Project Report on Quality of Work Life

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A STUDY ON “QUALITY OF WORK LIFE” AT LUCAS- TVS,
PADI
TABLE OF CONTENT
CHAPTERS NO TOPIC PAGE NO
List of Tables
List of Charts
1 INTRODUCTION
1.1 Company Profile
1.2 Review of literature
1.3 Objective of the study
1.4 Scope of the study
1.5 Limitation of the study
2 RESEARCH METHODOLOGY
2.1 Research Design
2.2 Sampling Technique
2.3 Sample Size
2.4 Data Collection Method
2.5 Tools used for analysis
3 RESULT AND INTERPRETATION
3.1 Data analysis and Interpretation
3.2 Findings
3.3 Suggestions
3.4 Conclusion
BIBILIOGRAPHY
ANNEXURE
ABSTRACT
The research is on the basis of A STUDY ON “QUALITY OF WORK LIFE” AT LUCAS-TVS, PADI. Due to changes in technology and to meet various demands of the employees and to withstand the place in the Global market the company has to focus on employees satisfaction on major areas like job security, job satisfaction, medical facilities, canteen facilities, rewards, ESI, etc.,.

Surveys are an effective way of knowing about employees’ quality of work life in the organization. While exit interviews are generally used, they are a delayed way of knowing the quality of work life.

The study was based on the descriptive research design. The sampling design being used here is Simple Random Sampling. The sample size 46 has been used
Thus this report seeks to utilize primary research, through structured questionnaires and secondary method involves data collection through magazines and websites. The tools being used for analysis and interpretation are Chi-Square test and five point liker scales.

The Suggestion made by the employees where mostly implemented whenever they were applicable.
LIST OF TABLES
Table
no
PARTICULARS Page
no
3.1.1 Satisfaction of salary package
3.1.2 Satisfaction of current job
3.1.3 Satisfaction of casual leave with pay
3.1.4 Satisfaction with medical facilities
3.1.5 Satisfaction with bonus
3.1.6 Satisfaction with canteen facilities
3.1.7 Satisfaction of ESI & PF
3.1.8 Satisfaction with health & safety working
condition
3.1.9 Satisfaction of job security
3.1.10 Satisfaction of promotion policy
3.1.11 Satisfaction of quality of work life
3.1.12 Proper communication when changes occur
3.1.13 Cordial relationship among employees
3.1.14 Satisfaction of training methodology
3.1.15 Satisfaction of Performance appraisal
3.1.16 Satisfaction of grievance redressel
3.1.17 Reward recognition
3.1.18 Satisfaction of Career development
3.1.19 Freedom to do their own work
LIST OF CHARTS
Chart
no
PARTICULARS Page
no
3.1.1 Satisfaction of salary package
3.1.2 Satisfaction of current job
3.1.3 Satisfaction of casual leave with pay
3.1.4 Satisfaction with medical facilities
3.1.5 Satisfaction with bonus
3.1.6 Satisfaction with canteen facilities
3.1.7 Satisfaction of ESI & PF
3.1.8 Satisfaction with health & safety working
condition
3.1.9 Satisfaction of job security
3.1.10 Satisfaction of promotion policy
3.1.11 Satisfaction of quality of work life
3.1.12 Proper communication when changes occur
3.1.13 Cordial relationship among employees
3.1.14 Satisfaction of training methodology
3.1.15 Satisfaction of Performance appraisal
3.1.16 Satisfaction of grievance redressel
3.1.17 Reward recognition
3.1.18 Satisfaction of Career development
3.1.19 Freedom to do their own work
CHAPTER-1
INTRODUCTION
Quality of Work Life:
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'. It believes that people perform better when they are allowed to participate in managing their work and make decisions.

This approach motivates people by satisfying not only their economic needs but also their social and psychological ones. To satisfy the new generation workforce, organizations need to concentrate on job designs and organization of work. Further, today's workforce is realizing the importance of relationships...
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