TABLE OF CONTENT

CHAPTER TITLE PAGE NO

INTRODUCTION

Introduction of the study

Objectives of the study

I Statement of the Problem

Need for the study

Limitations of the study

Industry Profile

Company Profile

II REVIEW OF LITERATURE

III RESEARCH METHODOLOGY

Research Design

Sampling Design

Data Collection method

Data Analysis

IV DATA ANALYSIS AND INTERPRETATION

FINDINGS, SUGGESTIONS AND CONCLUSION

V Findings

Suggestions

Conclusion

BIBLIOGRAPHY

ANNEXURE
 LIST OF TABLES

TABLE NO DESCRIPTION PAGE NO

Table showing the Gender

Table showing the Age

Table showing the Marital Status

Table showing the Educational Qualification

Table showing the Designation

Table showing the Years of Professional Experiance

Table showing the Family structure of the Respondents

Table showing the Nature of Work Environment

 Table showing the Respondents having clear set of goals and aims to
enable to do the job

Table showing the Respondents ablility to voice opinions and influence

changes in area of work

Table showing the opportunities to use abilities at work

Table showing the work load is manageable

LIST OF TABLES

TABLE NO DESCRIPTION PAGE NO

Table showing how Employer provides adequate facilities and

flexibility for me to fit work in around my family life

Table showing the

current working hours / patterns suit respondent personal
circumstances

Table showing whether respondent often feel under pressure at work

Table showing whether the respondents are acknowledged by line

manager when job has done good

Table showing the harmonious relationship with the colleagues in the

company

Table showing the encouragement level to develop new skills

Table showing how respondents are encouraged to develop new skills

Table showing the involvement of respondents in decisions that affect

in their own area of work

Table showing how employer provides with what respondents need to

do the job effectively

Table showing the manager actively promotes flexible working hours /

 patterns

Table showing the respondents work in a safe environment

LIST OF TABLES

TABLE NO DESCRIPTION PAGE NO

Table showing respondents treated with respect in the company

Table showing the respondents satisfaction towards career

opportunities available

Table showing the respondents

feel excessive levels of stress at work

Table showing the respondents satisfaction of respondents with the

training receive in order to perform present job

Table showing the respondents feeling reasonably happy all things

considered

Table showing the working conditions are satisfactory

Table showing satisfaction with the overall quality of my working life

 CHAPTER-I

INTRODUCTION

INTRODUCTION OF THE STUDY:

The project was undergone in CONSERVE SOLUTION for a period of One months.
Theoretical knowledge is insufficient to cope up with the modern functioning of the
companies. So in order to gain practical knowledge, the project was done at CONSERVE
SOLUTION on the topic “A STUDY ON QUALITY OF WORK LIFE”.

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

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

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

QWL refers to the favorableness or un – favorableness of a total job environment of

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

Q - Quest for excellence

U - Understanding

A - Action

L - Leadership

I - Involvement of the people

T - Team spirit

Y - Yardstick to measure progress

 The above said are very essential things to improve the work life of employees in the
organization.

It was against above background that finally, in the 1970s, the idea of QWL was conceived.
QWL was quite broader in sense and scope than these earlier stray developments mentioned
above. Human values, needs and aspirations were at the heart of the concept of QWL.

The theories of motivation and leadership propounded by the behavioral scientists also served
as seed bed for the development of the concept of QWL. To quote Maslow depicted in his
well-known theory, ‘Need hierarchy theory of motivation’, the complexity of human nature
with regard to needs and their satisfaction. He says that no sooner the lower order needs are
satisfied, people start seeking satisfaction for higher order needs of their need-hierarchy.

1.1.1 CONSTITUENTS OF QUALITY OF WORK LIFE :

Walton lists eights conceptual categories i.e. constituents that together make up the
quality of working life. These are briefly discussed below:

Work Environment:

Working environment is a place in which one works. It is a social and professional

environment in which employees are supposed to interact with a number of people, and have
to work with co-ordination in one or the other way. Safe and healthy working conditions
ensure good health, continuity of services, decreased bad labor management relations. A
healthy worker registers a high productivity. Employees are cheerful, confident and may
prove an invaluable asset to the 4 4 organization if the working environment is good. It
consists of safe physical and mental working situations and determining reasonable working
hours.

