REPORT ON
STUDY OF QUALITY OF WORK LIFE
AT
LING TECHNOLOGIES
Project submitted in partial fulfillment for the award of degree of
MASTERS OF BUSINESS ADMINISTRATION
DECLARATION
I here by declare that this project report titled “Quality of Work Life” at
Ling Technologies, submitted by me to the department of Business
Anministration ,XXXX is a bonafide work under taken by me and it is not
submitted to any other university or institution for the award of any degree
diploma/certificate or published any time before
Date:
Place:
(XXX)
ACKNOWLEDGEMENT
!he highest happiness that accompanies the successful completion of any task
would be incomplete without the e"pression of gratitude to all those people who have
helped me throughout this project as success is the abstract of hard work
I would like to e"press my heartfelt gratitude to XXXX (Manager HR) for
permitting me to do the project in Ling Technologies and also for his inspiring guidance,
support, valuable inputs and constructive criticism to develop and complete this project
I e"press my heartfelt thanks to the #$ !eam and all the employees of the
organi%ation for co&operation
I am also thankful for the encouragement e"tended by XXX, Director, XXXX, for
his constant support and co operation
'ast but not the least( I would like to thank my parents and friends for their
constant support and co&operation with out which I would have not completed this project
in the stipulated time
CONTENTS
CHAPTER NO DESCRIPTION PAGE NO
'I)! *+ !AB',) A-. /$A0#)
CHAPTER - I 1
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CHAPTER - II 2*80A-9 0$*+I', 11 - 20
CHAPTER - III 21
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BIB'I*/$A0#9 ;?
LIST OF TABLES AND GRAPHS
)-* !I!', 0A/, -*
> @orking with 'ing !echnologies 63
A 'ike most about 'ing technologies 66
3 @ork schedule 67
6 @ork culture 6:
7 2areer developmental activities 6D
: )atisfaction from work 6;
D @ork profile 6<
; Importance to personal life 7?
< 8aintains Euality circles 7>
>? Interpersonal relations 7A
>> 2ompensation 73
>A )tandard of living 76
>3 4ob security 77
>6 +orms of rewards 7:
>7 0erformance appraisal 7D
>: 0ositive attitude 7;
>D @elfare programs 7<
>; Buality of work life :?
>< +le"ible working hours :>& :A
A? #ealth care :3
A> #ike in pay :6
AA !raining opportunities :7
A3 'earning ::
ABSTRACT
Buality of work life is the degree to which individuals are able to satisfy their important
personal needs while employed by the firm Buality of work life refers to the level of
satisfaction, motivation, involvement and commitment individuals e"perience with
respect to their lives at work
Buality of work life is a process in organi%ations, which enables its members at all levels
to participate actively and effectively in shaping the organi%ation environment, methods,
and outcomes
!he objective of the study is to help the organi%ation to know the level of satisfaction of
the workers and e"ecutives at various hierarchical levels, towards the facilities and
welfare amenities provided by them and also to find out the challenges and difficulties
faced by the management in providing better Euality of work life to the employees
8ost of the employees covered under my study have not been found to be
feeling any stress in their jobs and related working environment It has been an
interesting revelation that there is no employee in 'ing !echnologies, is working here
just for the sake of the job and most of the employees are not only comfortable with 'ing
!echnologies, but also feeling proud of being in the company
!here should be no communication gap between the team leader and group members
!he communication flow must be improved to make it smooth to maintain cordial inter
personal relations in the organi%ation !he training and development programs have to be
more effectively planned and implemented
CHAPTER 1
?Introduction to the topic
?Objective of the study
?Scope of the study
?Methodology of the Study
?Limitations of the study
?Organization of the study
>
INTRODUCTION
A
Introduction To The Topic
Quality of Work Life is the e"istence of a certain set of organi%ational conditions or
practices !his definition freEuently argues that a high Euality of work life e"ists when
democratic management practices are used, employeeFs jobs are enriched, employees are
treated with dignity and safe working conditions e"ist
Buality of @ork 'ife refers to the level of satisfaction, motivation, involvement and
commitment individuals e"perience with respect to their lives at work
Buality of @ork 'ife is the degree to which individuals are able to satisfy their
important personal needs while employed by the firm 2ompanies interested in enhancing
employees Buality of @ork 'ife generally try to instill in employees the feelings of
security, eEuity, pride, internal democracy, ownership, autonomy, responsibility and
fle"ibility
DEFINITION:
Richard and 1. Loy define Buality of @ork 'ife means “the degree to much the
members of the working organization are able to satisfy important personnel needs
through their experience in the organization.”
3
OB1ECTIVE OF THE STUDY
• !he objective of the study is to find out the Euality of working life of the
employees in 'ing !echnologies
• !he objective of the study is to help the organi%ation to know the level of
satisfaction of the workers and e"ecutiveFs at all hierarchical levels towards the
facilities and welfare amenities provided by them
• !he study is also aimed at reviewing the working conditions including total
environment to bring in positive change for betterment of the Buality of @ork
'ife of employees
• !he objective of the study is also to find out the challenges and difficulties faced
by the management in providing better Buality of @ork 'ife to the employees
• !he objective of the study is also to find out the thinking of the employees with
respect to the work culture in the organi%ation
SCOPE OF THE STUDY
6
• !he )cope of the study covers employees of all the departments and in 'ing
!echnologies in order to understand their point of view with respect to Buality of
@ork 'ife
• !hough 'ing !echnologies is an small organi%ation in the corporate sector, the
analysis of Buality of @ork 'ife at 'ing !echnologies gives a better
understanding of the concept
• !he scope of the study also includes the response of the employees to the various
measures taken by the management of 'ing !echnologies to make the employees
comfortable at the work place
• !he scope is also widened to find out the e"pectations of the employees from the
management with respect to the above concept
• !he scope also includes the importance attributed to the grievance settlement
procedure as a part of Buality of @ork 'ife by the employees
METHODOLOGY OF THE STUDY
!he study has been covered based on the following stepsG
7
A) DATA COLLECTIONG !he data has been collected from the two main
)ources of data namelyG
• 0rimary )ource of data
• )econdary )ource of data
PRIMARY SOURCE
0rimary source includes the data that is collected from 'ing !echnologies and selected
respondents !he reEuired information is collected in the following waysG
• Administered a structured Euestionnaire
• *n the basis of observation
• By interacting with the concerned employees
!ools used for data collection are as followsG
• .iscussions H1nstructured .iscussionsI
• Buestionnaire H)tructured BuestionnaireI
Unstructured Discussion:
1nder this method of data collection the researcher personally interviews the
respondents to gather the information !he respondents are asked to present their views
and opinions about the topic under discussion !he opinions of the respondents are used
as the primary source of information for preparing the study report
Structured Questionnaire:
It is usually associated with the self&administered tools with items of the closed or
fi"ed alternative type !he respondents feel greater confidence in the anonymity of
:
Euestionnaire than in that of any interview It places less pressure on the subject of
immediate response !hese were the reasons for choosing Euestionnaire as one of the
tools for data collection
!he Euestionnaire consists of two types of EuestionsG
Close-ended questions: !he close&ended Euestions consist of multiple choices, which
offer the respondents with a choice of specific answers
Open-ended questions: An open&ended Euestion is a Euestion where no choices of
answer are given the respondent and the respondent is given freedom to respond
according to his wish
SECONDARY SOURCE
)econdary source is that information that is obtained from those sources other than direct
sources and the information is collected through the mentioned ways
• 2ompanyFs @ebsite
• 8aga%ines and 4ournals
• !e"t books published on #uman $esource 8anagement
• @ebsites and )earch engines
• *ther records
BI SAMPLE SELECTIONG
A sample is known as the sub&unit of population which shares the similar features !he
number of units in the sample is known as the sample si%e
D
In this study a sample si%e of 7? was selected based on the previous studies and other past
records #ere, in this conte"t a sample refers to the employees of the related departments
covered by the study
After the selection of sample, the sampling was done based on convenient sampling
method
CI ANALYSIS G
• !he collected data has been coded and represented diagrammatically in the form
of bar diagrams by calculating the freEuency and average Based on this suitable
interpretations were made
• Based on the responses obtained and the gathered data suitable
recommendations were given which can help the organi%ation in retaining their
employees
LIMITATIONS OF THE STUDY
;
• !he time taken for my project study was 67 days to gather opinions from the
employees and the management
• !he data collected by me through primary source is constrained by the sample
si%e which is only 7? employees
• !he data collected other than the Euestionnaire is from the secondary source only
• !he analysis has been undertaken by using selective technical tools
ORGANIZATION OF THE STUDY
*rgani%ation of the study deals with the arrangement of the entire study !he entire work
is organi%ed in order to facilitate easy identification of 7 chapters
Chapter-1 .eals with the objectives, scope, methodology and limitations of the study
!he objective of the study aims at reviewing the working conditions including total
<
environment to bring in positive change for betterment of the Buality of @ork life of
employees !his project gives the descriptive of overview of 'ing !echnologies
emphasi%ing on the Euality of work life
Chapter-2 .eals with company profile
'ing !echnologies was founded in A??> and has over >7 years I! e"perience in
,$0 and other software applications 'ing !echnologies is a global, full service business
consulting company that provides real world solutions to our clients 'ing !echnologies
speciali%es in I! and management solutions to business needs
Chapter-3 .eals with literature review
Buality of @ork life refers to fair remuneration, safe J healthy environment,
opportunities for growth Better Buality of @ork life leads to motivation and
satisfaction 8otivated and satisfied employees make better contribution to production,
Euality and productivity
Chapter-4 .eals with analysis and interpretations
!he employees in general felt that the work culture in the company is good !he
employees are optimistic, sincere and never try to avoid work
Chapter-5 deals with conclusions and recommendations
It is better to keep employees aware of the company goals, vision, mission and they are
kept informed of all the changes being occurred in the company then it would definitely
increase the efficiency of the employees
>?
CHAPTER 2
COMPANY PROFILE
>>
Ling Technologies -An Overview
K @e are 'ing !echnologies L a )oftware consulting company
L ,stablished in ><<7, #eadEuartered in #erndon, 5A
L ),I 288 'evel A compliant Hcertification e"pectedI
L 2ombined 8anagement e"perience of D? years
L 3?M /rowth over last 3 years
K Business model & highly competitive and scalable
K A diverse portfolio of technology J services, we are truly a global I!
company with regional presence
K .iverse industry vertical solutions && manufacturing, finance,
insurance J telecommunications
K @ide hori%ontal solutions L enterprise systems, enterprise integration
and production support / enhancement
>A
Our Organization
Head Quarters:
'ing !echnologies Inc
A3A7 .ulles 2orner Blvd
)uite 7??
#erndon, 5A A?>D>
.irectG D?3&<77&6??6
*ffG D?3 ;;? A:6? " A?6
+a"G D?3 <37 :?;A
www.ling-tech.com
Office in India
'ing !echnologies India 0vt'td,
6?> !irumala )hah Building,
Ameerpet N roads,
9ellareddyguda,
#yderabad&7???33
A0,India
>3
Ling Technologies
'ing !echnologies was founded in A??> and has over >7 years I! e"perience in
,$0 and other software applications 'ing !echnologies is a global, full service business
consulting company that provides real world solutions to our clients 'ing !echnologies
speciali%es in I! and management solutions to business needs
What We Do
• @e e"amine where our clientOs industry is going and work with them to develop a
business plan that will keep our clients ahead of the curve
• Identify and implement new technologies
• .esign, develop, and implement full life cycle projects
• 2ommunicate with all levels of our clientOs staff
• .evelop speciali%ed training courses that meet the specific needs of our clients
• 0resent our clients with real world solutions
Why Ling Technologies P
? Buality, Buality, Buality
? *ver >? years of successful e"perience
? I! company run by I! professionals
? ,"perience in short term and long term project assessment and development
? !horough understanding of customer reEuirements
? ,"cellent turnaround time
? )tringent selection process of consultants
? 2onsultants ,"perience L Average ; years
Our Competitive Advantage
? /uaranteed 0erformance
? 2ompetitive rates
? ,"cellent ,mployee $etention
>6
Client Industries
Our Objective
*ur goal is to consistently meet our clientsF needs !hat means meeting them wherever
they come into the selection process, using whatever system has been successful for them
in the past @e also bring the fle"ibility to build that bridge with them to the future onto
their new system of choice includingG
• *racle Applications
• eBusiness
• 0eople)oft
• )A0
• 0roprietary systems
IT Out sourcing
'ing !echnologies outsourcing services is built to enable our clients be more competitive
through effective utili%ation of innovations in the field of information technology @ith
project management teams located in 1) and India and state&of&art .evelopment 2enter
in India, we strive to deliver the best available I! talent and proven delivery processes to
customerFs world&wide @e use reliable project management, superior communication
practices, sound risk management and an unwavering commitment to deliver innovative
and Euality work product @e at 'ing !echnologies is able to provide the right resources
>7
manufacturing
8º
telecom
10º
energy
12º
financial
17º
technology
24º
healthcare
23º
other
6º
for any I! project
@e have an e"tensive database of professionals to call on if our e"isting staff
is not able to meet your e"act reEuirements
Why Use Ling Technologies for IT Outsourcing?
• 'ing !echnologies uses staff consultants for <?M of its project consultants @e
also manage a network of resources in a variety of disciplines across the 1)
• !his gives us the fle"ibility to bring the right resources to you at the right time,
every time
• @e will never attempt to send you a consultant just because we need to get them
off our bench @e send you e"actly the best fit for the position you have
available
• If the corporate and technical environment suits the situation, we can also bring
our *ffshore 2apabilities to bear for you
Offshore Capabilities
Ling Technologies, India
@hether you are looking for a cost effective solution, timely access to highly&Eualified
technical talent, faster time&to&market, or ways to deploy your I! resources on more
strategic projects, 'ing !echnologies has the proven offshore outsourcing e"perience to
make this a viable option for you
'ing !echnologies leverages its offshore /lobal .evelopment 2enter H/.2I in India and
a global deployment model to provide timely, cost&effective and high Euality solutions,
enabling you to focus on your strategic business objectives
Ling Technologies, Hyderabad
'ing !echnologies, Inc has offices in #yderabad, India !his allows us to give you an
e"cellent cost savings for your project needs Because of the time difference, our offshore
team can allow us to work literally around the clock to complete your project on time and
under budget
Recruitment Process Outsourcing
In todayFs dynamic and competitive market, acEuiring Euality talent to meet hiring
deadlines can be tedious and challenging As organi%ations focus on improving their
overall recruiting function, many have found recruitment outsourcing to be a proven and
reliable alternative to in&house recruiting as the only option
>:
'ing !echnologies provides the tools, resources and proved processes to serve its clientFs
recruitment needs *ur $0* services allow companies to grow and focus on their core
competencies while reducing costs and increase productivity of recruitment departments
*ur $0* services are tailored to meet your recruiting needs and can be completely
outsourced or to complement your own their recruiting efforts
Our Services
? 0rofessional )ervices
? 8anaged/0roject )ervices
Professional Services
• !ime J 8aterials )ervices for
? @eb based application development
? 2lient )erver based application development ,$0 implementation
? 'egacy .ata !ransformation
? .atabase .evelopment/Administration
? )ystem/-etwork Administration
• !ype of $esources
? 2ontract, 2ontract to #ire, 0ermanent
? @A, >?<<, #>
? #> !ransfer for 2lient identified $esources
• 2andidate )election
? *nline technical tests
? $eference 2hecks
? .rug/Background
• 'ow Attrition $ate
? $ewards based on competencies and market responsiveness 2ontinuous
,ducation Average training of >? days per year
? *rgani%ation&wide 3:? degree feedback
? 8edical benefit H00* planI
? 0erformance Bonus
? +irst employee in ><<7, still an employee
>D
Project Services
Technology Focus
0rogramming 'anguages
2, 2QQ, 52QQ, 5B, 0B, 4ava, 4A,,, #!8', )A),
Assembler, 2*B*', 8*!I+, 8ap Basic, +$A88,
.atabase 8anagers
Informi", )ybase, *racle, )B', 0eople)oft, .BA,
I8), 5)A8, 8) Access
*perating )ystems
@in <7/<;/A???/-!, 1-IN, )un )olaris, #0&1N, I$IN, AIN, 85), !andem
0ackaged )oftware
)A0, 0eople)oft, *racle, 'awson, 4.,, )iebel, 'otus -otes, !rillium,
>;
OUR CLIENTS
'ing !echnologies provides its customers with leading&edge technologies and a practical
approach to their business @e are reliable and responsive, and weOre results&oriented
Our customers' goals are our obsession; we take the e"tra step, we listen intently and
we innovate to help our customers achieve their objectives, utili%ing the most cost& and
time&efficient means @ith 'ing !echnologies, customers get a company that believes in
providing them only with what they truly need, getting the solution right the first time
and keeping things )I80', @e donOt believe in bureaucracy, but rather in making
things easier for our customers *ur track record speaks volumes 0ut simply, we believe
in doing the right things right, all of the time
Client List.
