Professional Documents
Culture Documents
DECLARATION
I here by declare that this project report titled “QUALITY OF WORK LIFE”
submitted by me to the department of Business Management, Osmania
University, Hyderabad , is a bonafide work undertaken by me. It is not
submitted to any other university or institution for the award of any degree,
diploma/certificate or published any time before.
adopted to improve the Quality of Working life of employees. A growing number of todays
Oranizations recognized that Quality of Work Life is one o the human resource strategies
Quality of Working Life refers to the quality of relationship between employees and total
valued by customers.
Quality of Work Life programs when implemented lead to greater growth and development
between managers and employees, attract and keep talented staff, build strong employee
Organization.
CONTENTS
a. Objectives
a. Research Design
b. Data Source
c. Limitations
APPENDICES
a. Charts
b. Questionnaire
CHAPTER – I
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INTRODUCTION
Quality of work life denotes all the organizational inputs which aim at the employee’
employees are experiencing distress. To meet the challenges posed by present standards,
organizational must focus their attention in bringing a balance between work life and
personal life. The underlying assumption is that work life balance will ultimately ensure
Sigmund Freud is considered to be the father figure of Psycho analysis. His prescription for
a healthy person is a combination of “Lieben und Arbeiten” that is Love and Work.
In present working environment the workers are looking for quality of life as a superior
human endeavor. Such endeavor calls for a trade off between work life and family life.
Today an employee desires work to be more meaningful and challenging because quality is
the acid test. A Quality of work life gives an opportunity for deep sense of fulfillment.
Employees seek a supportive work environment that will enable them to balance work with
personal interests. Such balance contributes to superior human existence in ample measure.
Quality of work life provides a more humanized work environment. It attempts to serve the
higher order needs of workers as well as their basic needs. Quality of Work Life indicates
that the work should not have excessively negative conditions. It should not put workers
under undue stress. It should not damage or degrade their humanness. It should not be
threatening or unduly dangerous. Finally it should contribute to, or at least leave un paired,
workers abilities to perform in other life roles. Such as citizen, spouse and parent. That is
Employees in several companies that instituted Quality of work life experienced better
health and greater safety on the job. Other benefits included improved employee
satisfaction, morale, job interest, commitment and involvement ; increased opportunity for
individual growth ; greater sense of ownership and control of the work environment
organization and greater understanding and respect between management and workers.
The term Quality of work life has been applied to a wide variety of organizational
improvement efforts. The common elements seem to be,has good man indicates, an
mechanism which introduces and sustains changes overtime . Aspects of the change
mechanism are usually an increase in problem solving between the union and management
assumes vital role in determining the performance and effectiveness . while many studies
aspects seems to be inadequate. So, the attempts must to understand the human side of the
enterprise.
In the present scenario, where the world is moving from traditionalisation to
situations are becoming more complex and the modern employees are experiencing
distress. To meet the challenges posed by present standards organization must focus their
The Quality of work life movement provides a value frame work and a philosophy which
has a long term implication for the human development and enrichment. It tries to balance
both the work and family life. Hence integrated approach with regard to Quality of work
life is required for the success of an individual and an organization. This underlines the
necessity of searching studies on the nature of human relations and the problems of human
relations and the problems of human behaviour in the organization and suggest measures to
cope with the problems. Hence, an in depth on aspects like Quality of work life can throw
light on many non-identified aspects of human behaviour which may help in understanding
the issues involved and improving the overall performance of these organizations. There it
is found that there is need to study in greater detail about the topic.
NEED AND IMPORTANCE OF THE STUDY
The use of Quality circles where employees discuss problems affecting the
Skill training
The Quality of work life involvement traditionally has been closely identified with the job
redesign efforts based on socio-technical systems approach. However during the 1980’s the
concept of Quality of work life has been broadened to include a number of approaches
aimed at join decision making. Collaboration and mutual respect between management and
employees, increased autonomy at work place, and self management. Thus the Quality
process though self-regulating autonomous groups in the Scandinavian countries and USA
The term Quality of work life in its broader sense covers various aspects of employment
and non-employment conditions of work. The present study will aim at studying various
factors which influence Quality of work life in ECIL. Although the important components
of Quality of work life were comprehensively discussed. The study is dependent on the
opinion expressed by the managers and staff of all the departments of the Components
Quality of work life refers to favorable or ungovernableness of the job environment for
people .The basic purpose is to develop jobs and working conditions that are excellent
Walton proposed eight conceptual categories that together make up the quality of work life
Constitutionalisation
This refers to against to just and fair balance between efforts and reward. The
life.In India such labour legislations are payment of wages act, 1936 and minimum wages
In order to improve quality of work life the work environment should be free from hazards
or other factors determined to healthy and safety of the employees in the work place in
India is ensured in the factories act, 1948, which lies down minimum standards of
protection from machine and other hazards (noise, pollution, gases etc..) at the place of
work.