Organization Culture and Climate:

Organization culture is a set of properties and organization climate is a collective behavior of

people that are of an organization values, vision, norms etc. Promotion opportunities,
promotion and reward evaluation criteria used are both under the direct control of an
organization and subject to the organization's policies.

Relation and Co-Operation:

Relation and cooperation is a communication between management and employees,

concerning workplace decision, conflicts and problem resolving. Work and career are
typically pursued within the framework of social organization and the nature of personal
relationships becomes an important dimension of Quality of Work Life. Acceptance of the
workers is based on skills, work related traits, abilities and potential without considering the
race, sex, physical appearance, etc.

Training and Development:

Training and development is an organizational activity aimed at bettering the performance of

individual and groups. QWL is ensured by the opportunities provided by the job for the
development of the employees and encouragement given by the management to perform the
job, having good conditions to increase personal empowerment and skills.

Compensation and Rewards:

Compensation and rewards are motivational factors. The best performer is given the rewards,
and this builds the competitions among the employees to work hard and to achieve both
organizational and individual goals. The economic interests of employees drive them to work
and employee satisfaction dependent to some extent on the compensation offered. Pay should
be fixed on the basis of the work done, individual skills, responsibilities undertaken,
performance and accomplishments.

Facilities:

Facilities play major role in actualization of the goals and objectives by satisfying both the
physical and emotional needs of the employees. Facilities include food service,
transportation, security, etc. Many employers have found it beneficial to allow alternate work
arrangements for their employees. This is one me thod to increase employee productivity and
morale. The alternate work arrangements to the employees include flexible working hours,
shorter or no commute, and secure working environment.

Job Satisfaction and Job Security:

Job satisfaction is the favorableness or un-favorableness with which employees view their
work. Job satisfaction is impacted by job design. Jobs that are rich in constructive behavioral
elements such as work autonomy, task variety, identity, work significance and feedback etc.
contribute to employees’ satisfaction.

Employees want stability of employment and do not like to be the victims of whimsical
personal policies and stay at the mercy of employers. Job security is another factor that is of
concern to employees. Permanent employment provides security to the employees and
improves their QWL.

Autonomy of Work:

In autonomous work groups, employees are given the freedom of decision making. Workers
themselves plan, co-ordinate and control work related activities. It also includes different
opportunities for personnel such as independency at work and having the authority to access
the related information for their task.

Adequacy of Resources:

Resources should match with stated objectives; otherwise, workforce will not be competent
to achieve the predefined objectives. This results in employee dissatisfaction and lower
QWL. Adequacy of resources has to do with enough time and equipment, adequate
information and help to complete assignments

Statement of the problem :

Quality of Work Life in an organization is essential for the smooth running and success of its
employees. The work-life balance must be maintained effectively to ensure that all employees
are running at their peak potential and free from stress and strain. The Quality of Work Life
can affect such things as employees’ timings, his or her work output, his or her available
leaves, etc. Quality of Work Life helps the employees to feel secure and like they are being
thought of and cared for by the organization in which they work. An organization’s HR
department assumes responsibility for the effective running of the Quality of Work Life for
their employees. This being the real fact and since there was absenteeism and lack of job
satisfaction among the workers in Tirupur district, the investigator has made an attempt in
this regard and has undertaken the current study to analyze the Quality of Work Life among
workers with special reference to textile industry in Tirupur district – A textile hub and to
offer suitable suggestions for the organization to take necessary steps to improve the Quality
of Work Life among its Workers.
OBJECTIVE OF THE STUDY :

PRIMARY OBJECTIVES:

 To know the overall quality of work life in the organization that is influenced by the
work.
SECONDARY OBJECTIVES:
 The aim of this Study is to capture the essence of an individual’s work experience in
the broadest sense.
 To Know how the individual is influenced by their direct experience of work and by
the direct and indirect factors that affect this experience.
 To Measure the key factors contributing to the well-being, engagement and stress of
the employees

STATEMENT OF THE PROBLEM:

The statement of the problem for quality of work life typically addresses the various
factors affecting employees' satisfaction, well-being, and overall experience within the
workplace. This may include aspects such as job security, work-life balance, compensation
and benefits, organizational culture, career development opportunities, interpersonal
relationships, workload, and job autonomy. The goal is to identify specific areas where
improvements can be made to enhance the overall quality of work life for employees, leading
to greater productivity, engagement, and retention within the organization.

