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A Study on Quality of Work Life in the V-BELT Department at FENNER


India (P) Ltd, Madurai

by

KALILUR RAHMAN.A

(Reg.No: 0961136)

of

K.S.RANGASAMY COLLEGE OF TECHNOLOGY

TIRUCHENGODE- 637215

(An Autonomous Institution Affiliated to Anna University of Technology, Coimbatore)

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A SUMMER PROJECT REPORT

submitted to the

FACULTY OF MANAGEMENT STUDIES

in partial fulfillment of the requirements for the award of the degree in

MASTER OF BUSINESS ADMINISTRATION

JULY-2010

BONAFIDE CERTIFICATE

Certified that this project report titled “A Study on Quality of Work Life in the V-BELT
Department at FENNER India (P) Ltd, Madurai” is the bonafide work of Mr.A.Kalilur
Rahman who carried out the research under my supervision. Certified further, that to the best of
my knowledge the work reported here does not form part of any other project report or
dissertation on the basis of which a degree or award was conferred on an earlier occasion on
this or any other candidate.

HOD Supervisor

Head of the Institution

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Internal Examiner External Examiner

K.S.RANGASAMY COLLEGE OF TECHNOLOGY (AUTONOMOUS), TIRUCHENGODE

MBA Summer Project Work

(Batch 2009-2011)

A Study on Quality of work Life in the V-BELT


Title of the Project Department at FENNER India (P) Ltd, Madurai

Name of the Student & Mr.A.Kalilur Rahman (0961136)

e-mail address akrahman2007@yahoo.co.in

Name of the Supervisor Mr.R.Muruga Ganesh MBA., M.Phil.,

Industry where the Project is FENNER India (P) Ltd, Madurai


undertaken

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ABSTRACT

The project work has been carried out for FENNER India (P) Ltd, Madurai. It aims
to identify the Level of Quality of Work Life among employees of FENNER India (P) Ltd,
Madurai. A sample size of 50 has been chosen for survey method. A well structured
questionnaire has been designed to conduct the survey. The Researcher has applied
relevant statistical tools for analyzing the data. Based on the data analysis, Findings were
arrived at and certain Suggestions were made. The purpose of this study is to gain a
better understanding on Quality of Work Life. This study also focuses on revealing
homogeneous demographic characteristics the employees exhibit that affect their
satisfaction level.

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DECLARATION

I hereby declare that the project report entitled “A Study on Quality of work

Life in the V-BELT Department at FENNER India (P) Ltd, Madurai” in partial

fulfillment of requirements for the award of the degree of MASTER OF BUSINESS

ADMINISTRATION is a record of original project work done by me, during my period of

study in K.S.RANGASAMY COLLEGE OF TECHNOLOGY (AUTONOMOUS),

TIRUCHENGODE under the guidance of Mr.Muruga Ganesh and no part of it has

been submitted for any other Degree or Diploma.

Signature:

Name of the candidate: Kalilur Rahman.A

Reg. No.: 0961136

Date:

Place: Tiruchengode

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ACKNOWLEDGEMENT

The gratification and elation of the project would not be complete without mentioning
each and every one who has assisted the task in any phase of its development. First and
foremost, we bow out heads before GOD Almighty, who bestowed upon us his unequalled
blessings that imparted us the capability to complete the project in the most successful
manner.

I am deeply indebted to Lion. Dr.K.S.Rangasamy, MJF, Chairman, K.S.Rangasamy


College of Technology, Tiruchengode.

It is my esteemed honor to thank Dr. K.Thyagarajah, B.E., M.E., Ph.D., SIMEEE, and
MISTE. Principal, K.S.Rangasamy College of Technology for effectively leading me to meet
up with the requirement and necessities of this project.

I thank from the bottom of my heart to Mrs. Dr.A.Lakshmi M.A., M.B.A., M.Phil., B.Ed.,
Ph.D., Director, Department of MBA, K.S.Rangasamy College of Technology for granting
me permission to do this project.

I extend my heartfelt thanks to Mr.R.Muruga Ganesh MBA., M.Phil., KSR School of


Management, for his valuable guidance and his contribution in bringing this project into
limelight.

I express my sincere gratitude and thanks to Mr.Abudahir and Miss.Divya, HR Officer,


FENNER India (P) Ltd, Madurai for their supportive and valuable advice to my project.

I express my sincere gratitude to all the staff members of KSR School of Management,
for their consent and encouragement support for my project work.

I wish to extend my sincere thanks to all the staff members and employees of FENNER
India (P) Ltd, Madurai.

I would also like to thank my family members and friends for the valuable support and
contribution to the successful completion of my project.

CONTENTS

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Page No

List of Tables viii

List of Charts x

Chapter - I

INTRODUCTION

1.1 Introduction 01

1.2 Objectives of the Study 04

1.3 Statement of the Problem 04

1.4 Scope of the Study 05

1.5 Need for the study 05

1.6 Limitations of the Study 06

1.7 Chapterization of the study 06

Chapter – II

CONCEPTS AND REVIEW

2.1 Review of literature 07

2.2 Industry profile 10

2.3 Company profile 10

2.4 Product profile 15

Chapter – III

METHODOLOGY
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3.1.1 Research Design 16

3.2 Survey Details 16

3.3 Sampling details 16

3.4 Data Collection Details 17

3.5 Tools used for the Study 17

Chapter – IV

DATA ANALYSIS AND INTERPRETATION

4.1 Analysis of the data 18

Chapter – V

RESULTS AND DISCUSSION

5.1 Findings of the Study 52

5.2 Suggestions 54

5.3 Conclusion 58

Appendices 55

References 59

List of Tables
Table No Particulars Page No
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4.1 Age of the Respondents 19