The work today has become repetitive and fragmented. Quality of work life can be
improved if the job allows sufficient autonomy and control, uses a wide range of skills and
abilities, provides immediate feed back to workers to take corrective action is seen as a
organization and develop a feeling as self esteem. The variables that inculcate these are
absence of hierarchical status, opportunity for upward mobility, openness and trust, a sense
of community feeling on the job and freedom from prejudice based on sex, caste, race,
Constitution guarantees as right to personnel privacy, free speech, equitable treatment and
governance by the “Rule of Law” are necessary to upload to improve quality of work life
The demand of the work, like late hours, frequent travel, quick transfer are both
psychologically and socially very costly to the employee and his family such phenomena
The organization lack of concern for social causes like waste disposal, low quality product,
their work and career, which in turn affects their self-esteem. The social responsibility of
the organization is an important determinant of quality of work life. The basic concept
underlying the quality of work life is “Humanization of Work”. It involves basically the
development of an environment of work that stimulates the creative abilities of the workers
Promotion
A promotion takes place when an employee moves to a position higher than the one firmly
occupied .His/Her responsibility, status and pay also increases. Promotions are of two
types.
1. Vertical promotions:- under which the employees are promoted from one rank to
They provide an opportunity to the present employees to move into jobs that
Finally, they save as an orderly, logical and prompt source of recruitment for
Career Planning
If an organization wants to retain its employees it must satisfy their aspirations for growth
and development of advancement in their career .A career plan is a blue print in which the
entire career of employees is mapped out from the point of their entry in to the point of
their retirement from the organization. Career planning is mostly done for supervisory and
managerial positions.
1. It motivates employees to avail of the training & development facilities. They are
convinced that promotions will not fall in their laps merely by luck or through
connection.
2. It increases employees loyalty to the organization. By this they can easily integrate
is reduced.
The basic concept underlying the Quality of work life is what has come to be known as
work that simulates the creative abilities of the workers generates co-operation and
HERRICK AND MACCOBY (1975) have identified four basic principles which
Humanization of work implies freedom from anxiety, fear and the loss of future
employment. The working conditions should be safe and there should be no fear of
economic want. These pre-conditions will guarantee at most development of skills and
ideas.
The equity principle requires that there is a just way of revaluating the conditions of
an employee. Another aspect of quality refers to paying for knowledge and skills to
carry out the task. If work has to be humanized equity would also require sharing in the
freedom and autonomy in deciding their own pace as activity and design of operations.
Quality of work life is a complex and multifaced concept implying a concern for the
members of an organization irrespective of the level the belong to. It includes job
factors like wages and hours of work and also the nature of work itself. With the
labour, Delhi, the Quality of work life as a movement has started attracting the attention of
In India, the concept of Quality of work life seems to manifest itself in a variety
of operational Systems like workers participation, job enrichment, Quality Circle etc.
Quality of work life is a broader concept. By time to time that Quality of work life
JOB DESIGN
Job design include job enlargement, job rotation & job enrichment
a. Job enlargement:-
equipment and select their own work methods or ‘set-ups’. These refers as to
simply adds a larger numbers of some what similar tasks to the present job.
b. Job rotation:-
It refers to systematically moving employee from one job to another. From the point
wide and common exposure and at the same time infuses “fresh-blood” in the task.
c. Job enrichment:-
It refers to the process of making jobs more interesting and satisfying, adding to that
JOB SATISFACTION
The attitude of an individual is his general back ground by feeling against which he views
many factual events, men and things. A ‘specific subset’ of this general back ground
feeling against which the individual appraises the various dimensions of his job is called
job satisfaction. Some dimensions are nature of work ,supervisor, pay, promotion and co-
workers.
There are Three major theories of job satisfaction
characteristics of the job meet with approval and the desires of the group to
which the individual looks for guidance in evaluating the world and defining
social reality.
An autonomous work team is one which can plan, regulate and control its own work world.
The management only specifies the goals that too in collaboration with the team. The team
organizes the contents and structure of its job, evaluates its own performance, establishes
its speed and chooses its production method. It makes its own internal distribution of tasks
and decides its own membership.Autonomous team approach increases satisfaction and
RESEARCH
METHODOLOGY
RESEARCH METHODOLOGY
RESEARCH DESIGN
RESEARCH METHODS
PRIMARY DATA:-
The primary data has been collected through the Questionnaire.The Questionnaire has
been properly prepared in order to cover all the Information required for the study.The
primary data has been obtained by interaction with the officials and staff in the division in
the organization and also obtained through the Questionnaire distributed to the persons in
SECONDARY DATA:-
1. Through the Annual reports of the corporation, from the Manuals and also from
records available in the organization. Some other data also collected from the
reports ,registers and books and from the files available in the organization.
