CHAPTER - 1

1.1 INTRODUCTION ABOUT THE STUDY

Quality of work life denotes all the organizational inputs which aim at the employee’s

satisfaction and enhancing organizational effectiveness. The basic purpose is to develop jobs and

working conditions that are excellent for employees as well as economic health of organization.

It refers to the level of satisfaction, motivation, commitment and involvement an individual

experience with respect to their line at the work. The quality of work life is the degree

of excellence brought about work and working conditions that contribute to the overall

satisfaction and performance primarily at individual level and finally at organization level.

Quality of Work Life (QWL) has become one of the most important issues these days in every

organization. Employees are the force that is behind every successful organization. No

organization can become successful with technology only because for the use of technology also,

organizations need to have strong work force. Quality of Work Life was the term actually

introduced in the late 1960s. From that period till now the term is gaining more and more

Importance everywhere, at every work place. Initially quality of work life was focusing on the

effects of employment on the general well being and the health of the workers. But now

its focus has been changed. Every organization needs to give good environment to their workers

including all financial and non financial incentives so that they can retain their employees for the

longer period and for the achievement of the organization goals. At the end we can say that a

happy and healthy employee will give better turnover, make good decisions and positively

contribute to the organization goal.

1.1.1FACTORS AFFECTING QUALITY OF WORK LIFE:

Job satisfaction:

Job satisfaction is the favorable or unfavorable with which employees view their work.

As with motivation, it is affected by the environment. Job satisfaction is impacted by job design.

Jobs that are rich in positive behavioral elements ± such as autonomy, variety, task identity,

task significance and feedback contribute to employee’s satisfaction. Likewise, orientation is

important because the employee’s acceptance by the work group contributes to satisfaction. In

sort, each element of the environmental system, can add to, or detract from, job satisfaction.

People:

Almost everyone has to deal with three set of people in the work place. Those are namely

boss, co-workers in the same level and subordinates. Apart from this, some professions need

interaction with people like patients, media persons, public, customers, thieves, robbers,

physically disabled people, mentally challenged, children, foreign delegates,

gangsters, politicians, public figures and celebrities. These situations demand high level of

prudence, cool temper, tactfulness, humor, kindness, diplomacy and sensitiveness.

Pay:

Quality of work life is basically built around the concept of equitable pay. In this day

ahead, employees may want to participate in the profit of the organization.

Health conditions of employees:

Organization should realize that their true wealth lies in their employees and so providing

healthy environment for employees should be their primary objective.

Personal and career growth opportunities:

An organization should provide employees with opportunity for personal/professional

development and growth and to prepare them to accept the responsibilities at higher level.

Participative management style and recognition:

Flat organization structure helps organization facilitate employee participation. A

Participative management style improves the quality of work life. Workers feel that they have

control over their work process and they also offer the innovative ideas to improve them.

Recognition also helps in motivating employees to perform better. Recognition can be in form of

rewarding employees for their best performance.

Autonomous Work Teams:

An autonomous work team is one which can plan, regulate and control its own work

world. The management only specifies the goals that too in collaboration with the team. The

team organizes the contents and structure of its job, evaluates its own performance, establishes

its speed and chooses its production method. It makes its own internal distribution of tasks and

decides its own membership. Autonomous team approach increases satisfaction and reduces

turnover and absenteeism.

Motivation:

Motivation is a complex subject. It involves the unique feelings, thoughts and past

experiences of each of us as we share a variety of relationships within and outside organizations.

To expect single motivational approach work in every situation is probably unrealistic. In fact,

even theorists and researches take different points of view about motivation. Nevertheless,

motivation can be defined as a person’s drive to take an action because that person wants to do.
Work life balance:

Organization should provide the relaxation time for employees and offer tips to balance

their personal and professional lives. They should not strain employee’s personal and social life

by forcing on them by demanding working hours, overtime work, business travel, UN timing

transfers.

By the globalization the modern employees are experiencing distress. To meet the

challenges posed by present standards, organizational must focus their attention in bringing a

balance between work life and personal life. The underlying assumption is that work life balance

will ultimately ensure Quality of work life.

Today an employee desires work to be more meaningful and challenging because quality

is the acid test. A Quality of work life gives an opportunity for deep sense of fulfillment.

Employees seek a supportive work environment that will enable them to balance work with

personal interests.

Quality of work life provides a more humanized work environment. It attempts to serve

the higher order needs of workers as well as their basic needs. Quality of Work Life indicates

that the work should not have excessively negative conditions. It should not put workers under

undue stress. It should not damage or degrade their humanness. It should not be threatening or

unduly dangerous.

Employees in several companies that instituted Quality of work life experienced better

health and greater safety on the job. Other benefits included improved employee satisfaction,

morale, job interest, commitment and involvement; increased opportunity for individual growth ;

greater sense of ownership and control of the work environment development of managerial
ability for circle leaders, improved communication in the organization and greater understanding

and respect between management and workers.

The term Quality of work life has been applied to a wide variety of organizational

improvement efforts. The common elements seem to be, has good man indicates, a ³attempt to

restructure multiple dimensions of the organizational and to institute a mechanism which

introduces and sustains changes overtime. Aspects of the change mechanism are usually an

increase in problem solving between the union and management.

1.1.2 NEED OF THE STUDY:

In the current scenario every organization expects their employees to perform at

their peak potential. Though monetary aspects play an important role in motivating employees,

organization around the world have come to understand that there are many other aspects that

contributes better employee performance. It is these aspects that form the basis for this study.

In particular this study aims to identify the various tangible and intangible aspects that contribute

to the quality of the workplace. It is very important for an organization to create a very

conducive working environment for employees.

1.1.3 SCOPE OF THE STUDY:

The term Quality of work life in its broader sense covers various aspects of employment

and non-employment conditions of work. This study covers the overall quality of work life

of employees, i.e. their job satisfaction, work environment, working hours, work stress,

their relation with their colleagues, work assignments, infrastructure provided etc ..The present

study aims at measuring the level of satisfaction of employees and to know about the various
welfare activities and benefits provided for the employees. The study is dependent on the opinion

expressed by all the employees of all the departments.

Quality of work life is a multi dimensional aspect. Some of these aspects are

 Compensation and the reward for the work

 Personal and career growth opportunities

 Motivation

 Participative management style

 Health and Safety of the employees

 Job security

 Job specification

By providing better quality of work life, the following results can be achieved.

 Better performance of employees

 More devotion and dedication towards work

 Reduced absenteeism

 Voluntary participation in organizational activities

 Reduced corruption

 Lesser attrition
 1.1. SIGNIFICANTS OF THE STUDY

Quality of work life covers the various aspects under the general umbrella of supportive

organization behavior. Thus the quality of work life should be broad in its scope. It must evaluate

the attitude of employees towards personnel policies. The research will be helpful in

understanding the current position of the organization. And provide some strategies to extend the

employee satisfaction with little modification which is based on the internal facilities of the

organization.

The research can be further used to evaluate the facilities provided by the management

towards the employee. This study also helps to manipulate the expectations of the employees.

