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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: ____________
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.
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
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
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
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
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
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
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
Management Project 2011 Quality of work life of Employees
Dept. of Business Administration 10 BPC College, Piravom
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.
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.
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.
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.
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
Management Project 2011 Quality of work life of Employees
Dept. of Business Administration 16 BPC College, Piravom
CHAPTER 2
ORGANIZATION
STUDY
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.
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.
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.
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
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
Management Project 2011 Quality of work life of Employees
Dept. of Business Administration 22 BPC College, Piravom
CHAPTER – 3
REVIEW OF LITERATURE
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
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.
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.
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
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
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
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.
Management Project 2011 Quality of work life of Employees
Dept. of Business Administration 30 BPC College, Piravom
CHAPTER – 4
RESEARCH METHODOLOGY
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
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
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
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
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
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
Management Project 2011 Quality of work life of Employees
Dept. of Business Administration 37 BPC College, Piravom
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
Management Project 2011 Quality of work life of Employees
Dept. of Business Administration 69 BPC College, Piravom
CHAPTER – 6
FINDINGS
AND
SUGGESTIONS
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
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.
Management Project 2011 Quality of work life of Employees
Dept. of Business Administration 72 BPC College, Piravom
CONCLUSION
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.
Management Project 2011 Quality of work life of Employees
Dept. of Business Administration 74 BPC College, Piravom
APPENDIX
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
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
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
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