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BASELIOS POULOSE II CATHOLICOS COLLEGE BASELIOS MOUNT, PIRAVOM-686664 ERNAKULAM, KERALA DEPARTMENT OF BUSINESS ADMINISTRATION MANAGEMENT PROJECT 2011-2012 A STUDY ON “QUALITY OF WORK LIFE OF THE EMPLOYEES OF RADO TYRES COMPANY LTD. UNDER THE GUIDANCE OF Dr.SUSHAN.PK Mrs.SHEEBA (FACULTY GUIDE) (COMPANY GUIDE) SUBMITTED BY SOLAMON JOY REG NO: ____________
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QWL @ Rado Tyres

Apr 12, 2015

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Solamon Joy

Study on Quality of Work Life at Rado Tyres, Kothamangalam
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Page 1: QWL @ Rado Tyres

BASELIOS POULOSE II CATHOLICOS COLLEGE

BASELIOS MOUNT, PIRAVOM-686664

ERNAKULAM, KERALA

DEPARTMENT OF BUSINESS ADMINISTRATION

MANAGEMENT PROJECT 2011-2012

A STUDY ON “QUALITY OF WORK LIFE OF THE EMPLOYEES

OF RADO TYRES COMPANY LTD.

UNDER THE GUIDANCE OF

Dr.SUSHAN.PK Mrs.SHEEBA

(FACULTY GUIDE) (COMPANY GUIDE)

SUBMITTED BY

SOLAMON JOY

REG NO: ____________

Page 2: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 2 BPC College, Piravom

BASELIOS POULOSE II CATHOLICOS COLLEGE

BASELIOSMOUNT, PIRAVOM-686664, ERNAKULAM,

KERALA

PH: 0485-2265400,0485-2243474

Email:[email protected]

Website:www.bpc.ac.in

DEPARTMENT OF BUSINESS ADMINISTRATION

CERTIFICATE

This is to certify that the Management project entitled “QUALITY OF

WORK LIFE OF EMPLOYEES” submitted by SOLAMON JOY, Register no:

SDAA09143140, is a bonafide record of the work done by him, during the

year 2011-2012 at Rado Tyres Company Ltd in partial fulfillment of

requirement for the award of degree in Business Administration of the

Mahatma Gandhi University, Kottayam, Kerala.

INTERNAL GUIDE HEAD OF THE DEPARTMENT

Dr.SUSHAN.PK Mr.SUSHEEL.V.DANIEL

VIVA-VOCE EXAMINATION HELD ON……………………………….

EXTERNAL GUIDE.

Page 3: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 3 BPC College, Piravom

A PROJECT REPORT ON

“QUALITY OF WORK LIFE OF THE EMPLOYEES OF RADO TYRES

COMPANY LTD.”

Submitted to,

MAHATMA GANDHI UNIVERSITY, KOTTAYAM, in partial fulfillment

for the award of the Bachelors Degree in Business Administration.

Submitted by,

SOLAMON JOY

Reg. No: ____________

Under the guidance of,

Dr.SUSHAN.PK

B.B.A Department

Page 4: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 4 BPC College, Piravom

DECLARATION

I do hereby declare that, this dissertation entitled “Quality of work life of

the Employees” being submitted to Mahatma Gandhi University,

Kottayam in partial fulfillment of the requirement for the degree of

B.B.A is a bonafide research work done by me, SOLAMON JOY for the

first time under the supervision and guidance of Dr.SUSHAN.PK (B.B.A),

B.P.C College, Piravom.

I do also declare that this report has not previously been submitted for

any other diploma, degree or title of any other recognition.

Place: Piravom

Date : SOLAMON JOY

Page 5: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 5 BPC College, Piravom

ACKNOWLEDGEMENT

I would like to express my gratitude to all the people who made a major

contribution to my very first project report.

I express my sincere thanks to the Management, Principal and Head of

the Department (B.B.A) and to my guide Dr.SUAHAN.PK for letting me a

chance to do such a project report and for the constant encouragement

during the course of my study and research.

My sincere and humble tone of thanks to Mrs. (Company Guide KEL

Ltd.) and all the members of Rado Tyres Company Ltd.

At this point, I express my humble affection towards my father and

mother for each and everything they have done. And am also thankful to

the teachers in B.B.A Department and rest of staff in B.P.C College.

I express my sincere thanks to my classmates and friends for their

unnerved and abundant love and support.

Last, but not the least, am thankful to the God Almighty for helping me

to do this project successfully.

SOLAMON JOY

Page 6: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 6 BPC College, Piravom

TABLE OF CONTENTS

Page No

Declaration Acknowledgement Table of content List of contents List of Tables List of Graphs

CHAPTER 1 INTRODUCTION 10

Introduction

Statement of the problem

Objectives of the study

Scope of the study

Limitations of the study

Chapterisation

CHAPTER 2 ORGANISATION STUDY 16

Introduction

Company profile

Electrical industry on growth path

Industry structure and development

Manufacturing units

Product profile

Organization structure

Classification of workers in Rado Tyres

Human resource management

Establishment in Rado Tyres

Social security and labor welfare in Rado Tyres

Safe and healthy environment

Page 7: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 7 BPC College, Piravom

CHAPTER 3 REVIEW OF LITERATURE 22

Introduction Factors that contribute to quality of work life Principles of quality of work life Scope of quality of work life