1.2 INTRODUCTION ABOUT THE INDUSTRY

Textile Industry in India is the second largest employment generator after agriculture. It

holds significant status in India as it provides one of the most fundamental necessities of the

people. Textile industry was one of the earliest industries to come into existence in India and it

accounts for more than 30% of the total exports. In fact Indian textile industry is the second

largest in the world, second only to China.

Textile Industry is unique in the terms that it is an independent industry, from the basic

requirement of raw materials to the final products, with huge value-addition at every stage

of processing. Textile industry in India has vast potential for creation of employment

opportunities in the agricultural, industrial, organized and decentralized sectors & rural and

urban areas, particularly for women and the disadvantaged. Indian textile industry is constituted
of the following segments: Readymade Garments, Cotton Textiles including Handlooms, Man-

made Textiles, Silk Textiles, Woolen Textiles, Handicrafts, Coir, and Jute.

Till the year 1985, development of textile sector in India took place in terms of general

policies. In 1985, for the first time the importance of textile sector was recognized and a separate

policy statement was announced with regard to development of textile sector. In the year 2000,

National Textile Policy was announced. Its main objective was: to provide cloth of acceptable

quality at reasonable prices for the vast majority of the population of the country, to increasingly

contribute to the provision of sustainable employment and the economic growth of the nation;

and to compete with confidence for an increasing share of the global market. The policy also

aimed at achieving the target of textile and apparel exports of US $ 50 billion by 2010.

Type of apparel produced, quantity and quality of output, cost, requirement for fabric etc. It

comprises suppliers of ready-made garments for both, domestic or export markets. The outlook

for textile industry in India is very optimistic. It is expected that Indian textile industry would

continue to grow at an impressive rate. Textile industry is being modernized by an exclusive

scheme, which has set aside $5bn for investment in improvisation of machinery. India can also

grab opportunities in the export market. The textile industry is anticipated to generate

12mn new jobs in various sectors

1.2.1 TEXTILE MILLS

The textile mills are involved in the production of thread, yarn and fabric that are

eventually turned into carpet, linens, towels, draperies, sheets, upholstery for furniture and

automobiles and industrial products. Due to the variety of finished textiles, each factory

specializes in one or more types.

Process Used in Textile Mills:

The process used in textile mills involves spinning synthetic or natural fibers into a

product for final domestic or industrial use. The yarn that is spun must be cleaned and given

additional treatment for the final product. Employees who work in textiles are generally

specialized, and they run automated looms designed to create fabric for apparel, upholstery,

carpet or other items using textiles.

Textile Mill Workers:

Workers in older textile mills had to endure dirty, noisy buildings filled with airborne

fibers. However, modern facilities are much cleaner, although conditions may vary from one

factory or mill to another. Government regulations require protective clothing, masks, ear plugs

and protective shoes or boots. There are still health concerns due to repetitive motion, sitting or

standing for long periods of time and heavy machinery that can be hazardous if used improperly.
Textile Industry Jobs:

A variety of jobs exist in the textile industry. In addition to production, people are needed

to transport materials and to provide administration, repair and management in plants and sales.

Most companies hire in-house quality assurance people. Other textile-related positions include

engineers, fashion designers, sewing machine operators and pressers. Apparel is the most

difficult to automate due to the variety of seams and structure of the garments, so it remains a

labor-intensive niche in the textile industry.

Future of the Textile Industry:

Due to the laborious nature of the textile industry, technology is continuously being

developed for efficiency. This is creating jobs for highly skilled workers. The lower level jobs

are being outsourced to countries where workers receive lower wages. To maintain a competitive

edge, many textile companies are merging for more efficient production. The U.S. leads the

world in discovering new textiles, thus creating more positions for more technologically

advanced and skilled workers.

Textile Industry in India:

Textile Industry in India is the second largest employment generator after agriculture. It

holds significant status in India as it provides one of the most fundamental necessities of the

people. Textile industry was one of the earliest industries to come into existence in India and it
accounts for more than 30% of the total exports. In fact Indian textile industry is the second

largest in the world, second only to China.

Textile Industry is unique in the terms that it is an independent industry, from the basic

requirement of raw materials to the final products, with huge value-addition at every stage of

processing. Textile industry in India has vast potential for creation of employment opportunities

in the agricultural, industrial, organized and decentralized sectors & rural and urban areas,

particularly for women and the disadvantaged. Indian textile industry is constituted of the

following segments: Readymade Garments, Cotton Textiles including Handlooms, Man-made

Textiles, Silk Textiles, Woolen Textiles, Handicrafts, Coir, and Jute.

Till the year 1985, development of textile sector in India took place in terms of general

policies. In 1985, for the first time the importance of textile sector was recognized and a separate

policy statement was announced with regard to development of textile sector. In the year 2000,

National Textile Policy was announced. Its main objective was: to provide cloth of acceptable

quality at reasonable prices for the vast majority of the population of the country, to increasingly

contribute to the provision of sustainable employment and the economic growth of the nation;

and to compete with confidence for an increasing share of the global market.

2.1.2 STRENGTHS OF INDIAN TEXTILE INDUSTRY

 India has rich resources of raw materials of textile industry. It is one of the largest

producers of cotton in the world and is also rich in resources of fibers like polyester, silk,

viscose etc.
  India is rich in highly trained manpower. The country has a huge advantage due to lower

wage rates. Because of low labor rates the manufacturing cost in textile automatically

comes down to very reasonable rates.

 India is highly competitive in spinning sector and has presence in almost all processes of

the value chain.

 Indian garment industry is very diverse in size, manufacturing facility, type of apparel

produced, quantity and quality of output, cost, requirement for fabric etc. It comprises

suppliers of ready-made garments for both, domestic or export markets.

1.2.3 WEAKNESSES OF INDIAN TEXTILE INDUSTRY

 Indian textile industry is highly fragmented in industry structure, and is led by small scale

companies. The reservation of production for very small companies that was imposed

with the intention to help out small scale companies across the country, led substantial

fragmentation that distorted the competitiveness of industry. Smaller companies do not

have the fiscal resources to enhance technology or invest in the high-end engineering of

processes. Hence they lose in productivity.

 Indian labour laws are relatively unfavorable to the trades and there is an urgent need for

labour reforms in India.

 India seriously lacks in trade pact memberships, which leads to restricted access to the

other major markets.

1.2.4 OUTLOOK FOR INDIAN TEXTILE INDUSTRY

The outlook for textile industry in India is very optimistic. It is expected that Indian

textile industry would continue to grow at an impressive rate. Textile industry is being

modernized by an exclusive scheme, which has set aside $5bn for investment in improvisation of

machinery. India can also grab opportunities in the export market. The textile industry is

anticipated to generate 12mn new jobs in various sectors.

