; 29% of the respondents are marked as H.sec/Diploma; 28% of the respondents are marked as Graduate and 20% of the respondents are marked as other specify for the educational qualification. Hence majority (29%) of the respondents are marked that educational qualification in the organization is H.sec/Diploma. Figure No: 3 Frequency 17 22 21 15 75 Percentage 23 29 28 20 100

Respondents by Educational qualification

30

20

Percent

10

0 S.S.L.C H.sec/Diploma Graduate others specify

Educational qualification

38

Table-4 Service in the company


S.NO 1. 2. 3. 4. Particulars Below 5 years 6-10 years 11-15 years Above 16 years Total Source: primary data From the above table it is inferred that 29% of the respondents are marked as below 5 years; 31% of the respondents are marked as 6-10 years; 29% of the respondents are marked as 11-15 years and 11% of the respondents are marked as above 16 years for the service in the company. Hence majority (31%) of the respondents are marked that service in the company in the organization is 6-10 years. Figure No: 4 Frequency 22 23 22 8 75 Percentage 29 31 29 11 100

Total service in the company

40

30

Percent

20

10

0 Below 1 year 1-3 years 3-5 years Above 5 years

Total service in the company

39

Table-5 Respondents by opinion on Current job


S.NO 1. 2. 3. 4. 5. Particulars Highly satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Highly dissatisfied Total Source: primary data From the above table it is inferred that the 59% of the respondents are marked as highly satisfied; 28% of the respondents are marked as satisfied; 4% of the respondents are marked as neither satisfied nor dissatisfied; 5% of the respondents are marked as dissatisfied; and 4% of the respondents are marked as highly dissatisfied for the opinion on job satisfaction. Hence majority (59%) of the respondents are marked that job satisfaction in the organization is highly satisfied. Figure No: 5 Frequency 44 21 3 4 3 75 Percentage 59 28 4 5 4 100

Respondents by opinion on current job

60

50

40

Percent
30

20

10

0 Highly satisfied Satidfied Neither satisfied nor dissatisfied Dissatisfied Highly dissatisfied

How satisfied are you in the current job

40

Table-6 Respondents by opinion on fairness of compensation and salary given


S.NO 1. 2. Particulars Yes No Total Source: primary data From the above table it is inferred that 91% of the respondents are marked as yes; and 9% of the respondents are marked as no for the fairness of compensation and salary given. Hence majority (91%) of the respondents are marked that fairness of compensation and salary given in the organization is yes. Figure No: 6 Frequency 68 7 75 Percentage 91 9 100

Respondents by opinion on fairness of compensation and salary given

100

80

60 Percent

40

20

0 Yes No

Do you feel your organization is giving fair compensation and salary to your job

Source: Table 6

41

Table-7 The Rank factors influencing the Quality of work life


S.NO 1. 2. 3. 4. 5. Source: primary data From the above table it is inferred that 15% of the respondents are marked as fair compensation; 12% of the respondents are marked as safety/healthy working conditions; 25% of the respondents are marked as opportunity develops capabilities; 23% of the respondents are marked as life work balance and 25% of the respondents are marked as job satisfaction for the rank factors influencing the quality of work life. Hence majority (25%) of the respondents are marked that rank factors influencing the quality of work life in the organization is opportunity develop capabilities and job satisfaction. Particulars Fair compensation Safety/Healthy working conditions Opportunity develop capabilities Life work balance Job satisfaction Total Frequency 11 9 19 17 19 75 Percentage 15 12 25 23 25 100

The Rank factors influencing the Quality of work life

30

20

Percent

10

0 1 2 3 4 5

The Rank factors influencing the Quality of work life

42

Table-8 Are you consulted or do participate in decision making to your job


S.NO 1. 2. Particulars Yes No Total Source: primary data From the above table it is inferred that 92% of the respondents are marked as yes and 8% of the respondents are marked as no for the decision making of job. Hence majority (92%) of the respondents are marked that decision making of job in the organization is yes. Figure No: 8 Frequency 69 6 75 Percentage 92 8 100

Are you consulted or do participate in decision making to your job

100

80

Percent 60

40

20

0 Yes No

Are you consulted or do participate in decision making to your job

Source: Table 8

43

Table-9 Respondents by opinion on company promotion and transfer policy


S.NO 1. 2. 3. 4. 5. 6. Source: primary data Particulars Highly Satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Highly Dissatisfied Total Frequency 39 25 6 2 3 75 Percentage 52 33 8 3 4 100

