Chapter1

INTRODUCTION

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Employees at the grass root level experience a sense of

frustration because of low level of wages, poor working conditions,

unfavorable terms of employment, inhumanity treatment by their

superiors and the like whereas managerial personnel feel frustrated

because of alienation over their conditions of employment,

interpersonal conflicts, role conflicts, job pressures, lack of freedom in

work, absence of challenging work etc.,

Job discontent and job pressures have their substantial effect on

employees’ health in the form of reduction in general happiness,

increase in smoking, drinking, putting on excess body weight, etc.

frustration might also be due to absence of recognition, tedious work,

unsound relations with work overload , monotony, fatigue, time

pressures, lack of stability and security, etc., In view of the

contemporary managerial problems, the present day employees are

much concerned about high wages, better benefits, challenging jobs

etc.,.

Meaning

In the recent past, the term “Quality of Work Life” (QWL) has

appeared in research journals and the press with remarkable

regularity. Despite this, there is no general definition of the concept: it

has become a catchall phrase encompassing what ever improvement

in general organizational climate the practitioner or researcher has

observed. However, some attempts were made to describe the term

QWL. It refers to the favorableness or unfavourableness of a job

environment for people.

QWL means different things to different people. J.Richard and

J.Loy define QWL, as “The Degree to which members of a work

organization are able to satisfy important personnel needs through

their experience in the organization.

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Definitions:

QWL improvements are defined as any activity, which takes

place at every level of and organization, which seeks greater

organizational effectiveness through enhancement of human degree

and growth….. A process through which the stake holders in the

organization- 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

twin and simultaneously goals of an improved quality of life at work for

all members of the organization and greater effectiveness for both the

company and the unions.

Key elements of the definition are highlighted as being

promote human dignity and growth

work together collaboratively

participative determine work changes and

Assume compatibility of people and organizational goals.

RESEARCH OBJECTIVES

Before embarking on actual research objectives of study have to

be ascertained. The main Objectives of this study are as fallows:

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1. To identify the present practices of Quality of work life in the

organization.

2. To know the Quality of work life program was in accordance

with the companies objectives.

3. To know the Quality of work life program contributed for the

employees, personal development.

4. To see if the Quality of work life program was effective or

not.

5. To see if the Quality of work life program was effectively

evaluated or not.

6. To suggest measures to improve quality of work life

techniques if necessary

RESEARCH METHODOLOGY

RESEARCH:-

Research in common refers to a search for knowledge. We can

also define research as a scientific and systematic search for pertinent

information on a specific topic.

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D.Slesinger and M.Stephenson define research as the

‘manipulation Of things, concepts or symbols for the purpose of

generalizing to extend, Correct or verify knowledge, whether that the

practice of an art”.

RESEARCH METHODOLOGY:-

Research methodology is a way to systematically solve the

research Problem. The steps adopted by the researcher to solve the

research problem.

RESEARCH PROCESS:-

Research process consists of series of actions or steps necessary

to effectively carry out research.

The various steps, which provide useful guideline regarding

research Process.

1. Formulating research problem

2. Extensive literature survey

3. Determining sample design

4. Collecting the data

5. Execution of the project.

6. Analysis of the data

7. Interpretation and suggestions.

8. Conclusions

9. Preparation of the report

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NATURE OF STUDY:-

The study was totally a fact-finding study. The main aim of this is

to identify and evaluate the training and development program given

to the employees working in ICICI Prudential Life Insurance Company.

Hyderabad.

STUDY AREA:-

The study has been conducted in ICICI Prudential Life

Insurance Company, Hyderabad.

SAMPLE DESIGN:-

A sample design is definite plan determined before data was

actually collected for obtaining a sample from given population in this

study random sampling is used. This sampling method involves

purposive or deliberate selection of particular units of the population

for constituting a sample, which represents the population.

SAMPLE SIZE:-

The sample size taken for survey includes 100 employees. The

sample Takes into consideration/constitute all the managers and

programmers in the organization.

COLLECTING THE DATA:-

In dealing with any problem it is often found that data at hand

are inadequate and therefore it becomes necessary to collect data that

are appropriate. These are several ways of collecting the appropriate

data, which defer considerably. In context of time and other resources.

Here for the purpose of study two kinds of data has been used.

1. primary data

2. Secondary data.

1. PRIMARY DATA:-

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The Primary data are those, which are collected afresh for the

first Time, and thus happens to be original in character. With reference

to This study, data is collected through

a) Questionnaire

b) Interview method.

a) Questionnaire Method:-

Data is gathered by distributing questionnaire to managers and

Programmers. Questionnaire is prepared and pre tested before

using it For data collection.

Questionnaire is a structured one consisting of questions,

Which are close, ended having fixed response pattern with multiple

Answers.

b) Interview method:

the study also includes obtaining information from

Knowledgeable persons. This interview is an informal or unstructured

One with competent and articulate individuals, programmers and

professionals of the organization.