1.3 INTRODUCTION ABOUT THE COMPANY

1.3.1 PROFILE:

FOUNDED : 1930

FOUNDER : Mr. POTHY MOOPANAR

MANAGING DIRECTOR : Mr. S. RAMESH

HEAD QUATERES : Chennai

MANUFACTURING : Pothy Cloths Pvt Ltd, Chennai

 PRESENCE : Chennai, Srivilliputur, Madurai, Tirunelveli, Coimbatore,

Thiruvantha Puram, Pondicherry

GENDRAL MANAGER : Mr. K.SAKTHI NARAYANAN (Coimbatore)

1.3.2 HISTORY

Pothys success story has a fairy tale ring to it. The house of Pothys was established 90

years ago by K.V. Pothy Moopanar under the name Pothy Moopanar to sell cotton sarees and

dhotis woven in his own loom. The founding for fathers served as weavers to the royal

households of the maharajas of yesteryears. With our in-house expertise, we soon brought

innovation into an otherwise staid Kancheepuram saree market and opened our first showroom at

Srivilliputtur.
 With generations of experience in the silk trade behind us, we soon became highly

successful and became the first retail showroom in Tamil Nadu to launch its own unique brand of

silk sarees namely Samudrika, Parampara and Vastrakala accredited with ISO 9001 certification

in 2003. From humble beginnings, Pothys has come a long way.

1.3.3 ACCLAIMS

Pothys passion for the craft of silk weaving regularly introduced new ideas and

techniques which won us many awards and accolades. In 2002, Pothys was quoted as a leader in

the textile and retail business in Tamil Nadu by SUN TV Neilson.

Pothys desire to innovate and excel in silk manufacturing also won us the Guinness

World Record in the year 2005 for creating the world's longest silk saree. It is because of our

continued hard work drawing inspiration from diverse symbols of India´s rich culture, that we

have earned a reputation of having the most preferred saree showroom in Chennai.

1.3.4 WHAT WE HAVE

There cannot be any variety of silk sarees that Pothys does not offer, ranging from

exclusive designs to authentic silk brands. These silk brands stand apart for their richness in silk,

exclusivity in design, luxury, exquisite zari work and weaving artistry for that special look and

feel.

Painstakingly created, from initial conception to meticulous planning and final execution

by our hand-picked artisans, our customers enjoy the ambience and comfort of sitting while

making their selections.

1.3.5 AWARDS

Pothys has always strived to balance both traditional and the contemporary, be it

innovation and excellence in art and craft, personalized customer service, assurance of quality

and an elegant showroom ambience. An urge to make a difference and recreate history is what

inspirs us to perfection. It is because of our quest to perfection that we have been awarded certain

distinctions and recognitions that we are extremely proud to share:

 Pothys has been conferred with two prestigious awards from the Government of India,

The National Award for Master Weavers and The Silk Mark distinction, which is an

authentic certificate of quality and creativity.

  Pothys is the first showroom in South India to be accredited with ISO 9001:2000, a mark

of international quality and reliability.

 Pothys has been voted as the most popular Silk Saree Showroom in Chennai in a survey

conducted by SUN TV and Nelson in the year 2002.

 Created history in the field of silk weaving by stepping into the Guinness Book of World

Records for World's longest silk saree (1276 feet), endowed with images that trace the

rich and varied heritage of India through five millennia.

1.3.6 MORE ABOUT THIS AWARD WINNING SILK SAREE

At Pothys, the values of nationalism are greatly admired, since we are truly a company

that has been nurtured by India and its citizens. India's glorious history, varied culture, diversity

and the intrinsic unity that hold us together has always been an issue of global fascination. This

beautiful nature of mother India has been captured in writing, music and on canvas, but never on

a silk saree. In our quest to pay tribute to mother India we came up with the concept of recreating

India's glorious history and achievements, beginning from the ancient Mohenjo-Daro civilization

up to India's freedom from British bondage in the form of a saree.

 This mammoth silk saree measures a whopping 1276 feet. It took eight months to create

this masterpiece in pure Kancheepuram silk. The saree was woven by three master weavers, six

weavers and nine painters, all belonging to the Pothys family. This unique creation, which is a

result of original concept and design is a remarkable milestone in the annals of our national's

proud handloom industry.

CHAPTER - 2

2.1 OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVES:

 To study about the Quality of Work life of the Employees in Pothys textiles

&readymade, Coimbatore.

SECONDARY OBJECTIVES:

 To identify the perception regarding employees Work life Quality in the

company.

 To find out the opportunities for developing skills and competencies to the

employees in order to maintain the good quality of work life.

 To analyze the most important motivational factors which will improve the

employee’s efficiency in their work life.

2.2 SCOPE OF THE STUDY

 Shaping the employees overall personality.

 Determining the employee’s performance in an organization.

 Commitment to follow the work of employees.

  Commitment to the organization and the society.

CHAPTER - 3

3.1 RESEARCH METHODOLOGY

3.1.1INTRODUCTION:

Research is common parlance refers to a search for knowledge. The advanced learner’s

dictionary of current English lays down the meaning of research as a “careful investigation of

enquiry especially through search for new facts in branch of knowledge”. The systematic

approach concerning generalization and the formulation of a theory is also research. The

purpose of research is to discover answer to questions through the application of scientific

procedures.

3.1.2 RESEARCH DESIGN:

“A research design is the arrangement of conditions for the collection and analysis of data

in a manner that aims to combine relevance to the research purpose with economy in procedure”.

In this study descriptive type of the research design has been used

Descriptive Research Design:

Descriptive research design studies are those studies, which are concerned with

describing the character of a group.

3.1.3 DATA COLLECTION:

There are two types of data collection.

Primary Data:

The primary data are those, which are collected a fresh and for the first time happen to be

original in character. It has been collected through a questionnaire and personal interview.
 Secondary Data:

Secondary data are that which has been collected by someone else and which has been

passed through the stratified process. It has collected through the books and internet.

3.1.4 RESEARCH INSTRUMENT:

Questionnaire containing both closed and open ended questions.

Population:

In population it covers 550 employees working in POTHYS TEXTILES & REDYMADES

IN COIMBATORE.

Sample Unit:

Sample unit is POTHYS TEXTILES & REDYMADES IN COIMBATORE.

Sample Size:

The research selected only 150 samples from 550 employees working in the POTHYS

TEXTILES & REDYMADES IN COIMBATORE.

3.1.5 SAMPLE PROCEDURES:

In this study Random sampling method was adopted. First the purchase & organization

was divided into different departments like Marketing, R&D, Accounts, Finance, HR and Sales.

From each department, the respondents were selected on the basis of researcher convenience.

Contact Method:
 Respondents are contacted personally.

Interview Schedule:

The interview schedule has been used to collect the data information can be gathered

even when the respondents happen to be illiterate.

Tabulation:

It is the arrangement of classified data in an orderly manner. This involves creating table

for recording the filled in interview schedule. These tables are of immense help to analysis by

using the statistics tools.

Scaling Techniques:

Questionnaire was framed on attitude scale having 5-point scales.

Period Study:

The study was conducted for the period of 6 months.

3.5.6 TOOLS USED FOR ANALYSIS:

The following tools were used with the help of statistical software i.e., SPSS 17.0

 Simple percentage analysis

 Factor analysis

 Chi-square test

Simple Percentage Analysis:

 It is simple analysis tool. In this method, based on the opinion of the respondents,

percentage is calculated for the respective scales of each other.

No of respondents

Simple percentage analysis = ------------------------------- * 100

Sample size

Chi-Square Test:

It is the important test developed by statisticians. It can be used to make comparison

between theoretical population and actual data when categories are used. The following are

some of the conditions to be satisfied.

E (o-e) 2

Chi-square test = -------------------

Where, O = observed frequency

 E = Expected frequency.