4.2 Educational qualification of the Respondents 20

4.3 No. of working years of the respondents 21

4.4 Compensation method received by the respondents 22

4.5 Satisfaction level on the Compensation method received 23

4.6 Job comfort and satisfaction level of the respondents 24

4.7 Reason for dissatisfaction in the job 25

4.8 Level of motivation in the work environment 26

4.9 Fair and adequate compensation 27

4.10 Salary by considering responsibilities 28

4.11 Income from job alone is enough to meet family needs 29

4.12 Complete assurance for job security 30

4.13 Sufficient infrastructure to perform better in work 31

4.14 Training provided is required 32

4.15 Training program impact on current performance 33

4.16 Freedom in choosing work area 34

4.17 Harmonious relationship with colleagues in the company 35

4.18 Freedom to tell comments and suggestions 36

4.19 Superior gives importance to words 37

4.20 Equal chance to take part with others in decision making 38

4.21 Company’s insistence on wearing safety kit at workplace 39

4.22 Protection to family, in case of any unforeseen event to life 40

Hygienic drinking water and high quality food to all the


4.23 41
employees

4.24 The work environment is clean and tidy 42

4.25 Feel proud to be an employee of FENNER 43

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Chi Square Test - Educational Qualification * Adequate
4.26 Income Cross tabulation 45

Chi Square Test - Years of Experience * Freedom to Tell


4.27 Comments/Suggestions Cross Tabulation 48

Weighted average method for measuring quality of work


4.28 50
life at FENNER

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List of Charts
Table No Particulars Page No

4.1 Age of the Respondents 19

4.2 Educational qualification of the Respondents 20

4.3 No. of working years of the respondents 21

4.4 Compensation method received by the respondents 22

4.5 Satisfaction level on the Compensation method received 23

4.6 Job comfort and satisfaction level of the respondents 24

4.7 Reason for dissatisfaction in the job 25

4.8 Level of motivation in the work environment 26

4.9 Fair and adequate compensation 27

4.10 Salary by considering responsibilities 28

4.11 Income from job alone is enough to meet family needs 29

4.12 Complete assurance for job security 30

4.13 Sufficient infrastructure to perform better in work 31

4.14 Training provided is required 32

4.15 Training program impact on current performance 33

4.16 Freedom in choosing work area 34

4.17 Harmonious relationship with colleagues in the company 35

4.18 Freedom to tell comments and suggestions 36

4.19 Superior gives importance to words 37

4.20 Equal chance to take part with others in decision making 38

4.21 Company’s insistence on wearing safety kit at workplace 39

4.22 Protection to family, in case of any unforeseen event to life 40

Hygienic drinking water and high quality food to all the


4.23 41
employees

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4.24 The work environment is clean and tidy 42

4.25 Feel proud to be an employee of FENNER 43

CHAPTER – I

INTRODUCTION

1.1 Introduction to the study:

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Quality is generally defined as “Conformance to requirements”. Quality is also
referred to as “Fitness for purpose”. The concept of quality is not only applied to all
goods and services created by human beings, but also for workplace where the
employees were employed.

Quality in the workplace comes from understanding and then fully meeting the needs of
all internal and external customers, now and into the future and doing so with continual
improvement in efficiency and effectiveness.

Quality of Work Life:

“Quality of work life has been defined as the quality of relationship between
employees and the total working environment.”

Quality of work life is a process by which an organization responds to employee needs


for developing mechanisms to allow them to share fully in making the decisions that
design their lives at work.

Quality of work life refers to the favorableness or un-favorableness of a total job


environment of the people. The basic purpose is to develop jobs and working conditions
that are excellent for people as well as for the economic health of the organization.
Quality of work life provides a more humanized work environment. It attempts to serve
the higher-order needs of workers as well as their more basic needs. It seeks to employ
the higher skills of workers and to provide an environment that encourages improving
their skills.

Q – Quest for excellence

U - Understanding

A - Action

L - Leadership

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I – Involvement of the people

T – Team spirit

Y – Yardstick to measure progress

The above said are very essential things to improve the work life of employees in the
organization.

Benefits of quality of work life:

In general, the benefits of quality of work life include:

a) Healthier, satisfied and productive employees and


b) Efficient, adaptive and profitable organizations.

Specifically, the benefits are as follows:

• More positive feelings towards one’s self (Greater self-esteem).

• More positive feelings towards one’s job (Improved job satisfaction and
involvement).

• More positive feelings towards the organization (Stronger commitment to the


organization goals).

• Improved physical and psychological health.

• Greater growth and development of the individual as a person and as a


productive member of the organization.

• Decreased absenteeism and turnover, and fewer accidents.

• Higher quality and quantity of output of goods and services.

Strategies for Improving Quality of Work Life:

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Quality of work life is the shared responsibility, not only of the management and
workers, but also of the union leaders, government officials and behavioral scientists.
Hackman and suttle present six strategies which have been frequently used for
improving Quality of work life in organizational settings. These are:

• The development of careers and career paths,


• Work design,
• Organizational reward systems,
• Design and maintenance of group and inter-group relationships,
• Managerial practices,
• Internal and external strategies for change.

Results of High Quality of Work Life:

• High productivity.
• Increased organizational effectiveness.
• High employee satisfaction.
• High morale.
• Reduced absenteeism and labor turnover.
• Increased quality of life of employees.
• High employee involvement.
• Peaceful industrial relation.

1.2 Objectives of the study:

• To examine the Compensation method, Safety and Health conditions in the


organization.

• To measure the Level of Job satisfaction and Job security of the employees.

• To examine the Training program facilitates to improve the job performance.

• To find out the Level of freedom for employees and their participation in decision
making.

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1.3 Statement of the problem:

• Employees in most industries feel that the compensation provided for them is
inadequate.

• Most employees feel that their contributions to the organization are not
recognized.

• Employees in many industries feel insecure about their job.

• Employees are not given right chance to tell their suggestions or take part in
decision making.

• Some organizations do not provide hygienic water, quality food to the employees.

1.4 Scope of the study:

• The study helps the researcher in getting practical knowledge of the various HR
activities in the organization.

• This study helps to identify the drawbacks in the company’s working environment
and policies.

• This study will help the organization to take up further steps towards the
development of quality of work life of the employees.

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1.5 Need for the study:

• There is no such research work carried before.

• To measure the satisfaction level of the employees.

• The management was in the position to know the results of the research.

• To get suggestions from the employees for further improvement in the quality of
employees’ work life.

• To contribute to the growth of the organization.

