Quality of Work Life

CHAPTER – 1
INTRODUCTION
1.1 GENERAL:
The defining of quality of work life involves three major parts, occupational, health care, suitable
working time & appropriate salary.
The term refers to the favourableness or unfavourable ness of a total job environment for people.
QWL programs are another way in which organisations recognise their responsibility to develop
jobs and working conditions that are excellent for people as well as for economic health of the
organisation. The elements in a typical QWL program include – open communications, equitable
reward systems, a concern for employee job security and satisfying careers and participation in
decision making. Many early QWL efforts focus on job enrichment. In addition to improving the
work system, QWL programs usually emphasise development of employee skills, the reduction
of occupational stress and the development of more co-operative labour-management relations.
The safe work environment provides the basis for the person to enjoy working. The work should
not pose health hazard for the person. The employees & employees where of their sticks &
sights, could achieve a lot in their mutually beneficial dialogue.
The working time has been established by the state according to the legislation which is a 40
hours working week in Estonia. The standard limits on over time, 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 yrs of age pregnant women and
the person raising the disabled child.
The appropriate salary agreed on by the employee and the employer. The 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 self-realisation providing
enjoyment and satisfaction.
Work Life:
1
1. Work place the role in a person’s life that person has attached to it.
2. Work may be earning, living for one’s family and raising money work may be self
realisation offering joy and satisfaction. Everybody may measure the outlets of work according to
their wish other by money satisfaction with success or by something else.
3. Thereby environmental accompanies the employee every where as an inspirable companion.
4. The characteristics of good environment are a lack of complaints and satisfaction as a good
environment is not a noticed. It is neither possible nor acceptable to spend a third of one’s day in
a low-quality working environment.
5. A pleasant environment is always there, helping, a person to achieve the established
objectives with out hindering him or her.
1.2 NEED FOR THE STUDY:
Quality of work life and employees opinion about different aspects of their work is very
important; satisfied employees can contribute to the growth of the company so a need has been
felt to about the quality of work life.
1.3 SCOPE OF THE STUDY:
1. The study will help the company to know its position among their employees and adopt the
right strategy to compete among the employees.
2. New strategies can be identified for the company to create quality of work life among the
employees to improve the service.
3. The study will help the company to know about the behaviour of different group of people.
The company who are all customers and adopt the specific kind of strategy for them accordingly.
1.4 INDUSTRIAL PROFILE:
2
Commencing the Indian operations in 1993, Redington India Ltd has successfully
positioned itself as a focused distribution player with a significant reach across India, Middle
East and Africa. We have demonstrated our capability in this price sensitive / difficult to
penetrate geographies by leveraging our risk management capability, effective Supply Chain
Infrastructure Management and efficient utilization of the Management Information Systems.
Within a short span of 15 years the Company has successfully transformed itself
from a pure IT products distribution firm with traditional cash and carry model to a leading
integrated Supply Chain Solution Provider that includes non IT products and involves the
management of inventory of greater than 7200 SKU's (stocking units) while transacting business
with over 16,000 channel partners. The consolidated turnover of the company for the financial
year 2007-2008 stands at Rs.108700 million (over USD $2.6 billion).
HISTORY:
Redington India, incorporated in 1961, commenced the operations in 1993

distributing information technology products. From then on the company has continuously
expanded its operations across India covering a broad range of IT and Telecom Products.
Redington (India) Ltd acquired Redington Gulf FZE (Middle East and Africa
operations) in April 2004 from its Promoter, Redington Mauritius Limited. Redington Gulf FZE
was setup as a subsidiary in 1999 by Redington Mauritius Limited for catering to Middle East
and African markets. Leveraging its experience earned over the years, Redington Gulf FZE
expanded its operations to 17 countries in the Middle East and Africa. Redington (India) Limited
also acquired Redington Distribution Private Ltd (Singapore, Bangladesh & Sri Lanka
Operations) as well as Cadensworth (India) Pvt Ltd in April 2005.
In December 2004 the Synnex Group, the third Largest IT Distribution Company in
the world headquartered in Taiwan, with a turnover of over USD 10 billion, made a strategic
investment of 36% in Redington (India) Ltd.
In March 2006 ChrysCapital, a private equity firm, acquired 11 percent stake in

Redington (India) Ltd through their investment company Beethoven Limited, Mauritius.
3
Redington through all its subsidiaries distributes products from over 40 Leading
Manufacturers, services over 12000 channel partners in India and 2800+ channel partners in
Middle East and Africa. The company is the second largest distributor of IT products in India and
the largest in the Middle East and Africa.
VALUES:
Integrity and Ethical Business Practices - Our Business is built on the foundation
of integrity and Ethics. We follow utmost integrity in all our interactions with vendors,
customers, suppliers, employees and others. We firmly believe high standards of ethical behavior
in every decision we take across organization is fundamental to creating trust between the
company and its stake holders. We believe ethical decisions even if not profitable are the key to
long term success of the company. Company communicates with all its employees from time to
time about the policies in this respect.
Win-Win Relationships - We believe in partnership approach and work towards

creating a long term win win partnership between the company and all its stake holders.
Mutual Respect - We believe that every human being is unique and has some
thing to offer to the society and should be respected. This philosophy is reflected in all our
dealings.
Creativity and Innovation - We encourage creativity and innovation among our

employees. We believe in freedom of thoughts and ideas. We work towards creating open and
transparent organization which acts as an enabler to convert innovative ideas into reality.
Pursuit of Excellence - We focus on maintaining highest level of quality in all our

services. We believe that how we deliver our services matter more to our customers than what
services we offer. Excellence in everything we do is what differentiates us from the rest. We
work hard towards creating a team with passion for excellence in their respective areas.
Vision and mission:
4
1. Our Vision is to make Redington the most innovative Supply Chain Management Services
Company, focused on highest value creation for its customers and shareholders.
2. Our Mission is to provide the best value proposition to our vendors and reseller partners
through innovation, and responsiveness and be the partner of choice for them.
Overview:
Redington established in 1993 is today positioned as one of the leading Supply Chain service
provider in IT, Telecom, Consumer Electronics & Home Appliances Industries. With its
corporate office in Chennai, it has 49 Branch offices, 48 warehouses and 46 service centers
across India. A team comprising of over 1100 highly skilled and committed professionals helps
the Company deliver its products and services to every corner of the country. The team is
supported by a robust IT & Communication infrastructure connecting 115 physical locations of
the company and a state of the art ERP and e-commerce back bone. Redington has built its
business on very strong ethical and commercial fundamentals which has not only helped it to
consistently exceed the industry growth rate, but has also enabled to firmly establish it as the
"partner of choice" with most of its vendors and business partners. A compounded annual
growth rate of more than 50% over the past 15 years has enabled Redington generate a revenue
of over Rs. 57100 million (over USD 1.35 Billion) during fiscal 2007 – ‘08, underlining the
very strong foundation and prudent practices on which the company's business practices have
been built.
1.5 COMPANY PROFILE:
1. Redington India, incorporated in 1961, commenced the operations in 1993