N = Number of respondent

CHAPTER - 4

4.1 DATA ANALYSIS AND INTERPRETATION

RELIABILITY STATISTICS
 Cronbach's Alpha

Based on Standardized

Cronbach's Alpha Items N of Items

.791 .762 33

ITEM STATISTICS

Mean Std. Deviation N

skills.ability.level 4.35 .657 150

respect.in.work.place 4.42 .658 150

job.prouctive 4.30 .721 150

Own. Abilities 4.23 .796 150

Job. Correctly 4.39 .712 150

Tools. Techniques 4.35 .743 150

Promotions 4.03 .886 150

Welfare. Activities 4.07 .910 150

Secured 4.17 .865 150

Supervisor. Helpful 4.17 .849 150

Training. Opportunities 4.23 .870 150

Work. Stressful 2.24 1.157 150

part.of.pothys 4.36 .830 150

Resources. Provided 4.31 .715 150

Particular. Area 4.35 .760 150

Rewards 4.39 .675 150

Responsibilities 4.59 .667 150

fair.compensation 4.51 .693 150

Relationship. Colleagues 4.26 .798 150

woeking.conditions 4.17 .954 150

Benefits. Provided 1.02 .140 150

Communication 1.06 .238 150

Enriching. Skills 1.02 .140 150

Training. Improves 1.07 .250 150

Good. Career 1.13 .334 150

Perform. Duties 1.11 .318 150

Organization. Helps 1.07 .262 150

Interesting. Work 2.88 1.375 150

Recognition 3.13 1.286 150

Awards. Rewards 3.41 1.011 150

Compensation 3.90 1.214 150

co.worker.relationship 1.68 1.113 150

Factor. Motivates 3.50 1.418 150

INTERPRETATION:

Reliability test was carried out using SPSS software and the reliability of the items was

measured. The result is as follows: It can be seen that the reliability value is more than 0.7. So,

the data is highly reliable.

4.2 STATISTICAL TOOL AND ANALYSIS

4.2.1 SIMPLE PERCENTAGE ANALYSIS

Table-1 Distribution of the respondents on the basis of age

particular Valid Cumulative

Frequency Percent Percent Percent

Up to 20 16 10.7 10.7 10.7

 21 - 25 67 44.7 44.7 55.3

26 -30 38 25.3 25.3 80.7

31 -35 15 10.0 10.0 90.7

Above 35 14 9.3 9.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it refers that 44.7% of the respondents belong to the age group of

21-25 years and 25.3% of the respondents are belongs to age group between 26-30 years, along

with a least percentage 9.3% of the respondents are age group of 35and above years.

It infers that 44.7% of the respondents are belongs to the age group of 21-25 years.

Chart-1 Distribution of the respondents on the basis of age

 Particular Valid Cumulative

Frequency Percent Percent Percent

Table-2 Distribution of
Male 88 58.7 58.7 58.7
the respondents on the basis of

gender Female 62 41.3 41.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it state that 58.7% of the respondents are Males and remaining

41.3% of the respondents are females.

It infers that 58.7% of respondents are Males

Chart-2 Distribution of the respondents on the basis of gender

Table-3 Distribution of the respondents on the basis of marital status

particular Valid Cumulative

Frequency Percent Percent Percent

married 69 46.0 46.0 46.0

unmarried 81 54.0 54.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it denotes that 54.0% of the respondents are Married and remaining

46.0% of the respondents are single.

It infers that 54.0% of respondents are Married.

Chart-3 Distribution of the respondents on the basis of marital status

Table-4 Distribution of the respondents on the basis of Qualification

particular Cumulative

Frequency Percent Valid Percent Percent

 SSLC and below 30 20.0 20.0 20.0

HSC 33 22.0 22.0 42.0

UG 71 47.3 47.3 89.3

PG 8 5.3 5.3 94.7

Others 8 5.3 5.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it shows that 47.3% of the respondents are having their educational

qualification of under graduate, 22.0% of the respondents completed HSC, 20.0%, 5.3% of the

respondents are SSLC & below, 5.3% of the respondents completed other diploma and post

graduates.

It infers that majority of the respondents are belongs to under graduate category with

47.3%.

Chart-4 Distribution of the respondents on the basis of Qualification

Chart-5 Distributions of the respondents on the basis of experience

Particular Valid Cumulative

Frequency Percent Percent Percent

Below 1year 26 17.3 17.3 17.3

2 years 103 68.7 68.7 86.0

Above 2years 21 14.0 14.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it implicit that the majority of the respondents are belongs to two

years experience with 68.7%, 17.3% of the respondents are belongs to below one year of

experience and the 14.0% of the respondents belongs to above two years of experience.
 It infers that majority of the respondents are belongs to two years experience with 68.7%.

Chart-5 Distribution of the respondents on the basis of experience

Table-6 Distribution of the respondents on the basis of Income

particular Valid Cumulative

Frequency Percent Percent Percent

Below 5000 24 16.0 16.0 16.0

5000-10000 98 65.3 65.3 81.3

10001-15000 22 14.7 14.7 96.0

15001-20000 3 2.0 2.0 98.0

 above 20000rs 3 2.0 2.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it reveals that 65.3% of the respondents are belongs to salary group

of Rs5000-10000 ,16% of the respondents are income group of below 5000Rs, 14.7% of

respondents are belongs to salary group of 10001 – 15000Rs, 2% of respondents belongs to

salary group of 15001 – 20000Rs and 2% of respondents belongs to salary group of above

20000Rs.

It infer that 65.3% of the respondents are belongs to salary group of Rs5000-10000.

Chart-6 Distribution of the respondents on the basis of income

Table-7 particular Cumulative Distribution

of the Frequency Percent Valid Percent Percent respondents

on the basis of job

neutral 15 10.0 10.0 10.0
allows using of
agree 67 44.7 44.7 54.7
skills and ability level

strongly agree 68 45.3 45.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it indicates that 45.3% of the respondents are strongly agree that

job allows to using skills and ability level, 44.7% of the respondents are agree, 10% of the

respondents are neutral and none of the respondents disagree and strongly disagree.

It is inferred that 45.3% of the respondents are strongly agree that the job allows to using

skills and ability level

Chart-7 Distribution of the respondents on the basis of job allows using of skills and ability

level
Table-8 Distribution of the respondents on the basis of employee treated with respect on our

work place

particular Cumulative

Frequency Percent Valid Percent Percent

disagree 2 1.3 1.3 1.3

neutral 8 5.3 5.3 6.7

agree 65 43.3 43.3 50.0

strongly agree 75 50.0 50.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it refers that 50% of the respondents are strongly agree that the

employee treated with respect on our work place, 43.3% of the respondents are agree, 5.3% of

the respondents are neutral, 1.3% of the respondents are disagree and none of the respondents are

strongly disagree.

It is inferred that 50% of the respondents are strongly agree that the employee treated

with respect on our work place

Chart-8 Distribution of the respondents on the basis of employee treated with respect on our

work place

Table-9 Distribution of the respondents on the basis of job productive

particular Cumulative

Frequency Percent Valid Percent Percent

disagree 1 .7 .7 .7
 neutral 20 13.3 13.3 14.0

agree 62 41.3 41.3 55.3

strongly agree 67 44.7 44.7 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it is state that 44.7% of the respondents are strongly agree that the

job productivity, 41.3% of the respondents are agree, 13.3% of the respondents are neutral, 0.7%

of the respondents are disagree and none of the respondents are strongly disagree.