CHAPTER 4 RESEARCH METHDOLOGY 30

Methodology of the study Data analyzing tools and technique

CHAPTER 5 DATA ANALYSIS AND INTERPRETATION 35

CHAPTER 6 FINDINGS & SUGGESTION 68

CHAPTER 7 CONCLUSION 71

CHAPTER 8 APPENDIX 73

CHAPTER 9 BIBILIOGRAPHY 77

Page 8: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 8 BPC College, Piravom

LIST OF TABLES

Table no: Tables Page no:

Table – 1

Table – 2

Table – 3

Table – 4

Table – 5

Table – 6

Table – 7

Table – 8

Table – 9

Table – 10

Table – 11

Table – 12

Table – 13

Table – 14

Table – 15

Table – 16

Age category

Gender category

Experience category

Satisfactory level of existing job

Welfare measures

Bonus Scheme

Performance appraisal

Support from superiors

Working hours

Salary & other Monitory rewards

Training facility

Individual’s Personal rights

Healthy trade unions

Employer – Employee relation

Management implementing innovative ideas

Open and effective communication

36

38

40

42

44

46

48

50

52

54

56

58

60

62

64

66

Page 9: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 9 BPC College, Piravom

LIST OF GRAPHS

Age wise classification of respondents Analyzing the gender category of respondents Analyzing the gender category of respondents Analyzing the Welfare Measures Analyzing the Bonus Scheme Analyzing the Performance Appraisal Analyzing the Support from Superiors Analyzing the working Hours Analyzing the Salary and other Monetary Rewards Analyzing the Training Facilities Analyzing the Individual Personal Rights Analyzing the Trade Unions Analyzing the Employer- Employee Relations Analyzing the Employer- employee Relation in accepting and

implementing innovative ideas. Analyzing the Communication System

Page 10: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 10 BPC College, Piravom

Page 11: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 11 BPC College, Piravom

INTRODUCTION

The quality of work life can be defined as the degree of personal satisfaction

experienced at work. Quality of work life dependent on the extent to which an

employee feels valued, rewarded, motivated, consulted and empowered. It also

influenced by factors such as job security, opportunities for career development,

work patterns and work – life balance.

Quality of work life in its widest sense comprises all matters affecting the health,

safety, comfort and general welfare of the employees and includes provisions for

education, medical aid, recreation, thrift schemes, convalescent houses, day

nurseries and crèches, holidays with pay, social insurance, sickness allowances,

maternity benefits, PF, gratuity etc.

The present study regarding Quality of work life refers to the favorable or

unfavorableness of a total job environment for people in RADO TYRES PVT LTD unit is

one of the leading tyre manufacturing company in India. For the purpose of

achieving organizational goal and individual growth Rado tyres company tries to

improve their quality of work life to become a successful position.

Moreover we can say Quality of work life is a multifaceted concept. The premise

of Quality of work life is having a work environment where employee’s activities

become more important. This means implementing procedures or policies that make

the work less routine and more rewarding for the employee. So this topic has a great

impact in the organization for smooth functioning and future existence. Thus quality

of work life is put forwarding more importance in the organizational growth,

employment and a sustainable and competitive economy.

Page 12: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 12 BPC College, Piravom

STATEMENT OF THE PROBLEM

“An investigation on the factors influencing the attitude of employees towards

the quality of work life at RADO TYRES COMPANY LTD”. It has been observed that

majority of the employees are satisfied regarding the measures provided by the

organization for quality of work life. But some of the employees are not satisfied

with these. The main objective is to compare the experience and expectations in

quality of work life of the employees of Rado Tyres Pvt Ltd and to make the

suggestions in order to improve the quality of work life.

OBJECTIVES OF THE STUDY

1. To critically examine and evaluate the quality of work life and working

conditions provided by the company to its employees.

2. To assess the satisfaction level, morale and the perception of the employees

based on these practices of the company.

3. To find the relations if any between the degree of the quality of work life

provided by the company to its employees and consequent performance

level of the employees in the industrial productivity.

SCOPE AND RELEVANCE OF THE STUDY

Labor plays a significant role in the industrial production of the country.

Therefore it is highly necessary to seek the cooperation of the employees to increase

production and to earn higher profit. The cooperation of employees is possible only

when they are fully satisfied with their employers, the working conditions and the

quality of work life they are provided.

Page 13: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 13 BPC College, Piravom

Earlier the Managers believed that the employees can be motivated by paying

satisfactory wages. Improvement in the quality of work life and a human treatment

was neglected. Better working conditions such as suitable temperature, adequate

lighting and ventilations and a pleasant work atmosphere, improves the quality of

work life and enhances the productive efficiency of the employees.

Quality of work life in its widest sense comprises all matters affecting the health,

safety, comfort and general welfare of the employees and includes provisions for

education, medical aid, recreation, thrift schemes, convalescent houses, day

nurseries and crèches, holidays with pay, social insurance, sickness allowances,

maternity benefits, PF, gratuity etc.

Quality of work life may differ from country to country, region to region, industry

to industry whether private or public. The employee’s morale and motivation are

highly dependent on the QWL and is important for bringing congenial industrial

relations and to make the organization achieve its objectives. Effective management

of every organization depends ultimately how well its human resources are

managed. The study endorses the fact that there is further scope for improvement in

the HR practices of the management to motivate the employees and to make them

high performers.

Page 14: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 14 BPC College, Piravom

LIMITATIONS OF THE STUDY

1. One of the main limitations of the study by time. As a student the time

allotted for the work was only 4 weeks, it was not possible to grasp the

relevant information but still within in the allotted time, maximum effort was

put to exact minimum information.