NEED FOR THE STUDY:

This research comprehensively understands by assessing and improving quality of

working life. Quality of Working Life’ is that part of overall quality of life that is influenced
by work. The study ultimately aims to identify the importance of quality of work life because
a good quality of working life is associated with better retention and lower absence. Quality
of working life matters to employees. Most importantly, how people make choices about who
to work for and whether to stay based on judgments about the quality of the working
environments provided by their (prospective or existing) employer. This research is
pertaining to find out employee would evaluate their work environment

LIMITATION OF THE STUDY:

 The study may have a limited timeframe for data collection, potentially missing
insights from ongoing quality measures ongoing Quality Cycle
 Candidates may be hesitant to express negative opinions, potentially skewing the
results towards a more positive perception of the process.
 The time taken for my project study was 45 days to gather opinions from the
employees and the management.
 Findings from Conserve Solutions might not be directly applicable to other companies
with different company cultures, industry sectors, or job types
 Few respondents were reluctant while answering the questions.

INDUSTRY PROFILE

The Environmental Services industry encompasses a wide range of companies offering

solutions to protect and restore the environment. The consultant in providing end-to-end
environmental solutions to global businesses. This industry plays a crucial role in addressing
pressing environmental challenges such as climate change, pollution, and waste
management.

Market Growth and Trends: The Environmental Services industry is experiencing

significant growth driven by several factors:

• Increased environmental regulations: Governments worldwide are enacting

stricter environmental laws, mandating businesses to adopt sustainable practices.
This creates a demand for services like waste management, pollution control, and
environmental remediation.
• Growing public awareness: Public concern for environmental issues is rising,
leading to increased demand for eco-friendly products and services. Companies are
investing in sustainability initiatives, creating opportunities for environmental
consulting and auditing services.
 • Technological advancements: New technologies are emerging that improve the
efficiency and effectiveness of environmental services. These include advancements
in renewable energy, waste-to-energy solutions, and bioremediation techniques.

Industry Segments: The Environmental Services industry can be broadly segmented into
several categories:

• Waste Management: This segment focuses on collecting, transporting, treating,

and disposing of waste in an environmentally responsible manner. Services include
solid waste disposal, hazardous waste management, and recycling.
• Pollution Control: Companies in this segment offer solutions to minimize air,
water, and soil pollution. Services include air quality monitoring, wastewater
treatment, and soil remediation.
• Environmental Consulting: These firms provide expertise on environmental
regulations, sustainability strategies, and environmental impact assessments.
• Renewable Energy: This segment focuses on developing and deploying renewable
energy sources such as solar, wind, and geothermal power.

• Environmental Restoration: Companies specialize in restoring natural habitats and

ecosystems damaged by pollution or human activity.

Impact and Sustainability: The Environmental Services industry plays a vital role in
achieving a sustainable future. By providing solutions for waste management, pollution
control, and environmental restoration, these companies contribute to a cleaner and
healthier environment.

Challenges and Considerations: Despite the positive impact, the industry faces
challenges:

• Regulation complexity: Navigating the ever-changing environmental regulations

can be complex and costly for both service providers and businesses seeking
compliance.
• Public perception: The industry sometimes faces negative public perception due to
concerns about waste disposal facilities or environmental accidents.
• Technological advancements: Rapid technological innovation requires companies
to continuously adapt and invest in new solutions.
The Environmental Services industry is heavily regulated by government agencies at local,
national, and international levels. These regulations set standards for waste disposal, air and
water quality, and environmental impact assessments. Compliance with these regulations is
crucial for companies operating in this industry. Regulatory bodies also play a role in
promoting innovation by offering incentives for developing and implementing sustainable
technologies.

Technological advancements are transforming the Environmental Services industry. Some

key areas of innovation include:

• This concept focuses on designing products and systems that minimize waste and
maximize resource recovery. Technologies like advanced recycling and waste-
toenergy conversion are gaining traction.
• This technique utilizes microorganisms to break down and remove pollutants from
contaminated soil and water. Bioremediation offers a sustainable alternative to
traditional remediation methods.
• Advancements in sensor technology and data analytics allow for real-time
monitoring of environmental conditions. This data can be used to identify pollution
sources, track environmental changes, and improve the effectiveness of
environmental management strategies.