,82 #udson +ujitsu
!2) .isney Infotech
A,) 5olt #utch
,.) .egussa Airtel
2ap /emini 9ahoo Infotech
,""on 8obile Analysts Cotak
,A8 @orks 8otorola 2oca& 2ola
)tate of Alabama 8icrosoft
2/) !echnology Associates Infotech
)pherion 0rofessional )ervices /roup .eloitte J touchR
Career at Ling Technologies
A career at 'ing !echnologies is built on invention, intelligence, diligence, collaboration
and a desire to develop and implement leading&edge technology solutions @e offer
e"citing projects across a wide variety of industries and the opportunity to collaborate
with a group of committed and talented I! professionals
@e believe that our workforce is our greatest asset +rom top to bottom, our staffOs
professionalism, innovation, teamwork and dedication to e"cellence have been essential
to our past achievements and are vital to our future success
><
@e offer our employees e"citing and challenging projects across a diverse range of
industries, as well as the opportunity to collaborate with a group of strong, capable
partners across the globe
'ing !echnologies cultivates a work environment that is inclusive of all employees
Individual differences enrich our creative, agile work atmosphere and present us with
opportunities to e"amine business issues from varying perspectives
,mployees current knowledge, your past work e"perience, and your history of top
performance are e"amples of legitimate guidelines for evaluating their potential to
succeed in the 'ing !echnology workforce *ur recruiting policy is to identify candidates
with proven records of success and/or evident potential for success
*ur talented professionals become a part of our companyOs rapid international growth
,mployees enjoy taking responsibility, working with a team, and achieving e"cellence
EMPLOYEE LEVELS/CAREER PROGRESSION LEVELS
!he following are the ,mployeeS levels at 'ing !echnologies, $0* G
• It $ecruiters
• !eam 'eader
• $ecruiting 8anager
• Business .evelopment 8anager
• Business #ead
• *perational 8anager
PROCEDURE
• ,ach level of employee should have certain skills and knowledge levels which
can be defined and communicated to all the employees
• !here should be no specified time limit for promoting an employee from one level
to another But the !'/8anager should follow certain guidelines, for the same as
specified by the management
• !he !'/8anager recommendation of each employee promotion is not the final
decision It should be approved by the management
A?
A>
CHAPTER 3
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AA
REVIEW OF LITERATURE
A3
INTRODUCTION TO QUALITY OF WORKLIFE
Quality of @ork 'ife is the e"istence of a certain set of organi%ational conditions or
practices !his definition freEuently argues that a high Euality of work life e"ists when
democratic management practices are used, employeeFs jobs are enriched, employees are
treated with dignity and safe working conditions e"ist
Another definition eEuates Buality of @ork 'ife with the impact of working
conditions on employee well being !his definition emphasi%es the degree to which
individuals are accident free, enjoy good health, e"press satisfaction and are able to grow
and develop as human beings
In recent years the phrase “Quality of life” has been used with increasing freEuency
to describe certain environmental and humanistic values neglected by industrial
productivity and economic growth @ithin business organi%ations attention has been
focused on the Buality of human e"perience in the work place At the same time many
firms have Euestioned their viability in increasingly competitive world markets !hese
dual concerns have created a growing interest in the possibilities of redesigning the
nature of work 8any current organi%ational e"periments seek to improve both
productivity for the organi%ation and the Euality of working life for its members
Buality can be assessed by factors like performance, reliability, aesthetics, and
complying with customer reEuirements Buality refers to “freedom from wastage,
freedom from trouble and freedom from failure”
Buality of @ork 'ife refers to the level of satisfaction, motivation, involvement and
commitment individuals e"perience with respect to their lives at work
Buality of @ork 'ife is the degree to which individuals are able to satisfy their
important personal needs while employed by the firm 2ompanies interested in enhancing
employees Buality of @ork 'ife generally try to instill in employees the feelings of
A6
security, eEuity, pride, internal democracy, ownership, autonomy, responsibility and
fle"ibility
!hey try to treat employees in a fair and supportive manner, open communication
channels at all levels, offer employees opportunities to participate in decisions affecting
them and empower them to carry on with their assignments
Buality of @ork 'ife has also been associated with organi%ational changes aimed at
increasing the levels of job widening Hgreater hori%ontal task fle"ibilityI and job
enrichment Hgreater vertical task fle"ibility including the taking on of new responsibilities
including those formerly undertaken by supervisory or managerial personnelI 2rucially,
the idea is that of attaining higher levels of involvement and thereby motivation by
improving the attractiveness of the work itself rather than through improving the terms
and conditions of work H#ert%bergI Buality of life phenomena e"plored in early studies
included job satisfaction Hmeasured by employee turnover, absenteeism or attitude
surveysI, organi%ational climate and the learning of new tasks
Buality of @ork 'ife refers to fair remuneration, safe J healthy environment,
opportunities for growth Better Buality of @ork 'ife leads to motivation and
satisfaction 8otivated and satisfied employees make better contribution to production,
Euality and productivity
*rgani%ations in the past, gave more importance on the advanced technology for
higher productivity surpassing the needs and mental state of its employees !his created
a negative impact on the working environment among the employees !hus, this was
reali%ed that the societal support hand with the technical innovations !his integration
can also be made through Euality of work life programmes
Buality of @ork 'ife denotes all the organi%ational inputs which aim at the employee
satisfaction and enhancing organi%ational effectiveness In the late ><7?Fs the term
Buality of @ork 'ife was used to stress prevailing poor Euality of life at work place and
it is first defined then in terms of people reaction to work, particularly an individuals job
satisfaction and mental health It also refers to the favorableness and unfavorableness of
A7
job environment for people
A N OVERVIEW ON QUALITY OF WORLIFE
Buality of @ork 'ife has assumed increasing interest and importance in both
industriali%ed as well as developing countries of the world In India, its scope seems to
be broader than much labour legislation enacted to protect the workers
DEFINITION:
Richard and 1. Loy define Buality of @ork 'ife means “the degree to much the
members of the working organization are able to satisfy important personnel needs
through their experience in the organization.”
Buality of @ork 'ife is a process in organi%ations, which enables its members at all
levels to participate actively and effectively in shaping the organi%ation environment,
methods and out comes
Buality of @ork 'ife is also defined as “an environment in the organi%ation which
motivates the employees to enhance their abilities on continuous basis and which
facilities them to have social co&operation among them”
!he defining of Euality of work life involves three major partsG occupational health
care, suitable working time and appropriate salary
!he safe work environment provides the basis for the person to enjoy working !he work
should not pose a health ha%ard for the person !he employer and employee, aware of
their risks and rights, could achieve a lot in their mutually beneficial dialogue
!he working time has been established by the state according to legislation which is a 6?&
hour working week in ,stonia !he standard limits on overtime, time of vacation and
taking of free days before national holidays have been separately stipulated
A:
!he differences regarding the working time have been established for the persons less
than >; years of age, pregnant women, breast&feeding mothers and the person raising the
disabled child
!he appropriate salary is agreed upon by the employee and the employer !he
/overnment of the $epublic establishes each year the rate of minimum salary, the
employer should not pay less than that to the employee
@ork represents such a role in life which has been designated to it by the person himself
*n the one hand work is an earning of oneOs living for the family, on the other hand it
could be a self&reali%ation providing enjoyment and satisfaction
Who Needs Quality of Work Life?
@e know that we just canOt stop Tworking at itT, discovering, creating and sharing
new stuff @eOre all so busy psychologically, work has always been one of the most
significant of human e"periences But when for many people se" and relationships are
troublesome since they are often ha%ardous to our health work plays an even greater role
in keeping us Tout of troubleT $egardless of how much we earn, most of us have some
kind of agenda or work plan
And with so many people opening a home and a cyber&office, with mounting levels of
technology&related stress, owner turned content 8any of us end up involved in more
than one job, which we feel compelled to get done, spending the greatest portion of our
lives in what we consider our workplace )o Buality of @ork 'ife
HB@'I is not some notion of frivolous lu"ury B@' is just as real and useful as
virtual reality itself
!he brainchild of Buality of @ork 'ife )ervices, 8anhattan&based, woman&created
enterprise, B@' )0A2, has been occupied by eEually e"perienced, open&minded, goal&
AD
oriented professionals men and women with a sense of proportion, future, humanity and
humor B@' )ervices invites you to hang out at our e"panding venues toward the overall
enrichment of your @ork 'ife and toward access to healthier lifestyles
Objectives of Quality of Work LifeG
• !o increase in individual productivity, accountability and commitment
• +or better teamwork and communication
• +or improving the morale of employees
• !o reduce organi%ational stress
• !o improve relationships both on and off the job
• !o improve the safety working conditions
• !o provide adeEuate #uman $esource .evelopment 0rograms
• !o improve employee satisfaction
• !o strengthen workplace learning
• !o better manage on&going change and transition
• !o participate in management at all levels in shaping the organi%ation
Importance of Buality of @ork 'ifeG
Improved Buality of @ork 'ife was not considered as important factor in India until
recently as there were important impending factors like resource deficiency,
environmental threats and some services of financial problems
Buality of @ork 'ife programme has become important in work place for the following
reasonsG
> Increase demands at work
A 'oss of long term employee guarantees
3 !he need for enhanced work place skills
6 /reater competition for talent
7 Increased women in work fore
A;
/ood Euality of @ork 'ife leads to an atmosphere of good impersonal relations and
highly motivated employees who strive for their development !hough monetary benefits
still occupy the first place in the cost of elements like physical working conditions, job
restructuring and job re&designing, career development, promotional opportunities etc are
gaining importance rapidly As such, workers e"pect the management to improve all
these facilities which thereby improve Buality of @ork life If provided with good
Buality of @ork 'ife, employees concentrate more on both individual as well as group
development which in turn leads to overall development
According to Walton H><D7I proposed eight conceptual categories !hey are as followsG
o AdeEuate and fair compensation
o )afe and healthy working conditions
o Immediate opportunity to use and develop human capacities
o *pportunity for continued growth and security
o )ocial integration in the work organi%ation
o 2onstitutionalisation in the work organi%ation
o @ork and the total life span
o !he social relevance of work life
According to Herrick & Mac by H><D7I have identified four basic principles which
summaries the humani%ation
o !he principle of )ecurity
o !he principle of ,Euity
o !he principle of Individuation
o !he principle of .emocracy
A<
)uccessful organi%ation is turning through the introduction of Buality of @ork
'ife strategy to the people who work in them to maintain competitive advantage !he
benefits to both management and workers includeG
> Improved organi%ation performance through the development of people
A Increased co&operation and team work within and across all the levels of the
organi%ation including movement towards management or trade union
partnership
3 Increased environment in doing a good job
6 Improved Euality performance
7 Increased commitment to the values and goals of the organi%ation
: !he anchoring of the development of a Euality organi%ation
D Increased fle"ibility and responsiveness as the organi%ation moves away from
hierarchical, bureaucratic structures
; ,asier introduction and development of new technology and of few competitive
systems for e"ample, Total Quality Management H!B8I and Just in Time H4I!I
< Increased worker satisfaction as a result of better jobs and organi%ational
environment
>? Increased opportunities for personal learning and growth
3?
WORK LIFE BALANCE
BENEFITS TO THE
ORGANIZATION
WORKLIFE BALANCE
BENEFITS TO THE INDIVIDUAL
• 8easured increases in
individual productivity,
accountability and
commitment
• Better teamwork and
communication
• Improved morale
• 'ess negative organi%ational
stress
• 8ore value and balance in
your daily life
• Better understanding of what
your best individual work life
balance is
• Increased productivity
• Improved relationships both
on and off the job
• $educed stress
3>
About QWL Strategy:
K Improve communication with employees
K )trengthen family friendly programs
K 0rovide all employees with Internet access
K Increase investment in workplace learning
K Improve the effectiveness of supervisors and team leaders
K ,valuate the effectiveness of diversity management practices and
K Improve ability to manage change and transition
!he programs, policies and services through Buality of @ork life 0rogrammesG
a )upport faculty and staff efforts to manage the competing demands of work and
personal life
b )upport health promotions and wellness
c ,"press appreciation for faculty and staff contribution to the university, highlight
outstanding individual contributions and recogni%e long term commitment
Quality of Work Life as a process:
As a process Buality of @ork 'ife calls for efforts to release this goal through the
active involvement of people throughout the organi%ation It is about organi%ation
change usually from a control to an UInvolvementF organi%ation
3A
!he concept of Buality of @ork 'ife views a work as a process of interaction and joint
problem solving by work in people, managers, supervisors and workers
!his process isG
i 2o&operative rather than authoritarian
ii ,volutionary and changing rather than static
iii *pen rather than rigid
iv Informal rather than rule based
v 0roblem solving
vi @in&win rather win&lose
Buality of @ork life programme has become important in the work place for the
following reasonsG
o Increased women in work force
o Increased male involvement in dependant care activities
o Increased responsibilities for elders
o Increased demand at work
o 'oss of long term employment guarantees
o !he need for enhanced work place skills
o /reater competition for talent
!he following are the some of the specific issues in Buality of @ork life
o 0ay and stability of employment
o *ccupational stress
o *rgani%ational health programme
o Alternative work schedules
33
o 0articipative management and control of work
o $ecognition
o /rievance procedure
o AdeEuacy of resources
o )eniority and merit in promotions
Problems of implementing Quality of Work Life programmes:
Bohlander has identified three common problems of implementing Buality of @ork
'ife programme !he three areas areG
• 8anagerial attitudes
• 1nion influence
• $estrictiveness of industrial engineering
Strategies to improve Quality of Work Life:
By implementing some changes, the management can create sense of involvement,
commitment and togetherness among the employees which paves way for better Buality
of @ork 'ife
a 4ob enrichment and 4ob redesign
b Autonomous work redesign
c *pportunity for growth
d Administrative or organi%ational justice
e 4ob security
f )uggestion system
g +le"ibility in work schedules
h ,mployee participation
Buality of @ork life improvements are defined as any activity which takes
place at every level of an organi%ation which seeks greater organi%ational
36
effectiveness through the enhancement of human dignity and growth A process
through which the state holders in the organi%ation, management, unions and
employees & learn how to work together better to determine for themselves what
actions, changes and improvements are desirable and workable in order to achieve
the win and simultaneous goals of an improved Euality of life at work for all
members of the organi%ation and greater effectiveness for both the company and
the unions
Key elements:
o 0romote human dignity and growth
o @ork together collaboratively
o 0articipative determine work changes
o Assume comparability of people and organi%ational goals
37
QUALITY OF WORKLIFE
AT
LING TECHNOLOGIES
3:
QUALITY OF WORKLIFE AT LING TECHNOLOGIES
Compensation and Benefits Policy
'ing !echnologies focused on compensation as being integral to our work and
recogni%ing talent
Philosophy
)alaries vary according to the various departments, designations, Eualification, previous
work e"periences and a successful, stable work record 2ompensation for one particular
job or classification cannot be compared as being relative to any other
+or )oftware staff, salary is set into fi"ed levels depending on designation !hese levels
will change at least annually based on market conditions 0romotion to the ne"t
designations is accompanied by a commensurate increase in salary and promotions are
based entirely on individual performance and contribution to the company
+or $ecruiting staff HI! $ecruitment managers, recruiters and all other employeesI,
adjustments in pay will be awarded on an individual basis dependent upon individual
performance and overall contribution to the 2ompanyFs profitability
Compensation Structure
8onthly compensation components includeG
• /ross salary
• Annual Benefits
• $etirement Benefits
• *ther Benefits
3D
Gross Salary includes:
Basic Salary
!he Basic )alary is the remuneration that is paid to all employees based on position, rank
and performance !he basic is generally 6?M to 67M of the /ross *ther allowances and
perEuisites are linked to the basic salary
House Rent Allowance (HRA)
#$A is paid monthly to all employees and is linked to the Base 0ay In cases where
#$A is nonta"able, employees may seek reimbursement by submitting $ent receipts to
the Accounts department !he amount of ta" e"emptible #ouse $ent Allowance shall be
as per the Indian Income !a" rules #$A is A7M to 3?M of the gross salary
Conveyance Allowance (CA)
2onveyance Allowance is given to employees for the purpose of helping them meet the
e"penditure incurred pertaining to conveyance in their performance of official duties
/enerally 2A is >?M to >7M of /ross
City Co!ensation Allowance (CCA)
22A is an allowance payable, every month( to bear the day to day local e"penses !his
is fi"ed at >?M of the /ross and shall be as indicated in their salary structure
"ther Allowance
*ther Allowances is an additional allowance payable every month to employees and shall
be as indicated in their salary structure *A is 7M of the /ross
3;
Annual Benefits:
• Statutory Bonus: All employees of 'ing !echnologies are eligible to get a
statutory bonus
• Performance Linked Variable Compensation: All employees are eligible to
receive ;M on Basic annually 5ariable 2ompensation Hbased on performanceI
every month after confirmation
• Retention/Performance Bonus: All ,mployees are eligible for a
$etention/0erformance Bonus !his bonus is entirely at the discretion of the
company !his bonus is paid either annually or semi&annually depending on
department and designation
Retirement Benefits include:
• Gratuity: !his is a statutory obligation to the employer to pay gratuity to the
employee who is completed 7 years of service and leaving the company
• Provident Fund: !he 0rovident +und is a mandatory savings account made up
of contributions deducted from the employeeFs salary monthly eEual to >37M of
base pay and an eEual amount of contribution by 'ing !echnologies !he
combined amount is remitted to the 0rovident +und Account of the employee
!hus the 0+ Account at any given time consists ofG
? ,mployerFs contribution
? ,mployeeFs contribution
? Interest on balance
3<
Other Benefits:
ESI: >M to AM on /ross is employee contribution and 6M to 7M on gross is employer
contribution !his deduction is applicable to employees whose gross is below $sD7??
