A STUDY ON QUALITY OF WORK LIFE OF EMPLYOEE’S AT TUBE INVESTMENT DIAMOND CHAIN INDIA LIMITED PROJECT REPORT Submitted to UNIVERSITY OF MADRAS In partial fulfilment for the requirement of the award of the degree MASTER OF BUSINESS ADMINISTRATION Report submitted By MS. VISHNUPRIYA.V Reg. No. MA00364 Under the guidance of Ms. J. RADHA, M.com., MBA., M.Phil.,B.Ed., DEPARTMENT OF BUSINESS ADMINISTRATION VALLIAMMAL COLLEGE FOR WOMEN (AFFILIATED TO UNIVERSITY OF MADRAS) E-9, ANNA NAGAR EAST, 1
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A STUDY ON QUALITY OF WORK LIFE OF EMPLYOEE’S
AT
TUBE INVESTMENT DIAMOND CHAIN INDIA LIMITED
PROJECT REPORT
Submitted to
UNIVERSITY OF MADRAS
In partial fulfilment for the requirement of the award of the degree
MASTER OF BUSINESS ADMINISTRATION
Report submitted
By
MS. VISHNUPRIYA.V
Reg. No. MA00364
Under the guidance of
Ms. J. RADHA, M.com., MBA., M.Phil.,B.Ed.,
DEPARTMENT OF BUSINESS ADMINISTRATION
VALLIAMMAL COLLEGE FOR WOMEN
(AFFILIATED TO UNIVERSITY OF MADRAS)
E-9, ANNA NAGAR EAST,
CHENNAI - 600102.
BATCH: 2010-2012
BONAFIDE CERTIFICATE
1
This is to certify that the project work entitled “A STUDY ON QUALITY OF
WORK LIFE AT TIDC INDIA LIMITED is a bonafide record of original work
done by Ms.VISHNUPRIYA.V, Reg. No: MA00364 II year student of MBA,
VALLIAMMAL COLLEGE FOR WOMEN, Chennai, in partial fulfilment for
the requirement of the degree MASTER OF BUSINESS ADMINISTRATION,
from UNIVERSITY OF MADRAS during the academic year 2010-2012.
Submitted for the viva-voce to be held on___________________
Internal examiner External examiner
ACKNOWLEDGEMENT
2
I take an opportunity to express my thanks to our esteemed
chairman Thiru. A.P.MAIKANDAN,B.A, and also to our correspondent
Thiru.A.M.ARIVUDAINAMBI, M.Sc.,M.S.,M.Phil.,PGDBA and our academic
advisor Dr.S.VALAVAN, M.A.,M.Litt.,Ph.D., and Principal of our college
Dr.T.V.S.PADMAJA, M.A,Ph.D,PGCTE(CIEFL),P.G.Dip.inPhon(RIE) who
has given me the opportunity to do this project at TUBE INVESTMENT
DIAMOND CHAIN INDIA LIMITED (TIDC).
I am grateful to Ms.K.E.ALAMELU, M.Com, M.B.A, M.Phil, Head of
the Department of Business Administration for extending her valuable guidance in
the preparation of a report.
I am also thankful to Mrs .J. RADHA, M.Com., M.B.A., M.Phil.,B.Ed., who has given me guidance and support to do this project report. I also thank all our staff members to help to do this report successfully.
I am also thankful to Mr. M KAILASAGIRI (Deputy Manager-HR),
of TIDC INDIA LIMITED, for spending his valuable time and giving excellent
guidance and co-operation to do this project. I am also thankful to BRINDA
Employees should be allowed to participate in management participative schemes which may be of several types. The most sophisticated among them is quality circle.
I m p l e m e n t a t i o n o f t h e s e s t r a t e g i e s e n s u r e s h i g h e r l e v e l o f
q u a l i t y o f work life
RESULT OF QUALITY OF WORK LIFE
43
Positive results of quality of work life have been supported by a number of
previous studies including reduced:
Absenteeism
Lower turnover and,
Improved job satisfaction.