2. Information collected from various HRM books.
SAMPLING PLAN
SAMPLE DESIGN:-
The method of sampling used was Random sampling.Random sampling from a finite
population refers to that method of sample selection which gives each possible sample
combination an equal probability of being picked up and each item in the entire
SAMPLE SIZE:-
SAMPLE SIZE: 50
Keeping in view of the above objectives of the study,an objective type Questionnaire
is prepared and distributed to 50 persons for the sample and collected opinions.
LIMITATIONS
Though adequate care has been taken while doing the project.This
• The Quality of work life involves a wider range.The present study examines it
from identified and selected dimensions only. However it is possible that there
may be other factors which might not have been covered in this study.
eliminate this aspect the researcher has also conducted some personal interviews.
• The Management allowed the researcher to collect the data from the limited
respondents only.
CHAPTER – III
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ORGANIZATION
PROFILE
COMPANY PROFILE
Electronic corporation of India limited (ECIL) is one of the premier institutions ,actively
engaged in the field of electronics in the country. The ECIL is born out of the intense
research that was carried out in the Baba Atomic Research Center (BARC). The countries
prestigious nuclear establishment during late 60’s.At that point of time the necessity of
producing electronic goods to carry out India’s nuclear programs was felt and hence an
exclusive Electronics Division was started at BARC,Mumbai . Dr.A.S. Rao was its head
during 60’s. when the research intensified further in the fields of electronics it was
proposed to convert all the outcomes of research into manufacture of electronic goods. So
that country could be self reliant with this objective the Electronics corporation of India
1961 in Moulali area, secunderabad. The corporation in the intial years laid emphasis on
employees who came to Hyderabad from BARC formed the staff .the corporation which
started with a modest production of Rs.20 lakhs during the first year of its operation has
been steadily growing and achieved a 750 crores turnover for the year 2006-2007.
“Padma Bhushan” Dr.A.S Rao, who was the founder and first managing director of this
corporation,and same he also continued as Head for Electronic division. He played a key
role in expanding this unit for International standards.He was honoured as the “Man of the
The company when started initially located at the industrial area Blanagar,Hyderabad and
odd 300 personnel (included scientists technologists and service personnel).mostly drown
from the parent organization that is the Baba Atomic Research Center, Mumbai . The
company progressed well there after both in its business activities and also the growth on
Human Resource. From a meer 300 members of Human Resource in the year 1967.The
on and off during the last 37 years. Today the company has become a well known hitech
company in the field of electronics attracting its customers both private and also the
government departments. The company gave its first indigenous computer (1st generation
computer in the year 1972 with this India became the 4th country in the world to
Since over 30 years the corporation is developing in to a big organization. It stands top
among the few big organizations in the country. The sailent feature of the corporation is the
wide product range and it is playing a key role in the Indian electronic industry.
This corporation was having successfully circuited the electronic industry in India in 1980
and 1990. And it is now optimistic to globalization the activities in international market.
This corporation has received accolade for its excellence in the field of electronics. The
1998” and “Excellence in 2002-2003” this is obtained for the 3 rd year and also from the
To meet the competition this corporation has started “Vision-2001” in a huge planning and
controlling systems requiring latest equipments. For past three years this corporation is
supplying equipments worth rs 692 crores required for electronic and communication field.
VISION OF THE COMPANY
“To strengthen its status as a valued technological asset to the nation in the area of strategic
electronics meeting the requirements of atomic energy, defence, space, civil aviation,
VALUES
In line with the Vision and Mission the following values are espoused by the company
Foster a culture of performance and commitment to ensure high morale among the
Attract and retain the best talent suitable for company’s operations.
Provide continuous, error free and supportive services to the HR in the company.
Comply in letter and spirit all the guidelines and directives of the government in
QUALITY POLICY
• To orient the activities of ECIL towards fulfilling the needs of strategic sectors
competitive by paying particular attention to delivery, cost and quality in all its
activities.
• To consciously work for finding export markets for the company’s products.
PRODUCTS OF ECIL
The current product range of ECIL may be categorized broadly under three sectors.
NUCLEAR SECTOR:
DAE and
DEFENCE SECTOR
COMMERCIAL SECTOR
The company is organized in to following business divisions .It has been divided in to 14
Divisions.
army, Air force and Air traffic control, satellite TV receiver only systems for B and
1sector,special MVV components and electronics welfare, system for armed forces.
Design, manufacture and commissioning of various types of antenna system a and turn
Tele supervisory systems, supervisory control and automation projects and industrial
Spares and maintenance service for computers sold by ECIL, maintenance of computer
Variable time fuses, universal fuses and other type of fuses for Indian Armed Forces.
