INTRODUCTION

The project was undergone in ITC paper boards & speciality papers division for a
period of 45 days. Theoretical knowledge is insufficient to cope up with the modern
functioning of the companies. So in order to gain practical knowledge, the project was done
at ITC paperboards & speciality papers division on the topic “A STUDY ON QUALITY
OF WORKLIFE”.

Quality is generally defined as “conformance to requirements”. Quality is “as fitness

for purpose”. The concept of quality is not apply to all goods and services created by human
beings, but also for workplace where the employees were employed.

Quality in the workplace comes from understanding and then fully meeting, the
needs of all your internal and external customers, now and into the future and doing so with
continual improvement in efficiency and effectiveness.

QWL refers to the favourable or un- favourable of a total job environment of the
people. The basic purpose is to develop jobs and working conditions that are excellent for
people as well as for the economic health of the organization. QWL provides a more
humanized work environment. It attempts to serve the higher – order needs of workers as
well as their more basic needs. It seeks to employ the higher skills of workers and to provide
an environment that encourages improving their skills.

Q - Quest for excellence

U - Understanding

A - Action

L - Leadership

I - Involvement of the people

T - Team spirit

Y - Yardstick to measure progress

The above said are very essential things to improve the work life of employees in the
organization.
NEED AND IMPORTANCE OF THE STUDY:

Quality of work life covers various aspects under the general umbrella of supportive
organizational behaviour. Thus, the QWL should be broad in its scope. It must be evaluate
the attitude of the employees towards the personnel policies. The research will be helpful in
understanding the current position of the respective company. And provide some strategies
to extent the employee’s satisfaction with little modification which is based on the internal
facilities of the company.

This research can be further used to evaluate facilities provided by the management
towards the employees. This study also helps in manipulating the basic exception of the
employees.

OBJECTIVES OF THE STUDY:

 To study the quality of work life of (QWL) employees in ITC paperboards &
specialty papers division.
 To find out how quality of work life leads to high satisfaction.
 To know the existing working conditions, industrial health and safety help to
improve the quality of work life.
 To study the workers participation in ITC paperboards & speciality papers division.
 To examine how the training & development programmes helps to improve the
quality of work life.
 To know how the various welfare activities and other benefits helps to bring a better
quality of work life.

 To understand the relationship between QWL and employee satisfaction.

 To know the level of employee satisfaction

 To know the measure taken by the organization to improve the quality of work life of
the employee in the organization.

 To know whether QWL leads to improved productivity of the organization.

 To study whether quality of work life motivates the employees to learn further for
present and future roles.
SCOPE OF THE STUDY:

Quality of work life is a multi dimensional aspect. The workers expect the following
needs to be fulfilled by the organizations:

 Compensation: The reward for work should be above a minimum standard for life
and should also be equitable. There should be a just an equitable balance between the
effort and the reward.
 Health and Safety: The working environment should be free from all hazards
detrimental to the health and safety of the employees. The main elements of a good
physical environment for work should be reasonable hours of work, cleanliness,
pollution free atmosphere, risk free work etc.
 Job Security: The organization should offer security of employment. Employees
should not have to work under a constant concern for their future stability of work
and income.
 Job Design: The design of jobs should be such which is capable of meeting the
needs of the organization for production and the individual for satisfying and
interesting work. Quality of work life can be improved if the job allows sufficient
autonomy and control, provides timely feedback on performance and uses a wide
range of skills.
 Social Integration: The workers should be able to feel a sense of identity with the
organization and develop a feeling of self esteem. This includes the elimination of
discrimination and individualism, whilst encouraging teams and social groups to
form.
 Social Relevance of Work: Work should not only be a source of material and
psychological satisfaction, but also a means of social welfare. An organization that
has greater concern for social causes can improve the quality of work life.
 Scope for Better Career Opportunities: The management should provide facilities
to the employees for improving their skills both academic and otherwise. The
management should always think of utilizing human resources for expansion and
development of the organizations.
METHODOLOGY OF THE STUDY:
The objective of study was taken to ascertain the quality of work life of the
employees in specific work environment relationship. For this best suited method was
survey method.

Hence a questionnaire method is chosen which is free from bias of the interviewer
and large sample can be made use of and thus the result can be more dependable and
reliable.

SAMPLING PROCEDURE

Sampling is a method of selecting a few items from a particular group to be

obtaining relevant data which help in drawing conclusions regarding the entire group i.e.
population or universe.

SAMPLING SIZE

The sample size selected for the study was 100 employees of “CLASSIC MOULDS
AND DIES LIMITED”.

CONSTRUCTION OF THE TOOL:

To measure the effectiveness of QWL Questionnaire method is used.

The questionnaire consists of two sections.

Section 1: collect the personal details about respondents.

Section 2: consists of 20 questions which deal with QWL.

In this study, structured questionnaire means “a set of questions (statements) which

is administered to the respondents”, to assess their attributes opinion, information which is
needed for the project.

ANALYSIS AND INTERPRETATION:

The data collected is classified, analysed and calculated. The statistical tools are
applied for the analysis of the data. The tools used are Percentage analysis, weighted average
method and Chi-square test.
Percentage analysis:
Percentage refers is a special kind of ratio. Percentages are used in making
comparison between two or more series of data. They are used to describe relationship.
More over percentages can also to compare the relative terms of the distribution of two or
more series of data.
Formula:

No. of respondents
Percentage of respondents = * 100
Total no. Of respondents

Weighted Average Method:

Weighted Average Method was applied to find out the desirable policies & practices
that are adopted by the company by ranking certain criteria’s in some of the important
functional areas of H.R.

Formula:

(X1W1+X2W2+X3W3+......)
Weighted Average method=
N

Chi-square test:
Chi-square is a non-parametric technique, most commonly used for a research to test
analysis. The main objective of chi-square is to determine whether significant difference
exist among group of data.

Formula:

Chi-square test = ∑(Oi-Ei)2 / Ei

Oi = observed frequency
Ei = expected frequency
Degree of freedom = n-1
LIMITATIONS OF THE STUDY:

 Converting the qualitative data into quantitative data may often lead to inaccurate

results.

 The respondents may not have expressed them strong negative feelings about the

policies, which results in the error of central tendency.

 Few respondents were reluctant while answering the questions.

 INDUSTRY PROFILE

PAPER INDUSTRY IN INDIA

The Indian Paper Industry accounts for about 1.6% of the world production of
paper and paperboard. The estimated turnover of the industry is Rs 25,000 crore (USD 5.95
billion) approximately and its contribution to the exchequer is around Rs. 2918 crore (USD
0.69 billion). The industry provides employment to more than 0.12 million people directly
and 0.34 million people indirectly.

The industry was de licensed effective from July, 1997 by the Government of India;
foreign participation is permissible. Most of the paper mills are in existence for a long time
and hence present technologies fall in a wide spectrum ranging from oldest to the most
modern.

The mills use a variety of raw material viz. wood, bamboo, recycled fiber, bagasse,
wheat straw, rice husk, etc.; approximately 35% are based on chemical pulp, 44% on
recycled fiber and 21% on agro-residues. The geographical spread of the industry as well as
market is mainly responsible for regional balance of production and consumption.

With added capacity of approximately 0.8 million tons during 2007-08 the operating
capacity of the industry currently stands at 9.3 million tons. During this fiscal year, domestic
production of paper and paperboard is estimated to be 7.6 million tons. As per industry
guesstimates, over all paper consumption (including newsprint) has now touched 8.86
million tons and per capita consumption is pegged at 8.3kg.

Demand of paper has been hovering around 8% for some time. During the period
2002-07 while newsprint registered a growth of 13%, Writing & Printing, Containerboard,
Carton board and others registered growth of 5%, 11%, 9% and 1% respectively. So far, the
growth in paper industry has mirrored the growth in GDP and has grown on an average 6-7
per cent over the last few years. India is the fastest growing market for paper globally and it
presents an exciting scenario; paper consumption is poised for a big leap forward in sync
with the economic growth and is estimated to touch 13.95 million tons by 2016-16

The futuristic view is that growth in paper consumption would be in multiples of

GDP and hence an increase in consumption by one kg per capita would lead to an increase
in demand of 1 million tons. As per industry estimates, paper production are likely to grow
at a CAGR of 8.4% while paper consumption will grow at a CAGR of 9% till 2012-13. The
import of pulp & paper products is likely to show a growing trend.

Foreign funds interest in the Indian paper sector is growing. IFC, the investment arm
of the World Bank is already associated with at least three of the IPMA member mills.

