CHAPTER-I

INTRODUCTION

INTRODUCTION TO QUALITY OF WORK LIFE

HISTORY:
In November 1999, President Marten created the "Quality of Work Life"
task force to address and make recommendations regarding the quality of work
life for all George Mason University employees. This group of fourteen faculty
and staff - including the chairs of the Staff and Faculty Senates, and faculty
specializing in organizational psychology - spent 18 months reviewing
institutional policy, developing and distributing two university-wide surveys, and
analyzing survey results. Through the survey and through convening a dozen
open discussion sessions, the Quality-Of-Work-Life Task Force ultimately
identified 70 recommendations, which they forwarded to the President and the
university in March 2001.
INTRODUCTION:
Working Life is a process of work organizations which enables its
members at all levels to actively participate in shaping the organization
environment, methods and outcomes. Conceptual categories which together make
up the quality of working life are adequate and fair compensation, safe and
healthy working conditions, immediate opportunity to use and develop human
capacities, opportunity for continued growth and security, social integration in
the work organization and the social relevance of work life. Quality of work life
also refers to the favorableness or unfavourableness of a job environment for
people. It is a generic phase that covers per sons feelings about every dimension
of work, including economic rewards and benefits, security, working conditions,
organization and interpersonal relationship and its intrinsic meaning in a persons
life.

The basic purpose of quality of work life is to develop a work

environment that is excellent for people as well as for production. It aims at
healthier, more satisfied and more productive employees and more efficient,
adaptive and profitable organization. Quality of work life is a subset of the
quality of life which contains the relationship between employees and their total
working environment with a human dimension. Quality of work life is the degree
to which members of an organization are able to satisfy their personal needs
through their experience in the organization. Its focus is on the problem of
creating a human work environment where employees work co-operatively and
contributes to organizational objectives. Quality of work life is important for job
performance, job satisfaction, labor turnover, labor management relations and
such other factors which play an important part in determining the overall
wellbeing of any industrial organization. The quality of work life movement aims
at integrating the socio-psychological needs of employees. Several experiments
indicate that the interest in improving the QWL reflects societal changes. The
developments have an influence on the growth of the quality of work life
movement; ensure higher productivity and greater job satisfaction the
inspirational part of success is to hold a reputed job. On an average, we spend
around twelve hours daily in the workplace that is one third of our entire life. Job,
occupies one's thoughts, prefixes the schedule of the day, determines the
purchasing power of an individual, and contributes to the social identity. Today's
literate workforce expects more than just pay for their work. The dynamic work
environment demands equal importance to both technology and human needs,
where the individual perspectives play a key role in humanization of work
atmosphere and democratization of work relations.
Quality of Work Life (QWL) should be viewed as a two way process,
from organizational perspective, it should consider, employee as the most
important resource as they are trustworthy, responsible and capable of making

valuable contributions and they should be treated with dignity and respect (Straw
and Huckster, 1984). Whereas from the employee's perspective, QWL should be
conceived as a set of methods, such as autonomous work groups, job enrichment,
high-involvement aimed at boosting the satisfaction and productivity of workers
(Fever, 1989).
Quality of work life can be defined as the environment at the workplace
provided to the people on the job. Quality of work life programs is the dimension
in which employers have the responsibility to provide congenial environment, i.e.
excellent working conditions where people can perform excellent work also
their health as well as the economic health of the organization is also met. The
quality of personal life is always reflected in professional life and vice versa.
Now a day to retain the employees in the organization providing healthy QWL is
the key factor. In earlier times Quality of work life means only job enrichment.
In addition to improving the work system, Quality of work life programs usually
emphasizes on development of employee skills, the reduction of occupational
stress and the development of more co-operative labor-management relations.
The components of Quality of Work Life may vary from organization to
organization, individual to individual, but some of the basic components are1. Free communications open communication in the organization with the
co- workers are the vital factor that ensures good quality of work life. It leads
to more of informal communication between co-workers and subordinates
during the rest hours of the organization.
2. The reward system reward is related to monetary or non-monetary
rewards egg- incentives, movie tickets, family health insurance, sponsoring
the education of children, etc. Any kind of reward given to the employee
promotes good quality of work life.

3. Employee job security - job security is the one vital element to get
maximum productivity from the employee, the employee should feel
secured regarding the job.
4. Career growth the organization should provide career growth for the
employee, i.e. promotion, authority with responsibility, hike in the salary to
retain the talented employee.
5. Workers' participation in decision making of the organization employees
should be encouraged to take participate actively in the decision making body
of the organization so that should feel that we are also of some value to the
employers. They will be more loyal, committed towards the organization.
6. Opportunities- organizations should provide some basic opportunities to
their employees Eg. Research, training sessions based on increase of skills
and knowledge. These kinds of organizations are required than the vice versa.
7. Stress level stress level should not be in proportion to the work life.
Higher the stress level poor is the quality of work life, lower is the stress level
higher is the quality of work life.

Measures to improve the quality of work life are

1. Flexibility on job flexibility on job means flexible working hours, no
fixed working hours, different time intervals, etc. By this flexibility in the job
can be introduced.
2. Job enrichment job enrichment focuses on designing the job in such a
way that becomes more interesting and challenging so that it satisfies the
higher level needs.
3. Secured job security of job should be provided to the employee to make
him feel committed and loyal to the organization

4. Grievance handling - the disciplinary procedure, grievance procedures,

promotions, and transfer matters should be handled with of justice, fair and
equity
5. Participative Management - Employees should be allowed to participate in
management participative schemes which may be of several types. The most
sophisticated among them is quality circle.
DEFINITION:
J. Richard and Jalopy
The degree to which members of a work organization are able to satisfy
important
Personnel needs through their experience in the organization.
Secretary Tommy G. Thompson
Monitoring employee views about the quality of their work and the
quality of their
Work life helps us get a sense of our strengths as an employer and identify areas
where improvements can be made.
NEED FOR THE STUDY
The need for the study is to improve the quality of work life and eliminate
job stress, employers can also make efforts to be more aware of the workload and
job demands. Employers need to examine employee training, communication,
reward systems, coworker relationships, and work environment. Employees often
are able to give employers the best advice on reducing work stress.
Several such needs were identified:

 Skill variety,
Task Identity,
Task significance,
Autonomy and
Feedback.

1.1 SCOPE OF THE STUDY

Quality of work life covers various aspects under the general umbrella of
supportive organizational behavior. The scope of Quality of Work Life covers all
issues, which are occupational health, safety and health hazards and work and
family life measures and employee related programs. Thus, Quality of work life
they should be broad in its scope. It must be evaluated in the attitude of the
employees towards the personnel policies. The research will be helpful in
understanding the current position of the respective company. And provide some

strategies to extent the employees satisfaction with little modification which is

based on the internal facilities 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.
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 accomplishments.
Job security is another factor that is of concern to employees. Permanent
employment provides security to the employees and improves their QWL.
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 processes and they also offer
innovative ideas to improve them. Recognition also helps to motivate employees

to perform better. Recognition can be in the form of rewarding employees for

jobs well done.
E. Work-Life Balance: Organizations should provide relaxation time for the
employees and offer tips to balance their personal and professional lives. They
should not strain employees personal and social life by forcing on them
demanding working hours, overtime work, business travel, untimely transfers etc.
F. Fun at Workplace: This is growing trend adopted by todays organizations to
make their offices a fun place to work.

1.2 IMPORTANCE OF THE STUDY

The importance 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 and also to improve the employees quality

of work life (QWL) to satisfy both the organizational objectives and employee
needs.
This case lets discuss the importance of having effective quality of work
life practices in organizations and their impact on employee performance and the
overall organizational performance. is to identify and implement alternative
programs to improve the quality of professional as well as personal life of an
organizations employees and also to improve the employees quality of work
life (QWL) to satisfy both the organizational objectives and employee needs.

10

1.3 OBJECTIVES OF THE STUDY

1.
2.
3.
4.

To create a positive attitude in the minds of the employees

To increase productivity
To improve standard of living of the people
To increase the effectiveness of the organization (Profitability, goal
accomplishment etc.

5. To know whether employees are under stress at work place.

6. To know the opinions of employees about medical reimbursement
schemes at VSPL.
7. To identify the satisfaction level of employees on their job.
8. To know the opinion of employees on present compensation policy.
9. To know the opinions of employees about the working timing.
10. To identify the satisfactory levels of employees on promotion in
VSPL.
11. To determine the freedom levels of employees in using their skills in
their area of job.
12. To identify the coordination level among the VSPL employees.

11

1.4 METHODOLOGY
Methodology is scientific and systematic search for patient information
on specific topic. The reliability of management decisions depends upon the
quality of data. Basically we have two types of data:
1.

Primary Data.

2.

Secondary Data

DATA COLLECTION:
Both the primary data and the secondary data are used in the project.
Primary data:
The primary data is collected through the distribution of the
questionnaires to the employees and personal interviews.

Primary data can be

collected either through experience or through survey. Those which are collected
a fresh and for the first time thus happen to be original character that is called
primary data.
We collect primary data during the course of doing experiments in an
experimental research but in case we do research of descriptive type and perform
surveys, and whether sample surveys or census surveys, then we can obtain
primary data either through observation or through direct communication with
respondents in one form or another of through personal interview, this in other
words, mean that there are several methods of collecting primary data,
particularly in surveys and descriptive researches important ones such as
observation method, interview method, through questionnaires, through
schedules etc.

12

Primary data can be collected in the following ways:

By observation.
Through telephone interviews.
By mailing of questionnaires.

Secondary data:
The secondary data collected from company profiles, area of working
their measures and initiatives for work life balance, job satisfaction,
compensation structure, welfare benefits, etc. . . Secondary data means data that
are already available that is they refer to the data which have already been
collected and analyzed by someone else and which have already been passed
through the statistical process is called secondary data. Secondary data may
either be published data or unpublished data that are available.
Usually published data are available in various publications of the central,
state are local governments; various publications of foreign governments or of
international bodies and their subsidiary organizations technical and trade
journals; books magazines and newspapers etc. are sources of secondary data.
Researcher must be very careful in using secondary data.

