Chapter1

1
 INTRODUCTION

Employees at the grass root level experience a sense of

frustration because of low level of wages, poor working conditions,
unfavorable terms of employment, inhumanity treatment by their
superiors and the like whereas managerial personnel feel frustrated
because of alienation over their conditions of employment,
interpersonal conflicts, role conflicts, job pressures, lack of freedom in
work, absence of challenging work etc.,

Job discontent and job pressures have their substantial effect on

employees’ health in the form of reduction in general happiness,
increase in smoking, drinking, putting on excess body weight, etc.
frustration might also be due to absence of recognition, tedious work,
unsound relations with work overload , monotony, fatigue, time
pressures, lack of stability and security, etc., In view of the
contemporary managerial problems, the present day employees are
much concerned about high wages, better benefits, challenging jobs
etc.,.

Meaning
In the recent past, the term “Quality of Work Life” (QWL) has
appeared in research journals and the press with remarkable
regularity. Despite this, there is no general definition of the concept: it
has become a catchall phrase encompassing what ever improvement in
general organizational climate the practitioner or researcher has
observed. However, some attempts were made to describe the term
QWL. It refers to the favorableness or unfavourableness of a job
environment for people.

QWL means different things to different people. J.Richard and

J.Loy define QWL, as “The Degree to which members of a work

2
organization are able to satisfy important personnel needs through
their experience in the organization.

Definitions:
QWL improvements are defined as any activity, which takes
place at every level of and organization, which seeks greater
organizational effectiveness through enhancement of human degree
and growth….. A process through which the stake holders 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 simultaneously 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.

Key elements of the definition are highlighted as being

 promote human dignity and growth
 work together collaboratively
 participative determine work changes and
 Assume compatibility of people and organizational goals.

3
 RESEARCH OBJECTIVES

Before embarking on actual research objectives of study have to

be ascertained. The main Objectives of this study are as fallows:

1. To identify the present practices of Quality of work life in the

organization.

2. To know the Quality of work life program was in accordance

with the companies objectives.

3. To know the Quality of work life program contributed for the

employees, personal development.

4. To see if the Quality of work life program was effective or

not.

5. To see if the Quality of work life program was effectively

evaluated or not.

6. To suggest measures to improve quality of work life

techniques if necessary

4
 RESEARCH METHODOLOGY

RESEARCH:-
Research in common refers to a search for knowledge. We can
also define research as a scientific and systematic search for pertinent
information on a specific topic.

D.Slesinger and M.Stephenson define research as the

‘manipulation Of things, concepts or symbols for the purpose of
generalizing to extend, Correct or verify knowledge, whether that the
practice of an art”.

RESEARCH METHODOLOGY:-
Research methodology is a way to systematically solve the
research Problem. The steps adopted by the researcher to solve the
research problem.

RESEARCH PROCESS:-
Research process consists of series of actions or steps necessary
to effectively carry out research.
The various steps, which provide useful guideline regarding
research Process.

1. Formulating research problem

2. Extensive literature survey

3. Determining sample design

4. Collecting the data

5. Execution of the project.

5
 6. Analysis of the data

7. Interpretation and suggestions.

8. Conclusions

9. Preparation of the report

NATURE OF STUDY:-
The study was totally a fact-finding study. The main aim of this
is to identify and evaluate the training and development program given
to the employees working in ICICI Prudential Life Insurance Company.
Hyderabad.

STUDY AREA:-
The study has been conducted in ICICI Prudential Life
Insurance Company, Hyderabad.

SAMPLE DESIGN:-
A sample design is definite plan determined before data was
actually collected for obtaining a sample from given population in this
study random sampling is used. This sampling method involves
purposive or deliberate selection of particular units of the population
for constituting a sample, which represents the population.

