Professional Documents
Culture Documents
1 INTRODUCTION
Work is an integral part of our everyday life, as it is our livelihood or career or business. On
an average we spend around twelve hours daily in the work place that is one third of our entire
life. It does influence the overall quality of our life. It should yield job satisfaction, give peace of
mind, a fulfillment of having done a task, as it is expected, without any flaw and having spent the
time fruitfully, constructively and purposefully. Even if it is a small step towards our lifetime
goal, at the end of the day it gives satisfaction and eagerness to look forward to the next day.
Quality of work life has different meanings to different people. Quality of work life is a
process by which an organization responds to employee needs for developing mechanisms to
allow them to share fully in making the decisions that design their lives at work.
The term refers to the favourableness or unfavourableness of a total job environment for
people. QWL is the degree to which members of organization are able to satisfy their personal
needs though their experience in the organization.
DEFINITION:
QWL can be defined as, “The quality of relationship between employees and the total
working environment’’
The work in American Institute 1980 has quality of work life in terms of employees’
perception as their physical and mental well being at work.
Quality of work life is the degree to which members of a work organization are able to satisfy
important personal needs through their experiences in the organization. The institute has defined
some areas that were most important work life issues during the 1980’s.
- J. Lloyd Suttle
WORK LIFE ISSUES:
Motivation
Career Prospects:
Job Satisfaction
Job Security
Welfare Measures
Participative management
Job enrichment
FEATURES:
The aim of QWL is to identify and implement alternative programs to improve the quality of
professional as well as personal life of an organization’s employees.
It envisages equal treatment of employees and their right to privacy and freedom in
speech.
It is characterized by serving the more basic needs of the workers as well as their higher
order needs.
FUNCTIONS:
The basic functions of quality of work life are as follows:
It seeks the employee the higher skills or work and to provide environment
that encourages them is improve their skills,
It leads to the favorable or unfavorable quality at family life and life
satisfaction,
It acts as best motivating factor for better working.
THE HUMAN RESOURCE DEPARTMENT’S ROLE:
Perhaps the most crucial role of the department is winning the support of key managers.
Management support – particularly top management support appears to be an almost universal
prerequisite for successful QWL programs.
The department also has both a direct and indirect influence on employee motivation and
satisfaction.
Satisfaction
Q
Direct
U
Orientation A
L
Training and I
T
Development
Y
Human Career Planning
Resource O
Departme Counselling F Supervisor Employee
nt Indirect W
Safety and O
R
Health policies K
Compensation practices L
I
Other policies and Practice
F
E
Motivation
As the above figure illustrates, the department makes direct contact with employees and
supervisors through orientation, training and development, career planning, and counselling
activities. At the same time, these activities may help a supervisor do a better job of motivating
employees.
Indian auto components industry touched an estimated production of US$10 billion in 2005-06, an
increase of 14.94% than the previous year. Exports touched US$1.8 billion in 2005-06, accounting
for 18% of the total production. Three countries namely Thailand, China and India are expected to
gain from the outsourcing trend. Based on product categories, the auto ancillary industry can be
divided into segments like Engine parts, Drive transmission and Steering parts, Suspension and Brake
parts, Electrical parts, Equipment and other parts.
Surge in automobile industries since the nineties has led to robust growth of the auto component
sector in the country. In tandem with the industry trends, the Indian component sector has shown
great advances in recent years in terms of growth, spread, absorption of new technologies and
flexibility. Indian auto component industry has seen major growth with the arrival of world vehicle
manufacturers from Japan, Korea, US and Europe, Today, India is emerging as one of the key auto
components canter in Asia and is expected to play a significant role in the global automotive supply
chain in the near future.
The auto parts industry has emerged as one of indian’s fastest growing manufacturing sectors and
globally competitive one. The Auto components industry in India is dominated by around 500
players, which contribute more than 85 percent of India’s production. The industry has very deep
forward and backward linkages with almost every other engineering manufacturing sector of the
economy. It supports industries like automobiles, machine tools, steel aluminum, rubber, plastics,
electrical, electronics, forgings and machining.
India has also emerged as an outsourcing hub for auto parts for international companies such as ford,
General motors, Daimler Chrysler, Fiat, Volkswagen and Toyota. India enjoys cost advantage with
regard to castings and forgings. The manufacturing costs in India are 25 to 30 percent lower than its
western counterparts. India’s competitive advantage does not come from cost alone, but from its full
service supply capability.
