A Research Proposal on

“A study of Quality of work life and Employee performance of high school

teachers of CBSE board with reference to the PCMC area”.

Submitted to the University of Pune

For partial fulfilment of the degree of

M. Phil Degree in Commerce

To

University of Pune

Submitted by

Sarita Yadav

Under the Guidance of

Dr Subhash. D. Pawar

Through

Research centre

Deccan Education society’s

Brihan Maharashtra College of Commerce,

Pune-411004

For Academic Year: 2014-15

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Topic: A study of Quality of work life and Employee performance of high school
teachers of CBSE board with reference to the PCMC area.

1. Introduction:
Human resource plays an important role in the success of any organization, because
most of the problems in organizations are human and social rather than physical or
technical. A good quality of work life not only attracts new talent but also retain the
existing talent. Quality of work life involves job security, good working conditions,
adequate and fair compensation and equal employment opportunity all together. QWL
aims to meet the twin goals of enhanced effectiveness of organization and improved
quality of life at work for employees. But today’s employee would not believe in such
values of work. Employees work for salary, and continue to work, if the conditions of
work are encouraging and pleasant and terms of employment are favourable to him.
Women are considered as the major working group the textile and Garment Industries
of the country. These industries are more labour intensive and require finest output at
the end. QWL consists of opportunities for active involvement in group working
arrangements or problem solving that are of mutual benefit to employees or
employers, based on labour management cooperation.

The basis of life quality and performance management are not new disciplines; yet
they seem to have ambiguous concepts. In order to clarify performance management.
Let’s think life quality depends on the life style. It is also dealing with the system
performance .So this area of management has a great role in any system. To improve
the capabilities of members and parallel them to the system targets we should know
that it is necessary for system design to apply performance management. Without
considering this fact, the reliability of the system will be questionable. Although the
majority knows this fact .This issue has been a permanent argument among many
systems. Life is relatively a general concept that refers to different criteria such as
working environment in various jobs, the quality of life to the social psychological,
organizational and physical characteristics extends depends on performance
management. These processes can be measured to apply human resources
management.(Graham,2006) Quality of work life planning requires the consideration

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of process due to human resources in order to improve organizational efficiency and
productivity. Then, job satisfaction will be achieved . Poor quality of work life
decreases employers’ and top managers’ satisfaction. On the other hand, it increases
job stress . These are many reasons to confirm the effect of quality of work life in the
organizational performance and efficiency. Utility in the organizational planning is
due to team working in return .Satisfactory life style leads to employees’ active
performance ; as well as, the reduction of employees’ absence and poor attendance at
work. Job satisfaction prevents job displacement too. The final result will be
influential performance of the system employees. Lord Kelvin (the English physicist)
argues the importance of measurement in the numbers and digits. He says :” If we can
measure what we are talking about, we can claim that we know something about it ;
otherwise ,Our knowledge is not perfect and it will never mature.The science of
management assert the same subject .We can’t control what we can’t measure .The
main idea of all organizational analysis is performance. To improve the performance
of a system we need a system assessment. Without it the notion of system is
unimaginable. The great power of conformity supports developmental plans and
provides opportunities in order to achieve organizational targets.

WHAT IS QWL?
Quality of work life refers to the relationship between employees and their total
working environment. It considers people as an asset to the organization rather than
cost. This approach believes that people can perform to their best if they are given
enough autonomy in managing their work and make decision. And, so quality of work
life is viewed as an alternative to the control approach of managing people. Warret al.
(1979) defined quality of working life as indicative of variety of apparently relevant
factors, including work involvement, intrinsic job motivation, higher order need
strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction,
happiness, and self-rated anxiety. Direct participation of employees in problem
solving and decision making particularly in areas related to their work is considered to
be necessary condition for providing greater autonomy and opportunity for self
direction and self control. This will result in upgrading the QWL. In today’s 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

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employee needs. Effective quality of work life practices in organizations makes its
impact on employee performance and the overall organizations performance.

