A

PROJECT REPORT
ON
QUALITY OF WORK LIFE AND ITS IMPACT ON JOB SATISFACTION WITH
REFERENCE TO EMPLOYEES WORKING IN PRIVATE HOSPITALS-A STUDY

Student name
(Enrolment no)
Project Submitted in partial fulfillment for the award of the Degree
Of
MASTER OF BUSINESS ADMINISTRATION

SCHOOL OF MANAGEMENT STUDIES

INDIRA GANDHI OPEN UNIVERSITY
Maidan Garhi,New Delhi-110068

2012-2014

DECLARATION

I hereby declare that this Project Report titled QUALITY OF WORK

LIFE AND ITS IMPACT ON JOB SATISFACTION WITH REFERENCE TO
EMPLOYEES WORKING IN PRIVATE HOSPITALS-A STUDYSubmitted

by me

to the School of Management Studies IGNOU,HYDERABAD is a

bonafide work undertaken by me and it is not submitted to any other
University or Institution for the award of any degree diploma/certificate
or published any time before.

Name of the Student

Signature of the Student

ACKNOWLEDGEMENT
I avail the opportunity to thank the people with whom I have been
associated in successful completion of the Project. I had a great experience,
pleasure and immense satisfaction while performing this Project.
I would also like to extend my note of thanks to my project Supervisor
_______________________________________ He provided the necessary
guidance, facilities and helpful suggestions in completing my project in all
aspects.

Name of the Student

ABSTRACT
The study on the quality of work life was undertaken to give an insight in to the employee
work life and its quality. The study was taken up with an objective to study the work life of
the employees and their feelings on their work and other related issues. It was done to
throw light on the employee perception of the work life quality in their organization and
their expectations from the organization.
The methodology implemented was to collect data by direct interview, questionnaire and by
referring websites, books, magazines etc. The data collected from the primary source and
the secondary sources was analyzed using appropriate statistical tools like chi-square test,
graphs, tables etc.
QWL programs are another way in which organizations recognize their responsibility to
develop jobs and working conditions that are excellent for people as well as for economic
health of the organization. The elements in a typical QWL program include - open
communications, equitable reward systems, a concern for employee job security and
satisfying careers and participation in decision making. Many early QWL efforts focus on job
enrichment. In addition to improving the work system, QWL programs usually emphasize
development of employee skills, the reduction of occupational stress and the development of
more co-operative labor-management relations.
The study also had limitations like time which were taken care of. This review on the
definitions of QWL indicates that QWL is a multidimensional construct, made up of a
number of interrelated factors that need careful consideration to conceptualize and measure.
It is associated with job satisfaction, job involvement, motivation, productivity, health, safety
and well-being, job security, competence development and balance between work and nonwork life as is conceptualized by European Foundation for the Improvement of Living
Conditions.

TABLE OF CONTENTS
CONTENTS

PAGE NO

LIST OF TABLES

LIST OF FIGURES

II

CHAPTER-1-INTRODUCTION

INTRODUCTION OF QWL
NEED OF THE STUDY
RESEARCH METHODOLOGY
SCOPE OF THE STUDY
HYPOTHESES
LIMITATION OF STUDY

CHAPTER-2- LITERATURE REVIEW

1-4

5 - 16

BRIEF OF QWL
QWL PROGRAMS
MAJOR ISSUES IN QWL
FACTORS INFLUENCING QWL

CHAPTER-3-INDUSTRY PROFILE

CHAPTER-4- DATA ANALYSIS &INTERPRETATION

CHI-SQUARE TEST

17 - 20

21 - 40
41 - 44

CHAPTER-5-FINDINGS, SUGGESTIONS & CONCLUSION

45-48

BIBLIOGRAPHY
ANNEXURE

49
50-54

List of Tables:
Table

Title Name

Page number

Table-4.1.1:

Experience in the current organization

21

Table-4.1.2:

Work Environment

22

Table-4.1.3:

Working condition

23

Table-4.1.4:

Cooperation among the department

24

Table-4.1.5:

Freedom to comment and suggest

25

Table-4.1.6:

Harmonious relationship with the colleagues

26

Table-4.1.7:

Sense of belongingness

27

Table-4.1.8:

Acquiring skills through training

28

Table-4.1.9:

Training program improve relationship

29

Table-4.1.10:

Usefulness

30

Table-4.1.11:

Fair compensation

31

Table-4.1.12:

Salary considers responsibilities

32

Table-4.1.13:

Rewards linked to job performance

33

Table-4.1.14:

Job considers area of interest

34

Table-4.1.15:

Balance between objectives and resources

35

Table-4.1.16:

Benefits

36

Table-4.1.17:

Social security benefits

37

Table-4.1.18:

Job satisfaction

38

Table-4.1.19:

Job security

39

Table-4.1.20:

Quality of work life

40

Table-4.1.21:

Employee Motivation

42

Table-4.1.22:

Communication Sharing

43

Table-4.1.23:

Appraisal

44

List of Figures:
Figure

Title

Page number

Fig-4.1.1:

Experience in the current organization

21

Fig-4.1.2:

Work environment

22

Fig -4.1.3:

Working condition

23

Fig -4.1.4:

Cooperation among the departments

24

Fig -4.1.5:

Freedom to comment and suggest

25

Fig -4.1.6:

Harmonious relationship with the colleagues

26

Fig -4.1.7:

Sense of belongingness

27

Fig -4.1.8:

Acquiring skills through training

28

Fig -4.1.9:

Training program improve relationship

29

Fig -4.1.10:

Usefulness

30

Fig -4.1.11:

Fair compensation

31

Fig -4.1.12:

Salary considers responsibilities

32

Fig -4.1.13:

Rewards linked to job performance

33

Fig -4.1.14:

Job considers area of interest

34

Fig -4.1.15:

Balance between objectives and resources

35

Fig -4.1.16:

Benefits

36

Fig -4.1.17:

Social security benefits

37

Fig -4.1.18:

Job satisfaction

38

Fig -4.1.19:

Job security

39

Fig -4.1.20:

Quality of work life

40