PROJECT

ON

QUALITY OF WORK LIFE

Affiliated To

PUNJABI UNIVERSITY PATIALA

In the partial fulfillment of requirement for the award of

Degree of Masters of Business Administration (MBA)

Submitted To: Submitted By:

Prof. Shivani Bector Navneet singh

Roll No-188435

1
 PREFACE

Management is a vital function with all aspects of the working of an enterprise and hence a
course in business administration has become a sort of prerequisite for a successful carrier in
today’s dynamic business environment. Theories on management aim at establishing the best
way of doing things undyingly the situational needs determine their mode of application.
Effective management is always a situational management. So a student undergoing a
undergraduate program in management needs to be exposed to the realities in the field, which
puts to the test of classroom learning.
The project report related to Quality of work life of employees was prepared at EME
Technologies sector 34A Chandigarh. The field of HR management has undergone many
changes and the management requires data of the employees/workers of any company. Therefore
the presentation of proper records has become for the further growth and diversification of the
company.

To sum up, in this humble exercise an effort has been made to learn about the Quality of work
life of a reputed and esteemed IT Software Company (EME Technologies) with the hope that it
will be useful for my carrier in the field of management, and further add to my knowledge.

2
 ACKNOWLEDGEMENT

Concentration, dedication, hard-work & application are essential but not only the factors to
achieve the desired goal. All these are supplemented by guidance, assistance & co-operation of
People to make it success. Every complete successful assignment is the result of many hands
Join together.

It is a matter of pride and privilege for me to adequately express my deep indebtedness, thanks
and guidance to my project guide to Ms. RITU SAINI (Manager EME TECHNOLOGIES
Chandigarh) for her valuable guidance, co-operation and constant inspiration.

I take the opportunity to express my gratitude to the HEAD of department account who took
pains to see that I get all facilities required for my project work and enlightened me about real
working of organization.

I acknowledge my thanks to all the other staff members. who directly or indirectly helped me in
completing this project.

Lastly, how can I forget to owe my indebtedness to my parents who provided moral support as
well as adequate finances during the course of my studies.

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 DECLARATION

I, Navneet singh hereby declare that the project entitled QUALITY OF WORK LIFE OF
EMPLOYEES, assigned to me by EME TECHNOLOGIES CHANDIGARH, during my
major research project for M.B.A, Degree from MATA GUJRI COLLEGE, FATEHGARH
SAHIB is the Original work done by me and the information provided in the study is authentic
to the best of my knowledge.
This study has not been submitted to any other institution or university for the award of any other
degree.

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 CONTENTS

SERIAL NO. TOPIC NAME PAGE NO.

CHAPTER-1 Introduction 6-37

1.1 Introduction to the Topic 6- 25

1.2 Introduction to the 26-37

Company
CHAPTER-2 Research Methodology 38-40

2.1 Objective 39

2.2 Review of Literature 41-47

CHAPTER-3 Analysis and interpretation 48-68

CHAPTER-4 Findings of research 69-71

CHAPTER-5 Conclusion and suggestion 72-74

CHAPTER-6 Limitations of the Study 75-76

Bibliography 77

Questionnaire 78-81

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 CHAPTER -1

INTRODUCTION
To
THE TOPIC

6
 1.1INTRODUCTION OF QUALITY OF WORK LIFE

Quality of work life (QWL) refers to the favorableness or unfavourableness of a job environment
for the people working in an organization. The period of scientific management which focused
solely on specialization and efficiency, has undergone a revolutionary change.The traditional
management (like scientific management) gave inadequate attention to human values. In the
present scenario, needs and aspirations of the employees are changing. Employers are now
redesigning jobs for better QWL. The world is moving with very high speed and managing an
organization has become more complex than ever before. There is a competition going on
between companies to attract and retain quality human resource in order to be ahead of its
competitors in a particular industry. At this backdrop, Quality of Work Life (QWL) has emerged
as one of the most important aspect of Job that ensures long term association of the employees
with the organization. To introduce the hard practices in to the organization it is the important to
have encouraging atmosphere. QWL is one of the most important factors, which leads to such
favorable atmosphere. It produces more humanized jobs. It attempts to serve the higher order
needs of employees are human resources that are to be developed rather than simply used QWL
leads to an atmosphere that encourages than to improve their skill. It also leads to have good
interpersonal relations and highly motivated employees who strive for their development. QWL
will ensure enthusiasm work environment with opportunities for everyone to give their best.
Such job will provide job satisfaction and pride to the company.

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Definition:

1. “QWL is a process of work organizations which enable its members at all levels to actively;
participate in shaping the organizations environment, methods and outcomes. This value based
process is aimed towards meeting the twin goals of enhanced effectiveness of organizations and
improved quality of life at work for employees. ”

—The American Society of Training and Development

2. “QWL is a way of thinking about people, work and organizations, its distinctive elements are
(i) a concern about the impact of work on people as well as on organizational effectiveness, and
(ii) the idea of participation in organizational problem-solving and decision making. ” —Nadler
and Lawler

3. “The overriding purpose of QWL is to change the climate at work so that the human-
technological-organizational interface leads to a better quality of work life.”

-Luthans

From the definitions given above, it can be concluded that QWL is concerned with taking care of
the higher-order needs of employees in addition to their basic needs. The overall climate of work
place is adjusted in such a way that it produces more humanized jobs.

QWL is viewed as that umbrella under which employees feel fully satisfied with the working
environment and extend their wholehearted cooperation and support to the management to
improve productivity and work environment.

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 1.1.1 Importance of the Study

There is a much about the quality every aspect viz. quality product, quality of material and inputs
there in, quality of product development and quality of service. The quality of work life and
quality of life, which is pivotal aspects in everyone’s work life. This also bring employee
satisfaction. You can obtain man’s physical presence at a given place, and a measured number
of skilled muscular motions per hour or day. But the enthusiasm, initiative, joy, loyalty,
you can’t obtain by devotion of hearts, mind and souls. Apart from this if the employee is
provided with other extrinsic and intrinsic benefits then this will lead for high productivity and
results in employee satisfaction too. To introduce the hard practices in to the organization it is
the important to have encouraging atmosphere. QWL is one of the most important factors, which
leads to such favorable atmosphere. It produces more humanized jobs. It attempts to serve the
higher order needs of employees are human resources that are to be developed rather than simply
used.QWL leads to an atmosphere that encourages than to improve their skill. It also leads to
have good interpersonal relations and highly motivated employees who strive for their
development. QWL will ensure enthusiasm work environment with opportunities for everyone to
give their best. Such job will provide job satisfaction and pride to the company.

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1.1.2 Important Scopes of the Quality of Work Life

Some of the important scopes of the quality of work life, according to Walton, are:

1. Adequate and Fair Compensation:

The salary structure of employees should be just, fair and equitable. It should ensure reasonable
wages to employees so that they can keep a desirable standard of life. Payment of Wages Act,
1936 and Minimum Wages Act 1948 safeguard the interests of the workers regarding payment of
wages.

It should be clearly understood that for QWL, cash payment is not the only answer. However,
hefty salaries are being paid to the knowledge Workers so as the meet their basic and higher
level needs for improving their QWL.

2. Safe and Healthy Working Conditions:

In India, Factories Act 1948 contains a number of provisions relating to safety and health of
employees. Employers are increasingly trying to provide better working conditions to their
workers as compared to their competitors. Flexi-hours of work, zero risk physical conditions of
work and safety against noise, pollution, fume, gases etc. go a long way in effecting the quality
of work life.

