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INTRODUCTION

Organization, in the past, gave more importance on advanced technology for higher productivity surpassing the needs and mental state of its employees. This created a negative impact on the working environment among the employees. This it was realized that societal support goes hand in hand with technical innovations. This integration can only be made through quality of work life programmes. Quality of work life denotes all the organizational inputs which aim at the employees satisfaction and enhancing organizational effectiveness. In the late1950s the term QWL was used to stress the prevailing poor quality of life at work place and it was first defined then in terms of peoples reaction to work, particularly an individuals job satisfaction and mental health. It also refers to favourableness or unfavourableness of the job environment for people.

Definition

According to Harrison, Quality of working life is the degree to which work in an organization contributes to material and psychological well being of its members.

Harvard Professor Richard E Walton proposes the following eight major conceptual categories to provide a framework for analyzing its salient features.

(a) (b) (c)

Adequate and fair compensation Safe and healthy working conditions Immediate capacities opportunity to use and develop human

(d) (e) (f)

Future opportunity for continued growth and security Social integration in work environment Constitutionalism organization or the rule of law in the work

(g) (h)

Work and the total life space The social relevance of work life.

The results, reported from a number of quality of work life improvement programmes, have some general characteristics. They are :

sustained commitment from management to the open nondefensive Modus operandi of sincerely inviting collaborative

inputs from the work force regarding problem identification and suggestions for improving any aspect of the

organization or the policies, practices and structure of work with incentive provided for such participation.

Invited

involvement

of

members

of

tasks

groups

in

recommending resolution of identified problem.

Training of supervisors to equip them to function effectively ina less authoritative style

Implementation of practicable suggestions and explanations for rejected ideas.

Feedback and recognition of good results achieved.

Selection of personnel who can be motivated under appropriate conditions to strive for excellence in task performance.

Evaluation and analysis of results, including failures, leading to renewed efforts towards continual improvement in modus operandi.

THE ROLE OF THE SUPERVISOR IN QWL:

The supervisor is one key to the quality of-work-life. A study by University of Michigan which sought to relate a large number of characteristics of workers jobs to overall satisfaction illustrates the wide variety of ways by which supervisory behavior affects subordinate satisfaction. The eight most closely related factors are listed below.

(a) (b) (c)

Having a nurturant supervisor Receiving adequate help, assistance, etc Having a few labour standard problems (such as

safety hazards, non availability of materials, or poor transportation)

(d) (e) (f) (g) (h)

Fair promotional policies Supervisor not supervising too closely Having a technically competent supervisor Autonomy in matters affecting work A job with enriching demands

The supervisor influences quality of work life directly or indirectly. He affects subordinates directly through his daily interaction with them. He can be supportive or disagreeable, friendly or distant, available to provide help or always busy. He can supervise closely or permit autonomy he can make technically competent or incompetent decisions and so forth. Whatever he does has its inevitable impact on satisfaction and productivity of those working under him.

Equally important, in most instances, is the supervisors indirect impact as a participant in the management of various environmental and work systems. He influences the design of jobs, plays a key role in the administration of career and reward systems, and is also in a position to foster the development of social system. In none of these areas can be supervisor act alone; he is subject to a variety of constraints placed by the higher management. Nevertheless, the alert supervisor can integrate these factors so that quality of worklife will be enhanced as well as organizational objectives will be accomplished.

Supervisory Role

The two major roles of supervisors which are critical to high quality of work life are

(a) Consideration

This relates to the supervisors activities in providing a satisfactory work environment to the way he treats his employees on a day-to-day basis, his personal relations with them, his approach to the disciplinary process and the like. For the dependent worker or the worker brought up in an authoritarian culture, the considerate supervisor may provide a father image or a role model and he may be viewed as someone whom the subordinate may lean upon in time of trouble. For workers with high related needs, who are assigned to routine jobs, the activities of the supervisor may facilitate or hinder the development of a friendly cohesive work group. Where the job requires that the supervisor interact frequently with his subordinates, it is important that the supervisor be supportive and not socially distant so as to counteract the oppressive features of the monotonous work routine. It should also be noted that.

Happy workers work harder

Consideration reduces frustrations and therefore reduces barriers to production

Consideration is a rewards for productivity

Consideration may strengthen the effort performance relationship

Consideration makes performance reward relationship seem more equitable.

Nurturant heads the list of factors that are closely linked to overall jobn satisfaction. Other factors are

i. Creating a feeling of approval

The personal, man-to-man relationships between a supervisor and his subordinates is very important. Since employees are dependent on their boss, it is important for them to feel that he approves of both their work and themselves as individuals and that he is concerned with their personal development. A supervisor can create a feeling of his approval of subordinates in many ways taking an active interest in their home life, listening to their problems, giving praise when justified, showing tolerance when mistakes are made, and so forth. However, the psychological perception, the feeling of approval, is what is significant.

ii. Developing personal relations

A feeling of approval is more likely to result if the boss shows personal interest in his subordinates. After all, the organization is impersonal; only an individual Number of management, particularly the immediate boss, can make it personal.

iii. Providing fair treatment

Since subordinates are directly dependent on their bosses, they are understandably anxious to receive fair treatment in the distribution of rewards and punishments.

b. Facilitation

In the Michigan university survey mentioned on the preceding page (b) and (f) relate respectively to receiving adequate help, assistance, etc, and having a technically competent supervisor, Clearly, in the absence of these factors, the job will be frustrating and dissatisfying and productivity will almost certainly be low. Both factors are included in the term facilitation. Facilitation generally includes those things which the supervisor can do to make it easier for the worker to do the job without facilitation, work efforts is wasted and in terms of 8

expectancy theory there will be a little likelihood that work effort will be converted into performance. If consideration can be viewed as sociological support, facilitation provides technical support, although the concept involves more than purely technical support, since important elements of direction, guidance, and training are included. Facilitation can be improved by:

i. Establishing performance standards

satisfaction

High

standards

contribute

to

both

productivity

and

Short term standards are generally more motivating than long term standards.

Standards are generally motivating if frequent feedback is provided to the subordinates.

ii. Work redesign

Work redesign can be an effective tool for improving both the quality of work experience of employees and their on the job productivity. Work redesign refers to any activities that involve the 9

alteration of specific jobs with the intent of increasing both quality of work experience of the employees and their productivity. It includes such terms such as job rotation, job enrichment, and socio technological system design.

