A

PROJECT REPORT
ON
‘‘Quality of Work Life of wockhardt’’

WOCKHARDT COMPANY, ANKLESHWAR, GUJARAT

Submitted to

DR. D. Y. PATIL INSTITUTE OF MANAGEMENT & RESEARCH CENTER

Affiliated to

In partial fulfillment of the Requirement of the award for the degree of

Master of Business Administration

In

Gujarat Technological University

UNDER THE GUIDANCE OF

Faculty Guide

Submitted by
KAHAR POOJA
[Batch: 2012-2014]
Enrollment No.:- 128210592006
MBA (SEMESTER – II)

MBA PROGRAMME
Affiliated to Gujarat Technological University
Ahmedabad
2012-2014
 DECLARATION

I POOJA R. KAHAR hereby declares that the Project report entitled

“QUALITY OF WORK LIFE IN WOCKHARDT LTD” Is a result of my own

Work & my Indebtedness to other work / publications, if any, have been duly

Acknowledged.

Place: Bharuch

Date: (POOJA R.KAHAR)

 ACKNOWLEDGEMENT

It was a very nice experience as it provided the opportunity for me to learn many
things and to gain practical knowledge before entering in the real world. Only
theoretical knowledge is not sufficient practical aspect are also important.

I would like to thank Miss.Pinkal Bhatt faculty member (MBA Programme), my guide for
providing all kind of support and guidance as and when require. It would not be possible for
me to prepare & shape this report without her guidance.

I would like to thank Mr. (Sr. Manager – HR) & Mr. (Sr. Executive - HR) in
WOCKHARDT LIMITED who had given me permission for project work in this organization.

I would also like to thank all the respondents for their good response & co –
operation as without their support it was impossible for me to carry out the survey and obtain
correct results.

POOJA R.KAHAR
 PREFACE

Growing spiritually can be like a roller coaster ride. Take comfort into the knowledge that the
way down is only preparation for the way up.

In the current perspective we know that no knowledge is complete without knowing practical
aspect of it. Along with various interesting things concerned with enhancing the understanding of
MBA student, the 7 – 8 weeks training is also very vital.

The theoretical knowledge & conceited ideas are the enough background for the career
development but practical training is also having equal contribution for the purpose.

The industrial training is important in management education, because it aims at improving the
education level by giving it a practical direction and by it socially and individually relevant
 EXECUTIVE SUMMARY

The research was conduct on the topic of Quality of Work Life in Wockhardt Ltd. The
population covered for this research was all the employees of this plant. For this study 73
employees were taken as respondent. This study was conducted through personal interview to
find out influencing factor related problem.

PROJECT TITLE
“Quality of Work Life”

JUSTIFICATION OF THE TITLE

Quality of work life refers to the level of happiness or dissatisfaction with one's career. Those
who enjoy their careers are said to have a high quality of work life, while those who are unhappy
or whose needs are otherwise unfilled are said to have a low quality of work life.

OBJECTIVE OF THE STUDY

 To identify interpersonal relations between employees.

 To understand the culture of the Organization.
 To identify working patterns, style & condition of the organization.
 To identify facilities provided to each employee in relation to quality work life.
 To understand balance between personal & professional lives of employees.
 To get the communication channel between various levels in the organization.
 To get the impact of quality at each & every stage of work experience.
 Finding

 Majority of the respondents 5 years or more years 41% working in the organization.
 73% respondents said they are extremely motivating in the work environment, 27% are
fairly motivating.
 100% respondents are said other departments in the organization cooperate with each other.
 67% respondents are said they are feel free to offer comments and suggestions.
 45% respondents are strongly agree a harmonious relationship with your colleagues in the
company.
 48% respondents are to some extent the facility of training programme. 45% respondents
are to great extent.
 100% respondents are think the training programmes helps in improving relationship
between employees and employers.
 35% respondents are strongly disagree the organization will pay salary by considering
responsibilities at work.
 43% respondent are said the company does a good job of linking rewards to job
performance,29% are strongly agree.
 100% respondents are said the company provides the social security benefits.
 68% respondent are satisfied, 21% employees are neutral with comfortable and satisfied
with their job.
 100% respondents are feel secured about their job.
 35% respondents said there is balance between stated objectives and resources provided by
the company,24% are agree ,26% are disagree ,15% are strongly disagree.
 47% respondent said there is a well defined and structured process for conflict resolution.
 42% respondents are said there is a defined communication process in place,19% are
strongly agree,29% are disagree.
 Suggestions
 The Mini Project on “Quality of Work life” for Wockhardt Ltd has given
Researcher opportunity to closely observe the environment in the organization.
 This experience has given researcher practical knowledge of working
organization.
 The Researcher suggest the company motivate to employees gives right
suggestion and comments related to the work.
 The Researcher suggests the management should arrange training to increase
quality of work.
 The Researcher suggests the company gives adequate and fair compensation for
the work.

 Conclusion
This project reports is undertaken at “WOCKHARDT COMPANY” at ANKLESHWER, on
partial fulfillment of degree in “MBA “. It has been a great experience to get the training under
such reputed company. This training helps in learning various things which we had just heard in
our classroom sessions.

The research work undertaken is on “ Quality of Work life” which helps a company to know
the quality of working style and pattern of employees in their company which is a very
important part in the overall organization,

Analysis shows that employees were satisfied with their present position,.Quality of worklife,
Pay package, job security, participative management, superior- subordinate relationship, working
environment etc. so we can say that company is focusing on all the criterias which are require for
the satisfaction of the employees.