GROWTH

The increasing demand for paper brings with it new challenges of economies of
scale, efficient usage of resources, need to develop and expand sustainable use of fiber, and
value chain management, etc. Despite the fact that the Indian Paper Industry holds its
importance to the national economy, unfortunately it stands fragmented.

Paper sector is dominated by small and medium size units; number of mills of
capacity 50000 tons per annum or more is not more than 25. Less than half a dozen mills
account for almost 90% production of newsprint in the country. There is a growing need to
modernize the Indian mills, improve productivity and build new capacities.

This is the most important of all the forest based industries. Some people treat it as a
chemical industry due to its manufacturing process and because of certain chemicals used
for its manufacturing.

Still some other people include it in the group of agro-based industries because some
of the agricultural products and residuals are used as raw materials. As large proportion of
the basic raw materials is derived from the forests, it seems logical to treat it as a forest
based industry
Growth and Development:

Paper manufacturing has been carried on in India since tenth century as a small
cottage industry by the traditional craftsmen called kagzis. They used gunny bags, rags,
ropes, etc. for making paper. This industry could not survive the onslaught of the machine
made paper and declined considerably. However, a part of it has managed to survive and
even today, a large number of small units are producing handmade paper.

The beginning of modern paper industry goes back to 1816 when a factory was set
up near Chennai. This venture proved abortive. Another paper mill was set up in 1832 at
Serampore on the bank of Hugli in West Bengal.
 This venture also failed and the first successful effort was made in 1870 with the
setting up of the Royal Bengal Paper mills at Ballyganj near Kolkata.

This is the principal seat of paper industry even today. Subsequent successful efforts
were made at Lucknow in 1879, Titagarh in 1882, Pune in 1887, Raniganj in 1892, Kaukinra
in 1892 and Naihati in 1918. The preferential treatment and tariff protection helped in
solving the initial problems of this industry.

World War II further infused life into this industry. But the progress was rather
sluggish till Independence and it is only in the plan period that the industry has really made
fast progress. In the year 1950-51, there were 17 mills with a total installed capacity of 1.37
lakh tonnes.

The corresponding figures reached 77 mills and 14.40 lakh tonnes in 1977-78 and
379 mills and 37.78 lakh tonnes in 1995-96. Currently, India has a total installed capacity of
6.2 million tonnes of paper and paper board. The aggregate installed capacity by 2010 for
paper and paperboard is expected to touch 8.3 million tonnes. The production of paper and
paper board has also increased gradually but uninterruptedly from a mere 116 thousand
tonnes in 1950-51 to 3,684 thousand tonnes in 2003-04 (Table 27.23).

Raw Materials:
Paper and paper board can be manufactured by using different types of raw
materials. Raw materials account for 45-50 per cent of the total cost of production and form
an important segment of manufacturing paper and paper board. Of the total installed
capacity, 43 per cent is dependent on forest based raw materials, 28 per cent on agro based
raw materials and the remaining 29 per cent on other materials including waste paper.
Bamboo:
Generally speaking 2.3 to 2.4 tonnes of bamboo is required for producing one tonne
of paper. The paper industry uses bamboo to the extent of 60-70 per cent of the total
requirements of cellulosic raw materials. Bamboo has the advantage of the possessing long
fibre, dense stands and quick regeneration.

It reaches maturity in 2-3 years and provides continuous flow of renewable source of
raw material. However, there is danger of this source of important raw material being
depleted if the rate of exploitation exceeds the rate of regeneration. The total supply of
bamboo at the current rate is estimated at 20-30 lakh tonnes per annum. Assam, Orissa,
Andhra Pradesh, Madhya Pradesh, Tamil Nadu, Karnataka and Maharashtra are important
producers of bamboo.

Sabai Grass:
This is another important raw material for manufacturing paper. It was the sole raw
material before introduction of bamboo as a significant raw material, but its use has
decreased considerably since then. It now constitutes 7 to 9 per cent of the total cellulosic
raw material in the country.

Although sabai grass has long fibre and requires low chemical consumption, it grows
in tufts intermixed with other vegetation and it is often difficult to separate impurities from
it. Moreover, its supplies are much less than those of bamboo. The annual supply of sabai
grass along with other allied grasses is about one million tonnes. It mainly grows in the sub-
Himalayan tracts of Shiwaliks and Tarai area.
Bagasse:
It is a fibrous residue of the sugarcane stalk, mainly from the sugar mills, obtained
after sucrose is extracted by crushing the sugarcane. On an average 50-60 lakh tonnes of
bagasse is produced in the country, half of which is used for manufacturing paper.
Other materials:
Paper is also manufactured by using materials other than those mentioned above.
These include waste paper, rags, straw from rice and wheat, jute sticks and soft wood
obtained from eucalyptus, pine-wood, wattle and mulberry trees.
Chemicals:
In addition to the above mentioned cellulosic raw materials, certain chemicals are
also used in the manufacture of pulp, paper and paper board. The important chemicals are
caustic soda, soda ash, sodium sulphate, chlorine, sulphuric acid, sulphur, lime, ferric
alumina, ammonium sulphate, resin and clay.

A variety of sizing and colouring agents are also used. Coal is also an important
input in paper industry. Normally, 3.5 to 4.1 tonnes of coal is required for producing one
tonne of paper. Large quantity of soft water is also needed
Distribution of Paper Industry:
The paper industry distribution scenario has undergone some changes during the last
few years. Table 27.26 gives the latest position regarding the distribution of paper industry
in India.

Distribution of Paper Industry in India

Production
No. ofcapacity (‘000Percentage of all
State Mills MTs) India

Maharashtra 63 624 16.52

Andhra Pradesh 19 427 11.30

Gujarat 55 369 9.77

Uttar Pradesh 68 336 8.89

West Bengal 22 266 7.04

Madhya Pradesh 18 250 6.62

Orissa 8 242 6.41

Tamil Nadu 24 217 5.74

Karnataka 17 207 5.48

Punjab 23 195 5.16

Assam 4 188 4.98

Haryana 18 155 4.10

Others 40 302 7.99

All India 379 3,778 100.00

Andhra Pradesh:
Although a late entrant in paper industry, Andhra Pradesh superceded West Bengal
in early 1990s to become the top producer but conceded this position to Maharashtra in mid-
1990s. At present, this state has 19 mills, accounts for 11.3 per cent of installed capacity and
13 per cent of India’s total production of paper.
Paper mills are mainly located at Rajahmundry, Sirpur (Kagaznagar), Tirupati,
Kurnool, Khammam, Srikakulum, Pallancheru, Nellore Bhadrachalam, Kakinada, Apidik,
Bodhan, etc. Most of the mills use bamboo as the basic raw material. Bamboo grows widely
in Andhra Pradesh and the recoverable reserves are estimated to be about 1.5 lakh tonnes per
annum.
Problems and Prospects:
Paper industry in India faces many serious problems and prospects do not seem very
bright. The biggest problem faced by this industry is the scarcity of raw materials. Most of
the materials used for manufacturing paper are derived from the forests. With the increasing
degradation of forest and fast depletion of forest based raw materials, like bamboo, the paper
industry is facing a severe raw material crisis.

With the exploitation of forests based raw materials reaching its saturation, any
substantial capacity expansion in the near future is practically ruled out and the growth of
industry has come to a standstill. In order to survive and expand, the industry will have to
look for unconventional raw materials. This will require new advanced technology which a
developing country like India may not be able to afford.

Another alternative is to increase the use as waste paper which will reduce
dependence on the conventional raw materials. This will also reduce cost of energy used and
other inputs. It may be mentioned here that only 15 per cent of the total output of paper and
paper board is based on recycled material against the world average of 30-35 per cent. Thus
there is a vast scope for using recycled material in paper industry.

Even now, large quantities of bagasse are just used as fuel in the sugar industry and
is not made available to paper industry. If the sugar mills are encouraged to use coal fired
boilers instead of those based on bagasse, this precious raw material can solve the problem
of paper industry to great extent.
 The growing consciousness for preservation of forests and maintenance of ecological
balance and biodiversity during the last few years is further reducing the availability of raw
materials to this industry. Environmentalists are also up in the arms against this industry due
to effluents thrown by the paper mills into open drains, rivulets and rivers thereby polluting
the environment.

Unless technology to solve the effluent problem is evolved and implemented with
only marginal additional investment, many of the paper mills run the risk of economic losses
and even closure.

India is facing wide gap between supply and demand of paper even at the low rate of
consumption. Currently, India has over 16 per cent of the world’s population but consumes a
meagre 1 per cent of the world’s paper and paper board.

