FFF

TABIL OF CONTENTS
S.NO CONTENTS
DECLARATION
CERTIFICATE
ACKNOWLEDGEMENT
SYNOPSIS
CHAPTER I
1 INTRODUCTION
1.1 PROFILE OF THE STUDY
1.1.1 INDUSTRY PROFILE
1.1.2 COMPANY PROFILE
CHAPTER – II
2.1 OBJECTIVES OF THE STUDY
2.2 SCOP OF THE STUDY
2.3 REVIEW OF LITERATURE
2.4 RESEARCH METHODOLOGY
2.5 LIMITATIONS OF THE STUDY
CHAPTER – III
3 DATA ANALYSIS AND INTERPRETATION
CHAPTER – IV
4.1 FINDINGS
4.2 CONCLUSION
CHAPTER – V
5.1 SUGGESTION
BIBLIOGRAPHY
ANNEXURE
LIST OF TABLES
TABLE TITLE PAGE

NO NO
1B GENDER WISE CLASSIFICATION OF THE
EMPLOYEES
1C AGE WISE CLASSIFICATION OF THE

EMPLOYEES
1E CLASSIFICATION OF THE EMPLOYEES BASED
ON THEIR DESIGNATION
1G CLASSIFICATION OF THE EMPLOYEES BASED

ON THEIR MARITAL STATUS
1I CLASSIFICATION OF THE EMPLOYEES BASED

ON THEIR EDUCATIONAL QUALIFICATION
1J CLASSIFICATION OF THE EMPLOYEES BASED

ON THEIR WORK EXPERIENCE
2 TABLE REPRESENTING THE FREQUENCY OF

ACCIDENTS DURING THE EMPLOYEES
WORKING TIME
3 TABLE REPRESENTING THE FREQUENCY OF

FACING PSYCHOLOGICAL VIOLENCE AT
WORK BY EMPLOYEES
4A TABLE REPRESENTING THE EMPLOYEES

OPINION ABOUT WORKING OVERTIME
4B TABLE REPRESENTING EMPLOYEES

PERIODICITY OF THE WORKING OVERTIME
4C TABLE REPRESENTING WITH REGARDS TO

PAYMENTS FOR OVERTIME WORK
5 TABLE REPRESENTING THE LEVEL OF

COMMUNICATION EFFECTIVENESS OF THE
EMPLOYEES WITH THEIR SUPERIORS
6 TABIL REPRESENTING THE OPTION OF THE

EMPLOYEES ABOUT PARTICIPATION IN THE
DECISION MAKING PROCESS
7 TABLE REPRESENTING THE EMPLOYEES

AWARNESS OF CHANGES IN THEIR WORK
8 TABLE REPRESENTING THE EMPLOYEES JOB

SATISFATION LEVEL

SATISFACTION LEVEL OF THE OVERALL
WORKING ENVIRONMENT
10 TABLE REPRESENTING THE RATING OF

RESPONDENTS REGARDING TRAINING &
DEVELOPMENT PROGRAM ATTENDED BY
THEM

IMPORTANTS TO ADVANCE TO A BETTER
POSITION IN THEIR WORK PLACE
12 TABLE REPRESENTING FACTORS FORCING

EMPLOYEES SWITCHING THEIR JOB
13A TABLE REPRESENTING THE FAIRNESS IN

PROMOTION OF EMPLOYEES
13B TABLE REPRESENTING THE ORGANIZATION

PROMPTNESS IN IMPLEMENTING THE
PROMOTIONAL POLICES AND PROCEDURES
14 TABLE REPRESENTING THE RATING OF

EMPLOYEE’S IMPORTANT ASPECTS OF
PERSONAL LIFE
15 TABLE REPRESENTING EMPLOYEE’S
PERSONAL LIFE ISSUES AFFECTING THEIR
WORKING ENVIRONMENT
16 TABLE REPRESENTING EMPLOYEES OPINION
ABOUT RECOGNITION LEVEL IN THE SOCIETY
AS BEING A STAFF MEMBER OF SHAKTHI
KNITTING
17 TABLE REPRESENTING EMPLOYEES OVERALL

SATISFACTION LEVEL WITH THE FACILITIES
BEING PROVIDED

VALUE IN THE ORGANIZATION
19 TABLE REPRESENTING EMPLOYEES OPINION

ABOUT COMPENSATION
20 TABLE REPRESENTING THE RATINGS OF

ALTERNATIVE FACTORS IN RELASTION WITH
THEIR WORK
21 TABLE REPRESENTING THE SATISFACTION

LEVEL WITH REGARDS TO FRINGE BENEFIT
AND WELFARE MEASURE PROVIDED BY THE
ORGANISATION
LIST OF CHARTS
TABLE TITLE PAGE

NO NO
1B GENDER WISE CLASSIFICATION OF THE
EMPLOYEES
1C AGE WISE CLASSIFICATION OF THE

EMPLOYEES
1E CLASSIFICATION OF THE EMPLOYEES BASED

ON THEIR DESIGNATION
1G CLASSIFICATION OF THE EMPLOYEES BASED

ON THEIR MARITAL STATUS
1I CLASSIFICATION OF THE EMPLOYEES BASED

ON THEIR EDUCATIONAL QUALIFICATION
1J CLASSIFICATION OF THE EMPLOYEES BASED

ON THEIR WORK EXPERIENCE
2 CHARTS REPRESENTING THE FREQUENCY OF

ACCIDENTS DURING THE EMPLOYEES
WORKING TIME
3 CHARTS REPRESENTING THE FREQUENCY OF

FACING PSYCHOLOGICAL VIOLENCE AT
WORK BY EMPLOYEES
4A CHARTS REPRESENTING THE EMPLOYEES

OPINION ABOUT WORKING OVERTIME
4B CHART REPRESENTING EMPLOYEES

PERIODICITY OF THE WORKING OVERTIME
4C CHART REPRESENTING WITH REGARDS TO

PAYMENTS FOR OVERTIME WORK
5 CHART REPRESENTING THE LEVEL OF

COMMUNICATION EFFECTIVENESS OF THE
EMPLOYEES WITH THEIR SUPERIORS
6 CHART REPRESENTING THE OPTION OF THE

EMPLOYEES ABOUT PARTICIPATION IN THE
DECISION MAKING PROCESS
7 CHART REPRESENTING THE EMPLOYEES

AWARNESS OF CHANGES IN THEIR WORK
8 CHART REPRESENTING THE EMPLOYEES JOB

SATISFATION LEVEL

SATISFACTION LEVEL OF THE OVERALL
WORKING ENVIRONMENT
10 CHART REPRESENTING THE RATING OF

RESPONDENTS REGARDING TRAINING &
DEVELOPMENT PROGRAM ATTENDED BY
THEM

IMPORTANTS TO ADVANCE TO A BETTER
POSITION IN THEIR WORK PLACE
12 CHART REPRESENTING FACTORS FORCING
EMPLOYEES SWITCHING THEIR JOB
13A CHART REPRESENTING THE FAIRNESS IN

PROMOTION OF EMPLOYEES
13B CHART REPRESENTING THE ORGANIZATION

PROMPTNESS IN IMPLEMENTING THE
PROMOTIONAL POLICES AND PROCEDURES
14 CHART REPRESENTING THE RATING OF

EMPLOYEE’S IMPORTANT ASPECTS OF
PERSONAL LIFE
15 CHART REPRESENTING EMPLOYEE’S

PERSONAL LIFE ISSUES AFFECTING THEIR
WORKING ENVIRONMENT
16 CHART REPRESENTING EMPLOYEES OPINION
ABOUT RECOGNITION LEVEL IN THE SOCIETY
AS BEING A STAFF MEMBER OF SHAKTHI
KNITTING
17 CHART REPRESENTING EMPLOYEES OVERALL

SATISFACTION LEVEL WITH THE FACILITIES
BEING PROVIDED

VALUE IN THE ORGANIZATION
19 CHART REPRESENTING EMPLOYEES OPINION
ABOUT COMPENSATION
20 CHART REPRESENTING THE RATINGS OF