At last, we can conclude that employees of WOCKHARDT. Were satisfied with their job.
 INDEX
No Content Page No
1 Introduction of company 8-13
2 Human Resource Department 14-23
3 Finance Department 24-27
4 Production Department 28-34
5 Marketing Department 35-37
6 A Mini project on “Quality Of Work Life” 38-72
A)Introduction
B)Literature Review
C)Research Methodology
D)Data Analysis & Interpretation
E)Finding
F)Suggestion
G)Conclusion
H)Bibliography
I)Annexure
 INTRODUCTION OF COMPNY
The company was established as wockhardt Pvt. Ltd in 1973. Starting with marketing
formulations, it later looks up manufacturing. In 1984, it merger two synergistic companies,
one making bulk drugs and the other making dietetic foods. In 1985, it becomes a deemed
public company the banner wockhardt ltd. In 1989, wockhardt entered the health care
segment with wockhardt medical center – in Calcutta.

In 1998, it set up a super specialty hospital & hearth Institute. Wockhardt has
maintained its no. one position for brands- Proxy on, Spasm proxy von, Wok dine, Decdan
Tryplomer, Fluoquinolone, and SPARX etc

Until January 2000, Wockhardt was a pharma company that lugged around a number of
risky, capital – Intensive, residual business Wockhardt’s shareholder, therefore did not quite
enjoy the unadulterated benefits of a stake in the pharmaceutical business unlike their
counterparts in pure pharmaceutical plays.

 Wockhardt Group of Company

1. Wockhardt ltd.
2. Carol info service ltd. [Wockhardt life sciences ltd.]
3. Wockhardt hospital ltd

 VISION
“ To be the most admired healthcare group from India.”

 CORPORATE MISSION
“Pursuit of growth with excellence in the field of pharmaceuticals and Healthcare.”
  Profitability through
1. Quality of products and services.
2. Increasing investment in R & D.
3. Competent scientific and managerial manpower.

 Business Philosophy
“Creating value by understanding and communicating with our customers

And business partners”

 Corporate Value
-Integrity, loyalty, commitment.

-High quality product and services.

-Objectivity and fairness.

-Consistent growth.

-Style is participative.

-Positive corporate image.

-Creativity and Aesthetic sense.

-Trust.

-Secular approach.

-Systematic yet simple.

-Development of people.

-Freedom of Expression.
 Board Of Directors: -
 Chairman - Mr. Habil Khorakiwala
 Director - Mr. Felipe B Alfonso
 Director - Mr. Sekhar Dutta
 Director - Dr. Abid Hussain
 Director - Dr. B.L Maheshwari
 Director - Mr. Aman Mehta
 Director - Mr. Bharat Mehta
 Director - Mr. Bharat Patel
 Director - Mr. R.A Shah

 Compititors:-

 Ranbaxy Laboratory
 Dabur India Ltd.
 Abbott India
 More pen Laboratory
 Korpan
 Sun Pharmaceuticals Industry Ltd.
 Micholas piramal India Ltd.
 Cadila Pharmaceutical Ltd.
 Glaxo smitkline Pharmaceutical Ltd.
 Glenmark Pharma Ltd.

 Business Function’s: -
1. Marketing
2. Manufacturing
3. R & D
4. Services
 Wockhardt Location in India: -

-LALRU (Nutrition)

-ANKLESHWAR (Bulk drug)

-MUMBAI (Corporate office)

-DAMAN (Formulations)

-AURANGABAD

-Chikal Thana

-Waluj

-KOLKATA HOSPITAL

-NAGPUR HOSPITAL

-BANGLORE HOSPITA

 Manufacturing Plants:

It has about six manufacturing plants of which 3-4 is USFDA means (Food, Drug,
& Advances) approved like the ones in Daman & Ankleshwar. Further,
Wockhardt in setting up a biotech park in Aurangabad exclusively for the
production of biotech products.
 WOCKHARDT, ANKLESHWAR

(Regulatory status)

Various Approvals

US-FDA (API Mfg)

FDA India (API Mfg)

WHO (API Mfg)

ISO 9001: 2000 (API Mfg) Ankleshwar.

IDP China (API Mfg) – Ankleshwar.

CEP Certifications from EDQM for 6 Drug

ANDA approvals from US-FDA for 9 Drug and many more.

 WOCKHARDT, (ANKLESHWAR)

-API manufacturing facility

-About 320 Kms. North of Mumbai

-Total Plot Area (approx.): 75000 sq.m.

-Total strength (about): 320 person

 BUSINESS PROFILE: -

Wockhardt is a global, Pharmaceutical & biotechnology company that has grown

by leveraging two powerful trends impacting the world of medicine – globalization &
biotechnology. Wockhardt has build strong presence in the Indian market with focused
efforts on high growth chronic therapeutic segment. Wockhardt has a 1300-strong field
force covering over 160,000 medical practitioners. The Company's strong focus covers 50%
of the therapeutic segments through six therapy-focused marketing divisions. Wockhardt
has a significant presence in pain management; cough therapy, psychotic drugs,
dialectology, vaccines, nutrition and animal health. The Company enjoys excellent brand
and customer equity, which has given it leadership positions in its chosen areas of focus.

Wockhardt forte in the Indian market has made it the partner of choice for reputed
international companies. Today, Methycobal, which is licensed from Eisai, Japan, is the
largest selling brand in the segment and features amongst the Top 50 brands in the country.

Wockhardt offers the requisite resources, distribution & marketing infrastructure,

and brand equity in the Indian market to make it the ideal partner.