Not only does quality of work contribute to company’s ability to recruit quality
people, but also it enhances a company’s competitiveness.
B.RESEARCH REVIEW
44
Various authors and researchers have proposed models of Quality of
working life which include a wide range of factors. Selected models are reviewed
below.
ABSTRACT (1)
AUTHOR
National Seminar on improving the quality of working life (1982)
It was convened to enquire into the direction of Quality of Work Life
activities in India and prepare an action plan for implementing the Quality of Work
Life concepts. The recommendation from the National seminar published in the
Journal of Productivity (1982) states that at the enterprise level, improvement of
quality of work life should be through the co-operative endeavor between
management and unions. The conference pointed out that the Government could
help in improving Quality of Work Life through legislation, executive policy and
action through its entrepreneurial role in the public sector. It recommended the
need for engaging and involving shop-floor level staff in the management and
policy decisions for improvement in Quality of Work Life. Based on his various
studies and wide experiences
45
ABSTRACT (2)
AUTHOR
Hackman and Oldham (1976) and Taylor (1979)
They drew attention to what they described as psychological growth needs
as relevant to the consideration of Quality of working life. Several such needs were
identified; Skill variety, Task Identity, Task significance, Autonomy and Feedback.
They suggested that such needs have to be addressed if employees are to
experience high quality of working life.In contrast to such theory based models,
Taylor (1979) more pragmatically identified the essential components of Quality of
working life as; basic extrinsic job factors of wages, hours and working conditions,
and the intrinsic job notions of the nature of the work itself. He suggested that a
number of other aspects could be added, including; individual power, employee
participation in the management, fairness and equity, social support, use of one’s
present skills, self-development, a meaningful future at work, social relevance of
the work or product, effect on extra work activities. Taylor suggested that relevant
Quality of working life concepts may vary according to organization and employee
group.
ABSTRACT (3)
46
AUTHOR
Warren buffett and colleagues (1979)
In an investigation of Quality of working life, considered a range of
apparently relevant factors, including work involvement, intrinsic job motivation,
higher order need strength, perceived intrinsic job characteristics, job satisfaction,
life satisfaction, happiness, and self-rated anxiety. They discussed a range of
correlations derived from their work, such as those between work involvement and
job satisfaction, intrinsic job motivation and job-satisfaction, and perceived
intrinsic job characteristics and job satisfaction. In particular, Warretal found
evidence for a moderate association between total job satisfaction and total life
satisfaction and happiness, with a less strong, but significant association with self-
rated anxiety. Thus, whilst some authors have emphasized the workplace aspects in
Quality of working life, others have identified the relevance of personality factors,
psychological well-being, and broader concepts of happiness and life satisfaction.
Factors more obviously and directly affecting work have however, served as the
main focus of attention, as researchers have tried to tease out the important
influences on Quality of working life in the workplace.
ABSTRACT (4)
47
AUTHOR
Mirvis and Lawler (1984) and Baba and Jamal (1991)
He suggested that Quality of working life was associated with satisfaction
with wages, hours and working conditions, describing the “basic elements of a
good quality of work life” as; safe work environment, equitable wages, equal
employment opportunities and opportunities for advancement.Baba and Jamal
(1991) listed what they described as typical indicators of quality of working life,
including: job satisfaction, job involvement, work role ambiguity, work role
conflict, work role overload, job stress, organizational commitment and turn-over
intentions. Baba and Jamalal so explored routinisation of job content, suggesting
that this facet should be investigated as part of the concept of quality of working
life.
ABSTRACT (5)
AUTHOR
Ellis and Pompli (2002)
Some have argued that quality of working life might vary between groups of
workers. For example, Ellis and Pompli (2002) identified a number of factors
contributing to job dissatisfaction and quality of working life in nurses, including:
Poor working environments, Resident aggression, Workload, Unable to deliver
quality of care preferred, Balance of work and family, Shiftwork, Lack of
involvement in decision making, Professional isolation, Lack of recognition, Poor
relationships with supervisor/peers, Role conflict, Lack of opportunity to learn new
skills.