Medical claim: !he premium amount is shown as deduction to those employees whose
gross is above $sD7??
LTA: All employees who have completed A years in 'ing !echnologies are eligible to
claim '!A at 6M to 7M of Basic
Probation and Confirmation:
A probation period helps the company to monitor the performance of new employees and
to take developmental/corrective action at the initial stage of employment All newly
hired employees of 'ing !echnologies will be on probation for a period of 3 months
from the date of their appointment
If the management considers it necessary, the probation period can be e"tended and if the
employeeFs performance were still not found satisfactory, the services of the employee
would be discontinued
!he employee will be informed of his/her probation period through the appointment
letter A probationer will be deemed to be confirmed in his/her job, only when the
#uman $esources .epartment informs him/her of the same in writing
Employee Benefits:
!he following are the ,"isting Benefits/Best 0ractices at 'ing !echnologiesG
> ,)I J 0+ L )tatutory benefits
A 0ersonal Accident Insurance to all the employees
3 8edical claim 0olicy up to 6 family members including employee Hfor people not
covered under ,)II
6?
6 )ubsidi%ed 8eal J +ree hot/cold beverages
7 < 0ublic #olidays J A *ptional #olidays
: *ver time for working e"tra hours/weekly offFs or holidays
D ,"tensive .epartmental !raining 0rograms
; 2onfirmation/0romotion notices to employees, in advance
< 2ommittees/2lubs/2ompetitions
>? 2ultural 2elebrations
>> 0icnics/*utings
>A #$ mail I. for any sort of grievances, criticism J suggestions from employees
Separation from the Firm:
-ot everyone who joins us will spend an entire career with our firm Although separation
from the firm, like other times of transition, can be difficult at the time, we recogni%e the
value of each personFs decision
Employee Initiated Separation/Resignation:
@hen the employee wishes to terminate his employment with the company, #e/she needs
to inform manager A written notice of your intention to leave and, if agreed, the date of
your last working day in the office must also be provided !he letter of resignation can
only be acknowledged by the appointing authority/duly authori%ed signatory
*n receipt of the letter, the respective head of department will provide details of
procedures, which need to be completed prior to leaving the company 9ou will need to
get the -o&.ues 2ertificate duly filled in and send it to the #$ .epartment before your
full and final settlement will be done
6>
Company Initiated Separation/Termination:
!ermination of service is a conscious act on the part of the company and generally results
from a disciplinary action, e"cept where it is the termination or non&renewal of a contract
of employment for a specific period !he #$, as directed by the .ivisional #eads, will
handle all cases of termination of service and will ensure compliance with all legal
formalities while undertaking these actions
Leave Policy:
!here are 7 types of leaves at 'ing !echnologies
? 2asual 'eave
? )ick 'eave
? ,arned 'eave
? 8aternity 'eave
? 0aternity 'eave
Employee Welfare Programs:
Ceeping in mind the need to e"pand 'ing !echnologies cultural enthusiasm,
initiativeness and employee interaction, in a defined manner, we have come up with
various “2lubs” with the employees taking charge of it
!he various clubs are as followsG
Sports Club -+or all sporting activities in the organi%ation
Cultural Club - It takes care of employee recreation and takes responsible for
organi%ing annual day cultural events
6A
Community Service Club - By this we involve in many activities for social causes like
orphanage visits, Blood donation camps etc
Grievances:
If there is any problems, complaints or suggestions can be post to the organi%ations I.
and they will assure to take care of it
63
CHAPTER 4
DATA ANALYSIS
AND
INTERPRETATIONS
66
DATA ANALYSIS AND INTERPRETATIONS
> #ow do you feel working with 'ing !echnologiesP
HaI ,"cellent HbI /ood HcI )atisfactory HdI 0oor
2ategory $espondents 0ercentage
,"cellent >A A6
/ood 36 :;
)atisfactory 6 ;
0oor ? ?
Interpretation:
!he survey depicts that :;Mof the employees feel good working with 'ing !echnologies and
A6Mof the employees feel e"cellent and ;Mfeel satisfactory about working with 'ing
!echnologies !he survey depicts that most of the employees H:;MIfeel good about working
with 'ing !echnologies
)o the company should ensure that this percentage increases by providing
promising environment #ence should show a little more care and concern
WORKING WI! "ING #C!NO"OGI#S
0
10
20
30
40
50
60
70
80
A B C D
Cate$ory
P
#
R
C
#
N
A
G
#
67
A @hat do you like the most about 'ing !echnologiesP
HaI 4ob 0rofile HbI @ork environment
HcI /rowth *pportunities HdI 2ompensation J Benefits
2ategory $espondents 0ercentage
4ob 0rofile >? A?
@ork environment 36 :;
/rowth *pportunities : >A
2ompensation J Benefits ? ?
Interpretation:
!he survey depicts that :; M of the employees of 'ing !echnologies like the work environment
J A?M of the employees like job profile J A?M of the employees like growth opportunities
+rom the above it is clear that most of the employees like work environment
3 @hich of the following best describes your usual work scheduleP
HaI .ay shift HbI ,vening shift HcI-ight shift
Hd I Irregular shifts /on&call HeI $otating shifts
0
10
20
30
40
50
60
70
Percenta$e
1
Cate$ory
"IK# %OS ABO& "ING #C!NO"OGI#S
A
B
C
D
6:
2ategory $espondents 0ercentage
,vening shift A? 6?
-ight shift >3 A:
.ay shift >A A6
Irregular shifts /on&call > A
$otating shifts 6 ;
WORK SC!#'&"#
(
)(
*(
+(
,(
-(
Cate$ory
P
e
r
c
e
n
t
a
$
e
#.enin$ shift
Ni$ht shift
'ay shift
Irre$ular shifts
/on0call
Rotatin$ shifts
Interpretation:
!he survey depicts that 6?M of the respondents of 'ing !echnologies are willing to work in
evening shifts and A:M of respondents are willing to work in night shifts J A6M of the
employees are interested to work in day shifts J ;M of the employees like to work in rotating
shifts J AM of employees wants to work in irregular shifts
+rom the above most of the employees are interested to work in ,vening shifts
6 #ow do you rate the work culture in your organi%ationP
HaI ,"cellent HbI 5ery good HcI /ood
HdI )atisfactory HeI Bad
2ategory $espondents 0ercentage
6D
,"cellent : >A
5ery good >; 3:
/ood >< 3;
)atisfactory D >6
Bad ? ?
0
5
10
15
20
25
30
35
40
P
e
r
c
e
n
t
a
$
e
A B C D E
Cate$ory
WORK C&"&R#
Interpretation:
!he survey depicts that 3;Mof the employees felt that there is good work culture in the
organi%ation and 3:M of the employees felt that work culture is very good and >6Mof the
employees felt that the work culture is satisfactory and >AM of the employees felt that they have
e"cellent work culture in the organi%ation
+rom this, we can say that most of the employees at 'ing !echnologies feel
that they have good work culture and they are confident about it
7 #ow are the career developmental activities in your organi%ationP
HaI ,"cellent HbI 5ery good HcI /ood
HdI )atisfactory HeI Bad
2ategory $espondents 0ercentage
,"cellent > A
5ery good >A A6
6;
/ood AD 76
)atisfactory ; >:
Bad A 6
CAR##R '#1#"OP%#NA" ACI1II#S
0
10
20
30
40
50
60
A B C D E
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
!he survey depicts that 76Mof the employees say that the career developmental activities are
good and A6Mfelt it is very good and >:Mof the employees felt that it is satisfactory and6Mof the
employees felt it is bad and AMof the employees felt it is e"cellent
It implies that if management focuses on the particular category ie mainly
on the career developmental activities, then the employees can be motivated and more useful for
the organi%ation
: 9our main satisfaction in life comes from your work
HaI)trongly agree HbI Agree HcI .isagree HdI )trongly .isagree
2ategory $espondents 0ercentage
)trongly agree 6 ;
Agree 3D D6
.isagree < >;
)trongly .isagree ? ?
6<
Interpretation:
!he survey depicts that
D6M of the employees
agreed that satisfaction
comes from work and
>;Mof the employees
disagreed and ;Mof the
employees strongly agree that there is job satisfaction
+rom this we can say that the majority of the employees of 'ing
!echnologies have agreed that the main satisfaction comes from work and it can be further
improved
D !he work profile gives you an opportunity to develop special abilities
HaI 5ery true HbI )ome what true HcI -ot too true HdI -ot at all true
2ategory $espondents 0ercentage
5ery true >6 A;
)ome what true A< 7;
-ot too true 6 ;
-ot at all true 3 :
7?
0
20
40
60
80
Percenta$e
A B C D
Cate$ory
SAIS2ACION 2RO% WORK
0
10
20
30
40
50
60
Percenta$e
A B C D
Cate$ory
WORK PRO2I"#
Interpretation:
!he survey depicts that 7;M of the employees feels that work profile gives an opportunity to
develop special abilities is some what true and A;Mof the employees feels that it is very true J
;M of the employees feel that it is not too true and :M of the employees feel that it is not at all
true
+rom this we can say that the majority of the employees of 'ing !echnologies are
agreed that the work profile gives an opportunity to develop special abilities
; #ow hard is it to take time off during your work to take care of personal or family
mattersP
HaI -ot at all hard HbI -ot too hard HcI )ome what hard HdI 5ery hard
2ategory $espondents 0ercentage
-ot at all hard >? A?
-ot too hard A> 6A
)ome what hard >D 36
5ery hard A 6
7>
I%PORANC# O P#RSONA" "I2#
A
*(3
B
,*3
C
+,3
'
,3
Interpretation:
!he survey depicts that 6AM of the employees feel that it is not too hard to take care of family
matters J 36 Mof the employees feels that it is some what hard to take care of family matters
and A?M of the employees feels that it is not at all hard J 6M of the employees feel that it is
very hard to take care of family matters
+rom this we can say that the majority of the employees of 'ing !echnologies are
able to manage personal J family matters efficiently
< .oes the management maintain Euality circles according to the norms and standards of
the employeesP
HaI 9es HbI -o
2ategory $espondents 0ercentage
9es 6D <6
-o 3 :
7A
%AINAINS 4&A"I5 CIRC"#S
A
B
Interpretation:
It is revealed that <6Mof the employees say that the management maintains Euality circles and
:Msay that management doesnFt maintain Euality circles
8ajority of the employees are satisfied with the management as it maintains Euality
circle and it can be improved
>? In general, how would you describe relations in your work place between
management and employeesP
HaI 5ery good HbI Buite good HcI -either good nor bad
HdI Buite bad HeI 5ery bad
2ategory $espondents 0ercentage
5ery good A> 6A
Buite good A? 6?
-either good nor bad < >;
Buite bad ? ?
5ery bad ? ?
73
A
B
C
'
#
S)
0
10
20
30
40
50
Cate$ory
Percent
a$e
IN#RP#RSONA" R#"AIONS!IP
Interpretation:
!he survey depicts that 6AM of the respondents describes relationship between management and
employees are very good and 6?Mof the respondents states that the relationship is Euite good and
>;Mdescribes neither good nor bad
It is concluded that relationship between management and employees can be
further improved for better output
>> .o you think that the organi%ation is paying you fairly and reasonablyP
HaI )trongly agree HbI Agree HcI )atisfactory
HdI .isagree HeI )trongly disagree
2ategory $espondents 0ercentage
)trongly agree D >6
Agree A7 7?
)atisfactory >D 36
.isagree > A
)trongly disagree ? ?
76
CO%P#NSAION
),
-(
+,
*
(
A
B
C
'
#
C
a
t
e
$
o
r
y
Percenta$e
?
InterpretationG
!he survey depicts that 7?Mof the employees agree that the organi%ation is paying fairly
Jreasonably and 36Mof the employees satisfied and >6Mare strongly agree andAMof the
employees disagree
!he organi%ation should have a relook at the pay packages
>A Is the compensation paid to you is sufficient for providing a satisfactory standard of
'ivingP
HaI #igh HbI Average HcI 'ow
2ategory $espondents 0ercentage
#igh 7 >?
Average 6> ;A
'ow 6 ;
77
SAN'AR' O2 "I1ING
A
B
C
Interpretation:
+rom the survey ;AM of the employees say that the compensation paid by the
*rgani%ation is average for the standard of living and >?M say that it is high and ;M of
the employees felt that it is low in maintaining standard of living
8ajority of employees say that the compensation is average for their
standard of living !he management has to focus on this category )o that it can be
improved further
>3 .o you feel that there is job security in your organi%ationP
HaI )trongly agree HbI Agree HcI )atisfactory
HdI .isagree HeI )trongly disagree
2ategory $espondents 0ercentage
)trongly agree >6 A;
Agree A: 7A
)atisfactory >? A?