2. SECONDARY DATA:-

The secondary data are those that are already available, i.e.

they Refer to the data, which have already been collected and

analyzed by some one else. Secondary data is gathered from the

organization Catalogues, Journals and books.

SCOPE OF THE STUDY

The study with the prime objectives of ascertaining the

employers Towards the quality of work life program, which are required

to perform Their jobs effectively, in ICICI prudential Life Insurance

Company. Hyderabad. The studies include managers and

programmers.

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Quality of work life:

8

“Throughout my career, it has been clear to me can accomplish

our Mission and provide the level of service the public demands

only of we recruit and retain the best and the brightest and

provide them with a work environment that supports them in

getting their job’s done”.

“Monitoring employee views about the quality of their work and

the quality of their work life helps us get a sense of our strengths

as an employer and identify areas where improvements can be

made”

The defining of quality of work life involves three major parts:

occupational health care, suitable working time and appropriate salary.

The safe work environment provides the basis for the person to

enjoy Working.

The work should not pose a health hazard for the person. The

employer and employee, aware of their risks and rights, could achieve

a lot in their mutually beneficial dialogue.

The working time has been established by the state according to

legislation, which is a 40-hour working week in Estonia. The standard

limits on overtime, time of vacation and taking of free days before

national holidays have been separately stipulated. The differences

regarding the working time have been established for the persons less

than 18 years of age, pregnant women, breast-feeding mothers and

the person raising the disabled child.

The employee and the employer agree upon the

appropriate salary. The government of the Republic establishes each

year the rate of minimum Salary; the employer should not pay less

than that to the employee.

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Work represents such a role in life, which has been designated to

it by the person himself. On the one hand work is an earning of one’s

living for the family, on the other hand it could be a self- realization

providing enjoyment and satisfaction.

Quality of work life (QWL) concerns about employee

commitment, morale and skills during a period of downsizing,

reorganizations, furloughs and rapid technological change. Recognizing

the achievement of missions and goals require high performing

employees to address workforce issues.

Balancing personal and professional lives is a challenge that we

must meet. Balance, in my view, makes us more successful in all

aspects of our lives.

Importance of QWL

Quality of work life programs has become important in the

workplace for The following reasons:

Increased women in the workforce

Increased male involvement in dependent care (child and elder)

activities

Increased responsibility for elders

Increased demands at work

Loss of long term employment guarantees

The need for enhanced workplace skills

Increased competition for the best students and talent for

education and research environments

Greater competition for talent

QWL programs have been found to:

Improve workplace morale

Encourage employee commitment

Support recruitment

Encourage retention

Enhance productivity

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Reduce absenteeism; and

Maximize staff resources

The programs, policies and services offered through QWL programs:

a. support faculty and staff efforts to manage the competing

demands of work and personal life,

b. support health promotion and wellness, and

c. Express appreciation for faculty and staff contribution to the

University, highlight outstanding individual contributions, and

Recognize long term commitment.

Quality of work life who need that?

As devoted Internauts, or Net-Nuts, we know that we just can’t

top “working at it,” discovering, creating and sharing new stuff. Right?

We’re all so busy… Psychologically, work has always been one of the

most significant of human experiences. But when for May people sex

and relationships are troublesome---since they are often Hazardous to

our health---work plays and even greater role in keeping us “out of

trouble.” Regardless 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 level of technology-related stress, many

of us end up involved in more than on job, which we feel compelled to

get done, spending the greatest portion of our lives in what

We consider our workplace. So, Quality of Work Life (QWL) is not

some notion of frivolous luxury. QWL is just as real and useful as virtual

reality itself.

Equally experienced, open-minded, goal-oriented professionals-

men and women have occupation the brainchild of Quality of Work

Life Services, Manhattan-based, woman- created enterprise, QWL

SPACE with sense of Proportion, future humanity and humor. QWL

Services invites you to hang out at our expanding venues toward the

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overall enrichment of your work life and toward access to healthier

lifestyles.

About QWL Objectives

Three main objectives for the QWL Initiative:

Improve employee satisfaction;

Strengthen workplace learning: and

Better manage on –going change and transition

Criteria for measuring QWL

Richard E. Walton explains QWL in terms of eight broad

conditions of employment that constitute desirable QWL. The proposed

the same criteria for measuring QWL. These criteria/ conditions include:

Adequate and fair compensation

Safe and health working conditions

Opportunity to use and develop human capacities

Contrary to the traditional assumptions, QWL is improved…” to the

extent that the worker can exercise more control over his or her

work, and the degree to which the job embraces an entire

meaningful task “but not a part of it. Further, QWL provides for

opportunities like autonomy in work and participation in planning in

order to use human capabilities.