From the above table it is inferred that 52% of the respondents are marked as highly satisfied; 33% of the respondents are marked as satisfied; 8% neither satisfied nor dissatisfied; 3% of the respondents are marked as dissatisfied and 4% of the respondents are marked as highly dissatisfied for the company promotion and transfer policy. Hence majority (52%) of the respondents are marked that company promotion and transfer policy in the organization is highly satisfied. Figure No: 9

Respondents by opinion on company promotion and transfer policy

60

50

40

Percent
30

20

10

0 Highly satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Highly dissatisfied

how do you feel about the company's promotion and transfer policy

Table-10
44

Whether company has interested to develop your skill towards training and job
S.NO 1. 2. 3. 4. 5. Source: primary data From the above table it is inferred that 45% of the respondents are marked as strongly agree; 27% of the respondents are marked as agree; 17% neither agree nor disagree; 8% of the respondents are marked as disagree and 3% of the respondents are marked as strongly disagree for the training and job. Hence majority (45%) of the respondents are marked that training and job in the organization is strongly agree. Figure No: 10 Particulars Strongly Agree Agree Neither agree nor disagree Disagree Strongly Disagree Total Frequency 34 20 13 6 2 75 Percentage 45 27 17 8 3 100

Whether company has interested to develop your skill towards training and job
50

40

Percent 30

20

10

0 Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

Whether company has interested to develop your skill towards training and job

45

Table-11 Respondents by opinion about after by the leave facility


S.NO 1. 2. Particulars Yes No Total Source: primary data From the above table it is inferred that 83% of the respondents are marked as yes and 17% of the respondents are marked as no for the leave facilities. Hence majority (83%) of the respondents are marked that leave facilities in the organization is yes. Figure No: 11 Frequency 62 13 75 Percentage 83 17 100

Respondents by opinion about after by the leave facility

100

80

Percent

60

40

20

0 Yes No

Do you satisfied the leave facilities after by the company

Source: Table 11
46

Table-12 Respondents by opinion on peaceful


S.NO 1. 2. 3. 4. 5. Source: primary data From the above table it is inferred that 48% of the respondents are marked as strongly agree; 24% of the respondents are marked as agree; 17% of the respondents are marked as neither agree nor disagree; 8% of the respondents are marked as disagree and 3% of the respondents are marked as strongly disagree for the peaceful. Hence majority (48%) of the respondents are marked that peaceful in the organization is strongly agree. Figure No: 12 Particulars Strongly Agree Agree Neither agree nor disagree Disagree Strongly Disagree Total Frequency 36 18 13 6 2 75 Percentage 48 24 17 8 3 100

Respondents by opinion on peaceful

50

40

30 Percent

20

10

0 Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

In this organization while performing a job the state of mind remains relatively peaceful

47

Table-13 Respondents by opinion about staying in work place


S.NO 1. 2. 3. 4. 5. Source: primary data From the above table it is inferred that 61% of the respondents are marked as strongly agree; 25% of the respondents are marked as agree; 7% of the respondents are marked as neither agree nor disagree; 4% of the respondents are marked as disagree and 3% of the respondents are marked as strongly disagree for the staying in work place. Hence majority (61%) of the respondents are marked that staying in work place in the organization is strongly agree. Figure No: 13 Particulars Strongly Agree Agree Neither agree nor disagree Disagree Strongly Disagree Total Frequency 46 19 5 3 2 75 Percentage 61 25 7 4 3 100

Respondents by opinion about staying in work place

60

Percent 40

20

0 Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

In this organization normally there is no requirement to stay at the work place beyond the office hours

48

Table-14 Medical facilities and monetary/ non-monetary benefits offered by the company
S.NO 1. 2. 3. 4. 5. Source: primary data From the above table it is inferred that 59% of the respondents are marked as good; 17% of the respondents are marked as fair; 8% of the respondents are marked as normal; 17% of the respondents are marked as excellent and 3% of the respondents are marked that medical facilities and monetary/non-monetary. Hence majority (59%) of the respondents are marked that medical facilities and monetary/non-monetary in the organization is good. Figure No: 14 Medical facilities and monetary/non monetary benefits offered by the company
60

Particulars Good Fair Normal Excellent Poor Total

Frequency 44 10 6 13 2 75

Percentage 59 13 8 17 3 100

50

40

Percent
30

20

10

0 Good Fair Normal Excellent Poor

Medical facilities and monetary/non monetary benefits offered by the company

49

Table-15 Respondents by opinion about arrangement of entertainment


S.NO 1. 2. Particulars Yes No Total Source: primary data From the above table it is inferred that 89% of the respondents are marked as yes and 11% of the respondents are marked as no for the arrangement of entertainment. Hence majority (89%) of the respondents are marked that arrangement of entertainment in the organization is no. Figure No: 15 Frequency 67 8 75 Percentage 89 11 100

