Fyp-Quality of Work Life

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A DISSERTATION REPORT ON

QUALITY OF WORK LIFE

Submitted in partial fulfillment of the requirement of the degree of

Master of Business Administration

(2009-11)

ASHWANI CHAUHAN

MBA-4th

Semester

Internal Guide

Mrs. Khyati KapilAssistant Professor

MBA Department

COER-School of Management

UTTARAKHAND TECHNICAL UNIVERSITY, DEHRADUN(2010-2012)


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ACKNOWLEDGEMENT

I feel myself privileged at having an opportunity to thank the people who helped me at all

stages of my research work. The report is the outcome of the guidance and valuable suggestions provided

by all the faculty of COER School of Management (COER-SM). I would like to express my sincere

thanks and primarily the gratitude to Mrs. Khyati Kapil, Lecturer, MBA Department, COER- SM,

Roorkee who had been the main driving force in guiding, in the analysis and presentation of the project

work right from the initiation to the final stage.

I also wish to express my sincere thanks to my parents, friends and well wishers for their

enthusiastic support and who have directly or indirectly helped me in one way or the other in preparation

of the final report.

ASHWANI CHAUHANMBA IV SEMCOER


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DECLARATION

I hereby declare that the study entitled QUALITY OF WORK LIFE being submitted by me in the

partial fulfillment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION

from UTTARAKHAND TECHNICAL UNIVERSITY is a record of my own work under the guidance of

Mrs. Khyati Kapil.

Project Guide SignatureMrs.Khyati Kapil


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Lists of contents

CHAPTER NO. PARTICULARS PAGE NO.

1 OBJECTIVE OF THE STUDY 8

2 INTRODUCTION OF TOPIC 1022

3 LITERATURE REVIEW 24 - 25

4 RESEARCH METHODOLOGY 27

5 DATA ANALYSIS & INTERPRETATION 29 - 39

6 FINDINGS 41

7 RECOMMENDATIONS 43

8 CONCLUSION 45

9 BIBLIOGRAPHY 47


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Chapter 1


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OBJECTIVES OF THE STUDY

To find out effects of quality of work life. To find out way to improve quality of work life


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Chapter 2


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INTRODUCTION

WHAT IS WORK?

Workcan be defined as transfer of energy. In physics we say that work is done on an object

when you transfer energy to that object. If one object transfers (gives) energy to a second object, then the

first object does work on the second object.

Work is the application of a force over a distance. Lifting a weight from the ground and putting it on a

shelf is a good example of work. The force is equal to the weight of the object, and the distance is equal to

the height of the shelf .

What is work life?

Work life including proper prioritizing between work one hand as career and ambition and life as

health,pleasure,family,spiritual development so its a broader concept.

Meaning

Quality of work life has gained deserved prominence in the Organizational Behavior as an

indicator of the overall of human experience in the work place. It expresses a special way of thinking

about people their work, and the organizational in which careers are fulfilled.

QWL refers to the relationship between a worker and his environment, adding the human

dimension to the technical and economic dimensions within which the work is normally viewed and

designed. QWL focus on the problem of creating a human working environment where employees work

cooperatively and achieve results collectively. It also includes.

The programme seeks to promote human dignity and growth Employees work collaboratively They determine work change participate The programmes assume compatibility of people and organization


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QWL refers to the level of satisfaction, motivation, involvement and commitment individuals

experience with respect to their line at work. QWL is the degree of excellence brought about work and

working conditions which contribute to the overall satisfaction and performance primarily at the

individual level but finally at the organizational level.

J. Richard and J. Lay define QWLas the degree to which members of a work organizationare able to satisfy important personnel needs through their experience in the organisation.

MAJOR FACTORS AFFECTING THE QWL:

PayQWL is basically built around the concept of equitable pay. In the days ahead, employees may

want to participate in the profits of the firm as will. Employees must be paid their due share in the

progress and prosperity of the firm.

BenefitsWorkers throughout the globe have raises their expectations over the years and now feel entitled to

benefits that were once considered a part of the bargaining process.

Job SecurityEmployees want stability of employment. They do not like to be the victims of whimsical personal

policies and stay at the mercy of employers.

Alternative Work SchedulesEmployees demand more freedom at the workplace, especially in scheduling their work. Among

the alternative work schedules capable of enhancing the quality of work life for some employees are:

i. Flexi time: A system of flexible working hours,ii. Staggered hours: Here groups of employees begin and end work at different intervals.iii. Compressed workweek: It involves more hours of work per day for fever days, per week.


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iv. Job enrichment: It attempts to increase a person's level of output by providing that persons withexciting, interesting, stimulating or challenging work.

