Professional Documents
Culture Documents
by
KALILUR RAHMAN.A
(Reg.No: 0961136)
of
TIRUCHENGODE- 637215
1
A SUMMER PROJECT REPORT
submitted to the
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
2
Internal Examiner External Examiner
(Batch 2009-2011)
3
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.
4
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
Signature:
Date:
Place: Tiruchengode
5
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.
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 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
6
Page No
List of Charts x
Chapter - I
INTRODUCTION
1.1 Introduction 01
Chapter – II
Chapter – III
METHODOLOGY
7
3.1.1 Research Design 16
Chapter – IV
Chapter – V
5.2 Suggestions 54
5.3 Conclusion 58
Appendices 55
References 59
List of Tables
Table No Particulars Page No
8
4.1 Age of the Respondents 19
9
Chi Square Test - Educational Qualification * Adequate
4.26 Income Cross tabulation 45
10
List of Charts
Table No Particulars Page No
11
4.24 The work environment is clean and tidy 42
CHAPTER – I
INTRODUCTION
12
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 has been defined as the quality of relationship between
employees and the total working environment.”
U - Understanding
A - Action
L - Leadership
13
I – Involvement of the people
T – Team spirit
The above said are very essential things to improve the work life of employees in the
organization.
• More positive feelings towards one’s job (Improved job satisfaction and
involvement).
14
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:
• 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.
• To measure the Level of Job satisfaction and Job security of the employees.
• To find out the Level of freedom for employees and their participation in decision
making.
15
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 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.
• 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.
16
1.5 Need for the study:
• 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.
• 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.
17
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
18
• 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.
19
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.
20
• 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.
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.
21
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.
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:
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.
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
24
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:
• Helmet
25
• Eye Goggles
• Shoes
• Gloves
• Mask
• Gum Boot
• Apron
• Ear Plugs
• Ear Muffs
• Timing Belts
• Oil seals
• V-Belts
• Poly V-Belts
• Power Flex Belts
Customers:
• Tata
• Hyundai (through Visteon)
• Hero Honda
• Eicher
• TVS
• Bajaj
• Ashok Leyland
• Gendiesel Philippines
• Toyota
• Wyco
26
For Industrial Products – Domestic Customers:
• Saint Gobain
• Tata Steel
• IFB
• Wyco (U.K.)
• Chairvalli (Italy)
• Radomintos (Spain)
• Motion Industries (Australia)
CHAPTER III
RESEARCH METHODOLOGY
Introduction:
- 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.
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.
• Percentage Analysis
• Chi-Square Test
28
• Weighted Average
CHAPTER IV
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:
Analysis Methods:
The data collected is compared, analyzed and interpreted using the following
analysis methods:
29
• CHI SQUARE TESTS
<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
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
<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
31
TABLE 4.4: THE TABLE SHOWS THE COMPENSATION METHOD RECEIVED BY
THE RESPONDENTS
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
Satisfaction on
Compensation No. of Respondents Percentage
Yes 38 76
No 12 24
Total 50 100
Source: Primary Data
Inference:
32
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
46
Table 4.26
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
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.
Table 4.27
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
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
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 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 (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
1. Employee Name:
56
31-
40 >40
<20
21-30 year years
yea Age: s
years
rs
2. Educational Qualification:
ii. Are you satisfied with the Compensation method you receive?
a) Yes b) No
Statement SA A NAND D SD
11. The income from job alone is enough to meet my family needs.
Statement S A NAND D SD
58
14. The training provided by FENNER, is required by us.
do my best.
the company.
Statement SA A NAND D SD
protect my family.
59
food to all the employees.
REFERENCES
Bibliography:
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
61