QUALITY OF WORK LIFE AMONG THE EMPLOYEES OF PUBLIC

SECTOR BANKS IN COIMBATORE CITY

Mr. T. KALIMUTHU
Part - Time Guest Lecturer in Commerce
Madurai Kamaraj University Evening College
Palani. Pin Code - 624 601., Dindigul District.

Dr. R. GANAPATHI
Assistant Professor in Commerce
Directorate of Distance Education
Alagappa University, Karaikudi. Pin Code - 630 003.

ABSTRACT living. Most precious time in the life span of an

Every individual spends a considerable
amount of time at the work place and devotes the
greater part o his or her life to work by spending
time, energy and physical and mental resources to
fulfill his or her endeavour. Work is the chief
determinant of the freedom of an individual. Today
the Indian banking industry is witnessing boom times
better than ever before. The availability of skilled
managerial and technical manpower in India will
contribute considerably to the prosperity of the
banking industry in future. Hence in the present study
an attempt has been made to assess the perceptions
of the employees who are working at presently on
the quality of work life in the banking industry. The
quality of work life covers a wide range of issues
both financial and non-financial relating to work
context, work contents and work relations. The
objectives of the study are to find out whether there
is adequate and fair compensation for the work
rendered, participation of employees in decision
making, the welfare measures, improvement of
Quality of Work Life (QWL) and to offer suitable
suggestions. For the study descriptive research design
has been adopted and the primary data are collected
through a well structured questionnaire. Coimbatore
city the third largest city in Tamil Nadu is known for
the existence of numerous public sector, private sector
and foreign banks. Hence it has been chosen as the
area of study.
INTRODUCTION
Right from the days of Adam and Eve to the
era of Bill Gates work has been playing a major role
in the lives of human beings. In the entire globe every
living organism is engaged in one work or another.
Work speeds up the growth of an individual
augmenting his / her self-respect and standard of
Summer Internship Society Volume III Issue-II
individual is spent in the work place where the
individual gets ample scope to spend the time meaning
fully. The individual in order to fulfill his / her desires
and endeavour spends energy sources, physical
abilities and mental skills in the best possible way. To
great extend associations with others attitude and
aptitude of the individual about the other aspects of
life are also controlled and governed. Personal needs
of the individual his or her survival instincts,
achievements technical know how and knowledge
are also affected both covertly and overtly. The level
and degree of the contributive nature of work for the
above said facts is referred to as Quality of Work
Life (QWL).
Today it is considered by many experts that
the among all the work systems and environment
quality of work life is the key with which human
resources and strategies can be opened. The QWL
improves definitely the employees satisfaction, adds
to the strength of the infrastructure at the work place,
auguments successful management of the newly
developing trends and changing transactions with
accuracy and efficiency. Creation of an orderly and
well disciplined atmosphere will contribute much to
the quality of work life. This can be better achieved
by clear cut work rules and regulations. Meeting out
a dignified treatment at the hands of the management
and respectful co-operation from the colleagues will
improve the quality of work rendered by an
employee. Work rules and job code ensure the proper
conduct of the employees in a safe and secure
manner with a greater degree of professional touch.
This in turn paves way for the employees to share
their ideas and opinions freely with their superiors.
Holding the fifth rank in the world ranking
Indian economy is one of the fast evolving and
July 2011 17
emerging markets. Its contribution in the field of
aviation, real estate, retail trade, banking, health care
services and hospitality industry is beyond breath
taking level. Among these the Indian banking service
and industry has taken a giant leap pushing behind
other sectors.
In the banking industry human resources play
a pivotal role pushing bank the other resources.
Though all the resources are essential for the
metamorphosis of the banking industry to the role of
human resources is of utmost importance and
necessity. Today managerial and technical manpower
in the Indian sub-continent are at their Zenith and
they assure the future prosperity and progress of the
banking industry. Hence the researchers have made
an in depth analysis and study of the perceptions of
the bank employees about the banking industry in
which they become part and parcel.
NEED FOR THE STUDY
The quality of work life is a generic phrase
that is multifaceted and comprehensive in nature. It
is a measure of the individual and organization
interface. Certain working conditions and
management practices such as, reasonable pay,
healthy physical environment, employees welfare, job
security, equal treatment in job related matters,
grievance handling, opportunity to growth and
development, good human relation, participation in
decision making and balance in life are some of the
key components of this humanistic and life enhancing
work environment. The quality of work life covers a
wide range of issues both financial and non-financial
relating to work context, work contents and work
relations. There was a growing realization that, in
reality, behaviour depends upon the dynamic
interaction between the individual and the
organizational characteristics. Due to Liberalization
and Globalization policies, today, there is a need to
improve the performance of the organizations in India.