distributing IT products.
2. Redington (India) Ltd acquired Redington Gulf FZE in April 2004 from its promoter,
Redington Mauritius Ltd.
3. Redington Gulf FZE expanded its operations to 17 countries in the Middle East and
Africa.
5
In Dec 2004 the Synnex Group, the 3rd largest IT distribution company in the world
headquartered in Taiwan, with a turnover of over USD 10 billion, made a strategic investment
of 36% in Redington Ltd
Redington through all its subsidiaries distributes products from 40 leading manufacturers,
services over 12,000 channel partners in India and 2,800+channel partners in Middle East and
Africa.
REDINGTON INDIA Ltd started their business in Hyderabad in 1996 with a minimum
capital.
There are more than 400 employees are working in the company.
The company is one of the leading suppliers of IT products & earning more than 100 cr
per annum.
DIGITAL LIFESTYLE PRODUCTS:
6
ENTERPRISE PRODUCTS:
7
CHAPTER-2
RESEARCH METHDOLOGY
Research means a scientific and systematic search for pertinent information on

specific topic. Research is a careful investigation or inquiry especially through search for new
facts in any branch of knowledge. Research comprises defining and redefining problems,
formulating hypothesis or suggested solution. Collecting organizing and evaluating data, making
deductions and reaching conclusions and at last carefully testing the conclusions to determine
whether they fit the formulating hypothesis.
“Methodology” is defined a “the study of methods by which we gain knowledge, it

deals with cognitive processes imposed on research problems arising from the nature of its
subject matter.
TYPE OF RESEARCH:
For this study, descriptive research has been used; it involves surveys and fact
finding enquiries of different kinds. The major purpose of descriptive research is the
description of the states of affairs, as it exists at present. The main characteristics of this
method are that the researcher has no control over the variable; he can only report what has
happened or what is happening.
2.1 RESEARCH OBEJECTIVES
2.1.1 PRIMARY OBJECTIVES
I. To study about the quality of the work life with special reference to REDINGTON INDIA
LIMITED employees.
2.1.2 SECONDARY OBJECTIVES
1. To find out the satisfaction of employees about the compensation, incentives, work given to
them.
2. To know about the working hours of employee and opinion about it.
3. To suggest the suitable measure if any to improve the quality of work life in the
organization.
8
2.2 RESEARCH INSTRUMENTS
The main feature of this research is questionnaire method. In this method various types of
questions have been framed to bring out the customer responses.
They are:
• Open Ended Questions

• Close Ended Questions
• Dichotomous Method Questions
• Rating Scale
2.3 QUESTIONNAIRE DESIGN:

Questionnaire is the heart of the survey operation. This is structured questionnaire
which has been formed for conducting the survey. The same questionnaire was presented to all
respondents to get the feedback.
2.4 DATA COLLECTION

Data could be broadly classified as follows:
• Primary data
• Secondary data
2.4.1 PRIMARY DATA

Primary data is known as the data collected for the first time through field survey and
thus happens to be original in character. Such data are collected with specified set of objectives
to assess the current status of any variable studied. The primary data used for this project was
done collected using questionnaires. The information was collected from the respondents.
2.4.2 SECONDARY DATA

Secondary data refers to the information or facts already collected and available for
reference from sources such as library, websites etc., and secondary data about the company
profile and other details were collected from the company website and through personal
discussion with the company manager.
9
2.5 SAMPLING PROCEDURE
Convenience sampling is the sampling procedure used in survey. It refers to
selecting a sample of study objects on convenience. The researcher may make use of any
convenient base to select the required number of samples. The procedure is known as non
probability sampling technique.
2.6 PERIOD OF THE STUDY

The period of the study was limited to 4 months from January 2010 to April 2010,
during this period the following steps were taken.
 Objectives were set questionnaire was finalized.

 A pilot study was conducted to test the effectiveness of the questionnaire.
 Data were collected and recorded.
 Data were analyzed and interpretation was done.
 Reports were generated.
2.7 SAMPLE SIZE
Due to time and resource constraints, the sample size of the research has been
restricted to 250 respondents in consultation with the company/project guides.
2.8 PILOT SURVEY
Pilot testing was conducted for testing the validity questionnaire. In a big
enquiry the significance of pilot survey is felt very much. Pilot survey is in fact the replica and
rehearsal of the main survey.
Such a survey, being conducted by experts, brings to light the weaknesses of

the questionnaire and also of the survey techniques. From the experience gained in this way,
improvement can be effected.
10
Here in my project pilot testing of questionnaire has been made with 20
members of respondents. They found easy to answer the questions. Hence no modification in
the questionnaire was made. Through survey method the data has been collected among 250
respondents.
2.9 LIMITATIONS OF THE STUDY
• Time of the study is short to carry out a detailed analysis.

• The respondents could be met only in break.
• The research was confirmed to limited area only. Hence the resulting data may not be
appropriate to total population.
• The study including the opinion of 250 respondents only.
• The opinion of the respondents may be biased.
CHAPTER-3
11
DATA ANALYSIS AND INTERPRETATION
3.1. DATA ANALYSIS
The data after collection has to be processed and analyzed in accordance with the outline
laid down for the purpose at the time of developing the research plan. This is essential for a
scientific study and for ensuring that we have all the relevant data. Processing implies editing,
coding, classification and tabulation of collected data so that they acquiescent to analysis.
The analysis of data is the most skilled task in the research process. It calls of the
researches own judgment and skill. Analysis means a critical examination of the assembled and
grouped data for studying the characteristics of the object under study and for determining the
patterns of relationship among the variables relating to it both quantitative analyses involving the
application of various statistical techniques.
For the data analysis interpretation has been done by using percentage table, bar charts to
infer the findings.
PURPOSE OF STATISTICAL ANALYSIS:
1. It summarizes large mass of data into understandable and meaningful form.
2. Statistics makes exact description possible.
3. Statistical analysis facilitates identification of the factors underlying complex phenomenon.
4. Statistical analysis aids the drawing of reliable inferences from observational data.
3.1. DATA ANALYSIS & INFERENCE
12
GENDER WISE CLASSIFICATION
TABLE NO: 3.1.1
Particulars No of respondents Percentage (%)
Male 185 74%
Female 65 26%
Total 250 100
Chart No: 3.1.1.GENDER WISE CLASSIFICATION
Gender Wise Classification
80% 74%
% of respondents
60%
40%
26%
20%
0%
Male Female
Gender
INFERERENCE:
 74% of the respondents are male and 26% are female.
AGE WISE CLASSIFICATION