2. The study was restricted to only few officers and employees.

3. The findings and suggestions are based on the information’s given by

respondent.

4. All the limitations of the questionnaire affect the study.

5. The respondents were not inclined to answer for all the questions.

6. On few occasions, respondents were unwilling to give information’s as they

were busy.

Page 15: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 15 BPC College, Piravom

CHAPTERISATION

The project study consist of nine chapters. They are

Chapter 1: Introduction

Chapter 2: Industry Profile

Chapter 3: Literature review

Chapter 4: Research methodology

Chapter 5: Data analysis and interpretation

Chapter 6: Finding and recommendations

Chapter7: Conclusion

Chapter8: Annexure

Chaptert9: Bibliography

Page 16: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 16 BPC College, Piravom

CHAPTER 2

ORGANIZATION

STUDY

Page 17: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 17 BPC College, Piravom

COMPANY PROFILE This factory RADO TYRES LTD is situated at Kothamangalam, Ernakulam

district, Kerala in a plot of over 3 acres by the side of Alwaye – Munnar state highway

at a distance of about 40 km from Ernakulam and engaged in the manufacturing two

wheelers & three wheelers tyres.

This factory is registered in 1986. It was incorporated in the year 1988 with

Mr. M. V. Pylee as chairman and Mr. V. V. Augustine as the Managing Director. The

Board of Directors of 8 members including a vice chairman, Technical directors and

nominee of IFCI, a company secretary and two other directors.

Although the company was established in 1988, it did not show much

progress for the first 4 years by 1992 the company was in a state sickness, which

was several lock out and layoff and the company was facing difficulties in achieving

targeted production rates. It could not find sources for working capital and the

marketing problems too. The board of directors realized that the company was

slowly dying and hence thought of remedial measures.

In 1993 the company entered in to an agreement one year with APOLLO

TYRES LTD according to which the company was given on lease. The APOLLO TYRES

LTD supplied all the raw – materials. Hence the RADO TYRES LTD was acting only as a

production unit, during this period.

In 1996 the company entered a similar agreement with CEAT TYRES LTD

a leading tyre manufacturer in India. The contract was signed for two years (1994-

1996) during this period the company was acting as a production unit (functional

unit) only. CEAT TYRES LTD supplied the raw-materials and CEAT TYRES LTD also

marketed tyres.

In 1996 the contract with CEAT TYRES LTD ended, there were new two ideas,

as CEAT TYRES LTD showed interest in the company. As a result of discussions it was

agreed that the majority of shares (52%) would be given to CEAT TYRES LTD while

48% was retained. Thus the ownership of the company was transferred to CEAT

TYRES LTD with the take over, CEAT TYRES LTD introduce several change in the

company.

Page 18: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 18 BPC College, Piravom

There were radial changes in the managerial structure, marketing strategy

and financial policies. The company did not show much process during the one year

that followed, which was a second year onwards, the company financial report has

show clear signs of recovery from sickness, are carrying on with their renovation and

development programs.

The company’s performance for the year was better as compared with the

previous year. Production was consistent at around 1, 05,000 tyres a month.

Production tonnage increased by the previous year.

ORGANIZATIONAL SET UP The company was managed by group of 8 directors. The directors are appointed

through the annual general meting held every year. The directors are appointed

for period 5 years. Factory of RADO TYRES LTD was registered in 186. 52% shares in

the hands of CEAT TYRES LTD. In the annual general meeting the company

secretary and the auditors are appointed, after which they retire but are eligible

for being re-appointed. The remuneration is fixed in the meeting.

There are various departments such as :

Production department

Human resource department

Finance department

Maintenance department

Stores department

Lab and Quality department

WORKERS There are 185 workers in the company. They divided in to 4 grades. They are skilled, skilled II, semi skilled, semi skilled II.

Page 19: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 19 BPC College, Piravom

WORKING CONDITIONS

In the company there are 3 shift the plant operation in addition to a general shifts. The shifts are;

08.00 A.M to 04.00 P.M

04.00 P.M to 12.00 A.M (Midnight)

12.00 A.M to 08.00 A.M

General shift 09.00 A.M to 05.30 P.M

As the result of these arrangements production is going on for 24 hours / day

though out the year expect for the 13 national and festival holidays.

TRADE UNIONS

In this company there are 3 unions they are INTUC, CITU and BMS

.

PRODUCT PROFILE

RADO TYRES LTD manufactured tyres for CEAT. They mainly concentrate two

wheelers & three wheelers segment. RADO TYRES LTD manufacture 4.00-8, 3.00-18,

3.50-8, 2.75-18 are the different size of the two wheelers and three wheelers.

The main raw-materials used for the production of the tyres are natural

rubber, nylon tyre code & carbon black. Nylon tyres code is used to make tyres

strong & it comprises 34% while carbon black account for 13% and is responsible for

the color of the tyre.

Tyres made in India can be broadly classified as cross-ply and radial. Cross-ply

tyres account for 90-95% of tyres sold in India. The body of the tyre called the

carcass is made up of layers of rubber coated nylon or rayon fabric called piles.

The main difference between these two tyres is the direction in which ply

cords are arranged and the type crises cross each other and the major reinforcing

materials used are rayon and nylon tyre cords.

Radial tyres have more flexible sidewalls and the reinforcing medium

include polyester, nylon, fiberglass, and steel. As such, there is a substantial

price difference between cross ply and radial tyres. Radial tyres are 10-15% costlier

compared to the cross ply ones.