Wockhardt has full-fledged operations in Russia, Ukraine, Kazakhstan, Brazil,

South Africa, Vietnam, Myanmar, Sri Lanka, and the African countries of Kenya, Ghana,
Nigeria and Tanzania.

The Company has entered into joint ventures in Mexico and South Africa, and has a
wholly owned subsidiary in Brazil.
 HUMAN RESOURCE
DEPARTMENT

Personnel/Human Resource Department

 Each & every organization is made of workers. All organization Requires
workers to perform different types of work according to the knowledge & skill. No
organization can work without human efforts.

Workers are the essential part of organization, so it is necessary That each

organization have a closer look at there present work force. Normally The total of workers in
an organization are large in on. So it is not easy for every organization to have closer look at
them. Many organizations keep a separate department for it called Personnel/Human
Resource Department.

Previously H.R. department was not getting that much attention. But as all growing
the demand for workers is increases as well as the requirement Of the H.R department. The
main function of H.R department is to look after the Present work force. Estimating the
future requirement of the organization & planning according to it, and also to organize the
works force to proper place & schedule.

 DEPARTMENTAL STRUCRURE

GENERAL MANAGER

EXECUTIVE

WELFARE OFFICE

 ACTIVITIES OF HUMAN RESOURCE MANAGEMENT

 1. General Manager

- Recruitment of personnel.

- Planning and providing training as per identification needs.

- Co-operation relating training matters and establishing training effectiveness.
- Liaisoning and co-operation with Govt. bodies, local association and compliance to
statutory requirement keeping tasks of updating of acts codes etc. in the respective
functions.

2. Executive

- To assist in recruitment and selection procedure.

- To maintain personnel record.
- Return under the various labour laws.
- To assist/attend the legal matters.
- To assist for preparation of various reports.
- To arrange promotional tests etc. as per the promotional policy.

3. Welfare Officer

- All functions of time office.

- Overall house keeping.
- Liasioning with factory inspector.

 FUNCTIONS OF THE TIME OFFICE: -

 1. DAILY ATTENDANCE: -
The very first function of time office is taking daily attendance of the employees.
This is done by a Punch card. Daily attendance means keeping records of all
employees of the company.

2. LEAVE POSTING: -
Also they note the leave of the employees and a Proper posting is done. Taking
the reading from the reader does this. Reader is a box that stores the data in it and
feeds to the user. This device records the timing of the arrival of the employees and
the person takes these reading for further use.

 LEAVE RULES

For the purpose of calculations of leave entitlement the calendar is to be counted i.e. from 1 st
January to 31st December

a) Privilege Leave
b) Casual Leave
c) Sick Leave
d) Compensatory off

 RECRUITMENT AND SELECTION

 RECRUITMENT: -
In the company recruitment process is carried out by the HR Department with
the co-ordination of the department in which job place is vacant or when new
job place is vacant or when new job place is arise. The company uses
naukri.com site for searching new potential candidates & send e-mail to the
suitable candidates for the preliminary interview.

WOCKHARDT LTD. Uses both types of sources for recruitment: -

1. Internal
2. External

 SELECTION: -

WOCKHARDT LTD. follows the following steps for selection

procedures: -

1. Deciding Job requirement by concerned department

2. Invitation of application
3. Screening of applicant
4. Sending interview calls to candidates
5. Interview
6. Checking of references & practical examination
7. Medical check up & composing final list
8. Appointment letter to selected candidates
9. Placement & Induction Training
 TRAINING AND DEVELOPMENT

Training is the act of increasing the knowledge and skill of an employee for doing
a particular job. Training is a short-term educational process and utilizing a systematic
and organized procedure by which employees learn technical knowledge and skills for a
definite purpose.

In other words training improves, changes, moulds the employee’s knowledge &
skills, behaviour, aptitude and attitude towards the requirements on the job and
organization. Training refers to the teaching and learning activities carried on for the
primary purpose of helping members of an organization, to acquire and apply the
knowledge, skill, abilities and attitudes needed by a particular job and organization.

Thus, training bridges the differences between job requirements and employee’s
present specifications.

 TRAINING METHOD

There are two type of training method:

A) On -the- job Method

B) Off- the- job Method

A) ON-THE-JOB TRAINING METHODS

This type of training, also known as job instruction training, is the most commonly
used method. Under this method, the individual is placed on a regular job and taught the
skills necessary to perform that job. The trainee learns under the supervision and guidance of
a qualified worker or instructor. On-the-job training has the advantage of giving first hand
knowledge and experience under the actual working conditions. On the job training method
includes:
 1) JOB ROTATION: This type of training involves the movement of the trainee from
one job to another. The trainee receives job knowledge and gains experience from his
supervisor or trainer in each of the different job assignment.
2) COACHING: The trainee is placed under a particular supervisor functions as a coach
in training the individual. The supervisor provides who feedback to the trainee on his
performance and offer him some suggestion for improvement.
3) JOB INSTRUCTION: this method is also known as training through step by step
under this method, trainer explains the trainee the way of doing the jobs, job knowledge
and skills and allows him to do job. The trainer appraises the performance of the trainee,
provides feedback information and corrects trainee.
4) COMMITTEE ASSIGNMENT: under the committee assignment, group of
trainees are given and asked to solve an actual organizational problem. The trainees solve
the problem jointly. It develops teamwork.

