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A DISSERTATION REPORT ON
QUALITY OF WORK LIFE
ASHWANI CHAUHAN
MBA-4th Semester
Internal Guide
Mrs. Khyati Kapil
Assistant Professor
MBA Department
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COER-School of Management
ACKNOWLEDGEMENT
I feel myself privileged at having an opportunity to thank the people who helped me at all
stages of my research work. The report is the outcome of the guidance and valuable suggestions provided
by all the faculty of COER School of Management (COER-SM). I would like to express my sincere
thanks and primarily the gratitude to Mrs. Khyati Kapil, Lecturer, MBA Department, COER- SM,
Roorkee who had been the main driving force in guiding, in the analysis and presentation of the project
work right from the initiation to the final stage.
I also wish to express my sincere thanks to my parents, friends and well wishers for their
enthusiastic support and who have directly or indirectly helped me in one way or the other in preparation
of the final report.
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ASHWANI CHAUHAN
MBA IV SEM COER
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DECLARATION
I hereby declare that the study entitled QUALITY OF WORK LIFE being submitted by me in the
partial fulfillment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION
from UTTARAKHAND TECHNICAL UNIVERSITY is a record of my own work under the guidance of
Mrs. Khyati Kapil.
Project Guide
Signature
Mrs.Khyati Kapil
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Lists of contents
CHAPTER NO.
PARTICULARS
PAGE NO.
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INTRODUCTION OF TOPIC
10 22
LITERATURE REVIEW
24 - 25
RESEARCH METHODOLOGY
27
29 - 39
FINDINGS
41
RECOMMENDATIONS
43
CONCLUSION
45
BIBLIOGRAPHY
47
Chapter 1
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Chapter 2
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INTRODUCTION
WHAT IS WORK?
Work can be defined as transfer of energy. In physics we say that work is done on an object
when you transfer energy to that object. If one object transfers (gives) energy to a second object, then the
first object does work on the second object.
Work is the application of a force over a distance. Lifting a weight from the ground and putting it on a
shelf is a good example of work. The force is equal to the weight of the object, and the distance is equal to
the height of the shelf .
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Work life including proper prioritizing between work one hand as career and ambition and life as
health,pleasure,family,spiritual development so its a broader concept.
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.
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.
J. Richard and J. Lay define QWL as the degree to which members of a work organization are
able to satisfy important personnel needs through their experience in the organisation.
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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.
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ii. Staggered hours: Here groups of employees begin and end work at different intervals.
iii. Compressed workweek: It involves more hours of work per day for fever days, per week.
iv. Job enrichment: It attempts to increase a person's level of output by providing that persons with
exciting, interesting, stimulating or challenging work.
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.
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BARRIERS
1.
2.
Who's responsible?
The great mystery of U.S. management is "whodunit?" The focus is generally on "who's
responsible" for something rather than "what happened," and "how can we prevent this problem
from occurring in the future?" Recendy a client company had a problem with a shipment of
products to a customer. The customer called and said a quality parameter was out of spec.
Management's immediate response was, "who was on shift that day; who shipped it?" The
response was Who can we blame?" rather than "What happened, how did it happen, what system
allowed this to happen and how can we prevent it in the future?" Many organizations operate on
what we call the "Thermodynamic Theory" of management: "There is only so much heat to go
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around. So the more that I can shift to someone else, the less I have to absorb." In other words, the
focus is on who's responsible, not how to fIXthe real problem and prevent future ones.
3.
4.
5.
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In manyC9mpanies, politics and the desire to"look good" override the decision-makingprocess.
This is generally a symptomof fear of losing a job, "looking bad" orallowing someone else to get
ahead of you. This can symptomizea deeper problem:lack of teamwork. When politics become so
imponant, selfishmotivestakepriority over good decisions. It is important to foster an atmosphere
in whichpeople are free to do their jobs. Deming calls this "driving out fear so that everyonecan
work for the company."
Numbera, numbera, numbers :When wefocus only on the numbers, we forget the emotions and hearts
of the mployees. Uoyd Nelson has said that the most imponant figures in any company are unknown and
unknowable.