Sample size:
The kind of sampling technique employed to carry out the study was
stratified random sampling. A total sample size of 50 employees was taken. The
data was collected from all categories of employees in the organization.

Questionnaire Design:

13

Questionnaire design for all executives at all levels for the collection of
primary data.

No of Questionnaire:
The total no of Questionnaire consist of 20 questions.

1.5 LIMITATIONS OF THE STUDY

1. Some departments of the employees in the organization were not ready to
share the data.
2. The knowledge of the employees regarding the Quality of work Life was
taken for granted which may not be true because the understanding and
knowledge of various persons in the organization vary from member to member.
3. Sincere efforts are to cover maximum department of the employees, but the
study may not reflect the entire opinion of the employees.
4. The employees took their own time in filling the form. Therefore it cannot be
certain that the responses given have been manipulated or represent his/her
original thoughts.
5. The accuracy of the analysis and conclusion drawn entirely depends upon the
reliability of the information provided by the employees. Which may change
according to time and situation?
6. since many questions in the questionnaire have exactly given their opinion.
7. Also the fear of appraisal by the management may have forced the respondent
to reply positively.

14

CHAPTER-II

INDUSTRY PROFILE

15

INDUSTRY PROFILE
OVERVIEW OF THE INDUSTRY
Overview on India's Software Industry According to statistics, country's
software exports reached total revenues of Rs 46100 crores. The shares of total
Indian exports from 4.9 per cent in 1997 to 20.4 percent in 2002-03. It is
expected that the industry will generate a total employment of around four
millions peoples, which accounts for 7 per cent of India's total GDP as in the year
2008.

India's Software Exports

Software exports has major share in India's total exports. As of the year
2004-05, both software and services revenue grew by 32 percent to $ 22 billion
and $ 28.5 billion in 2005-06.

16

According to NASSCOM, India's domestic market grew by 24 per cent.

Presently Indian companies have concentrated on only two largest IT service
markets. They are USA and the UK. Even Canada, Japan, Germany and France
represent huge growth potential in the industry.

Why India?

Rapidly Improving infrastructure

Large Talent Pool Availability

Infrastructure High Quality Educational

Low Operating Costs

R&D Strengths

Established Technology Clusters

Government Incentive

Progress of IT Industry (In terms of US $ billion) Year2003-04, 2004-05

2005-06*

IT

software

and

exports3.65.27.3Domestic

service

exports9.212.015.2

ITE-BPO

market3.94.86.0Total16.722.028.5*Estimated

Source: Ministry of Communications and IT.

1995-1996

1224

million

US

Dollars

1996-1997

1755

million

US

Dollars

1997-1998

2670

million

US

Dollars

1998-1999

3900

million

US

Dollars

17

1999-2000

5700

million

US

Dollars

2000-2001

8750

million

US

Dollars

According to the NASSCOM- McKinsey report on the IT industry of

India, the projected revenue of the IT industry of India for the year 2008 is 87
billion US Dollars. The projected exports or the year 2008, accord to this report,
is 50 billion US Dollars.
Some of the important aspects of the NASSCOM- McKinsey report related to
the size of India's IT industry are

There is potential of 3.2 million people being employed in the IT industry of

India by the end of 2012.

Contribution of software and services to the total GDP of India will be more
than 7.5%.

FDI (Foreign Direct Investment) of 10.5 billion US Dollars expected in the IT

industry by the end of 2011.

45% of total exports from India will be from IT exports.

225 billion US Dollars worth of market capitalization from IT shares.

Software and services are exported to about 195 companies from India. North

America accounts for 61% of the software exports from India.

The projections about the size of India's IT industry present a very optimistic
picture. The industry is expected to grow to double its current size by the year 2012.
India's IT industry is expected to grow at an annual average rate of 18% in the next five
years. The industry is also expected to cross the 100 billion US Dollar mark by 2011.

18

One of the major areas of growth for the IT industry of India is by tapping the
potential in the domestic market. The IT industry of India is largely dependent on the
export market. Penetrating more into the domestic market would create further
opportunities of growth for the IT industry.

Adoption of new liberal policies in India has given birth immense

opportunities to its industries. Success story of India's Software Industry is a step
in the same direction.

The Software

Industry,

which

is

main

component

of

the

Information technology, has brought tremendous success for the emerging

economy. India's young aged manpower is the key behind this success story.
Presently there are more than 500 software firms in the country.
Worldwide IT Spending to Grow 5.3 Percent in 2010
Unseasonably Strong Hardware Sales in First Quarter Sets Up 2010 for
Solid IT Spending Growth Worldwide IT spending is forecast to reach $3.4
trillion in 2010, a 5.3 percent increase from IT spending of $3.2 trillion in 2009,
according to Gartner, Inc. The IT industry will continue to show steady growth
with IT spending in 2011 projected to surpass $3.5 trillion, a 4.2 percent increase
from 2010.
"Following strong fourth quarter sales, an unseasonably robust hardware
supply chain in the first quarter of 2010, combined with continued improvement
in the global economy, sets up 2010 for solid IT spending growth," said Richard
Gordon, research vice president at Gartner. "However, it's important to note that
nearly 4 percentage points of this growth will be the result of a projected decline
in the value of the dollar relative to last year. IT spending in exchange-rate-

19

adjusted dollars will still grow 1.6 percent this year, after declining 1.4 percent in
2009."
Worldwide computing hardware spending is forecast to reach $353 billion
in 2010, a 5.7 percent increase from 2009 (see Table 1). Robust consumer
spending on mobile PCs will drive hardware spending in 2010. Enterprise
hardware spending will grow again in 2010, but it will remain below its 2008
level through 2014.
Spending on storage will enjoy the fastest growth in terms of enterprise
spending as the volume of enterprise data that needs to be stored continues to
increase. Near-term spending on servers will be concentrated on lower-end
servers; longer-term, server spending will be curtailed by virtualization,
consolidation and, potentially, cloud computing.
"Computing hardware suffered the steepest spending decline of the four
major IT spending category segments in 2009. However, it is now forecast to
enjoy the joint strongest rebound in 2010," said George Shiffler, research director
at Gartner. "Consumer PC spending will contribute nearly 4 percentage points of
hardware spending growth in 2010, powered by strong consumer spending on
mobile PCs.
Additionally, professional PC spending will contribute just over 1
percentage point of spending growth in 2010 as organizations begin their
migration to Windows 7 toward the end of the year."

20

Worldwide IT Spending Forecast (Billions of U.S. Dollars)

2009

2009

2010

2010

Spending

Growth (%)

Spending

Growth (%)

Computing Hardware

333

-12.5

353

5.7

Software

221

-2.1

232

5.1

IT Services

777

-4.0

821

5.7

Telecom

1,892

-3.4

1,988

5.1

All IT

3,223

-4.5

3,394

5.3

Worldwide software spending is expected to total $232 billion in 2010, a

5.1 percent increase from last year. Gartner analysts said the impact of the
recession on the software industry was tempered and not as dramatic as other IT
markets. In 2010, the majority of enterprise software markets will see positive
growth.
The infrastructure market, which includes all the software to build, run
and manage an enterprise, is the largest segment in terms of revenue and the
fastest-growing through the 2014. The hottest software segments through 2014
include virtualization, security, data integration/data quality and business
intelligence. The applications market, which includes personal productivity and
packaged enterprise applications, has some of the fastest-growth segments.

21

Web conferencing, team collaboration and enterprise content management

are forecast to have double-digit compound annual growth rates (CAGR), in the
face of growing competition surrounding social networking and content.
"Cost optimization, and the shifts in spending form mega suites to the
automation of processes will continue to benefit alternative software acquisition
models as organizations will look for ways to shift spending from capital
expenditures to operating expenditures," said Joanne Correia, managing vice
president at Gartner. "Because of this, vendors offering software as a service
(SaaS), IT asset management, virtualization capabilities and that have a good
open-source strategy will continue to benefit. We also see mobile-device support
or applications, as well as cloud services driving new opportunities."
The worldwide IT services industry is forecast to have spending reach
$821 billion in 2010, up 5.7 percent from 2009. The industry experienced some
growth in reported outsourcing revenue at the close of 2009, an encouraging sign
for service providers, which Gartner analysts believe will spread to consulting
and system integration in 2010.
"We continue to see a long-term recession 'hangover' as a more-cautious
mind-set continues as the norm among a lot of buyers who keep looking for
small, safe deals where cost take-out is a key factor, said Kathryn Hale, research
vice president at Gartner. "In the face of that ongoing strong pressure to
renegotiate contracts, and in the absence of equivalent pressure from
stockholders, we believe vendors will generally choose to maintain margins over
revenue growth."
Worldwide telecom spending is on pace to total close to $2 trillion in
2010, a 5.1 percent increase from 2009. Between 2010 and 2014, the mobile
device share of the telecom market is expected to increase from 11 percent to 14

22

percent, while the service share drops from 80 percent to 77 percent and the
infrastructure share remains stable at 9 percent of the total market.

Worldwide enterprise network services spending is forecast to grow 2

percent in revenue in 2010, but Gartner analysts said this masks ongoing declines
in Europe and many other mature markets as well as an essentially flat North
American market.
"Longer term, the global enterprise network services market is expected
to grow modestly, largely on the back of growth in Internet services, such as
hosting," said Peter research director at Gartner. "Ethernet services will also grow
significantly, albeit at the expense of both legacy services and multiprotocol label
switching (MPLS)."

In India, the software boom started somewhere in the late 1990s. Most of the
Indian software companies at that moment offered only limited software services such as
the banking and the engineering software. The business software boom started with the
emergence of Y2K problem, when a large number of skilled personnel were required to
fulfill the mammoth database-correction demand in order to cope up with the advent of
the new millennium.
The profile of the Indian IT Services has been undergoing a change in the last
few years, partly as it moves up the value chain and partly as a response to the market
dynamics. Ten years ago, most US companies would not even consider outsourcing
some of their IT projects to outside vendors.
Now, ten years later, a vast majority of US companies use the professional
services of Indian Software engineers in some manner, through large, medium or small
companies or through individuals recruited directly.