Career Opportunities: The Environmental Services industry offers a diverse range of

career opportunities for professionals with backgrounds in science, engineering, business,
and policy.
Some key job roles include:

• Environmental Engineers: Design and implement solutions for pollution control,

waste management, and environmental restoration.
• Environmental Scientists: Conduct research, monitor environmental conditions,
and assess environmental impacts.
• Sustainability Consultants: Advise businesses on developing and implementing
sustainable practices.
• Renewable Energy Specialists: Work on the design, installation, and operation of
renewable energy systems.
 • Environmental Lawyers: Advise companies on environmental regulations and
ensure compliance.

Industry Associations: Several industry associations play a significant role in promoting

best practices, fostering collaboration, and advocating for environmental protection. These
associations offer resources, training programs, and networking opportunities for
professionals working in the Environmental Services industry. It plays a critical role in
safeguarding our planet's future. By providing solutions for waste management, pollution
control, and environmental restoration, this industry contributes to a healthier environment
for all. The industry continues to evolve with new technologies and regulations, offering
exciting career opportunities for passionate individuals committed to sustainability.

The Future of Environmental Services: The future of the Environmental Services

industry is promising, with continued growth expected. As environmental concerns gain
more importance, demand for innovative and sustainable solutions will rise. The industry
will need to embrace new technologies, build strong partnerships with businesses and
governments, and maintain a focus on responsible environmental practices.

COMPANY PROFILE

Conserve Solutions is founded by passionate professionals in 2016 to provide Holistic

Engineering Solutions for sustainable built environment. Their Services cover the entire life
cycle from Concept Design, Schematic Design, Detailed Design, Tender Support,
Construction, Commissioning, Operations and Maintenance. Conserve had delivered and
contributed to various iconic projects across Asia, Middle East, Europe, Australia, Canada,
US and other parts of the world, breaking geographical barriers with technology and
innovation. Conserve also outsources. Technical Experts onsite to our clients/projects as
well as provides Virtual Employment Services.

Conserve solution multi-discipline engineering firm with 350+ passionate professionals

serving clients off-site/on-site in
 • Engineering & Construction

• Infrastructure

• Architecture

• Oil & Gas

• Energy & Utilities industries.

Globally, we had trained/educated 3000+ professionals through our training division -

Conserve Academy. Conserve has expertise in Structural Engineering, Architectural Design
& Detailing, Stress Analysis, Piping Engineering, CFD Simulation, MEP Design & Detail
Engineering, BIM Modelling & Coordination, Environmental Engineering, Traffic &
Transportation Engineering, Plant Engineering Design, As Shop drawing preparation, As
Built Documentation, 3D Laser Scanning, Acoustic Consultancy. Green Building and
Sustainability division covers wide range of rating system such as LEED, GSAS,
BREEAM, CEEQUAL, ENVISION, IGBC etc. We also assist organizations to report and
neutralize carbon emissions. Conserve follows ISO 50002 Standards and also has ISO
50001 Certification for our energy audit services. They intend to deliver resource &
schedule efficient solutions to the clients through deep understanding of the requirements,
timeline, quality standards and budget. They have dedicated offices in India, Qatar, UAE,
Singapore, Canada, Egypt, United Kingdom and Saudi Arabia.

Vision

• To be a global leader in providing Engineering Solutions for Architecture

Engineering & Construction, Oil & Gas, Infrastructure and Energy & Utilities.
• To build satisfying career for our people and to be a company of people’s choice.

Mission

• Our mission is to provide practically achievable, creative & cost-effective

engineering solutions that meet our client’s requirements.

Key Services

• Piping Engineering
 • Structural Engineering

• 3D Modelling Services

• BIM Modelling

• Simulation and Analysis

• Sustainability

• MEP Design and Engineering

Clients

Organizational Chart:
 REVIEW OF LITERATURE

 Sairam Subramaniam and Saravanan (2012), did research on “Empirical study

on factors influencing on quality of work life of commercial bank employees”.
This study was conducted in the Coimbatore city of Tamil Nadu, with the sample size
of 100 and it has been collected from 23 branch networks of public and private sector
commercial banks. A structured questionnaire has been administered to collect data
from the respondents by using simple random sampling techniques. This study laid
focus on the factors influencing quality of work life, socioeconomic background of
 respondents, expectations of employees in the work place. Simple percentage
analysis, factor analysis and chi-square test were used to draw analysis and inference
of the study. This study concluded that the employees were facing poor work life
quality in the work place. Hence banking employees ought to pay more attention on
bringing more work life quality policy and its implementation.