TABLE NO: 3.1.2
13
Particulars No of respondents Percentage
Less than 25 years 37 14
25-35 years 104 41
35-45 years 71 28
45-50 years 26 10
More than 50 years 12 4

Total 250 100
Chart No: 3.1.2.AGE WISE CLASSIFICATION
Age Wise Classification
50% 41%
% of respondents
40%
28%
30%
20% 14%
10%
10% 4%
0%
Less than 25 yrs 25-35 yrs 35-45 yrs 45-50 yrs More than 50
yrs
Age
INFERENCE:
14% of the respondents are less than 25 years, 41% of the respondents are 25-35
years, 28% of the respondents are 35-45 years, 10% of the respondents are 45-50 years and 4% of
the respondents are more than 50 years.
INCOME WISE CLASSIFICATION
TABLE NO: 3.1.3

14
Below Rs.15000 34 13
Rs.15001 to Rs.20000 101 40
Rs.20001 to Rs.25000 83 33
More than Rs.25000 32 12
Total 250 100
Chart No: 3.1.3. INCOME WISE CLASSIFICATION
Income Wise Classification
50%
40%
% of respondents
40% 33%
30%
20% 13% 12%
10%
0%
Below Rs.15001 to Rs.20001 to More than
Rs.15000 Rs.20000 Rs.25000 Rs.25000
Income
INFERENCE:
15
13% of the respondents earn less than below Rs.15000, 40% of the respondents earn
Rs.15001-20000, 33% of the respondents earn Rs.20001-25000 and 12% of the respondents earn
more than Rs.25000.
Management trainee 46 17
Area sales manager 86 35
Branch sales manager 74 30
Branch manager 25 10
Others 19 8
Total 250 100
OCCUPATION WISE CLASSIFICATION
TABLE NO: 3.1.4
Chart No: 3.1.4. OCCUPATION WISE CLASSIFICATION
16
Occupation Wise Classification
40% 35%
30%
% of respondents
30%
20% 17%
10% 8%
10%
0%
Management Area sales Branch sales Branch manager Others
trainee manager manager
Occupation
INFERENCE:
17% of the respondents are management trainees, 35% of the respondents are area
sales managers, 30% of the respondents are branch sales managers, 10% of the respondents are
branch managers and remaining 8% of the respondents are others.
EXPERIENCE WISE CLASSIFICATION
TABLE NO: 3.1.5
Particulars No. of respondents Percentage

Less than Five years 53 21
Five – Ten years 128 51
Ten – Fifteen years 69 28
More than Fifteen years 0 0
Total 250 100
17
Chart No: 3.1.5 EXPERIENCE WISE CLASSIFICATION
Experience Wise Classification
60% 51%
% of respondents
50%
40%
28%
30% 21%
20%
10% 0%
0%
Less than Five yrs Five – Ten yrs Ten – Fifteen yrs More than Fifteen
yrs
Experience
INFERENCE:
21% of the respondents have less than five years experience, 51% of the respondents
have five-ten years, 28% of the respondents have ten-fifteen years and none of the respondents
have experience more than fifteen years.
PROCESS OF RECRUITMENT IS DIFFICULT

TABLE NO: 3.1.6
18
Strongly agree 54 22
Agree 86 34
Neither agree nor disagree 51 21
Disagree 38 15
Strongly disagree 21 8
Total 250 100
Chart No: 3.1.6 PROCESS OF RECRUITMENT IS DIFFICULT
Process Of Recruitment wise classification
40% 34%
% of respondents
30%
22% 21%
20% 15%
8%
10%
0%
Strongly agree Agree Neither agree Disagree Strongly
nor disagree disagree
Le vel of satisfaction
INFERENCE:
19
22% respondents strongly agree that the recruitment process is difficult, 34%
respondents agree, 21% of the respondents neither agree nor disagree, 15% of the respondents
disagree and 8% of the respondents strongly disagree.
SELECTION PROCEDURE IS GOOD
TABLE NO: 3.1.7
Yes 114 46
No 136 54
Total 250 100
Chart No: 3.1.7 SELECTION PROCEDURE IS GOOD
Selection Procedure Wise Classification
56% 54%
54%
% of respondents
52%
50%
48% 46%
46%
44%
42%
Yes No
Particulars
INFERENCE:
46% of the respondents think that the company is following good selection procedure
and 54% of the respondents do not think so.
20
TRAINING PROVIDED BY THE COMPANY
TABLE NO: 3.1.8
Excellent 45 18
Good 113 45
Average 70 28
Poor 22 9
Total 250 100
Chart No: 3.1.8 TRAINING PROVIDED BY THE COMPANY
Training Providance in company
50% 45%
40%
% of respondents
28%
30%
18%
20%
9%
10%
0%
Excellent Good Average Poor
Pe rformance le ve l
INFERENCE:
21
18% of the respondents felt that the training provided by the company is excellent, 45%
of the respondents felt good, 28% of the respondents felt average and 9% of the respondents felt
poor.
TRAINING PROGRAMMES HELP EMPLOYEES ACQUIRE THE NECESSARY SKILLS
TABLE NO: 3.1.9
To great extent 49 20
To some extent 174 70
Rarely 27 10
Total 250 100
Chart No: 3.1.9 TRAINING PROGRAMMES HELP EMPLOYEES ACQUIRE THE