ABSTRACT(6)
48
AUTHOR
M. Joseph Sirgyetal (2001)
Sirgyetal.; (2001) suggested that the key factors in quality of working life
are: Need satisfaction based on job requirements, Need satisfaction based on Work
environment, Need satisfaction based on Supervisory behaviour, Need satisfaction
based on Ancillary programs Organizational commitment. They defined quality of
working life as satisfaction of these key needs through resources, activities, and
outcomes stemming from participation in the workplace. Maslow’s needs were
seen as relevant in underpinning this model, covering Health & safety, Economic
and family, Social, Esteem, Actualization, Knowledge and Aesthetics, although the
relevance of non-work aspects is play down as attention is focused on quality of
work life rather than the broader concept of quality of life. These attempts at
defining quality of working life have included theoretical approaches, lists of
identified factors, correlational analyses, with opinions varying as to whether such
definitions and explanations can be both global, or need to be specific to each work
Data has been codified, tabulated and arranged in a scientific manner. The
term statistical refers to a measured value based on sample data. The various
statistical technique used are,
Chi- square test
ANOVA and
Weighted Average method
CHI-SQUARE TEST
The chi-square test is used to determine whether there is a significant
difference between the expected frequencies and the observed frequencies in one
or more categories. Does the number of individuals or objects that fall in each
category differ significantly from the number expected?
Where O is the Observed Frequency in each category
E is the Expected Frequency in the corresponding category
Is sum of.
df is the "degree of freedom" (n-1)
X2 is Chi Square
56
ANOVA
If the data are classified accordingly to only one criterion then it is called
one-way classification. Then following are the steps in carrying out the
analysis of variance.
1. Set up null hypothesis
1. Find the total sum of the items of various samples given in the data. It is
denoted by T.
2. Find the correction factor
i.e., C.F =
=
3. Find the sum of squares of all the items and find its total. Subtract it from the
C.F. This gives sum of squares of deviations for total variance.
4. Find the sum of squares between samples.
5. Find the sum of squares within the samples.
6. Construct analysis of variance table.
7. Calculate the value of F= Variance
8. Find the tabulated value of F for the given degrees of freedom.
9. If calculated F< tabulated F we accept the null hypothesis.
Calculated F >tabulated F we reject the null hypothesis.
57
WEIGHTED AVERAGE METHOD
In the case involving rating scale and ranking, the weighted
average ranking method is used. In this method, the net scores for each
attributes are calculated and analysis can be done as the basic of the net
score in percentage obtained the formula is given.
Net Score = (Weighted for column x No. of respondents) / Total weight
∑wixi
= _______
∑wi
58
TABLE NO.1
NO. OF DEPARTMENTS
NAMEOF THE DEPARTMENT
NO OF EMPLOYEES PERCENTAGE
Fine Blanking
Cam chain Cell
Agricultural chain cell
House Keeping
Tool Room
Human Resources(Xerox)
32
31
14
13
9
1
32%
31%
14%
13%
9%
1%
TOTAL 100 100
INF
INFERENCE
From the above table 33% of the respondents belong to the Fine Blanking Department and 1% of the sample belongs to Human Resource (Xerox) department respectively.
59
CHART NO 1
NO. OF DEPARTMENT
60
TABLE NO.2
AGE OF THE EMPLOYEES
INFERENCE:
From the above table 45% of the respondents belong to age group of 26-35 years
and 1% of the employees belong to 50 years and above age group.
61
AGE LIMITS
NO OF RESPONDENTS
PERCENTAGE
0-25 25 25%
26-35 45 45%
36-45 29 29%
50 1 1%
TOTAL 100 100
CHART NO.2
62
TABLE NO.3
GENDER
GENDER EMPLOYEES PERCENTAGE
MALE 33 33%
FEMALE 67 67%
TOTAL 100 100
INFERENCE:
From the above table 67% of the respondents are Female, and 33% of the
employees are Male.