 Shiney Chib (2012), did research on “Quality of Work life and organizational
performance at work place of a private manufacturing unit Nagpur”, India
through a structured questionnaire containing 31 items related to 6 variables, namely
organizational performance, job satisfaction, QWL, wage policy, company policy and
union policy. The researcher has formulated two models, one is organization
performance depends on QWL, Job satisfaction, wage policy, company policy and
union participation and the other one is QWL which depends on Organization
performance., job satisfaction, wage policy, company policy and union participation.
The collected data were analyzed using simple percentage, regression and correlation
analysis. The study reveals that both the models stand true and QWL had significant
relationship with organizational performance

 Natarajan and Annamalai (2011) did research on “A Study on Quality of Work

Life in Pondicherry University”. Pondicherry as perceived by the teaching and non
teaching staff ” that present job, working conditions and work culture are highly
influencing Quality of Work Life in the university and present pay, promotional
policy and supervisory system are moderately influencing the quality of work life.
 Prachi Bhatt (2011) did research on “ Quality of Work Life in changing Business
Dynamism – ‘‘A study on Perceptual Difference in Public and Private Sector”.
That the public sector employees are relatively more satisfied with their working
conditions, their job, relations with the peers etc. and thus find it easy to balance their
work life than the private sector employees and the same in the case of Job
satisfaction level which is more in public sector employees than private sector
 Victor and Thavakumar (2011) did research on ‘‘Family conflict among married
banking women employees”. The data for this study came from 100 married women
in public and private banks who responded to a self administered questionnaire. By
using the primary and secondary data, the researchers tend to find 20 20 out extent of
work characteristics and family characteristics influence on the work family conflict.
The work characteristics include number of hours worked, work flexibility, work
stressors. The family characteristics include number of children, age of children,
family support. The researchers used the organisations’ reports, magazines as their
secondary data and collected the primary data based on questionnaire and
interview.From the discussion of the findings, several implications arouse. There is a
need for greater spouse-support, flexible work schedule, child care centers and family
support in order to alleviate work family conflict. Maintenance of good marital
relations is important in reducing spouse conflict and increasing well being in women
employees.

 Nadeem Malik (2011), did research on ‘‘ Occupational stress experienced by

private and public sector banks employees in Quetta city”. A randomly selected
sample of 200 employees from private and public sector banks shows that
occupational stress is found higher among private bank employees compared to public
bank employees. Among different occupational stress variables role over load, role
authority, role conflict and lack of senior level support contribute more to the
occupational stress. Bank employees can not afford the time to relax and “wind
down” when they are faced with variety, discrimination, favoritism, delegation and
conflicting tasks.

 Daljeet Kaur (2010) did search on, “Aims to gain an insight into current working
life policies and practices of employees in ICICI Bank Ltd” in Chandigarh.
Several notable factors that influence quality of work life are Fair Compensation, Safe
and healthy working environment, adequate performance appraisal, career growth
opportunities, Training and development etc. On the basis of his study he said that
employees of ICICI bank Ltd. in Chandigarh Region were happy with the working
conditions of the Bank. They felt that they were safe and secure in Bank. They felt
 that Bank should start their own transport facilities for the staff. However, the
dissatisfaction among them was the less growth opportunities. They were not
provided with extra care like health camps etc. They were not happy with the way
performance appraisal was done and felt that their management was not flexible with
their social responsibilities and hence they were less satisfied with their jobs.

 Sanjeev K. Sharma and Geeta Sharma (2010) did research on “Perceived

Quality of Working Life among employees in banks” to identify the extent to
which banks are meeting the employee’s expectations on the Quality of work Life
Dimensions. The dimensions of QWL selected are health and well being, job security,
job satisfaction, competence development and the balance between work with their
life style. A total of 150 valid questionnaires were obtained from the employees of
selected public and private sector banks in Chandigarh. They concluded that a happy
and healthy employee will give better turnover, make good decisions and positively
contribute to the organizational goal. An assured good quality of work life will not
only attract young and new talent but also retain the experienced talent.

