A STUDY ON QUALITY OF WORK LIFE IN HOTEL

AMBICA EMPIRE BEST WESTERN, CHENNAI

A PROJECT REPORT

BY

VAMSI KRISHNA MAZUMDAR

( Reg.No 2341348 )

Under the guidance of

Mr.R.SATISH B.Tech.,M.B.A.,M.Phil.,PGDPMIR.,DIS.,(Ph.D)

LECTURER
MANAGEMENT STUDIES

SATHYABAMA DEEMED UNIVERSITY.

DEPARTMENT OF MANAGEMENT STUDIES

SATHYABAMA DEEMED UNIVERSITY

JEPPIAR NAGAR

CHENNAI- 600 119.

 SATHYABAMA DEEMED UNIVERSITY
JEPPIAR NAGAR,
OLD MAHABALAPURAM ROAD
CHENNAI – 600 119.

**********

DEPARTMENT OF MANAGEMENT STUDIES

Bonafide certificate

This is to certify that this report entitled “………………………………………

………………………………………………………………………………………………

…………………………………………” is based on the bonafide work carried

out under my/our supervision by Thiru / selvi ………………………….having

the examination Register Number as ………… Jan – March 2005.

( External Project Guide) (Internal Project Guide)

Head of the Department

2
Submitted for the examination held on ………………………………………

DECLARATION

I M.VAMSI KRISHNA, a bonafide student of Department of Management

studies , Sathyabama Deemed University, Chennai would like to declare that
the project entitled“ A STUDY ON QUALITY OF WORK LIFE IN
HOTEL AMBICA EMPIRE BEST WESTERN, CHENNAI” in partial
fulfillment of the requirement of M.B.A. Degree course of Sathyabama
Deemed University is my original work.

M.VAMSI KRISHNA

3
Mr.R.Satish B.Tech.,M.B.A.,M.Phil.,PGDPMIR.,DIS.,(Ph.D)

Faculty,

Department of Management studies

Sathyabama Engineering College

Chennai – 600 119.

CERTIFICATE

This is to certify that the project work undertaken by M.VAMSI KRISHNA

entitled “ A STUDY ON QUALITY OF WORK LIFE IN HOTEL AMBICA
EMPIRE BEST WESTERN, CHENNAI” in partial fulfillment of the requirement
of MASTER OF BUSINESS ADMINISTRATION, has worked under my guidance
and to the best of my knowledge is his original work.

Chennai Mr.R.Satish
Faculty

Submitted to Sathyabama Deemed University for the examination held on …………

4
Internal Examiner External Examiner.

Acknowledgement

My Sincere thanks to our Honourable Founder & Chairman Thiru.

Jeppiar, M.A., B.L., for his sincere endeavor in educating me in his premier
institution.
I would like to express my deep gratitude to our Beloved Secretary and
Correspondent Thiru. P. Chinna Durai, M.A., M.Phil, B.Ed, for his kind
words and enthusiastic motivation which has inspired me a lot in completing
the project.
I would like to express my gratitude to our Directors Thiru. Marie
Johnson and Mariazeena Johnson B.E., who is responsible for molding
our thinking to complete this project.
I would like to thank our Principal Dr.V.S.R.K.Mouli, for giving necessary
support during this project work.
I am greatful to our Head of the Department Dr. S.S. Rau, B.Com, M.B.A,
Ph.D, Department of Management Studies, for his valuable guidance during
the project work.
I am greatful and thankful to my guide Mr.R.Satish B.Tech., M.B.A.,
M.Phil.,PGDPMIR.,DIS.,(Ph.D) Department of Management Studies, for
his valuable guidance during the project work.
I would like to thank Mr.Ambica Prasad ,Managing Director, Ambica
Hotels and Resorts Pvt Ltd, Chennai for allowing me to carry on my
project work in their Organization.

5
I would like to thank Mr.John Christopher, Personnel Manager, Ambica
Empire Best Western for his kind co-operation during my project work.

CHAPTER TITLE PAGE NO

1 INTRODUCTION. 9

2 PROFILE OF THE COMPANY. 14

3 REVIEW OF LITERATURE. 25

4 RESEARCH METHODOLOGY. 29

5 ANALYSIS & INTERPRETATION. 36

SUMMARY OF
6 FINDINGS,SUGGESTIONS. 62

BIBLIOGRAPHY 67

ANNEXURE 69

TABLE OF CONTENTS

6
 LIST OF TABLES

S.NO PARTICULARS P.NO

1 Table showing the age of respondents. 38

2 Table showing the educational qualification. 40

3 Table showing the Marital status. 42

4 Table showing the years of service of employees. 44

5 Table showing the monthly income. 46

Table showing whether the organizations functions as
6 s.r.u. 48
Table showing the Prestige for the jobs in the
7 organization. 50
Table showing the satisfactory level of income and
8 Benefits. 52

9 Table showing the risk of illness in the organization. 54

10 Table showing the willingness to work in team. 56

11 Table showing the consideration of employees ideas. 58

Table showing the employees psychological
12 satisfaction. 60

7
 LIST OF CHARTS

S.NO PARTICULARS P.NO

1 chart showing the age of respondents. 39

2 chart showing the educational qualification. 41

3 chart showing the Marital status. 43

4 chart showing the years of service of employees. 45

5 chart showing the monthly income. 47

chart showing whether the organizations functions as
6 s.r.u. 49
chart showing the Prestige for the jobs in the
7 organization. 51
chart showing the satisfactory level of income and
8 Benefits. 53

