49848475 Quality of Work Life

8/6/2019 49848475 Quality of Work Life

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Chapter1


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INTRODUCTION

Employees at the grass root level experience a sense of

frustration because of low level of wages, poor working conditions,unfavorable terms of employment, inhumanity treatment by their

superiors and the like whereas managerial personnel feel frustrated

because of alienation over their conditions of employment,

interpersonal conflicts, role conflicts, job pressures, lack of freedom in

work, absence of challenging work etc.,

Job discontent and job pressures have their substantial effect on

employees health in the form of reduction in general happiness,increase in smoking, drinking, putting on excess body weight, etc.

frustration might also be due to absence of recognition, tedious work,

unsound relations with work overload , monotony, fatigue, time

pressures, lack of stability and security, etc., In view of the

contemporary managerial problems, the present day employees are

much concerned about high wages, better benefits, challenging jobs

etc.,.

Meaning

In the recent past, the term Quality of Work Life (QWL) has

appeared in research journals and the press with remarkable

regularity. Despite this, there is no general definition of the concept: it

has become a catchall phrase encompassing what ever impr ovement in

general organizational climate the practitioner or researcher has

observed. However, some attempts were made to describe the term

QWL. It refers to the favorableness or unfavourableness of a jobenvironment for people.

QWL means different things to different people. J.Richard and

J.Loy define QWL, as The Degree to which members of a work


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organization are able to satisfy important personnel needs through

their experience in the organization.

D efinitions: QWL improvements are defined as any activity, which takes

place at every level of and organization, which seeks greater

organizational effectiveness through enhancement of human degree

and growth.. A process through which the stake holders in the

organization- Management, unions and employees-learn how to work

together better. To determine for themselves what actions, changes

and improvements are desirable and workable in order to achieve the

twin and simultaneously goals of an improved quality of life at work for

all members of the organization and greater effectiveness for both the

company and the unions.

Key elements of the d efinition are highlighte d as b eing

promote human dignity and growth work together collaboratively participative determine work changes and

Assume compatibility of people and organizational goals.


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RESEARCH OBJECTIVES

Before embarking on actual research objectives of study have to

be ascertained. The main Objectives of this study are as fallows:

1. To identify the present practices of Quality of work life in the

organization.

2. To know the Quality of work life program was in accordance

with the companies objectives.

3. To know the Quality of work life program contributed for theemployees, personal development.

4. To see if the Quality of work life program was effective or

not.

5. To see if the Quality of work life program was effectively

evaluated or not.

6. To suggest measures to improve quality of work life

techniques if necessary


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RESEARCH METHODOLOGY

RESEARCH :-

Research in common refers to a search for knowledge. We can

also define research as a scientific and systematic search for pertinent

information on a specific topic.

D.Slesinger and M.Stephenson define research as the

manipulation Of things, concepts or symbols for the purpose of

generalizing to extend, Correct or verify knowledge, whether that the

practice of an art.

RESEARCH METHODOLOGY :-

Research methodology is a way to systematically solve the

research Problem. The steps adopted by the researcher to solve the

research problem.

RESEARCH PROCESS :-

Research process consists of series of actions or steps necessary

to effectively carry out research.

The various steps, which provide useful guideline regarding

research Process.

1. Formulating research problem

2. Extensive literature survey

3. Determining sample design

4. Collecting the data

5. Execution of the project.


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6. Analysis of the data

7. Interpretation and suggestions.

8. Conclusions

9. Preparation of the report

NATURE OF STUDY :-

The study was totally a fact-finding study. The main aim of this

is to identify and evaluate the training and development program given

to the employees working in ICICI Prudential Life Insurance Company.

Hyderabad.

STUDY AREA :-

The study has been conducted in ICICI Prudential Life

Insurance Company, Hyderabad.

SA MPLE DESIGN :-

A sample design is definite plan determined before data was

actually collected for obtaining a sample from given population in this

study random sampling is used. This sampling method involves

purposive or deliberate selection of particular units of the population

for constituting a sample, which represents the population.

SA MPLE SIZE :-

The sample size taken for survey includes 100 employees. The

sample Takes into consideration/constitute all the managers and

programmers in the organization.

COLLECTING THE DATA :-

In dealing with any problem it is often found that data at hand

are inadequate and therefore it becomes necessary to collect data that


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are appropriate. These are several ways of collecting the appropri ate

data, which defer considerably. In context of time and other resources.

Here for the purpose of study two kinds of data has been used.

1.

primary data2. Secondary data.

1. PRI MARY DATA :-

The Primary data are those, which are collected afresh for the

first Time, and thus happens to be original in character. With reference

to This study, data is collected through

a) Questionnaire

b) Interview method.

a) Qu estionnaire Metho d :-

Data is gathered by distributing questionnaire to managers and

Programmers. Questionnaire is prepared and pre tested before

using it For data collection.

Questionnaire is a structured one consisting of questions,

Which are close, ended having fixed response pattern with multiple

Answers.

b) I nterview metho d :

the study also includes obtaining information from

Knowledgeable persons. This interview is an informal or unstructured

One with competent and articulate individuals, programmers and

professionals of the organization.

2. SECONDARY DATA :-

The secondary data are those that are a lready available, i.e.

they Refer to the data, which have already been collected and analyzed

by some one else. Secondary data is gathered from the organization

Catalogues, Journals and books.