1.6 Limitations of the study:

• Few respondents were reluctant while answering the questions.

• Some of the respondents may not have expressed their strong negative feelings
about the policies, which results in the error of central tendency.

• The study was conducted in a single department only and the results may not be
applicable to the whole organization.

• Most of the employees were busy with their work and they didn’t want to be
disturbed.
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1.7 Chapterization of Study:
The project report consists of five chapters.
• Chapter I is about Introduction of the project work includes Introduction,
statement of problem, Objectives of the study, Scope of the study, Limitations of
the study and Chapterization of the study.
• Chapter II is about Concepts and Review used in this project work. It includes
Concepts of study, Review of related literature, Company profile and Product
Profile.
• Chapter III is about Research Methodology followed in this project work. It
includes research design, survey details, sampling details, data collection details
and tools used for the study.
• Chapter IV consists of data analysis and interpretation
• Chapter V includes results, suggestions, recommendations and conclusions
found from the study.

CHAPTER – II

CONCEPTS AND REVIEW

2.1 Review of Literature:

• Professor Walton has proposed eight major conceptual categories relating to


Quality of Work Life as
1. Adequate and fair compensation,
2. Safe and healthy working conditions,
3. Immediate opportunity to use and develop human capacities,
4. Opportunity for continued growth and security,
5. Social integration in the work organization,
6. Constitutionalism in the work organization,
7. Work and total life space and
8. Social relevance of work life.

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• According to Anne Wilcock and Marina Wright in their title “Quality of work
life in the knitwear sector of the Canadian textile industry”. The quality of
work life activities which exist in a sample of knitwear companies in
Southwestern Ontario were described. Three levels of activity were identified: (1)
Active companies were largely non-unionized, with high annual sales, high levels
of technology and an articulated corporate responsibility toward employees, (2)
Midrange companies were privately owned, unionized, with a medium level of
technology; and (3) Inactive companies were young, privately-owned companies
with low technology levels and were attempting to establish corporate stability.
Employees of midrange companies were more satisfied with "working
conditions", "social integration", "constitutionalism" and "work and life
components than were employees of the active companies.

• According to Nadler DA and Lawler EE in their title ”Quality of work life:


perspectives and directions”, The values that quality of work life (QWL) has
brought to the workplace are in danger of being lost, say authors Nadler and
Lawler; to avert this danger, they debunk several "definitions" of the concept that
miss the point, give it a precise definition, and spell out ways to use it
successfully. They delineate six factors that they believe separate more
successful from less successful QWL efforts. The first success factor is a
perception of need--that is, in successful efforts organization members actually
perceive a problem. Second, the problem is salient to the organization. Third, a

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structure for participation is created. Fourth, rewards are provided both for the
processes and for the outcomes of QWL activities. Fifth, multiple levels of
management are involved. And, finally, QWL involves all organization members
in a way that avoids "we-they" rivalries. With these factors in mind, the authors
conclude that three major components of QWL efforts must be managed well if
they are to succeed: (1) Development of projects at different levels; (2) Changes
in management systems and structure; and (3) Changes in senior management
behavior--that is, if the QWL effort is to be credible to organization members,
there must be some specific, tangible QWL activity in which senior managers
participate.

• According to Dr.Aruna Dubey and Nidhi Kotwal, G.C.W. Parade, Jammu in


their title “Improving Quality of Work Life”, the success of any organization is
highly dependent on how it attracts, recruits, motivates, and retains its workforce.
Today's organizations need to be more flexible so that they are equipped to
develop their workforce and enjoy their commitment. Therefore, organizations
are required to adopt a strategy to improve the Employees 'quality of work
life'(QWL) to satisfy both the organizational. Objectives and employee needs.
The term (QWL) refers to the favorableness or un favorableness of a total job
environment for people. QWL programs are another way in which organizations
recognize their responsibility to develop jobs and working conditions that are
excellent for people as well as for economic health of the organization. The
elements in a typical QWL Program include - open communications, equitable
reward systems, a Concern for employee job security and satisfying careers and
participation in Decision making. Many early QWL efforts focus on job
enrichment. In Addition to improving the work system, QWL programs usually
emphasize development of employee skills, the reduction of occupational stress
and the development of more co-operative labor-management relations.

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• According to David Efraty and M.Joseph Sirgy in their title “The effects of
quality of working life (QWL) on employee behavioral responses” Quality of
work life (QWL) was conceptualized in terms of need satisfaction stemming from
an interaction of workers' needs (survival, social, ego, and self-actualization
needs) and those organizational resources relevant for meeting them. It was
hypothesized that need satisfaction (or QWL) is positively related to
organizational identification, job satisfaction, job involvement, job effort, and job
performance; and negatively related to personal alienation. A survey study was
conducted based on a sample of 219 service deliverers to the elderly in a large
Midwestern city. The results were consistent with the hypotheses. Managerial
implications were also discussed.

2.2 Industry Profile:

Rubber is a material having varied industrial technological and uses. It has high
export potentials and is rated as one of the most profitable agri-industrial ventures in the
country and export market requirements. Despite the threat of synthetic rubber, the
market for natural rubber still remains healthy and attractive due to an ever increasing
demand for rubber products. Added to this, is the unique technical properties of natural
rubber making suitable for varied purposes and well favored compared to synthetic
rubber. Therefore, the natural rubber industry will continue to be of greater importance.

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India ranks as the third largest producer of natural rubber and fourth largest
manufacturer of rubber goods in the world. Rubber industry plays a significant role in
Indian economy as it has a global presence which makes it self sufficient for all its
development activities to sustain this and grow further, we need to be completely self
reliant and equipped with updated technology and skilled manpower.

2.3 Company Profile:

Introduction to the Company:

Fenner India (P) Limited is a Pioneer in the production of Engineering rubber


products and is the largest manufacturer of Industrial and Automotive V-Belts, Oil seals
and Power transmission accessories in India. With a Large sales and distribution
network across the country and a strong brand image, Fenner is undoubtedly the
market leader in India.