.isagree ? ?
)trongly disagree ? ?
7:
6OB S#C&RI5
0
10
20
30
40
50
60
A B C D E
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
+rom the survey 7AM of the employees agreed that there is job security in the
organi%ation and A;M of employees strongly agreed and A?M of employees are satisfied
with job
#ence, it indicates that there is job security in the organi%ation
>6 @hat are rewards given for good performance of the teamP
HaI 8onetary benefits HbI 0romotion
HcI 4ob enrichment HdI Any other specify
2ategory $espondents 0ercentage
8onetary benefits >; 3:
0romotion A7 7?
4ob enrichment D >6
Any other specify ? ?
7D
2OR%S O2 R#WAR'S
+
7
-
(
)
,
(
( )( *( +( ,( -( 7(
A
B
C
'
C
a
t
e
$
o
r
y
Percenta$e
Interpretation:
+rom the survey 7?M of the employees have chosen promotion, 3:M have chosen
monetary benefits and >6M have chosen as job enrichment
+rom the above we calculated that 7?M of employees chosen as promotion
in lieu of their good performance $ewards system should be improved further to gear up
the activities
>7 Is your performance being monitored periodicallyP
HaI 9es HbI 2ould be HcI -o
2ategory $espondents 0ercentage
9es 66 ;;
2ould be 7 >?
-o > A
7;
P#R2OR%ANC# APPRAISA"
A
B
C
Interpretation:
!he survey depicts that ;;M of the employees say that their performance is being
monitored periodically and >?M of the employees are not sure about it and AM says that
their performance is not monitored periodically
8ost of the employees say that the performance being monitored
periodically
>: @hat helps positive attitude towards the jobP
HaI -ature of the job HbI @orking with colleagues
HcI $ecognition of effort HdI .evelopment opportunities
HeI 0ay and conditions HfI *thers HmentionIVVVVVVVVVVVVVVVVVVVV
2ategory $espondents 0ercentage
-ature of the job >7 3?
@orking with colleagues D >6
$ecognition of effort >< 3;
.evelopment opportunities 7 >?
0ay and conditions 6 ;
*thers HmentionI ? ?
7<
POSII1# AI&'#
0 10 20 30 40
A
B
C
D
E
F
C
a
t
e
$
o
r
y
Percenta$e
Interpretation:
+rom this survey it is found that 3;M of the respondents feel that there is positive
attitude towards recognition of effort and 3?M towards nature of the job and >6M
working with colleagues and >?M of the employees towards development opportunities
and ;M felt that pay and condition is one of the reasons towards positive attitude
!herefore, there is positive attitude towards recognition of efforts and nature of
the job
>D #ow do you rate the employee welfare programs in your organi%ationP
HaI ,"cellent HbI 5ery good HcI /ood HdI )atisfactory
2ategory $espondents 0ercentage
,"cellent 3 :
5ery good >A A6
/ood A7 7?
)atisfactory >? A?
:?
W#"2AR# PROGRA%%#S
A
B
C
D
InterpretationG
+rom the survey, 7?M of the employees are agreeing that the employee welfare
programmes are good and A6M of employees felt very good and A?M of employees are
satisfied and :M felt e"cellent with the welfare programs of organi%ation
It implies to continue the same and improve it if there is any scope
>; @hat could improve the Euality of your work lifeP
HaI 8ore suitable working hours HbI Better pay and conditions
HcI Better development/promotional activities HdI Better management
HeI *ther HfI -one of the above
2ategory $espondents 0ercentage
8ore suitable working hours < >;
Better pay and conditions >: 3A
Better development/promotional
activities
>7 3?
Better management : >A
:>
*ther ? ?
-one of the above 6 ;
#
$
%#
%$
&#
&$
'#
'$
Percenta$e
A B C D E F
Cate$ory
4&A"I5 O2 WORK "I2#
Interpretation:
+rom the survey, 3AM of the employees feel that better pay J conditions could improve
Euality of work life J 3?M feel that better development J >;M of the employees are of
the opinion that more suitable working hours will improve Euality of work life J
>AM of the employees feel that better management J ;M of the employees feel none of
the above
+rom the above most of the employees felt that better pay and conditions improve
the Euality of work life
>< #ow important do you consider the followingP
5ery Important +airly Important -ot 5ery Important
8ore fle"ible working hours
.evelopment of occupational
healthcare
#ike in pay
:A
Increase in training
opportunities
'earning new things
Appreciation of work
8ore fle"ible working hours
2ategory $espondents 0ercentage
5ery Important A; 7:
+airly Important >D 36
-ot 5ery Important 7 >?
:3
2"#8IB"# WORKING !O&RS
0
10
20
30
40
50
60
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
+rom the above, we can say that 7:Mof the employees feel that more fle"ible hours are very
important and 36Mof the employees feel that it is fairly important and >?Mof the employees of
the opinion that it is not very important
!herefore, majority of the employees at 'ing !echnologies feels that more
fle"ible working&hours are necessary
.evelopment of occupational healthcare
2ategory $espondents 0ercentage
5ery Important A7 7?
+airly Important A3 6:
-ot 5ery Important A 6
:6
!#A"! CAR#
0
10
20
30
40
50
60
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
+rom the above we can understand that 7?Mof the employees feel that development of
health care is very important and 6:M employees of the opinion that it is fairly important
and 6M of the employees feel that development of *ccupational #ealthcare is not very
important
It indicates that most of the employees of 'ing !echnologies feels that
development of the occupational health care is important
#ike in pay
2ategory $espondents 0ercentage
5ery Important 3? :?
+airly Important >; 3:
-ot 5ery Important A 6
:7
!IK# IN PA5
0
10
20
30
40
50
60
70
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
!he survey depicts that :?M of employees feels that need for #IC, is very important and
3:M of the employees is of the opinion that fairly important and 6M of the employees
feels that it is not very important
!his implies that majority of employees at 'ing !echnologies feels that hike in pay is
very important
!raining *pportunities
2ategory $espondents 0ercentage
5ery Important AD 76
+airly Important >< 3;
-ot 5ery Important 6 ;
::
RAINING OPPOR&NII#S
0
10
20
30
40
50
60
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
!he survey depicts that 76M of the employees is of the opinion that increase in training
opportunities is very important and 3;M of the employees feels that it is not very
important and ;M of the employees that it is not very important
!herefore, there should be increase in training opportunities is very important
'earning
2ategory $espondents 0ercentage
5ery Important 6> ;A
+airly Important < >;
-ot 5ery Important ? ?
"#ARNING
0
10
20
30
40
50
60
70
80
90
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
!he survey depicts that ;AM of the employees felt that learning new things is very
important and >;M felt that it is fairly important and there are none, who felt it is not very
important
)o, the majority of employees at 'ing !echnologies felt that learning new
thing is very important in the organi%ation
Appreciation of work
2ategory $espondents 0ercentage
5ery Important 66 ;;
+airly Important : >A
-ot 5ery Important ? ?
:;
WORK APPR#CIAION
0
20
40
60
80
100
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
!he survey depicts that ;;M of the employees felt that appreciation of work is very important
and >AM of the employees felt that it is fairly important and there are none of the above who felt
that it is not very important
!his implies that majority of employees at 'ing !echnologies felt that is
appreciation of work is very important in the organi%ation
A? 9our opinions and suggestions regarding Euality of work life in the organi%ationP
Employees Opinions:
> )atisfactory of working conditions
A *verall Buality of @ork 'ife is good in the organi%ation, giving satisfactory
opportunity of individual growth and better professional environment
3 9et to meet the standards of 8-2Fs
:<
6 !he work life is good, itFs encouraging and better place to work with healthy
environment
7 ,mployee relations are good and management consideration towards employees
health is impressive and work pressure is considerably less
: By giving e"cellent training, by providing fle"ible working hours, by working
with concentration and hard work, by providing guidelines to juniors, these
activities will improve Buality of @ork 'ife
D /ood co&ordination between team leaders and team members
; Better management leads to better work culture
< 2ommunication gap between management and employees should get reduced
Employee Suggestions:
> 8otivation of the employees is main important to reach the ultimate goal It
increases job satisfaction of the employees
A $ecognition of the skills leads to achieve the company goals in broader view
3 !o conduct departmental meetings with team leaders and managers to know how
work flows in departments
D?
6 !he success of any organi%ation is highly dependent on how it attracts recruits,
motivates and retains its work force !odayFs organi%ation needs to be more
fle"ible so that they eEuipped to develop there work force and enjoy their
commitment
7 *rgani%ations are needed to adopt a strategy to improve the employees B@' to
satisfy both employee objectives and organi%ation objectives
: !he best way of increasing B@' is to compensate employee in par with industry
and create a comfortable work culture
D !ransport and other facilities must be reviewed and efforts should be made to
include each individual in the organi%ational growth
; $ecognition and individuals efforts and freedom to e"press individual views
relating to work is to be needed !ransparency is also important thing to improve
B@'
D>
CHAPTER 5
?+I-.I-/) A-. 2*-2'1)I*-)
?$,2*88,-.A!I*-)
?B1,)!I*--AI$,
?BIB'I*/$A0#9
DA
FINDINGS AND CONCLUSIONS
D3
FINDINGS AND CONCLUSIONS
!he following are the +indings and 2onclusions of the studyG
a 8ost of the employees covered under my study have not been found to be feeling any
stress in the job related and working environment
b. !he employees in general felt that the work culture in the company is good
c It has been an interesting revelation that there is no employee in 'ing !echnologies, is
working here just for the sake of the job and most of the employees are comfortable with
'ing !echnologies, but also feeling proud of being in 'ing !echnologies
d. !he 'ing !echnologies training and development modules have been developed in a
systematic way where in employee training need is assessed and met timely ie they are
trained in due course
e. 2oming to study of personal attitudes, the employees have been found to be
optimistic, sincere and they never try to avoid work
f. !he employees working in the company are able to satisfy and achieve the
organi%ational goals through their e"perience completely
g. !he employees working with 'ing !echnologies are confident to say that they know
about their duties and responsibilities, as such there is no role conflict or role ambiguity
h. !he employees of 'ing !echnologies are fully satisfied with the grievance settlement
procedure
It would be observed from the foregoing that most of the employees are
satisfied with the Buality of @ork 'ife at 'ing !echnologies and also with the
compensation packages, leave policies, training and development programs, performance
appraisal systems which are in accordance with their e"pectations
D6
RECOMMENDATIONS
D7
RECOMMENDATIONS
The following are the recommendations which are based on my findings:
• It is better to keep employees aware of the company goals, vision, mission and
keep them informed of all the changes taking place in the company then it would
definitely go a long way in the efficiency of the employees
• !here should be no communication gap between the !eam leader and /roup
members !he communication flow must be smooth to maintain cordial relations
in the organi%ation
• It is better to take timely preventive measures that the work would not be
overloaded and maintain better Buality of @ork 'ife
• !he efforts to further improve the work culture in the organi%ation should be
continued
• !he training and development programs can also be more effectively planned and
implemented
• !he Euality of working lunch need to be improved
D:
QUESTIONNAIRE
QUESTIONNAIRE
DD
!his survey is regarding a study on ~Quality of Work Life at Ling Technologies¨.
Cindly spend your 5aluable time in going through and filling this Euestionnaire
Name of the Employee:
Designation:
> #ow do you feel working with 'ing !echnologiesP
HaI ,"cellent HbI /ood HcI )atisfactory HdI 0oor
A @hat do you like the most about 'ing !echnologiesP
HaI 4ob 0rofile HbI @ork environment
HcI /rowth *pportunities HdI 2ompensation J Benefits
3 @hich of the following best describes your usual work scheduleP
HaI ,vening shift HbI -ight shift HcI .ay shift
HdI Irregular shifts /on&call HeI $otating shifts
6 #ow do you rate the work culture in your organi%ationP
HaI ,"cellent HbI 5ery good HcI /ood
HdI )atisfactory HeI Bad
7 #ow are the career developmental activities in your organi%ationP
HaI ,"cellent HbI 5ery good HcI /ood
HdI )atisfactory HeI Bad
: 9our main satisfaction in life comes from your work
HaI )trongly agree HbI Agree
HcI .isagree HdI )trongly .isagree
D !he work profile gives you an opportunity to develop special abilities
HaI 5ery true HbI )ome what true
D;
HcI -ot too true HdI -ot at all true
; #ow hard is it to take time off during your work to take care of personal or family
mattersP
HaI -ot at all hard HbI -ot too hard
HcI )ome what hard HdI 5ery hard
< .oes the management maintain Euality circles according to the norms and standards of
the employeesP
HaI 9es HbI -o
>? In general, how would you describe relations in your work place between
management and employeesP
HaI 5ery good HbI Buite good HcI -either good nor bad
HdI Buite bad HeI 5ery bad
>> .o you think that the organi%ation is paying you fairly and reasonablyP
HaI )trongly agree HbI Agree HcI )atisfactory
HdI .isagree HeI )trongly disagree
>A Is the compensation paid to you is sufficient for providing a satisfactory standard of
'ivingP
HaI #igh HbI Average HcI 'ow
>3 .o you feel that there is job security in your organi%ationP
HaI )trongly agree HbI Agree HcI )atisfactory
HdI .isagree HeI )trongly disagree
>6 @hat are rewards given for good performance of the teamP
HaI 8onetary benefits HbI 0romotion
D<
HcI 4ob enrichment HdI Any other specify
>7 Is your performance being monitored periodicallyP
HaI 9es HbI 2ould be HcI -o
>: @hat helps positive attitude towards the jobP
HaI -ature of the job HbI @orking with colleagues
HcI $ecognition of effort HdI .evelopment opportunities
HeI 0ay and conditions HfI *thers HmentionI VVVVVVVVVVVVVVVVVVVV
>D #ow do you rate the employee welfare programs in your organi%ationP
HaI ,"cellent HbI 5ery good
HcI /ood HdI )atisfactory
>; @hat could improve the Euality of your work lifeP
HaI 8ore suitable working hours HbI Better pay and conditions
HcI Better development/promotional activities HdI Better management
HeI *ther HfI -one of the above
>< #ow important do you consider the followingP
5ery Important +airly Important -ot 5ery Important
8ore fle"ible working hours
.evelopment of occupational
healthcare
#ike in pay
Increase in training
opportunities
'earning new things
Appreciation of work
A? 9our opinions and suggestions regarding Euality of work life in the organi%ationP
;?
Thank you
;>
BIBLIOGRAPHY
BIBLIOGRAPHY
;A
Books:
• .ecen%o J $obbins L #uman $esource 8anagement, 4ohnwilley ><<;
• Biswajeeet 0attanaya, #uman $esource 8anagement, 0#I&AA?>
• 8ir%a ) )aiyadain & #uman $esource 8anagement, !8#&A??>
• 0)ubba rao & #uman resource management ,#0#&A??3
1ournals:
• I2+AI 4ournal of 8anagement
• !he Indian 8anagement
Websites:
• wwwling&techcom
• wwwhumanresoucesuceedu
Search Engines:
• wwwgooglecom
• wwwdogpilecom
;3
doc_342133162.doc
STUDY OF QUALITY OF WORK LIFE
AT
LING TECHNOLOGIES
Project submitted in partial fulfillment for the award of degree of
MASTERS OF BUSINESS ADMINISTRATION
DECLARATION
I here by declare that this project report titled “Quality of Work Life” at
Ling Technologies, submitted by me to the department of Business
Anministration ,XXXX is a bonafide work under taken by me and it is not
submitted to any other university or institution for the award of any degree
diploma/certificate or published any time before
Date:
Place:
(XXX)
ACKNOWLEDGEMENT
!he highest happiness that accompanies the successful completion of any task
would be incomplete without the e"pression of gratitude to all those people who have
helped me throughout this project as success is the abstract of hard work
I would like to e"press my heartfelt gratitude to XXXX (Manager HR) for
permitting me to do the project in Ling Technologies and also for his inspiring guidance,
support, valuable inputs and constructive criticism to develop and complete this project
I e"press my heartfelt thanks to the #$ !eam and all the employees of the
organi%ation for co&operation
I am also thankful for the encouragement e"tended by XXX, Director, XXXX, for
his constant support and co operation
'ast but not the least( I would like to thank my parents and friends for their
constant support and co&operation with out which I would have not completed this project
in the stipulated time
CONTENTS
CHAPTER NO DESCRIPTION PAGE NO
'I)! *+ !AB',) A-. /$A0#)
CHAPTER - I 1
I-!$*.12!I*- !* !*0I2 3
*B4,2!I5, 6
)2*0, 7
8,!#*.*'*/9 : & ;
'I8I!A!I*-) <
*$/A-I=A!I*- *+ !#, )!1.9 >?