SAMPLE SIZE:-
The sample size taken for survey includes 100 employees. The
sample Takes into consideration/constitute all the managers and
programmers in the organization.
COLLECTING THE DATA:-
In dealing with any problem it is often found that data at hand
are inadequate and therefore it becomes necessary to collect data that

6
are appropriate. These are several ways of collecting the appropriate
data, which defer considerably. In context of time and other resources.
Here for the purpose of study two kinds of data has been used.
1. primary data
2. Secondary data.

1. PRIMARY DATA:-
The Primary data are those, which are collected afresh for the
first Time, and thus happens to be original in character. With reference
to This study, data is collected through
a) Questionnaire
b) Interview method.

a) Questionnaire Method:-
Data is gathered by distributing questionnaire to managers and
Programmers. Questionnaire is prepared and pre tested before
using it For data collection.

Questionnaire is a structured one consisting of questions,

Which are close, ended having fixed response pattern with multiple
Answers.
b) Interview method:
the study also includes obtaining information from
Knowledgeable persons. This interview is an informal or unstructured
One with competent and articulate individuals, programmers and
professionals of the organization.

2. SECONDARY DATA:-
The secondary data are those that are already available, i.e.
they Refer to the data, which have already been collected and analyzed
by some one else. Secondary data is gathered from the organization
Catalogues, Journals and books.

7
SCOPE OF THE STUDY
The study with the prime objectives of ascertaining the
employers Towards the quality of work life program, which are
required to perform Their jobs effectively, in ICICI prudential Life
Insurance Company. Hyderabad. The studies include managers and
programmers.

8
Quality of work life:
“Throughout my career, it has been clear to me can accomplish
our Mission and provide the level of service the public demands
only of we recruit and retain the best and the brightest and
provide them with a work environment that supports them in
getting their job’s done”.

“Monitoring employee views about the quality of their work and

the quality of their work life helps us get a sense of our
strengths as an employer and identify areas where
improvements can be made”

The defining of 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 working time has been established by the state according to

legislation, which is a 40-hour working week in Estonia. The standard
limits on overtime, time of vacation and taking of free days before
national holidays have been separately stipulated. The differences

9
regarding the working time have been established for the persons less
than 18 years of age, pregnant women, breast-feeding mothers and
the person raising the disabled child.

The employee and the employer agree upon the

appropriate salary. The government of the Republic establishes each
year the rate of minimum Salary; the employer should not pay less
than that to the employee.
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 a self-
realization providing enjoyment and satisfaction.

Quality of work life (QWL) concerns about employee

commitment, morale and skills during a period of downsizing,
reorganizations, furloughs and rapid technological change. Recognizing
the achievement of missions and goals require high performing
employees to address workforce issues.
Balancing personal and professional lives is a challenge that we
must meet. Balance, in my view, makes us more successful in all
aspects of our lives.

Importance of QWL
Quality of work life programs has become important in the
workplace for The following reasons:
• Increased women in the workforce
• Increased male involvement in dependent care (child and elder)
activities
• Increased responsibility for elders
• Increased demands at work
• Loss of long term employment guarantees
• The need for enhanced workplace skills

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 • Increased competition for the best students and talent for
education and research environments
• Greater competition for talent

QWL programs have been found to:

• Improve workplace morale
• Encourage employee commitment
• Support recruitment
• Encourage retention
• Enhance productivity
• Reduce absenteeism; and
• Maximize staff resources

The programs, policies and services offered through QWL programs:

a. support faculty and staff efforts to manage the competing
demands of work and personal life,
b. support health promotion and wellness, and
c. Express appreciation for faculty and staff contribution to the
University, highlight outstanding individual contributions, and
Recognize long term commitment.

Quality of work life who need that?

As devoted Internauts, or Net-Nuts, we know that we just can’t
top “working at it,” discovering, creating and sharing new stuff. Right?
We’re all so busy… Psychologically, work has always been one of the
most significant of human experiences. But when for May people sex
and relationships are troublesome---since they are often Hazardous to
our health---work plays and even greater role in keeping us “out of
trouble.” Regardless of how much we earn, most of us have some kind
of agenda or work plan. And with so many people opening a home and
a cyber-office, with mounting level of technology-related stress, many
of us end up involved in more than on job, which we feel compelled to
get done, spending the greatest portion of our lives in what

11
 We consider our workplace. So, Quality of Work Life (QWL) is
not some notion of frivolous luxury. QWL is just as real and useful as
virtual reality itself.