3. Opportunity to use and Develop Human Capacities:

The QWL will be better if the jobs allow sufficient antinomy and control to its employees. The
workers must be given an opportunity to use their skills, abilities and initiative in planning and
implementing the work. The senior persons can keep a watch and a constant control and also
provide immediate feedback to the workers. Corrective measures can be taken immediately in
the light of this feedback.

4. Opportunity to Growth and Security:

When employees are offered opportunities to grow in an organization by providing promotion
ladder, it helps in improving the QWL. There is an inner desire in every employee for career
progression. If the job is dead-end, it must be made clear to the employee at the outset.

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5. Social Integration in the Work Organization:
An employee develops a sense of belongingness to the organization where he works.
Discrimination among the employees on the basis of age, gender, cast, creed, religion etc. can act
as a hindrance in the way of social integration. Workers develop self-respect as a result of social
integration and it improves the quality of work life.

6. Constitution in the Work Organization:

Every employee should be entitled to some privileges such as personal privacy, right to
expression, right to equitable treatment etc. These should be governed by certain rules and
regulations. In short, there should be the ‘Rule of Law’ as per the constitution of the enterprise.

7. Work and Total Life Span:

Certain employees are required to work for late hours or are frequently transferred or have to do
a lot of travelling as a part of their duty. This definitely affects their QWL as they remain away
from their families for a long period of time.

8. Social Relevance of Work Life:

Those business enterprises which are engaged in discharging their social responsibilities
contribute to QWL. If a concern does not care for social obligations, the employees of such
organization cannot expect a better QWL. Low quality products, no control on pollution, bad
employment practices are indicators of low QWL.

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In addition to the above constituents:-

International Labor Office (ILO) has included the following determinants in QWL:
(a) Hours of work and arrangement of working time.

(b) Work organization and job content.

(c) Impact of new technologies on working conditions.

(d) Working conditions of young workers, older workers and other special categories.

(e) Work related welfare services and facilities.

(f) Shop floor participation in the improvement of working conditions.

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1.1.3 Quality Work Life: Evolution and Reasons for Study of Quality of Work
life

A number of legislations were passed in all parts of the world including India to protect and
safeguard employees from job-accidents, exploitation in the hands of the employer and also to
provide welfare and safety measures.

In the modern scenario, QWL has become a buzzword of the modern time. It was in the year
1970 that the idea of QWL was conceived in the American Research Journals. The contribution
of Maslow, Herzberg and McGregor in improving QWL cannot be undermined. The QWL has
now come to be known as humanization of work. The basic idea of this concept is to treat
employees as a human being. Almost all large scale concerns are trying to make the work
environment more humane.

The various terms which have now come to be associated with knowledge workers are
Intellectual Capital Social Capital, Human Capital, Human Resource Asset, Talent Investors etc.
Individuals possess bundles of energy which is not replicable.

These employees can become the most tangible assets of an organization if the concern takes
care of their QWL. Management now-a-days, have started showing utmost respect to employees,
in all multi-national companies, the employees are enjoying better quality of work life.

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 1.1.4 Reasons for Study of Quality of Work Life

1. Division of work and specialization has made the workers socially isolated from their fellow
workers.

2. Overdependence on rules, procedures and hierarchy has made the workers just like various
parts of the machine.

3. In many organizations, workers are working 14 to 15 hours a day against the accepted norms
of 8 to 9 hours. This has brought the workers under stress and tension.

4. Burnout, work-stress, health hazards, monotony etc, are the natural offshoots of the modern
way of life. Job pressure may result in poor health on account of drinking, smoking and drug
addiction.

5. Many organizations are keeping employees on temporary or ado basis. There is no job security
for the employees in such organizations. Such persons overwork resulting in reduction in their
general happiness.

6. Globalization has lowered national boundaries and mobility of workers has increased causing
great changes in the work environment at factories and offices.

7. The changing workforce of literate workers is more concerned with non- economic aspects
such as self-respect, recognition, flexi-hours and organizational privacy etc.

8. Conflicts can be prevented if workers enjoy better QWL.

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 1.1.5 Specific Issues in QWL

Besides normal wages, salaries, fringe benefits etc.., the specific issues are being identified by
the human resource managers on regular basis. Following issues are highly relevant and
determine the Quality of Work Life in any organization:-
1. Pay and stability of employment: Good pay dominates most of the factors in employee
satisfaction. Alternative means of providing wages should be developed to increase the cost of
living index, profession tax etc..,
2. Occupational stress: It’s a condition of strain on employee emotions. Stress is caused due to
irritability, hyper excitation or depression, unstable behavior, fatigue, stirring heavy smoking and
drug abuse has to be identified.
3. Organizational health Programs: Its helps to aim at educating about health Programs, means
of maintaining and improving of health.
4. Alternative work schedules: Includes flexi times, reduce work hours, part time employment.
5. Participative management and control of work: The trade unions and workers believe that
workers participation in management and decision - making improves QWL.
6. Recognition: Rewarding system, congratulating the employees for their achievement, job
enrichment, offering membership in clubs or association, vehicles, etc recognizes the employees.
7. Congenial worker-supervisor relations: This gives the worker a sense of social association,
belongingness, achievement of work results etc.
8. Grievance procedure: Employees will have a fair treatment when the company gives them
the opportunity to ventilate their grievances and present their case sincerely rather than settling
the problem arbitrarily.
9. Adequacy of resources: Resources should match with states objectives; otherwise employees
will not be able to attain the objectives.
10. Seniority and meriting promotions: Seniority is considered as basis for promotion. Merit is
considered as the basis for advancement for managerial people.
11. Employment on permanent basis: It gives security and leads to higher order QWL.

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1.1.6 The factors that influence and decide the Quality of work life are:

 Attitude
 Environment
 Nature of Job
 People
 Stress Level
 Career Prospects
 Challenges
 Growth and Development
 Risk Involved and Reward

 Attitude: The person who is entrusted with a particular job needs to have sufficient
knowledge, required skill and expertise, enough experience, enthusiasm, energy level,
willingness to learn new things, dynamism, sense of belongingness in the organization,
involvement in the job, inter personnel relations, adaptability to changes in the situation,
openness for innovative ideas, competitiveness, zeal, ability to work under pressure,
leadership qualities and team-spirit.

 Environment: The job may involve dealing with customers who have varied tolerance level,
preferences, behavioral pattern, level of understanding; or it may involve working with
dangerous machines like drilling pipes, cranes, lathe machines, welding and soldering
machines, or even with animals where maximum safety precautions have to be observed
which needs lot of concentration, alertness, presence of mind, quick with involuntary actions,
synchronization of eyes, hands and body, sometimes high level of patience, tactfulness,
empathy and compassion and control over emotions.

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 Nature of Job: For example, a driller in the oil drilling unit, a diver, a fire-fighter, traffic
policeman, tram engine driver, construction laborers, welder, miner, lathe mechanic have to
do dangerous jobs and have to be more alert in order to avoid any loss of limb, or loss of life
which is irreparable; whereas a pilot, doctor, judge, journalist have to be more prudent and
tactful in handling the situation; a CEO, a professor, a teacher have more responsibility and
accountability but safe working environment; a cashier or a security guard cannot afford to
be careless in his job as it involves loss of money, property and wealth; a politician or a
public figure cannot afford to be careless, for his reputation and goodwill is at stake. Some
jobs need soft skills, leadership qualities, intelligence, decision making abilities, and abilities
to tram and extract work from others; other jobs need forethought, vision and yet other jobs
need motor skills, perfection and extreme carefulness.