Acquisition system control and instrumentation equipment for nuclear and thermal power
Color and black and white TV’s satellite TV systems, projection TVs, VCR’s and VCP’s
These business groups are supported by corporate facilities like standards and quality
corporate business development, personal and finance and accounts over the years
ASCI/VL/design facility.
PRODUCTION FACILITY
Automatic sorter
CHAPTER – IV
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QUALITY OF
WORKLIFE
AT
ECIL
Rs.1000 crores turn over, winning a national award ,ECIL stood as an ideal in the corporate
world. ECIL is popularly known for it. The achievements made by ECIL are only possible
because of its human resource. The management of ECIL believes that the productivity of
both the employees and organizations is improved only when the employees are satisfied in
every respect.
Therefore ECIL provides its employees a better quality of work life .The various aspects
that ECIL considers as the factors influencing Quality of work life are as follows.
ECIL provides adequate and fair compensation to its employees .The pay scales are
revised by the government regulations. The income from fulltime work meets socially
determined standards of sufficiency or the subjective standards of the recipient. And also,
the employees are fairly compensated for the overtime and the extra hours worked, and the
additional work done is urgency . As ECIL provides both adequate and fair compensation
to its employees, it motivates hem and reduces retention . The pay scales of ECIL also
attract the potential people in to it. Adequate and fair compensation given by ECIL to its
employees boosts their morale and inturn increases both organization and employees
productivity.
ECIL provides every facility, which is necessary for the well being of its
employees. It provides the well being of its employees with breakfast, lunch, tea and dinner
and cool drinking water facilities that are hygienic. The rates are subsidized reasonably so
that every one can afford for them. The subsidized rates are as follows:
Breakfast Rs.1.50/-
Lunch Rs.4.00/-
Dinner Rs.4.00/-
Tea Rs.1.00/-
The service of food to the employees is also very good. Employees are served with
food in the spacious lunchrooms. There are three lunch rooms/canteens in ECIL, which can
comfortably accommodate all of its employees. Music is also played for the employees to
The employees are also facilitated with restrooms to reduce their fatigue and
tiredness during their working hours. Washing and drying facilities are also provided
according to the satisfactory rules to those working in shop floors and assembly workshops.
All the offices, workshops and assembly rooms are properly ventilated and lighting
facilities are provided so that employees can feel comfortable while they are working.
The aim of ECIL is that the employees should be provided with a healthy environment
conducive to both productivity and personal well being .it also provides safety equipment
and safety wear while working in hazardous jobs. They are also given training about the
effectively and efficiently. The working conditions motivate the employees to work
It encourages its employees by rewarding the employees who improve their skills and
incentives .It also encourages and facilitates the potential employees to avail the benefit of
study leave
(CLC)”, which trains the employees on various job and non job related issues .It consists of
personalities from other corporations. It even sends the employees to other countries to get
The CLC gives on the job in house and classroom training to the employees about how
the work is done .the employees trained by ECIL have become professionals in their
fields along with their experience and made the company as the “Company of firsts”.
WELFARE FACILITIES
ECIL has three categories of welfare facilities statutory welfare facilities, Intra moral
facilities and entra mural facilities.it provides the following intra mural welfare aminities to
Washing Facilities
Sitting facilities
Canteens
Baby crèche
Provident fund
Gratuity
The welfare measures in ECIL are far superior to other standards laid down statutorily. It is
said that human resource plays a very vital role in the existence of any organization.
therefore to maintain this resource the company must take all necessary steps to keep them
/death/job and is distributed areas etc. has implemented various insurance policies>
The company pays the premium for these policies the policies are as follows:
employers are:
These benefits vary across all levels of the organization.The employees are given a chance
to avail the facility of leave travel concession (LTC),so that they can happily have a
pleasure trip with their family members .The company reimburses the travel charges of the
For any organization to function smoothly its employees should be active in their work.
Therefore to keep its employees healthy and active the company must provide source
medical facilities to them. ECIL is also very much concerned about the health of its
service provided by ECIL. The medical facilities provided by ECIL to its employees and
their family has proved to be the best practice in the public sectors .It recognized source of
the best hospitals in the twin cities where the employees are given medical treatment and
It even has an in house dispensary and medical facilities, which takes care of the minor
accidents at the workplace. It has the facility of ambulance service to meet emergencies.
The dispensary has all the needed medicines on hand whenever required. It has also
ECIL extends its arms by providing advances to help its employees to buy various
necessities like vehicles and other home appliances. These advances are granted based on
eligibility and destination. it recovers the amounts in easy equal monthly installments.