All these demands a new work culture and high level
of motivation and commitment to the job and
organizational goals on the part of employees. This
cannot be attained unless adequate measures are
taken to enhance quality of a work life in work
organizations. As the Indian banking industry is
witnessing an accelerated growth and severe
competition, the QWL as the main thrust area in
which banks should concentrate to retain efficient
employees and thereby retain the customers by
ensuring the customers delight. For this one should
understand how the QWL exist in the industry and
what are the factors which are highly influencing the
Summer Internship Society Volume III Issue-II
QWL in the Indian banking industry. Hence, the
researchers have made an attempt to assess the
QWL in the Indian banking industry, the factors
influencing it in detail and suggest ways to improve it
in the present competitive environment.
OBJECTIVES OF THE STUDY
As the assessment of the QWL and
identifying the factors influencing it are important in
the present day environment, the present study is
carried out towards this mission with the following
objectives.
1. To find out the level of satisfaction of the
employees towards adequate and fair
compensation.
2. To study about the participation of the employees
in decision making.
3. To study the effect of the quality of working
life on individual behaviour.
4. To study the influence of the welfare measures
in viewing the quality of work life.
5. To develop the ways and the means for
improving the quality of work life at employees
level in Indian context and
6. To provide the suitable suggestions for the
present study.
SCOPE OF THE STUDY
It would be highly appreciable to carryout a
study covering all the branches of the banks in India,
to understand the QWL exhibiting in the industry. But
due to the differences in the socio-economic factors,
work load prevailing in various regions of the Indian
banking industry, it becomes essential to study specific
region for understating the QWL in that region for
better understating. Therefore, presently the study
analyzes the QWL in the banking industry of
Coimbatore region only. While analyzing the QWL
this study considers the factors that affect the QWL
namely pay, benefits of the employees, job security,
occupational stress, decision making, social
integration and work and welfare. However, the
findings can be generalized if the working conditions
are similar to that of Coimbatore region, else where
in India.
METHODOLOGY
The research chosen for this study is an
existing practice in the organization and hence
descriptive research design has been adopted. For
the purpose of analysis primary data were collected
directly from the workers. For this purpose, a well
structured questionnaire was designed to collect data
from the 361 respondents. The collected data were
analyzed through simple percentage analysis and Chi-
July 2011 18
square test. The data were collected from November
2009 to March 2010.
LIMITATIONS OF THE STUDY
The results of the study are bound to be
affected to certain by the following limitations.
However these are marginal and do not substantially
affect the analysis and the suggestions.
1. The study was restricted to the employees of
the public sector banks in Coimbatore city and
so the results cannot be generalized to the other
banking concerns.
2. Though the results are unbiased, there may exist
some biased response during the filling up of
the questionnaire. However, due care was taken
to ensure the accuracy of data provided by the
respondents.
REVIEW OF LITERATURE
Sarang Shankar Bhola (2006), in his article
highlights that the QWL is one of the interesting
approaches to motivation. It also works as a means
of increasing productivity and reducing inflation and
as a way of obtaining industrial democracy and
minimizing labour disputes. The basic purpose of
the QWL is to develop jobs and working conditions
that are excellent for people as well as for the
economic health of organization.
Ghai, R.K. (2007), made an attempt to study
the Quality of work life in JK Tyre. In general the
employees with good QWL tend to prove themselves
as an asset for the organization by developing their
knowledge and skills, creating the environment of
mutual co-operation and collaboration, becoming a
self-disciplined and motivated individual. The factors
of the QWL depict the commendable efforts made
by the management of the organization.
RESULTS AND DISCUSSION
The researchers collected demographic
details of the employees comprising age, gender,
monthly income and martial status. These details are
provided in with the descriptive statistics in Table 1.
TABLE 1
From Table 1 it is found that 14.4% of the
respondents belong to the age group of below 30,
35.2% of the respondents belong to the age group of
30-40, 32.1% of the respondents belong to the age
group of 40-50, and 18.3% of the respondents belong
to the age group of above 50. It is concluded that
most of respondents are in the age group of 30-40
years.