With the spread of education and literacy, demand for paper is bound to increase and
is expected to be double the present demand within ten years. These will constraint India
either to increase the indigenous production considerably or resort to large scale imports.

The average size of paper mills is abnormally low at less than 10,000 tonnes against
50,000 tonnes in South-east Asia and 85,000 tonnes in Asia Pacific. The small size of the
manufacturing units makes them uneconomic, prohibits the induction of new technology,
needs larger capital inputs in proportion to the final production and increases the cost of
operations.

Several mini plants are using old technologies and worn out machinery and badly
lack the competitive strength. The spiraling cost of imported wood pulp and waste paper
coupled with un remunerative selling price of the finished paper has rendered many paper
mills economically unviable and forced them to close down.

Recently, the Department of Industrial Policy and Promotion had commissioned a

study on ‘Global Competitiveness’ of Indian Paper Industry by an agency of international
repute to understand various issues concerning the paper and newsprint industry.

.
 COMPANY PROFILE

ITC is one of India's foremost private sector companies with a market capitalization
of over US $ 30 billion and a turnover of US $ 6 billion. ITC is rated among the World's
Best Big Companies, Asia's 'Fab 50' and the World's Most Reputable Companies by Forbes
magazine, among India's Most Respected Companies by Business World and among India's
Most Valuable Companies by Business Today. ITC ranks among India's `10 Most Valuable
(Company) Brands', in a study conducted by Brand Finance and published by the Economic
Times. ITC also ranks among Asia's 50 best performing companies compiled by Business
Week.

ITC has a diversified presence in Cigarettes, Hotels, Paperboards & Specialty Papers,
Packaging, Agro-Business, Packaged Foods & Confectionery, Information Technology,
Branded Apparel, Personal Care, Stationery, Safety Matches and other FMCG products.
While ITC is an outstanding market leader in its traditional businesses of Cigarettes, Hotels,
Paperboards, Packaging and Agro-Exports, it is rapidly gaining market share even in its
nascent businesses of Packaged Foods & Confectionery, Branded Apparel, Personal Care
and Stationery.

As one of India's most valuable and respected corporations, ITC is widely perceived
to be dedicatedly nation-oriented. Chairman Y C Deveshwar calls this source of inspiration
"a commitment beyond the market". In his own words: "ITC believes that its aspiration to
create enduring value for the nation provides the motive force to sustain growing
shareholder value. ITC practices this philosophy by not only driving each of its businesses
towards international competitiveness but by also consciously contributing to enhancing the
competitiveness of the larger value chain of which it is a part."

ITC's diversified status originates from its corporate strategy aimed at creating
multiple drivers of growth anchored on its time-tested core competencies: unmatched
distribution reach, superior brand-building capabilities, effective supply chain management
and acknowledged service skills in hoteliering. Over time, the strategic forays into new
businesses are expected to garner a significant share of these emerging high-growth markets
in India.
 ITC's Agro-Business is one of India's largest exporters of agricultural products. ITC
is one of the country's biggest foreign exchange earners (US $ 3.2 billion in the last decade).
The Company's 'e-Chou pal' initiative is enabling Indian agriculture significantly enhance its
competitiveness by empowering Indian farmers through the power of the Internet.

This transformational strategy, which has already become the subject matter of a
case study at Harvard Business School, is expected to progressively create for ITC a huge
rural distribution infrastructure, significantly enhancing the Company's marketing reach.

ITC's wholly owned Information Technology subsidiary, ITC InfoTech India Ltd,
provides IT services and solutions to leading global customers. ITC InfoTech has carved a
niche for itself by addressing customer challenges through innovative IT solutions.

ITC's production facilities and hotels have won numerous national and international
awards for quality, productivity, safety and environment management systems. ITC was the
first company in India to voluntarily seek a corporate governance rating.

ITC employs over 26,000 people at more than 60 locations across India. The
Company continuously endeavors to enhance its wealth generating capabilities in a
globalizing environment to consistently reward more than 4,00,000 shareholders, fulfill the
aspirations of its stakeholders and meet societal expectations. This over-arching vision of the
company is expressively captured in its corporate positioning statement: "Enduring Value.
For the Nation. For the Shareholder."

ITC Businesses

 FMCG

» Cigarettes & Cigars

» Foods

» Lifestyle Retailing

» Personal Care

» Education and Stationery

» Safety Matches
 » Agarbattis

»Paperboards & Packaging

» Paperboards & Specialty Papers

» Packaging.

 Agri Business
» Agri Commodities & Rural Services

» e-Chou pal

» Leaf Tobacco, Spices & Agri Inputs

EDUCATION AND STATIONERY :

ITC made its entry to the education and stationery business with its Paper Kraft
brand in the premium segment in 2002; and later expanded into the popular segment with its
Classmate brand in 2003. By 2007, Classmate became the largest Notebook brand in the
country. Together, Classmate and Paper Kraft offer a range of products in the Education &
Stationery space to the discerning consumer, providing unrivalled value in terms of product
& price.

Classmate and Paper Kraft have become a natural extension of the consumer.
Meticulous understanding of consumer needs helped creating a relevant and comprehensive
portfolio satisfying the needs of different sets of consumers.

ITC is the manufacturer of India's first Ozone treated environment friendly

Elemental Chlorine Free (ECF) pulp, paper and paperboard. It blends its knowledge of
image processing, printing and conversion garnered from Packaging & Printing Business
with its brand building and trade marketing & distribution strengths resident in its FMCG
business to offer superior value products to consumers.

Paper Kraft Business paper and the papers used in Classmate and Paper Kraft
notebooks are superior in quality and environment-friendly. Other offerings available in
education and Stationery range are safe and certified non-toxic.
 Classmate is the lead provider of all student stationery needs. ITC launched its
Classmate brand in 2003 with the notebooks category. Subsequently, Classmate added new
products to its portfolio which now consists of pens, pencils, mechanical pencils and
geometry boxes.

Classmate aspires to partner young minds in discovering, nurturing & believing in

ideas that reside inside each one of us. Have fun exploring, creating & believing in your
ideas, in classrooms & beyond. Ideas that defy & change beliefs; ideas that allow you to lead
rather be led; ideas that are inside each one of us but only await self recognition & belief.
Your belief makes your ideas work for you & become big; allowing you to be all that you
can.

Classmate is For the BIG ideas in you.

CLASSMATE

CLASSMATE NOTEBOOKS:

Classmate is India's No. 1 Notebook brand. Its range of more than 300 variants is
custom made to take care of varying needs in notebooks, long books, practical books,
drawing books & reminder pads segments. These notebooks reach more than 65,000 outlets
across the country.

The Classmate Notebook range builds in regional preferences and caters to the
requirements of All India & State Education Boards. Every Classmate notebook carries
ITC's Corporate Social Responsibility message on its back. For every four Classmate
Notebooks purchased, ITC contributes Re. 1 to its social development initiative that
supports, among other projects, primary education. Classmate recently launched the
Classmate Composition notebooks which are 60GSM notebooks with magenta ruling and
with increased spacing for superior writing experience.

CLASSMATE PENS:

ITC forayed into the pen industry with the launch of Classmate pens across markets
offering the consumer stylish and attractive designs.

Classmate pens deliver unmatched comfort & neat writing experience. Classmate
pens are attractive in design and superior in quality. The pens offer ergonomically grip,
precision engineered tips & controlled ink flow mechanisms to keep the writing smudge free
and the writing experience a pleasure!

Exciting range of pens from Classmate include B Quick, B Neat, B Fine, B Positive,
Volt, UVO, Radian and Genghis under the Ball point pens and Gel fun, Octane, Krypton,
Attila and Trojan under the Gel pens.

CLASSMATE PENCILS:

Classmate pencils are designed to write dark and smooth, and provide the user a
Pleasing and effortless writing experience.

Classmate pencils have the strong advantage of lesser lead wear out, hence these
pencils “Stay Sharp Longer”. There is minimal need for sharpening thus, giving fine writing
for longer. Classmate Carbon black is a ‘Super Dark’ pencil offering the dual benefit of
lesser lead wear out and darker writing. Classmate has recently launched the Classmate 2B
Trilobite pencils that are specially designed with a “tri-grip” for a comfortable and firm
hold.