23

The market competition is forcing organizations to cut down on costs of

products. The professional IT services on the other hand are becoming increasingly
expensive. The offshore software development model is today where onsite professional
services were ten years ago. There is a high chance (almost a mathematical certainty),
that in less than ten years, the vast majority of IT services (software development being
just one of them) from developed countries, will be, one, outsourced and two, outsourced
to an offshore vendor.
Despite the global economic slowdown, the Indian IT software and services
industry is maintaining a steady pace of growth. Software development activity is not
confined to a few cities in India. Software development centers, such as Bangalore,
Hyderabad, Mumbai, Pune, Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara,
Bhubaneswar, Ahmedabad, Goa, Chandigarh, and Trivandrum are all developing
quickly. All of these places have state-of-the-art software facilities and the presence of a
large number of overseas vendors.
Indias most prized resource is its readily available technical work force. India
has the second largest English-speaking scientific professionals in the world, second
only to the U.S. It is estimated that India has over 4 million technical workers, over
1,832 educational institutions and polytechnics, which train more than 67,785 computer
software professionals every year. The enormous base of skilled manpower is a major
draw for global customers. India provides IT services at one-tenth the price. No wonder
more and more companies are basing their operations in India.

India's IT industry caters to both domestic and export markets. Exports

contribute around 75% of the total revenue of the IT industry in India. The IT industry
can be broadly divided into four segments
India will definitely be the country of choice for offshore software development.
We have the potential to become and remain the country of choice for all software
developments and IT enabled services, second only to the USA. The third choice could
be far distant.
24

Hardwar
e

Software

ITindust
ry

ITESBPO

ITServices

The industry is in an expansion mode right now, with dozens of new offshore IT
services vendors emerging every day, the industry has a high probability of being
subjected to the 80:20 rule in not too distant a future. In perhaps another ten years, 80
percent of all outsourced offshore development work will be done by 20 percent of all
vendors, a small number of high quality, trusted vendors. Only a few select countries and
only the most professional companies in those countries, will emerge as winners.
India is among the three countries that have built supercomputers on their own.
The other two are USA and Japan. India is among six countries that launch satellites and
do so even for Germany and Belgium.
India's INSAT is among the world's largest domestic satellite communication
systems. India has the third largest telecommunications network among the emerging
economies, and it is among the top ten networks of the world.

To become a global leader in the IT industry and retain that position, we need to
constantly keep moving up the value chain, focusing on finished products and solutions,
rather than purely on skill sets and resumes. We need to be able to package our services
25

as products, rather than offering them as raw material. We need to be able to recognize
and build up on our strengths and work on our weaknesses.
The IT industry has emerged as one of the most important industries in the
Indian economy contributing significantly to the growth of the economy.
The IT industry of India got a major boost from the liberalization of the Indian
economy. India's software exports have grown at an annual average rate of more than
50% since 1991. The structure of the IT industry is quite different from other industries
in the Indian economy.
The IT industry of India is hugely dependant on skilled manpower. Primarily a
knowledge based industry, the IT industry of India has reordered significant success due
to the huge availability of skilled personnel in India.

The industry structure in the IT sector has four major categories. These are

IT services
IT enabled services
Software products
Hardware
IT services

IT services
IT services constitute a major part of the IT industry of India. IT services include
client, server and web based services. Opportunities in the IT services sector exist in the
areas of consulting services, management services, internet services and application
maintenance. The major users of IT services are,

Government
Banking
Financial services
Retail and distribution
Manufacturing

26

The

services

which

make

extensive

use

of

information

and

telecommunication technologies are categorized as IT enabled services. The IT

enabled services is the most important contributor to the growth of the IT
industry of India. Some of the important services covered by the ITES sector
in India are

Customer-interaction services including call-centers

Back-office services
Revenue accounting
Data entry and data conversion
HR services
Transcription and translation services
Content development and animation
Remote education,
Data search
GIS
Market research
Network consultancy

Software products
Software products are among the most highly exported products from India. The
software industry in India originated in the 1970s and grew at a significant pace in the
last ten years. Between 1996-1997 and 2002-2003, the Indian software industry grew
more than five times from 2630 crores to 13200 crores. During the same period software
and service exports from India grew by almost twelve times.
Hardware
The hardware sector of the It industry focuses on the manufacturing and
assembling of computer hardware. The consumption of computer hardware is high in the
domestic market. Due to the rise in the number of IT companies, sales of desktops,
laptops, servers, routers, etc have been on the rise in recent years. Many domestic and
multi-national; companies have invested in the computer hardware market in India.

27

Another categorization in the structure of India's IT industry is related to the

market. There are two major market classifications - the domestic market and
the export market. The export market, dominates the IT industry accounting for 75% of
the revenue.

Challenges before Indian IT Industry

At present there are a number of challenges that are facing the information
technology industry of India. One of the major challenges for the Indian information
technology industry was to keep maintaining its excellent performance standards.
The experts are however of the opinion that there are certain things that need to
be done in order to make sure that India can maintain its status as one of the leading
information technology destinations of the world. The first step that needs to be taken is
to create an environment for innovation that could be carried for a long time.
The innovation needs to be done in three areas that are connected to the
information technology industry of India such as business models, ecosystems and
knowledge. The information technology sector of India also has to spread the range of its
activities and also look at the opportunities in other countries.
The improvement however, also needs to be qualitative rather than just being
quantitative. The skill level of the information technology professionals is one area that
needs improvement and presents a considerable amount of challenge before the Indian
information technology industry.
The Indian information technology industry also needs to co-ordinate with the
academic circles as well as other industries in India for better performance and improved
productivity. The experts are of the opinion that the business process outsourcing service
providers in India need to change their operations to a way that is more oriented to the
knowledge process outsourcing.
One of the most important crises facing the Indian information technology
industry concerns the human resources aspect. The problems with outsourcing in

28

countries like the United States of America are posing problems for the Indian
information technology industry as well. In the recent times a bill has been passed in the
state of New Jersey that allows only the citizens or legal non-Americans to be given
contracts. This legislation has also affected some other states like Missouri, Connecticut,
Wisconsin and Maryland. These states are also supposed to be considering these laws
and their implementation.
This is supposed to have an adverse effect on the outsourcing that is the source
upon which the information technology industry of India thrives. The information
technology professionals who aim at working in the country are also likely to be
hindered by the legislation as a significant amount of these professionals have been
going to work in the USA for a long time.
The size of India's IT industry has grown significantly over the years. The size
of this sunshine industry of India grew from 150 million US Dollars to 50 billion US
Dollars between 1990-1991 and 2006-2007. The growth of the IT industry has been very
high in the last few years. The size of the Information Technology industry of India was
5.7 billion US Dollars in 1999-2000. After the turn of the century the industry
experienced exponential growth to reach the 50 billion mark by 2006-2007.

KEY SUCCESS FACTORS

Based on trends impacting the industry and experiences of the industry
players the following key success factors emerge.
1. Team work.

29

2. There is no chance to play any type of politics regarding employees

matter.
3. Good communication and condition in between the employees.
4. Work sharing and dedication.
5. Efficient raw material procurement
6. Diversified customer base
7. Efficient method for controlling power and labor cost
8. Scale of operations.
9. Integrated, lean supply chain.
10. Collaboration with local players.
SUCCESS FACTOR CATEGORIZATION:
Internal Success Factors

Human resources
Products
Networking
Company climate

External Success Factors

Clusters
Infrastructure

30

CHAPTER-III

COMPANY PROFILE

COMPANY PROFILE

31

Vincisive Solutions Pvt Ltd., is a global diversified outsourced product

development (OPD) company. Our competencies lie in setting up dedicated offshore
software development teams for outsourced product development, software maintenance
and independent software testing with a local project management team. Using our
proven Project Management and mature development methodology we help emerging
software leaders bring superior products to market.
Vincisive Solutions Pvt Ltd., works on the model of "Offshore Software
Services with Local Presence". Vincisive Solutions Pvt Ltd., has locally available Project
and Program Managers who interact closely with our clients by being close to our clients
and working in their time zones, the locally based team members ensure that optimal
communication is maintained for the successful outcome of outsourced projects.
They ensure the offshore team has a pipeline of work orders to zero out idle
time. They ensure consistent measurable delivery on or ahead of schedule throughout
our engagement to bring great products to market in less time and at less cost.
We deliver business value - beyond mere offshore advantages; increased quality,
lowered costs, and faster turnaround times. We align our people locally with our clients
business to ensure they get greater value from their offshore experience and make off
shoring work for them.
Since its inception in Dec 2005, the Company has been in the outsourcing
industry and product development services, servicing clients into a core dependable
extension of a client's internal team. Vincisive Solutions Pvt Ltd., has extensive
experience in providing outsourced software development, and independent testing
services.
Our Mission Statement

At Vincisive Solutions Pvt Ltd., we will work together to far exceed client
expectation by consistently delivering service excellence through continuous
improvement in quality. We will also work towards achieving consistent growth for each

32

of Vincisive Solutions Pvt Ltd., family members as well as the entire organization of an
empowered team.

Services
VSPL custom software application development services provide the IT
backbone of our clients' business strategies when packaged software does not adequately
address their needs.
As with all of our IT Services, application development is delivered within the
context of a total plan-build-manage solution - an approach that appreciates the
dynamics of our clients' strategies and helps ensure predictable returns on investment
(ROI).

Plan
Vincisive Solutions Pvt Ltd., provides the expertise in industry dynamics,
process management, and application and architecture design to recommend technology
solution that will meet our clients business objectives and criteria for success.

Build
Vincisive Solutions Pvt Ltd., provides the design and implementation services to
deliver a rapidly developed, scalable and flexible architecture that is aligned with our
clients business objectives. People, process and technology issues are fully addressed to
ensure a successful implementation.