B) OFF THE JOB TRAINING METHODS

Under this method of training, trainee is separated from the job situation and his attention
is focused upon learning the material related to his future job performance. Since the trainee
is not distracted by job requirements, he can place his entire concentration on learning the job
rather than spending his time in performing it. Off the job training methods are as follows:

1) VESTIBULE TRAINING: In this method actual work condition are simulated

in a classroom. Materials, files and equipment those are used in actual job
performance are also used in training.

2) ROLE-PLAYING: It identifies as method of human interaction that involves

realistic behavior in imaginary situation. The participants play the role of certain
characters, such as the production manager, mechanical engineer, superintendents,
foreman, worker and the like.
3) LECTURE METHOD: They instructor organizes the material and gives it to a
group of trainees in the form of a talk. To be effective, the lecture must motivate and
create interest among the of trainees.
4) CONFERENCE OR DISCUSSION: It is a method in training the clerical,
professional and supervisory personnel. This method involves a group of people who
pose ideas, examine and share facts, ideas and data, test assumption, and draw
conclusion, all of which contribute to the improvement of job performance.
5) PROGRAMMED INSTRUCTION: The subject matter to be learned is
presented in series of carefully planned sequential units. These units are arranged
from simple to more complex levels of instruction. The trainee goes through this unit
by answering questions or filling the blanks.

 WELFARE ACTIVITIES: -

1. INSIDE THE WORKPLACE

a) Condition of the work environment

1. Neighborhood safety & cleanliness, attention to approaches.
2. House keeping of premises.
3. Work shop (room) Sanitation & cleanliness, temperature,
humidity, ventilation, lighting.
4. Convenience & comfort during work.
5. Distribution of work hours & provision for rest hours.
6. Supply of necessary beverages & pills & tablets.
 b) Conveniences: -
1. Urinals, Washbasin, Bathroom provision for spittoons, waste
disposal.
2. Provision of drinking water coolers.
3. Canteen services, full meal.
4. Management of workers clock room reading & library.

c) Workers Health, Services factory health center, dispensary, ambulance,

emergency aid, medical examination for workers, health educator.

d) Economic Services: -
Co-operatives, loans, financial grants, thrift & saving schemes budget knowledge
unemployment insurance, Profit sharing & bonus schemes, transport services, P.F., Gratuity
& Pension, reward & incentive, workmen compensation for injury.

2. OUTSIDE: -

a) Housing, bachelor’s quarters, family residence

b) Water, sanitation, waste disposal
c) Roads, lighting, Primary & secondary high school.
d) Bank
e) Market, Co-operatives, consumers & credit societies.
f) Health & medical facilities
 The following welfare provision is to be given to the
employees of WOCKHARDT LTD.

1. Bonus
2. P.F. & family person
3. Gratuity
4. ESI Scheme
5. Uniform & shoes
6. Medical
7. Leave Travel Allowance (LFA)
8. Canteen facility
9. Free tea at two times in a day
10. Washing facility
 FINANCE
DEPARTMENT
 ORGANIZATION STRUCTURE OF FINANCE
DEPARTMENT

MANAGER

ASISTANT MANAGER

SENIOR EXECUTIVE

ASSISTANT (CLERK)

 Function of the finance department

1. Accounting function
2. Auditing function
3. Budgeting function
4. Costing function
5. MIS report
6. Taxation
7. Banking function
1. Accounting function:

 Purchase book
 Sales book
 Bank book
 General
 Debit note / credit note
 Cash management

2. Auditing function:

 Internal audit
 Statutory audit
 Cost audit
 Tax audit
 Environment audit
 Excise audit

3. Costing function
 Standard consumption
 Standard electricity
 Standard rent
 Standard labour charges
 Standard stores
 Standard packing material cost
 Actual cost audit for government
4. Taxation

 Income tax
 Corporate tax
 Sales tax
 Salary tax
 Turnover tax
 Advance income tax
PRODUCTION
DEPARTMENT
 Manufacturing Plants

It has about six manufacturing plants of which 3-4 is USFDA means (Food, Drug,
& Advances) approved like the ones in Daman & Ankleshwar. Further,
Wockhardt in setting up a biotech park in Aurangabad exclusively for the
production of biotech products.

 PLANTS
1. BD 1 TO 4 (Bulk Drug Plant)
2. BD 5 & 6 (Non Drug Plant)
3. BD 7 (Sterile Plant)
4. BD 8 (Multi product plant)

 PLANT – 1
-Products: -

-DPH

-DPN

-D – Amidn

 PLANT – 2
-Products: -

-Sparfloxacine

-Intermediates of DPN

-DPH
 PLANT – 3
-Products: -

-DPH Intermediate (Munich base)

-DMP - (HBR)

-Ranitidine Hcl.

 PLANT – 4

-Products: -

-D – Amide intermediate (Acid chloride)

-Analapril Maleate

-Nizatidine

-Pioglitazole

-Clopidogril

-Felodipine

-Famotidine

-Fluoxetine

-Fulconazole

-Azithromycine
 PLANT – 5
-Products: -

-Cefuroxime Axetil

-Ceftriaxone Sodium

 PLANT – 6
-Products: -

-Ceftriaxone Sodiu

 PLANT – 7
-Aseptic processing

-Ultra filtration unit / WFL unit

-Pure steam generator

-Reactors

-Agitated Vessels

-Washer

-Filtration Assemblies

-Steam Sterilizer

-Dry heat Sterilizer

-Pressure Filter Dryer

-Packing system.
  PLANT – 8 (Multi product plant)

- Products: -

-Clarithromycin

-Divalproex

-Azithromycin

-Zone II

 Non-sterile APIs

- Cephalosporins
- Non- Cephalosporins

 Sterile APIs

-Cephalosporins

Strerile Ceftriaxone Sodium, Sterile Cefuroxime Sodium,

Sterile Cefotaxime Sodium, Sterile Ceftazidime for Injection.