CLASSMATE MECHANICAL PENCILS:

Classmate Mechanical Pencils are high quality pencils intended for sharp, precise
Writing and drawing. They are smart and offer a steady and comfortable writing and
Drawing experience. These are especially used by those who need to make precise Drawings
in subjects like maths, engineering etc.
 Classmate Da Vinci mechanical pencils are well designed pencils with a 0.7mm tip.
It has a high gloss translucent body fitted with a firm rubber grip for steady comfortable
writing. The 0.7mm HB lead is designed so as to have increased strength and lower
breakage. An eraser with cap is integrated for added convenience. These pencils are
available in 2 colors – blue and green.

CLASSMATE MATHS INSTRUMENTS:

Classmate Invento & Classmate Victor is part of the range of Geometry Boxes.
Both products offer unmatched precision in their instruments. This is achieved by providing
die-cast metallic tools that provide flawless accuracy to the student. While "Invento" is
positioned as a more premium product carrying interesting trivia and other useful
information about the subject, "Victor" provides tinted plastic instruments that make it easier
for beginners. Classmate math instrument portfolio also offers Invento compass and the
Invento Exam Kit which includes all essential high precision instruments.

ERASERS & SHARPENERS

Classmate offers a range of erasers and sharpeners in its portfolio. Classmate

sharpeners come in various attractive designs namely, Whistle, Aero plane, Shuttle and Snail
shapes. The Whistle sharpener has an attractive design with an inbuilt eraser while the Aero
plane sharpener has an adjustable switch to vary the pointed ness of the pencil lead. It also
has the regular and long-point sharpeners which provide a comfortable grip and have long
lasting nickel-plated blades. Erasers from Classmate are non-toxic and phthalate-free
making it completely safe for use by children.

PAPERKRAFT

Paper Kraft is the lead provider of all premium executive stationery needs. The Paper
Kraft range of products aims at satisfying the stationery and office consumables needs of
office executives and working professionals. The current Paper Kraft portfolio includes
Premium Business Paper, Paper Stationery, Markers and Highlighters
INTRODUCTION TO ITC LTD – PSPD SARAPAKA

About ITC:

ITC is one of India's foremost private sector companies with a market capitalization of
around US $ 18 billion and a turnover of US $ 4.75 billion.

 It is rated among the World's Best Big Companies by Forbes magazine,

 ITC ranks third in pre-tax profit among India's private sector corporations.

 ITC has a diversified presence in Cigarettes, Hotels, Paperboards & Specialty Papers,
Packaging, Agri-Business, Packaged Foods & Confectionery, Information
Technology, Branded Apparel, Personal Care, Stationery, Safety Matches and other
FMCG products.

About ITC Ltd Paper & Specialty Paper Division:

The Company was incorporated as Bhadrachalam Paperboards Limited on 17th of July,

1975 as a Public Limited Company under the Companies Act, 1956. In June 1976, the Letter
of Intent issued earlier to ITC Limited was converted into an Industrial License in favor of
the Company for the manufacture of 50,000 tones of paper and paperboards. The name of
the Company was changed to ITC Bhadrachalam Paperboards Limited with effect from 30th
August 1991.

The Company headquartered in Secunderabad, has an integrated Mill situated at

Sarapaka Village on the banks of the river Godavari at Bhadrachalam. It went into
commercial production on 1st October 1979 (VijayaDasami Day). The project was
completed in a record time of 27 months from the commencement of civil works, a feat
comparable to the best International Standards at that time. The Company set up its second
manufacturing facility at Boll arum near Hyderabad in 1993 where there is a Cast Coating
Plant.

ITC’s Paperboards and Specialty Papers Division is India’s largest and most
technologically advanced paper and paperboards business. ITC caters to a wide spectrum of
packaging, graphic, communication, writing, printing and specialty paper requirements
through its four world-class mills in India. Having pioneered many specialty applications
like cigarette tissues, packaging boards, aseptic cartons and gypsum liners, ITC’s
Paperboards and Specialty papers business enjoys market leadership in the value-added
paperboards segment, and also has a significant share of the Indian paperboards market. It is
also the largest Indian exporter of coated boards.

ITC takes great pride in servicing a large cross-section of industry requirements –

from cigarette tissues to FMCG cartons, from electrical insulation papers to gypsum board
liners, from decorative laminate base to writing and printing papers and much more. ITC
straddles the entire spectrum of paperboards – from 100% virgin, food-grade boards to 100
recycled boards.

SOME OF ITC’S PROMINENT PAPERBOARD BRANDS ARE:

Each of the mills specializes in a range of products. Together, these units produce
more than 500000 TPA of paper and paperboards that meet stringent quality requirements
across the world. All four manufacturing units are ISO 9001; ISO 14001 and OHSAS 18001
certified and meet strict Environment, Health and Safety norms.

The unit in Bhadrachalam is India’s largest integrated pulping and paperboard

manufacturing unit. It boasts of equipment supplied by internationally renowned suppliers
for pulping processes, paper machines, web detection & inspection systems, and finishing &
packing lines. Currently the unit produces high-end virgin and recycled boards for
packaging and graphic applications, as well as fine printing papers. With the commissioning
of a new wood free paper machine in May 2008, ITC has made its entry into the writing,
printing and copier papers segment. The Tribune unit specializes in fine papers and tissues
and the product range from this unit comprises opaque papers for fine printing like the Bible,
dictionaries, cigarette tissues, medical grade papers, anti-rust papers, electrical insulation
papers, decor surface, printing and barrier papers.

The Boll ram unit manufactures specialty boards such as cast coated papers and
boards, poly extrusion coated barrier boards and C2S art boards and brief cards. ITC has
also commissioned a second poly-extrusion in February 2008 to meet the growing
requirements of barrier boards. Customers are at the core of the business. This is reflected in
the diverse range of products, grades and value added services. There is a strong focus on
partnering customers to co-create and deliver superior solutions, enhancing their competitive
advantage.
 The Business' quality philosophy is reflected at every stage – from the selection of
clones used for growing pulpwood to world-class manufacturing facilities to the finishing
and packing lines. It embraces the relevant skills and competencies of employees, managers
and specialists as well.

A dedicated network of regional sales offices, an extensive dealer and agent network
in India and across the globe enables ITC’s Paperboards and Specialty Papers business to
reach out to customers in more than a 100 different locations. With the division-wide
implementation of Enterprise Resource Planning (ERP) by 2009, the business will also
offer customers an enriched experience through enhanced connectivity and web-access to
many of the services that are currently handled offline.

ITC’s commitment beyond the market finds a strong expression in the Social and
Farm forestry programmers spearheaded by the business. These programmers help create
millions of man hours of employment for the rural poor, besides being a sustainable source
of high-quality raw material for the business. ITC’s Research and Development efforts in
creating disease resistant, high yielding clones help farmers realize greater yields in a shorter
time – from land that may be otherwise unproductive. 87000 hectares of planted area stands
testimony to ITC’s commitment to sustainable forestry.

Supporting the cause of clean technology, ITC is a front-runner in introducing

environment-friendly Elemental Chlorine Free (ECF) technology, and more recently, Ozone
bleaching in India. ITC’s focus on being a carbon-positive, water-positive, zero-solid waste
disposal organization leads it to constantly develop ways of reducing, reusing and recycling.

ITC’s Paperboards and Specialty Papers business has also been a first-mover in the
field of collecting and recycling post-consumer waste from residential localities, corporate
and educational institutes. ITC reaches out directly to consumers with its Wealth Out of
Waste (WOW) campaign that has been successfully implemented in select locations across
central and southern India, and will soon be reaching other locations across the country.
OPERATIONS & ENERGY:

Indian Manufacturing Excellence Gold Award 2007 and 2006 to Unit Boll ram by
Frost & Sullivan in acknowledgement of the achievement in sustaining and maintaining
manufacturing excellence.

Paper Mill of the Year 2005-06 Award to the Bhadrachalam paperboards mill by the
Indian Paper Manufacturers Association (IPMA).

The British Safety Council’s Five Star Health and Safety Award 2008 to the
Bhadrachalam Unit. Five Star rating from the British Safety Council to Kovai Unit in 2008
and 2007, Boll ram in 2007, and Tribune Unit in 2006. In 2007, Tribune Unit was also
awarded the Sword of Honor. These awards are given for excellence in Health & Safety
management.

The CII conferred the National Award for Excellence in Energy Management for the
ninth time in succession and the National Award for Excellence in Water Management for
the fourth year in succession in 2008 and also the Best Innovative Project Award in 2006 to
the Bhadrachalam Unit. The awards were given for successful implementation of energy
saving projects and for significant reduction in specific energy and water consumption. The
same were also awarded to the Tribune factory in 2008. Tribune also received the Innovative
Case study award. Monger Unit received the CII-GBC National Award for Excellence in
Water Management 2008 for the third time. Unit Kovai has also been declared as
the Excellent Water Efficient Unit under National Award for Excellence in Water
Management 2007.