It is inferred that 44.7% of the respondents are strongly agree that the job productivity.

Chart-9 Distribution of the respondents on the basis of job productive

Table-10 Distribution of the respondents on the basis of opportunity to develop our own

abilities

particular Cumulative

Frequency Percent Valid Percent Percent

strongly disagree 1 .7 .7 .7

Neutral 28 18.7 18.7 19.3

Agree 56 37.3 37.3 56.7

strongly agree 65 43.3 43.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it denotes that 43.3% of the respondents are strongly agree that the

opportunity to develop our own abilities, 37.3% of the respondents are agree, 18.7% of the

respondents are neutral, 0.7% of the respondents are disagree and none of the respondents are

strongly disagree.

It is inferred that 43.3% of the respondents are strongly agree that the opportunity to

develop our own abilities.

Chart-10 Distribution of the respondents on the basis of opportunity to develop our own

abilities

Table-11 Distribution of the respondents on the basis of organization provides instruction to

do the job correctly

particular Cumulative

Frequency Percent Valid Percent Percent

disagree 1 .7 .7 .7

neutral 17 11.3 11.3 12.0

agree 55 36.7 36.7 48.7

strongly agree 77 51.3 51.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:
 From the above table, it shows that 51.3% of the respondents are strongly agree that the

organization provides instruction to do the job correctly, 36.7% of the respondents are agree,

11.3% of the respondents are neutral, 0.7% of the respondents are disagree and none of the

respondents are strongly disagree.

It is inferred that 51.3% of the respondents are strongly agree that the organization

provides instruction to do the job correctly.

Chart-11 Distribution of the respondents on the basis of organization provides instruction to

do the job correctly

Table -12 Distribution of the respondents on the basis of organization providing a high quality

of tools and techniques

particular Cumulative

Frequency Percent Valid Percent Percent

disagree 2 1.3 1.3 1.3

 neutral 18 12.0 12.0 13.3

agree 55 36.7 36.7 50.0

strongly agree 75 50.0 50.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it implicit that 50% of the respondents are strongly agree that the

organization providing a high quality of tools and techniques, 36.7% of the respondents are

agree, 12% of the respondents are neutral, 1.3% of the respondents are disagree and none of the

respondents are strongly disagree.

It is inferred that 50% of the respondents are strongly agree that the organization

providing a high quality of tools and techniques.

Chart-12 Distribution of the respondents on the basis of organization providing a high quality

of tools and techniques

Table-13 Distribution of the respondents on the basis of promotions is good

particular Cumulative

Frequency Percent Valid Percent Percent

strongly disagree 1 .7 .7 .7

disagree 8 5.3 5.3 6.0

neutral 26 17.3 17.3 23.3

Agree 65 43.3 43.3 66.7

strongly agree 50 33.3 33.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it reveals that 43.3% of the respondents are agree that promotions

are good, 33.3% of the respondents are strongly agree, 17.3% of the respondents are neutral,

5.3% of the respondents are disagree and 0.7% of the respondents are strongly disagree.

It is inferred that 43.3% of the respondents are agree to promotions are good.

Chart-13 Distribution of the respondents on the basis of promotions is good

Table-14 Distribution of the respondents on the basis of supervisor concerned about the

welfare activities of the employee

particular Cumulative

Frequency Percent Valid Percent Percent

strongly disagree 3 2.0 2.0 2.0

disagree 2 1.3 1.3 3.3

neutral 33 22.0 22.0 25.3

Agree 56 37.3 37.3 62.7

strongly agree 56 37.3 37.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it indicates that 37.3% of the respondents are strongly agree that

the supervisors are concerned about the welfare activities of the employees, 37.3% of the

respondents are agree, 22% of the respondents are neutral, 2% of the respondents are strongly

disagree and 1.3% of the respondents are totally disagree.

It is inferred that 37.3% of the respondents are agree that the supervisors concerned about

the welfare activities of the employee.

Chart-14 Distribution of the respondents on the basis of supervisor concerned about the

welfare activities of the employee

Table-15 Distribution of the respondents on the basis of job secured

particular Cumulative

Frequency Percent Valid Percent Percent

strongly disagree 1 .7 .7 .7

disagree 1 .7 .7 1.3
 neutral 36 24.0 24.0 25.3

Agree 45 30.0 30.0 55.3

strongly agree 67 44.7 44.7 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it is refers that 44.7% of the respondents are strongly agree to their

job security, 30% of the respondents are agree, 24% of the respondents are neutral, 07% of the

respondents are strongly disagree and 0.7% of the respondents are disagree.

It is inferred that 44.7% of the respondents are strongly agree to their job security.

Chart-15 Distribution of the respondents on the basis of job secured

Table-16 Distribution of the respondents on the basis of supervisors are helpful to getting a job

from employee

particular Cumulative

Frequency Percent Valid Percent Percent

disagree 5 3.3 3.3 3.3

neutral 28 18.7 18.7 22.0

agree 53 35.3 35.3 57.3

strongly agree 64 42.7 42.7 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it states that 42.7% of the respondents are strongly agree that the

supervisors are helpful to getting a job from employee, 35.3% of the respondents are agree,

18.7% of the respondents are neutral and 3.3% of the respondents are disagree, none of the

respondents are strongly disagree.

It is inferred that 42.7% of the respondents are strongly agree that supervisors are helpful

to getting a job from employee.

Chart-16 Distribution of the respondents on the basis of supervisor helpful to getting a job

from employee

Table-17 Distribution of the respondents on the basis of training opportunities is really helpful

to improving a quality of work

particular Cumulative

Frequency Percent Valid Percent Percent

disagree 5 3.3 3.3 3.3

neutral 28 18.7 18.7 22.0

agree 44 29.3 29.3 51.3

strongly agree 73 48.7 48.7 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:
 From the above table, it denotes that 48.7% of the respondents are strongly agree that the

training opportunities are really helpful to improving a quality of work, 29.3% of the respondents

are agree, 18.7% of the respondents are neutral, 3.3% of the respondents are disagree and none

of the respondents are strongly disagree.

It is inferred that 48.7% of the respondents are strongly agree that the training

opportunities are really helpful to improving a quality of work.

Chart-17 Distribution of the respondents on the basis of training opportunities is really helpful

to improving a quality of work

Table-18 Distribution of the respondents on the basis of finds work stressful

particular Cumulative

Frequency Percent Valid Percent Percent

strongly disagree 58 38.7 38.7 38.7

disagree 22 14.7 14.7 53.3

 neutral 50 33.3 33.3 86.7

Agree 16 10.7 10.7 97.3

strongly agree 4 2.7 2.7 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it shows that 38.7% of the respondents are strongly disagree that

the find work stressful, 33.3% of the respondents are neutral, 14.7% of the respondents are

disagree, 10.7% of the respondents are agree and 2.7% of the respondents are strongly agree.

It is inferred that 38.7% of the respondents are strongly disagree that the find work

stressful.