To encourage the smooth growth of the industry, the government of India has allowed automatic
approval for foreign equity investment up to 100 percent of manufacture of auto components. Further,
the engineering export promotion council under the aegis of ministry of commerce and industry,
Government of India, over the years has been engaged in promoting exports of engineering goods
including auto parts.
Besides the Automotive Components Manufacturers Association of India (ACMA) represents the
Indian auto component industry. The enhancement, collection and dissemination of information. 5
Indian companies in the automotive sector have received the coveted Deming prize. Many
international auto components major including Delphi, Visteon, Bosch and Meritor have set up
operations in India.
The domestic private players are Bharat forge Limited, Tata Auto component systems, Sundaram
Fasteners, Brakes India. The international private players are MICO, Visteon and Delphi.
The TVS Group is India’s leading supplier of automotive components and one of the countries most
respected business conglomerates.
Brakes India was incorporated in 1962 as a joint venture between TV Sundram Iyengar and sons Ltd and
Lucas Industries Plc.,UK,(currently TRW) to manufacture braking equipment for automotive and non-
automotive applications. The company’s manufacturing plants are located at Chennai, Sholinghur and
Polambakkam in Tamilnadu, Nanjangud in Karnataka and Gurgaon in Haryana. Brakes India caters to
over 60% of the domestic OEM market, besides exporting its products to over 35 countries worldwide. Its
Brake Divisions at Padi, Chennai, Sholingur, Polambakkam and Gurgaon are QS 9000 certified and the
Foundry Division is ISO 9002 certified. The company’s foundry division manufactures permanent mould
dye-castings, Grey Iron and SG castings using the disamatic process.
Sundaram polymers division manufactures engineering plastic compounds for various applications.
Sundaram Clayton.
Lucas TVS.
Brakes India.
TVS motor company.
Sundaram brake linings.
Sundaram clayton.s
Sundaram fasteners.
Delphi- TVS.
Brakes india.
TVS motor company.
TVS rubber.
TVS tyres.
Products Manufactured
TAFEZAWA (1963) -
His study covered all possible aspects of work related life including:
Work environment
Job enrichment
Employee’s participation in management
Wage benefits and welfare
Career outlook and development
The scope for improving skills and developing inherent potentialities has a significant role to
play in quality of work life. For a better quality of work life grievance redressed and feedback is
essential.
They discusses the HR Strategies employed by the Tata Group. In 2000, there was
considerable attrition in the junior and middle levels. Subsequently, the group launched an HR
revamp which evolved solution to these problems and implemented them, it adopted the policy
“attract good people, retain the better people and advance the best people.” The needs of the
employees were gathered through social survey (Research) and HR policy was framed in order
to satisfy the needs, thus opening up horizons for employees to grow within a group. To get
employees satisfied, Tata Group introduced Domestic Management Programme (DMP) which
helps families, particularly wives of employees, to manage change caused by their spouses’
increased corporate responsibilities. Based on the premise that happy employees lead to happy
customers, Special Thanks and Recognition System (STARS), a new HR initiative aimed at
‘awarding and recognizing achievement and exceptional performance instantaneously’, and “Joy
at the workplace”, which aims at team building and motivating employees, were initiated. TCS
takes online appraisals and employee satisfaction surveys with findings posted online which are
popular as shown by the rising employee satisfaction scores.
It focuses on the retention strategies adopted by various Indian BPO companies (especially
the call centers), and proposes innovative strategies that these companies can adopt as a solution
for this herculean problem. . The article concludes by suggesting retention strategies like moving
into value creation and value enhancement processes of clients, changing perception of
employees from life style to career, clarity in their expectations, giving employees a choice of
reward etc.
Quality of work life is, however, not only the concern of the individual and of psychological
researchers. This concern was demonstrated globally by the United Nations sponsored
International Labor Organization (ILO). At the core of the ILOs social agenda is the creation of
more and better job opportunities. As far back as 1944, the ILO adopted the Philadelphia
Declaration’s principles, which made improving the quality of work life a priority and
committed all its member nations to achieving this goal through public policies and programmes.