Opportunity for Career growth

Opportunities for promotion are limited in case of all categories

of Employees either gibe to educational barriers or limited openings

at higher Level. QWL provides opportunities for continue growth and

security by Expanding one’s capabilities, knowledge and

Qualification.

Social integration in the workforce

This can be established by creating freedom from prejudice,

Supporting primary work groups, a sense of community inter-

personnel Openness, egalitarianism and upward mobility.

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Constitutionalism in work Organization

QWL provides constitutional protection to the employees only to

the Level of desirability on such matters as privacy, free speech,

equity and due Process.

work and QWL

QWL provide for balanced relationship among work, non-

work, and Family aspects of life. In other words, family life and

social life should be Strain by working hours including over time

work, work during inconvenient Hours, business travel, transfers,

vacations etc…..

social relevance of work

QWL is concerned about the establishment of social relevance to

work in a socially beneficial manner. The worker’s self-esteem would

be high if this work is useful to the society and vice versa is also true.

It is worth nothing that often the condition that contribute to

motivation like equitable salaries, financial incentives, effective

employee selection etc….will also contribute indirectly to QWL. Some

of these activities like job enrichment might contribute indirectly to

QWL by tapping the workers high-order need, and motivating them.

Still other activities may contribute directly to QWL providing for a

safer work place, less discrimination on the job, and so forth.

Specific issues in QWL

Trade unions claim that they are responsible for the improvements in

various facilities to the workers where as management takes credit fro

improved salaries, benefits and facilities. However, HR manger has

Specific issues in providing them so as to maintain a higher order QWL.

Klott, Mundick and Schusterd suggested 11 major QWL issues, They are

as follows.

Pay and stability of employment

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Good pay still dominates most of the other factors in employee

Satisfaction. Various alternative means for providing wages should

be developed in view of increase in cost of living index, increase in

levels and rates of income tax and profession tax . Enhancing the

facilities for human resource development can provide stability to a

greater extent.

Occupational stress

Stress is a condition of strain on one’s emotions, thought process

and physical condition. It is determined by the nature or work,

working conditions, working hours, pause in the work schedule,

worker’s abilities and nature and match with the job requirements.

Stress is caused due to irritability, hyper excitation or depression,

unstable behavior, fatigue stuttering, trembling, psychosomatic

pains, heavy smoking and drug abuse. Stress adversely affects

employee’s productivity. The HR manager, in order to minimize the

stress, has to identify, prevent, and tackle the problem. He may

arrange for the treatment of the problem with the health unit of the

company.

Organizational health programs

Effective implementation of health programs result in reduction

in absenteeism, hospitalization, disability, excessive job turnover

and premature death. They should also cover relaxation, physical

exercise, diet control etc..,

Alternative work schedules

Alternative work schedules including work at home, flexible

working hours, staggered hours, reduced work week, part time

employment that may be introduced for the convenience and

comfort of the workers.

Participative management control

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Workers feel that they have control and over their work, use

their Skills and make a real contribution to the job if they are

allowed to Participate in creative and decision making process.

Recognition

Recognizing employee as a human being rather than as a laborer

Increases the QWL. Participative management award and reward

System, congratulating the employees for their achievement, job

Enrichment, offering prestigious to the jobs, providing well

Furnished and decent work place offering membership in clubs or

Associations, providing vehicles or some of the means to recognize

the Employees.

Congenial superior sub-ordinate relationships

Harmonious supervisor workers relations give the worker a

sense of Social association, a sense of belongingness; we should not

ignore the Impact of social relations at the work place the

productivity resulting from this.

Grievance procedure

Proper grievance procedure that is quick and justified gives

employees an opportunity to vent their feelings and represent their

case.

Adequacy of resources

Resources should match with the stated objectives, otherwise,

Employees will not able to attain them resulting in employee

dissatisfaction and lower QWL.

Senior merit in promotions

Companies either take seniority or merit as basis for promoting

the employees, each of these methods have their relative

disadvantages and hence it is advisable to take both of them

together in promotion policy there by resulting in higher QWL.

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Employment on permanent basis

Job security adds a lot not to QWL, for employees working on

Temporary basis or on probation are constantly worried about this.

Employing them on permanent basis reduces their sense of

insecurity and enhances the QWL.

Strategies to improve QWL

Self managed work teams

These are also called as autonomous work groups or integrated

work teams, they are formed with 10 to 20 employees who plan, co-

ordinate and control the activities of the team with the help of a

team leader who is one among them.

Job redesign and enrichment

Jobs can be redesigned to cater the changing needs and thereby

help employees in increasing their worth. Jobs redesigned enrich

and satisfy the higher order human needs.

Effective leadership and supervisory behavior

Organization should aim at adopting the most effective style of the

leadership and a congenial relationship between both the managers

and supervisors is essential.

Career development

Provision for career planning, communicating and counseling the

employees about the career opportunities , careers path, education

and development and for second careers should be made.

Alternative work schedules

This provides for flexibility in working hours and part time jobs. This

will also help working couples and students.

