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A STUDY ON QUALITY OF WORK LIFE AMONG EMPLOYEES AT SUNPOWER CEMENTS KANJIKODE

Presented by : Shihab C P

ORGANISATION PROFILE
COMPANY PROFILE SUNPOWER CEMENTS was incorporated on 23rd march 2007 and commenced production in 2007 at its Kanjikode plant. The company capital outlay of Rs.24 crores. It is rated to produce 1.5 lakh tons of cement per annum at its Kanjikode plant.

The total capacity is 2.5lakh tons.

Company Details Name Founder : Sunpower Cements : Shameer Dawood

Year
Capital Present owner

: 2007
: 24 crore : Shameer Dawood

Total Employees : 128

PROBLEM STATEMENT
The Management of SUNPOWER CEMENTS LTD, KANJIKODE was worried about the poor QWL over the last few years. The matter was discussed with the managers and Trade Unions in the company several times. During discussions, The Management decided to study, analyze and understand the reasons for the above. It was also finalized to entrust the study with Lead College of Management where few students are doing Project works as part of their MBA programme. Accordingly, the above study was carried out by me as a minor project work.

OBJECTIVES OF THE STUDY


PRIMARY OBJECTIVES To gain an insight in to the current work life balance issues of the employees in Sun Power cements

SECONDARY OBJECTIVES To recommend measures to improve the quality of work life at Sun Power cements. Kanjikode, Palakkad

RESEARCH METHODOLOGY
Research Design The type of research design used in the project was DESCRIPTIVE RESEARCH, because it helps to describe a particular situation prevailing within a company. Sampling Technique SIMPLE RANDOM SAMPLING method was used in this project. Since population was not of a homogenous group, Stratified technique was applied so as to obtain a representative sample. Both the Primary and Secondary data collection method were used in the project.

Cont
SIZE OF THE SAMPLE

For a research study to be perfect the sample size selected should be optimal i.e. it should neither be excessively large nor too small. Here the sample size was bounded to 46.
QUESTIONNAIRE DESIGN & DATA COLLECTION METHOD

Both the Primary and Secondary data collection method were used in the project. The primary data was collected by means of a Structured Questionnaire. The questionnaire consisted of 18 questions in printed form The secondary data was collected from the books, journals, company records etc.

REVIEW OF LITERATURE
The term Quality of Work Life refers to the favorableness or unfavourableness of a total job environment for people. Various authors and researchers have proposed models of Quality of work life which include a wide range of factors. COMPONENTS OF QUALITY OF WORK LIFE There are ten areas which may be more important QWL issues that include: Wage, pay or salary. Employee benefits (the most often mentioned issues are health care and retirement). Job security Alternative job schedules Job stress Participation in decisions that affect them Democracy in the working place Profit sharing Pension benefits and other retirement benefits Company policies designed to improve workers welfare

Cont
Mirvis and Lawler (1984) suggested that Quality of work life was associated with satisfaction with wages, hours and working conditions, describing the basic elements of a good quality of work life as; safe work environment, equitable wages, equal employment opportunities and opportunities for advancement Baba and Jamal (1991) listed what they described as typical indicators of quality of work life, including: job satisfaction, job involvement, work role ambiguity, work role conflict, work role overload, job stress, organizational commitment and turn-over intentions. Baba and Jamal also explored routinisation of job content, suggesting that this facet should be investigated as part of the concept of quality of working life.

The recent publication of National Institute of Clinical Excellence (NICE) public health guidance 22; Promoting mental wellbeing through productive and healthy work conditions emphasizes the core role of assessment and understanding of the way work environments pose risks for psychological wellbeing through lack of control and excessive demand.

DATA ANALYSIS
The Tool used for data analysis is Percentage analysis PERCENTAGE ANALYSIS One of the simplest methods of analysis is the percentage method. It is one of the traditional statistical tools. Through the use of percentage, the data are reduced in the standard form with the base equal to 100, which facilitates comparison. The formula used to compute Percentage analysis is,

TABLES AND CHARTS


The collected datas are tabulated and analysed with the help of following tables and charts.
Satisfaction level of employees related with salary package Satisfaction level of employees related with current job Satisfaction level of employees related with casual leave with pay Satisfaction level of employees related with medical facilities Satisfaction level of employees related with bonus Satisfaction level of employees related with canteen facilities Satisfaction level of employees related with ESI & PF Satisfaction level of employees related with health & safety working condition Satisfaction level of employees related with job security Satisfaction level of employees related with promotion policy Proper communication when changes occur Cordial relationship among employees Satisfaction level of employees related with training methodology Satisfaction level of employees related with Performance appraisal Satisfaction level of employees related with grievance redressel Reward recognition Satisfaction level of employees related with Career development Freedom to do their own work

FINDINGS
Findings from the study, Most of employees are neutral with the salary package. Average number of employees are satisfied with the current job is 33%. Only a few of employees are satisfied with casual leave with pay Half of total employees are satisfied with the medical facilities. The percentage of employees are satisfied with the bonus is 41%. The organization have a good canteen facility. Most of the employees are satisfied with the ESI & PF. The company posses good healthy and safety working conditions. The company provides comparatively good level of job security and promotion policies.

Cont.
The management is weak in keeping the employees well informed about changes Around half of total employees are satisfied with their work relations and the training programs The company have a better performance appraisal system. Most of the employees are satisfied with grievance redressal system. The reward system of the company is very poor. 46% of employees are satisfied with the career development. The company provides good freedom to the employees for doing their own work.

RECOMMENDATIONS
Gift vouchers for the top performers in the department for giving an innovative idea for solving problems which is cost saving, time saving and is beneficial to the organization. The company should have good relationship between employer and employee. Safety equipments must be replaced once in the six months for preventing the health hazards.

Pure drinking water and ventilation facilities for employees should be made
available. No, welfare schemes could succeed without the active support of the workers, so they should be allowed to participate in the formulation and administration of any

welfare scheme to achieve the real objective of the scheme


Job rotation if possible can be practised.

Cont.
Improving more policies and some good entertainment and relaxation programs for employees. Improve good relationship with employees and provide friendly environment in the organization. Make the employees to enjoy the work.

Establish career development systems Help to satisfy the employees esteem needs. A kind of workers participation should brought into for increasing the
morale of the workers. More management skill development programmes should be introduced. Recreation facility should be provided for the employees for the employees for removing the stress.

BIBLIOGRAPHY
Lawler III E and Porter L, (1966). Managers pay and their satisfaction with their pay. Personnel Psychology. XIX 363-73 Mullarkey S, Wall T, Warr P, Clegg C & Stride C (1999) Eds.. Measures of Job Satisfaction , mental Health and Job-related Well-being. Inst Work psychol.. Elizur D & Shye S 1990 Quality of work life and its relation to quality of life. Applied psychology: An international review. 39 3 275-291 Taillefer,-Marie-Christine; Dupuis,-Gilles; Roberge,-Marie-Anne; Le-May,-Sylvie (2003) Health-related quality of life models: Systematic review of the literature. Social-Indicators-Research. Nov; Vol 64 (2): 293-323 http://en.wikipedia.org/wiki/Quality_of_working_life Human resources and performance management - Published by Tata mc grew- Hill Published company new Delhi K. ASHWATHAPPA Personnel / human resources management - Published by Konark publication private ltd - SUBHA RAO AND VSP RAO Company details are available in their website www.sunpowercements.com

Thank You.

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