Respondents by opinion about arrangement of entertainment

100

80

60 Percent

40

20

0 Yes No

In this organization get-together, picnics, joint, tours etc., are regular feature of work life

Source: Table 15

50

Table-16 Employees in this organization cannot terminated on flimsy grounds


S.NO 1. 2. 3. 4. 5. Source: primary data From the above table it is inferred that 55% of the respondents are marked strongly agree; 28% of the respondents are marked as agree; 7% of the respondents are marked as neither agree nor disagree; 5% of the respondents are marked as disagree and 5% of the respondents are marked as strongly disagree for the flimsy grounds. Hence majority (55%) of the respondents are marked that flimsy grounds in the organization is strongly agree. Figure No: 16 Particulars Strongly Agree Agree Neither agree nor disagree Disagree Strongly Disagree Total Frequency 41 21 5 4 4 75 Percentage 55 28 7 5 5 100

Employee termination of flimsy grounds

60

50

40

Percent
30

20

10

0 Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

Employees in this organization cannot terminated on flimsy grounds

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Table-17 Organization rules are equal


S.NO 1. 2. Particulars Yes No Total Source: primary data From the above table it is inferred that 89% of the respondents are marked as yes and 11% of the respondents are marked as no for the organization rules are equal. Hence majority (89%) of the respondents are marked that organization rules are equal in the organization is yes. Figure No: 17 Frequency 67 8 75 Percentage 89 11 100

Organization rules are equal

100

80

Percent

60

40

20

0 Yes No

In this organization rules are equally applicable to all

Source: Table 17

52

Table-18 Opinion about code of conduct


S.NO 1. 2. 3. 4. 5. Source: primary data From the above table it is inferred that 45% of the respondents are marked as strongly agree; 35% of the respondents are marked as agree; 12% of the respondents are marked as neither agree nor disagree; 3% of the respondents are marked as disagree and 5% of the respondents are marked as strongly disagree for the code of conduct. Hence majority (45%) of the respondents are marked that code of conduct in the organization is strongly agree. Figure No: 18 Particulars Strongly Agree Agree Neither agree nor disagree Disagree Strongly Disagree Total Frequency 34 26 9 2 4 75 Percentage 45 35 12 3 5 100

Opinion about code of conduct


50

40

30 Percent

20

10

0 Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

This organiztion is marked by the some dress code, toilet, canteen etc., for different types of employees

53

Table-19 Job security in the work place


S.NO 1. 2. 3. 4. 5. Source: primary data From the above table it is inferred that 76% of the respondents are marked as strongly agree; 12% of the respondents are marked as agree; 5% of the respondents are marked as neither agree nor disagree; 4% of the respondents are marked as disagree and 3% of the respondents are marked as highly disagree for the job security in the work place. Hence majority (76%) of the respondents are marked that job security in the work place in the organization is strongly agree. Figure No: 19 Particulars Strongly Agree Agree Neither agree nor disagree Disagree Strongly Disagree Total Frequency 57 9 4 3 2 75 Percentage 76 12 5 4 3 100

Job security in the work place


80

60

Percent
40

20

0 Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

In this organization there is no need to worry about the termination of job (nominal level of job security)

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Statistical Data Analysis Chi-Square


Hypothesis:
There is association between Age and Satisfied with the training programme.

Cross Tabulation
Current Job
Highly satisfied Satisfied Neither satisfied nor dissatisfied 0 1 1 1 3 Dissatisfied Highly dissatisfied Total

Below 20 years 21-30 years Age 31-40 years Above 40 years Total

18 20 5 1 44

9 5 3 4 21

2 1 1 0 4

1 1 1 0 3

30 28 11 6 75

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Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 13.401 13.617 1.331 75 df 12 12 1 Asymp.Sig.(2-sided) .341 .326 .249

a. 15 cells (75.0%) have expected count less than 5. The minimum expected count is 24. Chi Square Value Degrees of Freedom Table Value : 13.401 : 12 : 21.03

The Distribution is not significant.

Result:
Hence the chi square value is less than the table value, we accept the hypothesis. There is association between Age and Satisfied with the current job.

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Hypothesis:
There is association between Gender and satisfied with the current job.

