CHAPTER I

INTRODUCTION OF THE STUDY

Quality of Work Life

Quality of Work Life is becoming an increasingly popular concept in recent times. It

basically talks about the methods in which an organisation can ensure the holistic well-being of
an employee instead of just focusing on work-related aspects.

  It is a fact that an individual’s life can’t be compartmentalised and any disturbance on the
personal front will affect his/her professional life and vice-versa. Therefore, organisations have
started to focus on the overall development and happiness of the employee and reducing his/her
stress levels without jeopardising the economic health of the company.

Quality of work life improvements are defined as any activity which takes place at every
level of an organization, which seeks greater organizational effectiveness through the
enhancement of human dignity and growth A process through which the stockholders 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 simultaneous 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.

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.”

Richard E. Walton explains quality of work life in terms of eight broad conditions of
employment that constitute desirable quality of work life. He proposed the same criteria for
measuring QWL. Those criteria include:

(i)  Adequate and Fair Compensation: There are different opinions about adequate compensation.
The committee on Fair Wages defined fair  wage as” . . . the wage which is above the minimum
wage, but below the living wage.”
(ii) Sage and Healthy Working Conditions: Most of the organizations provide safe and healthy
working conditions due ato humanitarian requirements and/or legal requirements. In fact , these
conditions are a matter or enlightened self interest.

(iii)  Opportunity to Use and Develop Houman 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 and 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.

(iv)  Opportunity for Career Growth: Opportunities for promotions are limited in case of all 
categories of employees either due to educational barriers or due to limited openings at the
higher level. QWL provides future opportunity for continued growth and security by expanding
one”s capabilities, know!edge and qualifications.

(v)  Social Integration in the Work Force: Social integration in the work force can be established
by creat-ing freedom from prejudice, supporting primary work groups, a sense of community and
inter-personnel openness, legalitarianism and upward mobility.

(vi)   Constitutionalism in the Work Organization: QWL provides constitutional protection to the

employees only to the level of desirability as it hampers workers. It happens because the
management’s action is challenged in every action and bureaucratic procedures need to be
followed lat that level. Constitutional protection is provided to employees on such matters as
privacy, free speech, equity and due process.

(vii)  Work and Quality of Life: QWL provides for the balanced relationship among work, non-
work and family aspects of life. In other words family life and social life should not be strained
by working hours including overtime work, work during inconvenient hours, business travel,
transfers, vacations etc.

(viii)   Social Relevance of Work: QWL is concerned about the establishment of social relevance
to work in a socially beneficial manner. The workets’ self esteem would be high if his work is
useful to the society and the vice versa is also true.
Quality is generally defined as “Conformance to requirements”. Quality is “as fitness for
purpose”. The concept of quality is not apply to all goods and services created by human beings,
but also for workplace where the employees were employed. Quality in the workplace comes
from understanding and then fully meeting, the needs of all your internal and external customers,
now and into the future and doing so with continual improvement in efficiency and effectiveness.

QWL refers to the favorableness or un– favorableness 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. QWL provides a more humanized work
environment. It attempts to serve the higher order needs of workers as well as their more basic
needs. It seeks to employ the higher skills of workers and to provide an environment that
encourages improving their skills.

Q - Quest for excellence

U - Understanding

A - Action

L - Leadership

I - Involvement of the people

T - Team spirit

Y - Yardstick to measure progress

The above said are very essential things to improve the work life of employees in the
organization. Training Programmes are necessary in any organization for improving the quality
of work of the employees at all levels, particularly in a world of fast changing technology, values
of environment.

A newly employed person is introduced to his fellow works, supervisors the work of his
department, its relation to other departments and its place in the whole organization to the
organization’s objectives, philosophy, practices and 80 on. He or She has then to learn how the
work assigned to in or her to be done most efficiently and effectively. This through well thought
out and planned training program. Training program is moved form one assignment to another of
a different nature.

“Give a man a fish and you have given him meal. Teach mean to fish, and you have given
him a live lipoid”. This ancient Chinese proverb seems to describe the under lying rationale of all
training program. Training is a short term process civilizing a systematic and organized
procedure by which non-managerial personal acquires technical knowledge and skills for a
definite purpose.

The quality of work life movement aims at integrating te socio-psychological needs of

employees the unique requirement of a particular technology the structure and process of the
organization and the existing socio culture. It seeks to create a cultue of work commitment in
origination and society at large so as to ensure higher productivity greater job satisfaction of
employees.