Page 20: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 20 BPC College, Piravom

ORGANISATION CHART OF RADO TYRES LTD.

RADO TYES LIMITED KOTHAMANGALAM

ORGANISATION CHART

Excise Officer Stores Officer H R Accounts Officer

General Manager

Manager (MECH) Manager

Asst. Manager Purchase/Accounts

Asst. Manager (Materials

‘A’ Division in Charge

Mixing

‘B’ Division in Charge

Productions

‘C’ Division in Charge

Quality

‘Plant Assistant

‘Time Officer

Shift-in-Charge

-in-Charge Charge Hands

Charge Hands

Productions

Charge Hands

Quality Control

‘Plant Assistant

WORK MEN

Page 21: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 21 BPC College, Piravom

PROCESS CHART

MIXING AND STOCK EXTRUDING

FOUR ROLL CALENDER

BEAD

BIAS

TYRE BULDING SECTION

REPAIR SECTION CURING

QUALITY CONTROL & INSPECTION SECTION

FINISHING SECTION

DESPATCH

Page 22: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 22 BPC College, Piravom

CHAPTER – 3

REVIEW OF LITERATURE

Page 23: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 23 BPC College, Piravom

INTRODUCTION

There has been much concern today about the decent wages,

convenient working hours, and conclusive working conditions. The term QWL has

appeared in research journals and press in USA only in 1970’s. There is no generally

acceptable definition about this term. However, some attempts were made to

discover QWL refers to favorableness of a job environment for people. QWL means

different things to different people. For e.g. to a worker it just means a fair days pay.

Some working conditions and a supervisor who treats him with dignity to a young

new entrant, it means opportunity for advancement, creative jobs and a successful

career.

QWL is a prescriptive attempt to design work environment as to maximum

concern for human welfare. It is a goal, as well as a process. The goal is the creation

of more involving, satisfying and effective jobs and work environment for people at

all levels of organization. As a process, QWL involves efforts to realize this goal

through active participation. QWL is co-operative rather than authoritarian,

evolutionary and open rather than static and rigid, informal rather than rule bound,

impersonal rather than mechanistic, mutual respect and trust rather than hatred

against each other.

It focuses on the problem of creating a human working environment where

employees work co-operatively and achieve results collectively. QWL as it is

understood includes 4 essential elements.

a) The program seeks to promote human dignity and growth.

b) Employees work collaboratively

c) They determine work changes participatively

Page 24: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 24 BPC College, Piravom

d) The programs assume compatibility of people and organizational goals, QWL

in short refer to level of satisfaction, motivation, involvement and

commitment, individual experience with respect to their lives at work.

“one of the major interpreters of the quality of work life movement has proposed

major conceptual areas, for understanding what this is all about: adequate and fair

compensation, safe and healthy working environment, development of human

capacities, growth and security, social integration, constitutionalism, total life space

and social relevance”.

“Reviews the subject of the harmonization of work, considering especially its impact

on the social aspects of the condition of work which matter more than the technical

aspects”.

“Views those workers often factors such as job interest and good working conditions

above pay. The author concluded that the pay becomes the most important factor in

job satisfaction only when it to seen as compensation for dissatisfying and alienating

job situation”.

“studied QWL among young worker in air India with special reference to life and job

satisfaction issues, finding indicates that, of the various physical and psychological

working conditions, pride in organization, job earned community respect, reasonable

working hours, etc. are more positively correlated with job satisfaction than

friendship with colleagues, good work location, physical strain. Variety of skills and

risks of injury.

In 1995, Australian work place industrial relations survey armed to develop a

reliable statistical database on work place relation in Australia. The employee

components of thus research surveyed over 19000 workers on issues relating to

working hours, condition of work, influence at work, health and safety, change

consultation work and family balance, pay, job satisfaction, work relationships and

union representation.

Page 25: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 25 BPC College, Piravom

In the spring of 2002, the All Council of Faculty Senate Chairs (ACCFSC)

requested that survey be council of measure the quality of faculty work life at the

University of Hawaii. This is the second time this study has been conducted;

the first administration was in 1998. Respondents were asked to indicate their level

of agreement or disagreement with 77 statements about the QWL. Faculty has then

asked to list the 3 aspect of their work lives that are most positive and most

negative.

Most positive aspects of faculty work life

Department unit relation

Undergraduate students

Relation with department chair load

Physical work environment

Most negative aspects of faculty work life

Current salary

Facilities

Undergraduate teaching

Classical support

Support for travel

The national social science survey included response over Australian workers on

issues relating to training, job satisfaction, and job security, pay decision making

interesting work and relationship at work place.

The above studies help to understand the QWL in detail specifies the relation of

QWL with working condition, job satisfaction and productivity. So past studies is an

outline for selecting variables which affect the QWL in the organization.

Page 26: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 26 BPC College, Piravom

Factors that contribute to QWL

Adequate and fair compensation, adequacy to the extent to which the

income from a full time work meets the needs of a socially determined

standard of living.

Safety and healthy working conditions, including reasonable hours of work

and rest pauses, physical working conditions that ensure safety, minimize risk

of illness and occupational diseases and special measures for protection of

women and children.

Security and growth opportunity, including factors like security of

employment and opportunity for advancement and self improvement.

Opportunity to use and develop creativity such as work autonomy, nature of

supervision, use of multiple skills, worker’s role in total work process and

his/her appreciation of the outcome of his/her own efforts and self

regulation.