 Rochita Ganguly, Mukherjee ( 2010), did research on, “ The study of Nature of
the perceived quality of work life (QWL) of the university employees” , the nature
of their job satisfaction, the nature of association between QWL and Job Satisfaction.
The results indicate that the selected group of university employees perceived
different aspects of their quality of work life as either uncongenial viz. Autonomy, top
management support and worker’s control mainly or they have had a certain amount
of dilemma to comment on a few other aspects such as personal growth opportunities
and work complexity mainly bearing the potential involving a slight trend of negative
opinion.

 Shilpa Sankpal, Pushpa Negi and Jeetendra Vashishtha (2010) did research on ,
“organizational role stress of employees of public and private banks”. The study
was conducted in Gwalior city and a sample of 100 bank employees were used for
data collection – 50 each from public and private sector. The data collected was
 subjected to analysis through T-test for comparing between the employees of public
and private sector banks. Overall 11 hypotheses were tested. Data was compared on
the basis of inter role distance, role stagnation, role expectation conflict, role erosion,
role overload, role isolation, personal inadequacy, self role distance, role ambiguity
and resource inadequacy. The study has highlighted that there is a significant
difference between the role stress of public and private sector bank employees. It was
found that the private bank employees experienced higher organizational role stress
than their public bank counterparts. Looking at the various aspects of components of
organizational role stress, it was found that there was no difference between the
Public and Private Sector bank employees in certain aspects like role expectation
conflict, role isolation and personal inadequacy and role ambiguity.

 Meenakshi Gupta and Vikas Sharma (2009) did search on “Quality of Work Life
– A Study of bank employees in Jammu region” to determine whether and how the
quality of work life affects the satisfaction level of employees of banks. The study
found that among the independent demographic variables, the best predictor was
annual income followed by marital status, sex, education, family size and job
experience. The factor which was ranked as a best factor that was perceived as
satisfactory by the employees was opportunities for personal encouragement.
However factors as participation in decision making and rewards were found to have
a significant impact on employee’s satisfaction. The banking sector should take note
of this and should encourage employees’ participation in decision making and they
should be rewarded for their performance to attain satisfaction.

 Patiraj Kumari and Pooja khanna (2007) did research on “The Quality Of
Working Life in relation to Mental Health Of Bank Employees” to investigate the
quality of work life (QWL) in relation to mental health of bank employees. A total
number of 200 bank employees were selected from banks of Haridwar and Dehradun
(Uttaranchal) comprising 150 employees from public and 50 employees from private
sector banks. The result revealed significant positive correlation between QWL and
mental health. Private sector bank employees were found to be more mentally healthy
than the employees of public sector banks.. The study also revealed significant
 difference between the mental health of high and low quality of working life groups.
In public sector banks social integration in the work organization and in private sector
banks safe and healthy working condition has the highest contribution towards mental
health.

 Triveni.S, Amminabhavi and Vijayalaxmi A. Amminabhavi (2005) did research

on “A Study Of Quality Of Work Life Of Nationalized And Non Nationalized
Bank Employees” to determine scientifically the level of quality of work life(QWL)
of nationalized and non-nationalized bank employees. To achieve the objective, the
Quality of Work Life-Condition/Feelings form was administered on a sample of 78
bank employees of which 39 were from nationalized and 39 from non nationalized
banks in Hubli-Dharwar Corporation area. The obtained responses were scored and
subjected to t-test. The results revealed that the nationalized bank employees have
significantly higher QWL than those of non-nationalized bank employees in the
dimensions like- autonomy, Work speed and Routine, Work complexity as well as the
composite QWL-Conditions. The incidental analyzes in the study revealed that the
bank employees who expressed higher life satisfaction have shown significantly
higher QWL with regard to conditions than those who expressed moderate life
satisfaction

RESEARCH METHODOLOGY

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

understood as a science of studying how research is done scientifically. The scope of
research methodology is wider than that of research methods. When we talk of research
methodology we not only talk of research methods but also consider the logic behind the
methods we use in the context of our research study and explain why we are using a
particular method or technique

RESEARCH DESIGN :

“A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure”.