CHAPTER - II 2*80A-9 0$*+I', 11 - 20
CHAPTER - III 21
'I!,$A!1$, $,5I,@ AA
*5,$5I,@ *- B1A'I9 *+ @*$C 'I+, A3 &33
B1A'I!9 *+ @*$C 'I+, A! 'I-/ !,2#-*'*/I,) 36 & 6>
CHAPTER - IV 42
.A!A A-A'9)I) A-. I-!,$0$,!A!I*- 63 &
,80'*9,,) *0I-I*-) A-. )1//,)!I*-) :; &:<
CHAPTER - V 70
+I-.I-/) A-. 2*-2'1)I*-) D>
$,2*88,-.A!I*-) D3
B1,)!I*--AI$, D7
BIB'I*/$A0#9 ;?
LIST OF TABLES AND GRAPHS
)-* !I!', 0A/, -*
> @orking with 'ing !echnologies 63
A 'ike most about 'ing technologies 66
3 @ork schedule 67
6 @ork culture 6:
7 2areer developmental activities 6D
: )atisfaction from work 6;
D @ork profile 6<
; Importance to personal life 7?
< 8aintains Euality circles 7>
>? Interpersonal relations 7A
>> 2ompensation 73
>A )tandard of living 76
>3 4ob security 77
>6 +orms of rewards 7:
>7 0erformance appraisal 7D
>: 0ositive attitude 7;
>D @elfare programs 7<
>; Buality of work life :?
>< +le"ible working hours :>& :A
A? #ealth care :3
A> #ike in pay :6
AA !raining opportunities :7
A3 'earning ::
ABSTRACT
Buality of work life is the degree to which individuals are able to satisfy their important
personal needs while employed by the firm Buality of work life refers to the level of
satisfaction, motivation, involvement and commitment individuals e"perience with
respect to their lives at work
Buality of work life is a process in organi%ations, which enables its members at all levels
to participate actively and effectively in shaping the organi%ation environment, methods,
and outcomes
!he objective of the study is to help the organi%ation to know the level of satisfaction of
the workers and e"ecutives at various hierarchical levels, towards the facilities and
welfare amenities provided by them and also to find out the challenges and difficulties
faced by the management in providing better Euality of work life to the employees
8ost of the employees covered under my study have not been found to be
feeling any stress in their jobs and related working environment It has been an
interesting revelation that there is no employee in 'ing !echnologies, is working here
just for the sake of the job and most of the employees are not only comfortable with 'ing
!echnologies, but also feeling proud of being in the company
!here should be no communication gap between the team leader and group members
!he communication flow must be improved to make it smooth to maintain cordial inter
personal relations in the organi%ation !he training and development programs have to be
more effectively planned and implemented
CHAPTER 1
?Introduction to the topic
?Objective of the study
?Scope of the study
?Methodology of the Study
?Limitations of the study
?Organization of the study
>
INTRODUCTION
A
Introduction To The Topic
Quality of Work Life is the e"istence of a certain set of organi%ational conditions or
practices !his definition freEuently argues that a high Euality of work life e"ists when
democratic management practices are used, employeeFs jobs are enriched, employees are
treated with dignity and safe working conditions e"ist
Buality of @ork 'ife refers to the level of satisfaction, motivation, involvement and
commitment individuals e"perience with respect to their lives at work
Buality of @ork 'ife is the degree to which individuals are able to satisfy their
important personal needs while employed by the firm 2ompanies interested in enhancing
employees Buality of @ork 'ife generally try to instill in employees the feelings of
security, eEuity, pride, internal democracy, ownership, autonomy, responsibility and
fle"ibility
DEFINITION:
Richard and 1. Loy define Buality of @ork 'ife means “the degree to much the
members of the working organization are able to satisfy important personnel needs
through their experience in the organization.”
3
OB1ECTIVE OF THE STUDY
• !he objective of the study is to find out the Euality of working life of the
employees in 'ing !echnologies
• !he objective of the study is to help the organi%ation to know the level of
satisfaction of the workers and e"ecutiveFs at all hierarchical levels towards the
facilities and welfare amenities provided by them
• !he study is also aimed at reviewing the working conditions including total
environment to bring in positive change for betterment of the Buality of @ork
'ife of employees
• !he objective of the study is also to find out the challenges and difficulties faced
by the management in providing better Buality of @ork 'ife to the employees
• !he objective of the study is also to find out the thinking of the employees with
respect to the work culture in the organi%ation
SCOPE OF THE STUDY
6
• !he )cope of the study covers employees of all the departments and in 'ing
!echnologies in order to understand their point of view with respect to Buality of
@ork 'ife
• !hough 'ing !echnologies is an small organi%ation in the corporate sector, the
analysis of Buality of @ork 'ife at 'ing !echnologies gives a better
understanding of the concept
• !he scope of the study also includes the response of the employees to the various
measures taken by the management of 'ing !echnologies to make the employees
comfortable at the work place
• !he scope is also widened to find out the e"pectations of the employees from the
management with respect to the above concept
• !he scope also includes the importance attributed to the grievance settlement
procedure as a part of Buality of @ork 'ife by the employees
METHODOLOGY OF THE STUDY
!he study has been covered based on the following stepsG
7
A) DATA COLLECTIONG !he data has been collected from the two main
)ources of data namelyG
• 0rimary )ource of data
• )econdary )ource of data
PRIMARY SOURCE
0rimary source includes the data that is collected from 'ing !echnologies and selected
respondents !he reEuired information is collected in the following waysG
• Administered a structured Euestionnaire
• *n the basis of observation
• By interacting with the concerned employees
!ools used for data collection are as followsG
• .iscussions H1nstructured .iscussionsI
• Buestionnaire H)tructured BuestionnaireI
Unstructured Discussion:
1nder this method of data collection the researcher personally interviews the
respondents to gather the information !he respondents are asked to present their views
and opinions about the topic under discussion !he opinions of the respondents are used
as the primary source of information for preparing the study report
Structured Questionnaire:
It is usually associated with the self&administered tools with items of the closed or
fi"ed alternative type !he respondents feel greater confidence in the anonymity of
:
Euestionnaire than in that of any interview It places less pressure on the subject of
immediate response !hese were the reasons for choosing Euestionnaire as one of the
tools for data collection
!he Euestionnaire consists of two types of EuestionsG
Close-ended questions: !he close&ended Euestions consist of multiple choices, which
offer the respondents with a choice of specific answers
Open-ended questions: An open&ended Euestion is a Euestion where no choices of
answer are given the respondent and the respondent is given freedom to respond
according to his wish
SECONDARY SOURCE
)econdary source is that information that is obtained from those sources other than direct
sources and the information is collected through the mentioned ways
• 2ompanyFs @ebsite
• 8aga%ines and 4ournals
• !e"t books published on #uman $esource 8anagement
• @ebsites and )earch engines
• *ther records
BI SAMPLE SELECTIONG
A sample is known as the sub&unit of population which shares the similar features !he
number of units in the sample is known as the sample si%e
D
In this study a sample si%e of 7? was selected based on the previous studies and other past
records #ere, in this conte"t a sample refers to the employees of the related departments
covered by the study
After the selection of sample, the sampling was done based on convenient sampling
method
CI ANALYSIS G
• !he collected data has been coded and represented diagrammatically in the form
of bar diagrams by calculating the freEuency and average Based on this suitable
interpretations were made
• Based on the responses obtained and the gathered data suitable
recommendations were given which can help the organi%ation in retaining their
employees
LIMITATIONS OF THE STUDY
;
• !he time taken for my project study was 67 days to gather opinions from the
employees and the management
• !he data collected by me through primary source is constrained by the sample
si%e which is only 7? employees
• !he data collected other than the Euestionnaire is from the secondary source only
• !he analysis has been undertaken by using selective technical tools
ORGANIZATION OF THE STUDY
*rgani%ation of the study deals with the arrangement of the entire study !he entire work
is organi%ed in order to facilitate easy identification of 7 chapters
Chapter-1 .eals with the objectives, scope, methodology and limitations of the study
!he objective of the study aims at reviewing the working conditions including total
<
environment to bring in positive change for betterment of the Buality of @ork life of
employees !his project gives the descriptive of overview of 'ing !echnologies
emphasi%ing on the Euality of work life
Chapter-2 .eals with company profile
'ing !echnologies was founded in A??> and has over >7 years I! e"perience in
,$0 and other software applications 'ing !echnologies is a global, full service business
consulting company that provides real world solutions to our clients 'ing !echnologies
speciali%es in I! and management solutions to business needs
Chapter-3 .eals with literature review
Buality of @ork life refers to fair remuneration, safe J healthy environment,
opportunities for growth Better Buality of @ork life leads to motivation and
satisfaction 8otivated and satisfied employees make better contribution to production,
Euality and productivity
Chapter-4 .eals with analysis and interpretations
!he employees in general felt that the work culture in the company is good !he
employees are optimistic, sincere and never try to avoid work
Chapter-5 deals with conclusions and recommendations
It is better to keep employees aware of the company goals, vision, mission and they are
kept informed of all the changes being occurred in the company then it would definitely
increase the efficiency of the employees
>?
CHAPTER 2
COMPANY PROFILE
>>
Ling Technologies -An Overview
K @e are 'ing !echnologies L a )oftware consulting company
L ,stablished in ><<7, #eadEuartered in #erndon, 5A
L ),I 288 'evel A compliant Hcertification e"pectedI
L 2ombined 8anagement e"perience of D? years
L 3?M /rowth over last 3 years
K Business model & highly competitive and scalable
K A diverse portfolio of technology J services, we are truly a global I!
company with regional presence
K .iverse industry vertical solutions && manufacturing, finance,
insurance J telecommunications
K @ide hori%ontal solutions L enterprise systems, enterprise integration
and production support / enhancement
>A
Our Organization
Head Quarters:
'ing !echnologies Inc
A3A7 .ulles 2orner Blvd
)uite 7??
#erndon, 5A A?>D>
.irectG D?3&<77&6??6
*ffG D?3 ;;? A:6? " A?6
+a"G D?3 <37 :?;A
www.ling-tech.com
Office in India
'ing !echnologies India 0vt'td,
6?> !irumala )hah Building,
Ameerpet N roads,
9ellareddyguda,
#yderabad&7???33
A0,India
>3
Ling Technologies
'ing !echnologies was founded in A??> and has over >7 years I! e"perience in
,$0 and other software applications 'ing !echnologies is a global, full service business
consulting company that provides real world solutions to our clients 'ing !echnologies
speciali%es in I! and management solutions to business needs
What We Do
• @e e"amine where our clientOs industry is going and work with them to develop a
business plan that will keep our clients ahead of the curve
• Identify and implement new technologies
• .esign, develop, and implement full life cycle projects
• 2ommunicate with all levels of our clientOs staff
• .evelop speciali%ed training courses that meet the specific needs of our clients
• 0resent our clients with real world solutions
Why Ling Technologies P
? Buality, Buality, Buality
? *ver >? years of successful e"perience
? I! company run by I! professionals
? ,"perience in short term and long term project assessment and development
? !horough understanding of customer reEuirements
? ,"cellent turnaround time
? )tringent selection process of consultants
? 2onsultants ,"perience L Average ; years
Our Competitive Advantage
? /uaranteed 0erformance
? 2ompetitive rates
? ,"cellent ,mployee $etention
>6
Client Industries
Our Objective
*ur goal is to consistently meet our clientsF needs !hat means meeting them wherever
they come into the selection process, using whatever system has been successful for them
in the past @e also bring the fle"ibility to build that bridge with them to the future onto
their new system of choice includingG
• *racle Applications
• eBusiness
• 0eople)oft
• )A0
• 0roprietary systems
IT Out sourcing
'ing !echnologies outsourcing services is built to enable our clients be more competitive
through effective utili%ation of innovations in the field of information technology @ith
project management teams located in 1) and India and state&of&art .evelopment 2enter
in India, we strive to deliver the best available I! talent and proven delivery processes to
customerFs world&wide @e use reliable project management, superior communication
practices, sound risk management and an unwavering commitment to deliver innovative
and Euality work product @e at 'ing !echnologies is able to provide the right resources
>7
manufacturing
8º
telecom
10º
energy
12º
financial
17º
technology
24º
healthcare
23º
other
6º
for any I! project
@e have an e"tensive database of professionals to call on if our e"isting staff
is not able to meet your e"act reEuirements
Why Use Ling Technologies for IT Outsourcing?
• 'ing !echnologies uses staff consultants for <?M of its project consultants @e
also manage a network of resources in a variety of disciplines across the 1)
• !his gives us the fle"ibility to bring the right resources to you at the right time,
every time
• @e will never attempt to send you a consultant just because we need to get them
off our bench @e send you e"actly the best fit for the position you have
available
• If the corporate and technical environment suits the situation, we can also bring
our *ffshore 2apabilities to bear for you
Offshore Capabilities
Ling Technologies, India
@hether you are looking for a cost effective solution, timely access to highly&Eualified
technical talent, faster time&to&market, or ways to deploy your I! resources on more
strategic projects, 'ing !echnologies has the proven offshore outsourcing e"perience to
make this a viable option for you
'ing !echnologies leverages its offshore /lobal .evelopment 2enter H/.2I in India and
a global deployment model to provide timely, cost&effective and high Euality solutions,
enabling you to focus on your strategic business objectives
Ling Technologies, Hyderabad
'ing !echnologies, Inc has offices in #yderabad, India !his allows us to give you an
e"cellent cost savings for your project needs Because of the time difference, our offshore
team can allow us to work literally around the clock to complete your project on time and
under budget
Recruitment Process Outsourcing
In todayFs dynamic and competitive market, acEuiring Euality talent to meet hiring
deadlines can be tedious and challenging As organi%ations focus on improving their
overall recruiting function, many have found recruitment outsourcing to be a proven and
reliable alternative to in&house recruiting as the only option
>:
'ing !echnologies provides the tools, resources and proved processes to serve its clientFs
recruitment needs *ur $0* services allow companies to grow and focus on their core
competencies while reducing costs and increase productivity of recruitment departments
*ur $0* services are tailored to meet your recruiting needs and can be completely
outsourced or to complement your own their recruiting efforts
Our Services
? 0rofessional )ervices
? 8anaged/0roject )ervices
Professional Services
• !ime J 8aterials )ervices for
? @eb based application development
? 2lient )erver based application development ,$0 implementation
? 'egacy .ata !ransformation
? .atabase .evelopment/Administration
? )ystem/-etwork Administration
• !ype of $esources
? 2ontract, 2ontract to #ire, 0ermanent
? @A, >?<<, #>
? #> !ransfer for 2lient identified $esources
• 2andidate )election
? *nline technical tests
? $eference 2hecks
? .rug/Background
• 'ow Attrition $ate
? $ewards based on competencies and market responsiveness 2ontinuous
,ducation Average training of >? days per year
? *rgani%ation&wide 3:? degree feedback
? 8edical benefit H00* planI
? 0erformance Bonus
? +irst employee in ><<7, still an employee
>D
Project Services
Technology Focus
0rogramming 'anguages
2, 2QQ, 52QQ, 5B, 0B, 4ava, 4A,,, #!8', )A),
Assembler, 2*B*', 8*!I+, 8ap Basic, +$A88,
.atabase 8anagers
Informi", )ybase, *racle, )B', 0eople)oft, .BA,
I8), 5)A8, 8) Access
*perating )ystems
@in <7/<;/A???/-!, 1-IN, )un )olaris, #0&1N, I$IN, AIN, 85), !andem
0ackaged )oftware
)A0, 0eople)oft, *racle, 'awson, 4.,, )iebel, 'otus -otes, !rillium,
>;
OUR CLIENTS
'ing !echnologies provides its customers with leading&edge technologies and a practical
approach to their business @e are reliable and responsive, and weOre results&oriented
Our customers' goals are our obsession; we take the e"tra step, we listen intently and
we innovate to help our customers achieve their objectives, utili%ing the most cost& and
time&efficient means @ith 'ing !echnologies, customers get a company that believes in
providing them only with what they truly need, getting the solution right the first time
and keeping things )I80', @e donOt believe in bureaucracy, but rather in making
things easier for our customers *ur track record speaks volumes 0ut simply, we believe
in doing the right things right, all of the time
Client List.
