Fyp-Quality of Work Life

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A DISSERTATION REPORT ON
QUALITY OF WORK LIFE
Submitted in partial fulfillment of the requirement of the degree of Master of Business Administration (2009-11) ASHWANI CHAUHAN MBA-4th Semester Internal Guide Mrs. Khyati Kapil Assistant Professor MBA Department
COER-School of Management UTTARAKHAND TECHNICAL UNIVERSITY, DEHRADUN (2010-2012)
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ACKNOWLEDGEMENT
I feel myself privileged at having an opportunity to thank the people who helped me at all stages of my research work. The report is the outcome of the guidance and valuable suggestions provided by all the faculty of COER School of Management (COER-SM). I would like to express my sincere thanks and primarily the gratitude to Mrs. Khyati Kapil, Lecturer, MBA Department, COER- SM, Roorkee who had been the main driving force in guiding, in the analysis and presentation of the project work right from the initiation to the final stage. I also wish to express my sincere thanks to my parents, friends and well wishers for their enthusiastic support and who have directly or indirectly helped me in one way or the other in preparation of the final report.
ASHWANI CHAUHAN MBA IV SEM COER
DECLARATION
I hereby declare that the study entitled QUALITY OF WORK LIFE being submitted by me in the partial fulfillment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION from UTTARAKHAND TECHNICAL UNIVERSITY is a record of my own work under the guidance of Mrs. Khyati Kapil. Project Guide Mrs.Khyati Kapil Signature
Lists of contents
CHAPTER NO. PARTICULARS PAGE NO.
OBJECTIVE OF THE STUDY
INTRODUCTION OF TOPIC
10 22
LITERATURE REVIEW
24 - 25
RESEARCH METHODOLOGY
27
DATA ANALYSIS & INTERPRETATION
29 - 39
FINDINGS
41
RECOMMENDATIONS
43
CONCLUSION
45
BIBLIOGRAPHY
47
Chapter 1
OBJECTIVES OF THE STUDY
To find out effects of quality of work life. To find out way to improve quality of work life
Chapter 2
INTRODUCTION
WHAT IS WORK?
Work can be defined as transfer of energy. In physics we say that work is done on an object when you transfer energy to that object. If one object transfers (gives) energy to a second object, then the first object does work on the second object. Work is the application of a force over a distance. Lifting a weight from the ground and putting it on a shelf is a good example of work. The force is equal to the weight of the object, and the distance is equal to the height of the shelf .
What is work life?

Work life including proper prioritizing between work one hand as career and ambition and life as health,pleasure,family,spiritual development so its a broader concept.
Meaning
Quality of work life has gained deserved prominence in the Organizational Behavior as an indicator of the overall of human experience in the work place. It expresses a special way of thinking about people their work, and the organizational in which careers are fulfilled. QWL refers to the relationship between a worker and his environment, adding the human dimension to the technical and economic dimensions within which the work is normally viewed and designed. QWL focus on the problem of creating a human working environment where employees work co operatively and achieve results collectively. It also includes. The programme seeks to promote human dignity and growth Employees work collaboratively They determine work change participate The programmes assume compatibility of people and organization 8
www.final-yearproject.com | www.finalyearthesis.com QWL refers to the level of satisfaction, motivation, involvement and commitment individuals experience with respect to their line at work. QWL is the degree of excellence brought about work and working conditions which contribute to the overall satisfaction and performance primarily at the individual level but finally at the organizational level.
J. Richard and J. Lay define QWL as the degree to which members of a work organization are able to satisfy important personnel needs through their experience in the organisation.
MAJOR FACTORS AFFECTING THE QWL:

Pay
QWL is basically built around the concept of equitable pay. In the days ahead, employees may want to participate in the profits of the firm as will. Employees must be paid their due share in the progress and prosperity of the firm.
Benefits
Workers throughout the globe have raises their expectations over the years and now feel entitled to benefits that were once considered a part of the bargaining process.
Job Security
Employees want stability of employment. They do not like to be the victims of whimsical personal policies and stay at the mercy of employers.
Alternative Work Schedules