Equally experienced, open-minded, goal-oriented professionals-

men and women have occupation the brainchild of Quality of Work
Life Services, Manhattan-based, woman- created enterprise, QWL
SPACE with sense of Proportion, future humanity and humor. QWL
Services invites you to hang out at our expanding venues toward the
overall enrichment of your work life and toward access to healthier
lifestyles.

About QWL Objectives

Three main objectives for the QWL Initiative:
• Improve employee satisfaction;
• Strengthen workplace learning: and
• Better manage on –going change and transition

Criteria for measuring QWL

Richard E. Walton explains QWL in terms of eight broad
conditions of employment that constitute desirable QWL. The proposed
the same criteria for measuring QWL. These criteria/ conditions
include:
• Adequate and fair compensation
• Safe and health working conditions
• Opportunity to use and develop human 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 an 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.

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 • Opportunity for Career growth
Opportunities for promotion are limited in case of all categories
of Employees either gibe to educational barriers or limited openings
at higher Level. QWL provides opportunities for continue growth
and security by Expanding one’s capabilities, knowledge and
Qualification.

• Social integration in the workforce

This can be established by creating freedom from prejudice,
Supporting primary work groups, a sense of community inter-
personnel Openness, egalitarianism and upward mobility.

• Constitutionalism in work Organization

QWL provides constitutional protection to the employees only to
the Level of desirability on such matters as privacy, free speech,
equity and due Process.
• work and QWL
QWL provide for balanced relationship among work, non-
work, and Family aspects of life. In other words, family life and
social life should be Strain by working hours including over time
work, work during inconvenient Hours, business travel,
transfers, vacations etc…..

• social relevance of work

QWL is concerned about the establishment of social relevance to
work in a socially beneficial manner. The worker’s self-esteem would
be high if this work is useful to the society and vice versa is also true.

It is worth nothing that often the condition that contribute to

motivation like equitable salaries, financial incentives, effective
employee selection etc….will also contribute indirectly to QWL. Some of
these activities like job enrichment might contribute indirectly to QWL

13
by tapping the workers high-order need, and motivating them. Still
other activities may contribute directly to QWL providing for a safer
work place, less discrimination on the job, and so forth.

Specific issues in QWL

Trade unions claim that they are responsible for the improvements in
various facilities to the workers where as management takes credit fro
improved salaries, benefits and facilities. However, HR manger has
Specific issues in providing them so as to maintain a higher order QWL.
Klott, Mundick and Schusterd suggested 11 major QWL issues, They
are as follows.

• Pay and stability of employment

Good pay still dominates most of the other factors in employee
Satisfaction. Various alternative means for providing wages should
be developed in view of increase in cost of living index, increase in
levels and rates of income tax and profession tax . Enhancing the
facilities for human resource development can provide stability to a
greater extent.

• Occupational stress
Stress is a condition of strain on one’s emotions, thought
process and physical condition. It is determined by the nature or
work, working conditions, working hours, pause in the work
schedule, worker’s abilities and nature and match with the job
requirements. Stress is caused due to irritability, hyper excitation
or depression, unstable behavior, fatigue stuttering, trembling,
psychosomatic pains, heavy smoking and drug abuse. Stress
adversely affects employee’s productivity. The HR manager, in
order to minimize the stress, has to identify, prevent, and tackle
the problem. He may arrange for the treatment of the problem with
the health unit of the company.

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• Organizational health programs
Effective implementation of health programs result in reduction
in absenteeism, hospitalization, disability, excessive job turnover
and premature death. They should also cover relaxation, physical
exercise, diet control etc..,

• Alternative work schedules

Alternative work schedules including work at home, flexible
working hours, staggered hours, reduced work week, part time
employment that may be introduced for the convenience and
comfort of the workers.