Respect for the individual’s personal rights, such as application of the

principles of natural justice and equity, acceptance of right to free speech,

and right to personal privacy in respect of workers off-the job behavior.

Work and family life, including transfers, schedule of hours of work, travel

requirements, and so forth.

PRINCIPLES OF QWL

1. PRINCIPLE OF SECURITY

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Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 27 BPC College, Piravom

Quality of work cannot be improved until employees are relieved of their anxiety,

fear and loss of future employment. The working conditions must be safe and fear of

economic want should be eliminated. Job security and safety against environmental

hazards is an essential precondition of humanization of work.

2. PRINCIPLE OF EQUITY

There should be direct and positive relation between effort and reward. All types

of discrimination between people doing similar work and with same level of

performance must be eliminated. Equity also requires sharing the profits of

organization.

3. PRINCIPLE OF INDIVIDUALISM

Employees differ in terms of their attitudes, skills, potentials etc. therefore every

individual should be provided the opportunities for development of his personality

and potential. Humanization of work requires that employees are able to decide

their own pace of activities and design of work operations.

4. PRINCIPLE OF DEMOCRACY

This means greater authority and responsibility to employees. Meaningful

participation in decision making process improves the quality of work life.

SCOPE OF QUALITY OF WORK LIFE

Quality of work life is multidimensional aspect. The workers expect the following

needs to be fulfilled by the organizations:

1. COMPENSATION

Page 28: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 28 BPC College, Piravom

The reward of work should be above a minimum standard for life and should also

be equitable. There should be just and equitable balance between effort and reward.

2. HEALTH AND SAFETY

The working environment should be free from all hazards detrimental to health

and safety of employees. The main elements of a good physical environment for

work should be reasonable hours of work, cleanliness, pollution free atmosphere,

risk free work etc.

3. JOB SECURITY

The organization should offer job security of employment. Employees should not

have to work under a constant concern for their future stability of work and income.

4. JOB DESIGN

The design of jobs should be such which is capable of meeting the needs of the

organization for production and the individual for satisfying and interesting work.

Quality of work life can be improved if the job allows sufficiency autonomy and

control, provides timely feedback on performance and uses a wide range of skills.

5. SOCIAL INTEGRATION

The workers should be able to feel a sense of identity with the organization and

developing a feeling of self-esteem. This includes the elimination of discrimination

and individualism, encouraging teams and social groups to form.

6. SOCIAL RELEVANCE OF WORK

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Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 29 BPC College, Piravom

Work should not only be a source of material and psychological satisfaction, but

also a means of social welfare. An organization that has greater concern for social

causes can improve the quality of work life.

7. SCOPE FOR BETTER CAREER OPPURTUNITIES

The management should provide facilities to employees for improving their skills

both academic and otherwise. The management should always think of utilizing

human resources and expansion and development of the organizations.

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Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 30 BPC College, Piravom

CHAPTER – 4

RESEARCH METHODOLOGY

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Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 31 BPC College, Piravom

METHODOLOGY OF THE STUDY

a) Research design

A research design as model indicates a plan of action to be carried out in work. It

provides only a guideline for the researcher to enable him to keep track of his action

to know that he is moving in the right direction in order to achieve his goal. The

design may be specific presentation of the various steps in the process of research.

They are the presentation of problem, methodology survey of literature,

documentation, data collection, interpretation, presentation and report writing.

Data collection

The data required for the study of this project collected from both primary

and secondary sources.

1. Primary data

The primary data were collected from the employees of the Rado Tyres

Company Ltd. With the help of a non- distinguish structured

questionnaire. Going to various departments and discussing with the

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Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 32 BPC College, Piravom

employees and officers of the Rado Tyres Company Limited to collect

primary data.

2. Secondary data

Secondary data are attained generally from published and unpublished

materials. Secondary data is obtained by going through various reports

and books, given by the personnel department and from the web site of

the company etc.

b) Steps in sample design

Following are the factors to be followed in developing a sample design:

Population

The population of the study covers the Mangerial and non-managerial

employees of Rado Tyres Company Limited.

Sample unit

50 workers of RADO TYRES COMPANY LTD.

Sample size

A total number of 100 samples were collected from the employees of the

Rado Tyres Company.

Sampling Techniques

The methods of sampling adopted were random sampling or probability

sampling or chance sampling.

Tools used for data analysis

The main tool used for the analysis of data was percentage analysis.

Research instrument and tool

Non distinguish structured questionnaire by holding personal interview.

c) Time frame

Page 33: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 33 BPC College, Piravom

The study covers primary data regarding QWL among employees in RADO TYRES

COMPANY LIMITED. The data was collected from employees with help of

questionnaire, during February 2 to march 14.

d) Scaling techniques

Non-comparative scaling techniques Likert scale – Respondents are asked to

indicate the amount of agreement or disagreement (from strongly agree to strongly

disagree) on a 5 or 7 point scale the same format is used for multiple questions.

A typical test item in a likert scale is a statement. The respondent is asked to

indicate his or her degree of agreement with the statement or any kind of subjective

or objective evaluation of statement. Traditionally a 5 point scale is used;

however pschychometricians may advocate using a seven or nine point scale. A

recent empirical study showed that data from five points, seven points, should vary

similar characteristics in terms of mean, variance, skewness and kurtosis after simple

rescaling was applied.

Example of a 5 point scale:

1. Strongly Agree

2. Agree

3. Not sure

4. Disagree

5. Strongly Disagree

Scaling is a bipolar scaling method, measuring either positive or negative

response to a statement. Sometimes a four point scale is used, this is force

choice method since middle option of “Neither agree nor disagree” is not

Page 34: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 34 BPC College, Piravom

available. Likert scales may be subject to distortion from several causes.