Quality of work life is the degree to which members of work organization are able to
satisfy their personal needs through their experience in the organization quality of work life may
be described as a concern about the impact of the work on people and organization quality of
work on people and organization effectiveness combined with an emphasis on participation in
problem solving and decision making. The overriding purpose of quality of work life program is
to change and improve the work climatic so that the inference of people, technology and the
organization makes for a more favorable experience and derived outcomes quality of work life
is more concern in the overall work climatic culture. The indicators of quality work life are job
involvement, job satisfaction and productivity.

Quality of work life programs focus strongly on providing a work environment to the
satisfaction on the individual needs the focus of quality work life programs must be kept on the
joint objective of increasing the quality of work and maintaining organization. It focus is on the
problem of creating a human work environment where employees work co-operatively and
contribute to organization objectives .The major indicators of quality of work life care for
involvement, job satisfaction and productivity.
The world is moving with very high speed and managing an organization has become more
complex than ever before. There is a competition going on between companies to attract and
retain quality human resource in order to be ahead of its competitors in a particular industry. At
this backdrop, Quality of Work Life (QWL) has emerged as one of the most important aspect of
job that ensures long term association of the employees with the organization.

Quality of work life and employee satisfaction at Max New York Life Insurance
Company is considered to be the most critical aspect. It is found that there are few facilities
which are unsatisfactory, and few facilities are to be provided by the organization in order to
maintain, retain the employees as well the high productivity of the organization. Hence the
management has to look upon the facilities that are not available and is the points where
employees are dissatisfied with unavailability of the facility.

Because of the facilities that are unavailable will lead for low productivity, stress,
unsatisfaction, etc. At the same time it is observed that when the employees are provided with
internal, personal, physical, spiritual working environments, will lead for higher productivity of
the organization.

FACTORS CONTRIBUTING TO THE QWL

 Adequate and fair compensation.

 A safe and health environment.

 Jobs aimed at developing and using employees skills and abilities.

 Growth and security; jobs aimed at expanding employee’s capabilities rather. Than leading to
their obsolescence.

 An environment in which employees develop self-esteem and a sense of identify.

 Protection and respect for employees right to privacy, dissent, equity, etc.

 A sensible integration of job career and family life and leisure time.

Importance of quality of work life

  Improve workplace morale

 Encourage employee commitment

 Support recruitment

 Encourage retention

 Enhance productivity

 Reduce absenteeism; and

 Maximize staff resources

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 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 under 18 years of age, pregnant women, breast-feeding mothers and
the person raising the disabled child.

The appropriate salary is agreed upon by the employee and the employer. The
Government of the Republic establishes each year the rate of minimum salary, the employer
should not pay less than that to the employee.

There is a much about the quality every aspect viz. quality product, quality of material
and inputs there in, quality of packing, quality of product development and quality of service.
The quality of work life and quality of life, which is pivotal aspects in everyone’s work life. This
also bring employee satisfaction

One can obtain man’s physical presence at a given place, and a measured number of
skilled muscular motions per hour or day. But the enthusiasm, initiative, joy, loyalty, one can’t
obtain by devotion of hearts, mind and souls. Apart from this if the employee is provided with
other extrinsic and intrinsic benefits then this will lead for high productivity and results in
employee satisfaction too.

To introduce the hard practices in to the organization it is the important to have

encouraging atmosphere. QWL is one of the most important factors, which leads to such
favorable atmosphere. It produces more humanized jobs. It attempts to serve the higher order
needs of employees are human resources that are to be developed rather than simply used QWL
leads to an atmosphere that encourages than to improve their skill. It also leads to have good
interpersonal relations and highly motivated employees who strive for their development. QWL
will ensure enthusiasm work environment with opportunities for every one to give is best. Such
job will provide job satisfaction and pride to the company.

Specific Issues in QWL

Besides normal wages, salaries, fringe benefits etc.., the specific issues are being
identified by the human resource managers on regular basis. Following issues are highly relevant
and determine the Quality of Work Life in any organization.

1.Pay and stability of employment: Good pay dominates most of the factors in employee
satisfaction. Alternative means of providing wages should be developed to increase the cost of
living index, profession tax etc..,

2.Occupational stress: It’s a condition of strain on employee emotions. Stress is caused due to
irritability, hyper excitation or depression, unstable behavior, fatigue, stirring heavy smoking and
drug abuse has to be identified.