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SCOPE OF THE STUDY

The study with the prime objectives of ascertaining the

employers Towards the quality of work life program, which are

required to perform Their jobs effectively, in ICICI prudential LifeInsurance Company. Hyderabad. The studies include managers and

programmers.


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Qu ality of work life:

Throughout my career, it has been clear to me can accomplish

our Mission and provide the level of service the public demands

only of we recruit and retain the best and the brightest and

provide them with a work environment that supports them in

getting their jobs done.

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

The defining of quality of work life involves three major parts:

occupational health care, suitable working time and appropriate salary.

The safe work environment provides the basis for the person to

enjoy Working.

The work should not pose a health hazard for the person. The

employer and employee, aware of their risks and rights, could achieve

a lot in their mutually beneficial dialogue.

The working time has been established by the state according to

legislation, which is a 40-hour working week in Estonia. The standard

limits on overtime, time of vacation and taking of free days before

national holidays have been separately stipulated. The differences


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regarding the working time have been established for the persons less

than 18 years of age, pregnant women, breast-feeding mothers and

the person raising the disabled child.

The employee and the employer agree upon the appropriate

salary. The government of the Republic establishes each year the rate

of minimum Salary; the employer should not pay less than that to the

employee.

Work represents such a role in life, which has been designated

to it by the person himself. On the one hand work is an earning of

ones living for the family, on the other hand it could be a self -

realization providing enjoyment and satisfaction.

Quality of work life (QWL) concerns about employee

commitment, morale and skills during a period of downsizing,

reorganizations, furloughs and rapid technological change. Recognizing

the achievement of missions and goals require high performing

employees to address workforce issues.

Balancing personal and professional lives is a challenge that we

must meet. Balance, in my view, makes us mor e successful in all

aspects of our lives.

I mportance of QW L

Quality of work life programs has become important in the

workplace for The following reasons:

y Increased women in the workforcey Increased male involvement in dependent care (child and elder)

activities

y Increased responsibility for eldersy Increased demands at work

y Loss of long term employment guaranteesy The need for enhanced workplace skills


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y Increased competition for the best students and talent for

education and research environments

y Greater competition for talent

QW L programs have been found to:

y Improve workplace moraley Encourage employee commitment

y Support recruitmenty Encourage retention

y Enhance productivity

y Reduce absenteeism; andy Maximize staff resources

The programs, policies and services offered through QW L programs:

a. support faculty and staff efforts to manage the competing

demands of work and personal life,

b. support health promotion and wellness, and

c. Express appreciation for faculty and staff contribution to the

University, highlight outstanding individual contributions, and

Recognize long term commitment.

Qu ality of work life who nee d that?

As devoted Internauts, or Net-Nuts, we know that we just cant

top working at it, discovering, creating and sharing new stuff. Right?

Were all so busy Psychologically, work has always been one of the

most significant of human experiences. But when for May people sex

and relationships are troublesome---since they are often Hazardous to

our health---work plays and 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 cyber-office, with mounting level of technology-related stress, many

of us end up involved in more than on job, which we feel compelled to

get done, spending the greatest portion of our lives in what


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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.

Equally experienced, open-minded, goal-oriented professionals-

men and women have occupation the brainchild of Quality of Work

Life Services, Manhattan-based, woman- created enterprise, QWL

SPACE with sense of Proportion, future humanity and humor. QWL

Services invites you to hang out at our expanding venues toward the

overall enrichment of your work life and toward access to healthier

lifestyles.

Ab o u t QW L Obj ectives

Three main objectives for the QWL Initiative:

y Improve employee satisfaction;

y Strengthen workplace learning: andy Better manage on going change and transition

Criteria for meas u ring QW L

Richard E. Walton explains QWL in terms of eight broad

conditions of employment that constitute desirable QWL. The proposed

the same criteria for measuring QWL. These criteria/ conditions

include:

y Ad eq u ate an d fair compensation

y S afe an d health working con d itions y O pport u nity to u se an d d evelop h u man capacities

Contrary to the traditional assumptions, QWL is improved to the

extent that the worker can exercise more control over his or her

work, and the degree to which the job embraces an entire

meaningful task but not a part of it. Further, QWL provides for

opportunities like autonomy in work and participation in planning in

order to use human capabilities.


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y O pport u nity for Career growth

Opportunities for promotion are limited in case of all categories

of Employees either gibe to educational barriers or limited openingsat higher Level. QWL provides opportunities for continue growth

and security by Expanding ones capabilities, knowledge and

Qualification.

y S ocial integration in the workforce

This can be established by creating freedom from prejudice,

Supporting primary work groups, a sense of community inter -

personnel Openness, egalitarianism and upward mobility.

y Constit u tionalism in work O rganization

QWL provides constitutional protection to the employees only to

the Level of desirability on such matters as privacy, free speech,

equity and due Process.

y work an d QW L

QWL provide for balanced relationship among work, non-

work, and Family aspects of life. In other words, family life and

social life should be Strain by working hours including over time

work, work during inconvenient Hours, business travel,

transfers, vacations etc..

y social relevance of work

QWL is concerned about the establishment of social relevance to

work in a socially beneficial manner. The workers self-esteem would

be high if this work is useful to the society and vice versa is also true.

It is worth nothing that often the condition that contribute to

motivation like equitable salaries, financial incentives, effective

employee selection etc.will also contribute indirectly to QWL. Some of

these activities like job enrichment might contribute indirectly to QWL


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by tapping the workers high-order need, and motivating them. Still

other activities may contribute directly to QWL providing for a safer

work place, less discrimination on the job, and so forth.