 People: Almost everyone has to deal with three set of people in the work place. Those are
namely boss, co-workers in the same level and subordinates. Apart from this, some
professions need interaction with people like patients, media persons, public, customers,
thieves, robbers, physically disabled people, mentally challenged, children, foreign delegates,
gangsters, politicians, public figures and celebrities. These situations demand high level of
prudence, cool temper, tactfulness, humor, kindness, diplomacy and sensitiveness.

 Stress Level: All these above mentioned factors are inter-related and inter-dependant. Stress
level need not be directly proportional to the compensation. Stress is of different types -
mental stress/physical stress and psychological or emotional stress. A Managing Director of a
company will have mental stress, a laborer will have physical stress, a psychiatrist will have
emotional stress. Mental stress and Emotional stress cause more damage than physical stress.

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 Career Prospects: Every job should offer career development. That is an important factor
which decides the quality of work life. Status improvement, more recognition from the
Management, appreciations is the motivating factors for anyone to take keen interest in his
job. The work atmosphere should be conducive to achieve organizational goal as well as
individual development. It is a win-win situation for both the parties; an employee should be
rewarded appropriately for his good work, extra efforts, sincerity and at the same time a
lethargic and careless employee should be penalized suitably; this will motivate the former to
work with more zeal and deter the latter from being so, and strive for better performance.

 Challenges: The job should offer some challenges at least to make it interesting; That
enables an employee to upgrade his knowledge and skill and capabilities; whereas the
monotony of the job makes a person dull, non-enthusiastic, dissatisfied, frustrating,
complacent, initiative - less and uninteresting. Challenge is the fire that keeps the innovation
and thrill alive. A well-accomplished challenging job yields greater satisfaction than a
monetary perk; it boosts the self-confidence also.

 Growth and Development: If an organization does not give chance for growth and personal
development it is very difficult to retain the talented personnel and also to find new talent
with experience and skill.

 Risk Involved and Reward: Generally reward or compensation is directly proportional to

the quantum of work, man-hours, nature and extent of responsibility, accountability,
delegated powers, authority of position in the organizational chart, risk involved level of
expected commitment, deadlines and targets, industry, country, demand and supply of skilled
manpower and even political stability and economic policies of a nation. Although risk is
involved in every job its nature and degree varies in them; all said and done, reward is a key
criteria to lure a prospective worker to accept the offer.

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 1.1.7 4 Principles of Quality of Work Life

Some of the principles of quality of work life, formulated by Harrick and McCoy, are: 1.
Principle of Security 2.Principle of Equity 3.Principle of Individuality and 4.Principle of
Democracy.

1. Principle of Security:
The changing workforce of knowledge workers expects more than just money from their work
life.

Job Security is at the top of their list. The modern era is rapidly becoming an era of dual income
workers where both the spouses are working. Such workers need more flexibility in certain areas
such as working hours, leaves, compensation, etc. A worker who is free from the fear of loss of
employment contributes more value to an organization.

2. Principle of Equity:
In law, the principle of equity states that there should be no distinction or discriminates among
the owners, management and workers. There should be a fair reward for all of them. The profit
of the business should be shared between the owners and employees in the ratio of contribution
made by each one of them.

3. Principle of Individuality:
Individuality refers to freedom and antinomy allowed to workers in deciding their own pace of
work, methodology and designing of sequence of operations of the job. Thus, principle of
individuality lays down that every individual employee should be motivated to make use of his
existing capabilities and also encouraged to develop his competence to the maximum level.

4. Principle of Democracy:
This principle implies that there should a democratic environment at the work place. The
employers should enjoy certain rights such as right to personal privacy, freedom of speech etc.
Workers’ participation in management is an indication of democratic set up of an organization.

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 1.1.8 QWL and Employees Satisfaction

Employee satisfaction is very important aspect for any organization in order to ensure its
effective functioning. In today’s competitive world we see organizations are spending lot of time
and money on employee satisfaction in an effort to improve productivity, increase customer
satisfaction, and also to help the organization needs. Executive should maintain a satisfied work
forces, hence the employee satisfaction and QWL directly effects the company ability to properly
serve its customers and if it is not measured. It cannot be effectively improved and maintained. If
the company which does not measured and improved the employees satisfaction may face
increasing turnover, declining productivity from the people that remain, and limited ability to
attract and retain qualified replacements. Dissatisfaction with working life is a problem, which
affects all workers at one time or another. Hence the sustained vitality and profitability of the
organization is clearly linked to the satisfaction of its work force. All the employees mostly feel
they are working harder, faster and longer hours than even before and hence employees are
attempting to determine what kind of investments in staff really payoff, and if there is no balance
the stress of the employee leads to lack of commitment to the corporation, poor productivity and
even leaving the company. The problem of the employees can be solved by many methods
employer should try to address the employee turnover and job satisfaction issues. The issue must
be first determined in order to take effective action plan towards employees’ satisfaction. Some
companies take or implement by convinced focus groups and conducted employee satisfaction
survey to find out their employees feel to determine what they can do to make their employee
happy. Employers have found beneficial to allow work assignment for their employees. This is
another way to improve employee productivity and morale. If we see the other alternative
assignment even they are widely used today-they are telecommuting, flexi time, and alternative
work schedule. Four types of flexi time include 1.Flexitor 2. Gliding time 3. Variable day.
QWL to improve and eliminate job stress, employers can also make efforts to the aware of the
workload and job demands, employer need to examine employee training, communication,
reward system, coworker relationship and work environment. If the employees are given
freedom to choose their own work schedules; quality and productivity of the work increases.
Because of this opportunity given to the employee will also bring to the responsibility for

20
finishing work within specified time. Non- financial rewards often have more impact than
finance reorganization in attaining job satisfaction rewarding the employees is important. Job
satisfaction can be improved by the recognizing the employees’ performance through providing
other works, benefits, and non-financial rewards. Job satisfaction is a motivator in work
endeavors, and QWL is a key indicator of the overall quality of human experience in the work
place. QWL expresses a clear way of thinking about people, their work, and other organization in
which their career are fulfilled. QWL establishes a clear objective that high performance can be
achieved with high job satisfaction. Unclear targets and objectives and poor communications can
contribute to dissatisfaction and eventually lead to poor work performance.

1.1.9 QWL and Organizational Productivity

The term productivity must not be confused with production. Productivity is a ratio while
production relates to a volume. Increased production does not necessarily mean increase in
productivity. Input of resources goes up in direct proportion to the increase in output; the
productivity will remain the same. Peoples are the important assets of any organization because
only through people all other resources are converted into utilities. Productivity consciousness
has acquired worldwide momentum. Higher productivity is very important for any firm for the
survival of any nation, and its stands for proper utilization of available resources to check the
best results with minimum costs .The only path to national prosperity is to improve the
productivity in the industrial sphere. Not only the firm’s survival, the productivity denotes the
efficiency of the various input’s which are converted in to different goods and services. It’s a
multifaceted concept it also signifies the ratio between inputs and output. All organizations
regard work life benefits as an investment designed, among other things, to attract, and retain
talent. Such benefits recognizes the growing demands on the lives of people, particularly at times
when jobs are the impact of HRM practices and policies on firm performance is an important
aspect in the fields of HRM, industrial and organizational psychology. All the organizations do
expect higher productivity with less resources and investment. The survey made by the
Association of executive search consultant (AESC) have revealed a sea change in the attitude of
corporate high flyers, with a growing number rejecting organization hours and scramble the

21
corporate leader in favor of better QWL. Mostly in such (AESC) survey it is found that they have
not achieved a satisfactory work-life balance and a similar proportion felt that their work life
balance had changed for the worse over the past five years. It should be recognized that the long
term productivity improvement can be achieved by the human factor through positive
and innovative attitudes. There’s an argument that high performance work practice, including
comprehensive employee recruitment and selection procedures, incentive compensation and
performance management systems and extensive employee involvement and training, firms
current potential employees, increase their motivation, and enhance retention of quality
employees while encouraging non-performance to leave the firm. Among human resource
professionals there is a growing consensus that organizational human resource policies can, if
properly configured provide a direct and economically significant contribution
to firms’ performance. Both intermediate employment out comes and firm-level measures of
finance performance are dependent variables. Today work organization is continually changing
to meet new demands, including the use of new technologies and work place innovation. Among
its main finding, technology and working conditions status. Jobs can be divided into four
categories depending upon different work organization contexts viz. Active, Passive, High and
Low strain jobs. Work autonomy and work intensity are important factors within these contexts.
The cause of stress can be the intensification of work. In the manufacturing sector industry it is
commonly stated that quality drives productivity is a source of grater revenue work organizations
is continually changing to meet new demands, including the use of new technologies and work
place innovations.

