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QUALITY OF WORK LIFE
By :- .
AtLUCAS-TVS
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CONTENTS
INTRODUCTION
COMPANY PROFILE
OBJECTIVE OF THE STUDY
SCOPE OF THE STUDY
LIMITATION OF THE STUDY
RESEARCH METHODOLOGY
DATA COLLECTION METHOD
TOOLS USED FOR ANALYSIS
SUGGESSTIONS
CONCLUSION
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INTRODUCTION
Qualit !" W!#$ Li"%
Quality of work life (QWL) is viewed as an alternative to the control approach of
managing people. The QWL approach considers people as an 'asset' to the
organization rather than as 'costs'. t !elieves that people perform !etter when they
are allowed to participate in managing their work and make decisions.
Quality of Working Life is a term that had !een used to descri!e the !roader "o!#
related e$perience an individual has. This approach motivates people !y satisfying
not only their economic needs !ut also their social and psychological ones. To
satisfy the new generation workforce% organizations need to concentrate on "o!
designs and organization of work. &urther% today's workforce is realizing the
importance of relationships and is trying to strike a !alance !etween career and
personal lives.
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OBJECTIVE OF THE STUDY
/rganizations are en"oying the fruits of implementing QWL programs in the
form of increased productivity% and an efficient% satisfied% and committed
workforce which aims to achieve organizational o!"ectives. The future work
world will also have more women entrepreneurs and they will encourage and
adopt QWL programs. Quality of Working Life is a term that had !een used to
descri!e the !roader "o!#related e$perience an individual has.
PRIMARY OBJECTIVES
To know the overall +uality of work life in the organization and its impact on
employees work culture.
SECONDARY OBJECTIVES
To measure the level of satisfaction of employees towards the +uality of work
life.
To suggest suita!le measures to improve the +uality of work life.
To identify the ma"or areas of dissatisfaction if any% and provide valua!le
suggestions improving the employees satisfaction in those areas.
To analyze the findings and suggestion for the study.
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SCOPE OF THE STUDY
Quality of work life is a multi dimensional aspect. The workers e$pect the
following needs to !e fulfilled.
-ompensation the reward for the work should !e fair and reasona!le.
The organization should take care of health and safety of the employees.
:o! security should !e given to the employees.
:o! specification should match the individuals.
3n organization responds to employee needs for developing mechanisms to
allow them to share fully in making the decisions that design their lives at
work.
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LIMITATION OF THE STUDY
Time was the ma"or constraint for the pro"ect.
The study is restricted to ;6 dept.% and can
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RESEARCH METHODOLOGY
6esearch methodology is a way to systematically solve the research pro!lem.
t may !e understood as a science of studying how research is done
scientifically.
The type of research method used in the pro"ect is D%'i.ti*% #%'%a#&/%
!ecause it helps to descri!e a particular situation prevailing within a
company. -areful design of the descriptive studies was necessary to ensure
the complete interpretation of the situation and to ensure minimum !ias inthe collection of data.
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RESULT AND INTERPRETATION
DATA ANALYSIS AND INTERPRETATION
SATISFACTION OF SALARY PACKAGE
,.
0o
Level of satisfaction 0o. of
6espondents
=ercentage
highly satisfied 7 C.D
5 satisfied 5 E*
neutral * 55
7 dissatisfied F
E highly dissatisfied F.
7F **
INFERENCE1t is seen from the ta!le that C.DG of employees are highly satisfied with the salary package and
E*G of employees are satisfied% 55G of employees are neutral% G of employees are dissatisfied%
and F.G of employees are highly dissatisfied with the salary package.
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RESULT AND INTERPRETATION
DATA ANALYSIS AND INTERPRETATION
SATISFACTION OF CURRENT JOB
INFERENCE1t is seen from the ta!le that G of employees are highly satisfied with current "o! and EG of employees are
satisfied% 5FG of employees are neutral% 7G of employees are dissatisfied% and *G of employees are highly
dissatisfied.
,. 0o Level of
satisfaction
0o. of
6espondents
percentage
highly satisfied E
5 satisfied 5D E
neutral 5 5F
7 dissatisfied 5 7
E highly
dissatisfied
* *
7F **
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DATA ANALYSIS AND INTERPRETATION
CASUAL LEAVE
INFERENCE1t is seen from the ta!le that 7G of employees are highly satisfied with the casual leave and 7G of employees
are satisfied% FG of employees are neutral% EG of employees are dissatisfied% and 7G of employees are highly
dissatisfied with the casual leave
,.0o Level of satisfaction 0o.of
6espondents
percentage
,trongly agree 5 7
5 agree 7
moderate F F
7 disagree D E
E ,trongly disagree 5 7
7F **
RESULT AND INTERPRETATION
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DATA ANALYSIS AND INTERPRETATION
BONUS
INFERENCE1t is seen from the ta!le that G of employees are highly satisfied with the !onus and 7EG of employees are
satisfied% 57G of employees are neutral% 5*G of employees are dissatisfied% and *G of employees are highly
dissatisfied with the !onus.
,. 0o Level of
satisfaction
0o. of
6espondents
percentage
,trongly agree E 5 agree 5 7E
moderate 57
7 disagree 5*
E ,trongly
disagree
* *
7F **
RESULT AND INTERPRETATION
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DATA ANALYSIS AND INTERPRETATION
Ca(t%%( "a&iliti%'
INFERENCE1t is seen from the ta!le that 5*G of employees are highly satisfied with the canteen facility and 7.EG of
employees are satisfied% 5.EG of employees are neutral% DG of employees are dissatisfied% and *G of
employees are highly dissatisfied .
,.
0o
Level of
satisfaction
0o. of
6espondents
percentage
,trongly agree 5*
5 agree 5* 7.E moderate 7 5.E
7 disagree D
E ,trongly
disagree
* *
7F **
RESULT AND INTERPRETATION
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DATA ANALYSIS AND INTERPRETATION
FREEDOM TO DO THEIR OWN WORK
INFERENCE1t is seen from the ta!le that G of employees are highly satisfied% 7CG of employees are satisfied% DG of
employees are neutral% EG of employees are dissatisfied% and G of employees are highly dissatisfied with the
freedom of work.
,. 0o Level of
satisfaction
0o. of
6espondents
percentage
1ery true E
5 True 55 7C
,omewhat true C D
7 0ot too true D E
E 0ot at all true 7
7F **
RESULT AND INTERPRETATION
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mproving more policies and some good entertainment and rela$ation programs
for employees.
mproving good relationship with employees and providing friendly
environment in the organization.
aking the employees to en"oy the work.
2sta!lish career development systems
;elp to satisfy the employees esteem needs.
?ift vouchers for the top performers in the department for giving an innovative
idea for solving pro!lems which is cost saving% time saving and is !eneficial to the
organization.
SUGGESSTIONS
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,ocial security scheme as well as welfare measures that are undertaken
!y the company are apprecia!le. These measures are not only for the
company !ut also for the employees through satisfaction levels a
company can ascertain whether an employee has shown hisIher !estperformance on given "o!.
Welfare measures of the employees should !e taken seriously !y the top
management to improve the satisfaction level !y providing various
!enefits and facilities to them.
CONCLUSION
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6esearch ethodology J -.6. Kothari
6esearch methodology J 8ma ,hekaran
,tatistics for anagement J 3rora
W%5'it% R%"%##%)1
www.lucas#tvs.comwww.citehr.eduwww.google.com
BIBLIOGRAPHY
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