Subsidized transport facility is provided to all the employees of the corporation from all
parts of the twin cities to the place of work. Those who do not want to avail transport
facility they are being reimbursed with conveyance expenditure depending up on the
eligibility and the mode of transport used. There are nearly 50 buses-which are at the
township with modern amenities such as shopping complex, running the co-operative
facilities.The quarters are alloted on security basis and also certain percentage of houses are
reserved for essential services and employees belonging to SC/ST communities. In order to
encourage the employees to build their own houses ECIL has been extending all possible
The engineers provide technical know how, plans and surveys, It provides interest subsidy
to its employees with the loan assistance from recognized financial institutions like LIC,
HDFC etc…
Keeping in view the welfare of the women employees, ECIL has provided the facility of
baby creche, where the women employees can keep their children of age below 6 years
during their working hours. They are nursed well by the ayah. The nursing mothers can
feed their babies twice a day. The environment in the creche is very hygienic and the
provide all the essential items like rice, sugar, wheat and other items, to the employees of
the society at subsidized rates. A part from general items on cash or credit scooters,
refrigerators etc are made available to the members of society, under hire purchase scheme
The credit society was started in 1969 with an objective to provide financial assistance
recoverable on easy installments. It extends emergency and regular loan facilities for
The employees are given freedom to work as they like in accordance with the achievement
the employees so that the work is done effectively. The employees are given freedom to
The environment encouraging the employees to build work groups and teams to
accomplish the task collectively. The flow of communication is also flexible as that are
given reasonable autonomy. The employees also have freedom to express their grievance
through proper channel. They have the autonomy to arrange their work place in a
ECIL provides an excellent career growth to its employees .The employees have the scope
and opportunity for continues growth through promotions .The potential candidates are
even out placed as part of their career development .By and large the promotion system is
It follows a policy of permanent employment for its employees with various growth
aspects. The promotion policy in ECIL is considered to be the best practice in the public
sector.
The employees are also given opportunity of growth on acquiring additional qualifications.
It gives a chance to the employees to develop, expand and maintains one’s capabilities
They are also allowed to apply their newly acquired knowledge and skills in future work
assignments .The job security provided by it is satisfied the employees to maximum extent.
If we notice the statistics, we can see that on an average every employee has rendered a
service of over 20 years with very negligible employee turnover. From this we can
Every human being is asocial being. Every social being is in the need of the social
recognitions and established a cultural environment that induces social integration in its
employees. It encourages the formation of teams and formal work groups, where the
employees can work collectively. Therefore, it tries to instill the feeling of oneness / unity,
which is only possible through proper flow of communication, integration and co-
operation.
It established both formal and informal channels of communication through which the
information is passed effectively to all levels in the organization. The barriers to effective
communication are also are removed through empathetic approach of the management. It
shows them a path to relate to one another their ideas and feelings
ECIL has tenant of equity i.e the right to equitable treatment in all matters including the
employee compensation scheme, appreciation, rewards and job security. They also have the
In ECIL, the relationship of work to the total life space is best expressed by the concept of
balance. The balanced role of work is defined by work schedules, career demands and
travel equipments that do not take up leisure and family time on a regular basis.
It also tries to reduce the stress and strain of the work-load, which affects the employees
One of the parameters, which are relevant to QWL, in ECIL is leave facility. The
employees are provided with various kinds of leave arrangements like: earned leave, sick
leave, casual leave, vacation leave etc. The employees can also encash the unveiled leave.
The statutory standing orders followed by ECIL are flexible and influence the QWL of
ECIL has appointed a chief welfare officer (CWO) who takes care of all the welfare
problems. The chief welfare officer pacifies, emphasizes and counsels the employees to
The climate (Political, Social and Economical) acts as a vital parameter that affects the
QWL of an employee. ECIL has established a very conducive work culture and atmosphere
that helps the employees to socially integrate and make ECIL as a HOME OF
PROFSSIONALS
ECIL has also relieved the employees from the tension of education of their children. It
The above parameters that are considered to influence the QWL of employees in ECIL are
the basic factors. These basic factors play a vital role in enhancing the morale and their
quality of working life. This in turn, increases their productivity and helps them to achieve
Along with the strong determination of ECIL ,the moral and ethical values practiced and
maintained have helped the company to pioneer in many new areas and provided excellent
The collected data has been tabulated , analysed and percentages are used for analysis of
the questionnaire. This data analysis can be found out by the opinions of the
samples.while presenting data charts and tables are used at relevant places.