3.Organizational health Programmes: Its helps to aim at educating about health Programmes,
means of maintaining and improving of health.

4.Alternative work schedules: Includes flexi times, work at home, staggered hours, reduce
work hours, part time employment.

5.Participative management and control of work: The trade unions and workers believe that
workers participation in management and decision-making improves QWL.
6.Recognition: Rewarding system, congratulating the employees for their achievement, job
enrichment, offering membership in clubs or association, vehicles, etc recognizes the employees.

7.Congenial worker-supervisor relations: This gives the worker a sense of social association,
belongingness, achievement of work results etc.

8.Grievance procedure: Employees will have a fair treatment when the company gives them the
opportunity to ventilate their grievances and present their case sincerely rather than settling the
problem arbitrarily.

9.Adequacy of resources: Resources should match with states objectives; otherwise employees
will not be able to attain the objectives.

10.Seniority and meriting promotions: Seniority is considered as basis for promotion. Merit is
considered as the basis for advancement for managerial people.

11.Employment on permanent basis: It gives security and leads to higher order QWL.
 SCOPE OF THE STUDY

 The survey is conducted only with the employees of to Vijay Plywoods, Salem
 This study is applicable only to Vijay Plywoods, Salem
 This study area only confines with quality of work life of the employees
 The size of the sample is 110.
 The Source of information has been obtained from the employees alone
 LIMATATIONS OF THE STUDY

 The study restricts itself within Vijay Plywoods, Salem

 The study assumes that the information was given by the employees without any bios.

 The study is done based on the opinions of the sample taken at random, the size of which
is 100.

 The researcher found it difficult to collect the questionnaire, since some of the
respondents did not give proper response in the production point.

 The employees did not respond properly during peak hours.

 The project was only for 3 months. So there was time constraint.
 CHAPTER – II

COMPANY PROFILE

Vijay Pipes & Plywoods resides in the category of Nice Local that contains Building and
construction. Driven by the vision to excel, the company has scaled great heights in the field of
entrepreneurship. Committed to advancement and innovation, the vijay plywood constantly
looks for means to reinvent ourselves and set fresh standards of quality. Their focus on
connecting aspirations and our tech-enabled products keeps us at the forefront of the market. The
company’s ability to innovate and modernize continuously has helped it to be one of their
country's leading manufacturers. In this journey, through the years they have acquired many
laurels and been awarded numerous hallmarks of quality. They have built a reputation for being
able to deliver consistent quality concerning every aspect; including an uninterrupted supply now
and forever.

Nature of Business Local supplier

 Wholesaler
 Trader
 Distributor
Additional Business  Manufacturer

Registered Address Maniyanur, Salem-636010, Tamil Nadu, India

Industry Plywood, hardboards and doors

Total Number of Employees 26 to 50 People

Legal Status of Firm Partnership Firm

Building Infrastructure Permanent

Location Type Urban

 All of the products are made from high-quality forest trees such as Eucalyptus -
abundantly available across South India - or a South-East Asia timber known as Gujran. They
give profound importance to the eco-friendliness of their process, that’s why they only purchase
FSC certified timber and CVI certified green products. the company has taken initiatives to
educate builders across India about green building practices to help them with the LEED
( Leadership in Energy and Environmental Design) rating system. Because of their integrity and
unyielding commitment to quality, they have been lauded by the industry and conferred with
many laurels. This steadfast excellence that they have maintained has also earned them many
clients from across a spectrum of industries with whom they share a close bond.

VISION

 Integrity
 Customer Focus
 Team Work
 Empowerment
 Quality
 Product
 Process
 People

OUR MISSION

In the future, we aim to continuously invest in technology in human resources to bring

innovative and sustainable products for our clients, rapidly grow our market, create profitable
growth in harmony, and at the same time play a bigger role in environmental sustainability and
social responsibility.

CORE VALUES

Our core values are Integrity, Excellence, Team Work, Empowerment, Speed & Energy,
Frugality, Accountability, Change Friendliness, Caring and Sharing.
Certifications

 CVI – Certified green products.

 Low formaldehyde emission.
 Bsi.476 certified.
 Isi.710 certified.
 Isi.5510 certified.

Features in the product

 Great price
 Unmatched quality
 Quick delivery
 Here to help
 Replacement guarantee
 No hidden costs

Quality-Policy
Quality policy of the Vjjay Plywoods Limited is to manufacture products as per
national and / or international standards and make them available as per customer
requirement.WIP endeavours to upgrade the quality of its products and related services on a
continual basis through regular improvement efforts. A well-defined Quality Management
System has been implemented. This system is continually reviewed to enhance its effectiveness
and updated to meet the changing needs.

