A

STUDY

ON

“QUALITY OF WORK LIFE”

With reference to

ADITYA BIRLA RETAIL LIMITED

SREERAMOJU AKHILA

(H.T.No.1302-17-672-101)

Project submitted in partial fulfillment for the award

of the Degree of

MASTER OF BUSINESS ADMINISTRATION

By

Osmania University, Hyderabad -500007

 DECLARATION

I hereby declare that this Project Report titled“QUALITY OF WORK LIFE”

submitted by me to the Department of Business Management, O.U., Hyderabad, is a

bonafide work undertaken by me and it is not submitted to any other University or

Institution for the award of any degree diploma/certificate or published any time

before.

Name of the Student Signature of the Student

 Aurora’s PG College (MBA)
Ganesh Nagar, Ramanthapur, Hyderabad- 50013, Ph: 040-27030787
(Affiliated to Osmania University)

CERTIFICATE

This is to certify that the Project Report entitled “QUALITY OF WORK LIFE”

submitted in partial fulfilment for the award of MBA Programme of Department of

Business Management, Aurora’s PG College, Ramanthapur, affiliated to Osmania

University, Hyderabad, was carried out by SREERAMOJU AKHILA,

H.T.No.1302-17-672-101 under our guidance. This has not been submitted to any

other University or Institution for the award of any degree/diploma/certificate.

Internal Guide Head of the Department Principal

 ACKNOWLEDGEMENT

This acknowledgement is a humble attempt to earnestly thank all those who are

directly or indirectly involved with my project and were of immense help to me.

First of all, I would like to express my sincere thanks to the Director of college and

H.O.D of MBA department, for giving me this opportunity to carry out the project. I

acknowledge with the greatest courtesy the efforts taken by, my project guide, who

took a genuine interest in my project and helped me, understand the basic concepts

of the project when necessary.

I am also thankful to my external guide, who was readily willing to help me out

in the course of the project.

Name of the Student

 TABLE OF CONTENT

Ch. No TOPIC PAGE

NUMBER

List of tables

List of figures

1 Introduction 1-2

1.1 Need of the study 3

1.2 Scope of the study 4

1.3 Objectives of study 5

1.4 Research Methodology 6-8

2 Review of Literature 9-28

2.1 Theoretical Background

2.2 Article / Journals

3 3.1 Industry profile 29-50

3.2 Company profile

4 Data Analysis and Interpretation 51-74

5 5.1 Findings 75

5.2 Suggestions 76

5.3 Limitations 77

5.4 Conclusion 78

6 Bibliography 79

7 Appendices 80-84
 LIST OF TABLES

Table. No Title Pg. No

1 Your organization opportunity for growth and security provides 51

2 Pay and compensation package is adequate and fair in comparison to 52

performance

3 Medical facilities provided by the organization suites your health needs 53

4 Your job allows you to use your skills and abilities 54

5 Promotion policy of your organization ensures planned carrier growth 55

6 Training facilities of your organization enhances your skills 56

competencies

7 How would you describe relations at your work with your superiors 57

8 Your relation with your peers and subordinates are harmonious 58

9 Your organization provides a mechanism to express your views and 59

grievances

10 Do you normally work as part of a team or do you work mostly on your 60

own

11 How often do you feel successful in your work 61

12 How often do you carry office work to your home as part of your job 62

13 To what extent your organization provides scope for the employee’s 63

Development

14 There is no discrimination and there is high degree of social integration 64

at the workplace

15 To what extent do you think that you are best suited for the job 65
16 Which techniques are used to improve your work life 66

17 How often do you go home in time 67

18 How often your official commitments obstruct your personal and 68

family works

19 How often your personal work obstruct your official commitments 69

20 The suggestion scheme in your organization is 70

21 Quality orders are instrumented improving quality in work 71

22 Recognition and rewards are given based on employee performance 72

23 Are you able to balance your personal requirements without affecting 73

your job requirements

24 How often social gatherings and departmental meetings are conducted 74

in your department
 LIST OF FIGURE

Table. No Title Pg. No

1 Your organization opportunity for growth and security 51

provides

2 Pay and compensation package is adequate and fair in 52

comparison to performance

3 Medical facilities provided by the organization suites your 53

health needs

4 Your job allows you to use your skills and abilities 54

5 Promotion policy of your organization ensures planned 55

carrier growth

6 Training facilities of your organization enhances your skills 56

competencies

7 How would you describe relations at your work with your 57

superiors

8 Your relation with your peers and subordinates are 58

harmonious

9 Your organization provides a mechanism to express your 59

views and grievances

10 Do you normally work as part of a team or do you work 60

mostly on your own

11 How often do you feel successful in your work 61

12 How often do you carry office work to your home as part of 62

your job

13 To what extent your organization provides scope for the 63

employee’s Development

14 There is no discrimination and there is high degree of social 64

integration at the workplace

15 To what extent do you think that you are best suited for the 65
job?
16 How often your personal work obstruct your official 66
commitments

17 The suggestion scheme in your organization is 67

18 Quality orders are instrumented improving quality in work 68

19 Recognition and rewards are given based on employee 69
performance

20 Are you able to balance your personal requirements without 70

affecting your job requirements

21 How often social gatherings and departmental meetings are 71

conducted in your department

22 Recognition and rewards are given based on employee 72

performance
23 Are you able to balance your personal requirements without 73
affecting your job requirements

24 How often social gatherings and departmental meetings are 74

conducted in your department
 ABSTRACT

The success of any organization is highly dependent on how it attracts, recruits,

motivates, and retains its workforce. Today’s organization need to be more flexible
so that they are equipped to develop their workforce and enjoy their commitment.
Therefore, organizations are required to adopt a strategy to improve the employees
quality of work life (QWL) to satisfy both the organizational. Objectives and
employee needs. The term (QWL) refers to the favourableness or unfavourableness
of a total job environment for people. QWL programs are another way in which
organizations recognize their responsibility to develop jobs and working conditions
that are excellent for people as well as foe economic health of the organization. The
elements in a typical QWL program include – open communications, equitable
reward systems, a concern for employee job security and satisfy careers and
participation in decision making. Many early QWL efforts focus on job enrichment.
In addition to improving the work system, QWL programs usually emphasize
development of employee skills, the reduction of occupational stress and the
development of more co-operative labor-management relations. The recent
definition by servey on QWL is quite conclusive and best meet the contemporary
work environment. The definition is related to meaningful and satisfying work
which emphasizes 4 C’s i.e. Concern, consciousness capacity and commitment. It
includes (i) an opportunity to exercise one’s talents and capacities, to face challenges
and situations that require independent initiative and self-direction; (ii) an activity
thought to be worthwhile by the individuals involved; (iii) an activity in which one
understands the role the individual plays in the achievement of some overall goals;
and (iv) a sense of taking pride in what one is doing and in doing it well. This issue
of meaningful and satisfying work is often merged with discussion of job
satisfaction, and believed to be more favorable to QWL, This review on the
definition of QWL indicates that QWL is a multidimensional construct, made up of a
number of interrelated factors that need careful consideration to conceptualize and
measure. It is associated with job satisfaction, job involvement, motivation,
productivity, health, safety and well-being, job security, competence development
and balance between work and non-work life as is conceptualized by European
Foundation for the Improvement of Living Conditions.