  ) Cephalosporin (Ankleshwar

-Non-sterile API: BD 5 and BD 6 Mfg block.

-Sterile API: BD 7 Mfg blocks.

-Dedicated Warehousing facility (RM/FG)

-Manufacturing on campaign basis

-Dedicated Purified water and WFI systems

-Three shifts manufacturing

-Dedicated Quality Control & microbiology Laboratory.

 PRODUCT PROFILE:

 Wockhardt s has significant presence in management cough therapy, psychotic

drugs, and diabetology,vaccines , nutrition and animal health.
 The company enjoys excellent brand and customer equity, which has given it
 Leadership positions in its chosen areas of focus.

Diabatology – Wosulin (Recombinant Insuilin), Mopaday (Oral Antidiabetic)

Glimaday (Oral Antidibetic)

Nephrology – Wepox (Recombinant Erythropoietin0

Neuro Psychiatry – Libotryp Tryptomer

Cough Therapy – Zedex Bro-ZEDEX Viscodyn

 Cephalosporin QC details

-Complete support for

-Raw Materials, In process, Finished product,

Environmental monitoring and microbiological Analysis

-Equipped with all required analytical instruments

-Well equipped microbiology section

-Stability sample storage

-Control sample storage

-Documentation

-Well trained QC chemists and microbiologists

 Facility details (Sterile Manufacturing)

-Well laid out facility

-All operations according to cGMP

Requirements (as per EU GMP and 21CFR)

-Product Sterilization: Filtration through

Sterilizing grade (0.2u) Millipore filters

-Sterile container/closure movement: Mobile LAF

-Intermediate dispensing: Under LAF

MARKETING
DEPARTMENT
 MARKETING

Marketing is an aggressive effort to sale the product / service to its potential

consumers. Every company produce product to sale them in the market to earn profit.
But in today’s competitive world each and every company should have better
marketing policies competitors. They are the representative of the company in the
market, that’s why marketing is very important part of organization.

 DEPARTMENTAL STRUCTURE

MARKETING MANAGER

SUPERVIOSER

SALES PERSON

 Compititors:-

 Ranbaxy Laboratory
 Dabur India Ltd.
 Abbott India
 More pen Laboratory
 Korpan
  Sun Pharmaceuticals Industry Ltd.
 Micholas piramal India Ltd.
 Cadila Pharmaceutical Ltd.
 Glaxo smitkline Pharmaceutical Ltd.
 Glenmark Pharma Ltd.

Types of Marketing:

Mainly there is two types of marketing used are as following:

1] Direct Marketing.

2] Indirect Marketing.

1] Direct Marketing:

Direct Marketing mean the product are directly used to consumer. It is the
deal between Manufacturing and consumer. There is no midget between this.
Many products of Wockhardt Ltd. Directly sales to the consumer.

There are many Advantage and Disadvantage to directly used to the

consumer are as following.

2] Indirect Marketing

Indirect Marketing mean the product are not directly used to consumer.
First, product is given to the dealer and then dealer are give consumer. Here the
dealer is between the manufacture and consumer. It is the deal of Manufacture,
Dealer or Agent and Consumer.
 A
Mini project
On Quality of Work
Life
Of
wockhardt
Introduction:
Quality of work life refers to the level of happiness or dissatisfaction with one's career. Those
who enjoy their careers are said to have a high quality of work life, while those who are unhappy
or whose needs are otherwise unfilled are said to have a low quality of work life

Definition:-

 Quality of life is defined as the level of enjoyment in a person's life. In general, it is based
on many factors. At a minimum, a person's basic needs must be met for them to have a
high quality of life---they must be generally healthy, have enough to eat and have a place
to live. Once a person's basic needs are met, that person's quality of life is largely
determined by their own personality, their desires and their level of personal fulfillment.
A person with a high quality of life tends to feel as though all of their important needs
and wants are fulfilled. They are generally happy and overall feel as though their life is
good. A person without quality of life is lacking in one or several basic areas of his life.
For example, the very ill or those who are no longer able to care for themselves or do
activities they enjoy because of physical, mental or financial restrictions are often said to
have a low quality of life.

Application to the Workplace

 Quality of work life is specifically related to the level of happiness a person derives for
his career. Each person has different needs when it comes to their careers; the quality
level of their work life is determined by whether those needs are being met. While some
people might be content with a simple minimum wage job as long as it helps pay the
bills, others would find such a job to be too tedious or involve too much physical labor
and would find such a position to be highly unsatisfactory. Thus, requirements for having
a high "quality of work life" vary from person to person. Regardless of their standards,
those with a high quality of work life generally make enough to live comfortably, find
their work to be interesting or engaging and achieve a level of personal satisfaction or
fulfillment from the jobs that they do. In other words, employees who are generally
happy with their work are said to have a high quality of work life, and those who are
unhappy or unfulfilled by their work are said to have a low quality of work life.
Requirements

 While requirements for a high quality of work life vary from person to person, certain
factors are generally required for anyone to have a high quality of work life. These
minimum factors are the equivalent of heath, food and shelter for standard quality of life;
however, they are more specific to careers or jobs. For example, to have a high quality of
work life, generally a person must be respected at work. Coworkers and senior level
employees must treat them fairly and politely. The work must not cause the employee
any physical discomfort or mental anguish. The employee must feel as though he is doing
something enjoyable or at least not unpleasant. The worker must feel the salary he is paid
is sufficient for the work he is doing. Finally, the employee must feel valued or
appreciated, as though he is doing something of importance for the company.