Manage
All custom applications are developed with post-implementation issues in mind.
That is, the new architecture is based on strict quality standards to enable cost-effective

33

operations and support as well as easy adaptations in the future. Vincisive Solutions Pvt
Ltd.,can provide post-implementation management of custom applications to ensure
today's solution evolves with our clients emerging business needs.
Customer Relationship Management (CRM)
At VSPL, we know the value of each customer to your business and the
paramount necessity of maintaining excellent relationship with them.
Vincisive Solutions Pvt Ltd., CRM solution will help you go an extra mile to
attain and maintain customer satisfaction. It will provide you with the tools and the
methodology to manage a variety of CRM implementation issues in areas like customer
retention, account management, campaign management, and customer self-service and
devise strategies to increase revenue, productivity and customer satisfaction.
You will be able to manage your customer contacts in an efficient manner and
perform conclusive analysis in the area of (CRM) customer relationship management.
Vincisive Solutions Pvt Ltd., CRM solution is built using the latest cutting-edge
Microsoft technologies and will be customized totally to the needs of your enterprise.
We also have expertise in customizing and implementing Microsoft CRM into your
enterprise.
Whether it is a marketing campaign or an online customer care process, we excel
at developing a robust, scalable and best-in-its-class CRM solution.
Expertise in following CRM technologies:
Microsoft CRM Vincisive Solutions Pvt Ltd.,CRM Solution Our solution will
help you reduce your total cost of ownership and improve the productivity standards of
your employees and help you improve your ROI on your CRM investments.

ER Planning

34

VSPL expertise and experience with large corporations has enabled us to

develop and provide unique and ERP customized Enterprise Resource Planning
Solutions to our customers.
Vincisive Solutions Pvt Ltd., ERP: Enterprise Resource Planning Solution will
cater to your company's imperative needs of a well-planned resource utilization strategy.
You will be able to manage your workforce with a better focus on the utilization front to
take care of any exigencies in future.
Our Solution provides you with the tools to manage complex projects in a very
efficient manner and hedge any risks arising out of any fluctuation in the resources or
inputs.
Business Value with Enterprise Resource Planning:
Efficient management of resources.
Project Planning Methodology.
Easy management of inputs.
Comprehensive Solution for Projects.
Scalable and robustly designed.
Efficiency in the Enterprise.

Technologies

Vincisive Solutions Pvt Ltd. Currently designs, supports, implements the

following Enterprise Resource Planning Solutions:
SAP
JD Edwards
PeopleSoft
Baan

35

 Oracle
Custom ERP Solutions
Customer Relationship Management (CRM)
At Vincisive Solutions, we know the value of each customer to your business
and the paramount necessity of maintaining excellent relationship with them. Vincisive
Solutions Pvt Ltd., CRM solution will help you go an extra mile to attain and maintain
customer satisfaction.
It will provide you with the tools and the methodology to manage a variety of
CRM implementation issues in areas like customer retention, account management,
campaign management, and customer self-service and devise strategies to increase
revenue, productivity and customer satisfaction.
You will be able to manage your customer contacts in an efficient manner and
perform conclusive analysis in the area of (CRM) customer relationship management.
Vincisive Solutions Pvt Ltd., CRM solution is built using the latest cutting-edge
Microsoft technologies and will be customized totally to the needs of your enterprise.
We also have expertise in customizing and implementing Microsoft CRM into your
enterprise. Whether it is a marketing campaign or an online customer care process, we
excel at developing a robust, scalable and best-in-its-class CRM solutions
Expertise in following CRM technologies
Microsoft CRM Vincisive Solutions Pvt Ltd.,CRM Solution Our solution will
help you reduce your total cost of ownership and improve the productivity standards of
your employees and help you improve your ROI on your CRM investments.
Staffing and Placement service
The major amount of time and money spent by IT organizations today is to
manage their resources. Vincisive Solutions Pvt Ltd. Solutions would help their clients in
IT services manage their human resource by providing them the right staffing solutions

36

Vincisive Solutions Pvt Ltd. Solutions offers the best Staffing solution in the
industry. At Vincisive Solutions Pvt Ltd. We ensure our client a qualified professional.
We have a perfect screening procedure in place when recruiting professionals. Clients
would save their time in recruiting process and investments into non-billable hours in the
course of project implementation with Vincisive Solutions Pvt Ltd. Solutions staffing
solutions.
Our valued clients would have an option to engage the most qualified
professionals as full time employees with our full time staffing solutions in place.
Technologies
Core: .NET Framework, DNA, COM, COM+, XML Web Services: SOAP,
XMLLanguages: C#, Visual Basic (VB).NET,
ASP.NETNET Servers: BizTalk Server, Application Center, Commerce Server,
Content Management Server, IBM Mainframes, SharePoint
Server Solutions: B2B Integration, B2C Application Development, Web Services
based Application development, Reusable Components, Mobile Solutions
Java j2ee
Java Competency Center helps clients realize the benefits of Enterprise Java
J2EE platforms, and related technologies including Web Services and J2ME. HYPER
CUBE has built a competency center that focuses on skill building, knowledge
management and pioneering research in emerging Java technologies.
Vincisive Solutions Pvt Ltd. Leverages offshore cost and scalability advantage to
significantly reduce development cost across various J2EE developments. Vincisive
Solutions Java Competency Center uses deep platform expertise in developing and
delivering enterprise solutions. Vincisive Solutions Pvt Ltd., reduces software
development costs by over 50% by leveraging competency expertise, offshore cost and
scalability.
Vincisive Solutions Pvt Ltd., has made significant investments in creating and
growing the Java Competency Center. With trained and experienced Java specialists,

37

engineers in Vincisive Solutions Competency Center conduct internal training programs

for continuous learning and hands on experience
The objectives of this team involve:

Providing technical solutions implementing Java.

Resolving problems faced in applying Java technology.

Establishing a forum for knowledge sharing among developers.

Building competency in chosen application servers and services.

Developing reusable components that can be used across projects.

Conducting organization-wide training programs in Java technologies.

Our Oracle Enterprise Application Competency Group has capabilities to provide

ERP, CRM, and Strategic Enterprise Management (SEM) and DSS Life Cycle
Implementation processes for the Oracle suite of Enterprise Applications products. We
have the capabilities to provide the complete Life Cycle Implementation process for the
Oracle Enterprise Application Products.
Trained and experienced group of Oracle Applications ERP Consultants with the
relevant skills such as Functional, Technical, and Business Analysis, and Project
Management focusing exclusively on Oracle Enterprise Applications.
Developed a competency center with focus on all the Oracle Enterprise Applications
products modules to impart specialized and detailed training to its in-house Consultants
with emphasis on developing implementation skills.
This center maintains several simulated Oracle Applications environments of our
client's with a view to provide support to on-site team as well as provide a good training
and test environment

Net Technologies

38

Microsoft .NET framework represents a major step forward for Microsoft

developers, encompassing many of the object-oriented design disciplines and managed
code Vincisive Solutions Pvt Ltd., that have become popular in e-business application
development over the last few years.
Consequently, Vincisive Solutions Pvt Ltd., has established a special
competency center to spread knowledge and promote best practices with Microsoft's new
.NET Framework (Asp .NET / Vb .NET / C# etc)The Microsoft .NET Competency
Center is staffed by trained, Microsoft Certified professionals with experienced
applications development experience in selected Microsoft development environments.

Vincisive Solutions Pvt Ltd., has invested in training resources and developing
best practices for application development using Microsoft's .NET architecture.
Vincisive Solutions Microsoft Competency Center leverages this expertise to enable
rapid, error-free application development to solve specific business problems.
The objectives of this team involve
Providing technical solutions implementing Microsoft .NET Resolving problems
faced in applying Microsoft .NET technology establishing a forum for knowledge
sharing among developers Building competency in chosen Microsoft servers and
services Developing reusable components that can be used across projects Conducting
organization-wide training programs in Microsoft technologies.

Technologies
Core: .NET Framework, DNA, COM, COM+,XML Web Services: SOAP,
XMLLanguages: C#, Visual Basic (VB).NET, ASP.NETNET Servers: BizTalk Server,
Application Center, Commerce Server, Content Management Server, SharePoint Server
Solutions: B2B Integration, B2C Application Development, Web Services based
Application development, Reusable Components, Mobile Solutions.

39

SAP
SHIR has a strong team of consultants with a spectrum of experience that covers
financial and supply chain areas of enterprise. The team's knowledge of the offshoreonsite model enables them to offer SAP services from onsite and offshore locations. We
also have in place, the methodology for various types of projects such as, development,
support and maintenance, implementation, training development, testing, version
upgrades and customization, using the offshore-onsite model.
Vincisive Solutions Pvt Ltd., can tailor a specific solution based on needs of
customers for both rolling out implementation and extending process solutions.
The Vincisive Solutions Pvt Ltd. Team is also backed by experience in different
industry verticals like banking and financials, retail, automotive, oil & gas, steel and
other process industries, electrical and electronics industry, chemical and fertilizers.
Core Strengths
The team has expertise in SAP version 4.6c besides the earlier versions. The
range of modules where the team has expertise includes: Financials (FI, CO, CO-PA)
Data warehousing Logistics (SD, MM, PP, QM, PM AND CS/SM) CRM Human
resources ABAP (including BAPI, RFC, ALE, EDI AND IDOC) Basis administration
SHIR has a strong team of consultants with a spectrum of experience that covers
financial and supply chain areas of enterprise.
The team's knowledge of the offshore-onsite model enables them to offer SAP
services from onsite and offshore locations. We also have in place, the methodology for
various types of projects such as, development, support and maintenance,
implementation, training development, testing, version upgrades and customization,
using the offshore-onsite model. Vincisive Solutions Pvt Ltd., can tailor a specific
solution based on needs of customers for both rolling out implementation and extending
process solutions.

40

The Vincisive Solutions Pvt Ltd. Team is also backed by experience in different
industry verticals like banking and financials, retail, automotive, oil & gas, steel and
other process industries, electrical and electronics industry, chemical and fertilizers.
What sets Vincisive Solutions Pvt Ltd. Apart?
We have the vision, ability to execute, and stability to be a great testing
partner for your organization. We offer a customer-centric onsite-offshore model for
delivering independent software QA and Testing Services. We believe in achieving
excellence in delivering value to our customers and partners.
Our successful track record in executing challenging engagements, proven tools
& techniques and a highly process oriented approach speaks volumes of our capabilities.
Our philosophy of maintaining the highest level of customer satisfaction has ensured that
we have 100% referenceabilty. We have the best in People, Processes, Infrastructure,
Quality, Technology, Security, and Intellectual Property Rights protection policy.