Among its aims were the following:
MOTIVATION:
Motivation refers to the way in which urges, drives, desires, aspirations, strivings or
needs direct, control or explain the behavior of human beings. Motivation is one among the
various factors affecting individual performance. Every superior in the organization must
motivate his subordinates for the right types of behavior. Motivation is a complex subject. It
involves the unique feelings, thoughts and past experiences of each of us as we share a variety of
relationships within and outside organizations. To expect a single motivational approach work in
every situation is probably unrealistic. In fact, even theorists and researches take different points
of view about motivation. Nevertheless, motivation can be defined as a person’s drive to take an
action because that person wants to do so. People act because they feel that they have to.
However, if they are motivated they make the positive choice to act for a purpose – because, for
example, it may satisfy some of their needs.
The economic interests of people drive them to work at a job and employee satisfaction
depends at least partially, on the compensation offered. Pay should be fixed on the basis of the
work done, responsibilities undertaken, individual skills, performance and accomplishments.
Reward is the key criteria to lure a prospective worker to accept the offer.
Rewards
Reinforcement
Job
itself
Smal
l groups
Performance Satisfaction
Orga
Employe
Motivation Self-image
Self-expectation
The economic interests of people drive them to work at a job and employee satisfaction depends at
least partially, on the compensation offered. Pay should be fixed on the basis of the work done,
responsibilities undertaken, individual skills, performance and accomplishments. Reward is the key
criteria to lure a prospective worker to accept the offer.
Since there is an intimate connection between the mind and the body, an average office
worker cannot give his best unless the working environment or physical condition is such as to
keep his mind and body healthy and vigorous. Physical discomfort causes physical strain and
fatigue which ultimately react on his mind. This is bound to reduce his capacity and will to work
Thus, one of the major considerations for a good office manager is to provide the right type of
working environment to the office staff.
CAREER PROSPECTS:
Most organizations think so, and consider it a part of their critical human resource strategy.
From the employees’ point of view career development initiatives gives them a clear focus
about their career track, the blind spots that they have to overcome and the final goal to be
reached It is a known fact that most professionals leave an organization due to lack of career
growth. An active career development initiative by a company is a key retention tool to keep
the best talent within its fold. It is one of the greatest motivators to keep an employee happy
and engaged.
JOB SATISFACTION:
QWL establishes a clear objective that high performance can be achieved with high job
satisfaction. Improved job satisfaction in the work place will reduce social problems. The
creative aspect of achieving satisfaction will reduce if not overcome boredom and monotony in
work, physical strain and mental stress. Jobs that are rich in positive behavioral elements – such
as autonomy, variety, task identity, task significance and feedback contribute to employee’s
satisfaction.
Likewise, orientation is important because the employee’s acceptance by the work
group contributes to satisfaction. In short, each element of the environmental system, can add to,
or detract from, job satisfaction
JOB SECURITY:
WELFARE MEASURES:
Organizations should realize that their true wealth lies in their employees and so providing
a healthy work environment for employees should be their primary objective. Since workers are
now better organized, educated and vociferous, they demand more from the employers all over
the world-apart from the pay-in the form of social security and welfare benefits as matter of right
which were once considered a part of the bargaining process.
Organizations should provide relaxation time for the employees and offer tips to balance
their personal and professional lives. They should not strain employees personal and social life
by forcing on them demanding working hours, overtime work, business travel, untimely
transfers etc.
PRIMARY OBJECTIVE:
To study on the quality of work life of employees and to implement alternative programs to
improve the quality of work life in TVS Lucas-Padi.
SECONDARY OBJECTIVE:
The study was conducted in short period of time. QWL denotes all the organizational
inputs, which aim at the employee’s satisfaction and enhancing organizational effectiveness.
Various aspects of quality of work life were studied. This gives more importance on advance
technology and high productivity surpassing the needs and mental states of its employees. This
created a negative impact on the working among the employees. Thus 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.
The study threw light on the application of theoretical knowledge into practical form.
This study reveals the opinion of the employees on various aspects of work life.
The outcome of this study will help TVS Lucas-Padi to identify the various dimensions
that influence the employees work.
This study provides considerate supervision, which tends to improve job satisfaction of
the employees.
The study was beneficial as it helps to analyse the future employees. Apart from these, the
company would be more benefited from the information gathered and analysed about its
employees and would help in formulating new strategies.