Employees demand more freedom at the workplace, especially in scheduling their work. Among the alternative work schedules capable of enhancing the quality of work life for some employees are: i. Flexi time: A system of flexible working hours, ii. Staggered hours: Here groups of employees begin and end work at different intervals. iii. Compressed workweek: It involves more hours of work per day for fever days, per week.
www.final-yearproject.com | www.finalyearthesis.com iv. Job enrichment: It attempts to increase a person's level of output by providing that persons with exciting, interesting, stimulating or challenging work.
Occupational Stress
Occupational mental-health programmes dealing with stress are beginning to emerge as a new and important aspect of QWL programmes. Obviously, and individual suffering from an uncomfortable amount of job-related stress cannot enjoy a high quality of work life. '
Worker Participation
Employees have a genuine hunger for participation in organizational issues affecting their lives. Naturally they demand far more participation in the decision making process at the workplace.
Social Integration
The work environment should provide opportunities for preserving an employee's personal identify and self-esteem through freedom from prejudice, a sense of community, interpersonal openness and the absence of stratification in the organization.
Work and total life space

A person's work should not overbalance his life. Ideally speaking, work schedules, career demands and other job requirements should not take up too much of a person's leisure time and family life.
BARRIERS
1.
Focus on a quick fix.

Management is under constant pressure to find and fix problems quickly, with immediate results. This leads to treating symptoms instead of solving problems. Treating symptoms is like taking two aspirin and drinking orange juice for the common cold. You might feel a litde better but you still have a cold. Implement a problem-solving process. Management must provide a long-term focus 10
www.final-yearproject.com | www.finalyearthesis.com and look towards the future. Some companies report that it takes three to five. years to attain organizational focus on quality and problem solution.
2.
Who's responsible?
The great mystery of U.S. management is "whodunit?" The focus is generally on "who's responsible" for something rather than "what happened," and "how can we prevent this problem from occurring in the future?" Recendy a client company had a problem with a shipment of products to a customer. The customer called and said a quality parameter was out of spec. Management's immediate response was, "who was on shift that day; who shipped it?" The response was Who can we blame?" rather than "What happened, how did it happen, what system allowed this to happen and how can we prevent it in the future?" Many organizations operate on what we call the "Thermodynamic Theory" of management: "There is only so much heat to go around. So the more that I can shift to someone else, the less I have to absorb." In other words, the focus is on who's responsible, not how to fIXthe real problem and prevent future ones.
3.
What we know and don't know:

This barrier includes what'we know anddon't know about people, equipment,processes, products, and services. It isimportant for employees and managers to realize what we know as well as whatwe don't know. For example, in a carrental company seekingquality improvement,we see quality slogans like: "Do it right the first time," and "We are allon board for quality." While renting acar to a customer, one employee said toanother, "I don't care how many peopleare in line here, I'm going to take mybreak." That is not meeting customer requirements.In the same company, a service-deskemployee had to rent cars. When the computers went down, she said, "I haveno idea how to function with no computer." Another example occurred in abank. There was one small elTOr.We talked to three people before findingsomeone who knew how to fIXthe problem. Training is a must!Managers must learn what is known and what is unknown. This will allowthem to plan the right training. Management must provide employees with theopportunity to really do their job andhave pride of workmanship.
11
4.
Failing to flx problem:

Peopleissues, management vs. leadership, processes, procedures, and systems can allcause problems. Many times we treat symptoms and overlook problems. Themanager's role is to fmd and fIXproblems. Actually, problem pm;entionis aneven greater role. Employees need to be trained in a problem-solving process thatcan translate into solutions for manytypes of problems.
5.
1 for me" ayndrome.