ALTERNATIVE FACTORS IN RELASTION WITH
THEIR WORK
21 CHART REPRESENTING THE SATISFACTION

LEVEL WITH REGARDS TO FRINGE BENEFIT
AND WELFARE MEASURE PROVIDED BY THE
ORGANISATION
1 INTRODUCTION
Human behavior is the concern of everyone. Parents are unhappy about the
behavior of their children, teachers complain about the lack of interest among students
and the employers are bitter about the lack of commitment from their employees. The
mystery still remains unsolved ‘why people behave as they do’.
When highly paid employees of an organization go on strike or indulge in some

from of protest, the typical reaction of the management is that of stock and dismay. The
assumption here is that when an employee is well remunerated for his time and labor,
he is supposed to be motivated to carry out the responsibilities entrusted on him and he
should be happy with his hob.
It seems that all of a sudden the traditional methods of motivation of human

beings, even within established institutions, have become ineffective.
Technological advancement can be taken as a key factor in this struggle. Although
advanced technology centers on high productivity, but it has a negative impact on the
work-place environment. Workers see their jobs disappearing or becoming
dehumanized. Societal support must go hand in hand with technological innovations.
The new forms of work organization therefore must represent an optimum balance of
the job and social needs of the people performing it.
The term ‘QWL’ has significance for organizations also as it signified their
effectiveness in bringing and enhancing human values and ethos into the organizational
life. The variability of any organization depends not only on the extent of economic
benefits but also the extend to which it bears responsibilities towards the society at
large. Hence this concept was considered to be important as an area of academic
research.
1.1PROFILE OF THE STUDY
1.1.1 INDUSTRY PROFILE

The textile industry occupies a unique in our country. One of the earliest to come into
existence in India, it accounts for 14% of the total Industrial production contributes to
nearly 30% of the total exports and is the second largest employment generator after
agriculture .
Textile Industry is providing one of the most basic needs of people and holds
importance maintaining sustained growth for improving quality of life It has a unique
position as a self reliant industry form the production raw materials to the delivery of
finished products with substantial value addition at each of processing it is a major
contribution to the countries economy
Although the development of textile sector was earlier taking place in terms of general
policies in reorganization of the importance of this sector for the first time separate
policy statement was made in 1985 in regarded to development of textile sector The
textile policy of 2000 aims at achieving the target of textile and apparel exports of us $
50 billion by 2010 of which the share of garment will be $ 25 billion The main markets
for Indian textile and apparels are USA UAE UK, Germany, France, Italy, Russia,
Canada, Bangladesh and Japan.
The main objectives of the textile policy 2000 is to provide cloth of acceptable quality
at reasonable prices for the vast majority of the population of the country to
increasingly contribute to the provision of sustainable employment and the economic
growth of the nation and to compel with confidence for an increasing share of the
global market.
The Indian Textile industry occupies a place of national importance rooted in

agriculture industry trade and exports As the clothier of the of the nation it touches the
everyday life of the common man in a varity of ways widely dispersed and Labour
intensive the industry triggers large-scale economic growth and employment
opportunities all around
The textile industry has turned around recently and the advantage is visible in the form
of large off take of cotton and other materials increased supply of yarn to the hand
loom and hosiery adequate cloth to the domestic consumers at reasonable prices and
spurt in exports It was well known that cotton goods of Indian attracted the attention of
foreign travelers It is evident that the Greeks knew the five muslins of Indian by the
name “GANZENTIK” and Egyptian mummies are know to have been wrap in Indian
muslins of the finest quality even in 2000 B.C Indian has been the home of textile form
time immemorial The fascinating story of Indian textile dates back to Vedic times The
Rig Veda mentioned some aspects of weaving and spinning The Manu smithy
described how the sacred had to be twisted and made.
According to Manu sacred thread of Brahmins in the Vedic age was made cotton
Excavations at mohenjo Daro have shown bits of cotton sloth and twin which seem to
be 5000 years old In ancient times Indian cotton textile were famous throughout the
world for their beauty and fineness The calicoes of calicut and muslin of Dacca had
earned had earned worldwide reputation form those early days throughout her long
history.
Indian was exports of cotton textile until the sacred of Brahmins in the Vedic age was
made of cotton Excavations at Mohenjo Daro have shown bits of cotton cloth and twin
which seem to be 5000 years old in ancient times Indian cotton textiles were famous
throughout the world for their beauty and fineness. The calicous of calicut and muslin
of Dacca had earned worldwide reputation form those early days throughout her long
history.
Indian was Exporter of cotton textile until the dawn of the Industrial in Europe
Bordwood in his book Industrial Arts of Indian remarks cotton manufactures were on
universal demand not only in the Eastern markers from Cairo to peking but were
equally and eagerly for in the European markers so above all this that Indian is
concerned textile industry is an old one.
TEXTILE INDUSTRY CONSISTS OF FOLLOWING SECTRO
Readymade garments
Readymade garments account for approximately 42% of the total textile exports of the
country They represent value added and less import intensive sub sector thus deserving
a special place Readymade garments had recorded an annual exports growth of 7.3% in
1988-99 and 4.9% in 1999-2000 in dollar terms During April December 2000-2001
Readymade garment exports have amounted to US$ 3974.8 million which represents a
growth of 6.4% as compared to the corresponding period of 1999-2000 with reference
to targets fixed for the year 2000-2001 the achievements of target unto December is
about 61.2% the major importing countries of out readymade garments are the member
nations of E.U the U.S.A., Canada Japan U.A.E and Switzerland.
Cotton textile
Cotton textile i.e. yarn fabrics and made-ups (Mill made / Power loom Handloom)
comprise more than 2/3rd of our exports of cotton silk woolen and man made textile put
together. There had been a slow down in exports of cotton textile in recent years which
is attributed to general recession in major markers and the frequent use of anti dumping
action by European Union on our cotton textile prod ducts In the fiscal year 1998-99
cotton textile exports recorded recorded a decline of 2.4% over the previous year
However in the year 1999-2000 the during textile exports amounted to US$ 4048.1
million as against US$ 3899.5 million during the previous year marking a growth of
around 4.7% during April December 2000-2001 cotton to the corresponding period of
1999-2000
Man made fiber textile

During 1998-99 the exports of man made textile items had declined by 6.6% dollar
terms However in the year 1999-2000 the exports of man made fiber textile showed an
increase of 12.9% over the previous year in dollar terms during April December 2000-
2001 man made fiber textile exports have recorded a decline of 10.6% is US dollar
terms as compared to the corresponding period of 1999-2000 with reference to targets
fixed for the year 2000-2001 the achievement of target upto December is about 64.3%
Silk Textile
This is comparatively a small segment with exports hovering around US$ 270 million
during the past few years during the year 1999-2000 silk exports have shown a positive
growth of 19.4% in dollar term During April December 2000-2001 exports of silk
textile have further increased by 3.10% in US dollar terms as compared to the
corresponding period of 1999-2000 with reference to targets fixed for the year 2000-
2001 the achievements of targets upto December is about 77.8%
Woollen Textile
Exports of woolen textile had been showing declining trend which has been attributed
to sluggish market conditions over stocking in major markets etc., In the year 1999-
2000 exports of woolen textile have shown a decline of 2.8% in comparison of exports
of previous year during April December 2000-2001 woolen textile exports have shown
a decline of 19% in US dollar terms as compared to the corresponding period of 1999-
2000 The achievement of annual export target by the sector during period April
December 2000 is about 55.1%
Handicrafts
Handicrafts is one of the sub-sectors which contributes substantially to the overall
exports of the textiles sector In dollar terms the sector exhibited an annual exports
growth of 4.1% in 1998-99 and 10.7% in 1999-2000 during April December 2000-2001
handicraft exports increased by 9.4% in US dollar terms as compared to the
corresponding period 1999-2000 with reference to targets fixed for the year 2000-2001
the achievement of target upto December is about 71.2%.
Coir
The coir exports had recorded a growth of 4.0% 1998-99 in dollar terms however the
coir exports showed a negative growth of 2.% in 1999-2000 During April December
coir exports have further recorded a decline of 3.6% in US$ dollar terms in comparison
to the corresponding period of 1999-2000 with reference to targets fixed for the year
2000-2001 the achievements of targets upto December is about 65.0%.
Jute
The jute exports had recorded a negative growth of 20.5% in 1998-99 and 11.4% in
1999-2000 however during April December 2000-2001 jute exports have shown an
increase of 5.4% in US$ dollar terms as compared to the corresponding period of 1999-
2000 with reference to targets fixed for the years 2000-2001 the achievements of
targets upto December in about 62.6%.
MULTIFIBRE AGREEMENT (MFA)