Together, these four points offer a rather compelling case for work redesign as a strategy for initiating organizational change.

Work redesign alters the basic relationship between a person and what he or she does on the job

Work redesign directly changes behaviour and it tends to stay changed.

Work redesign offers numerous opportunities for initiating other organizational changes.

Redesign of the jobs usually involves re-organizing work along the following lines.

Offering the individual worker more voice and responsibility

in the decision-making that pertains to his job.

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Making the job itself more challenging and more of a whole

set of interconnected tasks or a whole segment of the work rather than a fragment.

Setting up small work groups to increase the individuals

sense of belonging and permit working as a team member responsible for a significant, identifiable output.

Breaking down the traditional status barriers between

management and production or support personnel.

Promoting from within whenever feasible to recognize,

encourage and reward persons capable of advancement.

iii. Participative Management

Participation has been widely recommended as a means of improving the quality of work life and increasing the productivity. In theory, participation releases the creative energies and provide workers with the sense of accomplishment. Thus it strengthens the path- goal relationship and also enhances the work environment. It offers a morally attractive solution to many of the problems of industrial life. Expectancy theory suggests that participation might lead to higher productivity if it 11

contributes to workers perceiving that increased effort will lead to increased performance, increased performance will lead to satisfaction of important needs, and the satisfaction obtained from this efforts worthwhile. Finally participation may also affect the psychological bargain between the organization and its employees.

In such a situation, the changes to be introduced are:

The leaders willingness to explore the new directions.

Personal contact with other similar companies using such plan.

A technical assistant for a study of the situation

Collaborative planning by all the people necessary for implementation and a pilot study.

Qualified consultants may help in the role of resource persons catalysts, facilitators and trainers.

Many large companies in India have tested and are still experimenting with the ways to improve the quality of the work life and 12

improve productivity. It is interesting to note that most have reported noteworthy success with enrichment effort.

Work life 2000 Quality in work

The importance of quality in work was in focus at the work life 2000 conference , held January 22-24 as part of the Swedish presidency of the European union. Quality in work is important for individuals, but also for growth, employment and a sustainable and competitive economy, said Minister Mona Sahlin, who opened and concluded the conference. Some 650 participants from EU and candidate countries gathered at the work life 2000 conference to discuss and draw practical conclusions from the latest research findings concerning labour marker, work organization, work environment and diversity in working life. The conference was preceded by some 60 international scientific workshops, illuminating different aspects of modern working life and the results from each workshop were presented at the conference.

In her concluding speech, Mona Sahlin, Minister at the Ministry of employment, conclusions. industry and communications drew the following

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Diversity is above all about respect for fundamental human rights. The competence of all persons must be used, regardless of sex, age, ethnicity, disability or sexual orientation. This is important also from a growth perspective. We must have a working life that is sustainable in the long run and that creates more and better jobs. Everybody must also have the possibility to remain in work for a longer time than today. Working conditions must permit this, and this involves paying attention not only to the work environment, but also to competence

development/life long learning, equality, and influence. Flexibility must be combined with security, influence, mobility, safety and learning at work.

The employees must be able to influence their own work and working time, work organization and work content. Psychological work environment problems, like stress and burn out, are growing, while many traditional work environment problems remain. Prevention must be better. The cost of ill health is enormous in the European Union, and the bill is paid by society, enterprise and individuals.

In the future it will be necessary to motivate enterprises to

take more responsibility concerning quality in work, Mona Sahlin said.

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The problem for the employers is not always lack of

resources or will, but finding the right tools and methods. Quality in work must be seen as profitable for all in the long run.

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COMPANY PROFILE

Profile For Exporters Directory

Name of the Company Address Office

: CENTWIN : 370, Kamaraj Road, Tirupur 641 604 India

Address Factory Contact Personal

: At Various Places in and Around Tirupur : P. Palanisamy B.A., B. L., P. Kumarasawamy B. E.,

Tel Fax Email Year of Establishment Status (Proprietorship, Partnership, Pvt. Ltd., Ltd co etc.) Whether Manufacturer/Merchant Exporter Turnover in Year 2000 Main Products of Exports Production capacity of the above product (Per Month) Main Markets

: 91 421, 211801, 211802, 211803, 211804. : 91 412, 215620 & 215621 : centwin@md2.vsnl,net.in : 1978 : Partnership concern

: Manufactures & exporter

: 20 Million US$ : Knitted garments : 6,00,000 Pcs / Month

: United kingdom, Germany, France, Spain, Italy, Netherlands, Australia, New Zealand, United States, 16

Canada. Any other Special Information Mission of Centwin : -

To become one of the leaders in the knitted garment industry with responsibility towards fulfilling the basic human requirements by producing quality garments for the customers satisfaction, keeping in view the social, economic and environmental concerns of the nation. To be a forerunner in technological superiority by adopting, assimilating, understanding and implementing innovative concepts for the

betterment of the industry community and the country.

To obtain customer satisfaction through the enhancement of the product standards and timely delivery. To maximize efficiency of the work force by arranging educative workshops, sessions on timemanagement and by creating a conducive work environment. To combine the groups diversified interests with those of its employees and varied clientele.

Managing Directors P. Govindaswamy P. Palanisawamy 17

P. Kumaraswamy THE CENTWIN SAGA

Established in the year 1978 with a work force of 50 dedicated employees, by means of concerted effort, Centwin has grown today into a leading manufacturer in the knitted garments field. By employing rigid quality control measures at every level, right from the procurement of cotton to the last stage of forwarding the finished garments, Centwin has earned a distinct name as a quality garment exporter in India. With the total export volume touching 18.5 million US $, almost all varieties of knitted garments for mens, ladies, girls, boys and infants are made inhouse. The export market include USA, Europe, Japan, Australia, Canada and New Zealand. The Concern has quota holdings as below (as of 1998).

USA CAT 338 Group II EUROPE _ 2 Million pcs 1 Million pcs

CAT 4 CAT -5 CAT -7

2 Million pcs 0.5 Million pcs 1.5 Million pcs 18

CAT-24 CAT-26 CAT-27

0.3 Million pcs 0.2 Million pcs 0.05 Million pcs

CANADA

Group A - 0.03 Million Pcs

The total production capacity per year is around 12 million pieces. The strength of the concern lies in its dedicated work force of 1500 direct and indirect employees. Today Centwin is a recognized Export House and among the few who are in the continuous process of modernisation and upgradation of all the manufacturing facilities. With following in house facilities as listed overleaf, Centwin has today become a progressive, dynamic and growth oriented group.