TABLE 2
Regarding the ratio of gender among the
workers, from the table it is found out that 57.3% of
Summer Internship Society Volume III Issue-II
the respondents are men and 42.7% of the
respondents are women. It is concluded that most of
the respondents are men.
TABLE 3
From Table 3 it can be found that 16.9% of
the respondents belong to the income group of upto
Rs.10,000, 7.5% of the respondents belong to the
income group of Rs.10,000 - Rs.15,000, 54% of the
respondents belong to the income group of Rs.15,000
- Rs.20,000, and 21.6% of the respondents belong to
the income group of above Rs.20,000. It is concluded
that most of the respondents are in the income group
of Rs.15,000 - Rs.20,000.
TABLE 4
The survey also revealed that 88.4% of the
respondents are married and 11.6% of the
respondents belong to the unmarried category. Thus,
most of the respondents are married. After presenting
the descriptive details of the sample respondents, the
associations between the selected personal variables
are analyzed.
MONTHLY INCOME OF THE
RESPONDENTS AND THEIR FINANCIAL
NEEDS BY PRESENT PAY
Initially, in order to find out the association
between the monthly income of the respondents and
their financial needs by the present pay, Chi-square
test has been used and the result is presented in Table
5. For the analysis a specific null hypothesis has been
framed and stated below.
TABLE 5
Null hypothesis: The association between the
monthly income of the respondents and their financial
needs by the present pay is not significant.
As the calculated Chi-square value (28.258)
is greater than the table value (12.592) at 5% level
of significance for 6 degrees of freedom, the null
hypothesis is rejected and thus it could be concluded
that the association between the monthly income of
the respondents and their financial needs by the
present pay is significant.
AGE GROUP OF THE RESPONDENTS AND
THEIR JOB SATISFACTION
Similar to the test of association between the
monthly income and the financial needs by the present
pay the association between the age group of the
respondents and their job satisfaction is analyzed using
Chi-square test. For this purpose a null hypothesis
was framed and stated below.
TABLE 6
Null hypothesis: The association between the age
group of the respondents and their job satisfaction is
July 2011 19
not significant.
As the calculated Chi-square value (13.312)
is greater than the table value (12.592) at 5% level
of significance for 6 degrees of freedom, the null
hypothesis is rejected and it could be concluded that
the association between the age group of the
respondents and their job satisfaction is significant.
CADRE OF THE RESPONDENTS AND
THEIR CHANCES FOR PROMOTION
In order to find out the association between
the cadre of the respondents and their chances for
promotion, Chi-square test is applied.
TABLE 7
Null hypothesis: The association between the cadre
of the respondents and their chances for promotion
is not significant.
As the calculated Chi-square value (8.295)
is less than the table value (12.592) at 5% level of
significance for 6 degrees of freedom, the null
hypothesis is accepted and it could be concluded that
the association between the cadre of the respondents
and their chances for promotion is not significant.
GENDER OF THE RESPONDENTS AND
THEIR WORK WITH PERSONAL
INTEREST
In order to find out the association between
the gender of the respondents and their work with
personal interest, Chi-square test is applied.
TABLE 8
Null hypothesis: The association between the
gender of the respondents and their work with
personal interest is not significant.
As the calculated Chi-square value (3.619)
is less than the table value (7.815) at 5% level of
significance for 3 degrees of freedom, the null
hypothesis is accepted and it could be concluded that
the association between the gender of the respondents
and their work with personal interest is not significant.
AGE GROUP OF THE RESPONDENTS AND
THEIR VIEWS IN MAKING MANAGEMENT
DECISIONS
In order to find out the association between
the age group of the respondents and their views in
making management decisions, Chi-square test is
applied.
TABLE 9
Null hypothesis: The association between the age
group of the respondents and their views in making
management decisions is not significant.
As the calculated Chi-square value (8.451)
is less than the table value (16.919) at 5% level of
significance for 9 degrees of freedom, the null
Summer Internship Society Volume III Issue-II
hypothesis is accepted and it could be concluded that
the association between the age group of the
respondents and their views in making the
management decisions is not significant.
CADRE OF THE RESPONDENTS AND
THEIR HANDLING OF PROMOTION
METHOD
In order to find out the association between
the cadre of the respondents and their handling of
the promotion method, Chi-square test is applied.