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Job security

this is one of the most important motivating factors and tops the

employees’ priority list and needs to be adequately taken care off.

Administrative and organizational justice

The principles pf justice and equity should be adopted by the

organization and all the administrative policies should aim to satisfy

employees in this regard.

Participative management

This creates sense of pride and responsibility among the

employees. Organization adopt various strategies in this regard

“Quality Circles” being the most popular among them.

QWL Accomplishments

Since the QWL initiative was announced, many important changes

have occurred to improve the quality of work life for employees.

These changes include, but are not limited to, the following;

Avoidance of the use of involuntary separations, excepts the few in

the HIS as Result of the Indian Self-Determination Act;

Lamination of sequential sign-in sheets;

Internet access for all employees

Creation of a model work/life center to serve as a resource for all

employees;

Creation of a web site dedicated to QWL activities

Annual QWL weeks sponsored in each OPDIV;

First and second annual secretary’s Conference on Family Friendly

Work practices;

Creation of a distributed learning network (“D/L net”) to allow

Employees to learn “Anytime, and where”;

Distribution of annual employee benefits statements to all

employees;

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Pilot projects to re-design the way work is accomplished to increase

Organizational productivity as well as employee ability to balance

work and life priorities

First annual Diversity conference to make recommendations on how

to make Diversity a “source of performance excellence” for HHS

The most important accomplishment of the QWL initiative is

simply the fact that paying attention to QWL issues has become an

integral part of HHS’ culture. HHS employees, and the people they

serve, deserve no less.

Humans love to keep score. Nowadays there seems to be a

scorecard or measurement index for just about everything from the

cost of living to the cost of dying and everything in between. The

problem with many of these measures is that they take a pure

economic view of What ever is being measured. But conclusion

about the economy or business can often be misleading when

drawn from only those indicators that are easy to quantify.

As Albert Einstein noted, “Not everything that can be counted

counts and not everythings that counts be counted.”

Work place Activities that enables Quality of work life

culture

A survey of the functions and challenges of personnel management

Supports the contention that the modern personnel manager must

operate at the nexus of these major forces. First, one must plan,

organize, direct, and control the procurement, development,

compensation, integration, maintenance, and separation of work

force in order that the organization may accomplish its designated

objectives. In this view, a work force is an instrument of the

organization, and the personnel manager provides and shaped that

instrument. Organization’s requirement change with the as is

illustrated the Organization’s requirement change with the as is

illustrated the growth of large, multinational corporations and the

use of more complex and automated technology.

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Second, the instrumental work force is composed of human of

varying types with complex and changing needs and values. The

personnel management must assist the organization in adapting

change in mix (demands for individual rights, treatment, and

opportunities). The Personnel manager searches for programs that

have overlapping Interests for both employee and organization,

such as flex-time, which Allows individual decision concerning

working hours, yet returns Values in the area of tardiness,

absenteeism, turnover, and Productivity.

Finally, the third major force is society, representing by multiple

levels of government. There are a number of obligations for the

organization and the personnel manager toward society that have

their own implication on the quality of work life in any firm.

It should be noted that “organizations” included not only the firm

but the trade union as well. QWL programs are not to be viewed as

union-bursting devices since the union is often asked to participate

in the program. Nevertheless, some managers are Leary of this

degree of involvement as exhibited by the statement of one

executive, “when you ask a bear to dance you cannot quit just when

you get tired”. Collaboration on one subject will lead to expectations

in other areas.

QWL is fundamentally philosophy or an approach that can permeate

Many different activities in the work place. For example, if the

Performance appraisal program moves from scenario where the

supervisor plays God, to one of a joint superior-subordinate review

and evaluation, it could be characterized as an improvement in

QWL. Job enlargement and enrichment, instead highly specialized

job assignments, are also frequently described as QWL programs.

Joint union management program to reduce accident and prevent

health problems are QWL programs. Joint union management

program to reduce accidents and prevent health problems are QWL

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program. Merely cleaning up the work place, improving the lighting

and painting the walls can be constructed as an improvement in the

QWL. Reducing the stress on the job and providing counselors are

also similarly categorized. In effect, any specific improvement in

and work place is often included under the catchall turn of QWL.

The grievance load can be cut drastically as a consequence of an

Improve labor-management atmosphere issuing from increased work

Participation, teams have a right to vote on matters usually governed

by union contracts, such as overtime scheduling and promotions.

Companies can handle the pay increases of its employees on a peer

review basis. In some companies new employees are hired as unskilled

workers at a plant based rate. After receiving the first increases in their

hourly rates after six months any further increase require the

employee “go on the board”. He or she fills a form stating the desired

Increase, and posts it on the bulletin board along with a picture. After a

few days of observation by other workers, a secret ballot is cast with

the majority ruling as to whether the increase is to be granted.