9 chart showing the risk of illness in the organization. 55

10 chart showing the willingness to work in team. 57

11 chart showing the consideration of employees ideas. 59

chart showing the employees psychological
12 satisfaction. 61

8
INTRODUCTION

9
Definition of Quality of Work life :

“ Quality of work life improvements are defined as any activity which

takes place at every level of an organization, which seeks greater

organizational effectiveness through the enhancement of human

dignity and growth… a process through which the stake holders in the

organization and management, union and employees learn how to

work together better … to better… to determine themselves that

actions, changes and improvements are desirable and workable in

order to achieve the goals of an organization”.

ABOUT THE TITLE:

Many industrial concerns are facing three main problems.

1. The widespread and possibly growing dissatisfaction and /or

alienation of blue collar and white-collar employees as well as

many managerial personnel from their work and from the

organization, which they are employed.

10
 2. The declining rate or growth in labor productivity in the face of

energy shortage.

3. The growing recognition of the paramount role of individuals

quality of work life in physical and mental health as well as in

family and community. one of the major reasons for this problem

is due to the presence of inadequate quality of work life.

Hence the success of an organization depends up on the adequate

quality of work life.

QUALITY OF WORK LIFE refers to the relationship between a worker

and his environment ,adding the human dimensions to the technical

and economic dimensions. With in which work is normally viewed and

designed.

• Focuses on problem of creating a humane working environment.

• Creation of more involving, satisfying and effective jobs and work

environment for the people at all levels of the organization.

• Brings together needs and development of the people to he

organization.

11
 • This prospective is needed to understand how the world of work

can be adoptively evolved in order to cope with the uncertainty,

complexity and turbulence of the environment in which it is

immersed.

• This development is likely to be the over-riding concern of the

next few decades and the quality of work life is the key to its

successful achievement.

QWL Programmes

• Flexible time.

• Job enrichment.

• Management by objectives.

• Job rotation.

• Job enlargement.

• Autonomous work group.

• Employee participation.

12
Criteria required for quality of work life:

1. Adequate and fair compensation.

2. Safety and healthy working conditions.

3. Immediate opportunity to use and develop growth and security

Failure for the Quality of Work life :

1. lack of understanding of the concept by workers and managers.

2. Inadequate support from the Top Management.

Quality of Work Life is based on 4 factors:

1.Working environment factors.

2.Relational Factors.

13
 3.Job Factors.

4.Financial factors.

These are the factors each and every organization should consider.

COMPANY PROFILE

14
 Ambica Empire BestWestern

About the Hotel:

The hotel is oned by “AMBICA AGARBATHIES AND AROMA INDUSTRIES

LTD” with its parent company based in a Township called Eluru which

falls in West Godavari District of Andhra Pradesh.

Explore the beautiful Best Western Ambica Empire, located in

downtown Chennai, with easy Access to everything. Our well-trained

Staff is sure to extend professional and personalized service, a

trademark that establishes us as the best in Chennai. We are within

easy reach of boat clubs, apparel shops, beauty salon, banking and

public transportation. The Best Western Ambica Embire believes in the

time-honored tradition of royal hospitality and that our guests accept

15
only the best.

A thing of beauty is a joy forever from the evocative that casually

adorn the walls to the elegant formality of the conference room,

everything about the Ambica Empire Best Western is designed to make

your stay a memorable one.

Local attraction:

1 kilometer from hospital.

5 kilometers from city center, commercial and major companies .

8 kilometers from art gallery, antique shopping,hand crafts and

precious things .

8 kilometers from zoo.

12 kilometers from the world”s second largest beach.

Near By cities:

16
160 kilometers from Pondicherry.

320 kilometers from Trichy.

350 kilometers from Bangalore.

500 kilometers from Coimbatore.

555 kilometers from Hyderabad.

700 kilometers from Trivandrum.

Tariff

Types of room US Dollar Rupees

Single 70 2550
Double 87 3150
Executive club 100 3600
Suite 153 5500

Includes

Buffet Breakfast.

Check out facility- 24 hrs. .

17
Taxes as applicable.

Group tariff available on requesting through email.

Facilities:

Best Western Ambica Empire Chennai has been regarded as one of

chennai’s most exclusive stay destination. This prestigious landmark

houses 8 floors of luxurious accommodation for international business

and leisure travellers. The 100 spacious rooms and suites, most with

breathtaking views of entrance lobby, are outfitted to meet guest's

modern needs yet still retain the elegance of warmth western and

Indian heritage. The Best Western Ambica Empire believes in the time-

honored tradition of royal hospitality and that our guests accept only

the best.

Hotel Amenities:

18
24- hour room service

Cocktail lounge with live entertainment

Free full breakfast buffet

Free newspaper

Free parking

Children under 12 free

Baby sitting service available Laundry/ dry cleaning services

Hot tub

Catering staff

Business center

Meeting rooms

Secretarial service available

Fax/ photocopy service

Multilingual staff{ English,Tamil, Hindi, Telugu, French, German,

Malaysian]

Accessible public areas for physically challenged.