,82 #udson +ujitsu
!2) .isney Infotech
A,) 5olt #utch
,.) .egussa Airtel
2ap /emini 9ahoo Infotech
,""on 8obile Analysts Cotak
,A8 @orks 8otorola 2oca& 2ola
)tate of Alabama 8icrosoft
2/) !echnology Associates Infotech
)pherion 0rofessional )ervices /roup .eloitte J touchR
Career at Ling Technologies
A career at 'ing !echnologies is built on invention, intelligence, diligence, collaboration
and a desire to develop and implement leading&edge technology solutions @e offer
e"citing projects across a wide variety of industries and the opportunity to collaborate
with a group of committed and talented I! professionals
@e believe that our workforce is our greatest asset +rom top to bottom, our staffOs
professionalism, innovation, teamwork and dedication to e"cellence have been essential
to our past achievements and are vital to our future success
><
@e offer our employees e"citing and challenging projects across a diverse range of
industries, as well as the opportunity to collaborate with a group of strong, capable
partners across the globe
'ing !echnologies cultivates a work environment that is inclusive of all employees
Individual differences enrich our creative, agile work atmosphere and present us with
opportunities to e"amine business issues from varying perspectives
,mployees current knowledge, your past work e"perience, and your history of top
performance are e"amples of legitimate guidelines for evaluating their potential to
succeed in the 'ing !echnology workforce *ur recruiting policy is to identify candidates
with proven records of success and/or evident potential for success
*ur talented professionals become a part of our companyOs rapid international growth
,mployees enjoy taking responsibility, working with a team, and achieving e"cellence
EMPLOYEE LEVELS/CAREER PROGRESSION LEVELS
!he following are the ,mployeeS levels at 'ing !echnologies, $0* G
• It $ecruiters
• !eam 'eader
• $ecruiting 8anager
• Business .evelopment 8anager
• Business #ead
• *perational 8anager
PROCEDURE
• ,ach level of employee should have certain skills and knowledge levels which
can be defined and communicated to all the employees
• !here should be no specified time limit for promoting an employee from one level
to another But the !'/8anager should follow certain guidelines, for the same as
specified by the management
• !he !'/8anager recommendation of each employee promotion is not the final
decision It should be approved by the management
A?
A>
CHAPTER 3
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?*5,$5I,@ *+ B1A'I!9 *+ @*$C 'I+,
?B1A'I!9 *+ @*$C 'I+, A! 'I-/
!,2#-*'*/I,)
AA
REVIEW OF LITERATURE
A3
INTRODUCTION TO QUALITY OF WORKLIFE
Quality of @ork 'ife is the e"istence of a certain set of organi%ational conditions or
practices !his definition freEuently argues that a high Euality of work life e"ists when
democratic management practices are used, employeeFs jobs are enriched, employees are
treated with dignity and safe working conditions e"ist
Another definition eEuates Buality of @ork 'ife with the impact of working
conditions on employee well being !his definition emphasi%es the degree to which
individuals are accident free, enjoy good health, e"press satisfaction and are able to grow
and develop as human beings
In recent years the phrase “Quality of life” has been used with increasing freEuency
to describe certain environmental and humanistic values neglected by industrial
productivity and economic growth @ithin business organi%ations attention has been
focused on the Buality of human e"perience in the work place At the same time many
firms have Euestioned their viability in increasingly competitive world markets !hese
dual concerns have created a growing interest in the possibilities of redesigning the
nature of work 8any current organi%ational e"periments seek to improve both
productivity for the organi%ation and the Euality of working life for its members
Buality can be assessed by factors like performance, reliability, aesthetics, and
complying with customer reEuirements Buality refers to “freedom from wastage,
freedom from trouble and freedom from failure”
Buality of @ork 'ife refers to the level of satisfaction, motivation, involvement and
commitment individuals e"perience with respect to their lives at work
Buality of @ork 'ife is the degree to which individuals are able to satisfy their
important personal needs while employed by the firm 2ompanies interested in enhancing
employees Buality of @ork 'ife generally try to instill in employees the feelings of
A6
security, eEuity, pride, internal democracy, ownership, autonomy, responsibility and
fle"ibility
!hey try to treat employees in a fair and supportive manner, open communication
channels at all levels, offer employees opportunities to participate in decisions affecting
them and empower them to carry on with their assignments
Buality of @ork 'ife has also been associated with organi%ational changes aimed at
increasing the levels of job widening Hgreater hori%ontal task fle"ibilityI and job
enrichment Hgreater vertical task fle"ibility including the taking on of new responsibilities
including those formerly undertaken by supervisory or managerial personnelI 2rucially,
the idea is that of attaining higher levels of involvement and thereby motivation by
improving the attractiveness of the work itself rather than through improving the terms
and conditions of work H#ert%bergI Buality of life phenomena e"plored in early studies
included job satisfaction Hmeasured by employee turnover, absenteeism or attitude
surveysI, organi%ational climate and the learning of new tasks
Buality of @ork 'ife refers to fair remuneration, safe J healthy environment,
opportunities for growth Better Buality of @ork 'ife leads to motivation and
satisfaction 8otivated and satisfied employees make better contribution to production,
Euality and productivity
*rgani%ations in the past, gave more importance on the advanced technology for
higher productivity surpassing the needs and mental state of its employees !his created
a negative impact on the working environment among the employees !hus, this was
reali%ed that the societal support hand with the technical innovations !his integration
can also be made through Euality of work life programmes
Buality of @ork 'ife denotes all the organi%ational inputs which aim at the employee
satisfaction and enhancing organi%ational effectiveness In the late ><7?Fs the term
Buality of @ork 'ife was used to stress prevailing poor Euality of life at work place and
it is first defined then in terms of people reaction to work, particularly an individuals job
satisfaction and mental health It also refers to the favorableness and unfavorableness of
A7
job environment for people
A N OVERVIEW ON QUALITY OF WORLIFE
Buality of @ork 'ife has assumed increasing interest and importance in both
industriali%ed as well as developing countries of the world In India, its scope seems to
be broader than much labour legislation enacted to protect the workers
DEFINITION:
Richard and 1. Loy define Buality of @ork 'ife means “the degree to much the
members of the working organization are able to satisfy important personnel needs
through their experience in the organization.”
Buality of @ork 'ife is a process in organi%ations, which enables its members at all
levels to participate actively and effectively in shaping the organi%ation environment,
methods and out comes
Buality of @ork 'ife is also defined as “an environment in the organi%ation which
motivates the employees to enhance their abilities on continuous basis and which
facilities them to have social co&operation among them”
!he defining of Euality of work life involves three major partsG occupational health
care, suitable working time and appropriate salary
!he safe work environment provides the basis for the person to enjoy working !he work
should not pose a health ha%ard for the person !he employer and employee, aware of
their risks and rights, could achieve a lot in their mutually beneficial dialogue
!he working time has been established by the state according to legislation which is a 6?&
hour working week in ,stonia !he standard limits on overtime, time of vacation and
taking of free days before national holidays have been separately stipulated
A:
!he differences regarding the working time have been established for the persons less
than >; years of age, pregnant women, breast&feeding mothers and the person raising the
disabled child
!he appropriate salary is agreed upon by the employee and the employer !he
/overnment of the $epublic establishes each year the rate of minimum salary, the
employer should not pay less than that to the employee
@ork represents such a role in life which has been designated to it by the person himself
*n the one hand work is an earning of oneOs living for the family, on the other hand it
could be a self&reali%ation providing enjoyment and satisfaction
Who Needs Quality of Work Life?
@e know that we just canOt stop Tworking at itT, discovering, creating and sharing
new stuff @eOre all so busy psychologically, work has always been one of the most
significant of human e"periences But when for many people se" and relationships are
troublesome since they are often ha%ardous to our health work plays an even greater role
in keeping us Tout of troubleT $egardless of how much we earn, most of us have some
kind of agenda or work plan
And with so many people opening a home and a cyber&office, with mounting levels of
technology&related stress, owner turned content 8any of us end up involved in more
than one job, which we feel compelled to get done, spending the greatest portion of our
lives in what we consider our workplace )o Buality of @ork 'ife
HB@'I is not some notion of frivolous lu"ury B@' is just as real and useful as
virtual reality itself
!he brainchild of Buality of @ork 'ife )ervices, 8anhattan&based, woman&created
enterprise, B@' )0A2, has been occupied by eEually e"perienced, open&minded, goal&
AD
oriented professionals men and women with a sense of proportion, future, humanity and
humor B@' )ervices invites you to hang out at our e"panding venues toward the overall
enrichment of your @ork 'ife and toward access to healthier lifestyles
Objectives of Quality of Work LifeG
• !o increase in individual productivity, accountability and commitment
• +or better teamwork and communication
• +or improving the morale of employees
• !o reduce organi%ational stress
• !o improve relationships both on and off the job
• !o improve the safety working conditions
• !o provide adeEuate #uman $esource .evelopment 0rograms
• !o improve employee satisfaction
• !o strengthen workplace learning
• !o better manage on&going change and transition
• !o participate in management at all levels in shaping the organi%ation
Importance of Buality of @ork 'ifeG
Improved Buality of @ork 'ife was not considered as important factor in India until
recently as there were important impending factors like resource deficiency,
environmental threats and some services of financial problems
Buality of @ork 'ife programme has become important in work place for the following
reasonsG
> Increase demands at work
A 'oss of long term employee guarantees
3 !he need for enhanced work place skills
6 /reater competition for talent
7 Increased women in work fore
A;
/ood Euality of @ork 'ife leads to an atmosphere of good impersonal relations and
highly motivated employees who strive for their development !hough monetary benefits
still occupy the first place in the cost of elements like physical working conditions, job
restructuring and job re&designing, career development, promotional opportunities etc are
gaining importance rapidly As such, workers e"pect the management to improve all
these facilities which thereby improve Buality of @ork life If provided with good
Buality of @ork 'ife, employees concentrate more on both individual as well as group
development which in turn leads to overall development
According to Walton H><D7I proposed eight conceptual categories !hey are as followsG
o AdeEuate and fair compensation
o )afe and healthy working conditions
o Immediate opportunity to use and develop human capacities
o *pportunity for continued growth and security
o )ocial integration in the work organi%ation
o 2onstitutionalisation in the work organi%ation
o @ork and the total life span
o !he social relevance of work life
According to Herrick & Mac by H><D7I have identified four basic principles which
summaries the humani%ation
o !he principle of )ecurity
o !he principle of ,Euity
o !he principle of Individuation
o !he principle of .emocracy
A<
)uccessful organi%ation is turning through the introduction of Buality of @ork
'ife strategy to the people who work in them to maintain competitive advantage !he
benefits to both management and workers includeG
> Improved organi%ation performance through the development of people
A Increased co&operation and team work within and across all the levels of the
organi%ation including movement towards management or trade union
partnership
3 Increased environment in doing a good job
6 Improved Euality performance
7 Increased commitment to the values and goals of the organi%ation
: !he anchoring of the development of a Euality organi%ation
D Increased fle"ibility and responsiveness as the organi%ation moves away from
hierarchical, bureaucratic structures
; ,asier introduction and development of new technology and of few competitive
systems for e"ample, Total Quality Management H!B8I and Just in Time H4I!I
< Increased worker satisfaction as a result of better jobs and organi%ational
environment
>? Increased opportunities for personal learning and growth
3?