Flexi time as an integrating QWL programmer

As final illustration of the move toward the individual, the self-

determination of work schedules his interesting recent phenomenon in

the industry. “Flexi time” is a program that allows flexible starting and

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quitting time for the employees. The schedule used by one company is

as follows: 7 to 9 am constitutes a flexible band during which the

employee may Choose the time he or she beings to work, (2) 9 to

11:30 am is core time-all employee must be present, (3) 11:30 to

1:00pm is flexible time for taking a 30min lunch, (4) 1:00 to 4:00 pm is

core time, and (5) 4 to 6 pm is flexi time for quitting. When allowed this

freedom, employees may choose earlier starting time and others may

keep on working the usual hours. All employees must still work the

required total number of hours for the week or month. The variation of

plan is group-selected staggered hours. Rather than each individual

choosing her/his specific starting and stopping times,

the group voted as a unit for varying schedules that exhibit different

types of interests and utilize the programmer differently and similarly

employees belonging to different industries may show varying levels of

interest in this type of schedule.

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Chapter-2

COMPANY PROFILE

History of the company

ICICI Prudential Life Insurance company is a joint venture between ICICI

Bank, a premier financial powerhouse, and prudential plc, a leading

international financial services group headquartered in the United

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kingdom. ICICI Prudential was amongst the first private sector

insurance companies to begin operations in December 2000 after

receiving approval from Insurance Regulator Development Authority

(IRDA).

ICICI Prudential’s capital base stands at Rs.1335 crore with ICICI Bank

and Prudential plc holding 74% and 26% stake respectively. For the

year ended March 31, 2007, the company garnered Rs 3,760 crore of

weighted new business premiums and wrote 837,963 policies. The sum

assured in force stands at over Rs.56,000 crore.

ICICI Prudential is also the only private life insurer in India to receive a

National insurer Financial Strength rating of AAA (Ind) from Fitch

ratings. The AAA rating is the highest rating, and is a clear assurance of

ICICI Prudential’s ability to meet its obligations to customers at the

time of maturity or clims.

For the past five years, ICICI Prudential has retained its position as the

No.1 private life insurer in the country, with a wide range of flexible

products That meet the needs of the Indian customer at every step in

life.

ICICI BANK

ICICI Bank is india’s second largest bank and largest private sector

bank With over 50 years of financial experience and with assets of

rs.1812.27 Billion as on 30th June, 2005. ICICI Bank offers a wide range

of banking Products and financial services to corporate and retail

customers through a Variety of delivery channels and through its

specialized subsidiaries and Affiliatesin the areas of investment

banking, life and non-life insurance, Venture capital and asset

23

management. ICICI Bank is a leading player in the Tetail banking

market and has over 13 million retail customer accounts. The Bank has

a network of over 570 branches and extension counters, and 2,000

ATMs.

Prudential PLC

Established in London in 1848, prudential plc, through its businesses in

the UK and Europe, the US and Asia, Provides retail financial services

products and services to more than 16 million customers, policyholders

and unit holders worldwide. As of June 30, 2004, the company had over

US $300 billion in funds under management. Prudential has brought to

market an integrated range of financial services products that now

includes life assurance, pensions, mutual funds, banking, investment

management and general insurance. In Asia, prudential is the leading

European life insurance company with a vast network of 24 life and

mutual fund operations in twelve countries- chine, Hong Kong, India,

Indonesia, Japan, Korea, Malaysia, the Philippines, Singapore, Taiwan,

Thailand and Vietnam.

ABOUT THE PROMOTERS

ICICI Bank (NYSE:IBN) is India’s second largest bank with an asset base

of Rs. 2513.89 billion as on March 31, 2006. ICICI Bank Provides a

broad spectrum of financial services to individuals and companies. This

includes mortgages, car and personal loans, credit and debit cards,

corporate and agricultural finance. The Bank services a growing

customer base of more than 17 million customers through a multi-

access network which includes over 620 branches and extension

counters, 2200 ATMs, call centers and internet banking.

Established in London in 1848, prudential plc, through its businesses

in the UK and Europe, the US and Asia, provides retail financial services

products and services to more than 16 million customers, policyholder

and unit holders worldwide. As of December 31, 2005, the company

had over US$ 400 Billion in funds under management. Prudential has

24

brought to market an integrated range of financial services products

that now includes life assurance, pensions. mutual funds, banking,

investment management and assurance, pensions, mutual funds,

banking, investment management and general insurance. In Asia,

Prudential is the leading European life insurance company with a vast

network of 23 life and mutual fund operations in twelve countries-

China, Hong Kong, India, Indonesia, Japan, korea, Maalaysia, the

phillpines, Singapore, Taiwan, Thailand and Vietnam.