National Award for Energy Conservation 2008 to Unit Tribune from the Ministry of
Power & Non-conventional energy sources. This is the third year in succession that Tribune
Unit has received this recognition. Unit Bhadrachalam won the same award in 2005.

ENVIRONMENT

The Greentech Environment Excellence Gold Award 2008, 2006 and 2004 in the
manufacturing sector, for the Bhadrachalam factory. Through these awards the Greentech
Foundation recognizes industrial and service sector organizations for their outstanding
achievements in environment protection.
 'Top Green Rating' in 2004 by the Centre for Science & Environment (CSE). The
Bhadrachalam Unit was adjudged as India's most environment-friendly paper mill. Golden
Peacock Award – 2003 – The World environmental foundation presents this award for the
highest achievement in environmental management.

OTHERS

Capelin’s Top Export Award 2005-06, 2004-05 and 2003-04 for the 5th consecutive
year in recognition of highest exports in value terms, in the Paper and Paperboard category.

The prestigious Indira Priyadarshini Vrikshamitra Award for outstanding

contribution to the cause of a forestation and the development of wastelands.

VISION

To be a Valued Player in the Global Paperboard & Paper Industry by

 Leadership in quality – Products, Processes, Service & People.

 Continuous enhancement of value for all stakeholders, and
 Upholding societal values and expectations
MISSION

 To manufacture and market 500,000 TPY of premium coated paperboards &

specialty papers by the year 2005.
 To be a customer-driven company with strong focus on:

CERTIFICATION:

 ISO 9002(2000): Unit Bhadrachalam - Assurance for Quality Management Systems

certified by DNV, The Netherlands. We are in the process of getting the accreditation for
ISO 9001(2000)
 ISO 14001(1996): Unit Bhadrachalam – Environment Healthy and Safety systems
certified by DNV (Det Norske Veritas), The Netherlands.
 ITC’s Paperboards and Specialty Papers Division (PSPD) is India’s largest and most
technologically advanced paper and paperboards business.
 ITC caters to a wide spectrum of packaging, graphic, communication, writing, printing
and specialty paper requirements through its four world-class mills in India.
 Having pioneered many specialty applications like cigarette tissues, packaging boards,
aseptic cartons and gypsum liners, ITC’s Paperboards and Specialty papers business
enjoys market leadership in the value-added paperboards segment, and also has a
significant share of the Indian paperboards market.
 It is also the largest Indian exporter of coated boards
AWARDS

 ITC PSPD's Unit Bhadrachalam is certified as GreenCo Platinum by CII - Godrej

Green Building Centre.
 ITC PSPD's Unit Bollaram has been awarded the highest grade - AA - under theBRC
Global Standard for Packaging and Packaging: Issue 5.
 NeoWhite Bliss wins Excellence in Sustainability Packaging Award at India
Packaging Awards, 2017.
 ITC PSPD's Unit Kovai has won the second prize in the CII Southern Region -
Kaizen competition 2016 for large scale industries
 Unit Bhadrachalam & Kovai received the CII Excellent Energy Efficient Unit
awards-2014
 Unit Kovai received the Most Innovative Environmental Project Awardat the CII
Environmental Best Practices Awards 2013
 PSPD’s WOW - Wealth Out of Waste Initiative won the CII Best Environmental
Practices Awards 2012 in the categories of ‘Most Useful Environmental Project
2012’ and ‘Innovative Environmental Project’.
 ITC PSPD won the Most Useful Project Award at the CII GreenCo Best Practices
Awards, 2017, for it's Papyra app and Cyber Antifungal Paperboard.
 All ITC’s super premium luxury hotels accorded LEED Platinum certification,
making ITC Hotels the ‘Greenest Luxury Hotel Chain in the World’ (2011)
 ITC's Paperboards and Specialty Papers Units at Bhadrachalam, Bollaram, Kovai and
Tribeni are FSC Chain of Custody certified (2011)
 ITC's Unit in Bhadrachalam has been awarded the Forest Stewardship Council Forest
Management certification by the SmartWood Programme of the Rainforest Alliance
(2011)
 ITC ranked 2nd among top companies in India and 7th in Asia in the first of its kind
Asian Sustainability Rating released by CSR Asia (2010)
 ITC became the first Indian Company to gain Membership with WWF-GFTN for
Responsible Forestry (2010)
 ITC was ranked the world’s 6th largest sustainable value creator among consumer
goods companies according to a Report by Boston Consulting Group (2010)

 ITC won the top UNIDO Award at the International Conference on Sharing
Innovative Agri Business Solutions at Cairo (2008)
 ITC was conferred the Corporate Social Responsibility Crown Award for Water
Practices from UNESCO and Water Digest (2008)
 The Asian CSR Award for Environmental Excellence, given by the Asian Institute of
Management (2007)
 ITC e-Choupal won the Stockholm Challenge Award (2006)
 ITC was the 1st Indian Company and 2nd in the world to win the Development
Gateway Award for its trail-blazing e-Choupal initiative (2005)
 Inaugural World Business Award by UNDP for ITC’s e-Choupal initiative (2004)
 THEORETICAL FRAME WORK
DEFINITION:

Quality of work life means “the degree to which members of a work organization are
able to satisfy important personal needs through their experience in the organization.”

QWL could be defined as “the quality of the relationship between the man and task”.

MEANING:

Quality of work life has gained deserved prominence in the organizational behaviour
as an indicator of the over all of the human experience in the work place. It expresses a
special way of thinking about people, their work and the organizational in which careers are
fulfilled.

QWL refers to the relationship between a worker and his environment, adding the
human dimension to the technical and economic dimension within which the work is
normally viewed and designed.QWL focus on the problem of creating a human working
environment where employees work co-operatively and achieve results collectively. It also
includes

 The programme seeks to promote human dignity and growth.

 Employees work collaboratively and they determine work change
participation.
 The programmes assume compatibility of people and organization.

QWL refers to the level of satisfaction, motivation, involvement and commitment

individuals experience with respect to their line at work. QWL is the degree of excellence
brought about work and working conditions which contribute to the overall satisfaction and
primarily at the individual level but finally at the organizational level.

CONCEPT:
QWL is a prescriptive concept, it attempts to design work environment so as to
maximize concern for human welfare. QWL acts in two dimensions.
 Goal
 Process
QWL acts as goal by:
 Creation of more involving
 Satisfying and effective jobs
 Work environment for people at all levels of the organization.

QWL acts as process by:

 Make efforts to realize this goal through active participation.

The whole essence of QWL may be stated thus, the QWL is co-operative rather than
authoritarian; evolutionary and open rather static and rigid; informal rather than mechanistic;
mutual respect and trust than hatred against each other.

Objectives of QWL:

The major three main objectives for the QWL are

 Improve employees satisfaction strengthen workplace learning and

 Better manage on – going chance and transition.

MAJOR FACTORS AFFECTING THE QWL:

QWL means having good supervision, good working conditions, and good pay and
benefits an interesting and challenging, and a reward job. The major factors that affect the
QWL may be stated thus.

PAY:QWL is basically built around the concept of equitable pay. In the days ahead,
employees may want to participate in the profits of the firm as well. Employees must be paid
their due share in the progress and prosperity of the firm.

BENEFITS:Workers throughout the globe have raises their expectations over the years and
now feel the entitled to benefits that were once considered a part of the bargaining process.

JOB SECURITY:Employees want stability of employment. They do not like to be victims

of whimsical personal policies and stay at the mercy of employers.
ALTERNATIVE WORK SCHEDULES

Employees demand more freedom at the workplace, especially in scheduling their

work. Among the alternative work schedules capable of enhancing the work life for some
employees are:

I. Flexible time: A system of flexible working hours,

II. Staggered hours: Here groups of employees begin and end work at different
intervals.
III. Compressed work week: It involves more hours of work per day for fewer days, per
week.
IV. Job enrichment: It attempts to increase a person’s level of output by providing that
persons with exciting, interesting, stimulating or challenging work.
V. Autonomous work groups (AWGs): Here a group of workers will be given some
control of decision-making and have responsibility for a task area without day-to-day
supervision, and with authority to influence and control group members and their
behaviour.

OCCUPATIONAL STRESS:

Occupational mental-health programmes dealing with stress are beginning to emerge

as a new and important aspect of QWL programmes. Obviously and individual suffering
from an uncomfortable amount of job-related stress cannot enjoy a high quality of work life.