Cross Tabulation

Current Job

Total

Highly Satisfied

Satisfied

Male

21

Neither Dissatisfied Highly satisfied Dissatisfied nor dissatisfied 3 4 2

38

Female Gender Total

23 44

13 21

0 3

0 4

1 3

37 75

57

Chi-square Tests Value Pearson Chi-Square 8.603 df 4 Asymp. Sig. (2-sided) .072

Likelihood Ratio

11.323

.023

Linear-by-Linear Association N of Valid Cases

3.193

.074

75

a. 6 cells (60.0%) have expected count less than 5. The minimum expected count is 1.48. Chi Square Value Degrees of Freedom Table Value : 8.603 :4 : 9.49

The Distribution is not significant.

Result:
Hence the chi square value is less than table value, we accept the hypothesis. There is association between gender and satisfied with the current job.

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Hypotheses:
There is association between educational qualification and satisfied with the current job.

Cross Tabulation
Current Job Total

Highly Satisfied

Satisfied

S.S.L.C

14

Neither Dissatisfied Highly satisfied Dissatisfied nor dissatisfied 1 0 0

17

H.Sec/Diploma Educational qualification

15

22

Graduate

11

21

Other Specify

15

Total

44

21

75

59

Chi-Square Tests Values df Asymp. Sig. (2sided) .055 .026

Pearson Chi-Square Likelihood Ration

20.689 23.235

12 12

Linear-by- Linear Association N of Valid Cases

4.745 75

.029

a. 14 cells (70.0%) have expected count less than 5. The minimum expected count is .60.

Chi Square Value Degrees of Freedom Table Value

: 20.689 : 12 : 21.03

The Distribution is not significant.

Result:
Hence the chi square value is less than the table value, we accept the hypothesis. There is association between educational qualification and satisfied with the current job.

60

Hypothesis:
There is association between total service in the company and satisfied with the current job.

Cross Tabulation
Current Job Highly Satisfied Satisfied Neither Dissatisfied Highly satisfied Dissatisfied nor dissatisfied 0 1 1 3 0 0 3 0 0 3 4 1 0 1 3 Total

Below 5 years 6-10 years Total Service in the Company 11-15 years Above 16 years Total

4 11 17 12 44

2 7 6 6 21

8 22 23 22 75

61

Chi-Square Tests Values Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 17.173 18.967 .325 75 df 12 12 1 Asymp. Sig. (2-sided) .143 .089 .569

a. 14 cells (70.0%) have expected count less than 5. The minimum expected count is .32.

Chi Square Value Degrees of Freedom Table Value

: 17.173 :9 : 21.03

The Distribution is not significant.

Result:
Hence the chi square value is less than table value, we accept the hypothesis. There is association between total service in the company and satisfied with the current job.

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Rank Statistics

Fair compensation

safety/healthy opportunity to working develop conditions capabilities 75 75

life work balance

job satisfaction

Valid N Missing

75

75

75

Median

4.00

3.00

2.00

2.00

4.00

Rank

63

Chapter-VI FINDINGS, CONCLUSION AND SUGGESTION

64

Findings, Conclusion and Suggestion

Initial findings based on the research questions carried out on group dynamics in TAMIL NADU NEWSPRINT AND LIMITED. The following results were obtained. Majority (40%) of the respondents are in the age group of 21-40 years Hence majority (51%) of the respondents are Male. Majority (29%) of the respondents are H.sec/Diploma educational qualification. Majority (31%) of the respondents are 6-10 years service in the company. Majority (87%) of the respondents are satisfied job satisfaction. Majority (91%) of the respondents are fairness of compensation and salary given. Majority (25%) of the respondents are opportunity develops capabilities and job satisfaction rank factors influencing the quality of work life. Majority (92%) of the respondents are decision making of job. Majority (85%) of the respondents is satisfied company promotion and transfer policy. Majority (72%) of the respondents is agreeing training and job. Majority (83%) of the respondents are leave facilities. Majority (72%) of the respondents are agreeing peaceful. Majority (86%) of the respondents are agreeing staying in work place. Majority (59%) of the respondents are good medical facilities and monetary/ nonmonetary. Majority (89%) of the respondents are arrangement of entertainment. Majority (83%) of the respondents are good flimsy grounds. Majority (89%) of the respondents are organization rules are equal. Majority (80%) of the respondents are agreeing code of conduct. Majority (88%) of the respondents are agreeing job security in the work place.

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Statistical analysis Chi-square test: The table value is less than calculated value so null hypothesis is rejected, there is significant relation between age and benefits. Thus it is confirmed that at the age increases their positive opinion on the benefits and medical facilities offered increases. The table value is greater than calculated value. So null hypothesis is accepted, there is no significant relation between educational qualification and opinion on job security. The table value is greater than calculated value. So null hypothesis is accepted, there is no significant relation between educational qualification and opinion on job security. The table value is greater than calculated value. So null hypothesis is accepted, there is no significant relation between years of services and the opinion on being consulted in decision making process.