Quality of work life refers to the level of happiness or dissatisfaction with one's
career. Those who enjoy their careers are said to have a high quality of work life,
while those who are unhappy or whose needs are otherwise unfilled are said to have a
low quality of work life. Quality of work life is viewed as an alternative to the control
approach of managing people. The quality of work life approach considers people as
an asset' to the organization rather than as costs'. It believes that people perform better
when they are allowed to participate in managing their work and make decisions. This
approach motivates people by satisfying not only their economic needs but also their
social and psychological ones. To satisfy the new generation workforce, organizations
need to concentrate on job designs and organization of work. Further, today's
workforce is realizing the importance of relationships and is trying to strike a balance
between career and personal lives.

According to Cohan. R. Resenthal, “It is internationally defined efforts to bring out

increased labour management and co-operation to jointly solve the problem of
improving organizational performance and employee satisfaction”. The quality of
work life research programme, which has been in progress for sometimes now, has
tried to understand human behavior in the work situation in order to enhance
productivity, job satisfaction and employee involvement. Quality of work life can be
improved through a variety of instrumentalities like working arrangements, education
and training, employee communication, union participation and participative
community development projects. The effort is to enhance the quality of life of every
individual, by integrating the task role and social role, such that synergies are
effectively obtained.

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2. Statement of problem
Quality Work Life gained importance in the late 1960 as a way of concerns about
effects of work on health and general wellbeing. As we all know teaching is very
important job as its helps to build foundation for the people.
So, here the purpose of this study is to study about QWL and employee performance
of the employees. How quality of work life affects the perfomance of the employees
and How organizations are handling their human resources by providing a favorable
working environment and attending to their workers needs to ensure quality of work
life and how strategically they are improving the employees quality of work life.

3. Need of the study

The study is mainly to study about quality of work life and employee performance. In
changing environment of modern technological advancement the teaching profession
is subjected to change.so researcher just want to know how quality of work life is
improving in education sector.

4. Relevance of the study

The importance of research Teachers as one of the greatest assets of each society and
also one of the most important elements of the education system, a very crucial role to
play in training human resources and the goal of their efforts, is involved in the
development of human society. Efforts to improve the effective and efficient use of
resources such as labor, capital, materials, energy and information, is the aim of all
managers and industrial production and services, and educational institutions.
quality of working life is a reflection of the importance that it attaches to the public. It
is sad that many of the employees in their works are looking for more meaningful
work Employees are requested to changes in their economic and non-economic
consequences. Most experts believe that many of the problems caused by the lack of
attention to the issue of quality of work life
To improve the quality of working life is one of the most important goals of the
organization and the people who work for the organization. If an employee feels
really improved his quality of work life for employees, it gives more power to do the
job.
And many experts said that it also effects the performance of the employees.

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 The present study on relationship between quality of work life and performance
effectiveness of Teachers with special reference PCMC area aims to know how
quality of work life effecting the performance of the employees.

5. Objectives of the study

1. To study the relationship between quality of work life and employee performance.
2. To examine the factors of Quality of work life
3. To study the perception of employees about the working condition of the
organisation.
4. To study quality of work life and job involvement of employee.

6. Justification of the objectives

To study the relationship between quality of work life and employee performance
and to exam in the factors which affects the QWL. Due to changes in technology,
employers are also providing a suitable work environment so that employees can
perform better. So, just to know about the perception of the employees towards
working condition of the organisation

7. Statement of hypothesis
H0: There is no relationship between quality of work life and employee
performance.
H0: There is no relationship between quality of work life and job involvement of
employee.
H0: There is no significant relationship between factors of organisation culture
and employee performance.

8. Working definitions of terms used

Quality of work life: Quality of work life refers to the favorableness (or) un

favorableness of a job environment for people. The basic purpose is to developed

jobs that are excellent for people a well as for production. Quality of work life is

large step for forward from the traditional job design of scientific management

which focused mostly on specialization and efficiency for the performance of

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 narrow tasks. The major indicators of quality of work life are job involvement, job

satisfaction and productivity.