Chart-18 Distribution of the respondents on the basis of finds work stressful

Table-19 Distribution of the respondents on the basis of proud to be a part of pothys

particular Cumulative

Frequency Percent Valid Percent Percent

disagree 9 6.0 6.0 6.0

neutral 7 4.7 4.7 10.7

agree 55 36.7 36.7 47.3

strongly agree 79 52.7 52.7 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it implicit that 52.7% of the respondents are strongly agree that

they proud to be a part of pothys, 36.7% of the respondents are agree, 6.0% of the respondents

are disagree, 4.7% of the respondents are neutral and none of the respondents are strongly

disagree.

It is inferred that 52.7% of the respondents are strongly agree that they proud to be a part

of pothys.

Chart-19 Distribution of the respondents on the basis of proud to be a part of pothys

Table-20 Distribution of the respondents on the basis of stated objectives and resources

provided by the company

particular Cumulative

Frequency Percent Valid Percent Percent

strongly disagree 1 .7 .7 .7

neutral 16 10.7 10.7 11.3

Agree 67 44.7 44.7 56.0

strongly agree 66 44.0 44.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:
 From the above table, it reveals that 44.7% of the respondents are agree that the stated

objectives and resources provided by the company, 44% of the respondents are strongly agree,

10.7% of the respondents are neutral, 0.7% of the respondents are strongly disagree and none of

the respondents are disagree.

It is inferred that 44.7% of the respondents are agree that the stated objectives and

resources provided by the company.

Chart-20 Distribution of the respondents on the basis of stated objectives and resources

provided by the company

Table-21 Distribution of the respondents on the basis of work allows employees to do best in

particular area

particular Cumulative

Frequency Percent Valid Percent Percent

neutral 26 17.3 17.3 17.3

agree 46 30.7 30.7 48.0

 strongly agree 78 52.0 52.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it indicates that 52% of the respondents are strongly agree that the

work allows employees to do best in particular area, 30.7% of the respondents are agree, 17.3%

of the respondents are neutral, none of the respondents are disagree and strongly disagree.

It is inferred that 52% of the respondents are strongly agree that the work allows

employees to do best in particular area.

Chart-21 Distribution of the respondents on the basis of work allows employees to do best in

particular area

Table-22 Distribution of the respondents on the basis of rewards to linking in a job

performance
 particular Cumulative

Frequency Percent Valid Percent Percent

neutral 16 10.7 10.7 10.7

agree 59 39.3 39.3 50.0

strongly agree 75 50.0 50.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it refers that 50% of the respondents are strongly agree that

rewards to linking in a job performance, 39.3% of the respondents are agree, 10.7% of the

respondents are neutral, none of the respondents are disagree and strongly disagree.

It is inferred that 50% of the respondents are strongly agree that rewards to linking in a

job performance.

Chart-22 Distribution of the respondents on the basis of rewards to linking in a job

performance
Table-23 Distribution of the respondents on the basis of salary by considering at

responsibilities of work

particular Cumulative

Frequency Percent Valid Percent Percent

neutral 15 10.0 10.0 10.0

agree 32 21.3 21.3 31.3

strongly agree 103 68.7 68.7 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:
 From the above table, it states that 68.7% of the respondents are strongly agree that the

salary by considering at responsibilities of work, 21.3% of the respondents are agree, 10% of the

respondents are neutral, none of the respondents are disagree and strongly disagree.

It is inferred that 68.7% of the respondents are strongly agree that the salary by

considering at responsibilities of work.

Chart-23 Distribution of the respondents on the basis of pay salary by considering

responsibilities at work

Table-24 Distribution of the respondents on the basis of given adequate and fair compensation

for the work do the employee

particular Cumulative

Frequency Percent Valid Percent Percent

strongly disagree 1 .7 .7 .7
 disagree 1 .7 .7 1.3

neutral 8 5.3 5.3 6.7

Agree 50 33.3 33.3 40.0

strongly agree 90 60.0 60.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it denotes that 60% of the respondents are strongly agree that the

given adequate and fair compensation for the work do the employee, 33.3% of the respondents

are agree, 5.3% of the respondents are neutral, 07% of the respondents are strongly disagree and

0.7% of the respondents are disagree.

It is inferred that 60% of the respondents are strongly agree that the given adequate and

fair compensation for the work do the employee.

Chart-24 Distribution of the respondents on the basis of given adequate and fair compensation

for the work do the employee

Table-25 Distribution of the respondents on the basis of harmonious relationship with

colleagues

particular Cumulative

Frequency Percent Valid Percent Percent

neutral 33 22.0 22.0 22.0

agree 45 30.0 30.0 52.0

strongly agree 72 48.0 48.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it shows that 48% of the respondents are strongly agree that the

harmonious relationship with colleagues, 30% of the respondents are agree, 22% of the

respondents are neutral, none of the respondents are disagree and strongly disagree.
 It is inferred that 48% of the respondents are strongly agree that the harmonious

relationship with colleagues.

Chart-25 Distribution of the respondents on the basis of harmonious relationship with

colleagues

Table-26 Distribution of the respondents on the basis of working conditions provided by the

company

particular Cumulative

Frequency Percent Valid Percent Percent

strongly disagree 3 2.0 2.0 2.0

disagree 6 4.0 4.0 6.0

neutral 21 14.0 14.0 20.0

 Agree 52 34.7 34.7 54.7

strongly agree 68 45.3 45.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it implicit that 45.3% of the respondents are strongly agree that the

working conditions provided by the company, 34.7% of the respondents are agree, 14% of the

respondents are neutral, 4% of the respondents are strongly disagree and 2% of the respondents

are disagree.

It is inferred that45.3% of the respondents are strongly agree that the working conditions

provided by the company

Chart-26 Distribution of the respondents on the basis of working conditions provided by the

company

Table-27 Distribution of the respondents on the basis of motivation factor

 particular Cumulative

Frequency Percent Valid Percent Percent

salary increase 23 15.3 15.3 15.3

promotion 15 10.0 10.0 25.3

Leave 23 15.3 15.3 40.7

motivational talk 42 28.0 28.0 68.7

recognition 47 31.3 31.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it reveals that 31.3% of the respondents are motivated through

recognition, 28% of the respondents motivated through motivational talk, 15.3% of the

respondents motivated through salary increase, 15.3% of the respondents are motivated through

leave and 10% of the respondents are motivated through promotion.

It is inferred that 31.3% of the respondents are motivated through recognition.

Chart-27 Distribution of the respondents on the basis of motivation factor

Table-28 Distribution of the respondents on the basis of fringe benefits provided

particular Valid Cumulative

Frequency Percent Percent Percent

yes 147 98.0 98.0 98.0

no 3 2.0 2.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it indicates that 98% of the respondents are agree that the

organization provides fringe benefits and 2% of the respondents are not agree.

It is inferred that 98% of the respondents are agree that the organization provide fringe

benefits.
Chart-28 Distribution of the respondents on the basis of fringe benefits provided

Table-29 Distribution of the respondents on the basis of communication and information flow

particular Valid Cumulative

Frequency Percent Percent Percent

Yes 141 94.0 94.0 94.0

No 9 6.0 6.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it refers that 94% of the respondents are satisfied with that the

communication and information flow between the departments and 6% of the respondents are

not satisfied.