TABLE 10
Null hypothesis: The association between the cadre
of the respondents and their handling of promotion
method is not significant.
As the calculated Chi-square value (9.115)
is less than the table value (12.592) at 5% level of
significance for 6 degrees of freedom, the null
hypothesis is accepted and it could be concluded that
the association between the cadre of the respondents
and their handling of the promotion method is not
significant.
CADRE OF THE RESPONDENTS AND THE
COMPLEXITY OF THEIR WORK
In order to find out the association between
the cadre of the respondents and the complexity of
their work, Chi-square test is applied.
TABLE 11
Null hypothesis: The association between the cadre
of the respondents and the complexity of their work
is not significant.
As the calculated Chi-square value (15.45)
is less than the table value (16.919) at 5% level of
significance for 9 degrees of freedom, the null
hypothesis is accepted and it could be concluded that
the association between the cadre of the respondents
and the complexity of their work is not significant.
AGE GROUP OF THE RESPONDENTS AND
PRESSURES CREATED BY THEIR JOBS
In order to find out the association between
the age group of the respondents and the pressures
created by their jobs, Chi-square test is applied.
TABLE 12
Null hypothesis: The association between the age
group of the respondents and pressures created by
their jobs is not significant.
As the calculated Chi-square value (15.487)
is greater than the table value (12.592) at 5% level
of significance for 6 degrees of freedom, the null
hypothesis is rejected and it could be concluded that
the association between the age group of the
respondents and the pressures created by their jobs
is significant.
July 2011 20
GENDER OF THE RESPONDENTS AND
THEIR SATISFACTION WITH WORK
ATMOSPHERE
In order to find out the association between the gender
of the respondents and their satisfaction with work
atmosphere, Chi-square test is applied.
TABLE 13
Null hypothesis: The association between the
gender of the respondents and their satisfaction with
the work atmosphere is not significant.
As the calculated Chi-square value (2.036)
is less than the table value (5.991) at 5% level of
significance for 2 degrees of freedom, the null
hypothesis is accepted and it could be concluded that
the association between the gender of the respondents
and their satisfaction with the work atmosphere is
not significant.
GENDER OF THE RESPONDENTS AND
THEIR SATISFACTION TOWARDS
WELFARE MEASURES
In order to find out the association between
the gender of the respondents and their satisfaction
towards welfare of measures, Chi-square test is
applied.
TABLE 14
Null hypothesis: The association between the
gender of the respondents and their satisfaction
towards the welfare measures is not significant.
As the calculated Chi-square value (1.344)
is less than the table value (5.991) at 5% level of
significance for 2 degrees of freedom, the null
hypothesis is accepted and it could be concluded that
the association between the gender of the respondents
and their satisfaction towards the welfare measures
is not significant.
SUGGESTIONS
The findings of the study appear to indicate
that top management in organizations cannot ignore
the role of balance in work and total life space in
influencing the employee motivation. The existing
mind-set of management in India must give way to a
modern out look. It is pertinent to note here that
most of the quality of work life components which
seem to be highly of significance from the viewpoint
of employee motivation consists of the factors
resulting in the satisfaction of the needs of a higher
order. This is in sharp contrast to the popular belief
that employees in India are motivated mainly by
incentives in the form of money, physical material
gains and their equivalents. On the contrary, it is
observed that the welfare factors are not to the
satisfaction of the employees. A substantial
Summer Internship Society Volume III Issue-II
improvement is needed in particular aspects of the
quality of work life. Due to the Voluntary Retirement
Scheme (VRS) system followed by the banks and
the development of information technology in all the
banks except in some of the rural area banks all the
transactions are recorded with the help of computers.
This led to further reduction of employees in all the
banks. This system has to be implemented very
carefully, otherwise it will create bad impression
among the employees of the bank. Further surely it
will affect the performances of the employees. In
some banks the officials are given punishment by
way of transfer or stopping of the promotion to the
employees for having more amount of NPA in the
public sector banks. The authority should change such
attitudes and they should give proper directions to
the officials regarding sanctioning of the various types
of loans. If possible the banks should strengthen the
policies for sanctioning the loans with or without
security. The managers and officials should comply
all the formalities before sanctioning the loan that
will be better both for the authorities and the banks.