Achieving a High Quality of Work Life

 To achieve a high quality of work life, it is essential to choose a job that fulfills your
needs. First, you must determine what those needs are. If you want a job that engages
your mind and challenges you, it is important to understand that in advance so you can
earn the qualifications that will allow you to obtain such a job. It is helpful if you choose
a job you are interested in; you need to consider what your interests are and research jobs
within those areas. Make a list of things you are looking for in a job and speak with a
career counselor or attend career fairs to determine which jobs are most likely to fulfill
those needs. Finally, pay attention to your interaction with existing employees when you
go for interviews---the way you are treated by your boss and coworkers will have a
tremendous impact on your quality of work life. You will want to ensure the culture of
the business matches your own comfort level.

Dealing with a Low Quality Work Life

 Unfortunately, despite their best efforts, some people find themselves with a low quality
of work life. They may be forced to take a job they don't enjoy because of personal or
financial circumstances such as a lack of options or education or qualifications. For those
with a low quality of work life who are unable or unwilling to change jobs, it is important
to cope effectively with the situation. Unhappy employees can attempt to improve their
quality of work life by choosing to focus on the positive components of their jobs. A shift
in mindset to focus on the benefits, even if those benefits are minimal, can improve the
quality of work life. Unhappy employees can also explore opportunities to speak to
coworkers and management to remove factors that reduce the quality of their work life, if
possible depending on the job situation
OBJECTIVE OF THE STUDY

 To identify interpersonal relations between employees.

 To understand the culture of the Organization.
 To identify working patterns, style & condition of the organization.
 To identify facilities provided to each employee in relation to quality work life.
 To understand balance between personal & professional lives of employees.
 To get the communication channel between various levels in the organization.
 To get the impact of quality at each & every stage of work experience.
 Review of Literature
Quality of work life refers to the level of happiness or dissatisfaction with one's career. Those
who enjoy their careers are said to have a high quality of work life, while those who are unhappy
or whose needs are otherwise unfilled are said to have a low quality of work life

Definition:-

Quality of life is defined as the level of enjoyment in a person's life. In general, it is based on
many factors. At a minimum, a person's basic needs must be met for them to have a high quality
of life---they must be generally healthy, have enough to eat and have a place to live. Once a
person's basic needs are met, that person's quality of life is largely determined by their own
personality, their desires and their level of personal fulfillment. A person with a high quality of
life tends to feel as though all of their important needs and wants are fulfilled. They are generally
happy and overall feel as though their life is good. A person without quality of life is lacking in
one or several basic areas of his life. For example, the very ill or those who are no longer able to
care for themselves or do activities they enjoy because of physical, mental or financial
restrictions are often said to have a low quality of life.
The Assigned Task
o In assessing the quality of work life, it is important that the employee feel that the task
assigned is valued within the organization. The task should fit his skills and abilities,
allow the employee to supervise the progress of the task and provide a way for the
employee to reach his ultimate goal within the company.

Physical Work Environment

o The physical work environment centers on the physical space that the employee is
working in or a space that will be used in the future. The physical environment should be
safe and healthy, and provide the resources necessary to complete the assigned task. An
ideal physical environment is mentally stimulated with all of the necessary job tools
present and ready for use.
Administrative System
o The administrative system refers to how the organization is managed. An employee with
a healthy quality of work life will feel supported and encouraged to do well by the
administration. The aforementioned study suggests that employees are looking for work
environments where they have access to fair assessments and feedback, and the ability to
advance within the organization.
Although employees want to be fairly compensated for their roles, more importance is
placed on the perception of job prestige from internal and external sources
Work Life vs. Home Life
o This element is a little harder for businesses to affect because it is rooted in personal
perceptions. Every employee is different and that brings a different view on the perfect
work and life balance.
In attempting to create a fair work and life balance, organizations should consider the
effect of the job on the family, the level and type of stress the job produces, and the
ultimate career goal of the individual employee. Some companies have addressed this by
allowing telecommuting, flex schedules or job sharing in lieu of longer hours or increased
responsibility.
 RESEARCH
METHODOLOGY
TITLE: Quality of Work life in Wockhardt Ltd

JUSTIFICATION:

Quality of work life refers to the level of happiness or dissatisfaction with one's career. Those
who enjoy their careers are said to have a high quality of work life, while those who are unhappy
or whose needs are otherwise unfilled are said to have a low quality of work life

OBJECTIVE OF THE STUDY

 To identify interpersonal relations between employees.

 To understand the culture of the Organization.
 To identify working patterns, style & condition of the organization.
 To identify facilities provided to each employee in relation to quality work life.
 To understand balance between personal & professional lives of employees.
 To get the communication channel between various levels in the organization.
 To get the impact of quality at each & every stage of work experience.
A. RESEARCH DESIGN:

Descriptive research design is selected & used in this study.

B. POPULATION OF STUDY:

Population of study includes 73 employees working at different

Levels in all the departments in Wockhardt Ltd.

C. TYPE OF STUDY:

For the completion of stated objectives sample study including

the 73 employees have been carried.

DATA COLLECTION

A. DATA COLLECTION SOURCE:

Primary data collected from the questionnaire is used.

B. TOOL FOR DATA COLLECTION:

Questionnaire is prepared for data collection which is used as

a tool for data collection.