It is inferred that 94% of the respondents are satisfied with that the communication and

information flow between the departments.

Chart-29 Distribution of the respondents on the basis of communication and information flow

Table-30 Distribution of the respondents on the basis of training will be enriching the skills of

employee
 particular Valid Cumulative

Frequency Percent Percent Percent

yes 147 98.0 98.0 98.0

no 3 2.0 2.0 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it state that 98% of the respondents are satisfied that the

organization providing training will help to enriching our skills, 2% of the respondents are not

satisfied.

It is inferred that 98% of the respondents are satisfied that the organization providing

training will help to enriching our skills.

Chart-30 Distribution of the respondents on the basis of training will be enriching the skills of

employee
Table -31 Distribution of the respondents on the basis of training improving productivity

particular Valid Cumulative

Frequency Percent Percent Percent

yes 140 93.3 93.3 93.3

no 10 6.7 6.7 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it denotes that 93.3% of the respondents are agreed that the training

will improve the productivity and 6.7% of the respondents are not agreed.
 It is inferred that 93.3% of the respondents are agreed that the training will improve the

productivity.

Chart-31 Distribution of the respondents on the basis of training improving productivity

Table-32 Distribution of the respondents on the basis of good career prospects

particular Cumulative

Frequency Percent Valid Percent Percent

yes 131 87.3 87.3 87.3

no 19 12.7 12.7 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it shows that 87.3% of the respondents are agreed that the

organization have good career prospects and 12.7% of the respondents are not agreed.

It is inferred that 87.3% of the respondents are agreed that the organization have good

career prospects.

Chart-32 Distribution of the respondents on the basis of good career prospects

Table-33 Distribution of the respondents on the basis of free to perform on duties

particular Valid Cumulative

Frequency Percent Percent Percent

 yes 133 88.7 88.7 88.7

no 17 11.3 11.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it implicit that 88.7% of the respondents are satisfied that the

performing our duties freely and 11.3% of the respondents are not satisfied.

It is inferred that 88.7% of the respondents are satisfied that the performing our duties

freely.

Chart-33 Distribution of the respondents on the basis of free to perform on duties

Table-34 Distribution of the respondents on the basis of quality of work life helps to improving

employee productivity

particular Valid Cumulative

Frequency Percent Percent Percent

yes 139 92.7 92.7 92.7

No 11 7.3 7.3 100.0

Total 150 100.0 100.0

(Source: primary data)

INTERPRETATION:

From the above table, it reveals that 92.7% of the respondents are agree that the quality of

work life helps to improving employee productivity and 11.3% of the respondents are not agree.

It is inferred that 92.7% of the respondents are agree that the quality of work life helps to

improving employee productivity.

Chart-34 Distribution of the respondents on the basis of quality of work life helps to improving

employee productivity
4.2.1 CHII-SQUARE TEST

CHII-SQUARE TEST – 1:

ANALYSIS BETWEEN EXPERIENCE AND CAREER OPPORTUNITIES

NULL HYPOTHESIS (H0):

There is no significant relationship between experience and career opportunities and

promotions.

ALTERNATIVE HYPOTHESIS (H1):

There is a significant relationship between experience and career opportunities and

promotions.

Chi-Square Tests
 Asymp. Sig.

Value df (2-sided)

Pearson Chi-Square 21.551a 8 .006

Likelihood Ratio 22.160 8 .005

Linear-by-Linear Association 4.485 1 .034

N of Valid Cases 150

7 cells (46.7%) have expected count less than 5. The minimum expected count is .14

INTERPRETATION:

Hence the p value is grater then 0.05, so, null hypothesis is accepted which states that

there is no significant difference between the respondents regarding experience and career

opportunities.

CHII-SQUARE TEST – 2:

ANALYSIS BETWEEN QUALIFICATIO AND RESPONSIBILITIES AT

WORK

NULL HYPOTHESIS (H0):

There no significant relationship between qualification and organization pay salary by

considering responsibilities at work.

ALTERNATIVE HYPOTHESIS (H1):

There is significant relationship between qualification and organization pay salary by

considering responsibilities at work.

Chi-Square Tests

Particular Asymp. Sig.

Value df (2-sided)

Pearson Chi-Square 10.696a 8 .220

Likelihood Ratio 13.749 8 .089

Linear-by-Linear Association 1.835 1 .176

N of Valid Cases 150

6 cells (40.0%) have expected count less than 5. The minimum expected count is .80.

INTERPRETATION:

Hence the p value is grater then 0.05, so, null hypothesis is accepted which states

that there is no significant difference between the respondents regarding qualification and

responsibilities at work.

4.2.2 FACTOR ANALYSIS

Component Matrix

1 2 3 4 5 6

Secured 0.786

Working. Conditions 0.757

Own. Abilities 0.729

Job. Productive 0.714

respect.in.work.place 0.705

skills.ability.level 0.695

Supervisor. Helpful 0.655

Welfare. Activities 0.636

Resources. Provided 0.624

Training. Opportunities 0.611

part.of.pothys 0.604

Rewards 0.561

Promotions 0.537 0.508

Work. Stressful 0.534

Job. Correctly 0.531 0.5

Relationship. Colleagues 0.525

 Particular. Area 0.448

Factor. Motivates 0.394

Tools. Techniques 0.559 0.569

Perform. Duties 0.523

Good. Career 0.435

Training. Improves 0.579

fair.compensation 0.492

Benefits. Provided 0.474

Organization. Helps 0.432

Communication 0.386

Responsibilities 0.532

Enriching. Skills 0.664

Extraction Method: Principal

Component Analysis.

6 components extracted.

INTERPRETATION:

From the above table it infers that after 6 rotation convergent iteration it found that there

are 6 set of variance has been found from this factor analysis. Those factors have been named

below. The first factor is organization benefit which consists of 4 variables. The second factor
named as work performance. The 3rd factor is motivation. The 4th factor is responsibilities. The

5th factor is rap work. The last factor named it as enriching skills. It says that by implementing

these factors they help to increasing quality of work life of employee

CHAPTER - 5

5.1 FINDINGS

 Most of the respondents belong to the age group of 21-25 years.

 Most of the respondents belong to the male gender.

 Most of the respondents are married.

 Most of the respondents are belongs to under graduate category.

 Majority of the respondents are belongs to two years experience.

 Majority of the respondents are belongs to salary group of Rs5000-10000.

 Most of the respondents are strongly agree that the job allows using of skills and ability

level.
 Most of the respondents are strongly agreed that the employee treated with respect on our

work place.

 Most of the respondents are strongly agree to job productivity.

 Most of the respondents are strongly agree that there is opportunity to develop our own

abilities.

 Most of the respondents are strongly agree that the instruction provides to do the job

correctly.

 Most of the respondents are strongly agree that organization providing a high quality of

tools and techniques.

 Most of the respondents are agree that promotions are good.

 Most of the respondents are strongly agree that the supervisors concerned about the

welfare activities of the employee.

 Most of the respondents are strongly agree that the job is secured.

 Most of the respondents are strongly agree that the supervisors are helpful to getting a

work from the employees.

 Majority of the respondents are strongly agreed that the training opportunities are really

helpful to improving a quality of work.