NECESSARY SKILLS
Skill requirement for job performance wise classification
80% 70%
% of respondents
60%
40%
20%
20% 10%
0%
To great extent To some extent Rarely
Performance level
INFERENCE:
22
As per analysis 20% of the respondents felt that the training programmes help an
employee to great extent, 70% of the respondents felt to some extent and 10% of the respondents
felt the training programmes helps rarely.
TRAINING PROGRAMMES HELP IMPROVE RELATIONSHIPS
TABLE NO: 3.1.10
Yes 156 64
No 94 36
Total 250 100
Chart No: 3.1.10 TRAINING PROGRAMMES HELP IMPROVE RELATIONSHIPS
Improving relationship among employees wise classification
70% 64%
60%
% of respondents
50%
36%
40%
30%
20%
10%
0%
Yes No
Particulars
INFERENCE:
23
64% of the respondents said yes that the training programmes help in improving
relationship among employees, 36% of the respondents said no.
TRAINING PROGRAMMES MUST BE CONDUCTED EXTENSIVELY
TABLE NO: 3.1.11

Agree 78 31
Disagree 114 46
Total 250 100
Chart No: 3.1.11 TRAINING PROGRAMMES MUST BE CONDUCTED EXTENSIVELY
Exte nsive ly conducte d training programmes wise classification
50% 46%
40%
% of respondents
31%
30%
20% 17%
10% 6%
0%
Strongly agree Agree Disagree Strongly disagree
Le ve l of satisfaction
INFERENCE:
24
17% of the respondents strongly agree that the training programmes should be conducted
more extensively, 31% of the respondents agree, 46% of the respondents disagree and 6%
respondents strongly agree.
ORGANIZATION WORK TIMINGS
TABLE NO: 3.1.12

Excellent 55 22
Good 105 42
Satisfactory 57 23
poor 33 13
Total 250 100
Chart No: 3.1.12 ORGANIZATION WORK TIMINGS
Organization work timings wise classification
50%
42%
% of respondents
40%
30% 22% 23%
20% 13%
10%
0%
Excellent Good Satisfactory poor
Level of performance
INFERENCE:
25
As per analysis 22% of the respondents felt excellent about work timings of the
organization, 42% of the respondents felt good, and 23% of the respondents felt satisfactory and
13% of the respondents felt poor.
ORGANISATION PROVIDES OPPORTUNITY FOR CAREER GROWTH
TABLE NO: 3.1.13
Agree 79 32
Disagree 66 26
Total 250 100
Chart No: 3.1.13 ORGANISATION PROVIDES OPPORTUNITY FOR CARRER

GROWTH
Opportunity for carre r growth wise classification
35% 32%
30% 26% 26%
% of respondents
25%
20% 16%
15%
10%
5%
0%
INFERENCE:
26
As per analysis 26% of the respondents strongly agree that the organization provides
opportunity for career growth, 32% of the respondents agree, 26% of the respondents disagree
and 16% of the respondents strongly disagree.
ORGANISATION GIVES FREEDOM TO USE SKILLS
TABLE NO: 3.1.14
Agree 89 35
Disagree 72 29
Total 250 100
Chart No: 3.1.14 ORGANISATION GIVES FREEDOM TO USE SKILLS
Fre e dom in utilisation of skills wise classification
40% 35%
29%
% of respondents
30% 24%
20%
12%
10%
0%
INFERENCE:
27
24% of the respondents strongly agree that the organization is giving freedom to use their
skills, 35% of the respondents agree, 29% of the respondents disagree group and 12% of the
respondent strongly disagree.
THE JOB UTILISES MOST OF MY SKILLS AND ABILITIES
TABLE NO: 3.1.15
Agree 89 36
Disagree 77 31
Total 250 100
Chart No: 3.1.15 THE JOB UTILISES MOST OF MY SKILLS AND ABILITIES
Utilisation of skills & abilities in job wise classification
40% 36%
31%
% of respondents
30%
21%
20%
12%
10%
0%
Level of satisfaction
INFERENCE:
28
21% of the respondents strongly agree that the job utilises most of their skills and abilities,
36% of the respondents agree, 31% of the respondents disagree and 12% of the respondents
strongly disagree.
CO-ORDINATION AMONG DEPARTMENTS IS GOOD
TABLE NO: 3.1.16
Agree 78 31
Disagree 61 24
Total 250 100
Chart No: 3.1.16 CO-ORDINATION AMONG DEPARTMENTS IS GOOD
Co-ordination among departments wise classification
35% 31%
30% 26%
% of respondents
24%
25%
19%
20%
15%
10%
5%
0%
INFERENCE:
29
As per analysis 26% of the respondents strongly agree that the co-ordination among
departments is good, 31% of the respondents agree group, 24% of the respondents disagree group,
19% of the respondents strongly disagree.
WORK IS STRESSFUL
TABLE NO: 3.1.17
Always 56 22
Often 90 36
Sometimes 79 32
Never 25 10
Total 250 100
Chart No: 3.1.17 WORK IS STRESSFUL
Stressfulness at work wise classification
40% 36%
32%
% of respondents
30%
22%
20%
10%
10%
0%
Always Often Sometimes Never
Particulars
INFERENCE:
30
22% of the respondents always feel stress in their work, 36% of the respondents often, 32%
of the respondents sometimes finding stress in their work and 10% of the respondents never feeling
stress.
OPINION ABOUT CHANGES NEEDED IN PRESENT WORK LIFE
TABLE NO: 3.1.18
Completely 76 30
Partially 97 39
Never 77 31
Total 250 100
Chart No: 3.1.18 OPINION ABOUT CHANGES NEEDED IN PRESENT WORK LIFE
Changes needed in present work wise classification
50%
39%
40%
% of respondents
30% 31%
30%
20%
10%
0%
Completely Partially Never
Particulars
INFERENCE:
31
30% of the respondents completely needed changes in their present work life, 39% of the
respondents partially needed changes and 31% of the respondents never needed changes in their
work life.
GIVEN ADEQUATE AND FAIR COMPENSATION
TABLE NO: 3.1.19

Agree 87 35
Disagree 74 29
Total 250 100
Chart No: 3.1.19 GIVEN ADEQUATE AND FAIR COMPENSATION
Payment of compensation wise classification
40% 35%
29%
27%
% of respondents
30%
20%
9%
10%
0%
INFERENCE:
32
27% of the respondents strongly agree, 35% of the respondents agree, 29% of the
respondents disagree and 9% of the respondents strongly disagree.
REWARDS ARE LINKED TO PERFORMANCE
TABLE NO: 3.1.20
Agree 87 35
Disagree 65 26
Total 250 100
Chart No: 3.1.20 REWARDS ARE LINKED TO PERFORMANCE
Linking rewards to job performance wise classification
40% 35%
35%
29%
30% 26%
% of respondents
25%
20%
15% 10%
10%
5%
0%
Strongly agree A gree Dis agree Strongly dis agree
INFERENCE:
33
29% of the respondents strongly agree that the organization does a good job linking
rewards to job performance, 35% of the respondents agree, 26% of the respondents disagree and
10% of the respondents strongly disagree.