Respondents in equal importance from all departments or with respect to the number of
workers in each department cannot be taken due to non-availability, willingness and free-time of
the skilled workers.
There is a chance of personal bias which affects the original data.
The study was conducted within a limited time period.
The observations and conclusions are based on the responses of the employees who chose
the respond.
The views of those who declined to participate in the study are not represented.
The accuracy of the study depends on the correctness of the responses of the
respondents.
The attitude of the workers change from time to time. Hence, the result of the project may
not be applicable in long run.
4. RESEARCH METHODOLOGY
Methodology is one of the main aspects of every research. It gives note of research design,
data source, sample size, questionnaire design and statistical tools adopted.
In this study, the researcher attempts to analyze the various dimensions towards Quality of
Work Life. Hence descriptive cum diagnostic design was adopted.
Primary Data:
In this Study data is collected directly from the employees of TVS Lucas-Padi using the
questionnaire as an instrument and personal interview as the communication medium for
collecting it.
Secondary Data:
The secondary data were also collected from the existing sources of company such as internal
records, Management books, Magazines, Newspaper, Report prepared by research scholars,
Journals and HR Magazines.
A sample design is definite plan for obtaining a sample from a given population. It refers to
the technique or procedure the researcher, would adopt in selection of item for the sample.
The sampling technique adopted for the purpose of this study was probability sampling. The
researcher used stratified sampling.
Population:
A population is the set of all possible measurement on data corresponding to the entire
collection of units for which an inference is to be made. The population under consideration of
survey was the employees of TVS Lucas-Padi.
Sample Size:
The number of items selected from the population constitutes the sample size. A sample size
is taken as 100 employees.
Sampling Method:
Convenience sampling was used for conducting survey. A convenience survey sample is
obtained by selecting convenience population.
Questionnaire:
The researcher prepared the questionnaire that comprises of 25 questions in total. It is split
into 3 parts including general information.
The data collected were analyzed with the help of Statistical Tools such as
I Percentage Method
II Correlation:
a. Bivariate Correlation
b. Rank Correlation
III Weighted Average Method
IV Chi Square Test
V Analysis of Variance (ANOVA)
I PERCENTAGE METHOD:
Percentage refers “for every hundred”. It is used to make easy comparisons of fractions. In the
study, fractions of respondents choosing different answers are converted into percentages and
interpretations are made.
Formula:
II CORRELATION:
Correlation is the statistical analysis which measures and analyses the degree or the extent to
which two variables fluctuate with reference to each other. The correlation measures the
closeness of the relationship between the variables. Thus, the association of any two variates is
known as correlation. Correlation Coefficient denoted by “r”.
• If r = 1, then x and y are perfectly positively correlated. The possible values of x and y all
lie on a straight line with a positive slope in the (x, y) plane.
• If r = 0, then x and y are not correlated. They do not have an apparent linear relationship.
However, this does not mean that x and y are statistically independent.
• If r = -1, then x and y are perfectly negatively correlated. The possible values of x and y
all lie on a straight line with a negative slope in the (x, y) plane.
(a)Bivariate Correlation:
n (n2 -1)
n3-n
A method of computing a kind of arithmetic mean for a set of numbers in which some
elements of the set carry more importance (weight) than others.
X= ∑WX
Chi-square test is one of the simplest and most widely used non-parametric tests in statistical
work. The measure of Chi square (χ2) enables us to find out the degree of discrepancy between
observed frequencies and theoretical frequencies and thus to determine whether the discrepancy
so obtained is due to error of sample or due to chance.
The Analysis of Variance is a powerful tool for tests of significance. The test of significance
based on ‘t’- distribution is an adequate procedure only for testing the significance between two
sample means. In a situation when we have three or more samples to consider at a time an
alternative procedure is needed for testing the hypothesis that all samples are drawn from the
same population i.e., they have same mean. Thus the basic purpose of analysis of variance is to
test the homogeneity of several means.
DEFINITION:
ANOVA Table:
For testing equality of two means, t- test can be used. For testing among several means, F-
Test has been found to be more appropriate.
It may happen that the variations in other factors are also of important or controlling them
may become difficult. The study of variation of two factors at a time in a given situation is
known as Two Way Classification Table.