Services: We offer independent QA and Testing Services spanning the entire

software release lifecycle. Our QA services help you deliver your software with
confidence and compete better in the market. This includes formulating the test plan &
test cases, execution, defect reporting, defect analysis, risk assessments and
recommendations.

The following is the organizational structure that functions in the Vincisive

Solutions Pvt Ltd.,

41

CEO

MD

IT
Administara
tor
HR
Department

Finance
Department

Office Head

Project
Heads

IT Head

CORE TRAINING PROCESS AT NETIX INFORMATICS

TRAINING PROCESS
TRAINING NEEDS IDENTIFICATION:
Training in the company is aimed at the systematic development of knowledge,
skills & attitude. The superiors have to look at their subordinates development as a key
target area. The development of an individuals performance skills leads to an
improvement in performance & in turn adds value to the organization.

IDENTIFICATION OF TRAINING NEEDS

(Done At NETIX INFORMATICS)

Training will be imparted on the basis of:

42

a. Needs identified from the performance review on yearly basis at the

individual level.
b. Needs

identified

at

the

division/departmental

level

by

the

division/departmental head on areas which are specific to his

division/departmental.
c. Needs identified at functional level by functional head like
Marketing/Human Resources/Purchase/Finance.
d. Organizational level training programs such as programs on Total
Quality Management, Supervisory Development, Cost Improvement,
etc.
Based on the number of people & the identified need, the programs would be
held within the organization (internal training programs) or the employees will be
nominated to various institutes of repute (external training programs).
The first step in whole of training procedure is the identification of training
needs of employees. Need assessment diagnoses present problems and future challenges
to be met through training. Organizations spend vast sum of money on training. Before
committing such huge resources, organization would do well to assess the training needs
of their employees.
Organization that implements training programs without conducting needs
assessment may be making errors. For example, a need assessment exercise might reveal
that less costly interventions (e.g. selection, compensation package, and job redesign)
could be used instead of training.

As identification of training needs is important, we followed step by step procedure:

Creating database: We were required to identify training needs of employees
from L-06 to L-12 i.e. employees from middle level and managerial level. So,
we prepared database of these employees. Database included employees name,
token no., designation, total experience etc.
,

43

 Preparing Questionnaire: We then prepared questionnaire that contained

questions related to survey. A specimen of the Questionnaire is showed on the
annexure 1. All the personal details of the employees mentioned in the
questionnaire, were filled by us from the database already created.
Appraisal forms: The next step was to analyze appraisal form of each and every
employee. Appraisal forms of VINCISIVE SOLUTIONS PVT LTD., included
many details like past performance, past training identified, past training given,
goals met etc, which served as the input for our project.

Meeting with Head of departments: We finally interviewed Head of the

Departments, who provided us with specific training needs (behavioral &
technical) as identified by them for the employees in their departments. We also
asked them to give appropriate weightage (in percentage terms) to these
identified training needs in order to categorize them in High, Middle and Low
priority.
High priority

65 to 100 %

Middle priority 30 to 65 %
Low priority

1 to 29 %

This would be a sound base while actually designing the training programmes.

Analysis of questionnaire: The last step was to analyze the collected data and
compile it. In order to make it more useful and easily understandable, we
showed important findings with the help of graphical representation of the
compiled data. Some of the graphics of our project have been shown after
specimen questionnaire.

Record of Personal Attributes: Alongside in order to keep a record of the

strengths and Areas of Improvements of the employees, we thus asked

44

HODs about their comments on employees personal attributes which became a

part of our compiled data.
We were given the task to identify the behavioral training needed top the
employees & hence according to that all the above information was compiled and we
finally prepared graphs. Consisting of the training need require by employees at different
department & with their priorities.

1. PROCEDURE FOR NOMINATION

The concerned HOD has to nominate in the prescribed format in line
with the training needs identified at the beginning of the year also in line with the
training plan to the Human Resource Department who will obtain the necessary
approvals.
Internal employee will facilitate most of the programs. In case external faculties
are approached for conducting certain sessions, prior approval of Head-HR has to be
taken for the payment of professional fees & the course content. The concerned
coordinator will also organize to collect an evaluation feedback form, which will be
handed over to the location Human Resource Department for analysis & future
reference.
2. INTERNAL TRAINING
If the number of people identified with a specific need is large, then the
programs will be held within the organization using the available resources like
people with professional expertise, in-house venues like HRD center. The annual
training plan will be drawn by Human Resource Department based on the identified
needs. This will circulate every year during the month of July, along with all details
regarding the programs.
3. EXTERNAL TRAINING

45

In the event of number of employees being identified with a specific area of

improvement being few, then the division/department head will communicate to
Human Resource Department the need for identifying institutes where they can be
deputed. The training calendar from various institutes will be available with the
Human Resource Department, for helping managers to take the necessary decision.
The immediate superior will initiate the nomination after discussion with the
concerned employee. The nomination form is then sent to the Human Resource
Department, justifying the needs of employee to attend the program & the action
plan, which would be drawn up after the completion of the course.
Human Resource Department will process the nomination & make necessary
payments to the institutes/agencies. In case the program duration is 2 days or mare &
the course fees is more than Rs.5000/-, approval from the Jt. Managing director &
CEO has to be obtained before the nomination is processed.
The Human Resource Department will also ensure to get the feedback form from
the employee after his completion of the course. A half-day session by the employee
for a few managers to transfer the learning should be organized by the Human
Resource Department, within 15 days of the return of the concerned manager. The
employee shall submit the course material to the Human Resource Department for
the purpose of maintaining the library & if so required retain a copy of the same.
4. TRAINING FEEDBACK
This forms an integral part of the entire training process.
Evaluation/Feedback from the training indicates appropriate changes that have to be
made in the program design/content, which will improve the effectiveness of the
program.
The feedback will also consist of an action plan by the concerned employee
with a specific time frame to implement the learning to the actual performance. The
feedback forms are available with the Human Resource Departments. It is the
responsibility of the head of the department & the Human Resource Department to
work together to assess the effectiveness of the training attended by the employee.
46

This will also help in updating the training records of the individuals & in
conducting an analysis of various training programs.

47

CHAPTER-IV

THEORITICAL
FRAMEWORK

THEORETICAL FRAMEWORK
DEFINITION:

48

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
QWL 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.
QWL 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. QWL focus on the problem of
creating a human working environment where employees work co operatively
and achieve 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
QWL refers to the level of satisfaction, motivation, involvement and
commitment individuals experience with respect to their line at work. QWL 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.

49

CONCEPT OF QWL:
QWL is a prescriptive concept, it attempts to design work environments
so as to maximize concern for human welfare. QWL acts in two dimensions.
Goal
Process
QWL acts as goal by
Creation of more involving
satisfying and effective jobs
Work environment for people at all levels of the organization
QWL acts as process by
Make efforts to realize this goal through active participation The whole
essence of QWL may be stated thus, the QWL is co operative rather than
authoritarian; evolutionary and open rather static and rigid; informal rather than
mechanistic; mutual respect and trust than hatred against each other.
OBJECTIVES OF QWL:
The major three main objectives for the QWL are
Improve employees satisfaction strengthen workplace learning, and
Better manage on going chance and transition.
MAJOR FACTORS AFFECTING THE QWL:
QWL means having good supervision, good working conditions, and good pay
and benefits an interesting and challenging, and a rewarding job. The major
factors that affect the QWL may be stated thus.

50

Pay:
QWL is basically built around the concept of equitable pay. In the days
ahead, employees may want to participate in the profits of the firm as will.
Employees must be paid their due share in the progress and prosperity of the
firm.
Benefits:
Workers throughout the globe have raises their expectations over the
years and now feel entitled to benefits that were once considered a part of the
bargaining process.

Job Security:
Employees want stability of employment. They do not like to be the
victims of whimsical personal policies and stay at the mercy of employers.
Alternative Work Schedules:
Employees demand more freedom at the workplace, especially in scheduling
their work. Among the alternative work schedules capable of enhancing the
quality of work life for some employees are:
Flex time: A system of flexible working hours,
Staggered hours: Here groups of employees begin and end work at
different intervals.

51

 Compressed workweek: It involves more hours of work per day for

fever days, per week.
Job enrichment: It attempts to increase a person's level of output by
providing that persons with exciting, interesting, stimulating or
challenging work.
Autonomous work groups (AWGs): Here a group of workers will be
given some control of decision-making and have responsibility for a task
area without day-to-day supervision, and with authority to influence and
control both group members and their behavior.
Occupational Stress:
Occupational mental-health programmes dealing with stress are beginning
to emerge as a new and important aspect of QWL 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 hunger 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
employee's personal identify and self-esteem through freedom from prejudice, a
sense of community, Interpersonal openness and the absence of stratification in
the organization.
Work and total life space:

52

A person's work should not overbalance his life. Ideally speaking, work
schedules, career demands and other job requirements should not take up too
much of a person's leisure time and family life.
BASIC PRINCIPLES OF QWL:
Herrick and Macco by have identified four basic principles, which
summarize the humanization of work. These principles are briefly stated below:
The principles of Security:
Humanization of work implies freedom from anxiety, fear and the loss of future
employment. The working conditions should be safe and there should be no fear
of economic want. These preconditions will guarantee utmost development of
skills and ideas.
The principles of Equity:
1 Hostility is generated if there are substantial differences between efforts and
rewards. The equity principle requires that there is a just way of evaluating the
conditions of an employee. Another aspect of equity refers to paying for
knowledge and skill to carry out the task and not for the task alone. If work has
to be humanized, equity would also require sharing in the profits of the
organization according to the individual or group contribution.