S pecific iss u es in QW L

Trade unions claim that they are responsible for the improvements in

various facilities to the workers where as management takes credit fro

improved salaries, benefits and facilities. However, HR manger has

Specific issues in providing them so as to maintain a higher order QWL.

Klott, Mundick and Schusterd suggested 11 major QWL issues, They

are as follows.

y P ay an d sta b ility of employment

Good pay still dominates most of the other factors in employee

Satisfaction. Various alternative means for providing wages should

be developed in view of increase in cost of living index, increase in

levels and rates of income tax and profession tax . Enhancing the

facilities for human resource development can provide stability to a

greater extent.

y O cc u pational stress

Stress is a condition of strain on ones emotions, thought

process and physical condition. It is determined by the nature or

work, working conditions, working hours, pause in the work

schedule, workers abilities and nature and match with the job

requirements. Stress is caused due to irritability, hyper excitation or

depression, unstable behavior, fatigue stuttering, trembling,

psychosomatic pains, heavy smoking and drug abuse. Stress

adversely affects employees productivity. The HR manager, in

order to minimize the stress, has to identify, prevent, and tackle

the problem. He may arrange for the treatment of the problem with

the health unit of the company.


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y O rganizational health programs

Effective implementation of health programs result in reduction

in absenteeism, hospitalization, disability, excessive job turnover

and premature death. They should also cover relaxation, physicalexercise, diet control etc..,

y Alternative work sche d u les

Alternative work schedules including work at home, flexible

working hours, staggered hours, reduced work week, part time

employment that may be introduced for the convenience and

comfort of the workers.

y P articipative management control

Workers feel that they have control and over their work, use

their Skills and make a real contribution to the job if they are

allowed to Participate in creative and decision making process.

y R ecognition

Recognizing employee as a human being rather than as a laborer

Increases the QWL. Participative management award and reward

System, congratulating the employees for their achievement, job

Enrichment, offering prestigious to the jobs, providing well

Furnished and decent work place offering membership in clubs or

Associations, providing vehicles or some of the means to recognize

the Employees.

y Congenial s u perior s u b -or d inate relationships

Harmonious supervisor workers relations give the worker a

sense of Social association, a sense of belongingness; we should

not ignore the Impact of social relations at the work place the

productivity resulting from this.

y Grievance proce d u re


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Proper grievance procedure that is quick and justified gives

employees an opportunity to vent their feelings and represent their

case.

y Ad eq u acy of reso u rces

Resources should match with the stated objectives, otherwise,

Employees will not able to attain them resulting in employee

dissatisfaction and lower QWL.

y S enior merit in promotions

Companies either take seniority or merit as basis for promoting

the employees, each of these methods have their relative

disadvantages and hence it is advisable to take both of them

together in promotion policy there by resulting in higher QWL.

y Employment on permanent b asis

Job security adds a lot not to QWL, for employees working on

Temporary basis or on probation are constantly worried about this.

Employing them on permanent basis reduces their sense of

insecurity and enhances the QWL.

S trategies to improve QW L

y S elf manage d work teams

These are also called as autonomous work groups or integrated

work teams, they 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.

y J o b re d esign an d enrichment


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Jobs can be redesigned to cater the changing needs and thereby

help employees in increasing their worth. Jobs redesigned enrich

and satisfy the higher order human needs.

y Effective lea d ership an d s u pervisory b ehavior

Organization should aim at adopting the most effective style of the

leadership and a congenial relationship between both the managers

and supervisors is essential.

y Career d evelopment

Provision for career planning, communicating and counseling th e

employees about the career opportunities , careers path, education

and development and for second careers should be made.

y Alternative work sche d u les

This provides for flexibility in working hours and part time jobs. This

will also help working couples and students.

y J o b sec u rity

this is one of the most important motivating factors and tops the

employees priority list and needs to be adequately taken care off.

y Ad ministrative an d organizational j u stice

The principles pf justice and equity should be adopted by the

organization and all the administrative policies should aim to satisfy

employees in this regard.

y P articipative management

This creates sense of pride and responsibility among the

employees. Organization adopt various strategies in this regard

Quality Circles being the most popular among them.


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QW L A ccomplishments

Since the QWL initiative was announced, many important changes

have occurred to improve the quality of work life for employees.

These changes include, but are not limited to, the following;y Avoidance of the use of involuntary separations, excepts the few in

the HIS as Result of the Indian Self-Determination Act;

y Lamination of sequential sign -in sheets;

y Internet access for all employeesy Creation of a model work/life center to serve as a resource for all

employees;

y Creation of a web site dedicated to QWL activitiesy Annual QWL weeks sponsored in each OPDIV;

y First and second annual secretarys Conference on Family Friendly

Work practices;

y Creation of a distributed learning network (D/L net) to allow

Employees to learn Anytime, and where;

y Distribution of annual employee benefits statements to all

employees;

y Pilot projects to re-design the way work is accomplished to increase

Organizational productivity as well as employee ability to balance

work and life priorities

y First annual Diversity conference to make recommendations on how

to make Diversity a source of performance excellence for HHS

The most important accomplishment of the QWL initiative is

simply the fact that paying attention to QWL issues has become an

integral part of HHS culture. HHS employees, and the people they

serve, deserve no less.

Humans love to keep score. Nowadays there seems to be a

scorecard or measurement index for just about everything from the

cost of living to the cost of dying and everything in between. The

problem with many of these measures is that they take a pure

economic view of What ever is being measured. But conclusion


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about the economy or business can often be misleading when

drawn from only those indicators that are easy to quantify.