WORKER PARTICIPATION:

Employees have a genuine hunger for participation in organizational issues affecting

their lives. Naturally they demand far more participation in the decision making process at
the work place.

SOCIAL INTEGRATION:

The work environment should provide opportunities for preserving employees

personal identify and self-esteem through freedom from prejudice, a sense of community,
inter personal openness and the absence of stratification in the organization.
WORK AND TOTAL LIFE SPACE:

A person’s work should not over balance his life. Ideally speaking, work schedules,
career demands, and other job requirements should not take up too much of a person’s
leisure time and family life.

WAY TO CREATE HIGH QWL:

QWL deals with the relationship between every employee and his/her work
organization. This relationship his formal in sometimes less formal. This contract is
psychological; contract. ”psychological contract is the set of expectations held by the
individual specifying what the individual and the organization expect to give and receive
from each other in the course of their working relationship”. This contract represents the
expected exchange of values that encourages the individual to work for the organization and
motivates the organization to employee that person, i.e., contribution and inducements.

Contributions (serving needs of

the organisation)

Effort skills

Loyalty creativity

Knowledge time, etc.

(Gives)
(Gives)
ORGANISATION
INDIVIDUAL
(GETS)
(GETS)

Inducements (serving needs of

the organisation)

Pay status

Security career

Benefits praise, etc

A healthy psychological contract means that inducements and the contributions are balance.

INDUCEMENTS=CONTRIBUTIONS
(Organisation to employees) = (employee to organisation)
 This is the way for organisation to create healthy psychological contract and job
satisfaction for their members is to provide them with QWL environment.
ASPECTS OF HIGH QWL:

QWL is highlighted by the following benchmarks of managerial excellence.

Participation: - involving people from all levels of responsibility in decision making.

Trust: - reside signing job systems and structures to give people more freedom
At work.
Reinforcement: - creating reward systems that are fair, relevant and contingent on work
performance.
Responsiveness: - making the work setting pleasant and able to serve individual needs.
QWL PROGRAMMES
QWL programmes concentrate on creating a working environment that is conductive
to the satisfaction of worker needs. This program assumes that a job and the work
environment should be structured to meet as many of the workers needs as possible.

Richard Walton has organized QWL into eight categories. These should be
integrated, coordinated and properly managed.

Adequate & Safe &

fair health work
compensation environmen
t
Development
Growth &
Of human security

Social integration Constitution

alism

Social
Total life relevance
space
These programmes are helped to avoid some pitfalls like

 QWL programme must be implemented with the co-operation of management and

labour.
 Action plans must be carried to completion.
 Care must be taken to concentrate the focus on the joint objectives of improving the
QWL.

RESULTS OF HIGH QWL:

 High productivity

 Increase organizational effectiveness

 High employee satisfaction

 High morale

 Reduce the absenteeism and labour turnover.

 Increase the quality of life of employees

 High employee involvement.

 Peaceful industrial relation.

 DATA ANALYSIS AND INTERPRETATION

TABLE NO: 1

AGE OF RESPONDANTS

AGE NO.OF RESPONDANTS PERCENTAGE

20-30 30 30.0

31-45 45 45.0

46 & above 25 25.0

Total 100 100.0

AGE OF RESPONDANTS

0%
20-30 YEARS

25% 30%
31-45 YEARS

46 YEARS &
ABOVE
45%

INTERPRETATION:

The above table shows that majority of 45% of the respondents belongs to the age
group of 31 to 45 and 30% of the respondents lies between 20 to 30 age group. 25% of the
respondents fall from the age group of 46 and above. The study reveals that all age group
level are well capable of assessing the quality of their work life.
TABLE.NO.2

EXPERIENCE OF THE RESPONDENTS

Experience No. of respondents Percentage

Below 1 year - -

1-5 years 19 19

5- 10 years 24 24

Above 10 years 57 57

Total 100 100

EXPERIENCE OF THE RESPONDENTS

BELOW 1 YEAR 1-5 YEARS 5-10 YEARS ABOVE 10 YEARS

0%

19%

57% 24%

INTERPRETATION:

The above table shows that majority of 57% of the respondents are with an
experience of more than the 10 years and 24% are 5 to 10 years of experience. No
respondent is less experienced. The study reveals that all the respondents are well
experienced, so they are well capable of assessing the quantity of their work life.
TABLE NO.3

USING SKILLS AND ABILITIES TO PERFORM THE JOB

Opinion No. of respondents Percentage

Strongly agree 46 46

Agree 51 51

Disagree 2 2

Strongly disagree 1 1

Total 100 100

60
50
Percentage

40
30
46 51
20 Column2
10
0
2
STRONLY 1
AGREE
AGREE DISAGREE
STRONLY
DISAGREE

INTERPRETATION:

The above the table states that as much as 97% of workers in the study unit were of
the opinion that their job enables them to use their skills and abilities in full. Only 3% of
them disagreed to this point. Hence it can be inferred that the work in the study unit is such
that which allows almost all the workers to use their skill and ability in full.
TABLE NO – 4

EQUAL TREATMENT AT WORK PLACE

Opinion No. of Respondents percentage

Strongly Agree 43 43

Agree 57 57

Disagree - -

Strongly Disagree - -

Total 100 100

60
50
40
30 57
43
20
10
0
strongly agree 0
agree 0
disagree
strongly disagree

INTERPRETATION:

The above table shows that no harm is done to the self-respect of the workers in the
study unit.43% of the respondents strongly agreed to the statement and 57% of the
respondents also opinioned that the workers are treated equally with respect at their work
places. Thus it can be concluded that the organization provides equal treatment at work
place.
TABLE NO – 5

CONDITION ON MY JOB ALLOWS ME TO BE PRODUCTIVE

Opinion No. of Respondents percentage

Strongly Agree 46 46

Agree 51 51

Disagree 2 2

Strongly Disagree 1 1

Total 100 100

disagree strongly disagree

2% 1%

strongly agree
46%
agree
51%

INTERPRETATION E:

From the above table it can be understand that almost 97% all the workers in the study unit
either agree or even strongly agree that the conditions on their job allow them to be
productive. Only 3% of them were of negative opinion. Thus, it is clear that the conditions
on job are congenial to raise the productivity of the workers which is very essential for both
the management and workers to achieve their objectives of higher productivity.
TABLE NO – 6

OPPORTUNITY TO DEVELOP SPECIAL ABILITIES

Opinion No. of Respondents percentage

Strongly Agree 25 25

Agree 63 63

Disagree 12 12

Strongly Disagree - -

Total 100 100

1.2 70

1 60

50
0.8
40
0.6
63 30
0.4
20
0.2 25
10
12
0 0 0
strongly agree agree disagree strongly disagree

INTERPRETATION:

The above table states that 25% of the workers strongly agree to the point that there are
adequate opportunities to develop their own know special abilities in the work place. 63% of
the respondents agree to it only to some extent. Only 12% of the workers find no such
opportunities in the study unit. Hence, it can be inferred that the opportunities available in
the work places to develop to develop the special abilities would definitely improve the
quality of work life in the study unit.
TABLE NO – 7

ORGANIZATIONS PROVIDES ENOUGH GUIDANCE TO GET THE JOB DONE

Opinion No. of Respondents percentage

Strongly Agree 24 24

Agree 58 58

Disagree 17 17

Strongly Disagree 1 1

Total 100 100

ORGANISATION S PROVIDES ENOUGH

GUIDANCE TO GET THE JOB DONE
70

60

50

40
ORGANISATION S PROVIDES
30 ENOUGH GUIDANCE TO GET
58
THE JOB DONE
20

10 24 17
0 1
1 2 3 4

INTERPRETATION:

The above table shows that 82% of the workers in the study unit are satisfied with the
guidance provided to them by the superiors/mangers to get the work done easily. 18% of the
respondents disagreed to accept it. Hence, it can be inferred that guidance to work, which is
essential for the quality work life which is to provide at the work place in the study unit.
TABLE NO – 8

ORGANIZATIONS PROVIDES HIGH QUALITY TOOLS AND TECHNIQUES TO

DO THE JOB

Opinion No. of Respondents percentage

Strongly Agree 65 65

Agree 32 32

Disagree 3 3

Strongly Disagree - -

Total 100 100

70
60
50
Percentage

40
30 ORGANISATION PROVIDES HIGH
QUALITY TOOLS & TECHNIQUES
20
TO DO THE JOB
10
0
strongly
agree
agree disagree
strongly
disagree

INTERPRETATION:

As shown in the table, the opinion of the respondents as regard to the positive factors of the
high quality tools and techniques required to perform the job. 65% of the respondents very
strongly agree & with the provisions made to utilize quality tools and techniques to perform
the job, and 32% of the respondents also agree with then statements, are hand only 3% of the
respondents are refused to accept it. Hence it can be concluded that there is positive attitude
towards the provisions of tools techniques.
TABLE NO – 9

OPPORTUNITIES FOR PROMOTION ARE GOOD

Opinion No. of Respondents percentage

Strongly Agree 20 20

Agree 52 52

Disagree 27 27

Strongly Disagree 1 1

Total 100 100

OPPORTUNITIES FOR PROMOTION ARE GOOD

60
52
50

40
Percentage

30 27
OPPORTUNITIES FOR
20 PROMOTION ARE GOOD
20

10
1
0
strongly agree agree disagree strongly
disagree

INTERPRETATION:

As shown in the table, the opinion of the respondents as regard to the chances for promotion
is not appreciable compared to other determinants of quality of work life. Only 72% of the
respondents have agreed that the chances for promotion are good in the study unit whereas,
as much as 28% of the workers refused it. Hence, it can be concluded that the chances for
promotion are not attractive among the workers even though majority of them agree to it.

