QWL of Women Employees

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INTRODUCTION

Quality of Work Life of Women Employees, a studyconducted at

Silk Fashion Exports

Established in April 1995

Around 600 employees 80% of them are women employees

Specialized in ladies, mens and childrens, casual and

fashion wear

Production capacity of 7, 00, 000 pieces per annum Major export markets, LEVIS, WALL WEAR

(NETHERLANDS), CENTRALE D ACHATS ZANNER

(FRANCE), BRISTOL (EUROPE), K & L RUPPERT

(GERMANY), etc,.


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OBJECTIVES

To study the profile of the respondents

To analyse the existing QWL of womenemployees in Silk Fashion Exports

To study the employees opinion about

QWL practices of the concern

To give valuable suggestions to the

concern for further improvement


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(1) RESEARCH DESIGN

Descriptive Research Design

(2) DATA COLLECTION METHOD

Primary Data

The instrument called questionnaire to collect theneeded information from the concerned population

directly.

Secondary DataBooks

Journals and Magazines

Websites

Research Reports on same topic


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(3) SAMPLING DESIGN

Sampling Technique

Random Sampling Method

Sampling Size

130 samples

Sampling Unit

Silk Fashion Exports


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(4) LIMITATIONS

Study was confined only to a particular branch, MagadiRoad

Some employees were reluctant while answering thequestions

Chances of personal bias while giving the feedback

Respondents may not have expressed their negativefeelings about the policies, which results in the error ofcentral tendency


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(5) ANALYSIS AND INTERPRETATION

Statistical Tools Used: Tabulation

Simple Percentage Method

Pie-Charts

Chi-Square Analysis

Number of Tables

Number of tables made for the study are 37

Number of Charts

Number of charts made for the study are 24


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Chi-Square Analysis

(i) To know the relationship between age group of

employees and their comfort and satisfaction with

the jobs.

Null Hypothesis: The age group of the employees may

not be the influencing factor for their comfort and

satisfaction with the job.

Alternative Hypothesis: The age group of the employees

may be the influencing factor for their comfort and

satisfaction with the job.


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Formula for Calculating Chi-Square:

Chi- Square = (O-E)^2/E

INTERPRETATION:

Calculated Chi-Square value is 4.9561

Table value of Chi-Square @ 5% level of significance is12.592

Therefore, the tabulated value is more than the calculated

value, i.e. 12.592 > 4.9561

Hence, we can support the null hypothesis. So, we canconclude that the age group of respondents is not aninfluencing factor for the employees opinion about their

comfort and satisfaction with their jobs.


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(ii) To know the marital status of the employees and

their opinion about the harmonious relationship with

their colleagues.

Null Hypothesis: The Marital Status of the employees

may not be the influencing factor for their harmonious

relationship with the colleagues.

Alternative Hypothesis: The Marital Status of the

employees may be the influencing factor for their

harmonious relationship with the colleagues.


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INTERPRETATION:


Table value of Chi-Square @ 5% level of significance is

3.841

Therefore, the calculated value is more than the tabulated

value, i.e., 4.727>3.841

Hence, we cant support the null hypothesis. So, we canconclude that the marital status of the respondents is an

influencing factor for the employees opinion about their

harmonious relationship with their colleagues.


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(iii) To know the relationship between qualification of

employees and if they are free to offer comments

and suggestions to supervisors.

Null Hypothesis: The qualification of the employees may

not be the influencing factor to offer their comments and

suggestions to supervisor freely.

Alternative Hypothesis: The qualification of the

employees may be the influencing factor to offer their

comments and suggestions to supervisors freely.


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INTERPRETATION:


Table value of Chi-Square @ 5% level of significance is

7.815

Therefore, the tabulated value is more than the calculated

value, i.e., 7.815>2.1442

Hence, we can support the null hypothesis. So, we can

conclude that the qualification of the employees is not aninfluencing factor for their opinion about, if they are free to

offer comments and suggestions.


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FINDINGS

51% of the employees get great benefit from the trainingprogrammes provided to them for performing their job

efficiently, 37% of them say to some extent an 12% of them

say rarely.

60% of the employees feel the linking of rewards with job

performance is good, 23% of them feel it is bad, 15% of them

feel it is very good and 2% of them feel it is poor.

53% of the employees rated as good for the machines setup, and 29% rated as very good and 18% of them rated as

fair.


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53% of the employees rated as good for the seating

organized, 31% of them rated as very good and 16% ofthem rated as fair.

62% of the employees rated good for the rest room

facilities, 26% of them rated as fair, 10% of them ratedas poor and 2% of them rated as very poor.


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SUGGESTIONS

The concern can concentrate much on training programmesbecause it is production oriented unit. The training will makethem to increase their productivity and which will give jobsatisfaction.

The concern is not giving rewards to employees based onthe job performance. When the employees are recognisedfor their performance, it will be easier for the employer tomotivate them.

By the observation of the researcher, the facility onentertainment need much focus; indoor games like carom,chess and table tennis can be arranged.


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The employees are not too comfortable with the seating

arrangement so the concern can get the feedback fromtheir employees expectations for seating arrangement.

The majority of the population in this concern is women,so they can concentrate much on cleanliness and health

aspects. They can concentrate much on restrooms andcanteen facilities.

The concern can focus much on transportation facilities,safety measurements and water supply.


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QWL of Women Employees

Documents

Transcript of QWL of Women Employees