The MFA governed trade in the textile and clothing industry and consisted framework
of bilateral agreements or unilateral actions that established quotas limiting the amount
of imports to countries whose domestic industry were facing serious damage from
rapidly increasing imports.
The MFA intended only to be a temporary arrangement has been in existence for
almost twenty five years It received four extensions these being in 1977, 1981, 1986
and 1994.
The MFA provided for the application of selective quantitative restrictions when surges
in imports of particular goods are caused or threatened to cause damage to the industry
of the industry of the importing country.
On January I 1995 WTO replaced the MFA the Agreement on textile and Clothing
(ATC).
1.1.2COMPANY PROFILE
INTRODUCTION
Shakthi Knitting was started 14 years age as a knitting company The Company has
grown across the year and are now the company is a vertically integrated industry
having their Knitting Dyeing and Garmenting facilities.
QUALITY
‘Quality is our Passion

Quality systems and procedures and built in to assure quality
The company in partnership with their clients are constantly upgrading and improving
the quality parameters to be in time for ever changing requirements of the textile and
garmenting industry.
CERTIFICATES
In addition to the clientele base the company is pound to have the following
accreditation certifications
• ISO 9001 JC Penny

• Government of Indian recognized Two Star Export House
• Vanity Fair
• PVH
• H& M
• Saralee
• Organic Exchange
• GOTS
CLIENTS
Clients are our best advertising Campaigner
If there is something the company would like to best themselves besides their
sophisticated machineries it is the professional rapport that they enjoy with customers
The company Value this relationship above everything else During exploration of
markers in USA Germany France Sweden UK and Netherlands the company have also
knitted a bond with customers.
PRODUCTS
Shakthi Knitting Ltd., Produces ready to wear knitted garments for men ladies and
children.
OVERVIEW
 Administration Unit : Veerapandi

 Production Unit : Kungumampalayam
 Knitting Unit : Chinna Karai
 Dyeing Unit : Sipcot, Perundurai
EMPLOYEE STRENGTH
 Low Level : 900

 Mid Level : 200
 Management Level : 40
REMUNERATIONS
 Starting Salary : Rs.4500

 Maximum Salary : Rs.50,000
COMPANY TURNOVER
 Annual Turnover : Rs.80 crores
EXPORTING COUNTRIES
 USA
 Canada
 Italy
 Sweden
2.1 OBJECTIVES OF THE STUDY
PRIMARY
 To study the quality of work life of employees in Shakthi Knitting ltd.,
SECONDARY
 To identified the satisfaction level and future opportunities & growth of

employees in their working environment.
 To analyze the family and work life balance of the employees.
 To know about the social integration and pay compensation of the employees.
 To provide suggestion for improving the quality of work life.
2.2 Scope of the study
Quality of work life covers various aspects under the general umbrella of
supportive organization behavior thus; the QWL should be broad in its scope. It must
evaluate the attitude of the employees towards the personal 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 research is done at its fullest scope can highlight some of the most critical
and intricate information on the quality of work life.
This study also helps in manipulating the basic expectation of the employees.
Results of high QWL
 High productivity
 Increase organizational effectiveness
 High employee satisfaction
 High morale
 Reduce the absenteeism and labour turnover
 High employee involvement
 Peaceful industrial relation
2.3 REVIEW OF LITERATURE
The main concept used to explain Quality of work life (QWL) is that of the
‘socio-technical system’. It is based on the following logic-Any productive system
embraces a given kind of equipment, layout and a work organization, but the latter has
certain social and psychological properties independent of technology.
It was further suggested by Rice(1963) that constraints other than technology
and wider socio-psychological attachments must be taken into account.
The second important study which is action oriented has been documented by
Rice(1958).The reorganization efforts by Rice led to the provision of internal group
structure related to task accomplishment and was well received. Likert(1961),
Davis(1962), McGregor(1960), Myers(1959) and Katz and Khan(1969) all
acknowledged the positive elements in this reorganization.
By Thorsurd (1970) “the history of quality of work life (QWL) over the last
twenty years is an account of organizational philosophy moving from socio-technical
job design to redesign of organizations as leaning units and finally to inter-
organizational changes, including different spheres of society ,particularly enterprises,
schools and public administration”.
Emery and Thorsurd(1969) , identified six psychological requirements of working

people but cautioned that they could be met differently at different working places. The
six factors were
• The need for variety in the job content

• The need for being able to learn on the job and to go on learning
• The need for some minimal area of decision-making that the individual can call
his own.
• The need for some minimal degree of social support and recognition in the work
place.
• The need for an individual to be able to relate what he does and what he
produces in his social life.
• The need to feel that the job leads to some sort of desirable future.
In Australia Emery and Emery (1974) using socio technical concepts developed
workshop designs where inter-company group learning could take place. This was
called search conference method. Ultimately QWL is a concern not only to

improve life at work, but also outside work.
Walton (1974) has proposed eight major conceptual areas for understanding
QWL. They are Adequate and fair compensation, Safe and healthy environment,
Development of human capacities, Growth and security, Social integration,
Constitutionalism, The total life space and social relevance.
Biosvert and Therieuilt (1974) have discerned a variety of views concerning

Quality of Work Life. Fig illustrates these views
QUALITY OF WORKING LIFE (QWL) CONTENT
Global ----------Role of work in one’s life

QWL -----------
Job and Organization’s

Physical environment
Restricted ----------
Job ------- Participation in
Decision-making
Job content
Studies show that a relatively few environmental variables explain or account

for about one-half of the variability in Job Satisfaction, broadly defined ,as measured
across all categories of employees(Seashore,1975).
Through a series of studies (Hackman and Lawler,1971;Hackman and

Oldham ,1975,1976;Hackman Oldham and Purdy,1975) a model of job characteristics
was developed which states that work motivation is a fraction of at least three sets of
variables.
Job core characteristics, Psychological State of employees and employee’s

growth need strengths. Fig describes the relationship among these variables,
JOB CHARACTERISTICS MODEL
Core job Critical Personal

And Psychological work
Dimensions States outcome
Skill variety
Experienced High
Internal work
Task Identity Meaningfulness
Motivation High
With work
Task Significance Absenteeism
Satisfaction
Low
And turn over
Autonomy Experienced Responsibility
Feedback KOR of work Activities
Employee growth
need strength
The available research on the inter-relationship between individual differences, job

design and performance is meagre.It is apparent, however that there should be attempts
to match employee needs with organizational needs.
By implications we accept that there is teleological justification for quality of

work life. The global economic crisis are sought to be overcome by taking recourse to
such technological marvels as chip, robots and artificial intelligence to name but a few
R&D outlay and capital investment are indeed massive. But at the end of it all, human
labor is compelled to yield grounds for organizational survival. This is a harsh reality
even if it tramples the right to work and human dignity. Misery of labor at work is
giving way to elimination of employees.
We believe whatever be our approach in specific situation the survival of life

and work demands a fresh look and reformulation of our concepts and tools.
2.4 RESEARCH METHODOLOGY
The way in which the data are collected for the research project. All the
techniques, methods and procedures adopted in terminology work to carry out
terminology research. A research methodology defines what the activity of research is,
how to proceed, how to measure progress, and what constitutes success.
Research Method
The research method adopted by the researcher for this study is descriptive
research. Descriptive research includes surveys and fact-finding enquiry of different
types. The major purpose of descriptive research is the description of the state of
affaires as it exits at present. The main characteristic of descriptive research is that the
researcher has no control over the variables and he can only report what has happened
or what is happening.
A study on QUALITY OF WORK LIFE of the employees in Shakthi Knitting

Ltd., Tirupur.The respondents covered for the studies are the employees of the Shakthi
Knitting Ltd. In order to know the quality of work life of the employees of Shakthi
Knitting Ltd., data has been collected through survey method and analysis has been
made for extracting the findings.
Source of data
The sources of information need for the study has been collected through
secondary sources and primary data are collected from the employees
Secondary Sources
The basic information for the study and preparation of the interview schedule
has been collected from website of the Shakthi Knitting Ltd.,.
It consists of company profile, which has been collected from company

magazine, Internet and intranet.
Primary Data:
Primary data was collected with the help of questionnaire to understand the
opinion of the respondent.
The questionnaire has been designed in view of objective of the study “Quality of work
life”.
Period of Study:
The present study has been conducted from 29 May to 28 July 2008.
Universe:
The employees of the Shakthi Knitting ltd., in Tirupur city constitute the universe for
this study. The survey has been conducted in the Tirupur city itself.
Sampling Technique:
The technique adopted for the study is random sampling. Among the employees
of the Shakthi Knitting Ltd., the researcher selected the respondents on the basis of his
convenience. 100 respondents have been selected for this study.
Statistical tools used for the study:
Statistical tools are used to analyze the data and inferences find out from the
sampling statistics. In this study percentage, Chi-square and weighted average test are
used to analyze the data.
Method of data collection