CHAPTER –V
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DATA ANALYSIS
AND
INTERPRETATION
TABLE-1
CHART-1
Average Poor
10% 0%
Excellent
Good Good
30% Average
Excellent
60% Poor
INTERPRETATION
The above graph reveals that 60% of the employees feel that job environment and working
conditions are excellent ( i.e they are absolutely satisfied).30% of the employees feel that
job environment and working conditions are good (i.e they are satisfied).10% of the
employees feel that job environment and working conditions are average(i.e they are
partially satisfied). 0%( i.e none of the employees feel job environment and working
CHART-2
GrowthandSecurityOpportunities
Poor
0%
Average
30% Excellent
Excellent Good
50% Average
Poor
Good
20%
INTERPRETATION
The above graph reveals that50% of the employees feel that the growth and
security opportunities are Excellent that is they are absolutely satisfied.20% of the
employees feel that the growth and security opportunities are Good that is they are
satisfied.30% of the employees feel that the growth and security opportunities are Average
that is they are partially satisfied.0% i.e none of the employees feel that the growth and
CHART-3
Career-planning program
Poor
Average
0%
20%
Excellent Excellent
40% Good
Average
Poor
Good
40%
INTERPRETATION
The above graph reveals that40% of the employees feel that the growth and
security opportunities are Excellent that is they are absolutely satisfied.40% of the
employees feel that the growth and security opportunities are Good that is they are
satisfied.20% of the employees feel that the growth and security opportunities are Average
that is they are partially satisfied.0% i.e none of the employees feel that the growth and
CHART-4
Pay Structure
Poor
0%
Average
30%
Excellent
Excellent Good
50% Average
Poor
Good
20%
INTERPRETATION
The above graph reveals that50% of the employees feel that the growth and
security opportunities are Excellent that is they are absolutely satisfied.20% of the
employees feel that the growth and security opportunities are Good that is they are
satisfied.30% of the employees feel that the growth and security opportunities are Average
that is they are partially satisfied. 0% i.e none of the employees feel that the growth and
CHART-5
Promotion System
Poor
Excellent
10%
20%
Average Excellent
20% Good
Average
Poor
Good
50%
INTERPRETATION
The above graph reveals that20% of the employees feel that the growth and
security opportunities are Excellent that is they are absolutely satisfied.50% of the
employees feel that the growth and security opportunities are Good that is they are
satisfied.20% of the employees feel that the growth and security opportunities are Average
that is they are partially satisfied. 10% i.e none of the employees feel that the growth and
CHART-6
Poor
Average
0%
20%
Excellent
Excellent Good
50% Average
Good Poor
30%
INTERPRETATION
The above graph reveals that50% of the employees feel that the growth and
security opportunities are Excellent that is they are absolutely satisfied.30% of the
employees feel that the growth and security opportunities are Good that is they are
satisfied.20% of the employees feel that the growth and security opportunities are Average
that is they are partially satisfied. 0% i.e none of the employees feel that the growth and
Variables No of No of respondents in
respondents %
Deliberate upgrading of 10 20%
responsibility
Widening the scope of activities 14 28%
Setting the challenges in work 20 40%
Giving exposure to variety of jobs 6 12%
CHART-7
INTERPRETATION
The above graph reveals that 20% of the employees feel that Job Enrichment
will lead to deliberate upgrading of responsibility. 28% of the employees feel that Job
enrichment will widen the scope of activities.40% of the employees feel that Job
Enrichment will set challenges in work.12% of the employees feel that Job Enrichment will
CHART-8
It facilitates work
It facilitates flow
work flow
14% Effective co-
All the
above ordination and
40% Integration
Effective co-
Positive impact on
ordination employee
and satisfaction
Positive Integration
impact on All the above
36%
employee
satisfaction
10%
INTERPRETATION
The above graph reveals that14% of the employees feel that Job Design and Goal
setting will facilitate work flow. 36% of the employees feel that Job Design and Goal
setting will lead to effective co-ordination and integration.10% of the employees feel that
Job Design and Goal setting will lead to positive impact on employee satisfaction.40% of
the employees feel that all the above three factors are important for Job Design and Goal
setting.