Occupational StressOccupational mental-health programmes dealing with stress are beginning to emerge as a new and

important aspect of QWL programmes. Obviously, and individual suffering from an uncomfortable

amount of job-related stress cannot enjoy a high quality of work life. '

Worker ParticipationEmployees have a genuine hunger for participation in organizational issues affecting their lives.

Naturally they demand far more participation in the decision making process at the workplace.

Social IntegrationThe work environment should provide opportunities for preserving an employee's personal

identify and self-esteem through freedom from prejudice, a sense of community, interpersonal openness

and the absence of stratification in the organization.

Work and total life spaceA person's work should not overbalance his life. Ideally speaking, work schedules, career demands

and other job requirements should not take up too much of a person's leisure time and family life.

BARRIERS1. Focus on a quick fix.

Management is under constant pressure to find and fix problems quickly, with immediate results.

This leads to treating symptoms instead of solving problems. Treating symptoms is like taking two

aspirin and drinking orange juice for the common cold. You might feel a litde better but you still

have a cold. Implement a problem-solvingprocess. Management must provide a long-term focus


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and look towards the future. Some companies report that it takes three to five. years to attain

organizational focus on quality and problem solution.

2. Who's responsible?The great mystery of U.S. management is "whodunit?" The focus is generally on "who's

responsible" for something rather than "what happened," and "how can we prevent this problem

from occurring in the future?" Recendy a client company had a problem with a shipment of

products to a customer. The customer called and said a quality parameter was out of spec.

Management's immediate response was, "who was on shift that day; who shipped it?" The

response was Who can we blame?" rather than "What happened, how did it happen, what system

allowed this to happen and how can we prevent it in the future?" Many organizations operate on

what we call the "Thermodynamic Theory" of management: "There is only so much heat to go

around. So the more that I can shift to someone else, the less I have to absorb." In other words, the

focus is on who's responsible, not how to fIXthe real problem and prevent future ones.

3. What we know and don't know:This barrier includes what'we know anddon't know about people, equipment,processes, products,

and services. It isimportant for employees and managers to realize what we know as well as

whatwe don't know. For example, in a carrental company seekingquality improvement,we see

quality slogans like: "Do it right the first time," and "We are allon board for quality." While

renting acar to a customer, one employee said toanother, "I don't care how many peopleare in line

here, I'm going to take mybreak." That is not meeting customer requirements.In the same

company, a service-deskemployee had to rent cars. When the computers went down, she said, "I

haveno idea how to function with no computer." Another example occurred in abank. There was

one small elTOr.We talked to three people before findingsomeone who knew how to fIXthe

problem. Training is a must!Managers must learn what is known and what is unknown. This will

allowthem to plan the right training. Management must provide employees with theopportunity to

really do their job andhave pride of workmanship.


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4. Failing to flx problem:Peopleissues, management vs. leadership, processes, procedures, and systems can allcause

problems. Many times we treat symptoms and overlook problems. Themanager's role is to fmd

and fIXproblems. Actually, problem pm;entionis aneven greater role. Employees need to be

trained in a problem-solving process thatcan translate into solutions for manytypes of problems.

5. 1 for me" ayndrome.In manyC9mpanies, politics and the desire to"look good" override the decision-makingprocess.

This is generally a symptomof fear of losing a job, "looking bad" orallowing someone else to get

ahead of you. This can symptomizea deeper problem:lack of teamwork. When politics become soimponant, selfishmotivestakepriority over good decisions. It is important to foster an atmosphere

in whichpeople are free to do their jobs. Deming calls this "driving out fear so that everyonecan

work for the company."

Numbera, numbera, numbers :When wefocus only on the numbers, weforget the emotions and hearts

of the mployees. Uoyd Nelson has said that the most imponant figures in any company are unknown and

unknowable.

THE IMPACT OF WORK LIFE ON MEN

The pressure of an increasingly demanding work culture in the UK is perhaps the biggest and most

pressing challenge to the mental health of the general population. The cumulative effect of increased

working hours is having an important effect on the lifestyle of a huge number of people, which is likely to

prove damaging to their mental well-being. The Mental Health Foundation is concerned that a sizeable

group of people are neglecting the factors in their lives that make them resistant or resilient to mental

health problems.


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SIGNIFICANCE OF THE STUDY:

Quality of work life covers various aspects under the general umbrella of supportive

organizational behavior. Thus, the QWL should be broad in its scope. It must be evaluate the attitude of

the employees towards the personnel policies. The research will be helpful in understanding the current

position of the respective company. And provide some strategies to extent the employees satisfaction with

little modification which is based on the internal facilities of the company.

This research can be further used to evaluate the facilities provided by the management towards

the employees. This study also helps in manipulating the basic exception of the employees.