Warehousing And Logistics

Their plywood are stored in warehouse spread over a sprawling area of 5000 square
meter. They maintain a conducive environment in our warehouse and this helps them in storing
the plywood on the basis of size and thickness. For delivering the ordered consignments within
the committed time frame, they have a well-defined logistic support system. Further, they have
effective and long lasting tie-ups with the leading C&F agents to dispatch orders of our clients
worldwide. Their assure them of delivering the products with utmost safety and security.
 Their strong business relationship with their associates also allows them to offer all the
available products in customized forms on the bases of tones and designs. Theyare backed by a
diligent workforce which allow us to successfully handle the in hand business demands. They
have 240 dealers in our business network, who have helped us to grow to the position they hold
currently. 

Application Areas

Some other application areas include:

 Building Construction works

 Interior Designing
 Architectural structure
 Carpentry jobs
 Government Agencies
 Transportation Companies
 Commercial Complexes
 Modular Furniture Industries

Product profile

Forester Mr

Industrial Filters, Panelling and ceiling substrate in Hotels, Hospitals, Theatres, etc.
Recommended for all safety conscious people. Fire retardancy achieved through an eco friendly
non leachable treatment Formulation. Marine Fire Retardant panels also produced.
Features:

 Is self extinguishing
 Keeps the flame spread in checks
 Avoids structural collapse by maintaining the integrity.

Supreme Gold Plywood

An eco-friendly wood based panel manufactured using plantation species of timber, is an

extremely versatile and cost effective building material. Automotive interior trims, shoe heel
manufacture, fibre drum lid manufacture, clock backing, photo frame backing, furniture
elements, partitions etc.

Features:

 Manufactured using plantation species of timber.

 Good mechanical properties due to high density.
 No Formaldehyde emission.
 Available in the thickness range of 2.5mm to 6mm.
Evergreen Water Proof Plywood

Industrial Filters, Panelling and ceiling substrate in Hotels, Hospitals, Theatres, etc.
Recommended for all safety conscious people. Fire retardancy achieved through an eco friendly
non leachable treatment Formulation. Available with attractive grain designs direct printed on
one or both faces. Marine Fire Retardant panels are also produced by requirements.

Centuria Water Proof Plywood

These having the features of bend resist, high resistance to all climatic conditions and
long life protection from weather. Moreover, it is Borer & Termite proof and has enhanced
resistance to bending, making it a great value for your money. Specified gravity value less than
0.50 with preservation of glue line protection and water absorption is less than 5%.

Wooden Doors
 This specified with features of boiling water proof, slam proof, swell proof and bend
proof.Residential deflection should be more than 1/10th of Maximum deflection. No
delamination should be observed due to light and heavy body impact.  Made from the finest
quality timber for high resistance and quality, these flush doors are extremely durable and come
with our patented Glue Line Internal Protection that make them 100% borer and termite proof.
 INDUSTRY PROFILE

Plywood represents an engineered wood that is manufactured by assembling thin layers

of wood veneers bonded together using strong adhesives. Several wood varieties, including
maple, mahogany, oak, pine, cedar, spruce, etc., are used in a combination to produce plywood
for various applications. Plywood offers numerous advantages pertaining to enhanced flexibility,
improved reusability, easy installation, high resistance to chemicals, moisture, and fire, etc. As a
result, it finds diverse applications in flooring, roofing, furniture, doors, interior walls, external
cladding, etc. Moreover, a thin outer layer of additional materials, including resin-impregnated
paper, plastic, fabric, or Formica, can be added to the face and back veneers to improve the
durability and facilitate better binding of paints.

The global plywood market is driven by the growth of the construction industry. The
Asia Pacific region represents the leading market as it holds the largest market share. Within the
Asia Pacific region, India and China are the significant plywood markets owing to the rising
population growth and inflating disposable incomes in the countries. The industry is further
being aided by the increasing technological advancements by the manufacturers to reduce
manufacturing costs, increase profitability, and improve the quality of the plywood products.

