qwl(tvs) ppt

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QUALITY OF WORK LIFE

By :- .

AtLUCAS-TVS


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CONTENTS

INTRODUCTION

COMPANY PROFILE

OBJECTIVE OF THE STUDY

SCOPE OF THE STUDY

LIMITATION OF THE STUDY

RESEARCH METHODOLOGY

DATA COLLECTION METHOD

TOOLS USED FOR ANALYSIS

SUGGESSTIONS

CONCLUSION


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INTRODUCTION

Qualit !" W!#$ Li"%

Quality of work life (QWL) is viewed as an alternative to the control approach of

managing people. The QWL approach considers people as an 'asset' to the

organization rather than as 'costs'. t !elieves that people perform !etter when they

are allowed to participate in managing their work and make decisions.

Quality of Working Life is a term that had !een used to descri!e the !roader "o!#

related e$perience an individual has. This approach motivates people !y satisfying

not only their economic needs !ut also their social and psychological ones. To

satisfy the new generation workforce% organizations need to concentrate on "o!

designs and organization of work. &urther% today's workforce is realizing the

importance of relationships and is trying to strike a !alance !etween career and

personal lives.


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OBJECTIVE OF THE STUDY

/rganizations are en"oying the fruits of implementing QWL programs in the

form of increased productivity% and an efficient% satisfied% and committed

workforce which aims to achieve organizational o!"ectives. The future work

world will also have more women entrepreneurs and they will encourage and

adopt QWL programs. Quality of Working Life is a term that had !een used to

descri!e the !roader "o!#related e$perience an individual has.

PRIMARY OBJECTIVES

To know the overall +uality of work life in the organization and its impact on

employees work culture.

SECONDARY OBJECTIVES

To measure the level of satisfaction of employees towards the +uality of work

life.

To suggest suita!le measures to improve the +uality of work life.

To identify the ma"or areas of dissatisfaction if any% and provide valua!le

suggestions improving the employees satisfaction in those areas.

To analyze the findings and suggestion for the study.


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SCOPE OF THE STUDY

Quality of work life is a multi dimensional aspect. The workers e$pect the

following needs to !e fulfilled.

-ompensation the reward for the work should !e fair and reasona!le.

The organization should take care of health and safety of the employees.

:o! security should !e given to the employees.

:o! specification should match the individuals.

3n organization responds to employee needs for developing mechanisms to

allow them to share fully in making the decisions that design their lives at

work.


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LIMITATION OF THE STUDY

Time was the ma"or constraint for the pro"ect.

The study is restricted to ;6 dept.% and can


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RESEARCH METHODOLOGY

6esearch methodology is a way to systematically solve the research pro!lem.

t may !e understood as a science of studying how research is done

scientifically.

The type of research method used in the pro"ect is D%'i.ti*% #%'%a#&/%

!ecause it helps to descri!e a particular situation prevailing within a

company. -areful design of the descriptive studies was necessary to ensure

the complete interpretation of the situation and to ensure minimum !ias inthe collection of data.


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RESULT AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATION

SATISFACTION OF SALARY PACKAGE

,.

0o

Level of satisfaction 0o. of

6espondents

=ercentage

highly satisfied 7 C.D

5 satisfied 5 E*

neutral * 55

7 dissatisfied F

E highly dissatisfied F.

7F **

INFERENCE1t is seen from the ta!le that C.DG of employees are highly satisfied with the salary package and

E*G of employees are satisfied% 55G of employees are neutral% G of employees are dissatisfied%

and F.G of employees are highly dissatisfied with the salary package.


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SATISFACTION OF CURRENT JOB

INFERENCE1t is seen from the ta!le that G of employees are highly satisfied with current "o! and EG of employees are

satisfied% 5FG of employees are neutral% 7G of employees are dissatisfied% and *G of employees are highly

dissatisfied.

,. 0o Level of

satisfaction

0o. of

6espondents

percentage

highly satisfied E

5 satisfied 5D E

neutral 5 5F

7 dissatisfied 5 7

E highly

dissatisfied

* *

7F **


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CASUAL LEAVE

INFERENCE1t is seen from the ta!le that 7G of employees are highly satisfied with the casual leave and 7G of employees

are satisfied% FG of employees are neutral% EG of employees are dissatisfied% and 7G of employees are highly

dissatisfied with the casual leave

,.0o Level of satisfaction 0o.of

6espondents

percentage

,trongly agree 5 7

5 agree 7

moderate F F

7 disagree D E

E ,trongly disagree 5 7

7F **



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BONUS

INFERENCE1t is seen from the ta!le that G of employees are highly satisfied with the !onus and 7EG of employees are

satisfied% 57G of employees are neutral% 5*G of employees are dissatisfied% and *G of employees are highly

dissatisfied with the !onus.

,. 0o Level of

satisfaction

0o. of

6espondents

percentage

,trongly agree E 5 agree 5 7E

moderate 57

7 disagree 5*

E ,trongly

disagree

* *

7F **



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Ca(t%%( "a&iliti%'

INFERENCE1t is seen from the ta!le that 5*G of employees are highly satisfied with the canteen facility and 7.EG of

employees are satisfied% 5.EG of employees are neutral% DG of employees are dissatisfied% and *G of

employees are highly dissatisfied .

,.

0o

Level of

satisfaction

0o. of

6espondents

percentage

,trongly agree 5*

5 agree 5* 7.E moderate 7 5.E

7 disagree D

E ,trongly

disagree

* *

7F **



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FREEDOM TO DO THEIR OWN WORK

INFERENCE1t is seen from the ta!le that G of employees are highly satisfied% 7CG of employees are satisfied% DG of

employees are neutral% EG of employees are dissatisfied% and G of employees are highly dissatisfied with the

freedom of work.

,. 0o Level of

satisfaction

0o. of

6espondents

percentage

1ery true E

5 True 55 7C

,omewhat true C D

7 0ot too true D E

E 0ot at all true 7

7F **



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mproving more policies and some good entertainment and rela$ation programs

for employees.

mproving good relationship with employees and providing friendly

environment in the organization.

aking the employees to en"oy the work.

2sta!lish career development systems

;elp to satisfy the employees esteem needs.

?ift vouchers for the top performers in the department for giving an innovative

idea for solving pro!lems which is cost saving% time saving and is !eneficial to the

organization.

SUGGESSTIONS


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,ocial security scheme as well as welfare measures that are undertaken

!y the company are apprecia!le. These measures are not only for the

company !ut also for the employees through satisfaction levels a

company can ascertain whether an employee has shown hisIher !estperformance on given "o!.

Welfare measures of the employees should !e taken seriously !y the top

management to improve the satisfaction level !y providing various

!enefits and facilities to them.

CONCLUSION


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6esearch ethodology J -.6. Kothari

6esearch methodology J 8ma ,hekaran

,tatistics for anagement J 3rora

W%5'it% R%"%##%)1

www.lucas#tvs.comwww.citehr.eduwww.google.com

BIBLIOGRAPHY


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