CENTWINS ESTEEMED CUSTOMERS TOGETHER TOWARDS NEXT MILLENNIUM

United States of America

Van

Heusen,

Jantzen,

lzod,

Geoffrey

Beene,

Associated

Merchandising Corporation, Target, Roytex inc., Oaktree, Limited Too, 19

Gap, Dayton Hudson Corp., Edison Brothers, Together Crafts, Pierre Cardin, Neutral Inc., Fruit Of The Loom Spot, Wrinkler international, American Eagle Outfitters. Bombay industries inc., Apparel workshop Bimini Bay, Todays man, Trophical sportswear, k-mart.

Canada Importations Rallye France Auchan Centrale DAchats, Philipe sa Paris, J.L. International. Finland Kappahl A/S Germany Baycity, Handles GMBH Holland Wassen Textiles BV Italy Oviesse S.P.A, Coin S. P.A United Kingdom Hevika International, Nayyar Textiles Garments 20 Casa Blanca, Danilo Herrenmoden, Dr. Rehfeld

Handelsges MBH, Karstadt AG, Mustang, Grantex Handels GMBH, Kitaro

Australia R. J. N. Australia Pty ltd. Austria Richard schops & Co Aktiengesell schaft New Zealand Devere Norway H & M Hennes & Mauritz, Kappahl A/S Spain Cuadrado S.A., Dia % Adlofo Sweden H & M Hennes & Mauritz, Kappahl A/S, Indiska magasinet AB The Netherlands Teidem BV

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AWARDS FOR EXCELLENCE

1.

Award for considerable increase in exports covering new markets 1990

2.

Best exporters award from the govt. of Tamilnadu 1990

3.

Silver plaque for achieving 2nd position in hosiery & knitted garment exports. 1991.

4.

Silver plaque for achieving 2nd position in hosiery & knitted garment exports 1993

5.

Silver plaque for achieving 7th position in hosiery & knitted garment category in the global level 1993

6.

Silver trophy for achieving No.1 position in export of hosiery & knitted garments 1994

7.

Silver trophy for achieving No. 1 position in export of hosiery & knitted garments 1995

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8.

Silver plaque for achieving 2nd position in hosiery & knitted garment exports 1996

9.

Silver plaque for achieving 4th position in hosiery & knitted garment exports 1997

10. Indian knitting industrys centenary export award for the 2nd highest export performance.

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ORGANIZATION CHART

MANAGING DIRECTOR

G.M. OPERATION

QUALITY MANAGER

MERCHANDISER

PLANNING MANAGER

FACTORY MANAGER

MANAGER PERSONNEL & HRD

QUALITY CONTROLLERS

FABRIC MANAGER

ASSISTANTS

CHECKING SUPERVISOR

CUTTING SUPERVISOR

ACCOUNTS & HOUSE KEEPING STAFF

IRONING & PACKING SUPERVISOR

LINE SUPERVISOR

CHECKERS AND TRIMMERS

CUTTING MASTERS

STORE BOY AND OFFICE BOY

IRONERS AND PACKERS

TAILORS & HELPERS

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CENTWIN TEXTILE MILLS LTD.,THURAN SPINNING MILLS LTD., ELKAPEE SPINNERS (P) LTD.,

Centwin Textile Mills was started in 1988, at Vedasandur, Tamilnadu, with a capacity of 3000 spindles, under the dynamic leadership of Shri.P.Govindasamy, Managing Director. Producing yarns of various count ranges, it exclusively fulfills the requirements of its parent concern CENTWIN. Incorporating latest technologies from

M/s.LAKSHMI MACHINE WORKS LTD., a pioneer in manufacturing textile machinery & equipment, the factory has now grown up to produce 5.4 million kgs of yarn per year with 37,874 spindles. The factory is also equipped with the latest Auto Coners Model AC 338 D, from Schlafhorst A.G, Germany, to suit the international standards. Backed by a team of 30 dedicated, qualified and experienced technicians together with 600 direct employees, the factory is able to maintain strict quality standards in all its products.

CENTWINS SEWING FACTORIES

There are a total of 10 manufacturing facilities each of them allotted to specific buyers. With the following imported machineries of

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Juki, Brother and Pegasus make, the factories are well equipped to stitch all kinds of hosiery and woollen cloths.

The total production capacity of all the factories put together is 10 million pieces per month.

KNITTING FABRICS

THE

DREAMS

OF

FASHION

WORLD,,,

CENTWIN

Started in the year 1993 it is located in the SIDCO industrial estate and Arulpuram, Tirupur. The factory has the state of Art knitting machines of various makes, which could develop almost all kinds of knits. There are 21 Mayer & Cie, 2 Camber, 1 Jumberca, 7 Orizio, 1 Terrot, 1 Pailung, 1 Marchisio, 3 Lebocey, 1 Bentley and 6 Lakshmi Terrot knitting machines in this factory. Dia width from 17 inches to 36 inches is knitted with design possibilities extending to single and double Jersey, H.B., Waffle & drop needle Also with Lycra, Terry with Jacquard, Eyelet rib jacquard, three thread fleece, auto stripes, interlock double jersey, pique etc. The total production capacity is 1.75 lakh kgs per month.

CENTWIN EMBROIDERY

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The Embroidery factory located with in the main campus, is equipped with four embroidery machines, imported from Japan.. Three of them are of Barundan make and one of Tajima make. Each machine has 20 heads and they are totally computer controlled. Designs up to 2,00,000 stitches and of size

24 cm x 45 cm can be embroidered here. Embroidering all over the fabric with as much as 7 colors, can also be done here. The factory employs 30 workers and has a production capacity of 50, 000 pieces per month.

CENTWINAARPEE COLOUR HOUSE

Situated in a vast campus, in the village verrapandi, this Eco friendly factory dyes a variety of Hosiery, this Eco Friendly Factory dyes, a variety of Hosiery / Knitted, Woven in Cotton, Nylon, Polyester, Acrylic and Woolen Fabric Facilities like computerized color matching system and in house laboratory ensure shade and color fastness to maintain the quality standards.

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OBJECTIVES

The following are the objectives of the present study on quality of work life.