TABLE-9
TIME
CHART-9
Integration of Job, Career, Family Life and
Leisure time
Poor
Average 0%
10% Excellent Excellent
40% Good
Average
Good Poor
50%
INTERPRETATION
The above graph reveals that 40% of the employees feel that the integration of
job, career, family life and leisure time are excellent that is they are absolutely
satisfied.50% of the employees feel that the integration of job, career, family life and
leisure time are good that is they are satisfied.10% of the employees feel that the
integration of job, career, family life and leisure time are average that is they are partially
satisfied.0% i.e none of the employees feel that the integration of job, career, family life
CHART-10
Excellent
Average 20%
10% Excellent
Good
Average
Poor
Good
70%
INTERPRETATION
The above graph reveals that20% of the employees feel that the leaves provided
by the organization are excellent that is they are absolutely satisfied.70% of the employees
feel that the leaves provided by the organization are good that is they are satisfied.10% of
the employees feel that the leaves provided by the organization are average that is they are
partially satisfied.0% i.e none of the employees feel that the leaves provided by the
CHART-11
Poor
20% Excellent
28%
Excellent
Good
Average
12% Average
Poor
Good
40%
INTERPRETATION
The above graph reveals that28% of the employees feel that the leave travel
concession provided by the organization are excellent that is they are absolutely
satisfied.40% of the employees feel that the leave travel concession provided by the
organization are good that is they are satisfied.12% of the employees feel that the leave
travel concession provided by the organization are average that is they are partially
satisfied.20% i.e none of the employees feel that the leave travel concession provided by
CHART-12
Poor
Average Excellent
0%
20% 20%
Excellent
Good
Average
Poor
Good
60%
INTERPRETATION
The above graph reveals that20% of the employees feel that the canteen facilities
provided by the organization are excellent that is they are absolutely satisfied.60% of the
employees feel that the canteen facilities provided by the organization are good that is they
are satisfied.20% of the employees feel that the canteen facilities provided by the
organization are average that is they are partially satisfied.0% i.e none of the employees
feel that the canteen facilities provided by the organization are poor.
TABLE-13
CHART-13
Transport facilities
Poor
0%
Excellent
Average
24%
10% Excellent
Good
Average
Poor
Good
66%
INTERPRETATION
The above graph reveals that 24% of the employees feel that the transport facilities
provided by the organization are excellent that is they are absolutely satisfied.66% of the
employees feel that the transport facilities provided by the organization are good that is
they are satisfied.10% of the employees feel that the transport facilities provided by the
organization are average that is they are partially satisfied.0% i.e none of the employees
feel that the transport facilities provided by the organization are poor.
TABLE -14
CHART-14
Poor
10% Excellent
Average 30% Excellent
20% Good
Average
Poor
Good
40%
INTERPRETATION
The above graph reveals that 30% of the employees feel that the sanitation and
cleanly measures in organization are excellent that is they are absolutely satisfied.40% of
the employees feel that the sanitation and cleanly measures in organization are good that is
they are satisfied.20% of the employees feel that the sanitation and cleanly measures in
organization are average that is they are partially satisfied.10% of the employees feel that
TABLE -15
OPINION ABOUT THE TRAINING GIVEN IN THE ORGANIZATION
CHART-15
Poor
Average
0% Excellent
8%
Excellent Good
Good
52% Average
40%
Poor
INTERPRETATION
The above graph reveals that 52% of the employees feel that the training in
organization is excellent that is they are absolutely satisfied.40% of the employees feel that
the training in organization is good that is they are satisfied.8% of the employees feel that
the training in organization is average that is they are partially satisfied.0% that is none of
TABLE-16
MANAGEMENT LIAISE BETWEEN THE EMPLOYEES AND THE UNION
CHART-16
Excellent
Poor 20%
30% Excellent
Good
Average
Average Poor
10% Good
40%
INTERPRETATION
The above graph reveals that 20% of the employees feel that the management
liaise between the employees and union in organization are excellent that is they are
absolutely satisfied.40% of the employees feel that the management liaise between the
employees and union in organization are good that is they are satisfied.10% of the
employees feel that the management liaise between the employees and union in
organization are average that is they are partially satisfied.30% of the employees feel that
the management liaise between the employees and union in organization are poor.
TABLE -17
MANAGEMENT HAVE ADEQUATE COMMUNICATION WITH THE EMPLOYEES
CHART-17
Poor
10% Excellent
30% Excellent
Average
Good
20%
Average
Poor
Good
40%
INTERPRETATION
The above graph reveals that 30% of the employees feel that the management have
adequate communication with the employees in the organization are excellent that is they
are absolutely satisfied.40% of the employees feel that the management have adequate
communication with the employees in the organization are good that is they are
satisfied.20% of the employees feel that the management have adequate communication
with the employees in the organization are average that is they are partially satisfied.10%
of the employees feel that the management have adequate communication with the
CHART-18
Poor
20% Excellent
30% Excellent
Average Good
10% Average
Poor
Good
40%
INTERPRETATION
The above graph reveals that 30% of the employees feel that work autonomy in
the organization are excellent that is they are absolutely satisfied.40% of the employees
feel that work autonomy in the organization are good that is they are satisfied.10% of the
employees feel that work autonomy in the organization are average that is they are partially
satisfied.20% of the employees feel that work autonomy in the organization are poor.