Safe deposit box

Rollaway beds available

Doctor on call

24- hour security

19
Foreign currency exchange

Airport courtesy car

Car rental available

Travel agency available

Credit Cards, American Exprees, Master Card, Diners Club, Visa

Currency: Indian Rupees.Dollars.

Cancellation policies vary from hotel to hotel. Most current and

accurate cancellation policies

Extra Facilities:

Conference Halls:

Her Majesty:

These are designed to make every meeting a pleasurable event. Here,

Chanderliers housed in inspiring domes highlight the eloquent

ambience created by stunning works of art and designers carpets. The

halls can handle upto 200 guests for conference. If you can need to

host a banquet, we can conjure exciting menus that suite your taste.

And yes, you can entertain 600 guests.

His Highness:

20
These are designed to make every meeting a pleasurable event. Here,

Chanderliers housed in inspiring domes highlight the eloquent

ambience created by stunning works of art and designers carpets. The

halls can handle upto 300 guests for conference. If you can need to

host a banquet, we can conjure exciting menus that suite your taste.

And yes, you can entertain 700 guests.

The difference between Her Majesty and His Highness is that His

Highness is U shaped Conference Hall and Her Majesty is theatre style

conference hall. It is designed to meet the requirements of the Guests.

Restaurants:

Royal palate:

A multi-cuisine restaurant, takes you back to the charm of a bygone

era. High Ceilings are graced by sparkling chandeliers. Take in the

Rich, Deep hues of wooden furniture. Liveried bearers glide quietly to

21
do your bidding. An array of cuisine from around the world tempts tour

palate. Explore with us the subtle flavours of the west, the spice of the

orient and find that perfect blend of tastes.

Andhra Samskruthi:

If you would like India to tantalise your palate, Samskruti is a gourment

heaven on earth. From the cooks to the kitchen and curtlery,

everything is exclusively vegetarain south Indian, tandoori, Chettinad,

Punjabi.... savour the flavours of the best in Indain vegetarian cuisine.

You are served in copper vessels kept warm by glowing embers of cool.

Dark stone-top tables contrast with elegant checked flooring that is

skirted by rich wooden pillars. And as you enjoy your meals, golden

scenes from classical Indain Tanjore Paintings seem to come alive.

22
Million Dollars Bar:

Takes you on a ride to Wild West. Where they work hard and play hard.

Settle into your saddle at the bar and let the head honcho mix your

drinks just the way you like them. Waiters dressed, as cowboys are

quick on draw with your orders.

Services:

The Working team has created a tradition of hospitality that is

evident in everything we do. We know that even the best

locations and offerings would be meaningless without

outstanding guest service.

At best western ambica empire, our employees are central to our

operations philosophy. We believe that a well-trained, motivated

workforce will naturally exceed guest expectations. Service Plus, our

custom-designed service delivery program, gives our people the tools

they need to succeed. We then carefully monitor our progress through

employee opinion surveys and guest feed back.

Reservation Procedure and Feed Back:

23
The Guest can book the rooms online by filling the Reservation form

which contains all the deatails related to Guest such as Name. Address,

Pax, no.of days required, any functions to be arranged in the Banquets,

special arrangements to be made upon the request of the Guest.

Feed back:

Feed back regarding the Hotel is promoted and the Guest can fill up

the feed back form available in the Reception or online filling up of the

Feedback form.

Hence the Profile of Ambica Empire BestWestern ,Chennai.

24
REVIEW OF
LITERATURE

25
REVIEW OF LITERATURE:

• In any study, review of literature forms the most crucial and

important part. In order to substantiate the findings of any
study, it is need less to say that one should have the clear cut
theoretical knowledge. The researcher has reviewed a good
amount of literature concerned with the study of “Quality of
Work Life”.
• It is in this context that a study of the Quality of Work Life in
Indian service industries assumes greater significance.
• The present study has examined perceived quality of work life
across different work parameters- growth opportunities. The
perceived Quality of Work Life has also been examined via a
managerial experience, hierarchy and remuneration.
• It focus attention on the relationship between the variables of
working life-for a quality of working life and quality of life.

26
 • Quality of Work Life which included variable like relationship with
supervisors, work group relationship respect for individuals, job
stress, state of mind and so on.
• Society has also begun to realize that human resource, well
represents the only remaining plentiful natural resource and both
the individual an the society can clearly benefit form their full
utilization.
• Walton, one of the major interpreters of quality of work life
movement has proposed eight major conceptual areas.

To understand the topic we will study in detail the areas which has a
greater influence on quality of work life.