To study the quality of work life in Centwin Textiles Tirupur. To study the role of supervisors in quality of work life in Centwin textiles, Tirupur. To study the opinion of employees adequacy and fairness of compensation, job security, job related stress, grievance handling, working conditions, interest of the management in the welfare of employees, rewards for excellence , etc. To study the relationship, if any, between age and opinion about wage and salary, opinion about job related stress, opinion about grievance handling, opinion about relationship with supervisors, opinion about rewards etc., To study the relationship, if any, between income and opinion about wage and salary, sex and opinion about wage and salary.

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To offer suggestions to the management to improve quality of work life in Centwin Textiles, Tirupur.

RESEARCH METHODOLOGY

1. AIM OF THE STUDY

The aim of the study is to study the quality of work life and role of supervisors in quality of work life in Centwin Textiles in Tirupur.

2. CHOICE OF THE COMPANY

Centwin Textiles is a private limited company in India is a well known company in Tirupur.

3. DATA COLLECTION

In this survey in order to meet the objectives of the study, the data was collected with the help of primary and secondary sources only.

Primary Data

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The first hand information which is being collected by the researcher is called primary data. In this study primary data was collected through opinion survey among workers using structured questionnaire.

Interview was also done whenever found necessary to explore the details or to clarify the responses given by the respondents. The survey was conducted at Centwin, Tirupur.

Secondary data

Secondary data is based on second hand information once the primary data has been put to use, the original character disappear and the data becomes secondary. In this study facts, were collected from the company records, reports and internet.

4. TOOLS OF DATA COLLECTION

The tools employed for collecting data about quality of work is a well structured questionnaire for respondents. The questionnaire has different question to bring about the various aspects regarding quality of work life in the organization.

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5. SAMPLING METHOD

Random sampling is adopted for selecting the sample.

6. DATA ANALYSIS

Finally the data gathered must be assembled and interpreted. Interpretation involves the conversion of data into information.

The collected data are arranged into tables, graphs for easy understanding.

The data collected through the interview are analysed at first using percentage method.

7. STATISTICAL TOOL

Chi-square test is used to analyse the data.

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LIMITATIONS

The following are some of the limitations of this study

sample

Due to paucity of time only 60 workers were included in the

The study is based on the opinion expressed by the employees. So it may be biased.

The study is conducted only in Centwin Textiles. The findings may not be applicable to other companies.

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ANALYSIS AND INTERPRETATIONS

TABLE 1

AGE OF THE RESPONDENTS

Sl. No 1. 2. 3. 4.

Age (in years) 20 25 26 30 31 35 36 40 Total

Number of Respondents 20 20 6 14 60

Percentage of responden ts 33 33 10 24 100

Inference

From the above table, it is found that 33% of the respondents belong to the age group of 20 25 years, 33% of the respondents belong to the age group of

26-30 years, 10% of the respondents belong to the age group of 31-35 years and 24% of the respondents belong to the age group of 36 40 years. 33

TABLE 2

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

Sl. No 1. 2.

Educational Qualification Below 8th Above 8th Total

Number of Respondents 25 36 60

Percentage of responden ts 40 60 100

Inference

Educational qualification of 40% of the respondents are below 8th standard and 60% of the respondents are above 8th standard.

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TABLE 3

WORK EXPERIENCE OF THE RESPONDENTS

Sl. No 1. 2. 3. 4.

Experience (in years) Below 2 35 68 Above 9 Total

Number of Respondents 20 20 14 6 60

Percentage of responden ts 33 33 24 10 100

Inference

33% of the respondents are having below 2 years of experience. 33% of the respondents are having 3 5 years of experience. 24% of the respondents are having 6-8 years of experience and 10% of the respondents are having above 9 years of experience.

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TABLE -4

MARITAL STATUS OF THE RESPONDENTS

Sl. No 1. 2.

Marital Status Married Unmarried Total

Number of Respondents 36 24 60

Percentage of responden ts 60 40 100

Inference

60% of the respondents are married and 40% of the respondents are unmarried.

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TABLE - 5

MONTHLY INCOME OF THE RESPONDENTS

Sl. No 1. 2. 3. 4.

Monthly Income (in Rs.) Below 2000 2001-3000 3001-4000 4001& above Total

Number of Respondents 24 22 10 4 60

Percentage of responden ts 40 36 17 7 100

Inference

If can be Inferred from the above table that 40% of the respondents are earning less than Rs.2000 per month, 36% the respondents are earning between Rs. 2001-3000, 17% of the

respondents are earning between Rs. 3001-4000 and 7% of the respondents are earning above Rs. 4000 per month.

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TABLE -6

SEXWISE CLASSFICATION OF THE RESPONDENTS

Sl. No 1. 2.

Sex Male Female Total

Number of Respondents 32 28 60

Percentage of responden ts 53 47 100

Inference 53% of the respondents are Males and the remaining 47% of the respondents are females.

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TABLE -7 SHOWING RESPONDENTS OPINION ABOUT THE ADEQUACY AND FAIRNESS OF COMPENSATION

Sl. No 1. 2.

Response Yes No Total

Number of Respondents 32 28 60

Percentage of responden ts 53 47 100

Inference

53% of the respondents opine that they get adequate and fair compensation. 47% of the respondents opine that they do not get adequate and fair compensation.

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TABLE - 8

SHOWING RESPONDENTS OPINION ABOUT THE WAGE / SALARY

Sl. No

Opinion

Number of Respondents 8 50 2 60

Percentage of respond ents 14 83 3 100

1. 2. 3. 4. 5.

Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

Inference

83% of the respondents are satisfied with their wage / salary, 14% of the respondents are highly satisfied with the wage / salary and 3% of the Respondents are Dissatisfied with the wage / salary.

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TABLE 9

SHOWING RESPONDENTS OPINION ABOUT THE BONUS

Sl. No 1. 2.

Response Yes No Total

Number of Respondents 54 6 60

Percentage of responden ts 90 10 100

Inference

90% of respondents receive Bonus and 10% of respondents do not receive Bonus.

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TABLE 10

SHOWING RESPONDENTS OPINION ABOUT THE JOB SECURITY

Sl. No 1. 2.

Response Yes No Total

Number of Respondents 44 16 60

Percentage of responden ts 73 27 100

Inference

73% of the respondents opine that they have job security and 27% of the respondents opine that do not have job security.

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TABLE 11

SHOWING RESPONDENTS OPINION ABOUT THE JOB RELATED STRESS

Sl. No 1. 2.