As Albert Einstein noted, Not everything that can be counted

counts and not everythings that counts be counted.

W ork place Activities that ena b les Qu ality of work life

c u lt u re

A survey of the functions and challenges of personnel management

Supports the contention that the modern personnel manager must

operate at the nexus of these major forces. First, one must plan,

organize, direct, and control the procurement, development,

compensation, integration, maintenance, and separation of work

force in order that the organization may accomplish its designated

objectives. In this view, a work force is an instrument of the

organization, and the personnel manager provides and shaped that

instrument. Organizations requirement change with the as is

illustrated the Organizations requirement change with the as is

illustrated the growth of large, multinational corporations and the

use of more complex and automated technology.

Second, the instrumental work force is composed of human of

varying types with complex and changing needs and values. The

personnel management must assist the organization in adapting

change in mix (demands for individual rights, treatment, and

opportunities). The Personnel manager searches for programs that

have overlapping Interests for both employee and organization,

such as flex-time, which Allows individual decision concerning

working hours, yet returns Values in the area of tardiness,

absenteeism, turnover, and Productivity.

Finally, the third major force is society, representing by multiple

levels of government. There are a number of obligations for the


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organization and the personnel manager toward society that have

their own implication on the quality of work life in any firm.

It should be noted that organizations included not only the firm

but the trade union as well. QWL programs are not to be viewed asunion-bursting devices since the union is often asked to participate

in the program. Nevertheless, some managers are Leary of this

degree of involvement as exhibited by the statement of one

executive, when you ask a bear to dance you cannot quit just

when you get tired. Collaboration on one subject will lead to

expectations in other areas.

QWL is fundamentally philosophy or an approach that can permeate

Many different activities in the work place. For example, if the

Performance appraisal program moves from scenario where the

supervisor plays God, to one of a joint superior-subordinate review

and evaluation, it could be charact erized as an improvement in

QWL. Job enlargement and enrichment, instead highly specialized

job assignments, are also frequently described as QWL programs.

Joint union management program to reduce accident and prevent

health problems are QWL programs. Joint union management

program to reduce accidents and prevent health problems are QWL

program. Merely cleaning up the work place, improving the lighting

and painting the walls can be constructed as an improvement in the

QWL. Reducing the stress on the job and providing counselors are

also similarly categorized. In effect, any specific improvement in

and work place is often included under the catchall turn of QWL.

The grievance load can be cut drastically as a consequence of an

Improve labor-management atmosphere issuing from increased work

Participation, teams have a right to vote on matters usually governed

by union contracts, such as overtime scheduling and promotions.

Companies can handle the pay increases of its employees on a peer

review basis. In some companies new employees are hired as unskilled


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workers at a plant based rate. After receiving the first increases in

their hourly rates after six months any further increase require the

employee go on the board. He or she fills a form stating the desired

Increase, and posts it on the bulletin board along with a picture. Aftera few days of observation by other workers, a secret ballot is cast with

the majority ruling as to whether the increase is to be granted.

F lexi time as an integrating QW L programmer

As final illustration of the move toward the individual, the self -determination of work schedules his interesting recent phenomenon in

the industry. Flexi time is a program that allows flexible starting and

quitting time for the employees. The schedule used by one company is

as follows: 7 to 9 am constitutes a flexible band during which the

employee may Choose the time he or she beings to work, (2) 9 to

11:30 am is core time-all employee must be present, (3) 11:30 to

1:00pm is flexible time for taking a 30min lunch, (4) 1:00 to 4:00 pm

is core time, and (5) 4 to 6 pm is flexi time for quitting. When allowedthis freedom, employees may choose earlier starting time and others

may keep on working the usual hours. All employees must still work

the required total number of hours for the week or month. The

variation of plan is group-selected staggered hours. Rather than each

individual choosing her/his specific starting and stopping times,


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the group voted as a unit for varying schedules that exhibit different

types of interests and utilize the programmer differently and similarly

employees belonging to different industries may show varying levels of

interest in this type of schedule.


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Chapter-2

CO MPANY PROFILE

y H istory of the company

ICICI Prudential Life Insurance company is a joint venture between

ICICI Bank, a premier financial powerhouse, and prudential plc, a

leading international financial services group headquartered in the

United kingdom. ICICI Prudential was amongst the first private sector

insurance companies to begin operations in December 2000 after

receiving approval from Insurance Regulator Development Author ity

(IRDA).

ICICI Prudentials capital base stands at Rs.1335 crore with ICICI Bank

and Prudential plc holding 74% and 26% stake respectively. For the

year ended March 31, 2007, the company garnered Rs 3,760 crore of


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weighted new business premiums and wrote 837,963 policies. The sum

assured in force stands at over Rs.56,000 crore.

ICICI Prudential is also the only private life insurer in India to receive aNational insurer Financial Strength rating of AAA (Ind) from Fitch

ratings. The AAA rating is the highest rating, and is a clear assurance

of ICICI Prudentials ability to meet its obligations to customers at the

time of maturity or clims.