• Adequate and fair compensation: organization eleicts work

from the employees and intern pays back in the form of
wages and salaries. Payment is made in different ways based
on different methods of fixation of pay.
• Safe and healthy working conditions: In India, Factories Act
provides the guidelines, norms and conditions to be observed
by the factories to provide safe and healthy working
conditions to the workers. unless the work place is ensured of
physical safety and hygiene, any worker can seldom
concentrate on his work. He will other wise plagued with fear
of accident.
• Opportunity to develop human capacities: it is mostly lack of
opportunity or neglect of opportunity, which hinders the
development of full potential of an employee. Development is

27
 continuous process that needs to be monitored on a regular
basis by the management.
• Opportunity for career growth: a sure indicator of an excellent
organization is one, which plans well in advance, both the
expansion of the organizational activities and career growth of
each of its employees. career charts are chalked out made
known to the aspirant employees.
• Social integration in the work force: unity of purpose in the
work force is an essential and idealistic situation where
productivity will tend to be maximum. Spirit of oneness leads
to unity of purpose in achieving common organizational goals.
This is an effort of both the management and the workers.

• Constitutionalism: an employee is basically human being with

a need for privacy, decent and disciplined work place,
unbiased superiors, etc. constitutionalism in an organization
ensures that the above mentioned factors do not creep in to
an employees work life.

• Work and quality of life: if right work is given to the right

person the immediate effect is satisfaction, leading to the
high QWL. Another important aspect of work is the qualitative
surroundings provided by the management. It include physical
standards like well equipped and well ventilated work place

28
 and organizational climate of trust, collaboration an mutual
understanding.

• Social relevance of work: if the output of organization benefits

directly a larger public, the employees feel more responsible
and proud of their individual contributions. Employees, who
feel that they are doing socially relevant work, are usually self
motivated.

Hence these are the factors the organization should concentrate

regarding quality of work life.

29
 RESEARCH
METHODOLOGY

Need for the study:

Large number of organizations, both private and public has

realized the importance of Quality of Work Life and has taken

systematic efforts to improve the quality of work life of their

employees. Many concerns are looking for new ways to structure jobs

and organize work in order to improve economic experience for their

workers. Increasing interest in “QWL movement” has been evident in

30
various ways, such as the emergence of new centers created for the

study and diffusion of concepts and techniques of work life

improvements.

There are various studies done in the area of Quality of Work Life and

these studies mainly focused on relationship between working

condition and new forms of work organization, organization

arrangements and other aspects of humanizations of work and quality

of work life. But only few studies have related Quality of Work Life and

employees performance. Hence the emergence of the study.

The researcher made an attempt to study the QWL in reputed

Star Hotel, Ambica Empire Best Western. The company is dedicated to

provide Quality service that will allow the customers to succeed in their

chosen market.

OBJECTIVES

The project has been carried out in Hotel Ambica Empire with
reference

PRIMARY OBJECTIVE:

31
 • To find out the various factors affecting the Quality of Work Life.

• To find out the attitudes of the workers towards the different

dimensions of the Quality of Work Life.

• To study the importance of Quality of Work Life in an

Organization.

SECONDARY OBJECTIVE:

• To find out new ideas from the employees regarding QWL and
suggest suitable findings to the company.

• Compare the results and evaluate pros & cons.

• To suggest the ways and means for developing a better Quality

of Work life.

sources of Data :
The researcher has used both primary and Secondary data for
collecting the required data.
Primary Data :

• The researcher is using Questionnaire to collect the primary

data.

32
 • A questionnaire is a list of Questions to be asked from the
respondents.
• A questionnaire must reflect on the objectives of the study and
also it should be interesting enough for the respondents to
answer the questions given.
• It also contains the space where the answers can be recorded.
• The different types of Questions that can be used in an
Questionnaire are open ended , closed ended, dichotomous and
multiple choice Questions.
• The pilot study was conducted before the actual survey on a
small sample of the entire survey sample.
• The researcher has also gathered information by conducting
personal interview with employees working at different levels of
the organization.
• It is the best method for collecting information.
• It eliminates all chances of ambiguity either on the interviews
part or in the respondent’s part.

SECONDARY DATA :

The secondary data was collected from various books, publications,

journals, office records, etc.

SAMPLE SIZE :

33
The sample was selected from a universe of 125. Hence 75 samples
were selected for the survey, which comprises 50 employees and 25
management cadre.

SAMPLING PROCEDURE :

Samples were selected using simple random sampling method. For this
, simple random table was used. The researcher had randomly selected
75
numbers from the random table. Corresponding to these numbers, the
names of the employees were selected form the Muster Roll of the
organization. In this way, samples were selected from the universe for
conducting the survey.

SAMPLE UNIT :

The management and the employees of Hotel Ambica Empire were

selected for conducting the survey.

Scope of the study:

34
• The research is taken up in a hospitality industry which requires
a lot of service to be provided both to the customers and as well
as the employees in the organization.

• Each and every customer or the employee goes to the industry

where he gets the best service when compared to the other
industries.

• Since there are a lot of service industries in the market the

employees shifts to industry where they are satisfied to the
greater extent.

• Their satisfactory level is based up on the wages and salaries,

perks, incentives, extra facilities provided by the organization
such as Bonus, festival benefits, transport facilities etc.

• The organization also insists on knowing the satisfactory level of

the employees to know to what extent they have been satisfied
and to impart any other extra facilities if required.

• It is a comparative study made to suggest the management the

extent of satisfaction regarding the income and benefits

provided by them.

35
Limitations of the study:

This study suffers from certain Limitations:

• The researcher has attempted to understand the Quality of Work

Life only at Hotel Ambica Empire Best Western, Chennai.