QWL PROGRAMMES:

QWL programmes concentrate on creating a working environment that is Conductive to the satisfaction of

worker needs. This program assumes that a job and the work environment should be structured to meet as

many of the workers needs as possible.

Richard Walton has organized into eight categories. These should be integrated, coordinated and properly

managed.


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These programmes are helped to avoid some pitfalls like

QWL program must be implemented with the co-operation of management and labour.

Action plans must be carried to completion.

Care mist be taken to concentrate the focus on the joint objectives of improving the QWL.

RESULTS OF HIGH QWL:

High Productivity Increase organizational effectiveness High employee satisfaction High morale . Reduce the absenteeism and labour turn over Increase the quality of life of employees High employee involvement Peaceful industrial relation


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CHAPTER 3


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LITERATURE REVIEW

Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis & Lawler, 1984; Cooper, 1988) define the qualities

of work life are broadly similar to the study on Singaporean Employees Development suggest four

dimensions of Quality of work life labeled as,

i) Favorable work environmentii) ii) Personal growth and autonomyiii) iii) Nature of job andiv) iv)Stimulating opportunities and co-workers Good performance is recognized in addition to

rewards being based upon performance while employees are respected and treated like mature

people.

The Study on Singaporean Employees development Cheng S says in a high QWL there should be a

positive impact on personal life, an opportunity to be involved in decision as well as an acceptable level

of physical comfort. Jobs seen to exist within high QWL work situations are those in which there is

minimal negative impact on ones personal life, and hopefully one which has a positive impact on ones

personal life.

(Taylor, 1977; Taylor, 1978; Donald, 1997) have generally established that QWL is positively

associated with job satisfaction and can be a significant motivator. One implication of this finding for

management is the need to consider the type of intrinsic and extrinsic factors highlighted by the four

aspects of QWL that comprise the motivational reward-incentive system used in organizations. Designing

the job and the work environment so as to include the characteristics of the QWL dimensions discussed

above will contribute to the workers sense of well-being, and provide a more positive start to other work

motivation programmes within the organization..

Kirkman (1989)suggests that in the future work society; the drive for more humanitarian treatment both

in and out of work will increase.

QWL has also been viewed in a variety of ways including


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a) as a movement

b) as a set of organizational interventions and

c) as a type of working life felt by employees QWL, Self-evaluation and life satisfaction among American

Africans.

When for many people sex and relationships are troublesome--since they are often hazardous toour health--work plays an even greater role in keeping us "out of trouble." Regardless of how much we

earn, most of us have some kind of agenda or work plan. And with so many people opening a home and a

cyber-office, with mounting levels of technology-related stress (which Bruria Ginton, owner turned

content-provider, calls frustression), many of us end up involved in more than one job, which we feel

compelled to get done, spending the greatest portion of our lives in what we consider our workplace. So

Quality of Work Life (QWL) is not some notion of frivolous luxury. QWL is just as real and useful as

virtual reality itself.
http://www.qwl.com/bruria.htmlhttp://www.qwl.com/bruria.html


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CHAPTER 4


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RESEARCH METHODOLOGY

RESEARCH DESIGN :

1. Analytical Research: It uses facts or information already

available and has to prepare Research report on the basis of

analytical work .

2. Descriptive Research :Descriptive research is based on

description of facts. The main purpose of descriptive research is

description of state of affairs as exist at present.

Research Design

1. Primary data: a) Questionnaires comprised of 11 questions.

b) Sample Size: Total number of questionnaire

distributed 25 And the respondent are 20 .

2. Secondary Data: Internet & Books.

Tools For Research

The questionnaire method has been used to analyze and assess the

Quality of Work Life. The questionnaire was distributed to the

employees of WIPRO Ltd.


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CHAPTER 5


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MEASUREMENT & SCALING TEHNIQUE-

Measurement can be defined as a process through which reasearchersdescribes,explain and

predict the phenomena.

The data collected through the questionnaires have been tabulated&analyzed through Pie

Diagrams.

LIKERT SCALE :

It is anon-comparative scale. This scale is used to measure attitudes & behavior. It

is usually a balanced scale and has typically five descriptors: strongly agree, agree,

neither agree nor disagree(neutral) , disagree, strongly disagree.

The rating followed by Likerts Scale:

Strongly Agree (SA) = 1 Agree (A) = 2 Neutral (N) = 3 Disagree (DA) = 4 Strongly Disagree (SDA) = 5

S A A N D A S D A

Data is collected through the questionnaire that have been tabulated & analyzed

through


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1. Does Job allows you to use your skills and abilities to the maximum level?

