Synopsis

Report on the topic

Employees Quality of work life in public sector banks
A study with reference to State Bank of Mysore , KSOU Branch ,
Manasagangotri , Mysuru
Submitted in partial fulfillment of the requirement for the award of
Master Degree in
Master Of Business Administration
In
Human Resource Management

Submitted by
Arjun M R
Roll No: 13300100005000000019
IV semester
Under the Guidance of
Dr K.V.Suresha
Head , PG Dept of Commerce
JSS College of Arts, Commerce & Science
Ooty Road, Mysore

DECLARATION
I, Arjun M R do hereby declare that this project report entitled Employees Quality of work
life in public sector banks is a bonafied record of the work done by me under the guidance of
Prof. Dr. K V Suresha in partial fulfillment for the award of degree of Masters of Business
Administration of KSOU Muktha Gangothri, Mysuru .
I also declare that this synopsis report has not been submitted by me fully or partially for the
award of any degree, diploma or title or recognition before.

Place: Mysuru
Date: 13th Nov 2015
ARJUN M R

ACKNOWLEDGEMENT

I would like to express my hearty gratitude to Dr. C. Mahadeva Murthy, Chairman, DOS &R in
Management.
I whole heartedly record my sincere gratitude to my supervisor Prof. Dr. K.V.Suresha for guiding
me on the research aspects of the report.
I am extremely thankful to Shibu Thomas Branch Manager KSOU Branch for facilitating to
carryout this research work in the organization.

ARJUN MR
Place: Mysuru
Date: 12th Nov 2015

CHAPTERS

TITLES OF THE CHAPTER

Chapter 1

Introduction

Chapter 2

Related to topic Industry Level

Chapter 3

Company profile

Chapter 4

Conceptual Framework

Chapter 5

Chapter 6

Survey Analysis and Interpretation

Summary of Findings and

Suggestions

Abstract
To-day the banking sector is witnessing a sea-change, which are both exciting and
challenging. The productivity of the banking industry is associated with the efficiency of
the employees. Satisfied employees are also more likely to be creative and innovative and
come up with breakthrough that allows an Organization to grow and change positively
with time and changing market conditions. In this study the researcher has apply the
discriminant analysis to find which factor absolutely predict job satisfaction of
employees. For that purpose the factor analysis has been applied and the factor scores are
treated as independent variable in discriminant analysis.

In modern era, it has been observed that stress management has become
one of the most substantial concepts in the professional environment. It is also seen
that working efficiency has degraded to some extent as professionals are unable to
maintain a balance between their personal and professional lives. This difference
has made organizations to formulate such policies that lead to better job
performance which results in job satisfaction moreover employee satisfaction. This
degree of satisfaction has been referred to as QUALITY OF WORK LIFE.

Quality of work life is a process in an organization which enables its

members at all levels to participate actively and effectively in shaping
organizational environment, methods and outcomes. This study focuses on the
subjective matter of QWL i.e. its key elements like job security, job performance,
employee satisfaction etc.

A Project on the topic

Employees Quality of work life in public sector banks
Chapter 1
INTRODUCTION
An internship training program is a vital and essential part of the educational
curriculum which helps students to know how the organization functions and also
to know how various interrelated department work together to achieve their
common goal and it helps the students to have a practical exposure to the problems
faces, functions, departments and their business operation.
Banking is essentially a person-to-person business. In a service industry like
banking, the quality of human resources assumes vital importance, bank customers
would normally do business with a bank whose staff are well informed and well
disposed. For this reason the best personnel are selected, motivated and trained to
conduct marketing function in a better way. Improved efficiency and promotion of
personalized services are required on the part of the employees for them to offer
pleasing, convincing and fulfilling service to customers. Bank officers form a
delicate link between the management and the clerical staff. The success of the
bank depends upon the coordination, synchronization and cooperation of the bank
officers with these two very divergent entities. Hence the job satisfaction of the
officers is prime importance because only a satisfied and happy officer will be able
to achieve such synergy in the bank.
Quality of Work Life is the existence of a certain set of
organizational conditions or practices. This definition frequently argues that a
high quality of work life exists when democratic management practices are
used, employees jobs are enriched, employees are treated with dignity and safe
working conditions exist. In recent years the phrase Quality of life has been
used with increasing frequency to describe certain environmental and humanistic
values neglected by industrial productivity and economic growth. Within
business organizations attention has been focused on the Quality of human
experience in the work place. At the same time many firms have questioned
their viability in increasingly competitive world markets. These dual