• The comparative study of quality of work life between similar

industries would have yielded useful insights.

• Information may be slightly biased because some of the workers

out of here might have opined in favour of management.

• Since the period of study is limited to three months, the

researcher cannot go in-depth with the present study.

• Since the workers were on shift basis, it was very difficult to

meet the randomly selected employees.

36
 ANALYSIS

&

INTERPRETATION

37
 After data is collected with the help of Questionnaire, they need
to be properly tabulated and presented. A table is an orderly and
systematic representation of numerical data in columns and rows. It
facilitates comparison by bringing related items of information close to
one another.

Based on the survey using questionnaires, certain things such as

required salary, perks and incentives, facilities provided by the
management are satisfying the needs and wants of the employees,
does they get enough satisfaction by working in this organization, their
prestige level related to the educational qualification and experience is
relevant or not could be found. Suggestions and improvements are
also recommended.

38
 TABLE: 5.1

TABLE SHOWING THE AGE OF RESPONDENTS.

AGE NO.OF PERCENTAGE

RESPONDENTS
20-3O 13 17%
30-40 48 64%
40-50 14 18%
50 -60 1 1%
TOTAL 75 100%

39
 CHART 5.1 CHART SHOWING THE AGE OF
RESPONDENTS

AGE

80%
60%
40% AGE
20%
0%
20-30 30-40 40-50 50-60

SOURCE: The data collected from questionnaire.

INTERPRETATION:

Of the 75 respondents 17% of them are in between 20 -30 years,

64% of them are in between 30-40 years, 18% of them are in between
40-50 years and 1% of them are in between 50-60 years of age.

From the above information it can be clearly observed that most

of the employees working in the organization are aged below 40 years.

40
 TABLE: 5. 2

TABLE SHOWING THE EDUCATIONAL QUALIFICATION OF

THE
RESPONDENTS.

EDUCATIONAL NO.OF PERCENTAGE

QUALIFICATION RESPONDENTS
BELOW XII 11 15%
DIPLOMA 18 24%
DEGREE 36 48%
PG OR MHM 10 13%
TOTAL 75 100%

CHART 5.2

CHART SHOWING THE EDUCATIONAL

QUALIFICATION
OF RESPONDENTS

41
 EDUCATION

PG OR MHM XII
13% 15%

DIPLOMA
24%

DEGREE
48%

source:data collected from the questionnaire.

INTERPRETATION :

Of the 75 respondents 15% of them are below XII, 24% are

Diploma holders, 48% of them are Graduates and 13% of them are
Post Graduates.

From the above information it can be clearly observed that most

of the employees working in the organization are graduates.

42
 TABLE: 5. 3

TABLE SHOWING THE MARITAL STATUS OF THE

RESPONDENTS.

MARITAL STATUS NO.OF PERCENTAGE

RESPONDENTS
UNMARRIED 26 35%
MARRIED 49 65%
TOTAL 75 100%

CHART 5.3

CHART SHOWING THE MARITAL STATUS OF THE

RESPONDENTS

43
 MARITAL STATUS

UNMARRIE
D
35%

MARRIED
65%

Source: Data collected through Questionnaire

.
INTERPRETATION:

Of the 75 respondents 35 % of them are unmarried and 65% of

them are married.

It can be clearly observed that most of the employees working in

the organization are married.

44
 TABLE: V- 4

TABLE SHOWING THE YEARS OF SERVICE OF THE

RESPONDENTS.

YEARS OF SERVICE NO.OF PERCENTAGE

(IN YEARS) RESPONDENTS
BELOW 5 YEARS 45 60%
> 5 YEARS 26 35%
>10 YEARS 3 4%
>15 YEARS 1 1%
TOTAL 75 100%

CHART SHOWING THE YEARS OF SERVICE OF

RESPONDENTS

45
 S E R V IC E

80
60
40 S E R V IC E
20
0
<5 >5 > 10 > 15

source: Data collected through Questionnaire.

INTERPRETATION:
Of the 75 respondents 60% of them have below 5years of
service, 35% of them have above 5 years of service, 4% of them have
above 10 years of service, 1% of them have above 15 years of service.

It can be clearly observed that the employees working in the

organization are employed below 5 years of service.

TABLE: V- 5

46
 TABLE SHOWING THE MONTHLY INCOME OF THE
RESPONDENTS.

MONTHLY INCOME NO.OF PERCENTAGE

(IN RS.) RESPONDENTS
<5000 49 65%
>5000 19 25%
>10,000 3 4%
>15,000 4 6%
TOTAL 75 100%

CHART SHOWING THE MONTHLY INCOME

OF RESPONDENTS

47
 INCOME

80%
60%
40% INCOME
20%
0%
<5K >5K >10K >15K

source : data collected from the questionnaire.

INTERPRETATION :
Of the 75 respondents 65% of them are employed below Rs.5000
and 25% of them are employed above Rs.5000, 4% of them are above
Rs.10,000, 6% of them are employed above Rs.15,000.

It can clearly observed that most of the employees are employed

with salary below 5000Rs.