CONCLUSION
The quality of work life among the employees
of public sector banks in Coimbatore city, can be
termed as a good quality of work life. In general,
employees with good quality of work life tend to prove
themselves as an asset for the organization by
developing their knowledge and skills, creating the
environment of mutual cooperation and collaboration,
becoming a self-disciplined and motivated individual.
The factors of the QWL depict the commendable
efforts made by the management of the organization.
Traditional managements may find this system more
demanding. It requires creativity to face the unknown
and planning to balance cost concerns. Flexibility in
any system requires more trust and Co-operation
among its participants. The quality of work life
research programme, which has been in progress for
sometime now, has tried to understand human
behaviour in the work situation in order to enhance
productivity, job satisfaction and employee
involvement. The QWL takes a holistic view of the
employee at the workplace. The focus has shifted
form time to time. Several approaches have emerged
to analyze as to what really is the QWL. It tries to
conceptualize issues regarding people in their work
environment and link it to organization effectiveness.
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July 2011 22
 TABLE 1
OPINION OF RESPONDENTS TOWARDS AGE GROUP
NUMBER OF
Sl. No. AGE GROUP PERCENTAGE
RESPONDENTS
1. Below 30 years 52 14.4
2. 30-40 years 127 35.2
3. 40-50 years 116 32.1
4. Above 50 years 66 18.3
TOTAL 361 100
Source: Survey Data

TABLE 2
OPINION OF RESPONDENTS TOWARDS GENDER CATEGORY
NUMBER OF
Sl. No. GENDER PERCENTAGE
RESPONDENTS
1. Male 207 57.3
2. Female 154 42.7
TOTAL 361 100
Source: Survey Data
TABLE 3
OPINION OF RESPONDENTS TOWARDS MONTHLY INCOME
NUMBER OF
Sl. No. MONTHLY INCOME PERCENTAGE
RESPONDENTS
1. Upto Rs.10,000 61 16.9
2. Rs.10,000 – Rs.15,000 27 7.5
3. Rs.15,000 – Rs.20,000 195 54.0
4. Above Rs.20,000 78 21.6
TOTAL 361 100
Source: Survey Data

TABLE 4
OPINION OF RESPONDENTS TOWARDS MARITAL STATUS
NUMBER OF
Sl. No. MARITAL STATUS PERCENTAGE
RESPONDENTS
1. Married 319 88.4
2. Unmarried 42 11.6
TOTAL 361 100
Source: Survey Data
TABLE 5
MONTHLY INCOME AND FINANCIAL NEEDS BY PRESENT PAY
FINANCIAL NEEDS
MONTHLY INCOME TOTAL
ALWAYS OFTEN OCCASIONALLY
Upto Rs.10,000 37 (44.27) 16 (12.17) 8 (4.56) 61
Rs.10,000 – Rs.15,000 12 (19.59) 8 (5.38) 7 (2.02) 27
Rs.15,000 – Rs.20,000 156 (141.52) 32 (38.89) 7 (14.58) 195
Above Rs.20,000 57 (56.60) 16 (15.56) 5 (5.83) 78
Total 262 72 27 361
Source: Survey Data
Summer Internship Society Volume III Issue-II July 2011 23
 TABLE 6
AGE GROUP AND SATISFACTION OF THE JOB
JOB SATISFACTION
AGE GROUP TOTAL
ALWAYS OFTEN OCCASIONALLY
Below 30 years 39 (45.08) 8 (3.88) 5 (3.02) 52
30 – 40 years 113 (110.11) 5 (9.46) 9 (7.39) 127
40 – 50 years 105 (100.58) 6 (8.67) 5 (6.75) 116
Above 50 years 56 (57.22) 8 (4.94) 2 (3.84) 66
Total 313 27 21 361
Source: Survey Data
(Figures given in the brackets represent the Expected Frequency)
TABLE 7
CADRE AND CHANCES FOR PROMOTION
CHANCES FOR PROMOTION
CADRE TOTAL
ALWAYS OFTEN OCCASIONALLY