Data collection was done through interview schedule which was more of
qualitative in kind and was orally administered.
Statistical Tools
Percentage Analysis
It refers to special kind of ratio, percentage are used in making comparison between
two or more series of data. Percentage is used to describe relationship.
No of Respondents *100
Percentage of respondents = Total respondents
Mean = Total score of each variable
Total Number of respondents
Chi – Square Analysis
It is used to study the divergence of actual and expected frequencies. This is a

measure of actual difference between observed and expected frequencies. The
importance of such measures is very great in sampling studies where the influence of
sampling size or unit may influence the result. The Chi-Square Analysis indicates that
the observed difference may be either on account of per change or due to sampling
variation.
If the calculated value of Chi-Square is small as compared to its tabular value it

indicates that the divergence between actual and expected frequencies is very low. On
the other hand if the calculated value of Chi-Square is very big when compared to its
tabulated value the difference between actual and expected value is big.
2.5 Limitations of the study
 The analysis, observations and strategies are based on the data collected from
100 employees.
 Since the study was mainly done on Thirupur branch which is meant specially
for commercial sales the study is restricted only to this branch and hence it
cannot be generalized.
 The study was conducted during a limited period and due to the constraint,
extensive study could not be made.
3. DATA ANALYSIS AND INTERPRETATION
TABLE 1 B
GENDER WISE CLASSIFICATION OF THE EMPLOYEES
GENDER NO.OF EMPLOYEES PERCENTAGE

MALE 88 88%
FEMALE 12 12%
TOTAL 100 100%
Inference : The above table reveals the following
• 88% of the respondents are Male.

• 12% of the respondents are Female.
CHART 1 B
GENDER WISE CLASSIFICATION OF THE EMPLOYEES
FEMALE
12%
MALE
88%
TABLE 1 C
AGE WISE CLASSIFICATION OF THE EMPLOYEES
AGE GROUP NO OF EMPLOYEES PERCENTAGE
MALE FEMALE MALE FEMALE
21-30 44 8 44% 8%
31-40 36 4 36% 4%
41-50 4 0 4% 0
51 AND ABOVE 4 0 4% 0
TOTAL 88 12 88% 12%
NET TOTAL 100 100%
• 44% Male and 8% Female of the respondents belong to the age group of 21-30.
• 36% Male and 4% Female of the respondents belong to the age group of 31-40.
• 4% Male of the respondents belong to the age group of
41-50.
• 4% Male of the respondents belong to the age group of 51and above.
CHART 1 C
AGE WISE CLASSIFICATION OF THE EMPLOYEES

60%
8%
50%
4%
40%
30%
44%
20%
36% 4% 4%
10%
0%
1 2 3 4
MALE FE MA LE
TABLE 1 D
CLASSIFICATION OF THE EMPLOYEES BASED ON THEIR

DESIGNATION
DESIGNATION OF EMPLOYEES NO. OF. EMPLOYEES PERCENTAGE
ENGINEER 36 36%
SR. ENGINEER 16 16%
ASST. MANAGER 32 32%
DEPUTY MANAGER 12 12%
MANAGER 4 4%
TOTAL 100 100%
• 36% of the respondents are Engineers.

• 32% of the respondents are Asst. Managers.
• 16% of the respondents are SR. Engineers.
• 12% of the respondents are Deputy Managers.
• 4% of the respondents are Managers.
CHART 1 D

DESIGNATION
DESIGNATION OF THE EMPLOYEES
40% 36%
32%
35%
30%
25%
20% 16%
12%
15%
10% 4%
5%
0%
ENGINEER ASST. MANAGER
MANAGER
DESIGNATION
Table 1 E
CLASSIFICATION OF THE EMPLOYEES BASED ON THEIR MARITAL

STATUS
MARITAL STATUS OF EMPLOYEES NO. OF. EMPLOYEES PERCENTAGE

MARRIED 56 56%
UNMARRIED 44 44%
TOTAL 100 100%
• 56% of the respondents are Married.

• 44% of the respondents are Unmarried.
CHART 1 E
CLASSIFICATION OF THE EMPLOYEES BASED ON THEIR MARITAL

STATUS
MARITALSTATUS OF EMPLOYEES
UNMARRIED
44%
MARRIED
56%
TABLE 1 J
EDUCATIONAL QUALIFICATION
NO. OF.
EDUCATIONAL QUALIFICATION EMPLOYEES PERCENTAGE
UG+ 44 44%
PG 4 4%
DIPLOMA / AMIE 52 52%
TOTAL 100 100%
• 52% of the respondents have completed Diploma / AMIE.

• 44% of the respondents have completed UG.
• 4% of the respondents have completed PG.
CHART 1 J
EDUCATIONAL QUALIFICATION
60
52
50
44
40
30 NO. OF. EMPLOYEES
PERCENTAGE
G
A
N
C
R
E
P
T
20
10
4
44% 4% 52%
0
UG+ PG DIPLOMA /
AMIE
TABLE 1 K
CLASSIFICATION OF THE EMPLOYEES BASED ON THEIR WORK

EXPERIENCE
WORK EXPERIENCE NO. OF.

OF EMPLOYEES EMPLOYEES PERCENTAGE
0--5 60 60%
6—10 8 8%
11—15 16 16%
16—20 8 8%
21 AND ABOVE 8 8%
TOTAL 100 100%
• 60% of the respondents are having 0-5 years of Experience.

• 8% of the respondents are having 21 and above years of Experience.
CHART 1 K
CHART CLASSIFICATION OF THE EMPLOYEES BASED ON THEIR

WORK EXPERIENCE
WORK EXPERIENCE OF THE

EMPLOYEES
60%
60%
50%
40%
30% 16%
20% 8% 8% 8%
10%
0%
0--5 6--10 11--15 16--20 21 AND
ABOVE
NO OF YEARS
TABLE 2
TABLE REPRESENTING THE FREQUENCY OF ACCIDENTS DURING

THE EMPLOYEES WORKING TIME.
NO. OF.
PARTICULARS EMPLOYEES PERCENTAGE
HIGHLY AGREE 8 8%
AGREE 28 28%
NORMAL 20 20%
DISAGREE 36 36%
HIGHLY DISAGREE 8 8%
TOTAL 100 100%
• 36% of the respondents have selected the category of ‘Normal’.

• 28% of the respondents have selected the category of ‘Agree’
• 8% of the respondents have selected the category of Highly Agree
• 8% of the respondents have selected the category of Disagree
• 8% of the respondents have selected the category of Highly disagree
CHART 2
CHART REPRESENTING THE FREQUENCY OF ACCIDENTS DURING

THE EMPLOYEES WORKING TIME
EMPLOYEES LIKELY TO FACE ANY ACCIDENTS

DURING WORKING TIME
40% 36%
35%
30% 28%
25% 20%
20%
15%
8% 8%
10%
5%
0%
HIGHLY NORMAL HIGHLY
AGREE DISAGREE
TABLE 3
TABLE REPRESENTING THE FREQUENCY OF FACING

PSYCHOLOGICAL VIOLENCE AT WORK BY EMPLOYEES
PARTICULARS NO. OF EMPLOYEES PERCENTAGE

NOT ALL 52 52%
OCCASIONALLY 48 48%
CONTINUOUSLY 0 0
TOTAL 100 100%
• The above table reveals that 52% of the respondents are not at all facing
psychological violence at work.
• 48% of the respondents are facing psychological violence occasionally.