TABLE: V- 6

48
 TABLE SHOWING THE OPINION OF THE RESPONDENTS
REGARDING “WHETHER THE ORGANIZATION IS WORKING
AS A SOCIALLY RESPONSIBLE UNIT”.

SOCIALLY NO.OF PERCENTAGE

RESPONSIBLE UNIT RESPONDENTS
STRONGLY AGREE 5 7%
AGREE 30 40%
MODERATELY AGREE 23 31%
DISAGREE 16 21%
STRONGLY DISAGREE 1 1%
TOTAL 75 100%

CHART SHOWING WHETHER THE ORGANIZATION

FUNCTIONS AS A “SOCIALLY RESPONSIBLE UNIT”

S .R.U

50
40
30
S .R.U
20
10
0 49
SA A MA DA SDA
 SRU- SOCIALLY RESPONSIBLE UNIT

SA- STRONGLY AGREE

A-AGREE
MA-MODERATELY AGREE
DA-DISAGREE
SDA-STRONGLY DISAGREE

Source : data collected from the Questionnaire.

Interpretation:

Of the 75 respondents 7% of them strongly agree, 40% of them

agree, 31% of them moderately agree, 21% of them disagree, 1% of
them strongly disagree with the statement.
It can be clearly observed that most of the employees agree that
the organization functions as a socially responsible unit.

TABLE: V- 7

TABLE SHOWING THE OPINION OF THE RESPONDENTS

REGARDING “WHETHER THE JOB GIVES YOU PRESTIGE
IN THE ORGANIZATION”.

PRESTIGE NO.OF PERCENTAGE

RESPONDENTS
STRONGLY AGREE 9 12%
AGREE 28 38%
MODERATELY AGREE 20 26%
DISAGREE 18 24%

50
STRONGLY DISAGREE - -
TOTAL 75 100%

CHART SHOWING “ PRESTIGE IN THE

ORGANIZATION REGARDING THEIR JOBS”

P R E S TIG E

40
30
20 P R E S TIG E
10
0
SA A MA DA S DA

SA- STRONGLY AGREE

A-AGREE
MA-MODERATELY AGREE
DA-DISAGREE
SDA-STRONGLY DISAGREE

51
Source: data collected from the questionnaire.

INTERPRETATION:

Of the 75 respondents 12% of them strongly agree, 38% of them

agree, 26% of them moderately agree, 24% of them disagree, none of
them strongly disagree with the statement.

It is observed that most of the employees agree that the job

gives them prestige in the organization.

TABLE: V- 8

TABLE SHOWING THE OPINION OF THE RESPONDENTS

REGARDING “ WHETHER THE INCOME AND BENEFITS
PROVIDED BY THE ORGANIZATION SATISFIED THE NEEDS
OF
THE EMPLOYEE”.

INCOME & NO.OF PERCENTAGE

BENEFITS RESPONDENTS
STRONGLY AGREE 9 12%
AGREE 18 24%
MODERATELY AGREE 19 26%
DISAGREE 16 21%
STRONGLY DISAGREE 13 17%
TOTAL 75 100%

52
 CHART SHOWING THE “SATISFACTORY LEVEL OF
INCOME AND BENEFITS”

IN C O M E & B E N E F IT S

30
25
20
IN C O M E &
15
B E N E F IT S
10
5
0
SA A MA DA SDA

SA- STRONGLY AGREE

A-AGREE
MA-MODERATELY AGREE
DA-DISAGREE
SDA-STRONGLY DISAGREE

Source: data obtained from the Questionnaire.

53
INTERPRETATION:
Of the 75 respondents 12% strongly agree, 24% agree, 26%
moderately agree, 21% disagree, 17% strongly disagree with the
statement.
It is clearly observed that most of the employees moderately
agree that the income and the benefits provided by the organization
satisfies the needs of the employees.

TABLE : V- 9

TABLE SHOWING THE OPINION OF REPONDENTS

REGARDING “WHETHER THE WORKING CONDITIONS
HAVE RISK OF ILLNESS AND INJURY ”.

RISK OF ILLNESS & NO.OF PERCENTAGE

INJURY RESPONDENTS
STRONGLY AGREE 15 20%
AGREE 17 23%
MODERATELY AGREE 12 16%
DISAGREE 31 41%
STRONGLY DISAGREE 13 17%
TOTAL 75 100%

54
 CHART SHOWING THE RISK OF ILLNESS & INJURY
IN THE WORKING ENVIRONMENT

R IS K O F IL L N E S S & IN JU R Y

50%
40%
30% R IS K O F
IL L N E S S
20%
& IN JU R Y
10%
0%
SA A MA DA SDA

SA- STRONGLY AGREE

A-AGREE
MA-MODERATELY AGREE
DA-DISAGREE
SDA-STRONGLY DISAGREE

Source: data obtained from the questionnaire.

INTERPRETATION:

55
 Of the 75 respondents 20% strongly agree, 23% agree, 16%
moderately agree, 41% disagree, 17% strongly disagree with the
statement.
It is clearly observed that most of the employees disagree that
the
Working conditions have the risk of illness and injury.

TABLE: V- 10

TABLE SHOWING THE OPINION OF THE RESPONDENTS

REGARDING “WHETHER THEY WISH TO WORK
INDIVIDUALLY
OR IN TEAMS”.