FRINGE Insurance 56 23
BENEFITS Retirement benefit 72 29
Health check up 71 28
TABLE NO: All the above 51 20
3.1.21 Total 250 100
Chart No: 3.1.21 FRINGE BENEFITS
Availability of fringe benefits wise classification
35%
29% 28%
30%
% of respondents
23%
25% 20%
20%
15%
10%
5%
0%
Insurance Retirement benefit Health check up All the above
Particulars
34
INFERESE:
23% of the respondents said that the company is providing insurance, 29% of the
Yes 145 58
No 105 42
Total 250 100
respondents mentioned retirement benefit, 28% of the respondents mentioned health check up and
20% of the respondents mentioned all the above.
SOCIAL SECURITY BENEFITS ARE PROVIDED
TABLE NO: 3.1.22
Chart No: 3.1.22 SOCIAL SECURITY BENEFITS ARE PROVIDED
35
Social s e curity be ne fits wise class ification
70%
58%
60%
50%
% of respondents
42%
40%
30%
20%
10%
0%
Y es No
P a rticula rs
INFERENCE:
58% of the respondents said yes that the company is providing social security benefits and
remaining 42% of the respondents said no.
WORK ENVIRONMENT
TABLE NO: 3.1.23
Extremely motivating 58 23
Fairly motivating 135 54

Neither motivating nor de
57 23
motivating
Total 250 100.0
Chart No: 3.1.23 WORK ENVIRONMENT
36
Motivation in work environment wise classification
% of respondents
60% 54%
50%
40%
30% 23% 23%
20%
10%
0%
Extremely motivating Fairly motivating Neither motivating nor de
motivating
Particulars
INFERENCE:
23% of the respondents saying that, 54% of the respondents saying fairly
motivating and 23% of the respondents saying neither motivating nor de motivating
SATISFACTION REGARDS TO PERFORMANCE APPRAISAL SYSTEM
TABLE NO: 3.1.24
37
Highly satisfied 34 13
Satisfied 125 50
Neither satisfied nor
47 19
dissatisfied
Dissatisfied 30 12
Highly dissatisfied 14 6
Total 250 100

Chart No: 3.1.24 SATISFACTION REGARDS TO PERFORMANCE APPRAISAL
SYSTEM
Satis faction re gards to pe rformance appraisal syste m wise classification
60% 50%
50%
% of respondents
40%
30%
19%
20% 13% 12%
10% 6%
0%
Highly satisfied Satisfied N either satisfied Dissatisfied Highly dissatisfied
nor dissatisfied
Leve l of satisfaction
INFERENCE:
13% of the respondents were highly satisfied with performance appraisal system, 50% of
the respondents were satisfied, 19% of the respondents were neither satisfied nor dissatisfied, 12%
of the respondents were dissatisfied, and 6% of the respondents were highly dissatisfied.
OVERALL JOB SATISFACTION
38
TABLE NO: 3.1.25
Highly satisfied 33 13
Satisfied 70 28
Neither satisfied nor dissatisfied 85 34
Dissatisfied 54 22
Highly dissatisfied 8 3
Chart No: Total 250 100
3.1.25 OVER ALL JOB SATISFACTION
Job satisfaction level wise classification
40% 34%
28%
% of respondents
30%
22%
20% 13%
10% 3%
0%
Highly satisfied Satisfied Neither satisfied Dissatisfied Highly
nor dissatisfied dissatisfied
INFERECE:
13% of the respondents were highly satisfied with overall job, 28% of the respondents were
satisfied with overall job, 34% of the respondents were neither satisfied nor dissatisfied, 22% of
the respondents were dissatisfied and 3% of the respondents were highly dissatisfied.
3.2 STATISTICAL ANALYSIS

39
The data collected from the respondents the respondents are analyzed using the following
statistical techniques. They are as follows:
• Chi-square test
• Kolmogrov - Smirnov test (KS)
CHI-SQUARE TEST
Introduction
The chi-square test, also known as non-parametric test or a distribution free test is used
when is impossible to make any assumption about population or when researcher is unable to
estimate the population’s parameters. The main advantage of using non-parametric test is that, the
researcher can analyze qualitative data. The name chi-square is generally denoted by the symbol
(χ2)
Properties
1. χ2 cannot be negative value: it is 0 or positive value.

2. χ2 is not symmetrical: it is skewed to the right.
3. For degrees of freedom exceeding 30, the X distributions are approximated by the normal
distributions.
Steps involved in applying chi-square test
1. Calculate the expected frequencies on the basis of given hypothesis or on the basis of null
hypothesis.
2. Obtain the difference between observed and expected frequencies and find out the squares of
such differences i.e., calculate (Oij – Eij) 2.
3. After finding out the squares of such differences we have to calculate (Oij-Eij) 2/E.
40
CHI-SQUARE TEST-1
Test: 1
Aim:
To find out significant relationship between the occupation and satisfaction with
respect to work timings.
Null hypothesis: (Ho):
There is no significant relationship between the between the occupation and

satisfaction with respect to work timings.
Alternate hypothesis: (H1):
There is significant relationship between the occupation and satisfaction with

OBSERVED FREQUENCY
41
Occupation
Management Area Branch Branch Others Total

trainee sales sales manager
manager manager
Work timings
Excellent 11 14 19 7 4 55
Good 20 40 29 8 8 105
Satisfactory 10 18 19 6 4 57
Poor 5 14 7 4 3 33
Total 46 86 74 25 19 250
EXPECTED FREQUENCY
Occupation
Management Area Branch Branch Others Total

trainee sales sales manager
manager manager
42
Work timings
Excellent 10 19 16 6 4 55
Good 19 36 31 11 8 105
Satisfactory 11 20 17 5 4 57
Poor 6 11 10 3 3 33
Total 46 86 74 25 19 250
CALCULATION OF CHI-SQUARE VALUE
Oi Ei Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
11 10 1 1 0.1
14 19 -5 25 1.31
19 16 3 9 0.56
7 6 1 1 0.16
4 4 0 0 0
20 19 1 1 0.05
40 36 4 16 0.44
29 31 -2 4 0.12
8 11 -3 9 0.81
8 8 0 0 0
10 11 -1 1 0.99
18 20 -2 4 0.2
43
19 17 2 4 0.23
6 5 1 1 0.2
4 4 0 0 0
5 6 -1 1 0.16
14 11 3 9 0.81
7 10 -3 9 0.9
4 3 1 1 0.33
3 3 0 0 0
Table value: 28.300
Calculated value of χ2 = 6.21.
Level of significance=5%
Dof = (C-1) (R-1)
= (5-1) (4-1)
= (4) (3)
= 12
Table value of 28.300 @ 5% of significance.
Result:
Calculated value is less than the table value, therefore we accept the null
Hypothesis (Ho)
Decision:
There is no significant relationship between the occupation and satisfaction with