VISION OF THE COMPANY

To make ICICI prudential the dominant Life and pensions player built on

trust by world-class people and service. This we hope to achieve by:

Understanding the needs of customers and offering them

superior Products and service

Leveraging technology to service customers quickly,

efficiently and Conveniently

Developing and implementing superior risk management

and Investment strategies to offer sustainable and stable

returns to our Policyholders

Providing an enabling environment to foster growth and

learning for Our employees

And above all, building transparency in all our dealings.

The success of the company will be founded in its unflinching

commitment to 5 core values- Integrity, Customer First, Boundary less,

Ownership and passion. Each of the values describes what the

company stands for, the qualities of our people and the way we work.

We do believe that we are on the threshold of an exciting new

opportunity, where we can play a significant role in redefining and

reshaping the sector. Given the quality of our parentage and the

commitment of our team, there are no limits to our growth.

DISTRIBUTION NETWORK

ICICI Prudential has one of the largest distribution networks

amongst Private life insurers in India with a network of over 83,000

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advisors, and having commenced operations in 207 cities and towns

in India, stretching from Bhuj in the west to Guwahati in the east,

and Jammu in the north to Trivandrum in the south. The company

has 9 bancassurance partners, having tie-ups with ICICI Bank, Bank

of India, Federal Bank, South Indian Bank, Lord Krishna Bank, and

some co-operative banks; as well as over 200 corporate agents and

brokers. It has also tied up with NGOs, MFIs and corporates for the

distribution of rural policies.

26

Chapter-5

27

DATA ANALYSYS AND INTERPRETATION:-

Data analysis and interpretation is done with the help of graphs.

1) To what extend are you comfortable is done with the benefits that

are aimed towareds your self- improvement.

To great extent---------------5%

To some extent---------------43%

Satisfactory----------------------52%

Response:

5% of employees say that they are satisfied to great extent

with the provision of benefits at the work place.

43% of the employees say that they are satisfied with the

Provision of benefits to some extent.

And 52% say that they are just satisfied and 0 say that not

satisfied.

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2) To what extent is your performance justified with adequate and Fair

compensation?

To great extent-----------------------------13%

To some extent----------------------------22%

Satisfactory --------------------------------65%

Not satisfied--------------------------------0%

Response:

13% of the employees say that their performance is justified

with adequate and fair compensation.

22% of the employees say that their performance is justified

only to some extent.

65% of the employees are just satisfied regarding this.

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3. To what extent your organization is maintaining the appropriate

balance of work?

To great extent-----------------------------9%

To some extent----------------------------47.50%

Satisfactory --------------------------------43.50%

Not satisfied--------------------------------0%

Response:

9% of the employees say to great extent that the

Organization maintaining appropriate balance of work..

47.5% of the employees say to some extent the Organization

maintaining appropriate balance of work and.

43.5% of the employees are satisfied.

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4) Your organization provides an opportunity for growth and continued

security?

Strongly agree------------------------------17.40%

Agree ----------------------------------------82.6%

Disagree -------------------------------------0%

Strongly disagree----------------------------0%

Response:

17.4% of the employees strongly agree that the organization

Provides an excellent opportunity for growth and continued

security.

86.4% of the employees agree that the organization Provides

opportunities for growth and continued security.

5) Do the benefits provide by the organization suites your needs?

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Yes ---------------------------------------86.95%

No-----------------------------------------0%

Can’t say---------------------------------13.05%

Response:

86.95% of the employees say yes that the benefits Provided

by the organization suites their needs.

13.5% of the employees can’t say.

6) which of the following best describes your usual work schedule?

32

Day shift------------------------------------82.60%

Afternoon shift-----------------------------17.40%

Night shift------------------------------------0%

Split shift--------------------- ---------------0%

Irregular shift--------------------------------0%

Rotationg shift-------------------------------0%

Response:

82.6% of the employees say that they are comfort with the

Day shifts.

And 17.4% of the employees comfort with the afternoon

Shift.

7) Dose your job let you to use your skills and abilities?

Strongly agree----------------------------21%

33

Agree -------------------------------------79%

Disagree ----------------------------------0%

Strongly disagree -----------------------0%

Response:

21% of the employees strongly agree that the job let them to

use their skills and abilities.

79% of the employees only agree that the job let them to Use

their skills and abilities.

8) In your job, how often do you take part with others in marking

decisions that affect you?

Often ------------------------------------30.40%

34

Some times-----------------------------69.60%

Rarely -----------------------------------0%

Never-------------------------------------0%

Response:

30.40% of the employees say often they discuss with others

in marking decisions.

And 79.6% of the employees say only some times they

discuss with others regarding the decision making

9) In your job, do you normally work as part of a team, or do you work

Mostly on your own?

Yes, I work as a part of team ---------------------82.60%

No, I work on my own------------------------------8.70%

35

I work as an individual ----------------------------8.70%

Response:

82.6% of the employees say that they are working as part of

a team

And 8.7% of the employees say that they work on their own

and 8.7% of the employees work as an individual.