TEAM WORK NO.OF PERCENTAGE

RESPONDENTS
INDIVIDUAL 12 16%
TEAM 32 42%
SOMETIMES 31 42%
TOTAL 75 100%

56
 CHART SHOWING THE WILLINGNESS TO
TEAMWORK BY THE REPONDENTS

TEAM WORK

50
40
30
TEAM WORK
20
10
0
ES
L

AM
UA

IM
TE
ID

ET
IV

M
D
IN

SO

Source: data obtained form the questionnaire.

INTERPRETATION:

Of the respondents 16% wish to work individually, 42% wish to

work in teams and 42% wishes to work either individually or in teams.

57
 It is observed that most of the employees wishes to work in
teams.

TABLE: V- 11

TABLE SHOWING THE OPINION OF THE RESPONDENTS

REGARDING “WHETHER THE NEW IDEAS WHICH BRING
CHANGES IN THE ORGANIZATION ARE BEING
APPRECIATED
OR NOT”.

NEW IDEAS NO.OF PERCENTAGE

RESPONDENTS
MOSTLY 6 8%
SOMETIMES 23 31%
RARELY 26 35%
NOT AT ALL 20 26%
TOTAL 75 100%

58
 CHART SHOWING WHETHER THE IDEAS GIVEN BY
THE EMPLOYEES ARE CONSIDERED OR NOT

NEW IDEAS

40%
30%
20% NEW IDEAS
10%
0%
NOT AT
MOSTLY

RARELY
SOMETIM

ALL
ES

source: data obtained from the questionnaire.

INTERPRETATION:

Of the 75 respondents 8% of their ideas are mostly considered,

31% of their ideas are sometimes considered, 35% of their ides are
rarely considered, 26% of their ideas are not at all considered.

59
 It is observed that most of the employees ideas are rarely
considered.

TABLE: V- 12

TABLE SHOWING THE OPINION OF THE RESPONDENTS

REGARDING “ WHETHER THE JOB GIVES YOU
PSYCHOLOGICAL SATISFACTION OR NOT”.

PSYCHOLOGICAL NO.OF PERCENTAGE

SATISFACTION RESPONDENTS
MOSTLY 6 8%
SOMETIMES 13 17%
RARELY 29 39%
NOT AT ALL 27 36%
TOTAL 75 100%

60
 CHART SHOWING THE PSYCOLOGICAL
SATISFACTION OF THE RESPONDENTS

S A TIS F A CTIO N

50%
40%
30% S A TIS F A CTIO N
20%
10%
0% NOT AT
RARELY
MOSTLY

SOMETIM

ALL
ES

Source: Data collected from the questionnaire.

INTERPRETATION:
Of the 75 respondents 8% of their ideas are mostly considered,
17% of their ideas are sometimes considered, 39% of their ides are
rarely considered, 36% of their ideas are not at all considered.

It is clearly observed that most of the employees are rarely

psychologically satisfied.

61
SUMMARY OF FINDINGS,
SUGGESTIONS
AND RECOMMENDATIONS,
CONCLUSION.

62
FINDINGS:

• It can be clearly observed that most of the employees working in

the organization are aged below 40 years.

• Most of the employees working in the organization are

graduates.

• Most of the employees working in the organization are married.

• From the data collected it is known that the employees working

in the organization are employed below 5 years of service.

• It can be clearly observed that most of the employees agree that

the organization functions as a socially responsible unit.

• Most of the employees agree that the job gives them prestige in

the organization.

• It is clearly observed that most of the employees moderately

agree that the income and the benefits provided by the

organization satisfies the needs of the employees.

• It is clearly observed that most of the employees disagree that

the

Working conditions have the risk of illness and injury.

• It is observed that most of the employees wishes to work in

teams.

63
 • It is observed that most of the employees ideas are rarely

considered.

• It is clearly observed that most of the employees are rarely

psychologically satisfied.

SUGGESTIONS AND RECOMMENDATIONS:

• Providing them a good pay can reduce employee instability.

• Increase in the salary structure for the employees with good

work experience.

• Providing motivation to the employees by giving them

promotions.

• Safety working environment should be provided to the workers

to avoid accidents.

• Working hours per shift can be reduced to 8hrs.

• Conducting entertainment programmes and yoga and exercise

classes can reduce stress.

64
High

Moderately desirable Highly desirable. Organizational

Moderately undesirable. Highly
excellence.
undesirable.

Low Low Quality of work life High

• High QWL and high organizational excellence is highly

desirable.

• Low QWl and high organizational excellence is moderately

desirable.

• High QWL and low organizational excellence is highly

undesirable.

• Low QWL and low organizational excellnce is moderately

underiable.

65
Therfore, management should ensure to provide high QWL and take

steps to improve high organizational excellence.

CONCLUSION:

Hence the various factors affecting the quality of work life

have been studied and suitable suggestions and
recommendations have been made to the organization.

Hence quality of work life plays an important factor in

organizational excellence which helps the organization in
achieving its goals in an easier way.

66
BIBLIOGRAPHY

67
Books :
• P.SubbaRao - Essentials of Human Resource Management and
Industrial Relations - Himalaya Publications-1997-P.no 47.
• C.B.Mamoria-Personnel Management-Twelfth Edition-p.no-53.