The principles of Individuation:

Individuation refers to the work environment in which employees are encouraged

to develop themselves to their utmost competence, a system of work that
facilitates blossoming of individual potential. A basic precondition for this is the
availability of freedom and autonomy in deciding their own pace of activity and
design of operations.
The principles of Democracy:

53

Akin to the principle of individuation this also implies greater authority

and responsibility vested into the work force. Increasing controls, close
supervision, and a general institutionalization inhibit humanization of work.
Meaningful participation in decision-making also guarantees the right of
citizenship...
IMPACT OF QWL ON PRODUCTIVITY:
Improved QWL leads to improved performance. It should mean not only
physical output but also the behavior of the workers in the helping colleagues in
solving job related problems accepting orders with enthusiasm, promoting a
positive team spirit and accepting temporary unfavorable work conditions
without complaint.
Quality of working and human resources management:
Quality of working is broader than motivation through these two terms
seem to be similar. All personnel related activities affect quality of work life.
Some examples are:
HR Activity Effect on quality of work life.
Job analysis

Analyze the job in such a way that human needs

Like freedom challenging work, autonomy can
Be satisfied.

Selection

Selecting the right and placing him in the right

Position. This satisfies need for reward,
Interesting, work etc.

54

Job enrichment

Satisfied higher order needs like pride ego.

Job evaluation

Equitable wages

BARRIERS TO QUALITY OF WORK LIFE:

Quality of work life suffers from barriers like any other new scheme.
Management, employees and unions fear the effect of

unknown change. All

these parties feel that the benefits of this concept are few though they are
convinced about its effects on personnel management as a whole and on the
individual parties separately. Management should develop strategies to improve
quality of work life in view of the barriers.
STRATEGIES FOR IMPROVEMENT OF QWL:
The strategies for improvement in quality of work life include self-managed work
teams, job redesign and enrichment, effective leadership and supervisory
behaviors, career development, alternative work schedules, job security,
administrative or organizational and participating management.

Self-managed work teams:

These are also called autonomous work groups or integrated work teams.
These work teams are

formed with 10 to 20 employees who plan, co-ordinate

and control the activities of the team with the help of a team leader who is one
among them. Each team performs all activities

including selecting their people.

Each team has authority to make decisions and regulate the activities. The group
as a whole is accountable for the success or failure. Salaries are fixed both on the
basis of individual and group achievement.

55

Job Redesign and Enrichment:

Narrow jobs can be combined into larger units of accomplishment. Jobs
are redesigned with a view to enriching them to satisfy higher order human needs

Career Development:
Provision for the career planning, communicating and counseling the
employees about the career opportunities, career path, education and
development and for second careers should be made.

Alternative work schedules:

Provision for flexible working hours, part-time employments, job sharing
and reduced workweek should be made.
Job security:
This tops the employees list of priorities. It should be adequately taken
care of.
Administrative of organizational justice:
The principle of justice, fair and equity should be taken care of in discipline
procedure, grievance procedures, promotions, transfers, demotion, work
assignment, leave etc.

Participative Management:
Employees should be allowed to

participate in management participative

schemes, which may be of several types. The most sophisticated among them is
Quality Circle. Implementation of these strategies ensures higher level of quality
of work life.

CHARACTERISTICS OF QWL IMPROVEMENT PROGRAMMES:

The results reported from a number of qualities of work life
improvement programs have some general characteristics. They are
56

 Invited involvement of members task groups in recommending resolution

of identified problem.
Training of supervisors to equip them to function effectively in a less
authoritative style.
Implementation of practicable suggestions and explanations for rejected
ideas.
Feedback and recognition for good results achieved.
Selection of personnel who can be motivated under appropriate conditions
to strive for excellence is task performances.
Evaluation and analysis of results, including failures, leading to renewed
efforts towards continual improvement.
WAY TO CREATE HIGH QWL:
QWL 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 encourages the individual to work for the organization and motivates the
organization to employ that person, (i.e.) Contribution and Inducements.

57

A healthy psychological contract means that inducements and contributions 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 QWL
environment.
ASPECTS OF HIGH QWL:
QWL are highlighted by the following Benchmarks of managerial
excellence.
Participation

Involving people from all levels of responsibility

in

decision-making

58

Trust

Reside signing jobs systems and structures to give people

more freedom at work.

Reinforcement -

Creating reward systems that are fair, relevant and

contingent on work performance

Responsiveness -

Making the work setting more pleasant and able to serve

individual Needs.

RESULTS OF HIGH QWL:

High Productivity
Increase organizational effectiveness
High employee satisfaction
High morale.
Reduce the absenteeism and labor turn over
Increase the quality of life of employees
High employee involvement
Peaceful industrial relation
REVIEW OF LITERATURE:
RESEARCH REVIEW:
Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis & Lawler, 1984;
Cooper, 1988) define the qualities of work life are broadly similar to the study on
Singaporean Employees Development suggest four dimensions of Quality of
work life labeled as, i) Favorable work environment ii) Personal growth and
autonomy iii) Nature of job and iv)Stimulating opportunities and co-workers
Good performance is recognized in addition to rewards being based upon
performance while employees are respected and treated like mature people.

59

The Study on Singaporean Employees development, Cheng S says in a

high QWL there should be a positive impact on personal life, an opportunity to
be involved in decision as well as an acceptable level of physical comfort. Jobs
seen to exist within high QWL work situations are those in which there is
minimal negative impact on ones personal life, and hopefully one which has a
positive impact on ones personal life.
We would expect that these dimensions comprising QWL that were found
in the present sample are consistent with the rapid economic growth and
increasingly higher levels of educational standards in Singapore.
Research studies (Taylor, 1977; Taylor, 1978; Donald, 1997) have
generally established that QWL is positively associated with job satisfaction and
can be a significant motivator.
One implication of this finding for management is the need to consider
the type of intrinsic and extrinsic factors highlighted by the four aspects of QWL
that comprise the motivational reward-incentive system used in organizations.
Designing the job and the work environment so as to include the characteristics
of the QWL dimensions discussed above will contribute to the workers sense of
well-being, and provide a more positive start to other work motivation
programmes within the organization..
Kirkman (1989) suggests that in the future work society; the drive for
more humanitarian treatment both in and out of work will increase.
Cheng S in his paper QWL through employee participation in Singapore
has discussed the following four different approaches to QWL Employee share
option scheme, Joint management consultation, Quality circle and Industrial
relations circle.
This is an interesting situation given the high degree of emphasis on
achieving high standards in performance and quality known in Singapore.

60

QWL has also been viewed in a variety of ways including a) as a

movement b) as a set of organizational interventions and c) as a type of working
life felt by employees QWL, Self-evaluation and life satisfaction among
American Africans.
When for many people sex and relationships are troublesome--since they
are often hazardous to our health--work plays an even greater role in keeping us
"out of trouble." Regardless of how much we earn, most of us have some kind of
agenda or work plan. And with so many people opening a home and a cyberoffice, with mounting levels of technology-related stress (which Bruria
Ginton,owner turned content-provider, calls frustression), many of us end up
involved in more than one job, which we feel compelled to get done, spending
the greatest portion of our lives in what we consider our workplace. So Quality of
Work Life (QWL) is not some notion of frivolous luxury. QWL is just as real and
useful as virtual reality itself.

RESEARCH METHODOLOGY:
Research is a scientific and systematic search for pertinent information on
employee engagement. Search can be defined as scientific and systematic for
permanent information on employee engagement.
OBJECTIVES OF RESEARCH ON QUALITY OF WORK LIFE:
The objectives of to study the work life practices which includes
Organization health and safety
Work life programs
Employee assistance programmes
Job satisfaction

61

 Training and development

TYPE OF RESEARCH:
The type of research, which is involved in project quality of work life, is
empirical and qualitative type of research.
It is empirical data based research with some meaningful influences and
judgments. It is data based coming up with conclusions, which are capable of
being verified by observation/experiment. It is also called experimental type of
research.
It is qualitative type of research also because the research is also done on
balancing the professional and personnel life.
RESEARCH/PROJECT PROBLEM:
Quality of work life should maintain harmoniously their professional life
and personnel life if they cannot maintain then it will become a big problem to
them. Quality of work life should maintain the quality of relationship between
employee and the total working environment. Quality of work life would provide
employee needs for developing mechanisms to allow them to share fully in
making the decisions that design their lives at work.
RESEARCH DESIGN:
Research design of QWL has
The study is about quality of work life i.e., balancing both personnel and
professional life.
The study is carried out in selected organization, those organization is Vincisive
Solutions Pvt Ltd.

62

 The primary data collected from respondents by administrating the questionnaires

which consist of 19 questions which measure the quality of work life in
organization. Observation is also been help to some extent.
The secondary data collected from company profiles, area of working their
measures and initiatives for work life balance, job satisfaction, compensation
structure, welfare benefits, etc., have been taken from the organization manuals
VINCISIVE SOLUTIONS PVT LTD.
SAMPLING PROCEDURE:
Sampling is a method of selecting a few items from a particular group to be
obtaining relevant data which help in drawing conclusions regarding the entire
group i.e. population or universe.
SAMPLING SIZE:
The sample size selected for the study was 50 employees of VINCISIVE
SOLTIONS PVT LTD.,
STATISTICAL TOOLS USED:
The following are the statistical tools used in the research.
In this research, various percentages are identified in the analysis and they
are

presented pictorially by way of Bar Diagrams and Pie Charts in order to

have a better quality.

PERCENTAGE ANALYSIS:
Percentage refers is a special kind of ratio. Percentages are used in
making comparison between two or more series of data. They are used to
describe relationship. More over percentages can also be used to compare the
relative terms of the distribution of two or more series of data.
Formula:

63

Percentage of Respondents =

No. of respondents
Total no . of respondents

*100

64

CHAPTER-V

DATA ANALYSIS &

INTERPRETATIONS

DATA ANALYSIS AND INTERPRETATION

65

The below analysis and interpretation is done in the Vincisive Solutions

Pvt Ltd., for this analysis and interpretation questionnaires is very important.
This questionnaire is belongs to the performance appraisal system in Vincisive
Solutions Pvt Ltd., the employees said different answers for those questions.
The employees told their feelings, views from those questions. The
questionnaire has 20 questions. The employees awarded very pleasant and
peacefully. By this analysis and interpretation we know about the employees
view, feelings. The analysis and interpretation we know about the employees
views, feelings. The analysis and interpretations is shown below.