In manyC9mpanies, politics and the desire to"look good" override the decision-makingprocess. This is generally a symptomof fear of losing a job, "looking bad" orallowing someone else to get ahead of you. This can symptomizea deeper problem:lack of teamwork. When politics become so imponant, selfishmotivestakepriority over good decisions. It is important to foster an atmosphere in whichpeople are free to do their jobs. Deming calls this "driving out fear so that everyonecan work for the company."
Numbera, numbera, numbers :When wefocus only on the numbers, we forget the emotions and hearts of the mployees. Uoyd Nelson has said that the most imponant figures in any company are unknown and unknowable.
THE IMPACT OF WORK LIFE ON MEN

The pressure of an increasingly demanding work culture in the UK is perhaps the biggest and most pressing challenge to the mental health of the general population. The cumulative effect of increased working hours is having an important effect on the lifestyle of a huge number of people, which is likely to prove damaging to their mental well-being. The Mental Health Foundation is concerned that a sizeable group of people are neglecting the factors in their lives that make them resistant or resilient to mental health problems.
12
SIGNIFICANCE OF THE STUDY:

Quality of work life covers various aspects under the general umbrella of supportive organizational behavior. Thus, the QWL should be broad in its scope. It must be evaluate the attitude of the employees towards the personnel policies. The research will be helpful in understanding the current position of the respective company. And provide some strategies to extent the employees satisfaction with little modification which is based on the internal facilities of the company. This research can be further used to evaluate the facilities provided by the management towards the employees. This study also helps in manipulating the basic exception of the employees.
QWL PROGRAMMES:
QWL programmes concentrate on creating a working environment that is Conductive to the satisfaction of worker needs. This program assumes that a job and the work environment should be structured to meet as many of the workers needs as possible. Richard Walton has organized into eight categories. These should be integrated, coordinated and properly managed.
13
These programmes are helped to avoid some pitfalls like QWL program must be implemented with the co-operation of management and labour. Action plans must be carried to completion. Care mist be taken to concentrate the focus on the joint objectives of improving the QWL.
RESULTS OF HIGH QWL: High Productivity Increase organizational effectiveness High employee satisfaction High morale . Reduce the absenteeism and labour turn over Increase the quality of life of employees High employee involvement Peaceful industrial relation
14
CHAPTER 3
15
LITERATURE REVIEW
Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis & Lawler, 1984; Cooper, 1988) define the qualities of work life are broadly similar to the study on Singaporean Employees Development suggest four dimensions of Quality of work life labeled as, i) ii) iii) iv) Favorable work environment ii) Personal growth and autonomy iii) Nature of job and iv)Stimulating opportunities and co-workers Good performance is recognized in addition to rewards being based upon performance while employees are respected and treated like mature people. The Study on Singaporean Employees development Cheng S says in a high QWL there should be a positive impact on personal life, an opportunity to be involved in decision as well as an acceptable level of physical comfort. Jobs seen to exist within high QWL work situations are those in which there is minimal negative impact on ones personal life, and hopefully one which has a positive impact on ones personal life.
(Taylor, 1977; Taylor, 1978; Donald, 1997) have generally established that QWL is positively associated with job satisfaction and can be a significant motivator. One implication of this finding for management is the need to consider the type of intrinsic and extrinsic factors highlighted by the four aspects of QWL that comprise the motivational reward-incentive system used in organizations. Designing the job and the work environment so as to include the characteristics of the QWL dimensions discussed above will contribute to the workers sense of well-being, and provide a more positive start to other work motivation programmes within the organization..
Kirkman (1989) suggests that in the future work society; the drive for more humanitarian treatment both in and out of work will increase.
QWL has also been viewed in a variety of ways including 16
www.final-yearproject.com | www.finalyearthesis.com a) as a movement b) as a set of organizational interventions and c) as a type of working life felt by employees QWL, Self-evaluation and life satisfaction among American Africans. When for many people sex and relationships are troublesome--since they are often hazardous to our health--work plays an even greater role in keeping us "out of trouble." Regardless of how much we earn, most of us have some kind of agenda or work plan. And with so many people opening a home and a cyber-office, with mounting levels of technology-related stress (which Bruria Ginton, owner turned content-provider, calls frustression), many of us end up involved in more than one job, which we feel compelled to get done, spending the greatest portion of our lives in what we consider our workplace. So Quality of Work Life (QWL) is not some notion of frivolous luxury. QWL is just as real and useful as virtual reality itself.
17
CHAPTER 4
18
RESEARCH METHODOLOGY
RESEARCH DESIGN : 1. Analytical Research: It uses facts or information already available and has to prepare Research report on the basis of analytical work . 2. Descriptive Research :Descriptive research is based on description of facts. The main purpose of descriptive research is description of state of affairs as exist at present.