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 1.1.10 Quality of work life in EME TECHNOLOGIES

Organizations provide various types facilities to their employees to keep their motivation levels
high. The facilities are compulsory to provide by an organization as per mandatory law. These
include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety,
health and welfare) 1986, Mines Act 1962. These are below:-

 Drinking Water: At all the working places safe hygienic drinking water should be
provided.

 Facilities for sitting: In organization suitable seating arrangements are to be provided.

 First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to the
needed employee.

 Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in
the office and factory premises and are also to be maintained in a neat and clean
condition.

 Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to

provide hygienic and nutritious food to the employees.

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 Spittoons: In work place, such as ware houses, store places spittoons are to be provided
in convenient places and same are to be maintained in a hygienic condition.

 Lighting: Proper and sufficient lights are to be provided for employees so that they can
work easily during the night shifts.

 Washing places: Adequate washing places such as bathrooms, wash basins with tap and
tap on the stand pipe are provided in the port area in the vicinity of the work places.

 Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided to
the workers to keep their clothes and belongings.

 Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions
of water supply, wash basins, toilets, bathrooms, etc.

 Personal Health Care (Regular medical check-ups): Some of the companies provide
the facility for extensive health check-up

 Employee Assistance Programs: Various assistant programs are arranged like external
counseling service so that employees or members of their immediate family can get
counseling on various matters.

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 Harassment Policy: To protect an employee from harassments of any kind, guidelines
are provided for proper action and also for protecting the aggrieved employee.

 Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease or
injury.

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INTRODUCTION

TO

THE

COMPANY

26
 1.2 ABOUT THE ORGANIZATION

1.2.1 Introduction about EME Technologies

EME Technologies a software company is managed by a team of dedicated, committed and

highly qualified software & hardware professional. The company is fortunate enough to have
been associated with expert and experienced faculty in the fields of Software, Hardware and
Web Technologies Embedded, System, PCB Designing, Networking, AutoCAD, automation and
many more. One of the areas of our specializations is Project study, analysis, development and its
live implementation.

The computer faculty in our computer institute has hands-on experience in software development
and has a proven track record in training and guiding the students. They take intensive care from the
very first step of selecting the Project title and encouraging the student to venture a distinct project,
involve themselves in the Project by putting their own effort, time and subject to write programs to
execute the same.
In case of any problems, the faculty in-charge willingly guides the student and helps them in
successfully executing the Project Faculty give their support 24/7 to client.

The institute’s objectives is to empower the future computer Professionals by providing them decent
work atmosphere, individual attention, creating confidence in them by encouraging them take-up
the Project on their own, right from selection of topic until its implementation, facilitating its
submission, under the supervision and guidance of experienced and expert faculty. EME delivers
an integrated portfolio of solutions and services reflecting a broad range of TECHNOLOGIES and
business practices.

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1.2.2 EME-Overview

The “EME Technologies”, is located in Chandigarh. EMETECHNOLOGIES are Offshore

Outsourcing Consultants with a leading edge TECHNOLOGIES focus on delivering the best and
most cost-effective solutions to their clients in various areas of web development services and
solutions.

The team at EME Technologies consists of over 30 highly skilled professionals associated with
Information TECHNOLOGIES. EME Technologies delivers total solutions for software
development and maintenance needs, serving companies from the smallest of start-ups to the largest
of the Global 2000. We specialize in offshore software development and web applications.

At EME Technologies a talented group of designers and interface engineers are masters at
effectively conveying a consistent corporate message and brand while concentrating on ensuring a
pleasant and useful user experience. They help in effectively market the company by utilizing their
skills in web strategy, creative interface design, corporate branding and logo design, online
marketing strategy and copywriting.

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1.2.3 Vertical practices

1.2.3.1 Service Practices

The various types of services that are offered by this company are as follows

• Custom web applications

• Web designing

• Complete e-business solutions

• Ecommerce business

• SEO Service

• Web Data Mining

• Training and Consulting Services for the Development of Embedded

Systems

1.3.1.1.1. Custom application development

It is meant for designing software that has been designed and programmed for a specific
function/need. Custom application development is capable of producing practically any
feature you may desire for your site.

EME TECHNOLOGIES provide total flexibility in terms of Custom application

development - the process is essentially "Client Driven". It is important to remember that a
well-designed database should provide the end product that is tailored to meet both your
professional and practical business needs and therefore serve its intended purpose

29
1.3.1. 1.2. Web Designing

EMETECHNOLOGIES has a team of experienced multi media and web designers for professional
web site designing who work closely with our programming team to integrate the various
components with a consistent look and feel that represents your corporate brand image. We know
the importance of a "first web impression" in web site design and our experienced team will advise
you on how best to take advantage of changing trends and expectation.

1.3.1. 1.3. Complete e-business solutions

EME Technologies ' Complete e-business solutions offer a powerful combination of design and
TECHNOLOGIES. This comprehensive set of online e-commerce TECHNOLOGIES is designed
to help you make the most of your new or existing business. Their complete e-business solutions
will help you increase your sales and improve your bottom line.

1.3.1. 1.4. E-commerce business development

Their shopping cart solutions are all you need to be a successful online store. Meet any growing e-
commerce requirements with our shopping cart solutions for all sectors of the market. With the
advent of TECHNOLOGIES, business has increased manifold.

If you are not updating your business in accordance to the changing scenario then a realization
factor might follow showing your performance during the past time. There cannot be any short cut
to success for your retail business. All you can do is to provide best offer to your customers by using
Ecommerce solutions.

30
1.3.1. 1.5. Search Engine Optimization Firm

It offers the facility of Optimizing and Positioning of your website in the Major Search Engines.
They initiate the SEO Service process by determining the Keyword/Phrase that best describe your
Website/Business. Then they build META Tags, for the few search engines that still use these.

The placement and maintenance of your website is monitored throughout the year. This becomes
even more important whenever the search engines changes their specifications. Maintenance is an
extremely important aspect of a quality web site, not just for the benefit of search engines, but also
for overall accuracy of your company's information.

1.3.1. 1.6. Web Data mining

It is a proven Technology for advanced analysis that detects key patterns and trends. But the time-
consuming complexity of preparing Web data with the business context necessary for data mining
has hampered its use in Web analysis—until now.

EME Technologies creates, maintains, and runs Internet robots that retrieve data from the Web. The
robots feed extractors that pick out useful information and can deliver it to you in a format for
processing and analysis.