• Participative management control

Workers feel that they have control and over their work, use
their Skills and make a real contribution to the job if they are
allowed to Participate in creative and decision making process.

• Recognition
Recognizing employee as a human being rather than as a laborer
Increases the QWL. Participative management award and reward
System, congratulating the employees for their achievement, job
Enrichment, offering prestigious to the jobs, providing well
Furnished and decent work place offering membership in clubs or
Associations, providing vehicles or some of the means to recognize
the Employees.

• Congenial superior sub-ordinate relationships

Harmonious supervisor workers relations give the worker a
sense of Social association, a sense of belongingness; we should
not ignore the Impact of social relations at the work place the
productivity resulting from this.

• Grievance procedure

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Proper grievance procedure that is quick and justified gives
employees an opportunity to vent their feelings and represent their
case.

• Adequacy of resources
Resources should match with the stated objectives, otherwise,
Employees will not able to attain them resulting in employee
dissatisfaction and lower QWL.

• Senior merit in promotions

Companies either take seniority or merit as basis for promoting
the employees, each of these methods have their relative
disadvantages and hence it is advisable to take both of them
together in promotion policy there by resulting in higher QWL.

• Employment on permanent basis

Job security adds a lot not to QWL, for employees working on
Temporary basis or on probation are constantly worried about this.
Employing them on permanent basis reduces their sense of
insecurity and enhances the QWL.

Strategies to improve QWL

• Self managed work teams
These are also called as autonomous work groups or integrated
work teams, they are formed with 10 to 20 employees who plan,
co-ordinate and control the activities of the team with the help of a
team leader who is one among them.

• Job redesign and enrichment

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Jobs can be redesigned to cater the changing needs and thereby
help employees in increasing their worth. Jobs redesigned enrich
and satisfy the higher order human needs.
• Effective leadership and supervisory behavior

Organization should aim at adopting the most effective style of the

leadership and a congenial relationship between both the managers
and supervisors is essential.

• Career development
Provision for career planning, communicating and counseling the
employees about the career opportunities , careers path, education
and development and for second careers should be made.

• Alternative work schedules

This provides for flexibility in working hours and part time jobs. This
will also help working couples and students.

• Job security
this is one of the most important motivating factors and tops the
employees’ priority list and needs to be adequately taken care off.

• Administrative and organizational justice

The principles pf justice and equity should be adopted by the
organization and all the administrative policies should aim to satisfy
employees in this regard.

• Participative management
This creates sense of pride and responsibility among the
employees. Organization adopt various strategies in this regard
“Quality Circles” being the most popular among them.

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 QWL Accomplishments
Since the QWL initiative was announced, many important changes
have occurred to improve the quality of work life for employees.
These changes include, but are not limited to, the following;
• Avoidance of the use of involuntary separations, excepts the few
in the HIS as Result of the Indian Self-Determination Act;
• Lamination of sequential sign-in sheets;
• Internet access for all employees
• Creation of a model work/life center to serve as a resource for
all employees;
• Creation of a web site dedicated to QWL activities
• Annual QWL weeks sponsored in each OPDIV;
• First and second annual secretary’s Conference on Family
Friendly Work practices;
• Creation of a distributed learning network (“D/L net”) to allow
Employees to learn “Anytime, and where”;
• Distribution of annual employee benefits statements to all
employees;
• Pilot projects to re-design the way work is accomplished to increase
Organizational productivity as well as employee ability to balance
work and life priorities
• First annual Diversity conference to make recommendations on how
to make Diversity a “source of performance excellence” for HHS
The most important accomplishment of the QWL initiative is
simply the fact that paying attention to QWL issues has become an
integral part of HHS’ culture. HHS employees, and the people they
serve, deserve no less.