TABLE NO – 10
THE SAFETY OF WORKERS IS AT HIGH PRIORITY

Opinion No. of Respondents percentage

Yes 59 59

No 41 41

Total 100 100

THE SAFETY OF WORKERS IS AT HIGH PRIORITY

70
60
50
Percentage

40
30 THE SAFETY OF WORKERS IS AT
20 HIGH PRIORITY

10
0
YES NO
No. of respondents

INTERPRETATION:

As pointed out in the table, 59% of the respondents opinioned that high priority was
assumed to safety at work place and other side of the coin reflects 41% of the respondents
disagreed. Hence, it can be concluded that the safety towards the employees need to be
concentrated highly to ensure safe and secured work life.
TABLE NO – 11

INFRASTRUCTURE FACILITIES ARE GOOD?

Opinion No. of Respondents percentage

Yes 90 90

No 10 10

Total 100 100

If “Yes” which of the following do you like?

Opinion No. of Respondents percentage

First aid 7 7

Canteen 27 27

Lightening and ventilation 56 56

others 10 10

Total 100 100

INFRASTRUCTURE FACILITIES ARE GOOD

100

80
Percentage

60

40 INFRASTRUCTURE FACILITIES
ARE GOOD
20

0
YES NO
No. of respondents
 If "YES" which of the following do you like

10 7

First aid
27
Canteen
Lightening & ventilation
Others

56

INTERPRETATION:

Above table shows that 56% of the respondents are satisfied with lightening and ventilation
facilities provided in the work place, followed by 27% satisfied with canteen facilities and
7% of the respondents opinioned on first aid facilities ,10% 0f the respondents opinioned on
others includes drinking water, rest rooms etc.
TABLE NO – 12
FRINGE BENEFITS ARE GOOD IN THE ORGANIZATION
Opinion No. of Respondents percentage

Strongly Agree 28 28

Agree 56 56

Disagree 15 15

Strongly Disagree 1 1

Total 100 100

FRINGE BENEFITS ARE GOOD IN THE

ORGANISATION

strongly agree
agree
disagree
strongly disagree

INTERPRETATION:

As shown in the above table 34% of the workers accept that the fringe benefits offered to
them are good and enough to their expectations. As much as 56% were the opinion that the
fringe benefits are somewhat good, though not up to their expectations . the remaining 16%
were of the opinion that the fringe benefits offered in the study unit are not up to their
expectations. Hence it can be concluded that he fringe benefits offered in the study unit, in
general, are not up to the expectation of the workers.
TABLE NO – 13

THE SUPERVISOR IS CONCERNED ABOUT THE WELFARE OF

THEWORKERS

Opinion No. of Respondents percentage

Strongly Agree 25 25

Agree 45 45

Disagree 25 25

Strongly Disagree 5 5

Total 100 100

THE SUPERVISOR IS CONCERNED ABOUT THE

WELFARE OF THE WORKERS

5
25
25 strongly agree
agree
disagree
strongly disagree

45

INTERPRETATION:

As the above table states that the attitude of the supervisor towards the welfare of
the workers is positive for 70% of the workers only. The remaining 30% were of the opinion
that the attitude of their supervisor was not in favour of their welfare. Thus the attitudes of
the supervisor are not satisfactory and it is a hurdle in the assessment of the quality of work
life in the study unit.
TABLE NO – 14

JOB SECURITY

Opinion No. of Respondents percentage

Strongly Agree 53 53

Agree 46 46

Disagree 1 1

Strongly Disagree - -

Total 100 100

JOB SECURITY
100%

80%
60%
53 46
40% 1
JOB SECURITY
20%
0%
Strongly 0
Agree
Agree Disagree
Strongly
Disagree

INTERPRETATION:

The above table shows that 53% of the workers strongly feel that there is security for
their job and only one worker feel that there is no security for the job. Job security is the
vital factor to access the quality of the work life in any organization. Since the job security
in the study unit ensures that there are majority chances for good performance and as a result
the qualities of work life are up to the expectation.
TABLE NO – 15

HELPING TENDENCIES OF SUPERVISOR

Opinion No. of Respondents percentage

Strongly Agree 33 28

Agree 56 56

Disagree 15 15

Strongly Disagree 1 1

Total 100 100

HELPING TENDENCIES OF SUPERVISOR

2
11
33 Strongly Agree
Agree
Disagree
Strongly Disagree
54

INTERPRETATION:

From the above table, it can be understood that the helping tendency of the supervisor is not
up to the expectations is not up to the expectations of the respondents as only 33% of them
strongly accept that the supervisors are lending their help hands always. 54% of the workers
are the view that the supervisor are helping at times are not always. The remaining 13% are
of the opinion that they are not at all helped by their supervisor. The helping tendencies of
the supervisors determine the quality of work life in any organisation; it is up to the required
expectations level of the workers in the study unit.
TABLE NO .16

TRAINING OPPORTUNITIES HELPED IN TERMS OF IMPROVING THE

QUALITY OF WORK

OPINION NO. OF RESPONDENTS PERCENTAGE

Strongly agree 30 30

Agree 54 54

Disagree 15 15

Strongly disagree 1 1

total 100 100

TRAINING OPPORTUNITIES HELPED IN TERMS

OF IMPROVING THE QUALITY OF WORK LIFE

100
54
50 30
TRAINING OPPORTUNITIES
15
0 HELPED IN TERMS OF
1 IMPROVING THE QUALITY OF
Strongly WORK LIFE
Agree
Agree Disagree
Strongly
Disagree

INTERPRETATION:

The above table states that only 30% of the workers strongly accept that there are
training opportunities in the study unit, which helps them to perform their job safely and
competently.54% of the workers accept to some extent that the training opportunities are
available and helpful. The remaining 17% were of the opinion that they had no such
opportunities. Training is very essential for quality of work life in any organization. The
training opportunities offered in the study unit are up to the expectations of the workers at
present.
TABLE NO .17

EMPLOYEES OPNION ABOUT WORK STRESS

OPINION NO. OF RESPONDENTS PERCENTAGE

Always 29 29

Often 64 64

Sometimes 6 6

Never 1 1

total 100 100

EMPLOYEES OPINION ABOUT WORK STRESS

1

29
Always
Often
Sometimes
Never

64

INTERPRETATION:

The above table states that except only one worker of all the 99 workers are of the
opinion that their work is stressful one. Among them, 29% of the workers opinioned that the
stress is always in the work and a vast majority of 64% feel that they often find their work
stressful. Only 6% of the workers have stated that their work is stressful sometimes and not
always. Hence it can be inferred that the work is stressful one, which if allowed uncontrolled
will spoil the quality of work in the study unit.
TABLE NO .18
EMPLOYEES OPINION ON WORK SCHEDULE
OPINION NO. OF RESPONDENTS PERCENTAGE

First shift 65 65

Second shift 4 4

Third shift 0 0

General shift 31 31

Total 100 100

EMPLOYEES OPINION ABOUT WORK SCHEDULE

31
First shift
Second shift
Third shift
0 General shift
4 65

INTERPRETATION:

From the above table 69% of workers are satisfied with first shift, 31% of workers
are satisfied with general shift and 4% of the workers pinioned on second shift. Hence the
majority of the respondents accept with their first shifts.
TABLE NO .19
ACCEPTING SUGGESTIONS BY THE SUPERVISOR
OPINION NO. OF RESPONDENTS PERCENTAGE

Strongly agree 35 35

Agree 51 51

Disagree 12 12

Strongly disagree 2 2

Total 100 100

ACCEPTING SUGGESTIONS BY THE

SUPERVISORS
60
51
50

40 35

30
ACCEPTING SUGGESTIONS BY
20 THE SUPERVISORS
12
10
2
0
Strongly Agree Agree Disagree Strongly
Disagree

INTERPRETATION:

From the above table 35% of the workers opinioned that their supervisors are always
accept their suggestions and get positive motivations from them. 58% state that their
supervisors accept their suggestions sometimes and not always. The remaining 14% reveals
that their supervisors never lend their ears to their suggestions. So, these workers were
motivated negatively by their supervisors. Though there is no need for the supervisors to
accept all the suggestions offered by the workers yet they shall not be motivational exists in
the study unit in the form of discarding the suggestions made by the workers.
TABLE NO.20

PROUD TO BE A PART OF CLASSIC MOULDS & DIES Ltd.