WORK LIFE BALANCE
BENEFITS TO THE
ORGANIZATION
WORKLIFE BALANCE
BENEFITS TO THE INDIVIDUAL
• 8easured increases in
individual productivity,
accountability and
commitment
• Better teamwork and
communication
• Improved morale
• 'ess negative organi%ational
stress
• 8ore value and balance in
your daily life
• Better understanding of what
your best individual work life
balance is
• Increased productivity
• Improved relationships both
on and off the job
• $educed stress
3>
About QWL Strategy:
K Improve communication with employees
K )trengthen family friendly programs
K 0rovide all employees with Internet access
K Increase investment in workplace learning
K Improve the effectiveness of supervisors and team leaders
K ,valuate the effectiveness of diversity management practices and
K Improve ability to manage change and transition
!he programs, policies and services through Buality of @ork life 0rogrammesG
a )upport faculty and staff efforts to manage the competing demands of work and
personal life
b )upport health promotions and wellness
c ,"press appreciation for faculty and staff contribution to the university, highlight
outstanding individual contributions and recogni%e long term commitment
Quality of Work Life as a process:
As a process Buality of @ork 'ife calls for efforts to release this goal through the
active involvement of people throughout the organi%ation It is about organi%ation
change usually from a control to an UInvolvementF organi%ation
3A
!he concept of Buality of @ork 'ife views a work as a process of interaction and joint
problem solving by work in people, managers, supervisors and workers
!his process isG
i 2o&operative rather than authoritarian
ii ,volutionary and changing rather than static
iii *pen rather than rigid
iv Informal rather than rule based
v 0roblem solving
vi @in&win rather win&lose
Buality of @ork life programme has become important in the work place for the
following reasonsG
o Increased women in work force
o Increased male involvement in dependant care activities
o Increased responsibilities for elders
o Increased demand at work
o 'oss of long term employment guarantees
o !he need for enhanced work place skills
o /reater competition for talent
!he following are the some of the specific issues in Buality of @ork life
o 0ay and stability of employment
o *ccupational stress
o *rgani%ational health programme
o Alternative work schedules
33
o 0articipative management and control of work
o $ecognition
o /rievance procedure
o AdeEuacy of resources
o )eniority and merit in promotions
Problems of implementing Quality of Work Life programmes:
Bohlander has identified three common problems of implementing Buality of @ork
'ife programme !he three areas areG
• 8anagerial attitudes
• 1nion influence
• $estrictiveness of industrial engineering
Strategies to improve Quality of Work Life:
By implementing some changes, the management can create sense of involvement,
commitment and togetherness among the employees which paves way for better Buality
of @ork 'ife
a 4ob enrichment and 4ob redesign
b Autonomous work redesign
c *pportunity for growth
d Administrative or organi%ational justice
e 4ob security
f )uggestion system
g +le"ibility in work schedules
h ,mployee participation
Buality of @ork life improvements are defined as any activity which takes
place at every level of an organi%ation which seeks greater organi%ational
36
effectiveness through the enhancement of human dignity and growth A process
through which the state holders in the organi%ation, management, unions and
employees & learn how to work together better to determine for themselves what
actions, changes and improvements are desirable and workable in order to achieve
the win and simultaneous goals of an improved Euality of life at work for all
members of the organi%ation and greater effectiveness for both the company and
the unions
Key elements:
o 0romote human dignity and growth
o @ork together collaboratively
o 0articipative determine work changes
o Assume comparability of people and organi%ational goals
37
QUALITY OF WORKLIFE
AT
LING TECHNOLOGIES
3:
QUALITY OF WORKLIFE AT LING TECHNOLOGIES
Compensation and Benefits Policy
'ing !echnologies focused on compensation as being integral to our work and
recogni%ing talent
Philosophy
)alaries vary according to the various departments, designations, Eualification, previous
work e"periences and a successful, stable work record 2ompensation for one particular
job or classification cannot be compared as being relative to any other
+or )oftware staff, salary is set into fi"ed levels depending on designation !hese levels
will change at least annually based on market conditions 0romotion to the ne"t
designations is accompanied by a commensurate increase in salary and promotions are
based entirely on individual performance and contribution to the company
+or $ecruiting staff HI! $ecruitment managers, recruiters and all other employeesI,
adjustments in pay will be awarded on an individual basis dependent upon individual
performance and overall contribution to the 2ompanyFs profitability
Compensation Structure
8onthly compensation components includeG
• /ross salary
• Annual Benefits
• $etirement Benefits
• *ther Benefits
3D
Gross Salary includes:
Basic Salary
!he Basic )alary is the remuneration that is paid to all employees based on position, rank
and performance !he basic is generally 6?M to 67M of the /ross *ther allowances and
perEuisites are linked to the basic salary
House Rent Allowance (HRA)
#$A is paid monthly to all employees and is linked to the Base 0ay In cases where
#$A is nonta"able, employees may seek reimbursement by submitting $ent receipts to
the Accounts department !he amount of ta" e"emptible #ouse $ent Allowance shall be
as per the Indian Income !a" rules #$A is A7M to 3?M of the gross salary
Conveyance Allowance (CA)
2onveyance Allowance is given to employees for the purpose of helping them meet the
e"penditure incurred pertaining to conveyance in their performance of official duties
/enerally 2A is >?M to >7M of /ross
City Co!ensation Allowance (CCA)
22A is an allowance payable, every month( to bear the day to day local e"penses !his
is fi"ed at >?M of the /ross and shall be as indicated in their salary structure
"ther Allowance
*ther Allowances is an additional allowance payable every month to employees and shall
be as indicated in their salary structure *A is 7M of the /ross
3;
Annual Benefits:
• Statutory Bonus: All employees of 'ing !echnologies are eligible to get a
statutory bonus
• Performance Linked Variable Compensation: All employees are eligible to
receive ;M on Basic annually 5ariable 2ompensation Hbased on performanceI
every month after confirmation
• Retention/Performance Bonus: All ,mployees are eligible for a
$etention/0erformance Bonus !his bonus is entirely at the discretion of the
company !his bonus is paid either annually or semi&annually depending on
department and designation
Retirement Benefits include:
• Gratuity: !his is a statutory obligation to the employer to pay gratuity to the
employee who is completed 7 years of service and leaving the company
• Provident Fund: !he 0rovident +und is a mandatory savings account made up
of contributions deducted from the employeeFs salary monthly eEual to >37M of
base pay and an eEual amount of contribution by 'ing !echnologies !he
combined amount is remitted to the 0rovident +und Account of the employee
!hus the 0+ Account at any given time consists ofG
? ,mployerFs contribution
? ,mployeeFs contribution
? Interest on balance
3<
Other Benefits:
ESI: >M to AM on /ross is employee contribution and 6M to 7M on gross is employer
contribution !his deduction is applicable to employees whose gross is below $sD7??
Medical claim: !he premium amount is shown as deduction to those employees whose
gross is above $sD7??
LTA: All employees who have completed A years in 'ing !echnologies are eligible to
claim '!A at 6M to 7M of Basic
Probation and Confirmation:
A probation period helps the company to monitor the performance of new employees and
to take developmental/corrective action at the initial stage of employment All newly
hired employees of 'ing !echnologies will be on probation for a period of 3 months
from the date of their appointment
If the management considers it necessary, the probation period can be e"tended and if the
employeeFs performance were still not found satisfactory, the services of the employee
would be discontinued
!he employee will be informed of his/her probation period through the appointment
letter A probationer will be deemed to be confirmed in his/her job, only when the
#uman $esources .epartment informs him/her of the same in writing
Employee Benefits:
!he following are the ,"isting Benefits/Best 0ractices at 'ing !echnologiesG
> ,)I J 0+ L )tatutory benefits
A 0ersonal Accident Insurance to all the employees
3 8edical claim 0olicy up to 6 family members including employee Hfor people not
covered under ,)II
6?
6 )ubsidi%ed 8eal J +ree hot/cold beverages
7 < 0ublic #olidays J A *ptional #olidays
: *ver time for working e"tra hours/weekly offFs or holidays
D ,"tensive .epartmental !raining 0rograms
; 2onfirmation/0romotion notices to employees, in advance
< 2ommittees/2lubs/2ompetitions
>? 2ultural 2elebrations
>> 0icnics/*utings
>A #$ mail I. for any sort of grievances, criticism J suggestions from employees
Separation from the Firm:
-ot everyone who joins us will spend an entire career with our firm Although separation
from the firm, like other times of transition, can be difficult at the time, we recogni%e the
value of each personFs decision
Employee Initiated Separation/Resignation:
@hen the employee wishes to terminate his employment with the company, #e/she needs
to inform manager A written notice of your intention to leave and, if agreed, the date of
your last working day in the office must also be provided !he letter of resignation can
only be acknowledged by the appointing authority/duly authori%ed signatory
*n receipt of the letter, the respective head of department will provide details of
procedures, which need to be completed prior to leaving the company 9ou will need to
get the -o&.ues 2ertificate duly filled in and send it to the #$ .epartment before your
full and final settlement will be done
6>
Company Initiated Separation/Termination:
!ermination of service is a conscious act on the part of the company and generally results
from a disciplinary action, e"cept where it is the termination or non&renewal of a contract
of employment for a specific period !he #$, as directed by the .ivisional #eads, will
handle all cases of termination of service and will ensure compliance with all legal
formalities while undertaking these actions
Leave Policy:
!here are 7 types of leaves at 'ing !echnologies
? 2asual 'eave
? )ick 'eave
? ,arned 'eave
? 8aternity 'eave
? 0aternity 'eave
Employee Welfare Programs:
Ceeping in mind the need to e"pand 'ing !echnologies cultural enthusiasm,
initiativeness and employee interaction, in a defined manner, we have come up with
various “2lubs” with the employees taking charge of it
!he various clubs are as followsG
Sports Club -+or all sporting activities in the organi%ation
Cultural Club - It takes care of employee recreation and takes responsible for
organi%ing annual day cultural events
6A
Community Service Club - By this we involve in many activities for social causes like
orphanage visits, Blood donation camps etc
Grievances:
If there is any problems, complaints or suggestions can be post to the organi%ations I.
and they will assure to take care of it
63
CHAPTER 4
DATA ANALYSIS
AND
INTERPRETATIONS
66
DATA ANALYSIS AND INTERPRETATIONS
> #ow do you feel working with 'ing !echnologiesP
HaI ,"cellent HbI /ood HcI )atisfactory HdI 0oor
2ategory $espondents 0ercentage
,"cellent >A A6
/ood 36 :;
)atisfactory 6 ;
0oor ? ?
Interpretation:
!he survey depicts that :;Mof the employees feel good working with 'ing !echnologies and
A6Mof the employees feel e"cellent and ;Mfeel satisfactory about working with 'ing
!echnologies !he survey depicts that most of the employees H:;MIfeel good about working
with 'ing !echnologies
)o the company should ensure that this percentage increases by providing
promising environment #ence should show a little more care and concern
WORKING WI! "ING #C!NO"OGI#S
0
10
20
30
40
50
60
70
80
A B C D
Cate$ory
P
#
R
C
#
N
A
G
#
67
A @hat do you like the most about 'ing !echnologiesP
HaI 4ob 0rofile HbI @ork environment
HcI /rowth *pportunities HdI 2ompensation J Benefits
2ategory $espondents 0ercentage
4ob 0rofile >? A?
@ork environment 36 :;
/rowth *pportunities : >A
2ompensation J Benefits ? ?
Interpretation:
!he survey depicts that :; M of the employees of 'ing !echnologies like the work environment
J A?M of the employees like job profile J A?M of the employees like growth opportunities
+rom the above it is clear that most of the employees like work environment
3 @hich of the following best describes your usual work scheduleP
HaI .ay shift HbI ,vening shift HcI-ight shift
Hd I Irregular shifts /on&call HeI $otating shifts
0
10
20
30
40
50
60
70
Percenta$e
1
Cate$ory
"IK# %OS ABO& "ING #C!NO"OGI#S
A
B
C
D
6:
2ategory $espondents 0ercentage
,vening shift A? 6?
-ight shift >3 A:
.ay shift >A A6
Irregular shifts /on&call > A
$otating shifts 6 ;
WORK SC!#'&"#
(
)(
*(
+(
,(
-(
Cate$ory
P
e
r
c
e
n
t
a
$
e
#.enin$ shift
Ni$ht shift
'ay shift
Irre$ular shifts
/on0call
Rotatin$ shifts
Interpretation:
!he survey depicts that 6?M of the respondents of 'ing !echnologies are willing to work in
evening shifts and A:M of respondents are willing to work in night shifts J A6M of the
employees are interested to work in day shifts J ;M of the employees like to work in rotating
shifts J AM of employees wants to work in irregular shifts
+rom the above most of the employees are interested to work in ,vening shifts
6 #ow do you rate the work culture in your organi%ationP
HaI ,"cellent HbI 5ery good HcI /ood
HdI )atisfactory HeI Bad
2ategory $espondents 0ercentage
6D
,"cellent : >A
5ery good >; 3:
/ood >< 3;
)atisfactory D >6
Bad ? ?
0
5
10
15
20
25
30
35
40
P
e
r
c
e
n
t
a
$
e
A B C D E
Cate$ory
WORK C&"&R#
Interpretation:
!he survey depicts that 3;Mof the employees felt that there is good work culture in the
organi%ation and 3:M of the employees felt that work culture is very good and >6Mof the
employees felt that the work culture is satisfactory and >AM of the employees felt that they have
e"cellent work culture in the organi%ation
+rom this, we can say that most of the employees at 'ing !echnologies feel
that they have good work culture and they are confident about it
7 #ow are the career developmental activities in your organi%ationP
HaI ,"cellent HbI 5ery good HcI /ood
HdI )atisfactory HeI Bad
2ategory $espondents 0ercentage
,"cellent > A
5ery good >A A6
6;
/ood AD 76
)atisfactory ; >:
Bad A 6
CAR##R '#1#"OP%#NA" ACI1II#S
0
10
20
30
40
50
60
A B C D E
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
!he survey depicts that 76Mof the employees say that the career developmental activities are
good and A6Mfelt it is very good and >:Mof the employees felt that it is satisfactory and6Mof the
employees felt it is bad and AMof the employees felt it is e"cellent
It implies that if management focuses on the particular category ie mainly
on the career developmental activities, then the employees can be motivated and more useful for
the organi%ation
: 9our main satisfaction in life comes from your work
HaI)trongly agree HbI Agree HcI .isagree HdI )trongly .isagree
2ategory $espondents 0ercentage
)trongly agree 6 ;
Agree 3D D6
.isagree < >;
)trongly .isagree ? ?
6<
Interpretation:
!he survey depicts that
D6M of the employees
agreed that satisfaction
comes from work and
>;Mof the employees
disagreed and ;Mof the
employees strongly agree that there is job satisfaction
+rom this we can say that the majority of the employees of 'ing
!echnologies have agreed that the main satisfaction comes from work and it can be further
improved
D !he work profile gives you an opportunity to develop special abilities
HaI 5ery true HbI )ome what true HcI -ot too true HdI -ot at all true
2ategory $espondents 0ercentage
5ery true >6 A;
)ome what true A< 7;
-ot too true 6 ;
-ot at all true 3 :
7?
0
20
40
60
80
Percenta$e
A B C D
Cate$ory
SAIS2ACION 2RO% WORK
0
10
20
30
40
50
60
Percenta$e
A B C D
Cate$ory
WORK PRO2I"#
Interpretation:
!he survey depicts that 7;M of the employees feels that work profile gives an opportunity to
develop special abilities is some what true and A;Mof the employees feels that it is very true J
;M of the employees feel that it is not too true and :M of the employees feel that it is not at all
true
+rom this we can say that the majority of the employees of 'ing !echnologies are
agreed that the work profile gives an opportunity to develop special abilities
; #ow hard is it to take time off during your work to take care of personal or family
mattersP
HaI -ot at all hard HbI -ot too hard HcI )ome what hard HdI 5ery hard
2ategory $espondents 0ercentage
-ot at all hard >? A?
-ot too hard A> 6A
)ome what hard >D 36
5ery hard A 6
7>
I%PORANC# O P#RSONA" "I2#
A
*(3
B
,*3
C
+,3
'
,3
Interpretation:
!he survey depicts that 6AM of the employees feel that it is not too hard to take care of family
matters J 36 Mof the employees feels that it is some what hard to take care of family matters
and A?M of the employees feels that it is not at all hard J 6M of the employees feel that it is
very hard to take care of family matters
+rom this we can say that the majority of the employees of 'ing !echnologies are
able to manage personal J family matters efficiently
< .oes the management maintain Euality circles according to the norms and standards of
the employeesP
HaI 9es HbI -o
2ategory $espondents 0ercentage
9es 6D <6
-o 3 :
7A
%AINAINS 4&A"I5 CIRC"#S
A
B
Interpretation:
It is revealed that <6Mof the employees say that the management maintains Euality circles and
:Msay that management doesnFt maintain Euality circles
8ajority of the employees are satisfied with the management as it maintains Euality
circle and it can be improved
>? In general, how would you describe relations in your work place between
management and employeesP
HaI 5ery good HbI Buite good HcI -either good nor bad
HdI Buite bad HeI 5ery bad
2ategory $espondents 0ercentage
5ery good A> 6A
Buite good A? 6?
-either good nor bad < >;
Buite bad ? ?
5ery bad ? ?
73
A
B
C
'
#
S)
0
10
20
30
40
50
Cate$ory
Percent
a$e
IN#RP#RSONA" R#"AIONS!IP
Interpretation:
!he survey depicts that 6AM of the respondents describes relationship between management and
employees are very good and 6?Mof the respondents states that the relationship is Euite good and
>;Mdescribes neither good nor bad
It is concluded that relationship between management and employees can be
further improved for better output
>> .o you think that the organi%ation is paying you fairly and reasonablyP
HaI )trongly agree HbI Agree HcI )atisfactory
HdI .isagree HeI )trongly disagree
2ategory $espondents 0ercentage
)trongly agree D >6
Agree A7 7?
)atisfactory >D 36
.isagree > A
)trongly disagree ? ?
76
CO%P#NSAION
),
-(
+,
*
(
A
B
C
'
#
C
a
t
e
$
o
r
y
Percenta$e
?
InterpretationG
!he survey depicts that 7?Mof the employees agree that the organi%ation is paying fairly
Jreasonably and 36Mof the employees satisfied and >6Mare strongly agree andAMof the
employees disagree
!he organi%ation should have a relook at the pay packages
>A Is the compensation paid to you is sufficient for providing a satisfactory standard of
'ivingP
HaI #igh HbI Average HcI 'ow
2ategory $espondents 0ercentage
#igh 7 >?