In India, expanding construction industry, coupled with the elevating levels of

urbanization, are primarily driving the plywood market. Furthermore, the rising consumer
inclination towards plywood for several constructional and structural purposes based on its high
dimension stability, stiffness, strength, durability, and versatility, is also propelling the market
growth in the country. In line with this, the growing number of refurbishment and renovation
activities, along with the escalating preferences of semi- and fully furnished apartments, are
further catalyzing the product demand. The introduction of numerous initiatives by the Indian
government, such as Pradhan Mantri Awas Yojana, DDA Housing Scheme, NTR Housing
Scheme, etc., to promote the development of housing projects in the country is also fueling the
product demand. Additionally, a significant growth in the furniture industry, coupled with the
improving consumer living standards, are further augmenting the demand for high-quality and
premium plywood variants. Besides this, the increasing usage of plywood in numerous industrial
applications owing to its high resistance to a wide range of chemicals is also providing a thrust to
the Indian market.
 Furthermore, the rising investments in extensive R&D activities aimed at introducing
product variants with enhanced durability, low toxicity, improved aesthetics, environmental
sustainability, etc., are anticipated to fuel the India plywood market over the forecast period.

Market Analysis

The global plywood market is driven by the increasing global construction activities,
along with the rapid growth of the furniture industry. The resultant increase in the use of
plywood, especially in commercial buildings and in building homes and renovation of walls,
floorings, and ceilings, is aiding the industry growth. The industry also offers special grade
plywood to be used in the marine industry, which has the ability to withstand occasional contact
to humidity and water for resisting a fungal attack. The product is also used for constructing
seats, walls, stringers, floors, boat cabinetry, and others, further enhancing the industry growth.

The global plywood market is being propelled by the cost-efficiency of the product in
comparison to raw wood, making it preferable among the consumers. Furthermore, the industry
is invigorated by the eco-friendly strategies of manufacturers, capturing a significant consumer
demand, thereby increasing the industry growth.

Regional Analysis of Plywood Market

The United States, Japan, France, Germany and the United Kingdom are among the
leading importers of plywood worldwide. India and China are significant plywood producers
because of their forest wealth, a variety of deciduous, coniferous, tropical and evergreen trees,
which is an essential resource for the wood panel industry. As per the research findings,
Worldwide Plywood Market was US$ 55.2 Billion in 2020.

Besides this, the leading companies' technological advancements have reduced

manufacturing costs and increased profitability and enhanced plywood products' quality. In
2016, manufacturers' go-green strategy acted as another significant factor that has bolstered the
market's growth. In contrast to this, Boise Cascade Company announced an agreement to acquire
American Lumber Distributors and Brokers, Inc. in 2019.
Key Market Segmentation:

IMARC Group provides an analysis of the key trends in each sub-segment of the India plywood
market, along with forecasts at the country and regional level from 2022-23 to 2027-28. Our
report has categorized the market based on sector, product type, application, consumer price and
dealer price.

Breakup by Sector:

 Organized

 Unorganized
 

Breakup by Product Type:

 Marine Ply

 Commercial Ply
 

Breakup by Application:

 Residential

 Commercial

Breakup by Region

 North India

 East India

 West and Central India

 South India
Indian Ply woods Market Trends and Drivers:

In the past decades, the expenditure on furniture has increased as a result of increasing
incomes, urbanization, investment in real estate, western influence, etc. Moreover, the
introduction of new designs and diverse product range of furniture have further helped in
creating a demand among the consumers. Expanding distribution network and exclusive outlets
of furniture manufacturers in the region has also helped in influencing the market for plywood

This provides a deep insight into the Indian plywood industry covering all its essential
aspects. This ranges from macro overview of the market to micro details of the industry
performance, recent trends, key market drivers and challenges, SWOT analysis, Porter’s five
forces analysis, value chain analysis, etc. The report also provides a comprehensive analysis for
setting up an Indian plywood manufacturing plant. The study analyses the processing and
manufacturing requirements, project cost, project funding, project economics, expected returns
on investment, profit margins, etc. This report is a must-read for entrepreneurs, investors,
researchers, consultants, business strategists, and all those who have any kind of stake or are
planning to foray into the Indian plywood industry in any manner

Some of the major players in the Indian plywood market are:

 Century Ply

 Mangalam Timber

 Shirdi Industries (Asis)

 Action Group

 Greenply

Production-By-Country
China (113M cubic meters) remains the largest plywood producing country worldwide,
accounting for 71% of total production. Moreover, plywood production in China exceeded the
figures recorded by the world's second-largest producer, the U.S. (11M cubic meters), tenfold.
The third position in this ranking was occupied by Russia (4M cubic meters), with a 2.5%share.
From 2007 to 2018, the average annual growth rate of volume in China totaled +8.8%. In the
other countries, the average annual rates were as follows: the U.S. (-0.7% per year) and Russia
(+3.4% per year).