The pressure of an increasingly demanding work culture in the UK is perhaps the biggest and most
pressing challenge to the mental health of the general population. The cumulative effect of increased
working hours is having an important effect on the lifestyle of a huge number of people, which is likely to
prove damaging to their mental well-being. The Mental Health Foundation is concerned that a sizeable
group of people are neglecting the factors in their lives that make them resistant or resilient to mental
health problems.
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Quality of work life covers various aspects under the general umbrella of supportive
organizational behavior. Thus, the QWL should be broad in its scope. It must be evaluate 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.
QWL PROGRAMMES:
QWL programmes concentrate on creating a working environment that is Conductive to the satisfaction of
worker needs. This program assumes that a job and the work environment should be structured to meet as
many of the workers needs as possible.
Richard Walton has organized into eight categories. These should be integrated, coordinated and properly
managed.
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High Productivity
High morale .
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CHAPTER 3
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LITERATURE 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)
ii)
iii)
iv)
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.
(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.
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CHAPTER 4
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RESEARCH METHODOLOGY
RESEARCH DESIGN :
1. Analytical Research: It uses facts or information already
available and has to prepare Research report on the basis of
analytical work .
2. Descriptive Research :Descriptive research is based on
description of facts. The main purpose of descriptive research is
description of state of affairs as exist at present.
Research Design
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CHAPTER 5
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LIKERT SCALE :
It is a non-comparative scale. This scale is used to measure attitudes & behavior. It
is usually a balanced scale and has typically five descriptors: strongly agree, agree,
neither agree nor disagree(neutral) , disagree, strongly disagree.
The rating followed by Likerts Scale:
=1
Agree (A)
=2
Neutral (N)
=3
Disagree (DA)
=4
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SA
DA
SDA
Data is collected through the questionnaire that have been tabulated & analyzed
through
1. Does Job allows you to use your skills and abilities to the maximum level?
Response
20
15
10
5
0
Interpretation
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Out of 25 employees 15 are strongly agree 5 agree, 2 neutral, 2 disagree 1 disagree for
their skills and ability for job allows.
Response
20
15
10
5
0
Interpretation
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Out of 25 employees,
Response
20
15
10
5
0
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Interpretation
Out of 25 employees,
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Response
20
15
10
5
0
Interpretation
Out of 25 employees,
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Response
25
20
15
10
5
0
Interpretation
Out of 25 employees,
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Response in %age
25
20
15
10
5
0
Interpretation
Out of 25 employees,
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Response
25
20
15
10
5
0
Interpretation
Out of 25 employees,
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Response
20
15
10
5
0
Interpretation
Out of 25 employees,
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9. DO you feel that your work allows to do in a particular area where you can do
best ?
Response
14
12
10
8
6
4
2
0
Interpretation
Out of 25 employees,
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10. ARE The superior is concerned about the welfare activities of the
employees?
Response
15
10
5
0
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Interpretation
Out of 25 employees,
Response
20
15
10
5
0
Interpretation
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Out of 25 employees,
CHAPTER 6
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FINDINGS
Good working environment enhance the employee quality of
work life.
Poor quality of work life leads to absenteeism.
Employee and workers are not provided with adequate salary and
wages which reduces quality of work life which in turns affect
man power productivity.
By improving the QWL through promotion, training ,
distribution, of profits among the employees , welfare measures,
accommodation etc.
QWL involved proper communication which is help employees
to share their views, grievance
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CHAPTER 7
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SUGGESTIONS
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working.
Employees need high motivation from the top management of the
company.
Employees needs more compensation from the company
Employees expects mutual relationship between co-workers
Employees needs special training from the company related to their job
during working period.
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CHAPTER 8
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CONCLUSION
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REFERENCES
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BOOKS:
1.
K.
Aswathappa
(1997),
Human
Resources
and
Personal
Management Tata Mcgraw-Hill Publishing Company Limited, New Delhi 110 001.
2.
3.
WEBSITES
www.citehr.com
www.humanresources.com
www.qualityofworklife.com
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QUESTIONNAIRE
I, ashwanichauhan, the student of COER, I am doing a research project in SIDCUL. Therefore, to help in
my project work, I would like to know your feedback. Your responses would be kept confidential. Please
read the statement given below carefully and respond by marking (
Name
Age
D.O.J.
Deptt..
Designation
Statement
S.N
o
Opinion
Strongl
y
Agree
Neutral
Disagree
Strongly
Disagree
Agree
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