 Most of the respondents are strongly disagree to find work stressful.

 Most of the respondents are strongly agree that they proud to be a part of pothys.

 Most of the respondents are agree that to stated objectives and resources provided by the

company.

 Majority of the respondents are strongly agreed that the work allows employees to do

best in particular area.

 Most of the respondents are strongly agree that there is a rewards to linking in a job

performance.

 Majority of the respondents are strongly agreed to pay salary by considering

responsibilities at work.

 Majority of the respondents are strongly agreed to given adequate and fair compensation

for the work do the employee.

 Most of the respondents are strongly agree to harmonious relationship with colleagues.

 Most of the respondents are strongly agree to working conditions provided by the

company.

 Most of the respondents are motivated through recognition.

 Majority of the respondents are agreed that the organization provide fringe benefits to the

employees.

 Majority of the respondents are satisfied with the communication and information flow

between the departments.

 Majority of the respondents are satisfied with the organization providing of trainings will

help to enriching our skills.

 Majority of the respondents are agreed that the training will improve the productivity.

 Majority of the respondents are agreed that the organization have good career prospects.

 Majority of the respondents are satisfied to performing of duties freely.

 Majority of the respondents are agreed that the quality of work life helps to improving

employee productivity.
5.2 SUGGESTIONS

 Job satisfactions are found to be good and it can improve by providing the satisfactory

work place facility arrangement.

 The organization can provide regular medical checkup for improving the medical

facilities.

 The organization can provide effective training for efficient performance of employees.

 The Organization can appoint special computer trainee to meet out the present

computerization of the department.

 The Organization can improve the infrastructure for efficient working of individuals.

 The Organization can review the promotion policies.

 The Organization can concentrate on transfer policies especially for female employees.
 5.3 CONCLUSION

From the study it is clears that the Quality of work life of Employees in pothys textiles &

readymade, Coimbatore. This research highlights some of the small gaps in employees work life

Satisfaction towards the Company. The Quality Mission should include not only the quality of

products; but also for the quality of work life of the employees. Quality of work life can be

improved upon by having good supervision, good working conditions, good pay and benefits, an

interesting and challenging, and a rewarding job, more positive Industrial relations processes,

the greater the possibility of improved Quality of Work Life. Positive Industrial Relations should

ensure better wages, flexible hours of work, employment benefits, career prospects, job

satisfaction, and meaningful employee involvement in decision making etc. ultimately it leads to

better Quality of Work Life. Since the employees are the backbone of the company, the company

should satisfy them in order to improve the business in higher competitive market of the

liberalized economy considering the above mentioned factors. The suggestions were given in this

study which will help the organization to create a good quality of work life among the employees

in pothys textiles & readymade, Coimbatore.

BIBLIOGRAPHY
REFERENCE BOOKS:

 K. Aswathappa, “Human Resources and Personnel Management”,Tata McGraw-Hill

Publishing Company private Limited, New Delhi-110 008, (1997).

 Kunal gaurav, “Quality of Work Life (QWL) & Employee Satisfaction”, Published on

GRIN Verlag, (2012).

 Sharon degideo,Richard A.swanson, “ Human resource Development”, Published on

University of Minnesota, Department of Vocational and Technical Education, (1985).

 C.R. Kothari, “Research Methodology”, Wishwa Prakashan publishing, Chennai -17,

(2001).

 T.N. Srivastava & Shailaja Rego, ” Business Research Methodology”, Tata McGraw-Hill

Publishing Company private Limited, New Delhi-110 008, (2011).

 Jyothi P. And DN Venkatesh, “Human Resource Management”, published on Oxford

University press (2006).

JOURNAL:
  Dov Elizur, "Quality Circles and Quality of Work Life", International Journal of

Manpower, Vol. 11 Iss: 6, (1990).

 Arshad, R. & Sparrow, P.R. (2010) International Journal of “Human Resource

Management”. 21 (11): 1791-1813.

WEBSITES:

 www.pothys.com

 www.citehr.edu

 www.doaj.org

 www.12manage.com

 www.scribd.com
APPENDIX

A STUDY ON “QUALITY OF WORK LIFE OF EMPLOYEES” IN

POTHYS, COIMBATORE

QUESTIONNAIRE

1. Personal Details:

 NAME (OPTIONAL) : …………………………………

 AGE : Up to 20 21-25 26-30

31-35 Above 35

 GENDER : Male Female

 MARITAL STATUS : Married Unmarried

 QUALIFICATION : SSLC & below HSC UG

PG others

 DESIGNATION : …………………………………….

 EXPERIENCE : Below 1 year 2 year Above 2 year

 INCOME : below 5000 5000-10000 1000115000

 15001-20000 above 20000

2. The Job allows me to use my skills and abilities to the maximum level

Strongly agree Agree Neutral Disagree Strongly Disagree

3. I am treated with respect in my work place

Strongly agree Agree Neutral Disagree Strongly Disagree

4. Conditions in the job allows me to be productive

Strongly agree Agree Neutral Disagree Strongly Disagree

5. The organization provides an opportunity to develop my own abilities

Strongly agree Agree Neutral Disagree Strongly Disagree

6. The organization provides enough instruction to do the job correctly

Strongly agree Agree Neutral Disagree Strongly Disagree

7. The organization is providing a high quality of tools and techniques to do the job

Strongly agree Agree Neutral Disagree Strongly Disagree

8. My career opportunities and promotions are good

Strongly agree Agree Neutral Disagree Strongly Disagree

9. The supervisor is concerned about the welfare activities of the employees

 Strongly agree Agree Neutral Disagree Strongly Disagree

10. The job is secured

Strongly agree Agree Neutral Disagree Strongly Disagree

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

Strongly agree Agree Neutral Disagree Strongly Disagree

12. The training opportunities are really helped me to improving the quality of work.

Strongly agree Agree Neutral Disagree Strongly Disagree

13. How often do you find work stressful?

Strongly agree Agree Neutral Disagree Strongly Disagree

14. I am proud to be a part of pothys

Strongly agree Agree Neutral Disagree Strongly Disagree

15. There is a balance between stated objectives and resources provided by the company.

Strongly agree Agree Neutral Disagree Strongly Disagree

16. I feel that my work allows me to do in a particular area where I can do best.

Strongly agree Agree Neutral Disagree Strongly Disagree

17. The company does a good job of linking rewards to job performance

Strongly agree Agree Neutral Disagree Strongly Disagree

18. My organization will pay salary by considering responsibilities at work

Strongly agree Agree Neutral Disagree Strongly Disagree

19. I am given adequate and fair compensation for the work I do?

Strongly agree Agree Neutral Disagree Strongly Disagree

20. There is a harmonious relationship with our colleagues in the company.

Strongly agree Agree Neutral Disagree Strongly Disagree

21. I am satisfied with the working conditions provided by the company.

Strongly agree Agree Neutral Disagree Strongly Disagree

22. Which factor motivates you the most?

Salary increase Promotion Leave Motivational talk Recognition

23. Whether the fringe benefits are provided to you….

Yes No

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

Yes No

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

Yes No
26. Your suggestion & recommendations:

………………………………………………………………………………………………

………………………………………………………………………………………………………