Performance: The accomplishment of a given task measured against pre set known

standards of accuracy, completeness, cost, and speed. In a contract, performance is

deemed to be the fulfilment of an obligation, in a manner that releases the performer

from all liabilities under the contract

9. Scope of the study

The focus of this study is restricted to high school of CBSE Board in PCMC area.
10. Classes of respondents to be contacted
High school Teachers of the respective schools.

11. Universe and sample size

In this particular project, the researcher is having finite population. In all, there are 18
CBSE High Schools in the PCMC area. [Pimpri Chinchwad Municipal Corporation]

Sample Size: As per the Eligibility criteria(high school) and sampling trait, the
qualifying schools are only 6 i.e
 City International School, Pimpri.
 City Pride School, Nigdi.
 Podar International School, Chinchwad.
 GG International School, Pimpri
 Global Indian International School, Chinchwad
 NCRDS Sterling School, Bhosari

12. Justification of sampling method and sampling procedure

The probablity sampling method in which simple random sampling method will
be used for getting responses from the respondents with the help of rating scale.
Total there are 13 CBSE schools are there in PCMC area nut according to
eligibility criteria there are only 6 high school of CBSE Board.
Sample area: Teachers from the selected school in PCMC area.

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13. Research design
Descriptive research design: it describes characteristics of a particular individual
,group, community or people. Descriptive studies narrate facts or characteristics
whereas diagnostics study relates to the association variable.

14. Sources & Methods of data collection

a) Primary Data Collection: Questionnaire and Interview method from teachers
of high school .
b) Secondary Data Collection: Secondary data is that which have already been
collected by someone else and which has been passed through the statistical
process. The various governmental publication, research journals, reports, etc.

15. Tools of data analysis

The information gathered through the questionnaires will be analyzed with the
help of SPSS software and Microsoft Excel. The statistical tools like tabulation,
average, standard deviation, percentage will be used for analyzing the data.

16. Techniques of data analysis

The probability sampling method in which simple random sampling method will
be used for getting responses from the respondents.

17. Note on statistical tools to be used

Data will be analyzed by descriptive statistics tools and significance will be tested
by using suitable parametric and non- parametric tests, and also data will be
analyzed by excel and SPSS which will provide the proper analysis and results.

18. Review of literature

Today in many organizations, employees are not satisfied with their work and
they are after more meaningful duties. Quality of work life is one of the origins of
organizational development.
Safura taghavi(2014) studied the relationship between quality of work life and
performance effectiveness of high school teachers of Shirvan in Iran and he

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 concluded that more quality of work life is equal to more performance
effectiveness.
Bora(2015) studied on quality of work life and concluded that if workers are
happy and satisfied, productivity will be more.
Ramezani (2004) studied the relationship between principals‟ quality of life and
their performance in high schools of the city of Hamedan in Iran and concluded
that if the quality of working life increases, performance of employees will also
improve.
Ian (2000) has examined the relationship between employees‟ participation and
the quality of work life. He concluded that employees like to participate in making
decisions and they also believe that the quality of work life must be considered.
Shahrashob (2006) conducted research on the "relationship between quality of
work life and organizational commitment among high school teachers in
Gonbadkavus city in Iran he found that there was a positive relationship between
individual‟s quality of work life and organizational commitment.

19. Scheme of the report

At the initiation, the Preliminary Part containing acknowledgements, declarations,

certificates, table of contents, Executive summary, list of figures and tables.
Chapter One: Introduction
Chapter Two: Theoretical Framework
Chapter Three: Research Methodology
Chapter Four: Data Analysis
Chapter Five: Findings and Conclusion
Chapter Six: Suggestions and Recommendations.
Annexure: Bibliography & Questionnaire