TABLE-19
AWARENESS ABOUT THE QUALITY OF WORK LIFE IN THE
ORGANIZATION
CHART-19
Poor
10%
Excellent
Average
20% Excellent Good
50% Average
Poor
Good
20%
INTERPRETATION
The above graph reveals that 50% of the employees feel that awareness about the
quality of work life in the organization are excellent that is they are absolutely
satisfied.20% of the employees feel that awareness about the quality of work life work in
the organization are good that is they are satisfied.20% of the employees feel that
awareness about the quality of work life in the organization are average that is they are
partially satisfied.10% of the employees feel that awareness about the quality of work life
TABLE-20
PERCEPTION ABOUT THE JOB SATISFACTION
CHART-20
Average Poor
10% 0%
Excellent
Good Good
30% Excellent Average
60% Poor
INTERPRETATION
The above graph reveals that 60% of the employees feel that job satisfaction in the
organization are excellent that is they are absolutely satisfied.30% of the employees feel
that job satisfaction in the organization are good that is they are satisfied.10% of the
employees feel that job satisfaction in the organization are average that is they are partially
satisfied. 0% i.e that is none of the employees feel that job satisfaction is poor.
CHAPTER – VI
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FINDINGS
&
CONCLUSIONS
FINDINGS
• In ECIL almost all the employees are satisfied with the job environment and
working conditions.
• Some of the employees are partially satisfied with the pay structure in the
Organization.
• Some of the employees are partially satisfied with the promotion system in
the Organization.
• Almost all the employees are satisfied with the leaves provided in the
Organization.
• Almost all the employees are satisfied with the canteen facilities in the
Organization.
• Almost all the employees are satisfied with the transport facilities provided
by the Organization.
• Almost all the employees are having job security in the Organization.
Every organization to sustain in the industry has to satisfy some of the basic needs
and demands of its employees. Satisfied and motivated employees are the source of
In order to use the maximum potential of the human resource, the organization has
Therefore every organization needs to update and improve the quality of work life
of the employees who make better contribution to production, quality and productivity.
ECIL has proved itself to be the number one in the electronics industry. It has
pioneered in many new areas because of its inventory of professional and skilled
employees. And this was only possible by providing its employees, good working
because it gives its employees adequate and fair compensation and the employees have no
reason to quit the company. This can be supported by the fact that the employees in ECIL
employees and employers. The flow of communication is flexible and clear the career
prospects of ECIL are considered to be the best in the public sector. They plan for the
The employees are given reasonable autonomy for their job. This makes them feel more
responsible and challenging and work hard for achieving it. There exists a strong bond
among the employees, which helps them to work as team and make group
accomplishments.
Though there are some limitations like office layout, seating arrangements and lack of
competition.
ECIL is striving hard to reduce the limitations by practicing better QWL interventions
and make it even better place to work .It is in the process of updating and modernizing
the working conditions in tune with the private organizations. Finally, we can conclude
that ECIL is providing its employees best Quality of Work Life, which influence their
SUGGESTIONS
SUGGESTIONS
Based on the analysis conducted in the organization the following are the recommendations
• Some of the employees are not satisfied with the job environment and working
conditions. Job environment and working conditions play a very important role in
motivating the employees. so, the organization has to take some more steps to
• Some of the employees are not satisfied with the career-planning programme. If an
organization wants to retain its employees it must satisfy their innovate aspirations
• Some of the employees are not satisfied with scope of creativity. If the job is
creative then only the employees get more interest on their job. They can innovate
• Some of the employees are not satisfied with the labour welfare measures provided
by the company. Labour welfare measures will improve the morale and increases
the feeling of security that will in turn affect the personnel effectiveness in an
welfare measures.
APPENDICES
PERSONNELDEPARTMENT
DIRECTOR
(PERSONNEL)
GM(HR)
CHIEF MEDICAL
DGM(ER) DGM(P&A) MANAGER(PR)
OFFICER
NAME:
DEPARTMENT:
1. What is your opinion about the job environment and working conditions?
6. What is your opinion about that you are able to learn and new skills in this
Organization?
a. Excellent b. Good c. Average d. Poor
7. What are the steps taken for the job enrichment for employees?
a. Deliberate upgrading of responsibility
8. What is the purpose of job design and goal setting in the organization?
9. What is your perception about the sensible integration of job, career, family life
10. What is your perception with the leaves provided by the organization?
11. What is your perception about the leave travel concession that is provided by the
Organization?
14. What is your opinion about the sanitation and cleanly measures?
15. What is your opinion about the training given by the organization?
16. What is your opinion about the management liaise between the employees and
the union?
17. What is your opinion that the management have adequate communication with
the employees?
18. What is your opinion about the Work Autonomy in the organization?
19. What is your opinion about that the awareness of Quality of Work Life in the
organization ?
a. Excellent b. Good c. Average d. Poor
BIBLIOGRAPHY
BIBLIOGRAPHY
WEBSITES
www.ecil.co.in
www.google.com
www.hrabout.com