Fenner India’s emphasis on quality and customer satisfaction has earned respect and
endorsement from major OEMs. The company is a pioneer and has been a market
leader both in terms of new product development and market reach. Fenner India has
regularly introduced state-of-the-art latest products both for domestic and international
markets. Today eight out of ten automobiles in India have at least Fenner Belt or Oil
seal in it.

Apart from being the domestic market leader, Fenner India is also one of the big
exporters of V-Belts and Auto Belts in the country with products being exported to over
40 countries, including North and South America, Europe, Australia and South Africa.

History:

Fenner (India) is a pioneer in mechanical power transmission products in India as


a trading company. Fenner was incorporated in 1955 as a subsidiary of Fenner
International, UK under the name Fenner cockill limited. Its first plant was set at
Madurai, the ‘Temple city’, in Tamilnadu. The company’s name was changed to Fenner
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(India) limited in 1975. The JK group acquired Fenner (India) limited in 1987 when it
became an associated company of the JK organization (JK Dairy, JK Paper, JK Seeds,
JK Sugar and JK Tyres, etc,).

Fenner (India) has 3 states-of-art manufacturing facilities at Madurai, Chennai and


Hyderabad. The first manufacturing facility was established in 1955 in the ‘Temple city’
Madurai, Southern India, which is the largest manufacturing facility today.

In present Quality control, careful choice of raw materials, technological up gradation


has ensured complete product reliability and high levels of customer satisfaction.

Distribution Network:

There is a strong base of over 400 distributors for their wide range of belts and oil
seals all over India that forms a strong platform for effective market mapping and range
availability at all retail counters.

Location:

The company’s registered office is located at Madurai and its marketing headquarters is
at Chennai.

Various Departments of the Company:

• Human Resources & Administration


• Accounts
• Purchase
• Information Technology
• V-Belts
• Rubber Mill
• Oil Seals
• Poly-V
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• Power flex
• Exports
• Domestic Sales
• FP Stores
• RM Stores
• Research & Development
• Technical
• Quality
• Engineering

Major activities of the HR department:

a) Joining report
b) Induction arrangement
c) File maintenance of employees
d) HRMS – Human Resources Management System
e) MIS preparation
f) Data collection when required by the organization and corporate office
g) Monthly report to corporate office
h) Disciplinary action – Charge sheet, Show cause, Warning, Termination,
Payroll
i) Relieving formalities – Issuing Relieving order service certificate
j) Acceptance of VRS application
k) Transfer advice
l) Counseling – Through external counselor
i. Individual counseling
ii. General problems are handled
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a) Integrated Management System
i. Coordination with all departments
ii. System up gradation
iii. Document preparation
iv. Auditing arrangement
a) Medical meeting
i. Once in a quarter
ii. Health related issues
iii. In presence of Doctor, Head of the department and Safety
officer
a) Fenner magazine
b) Medical scheme
c) Employee referral scheme
d) Talent Management

Quality Certifications:

Fenner (India) Limited, is known for its quality all over the world. As a proof, Fenner has
been awarded the following certifications:

• ISO 9001:2000 – For design and manufacturing of v-belts for industrial


applications.
• ISO/TS 16949:2002 – For design and manufacturing of v-belts, Timing belts, oil
seals and moulded rubber parts for automotive applications.
• ISO 14001:2004 – Environmental management system standard.
• OHSAS – Occupational Health and Safety Assessment Series
• API – American Petroleum Institute – API accredited license (First company in
Asia to get this accreditation)

Personal Protective Equipments (PPE) provided to the Employees at the


Workplace:

• Helmet
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• Eye Goggles

• Shoes

• Gloves

• Mask

• Gum Boot

• Apron

• Ear Plugs

• Ear Muffs

2.4 Product Profile:

Products of the Company:

• Timing Belts
• Oil seals
• V-Belts
• Poly V-Belts
• Power Flex Belts

Customers:

For Automotive Products – Domestic Customers:

• Tata
• Hyundai (through Visteon)
• Hero Honda
• Eicher
• TVS
• Bajaj
• Ashok Leyland

For Automotive Products – International Customers:

• Gendiesel Philippines
• Toyota
• Wyco

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For Industrial Products – Domestic Customers:

• Saint Gobain
• Tata Steel
• IFB

For Industrial Products – International Customers:

• Wyco (U.K.)
• Chairvalli (Italy)
• Radomintos (Spain)
• Motion Industries (Australia)

CHAPTER III

RESEARCH METHODOLOGY

Introduction:

Methodology is a way to systematically solve the research problem. It is


necessary for the researcher to know not only the research methods/techniques, but
also the methodology. Researchers not only need to know how to develop certain
indices or tests, how to calculate the mean, the mode, the median or the standard
deviation or chi-square, how to apply particular research techniques, but they also need
to know which these methods/techniques are relevant and which are not, and what
would they mean and indicate and why.

3.1 Research Design:

“A research design is the arrangement of conditions for collection and analysis


of data in a manner that aims to combine relevance to the research purpose with
economy in procedure.”

The research design used in this study is Descriptive Research.

3.2 Survey Details:


• The type of survey in this project is Personal Interview.
• The respondents are questioned in a face-to-face meeting.
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• The period of study was done for 40 days from 10.06.2010 to 20.07.2010.
3.3 Sampling Details:

- Sampling Unit
The V-Belt department at FENNER India (P) Ltd, Madurai was chosen
for the research study.

- Sample Size:
Samples of 50 employees were selected for the study.

- Sample Technique:
The Simple random sampling method has been adopted for the
respondents.

3.4 Data Collection Details:

The data for this study has been collected through primary and secondary
sources. Primary data for this study was collected with the help of questionnaire.
A set of 25 questions is listed out, for the respondents to fill out. The required
data was collected using both open-ended and close-ended questions. The
questionnaire uses 5-point likert scale and it is a Structured questionnaire.
Secondary data was collected through Internet and Official website of FENNER
India (P) Ltd provided a useful database.

3.5 Tools used for the study:

The following tools are adopted for the analysis,

• Percentage Analysis

• Chi-Square Test

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• Weighted Average

CHAPTER IV

ANALYSIS AND INTERPRETATION

Analysis:

Analysis is the process of placing the data in the ordered form, combining them
with the existing information and extracting the meaning from them. The raw data
becomes information only when they are analyzed and when put in a meaningful form.