For the past five years, ICICI Prudential has retained its position as the

No.1 private life insurer in the country, with a wide range of flexible

products That meet the needs of the Indian customer at every step in

life.

y ICICI BANK

ICICI Bank is indias second largest bank and largest private sector

bank With over 50 years of financial experience and with assets of

rs.1812.27 Billion as on 30 th June, 2005. ICICI Bank offers a wide

range of banking Products and financial services to corporate and retail

customers through a Variety of delivery channels and through its

specialized subsidiaries and Affiliatesin the areas of investment

banking, life and non-life insurance, Venture capital and asset

management. ICICI Bank is a leading player in the Tetail banking

market and has over 13 million retail customer accounts. The Bank has

a network of over 570 branches and extension counters, and 2,000

ATMs.

y P r u d ential PLC


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Established in London in 1848, prudential plc, through its businesses in

the UK and Europe, the US and Asia, Provides retail financial services

products and services to more than 16 million customers, policyholders

and unit holders worldwide. As of June 30, 2004, the company hadover US $300 billion in funds under management. Prudential has

brought to market an integrated range of financial services products

that now includes life assurance, pensions, mutual funds, banking,

investment management and general insurance. In Asia, prudential is

the leading European life insurance company with a vast network of 24

life and mutual fund operations in twelve countries- chine, Hong Kong,

India, Indonesia, Japan, Korea, Malaysia, the Philippines, Singapore,

Taiwan, Thailand and Vietnam.

y ABOUT THE PRO MOTERS

ICICI Bank (NYSE:IBN) is Indias second largest bank with an asset

base of Rs. 2513.89 billion as on March 31, 2006. ICICI Bank Provides

a broad spectrum of financial services to individuals and companies.

This includes mortgages, car and personal loans, credit and debit

cards, corporate and agricultural finance. The Bank services a growing

customer base of more than 17 million customers through a multi -

access network which includes over 620 branches and extension

counters, 2200 ATMs, call centers and internet banking.

Established in London in 1848, pr u d ential plc, through its businesses

in the UK and Europe, the US and Asia, provides retail financial

services products and services to more than 16 million customers,

policyholder and unit holders worldwide. As of December 31, 2005, the

company had over US$ 400 Billion in funds under management.

Prudential has brought to market an integrated range of financial

services products that now includes life assurance, pensions. mutual

funds, banking, investment management and assurance, pensions,

mutual funds, banking, investment management and general

insurance. In Asia, Prudential is the leading European life insurance


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company with a vast network of 23 life and mutual fund operations in

twelve countries- China, Hong Kong, India, Indonesia, Japan, korea,

Maalaysia, the phillpines, Singapore, Taiwan, Thailand and Vietnam.

y VISION OF THE CO MPANY

To make ICICI prudential the dominant Life and pensions player built

on trust by world-class people and service. This we hope to achieve

by:

y Understanding the nee d s of c u stomers and offering them

superior Products and service

y Leveraging technology to service customers quickly,

efficiently and Conveniently

y Developing and implementing superior risk management

an d I nvestment strategies to offer sustainable and stable

returns to our Policyholders

y Providing an enabling environment to foster growth and

learning for Our employees

y And above all, building transparency in all our dealings.

The success of the company will be founded in its unflinching

commitment to 5 core values- Integrity, Customer First, Boundary

less, Ownership and passion. Each of the values describes what the

company stands for, the qualities of our people and the way we work.

We do believe that we are on the threshold of an exciting new

opportunity, where we can play a significant role in redefining and

reshaping the sector. Given the quality of our parentage and the

commitment of our team, there are no limits to our growth.

y DISTRIBUTION NET W ORK

ICICI Prudential has one of the largest distribution networks

amongst Private life insurers in India with a network of over 83,000

advisors, and having commenced operations in 207 cities and towns

in India, stretching from Bhuj in the west to Guwahati in the east,

and Jammu in the north to Trivandrum in the south. The company


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has 9 bancassurance partners, having tie-ups with ICICI Bank,

Bank of India, Federal Bank, South Indian Bank, Lord Krishna Bank,

and some co-operative banks; as well as over 200 corporate agents

and brokers. It has also tied up with N GOs, MFIs and corporatesfor the distribution of rural policies.


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Chapter-5

DATA ANALYSYS AND INTERPRETATION :-


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Data analy s

s and interpretation i s done with the help of graph s

1) To what extend are you com fortable i s done with the benefit s thatare ai m ed towared s your s elf - im prove m ent.

To great extent ---------------5

To s om e extent ---------------43

Sati s fa ctory ----------------------52

Respo n se:

5 of e m ployee s s ay that they are s ati s fied to great extent

with the provi s ion of benefit s at the work pla ce.

43 of the e m ployee s s ay that they are s ati s fied with the

Provi s ion of benefit s to s om e extent.

A nd 52 s ay that they are ju s t s ati s fied and 0 s ay that not

s ati s fied.

0%

10%

20%

30%

40%

50%

60%

TO GREAT EXTENT

TO SOME EXTENT

SATISFACTORY


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2) To what extent i s your perfor m an ce ju s tified with adequate and Fair

com pen s ation ?

To great extent -----------------------------13

To s om e extent ----------------------------22

Sati s fa ctory --------------------------------65

Not s ati s fied --------------------------------0

Respo n se: 13 of the e m ployee s s ay that their perfor m an ce i s ju s tified

with adequate and fair com pen s ation.

22 of the e m ployee s s ay that their perfor m an ce i s ju s tified

only to s om e extent.

65 of the e m ployee s are ju s t s ati s fied regarding thi s .

0%

10%

20%

30%

40%

50%

60%

70%

TO GREAT EXTENTTO SOME EXTENT

SATISFACTORY

NOT SATISFIED


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3 . To what extent your organization i s m aintaining the appropriate

balan ce of work ?