C. METHOD OF DATA COLLECTION:

The data has been collected by using personal interview.

DATA ANALYSIS & INTERPRETATION

After collecting data, for the purpose of analysis, it has been

tabulated & be presented in the form of table & charts.

LIMITATIONS OF THE STUDY

□ The study will be limited to that particular company only So it is useful to that
company.
□ The research is based only upon the information given by employees of the company.
DATA ANALYSIS
AND
INTERPRETATION
1. Since how many years have you been working in Wockhardt Ltd?

Particular Strength Percentage

Less than one year 05 7%
One -Two years 15 21%
Two - Five years 23 31%
Five years or more 30 41%
Total 73 100%

7%

21%
41% Less than one year
One -Two years
Two - Five years
Five years or more

31%

 41% respondents are working five years or more in Wockhardt Ltd.

 2. Does the work environment of Wockhardt Ltd is motivating?

Particular Strength Percentage

Extremely motivating 53 73%
Fairly motivating 20 27%
Neither motivating nor 0 0
demotivating
Total 73 100%

27%

Extremely motivating
Fairly motivating
Neither motivating nor
demotivating

73%

 73% respondents said they are extremely motivating in the work environment, 27% are
fairly motivating.
 3. Do the other departments in the organization cooperate with each other?

Particular Strength Percentage

Yes 73 100%
No 0 0
Total 73 100%

Yes
No

100%

 100% respondents are said other departments in the organization cooperate with each other.
 4. Do you feel free to offer comments and suggestions?

Particular Strength Percentage

Yes 49 67%
No 24 33%
Total 73 100%

33%

Yes
No

67%

 67% respondents feel free to offer comments and suggestions.

 5. Is there a harmonious relationship with your colleagues in Wockhardt Ltd?

Particular Strength Percentage

Strongly Agree 33 45%
Agree 25 35%
Disagree 12 16%
Strongly disagree 03 4%
Total 73 100%

4%

16%

Strongly Agree
45% Agree
Disagree
Strongly disagree

35%

 45% respondents are strongly agree a harmonious relationship with your colleagues in the
company.
 6. How far training programmes helps an employee to achieve the required skill for
performing the job efficiently?

Particular Strength Percentage

To great extent 33 45%
To some extent 35 48%
Rarely 05 7%
Total 73 100%

7%

45% To great extent

To some extent
Rarely
48%

 48% respondents are to some extent the facility of training programme. 45% respondents
are to great extent.
 7. Do you think the training programmes helps in improving relationship between
employees and employers?

Particular Strength Percentage

Yes 73 100%
No 0 0
Total 73 100%

Yes
No

100%

 100% respondents agree the training programmes helps in improving relationship between
employees and employers.
 8. Do you feel your organization will pay salary by considering responsibilities at work.?

Particular Strength Percentage

Strongly Agree 25 34%
Agree 18 25%
Disagree 04 6%
Strongly disagree 26 35%
Total 73 100%

35% 34%

Strongly Agree
Agree
Disagree
Strongly disagree

6%

25%

 43% respondent agree with the company does a good job of linking rewards to job
performance,29% are strongly agree.
 9. Wockhardt Ltd does a good job of linking rewards to job performance.?

Particular Strength Percentage

Yes 73 100%
No 0 0
Total 73 100%

Yes
No

100%

 100% respondents agree with a good job of linking rewards to job performance.
 10. Does the Wockhardt Ltd provide you the social security benefits?

Particular Strength Percentage

Yes 73 100%
No 0 0
Total 73 100%

Yes
No

100%

 100% respondents agree with the company provides the social security benefits.
 11. Do you feel comfortable and satisfied with your job?

Particular Strength Percentage

Satisfied 50 68%
Neutral 15 21%
Dissatisfied 08 11%
Total 73 100%

11%

21%
Satisfied
Neutral
Dissatisfied

68%

 In above chart 68% employees are satisfied, 21% employees are neutral with comfortable
and satisfied with their job.
 12. Do you feel secured about your job?

Particular Strength Percentage

Yes 73 100%
No 0 0
Total 73 100%

Yes
No

100%

 100% respondents are feel secured about their job.

13. Is there a balance between stated objectives and resources provided by the Wockhardt
Ltd.

Particular Strength Percentage

Strongly Agree 26 35%
Agree 17 24%
Disagree 19 26%
Strongly disagree 11 15%
Total 73 100%

15%

35%
Strongly Agree
Agree
Disagree
26%
Strongly disagree

24%
 35% respondents feel agree there is balance between stated objectives and resources
provided by the company,24% are agree ,26% are disagree ,15% are strongly disagree.

14. At Wockhardt Ltd, there is a well defined and structured process for Conflict resolution.

Particular Strength Percentage

Strongly Agree 34 47%
Agree 12 16%
Disagree 23 31%
Strongly disagree 04 6%
Total 73 100%

6%

Strongly Agree
31%
47%
Agree
Disagree
Strongly disagree

16%
 47% respondent said there is a well defined and structured process for conflict resolution

15. Is there a well defined communication process in place and we are updated on regular
basis regarding the organization changes and performance.?