Exports-by-Country
In 2018, China (12M cubic meters) was the key exporter of plywood, creating 36% of total
exports. It was distantly followed by Russia (3.6M cubic meters), Indonesia (2.8M cubic meters),
Brazil (2.6M cubic meters) and Malaysia (2.2M cubic meters), together creating a 33% share of
total exports. Finland (1.1M cubic meters), Chile (1.1M cubic meters), Viet Nam (735K cubic
meters), the U.S. (699K cubic meters), Germany (628K cubic meters) and Canada (548K cubic
meters) took a minor share of total exports.

Exports from China increased at an average annual rate of +3.7% from 2007 to 2018. At
the same time, Viet Nam (+25.1%), the U.S. (+3.8%), Russia (+3.7%), Chile (+1.6%) and
Germany (+1.4%) displayed positive paces of growth. Moreover, Viet Nam emerged as the
fastest-growing exporter in the world, with a CAGR of +25.1% from 2007-2018. Canada and
Finland experienced a relatively flat trend pattern. By contrast, Brazil (-1.9%), Indonesia (-2.6%)
and Malaysia (-9.6%) illustrated a downward trend over the same period. From 2007 to 2018, the
share of China, Russia and Viet Nam increased by +12%, +3.4% and +2% percentage points,
while Brazil (-1.8 p.p.), Indonesia (-2.7 p.p.) and Malaysia (-13.1 p.p.) saw their share reduced.

The shares of the other countries remained relatively stable throughout the analyzed
period. In value terms, China ($5.4B) remains the largest plywood supplier worldwide,
comprising 34% of global exports. The second position in the ranking was occupied by
Indonesia ($1.7B), with a 11% share of global exports. It was followed by Russia, with a 8.7%
share. In China, plywood exports increased at an average annual rate of +4.0% over the period
from 2007-2018. In the other countries, the average annual rates were as follows: Indonesia
(+1.4% per year) and Russia (+6.1% per year).
 CHAPTER III
RESEARCH METHODOLOGY

INTRODUCTION

Research Methodology is a systematic way to solve a research problem; it includes

various steps that are generally adopted by a researcher in studying the problem along with the
logic behind them. The present study was conducted at Vijay Plywoods, Salem. RESEARCH
DESIGN

“A Research Design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with the economy in
procedure”. The research design adopted for the studies is descriptive design. The researcher has
to describe the present situation in order to know the behavior of the consumers. Hence
descriptive research study is used. Descriptive research can only report what has happened and
what is happening.

RESEARCH INSTRUMENTS

The main research instrument used in this project is questionnaire.

SAMPLING METHOD

POPULATION AND SAMPLE SIZE

The first step in the sampling process is the definition of the population, which can be
defined in terms of elements, sampling units, extend and time. The duration taken by the
researcher for the data collection and analysis regarding the employees quality of work life in
Vijay Plywoods, Salem.

The study based only on the opinion and expectation of employees. Total number of
employees working in Vijay Plywoods, Salem is 550. In this, sample taken for the study is 110
respondents.
COLLECTION OF DATA

The study basically uses primary and secondary data. This study depends mainly on the
primary data namely the text books, journals, newspapers, magazines and internet.

1. Primary data

Primary data means data which is fresh collected data. Primary data mainly been
collected through personal interviews, surveys etc. Well structured questionnaire has been used
for the col1ection of primary data from the respondents.

2. . Secondary data

Secondary data means the data that are already available. Generally speaking secondary
data is collected by some organizations or agencies which have already been processed when the
researcher utilizes secondary data; the process of secondary data collection and analysis is called
desk research. Secondary data provides economy in time and cost. It is easily available and
unbiased. Secondary data may either be published data or unpublished data. For this study
secondary data were collected from the annual reports of the company and from the company
website. Secondary data has been collected from the company record, various magazines, journal
and various web sites.

DATA ANALYSIS TOOLS

The data collected from the respondents were converted into readable for processing,
classification and arrangements. The data was tabulated and analyzed by using Statistical
Method like Simple Percentage analysis, descriptive statistics and Chi-square analysis.