10) Is the current promotion policy at your organization promotion its

employees to grow up in the organizational level?

Yes -----------------------------------91.32%

No-------------------------------------4.34%

Not sure-------------------------------4.36%

36

Response:

91.32% of the employees say yes that the promotion Policy

enables them to grow up in organizational level.

And 4.34% say no and 4.36% of the employees can’t say.

11) You have the training opportunity in order to perform your job

Safely and competently.

Very true----------------------------30.43%

Some what true---------------------52.17%

Not to true---------------------------0%

Not at all true-----------------------17.30%

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Response:

30.43% of the employees say very true that the organization

providing training sessions.

And 52.17% of the employees say some what true.

And 17.3% say not at all true.

12) In general, how would you describe relations at your work place

between management and employees?

Very good --------------------13.04%

Good---------------------------60.86%

Satisfactory---------------------21.73%

Bad-------------------------------0%

Can’t say------------------------4.34%

38

Response:

13.04% of the employees say they have very good relations with

the management.

And 60.86% employees say they have good relations with the

management.

21.73% of the employees say they are satisfied relations with

the management and 4.34% can’t say.

13) How often do you find your work stressful?

Often--------------------------------------13.04%

Some times------------------------------60.86%

Rarely------------------------------------21.73%

Never -----------------------------------0%

39

Response:

13.04% of the employees often find their work is stressful.

60.86% of the employees find sometimes their work is stressful

21.73% of the employees find rarely their work is stressful.

14) what are the recreational programs under taken by your

Organizations?

L.T.C-------------------------0%

Paid holiday------------------13.04%

Weekend get together---------56.52%

Other ----------------------------30.43%

40

Response:

13.04% say paid hloyday.

56.52% say weekend get together.

30.43% say other programs as the recreational programs

15) How often do your work at home as part of your job?

Never----------------------------------------26.08%

A few times in a year---------------------4.34%

About once in a month--------------------26.08%

About once in a week---------------------34.78%

More than once in a week----------------8.69%

41

Response:

26.08% Say never they work at home as part of the job.

4.34% say few times in a year.

26.08% say once in a month.

34.78% say once in a week.

And 8.69% say more than once in a week that they work

at home as part of the job.

16) How fare is what you earn on your job in comparison to others

doing the same type of work you do?

More than you deserve----------------------------39.13%

Some what less than you deserve----------------21.74%

About as much as you deserve-------------------39.13%

Much less than you deserve----------------------0%

42

Response:

39.13% of the employees say that they are earning more than

they deserve.

21.74% say less than they deserve.

And 39.13 say as much as they deserve.

17) To what extent has the organization provides scope for the

Employee development?

a) To great extent-------------------------8.70%

b) To some extent-------------------------47.82%

c) Satisfactory -----------------------------43.48%

d) Not satisfied-----------------------------0%

43

Response:

8.7% of the employees say to great extent that the

organization provides scope for the employee development

47.82% say to some extent the organization provides scope for

the employee development.

43.48% say satisfactory.

18) There are no discriminations and there is high degree of social

Integration at the work place?

Strongly agree ------------------------------------8.69%

Agree-----------------------------------------------47.84%

Disagree -------------------------------------------43.47%

Strongly disagree----------------------------------0%

44

Response:

8.69% of the employees strongly agree there are no

discriminations and there is high degree of social integration at

the work place.

47.84% of the employees agree there are no discriminations

and there is high degree of social integration at the work place.

43.47% of the employees disagree regarding this.

19) To what extent do you think that you are best suited for the job?

To great extent -------------------34.78%

To some extent-------------------34.78%

Satisfactory -----------------------30.4%

Not satisfied-----------------------0%

45

Response:

34.78% of the employees say to great extent they are Suited

for the job.

34.78 say to some extent they are suited for the job.

And 30.44% said satisfactory.

20) Workers need strong trade unions to protect their interests.

a. Strongly agree------------------------------4.34%

b. Agree----------------------------------------65.21%

c. Disagree------------------------------------17.39%

d. Strongly disagree --------------------------13.04%

46

Response:

4.34% of the employees strongly agree that they need

Strong trade unions to protect their interests.

65.21% agree that they need strong trade unions to

Protect their interests.

17.39% disagree that they need strong trade unions to

Protect their interests.

And 13.04% strongly disagree regarding this.

21) Can you quote more valuable suggestions in order to improve the

System of “ QUALITY OF WORK LIFE”?

a. Yes -----------------------------------------79%

b. No------------------------------------------21%

47

Response:

79% of the employees say yes they can quote more

Valuable suggestions in order to improve the system of

“QUALITY OF WORK LIFE”.

And 21% of the employees say no regarding this.

48

Chapter-6

LIMITATIONS OF THE STUDY

1. Firstly, the respondents were not available readily and the data

were

2. collected

3. as per the convenience of the respondents.