44
CHI-SQUARE TEST-2
Test: 1
Aim:
To find the significant relationship between experience and overall job satisfaction.
Null hypothesis: (Ho)
There is no significant relationship between experience and overall job satisfaction
Alternate hypothesis: (H1)
There is significant relationship between experience and overall job satisfaction
45
OBSERVED FREQUENCY
Experience Less than 5 Five-Ten Ten- More Total

years years Fifteen than
years Fifteen
Level of job years
satisfaction
Highly Satisfied 4 22 7 0 33
Satisfied 19 33 18 0 70
Neither Satisfied 22 38 24 0 84
nor Dissatisfied
Dissatisfied 5 32 17 0 54
Highly Dissatisfied 3 4 2 0 9
Total 53 129 68 0 250
46
EXPECTED FREQUENCY
Experience Less than 5 Five-Ten Ten- More Total

years years Fifteen Than
Level of job years Fifteen
satisfaction years
Highly Satisfied 7 17 9 0 33
Satisfied 15 36 19 0 70
Neither Satisfied 18 43 23 0 84
Nor Dissatisfied
Dissatisfied 11 28 15 0 54
Highly Dissatisfied 2 5 2 0 9
Total 53 129 68 0 250
47
4 7 -3 9 1.28
22 17 5 25 1.47
7 9 -2 4 0.44
0 0 0 0 0
19 15 4 16 1.06
33 36 -3 9 0.25
18 19 -1 1 0.05
0 0 0 0 0
22 18 4 16 0.88
38 43 -5 25 0.58
24 23 1 1 0.04
0 0 0 0 0
5 11 -6 36 3.27
32 28 4 16 0.57
17 15 2 4 0.26
0 0 0 0 0
3 2 1 1 0.5
4 5 -1 1 0.2
2 2 0 0 0
48
0 0 0 0 0
Table value: 28.300
Calculated value of χ2 = 6.75
Dof = (C-1) (R-1)
= (4-1) (5-1)
= (3) (4)
= 12
Result:
Hypothesis (Ho)
Decision:
There is no significant relationship between experience and overall job satisfaction
49
CHI-SQUARE TEST-3
Test: 1
Aim:
To find the significant relationship between gender and co-ordination among

departments.
Null hypothesis: (Ho)
There is no significant relationship between gender and co-ordination among

departments.
Alternate hypothesis: (H1)

departments.
50
OBSERVED FREQUENCY
Gender Male Female Total
Co-ordination
Strongly agree 49 15 64
Agree 53 25 78
Disagree 44 17 61
Strongly disagree 39 8 47
Total 185 65 250
EXPECTED FREQUENCY
51
Gender
Co-ordination Male Female Total
Agree 58 20 78
Disagree 45 16 61
Total 185 65 250
49 47 2 4 0.085
53 58 -5 25 0.431
44 45 -1 1 0.022
39 35 4 16 0.457
15 17 -2 4 0.235
25 20 5 25 1.25
17 16 1 1 0.063
8 12 -4 16 1.333
52
Table value: 7.815
Calculated value of χ2 = 3.876
Dof = (C-1) (R-1)
= (2-1) (4-1)
= (1) (3)
=3
Result:
Calculated value is less than the table value, therefore we accept the null Hypothesis
(Ho)
Decision:

departments.
53
TEST NO.4
KOLMOGROV-SMIRNOV TEST (KS)
Aim:
To test the significant relationship between the age and opinion about opportunities for
career growth.
Null Hypothesis (H0):
There is no significant relationship between the age and opinion about opportunities for
career growth.
Alternative Hypothesis (H1):
There is a significant relationship between the age and opinion about opportunities for
career growth.
54
FREQUENCY TABLE
55
Career
growth
Strongly Strongly
Agree Disagree Total
Agree disagree
Age
Less than 25
years 10 10 12 5 37
25 – 35 years 24 31 28 21 104
35 – 45 years 23 19 18 11 71
45 50 years 2 14 7 3 26
More than 50
years 6 5 1 0 12
Total 65 79 66 40 250
CALCULATION OF WEIGHTED AVERAGES
56
Less than 25 More than
Factors & years 25-35 years 35-45 years 45-50 years 50 years
Attributes W X WX W X WX W X WX W X WX W X WX
Strongly 1
agree 4 0 40 4 24 96 4 23 92 4 2 8 4 6 24
1
Agree 3 0 30 3 31 93 3 19 57 3 14 42 3 5 15
1
Disagree 2 2 24 2 28 56 2 18 36 2 7 14 2 1 2
Strongly
disagree 1 5 5 1 21 21 1 11 11 1 3 3 1 0 0
Total 10 99 10 104 10 196 10 67 10 41
wx
Weighted Average = --------
w
∑W = 4+3+2+1
= 10
1. Less than 25 years = 99/10 = 9.9
2. 25 – 35 years = 104/10 = 10.4
3. 35 – 45 years = 196/10 = 19.6
4. 45 – 50 years = 67/10 = 6.70
5. More than 50 years = 41/10 = 4.10
57
TABLES SHOWING WEIGHTED AVERAGE AND RANKS
Factors Weighted average Rank
More than 50 years 4.10 5
45 – 50 years 6.70 4
Less than 25 years 9.9 3
25 – 35 years 10.4 2
35 – 45 years 19.6 1
CALCULATION OF Dmax VALUES
Dmax =
CFO FE {FO(X) -
O (E) FO (X) E CFE (X) FE(X)]}
4.10 4.10 0.08 10.14 10.14 0.2 -0.12
6.70 10.8 0.21 10.14 20.28 0.4 -0.19
9.9 20.7 0.40 10.14 30.42 0.6 -0.2
10.4 31.1 0.61 10.14 40.56 0.8 -0.19
19.6 50.7 1 10.14 50.6 0.9 0.01
∑O=50.7 ∑E=50.7 Dmax = 0.01