1.3.1. 1.7. Training and Consulting Services for the Development of Embedded
Systems

EME Technologies is pioneer in Establishing Embedded systems in Chandigarh. Our expertise

covers several microcontroller architectures and their development tool chains. In addition we focus
on topics such as time-to-market, quality improvement, complete PCB Designing and embedded
applications using Atmel MCS51, Atmel AVR, Microchip PIC controller, NXP ARM, Adriano and
Raspberry pi our training and consulting services include prototyping and customized software and
hardware developments. Training, consulting or prototyping services include applications on
technologies from Atmel, microchip, NXP, Maxim etc. Embedded Systems Development involve

31
Microcontroller families, these Microcontroller families require programming in Embedded C
language.

EME is providing embedded system Development services and Training in Embedded systems,
Robotics, VLSI, AUTOCAD since 2002.

MISSION OF THE COMPANY

At EME, our mission and principles are to give lucrative growth through superior customer
service, innovation, quality and commitment and provide corporate internship to aspirants to
understand their complete potential for better future of IT.

VISION OF THE COMPANY

Our vision is a zilch less than optimizing the complete potential of the Internet — worldwide
access to examine and education, complete contribution in culture — to make a new age of
development, growth, and production.

32
 MANAGEMENT

Designation Name

Managing Director - Mr. Sunil Bhutani

CEO:- Shashi Bhutani

HR manager: - MS. Ritu Saini

33
ORGANISATON GOALS

The company has laid down for itself goal of improving the “value” to the customers through:

1. LEADERSHIP:

 To maintain leadership in following categories:-

 Market share: to maintain its status as brand leaders in the software company.
 Product Development: To develop new software and new applications.
 Technology: modernization and up gradation of technology to the latest
improvements to meet customer requirements.

2. CUSTOMER SATISFACTION:

 It shall strive to achieve customer satisfaction rating more than 90%.

3. TECHNICAL REQUIREMENT:

 Products are manufactured as per specifications and also customer’s specific

requirements.

4. QUALITY:

 To improve quality consistently through quality assurance and process control.

5. DELIVERY:

 To strive to achieve 100% on time delivery as per customer requirements.

34
ORGANISATION SET UP

The organizational set up of the following departments is studied in detail:

1. HR Department
2. Finance Department
3. Purchase and Store Department
4. Production Department

HR DEPARTMENT

HR department advises the management on all matters relating to HR administration. The top
management takes into account its advice before arriving at final decisions on human resources
and administrative matters. HR Policies in EME Technologies Chandigarh have been divided
into three parts:

a) HR FUNCTIONS to encourage the adoption and utilization of latest methods and

techniques in areas of manpower planning and development and keeping avenues of
promotion open to employees.
b) PROVISION OF COMMUNICATION, TRAINING AND
c) WELFARE MEASURES, EMPLOYEE COMMUNICATION
d) so that employees contributes their best to company’s objectives and also get
opportunities for advancement and self-development.
e) INDUSTRIAL RELATIONS between employer and employee so as to promote
satisfactory relations by providing channels for upward and downward communication
and establishing systematic procedure for redress.

35
FINANCE DEPARTMENT

The realization of cash for the purpose of raw materials components and spares to pay wages and
salaries to incur day to day expenses and overhead costs, to meet selling costs to provide credit
facilities to customers and to maintain inventories is also the function of this department.

The formulation of policies with regard to profitability risk and liquidity, decisions about
comparison and level of current assets and liabilities, formulation of production policy to keep
the production steady by accumulating inventories, formulation and execution of credit policy is
also the function of Finance Department.

This Department is responsible for handling transaction relating to electricity bills, repairs etc. It
is also concerned with valuation of various costs relating to inventories.

It deals with determination of monthly wages, salaries of employees, fringe benefits of

retirement, provident funds deduction, incentives, bonus and all the rewards, which the
employees get for rendering their services to the company.

PURHCASE AND STORE DEPARTMENT

Purchase and Store are two Departments, which go hand in hand. It is very essential that there
should be proper synchronization between Purchase Department and Store Department.

In EME TRECHNOLOGIES, the main responsibility of Purchase Department is to receive

orders from other Departments, do the market survey, list the potential sellers and the rates,
choose the best and go ahead with purchase. The purchase order is placed only with approved
contractors.

36
PRODUCTION DEPARTMENT

The Department is responsible for production of various items fixed on basis of production
budget, which includes:

a. Equipment budget
b. Miscellaneous budget

37
 CHAPTER-2

RESEARCH
METHODOLOGY

38
 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be understood as a

science of studying how research is done scenically. In it we study the various steps that all
generally adopted by a researcher in studying his research problem with the logic behind them.
The scope of research methodology is wider than that of research method.

2.1 RESEARCH OBJECTIVES:

1. To study the work life practices of the organization.

2. To identify the level of satisfaction of employees.

3. To study the physical and psychological health of employees which creates positive feelings

RESEARCH DESIGN: -

I have used Descriptive Research design tool to study the impact of workplace environment on
employee performance. Descriptive Research studies are those studies, which are concerned with
specific predictions, with narration of facts and characteristics concerning individual, group or
situation. Research refers to the search for knowledge in common or a systematic effort to new
knowledge. It is a pursuit of truth with the help of steady, comparison and experiment.

The purpose of research is to discover answers to questions through the application of scientific
procedures. Research methodology is a way to systematically solve the research problems. This
research titled is Quality of work life of employees. The methodology used for the study
consisted of the following aspects:-

39
 1. Research Design.

2. Sample and its size.

3. Research Instrument.

4. Statistical Analysis.

SIZE OF SAMPLE: - I have selected 60 respondents for research work

SAMPLING UNIT: - Employees of EME TECHNOLOGIES.

SAMPLING TECHNIQUE: - Convenient sampling.

METHODS OF DATA COLLECTION:

Primary DATA:-

 Primary Data includes the data collected through survey and it was through
personal interview.

 Discussing the Human Resource Management aspects with the senior officer
concerned with the personal department.

 A questionnaire was prepared.

SECONDARY DATA: -
 Secondary data was collected through the books, journals and magazines and websites

DATA ANALYSIS TOOL:

To analyze the data attained through questionnaire following tool was used:
Tables, percentage, and pie –charts
These tools were used for analysis of the responses of all respondents.

40
2.2 LITERATURE REVIEW

41
 2.2 REVIEW OF LITERATURE

David Lewis et al (2001) Studied on" the extrinsic and intrinsic determinants of quality of
work life". The objective of the research was to test whether extrinsic or intrinsic or prior traits
test predict satisfaction with QWL in health care. The variables used extrinsic traits: salary or
other tangible, intrinsic traits: skills, level, autonomy and challenge, prior traits: gender and
employment traits, co-workers, support, supervisor, treatment and communication. Survey was
conducted in 7 different health care and respondents was 1,819/5486 staff (33%). Data was
gathered from the circulate questionnaire and test applied for data analysis was regression
method and factor analysis. The findings showed pay, supervisor style, commitment and
discretion, all play a role in determining QWL. Female employees were less satisfied with these
traits than male.

Linda K. Johnsrud (2006) Studied on "Quality of faculty work life: the University of
Hawaii" to describe the changes in QWL from 1998 to now. The objective of the study was to
find out the current level of satisfaction. Variables were used Relations with the department
chair, campus service, community service, faculty relation, salary and demographic factor. The
study included all 3,490 members of the UH faculty and /marks the first time that this survey was
conducted entirely online and yielded 1,340 responses for a 38% return rate and to analyze the
data T- test was used by the researcher. The result showed that salary was the main variable for
satisfaction from year 1998 to 2006. Faculty relations and community services is the most
positive elements in faculty work life and other finding was campuses 'faculty are generally more
satisfied than others.