Interpretation:

Interpretation is the process of relating various bits of information to other


existing information. Interpretation attempts to answer, “What relationship exists
between the findings to the research objectives and hypothesis framed for the study in
the beginning “.

Analysis Methods:

The data collected is compared, analyzed and interpreted using the following

analysis methods:

• SIMPLE PERCENTAGE ANALYSIS

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• CHI SQUARE TESTS

• WEIGHTED AVERAGE METHOD

TABLE 4.1: THE TABLE SHOWS THE AGE OF THE RESPONDENTS

Age No. of Respondents Percentage

<20 2 4

20-30 5 10

30-40 29 58

>40 14 28

Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 58% of the respondents
belong to the age group of 30 to 40 years, 28% of the respondents belong to the age
group of above 40 years, 10% of the respondents belong to the age group of 20 to 30
years and the other 4% of the respondents belong to the age group of below 20 years.

CHART 4.1

TABLE 4.2: THE TABLE SHOWS THE EDUCATIONAL QUALIFICATION OF THE


RESPONDENTS

Qualification No. of Respondents Percentage


Degree/Diploma 41 82
Post Graduation 0 0
Schooling 9 18
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Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 82% of the respondents
are of Degree/Diploma Education and 18% of the respondents are of School education
group.

CHART 4.2

TABLE 4.3: THE TABLE SHOWS THE YEARS OF EXPERIENCE OF THE


RESPONDENTS

Years of Experience No. of Respondents Percentage

<5 Years 6 12

5 to 10 Years 20 40

10 to 15 Years 22 44

>15 Years 2 4

Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 44% of the respondents
belong to the group of 10 to 15 years, 40% of the respondents belong to the group of 5
to 10 years, 12% of the respondents belong to the group of below 5 years, 4% of the
respondents belong to the group of above 15 years.

CHART 4.3

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TABLE 4.4: THE TABLE SHOWS THE COMPENSATION METHOD RECEIVED BY
THE RESPONDENTS

Compensation Method No. of Respondents Percentage


Piece work plan 16 32
Standard hour plan 34 68
Merit pay plan 0 0
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 68% of the respondents
receive Standard hour plan, 32% of the respondents receive Piece work plan.

CHART 4.4

TABLE 4.5: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON THE COMPENSATION METHOD RECEIVED.

Satisfaction on
Compensation No. of Respondents Percentage

Yes 38 76

No 12 24

Total 50 100
Source: Primary Data

Inference:

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The above table shows that out of the 50 respondents, 76% of the respondents
are satisfied with the compensation method and the other 24% of the respondents are
dissatisfied with the compensation method.

CHART 4.5

TABLE 4.6: THE TABLE SHOWS THE JOB COMFORT AND SATISFACTION LEVEL
OF THE RESPONDENTS

Job comfort and satisfaction No. of respondents Percentage


Satisfied 27 54
Neutral 12 24
Dissatisfied 11 22
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 54% of the respondents
are satisfied with their compensation method, 24% of the respondents feel neutral with
their compensation method and the other 22% of the respondents are dissatisfied with
their compensation method.

CHART 4.6

TABLE 4.7: THE TABLE SHOWS THE REASONS FOR THE DISSATISFACTION IN
THE JOB

No. of
Reason for Job Dissatisfaction Respondents Percentage
Inadequate compensation 2 18.18
Work timings & work pressure 4 36.36
Company policies 1 9.09
33
Relationship with Superior & Employees 4 36.36
Total 11 100
Source: Primary Data

Inference:

The above table shows that out of the 11 respondents, 36.36% of the
respondents feel dissatisfied because of the Work timings & work pressure, Another
36.36% of the respondents feel dissatisfied because of the Relationship with superior &
employees, 18.18% of the respondents feel dissatisfied because of Inadequate
compensation and the other 9.09% of the respondents feel dissatisfied because of the
Company policies.

CHART 4.7

TABLE 4.8: THE TABLE SHOWS THE LEVEL OF MOTIVATION IN THE WORK
ENVIRONMENT

Motivation level No. of Respondents Percentage


Extreme 24 48
Fair 16 32
Neither/Nor 7 14
De-motivating 3 6
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 48% of the respondents
feel extremely motivated, 32% of the respondents feel fairly motivated, 14% of the
respondents feel neither/nor motivated and the other 6% of the respondents feel de-
motivated.

CHART 4.8

34
TABLE 4.9: THE TABLE SHOWS THE SATISFACTION LEVEL OF RESPONDENTS
ON COMPENSATION PROVIDED

Opinions No. of respondents Percentage


Strongly agreeable 16 32
Agreeable 23 46
Neither/Nor 3 6
Disagreeable 6 12
Strongly disagreeable 2 4
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 46% of the respondents
agree with the above statement, 32% of the respondents strongly agree with the above
statement, 12% of the respondents disagree with the statement, 6% of the respondents
neither/nor agree with the statement and the other 4% of the respondents strongly
disagree with the statement.

CHART 4.9

TABLE 4.10: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON RESPONSIBILITIES CONSIDERATION

Opinions No. of Respondents Percentage


Strongly agreeable 14 28
Agreeable 16 32
Neither/Nor 5 10
Disagreeable 9 18
Strongly disagreeable 6 12
Total 50 100
Source: Primary Data

35
Inference:

The above table shows that out of the 50 respondents, 32% of the respondents
agree with the above statement, 28% of the respondents strongly agree with the
statement, 18% of the respondents disagree with the statement, 12% of the
respondents strongly disagree with the statement and the other 10% of the respondents
neither/nor agree with the statement.

CHART 4.10

TABLE 4.11: THE TABLE SHOWS THE SATISFACTION LEVEL OF RESPONDENTS


ON FULFILLING FAMILY NEEDS WITH JOB INCOME

Opinions No. of Respondents Percentage


Strongly agreeable 5 10
Agreeable 21 42
Neither/Nor 4 8
Disagreeable 12 24
Strongly disagreeable 8 16
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 42% of the respondents agree
with the above statement, 24% of the respondents disagree with the statement, 16% of
the respondents strongly disagree with the statement, 10% of the respondents strongly
agree with the above statement, and the other 8% of the respondents neither/nor agree
with the statement.