63
CHART NO.3
GENDER OF EMPLOYEES
64
CHART NO.4
EXPERIENCE OF EMPLOYEES
YEARS EXPERIENCE OF
EMPLOYEES
PERCENTAGE
0-6 70 70%
6-10 26 26%
11-12 4 4%
21 yrs and above
0 0%
TOTAL 100 100
INFERENCE:
From the above table shows that 70% of the respondents have 0-5 years of
experience, and 4% of the employees having 6-10 years of experience.
65
CHART NO.4
EXPERIENCE OF EMPLOYEES
66
CHART NO.5
MARITAL STATUS
STATUS NO OF EMPLOYEES PERCENTAGE
SINGLE 28 28%
MARRIED 72 72%
TOTAL 100 100
INFERENCE:
From the above table 72% of the respondents are married in the organization,
and 28% of respondents are unmarried in the organization.
67
CHART NO.5
MARITAL STATUS OF EMPLOYEES
68
PART II
TABLE NO .6
Opinion about the work environment
OPINION NO OF
REPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
40
41
19
0
0
40%
41%
19%
0%
0%
Total 100 100
INFERENCE
From the above table nearly 41% of respondents agreed that they are
motivated by the work environment in the organization and 19 % of respondents
neutrally agreed to the above statement.
69
CHART NO.6
70
TABLE NO.7
Opinion about working conditions
INFERENCE:
From the above table 47% of respondents agreed that the working condition
in the organization is satisfying, and 3% of respondents dis-agreed that the working
condition in the organization is not satisfying in the organization.
CHART NO .7
71
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
40
47
10
3
-
40%
47%
10%
3%
-
TOTAL 100 100
TABLE NO. 8
72
Opinion about Motivation given by Supervisor
OPINION NO OF
REPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
39
33
21
6
1
39%
33%
21%
6%
1%
Total 100 100
INFERENCE:
From the above table 39% of respondents strongly agreed that the
Supervisor/Senior authority constantly motivate them in the organization, and 1%
of respondent strongly dis-agreed to this statement.
CHART NO.8
73
TABLE NO.9
74
Clarification of doubts by the superior
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
39
50
9
1
1
39%
50%
9%
1%
1%
Total 100 100
INFERENCE:
From the above table 50% of respondents agreed that the superior is
supportive in clarifying the doubts regarding the work, and 1% of respondents
strongly dis-agreed that the superior is not supportive in clarifying the doubts
regarding the work
CHART NO 9
75
TABLE NO.10
76
Opportunities provided to develop new skills
OPINION NO OF
REPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
24
63
12
-
1
24%
63%
12%
-
1%
Total 100 100
INFERENCE:
From the above table 63% of respondents agreed that the training given by
the organization has helped the employees to develop new skills and 1% of
respondent strongly dis-agreed this statement.
CHART NO.10
77
TABLE NO.11
78
Trainings program in updating the skills and knowledge
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
25
56
11
6
2
25
56
11
6
2
Total 100 100
INFERENCE:
From the above table 56%of respondents agreed that the training program is
designed to update the skills and knowledge of the employees, 2% of respondents
strongly dis-agreed that the training program is not designed to update the skills
and knowledge of the employees.
CHART NO.11
79
TABLE NO 12
80
Employee’s ability and work requirement
OPINION N0 OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
28
53
12
3
4
28%
53%
12%
3%
4%
TOTAL 100 100
INFERENCE:
From the above table 53% of respondents agreed that the training given by
the management bridges the gap between the employee’s ability and work
requirement, and 4% of respondents strongly dis-agreed that the training given by
the management does not bridges the gap between the employees ability and work
requirement.