Response Yes No Total

Number of Respondents 20 40 60

Percentage of responden ts 33 67 100

Inference

67% of the respondents opine that do not have job related stress and 33% of the respondents opine that they have job related stress.

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TABLE-12

SHOWING RESPONDENTS OPINION ABOUT THE ACCEPTANCE OF SUGGESTIONS BY MANAGEMENT FOR CONSIDERATION

Sl. No 1. 2.

Response Yes No Total

Number of Respondents 52 8 60

Percentage of responden ts 87 13 100

Inference

87% of the respondents opine that the management accepts their suggestions for consideration. 13% of the respondents opine that their management does not accept their suggestions for consideration.

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TABLE-13

SHOWING RESPONDENTS OPINION ABOUT THE GRIEVANCE HANDLING

Sl. No 1. 2. 3. 4. 5.

Opinion Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

Number of Respondents 8 50 2 60

Percentage of respondents 14 83 3 100

Inference

83% of the respondents are satisfied with the grievance handling in their company. 14% of the respondents are highly satisfied with the grievance handling and 3% of the respondents are dissatisfied with the grievance handling.

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Figure No.1

Respondents opinion about the Grievance handling


90 80 70

% of respondents

60 50 40 30 20 10 0 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

Opinion

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TABLE 14

SHOWING RESPONDENTS OPINION ABOUT THE WORKING CONDITIONS

Sl. No 1. 2. 3. 4. 5.

Opinion Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

Number of Respondents 12 28 12 8 60

Percentage of respondents 20 47 20 13 100

Inference 47% of the respondents are satisfied with the working conditions, 20% of the respondents are highly satisfied with the working conditions. 20% of the respondents are dissatisfied with the working conditions and 13% of the respondents are highly dissatisfied with the working conditions.

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Figure No.2

Respondents opinion about the Working conditions


50 45 40 35 30 25 20 15 10 5 0 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

% of respondents

Opinion

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TABLE 15

SHOWING RESPONDENTS OPINION ABOUT THE INTEREST OF THE MANAGEMENT IN THE WELFARE OF EMPLOYEES

Sl. No 1. 2.

Response Yes No Total

Number of Respondents 44 16 60

Percentage of respondents 73 27 100

Inference

73% of the respondents opine that the management is interested in the welfare of employees. 27% of the respondents opine that management is not interested in welfare of employees.

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TABLE 16

SHOWING RESPONDENTS OPINION ABOUT THE REWARDS FOR EXCELLENCE

Sl. No 1. 2.

Response Yes No Total

Number of Respondents 44 16 60

Percentage of responden ts 73 27 100

Inference

73% of the respondents opine that management rewards excellence. 27% of the respondents opine that management does not rewards excellence.

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TABLE 17

SHOWING RESPONDENTS OPINION ABOUT THEIR RELATIONSHIP WITH SUPERVISORS

Sl. No 1. 2. 3. 4. 5.

Opinion Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

Number of Respondents 10 38 12 60

Percentage of respondents 14 63 23 100

Inference

63% of the respondents are satisfied about their relationship with supervisors, 14% of the respondents are highly satisfied about their relationship with supervisors.

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Figure No.3

Respondents opinion about relationship with supervisors


70

60

50

% of respondents

40

30

20

10

0 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

Opinion

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TABLE 18

SHOWING RESPONDENTS OPINION ABOUT THEIR RELATIONSHIP WITH CO-WORKERS

Sl. No 1. 2. 3. 4. 5.

Opinion Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

Number of Respondents 4 50 9 60

Percentage of respondents 7 83 10 100

Inference

83% of the respondents are satisfied about the relationship with co-workers, 7% of the respondents are highly satisfied about the relationship with co-workers.

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TABLE 19

SHOWING RESPONDENTS OPINION ABOUT THE EMPLOYEES LIKING FOR THEIR JOB

Sl. No 1. 2.

Response Yes No Total

Number of Respondents 52 8 60

Percentage of respondents 87 13 100

Inference

87% of the respondents like their job. 13% of the respondents do not like their job.

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TABLE 20

ROLE OF SUPERVISOR IN QUALITY OF WORK LIFE

Sl. No 1. 2. 3. 4. 5 6 7

Respondents Particulars To a great extent 24 20 18 14 18 24 24 To some extent 30 24 34 32 32 20 32 To no extent 6 16 8 14 10 16 4

Opinion about the help provided by the supervisors Opinion about whether the workers are treated equally Opinion about competency of the supervisors Opinion about the freedom give to be employees Opinion about the supervisors help in completing their work Opinion about individualized attention received Opinion about the help provided by supervisors in solving problems Opinion about the contribution of the supervisors to the growths development of the employees.

18

38

55

Inference

30% of the respondents feel that to some extent their supervisors provide them help. 24% of the respondents feel that to some extent workers are treated equally. 34% of the respondents feel that their supervisors have competency to some extent. 32% of the

respondents feel that to some extent they are given freedom. 32% of the respondents feel that to some extent supervisors help them completing their work. 24% of the respondents feel that they receive individualized attention to a great extent. 32% of the respondents feel that to some extent their supervisors help them in solving problems. 38% of the respondents feel that to some extent supervisors contribute to the growth and development of employees.

56

TABLE 21

RELATIONSHIP BETWEEN AGE AND OPINION ABOUT WAGE / SALARY Highly satisfi ed Highly Dissatisfi ed -

Age group 20 25 26 30 31 35 36 40 Total

Satisfi ed 20 16 6 6 48

Neutra l 8 4 12

Dissatisfi ed -

Total 28 20 6 6 60

Expected frequency =

Row total x Column total -----------------------------------------Grand total

X2

(Oij Eij)2 = --------------------Eij = Observed frequency = Expected frequency

Where,

O E

57

Observed frequen cy 0 20 8 0 0 0 16 4 0 0 0 6 0 0 0 0 6 0 0 0 6 10 24 20

Expected frequency 0 22.4 5.6 0 0 0 16 4 0 0 0 4.8 1.2 0 0 0 4.8 1.2 0 0 7.2 8.8 21.6

O-E

(O-E)2

(O-E)2 / E

22.4

-2.4

5.76

0.257

2.4

5.76

0.267

1.2

1.44

0.164

-1.2

1.44

0.2

(Oij Eij)2 X2 = -------------------Eij

0.888

58

Calculated value x2 V = 0.888 = (n-1) =41 =3 x2 0.05 = 7.81

Table value = 7.81 Inference The calculated value is less than the table value. The null hypothesis is accepted. Therefore there is no relationship between age and opinion about wage / salary.