To great extent -----------------------------9

To s om e extent ----------------------------47 . 50

Sati s fa ctory --------------------------------43 . 50

Not s ati s fied --------------------------------0

Respo n se:

9% of the e m ployee s s ay to great extent that the

Organization m aintaining appropriate balan ce of work..

47 . 5 % of the e m ployee s s ay to s om e extent the Organization

m aintaining appropriate balan ce of work and.

43 . 5 % of the e m ployee s are s ati s fied.

0 5

10 15 20 25 30 35 40 45 50

R A

N

S

M

N

SA

ISFAC

RY

N

SA

ISFI D


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4) Your organization provide s an opportunity for growth and continued

s e curity ?

Strongly agree ------------------------------17 . 40%

A gree ----------------------------------------82 . 6 %

Dis agree -------------------------------------0 %

Strongly di s agree ----------------------------0 %

Respo n se:

17 . 4 % of the e m ployee s s trongly agree that the organization Provide s an ex cellent opportunity for growth and continued

s e curity.

86 . 4 % of the e m ployee s agree that the organization Provide s

opportunitie s for growth and continued s e curity.

0.00%10.00%20.00%30.00%40.00%50.00%60.00%

70.00%80.00%90.00% STRONGLY

AGREE

AGREE

DISAGREE

STRONGLYDISAGREE


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6) whi ch of the following be s t de sc ribe s your u s ual work sc hedule ?

Day s hift ------------------------------------82 . 60 %

Afternoon s hift -----------------------------17 .40

%

Night s hift ------------------------------------0 %

Split shift --------------------- ---------------0 %

Irregular s hift --------------------------------0 %

Rotationg s hift -------------------------------0 %

Respo n se: 82 . 6 % of the e m ployee s s ay that they are com fort with the

Day s hift s .

A nd 17 . 4 % of the e m ployee s com fort with the afternoon

Shift.

0.00%10.00%20.00%30.00%40.00%50.00%60.00%70.00%80.00%90.00% DAY SHIFT

AFTERNOONSHIFT

NI HT SHIFT

SPLIT SHIFT

IRRE ! ULARSHIFT


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7) Do s e your job let you to u s e your s kill s and abilitie s?

Strongly agree ----------------------------21 %

Agree -------------------------------------7

9%

Dis agree ----------------------------------0 %

Strongly di s agree -----------------------0 %

Respo n se:

21 % of the e m ployee s s trongly agree that the job let the m to

u s e their s kills and abilitie s . 7 9% of the e m ployee s only agree that the job let the m to

Us e their skills and abilitie s .

0 "

10 " 20 "

30 "

40 "

50 "

60 "

70 "

80"

STRONGLYAGREE

AGREE

DISAGREE

STRONGLYDISAGREE


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8) In your job, how often do you take part with other s in m arking

de cis ion s that affe ct you ?

Often ------------------------------------30 . 40%

So m e ti m e s-----------------------------6 9 . 60 %

Rarely -----------------------------------0 %

Never -------------------------------------0 %

Respo n se:

30 . 40 % of the e m ployee s s ay often they di sc u ss with other s

in m arking de cis ion s .

A nd 7 9 . 6 % of the e m ployee s s ay only s om e ti m e s they

di sc u ss with other s regarding the de cis ion m aking

0.00%

10.00%

20.00%30.00%

40.00%

50.00%

60.00%

70.00%

OFTEN

SOME TIMES

RARELY

NEVER

`


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9 ) In your job, do you nor m ally work a s part of a tea m , or do you work

Mo s tly on your own ?

Ye s , I work a s a part of tea m ---------------------82 . 60%

No, I work on m y own ------------------------------8 . 70 %

I work a s an individual ----------------------------8 . 70 %

Respo n se:

82 . 6 % of the e m ployee s s ay that they are working a s part of

a tea m A nd 8 . 7 % of the e m ployee s s ay that they work on their own

and 8 . 7 % of the e m ployee s work a s an individual.

0.00%10.00%20.00%

30.00%40.00%50.00%60.00%70.00%80.00%90.00% YES, I WORK AS

A PART OF TEAM

NO, I WORK ONMY OWN

I WORK AS ANINDIVIDUAL


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10) Is the current pro m otion poli cy at your organization pro m otion it s

e m ployee s to grow up in the organizational level ?

Ye s -----------------------------------9

1 . 32%

No -------------------------------------4 . 34 %

Not s ure -------------------------------4 . 36 %

Respo n se: 9 1 . 32 % of the e m ployee s s ay ye s that the pro m otion Poli cy

enable s the m to grow up in organizational level.

A nd 4 . 34 % s ay no and 4 . 36 % of the e m ployee s can t s ay.

0.00%10.00%20.00%30.00%40.00%50.00%60.00%70.00%

80.00%90.00%

100.00%

YES

NO

NO#

SURE


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11) You have the training opportunity in order to perfor m your job

Safely and com petently.

Very true ----------------------------30 . 43%

So m e what true ---------------------52 . 17 %

Not to true ---------------------------0 %

Not at all true -----------------------17 . 30 %

Respo n se: 30 . 43 % of the e m ployee s s ay very true that the organization

providing training s e ss ion s .

A nd 52 . 17 % of the e m ployee s s ay s om e what true.

A nd 17 . 3 % s ay not at all true.

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00% VERY TRUE

SOME WHATTRUE

NOT TO TRUE

NOT AT ALLTRUE


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1 2) In general, how would you de sc ribe relation s at your work pla ce

between m anage m ent and e m ployee s?