42
Normal and Daud (2010) investigated "the relation between QWL and Organizational
Commitment amongst employees in Malaysian firms". The objective was to investigate the
relationship between QWL and Organizational Commitment and to identify the extent of QWL
of employees. A random sample of 500 employees was taken at the supervisory and executives’
levels in various firms in Malaysia received the questionnaire. Of these, 360 useable responses
were returned and analyzed, which represented a 72% response rate. Research based on the
Quantitative approach and random sampling method used for data collection. Variables adopted
for the research were Dimensions of QWL: growth and development, participation, physical
environment, supervision, pay and benefits social relevance and workplace integration,
dimensions of OC: affective commitment, normative commitment, continuance commitment
(alternatives), and continuance commitment (costs).

W.N. thalang et al (2010)

Studied on "quality of work life indicators as a corporate social responsibility of electrical

and electronics private Organizations in Thailand". Objective of the research was found out
the quality of Work Life Indicators as a Corporate Social Responsibility. It was a documentary
research and data was collected from the in-depth interview with experts and specialist and
multiple research method. Health environment, total life span, work life balance, adequate and
fair compensation, social integration support used as dimensions of QWL and four major
dimensions of CSR, namely: economic, environmental, social and ethics used as a parameters.
The result showed that QWL indicates perception about for a more effective CSR, developing a
good Quality of Work Life (QWL) is crucial.

Samisnar et.al (2010) In a research entitled “ relation between conflict of working family and
quality of life: studies related to role of social support” through study on a comprehensive
model of “conflict of working family” and “quality of work/non-working life” found that conflict
of working life related to quality of work life.

43
"International research journal of Quality of work life (2010)”’ refers to have an insight into
the Quality of work life in the branches of ICICI Bank Ltd. Chandigarh. OBJECTIVE:-To know
the satisfaction level of employees of ICICI Bank Ltd. Chandigarh. Is ICICI Bank providing
good polices to employees regarding training, working conditions, performance appraisal etc. or
not. DATA COLLECTION:-Interviews was done as the mode of survey. RESULTS: -
Employees are not happy as they are not provided with job rotation. They just get fed up with the
same routine for the long time and moreover this also results in less learning.

Normala and Daud (2010) In their study ‘‘Investigating the Relationship between Quality of
Work Life and Organizational Commitment Amongst Employees in Malaysian Firms” said
that the quality of work life of employees was an important consideration for employers
interested in improving employees‘ job satisfaction and commitment.

T. Ayesha et al (2011) Worked on "QWL among male and female employees of private
commercial banks in Bangladesh" to find out there was any significant difference among male
and female bank employee’s perception over QWL issues. Researcher adopted convenient
sampling to data gathering over a sample 192 employees and factor analysis and consistency
Wilcox on analysis, Mann –Whitney- U test and Bartlett test for analyzed data. The dimensions
of QWL used job design, employee relation, working environment, socialization efforts,
adequate and fair compensation, opportunities to develop human, growth and development,
flexible work schedule, job assignment, work and total life span and in demographic factor age ,
gender and experience was used. Finding of the research showed male employee’s perception
differs from the female employees its means management of banks are more concerned about the
job design of the male employees. The second finding about perception said that male’s
perception more positive compared female’s employees except in the terms of socialization.

44
B.Alireza et al (2011) Researched on "the Relationship between Quality of Work Life and
Demographic Characteristics of Information Technology Staffs" Relationship between QWL
and demographic characteristics of IT staff with objective Measure the relation between QWL
and demographics. The dimensions of QWL used as fair compensation, safe and healthy
environment, growth and security, social relevance, life span, social integration, development of
human capacities and age, gender, work experience income has taken as demographic factors.
Data gathered from the 5 IT companies over 292 employees and ANNOVA one way used for the
data analysis. Result showed there is no significant relation found between gender and QWL but
positive significant relationship between IT staff and QWL, work experience and QWL and
income and QWL.

“Global journal of management and business research, Factor affecting QWL: an analysis
on employees of private ltd. companies in Bangladesh (2012), vol-12, issue-18”, this research
study was attempted to find out the factors that have an impact and significance influence on
quality of work life of employees in private ltd. company of Bangladesh. Seven factors were
found and a quantitative research was done. The outcome of the research was that six out of
seven factors (work load, family life, transportation, compensation policy and benefits, working
environment, working condition and career growth) have significant influence on quality of work
life. The study concluded that an appropriate organization culture, compensation policy, career
growth and relative facilities can lead to a satisfied employee mindset which ensures the overall
organization productivity.

45
D. Chitra et al (2012) Focused on "Employees’ Perception on Quality of Work Life and Job
Satisfaction in manufacturing organization" – an Empirical study. The objective was to find
the perception of employee’s impact on Job satisfaction. Convenience sampling method used for
the data collection and questionnaire received 251 employees out of 460 employees. Three
variables of QWL were used such as meaningfulness, pessimism about organizational change
and self- determination and job satisfaction. Test used for data analysis were factor analysis,
Bartlett test and Kaiser-Meyer-loin. The Findings showed that three QWL variables are
significantly related to job-satisfaction and perception of employees towards QWL also directly
related to Job satisfaction. There is no satisfaction towards other job related aspects such as
health care benefits, working environment, flexible work, relationship with peers and superiors.

Baleghizadeh et.al (2012), vol-1, Issue-11 In a research of, ‘‘Motivation of Quality of work
life among secondary school EFL Teachers” this study set out to investigate the relationship
between motivation and Quality of work life among Iranian secondary EFL teachers.
OBJECTIVE:-To study the significant relationship between Quality of their work lives and their
motivation to teach. . DATA COLLECTION:-Random sampling. RESULTS:-The participants
enjoyed a medium level of Quality of work life and experienced a medium to low level of
motivation.

“International journal of technological exploration and learning (2013), Measuring QWL

among Third grade employees in naini industrial area, (vol-2)” This study measures the
variables of QWL and how much they have effect on the employee’s satisfaction level and their
performance in their working organization. OBJECTIVE: - To find out the factors affecting the
QWL among selected respondents. DATA COLLECTION:-Simple random sampling was used
to collect the data. RESULTS:-The organization lacks on certain factors such as working
condition, canteen, and performance based promotion policy. Workers are dissatisfied from lack
of these facilities or their supervisor’s behavior and these things have greater impact on
production or organization’s environment.

46
Darby, Hussein et.al (2013)“Relationship between quality of work life and job satisfaction
on school teachers in Kermanshah”, The main object of this study was to investigate the
relationship between QWL and job satisfaction of teachers in secondary schools of Kermanshah
.DATA COLLECTION: - This research was based on descriptive research, the tool for data
collection was questionnaire. RESULT:-The result indicates that if the quality of life improves
then job satisfaction will also increased.

Srivastava (2014) “IOSR JOURNAL OF BUSINESS AND MANAGEMENT, study on

Quality of work life: key elements and its implications”, In this study focuses on the
subjective matters of QWL and its key elements like job security job performance, Employee
satisfaction. The result of this study was there were objective factors that provide work place
setting and internal policy factors that effect work process of employees. Finally it was very true
to said that high degree of QWL leads to job satisfaction which ultimately results in effective and
efficient performance.

47
 CHAPTER 3

ANALYSIS AND
INTERPRETATION OF
DATA

48
 ANALYSIS AND INTERPRETATION OF DATA

The sample size is 60 employees of EME TECHNOLOGIES Selected on the basis of convenient
sampling.

Q.1:- Since how many years have you been working with this organization?

Parameter No. of respondents Percentage

0-5 years 19 32%
5-10 years 18 30%
10-15 years 14 23%
15 to above 9 15%

For no.of years working in the organization

20 19
18
18
16
No. of respondents

14
14
12
10 9
Workers
8
6
4
2
0
0-5 Year 5-10 Years 10-15 Years 15 to above

49
31% workers working from 5 years but 15% working from last 15 years so this organization
have average turnover.