59

TABLE 22 RELATIONSHIP BETWEEN INCOME AND OPINION ABOUT WAGE / SALARY Incom e group Below 2000 2001 3000 3001 4000 4001 above Total Highly satisfi ed Highly Dissatisfi ed -

Satisfi ed 20 16 6 4 46

Neutra l 6 6 12

Dissatisfi ed 2 2

Total 26 24 6 4 60

Calculated value x2 V = 1.34295 = (n-1) =51 =4 x2 0.05 = 9.488

Table value = 9.488 Inference The calculated value is less than the table value. The null hypothesis is accepted. Therefore there is no relationship between income and opinion about wage / salary.

60

TABLE 23

RELATIONSHIP BETWEEN SEX AND OPINION ABOUT WAGE / SALARY Sex Highly satisfied Satisfied Neutral Highly dissatisfied Dissatisfied Total Calculated value x2 V = 3.1827 = (n-1) =31 =2 x2 0.05 = 5.991 Male 10 24 2 36 Female 4 12 6 2 24 Total 14 36 8 2 60

Table value = 5.991 Inference The calculated value is less than the table value. The null hypothesis is accepted. Therefore there is no relationship between sex and opinion about wage/ salary. 61

TABLE 24 RELATIONSHIP BETWEEN AGE AND OPINION ABOUT JOB RELATED STRESS Age group 20 25 26 30 31 35 36 40 Total Calculated value is V Yes 8 2 2 2 14 = 6.55877 = (n-1) =51 =4 X2 0.05 Table value Inference The calculated value is less than the table value. The null hypothesis is accepted. Therefore there is no relationship between age and opinion about job related stress. = 9.488 = 9.488 No 10 20 8 8 46 Total 18 22 10 10 60

62

TABLE 25 RELATIONSHIP BETWEEN AGE AND OPINION ABOUT GRIEVANCES HANDLING Highly satisfi ed 2 2 4 Highly dissatisfi ed -

Age group 20 25 26 30 31 35 36 40 Total

Satisfi ed 16 20 10 8 54

Neutra l 2 2 = 0.3297

Dissatisfi ed -

Total 18 22 10 10 60

Calculated value is V

= (n-1) =51 =4

X 0.05
2

= 9.488 = 9.488

Table value Inference

The calculated value is less than the table value. The null hypothesis is accepted. Therefore there is no relationship between age and opinion about grievances handling.

63

TABLE 26 RELATIONSHIP BETWEEN AGE AND OPINION ABOUT RELATIONSHIP WITH SUPERVISORS Highly satisfi ed 4 4 2 10 Highly dissatisfi ed -

Age group 20 25 26 30 31 35 36 40 Total

Satisfi ed 10 20 4 4 38

Neutra l 4 6 2 12

Dissatisfi ed -

Total 18 26 8 8 60

Calculated value is V

= 0.8271 = (n-1) =51 =4

X2 0.05 Table value Inference

= 9.488 = 9.488

The calculated value is less than the table values. The null hypothesis is accepted. Therefore there is no relationship between age and opinion about relationship with your supervisors.

64

TABLE 27 OPINION ABOUT REWARD FOR EXCELLENCE Age group 20 25 26 30 31 35 36 40 Total Yes 4 4 No 14 20 20 2 56 Total 18 20 20 2 60

Calculated value is V

= 0.1685 = (n-1) =31 =2

X2 0.05 Table value Inference

= 5.991 = 5.991

The calculated value is less than the table values. The null hypothesis is accepted. Therefore there is no relationship between age and opinion about reward for excellence.

65

FINDINGS

Quality of Work Life is the degree to which members of an organization are able to satisfy their personal needs through their experiences in the organization. In the present study an attempt is made to study Quality of Work Life in Centwin Textiles and role of supervisors in the Quality of Work Life. Information about Quality of Work Life is collected through a questionnaire. Data about the role of supervisors in Quality of Work Life are collected through a questionnaire. The sample size was 60.The collected data are arranged in tables and statistical tools are applied to interpret the data.

Thirty three percent of the respondents belong to the age group below 20-25 years. Sixty percent of the respondents are above 8th standard. Thirty three percent of the respondents are having 3-5 years of experience.

Sixty percent of the respondents are Married. Fourty percent of the respondents are earning a monthly income below 2000 rupees. Fifty three percent of the respondents are Males.

66

Fifty three percent of the respondents opine that their wage is adequate and fair. Eighty three percent of the respondents are satisfied with their wage / salary. Ninety percent of the respondents receive bonus. Seventy three percent of the respondents opine that they have job security. Sixty seven percent of the respondents opine that do not have job related stress.

Eighty seven percent of the respondents opine that management accepts their suggestion for consideration. Eighty three percent of the respondents are satisfied with the grievance handling in their company. Fourty seven percent of the respondents are satisfied with the working conditions. Seventy three percent of the respondents opine that management is interested in welfare of employees.

seventy

three

percent

of

the

respondents

opine

that

management rewards for excellence. Sixty three percent of the respondents are satisfied with the relationship with superiors. Eighty three percent of the respondents are satisfied with the relationship with co-workers.

67

Eighty seven percent of the respondents opine that the employees like their jobs.

By applying chi-square test it is conclude that there is no relationship between age and opinion about wage/salary. There is no relationship between income and opinion about

wage/salary. There is no relationship between sex and opinion about wage/salary. There is no relationship between opinion about job related stress. age and

There is no relationship between age and opinion about grievance Handling. There is no relationship between age and opinion about relationship with supervisors. There is no

relationship between age and opinion about reward excellence.

Thirty percent of the respondents feel that to some extent their supervisors provide them help. Twenty four percent of the respondents feel that to some extent workers are treated equally. Thirty four percent of the respondents feel that their supervisors have competency to some extent. Thirty two percent of the respondents feel that to some extent they are given freedom.

68

Thirty two percent of the respondents feel that to some extent supervisors help them completing their work. Twenty four percent of the respondents feel that they receive individualized attention to a great

Extent. Thirty two percent of the respondents feel that to some extent their supervisors help them in solving problems. Thirty eight percent of the respondents feel that to some extent supervisors contribute to the growth and development of employees.

69

SUGGESTIONS

Quality of work life denotes all the organizational inputs which aim at the employees satisfaction and enhancing organizational

effectiveness. The management in every organization should sincerely invite employees to suggest way to improve their operation and quality of work life. The following are the suggestions offered to the management of Centwin Textiles to improve the quality of work life.