CHART 4.11

TABLE 4.12: THE TABLE SHOWS THE SATISFACTION LEVEL OF RESPONDENTS


ON THE ASSURANCE FOR JOB SECURITY

Opinions No. of Respondents Percentage


Strongly agreeable 12 24

36
Agreeable 20 40
Neither/Nor 2 4
Disagreeable 8 16
Strongly disagreeable 8 16
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 40% of the respondents
agree with the above statement, 24% of the respondents strongly agree with the
statement, 16% of the respondents disagree with the statement, 16% of the
respondents strongly disagree with the statement and the other 4% of the respondents
neither/nor agree with the statement.

CHART 4.12

TABLE 4.13: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON THE COMPANY’S INFRASTRUCTURE

Opinions No. of Respondents Percentage


Strongly agreeable 12 24
Agreeable 28 56
Neither/Nor 2 4
Disagreeable 8 16
Strongly disagreeable 0 0
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 56% of the respondents
agree with the above statement, 24% of the respondents strongly agree with the
statement, 16% of the respondents disagree with the statement, 4% of the respondents

37
neither/nor agree with the statement and 0% of the respondents strongly disagree with
the statement.

CHART 4.13

TABLE 4.14: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON THE TRAININING REQUIREMENTS

Opinions No. of Respondents Percentage


Strongly agreeable 12 24
Agreeable 28 56
Neither/Nor 0 0
Disagreeable 7 14
Strongly disagreeable 3 6
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 56% of the respondents
agree with the above statement, 24% of the respondents strongly agree with the
statement, 14% of the respondents disagree with the statement, 6% of the respondents
strongly disagree with the statement and 0% of the respondents neither/nor agree with
the statement.

CHART 4.14

TABLE 4.15: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON THE TRAINING IMPACT OVER CURRENT PERFORMANCE

Opinions No. of Respondents Percentage


Strongly agreeable 10 20
Agreeable 16 32
Neither/Nor 4 8
Disagreeable 12 24
Strongly disagreeable 8 16

38
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 32% of the respondents
agree with the above statement, 24% of the respondents disagree with the statement,
20% of the respondents strongly agree with the statement, 16% of the respondents
strongly disagree with the statement and 8% of the respondents neither/nor agree with
the statement.

CHART 4.15

TABLE 4.16: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON LEVEL OF WORK FREEDOM

Opinions No. of Respondents Percentage


Strongly agreeable 14 28
Agreeable 24 48
Neither/Nor 0 0
Disagreeable 10 20
Strongly disagreeable 2 4
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 48% of the respondents
agree with the above statement, 28% of the respondents strongly agree with the
statement, 20% of the respondents disagree with the statement, 4% of the respondents
strongly disagree with the statement and 0% of the respondents neither/nor agree with
the statement.

CHART 4.16

39
TABLE 4.17: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE
RESPONDENTS ON RELATIONSHIP WITH COLLEAGUES

Opinions No. of Respondents Percentage


Strongly agreeable 18 36
Agreeable 12 24
Neither/Nor 2 4
Disagreeable 12 24
Strongly disagreeable 6 12
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 36% of the respondents
strongly agree with the above statement, 24% of the respondents agree with the
statement, 24% of the respondents disagree with the statement, 12% of the
respondents strongly disagree with the statement and the other 4% of the respondents
neither/nor agree with the statement.

CHART 4.17

TABLE 4.18: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON FREEDOM TO TELL COMMENTS/SUGGESTIONS

Opinions No. of Respondents Percentage


Strongly agreeable 10 20
Agreeable 24 48
Neither/Nor 0 0
Disagreeable 14 28
Strongly disagreeable 2 4
Total 50 100
Source: Primary Data

40
Inference:

The above table shows that out of the 50 respondents, 48% of the respondents agree
with the above statement, 28% of the respondents disagree with the statement, 20% of
the respondents strongly agree with the statement, 4% of the respondents strongly
disagree with the statement and 0% of the respondents neither/nor agree with the
statement.

CHART 4.18

TABLE 4.19: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON IMPORTANCE TO WORDS BY SUPERIOR

Opinions No. of Respondents Percentage


Strongly agreeable 14 28
Agreeable 20 40
Neither/Nor 4 8
Disagreeable 8 16
Strongly disagreeable 4 8
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 40% of the respondents agree
with the above statement, 28% of the respondents strongly agree with the statement,
16% of the respondents disagree with the statement, 8% of the respondents strongly
disagree with the statement and another 8% of the respondents neither/nor agree with
the statement.

CHART 4.19

TABLE 4.20: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON PARTICIPATION IN DECISION MAKING

Opinions No. of Respondents Percentage

41
Strongly agreeable 4 8
Agreeable 20 40
Neither/Nor 6 12
Disagreeable 12 24
Strongly disagreeable 8 16
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 40% of the respondents agree
with the above statement, 24% of the respondents disagree with the statement, 16% of
the respondents strongly disagree with the statement, 12% of the respondents
neither/nor agree with the statement and the other 8% of the respondents strongly
agree with the statement.

CHART 4.20

TABLE 4.21: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON THE COMPANY’S INSISTENCE ON WEARING SAFETY KIT

Opinions No. of Respondents Percentage


Strongly agreeable 18 36
Agreeable 24 48
Neither/Nor 0 0
Disagreeable 8 16
Strongly disagreeable 0 0
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 48% of the respondents
agree with the above statement, 36% of the respondents strongly agree with the

42
statement, 16% of the respondents disagree with the statement and 0% of the
respondents strongly disagree (or) neither/nor agree with the statement.

CHART 4.21

TABLE 4.22: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON PROTECTION TO FAMILY IN CASE OF ANY UNFORESEEN
EVENTS

Opinions No. of Respondents Percentage


Strongly agreeable 20 40
Agreeable 12 24
Neither/Nor 4 8
Disagreeable 6 12
Strongly disagreeable 8 16
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 40% of the respondents
strongly agree with the above statement, 24% of the respondents agree with the
statement, 16% of the respondents strongly disagree with the statement, 12% of the
respondents disagree with the statement and the other 8% of the respondents
neither/nor agree with the statement.