66

Q1).Which age group your belongs to?

A). 20-30 years

B).30-40 years

C).40-50 years
TABLE 5.1: age group of employees in this organization
Attributes
20-30 years
30-40 years

40-50 years
TOTAL

No. of Respondents

No. of Respondents
26
16
8
50

30
25
20
15
10
5
0

26

% of Respondents
52%
32%
16%
100%

16

Attributes

GRAPH 5.1: age group of employees in this organization.

INTERPRETATION:
With the above analysis,
52% of the employees in this organization in between 20-30 years age.
32% of the employees working with this organization in between 30-40
years age...
16% of the employees working with this organization in between above
40-50 years age.
CONCLUSION:

67

And finally my conclusion is most of the employees working in this

organization in between 20-30years age group.
Q2. Since how many years have you been working with this organization?
A. 0-1 Years B. 1-3 Years C. 3to 5 Years D. More than 5 Years
TABLE 5.2: working experience with this organization
Attributes

No. of Respondents

% of Respondents

0-1 Years

22

44%

1-3 Years

28

56%

3 to 5 Years

0%

More than 5 Years

TOTAL

0
50

0%
100%

GRAPH 5.2: working experience with this organization

30
25
20
15
10
5
0

0-1 Years

1-3 Years

3 to 5 Years

More than 5 Years

INTERPRETATION:
With the above analysis,
44% of the employees working with this organization in between 0-5
years
56% of the employees working with this organization in between 5-10
years
68

CONCLUSION:
And finally my conclusion is most of the employees working with this
organization in between 5-10years.
Q3.How is the physical working condition in the Company?
A. Good

B. Average

C. Poor

TABLE 5.3: working condition in the company

Attributes

No. Of Respondents

% of Respondents

Good

48

92%

Average

8%

Poor

0%

TOTAL

50

100%

GRAPH 5.3: working condition in the company

50
40
30
20
10
0

Good

Average

Poor

INTERPRETATION:
With the above analysis,

69

 92% of the employees said that the physical working condition in the
Company is good
8% of the employees said that the physical working condition in the
Company is average
CONCLUSION:
And finally my conclusion is most of the employees said that the physical
working condition in the Company is good.
Q4. What do you think about the work load in the organization?
A. Work Load is very much and task are not finished on appropriate time
B. Work Load is very much but due to participative environment employees
are able to

complete their task

C. Work Load is evenly distributed and employees are able to complete their
task on time
D. Work Load is less as compared to other companies
TABLE 5.4: work load in the organization
Attributes

No. of Respondents

% of Respondents

48

96%

4%

0%

0%

TOTAL

50

100%

GRAPH 5.4: work load in the organization

70

60
50
40
30
20
10
0

INTERPRETATION:
With the above analysis,
94% of the employees said that the Work Load is very much and task are
not finished on appropriate time
4% of the employees said that the Work Load is very much but due to
participative environment employees are able to complete their task
CONCLUSION:
And finally my conclusion is most of the employees said that the Work
Load is very much and tasks are not finished on appropriate time.

71

Q5. Do you think Communication and information flow between the departments
is satisfactory?
A. Yes

B. No

TABLE 5.5: communication and information flow between the departments is

satisfactory
Attributes

No. of Respondents

% of Respondents

Yes

50

100%

No

0%

TOTAL

50

100%

GRAPH 5.5: communication and information flow between the departments is

satisfactory

72

60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees think Communication and information flow
between the departments is satisfactory
0% of the employees think Communication and information flow between

the departments is satisfactory

CONCLUSION:

And finally my conclusion is most of the employees felt that the

Communication and information flow between the departments is satisfactory.

Q6. Do the employees share experiences to help each other?

A. Yes

B. No

TABLE 5.6: sharing experiences

Attributes

No. of Respondents

% of Respondents

Yes

50

100%

No

0%

TOTAL

50

100%

73

GRAPH 5.6: sharing experiences

60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees share experiences to help each other
0% of the employees share experiences to help each other
CONCLUSION:

And finally my conclusion is most of the employees share experiences to help

each other.

Q7. Does the company provide training for enriching the skills of employees?
A. Yes

B. No

TABLE 5.7: provide training for enriching the skills of employees

Attributes

No. of Respondents

% of Respondents

74

Yes

50

100%

No

0%

TOTAL

25

100%

GRAPH 5.7: provide training for enriching the skills of employees

60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees says that the company provide training for
enriching the skills of employees
0% of the employees says that the company provide training for enriching

the skills of employees

CONCLUSION:

And finally my conclusion is most of the employees said that the

company provide training for enriching the skills of employees
Q8. Do you think proper training improves the productivity of the company and
employees?
A. Yes

B No
75

TABLE5.8: proper training improves the productivity of the company and

employees
Attributes

No. of Respondents

% of Respondents

Yes

50

100%

No

0%

TOTAL

50

100%

GRAPH 5.8: proper training improves the productivity of the company and employees
60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees think proper training improves the productivity
of the company and employees
0% of the employees think proper training improves the productivity of

the company and employees

CONCLUSION:

And finally my conclusion is most of the employees says that proper

training improves the productivity of the company and employees

76

Q9. Do you think there are good career prospect in your organization?
A. Yes

B. No

TABLE 5.9: good career prospect in the organization

Attributes

No. of Respondents

% of Respondents

Yes

50

100%

No

0%

TOTAL

50

100%

GRAPH 5.9: good career prospect in the organization

60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees think that they have good career prospect in their

organization
0% of the employees think that they have good career prospect in their

organization

77

CONCLUSION:

And finally my conclusion is most of the employees think that have good
career prospect in their organization
Q10. Are you free to perform your duties?
A. Yes

B. No

TABLE 5.10: free to perform duties

Attributes

No. of Respondents

% of Respondents

Yes

50

100%

No

0%

TOTAL

50

100%

GRAPH 5.10: free to perform duties

60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees free to perform your duties

78

 0% of the employees free to perform your duties

CONCLUSION:

And finally my conclusion is most of the employees are free to perform

your duties excellently.
Q11. How is the working Environment?
A. Participative

B. Autonomy

C. Whimsical

D.

RedTapism
TABLE 5.11: working environment
Attributes

No. of Respondents

% of Respondents

Participative

48

96%

Autonomy

4%

Whimsical

0%

RedTapism

0%

TOTAL

50

100%

GRAPH 5.11: working environment

60
50
40
30
20
10
0

79

INTERPRETATION:
With the above analysis,
96% of the employees feel that the working Environment is participative
4% of the employees feel that the working Environment is autonomy
CONCLUSION:

And finally my conclusion is most of the employees are felt that the
working Environment is participative

Q12.How is the working hours of the organization?

A. Highly Satisfactory

B. Satisfactory

C. Dissatisfactory

TABLE 5.12: how is the working hours of the organization?

Attributes

No. Of Respondents

% of Respondents

Highly Satisfactory

46

92%

Satisfactory

8%

Dissatisfactory

0%

TOTAL

50

100%

GRAPH 5.12: how is the working hours of the organization

80

50
45
40
35
30
25
20
15
10
5
0

Category 1

Category 2

Category 3

INTERPRETATION:
With the above analysis,
92% of the employees says that the working hours of the organization is
Highly Satisfactory
8% of the employees is the working hours of the organization is

Satisfactory
CONCLUSION:

And finally my conclusion is most of the employees are says that the
working hours of the organization is Highly Satisfactory.

Q13. Does the company takes care of the employees working in night shift?
A. Yes

B. No

TABLE 5.13:the company takes care of the employees working in night shift
Attributes

No. of Respondents

% of Respondents

Yes

50

100%

No

0%

81

TOTAL

50

100%

GRAPH 5.13: The Company takes care of the employees working in night shift
60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees says that the company takes care of the
employees working in night shift
0% of the employees says that the company takes care of the employees
working in night shift
CONCLUSION:

And finally my conclusion is most of the employees are said that the
company takes care of the employees working in night shift.

Q14. Does working in the organization give you a feeling of security and
improves your productivity?
A. Yes

B. No

TABLE 5.14: feeling of security and improves your productivity?

82

Attributes

No. of Respondents

% of Respondents

Yes

50

100%

No

0%

TOTAL

50

100%

GRAPH 5.14: feeling of security and improves your productivity?

60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees says that the working condition

in the

organization gave them a feeling of security and improves their

productivity
0% of the employees says that the working condition in the organization

gave them a feeling of security and improves their productivity

CONCLUSION:

And finally my conclusion is most of the employees says that the working
condition in the organization gave them a feeling of security and improves their
productivity

83

Q15. Does the organization provide satisfactory Salary according to your Work?
A. Yes

B. No

TABLE 5.15: organization provide satisfactory salary according to your work

Attributes

No. of Respondents

% of Respondents

Yes

50

100%

No

0%

TOTAL

50

100%

GRAPH 5.15: organization provide satisfactory salary according to your work

60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees in the organization provide satisfactory Salary
according to their Work
0% of the employees in the organization provide satisfactory Salary

according to their Work

CONCLUSION:

84

And finally my conclusion is most of the employees in the organization

provide satisfactory Salary according to their Work.
Q16. Does the goals and task are clearly defined for increasing productivity?
A. Yes

B. No

TABLE 5.16: The goals and task are clearly defined for increasing productivity
Attributes

No. of Respondents

% of Respondents

Yes

50

100%

No

0%

TOTAL

50

100%

GRAPH 5.16: The goals and task are clearly defined for increasing productivity
60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees are agree with the goals and task are clearly
defined for increasing productivity

85

 0% of the employees are agree with the goals and task are clearly defined
for increasing productivity
CONCLUSION:

And finally my conclusion is most of the employees are agree with the
goals and task are clearly defined for increasing productivity.