Peon 41 (45.79) 10 (8.11) 10 (7.09) 61
Cashier 82 (76.57) 12 (13.56) 8 (11.87) 102
Clerk 110 (105.85) 18 (18.75) 13 (16.40) 141
Manager 38 (42.79) 8 (7.58) 11 (6.63) 57
Total 271 48 42 361
Source: Survey Data
(Figures given in the brackets represent the Expected Frequency)
TABLE 8
GENDER AND WORK WITH PERSONAL INTEREST
WORK WITH PERSONAL INTEREST
GENDER TOTAL
ALWAYS OFTEN OCCASIONALLY RARELY
Male 145 (137.62) 7 (7.45) 46 (49.88) 9 (12.04) 207
Female 95 (102.38) 6 (5.54) 41 (37.11) 12 (8.96) 154
Total 240 13 87 21 361
Source: Survey Data
(Figures given in the brackets represent the Expected Frequency)
TABLE 9
AGE GROUP AND THEIR VIEWS IN MAKING MANAGEMENT DECISIONS
VIEWS IN MAKING MANAGEMENT DECISIONS
AGE GROUP TOTAL
ALWAYS OFTEN OCCASIONALLY RARELY
Below 30 years 9 (6.05) 14 (12.53) 18 (24.92) 11 (8.50) 52
30 – 40 years 10 (14.77) 35 (30.60) 63 (60.86) 19 (20.76) 127
40 – 50 years 14 (13.49) 26 (27.95) 57 (55.59) 19 (18.95) 116
Above 50 years 9 (7.68) 12 (15.09) 35 (31.63) 10 (10.79) 66
Total 42 87 173 59 361
Source: Survey Data
(Figures given in the brackets represent the Expected Frequency)

Summer Internship Society Volume III Issue-II July 2011 24

 TABLE 10
CADRE AND HANDLING OF PROMOTION METHOD
PROMOTIONS HANDLED FAIRLY
CADRE TOTAL
ALWAYS OFTEN OCCASIONALLY
Peon 21 (24.67) 17 (19.77) 23 (16.56) 61
Cashier 46 (41.25) 37 (33.06) 19 (27.69) 102
Clerk 52 (57.02) 48 (45.70) 41 (38.28) 141
Manager 27 (23.05) 15 (18.47) 15 (15.47) 57
Total 146 117 98 361
Source: Survey Data
(Figures given in the brackets represent the Expected Frequency)
TABLE 11
CADRE AND THE COMPLEXITY OF THEIR WORK
COMPLEXITY OF WORK
CADRE TOTAL
ALWAYS OFTEN OCCASIONALLY RARELY
Peon 6 (4.05) 13 (7.94) 8 (5.41) 34 (43.59) 61
Cashier 6 (6.78) 13 (13.28) 7 (9.04) 76 (72.09) 102
Clerk 6 (6.78) 14 (18.36) 9 (12.50) 112 (100.77) 141
Manager 6 (3.79) 7 (7.42) 8 (5.05) 36 (40.74) 57
Total 24 47 32 258 361
Source: Survey Data
(Figures given in the brackets represent the Expected Frequency)
TABLE 12
AGE GROUP AND THE PRESSURES CREATED BY THEIR JOBS
JOB CREATES PRESSURES
AGE GROUP TOTAL
ALWAYS OCCASIONALLY RARELY
Below 30 years 10 (5.76) 11 (5.62) 31 (40.62) 52
30 – 40 years 11 (14.07) 14 (13.72) 102 (99.20) 127
40 – 50 years 12 (12.85) 6 (12.53) 98 (90.61) 116
Above 50 years 7 (7.31) 8 (7.13) 51 (51.56) 66
Total 40 39 282 361
Source: Survey Data
(Figures given in the brackets represent the Expected Frequency)
TABLE 13
GENDER AND SATISFACTION WITH WORK ATMOSPHERE
SATISFIED WITH THE WORK ATMOSPHERE
GENDER TOTAL
HIGHLY SATISFIED SATISFIED MODERATE
Male 180 (182.91) 22 (18.34) 5 (5.73) 207
Female 139 (136.08) 10 (13.65) 5 (4.26) 154
Total 319 32 10 361
Source: Survey Data
(Figures given in the brackets represent the Expected Frequency)
TABLE 14
GENDER AND SATISFACTION TOWARDS WELFARE MEASURES
SATISFIED WITH THE WELFARE MEASURES
GENDER TOTAL
HIGHLY SATISFIED SATISFIED MODERATE
Male 148 (145.64) 50 (49.88) 9 (11.47) 207
Female 106 (108.35) 37 (37.11) 11 (8.53) 154
Total 254 87 20 361
Source: Survey Data
(Figures given in the brackets represent the Expected Frequency)

Summer Internship Society Volume III Issue-II July 2011 25