CHART 4.22

TABLE 4.23: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON PROVIDING HYGIENIC WATER AND HIGH QUALITY FOOD

Opinions No. of Respondents Percentage


Strongly agreeable 8 16
Agreeable 20 40
Neither/Nor 14 28

43
Disagreeable 6 12
Strongly disagreeable 2 4
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 40% of the respondents
agree with the above statement, 28% of the respondents neither/nor agree with the
statement, 16% of the respondents strongly agree with the statement, 12% of the
respondents disagree with the statement and the other 4% of the respondents strongly
disagree with the statement.

CHART 4.23

TABLE 4.24: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE


RESPONDENTS ON THE CLEAN AND TIDY ENVIRONMENT OF THE
ORGANIZATION

Opinions No. of Respondents Percentage


Strongly agreeable 10 20
Agreeable 16 32
Neither/Nor 10 20
Disagreeable 8 16
Strongly disagreeable 6 12
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 32% of the respondents
agree with the above statement, 20% of the respondents strongly agree with the
statement, another 20% of the respondents neither/nor agree with the statement, 16%
of the respondents disagree with the statement and 12% of the respondents strongly
disagree with the statement.

CHART 4.24
44
TABLE 4.25: THE TABLE SHOWS THE SATISFACTION LEVEL OF THE
RESPONDENTS ON THE PRIDE OF BEING THE EMPLOYEE OF FENNER

Opinions No. of Respondents Percentage


Strongly agreeable 12 24
Agreeable 28 56
Neither/Nor 6 12
Disagreeable 4 8
Strongly disagreeable 0 0
Total 50 100
Source: Primary Data

Inference:

The above table shows that out of the 50 respondents, 56% of the respondents
agree with the above statement, 24% of the respondents strongly agree with the
statement, 12% of the respondents neither/nor agree with the statement, 8% of the
respondents disagree with the statement and 0% of the respondents strongly disagree
with the statement.

CHART 4.25

CHI SQUARE TESTS

CHI SQUARE TEST I:

Objective: To check whether there is significant relationship between Educational


Qualification and Satisfaction on the Income Provided.

Null Hypothesis: There is no significant relationship between Educational Qualification


and Satisfaction on the Income Provided.
45
Alternative hypothesis: There is significant relationship between Educational
Qualification and Satisfaction on the Income Provided.

46
Table 4.26

Educational Qualification * Adequate Income Cross tabulation

Adequate Income Total

Strongl
y Neith
Agreea Agreea er/No
ble ble r
Educational Degree/ Count
Qualification Diploma
8 20 13 0 0 41

Expe
cted
6.6 16.4 11.5 4.9
Coun
t
Schoolin Count
g
0 0 1 6 2

Expe
cted
1.4 3.6 2.5 1.1
Coun
t
Total Count
8 20 14 6 2 50

Expe
cted
8.0 20.0 14.0 6.0
Coun
t

47
Chi-Square Tests

Asymp. Sig. (2-


Value Df sided)
Pearson Chi-Square
43.709(a) 4 .000

Likelihood Ratio
39.934 4 .000

Linear-by-Linear Association
27.265 1 .000

N of Valid Cases

50

Inference:

From the above table, it is inferred that there is significant relationship between
Educational Qualification and Satisfaction on the Income provided and hence we reject the
Null hypothesis.

CHI SQUARE TEST II


48
Objective: To check whether there is significant relationship between Years of
Experience and the Satisfaction on Freedom to Tell Comments/Suggestions.

Null Hypothesis: There is no significant relationship between Years of Experience and


the Satisfaction on Freedom to Tell Comments/Suggestions.

Alternative hypothesis: There is significant relationship between Years of Experience


and the Satisfaction on Freedom to Tell Comments/Suggestions.

Table 4.27

Years of Experience * Freedom to Tell Comments/Suggestions Cross Tabulation

49
Freedom to Tell Comments/Suggestions Total

Strongly Agreea
Agreeable ble
Years of <5 years Count
Experienc 6 0 0 0 6
e
Expect
ed 1.2 2.9 1.7
Count
5 to 10 Count
years 4 16 0 0

Expect
ed 4.0 9.6 5.6
Count
10 to 15 Count
years 0 8 14 0

Expect
ed 4.4 10.6 6.2
Count
>15 years Count
0 0 0 2

Expect
ed .4 1.0 .6
Count
Total Count
10 24 14 2 50

Expect
ed 10.0 24.0 14.0
Count

Chi-Square Tests

50
Asymp. Sig. (2-
Value Df sided)
Pearson Chi-Square
98.545(a) 9 .000

Likelihood Ratio
67.081 9 .000
Linear-by-Linear Association
31.991 1 .000

N of Valid Cases

50

Inference:

From the above table, it is inferred that there is significant relationship between Years of
Experience and the Satisfaction on Freedom to Tell Comments/Suggestions and hence
we reject the Null hypothesis.

TABLE 4.28

WEIGHTED AVERAGE METHOD

51
Strong
ly Strongly
Quality of work Weight Ra
agreea Agreea Neither/ Disagree disagree
life parameters age nk
ble ble Nor able able
(+2) (+1) 0 (-1) (-2)
Adequate
16 23 3 6 2 0.9 2
income
Salary by
14 16 5 9 6 0.46 9
responsibility
Income*Family
5 21 4 12 8 0.06 14
needs
Assurance for
12 20 2 8 8 0.4 13
job security
Sufficient
12 28 2 8 0 0.88 3
infrastructure
Training
provided is 12 28 0 7 3 0.78 4
required
Training impact
10 16 4 12 8 0.16 11
on performance
Freedom on
choosing work 14 24 0 10 2 0.76 5
area
Harmonious
relationship with 18 12 2 12 6 0.48 8
colleagues
Freedom to tell
comments/sugg 10 24 0 14 2 0.52 6
estions
Importance to 14 20 4 8 4 -0.16 16
words
Taking part in 4 20 6 12 8 0 15
decision making
Safety kit wear 18 24 0 8 0 1.04 1
Protection to 20 12 4 6 8 0.6 12
family
Hygienic water 8 20 14 6 2 0.52 6
and High quality
food
Clean and tidy 10 16 10 8 6 0.32 10
environment

Inference:

52
From the above table, it is clear that most of the respondents gave more
weightage for the Company’s insistence on wearing safety kits while working with
machines. Then, the 2nd and 3rd ranks are given for adequate income and sufficient
infrastructure respectively. Likewise, the ranking goes on.