Interpretation

Out of 25 employees 15 are strongly agree 5 agree, 2 neutral, 2 disagree 1 disagree for

their skills and ability for job allows.

Strongly

Agree

Agree Neutral Disagree Strongly

Disagree

0

5

10

15

20

Response


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2.Are conditions in the job allows you to be productive?

Interpretation

Out of 25 employees,

Strongly

Agree


Disagree

0

5

10

15

20

Response


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3. DOES The organization provides an opportunity to develop my own abilities?

Interpretation


Strongly

Agree


Disagree

0

5

10

15

20

Response


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4 . IS The organization is providing high quality tools and techniques to do

the job?

Interpretation


Strongly

Agree


Disagree

0

5

10

15

20

Response


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5. Are the opportunities for promotions are good?

Interpretation


Strongly

Agree


Disagree

0

5

10

15

20

25Response


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6. IS Sense of belongingness increase with the cooperation?

Interpretation


Strongly

Agree


Disagree

0

5

10

15

20

25

Response in %age


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6.IS, the safety of workers is at high priority?

Interpretation


Strongly

Agree


Disagree

0

5

10

15

20

25

Response


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8. IS The company does a good job of linking rewards to job performance?

Interpretation


Strongly

Agree


Disagree

0

5

10

15

20

Response


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9. DO you feel that your work allows to do in a particular area where you can do

best ?

Interpretation


Strongly

Agree


Disagree

0

5

10

15

Response


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10. ARE The superior is concerned about the welfare activities of the

employees?

Interpretation


Strongly

Agree


Disagree

0

5

10

15

Response


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11. Do you feel free to offer comments and suggestions?

Interpretation


Strongly

Agree


Disagree

0

5

10

15

20

Response


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CHAPTER 6


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FINDINGS

Good working environment enhance the employee quality ofwork life.

Poor quality of work life leads to absenteeism.Employee and workers are not provided with adequate salary and

wages which reduces quality of work life which in turns affect

man power productivity.

By improving the QWL through promotion, training ,distribution, of profits among the employees , welfare measures,

accommodation etc.

QWL involved proper communication which is help employeesto share their views, grievance


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CHAPTER 7


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SUGGESTIONS

Welfare and safety measures should be provide to the employee whichwill go to motivation them constantly.

Employee should be given chance to participate in decision making andintercommunication should be there.

Ensuring job security to employees.Proper working conditions should be provided with fixed hours of

working.

Employees need high motivation from the top management of thecompany.

Employees needs more compensation from the companyEmployees expects mutual relationship between co-workersEmployees needs special training from the company related to their job

during working period.


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CHAPTER 8


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CONCLUSION

I conclude that Quality of work life is positively related to

performance and higher productivity and negatively related to absenteeism.

In order to improve quality of work life various programme should be

introduced in an enterprise such as development of employee skills ,

reduction of stress and development of labour management relations etc. A

happy and healthy employee will give better turnover , make good decision

and positively contribute to the organizational goal.


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REFERENCES

BOOKS:

1. K. Aswathappa (1997), Human Resources and Personal Management Tata Mcgraw-HillPublishing Company Limited, New Delhi110 001.

2. C. R. Kothari (2001) Research Methodology of Wishwa Prakashan Publishing, Chennai17, Edition

3. R.S.N. Pillai and V. Bhagavathi (1998), Statistics of Sultan Chand and sons, New Delhi,pp. 132-141, II Edition.

WEBSITES

www.citehr.com www.humanresources.com www.qualityofworklife.com www.final-yearproject.com

QUESTIONNAIRE
http://www.humanresources.com/http://www.qualityofworklife.com/http://www.final-yearproject.com/http://www.final-yearproject.com/http://www.final-yearproject.com/http://www.qualityofworklife.com/http://www.humanresources.com/


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I, ashwanichauhan, the student of COER, I am doing a research project in SIDCUL. Therefore, to help in

my project work, I would like to know your feedback. Your responses would be kept confidential. Please

read the statement given below carefully and respond by marking ( ) in the appropriate box.

Name Age Deptt..

D.O.J. Designation

Statement Opinion

S.No Strongly

Agree


Disagree

1 The Job allows me to use my skillsand abilities to the maximum level?

2 Conditions in the job allows me to beproductive?

3 The organization provides anopportunity to develop my ownabilities?

4 The organization is providing highquality tools and techniques to do the

job?

5 The opportunities for promotions aregood?

6 Sense of belongingness increase withthe cooperation?

7 The safety of workers is at highpriority?

8 The company does a good job oflinking rewards to job performance?

9 I feel that my work allows me to doin a particular area where I can do

best ?

11 Do you feel free to offer commentsand suggestions?

Fyp-Quality of Work Life

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