Respondents may avoid using extreme response categories agree with

statements as presented or try to portray themselves or their organization in

a favorite light.

Scoring and analysis

After the questionnaire is completed, each item may be analyzed separately or in

some cases item responses may be summed to create a score for a group of items.

Likert scales are often called summative scales. Semantic differential scale was also

used where respondents choose between two polar opposite objectives.

DATA ANALYSIS TOOLS AND TECHNIQUES

Data development tool and data development software are typically used to sort

through enterprise data in order to identify patterns and establish relationships.

Similar to “data mining”, data development techniques are useful for virtually any

business to gain greater insight into the trends within their business, their industry

and their customer base.

A data development is a circular chart divided into sectors, illustrating

relative magnitudes or frequencies or percents. In a data development, the arc

length of each sector (and consequently its central angle and area), is proportional to

the quantity it represents. Together; the sector create a full disc. It is named for its

resemblance to a pie which has been sliced.

A bar development also known as a bar graph, is a chart with rectangular bars of

lengths proportional to that value that they represent. Bar charts are used for

Page 35: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 35 BPC College, Piravom

comparing two or more values. The bars can be horizontally or vertically oriented.

Sometimes a stretched graphic is used instead of a solid bar.

CHAPTER – 5

DATA ANALYSIS AND

Page 36: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 36 BPC College, Piravom

INTERPRETATION

Table no: 5.1

Age wise classification of respondents

Age category No: of Respondents % of Respondents

20-30 4 8

30-40 7 14

40-50 25 50

50 & above 14 28

Total 50 100

Page 37: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 37 BPC College, Piravom

Page 38: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 38 BPC College, Piravom

Interpretation:

The above data shows that in total 50 respondents, 8% of them are the age between

20-30, 14% are 30-40 category, 50% are the group of between 40-50 category and

28% are in 50 & above category.

Table no. 5.2

Analyzing the gender category of respondents

814

50

28

20-30

30-40

40-50

50 & above

Page 39: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 39 BPC College, Piravom

Gender category No. of respondents % of respondents

Male 40 80

Female 10 20

Total 50 100

Page 40: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 40 BPC College, Piravom

Interpretation:

The above data shows that out of 50 respondents, 80% of them are male and 20% of

them are female.

Table No. 5.3

Analyzing the Experience of the Respondents

80%

20%

Analyzing the Gender category

Male

Female

Page 41: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 41 BPC College, Piravom

No: of Respondents % of Respondents

Below 10 10 20

10-20 24 48

20-30 5 10

30 & above 11 22

Total 50 100

Page 42: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 42 BPC College, Piravom

Interpretation:

The above data shows that out of 50 respondents, 20% of them are having the

experience of below 10 years, 48% of them having 10-20 years, 10% of them having

20-30 years and 22 % of them having the experience of 30 & above years.

Table No. 5.4

0

10

20

30

40

50

60

Below 10 10 20 20-30 30 & above

Page 43: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 43 BPC College, Piravom

Opinion of respondents regarding the satisfactory level of existing job

Category No. of Respondents % of Respondents

Utmost 14 28

Very much 18 36

Some what 10 20

Very little 8 16

Not at all 0 0

Total 50 100

Page 44: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 44 BPC College, Piravom

Interpretation:

Above data shows that 28% of employees are utmost satisfied, 36% are very much

satisfied, 20% are somewhat satisfied while 16% are very little satisfied. 0% of

employees are not at all satisfied.

28%

36%

20%

16%

0%

Analyzing the satisfactory level of existing job

Utmost

Very much

Some what

Very little

Not at all

Page 45: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 45 BPC College, Piravom

Table No. 5.5

Opinion of the respondent regarding all statutory provisions pertaining

to the labor welfare.

Category No. of Respondents % of Respondents

Excellent 26 52

Good 13 26

Satisfactory 9 18

Poor 2 4

Total 50 100

Page 46: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 46 BPC College, Piravom

. Interpretation:

The above data shows that out of 50 respondents, 52% having excellent opinion

regarding welfare measures, 26% agreed it is good, 18% gives satisfactory and 4%

having the opinion.

52%

26%

18%4%

Analyzing the Welfare Measures

Excellent

Good

Satisfactory

Poor

Page 47: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 47 BPC College, Piravom

Table No. 5.6

Opinion of Respondents regarding the efficient bonus scheme

Category No. of

Respondents

% of

Respondents

Always 15 30

Some times 35 70

Never 0 0

No opinion 0 0

Total 50 100

Page 48: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 48 BPC College, Piravom

Interpretation:

The above data shows out of 50 respondents 30% are agreed to getting the bonus at

all times; 70% having the opinion at some times.

30%

70%

0%

0%

Analyzing the Bonus Scheme

Always

Some times

Never

No opinion

Page 49: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 49 BPC College, Piravom

Table no 5.7

Opinion of respondents regarding the performance appraisal

Category No. of

Respondents

% of

Respondents

Excellent 9 18

Good 12 24

Satisfactory 23 46

Poor 6 12

Total 50 100

Page 50: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 50 BPC College, Piravom

From the table above we could say that performance appraisal of the organization is

only satisfactory. And 12% rate this as poor.