CHAPTER V

RESULTS AND DISCUSSIONS

53
5.1 Findings of the Study:

• Most of the respondents (46%) agree that they get a fair and adequate
compensation, for the work they do.

• Most of the respondents (32%) agree that the salary paid is by considering the
work responsibilities.

• Most of the respondents (42%) agree that the income from job alone is enough to
meet their family needs.

• Most of the respondents (40%) agree that there is complete assurance for their
job security.

• Most of the respondents (56%) agree that there is a sufficient infrastructure to


perform better in their work.

• Most of the respondents (56%) agree that the training provided is required.

• Most of the respondents (32%) agree that they see the training program impact
on their current performance.

• Most of the respondents (48%) agree that they are allowed to work in the area
they wish.

• Most of the respondents (36%) strongly agree that there is a harmonious


relationship with the colleagues in the company.

• Most of the respondents (48%) agree that they feel free to tell their suggestions
and comments.

54
• Most of the respondents (40%) agree that their superior gives importance to their
words.

• Most of the respondents (40%) agree that they are given chance to take part with
others in decision making.

• Most of the respondents (48%) agree that the employees are insisted to wear
safety kit while working with machines.

• Most of the respondents (40%) strongly agree that the company will protect their
family, if any unforeseen event happens to them.

• Most of the respondents (40%) agree that hygienic drinking water and high
quality food is provided to all the employees.

• Most of the respondents (32%) agree that the work environment is clean and
tidy.

• Most of the respondents (56%) agree that they feel proud to be an employee of
FENNER.

5.2 Suggestions:

• Majority of the employees agree about their job security and that they get a fair
compensation. But few of the employees need more compensation from the
company.

55
• Most of the employees are satisfied about the health and safety conditions. But
few of the employees want high quality food in the organization.

• Majority of the employees are satisfied with the current training program facilities.
But very few of the employees need special training to do the job better than
earlier.

• Most employees agree about the freedom in telling their suggestions and
comments and about the relationships with the colleagues. But few of them
disagree with it.

5.3 Conclusion:

From the study, It is clear that Quality of work life of employees in the V-
Belt Department at FENNER India (P) Ltd, Madurai is good. The company aims to
promote peaceful industrial relations and good organization which is highlighted by
management and the employees. Since employees are the ‘Backbone of the company’,
the company ought to satisfy them in order to improve the business in the higher
competitive market of the liberalized economy. It is important for them to carry out their
operations effectively.

From this research, I conclude that most of the employees of “V-Belt Department at
FENNER India (P) Ltd, Madurai” are satisfied with the Quality of work life prevailing in
the organization, with exception of a few facilities.
APPENDICES

Quality of Work Life at Fenner India (P) Ltd.,

1. Employee Name:

56
31-
40 >40
<20
21-30 year years
yea Age: s
years
rs

2. Educational Qualification:

a) Degree/Diploma b) Post Graduation c) Schooling

3. Department and Designation:

4. No. of years working in FENNER (India) Ltd.,

a) Below 5 years b) 5-10 years

c) 10-15 years d) Above 15 years

5. What are the fringe benefits provided at FENNER (India) Ltd.?

a) Insurance b) Retirement benefit

c) Health checkup d) All the above

6. i. What method of compensation plan do you receive?

a) Piece work plan b) Standard hour plan

c) Merit pay plan d) Others (Mention)

ii. Are you satisfied with the Compensation method you receive?

a) Yes b) No

7. i. Do you feel comfortable and satisfied with your job?


57
a) Satisfied b) Neutral c) Dissatisfied

ii. If Dissatisfied, Why?

a) Inadequate Compensation b) Work Timings & Work Pressure

c) Company Policies d) Relationship with Employees & Superior

8. How motivating is the work environment at FENNER (India) Ltd.?

a) Extremely motivating b) Fairly motivating c) Demotivating

d) Neither motivating nor demotivating

(SA – Strongly Agreeable A – Agreeable SD – Strongly Disagreeable

D – Disagreeable NAND – Neither Agreeable Nor Disagreeable)

Statement SA A NAND D SD

9. I am given adequate and fair compensation for the work, I do.

10. FENNER pays salary by considering responsibilities at work.

11. The income from job alone is enough to meet my family needs.

Statement S A NAND D SD

12. FENNER has given a complete assurance for my job security.

13. FENNER has provided sufficient infrastructure

to perform better in my work.

58
14. The training provided by FENNER, is required by us.

15. I see the training program impact on my current performance.

16. FENNER allows me to work in a particular area, where I can

do my best.

17. There is a harmonious relationship with the colleagues in

the company.

18. I feel free to tell my comments and suggestions.

19. The superior gives importance to your words.

20. I am given chance to take part with others in decision making.

21. FENNER insists the employees to wear safety kit while

working with machines.

Statement SA A NAND D SD

22. In case of any unforeseen event to my life, FENNER will

protect my family.

23. FENNER provides hygienic drinking water and high quality

59
food to all the employees.

24. The environment of FENNER is clean and tidy.

25. I feel proud to be an employee of FENNER.

REFERENCES

Bibliography:

1. C.R.Kothari, Research Methodology - Methods and techniques,


New Delhi, New Age International (P) Ltd.2004,
2. K.Aswathappa, Organization Behaviour, Himalaya publishing House,
1992

60
3. Gary Dessler, Human Resource Management, New Delhi, Prentice-
Hall of India (P) Ltd, 2008.

Website References:

www.fenner.com

www.qualityofworklife.com

www.wikipedia.com

www.google.com

www.slideshare.com

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