Average 6> ;A
'ow 6 ;
77
SAN'AR' O2 "I1ING
A
B
C
Interpretation:
+rom the survey ;AM of the employees say that the compensation paid by the
*rgani%ation is average for the standard of living and >?M say that it is high and ;M of
the employees felt that it is low in maintaining standard of living
8ajority of employees say that the compensation is average for their
standard of living !he management has to focus on this category )o that it can be
improved further
>3 .o you feel that there is job security in your organi%ationP
HaI )trongly agree HbI Agree HcI )atisfactory
HdI .isagree HeI )trongly disagree
2ategory $espondents 0ercentage
)trongly agree >6 A;
Agree A: 7A
)atisfactory >? A?
.isagree ? ?
)trongly disagree ? ?
7:
6OB S#C&RI5
0
10
20
30
40
50
60
A B C D E
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
+rom the survey 7AM of the employees agreed that there is job security in the
organi%ation and A;M of employees strongly agreed and A?M of employees are satisfied
with job
#ence, it indicates that there is job security in the organi%ation
>6 @hat are rewards given for good performance of the teamP
HaI 8onetary benefits HbI 0romotion
HcI 4ob enrichment HdI Any other specify
2ategory $espondents 0ercentage
8onetary benefits >; 3:
0romotion A7 7?
4ob enrichment D >6
Any other specify ? ?
7D
2OR%S O2 R#WAR'S
+
7
-
(
)
,
(
( )( *( +( ,( -( 7(
A
B
C
'
C
a
t
e
$
o
r
y
Percenta$e
Interpretation:
+rom the survey 7?M of the employees have chosen promotion, 3:M have chosen
monetary benefits and >6M have chosen as job enrichment
+rom the above we calculated that 7?M of employees chosen as promotion
in lieu of their good performance $ewards system should be improved further to gear up
the activities
>7 Is your performance being monitored periodicallyP
HaI 9es HbI 2ould be HcI -o
2ategory $espondents 0ercentage
9es 66 ;;
2ould be 7 >?
-o > A
7;
P#R2OR%ANC# APPRAISA"
A
B
C
Interpretation:
!he survey depicts that ;;M of the employees say that their performance is being
monitored periodically and >?M of the employees are not sure about it and AM says that
their performance is not monitored periodically
8ost of the employees say that the performance being monitored
periodically
>: @hat helps positive attitude towards the jobP
HaI -ature of the job HbI @orking with colleagues
HcI $ecognition of effort HdI .evelopment opportunities
HeI 0ay and conditions HfI *thers HmentionIVVVVVVVVVVVVVVVVVVVV
2ategory $espondents 0ercentage
-ature of the job >7 3?
@orking with colleagues D >6
$ecognition of effort >< 3;
.evelopment opportunities 7 >?
0ay and conditions 6 ;
*thers HmentionI ? ?
7<
POSII1# AI&'#
0 10 20 30 40
A
B
C
D
E
F
C
a
t
e
$
o
r
y
Percenta$e
Interpretation:
+rom this survey it is found that 3;M of the respondents feel that there is positive
attitude towards recognition of effort and 3?M towards nature of the job and >6M
working with colleagues and >?M of the employees towards development opportunities
and ;M felt that pay and condition is one of the reasons towards positive attitude
!herefore, there is positive attitude towards recognition of efforts and nature of
the job
>D #ow do you rate the employee welfare programs in your organi%ationP
HaI ,"cellent HbI 5ery good HcI /ood HdI )atisfactory
2ategory $espondents 0ercentage
,"cellent 3 :
5ery good >A A6
/ood A7 7?
)atisfactory >? A?
:?
W#"2AR# PROGRA%%#S
A
B
C
D
InterpretationG
+rom the survey, 7?M of the employees are agreeing that the employee welfare
programmes are good and A6M of employees felt very good and A?M of employees are
satisfied and :M felt e"cellent with the welfare programs of organi%ation
It implies to continue the same and improve it if there is any scope
>; @hat could improve the Euality of your work lifeP
HaI 8ore suitable working hours HbI Better pay and conditions
HcI Better development/promotional activities HdI Better management
HeI *ther HfI -one of the above
2ategory $espondents 0ercentage
8ore suitable working hours < >;
Better pay and conditions >: 3A
Better development/promotional
activities
>7 3?
Better management : >A
:>
*ther ? ?
-one of the above 6 ;
#
$
%#
%$
&#
&$
'#
'$
Percenta$e
A B C D E F
Cate$ory
4&A"I5 O2 WORK "I2#
Interpretation:
+rom the survey, 3AM of the employees feel that better pay J conditions could improve
Euality of work life J 3?M feel that better development J >;M of the employees are of
the opinion that more suitable working hours will improve Euality of work life J
>AM of the employees feel that better management J ;M of the employees feel none of
the above
+rom the above most of the employees felt that better pay and conditions improve
the Euality of work life
>< #ow important do you consider the followingP
5ery Important +airly Important -ot 5ery Important
8ore fle"ible working hours
.evelopment of occupational
healthcare
#ike in pay
:A
Increase in training
opportunities
'earning new things
Appreciation of work
8ore fle"ible working hours
2ategory $espondents 0ercentage
5ery Important A; 7:
+airly Important >D 36
-ot 5ery Important 7 >?
:3
2"#8IB"# WORKING !O&RS
0
10
20
30
40
50
60
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
+rom the above, we can say that 7:Mof the employees feel that more fle"ible hours are very
important and 36Mof the employees feel that it is fairly important and >?Mof the employees of
the opinion that it is not very important
!herefore, majority of the employees at 'ing !echnologies feels that more
fle"ible working&hours are necessary
.evelopment of occupational healthcare
2ategory $espondents 0ercentage
5ery Important A7 7?
+airly Important A3 6:
-ot 5ery Important A 6
:6
!#A"! CAR#
0
10
20
30
40
50
60
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
+rom the above we can understand that 7?Mof the employees feel that development of
health care is very important and 6:M employees of the opinion that it is fairly important
and 6M of the employees feel that development of *ccupational #ealthcare is not very
important
It indicates that most of the employees of 'ing !echnologies feels that
development of the occupational health care is important
#ike in pay
2ategory $espondents 0ercentage
5ery Important 3? :?
+airly Important >; 3:
-ot 5ery Important A 6
:7
!IK# IN PA5
0
10
20
30
40
50
60
70
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
!he survey depicts that :?M of employees feels that need for #IC, is very important and
3:M of the employees is of the opinion that fairly important and 6M of the employees
feels that it is not very important
!his implies that majority of employees at 'ing !echnologies feels that hike in pay is
very important
!raining *pportunities
2ategory $espondents 0ercentage
5ery Important AD 76
+airly Important >< 3;
-ot 5ery Important 6 ;
::
RAINING OPPOR&NII#S
0
10
20
30
40
50
60
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
!he survey depicts that 76M of the employees is of the opinion that increase in training
opportunities is very important and 3;M of the employees feels that it is not very
important and ;M of the employees that it is not very important
!herefore, there should be increase in training opportunities is very important
'earning
2ategory $espondents 0ercentage
5ery Important 6> ;A
+airly Important < >;
-ot 5ery Important ? ?
"#ARNING
0
10
20
30
40
50
60
70
80
90
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
!he survey depicts that ;AM of the employees felt that learning new things is very
important and >;M felt that it is fairly important and there are none, who felt it is not very
important
)o, the majority of employees at 'ing !echnologies felt that learning new
thing is very important in the organi%ation
Appreciation of work
2ategory $espondents 0ercentage
5ery Important 66 ;;
+airly Important : >A
-ot 5ery Important ? ?
:;
WORK APPR#CIAION
0
20
40
60
80
100
A B C
Cate$ory
P
e
r
c
e
n
t
a
$
e
Interpretation:
!he survey depicts that ;;M of the employees felt that appreciation of work is very important
and >AM of the employees felt that it is fairly important and there are none of the above who felt
that it is not very important
!his implies that majority of employees at 'ing !echnologies felt that is
appreciation of work is very important in the organi%ation
A? 9our opinions and suggestions regarding Euality of work life in the organi%ationP
Employees Opinions:
> )atisfactory of working conditions
A *verall Buality of @ork 'ife is good in the organi%ation, giving satisfactory
opportunity of individual growth and better professional environment
3 9et to meet the standards of 8-2Fs
:<
6 !he work life is good, itFs encouraging and better place to work with healthy
environment
7 ,mployee relations are good and management consideration towards employees
health is impressive and work pressure is considerably less
: By giving e"cellent training, by providing fle"ible working hours, by working
with concentration and hard work, by providing guidelines to juniors, these
activities will improve Buality of @ork 'ife
D /ood co&ordination between team leaders and team members
; Better management leads to better work culture
< 2ommunication gap between management and employees should get reduced
Employee Suggestions:
> 8otivation of the employees is main important to reach the ultimate goal It
increases job satisfaction of the employees
A $ecognition of the skills leads to achieve the company goals in broader view
3 !o conduct departmental meetings with team leaders and managers to know how
work flows in departments
D?
6 !he success of any organi%ation is highly dependent on how it attracts recruits,
motivates and retains its work force !odayFs organi%ation needs to be more
fle"ible so that they eEuipped to develop there work force and enjoy their
commitment
7 *rgani%ations are needed to adopt a strategy to improve the employees B@' to
satisfy both employee objectives and organi%ation objectives
: !he best way of increasing B@' is to compensate employee in par with industry
and create a comfortable work culture
D !ransport and other facilities must be reviewed and efforts should be made to
include each individual in the organi%ational growth
; $ecognition and individuals efforts and freedom to e"press individual views
relating to work is to be needed !ransparency is also important thing to improve
B@'
D>
CHAPTER 5
?+I-.I-/) A-. 2*-2'1)I*-)
?$,2*88,-.A!I*-)
?B1,)!I*--AI$,
?BIB'I*/$A0#9
DA
FINDINGS AND CONCLUSIONS
D3
FINDINGS AND CONCLUSIONS
!he following are the +indings and 2onclusions of the studyG
a 8ost of the employees covered under my study have not been found to be feeling any
stress in the job related and working environment
b. !he employees in general felt that the work culture in the company is good
c It has been an interesting revelation that there is no employee in 'ing !echnologies, is
working here just for the sake of the job and most of the employees are comfortable with
'ing !echnologies, but also feeling proud of being in 'ing !echnologies
d. !he 'ing !echnologies training and development modules have been developed in a
systematic way where in employee training need is assessed and met timely ie they are
trained in due course
e. 2oming to study of personal attitudes, the employees have been found to be
optimistic, sincere and they never try to avoid work
f. !he employees working in the company are able to satisfy and achieve the
organi%ational goals through their e"perience completely
g. !he employees working with 'ing !echnologies are confident to say that they know
about their duties and responsibilities, as such there is no role conflict or role ambiguity
h. !he employees of 'ing !echnologies are fully satisfied with the grievance settlement
procedure
It would be observed from the foregoing that most of the employees are
satisfied with the Buality of @ork 'ife at 'ing !echnologies and also with the
compensation packages, leave policies, training and development programs, performance
appraisal systems which are in accordance with their e"pectations
D6
RECOMMENDATIONS
D7
RECOMMENDATIONS
The following are the recommendations which are based on my findings:
• It is better to keep employees aware of the company goals, vision, mission and
keep them informed of all the changes taking place in the company then it would
definitely go a long way in the efficiency of the employees
• !here should be no communication gap between the !eam leader and /roup
members !he communication flow must be smooth to maintain cordial relations
in the organi%ation
• It is better to take timely preventive measures that the work would not be
overloaded and maintain better Buality of @ork 'ife
• !he efforts to further improve the work culture in the organi%ation should be
continued
• !he training and development programs can also be more effectively planned and
implemented
• !he Euality of working lunch need to be improved
D:
QUESTIONNAIRE
QUESTIONNAIRE
DD
!his survey is regarding a study on ~Quality of Work Life at Ling Technologies¨.
Cindly spend your 5aluable time in going through and filling this Euestionnaire
Name of the Employee:
Designation:
> #ow do you feel working with 'ing !echnologiesP
HaI ,"cellent HbI /ood HcI )atisfactory HdI 0oor
A @hat do you like the most about 'ing !echnologiesP
HaI 4ob 0rofile HbI @ork environment
HcI /rowth *pportunities HdI 2ompensation J Benefits
3 @hich of the following best describes your usual work scheduleP
HaI ,vening shift HbI -ight shift HcI .ay shift
HdI Irregular shifts /on&call HeI $otating shifts
6 #ow do you rate the work culture in your organi%ationP
HaI ,"cellent HbI 5ery good HcI /ood
HdI )atisfactory HeI Bad
7 #ow are the career developmental activities in your organi%ationP
HaI ,"cellent HbI 5ery good HcI /ood
HdI )atisfactory HeI Bad
: 9our main satisfaction in life comes from your work
HaI )trongly agree HbI Agree
HcI .isagree HdI )trongly .isagree
D !he work profile gives you an opportunity to develop special abilities
HaI 5ery true HbI )ome what true
D;
HcI -ot too true HdI -ot at all true
; #ow hard is it to take time off during your work to take care of personal or family
mattersP
HaI -ot at all hard HbI -ot too hard
HcI )ome what hard HdI 5ery hard
< .oes the management maintain Euality circles according to the norms and standards of
the employeesP
HaI 9es HbI -o
>? In general, how would you describe relations in your work place between
management and employeesP
HaI 5ery good HbI Buite good HcI -either good nor bad
HdI Buite bad HeI 5ery bad
>> .o you think that the organi%ation is paying you fairly and reasonablyP
HaI )trongly agree HbI Agree HcI )atisfactory
HdI .isagree HeI )trongly disagree
>A Is the compensation paid to you is sufficient for providing a satisfactory standard of
'ivingP
HaI #igh HbI Average HcI 'ow
>3 .o you feel that there is job security in your organi%ationP
HaI )trongly agree HbI Agree HcI )atisfactory
HdI .isagree HeI )trongly disagree
>6 @hat are rewards given for good performance of the teamP
HaI 8onetary benefits HbI 0romotion
D<
HcI 4ob enrichment HdI Any other specify
>7 Is your performance being monitored periodicallyP
HaI 9es HbI 2ould be HcI -o
>: @hat helps positive attitude towards the jobP
HaI -ature of the job HbI @orking with colleagues
HcI $ecognition of effort HdI .evelopment opportunities
HeI 0ay and conditions HfI *thers HmentionI VVVVVVVVVVVVVVVVVVVV
>D #ow do you rate the employee welfare programs in your organi%ationP
HaI ,"cellent HbI 5ery good
HcI /ood HdI )atisfactory
>; @hat could improve the Euality of your work lifeP
HaI 8ore suitable working hours HbI Better pay and conditions
HcI Better development/promotional activities HdI Better management
HeI *ther HfI -one of the above
>< #ow important do you consider the followingP
5ery Important +airly Important -ot 5ery Important
8ore fle"ible working hours
.evelopment of occupational
healthcare
#ike in pay
Increase in training
opportunities
'earning new things
Appreciation of work
A? 9our opinions and suggestions regarding Euality of work life in the organi%ationP
;?
Thank you
;>
BIBLIOGRAPHY
BIBLIOGRAPHY
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Books:
• .ecen%o J $obbins L #uman $esource 8anagement, 4ohnwilley ><<;
• Biswajeeet 0attanaya, #uman $esource 8anagement, 0#I&AA?>
• 8ir%a ) )aiyadain & #uman $esource 8anagement, !8#&A??>
• 0)ubba rao & #uman resource management ,#0#&A??3
1ournals:
• I2+AI 4ournal of 8anagement
• !he Indian 8anagement
Websites:
• wwwling&techcom
• wwwhumanresoucesuceedu
Search Engines:
• wwwgooglecom
• wwwdogpilecom
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