Q17. Does the top management involve employees in the management decisions?
a. Yes

b. No

TABLE 5.17: The top management involve employees in the management

decisions
Attributes

No. of Respondents

% of Respondents

Yes

25

100%

No

0%

TOTAL

25

100%

GRAPH 5.17: The top management involve employees in the management

decisions

86

Series 1
60
50
40
30
20
10
0

Category 1

Category 2
Series 1

INTERPRETATION:
With the above analysis,
100% of the employees says that the top management involves employees
in the management decisions
0% of the employees says that the top management involves employees in
the management decisions
CONCLUSION:

And finally my conclusion is most of the employees says that the top
management involves employees in the management decisions.
Q18. Do the facilities provided by the organization motivate you to improve your
productivity?
A. Yes

B. No

TABLE 5.18: The facilities provided by the organization motivate you to improve your
productivity
Attributes

No. of Respondents

% of Respondents

87

Yes

50

100%

No

0%

TOTAL

50

100%

GRAPH 5.18: The facilities provided by the organization motivate you to

improve your productivity
60
50
40
30
20
10
0

Yes

No

INTERPRETATION:
With the above analysis,
100% of the employees think that the facilities provided by the
organization motivate you to improve your productivity
0% of the employees think that the facilities provided by the organization

motivate you to improve your productivity

88

CONCLUSION:

And finally my conclusion is most of the employees feeling that the

facilities provided by the organization motivate them to improve their
productivity.
Q19. Which factor motivates you the most?
A. Salary increase

B. Promotion

C. Leave

D. Motivational talk

E. Recognition
TABLE 5.19: Which factor motivates you the most?
Attributes

No. of Respondents

% of Respondents

Salary increase

16

32%

Promotion

32

64%

Leave

0%

Motivational talk

10

20%

Recognition

8%

TOTAL

50

100%

GRAPH 5.19: Which factor motivates you the most?

35
30
25
20
15
10
5
0

INTERPRETATION:
89

With the above analysis,

32% of the employees says that the factor that motivates them is Salary
increase
64%

of the employees says that the factor that motivates them is

Promotion
0% of the employees says that the factor that motivates them is Leave
20%of the employees says that the factor that motivates them is

Motivational talk
8%

of the employees says that the factor that motivates them is

Recognition
CONCLUSION:

And finally my conclusion is most of the employees feel that the factor
that motivates them is Promotion.

20. What do you think that employees in the organization are skilled, motivated
and productive?
A. Yes

B. No

TABLE 5.20: Employees in the organization are skilled, motivated and productive?
Attributes

No. of Respondents

% of Respondents

Yes

25

100%

No

0%

90

TOTAL

25

100%

GRAPH 5.20: Employees in the organization are skilled, motivated and

productive?

Series 1
60
40
20
0

Category 1

Category 2
Series 1

INTERPRETATION:
With the above analysis,
100% of the employees think that employees in the organization are
skilled, motivated and productive
0% of the employees think that employees in the organization are skilled,

motivated and productive

CONCLUSION:

And finally my conclusion is most of the employees in the organization

are skilled, motivated and productive.

91

CHAPTER-VI

FINDINGS,
SUGGESTIONS
&CONCULSION

92

FINDINGS
1. Most of the employees feel happy about the superiors coordination.
2. Even though most of the employees claim that they are satisfied with
compensation.
3. Some of the employees are

completely satisfy that their job in the

organization.
4. Most of the employees agree that their placement in the job is effective and
this motivates them to do better in the organization.
5. Employees are not very much happy with their internal growth and some
cases they are apprehensive about their growth.
6. Most of the employees are happy with the safety in the job.
7. Employees feel that their overall QWL is not good and energetic.
8. Employees feel that there should be some change in training program.
9. Few employees feel that they are very interactive with the remaining staff
except some.
10. Most of the employees are quite well at the work place.
11. Most of the employees are very happy that they give freedom by using they
skills in area of the job.
12. Most of the employees are satisfied the company can provide the medical
reimbursement.
13. Most of the employees are very interested to gather more information about
the quality of work life.

93

SUGGESTIONS
To improve the quality of work life ideas of the employees should be taken
into consideration while implementing changes in the organization. Each and every
employee in the organization has to be encouraged to take part in technical
planning of work. The organization has to give equal importance to the
achievements of the individual. Participate in decision making of employees with
their higher authority can be encouraged to avoid technical problems. Welfare of
the workers is to be considered to some extent, if the organization maintains the
same level of operations.
1. Management should concentrate on the job security level of the employee
as it creates a critical issue in near future.
2. Management should try to give emphasis on training perspective so that it
assist employee to update employee with latest knowledge.
3. Management can provide medical Health card Membership to the employee
along with emphasizing the employee to attain Yoga & Mediation classes.
4. The Management should try to motivate the employee through Reward
system or token of appreciation as it plays a most efficient way.
5. It is better to make the quality makes circles in Every Department as to
improve the quality of performance.
6. During personal interviews some of the employees expressed that
management should be little flexible in production process and produces
94

and encourage innovative and creative contributions from employees and

provide autonomy for decision making.
7. The Management should try to give importance on Team work. So that
mutual interaction between employees improves.
8. Management should try to reduce the workload to the employees.It is better
to make the work setting more pleasant.
9. Management should follow safety measures in manufacturing process areas.

CONCLUSION
Quality of Working Life is not a concept, that deals with one area but it
has been observed as incorporating a hierarchy of concepts that not only include
work-based factors such as job satisfaction, satisfaction with pay and
relationships with work colleagues, but also factors that broadly focuses on life
satisfaction and general feelings of well-being. To retain a good talent in the
organization it is important for the organization that he should have low stress
level and high quality of work life.
It is here by concluded that the quality of work life in Global Chemical
Industries Ltd is found to be well defined and is appropriate and is tied directly to
the organization objectives and strategies following a set criteria.
Quality of work life is an environment that promotes and maintains
employee satisfaction with an aim to improve working conditions for labours and
organizational effectiveness for employers. In QWL organizations, work is
meaningful and done in a team arrangement. It plays a radical role on employee
work performance and productivity in textile industry. Allowing employees who
have knowledge, skill and experience to participate in decision making make
them to work enthusiastically and give recognition to them in their work which

95

also promotes cooperation and conflict management, employee commitment,

self-efficacy and organizational effectiveness
From the study, it is clear that quality of work life of employees in Global
Chemical Industries Ltd is good. This research highlights some of the small gaps
in employees satisfaction towards the company. Compared to other companies
believe in employees satisfaction and brilliant productivity hours. Quality
mission includes not only the quality of the products but also the Quality of Work
Life.
So company should satisfy them in order to improve the business in the
higher competitive market of the liberalized economy.

96

ANNEXURE

QUESTIONNAIRE
BIBLIOGRAPH

97

QUESTIONNAIRE
I MAHESH BABU A, doing my MBA from Institute of Business Management
and Research -IBS which is affiliated under Mysore University, As a part of my
course I am doing a project on A STUDY ON QUALITY -OF -WORK
-LIFE. I request you to extend your earnest cooperation in filling this
questionnaire. The information furnished by you is purely for my academic
purpose only and is kept confidential.
Name of the employee:

Designation:

Qualification:

1. Which age group your belongs to?

a) 20-30 years
c) 30-40 years

b).30-40 years
d).above 40 years

2. What do you feel is the best about your organization?

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a) Good pay

b) job security

c) Health and safety

d) good working

conditions.
3. Does your organization can maintain the harmonious relationship with
colleagues?
a) Strongly agree

b) agree

c) Strongly disagree

d) disagree

4. Do you have more stress when you are working?

a) Yes

b) No

5. How do you rate the medical reimbursement scheme provided by company?

a) Excellent

b) good

c) Satisfactory

d) unsatisfactory

6. Is your department the employees are trust with each other?

a) Strongly agree

b) agree

c) Strongly disagree

d) disagree

7. Do you feel comfortable and satisfied with your job?

a) Completely satisfied

b) neutral

c) Dissatisfied

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8. Quality of work life involves three major aspects occupational health,

suitable work life, and appropriate salary?
a) Strongly agree

b) agree

c) Strongly disagree

d) disagree

9. Does your organization motivate you to innovate with new ideas?

a) Strongly agree

b) agree

c) Strongly disagree

d) disagree

10. How do you think is the present compensation and wage policy of your
company?
a) Appropriate

b) satisfied

c) Dissatisfied
11. Does your organization take any initiatives for relaxation and work life
balance of employee?
a) Yes

b) No

12. Do you have quality circles formed in your department?

a) Yes

b) No

13. Does the management try to encourage the employee in the work situation in
order to enhance the full potential?
a) Yes

b) No

14. Do you think that job permanency and job security are more important than
gaining skills and adequate knowledge?

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a) Agree

b) Disagree

c) Depending up on the situation

15. How do you feel about the work timings in your organization?
a) Excellent

b) good

c) Satisfactory

d) unsatisfactory

16. How do you feel promotion policy in your organization?

a) Fair

b) satisfactory

c) Unsatisfactory
17. Are you provided with good training programmes?
a) Yes

b) No

18. How do you rate the transport facilities provided by the company?
a) Excellent

b) good

c) Satisfactory

d) unsatisfactory

19. The Organization gives you freedom to use your skills in your area of job?
a) Strongly agree

b) Agree

c) Neutral

d) strongly disagree

e) Disagree
20. People at your work place will get on together quite well!
a) Strongly agree

b) agree

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c) Strongly disagree

d) disagree.

THANK YOU VERY MUCH FOR YOUR SUPPORT

BIBLIOGRAPHY
BOOKS:
K Aswathappa, Human Resource Management, 6thEdition, Publisher:
Tata Mcgraw Hill Education Private Limited.

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 Dessler, Essentials of Human Resource Management, 1st Edition,

Publisher: Prentice Hall- Gale in 1999.
C. R Kothari, Research Methodology: Methods and Techniques, 2nd
Edition, Publisher: New Age International In 2004.
Human Resource Management by L.M Prasad
WEBSITES:
www.masterstudies.net
www.incisivetechgroup.com
www.performancesolutions.nc.gov
www.buzzle.com
www.businessknowhow.com
www.wikipedia.org
www.slideshare.net
www.finegroupofcompanies.com

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