Journals:
• P.SubbaRao and Alfred - Gitam Journal of Management-
vol.no.1- p.no- 51 to 60.
• HR review and Human Capital –Vol II and III.

Websites:

www.qwl.com.
www.google.com

Reports:

68
• Company’s Financial Reports and Muster roll.

ANNEXURE

69
 STUDY ON QUALITY OF WORK LIFE

1. Name :------------------------------------
2. Age : [ ] 20-30 yrs [ ] 31-40 yrs [ ] 41-50yrs [ ] 51 & above
3. Educational Qualification:[ ]below XII[ ]Diploma[ ] Degree[ ] M.H.M.
4. Marital status and No. of Dependents: [ ] single [ ] married.
5. Department and Designation: _______________________
6. Years of service: [ ]below 5 yrs [ ]5-10 yrs [ ]11-15yrs[ ]16-20yrs.
7. Monthly Income: [ ]<Rs.5000[ ]Rs.5001-10,000.[ ] Rs.10001-15,000.
[ ] Rs.15001-20,000. [ ] More than 20,000.
8. Does your Organization function as a socially responsible unit?
[ ] strongly agree [ ] Agree [ ]Moderately agree [ ]Disagree
[ ] Strongly disagree.
9. Do you think your job gives you prestige in the organization?
[ ] strongly agree [ ] Agree [ ] Moderately agree [ ] Disagree
[ ] Strongly disagree.
10. Are you satisfied with the income and benefits of the organization?
[ ] strongly agree [ ] Agree [ ] Moderately agree [ ] Disagree
[ ] Strongly disagree.
11. Does the working condition have the risk of illness and injury?
[ ] strongly agree [ ] Agree [ ] Moderately agree [ ] Disagree
[ ] Strongly disagree.
12. Do you prefer to work individually than in the team?
[ ] yes [ ] No [ ] Sometimes.

70
13. “Working in a group is no problem here”. Do you agree with the
statement?
[ ] strongly agree [ ] Agree [ ] Moderately agree [ ] Disagree
[ ] Strongly disagree.
14. Are your ideas, which bring new changes in the organization are
appreciated?
[ ] Mostly [ ] sometimes [ ] Rarely [ ] Not at all.
15. Because of your work are you getting a lot of Psychological satisfaction?
[ ] Mostly [ ] sometimes [ ] Rarely [ ] Not at all.

LIST OF RESPONDENTS

HEAD OF THE DEPARTMENTS

• MR.GOPALA KRISHNAN
• MR.MAHEESH SHARMA
• MR.SIVA KRISHNA
• MR.GEORGE ROLLAND
• MR.JODH SINGH
• MR.CHANDRA SEKHAR
• MR.KARTHICK
• MRS.SAROJA
• MR.JOHN CHRISTOPHER
• MR.DIVAKARAN

71
 JUNIOR EXECUTIVES.

• MR.SAMPATH
• MR.RAVI.K
• MRS.ARUNA BELL
• MRS.PUSHPA LATHA

SUPERVISORS

• MR.UMAMAHESWARARAO
• MR.SELVAGANAPATHY
• MR.ANAND
• MR.BABU
• MRS.STELLA
• MR.DOSS
• MR.GOVIND
• MR.NIDARSHAN
• MR.NAVEEN BABU
• MR.SURESH KUMAR
• MR.SUNDARAM
• MR.SHIVAJI
• MR.SALEEEM
• MR.GUNA
• MR.KARTHIKEYAN
• MR.ANSHAD

72
• MR.KANNAN
• MR.NATARAJAN
• MR.SHNAMUGAM
• MR.VINOTH
• MR.VENKATESAN
• MR.BALAMURUGAN
• MR.CHANDRASEKHAR
• MR.DHANASEKHARAN
• MR.BHASKARAN

• MR.VIJAY
• MR.SELVAN
• MR.VITHYA
• MR.SELVAM
• MR.ANANTH
• MR.GAVASKAR
• MR.PORSELVAM
• MR.AZHAGIRI
• MR.ARMUGAM

STAFF
• MR.SRIDHAR
• MR.JAIPAL
• MR.SUBRAMANAYAM
• MR.SATISH
• MRS.KAMALA
• MR.SRINIVASARAO
• MS.MEENAKSHI

73
• MR.KISHORE
• MR.MOSES
• MR.BHASKAR
• MR.GOPI
• MS.NARMATHA
• MR.SUBRAMANI
• MR.REUBEN
• MR.RANGANATHAN
• MR.RAMAN
• MS.MUTHYALU

• MR.INSTEEN
• MR.SAGABDEEN
• MS.BHAGAYALAKSHMI
• MR.DHARMENDRAN
• MR.SAGAR
• MR.KOTHANDARAMAN
• MR.RANJITH KUMAR
• MR.SABIR
• MR.GOPI
• MR.BABU
• MR.T.S.CHAUDHARI
• MR.DAMODHARAN
• MR.THIMMARAJU
• MR.MOHAN
• MR.RAJASEKHAR
• MR.SARAVANAN

74
• MR.SHAHUL HAMMEED
• MS.KALA

75