Q.2:- How is the physical working condition in the Company?

Parameter No. of respondents Percentage

Good 45 75%

Average 12 20%

Poor 3 5%

Rating of physical working conditions in the company

3
12
Good
Average
Poor
45

According to 75% respondents working conditions are good but 5% said working conditions are
poor. It means most of the workers were satisfied with working conditions.

50
Q3. How is the working Environment?

Parameter No. of respondents Percentage

Participative 30 50%
Autonomy 20 33%
Whimsical 10 17%
Red Tapism 0 0%

0 Rating of Working environment

10

Participative
Autonomy
30
whimsical

20 Red tapism

50% workers response to participative environment but some were said Autonomy
is there.

51
Q.4:-What do you think about the work load in the organization?

a. Work Load is very much and task is not finished on appropriate time.
b. Work Load is very much but due to participative environment employees are able to complete
their task.
c. Work Load is evenly distributed and employees are able to complete their task on time.
d. Work Load is less as compared to other companies.

Rating to work load in the organization

25

20

15
Rating to work load in the
organization
10

0
Category 1 Category 2 Category 3 Category 4

52
Q5. Are you free to perform your duties?

Parameter No. of respondents Percentage

Yes 40 67%
No 20 33%

Freedom to perform your duties

45
40
35
No. of respondents

30
25
20 40
15
10 20
5
0
yes no

67% respondents response is they are free to perform duties but 33% Respondents
response is no. It means most of the workers are free to perform their duties.

53
Q6. How is the working hours of the organization?

Parameter No. of respondents Percentage

Highly satisfactory 28 47%
Satisfactory 20 33%
Dissatisfactory 12 20%

Rating of working hours of the organization

12

Highly satisfactory
28
Satisfactory
Dissatisfactory

20

47% workers saying working hours highly satisfactory but 53% response is satisfactory or
dissatisfactory so there is a need to improve working hours.

54
Q7. Does the company takes care of the employees working in night shift?

Parameter No. of respondents Percentage

Yes 35 58%
No 25 42%

The company takes care of employees working in the night…

40

35

30
No. of respondents

25

20
35
15
25
10

0
Yes No

58% respondents response is company takes care of the employees working in night shift but
42% respondents response is no care provide by the company.

55
Q8. Do you think Communication and information flow between the
departments is satisfactory?

Parameter No. of respondents Percentage

Yes 20 33%
No 40 67%

Rating of communication and information flow between the

deparments satisfactory

20
Yes
No
40

According to 33% respondents Communication and information flow is satisfactory, 67%

response is dissatisfactory. There is a need to improve communication and information flow
between the departments.

56
Q9. Do the employees share experiences to help each other?

Parameter No. of respondents Percentage

Yes 25 42%
No 35 58%

Employees share experience to help each other

25 Yes

35 No

42% respondent’s response is yes about share experiences to help each other but 58% are not

satisfied about this statement. There is a need to share experiences and give training to

employees.

57
Q10. Does the company provide training for enriching the skills of employees?

Parameter No. of respondents Percentage

Yes 35 58%

No 25 42%

Company provide training for enriching the skills of employees

25 Yes

35 No

58% respondents said company provide training for enriching the skills of employees.42% were
not agree with this statement. Overall result is satisfactory from this statement.

58
Q11. Do you think proper training improves the productivity of the company
and employees?

Parameter No. of respondents Percentage

Yes 50 83%
No 10 17%

Proper training improve the productivity of employees

60

50
No.of respondents

40

30
50
20

10
10
0
Yes No

83% workers said Proper training of organization improve the productivity of employees and
17% not satisfy from training facility but the overall result is in the favor of organization.

59
Q12. Does working in the organization give you a feeling of security and
improves your productivity?

Parameter No. of respondents Percentage

Yes 40 67%
No 20 33%

Working in the organization give you a feeling of security and

improves productivity

20
Yes
No

40

67% respondents agreed with this practice while another 33% said it was never done. Overall
result is true.

60
Q13. Does the organization provide satisfactory Salary according to your
Work?

Parameter No. of respondents Percentage

Yes 42 70%
No 18 30%

Organization provide satisfactory salary according to your work

18
Yes
No

42

70% respondent said organization provides satisfactory Salary according to their Work and 30%
said not. It shows that salary is provided in a right way and motivates to the workers.

61
Q14. Does the goals and task are clearly defined for increasing productivity?

Parameter No. of respondents Percentage

Yes 35 58%
No 25 42%

Goals and tasks are cleary defied for increasing productivity

40

35

30

25

20
35
15
25
10

0
Yes No

58% respondents response was the goals and task are clearly defined by the company which
helps to increase their productivity but 42% said no.

62
Q15. Do the facilities provided by the organization motivate you to improve
your productivity?

Parameter No. of respondents Percentage

Yes 30 50%
No 30 50%

Facilities provided by the organization motivate you to improve

your productivity

35

30

25

20

15 30 30

10

0
Yes No

50% said the facilities provided by the organization motivate to improve their productivity and
50% said facilities are not provided according to their needs.

63
Q16. Which factor motivates you the most?

Parameter No. of respondents Percentage

Salary Increase 24 40%
Promotion 10 17%
Leave 9 15%
Motivational Talk 7 12%
Recognition 10 17%

Motivating factors
30

25 24
No.of respondents

20

15
10 10
10 9
7

0
Salary increase promotion Leave Motivational Talk Recognition

64
Q17. What do you think that employees in the organization are skilled,
motivated and productive?

Parameter No. of respondents Percentage

Yes 48 80%
No 12 20%

Employees are skilled, motivated and productive

12

Yes
No

48

80% said Employees are skilled, motivated and productive in this organization and 2% said no. It
shows that manpower of this organization is productive.

65
Q18. Do you think departments in the organization have cooperation?

Parameter No. of respondents Percentage

Yes 36 60%
No 24 40%

Cooperation among departments in the organization

24
Yes
No
36

60% respondents agree with this fact but 40% was not agreed it means departments in the
organization have cooperation.

66
Q19. Do you think quality of work life of the organization helps to improve
your productivity?

Parameter No. of respondents Percentage

Yes 39 65%
No 21 35%

Quality of work life helps to improve productivity

21
Yes
No

39

65% respondents was satisfy from Quality of work life of the organization 35% was not satisfy
from working life in the organization. So there is a need to improvement in the Quality of work
life.

67
Q20. Does the top management involve employees in the management
decisions?

Parameter No. of respondents Percentage

Yes 23 38%
No 37 62%

Top management involve employees the management

decisions

No 37

Yes 23

0 5 10 15 20 25 30 35 40

No .of respondents
S

38% respondents was satisfy from this statement but 62% respondents was dissatisfy it shows
that top management not involved employees the organization so there is a need involvement of
employees in the top management decisions.

68
 CHAPTER 4

FINDINGS OF THE
RESEARCH

69
 FINDINGS OF THE RESEARCH

Findings are as follows:-

 31% workers working from 5 years but 15% working from last 15 years so this
organization have average turnover.
 According to 75% respondents working conditions are good but 5% said working
conditions are poor. It means most of the workers were satisfied with working conditions.
 50% workers response to participative environment but some were said Autonomy is
there.
 67% respondents response is they are free to perform duties but 33% Respondents
response is no. It means most of the workers are free to perform their duties.
 47% workers saying working hours highly satisfactory but 53% response is satisfactory
or dissatisfactory so there is a need to improve working hours.
 58% respondent’s response is company takes care of the employees working in night
shift but 42% respondents response is no care provide by the company.
 According to 33% respondents Communication and information flow is satisfactory, 67%
response is dissatisfactory. There is a need to improve communication and information
flow between the departments.
 42% respondent’s response is yes about share experiences to help each other but 58% are
not satisfied about this statement. There is a need to share experiences and give training
to employees.
 58% respondents said company provides training for enriching the skills of
employees.42% were not agreed with this statement. Overall result is satisfactory from
this statement.
 83% workers said Proper training of organization improve the productivity of employees
and 17% not satisfy from training facility but the overall result is in the favor of
organization.
 67% respondents agreed with this practice while another 33% said it was never done.
Overall result is true.