58
E = 50.7 / 5 = 10.14
50.7
E = ----------
= 10.14
The calculated value of Dmax = 0.01
1.36
The table value of Dmax = -----------
√N
1.36
= --------- = 0.08
√250
RESULT:
The calculated value is 0.01 which is less than the tabulated value 0.08. Hence the null
hypothesis is accepted.
59
DECISION:
There is no significant relationship between the age and opinion about opportunities for
career growth.
TEST NO.5
KOLMOGROV-SMIRNOV TEST (KS)
Aim:
To test the significant relationship between the income of the employees and stress leads.
Null Hypothesis (H0):
There is no significant relationship between income of the employees and stress leads.
Alternative Hypothesis (H1):
There is a significant relationship between the income of the employees and stress leads.
60
Monthly
income
Below 15001 – 20001 – More than
Work Total
15000 20000 25000 25000
stressfulness
Always 9 23 17 7 56
Often 10 41 26 13 90
Some times 12 25 32 10 79
Never 3 12 8 2 25
Total 34 101 83 32 250
FREQUENCY TABLE
CALCULATION OF WEIGHTED AVERAGES
61
More than
Factors & Below 15000 15001-20000 20001-25000 25000
Attributes W X WX W X WX W X WX W X WX
Always 4 9 36 4 23 92 4 17 68 4 7 28
Often 3 10 30 3 41 123 3 26 78 3 13 39
Some times 2 12 24 2 25 50 2 32 64 2 10 20
Never 1 3 3 1 12 12 1 8 8 1 2 2
Total 10 93 10 277 10 218 10 89
wx
Weighted Average = --------
w
∑W = 4+3+2+1
= 10
62
1. Below 15000 = 93/10 = 9.3
2. 15001 - 20000 = 277/10 = 27.7
3. 20001 - 25000 = 218/10 = 21.8
4. More than 25000 = 89/10 = 8.9
TABLES SHOWING WEIGHTED AVERAGE AND RANKS
Factors Weighted average Rank
More than 25000 8.9 4
Below 15000 9.3 3
20001 – 25000 21.8 2
15001 – 20000 27.7 1
CALCULATION OF Dmax VALUES
O CFO FO (X) E CFE FE (X) Dmax =

63
{FO(X) -
(E) FE(X)]}
8.9 8.9 0.13 16.92 16.92 0.24 -0.11
9.3 18.20 0.26 16.92 33.84 0.49 -0.23
21.8 40 0.59 16.92 50.76 0.74 -0.15
27.7 67.7 1 16.92 67.6 0.01 0.99
Dmax = 0.99
∑O=67.7 ∑E=67.7
E = 67.7 / 4 = 16.9
67.7
E = ----------
= 16.9
The calculated value of Dmax = 0.01
1.36
The table value of Dmax = -----------
√N
1.36
= --------- = 0.086
√250
64
RESULT:
The calculated value is 0.01 which is less than the tabulated value 0.08. Hence the null
hypothesis is accepted.
DECISION:
There is no significant relationship between income of the employees and stress leads.
CHAPTER-4
SUMMARY OF FINDINGS
4.1GENERAL FINDINGS:
• 74% of the respondents are male.
• 41% of the respondents belong to 25-35 years age group.
• 40% of the respondents belong to Rs.15001-Rs.20000 income group.
• 35% of the respondents belong to area sales manager group.
• 51% of the respondents have five-ten years experience.
• 34% of the respondents agree that recruitment process is difficult.
• 54% of the respondents do not think that the selection procedure is good.
• 45% of the respondents felt good about the training provided in the company.
• 70% of the respondents said the training programmes helps to some extent.
• 64% of the respondents said yes that the training programmes helps in improving relationship
among employees.
• 46% of the respondents disagree on extensive training programmes.
• 42% of the respondents felt good about the work timings.
• 32% of the respondents agree that the company provides an opportunity for career growth.
65
• 35% of the respondents agree that the company gives freedom to use their skills.
• 36% of the respondents agree that the job utilizes most of their skills and abilities.
• 31% of the respondents agree that the coordination among departments was good.
• 36% of the respondents felt stress at work often.
• 39% of the respondents partially need changes in their present work life.
• 35% of the respondents agree on given adequate and fair compensation.
• 35% of the respondents agree that the company does a good job linking rewards to job
performance.
• 29% of the respondents getting retirement benefit as a fringe benefit.
• 54% of the respondents said yes that the company is providing social security benefits.
• 54% of the respondents saying that work environment is fairly motivating.
• 50% of the respondents are satisfied with performance appraisal system.
• 34% of the respondents were neither satisfied nor dissatisfied with overall job.
4.2 STATISTICAL FINDINGS:
TEST NO: 1
Result:
Hypothesis (Ho)
Decision:
66
There is no significant relationship between the occupation and satisfaction with
TEST NO: 2
Result:
Hypothesis (Ho)
Decision:
There is no significant relationship between experience and overall job satisfaction.
TEST NO: 3
Result:
Hypothesis (Ho)
Decision:

departments.
67
TEST NO: 4
RESULT:
The calculated value is 0.01 which is less than the tabulated value 0.08. Hence
the null hypothesis is accepted.
DECISION:
There is no significant relationship between the age and opinion about opportunities
for career growth.
TEST NO: 5
RESULT:
The calculated value is 0.01 which is less than the tabulated value 0.08. Hence the
null hypothesis is accepted.
DECISION:
68
There is no significant relationship between the income of the employees and stress
levels.
CHAPTER- 5
SUGGESTIONS AND RECOMMENDATIONS
• As per the analysis, majority of the employees said the selection procedure followed by
Redington was not good. So, the company should take necessary steps to change the selection procedure.
• 46% of the respondents disagree that extensive training programmes required. That implies
they are satisfied with the current training programmes. So, the company need not conduct additional
training and may see how the current programmes can be improved.
• Majority of employees (36%) were getting stress at work place. So this is one of the major
grievance on which the company should take action because this will affect the quality of work life.
• The company should take action on changes needed by the employees because 39% of the
employees partially needed changes.
• In quality of work life one of the main factor is compensation, as per analysis 29% of the
employees were not happy.
• Majority of the employees (39%) neither satisfied nor dissatisfied with overall job
satisfaction, So the company should take necessary actions to improve job satisfaction of the employees.
69
CHAPTER-6
CONCLUSION
The 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.
From this study on quality of work life in Redington India Ltd the employees were not
satisfied fully in occupational health care, extensive training programmes and appropriate salary.
So, as per the study, the company should take more number of remedial measures to
improve quality of work life.
70
QUESTIONNARIE
Customer Profile:
Name: ______ Dept., __________________
1. Gender: () Male () Female
2. Age:
() Less than 25 yrs () 25-35 yrs
() 35-45 yrs () 45-50 yrs () More than 50 yrs
3. Monthly Income:
() Below Rs.15000 () Rs.15001 to 20000
() Rs.20001- 25000 () More than Rs. 25000
4. Occupation:
() management trainee () Area sales manager
() Branch sales manager () Branch manager () others_________________
5. How long have you been working for REDINGTON INDIA LIMITED?
() Less than Five years () Five – Ten yrs
() Ten – Fifteen yrs () More than Fifteen yrs
6. The recruitment process is difficult in the company.
() Strongly agree () agree () neither agree or disagree
() disagree () strongly disagree
7. Do you think that the selection procedure followed in the company is good?
() yes () no
8. The training provided by the company is
71
() excellent () good () average () poor
9. How far training programmes help an employee to achieve the require skill for performing the
job efficiently?
() To great extent () To some extent () Rarely
10. Do you think the training programmes helps in improving relationship among employees?
() Yes () No
11. The training programmes should be conducted more extensively.
() Strongly agree () Agree () Disagree () strongly disagree
12. The work timings of the organization are
() Excellent () Good () Satisfactory () Poor
13. Do you agree that organization provides an opportunity for career growth.
14 The organization gives you freedom to use your skills.
15 The job utilizes most of my skills and abilities.
16. Coordination among departments is good.
17. How often do you find your work stressful?
() Always () Often () Sometimes () never
18. Do you feel the changes needed in your present work life?
() Completely () Partially () Never
19. I am given adequate and fair compensation for the work I do.
20. REDINGTON does a good job of linking rewards to job performance
72
21. Fringe benefits provided to you….
() Insurance () Retirement benefit
() Health check-up () All the above
22. Does the REDINGTON provide you the social security benefits?
() Yes () No
23. How motivating is in the work environment?
() Extremely motivating () Fairly motivating
() Neither motivating nor de motivating
24. Are you satisfied with performance appraisal system?
() Highly satisfied () Satisfied () Neither satisfied nor dissatisfied
() Dissatisfied () Highly dissatisfied
25. What do you think about overall job satisfaction level?
() Highly satisfied () Satisfied () Neither satisfied nor dissatisfied
() Dissatisfied () Highly dissatisfied
26. Please give any suggestions to improve quality of work life of employees
---------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------
73
REFERENCE
BOOKS REFERED:
1. Biswajeet Pattanayak., “HUMAN RESOURCE MANAGEMENT’, 2ND Edition.

2. Eugene Mc Kenna & Nic Beech “HUMAN RESOURCE MANAGEMENT – A
Concise analysis”
3. C.B.Mamoria and S.V. Gankar “PERSONNEL MANAGEMENT”
4. C.R. Kothari., “RESEARCH METHODOLOGY”, 2ND Edition, Wishwa Praseshan,
2003.
5. S.P Guptha., “STATISTICAL MEHODS” 2nd Edition, Sultan Chand & Co, 1999.
WEBSITES REFERED:
www.redingtonindia.com
www.sitehr.com
www.hrpracticesindia.com
74
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CHAPTER – 1

1.2 NEED FOR THE STUDY:

1.3 SCOPE OF THE STUDY:

1.4 INDUSTRIAL PROFILE:

Redington India, incorporated in 1961, commenced the operations in 1993

In March 2006 ChrysCapital, a private equity firm, acquired 11 percent stake in

Win-Win Relationships - We believe in partnership approach and work towards

Creativity and Innovation - We encourage creativity and innovation among our

Pursuit of Excellence - We focus on maintaining highest level of quality in all our

Vision and mission:

1.5 COMPANY PROFILE:

1. Redington India, incorporated in 1961, commenced the operations in 1993

DIGITAL LIFESTYLE PRODUCTS:

Research means a scientific and systematic search for pertinent information on

“Methodology” is defined a “the study of methods by which we gain knowledge, it

2.1 RESEARCH OBEJECTIVES

2.1.1 PRIMARY OBJECTIVES

2.1.2 SECONDARY OBJECTIVES

• Open Ended Questions

2.3 QUESTIONNAIRE DESIGN:

2.4 DATA COLLECTION

2.4.1 PRIMARY DATA

2.4.2 SECONDARY DATA

2.6 PERIOD OF THE STUDY

 Objectives were set questionnaire was finalized.

2.7 SAMPLE SIZE

2.8 PILOT SURVEY

Such a survey, being conducted by experts, brings to light the weaknesses of

2.9 LIMITATIONS OF THE STUDY

• Time of the study is short to carry out a detailed analysis.

3.1. DATA ANALYSIS

PURPOSE OF STATISTICAL ANALYSIS:

1. It summarizes large mass of data into understandable and meaningful form.

2. Statistics makes exact description possible.

3. Statistical analysis facilitates identification of the factors underlying complex phenomenon.

3.1. DATA ANALYSIS & INFERENCE

TABLE NO: 3.1.1

Particulars No of respondents Percentage (%)

Male 185 74%

Total 250 100

Chart No: 3.1.1.GENDER WISE CLASSIFICATION

Gender Wise Classification

 74% of the respondents are male and 26% are female.

AGE WISE CLASSIFICATION

Less than 25 years 37 14

25-35 years 104 41

More than 50 years 12 4

Chart No: 3.1.2.AGE WISE CLASSIFICATION

Age Wise Classification

INCOME WISE CLASSIFICATION

TABLE NO: 3.1.3

Rs.15001 to Rs.20000 101 40

More than Rs.25000 32 12

Total 250 100

Chart No: 3.1.3. INCOME WISE CLASSIFICATION

Income Wise Classification

Particulars No of respondents Percentage

TABLE NO: 3.1.4

Chart No: 3.1.4. OCCUPATION WISE CLASSIFICATION

EXPERIENCE WISE CLASSIFICATION

TABLE NO: 3.1.5

Particulars No. of respondents Percentage

Five – Ten years 128 51

Ten – Fifteen years 69 28