Research design is the conceptual structure within which research is conducted; it constitutes
the blueprint for the collection, measurement and analysis of data.

The type of research design used in the project was Descriptive research, because it helps to
describe a particular situation prevailing within a company. Careful design of the descriptive
studies was necessary to ensure the complete interpretation of the situation and to ensure
minimum bias in the collection of data.

SAMPLING DESIGN :

SAMPLE SIZE:

Under this research, responses of different age groups as respondents as a sample to

collect the required information. Total number of sample taken for the study is 50
respondents.

SAMPLE UNIVERSE: Conserve Solution, Kottivaakam, Chennai

SAMPLING TECHNIQUES:

For the purpose of analysis, the data has been collected from respondents from
Conserve solutions. The samples have been selected on the basis of Convenient Random
Sampling Techniques.

RESEARCH TOOLS:
 The instrument used by me for collecting the information is QUESTIONNAIRE
which contained questions covering various aspects related to Quality of Work Life. It
contained open ended questions and close ended questions.

DATA COLLECTION METHODS :

1. Primary data collection method

2. Secondary data collection method

PRIMARY DATA:

Primary data is the data which is collected by researcher himself for the first for the
specific purpose and they original character. Primary data is collected but researcher data is
collected by researcher for the problems that are currently being studied therefore, data
obtained pertains specifically to the current study considerations the sources are:

 Questionnaire
 Observations

Data collected from HR and Employees in Conserve solutions through observation,

discussion, personal interview and questionnaire. The questionnaire consists of 29 questions
including biogaraphical data.

SECONDARY DATA:

The secondary data are those which have already been collected by someone else
and which have already been passed through the statistical processes. Thus such data is not
originally collected rather obtained from published or unpublished sources.

Methods of secondary data collection:

 Company’s Website
 Magazines & Journals
 Internet
 Books and newspapers
Data collected from company internal records, company websites etc. The data collected
through questionnaires is analyzed with statistical tools by using SPSS. For effective
presentation and utilization of data tables, diagrams are used in the report.

TOOLS USED FOR DATA ANALYSIS

 Percentage analysis.
 Chi-Square.
 Correlation

Percentage analysis:

One of the simplest methods of analysis is the percentage method. It is one of the
traditional statistical tools. Through the use of percentage, the data are reduced in the
standard form with the base equal to 100, which facilitates comparison.

The formula used to compute Percentage analysis is,

Chi-Square :

It is a measure to study the divergence of actual and expected frequencies. It is

represented by the symbol 2, Greek letter chi. It describes the discrepancy theory and
observation. The formula used is,

y2 = å (O-E)2

Where "O" is the observed Frequency

"E" is the expected Frequency

CORRELATION :

Correlation is computed into what is known as the correlation efficient, which

ranges between -1 to +1. Perfect positive correlation (a correlation co-efficient of +1) implies
that as one security moves, either up or down, the other security will move in lockstep, in the
same direction.

r=
∑ XY
√¿ ¿ ¿

Data collected from company internal records, company websites etc. The data collected
through questionnaires is analyzed with statistical tools by using SPSS. For effective
presentation and utilization of data tables, diagrams are used in the report.

ANALYSIS AND INTERPRETATION

 Table No: 1

Gender of respondents

Gender No. of respondents Percentage

Male

Female

Others

Prefer not to
say

Total 50 100

INFERENCE:

From the above table it is inferred that of the respondents are Male, of the
Respondents are Female.
 Table No: 2

Age of respondents

Age No. of respondents Percentage

18 – 25

25 – 35

35-45

45 above

Total 50 100

INFERENCE:

From the above table it is inferred that of the respondents are between , of
the respondents are between , of the respondents are between and of the respondents are
above.
 Table No: 3

Marital Status of Respondents

Gender No. of respondents Percentage

Single

Married

Total 50 100

INFERENCE:

From the above table it is inferred that of the respondents are Single and of
the respondents are Married.
 Table No: 4

Qualification of Respondents

Qualificatio
No. of respondents Percentage
n

UG

PG

Total 50 100

INFERENCE:

From the above table it is inferred that of the respondents have done their
UG, of the respondents have done their PG and of the respondents have done their p.
 Table No: 5