OPINION NO. OF RESPONDENTS PERCENTAGE

Strongly agree 81 81

Agree 18 18

Disagree 1 1

Strongly disagree - -

Total 100 100

PROUD TO BE A PART OF CLASSIC MOULDS &

DIES Ltd.
100 81
80
60
40
18 PROUD TO BE A PART OF CLASSIC
20
1 MOULDS & DIES Ltd.
0 0
Strongly Agree
Agree Disagree
Strongly
Disagree

INTERPRETATION:

The above table shows that except only one worker, all the 99% of the workers are of the
opinion that they are very proud to work in the study unit. Thus the image of the study unit
in the minds of the workers is very high, which is very essential for improving the quality of
work life in it.
 FINDINGS

The following were observed:

 From the table 1, it is inferred that majority of 45% of the respondents belongs to the
age group of 20 to 30 age group. 25% of the respondents fall from the age group of
46 and above.
 From the table 2, it is inferred that majority of 57% of the respondents are with an
experience of more than 10 years and 24% are 5 to 10 years of experience. 19% of
the respondents are with 1-5 years experience. No respondent is less experienced.
 From the table 3, it is inferred that as much as 97% of workers in the study unit were
of the opinion that their jobs enables them to use their skills and abilities in full. Only
3% of them disagreed to this point.
 From the table 4, shows that no harm is done to the self-respect agreed to the
statement and 57% of the respondents also opinioned that the workers are treated
equally with respect at their work places.
 From the table 5, it is inferred that almost 97% all the workers in the study unit either
agree or even strongly agree that the conditions on their job allow them to be
productive. Only 3% of them were of negative opinion.
 From the table 6, it is inferred that 25% of the workers strongly agree to the point
that there are adequate opportunities to develop their own special abilities in the
work place. 63% of the respondents agree to it only to some extent. Only 12% of the
workers find no such opportunities in the study unit.
 From the table 7, it is inferred that 82% of the workers in the study unit are satisfied
with the guidance provided to them by the superiors/managers to get the work done
easily. 18% of the respondents disagreed to accept it.
 From table 8, it is inferred that the opinion of the respondents as regard to the
positive factors of the high quality tools and techniques to perform the job and 32%
of the respondents also agree with the statements and only 3% of the respondents are
refused to accept it.
 From the table 9, it is inferred that the opinion of the respondents as regard to the
chances for promotion is not appreciable compared to other determinants of quality
of work life. Only 72% of the respondents have agreed that the chances for
promotion are good in the study unit whereas, as much as 28% of the workers
refused it.
 From the table 10, , 59% of the respondents opinioned that high priority was
assumed to safety at work place and other side of the coin reflects 41% of the
respondents disagreed. Hence, it can be concluded that the safety towards the
employees need to be concentrated highly to ensure safe and secured work life.
 From the table 11, it is inferred that 56% of the respondents are satisfied with
lightening and ventilation facilities provided in the work place, followed by 27%
satisfied with canteen facilities and 7% of the respondents opinioned on others
includes drinking water, rest rooms etc...
 From the table 12, it is inferred that 34% of the workers accept that the fringe
benefits offered to them are good and enough to their expectations. As much as 56%
were of the opinion that the fringe benefits are somewhat good, though not up to
their expectations. The remaining 16% were of the opinion that the fringe benefits
offered in the study unit are up to their expectations.
 From the table 13, it is inferred that the attitude of the supervisor towards the welfare
of the workers is positive for 70% of the workers only. The remaining 30% were of
the opinion that the attitude of their supervisor was not in favour of their welfare.
 From the table 14, it is inferred that 53% of the workers strongly feel that there is
security for their job and only one worker feel that there is no security for the job.
 From the table 15, it is inferred that the helping tendency of the supervisor is not up
to the expectations of the respondents as only 33% of them strongly accept that the
supervisor is helping at times are not always. The remaining 13% are of the opinion
that they are not all helped by the supervisor.
 From the table 16, it is inferred that only 30% of the workers strongly accept that
there are training opportunities in the study unit, which helps them to perform their
job safely and competently.54% of the workers accept to some extent that the
training opportunities are available and helpful. The remaining 17% were of the
opinion that they had no such opportunities.
 SUGGESTIONS
The employees of ITC paperboards & speciality papers division expecting the following
from the company.

i. Improvement in rewarding and awarding policies.

ii. Introduction of promotion policy at operation level.
 Employees need high motivation from the top management of the company.

 Employees needs more compensation from the company

 Employees expects mutual relationship between co-workers

 Employee’s need special training from the company related to their job during

working period.

 Employees expect the quality of work to be measured periodically by the company.

 CONCLUSION
From the study, it is clear that quality of work life of employees in ITC paperboards
& speciality papers division is good. This research highlights some of the small gaps in
employee’s satisfaction towards the company.

Compared to the other companies believe in employee’s satisfaction and brilliant

productivity hours. Quality mission includes not only the quality of the products but also the
quality of work life.

ITC paperboards & speciality papers division aims to promote the peaceful industrial
relations and good organisation which is highlighted by management and the employees.

Since employees are the backbone of the company. So company should satisfy them
in order to improve the business in the higher competitive market of the liberalized
economy.
 QUESTIONNAIRE
1.The job allows me to use my skills and abilities to the maximum level?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

2. I am treated with respect in the work place?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

3. Conditions in the job allows me to be productive?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

4. The organisation provides an opportunity to develop my own abilities?

A) Strongly agree B) Agree C) Disagree D) strongly

disagree

5. The organisation provides enough instruction to get the get job done?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

6. The organisation is providing a high quality tools and techniques to do the job?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

7. The opportunity for promotions are good?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

8. The safety of workers is at high priority?

A)Yes B) No
9.Does the infrastructure facilities are good?
A)Yes B) No
10.If, yes which of the following do you like?
A)First aid B) canteen C)Lightening & ventilation D) others
11.Fringe benefits are good in the organisation?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

12. The supervisor is concerned about the welfare activities of the employees?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

13.The job is secured?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

14.The supervisor is helpful to me in getting the job done?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

15.The training opportunities has really helped in improving the quality of work?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

16.How often do you find work stressful?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

17. Which of the following best describes your usual work schedule?

A) First Shift B) Second Shift C) Third Shift D) General Shift

18.The suggestions gave by me are always accepted and motivated by the superior?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

19. I am proud to be a part of ITC PSPD ?

A) Strongly agree B) Agree C) Disagree D) strongly disagree

 BIBILIOGRAPHY
REFERENCES

BOOKS:

1. K. Aswathappa (1997) “Human resources and personal management”

Tata McGraw-hill publishing company limited, New Delhi – 110 001.
2. John M. Ivancevich (2006), “Human Resource and personal
Management” Tata McGraw-hill publishing company limited, New Delhi
– 110 001.
3. C.R. Kothari (2011) “Research methodology” of wishwa prakashan
publishing, Chennai – 17, Edition
4. C.B. Mamoria and S.V. Gankar (2011), “personnel management text &
cases”, Himalaya publishing house Mumbai, XXI Edition.
5. R.S.N. Pillai and V. Bhagavathi (1998), “Statistics” of sultan chand and
sons, New Delhi, PP. 132-141, II Edition.
6. Biswaject pattanayak (2001), “Human Resource and Personal
Management” Prentice Hall of India pvt., ltd.new Delhi.

WEBSITES:

www.classicmoulds.com
www.humanresources.com
www.qualityofworklife.com
www.ask.com
www.citehr.com
www.itcpspd.com
www.itcportal.com