concerns have created a growing interest in the possibilities of redesigning

the nature of work. Many current organizational experiments seek to improve
both productivity for the organization and the quality of working
life for its members.
Quality can be assessed by factors like performance, reliability,
aesthetics, and complying with customer requirements. Quality refers to
freedom from wastage, freedom from trouble and freedom from failure.
Quality of Work Life refers to the level of satisfaction, motivation,
involvement and commitment individuals experience with respect to their lives at
work.
Quality of Work Life is the degree to which individuals are able to
satisfy their important personal needs while employed by the firm.
Companies interested in enhancing employees Quality of Work Life
generally try to instill in employees the feelings of security, equity, pride,
internal democracy, ownership, autonomy, responsibility and flexibility. They
try to treat employees in a fair and supportive manner, open communication
channels at all levels, offer employees opportunities to participate in
decisions affecting them and empower them to carry on with their assignments.

It has also been associated with organizational changes aimed at increasing

the levels of job widening (greater horizontal task flexibility) and job
enrichment (greater vertical task flexibility including the taking on of new
responsibilities including those formerly undertaken by supervisory or
managerial personnel). Crucially, the idea is that of attaining higher levels
of involvement and thereby motivation by improving the attractiveness of the
work itself rather than through improving the terms and conditions of work
(Hertzberg). Quality of life phenomena explored in early studies included job
satisfaction (measured by employee turnover, absenteeism or attitude surveys),
organizational climate and the learning of new tasks.

WHAT IS QWL(Quality Work Life)?

In todays work environment, organizations need to be flexible, and adopt a
strategy to improve the employees 'Quality of Work Life' to satisfy both the
organizational objectives and employee needs. Effective quality of work life
practices in organizations makes its impact on employee performance and the
overall organizations performance. J. Richard and J. Loy define QWL as "the
degree to which members of a work organization are able to satisfy important
personal needs through their experience in the organization". According to
Robbins, "Quality of Work Life" is defined as, A process by which an
organization responds to employee needs by developing mechanisms to allow them
to share fully in making the decisions that design their lives at work.

STATEMENT OF THE PROBLEM

Quality Work Life means having good supervision, good working
conditions, good pay and benefits and an interesting challenging and rewinding
job. High quality work life is sought through an employee relations philosophy that
encourages the use of quality work life efforts which are systematic attempts by an
organization to give workers greater opportunities to affect their jobs and their
contributions to the organizations overall effectiveness.
It is the responsibility of the management to develop QWL among the
employees to reduce the evil effects of lower level of QWL. Banking is essentially
a high contact service industry and there is a close interaction between service
provider and the customers in the traditional banking scenario. An attempt will be
made to study the quality of work life of employees in Private Sector Commercial
Banks.

OBJECTIVES OF THE STUDY

This research study was undertaken with the following objectives:-

1. To analyse the influence of Quality of Work Life of employees on

their Job Satisfaction.

2. To compare the Job Satisfaction of employees bank wise.

3. Make suggestions on the basis of findings of the study.

Chapter-II : Related to Topic at Industry level

a. Labour Welfare Measures:
LINE AND STAFF RELATIONSHIPS
LINE RELATIONSHIP:
Line refers to those positions of an organization which have responsibility,
authority and we accountable for accomplishment of primary objectives.
The relationship existing between two managers due to delegations of authority
and responsibility and giving or receiving instructions or orders is called line
relationship.
Line authority represents uninterrupted series of authority and responsibility
delegating down the management hierarchy.
STAFF RELATIONSHIP
The relationship between two managers is said to be a staff relationship, when it is
created due to giving and taking advice, guidance, information, help or assistance,
counselling etc., in the process of attaining organizational goals.
Thus, staff managers analyses problems, collect information and develop
alternative suggestions and helps the line managers to make right decisions
quickly. Staff control is monitoring and reporting which brings the results of
information to the attentions of the line manager for action by the line. Thus, they
reduce the work load of the line managers and allow them to concentrate on these
operative issues
Government Incentives
In the early 1980s, the Ministry of New and Renewable Energy (MNRE)
was Established to encourage diversification of the countrys energy supply and
to satisfy the increasing energy demand of a rapidly growing economy. The
MNRE issued guidelines to all state governments to create an attractive

environment for the export, purchase, wheeling and banking of electricity,

generated by renewable power projects.
Some of the other key incentives provided by the Government of India for
the renewable energy industry are:

Feed-in-tariffs for both wind and solar energy

Up to 80% accelerated depreciation for renewable energy investments
Preferential tax rate of 15% instead of the standard 30%
Exemption from Central Sales Tax and customs duty concessions on
soft loans for the import of material, components, and equipment used
in renewable energy projects
Establishment of the National Solar Mission (NSM), which aims
to deploy 20 GW of solar energy by 2020
Soft loans for setting up renewable energy enterprises
Tax holiday for 10 years for Biomass power projects

b. Leading Mutual Funds

Investments
Renewable energy investment in India was the second fastest-growing among the
G-20 in 2011, with investments increasing 54%to USD 10.2 billion. Wind
resources received 45% of the financing (USD 4.6 billion), while 41% (USD 4.2
billion) went to solar. This growth propelled the country from the 10thto the
sixth place in the G-20; it now ranks fifth in terms of five-year investment
growth.
Foreign Direct Investment (FDI)
The Indian government allows 100% foreign direct investment (FDI) in the
renewable energy sector and has put in place favorable policies to attract foreign
companies into the sector.

Chapter-III : Company Profile:

Our Profile: State Bank Of Mysore was established in the year 1913 as Bank of
Mysore LTD under the patronage of the Erstwhile Gov. of Mysore. At the instance
of the banking committee headed by the greatest engineer statesmen Dr. Sir M.
Vishsesveraya, Subsequently in march 1960, the bank became an associate of state
bank of India.
Branch Network :
The bank has wide spread network of 1222branches and 9 extension counters
spread all over India including small and medium enterprise branches, 8 industrial
financial branches, 3 corporate account branches, 7 specialized personal and
services banking branches, 9 agricultural development branches, 2 specialized NRI
branches, offering wide range of services to customers
Financial Profile:
The Podium capital of the bank as on 30.9.2015 is 48.01crores of which state bank
of India holds 90 percent shares. The bank has achieved adequacy ratio of 11.29
percent under base I-III guidelines.
The bank has an enviable track record of continuously earning profits and payment
of uninterrupted dividend since its inception in 1930, the bank has earned a net
profit of rs226 crores during the half year ended sep2015 with a YOY growth of 29
percent.
Business profile :
Total deposits of the bank as at the end of sep 2015 stood at rs69232 crocres and
the total advances stood at rs 51926 crores including and export credit of rs
1512crores.
The bank is a major plays in foreign exchange dealings and also recorded a
merchant over rs 24030crores under trading turn over rs278439crores during the
half year ended sep 2005.

Human Resources:

The bank has a dedicated workforces of 10116 employees consisting of 2307 in

supervisory staffs and 6407 non-supervisory staffs as on (30.09.2005). the skill and
competency of the employees has been kept updated to meet the requirement of the
customers keeping in view the changes in the business environment.
Organizational Setup:
While the chairmen of state bank of india is also trhe chairmen of the bank , the
managing director is associated by two chief general managers and 13 general
managers

Chapter-IV: Conceptual Frame Work

QWL practice involves acquiring, training, developing, motivating and appraising
for the best performance of the employees as per organizational objectives. Indeed,
core elements of QWL are of working conditions, employee job satisfaction,
employees behavioral aspects, and employees financial and non-financial
benefits, growth and development, and supervision.
Wage policy: Wage policy affects organizational performance. Wage policy is the
core components to measure employees satisfaction and quality of work life.
Survey for non-managers: This survey is the partial results of the full-scale
survey of the managerial level officers to collect data on organizational change and
productivity improvement as an empirical study
Organizational

performance:

The

variables

regarding

organizational

performance were (Lau & May, 1998) measured by a 5-point Likert-scale (1

strongly disagree to 5 strongly agree).
Reliability: Reliability reflects the consistence of a set of items variables scale by
measuring the concept in a particular. It illustrates the individuals differences
concerning the amount of agreement or disagreement of the concept studied. In
this study, reliability measurement is important to verify the variables consistencies
through employee job satisfaction, quality of work life and organizational
performance.