Very good --------------------13 . 04%

$ ood ---------------------------60 . 86 %

Sati s fa ctory ---------------------21 . 73 %

Bad -------------------------------0 %

Can t s ay ------------------------4 . 34 %

Respo n se:

13 . 04 % of the e m ployee s s ay they have very good relation s

with the m anage m ent.

A nd 60 . 86 % e m ployee s s ay they have good relation s with the

m anage m ent.

21 . 73 % of the e m ployee s s ay they are s ati s fied relation s with

the m anage m ent and 4 . 34 % can t s ay.

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

%

& R'

( ) ) D

( ) D

SATISFACT ) R'

BAD

CAN'T SA'


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13) How often do you find your work s tre ss ful ?

Often --------------------------------------13 . 04 %

So m e ti m e s------------------------------60 . 86%

Rarely ------------------------------------21 . 73 %

Never -----------------------------------0 %

Respo n se:

13 . 04 % of the e m ployee s often find their work i s s tre ss ful. 60 . 86 % of the e m ployee s find som eti m e s their work i s s tre ss ful

21 . 73 % of the e m ployee s find rarely their work i s s tre ss ful.

0.00%

10.00%

20.00%30.00%

40.00%

50.00%

60.00%

70.00%

OFTEN

SOME TIMES

RARELY

NEVER


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14) what are the re creational progra ms under taken by your

Organization s?

L.T. C-------------------------0%

Paid holiday ------------------13 . 04 %

Weekend get together ---------56 . 52 %

Other ----------------------------30 . 43 %

Respo n se:

13 . 04 % s ay paid hloyday. 56 . 52 % s ay weekend get together.

30 . 43 % s ay other progra ms a s the re creational progra ms

00

10 0

20 0

30 0

40 0

50 0

60 0 1 2

3

2 C

PAID HO1

IDAY

WEEKEND GE3

3

OGE3

HER

O3

HER


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16) How fare i s what you earn on your job in com pari s on to other s

doing the s a m e type of work you do ?

More than you de s erve ----------------------------39

. 13%

So m e what le ss than you de s erve ----------------21 . 74 %

A bout a s m u ch a s you de s erve -------------------3 9 . 13 %

Mu ch le ss than you de s erve ----------------------0 %

Respo n se: 3 9 . 13 % of the e m ployee s s ay that they are earning m ore than

they de s erve.

21 . 74 % s ay le ss than they de s erve.

A nd 3 9 . 13 s ay a s m u ch a s they de s erve.

0.00%5.00%

10.00%15.00%20.00%25.00%30.00%35.00%40.00%

C D R

E

F

HANG

D U

D H I H RP

H

Q D C E WHAF

L H I I R HANS

T UD H I H R

P

H

ABD

UF

AQ C

UCHA Q

G

D UD H I H R

P

H

C UCH L E Q Q F

HANG

D

G

D H I H RP

H


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17) To what extent ha s the organization provide s sc ope for the

Em ployee develop m ent ?

a ) To great extent -------------------------8 . 70 %

b ) To s om e extent -------------------------47 . 82 %

c) Sati s fa ctory -----------------------------43 . 48 %

d ) Not s ati s fied -----------------------------0 %

Respo n se: 8 . 7 % of the e m ployee s s ay to great extent that the

organization provide s sc ope for the e m ployee develop m ent

47 . 82 % s ay to s om e extent the organization provide s sc ope

for the e m ployee develop m ent.

43 . 48 % s ay s ati s fa ctory.

0.00%5.00%

10.00%15.00%20.00%25.00%30.00%35.00%

40.00%45.00%50.00% TO GREAT

EXTENT

TO SOMEEXTENT

SATISFACTORY

NOT SATISFIED


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18) There are no di sc rim ination s and there i s high degree of s ocial

Integration at the work pla ce ?

Strongly agree ------------------------------------8 . 69%

A gree -----------------------------------------------47 . 84 %

Dis agree -------------------------------------------43 . 47 %

Strongly di s agree ----------------------------------0 %

Respo n se:

8 . 6 9% of the e m ployee s s trongly agree there are no

di sc rim ination s and there i s high degree of s o cial integration at

the work pla ce.

47 . 84 % of the e m ployee s agree there are no di sc rim ination s

and there i s high degree of s ocial integration at the work pla ce.

43 . 47 % of the e m ployee s di s agree regarding thi s .

0.00%5.00%

10.00%15.00%20.00%25.00%30.00%35.00%40.00%45.00%50.00%

U

V

R W N X Y `

AX

Ra a

AX

Ra a

DIU

AX

Ra a

U

V

R W N X Y `

DI U A X R a a


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1 9 ) To what extent do you think that you are be s t s uited for the job ?

To great extent -------------------34 . 78 %

To s om e extent -------------------34 . 78%

Sati s fa ctory -----------------------30 . 4 %

Not s ati s fied -----------------------0 %

Respo n se:

34 . 78 % of the e m ployee s s ay to great extent they are Suited

for the job. 34 . 78 s ay to s om e extent they are s uited for the job.

A nd 30 . 44 % said s ati s fa ctory.

0.00%

5.00%

10.00%15.00%

20.00%

25.00%

30.00%

35.00% b c d R e A

b

e

f b

e N

b

b

c S

c M

e

e

f b

e Nb

SAb

ISFACb

c RY

N c b

SAb

ISFI e D


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21) Can you quote m ore valuable s ugge s tion s in order to i m prove the

Sy s te m of QU A LITY O F WORK LI FE ?

a.