66

Suggestion

Since the level of satisfaction with regard to quality of work life was highly satisfied, very few drawbacks have been identified. The researcher has provided the following recommendations also taking considerations the direct observations made during the study. The company should maintain the latrines and urinals clearly. Services in the canteen should be improved. Transport facility should be arranged by the management for the night shift employees. Rest room facility should be provided to the employees. The management should provide educational facilities to the employees children.

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Conclusion

From this project work done in TAMILNADU NEWSPRINT AND PAPER LIMITED towards quality of work life it was concluded that the employees are satisfied with the leave facilities, compensation, medical facilities, working hours, the management can after suitable suggestion to be taken to improve the quality of work life, in that except few like job satisfaction, benefits offered by the company, opportunity to develop human capacities, promotion and transfer policy, education for the employees children etc, in that the employees are not satisfied with in the foundry. When the company start providing such facilities, it would automatically enrich attitude of the employees towards the work.

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ANNEXURE

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Questionnaire:-

1. Age___ (a) Below 20 years 2. Sex___ (a) Male

(b) 21-30 years

(c)31-40 years

(d) above 40 years

(b) female

3. Educational qualification___ (a) S.S.LC (b) H.sec/Diploma 4. Total service in the company___ (a) Below 1 year (b) 1-3 years

(c)Graduate

(d) others specify

(c)3-5 years

(d) above 5 years

5. How satisfied are you in the current job?___ (a) Highly satisfied (b) satisfied (c) Neither satisfied nor dissatisfied (d)Dissatisfied (e) highly dissatisfied

6. Do you feel your organization is giving fair compensation and salary to your job?____ (a) Yes (b) no 7. Rank the factors influencing the quality of work life?_____ (a) Fair compensation [ ] (b) Safety/healthy working condition [ ] (c) Opportunity to develop capabilities [ ] (d) Life work balance [ ] (e) Job satisfaction [ ] 8. Are you consulted or do participate in decision making to your job?____ (a) Yes (b) no 9. How do you feel about the companys promotion and transfer policy?____ (a) Highly satisfied (b) satisfied (c)Neither satisfied nor dissatisfied (d) Dissatisfied (e) highly dissatisfied

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10. Whether company has interested to develop your skill towards training and job?____ (a) Strongly agree (d)Disagree (b) agree (e) strongly disagree (c) neither agree nor disagree

11. Do you satisfied the leave facilities after by the company?____ (a) Yes (b) no

12. In this organization while performing a job the state of mind remains relatively peaceful?____ (a) Strongly agree disagree (d) Disagree (b) agree (c) neither agree nor

(e) strongly disagree

13. In this organization normally there is no requirement to stay at the work place beyond the office hours?____ (a) Strongly agree (d) Disagree (b) agree (c) neither agree nor disagree

(e) strongly disagree

14. How do you feel about medical facilities and monetary/non monetary benefits offered by the company?____ (a) Good (b) fair (c) normal (d) execellent (e)Poor 15. In this organization get-together, picnics, joint, tours etc., are a regular feature of work life?_____ (a) Yes (b) no 16. Employees in this organization cannot terminated on flimsy grands?_____ (a) Strongly agree (b) agree (c)neither agree nor disagree (d) Disagree (e) strongly disagree

17. In this organization rules are equally applicable to all?_____ (a) Yes (b) no 18. This organization is marked by the some dress code, toilet, canteen etc., for different types of employees?____ (a) Strongly agree (b) agree (c) neither agree nor disagree (d) Disagree (e) strongly disagree

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19. In this organization there is no need to worry about the termination of job (nominal level of job security) (a) Strongly agree (d) Disagree (b) agree (c) neither agree nor disagree

(e) strongly disagree

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BIBLIOGRAPHY

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BIBLIOGRAPHY

A. BOOKS
1. C.R. Kothari Research Methodology methods and Techinques Second Edition. 2. Chnabra, T.N. Human Resource Management Concepts and Issues. Bhanpat Rai & co (p) Limited: New Delhi, 2000. 3. Flippo, Edwin, B. Principles of personal management, MCGraw, Hill, Tokyo, 1989. 4. Stephen P. Robbins, Organizational Behaviour, New Delhi, Printie Hall of India, 1989. 5. P.N. Arora, S Arora, statistics for management First Edition, 2003. 6. Biswajeet Pattanayak Human Resource Management, Second Edition.

B. Websites
1. http://www.google.com 2. http://www.tnpl.co.in

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