Designation of Respondents

Designation No. of respondents Percentage

Supervisory

Managerial

Executive

Total 50 100

INFERENCE:
 Table No: 6

Experiance

Designation No. of respondents Percentage

Less than 1
year

1 – 5 year

5 – 10 years

More than
10 years

Total 50 100

INFERENCE:
 Table No: 7

Designation of Respondents

Designation No. of respondents Percentage

Supervisory

Managerial

Executive

Total 50 100

INFERENCE:
 Table No: 8

Family Structure of Respondents

Designation No. of respondents Percentage

Nucleus

Nuclear

Joint family

Total 50 100

INFERENCE:
 Table No: 9

Nature of the Work Environment of Respondents

Work
No. of respondents Percentage
Environment

Jobs
individually
assigned

Jobs assigned
through
teams

Any other
formats

Total 50 100

INFERENCE:
 Table No: 10

Having a clear set of goals and aims to enable me to do my job

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 11

Ablility to voice opinions and influence changes in my area of work

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 12

Opportunities to use abilities at work

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 13

Work Load is Manageable

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 14

Employer provides adequate facilities and flexibility for me to fit work in around my
family life

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 15

Current working hours / patterns suit my personal circumstances

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 16

acknowledged by my manager when I have done my job good

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 17

Harmonious Relationship with our colleagues in the Company

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 18

Encouraged to develop new skills

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 19

Involved in decisions that affect me in my own area of work

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 20

Employer provides me with what I need to do my job effectively

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 21

Manager actively promotes flexible working hours / patterns

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 22

Work in a Safe Environment

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 23

Treated with Respect in the Company

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 24

Satisfied with the career opportunities available for me here

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 25

Feel excessive levels of stress at work

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 28

Satisfied with the training I receive in order to perform my present job

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 29

Feeling reasonably happy all things considered

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 30

Working conditions are satisfactory

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 31

Involved in decisions that affect members of the public in my own area of work

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
 Table No: 32

Satisfied with the overall quality of my working life

Work
No. of respondents Percentage
Environment

Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

Total 50 100

INFERENCE:
CONCLUSION :

The research on Conserve Solutions Quality of Work Life has yielded valuable insights This
assessment provides a snapshot of Respondents Quality of Work Life and the results should
Be seen as offering some information which needs to be interpreted within the Context of
other factors and influencesA large proportion of most peoples‟ lives will be spent at work.
But all too often, we tend to See work as something we just have to put up with, or something
we don‟t expect to enjoy.
Quality of Work Life – Questionnaire
Biographical information :
NAME :
Your Gender
o Male
o Female

Age
o 18 to 25
o 25 to 35
o 35 to 45
o 45 above

Marital Status
o Single
o Married

Qualification
o UG
o PG
o Professional

Designation
o Supervisory
o Managerial
o Executive

Experiance
o Less than 1 year
o 1 – 5 years
o 5 – 10 years
o More than 10 years
Family Structure
o Nucleus
o Nuclear
o Joint Family
 To what extent do you agree with the Strongly Strongly
following?
Nature of the working Environment Disagree Neutral Agree
o Jobs Individually Assigned Disagree Agree
Please fill in the appropriate circle.
o Job
1. I have Assigned
a clear through
set of goals andTeams
aims to enable me to do my job
o Any other formats
2. I feel able to voice opinions and influence changes in my area
of work
3. I have the opportunity to use my abilities at work
4. My work load is manageable
5. My employer provides adequate facilities and flexibility for
me to fit work in around my family life
6. My current working hours / patterns suit my personal
circumstances
7. When I have done a good job it is acknowledged by my line
manager
8. There is a harmonious relationship with our colleagues in the
company
9. I am encouraged to develop new skills
10. I am involved in decisions that affect me in my own area of
work
11. My employer provides me with what I need to do my job
effectively
12. My manager actively promotes flexible working hours /
patterns
13. I work in a safe environment
14. I am treated with respect in the company
15. I am satisfied with the career opportunities available for me
Ahere
16. I often feel excessive levels of stress at work
17. I am satisfied with the training I receive in order to perform
my present job
18. Recently, I have been feeling reasonably happy all things
considered
19. The working conditions are satisfactory
20. I am satisfied with the overall quality of my working life