Ye s -----------------------------------------79%

b. No ------------------------------------------21 %

Re s pon s e :

7 9% of the e m ployee s s ay ye s they can quote m ore

Valuable s ugge s tion s in order to i m prove the s ys te m of

QU A LITY O F WORK LI FE. A nd 21 % of the e m ployee s s ay no regarding thi s .

0t

10t

20u

30t

40t

50t

60t

70t

80t

YES

NO


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Chapter-6


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LI MITATIONS OF THE STUDY

1. Firstly, the respondents were not available readily and the datawere

2. collected

3. as per the convenience of the respondents.

4. Secondly, the sample of 100 respondents was given by the

5. organization hence appropriate sample techniques were not

applied

6. for selecting the respondents.

7. Thirdly, time is also one of the constraints. Duration of 45 daysis not

8. Sufficient to cover all the aspects of the study.

For the above limitations the study conducted may not give the true

Representations of the entire organization.


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Chapter-7


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SUGGESTIONS

The topic selected is quality of work life. The significance of selection

the topic relates to its importance in the study to make the employeesmore efficient, so that organizational goal can be achieved through

Personal development.

The study deals with the particular viewpoint on quality of work life

and analysis of their viewpoint on the training program. Many of the

Respondents agree that the department is manned with competent

Personnel and has adequate facilities, fully equipped with required

Teaching aids and congenial climate.

Most of the employees attended the quality of work life program to

Gain knowledge on their self -interest. But some of the respondents

Gave their suggestions so that the program can be more effective.

Some of the suggestions are as fallows:-

1. work should be distributed among employees uniformly.

2. job rotation

3. objective appraisal

4. transparent in communication both ways (top level to low level

& vice versa)

5. Qualification Vs service at the time of appraisal to e mployees

needs more transparency and effective strategies.

6. More motivational classes on the attitudinal change of the

employee towards the job.

7. Man power system needs to be more effective.


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8. Appraisal system needs changes before and after apprai sal of

employee there should be pre and post counseling for

employees.

9. Compulsory leave of 45 days.

10.work allotment should be made as per the performance

11.More social get together should be planned by official to meet

The family members of the employees


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Chapter-8


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CONCLUSIONS

After conducting an intense study on quality of work life program in

ICICI prudential Life Insurance Company the fallowing conclusionswere derived.

1. Organization should focus on the benefits that are aimed towards

Self-improvement of the employees

2. Organization needs to maintain the appropriate balance of work.

3. Opportunity for the career growth is very good.

4. Benefits provided by the Organization are very good to satisfy the

Employee personal needs.

5. Team work in the organization is very good.

6. Organization should focus on training sessions in order to motivate

the employees.

7. Work stress on the employees is some what high.

8. Organizfation needs to provide scope for the employee

development.

9. There is some discrimination at the work place.

10. On the whole the quality of work life program in ICICI Prudential

Life Insurance Company. Is good.


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Chapter -9


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BIBLIOGRAPHY

INTERNET

y www.google.com

y www.ask.com y www.iciciprulife.com

BOOKS

y Human Resource and Personnel Management - William Wrether

y ICFAI University pressHRM Review


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Annexure


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Q UESTIONNAIRE ON Q UALITY OF W ORK LIFE

NA ME: DESIGNATION :

1. To what extent are you comfortable with the benefits that areaimed towards your Self Improvement ?

To great extent [ ] To Some extent [ ] Satisfactory [ ]Not Satisfied [ ]

2. To what extent is your performance justified with adequate & fair compensation


3. To what extent your organization is maintaining the appropriatebalance of work


4. Do the benefits provide by the organization suits your needs ?

Yes [ ] No[ ] cant say [ ]

5. Your organization provides opportunity for growth & continuedsecurity.

Strongly agree [ ] Agree [ ] Disagree[ ]Strongly disagree [ ]

6. Which of the following best describes your usual work schedule?Day Shift [ ] Afternoon Shift [ ] Night Shift [ ] Split Shift[ ]

Irregular Shift [ ] rotating shift[ ]

7. Does your job let you to use your skills & Abilities?

Strongly agree [ ] agree [ ] Disagree [ ] strongly disagree [ ]

8. In your job, how often do you take part with others in makingdecisions that affects you ?

Often [ ] sometimes [ ] rarely [ ] never [ ]


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9. In your job do you normally work as a part of a team or do youwork mostly on your own?

Yes I work as a part of a team [ ] No, I work on my own [ ]I work as an individual [ ]

10.Is your current promotion policy at your organization promotingits employees to grow up in the organizational level?

Yes[ ] No[ ] Not Sure [ ]

11.You have training opportunities in order to perform job safely & competently

Very True [ ] Some what True [ ] Not Too True[ ] Not at all

True[ ]

12.In general, how would you describe relations at your work placebetween Management & Employees?

Very Good [ ] Good [ ] Satisfactory [ ] Bad[ ] Cant Say[ ]

13.How often do you find your work stressful?

Often [ ] Sometimes [ ] Rarely [ ] Never [ ]

14.What are the recreational programs undertaken by yourorganization?

LTC [ ] Pay Holiday [ ] Weekend Get Together [ ] Others [ ]

15.How often do you work at your home as a part your job?

Never[ ] Few Times in a year[ ] About once in a month[ ]About once in week[ ] More than once in a week[ ]

49848475 Quality of Work Life

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