CHART 3
TABLE REPRESENTING THE FREQUENCY OF FACING ANY

PSYCHOLOGICAL VIOLENCE AT WORK BY EMPLOYEES
60%
52%
50% 48%
40%
30%
20%
10%
0
0%
NOT ALL CONTINUOUSLY
TABLE 4 A
TABLE REPRESENTING THE EMPLOYEES OPINION ABOUT WORKING
OVER TIME

YES 92 92
NO 8 8
TOTAL 100 100%
• 92% of the respondents are opting overtime

• 8% of the respondents are not opting overtime
CHART 4 A
CHART REPRESENTING ABOUT THE EMPLOYEES WORKING
OVERTIME
NO
8%
YES
92%
TABLE 4 B
TABLE REPRESENTING EMPLOYEES PERIODICITY OF THE WORKING
OVERTIME
NO. OF.
OFTEN 16 16%
RARELY 20 20%
WHEN NEEDED 64 64%
TOTAL 100 100%
• 64% of the respondents are working overtime when needed

• 20% of the respondents are rarely working overtime
• 16% of the respondents are often working overtime
70
64
60
50
CHART 4 B
CHART40
REPRESENTING EMPLOYEES PERIODICITY OF THE WORKING
NO. OF. EMPLOYEES
OVERTIME PERCENTAGE
30
20
20 16
10
16% 20% 64%

0
OFTEN RARELY WHEN
NEEDED
TABLE 4 C
TABLE REPRESENTING WITH REGARDS TO PAYMENTS FOR
OVERTIME WORK

YES 84 84
NO 16 16
TOTAL 100 100%
• 84% of the respondents are ready to work overtime with appropriate payment.
• 16% of the respondents are not ready to work overtime with appropriate
payment.
CHART 4 C
CHART REPRESENTING WITH REGARDS TO PAYMENTS FOR OVER
TIME WORK
NO
16%
YES
84%
TABLE 5
TABLE REPRESENTING THE LEVEL OF COMMUNICATION
EFFECTIVENESS OF THE EMPLOYEES WITH THEIR SUPERIORS
PARTICULARS NO. OF. EMPLOYEES PERCENTAGE
HIGHLY EFFECTIVE 12 12%
EFFECTIVE 80 80%
NORMAL 8 8%
TOTAL 100 100%
• 80% of the respondents felt that communication with the superior is effective.
• 12% of the respondents felt that communication with the superior is highly
effective.
• 8% of the respondents said that communication between them and the superior
is normal one.
CHART 5
CHART REPRESENTING THE LEVEL OF COMMUNICATION
EFFECTIVENESS OF THE EMPLOYEES
C O M M U N IC A T IO N E F F E C T IV E N E S S O F T H E
E M P LOYE E S
80%
80%
70%
60%
50%
40%
30%
20% 12% 8%
10%
0 0
0%
H IG H L Y NORM A L H IG H L Y
E F F E C T IV E IN E F F E C T IV E
TABLE 6
TABIL REPRESENTING THE OPTION OF THE EMPLOYEES ABOUT

PARTICIPATION IN THE DECISION MAKING PROCESS
HIGHLY AGREE 4 4%
AGREE 76 76%
NORMAL 20 20%
TOTAL 100 100%
• 76% of the respondents have Agreed that their employer is consulting them
while making decision.
• 20% of the respondents have selected ‘ Normal’as the employers consult the
employees while making decisions.
• 4% of the respondents have selected ‘ Highly Agree’as the employers consult
the employees while making decisions.
CHART 6
CHART TABIL REPRESENTING THE OPTION OF THE EMPLOYEES

ABOUT PARTICIPATION IN THE DECISION MAKING PROCESS
80% 76%
70%
60%
50%
40%
30% 20%
20%
4%
10%
0 0
0%
HIGHLY NORMAL HIGHLY
AGREE DISAGREE
TABLE 7
TABLE REPRESENTING THE EMPLOYEES AWARNESS OF CHANGES

IN THEIR WORK

INFORMED IN ADVANCE 32 32%
AT THE PLANNING STAGE 48 48%
SHORTLY BEFORE CHANGE 20 20%
TOTAL 100 100%
• 48% of the respondents are being informed at the planning stage.

• 32% of the respondents are being informed in advance.
• 20% of the respondents are being informed shortly before change.
CHART 7
CHART REPRESENTING THE EMPLOYEES AWARNESS OF

CHANGES IN THEIR WORK
60%
50% 48%
40%
32%
30%
20%
20%
10%
0 0
0%
PERCENTAGE
INFORMED IN ADVANCE AT THE PLANNING STAGE

SHORTLY BEFORE CHANGE IMPLEMENTATION STAGE
AFTER IMPLEMENTATION
TABLE 8
TABLE REPRESENTING THE EMPLOYEES JOB SATISFATION LEVEL
NO. OF.
HIGHLY SATISFIED 20 20%
SATISFIED 76 76%
DISSATISFIED 4 4%
TOTAL 100 100%
• 76% of the respondents are Satisfied with their job

• 20% of the respondents are highly Satisfied with their job
• 4% of the respondents are expressed Dissatisfaction about their job
CHART 8
CHART REPRESENTING THE EMPLOYEES JOB SATISFATION LEVEL
EMPLOYEES JOB SATISFACTION LEVEL
80
70
60
50
NO. OF. EMPLOYEES
40
PERCENTAGE
30
20
10
0
HIGHLY SATISFIED DISSATISFIED
SATISFIED
TABLE 9
TABLE REPRESENTING THE EMPLOYEES SATISFACTION LEVEL OF
THE OVERALL WORKING ENVIRONMENT

HIGHLY SATISFIED 12 12%
SATISFIED 84 84%
DISSATISFIED 4 4%
TOTAL 100 100%
• 84% of the respondents are Satisfied in their working environment in an

organization.
• 12% of the respondents are highly Satisfied with their working environment
• 4% of the respondents are Dissatisfied with their working environment
CHART 9
CHART REPRESENTING THE EMPLOYEES SATISFACTION LEVEL OF
THE OVERALL WORKING ENVIRONMENT
EMPLOYEES SATISFACTION LEVEL OF THE

OVERALL WORKING ENVIRONMENT
90 84
80
70
60
50
40
30
20 12
10 84% 4
12% 4%
0
HIGHLY SATISFIED SATISFIED DISSATISFIED
PERCENTAGE
NO. OF. EMPLOYEES PERCENTAGE

TABLE 10
TABLE REPRESENTING THE RATING OF RESPONDENTS
REGARDING TRAINING & DEVELOPMENT PROGRAM ATTENDED
BY THEM
NO. OF.
GOOD 50 50
FAIR 50 50
POOR 0 0
TOTAL 100 100%
• 50% of the respondents rated training and development program as good.

• 50% of the respondents rated training and development program as fair.
CHART 10
CHART REPRESEMTING THE RATING OF RESPONDENTS
REGARDING TRAINING & DEVELOPMENT PROGRAM ATTENDED
BY THEM
EMPLOYEES RATE OF THE TRAINING AND

DEVELOPMENT PROGRAM
POOR
0%
FAIR GOOD
50% 50%
TABLE 11
TABLE REPRESENTING THE EMPLOYEES IMPORTANTS TO ADVANCE
TO A BETTER POSITION IN THEIR WORK PLACE
NO. OF.
VERY IMPORTANT 56 56
FAIRLY IMPORTANT 44 44
NOT THAN IMPORTANT 0 0
TOTAL 100 100%
• 56% of the respondents belong to ‘very important’ category for advancing to a

better position in the work place.
• 44% of the respondents belong to ‘fair important’ category for advancing to a
better position in the work place.
• 0% of the respondents belong to ‘not than important’ category for advancing to
a better position in the work place.
CHART 11
CHART REPRESENTING THE EMPLOYEES IMPORTANTS TO ADVANCE
TO A BETTER POSITION IN THEIR WORK PLACE
FAIRLY
IMPORTANT
44%
VERY
IMPORTANT
56%
TABLE 12
TABLE REPRESENTING FACTORS FORCING EMPLOYEES SWITCHING
THEIR JOB
NO. OF.
POOR WORK ENVIRONMENT 16 16
HIGH TARGET ORIENTED JOB 20 20
LOWER PAY 12 12
CONFLICT WITH YOUR BOSS / 12 12
COLLEAGUES
LACK OF RECOGNITION 40 40
TOTAL 100 100%
• 40% of the respondents may switch their job due to lack of recognition
• 20% of the respondents may switch their job due to high target oriented job
• 16% of the respondents may switch their job due to poor work environment.
• 12% of the respondents may switch their job due to lower pay
• 12% of the respondents may switch their job due to conflict with your boss /
colleagues
CHART 12
CHART REPRESENTING FACTORS AFFECTING OF EMPLOYEES
SWITCHING JOB
16%
40%
20%
12% 12%
POOR WORK ENVIRONMENT
HIGH TARGET ORIENTED JOB
LOWER PAY
CONFLICT WITH YOUR BOSS / COLLEAGUES
LACK OF RECOGNITION
TABLE 13 A
TABLE REPRESENTING THE FAIRNESS IN PROMOTION OF
EMPLOYEES
NO. OF.
YES 88 88
NO 12 12
TOTAL 100 100%
• 88% of the respondents said that the organization is adapting fair promotion
policy
• 12% of the respondents said No for treating fairly regarding promotion
CHART 13 A
CHART REPRESENTING THE FAIRNESS IN PROMOTION OF
EMPLOYEES
NO
12%
YES
88%
TABLE 13 B
TABLE REPRESENTING THE ORGANIZATION PROMPTNESS IN
IMPLEMENTING THE PROMOTIONAL POLICES AND PROCEDURES