4. Secondly, the sample of 100 respondents was given by the

49

5. organization hence appropriate sample techniques were not

applied

6. for selecting the respondents.

7. Thirdly, time is also one of the constraints. Duration of 45 days is

not

8. Sufficient to cover all the aspects of the study.

For the above limitations the study conducted may not give the true

Representations of the entire organization.

50

Chapter-7

SUGGESTIONS

The topic selected is quality of work life. The significance of selection

the topic relates to its importance in the study to make the employees

more efficient, so that organizational goal can be achieved through

Personal development.

The study deals with the particular viewpoint on quality of work life and

analysis of their viewpoint on the training program. Many of the

Respondents agree that the department is manned with competent

51

Personnel and has adequate facilities, fully equipped with required

Teaching aids and congenial climate.

Most of the employees attended the quality of work life program to

Gain knowledge on their self-interest. But some of the respondents

Gave their suggestions so that the program can be more effective.

Some of the suggestions are as fallows:-

1. work should be distributed among employees uniformly.

2. job rotation

3. objective appraisal

4. transparent in communication both ways (top level to low level &

vice versa)

5. Qualification Vs service at the time of appraisal to employees

needs more transparency and effective strategies.

6. More motivational classes on the attitudinal change of the

employee towards the job.

7. Man power system need’s to be more effective.

8. Appraisal system needs changes before and after appraisal of

employee there should be pre and post counseling for

employees.

9. Compulsory leave of 45 days.

10.work allotment should be made as per the performance

11.More social get together should be planned by official to meet

The family members of the employee’s

52

53

Chapter-8

CONCLUSIONS

After conducting an intense study on quality of work life program in

ICICI prudential Life Insurance Company the fallowing conclusions were

derived.

1. Organization should focus on the benefits that are aimed towards

Self-improvement of the employees

2. Organization needs to maintain the appropriate balance of work.

3. Opportunity for the career growth is very good.

4. Benefits provided by the Organization are very good to satisfy the

Employee personal needs.

5. Team work in the organization is very good.

54

6. Organization should focus on training sessions in order to motivate

the employees.

7. Work stress on the employees is some what high.

8. Organizfation needs to provide scope for the employee

development.

9. There is some discrimination at the work place.

10. On the whole the quality of work life program in ICICI Prudential Life

Insurance Company. Is good.

55

Chapter -9

BIBLIOGRAPHY

INTERNET

www.google.com

www.ask.com

www.iciciprulife.com

BOOKS

Human Resource and Personnel Management- William Wrether

ICFAI University press—HRM Review

56

57

Annexure

QUESTIONNAIRE ON QUALITY OF WORK LIFE

NAME:DESIGNATION:

1. To what extent are you comfortable with the benefits that are aimed towards your Self Improvement ?

To great extent [ ] To Some extent [ ] Satisfactory [ ] Not Satisfied [ ]

2. To what extent is your performance justified with adequate & fair compensation

To great extent [ ] To Some extent [ ] Satisfactory [ ]Not Satisfied [ ]

3. To what extent your organization is maintaining the appropriate balance of work

To great extent [ ] To Some extent [ ] Satisfactory [ ]Not Satisfied [ ]

58

4. Do the benefits provide by the organization suits your needs ?

Yes [ ] No[ ] can’t say [ ]

5. Your organization provides opportunity for growth & continued security.

Strongly agree [ ] Agree [ ] Disagree[ ] Strongly disagree [ ]

6. Which of the following best describes your usual work schedule?Day Shift [ ] Afternoon Shift [ ] Night Shift [ ] Split Shift[ ]

Irregular Shift [ ] rotating shift[ ]

7. Does your job let you to use your skills & Abilities?

Strongly agree [ ] agree [ ] Disagree [ ] strongly disagree [ ]

8. In your job, how often do you take part with others in making decisions that affects you ?

Often [ ] sometimes [ ] rarely [ ] never [ ]

9. In your job do you normally work as a part of a team or do you work mostly on your own?

Yes I work as a part of a team [ ] No, I work on my own [ ] I work as an individual [ ]

10.Is your current promotion policy at your organization promoting its employees to grow up in the organizational level?

Yes[ ] No[ ] Not Sure [ ]

11.You have training opportunities in order to perform job safely & competently

Very True [ ] Some what True [ ] Not Too True[ ] Not at all True[ ]

12.In general, how would you describe relations at your work place between Management & Employees?

Very Good [ ] Good [ ] Satisfactory [ ] Bad[ ] Can’t Say[ ]

13.How often do you find your work stressful?

Often [ ] Sometimes [ ] Rarely [ ] Never [ ]

59

14.What are the recreational programs undertaken by your organization?

LTC [ ] Pay Holiday [ ] Weekend Get Together [ ] Others [ ]

15.How often do you work at your home as a part your job?

Never[ ] Few Times in a year[ ] About once in a month[ ] About once in week[ ] More than once in a week[ ]

60