Humans love to keep score. Nowadays there seems to be a

scorecard or measurement index for just about everything from the
cost of living to the cost of dying and everything in between. The
problem with many of these measures is that they take a pure

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economic view of What ever is being measured. But conclusion
about the economy or business can often be misleading when
drawn from only those indicators that are easy to quantify.
As Albert Einstein noted, “Not everything that can be counted
counts and not everythings that counts be counted.”

Work place Activities that enables Quality of work life

culture
A survey of the functions and challenges of personnel management
Supports the contention that the modern personnel manager must
operate at the nexus of these major forces. First, one must plan,
organize, direct, and control the procurement, development,
compensation, integration, maintenance, and separation of work
force in order that the organization may accomplish its designated
objectives. In this view, a work force is an instrument of the
organization, and the personnel manager provides and shaped that
instrument. Organization’s requirement change with the as is
illustrated the Organization’s requirement change with the as is
illustrated the growth of large, multinational corporations and the
use of more complex and automated technology.

Second, the instrumental work force is composed of human of

varying types with complex and changing needs and values. The
personnel management must assist the organization in adapting
change in mix (demands for individual rights, treatment, and
opportunities). The Personnel manager searches for programs that
have overlapping Interests for both employee and organization,
such as flex-time, which Allows individual decision concerning
working hours, yet returns Values in the area of tardiness,
absenteeism, turnover, and Productivity.

Finally, the third major force is society, representing by multiple

levels of government. There are a number of obligations for the

19
 organization and the personnel manager toward society that have
their own implication on the quality of work life in any firm.
It should be noted that “organizations” included not only the firm
but the trade union as well. QWL programs are not to be viewed as
union-bursting devices since the union is often asked to participate
in the program. Nevertheless, some managers are Leary of this
degree of involvement as exhibited by the statement of one
executive, “when you ask a bear to dance you cannot quit just
when you get tired”. Collaboration on one subject will lead to
expectations in other areas.

QWL is fundamentally philosophy or an approach that can permeate

Many different activities in the work place. For example, if the
Performance appraisal program moves from scenario where the
supervisor plays God, to one of a joint superior-subordinate review
and evaluation, it could be characterized as an improvement in
QWL. Job enlargement and enrichment, instead highly specialized
job assignments, are also frequently described as QWL programs.
Joint union management program to reduce accident and prevent
health problems are QWL programs. Joint union management
program to reduce accidents and prevent health problems are QWL
program. Merely cleaning up the work place, improving the lighting
and painting the walls can be constructed as an improvement in the
QWL. Reducing the stress on the job and providing counselors are
also similarly categorized. In effect, any specific improvement in
and work place is often included under the catchall turn of QWL.

The grievance load can be cut drastically as a consequence of an

Improve labor-management atmosphere issuing from increased work
Participation, teams have a right to vote on matters usually governed
by union contracts, such as overtime scheduling and promotions.
Companies can handle the pay increases of its employees on a peer
review basis. In some companies new employees are hired as unskilled

20
workers at a plant based rate. After receiving the first increases in
their hourly rates after six months any further increase require the
employee “go on the board”. He or she fills a form stating the desired
Increase, and posts it on the bulletin board along with a picture. After
a few days of observation by other workers, a secret ballot is cast with
the majority ruling as to whether the increase is to be granted.

Flexi time as an integrating QWL programmer

As final illustration of the move toward the individual, the self-
determination of work schedules his interesting recent phenomenon in
the industry. “Flexi time” is a program that allows flexible starting and
quitting time for the employees. The schedule used by one company is
as follows: 7 to 9 am constitutes a flexible band during which the
employee may Choose the time he or she beings to work, (2) 9 to
11:30 am is core time-all employee must be present, (3) 11:30 to
1:00pm is flexible time for taking a 30min lunch, (4) 1:00 to 4:00 pm
is core time, and (5) 4 to 6 pm is flexi time for quitting. When allowed
this freedom, employees may choose earlier starting time and others
may keep on working the usual hours. All employees must still work
the required total number of hours for the week or month. The
variation of plan is group-selected staggered hours. Rather than each
individual choosing her/his specific starting and stopping times,

21
the group voted as a unit for varying schedules that exhibit different
types of interests and utilize the programmer differently and similarly
employees belonging to different industries may show varying levels of
interest in this type of schedule.