The supervisor is one key to the quality of work life. The two major roles of supervisors which are critical to high quality of work life are

a) Consideration

This relates to the supervisors activities in providing a satisfactory work environment to the way he treats his employees on a day-to-day basis, his personal relations with them, his approach to the disciplinary process. For workers with high related needs, who are assigned to routine jobs, the activities of the supervisor may facilitate or hinder the development of a friendly cohesive work group.

Other factors are,

70

Creating a feeling of approval

The personal, man-toman relationships between a supervisor and his subordinates is very important.

Developing personal relation

A feeling of approval is more likely to result if the boss shows personal interest in his subordinates.

Providing fair treatment

Since subordinates are directly dependent on their bosses, they are understandably anxious to receive fair treatment in the distribution of rewards and punishments.

b) Facilitation

The job will be frustrating and dissatisfying and productivity will almost certainly be low. Generally includes those things which the supervisor can do to make it easier for the worker to do the job.

71

Establishing performance standard

Performance standards may be qualitative or quantitative

Work redesign

It can be an effective tool for improving both the quality of work experience of employees and their on-thejob-productivity.

Participative management

Participation

has been widely recommended as means of

improving the quality of work life and increasing the productivity.

72

CONCLUSION
Quality of work life is the degree to which members of an organization are able to satisfied their personal needs through their experience in the organization. In the present studies an attempt is made through study quality of work life in Centwin Textiles and role of supervisors in the quality of work life.

Eighty three percent of the respondents are satisfied with their wage / salary. Ninety percent of the respondents receive bonus. Seventy three percent of the respondents opine that they have job security. Eightythree percent of the respondents are satisfied with the grievance handling in the company.

Fourty seven percent of the respondents are satisfied with their working conditions. Seventy three percent of the respondents opine that management is interested in welfare of employees. Eighty seven percent of the respondents opinion that the employees like their job.

By applying chi- square test, there is no relationship between age and opinion about wage/salary. There is no relationship between income and opinion about wage/salary. There is no Relationship between sex

73

and opinion about wage/ salary. There is no relationship between age and opinion about job related stress.

There is no Relationship between age and opinion about Grievance handling. There is no Relationship between age and opinion about relationship with supervisors. There is no Relationship between age and opinion about Reward or Excellence.

Thirty percent of the respondents feel that to some extent their supervisors provide them help. Twenty four percent of the respondents feel that to some extent workers are treated equally. Thirty four percent of the respondents feel that their supervisors have competency to some extent. Thirty two percent of the respondents feel that to some extent they are given freedom.

Thirty two percent of the respondents feel that to some extent supervisors help them completing their work. Twenty four percent of the respondents feel that they receive individualized attention to great

extent. Thirty two percent of the respondents feel that to some extent their supervisors help them in solving problems. Thirty eight percent of the respondents feel that to some extent supervisors contribute to the growth and development of employees.

74

BIBLIOGRAPHY
1. Pattanayak, Biswajeet , Human Resource Management, Prentice Hall of India Pvt. Ltd., New Delhi, 2001 2. Gupta. C.B, Human Resource Management, Sultan Chand and Sons, New Delhi 3. Luthans Fred, Organisational Behaviour, McGraw Hill International Editions, Singapore, 1992. 4. John W. Newstrom / Keith Davis, Organisational Behaviour at Work, Tata Mc Graw Hill Publishing Company Ltd., New Delhi. 5. Kothari. C.R, Research Methodology Methods & Techniques, Wishwa Prakashan, New Delhi, 2002.

Websites 1. www.hhs.gov 2. www.mc.vanderbilt.edu 3. www.arbetslivsinstitute.se

QUALITY OF WORK LIFE SCORE


Question No. 1. 3. 4. 5. 6. 9. 10. 13. Yes (+2) 32 x 2 = 64 52 x 2 = 108 44 x 2 = 88 20 x -2 = -40 52 x 2 = 104 44 x 2 = 88 44 x 2 = 88 52 x 2 = 104 604 Question number 2 7 8 11 12 Highly satisfied (+2) 8 x 2 = 16 8 x 2 = 16 12 x 2 = 24 10 x 2 = 20 4x2=8 84 Positive value Negative value Satisfied (+1) 50 x 1 = 50 50 x 1 = 50 28 x 1 = 28 38 x 1 = 38 50 x 1 = 50 216 Neutral (0) 12 x 0 = 0 9x0=0 0 No (-2) 28 x2 = -56 6 x 2 = -12 16 x 2 = -32 40 x 2 = 80 8 x 2 = -16 16 x 2 = -32 16 x 2 = -32 8 x 2 = -16 -116 Dissatisfi ed (-1) 2 x 1 = -2 2 x 1 = -2 12x 1 = -12 -14 Highly dissatisfi ed (-2) 8 x 2= -16 -16

= 60 4 + 84+216 = 904 = -116 - 14 - 16 = -146

Quality of work life score

= 758

CONTENTS

Sl.No. 1 2 3 4 5 6 INTRODUCTION COMPANY PROFILE

Title

Page No. 1 15 27 28 31 32

OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY LIMITATIONS OF THE STUDY ANALYSIS AND INTERPRETATIONS Percentage Analysis Application of chi-square test

7 8 9

FINDINGS SUGGESTIONS CONCLUSION BIBLIOGRAPHY APPENDIX

65 69 72

LIST OF TABLE
Sl.No. Title Page No. 1 2 3 4 5 6 7 Age of the respondents Educational qualification of the respondents Work experience of the respondents Marital status of the respondents Monthly income of the respondents Sexwise classification of the respondents Respondents opinion about the adequacy and 32 33 34 35 36 37 38

fairness of compensation 8 9 10 11 12 Respondents opinion about the wage / salary Respondents opinion about the bonus Respondents opinion about the job security Respondents opinion about the job related stress Respondents opinion about the acceptance of 39 40 41 42 43

suggestions by management for consideration 13 14 15 Respondents opinion about the grievance handling Respondents opinion about the working conditions Respondents opinion about the interest of the management in the welfare of employees 16 Respondents excellence opinion about the rewards for 49 44 46 48

Sl.No.

Title

Page No.