YES 92 92
NO 8 8
TOTAL 100 100%
• 92% of the respondents said that they knew about the promotional polices and
procedures
• 12% of the respondents said that they does not have an idea about the
promotional polices and procedures
CHART 13 B
CHART REPRESENTING THE ORGANIZATION PROMPTNESS IN
IMPLEMENTING THE PROMOTIONAL POLICES AND PROCEDURES
NO
8%
YES
92%
TABLE 14
TABLE REPRESENTING RATING OF EMPLOYEE’S IMPORTANT
ASPECTS OF PERSONAL LIFE
VERY NOT
PARTICULARS IMPORTANT IMPORTANT IMPORTANT TOTAL
GAINFUL
EMPLOYMENT 36 72% 14 28% 0 0 50 100%
HOME AND 30 60% 20 40% 0 0 50 100%
FAMILY LIFE
LEISURE TIME
HOBBIES 12 24% 32 64% 6 12% 50 100%
OPINION ABOUT GAINFUL EMPLOYMENT
• 72% of the respondents feel it is ‘very important’
• 28% of the respondents feel it is ‘ important’
OPINION ABOUT HOME AND FAMILY LIFE
OPINION ABOUT LEISURE TIME HOBBIES
• 12% of the respondents feel it is ‘not important’
CHART 14
CHART REPRESENTING RATING OF IMPORTANT ASPECTS OF
EMPLOYEES PERSONAL LIFE
120%
0 0 12%
100%
28%
80% 40%
60%
64%
40%
72%
60%
20%
24%
0%
GAINFUL EMPLOYMENT HOME AND FAMILY LIFE LEISURE TIME HOBBIES
VERY IMPORTANT QUITE IMPORTANT NOT VERY IMPORTANT
TABLE 15
TABLE REPRESENTING EMPLOYEE’S PERSONAL LIFE ISSUES
AFFECTING THEIR WORKING ENVIRONMENT
HIGHLY UN HIGHLY NOT

PARTICULARS TRUE TRUE TRUE UNTRUE APPLICABLE PERCENTAGE
A 16% 68% 12% 0 4% 100%
B 4% 20% 24% 16% 36% 100%
C 16% 40% 24% 0 20% 100%
A. I think about my work at home or leisure time
B. I am unable to concentrate on my work because of home issues
C. Work is made easier for me with the help that I get from my family

I think about my work at home or leisure time
• 68% of the respondents said it is true.
• 16% of the respondents said it is highly true
• 12% of the respondents said it is untrue.
• 4% of the respondents said it is not applicable.
I am unable to concentrate on my work because of home issues

• 16% of the respondents said it is highly untrue.
Work is made easier for me with the help that I get from my family
CHART 15
CHART REPRESENTING EMPLOYEE’S PERSONAL LIFE ISSUES
AFFECTING THEIR WORKING ENVIRONMENT
0
100%
40% 20%
24%
80% 16%
20%
60%
4% 16%
24%
40% 36%
68%
16%
20%
12%
4%
0
0%
1 2 3 4 5 6
WORK IS MADE EASIER FOR ME WITH THE HELP THAT I GET FROM MY FAMILY
I AM UNABLE TO CONCENTRATE ON MY WORK BECAUSE OF HOME ISSUES
I THINK ABOUT MY WORK AT HOME OR LEISURE TIME
TABLE 16
TABLE REPRESENTING EMPLOYEES OPINION ABOUT RECOGNITION
LEVEL IN THE SOCIETY AS BEING A STAFF MEMBER OF SHAKTHI
KNITTING
PARTICULARS NO OF EMPLOYEES PERCENTAGE

HIGHLY RECOGNIZED 32 32%
RECOGNIZED 56 56%
NOT SURE 8 8%
LESS RECOGNIZED 4 4%
TOTAL 100 100%
Inference: The above table reveals the following
• 56% of the respondents felt that they have been recognized in the society
• 32% of the respondents felt that they have been highly recognized in the society
• 8% of the respondents felt that they don’t have any idea about it
• 4%of the respondents felt that they have been less recognized in the society
CHART 16
CHART REPRESENTING EMPLOYEES OPINION ABOUT RECOGNITION

LEVEL IN THE SOCIETY AS BEING A STAFF MEMBER OF SHAKTHI
KNITTING
56%
60%
50%
32%
40%
30%
20%
8% 4% 0
10%
0%
HIGHLY RECOGNIZED
1
RECOGNIZED NOT SURE
LESS RECOGNIZED NOT RECOGNIZED
TABLE 17
TABLE REPRESENTING EMPLOYEES OVERALL SATISFACTION
LEVEL WITH THE FACILITIES BEING PROVIDED
1 2 5
Extremely Dis 4 Extremely
PARTICULARS Dis Satisfied Satisfied 3 NORMAL Satisfied Satisfied PERCENTAGE
EXCURSIONS &
OUTINGS 36 28 28 4 4 100%
GAMES 24 36 28 4 8 100%
CANTEEN
FACILITIES 8 12 24 32 24 100%
OTHER
FACILITIES 8 12 24 40 16 100%
Inference: The above table reveals the following

EXCURSIONS & OUTINGS
• 36% of the respondents have Extremely Dissatisfied on the above said factor
• 28% of the respondents have dissatisfied on the above said factor.
• 28% of the respondents have normal level of satisfaction on the above said
factor.
• 4% of the respondents have satisfied on the above said factor.

• 28% of the respondents have extremely .satisfied on the above said factor
GAMES
• 24% of the respondents have Extremely Dissatisfied on the above said factor.
• 36% of the respondents have dissatisfied on the above said factor
factor
• 4% of the respondents have satisfied on the above said factor
CANTEEN FACILITIES
• 8% of the respondents have Extremely Dissatisfied on the above said factor
factor
OTHER FACILITIES
• 8% of the respondents have Extremely dissatisfied on the above said factor
factor
• 16% of the respondents have Extremely satisfied on the above said factor
CHART 17
CHART REPRESENTING EMPLOYEES OVERALL SATISFACTION
LEVEL WITH THE FACILITIES BEING PROVIDED
4 8
100% 24
4 4 16
90%
80% 28 28
70%
32 40
60%
28
50%
36
40% 24 24
30%
20% 36 12 12
24
10% 8 8
0%
EXCURSION GAMES CANTEE
S
& OUTINGS N
FACILITIES OTHER
FACILITIE
S
Ex.dis satis Dis satis (NORMAL satisfied Ex.satis
TABLE 18
TABLE REPRESENTING THE EMPLOYEES VALUE IN THE
ORGANIZATION
PATICULARS NO OF EMPLOYEES PERCENTAGE
YES 64 64
TO AN EXTENT 36 36
TOTAL 100 100%
• 64% of the respondents feel they are being valued high.

• 36% of the respondents feel they are being valued to a certain extend.
CHART 18
CHART REPRESENTING THE EMPLOYEES VALUE IN THE
ORGANIZATION
TO AN
EXTENT
36%
YES
NO 64%
0%
TABLE19
TABLE REPRESENTING EMPLOYEES OPINION ABOUT
COMPENSATION
NO OF
CLEARLY HIGHER THAN IT SHOULD BE 8 8%
HIGHER TO AN EXTENT 8 8%
ABOUT RIGHT 64 64%
LOWER TO AN EXTENT 12 12%
CLEARLY LOWER THAN IT SHOULD BE 8 8%
TOTAL 100 100%
• 64% of the respondents are felt that they are being paid high.
• 12% of the respondents are felt that they are being paid lower to an extent.
• 8% of the respondents are felt that they are come under ‘clearly lower than
it should be’.
• 8% of the respondents are felt that they come under ‘clearly higher than it
should be’.
• 8% of the respondents felt that they pay is higher to an extent.
CHART19
CHART REPRESENTING EMPLOYEES FEEL ABOUT PAYMENT
64%
70%
60%
50%
40%
30%
20% 12%
8% 8% 8%
10%
0%
PERCENTAGE
CLEARLY HIGHER THAN IT SHOULD BE HIGHER TO AN EXTENT
ABOUT RIGHT LOWER TO AN EXTENT
CLEARLY LOWER THAN IT SHOULD BE
TABLE 20
TABLE REPRESENTING THE RATINGS OF ALTERNATIVE FACTORS IN
RELASTION WITH THEIR WORK
NO OF
PAY IS IMPORTANT THAN WORK 4 4%
EQUAL IMPORTANCE TO PAY AND WORK 96 96%
TOTAL 100 100%
• 96% of the respondents gave ‘equal importance to pay and work’.