Research Design 1. Primary data: a) Questionnaires comprised of 11 questions. b) Sample Size: Total number of questionnaire distributed 25 And the respondent are 20 . 2. Secondary Data: Internet & Books.
Tools For Research The questionnaire method has been used to analyze and assess the Quality of Work Life. The questionnaire was distributed to the employees of WIPRO Ltd.
19
CHAPTER 5
20
MEASUREMENT & SCALING TEHNIQUEMeasurement can be defined as a process through which reasearchersdescribes,explain and predict the phenomena. The data collected through the questionnaires have been tabulated&analyzed through Pie Diagrams.
LIKERT SCALE : It is a non-comparative scale. This scale is used to measure attitudes & behavior. It is usually a balanced scale and has typically five descriptors: strongly agree, agree, neither agree nor disagree(neutral) , disagree, strongly disagree. The rating followed by Likerts Scale: Strongly Agree (SA) Agree (A) Neutral (N) Disagree (DA)
=1 =2 =3 =4
Strongly Disagree (SDA) = 5 SA A N DA SDA
Data is collected through the questionnaire that have been tabulated & analyzed through
21
1. Does Job allows you to use your skills and abilities to the maximum level?
Response
20 15 10 5 0
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Interpretation Out of 25 employees 15 are strongly agree 5 agree, 2 neutral, 2 disagree 1 disagree for their skills and ability for job allows.
22
2. Are conditions in the job allows you to be productive?
Response
20 15 10 5 0 Strongly Agree Agree Neutral Disagree Strongly Disagree
Interpretation Out of 25 employees,
23
3. DOES The organization provides an opportunity to develop my own abilities?
Response
24
4 . IS The organization is providing high quality tools and techniques to do the job?
Response
25
5. Are the opportunities for promotions are good?
25 20 15 10 5 0 Strongly Agree
Response
Agree
Neutral
Disagree
Strongly Disagree
26
6. IS Sense of belongingness increase with the cooperation?
Response in %age
25 20 15 10 5 0 Strongly Agree Agree Neutral Disagree Strongly Disagree
27
6.IS, the safety of workers is at high priority?
Response
25
28
8. IS The company does a good job of linking rewards to job performance?
Response
29
9. DO you feel that your work allows to do in a particular area where you can do
best ?
Response
15
10
5 0 Strongly Agree Agree Neutral Disagree Strongly Disagree
30
10. ARE The superior is concerned about the welfare activities of the employees?
Response
15 10 5 0 Strongly Agree Agree Neutral Disagree Strongly Disagree
31
11. Do you feel free to offer comments and suggestions?
Response
20 15
10
5 0 Strongly Agree Agree Neutral Disagree Strongly Disagree
32
CHAPTER 6
33
FINDINGS Good working environment enhance the employee quality of work life. Poor quality of work life leads to absenteeism. Employee and workers are not provided with adequate salary and wages which reduces quality of work life which in turns affect man power productivity. By improving the QWL through promotion, training , distribution, of profits among the employees , welfare measures, accommodation etc. QWL involved proper communication which is help employees to share their views, grievance
34
CHAPTER 7
35
SUGGESTIONS
Welfare and safety measures should be provide to the employee which will go to motivation them constantly. Employee should be given chance to participate in decision making and intercommunication should be there. Ensuring job security to employees. Proper working working. Employees need high motivation from the top management of the company. Employees needs more compensation from the company Employees expects mutual relationship between co-workers Employees needs special training from the company related to their job during working period. conditions should be provided with fixed hours of
36
CHAPTER 8
37
CONCLUSION
I conclude that Quality of work life is positively related to performance and higher productivity and negatively related to absenteeism. In order to improve quality of work life various programme should be introduced in an enterprise such as development of employee skills , reduction of stress and development of labour management relations etc. A happy and healthy employee will give better turnover , make good decision and positively contribute to the organizational goal.
38
REFERENCES
BOOKS:
1.
K. Aswathappa (1997), Human Resources and Personal Management Tata Mcgraw-Hill Publishing Company Limited, New Delhi 110 001.
2.
C. R. Kothari (2001) Research Methodology of Wishwa Prakashan Publishing, Chennai 17, Edition
3.
R.S.N. Pillai and V. Bhagavathi (1998), Statistics of Sultan Chand and sons, New Delhi, pp. 132-141, II Edition.
WEBSITES www.citehr.com www.humanresources.com www.qualityofworklife.com www.final-yearproject.com
QUESTIONNAIRE
39
www.final-yearproject.com | www.finalyearthesis.com I, ashwanichauhan, the student of COER, I am doing a research project in SIDCUL. Therefore, to help in my project work, I would like to know your feedback. Your responses would be kept confidential. Please read the statement given below carefully and respond by marking ( ) in the appropriate box.
Name D.O.J.
Age Deptt.. Designation
Statement
S.No Strongly Agree The Job allows me to use my skills and abilities to the maximum level? Conditions in the job allows me to be productive? The organization provides an opportunity to develop my own abilities? The organization is providing high quality tools and techniques to do the job? The opportunities for promotions are good? Sense of belongingness increase with the cooperation? The safety of workers is at high priority? The company does a good job of linking rewards to job performance? I feel that my work allows me to do in a particular area where I can do best ? Do you feel free to offer comments and suggestions?
Opinion
Agree Neutral Disagree Strongly Disagree
2 3
5 6 7 8 9 11
40