18%

24%

46%

12%

Analyzing the Performance Apprisal

Excellent

Good

Satisfactory

Poor

Page 51: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 51 BPC College, Piravom

Table no 5.8

Opinion of respondents regarding the support from the superior

Category No. of

Respondents

% of

Respondents

Always 15 30

Some times 33 66

Never 2 4

Total 50 100

Page 52: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 52 BPC College, Piravom

Interpretation:

From the table, we can point out that 60% of employees rate that they always get

support from the superiors , whereas 30% of employees rate sometimes and rest

4% rated as never.

30%

66%

4%

Analyzing the Support from Superiors

Always

Some times

Never

Page 53: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 53 BPC College, Piravom

Table no 5.9

Opinion of respondents regarding the working hours and the

arrangement of working time

Category No. of

Respondents

% of

Respondents

Highly satisfied 39 78

Satisfied 10 20

Not satisfied 1 2

Total 50 100

Page 54: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 54 BPC College, Piravom

Interpretation:

It is clear from the table that 78% of the employees are highly satisfied with working

hours. Only 2% of employees feel dissatisfaction about the working hours.

78%

20%

2%

Analyzing the Working Hours

Highly Satisfied

Satisfied

Not Satisfied

Page 55: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 55 BPC College, Piravom

Table no 5.10

Opinion of respondents regarding present salary and other benefits /

monetary rewards in present job

Category No. of Respondents % of Respondents

Excellent 7 14

Good 10 20

Satisfactory 13 26

Poor 20 40

Total 50 100

Page 56: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 56 BPC College, Piravom

Interpretation:

From the table, we could say that 40% of the employees are not satisfied

with the financial return from the organization. Only 14% of the workers are

strongly satisfied with the financial return.

14%

20%

26%

40%

Analyzing the Salary and other monetary Rewards

Excellent

Good

Satisfactory

Poor

Page 57: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 57 BPC College, Piravom

Table no 5.11

Opinion of respondents regarding the training facility adopted by the

company

Category No. of

Respondents

% of

Respondents

Strongly agree 18 36

Agree 32 64

Not sure 0 0

Disagree 0 0

Strongly disagree 0 0

Total 50 100

Page 58: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 58 BPC College, Piravom

Interpretation:

The table shows 16% of employees rated the training and development in the

organization is very good. Because no one of the employers disagree with the

statement.

36%

64%

0%

0% 0%

Analyzing the Training Facilities

Strongly agree

Agree

Not sure

Disagree

Strongly disagree

Page 59: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 59 BPC College, Piravom

Table no 5.12

Opinion about the company’s emphasis on Individual’s Personal rights.

Category No. of Respondents % of Respondents

Strongly agree 15 30

Agree 25 50

Not sure 0 0

Disagree 4 8

Strongly disagree 6 12

Total 50 100

Page 60: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 60 BPC College, Piravom

Interpretation:

Most of the employees ie, 80% is agree with the company’s emphasis on individuals

personal right.

30%

50%

0% 8%

12%

Analyzing the Individual Personal Rights

Strongly agree

Agree

Not sure

Disagree

Strongly disagree

Page 61: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 61 BPC College, Piravom

Table no 5.13

Opinion of respondents regarding the existence of healthy trade unions.

Category No. of Respondents % of Respondents

Excellent 10 20

Good 12 24

Satisfactory 20 40

Poor 8 16

Total 50 100

Page 62: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 62 BPC College, Piravom

Interpretation:

From the table, we could say that 44% of the employees are highly satisfied with the

trade unions in the organization. 40% of the workers rate as satisfactory wand the

rest 16% rate the existing trade union as poor.

20%

24%

40%

16%

Analyzing the Trade Unions

Excellent

Good

Satisfactory

Poor

Page 63: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 63 BPC College, Piravom

Table no 5.14

Table No Opinion of respondents regarding the Employer-Employee

relationship in the company.

Category No. of Respondents % of Respondents

Strongly agree (5 point) 13 26

Agree (4 point) 10 20

Not sure (3 point) 22 44

Disagree (2 point) 4 8

Strongly disagree (1 point) 1 2

Total 50 100

Page 64: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 64 BPC College, Piravom

Interpretation:

From this we can point out that 46% of employees maintain good relationship

with the employers.

26%

20%44%

8%

2%

Analyzing the Employer-Employee Relation

point 5

point 4

point 3

point 2

point 1

Page 65: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 65 BPC College, Piravom

Table no 5.15

Opinion of respondents regarding Management accepting and

implementing innovative ideas

Category No. of Respondents % of Respondents

Strongly agree (5 point) 10 20

Agree (4 point) 15 30

Not sure (3 point) 20 40

Disagree (2 point) 4 8

Strongly disagree (1 point) 1 2

Total 50 100

Page 66: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 66 BPC College, Piravom

Interpretation:

From this we can point out that 50% of employees are management accepting

and implementing innovating ideas.

20%

30%

40%

8%

2%

point 5

point 4

point 3

point 2

point 1

Page 67: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 67 BPC College, Piravom

Table no 5.16

Table No. Opinion of respondents regarding the company follows an

open and effective communication system.

Category No. of

Respondents

% of

Respondents

Strongly agree (5 point) 13 26

Agree (4 point) 25 50

Not sure (3 point) 10 20

Disagree (2 point) 2 5

Strongly disagree (1 point) 0 0

Total 50 100

Page 68: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 68 BPC College, Piravom

Interpretation:

The table indicated 44% of employees rated communication with the superior to be

above 70%. Whereas 20% rated as not sure.