Statistical Analysis of Data:

Collected data were analyzed by using statistical tools and the software used in
windows version for regression analysis, correlation analysis, and testing of the
research hypotheses.
Participative management
Participative management tends to improve motivation and identify himself or
herself with the work and employee feel more accepted and involved in the
management. The result indicates that management does not take initiation to get
an opinion from the employees with strong result of 65% employees. Employees
are the part of management in some branches of SBM but not in every branch.
There is no clear result in case of giving ideas from the employees.
Fringe Benefits
Health benefits, insurance transport facilities and recreation facilities are used to
identify the fringe benefits. It is clear that SBI provides a good health benefits and
insurance with the result of above 92% employees acceptance. Transport facilities
are good enough with 68% employees acceptance.
Welfare facilities

Facilities play an important role in actualization of goals and objectives to

satisfying the both emotional and physical needs. There is no accurate working
space for employees according to their demand with the result of 71% employees
agreed. A sanitation facility available in SBMs branches is not satisfactory
according to employees it is not up to mark as they want. Chapter-V : Survey,
Analysis and Interpretation
Method of Data Collection:
Among the various methods, which can be used to collect the primary data, the
researcher has adopted two methods which are Personal Interview method and
Structural Questionnaire method. The researcher has prepared structured
questionnaires, which contained predominantly multiple choice questions. The
respondents opinions are gathered with regard to the problem with the help of the
questionnaires.
Sampling Design:
A sample is a smaller representation of a larger whole. When some of the elements
are selected with the intention of finding out something about the population from
which they are taken, that group of elements is referred as a sample, and the
process of selection is called Sampling.
Sampling Unit:
The respondents of the study are part of population of employees of SBM. Each
employee is considered to be the sampling unit.
Sample Size:
SBM employees strength is identified the entire universe; meanwhile the sampling
size is confined only for 150 employees for among various cater of position in their
jobs. Convenient sampling is adopted to get insight about the study.

Statistical Tools:
The collected data is consolidated, tabulated and analyzed by using statistical tools
like descriptive statistics and Chi- Square Test.

Period of the Study:

The study was conducted for a period of 3 months from August to October 20135
The respondents were contacted and interviewed in the bank premises during their
off duty hours.

Research Design:
The research design is the basic framework or a plan for a study that guides the
collection of data and analysis of data. Employees satisfaction and opinion about
this study is used Descriptive Research Design in nature. The main purpose of
descriptive research is description of state of affairs, as it exists at present. The
information are collected from the employees in SBM and analyzed with the help
of different statistical tools, for describing the relationship between various
variables, pertaining the job satisfaction and quality of work life. Moreover cross
table analysis has been done for processing the data and information is derived to
attain the objectives of the study.
Statistical Tools:
The collected data is consolidated, tabulated and analyzed by using statistical tools
like descriptive statistics and Chi- Square Test.

Chapter-VI: Summary of Findings, Suggestions and conclusion

A cheerful and healthy employee will give better yield, craft good decisions and
positively contribute to the organizational goal. An assured good quality of work
life not only attracts young and new talent but also retain the existing experienced
talent. This study conducted with Bank respondents revealed the impact of quality
of work.
life factors like autonomy, work load, employee engagement, utilizing skills and
abilities, occupational stress, trade unions, career growth etc., The results of the
study showed the intensity of working conditions and the behavioral aspects of the
respondents in the study area and also notified that the basic strategy for improving
the quality of work life is first to identify employees important needs and to
satisfy those needs. Hence the study indicated that increase in quality of work life
results in increase in productivity. The study recommended that promotion policies
can be improved by giving grade for designation according to the experience of the
employees. Arranging meditation classes and entertainment programmes for the
employees can minimize occupational stress. It is further recommended that the
Bank unions should consider the problems of the employees and should
the employees interests on time.

protect

Suggestions

It is suggested that rewarding employees for exceptional work theyve done

is critical to keep them motivated enough to continue their best. Although money is
important, a manager can obtain better employee performance by using personal,
creative and amusing forms of recognition.

Employers need to handle employees in such a manner that employees don't

get frustrated with the stress and over burdened of the work.
Facilities like food and transportation to be provided free, company has to
provide more growth opportunities to the workers. Health camps to provide on
regular basis to make their workers get rid of stress of work load.
The Bank should focus on workers welfare by providing the basic
necessities such as quality food, pollution free environment, and recreational
facilities which will give to the workers psychologically, emotionally and
physically fit enough to work.

LIMITATIONS
Several limitations should be reflected that this study did not exemplify the whole
sample population. Data was abundant but comparison should have been done in
appropriate custom with branches of the SBM. Managers of the branches didnt
give the thriving response for the study. Questionnaire covered only six dimensions
of QWL which is enough to find out the QWL of SBM but questions were not well
appropriated in the questionnaire. Numbers of questions were very less in the
questionnaire. Financial performance should have been done with the compare of
the branches of the state bank of India which give proper result. The study did not
capture the male and female individually where males perception can be positive
or may be females employees more socialization. The result may not show the
actual satisfaction of employee regarding quality of work life in the context of only
agreed and disagreed

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