INTRODUCTION

 Quality of work life refers to the favorableness or unfavorableness of a

total job environment of the people. The basic purpose is to develop jobs
and working conditions that are excellent for people as well as for the
economic health of the organization.
 Richard and J. Loy define Quality of Work Life means “the degree
to much the members of the working organization are able to satisfy
important personnel needs through their experience in the
organization.”
 Q- QUEST FOR EXCELLENCE
 U- UNDERSTANDING
 A- ACTION
 L- LEADERSHIP
 I- INVOLVEMENT
 T- TEAM SPIRIT
 Y- YARDSTICK TO MEASURE PROGRESS
 OBJECTIVE
 To study the socio-demographic detail of the employees respondents.
 To study the perception level of employees to determine the Quality of work
life of the employees
 To study the social relevance with work life pattern of the employees at
 To study the balance between the work and home life of the employees.
 To study the overall Quality of work life of employees
 HYPOTHESIS
 There is a significant difference between the departments
of the respondents with regard to various dimension of
QWL.
 There is a significant difference among the designation of
the respondents with regard to various dimension of QWL
 There is a significant relationship between the experiences
of the respondents with regard to overall QWL.
RESULT ANALYSIS
 TABLE:- 1 EMPLOYEE WORK WORK SCHEDULE
EXPERIENCE

 INTERPRETATION:- 45 Evening shift

 The survey depicts that 40% of the 40

respondents of CMIT are willing to

Percentage
35
work in evening shifts and 26% of 30 Night shift

respondents are willing to work in 25

night shifts & 24% of the employees 20
are interested to work in dayshifts 15
Day shift

& 8% of the employees like to work

10
in rotating shifts & 2% of employees
wants to work in irregular shifts 5 Irregular shifts /on-
call
0
 From the above most
of the employees are interested to Category Rotating shifts
work in Evening shifts.
CAREER DEVELOPMENT
INTERPRETATION:-
The survey depicts that 54%of the
CAREER DEVELOPMENTAL ACTIVITIES
employees say that the career
developmental activities are good and
24%felt it is very good and 16%of the 60
employees felt that it is satisfactory 50
and4%of the employees felt it is bad

Percentage
40
and 2%of the employees felt it is
excellent. 30
20
10
0
A B C D E
Category
OVERALL QUALITY OF WORKLIFE
INTERPRETATION:-
From the survey, 32% of the QUALITY OF WORK LIFE
employees feel that better pay &
conditions could improve quality
of work life & 30% feel that better 35
development & 18% of the 30
employees are of the opinion that 25
more suitable working hours will
20
improve quality of work life 12% Percentage
of the employees feel that better 15
management & 8% of the 10
employees feel none of the above. 5
From the above most of
0
the employees felt that better pay A B C D E F
and conditions improve the quality
of work life. Category
FINDINGS
 Most of the employees covered under my study have not been found to
be feeling any stress in the job related and working environment.
 The employees in general felt that the work culture in the company is
good.
 It has been an interesting revelation that there is no employee is
working here just for the sake of the job and most of the employees are
comfortable but also feeling proud of being in organisation.
 The training and development modules have been developed in a
systematic way where in employee training need is assessed and met
timely i.e. they are trained in due course.
 Coming to study of personal attitudes, the employees have been found
to be optimistic, sincere and they never try to avoid work.
CONCLUSION
Dissatisfaction with working life affects the workers
some time or another, regardless of position or status.
The frustration, boredom and anger common to
employees can be costly to both individuals and
organisations. Managers seek to reduce job
dissatisfaction at all organizational levels, including
their own. This is a complex problem, however,
because it is difficult to isolate and identify the
attributes which affect the quality of working life.
Profitability of a company is linked to satisfaction of
its work force.
Thank you