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www.final-yearproject.com | www.finalyearthesis.

COER-School of Management UTTARAKHAND TECHNICAL UNIVERSITY, DEHRADUN (2010-2012)

ASHWANI CHAUHAN MBA IV SEM COER

OBJECTIVE OF THE STUDY

DATA ANALYSIS & INTERPRETATION

OBJECTIVES OF THE STUDY

What is work life?

MAJOR FACTORS AFFECTING THE QWL:

Alternative Work Schedules

Work and total life space

Focus on a quick fix.

What we know and don't know:

Failing to flx problem:

1 for me" ayndrome.

THE IMPACT OF WORK LIFE ON MEN

SIGNIFICANCE OF THE STUDY:

QWL has also been viewed in a variety of ways including 16

Strongly Disagree (SDA) = 5 SA A N DA SDA

2. Are conditions in the job allows you to be productive?

Interpretation Out of 25 employees,

3. DOES The organization provides an opportunity to develop my own abilities?

Interpretation Out of 25 employees,

Interpretation Out of 25 employees,

5. Are the opportunities for promotions are good?

Interpretation Out of 25 employees,

6. IS Sense of belongingness increase with the cooperation?

Interpretation Out of 25 employees,

6.IS, the safety of workers is at high priority?

Interpretation Out of 25 employees,

8. IS The company does a good job of linking rewards to job performance?

Interpretation Out of 25 employees,

Interpretation Out of 25 employees,

Interpretation Out of 25 employees,

11. Do you feel free to offer comments and suggestions?

Interpretation Out of 25 employees,

WEBSITES www.citehr.com www.humanresources.com www.qualityofworklife.com www.final-yearproject.com

Age Deptt.. Designation

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