26%

49%

20%

5%

0%

Analyzing the Communication System

point 5

point 4

point 3

point 2

point 5

Page 69: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 69 BPC College, Piravom

CHAPTER – 6

FINDINGS

AND

SUGGESTIONS

Page 70: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 70 BPC College, Piravom

FINDINGS

I. Employees are satisfied with the following areas:

Most of employees are very much satisfied with existing job.

It was found out that employees are satisfied with working hours and the

arrangement of working time.

Almost all the employees are agreed that welfare measures provided by

the Rado tyres company Ltd were excellent.

Most of the employees are satisfied regarding the health protection

scheme provided by the company for increasing the morale of them.

Majority of employees are satisfied about the company’s emphasis on

their personal rights.

It was found out that an employer-employee relation was satisfactory.

It was found out that there is healthy trade union existing in the

company.

Most of the employees are satisfied regarding management approach

implementing innovative ideas.

II. Most of the employees are mostly dissatisfied with the following

areas:

Participation in decision making

Present salary and other monetary rewards

Grievance handling

Lack of motivation

Performance appraisal

Transport facility

Technology

Page 71: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 71 BPC College, Piravom

SUGGESTIONS

The management must have asked the suggestions, commends of the

employees while taking a decision.

The grievance handling program like counseling facilities should be given to

the employees.

From the management side more encouragement should be given to

employees for their work so that they get motivated.

The management should establish a performance appraisal system and it

should be link with the adequate monetary and non-monetary rewards.

According to the changes facing in this era management should be tried to

familiar and implement new technology.

The management should be tried to provide a good transportation channel.

Page 72: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 72 BPC College, Piravom

CONCLUSION

Page 73: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 73 BPC College, Piravom

CONCLUSION

The HR practice followed in the company can be well accepted. The workers

are considered to be the assets of the company and they are motivated enough to

perform well. RADO TYRES COMPANY LTD is an organization with unlimited potential

and their exist a concern for improved quality of work life. The various qualities of

work life programs will help the organization to project their organizations image

and products. The organization can use quality of work life programs like employee

participation, job enrichment, and job relation etc. to demonstrate their caring

outlook and to attract and retain quality employees. Enhanced quality of work life

will help in eliminating the factors that are detrimental to the effective functioning of

the organization.

Rado tyres has a good organizational structure for the smooth functioning of

the organization; the dedication of the employees towards the work undertaken has

been exemplary. The management of Rado tyres is well blessed with experienced

and qualified persons who can really contribute to the future development.

Page 74: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 74 BPC College, Piravom

APPENDIX

Page 75: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 75 BPC College, Piravom

INTERVIEW SCHEDULE

1. Name

2. Age a) 20-30

b) 30-40

c) 40-50

d) Above 50 yrs

3. Designation

4. Sex Male/Female

5. Marital status Single/Married

6. Experience a) Below 10

b) 10-20

c) 20-30

d) 30& above

7. To what extent you satisfied with the existing

job?

Utmost/Very

much/Somewhat/Very

little/ not at all

8. Are you satisfied

Pertaining to salary/wages

Pertaining to career growth (promotion)

Pertaining to job security

Pertaining to recognition/appreciation

9. To win over employees loyalty and to increase

their morale over organization provides

Health protection scheme

Medical insurance

Reimburse of medical expenses

Maternity leave for women employees

Yes/No

Yes/No

Yes/No

Yes/No

Page 76: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 76 BPC College, Piravom

10.

Our organization provides the following benefits

EPF

ESI

Gratuity

Yes/No

Yes/No

Yes/No

11. Opinion about all statutory provisions

pertaining to labor welfare are implemented in

my company

Excellent

Good

Satisfactory

Poor

12. Is your company provides efficiency bonus to its

employees?

Always

Sometimes

Never

No opinion

13. Opinion about performance evaluation

technique followed by the company

Excellent

Good

Satisfactory

Poor

14. Do you get support from your superiors? At all times

Sometimes

Never

15. Are you satisfied with your working hours and

arrangement of working time?

Highly satisfied

Satisfied

Not satisfied

16. Present job is suit with my abilities and skill Yes/No

17. Training facility adopted by the company is

satisfactory

Strongly agree

Agree

Not sure

Disagree

Strongly disagree

Page 77: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 77 BPC College, Piravom

18.

Our company gives great emphasis on

individuals personal rights?

Strongly agree

Agree

Not sure

Disagree

Strongly disagree

19. Opinion about the existence of the healthy trade

unions

Excellent

Good

Satisfactory

Poor

20. Opinion about the present salary and other

benefits / monetary rewards in my present job

Excellent

Good

Satisfactory

Poor

21. The employer-employee relationship in my

organization is very strong and harmonious

Strongly agree

Agree

Not sure

Disagree

Strongly disagree

22. The management is not receptive in accepting

and implementing innovative ideas of the

employees

Strongly agree

Agree

Not sure

Disagree

Strongly disagree

23. Our company follows an open and effective

communication system and encourage creativity

and innovation

Strongly agree

Agree

Not sure

Disagree

Strongly disagree

Page 78: QWL @ Rado Tyres

Management Project 2011 Quality of work life of Employees

Dept. of Business Administration 78 BPC College, Piravom

BIBLIOGRAPHY

1. Aswathappa K, Human Resource Management, Tata Mc. Grow Hill

Publishing company Ltd. New Delhi,4th edition.

2. Edwin B Flippo, Personnel Mc. Grow Hill International edition, 6th

edition.

World Wide Web

www.Radotyres.com

www.google.com

www.yahoo.com