Particular Strength Percentage

Strongly Agree 14 19%
Agree 31 42%
Disagree 21 29%
Strongly disagree 07 10%
Total 73 100%

10%
19%

Strongly Agree
29% Agree
Disagree
Strongly disagree

42%

 42% respondents feel agree there is a defined communication process in place,19% are
strongly agree,29% are disagree.
 Finding
 41% respondents are working five years or more in Wockhardt Ltd.
 73% respondents said they are extremely motivating in the work environment, 27% are
fairly motivating.
 100% respondents are said other departments in the organization cooperate with each other.
 67% respondents feel free to offer comments and suggestions.
 45% respondents are strongly agree a harmonious relationship with your colleagues in the
company.
 48% respondents are to some extent the facility of training programme. 45% respondents
are to great extent.
 100% respondents agree the training programmes helps in improving relationship between
employees and employers

 43% respondent agree with the company does a good job of linking rewards to job
performance,29% are strongly agree.

 100% respondents agree with a good job of linking rewards to job performance.
 100% respondents agree with the company provides the social security benefits.
 In above chart 68% employees are satisfied, 21% employees are neutral with comfortable
and satisfied with their job.

 100% respondents are feel secured about their job.

 35% respondents feel agree there is balance between stated objectives and resources
provided by the company,24% are agree ,26% are disagree ,15% are strongly disagree.

 47% respondent said there is a well defined and structured process for conflict resolution

 42% respondents feel agree there is a defined communication process in place,19% are
strongly agree,29% are disagree.
Suggestions

 The Mini Project on “Quality of Work life” for Wockhardt Ltd has given
Researcher opportunity to closely observe the environment in the organization.
 This experience has given researcher practical knowledge of working
organization.
 The Researcher suggest the company motivate to employees gives right
suggestion and comments related to the work.
 The Researcher suggests the management should arrange training to increase
quality of work.
 The Researcher suggests the company gives adequate and fair compensation for
the work.
 Conclusion
This project reports is undertaken at “WOCKHARDT COMPANY” at ANKLESHWER, on
partial fulfillment of degree in “MBA “. It has been a great experience to get the training under
such reputed company. This training helps in learning various things which we had just heard in
our classroom sessions.

The research work undertaken is on “ Quality of Work life” which helps a company to know
the quality of working style and pattern of employees in their company which is a very
important part in the overall organization,

Analysis shows that employees were satisfied with their present position,.Quality of worklife,
Pay package, job security, participative management, superior- subordinate relationship, working
environment etc. so we can say that company is focusing on all the criterias which are require for
the satisfaction of the employees.

At last, we can conclude that employees of WOCKHARDT. Were satisfied with their job.
Bibliography:-

 www.wockhardt.com
 K.Aswathappa, Himalaya Publishing House Pvt.Ltd.Organization
Behavior
 Annexure
QUESTIONNAIRE ON “QUALITY OF WORK LIFE”

Category:
______________________________________________________________________

Designation:                                                                              Age:

______________________________________________________________________

Please ‘Tick’ your choice

1. How long have you been working for wockhardt Ltd?

a)      Less than one year                 b) One – Two years

c)   Two – Five years                   d) Five years or more

Work environment:

2. How motivating is the work environment?

a)      Extremely motivating             b) Fairly motivating

c)   Neither motivating nor demotivating

3. Are you satisfied with the working conditions provided by the Wockhardt Ltd?

a)    Strongly b) Agree

c)   Disagree                                  d) strongly disagree

Organization culture and climate:

4. Do the other departments in the organization cooperate with each other?

a)      Yes                                       b) No

5. Do you feel free to offer comments and suggestions?

a)      Yes                                       b) No

Relation and co-operation:

6. There is a harmonious relationship with your colleagues in Wockhardt Ltd

a)    Strongly agree                   b) Agree

c)    Disagree                           d) strongly disagree

7. Sense of belongingness increase with the cooperation.

a)   Strongly agree                    b) Agree

c)   Disagree                             d) strongly disagree

Training and development:

8. How far training programmes helps an employee to achieve the required skill for
performing the job efficiently?

a)      To great extent      b) To some extent                   c) Rarely

9. Do you think the training programmes helps in improving relationship among

employees?

a)      Yes                                        b) No

Compensation and Rewards:

10. Do you feel that you are given adequate and fair compensation for the work you do?

a)   Strongly agree                      b) Agree

c)   Disagree                                  d) strongly disagree

11. Your organization will pay salary by considering responsibilities at work

a)   Strongly agree                         b) Agree

c)   Disagree                                  d) strongly disagree

12. Wockhardt does a good job of linking rewards to job performance

a)   Strongly agree                          b) Agree

c)   Disagree                                   d) strongly disagree

Facilities:

13. Fringe benefits provided to you….

a)  Insurance                                 b) Retirement benefit

c)  Health checkup                        d) All the above

14. Does the Wockhardt provide you the social security benefits?

a)      Yes                                       b) No
Job satisfaction and job security:

15. Do you feel comfortable and satisfied with your job?

a)      Satisfied                b) Neutral                    b) Dissatisfied

16. Do you feel secured about your job?

a)      Yes                                          b) No

Freedom of work:

17. Do you feel that your work allows you to do in a particular area where you can do best?

a)  Strongly agree                         b) Agree

c)   Disagree                                  d) strongly disagree

Adequacy of Resources:

18. There is a balance between stated objectives and resources provided by the Wockhardts

a)   Strongly agree                         b) Agree

c)   Disagree                                 d) strongly disagree

Conflict resolution & communication process:

19. At Wockhardts, there is a well defined and structured process for Conflict resolution

a)   Strongly agree                         b) Agree

c)   Disagree                                 d) strongly disagree

20. There is a well defined communication process in place and we are updated on regular
basis regarding the organization changes and performance.

a)   Strongly agree                         b) Agree

c)   Disagree                                 d) strongly disagree