CHART NO.12
81
TABLE NO.13
82
Safety precaution
OPINION NO OF
RESPONDENTS
PERSENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
40
44
12
4
-
40
44
12
4
-
TOTAL 100 100
INFERENCE:
From 44% of respondents agreed that the safety precautions given by the
trainer regarding work helps to reduce accident’s, and 4% of respondents disagreed
that the safety precautions given by the trainer regarding work does not to helps
reduce accidents.
CHART NO.13
83
TABLE NO.14
84
Infrastructure facilities
ROOMS RESTROOMS QUALITY
OF FOOD
SAFETY
MEASURES
OPINION No. Of
respond
ents
% No. Of
respond
ents
% No. Of
respond
ents
% No. Of
respond
ents
%
Very good
Good
Fair
Poor
Very poor
29
11
31
13
16
29%
11%
31%
13%
16%
47
16
29
7
1
47%
16%
29%
7%
1%
44
11
37
7
1
44%
11%
37%
7%
1%
48
12
29
9
2
48%
12%
29%
9%
2%
Total 100 100 100 100 100 100 100 100
INFERENCE:
It is interpreted that safety measures, restrooms, and quality of food have been
rated as very good with the percentage of 48%, 47%,and 44% and few of the
employees have disagreed with the above statement
CHART NO.14
85
TABLE NO.15
86
Adequacy of infrastructure facilities
Opinion No. Of Respondents Percentage
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
25
39
30
3
3
25%
39%
30%
3%
3%
TOTAL 100 100
INFERENCE:
From the above table 39% of respondents agreed that the organization
provides adequate infrastructure facilities to the employees and 3% of the
respondents dis-agreed and strongly dis-agree that the organization does not
provide adequate infrastructure facilities to the employees
CHART NO.15
87
TABLE NO.16
88
Canteen facilities
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
28
44
11
13
4
28%
44%
11%
13%
4%
TOTAL 100 100
INFERENCE:
From the above table 44% of respondents agreed that the canteen facilities
provided at the organization are satisfying and 4% of respondents strongly dis-
agreed that the canteen facilities provided at the organization are not satisfying
CHART NO.16
89
TABLE NO.17
Comfort ability of work
90
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
34
47
13
4
2
34%
47%
13%
4%
2%
TOTAL 100 100
INFERENCE:
From the above table 47% of respondents agreed that the work which they
engaged with is very comfortable and satisfying, and 34% of respondents strongly
dis-agreed that the work which they are engaged with is not comfortable and
satisfying
CHART NO.17
91
TABLE NO.18
Respect given to the employees
92
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
36
41
13
7
3
36%
41%
13%
7%
3%
TOTAL 100 100
INFERENCE:
From the above table 41 % of respondents agreed that the organization
treat’s the employee’s with good respect and 3% of respondents strongly dis-
agreed that the organization does not treat’s the employee’s with good respect
CHART NO.18
93
TABLE NO.19
Work load
94
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
34
45
13
5
3
34%
45%
13%
5%
3%
Total 100 100
INFERENCE:
From the above table 45% of respondents agreed that the organization
provides work according to the employee’s capacity, 3% of the respondents
strongly disagreed that the organization provides work beyond their capacity to
the employees.
CHART NO.19
95
TABLE NO.20
Grievances
INFERENCE:
96
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
29
40
21
4
6
29%
40%
21%
4%
6%
Total 100 100
From the above table 40% of respondents agreed that the grievance
aroused are duly addressed by the organization, 29% of respondent strongly
disagreed that the grievance aroused are not duly addressed by the organization
CHART NO.20
97
TABLE NO.21
The level of satisfaction with the colleagues
INFERENCE:
98
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
35
49
11
3
2
35%
49%
11%
3%
2%
TOTAL 100 100
From the above table 49% of respondents agreed that the relationship with
other employees in the organization is satisfying, 2% of respondents strongly
disagreed this statement.