17

Respondents opinion about their relationship with supervisor

50

18

Respondents opinion about their relationship with coworkers

52

19

Respondents opinion about the employees liking for their job

53

20

Role of supervisors in quality of work life CHI-SQUARE TEST

54

21

Relationship wage/salary

between

age

and

opinion

about

56

22

Relationship between income and opinion about wage /salary

59

23

Relationship between sex and opinion about wage / salary

60

24

Relationship between age and opinion about job related stress

61

25

Relationship

between

age

and

opinion

about

62

grievance handling 26 27 Relationship between supervisors and age group Relationship between age and opinion about reward for excellence 63 64

LIST OF CHARTS

Sl.No.

Title

Page No. 45 47 with 51

1 2 3

Respondents opinion about Grievance handling Respondents opinion about Working conditions Respondents superiors opinion about relationship

ACKNOWLEDGEMENT

If the words are considered as symbols of approval and taken for acknowledgement then let the words play the heralding role of expressing my gratitude to all those who have helped me directly or indirectly during this project.

My grateful thanks to Dr.R.INDRALEKHA, M.A., M.Phil., M.Ed., special Officer of Maharaja College for Women, Perundurai for giving me the opportunity to undergo this project work.

humbly

express

my

sincere

thanks

to

our

Principal

Mrs.PANKHAJAVIJAYAN, M.Sc., M.Phil., for allowing me to do this project work.

I owe my indebtedness and personal gratitude to my Guide Mr.P.PARAMANANDAM, M.A.(Psy), M.A.(Eng.), M.A.(Soc.),

M.B.A., M.Sc., M.Ed., B.L.I.S., PGDHRM, PGDMM, Head of the Department studies, for having guided me throughout this project work and extended his valuable advice whenever needed which has been of immense help in this endeavour.

I am extremely grateful to Mr.THINAKARAN, M.B.A., Manager (HRD), Centwin Textiles, Tirupur for having given me permission to undertake this project and for providing me guidance and supervision for carrying out this project.

I thank CALLME COMPUTERS, Erode for their great support in completing my project work successfully.

Last but not least , with my deep sense of gratitude I shower my heartiest thanks to my PARENTS, FRIENDS and WELL-WISHERS those who added meaning and gave life to the project.

DECLARATION

I, SANTHIYA LAKSHMI. D, a bonafide student of Department of Management Studies, Maharaja College for Women, Perundurai would like to declare that the project entitled A STUDY ON QUALITY OF WORK LIFE IN CENTWIN TEXTILES, TIRUPUR in partial fulfillment of MASTER OF BUSINESS ADMINISTRATION (MBA) Degree Course of the Bharathiar University, Coimbatore is the original work done by me.

Date :

Signature of the Candidate

(D.SANTHIYA LAKSHMI)

APPENDIX QUESTIONNAIRE
PERSONAL DATA : Name Age Sex Marital status : : Male/ Female : Married/ unmarried. : Literate / Illiterate. b)Above 8th :

Education Qualification

a) Below 8th Place Work Experience Monthly Income : : : :

Number of dependents

INFORMATION RELATED TO STUDY: 1. Does your company offer your fair and adequate compensation? Yes/ No 2. What is your opinion about the wage/ salary offered by your company? 1. Highly Satisfied. 3. Neutral. 4. Dissatisfied. 5. Highly Dissatisfied. 2. Satisfied.

3. Do you get bonus? Yes / No 4. Does your company provide you job security? Yes/ No 5. Do you experience job-related stress? Yes/ No 6. Does your company take into consideration the suggestions offered by the employees? Yes/ No 7. What is your opinion about grievance handling in your company? 1. Highly satisfied 4. Dissatisfied 2. Satisfied 5. Highly dissatisfied 3. Neutral

8. What is your opinion about the working conditions in your company? 1. Highly satisfied 4. Dissatisfied 2. Satisfied 5. Highly dissatisfied 3. Neutral

9. Does your company show interest in the warfare of the workers? Yes/ No 10. Does your company reward for excellence? Yes/ No

11.

What is your opinion about your relationship with your

supervisor? 1. Highly satisfied 2. Satisfied 3. Neutral

4. Dissatisfied 12.

5. Highly dissatisfied

What is your opinion about your relationship with other co-

workers? 1. Highly satisfied 4. Dissatisfied 13. 2. Satisfied 5. Highly dissatisfied 3. Neutral

Do you like your job? Yes/ No ROLE OF SUPERVISOR IN QUALITY OF WORK LIFE

1. In general is your supervisor helpful? a) To a great Extent b) To some extent c) To no extent.

2. Does your supervisor that all the workers equally? a) a) To a great Extent extent. 3. Is your supervisor a competent person ? a) To a great Extent extent. 4. Does your supervisor give you freedom in your work? b) To some extent c) To no b) To some extent c) To no

a) To a great Extent

b) To some extent

c) To no extent.

5. Does your help you in company your work? a) To a great Extent b) To some extent c) To no extent.

6. Does your supervisor show individuate attention on you? a) To a great Extent extent. 7. Does your supervisor help you in solving your problem? a) To a great Extent extent. 8. Does your supervisor contribute to growth and development? a) To a great Extent b) To some extent c) To no extent. b) To some extent c) To no b) To some extent c) To no

A STUDY ON QUALITY OF WORK LIFE IN CENTWIN TEXTILES, TIRUPUR.


PROJECT REPORT

Submitted by

Santhiya Lakshmi. D
Reg.No.0235F0435

Under the guidance of

Mr. P.PARAMANANDAM,

M.B.A., M.A. (Psy)., M.A. (Soc)., M.A.(Eng)., M.Sc., M.Ed., M.Phil., B.L.I.S., PGDHRM., PGDMM.,

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

MASTER OF BUSINESS ADMINISTRATION


of Bharathiar University, Coimbatore

2002 2004 Department of Management Studies

MAHARAJA COLLEGE FOR WOMEN


Perundurai 638 052

MAHARAJA COLLEGE FOR WOMEN


Perundurai 638 052

Certificate
This is to certify that the summer placement project report entitled

A STUDY ON QUALITY OF WORK LIFE IN CENTWIN TEXTILES, TIRUPUR


Is a bonafide record of work done by

Santhiya Lakshmi. D
Reg.No.0235F0435 and submitted in partial fulfillment of the requirement for the degree of

MASTER OF BUSINESS ADMINISTRATION


of Bharathiar University, Coimbatore

Head of the Department

Faculty Guide

Principal Viva Voce examination held on ______________

Internal Examiner

External Examiner