I) SIMPLE PERCENTAGE ANALYSIS

This method is used to compare two or more series of data, to describe the relationship
or the distribution of two or more series of data. Percentage analysis test is done to find out the
percentage of the response of the response of the respondent. In this tool various percentage are
identified in the analysis and they are presented by the way of Bar Diagrams in order to have
better understanding of the analysis.
 Number of respondents
Percentage of respondents = ______________________ X 100
Total respondents

II) CHI-SQUARE TEST

Chi-square test is a non-parametric test. It can be used to determine if categorical data

show dependency or the classification are independent. It can also to make comparisons between
theoretical populations and actual data when categories are used.

STEPS INVOLVED IN APPLYING CHI-SQUARE TEST

I. First of all calculate the expected frequencies on the basic of given hypothesis or on the
basic at null hypothesis. Usually in case of a 2 x 2 or any contingency table, the
expected frequency for any given cell is worked out as under.

Row total x Column total

Expected frequency of any cell =

Grand Total

I. Obtain the difference between observed and expected frequencies and find out the
squares co of such differences, i.e., calculate (Oi-Ei)2.
II. Divide the quantity (Oi-Ei)2 obtained as stated above by the corresponding expected
frequency to get (Oi-Ei)2 / Ei and this should be done for all the all frequencies or the
group frequencies.
å(Oi-Ei)2.
III. Find the summation of (Oi-Ei)2/ Ei values or what we call
IV. This is the required x2 test.
V. The x2 value obtained as such should be compared with relevant Etable
i value of x 2 and the
inference be drawn as stated above.
 A STUDY ON QUALITY OF WORK LIFE WITH SPECIAL REFERENCE TO VIJAY

PLYWOODS, SALEM

1. Name:

2.Age:

a) Below 20 b) 21-30 c) 31-40 d) 41-50 e) above 50

3. Marital status:

a) Married b) Unmarried

4.Educational qualification :

a) Iliteterate b) Graduate c) Post Graduate d) Others

5.Monthly income level

a) Below Rs.5000 b) Rs.5,001 – Rs.10,000 c) Rs.10,001 – Rs.15,000

d) Above Rs.15,000

6.Experience

a) Below 5 years b) 6 years – 10 years c) 11 years – 15 years

d) 16 years- 20 Years e) Above 20 Years

7. The Organization allows me to use my skills abilities to the maximum level

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

8. Please tick the reason for joining the company

a) Company image ( ) b) Compensation package ( )

c) Proximity to home ( ) d) Opportunities for career growth ( )

e) Others ( )

9. Which of these attributes describes about your job?

a) Interesting ( ) b) Monotonus ( )
 c) Just able to manage ( ) d) Just able to manage ( )

10. Conditions the job allows me to be productive

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

11. State your level of satisfaction in the present job.

a) Highly satisfied ( ) b) Satisfied ( ) c) Neutral ( )

d) Dissatisfied ( ) e) Highly dissatisfied ( )

12. The organization provides an opportunity to develop my own skills

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

13. Do you have positive feelings/opinion about your company?

a) Yes ( ) b) No ( )

14. The organization provides enough instruction to get the job done

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

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

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

16. The opportunity for promotions is good

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

16. The safety and health conditions are good in the company

a) Strongly agree ( ) b) Agree ( )

 c) Disagree ( ) d) Strongly disagree ( )

17. Do you agree that you have proper work life balance?

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

18. I trust the management at the place where I work

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

19. Are you satisfied with the interpersonal relationship among the colleagues?

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

20. Will you recommend your friends and relatives to join in this company?

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

21. The job is secured

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

22. The training opportunity has really helped in improving the quality of work.

a) Strongly agree ( ) b) Agree ( )

c) Disagree ( ) d) Strongly disagree ( )

23. How often do you find work successfully?

a) Always ( ) b) Often ( )

c) Sometimes ( ) d) Never ( )

24. Suggestions if
any----------------------------------------------------------------------------------------------------------------
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OBJECTIVES OF THE STUDY

OBJECTIVES:

Primary Objectives

 To study on employees “quality of work life” with reference to Vijay Plywoods, Salem

Secondary Objectives

 To find out how quality of work life leads to high satisfaction

 To know the existing working conditions, Industrial Health and safety help to
improve the quality of work life.

 To examine how the training and development programmes helps to improve the
quality of work life.

 To know how the various welfare activities and other benefits helps to bring a better
quality of work life.

 To know the existing working conditions, Industrial Health and safety help to
improve the quality of work life.