TABLE NO.21
99
TABLE NO.22
Feedback on Stress reduction or stress management program
INFERENCE:
100
Opinion No. Of Respondents Percentage
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
27
45
21
4
3
27%
45%
21%
4%
3%
Total 100 100
From the above table shows 45% of respondents agreed that the stress
management or stress reduction program was very helpful and 3% of respondents
strongly dis- agreed this statement.
CHART NO.22
101
TABLE NO.23
Guidance by organization
INFERENCE:
102
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
29
59
8
3
1
29%
59%
8%
3%
1%
Total 100 100
From the above table 59% of respondents agreed that the organisation
provides all the guidance and facilities to get the work done from the employees,
and 1% of respondents strongly dis-agreed the statement.
CHART NO.23
103
TABLE NO.24
Improvement of quality of work life through training
OPINION NO OF
RESPONDENTS
PERCENTAGE
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
29
57
9
4
1
29
57
9
4
1
Total 100 100
INFERENCE:
104
From the above table 57% of respondent agreed the training opportunities
have helped in improving the quality of work life and 1% of respondents strongly
dis-agreed the above statement.
CHART NO.24
105
TABLE NO.25
Safety to the employees
106
Opinion No. Of Respondents Percentage
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
42
46
11
1
-
42%
46%
11%
1%
-
Total 100 100
Inference:
From the above table 46% of respondent agreed that the safety is always
been given priority by the organization to the employees and 1% of respondents
disagreed the above statement.
CHART NO.25
107
TOOLS AND STASTICAL TECHNIQUES
TWO WAY ANALYSIS OF VARIANCE
A.Age of employee’s and work load of employee’s
108
Solution:
: There is no significant difference between age of employees and work load of
employee’s.
Work loadAge of
employeesStrongly
agreeAgree Neutral disagree Strongly
disagree0-25 7 14 2 1 126-35 21 18 4 2 0
36-45 9 15 3 2 050 0 1 0 0 0
: There is significant difference between age of employees work load of
employee’s.
STEP 1: To find correction factor
SA S A N D SD7 49 14 196 2 4 1 1 1 121 441 18 324 4 16 2 4 0 09 81 15 225 3 9 2 4 0 00 0 1 1 0 0 0 0 0 037
=∑571
∑48
∑746
∑9
∑
29 5 9 1 1
T =∑ +=∑ +=∑
=37+48+9+5+1=100
N =4+4+4+4+4=20
Correction factor (C.F) = =
CF =500
STEP 2:
109
Sum of squares of deviations for total variance = squares of all items- correction factor
= ∑ +∑ -CF
= 571+746+29+9+1-500
= 856
STEP 3:
Sum of squares of deviations between the columns
= + + + + - C.F.
= + + + - 500
= 445
Degree of freedom=5-1=4
STEP 4:
Sum of squares of deviations between the rows
= + + -500
= 198.40
Degree of freedom=4-1=3
STEP5:
Sum of squares of deviations for residual variance
= (sum squares of deviations for total variance)
- {Sum of squares of deviations between the work load+ Sum of squares of deviations between the age of employee’s}
110
=856 - (445+198.40) =213
STEP 6:
ANALYSIS OF VARIANCE TABLE
The calculated value of F =0.235
The tabulated value of F for =8 and = 3 at 5% level of significance is 8.84
DECISION
Since the calculated value of F < tabulated value of F. hence we accept the null hypothesis
CONCLUSION
Therefore I conclude that there is no significant difference between age of employees and work load given to the employee’s
B.Training programs in updating the skills and knowledge is in compliance with experience of employees
Solution:
111
Source ofVariation
Sum ofSquares
Degree offreedom
Variance F
Between columns
445 =5-1=4=
=111.25=
=0.235
Between rows 198.40 = 4-1=3 = =66.13
= =0.396
Residual value
213 5+4-1=8= = 26.62
: There is no significant difference between experience and training programs in
updating the skills and knowledge
Training programs in updating the skills and knowledge