• 4% of the respondents felt that ‘pay is important than work’.
CHART 20
CHART REPRESENTING THE RATINGS OF ALTERNATIVE FACTORS IN
RELASTION WITH THEIR WORK
PERCENTAGE
120
96
100
80
60
40
20
4
0
PAY IS DEFINITELY MORE IMPORTANT THAN WORK
PAY IS IMPORTANT THAN WORK
EQUAL IMPORTANCE TO PAY AND WORK
WORK IS IMPORTANT THAN PAY
WORK IS DEFINITELY MORE IMPORTANT THAN PAY
TABLE 21
TABLE REPRESENTING THE SATISFACTION LEVEL WITH REGARDS
TO FRINGE BENEFIT AND WELFARE MEASURE PROVIDED BY THE
ORGANISATION
PARTICULARS NO OF EMPLOYEES PERCENTAGE

HIGHLY AGREE 8 8%
AGREE 84 84%
NORMAL 4 4%
DISAGREE 4 4%
TOTAL 100 100%
• 84% of the respondents are agreed about the Fringe Benefit and Welfare
Measures providing.
• 8% of the respondents are Highly Agreed about the Fringe Benefit and
Welfare Measures providing.
• 4% of the respondents are normal level about the Fringe Benefit and
Welfare Measures providing.
• 4% of the respondents are disagree about the Fringe Benefit and Welfare
Measures providing.
CHART 21
CHART REPRESENTING THE SATISFACTION LEVEL WITH REGARDS
TO FRINGE BENEFIT AND WELFARE MEASURE PROVIDED BY THE
ORGANISATION
100% 84%
80%
60%
40%
8% 4% 4% 0
20%
0%
HIGHLY AGREE
PERCENTAGE
AGREE NORMAL
DISAGREE HIGHLY DISAGREE
STATISTICS TOOLS
I. Chi – square (x^2)
Chi – square test for age group of the employees and satisfaction level.
Age group/ 21-30 31-50 and above Total
Satisfaction level
Satisfied 40 36 76
Normal 12 12 24
Total 52 48 100
H0 - There is no job dissatisfaction in employees age wise.

H1 - There is job dissatisfaction in employees age wise.
O E (O-E)^2 (O-E)^2/E
40 39.52 0.23 0.005
36 36.48 0.23 0.006
12 12.48 0.23 0.018
12 11.52 0.23 0.002
TOTAL CV 0.031
Calculated Value 0.031

Table Value 3.841
The table value at (R-I) (c-1) = (2-1) (2-1) = 1 at 5% level of significance is 3.841,
since the calculated value is lower than the table value so should not accept alternative
hypothesis (H1) i.e., H1 There is job dissatisfaction with employees age wise.
So, Null hypothesis accepted i.e., H0 - There is no job dissatisfaction in employees

age wise.
Chi – square test for age group of the employees and their pay &
compensation.
Age group/ 21-30 31-50 and above Total

Pay
High 12 8 20
Equal (Right) 32 28 60
Low 8 12 20
Total 52 48 100
H0 – there is no higher expectation about employees pay & compensation in
employee’s age wise.
H1 – there is higher expectation about employees pay & compensation in employee’s
age wise.
O E (O-E)^2 (O-E)^2/E
12 10.4 2.56 0.246
8 9.6 2.56 0.266
32 31.20 0.64 0.020
28 28.80 0.64 0.022
8 10.40 5.76 0.553
12 9.6 5.76 0.600
Total CV 1.707
Calculated Value 1.707

Table Value 5.991
The table value at (R-I) (c-1) = (3-1) (2-1) = 2 at 5% level of significance is 5.991,
since the calculated value is lower than the table value so should not accept alternative
hypothesis (H1) i.e. H1 – there is higher expectation about employees pay &
compensation with employees age wise.
So, null hypothesis H0 – there is no higher expectation about employees pay &
compensation in employee’s age wise.
II WEIGHTED AVERAGE
Weighted average test for the employees personal life important life aspects.
Points 10 8 6 Total Weighted

Average
Factors Very Quite Not Very
important important important
Gainful 720 224 0 944 1.57

employment
Home and family 600 320 0 920 1.53

life
Leisure time 240 512 72 824 1.37

hobbies
From this weighted average important aspects of the employees personal life strongly
determined to gainful employment personal aspects, Home and family life is the second
important factor and Leisure time hobbies is the third important factor.
Weighted average test for the employee’s satisfaction level about the organizations
facilities.
Point 2 4 6 8 10 Total Weighted

Average
Satisfaction 1 2 3 4 5
level / (Ex.dis (EX.satis)
Facilities satis)
Excursions & 72 112 168 32 40 424 0.70

outings
Games 48 144 168 16 80 456 0.760
Canteen 16 40 144 256 240 704 1.170
Others 15 40 144 320 160 688 1.146
From this weighted average satisfaction level of the employees about the organization
facilities strongly determined to canteen facility, others facilities is a next second
important facility, games is third important facility and excursion & outings is last
important facility.
4.1 FINDINGS
• Employees have not faced any accidents during their working time.
• Psychological violence at work has a negative impact on QWL of both male and
female employees in the organization.
• Majority of the employees are working overtime
• Majority of the employees are satisfied about their current job.
• There is equal proportion for training and development program
• The company promptly implements the promotional polices and procedures.

• Employees are satisfied about their facilities which are provided by the
company
• Management treats employees as a valuable asset of their organization.
• Majority of the employees gives equal importance to pay and work.
• Majority of the employees agreed that the company takes care of the employees
and their family by providing Fringe Benefit and Welfare Measures
CONCLUSION
The study was conducted with great care to attain effective results. Shakthi
Knitting Ltd., employees felt the importance of Quality of work life. The majority of
the employees have good QWL in the Shakthi Knitting Ltd.,
Human Resource is the key area of each and every organization. The
performance of the organization depends on the human resource efforts. The
satisfaction will motivate the employees to work better which will lead to better QWL.
Employees are a central part of any organization’s success. Responsible

management must make every effort to listen to its employees and understand their
requests, requirements and grievances. The result is stronger loyalty to the
organization, improved performance, better interdepartmental relations, increased
employee satisfaction and better QWL.
4.2 SUGGESTIONS
• The organization should provide opportunities to improve the career

development opportunity of the employees, which makes them happy.
• Since employees are not highly satisfied with their training and development
program the organization can take steps to improve the same.
• Most of the respondents feel that the psychological violence is high at work, so
providing training in interpersonal skills among the employees can reduce the
violence and recreation facilities can also be provided.
• The organization has to take necessary steps to improve the superior sub-
ordinate relationship that would highly satisfy both of them.
• Apart from these the organization can provide a good Quality of Work Life to
its employees and the organization must take steps to sustain and revise to
improve the same.
BIBLIOGRAPHY
AUTHOR NAME BOOK NAME
Biswajeet Pattanayak Human Resource Management
Sangeeta Jain. Quality of Work Life
Katzell. Improving Quality of Work Life
Perspective and Direction- Nadler

and Lawler Quality Of Work Life
C.R.Kothari Research Methodology
Donald H. Mcburney Research Methods
WWW.google.com
WWW. Shakthi Knitting.com

Questionnaire to analyse the “Quality of Work Life” of the employees in
SHAKTHI KNITTING LTD.,
Respected Sir/Mam,
I am currently pursuing my MBA degree. As a part of my academics, I am undergoing
this project for mutual benefit. I would be grateful, if you could spend a little time of
yours to fill this questionnaire.
I. Personal Details:
1.)
a) Name : ____________________
b) Gender : a. Male b. Female
c) Age : a. 21-30 b. 31-40 c. 41-50 d. 51 And above
d) Department : ___________________
e) Designation a. Engineer b. Sr. Engineer c. Asst. Manager
d. Deputy Manager e. Manager
f) Year of Joining : ____________________
g) Marital Status : a. Married b. Unmarried c. Widower d. Divorced
h) No of Dependents: ____________________
i) Educational qualification: a. SSLC b. HSSC c.Graduate
d. Post-graduate e.Diploma/AMIE
j) Work experience : a. 0-5 years b. 6-10years c. 115years
d. 16-20years e. 21years and above
Guidelines to fill the following questionnaire:

- Finish in one go
- Give honest answers
- Give your personal opinion (Avoid giving general opinion)
II. Work environment

2. Do you face any problem while working?
a. Highly agree b. Agree c. Neither agrees nor disagree
d. Disagree e. Highly disagree
3. Do you face any psychological violence at work like being bullied, being
isolated, others nullifying the results of your work, telling stories behind your
work or using threatening behaviour.
a. Not at all b. Occasionally c. Continuously
Kindly give your views to eradicate this problem
4. a) Do you work overtime?
i. Yes ii. No
b.) If yes, how often do you work overtime?
i. Often ii. Rarely iii. When needed
c.) Are you paid appropriately if you have worked overtime?

i. Yes ii. No
5. State the level of effectiveness of communication among your co-workers
and immediate higher authority.
a. Highly effective b. Effective c.Neither effective nor ineffective
d. Ineffective e. Highly ineffective
If ineffective or highly ineffective please give your suggestions to improve
communication
______________________________________________________________
6. Whether the management consults you, when ever a decision being taken by them
that is having potential to affect your day to day work life?
a. Highly agree b. Agree c. Neither agrees nor disagree
6. When are you informed about the changes relating to your work?
a. Informed in advance b.At the Planning Stage
c.Shortlybeforechange d.Implementation stage e. After implementation
7. i.) what is your opinion about your current job?
a. Highly Satisfied b. Satisfied c.Neither satisfied nor dissatisfied
Dissatisfied e. Highly dissatisfied
ii.) If dissatisfied or highly dissatisfied, please state the reason.

__________________________________________________________________
8. What is your opinion about overall work environment in the organization?
a. Highly Satisfied b. Satisfied c. Neither satisfied nor dissatisfied
d. Dissatisfied e. Highly dissatisfied
III. Future Opportunities & Growth
9. How you rate the training and development program that you receive in the
organization to improve your work skills?
a. Good b. Fair c. Poor
11. What is your opinion about to advance to a better position in their job?
a. Very important b. Fairly important c. Not that important
12.When do you think about switching your job elsewhere?

a. Poor work environment b. High target oriented job c. Lower pay
d. Conflict with your boss / colleagues e. Lack of recognition
13.a.) Are you treated fairly when it comes to promotion?

i. Yes ii. No
b.)Is the organization promptly implementing the promotional policies and
procedures?
i. Yes ii. No
If No please state the reason or suggest areas in which you feel the company
should improve in this regard
____________________________________________________________
IV. Family & Work life
14.How important are these aspects of life to you personally

Very Quite Not very
important important important
a. Gainful employment 1 2
3
b. Home and family life 1 2
3
c. Leisure time hobbies 1 2
3
15. At home and work place you are likely to face conflicting demands. Here are
some statements regarding such problems. How do they apply in your case?
Statements Highly True Untrue Highly Not

True untrue
applicable
a. I think about my work at home
or leisure time 1 2 3 4
5
b. I am unable to concentrate on
my work because of home issues 1 2 3 4
5
c. Work is made easier for me with
the help that I get from my family 1 2 3 4
5
V. Relevance to work
16.Do you feel that you are recognized in the society, just because you are working
in this esteemed SHAKTHI KNITTING LTD.,?
a. Highly Recognized b. Recognized c. Not sure
d. Less Recognized e. Not Recognized
17. Are you provided with the below mentioned facilities. If yes, kindly mention
the satisfactory level in the 5 point rating scale ( For 1 being min satisfaction
and 5 being max )
a. Excursions & Outings - 1 2 3 4 5
b. Games - 1 2 3 4 5
c. Canteen facilities - 1 2 3 4 5
d. If any other Specify:
______________ - 1 2 3 4 5
18. Does the management treat you, as a valuable asset of this organization?
a. Yes b. No c. To an extent
-VI. Pay & Compensation

19. Is your pay
a. Clearly higher than it should be b. Higher to an extent c.About right
d. Lower to an extent e. Clearly lower than it should be
20. Which of the following alternatives, do you think that as a best attribute?
a. Pay is definitely more important than work
b. Pay is important than work
c. Equal importance to pay and work
d. Work is important than pay
e. Work is definitely more important than pay
21. To what extend , the fringe benefits and welfare measures being provided
By the organization satisfy the interest the employees?
a. Highly agree b. Agree c. Neither agrees nor disagrees
VII. Feedback
The questionnaire may not have allowed you to record some things about yourself
or the council. Please use the space below to make any additional comments or
suggestions.
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
Thank you for spending your valuable time. Best wishes for your Career.

FFF

Enviado por

Dados do documento

Descrição original:

Direitos autorais

Formatos disponíveis

Compartilhar este documento

Compartilhar ou incorporar documento

Opções de compartilhamento

Você considera este documento útil?

Este conteúdo é inapropriado?

Direitos autorais:

Formatos disponíveis

FFF

Enviado por

Direitos autorais:

Formatos disponíveis

TABIL OF CONTENTS

TABLE TITLE PAGE

1C AGE WISE CLASSIFICATION OF THE

1G CLASSIFICATION OF THE EMPLOYEES BASED

1I CLASSIFICATION OF THE EMPLOYEES BASED

1J CLASSIFICATION OF THE EMPLOYEES BASED

2 TABLE REPRESENTING THE FREQUENCY OF

3 TABLE REPRESENTING THE FREQUENCY OF

4A TABLE REPRESENTING THE EMPLOYEES

4B TABLE REPRESENTING EMPLOYEES

4C TABLE REPRESENTING WITH REGARDS TO

5 TABLE REPRESENTING THE LEVEL OF

6 TABIL REPRESENTING THE OPTION OF THE

7 TABLE REPRESENTING THE EMPLOYEES

8 TABLE REPRESENTING THE EMPLOYEES JOB

9 TABLE REPRESENTING THE EMPLOYEES

10 TABLE REPRESENTING THE RATING OF

11 TABLE REPRESENTING THE EMPLOYEES

12 TABLE REPRESENTING FACTORS FORCING

13A TABLE REPRESENTING THE FAIRNESS IN

13B TABLE REPRESENTING THE ORGANIZATION

14 TABLE REPRESENTING THE RATING OF

17 TABLE REPRESENTING EMPLOYEES OVERALL

18 TABLE REPRESENTING THE EMPLOYEES

19 TABLE REPRESENTING EMPLOYEES OPINION

20 TABLE REPRESENTING THE RATINGS OF

21 TABLE REPRESENTING THE SATISFACTION

TABLE TITLE PAGE

1C AGE WISE CLASSIFICATION OF THE

1E CLASSIFICATION OF THE EMPLOYEES BASED

1G CLASSIFICATION OF THE EMPLOYEES BASED

1I CLASSIFICATION OF THE EMPLOYEES BASED

1J CLASSIFICATION OF THE EMPLOYEES BASED

2 CHARTS REPRESENTING THE FREQUENCY OF

3 CHARTS REPRESENTING THE FREQUENCY OF

4A CHARTS REPRESENTING THE EMPLOYEES

4B CHART REPRESENTING EMPLOYEES

4C CHART REPRESENTING WITH REGARDS TO

5 CHART REPRESENTING THE LEVEL OF

6 CHART REPRESENTING THE OPTION OF THE

7 CHART REPRESENTING THE EMPLOYEES

8 CHART REPRESENTING THE EMPLOYEES JOB

9 CHART REPRESENTING THE EMPLOYEES

10 CHART REPRESENTING THE RATING OF

11 CHART REPRESENTING THE EMPLOYEES

13A CHART REPRESENTING THE FAIRNESS IN

13B CHART REPRESENTING THE ORGANIZATION

14 CHART REPRESENTING THE RATING OF

15 CHART REPRESENTING EMPLOYEE’S

17 CHART REPRESENTING EMPLOYEES OVERALL

18 CHART REPRESENTING THE EMPLOYEES

20 CHART REPRESENTING THE RATINGS OF

21 CHART REPRESENTING THE SATISFACTION

When highly paid employees of an organization go on strike or indulge in some

It seems that all of a sudden the traditional methods of motivation of human

1.1PROFILE OF THE STUDY

1.1.1 INDUSTRY PROFILE

The Indian Textile industry occupies a place of national importance rooted in

TEXTILE INDUSTRY CONSISTS OF FOLLOWING SECTRO

Man made fiber textile

MULTIFIBRE AGREEMENT (MFA)

‘Quality is our Passion

• ISO 9001 JC Penny