70
 70% respondent said organization provides satisfactory Salary according to their Work
and 30% said not. It shows that salary is provided in a right way and motivates to the
workers.
 58% respondents response was the goals and task are clearly defined by the company
which helps to increase their productivity but 42% said no.
 50% said the facilities provided by the organization motivate to improve their
productivity and 50% said facilities are not provided according to their needs.
 80% said Employees are skilled, motivated and productive in this organization and 20%
said no. It shows that manpower of this organization is productive.
 60% respondents agree with this fact but 40% was not agreed it means departments in the
organization have cooperation.
 65% respondents were satisfied from Quality of work life of the organization 35% was
not satisfied from working life in the organization. So there is a need to improvement in
the Quality of work life.
 38% respondents was satisfy from this statement but 62% respondents was dissatisfy it
shows that top management not involved employees the organization so there is a need
involvement of employees in the top management decisions.

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 CHAPTER 5

CONCLUSION
&
SUGGESTIONS

72
 CONCLUSION&

The project work titled "Quality of work life of employees at EME Technologies Chandigarh"
was started with present objectives. During the research work the data collected was based on
direct observations, company data, Questionnaires and interviews.

I found the Quality of work life functioning in broad guidelines as per

mandatory standards to workers which are specified in the Industrial Act. But in the present
scenario there is a need to care in the night shifts so that employees can have physical and mental
relaxation. There is also need of Extra benefits like routine check-ups and company should
provide Re-creational activities for employees, Traditional attitude of HODs towards training,
activities towards new methods of working, Communication gap between the employees and top
management and less involvement of employees in the top management decisions.

I feel, if looked into these lacunae by the management and appropriate measures
taken to improve in these areas will help the company to develop a more efficient Quality of
work life. I had a very valuable experience during my Project work at the company which will be
of immense help to me in my future.

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 SUGGESTIONS

Based on research work I recommend following suggestions to improve the existing

quality of work life:-

 Higher quality of work life in work place leads to higher employee retention and
satisfaction. So there is a need of re-creation activities for employees that will build
interest in the working life.
 There is a need to create a new structure in the organization for implementing new things.
To reduce the cost there should be participation from not only the top level but also from
the all levels so to have different suggestions and also to run parallel. In a Parallel
organization people at lower level will get involved with the higher authority which is
nothing but participation and these all are to deal with cost saving productivity and
quality of work life organization and organization structure.
 Management practices here include the supervisory styles management style rules
regulations etc. if they are conductive to people in terms of demographic value of society
then there can be better QWL in the organization.
 Alternative work environment is to make work life more comfortable.
 Reduce working hours help in satisfying their other needs and other works. And this will
be a kind of motivation for them and help in the betterment of quality of work life
 Development of career and career path and also to help them move on their path
 Organization reward system should be linked with productivity and performance. Offer
benefits that can help ease employee worries enhance Quality of work life. Day care,
flexible hours and monetary bonuses help to solve problems for many employees
improving their ability to concentrate and produce at work.
 Employee participation is crucial for success of every business. Participation in decision
making of employees with their higher authority can be encouraged to avoid technical
problems.
 There is a need to introduce new methods of working in the organization that will reduce
boredom and fatigue from the work place.

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LIMITATIONS

OF

THE STUDY

75
 3.2 LIMITATIONS OF THE STUDY

The result concluded from this research work needs to be seen in background of following
limitation faced during the study:-

1). Small sample size:-

Due to limited time the sample size was restricted to 60 employees only as against a total
population. It was not possible to access all the employees of the company from different
branches. I feel this small size cannot represent the whole company.

2). Biasness on the part of respondents:-

Some respondents were not ready to reveal the true information.

3). Time limitation:-

As the time devoted by the participants for the study work was limited, so it has been too a
restriction to the study.

4). Subjectivity of respondents:-

However, utmost care is taken to avoid subjectivity, blankness and errors; there is a limitation to
it.

5). Some were not interested in filling the questionnaire and they did not give back the
questionnaire. That in turn may have affected the result of the study.

76
 BIBLIOGRAPHY

OFFICIAL SOURCES:-

 Company reports.
 Official records.
 Annual reports of the company.

BOOKS:-

 Human Resource Development P.Subba Rao

 Human Resource Management C.B.Gupta
 JAYASANKAR. J. Human resource management
 K. Aswathappa (1997),´Human Resources and Personnel Management´
 C.R. Kothari (2001) ³Research Methodology ³of Wishwa Prakashan publishing
 Johnson, Ellen, The Research Report; A Guide for the Beginner, New York; Ronald
Press, 1951
 Godfrey , Arthur, Quantitative Methods for Managers, London, Edward Arnold Ltd.1997

WEB SITES:-

 www.emetechnologies.com
 www.benifits.org
 www.employer-employee.com
 www.citehr.com
 www.management-issues.com
 www.e-days.com

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 QUESTIONNAIRE:-

I am Ramandeep Kaur student of MBA-2 of Mata Gujri College conducting a survey on Quality
of work life of employees. Kindly help me in my survey by filling this Questionnaire.

Q1. Since how many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years

Q2. How is the physical working condition in the Company ?

a. Good
b. Average
c. Poor

Q3. How is the working Environment?

a. Participative
b. Autonomy
c. Whimsical
d. Red Tapism

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Q4. What do you think about the work load in the organization?
a. Work Load is very much and task are not finished on appropriate time
b. Work Load is very much but due to participative environment employees are able to complete
their task
c. Work Load is evenly distributed and employees are able to complete their task on time
d. Work Load is less as compared to other companies

Q5. Are you free to perform your duties?

a. Yes
b. No

Q6. How is the working hours of the organization?

a. Highly Satisfactory
b. Satisfactory
c. Dissatisfactory

Q7. Does the company takes care of the employees working in night shift?
a. Yes
b. No

Q8. Do you think Communication and information flow between the departments is satisfactory?
a. Yes
b. No

Q9. Do the employees share experiences to help each other?

a. Yes
b. No

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Q10. Does the company provide training for enriching the skills of employees?
a. Yes
b. No

Q11. Do you think proper training improves the productivity of the company and employees?
a. Yes
b. No

Q12. Does working in the organization give you a feeling of security and improves your
productivity?
a. Yes
b. No

Q13. Does the organization provide satisfactory Salary according to your Work?
a. Yes
b. No

Q14. Does the goals and task are clearly defined for increasing productivity?
a. Yes
b. No

Q15. Do the facilities provided by the organization motivate you to improve your productivity?
a. Yes
b. No

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Q16. Which factor motivates you the most?
a. Salary increase
b. Promotion
c. Leave
d. Motivational talk
e. Recognition

Q17. What do you think that employees in the organization are skilled, motivated and
productive?
a. Yes
b. No

Q18. Do you think departments in the organization have cooperation?

a. Yes
b. No

Q19. Do you think quality of work life of the organization helps to improve your productivity?
a. Yes
b. No

Q20. Does the top management involve employees in the management decisions?
a. Yes
b. No

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