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 Chapter-2

COMPANY PROFILE

• History of the company

ICICI Prudential Life Insurance company is a joint venture between
ICICI Bank, a premier financial powerhouse, and prudential plc, a
leading international financial services group headquartered in the
United kingdom. ICICI Prudential was amongst the first private sector
insurance companies to begin operations in December 2000 after
receiving approval from Insurance Regulator Development Authority
(IRDA).

ICICI Prudential’s capital base stands at Rs.1335 crore with ICICI Bank
and Prudential plc holding 74% and 26% stake respectively. For the
year ended March 31, 2007, the company garnered Rs 3,760 crore of

23
weighted new business premiums and wrote 837,963 policies. The sum
assured in force stands at over Rs.56,000 crore.

ICICI Prudential is also the only private life insurer in India to receive a
National insurer Financial Strength rating of AAA (Ind) from Fitch
ratings. The AAA rating is the highest rating, and is a clear assurance
of ICICI Prudential’s ability to meet its obligations to customers at the
time of maturity or clims.

For the past five years, ICICI Prudential has retained its position as the
No.1 private life insurer in the country, with a wide range of flexible
products That meet the needs of the Indian customer at every step in
life.

• ICICI BANK
ICICI Bank is india’s second largest bank and largest private sector
bank With over 50 years of financial experience and with assets of
rs.1812.27 Billion as on 30th June, 2005. ICICI Bank offers a wide
range of banking Products and financial services to corporate and retail
customers through a Variety of delivery channels and through its
specialized subsidiaries and Affiliatesin the areas of investment
banking, life and non-life insurance, Venture capital and asset
management. ICICI Bank is a leading player in the Tetail banking
market and has over 13 million retail customer accounts. The Bank has
a network of over 570 branches and extension counters, and 2,000
ATMs.

• Prudential PLC

24
Established in London in 1848, prudential plc, through its businesses in
the UK and Europe, the US and Asia, Provides retail financial services
products and services to more than 16 million customers, policyholders
and unit holders worldwide. As of June 30, 2004, the company had
over US $300 billion in funds under management. Prudential has
brought to market an integrated range of financial services products
that now includes life assurance, pensions, mutual funds, banking,
investment management and general insurance. In Asia, prudential is
the leading European life insurance company with a vast network of 24
life and mutual fund operations in twelve countries- chine, Hong Kong,
India, Indonesia, Japan, Korea, Malaysia, the Philippines, Singapore,
Taiwan, Thailand and Vietnam.

• ABOUT THE PROMOTERS

ICICI Bank (NYSE:IBN) is India’s second largest bank with an asset
base of Rs. 2513.89 billion as on March 31, 2006. ICICI Bank Provides
a broad spectrum of financial services to individuals and companies.
This includes mortgages, car and personal loans, credit and debit
cards, corporate and agricultural finance. The Bank services a growing
customer base of more than 17 million customers through a multi-
access network which includes over 620 branches and extension
counters, 2200 ATMs, call centers and internet banking.

Established in London in 1848, prudential plc, through its businesses

in the UK and Europe, the US and Asia, provides retail financial
services products and services to more than 16 million customers,
policyholder and unit holders worldwide. As of December 31, 2005, the
company had over US$ 400 Billion in funds under management.
Prudential has brought to market an integrated range of financial
services products that now includes life assurance, pensions. mutual
funds, banking, investment management and assurance, pensions,
mutual funds, banking, investment management and general
insurance. In Asia, Prudential is the leading European life insurance

25
company with a vast network of 23 life and mutual fund operations in
twelve countries- China, Hong Kong, India, Indonesia, Japan, korea,
Maalaysia, the phillpines, Singapore, Taiwan, Thailand and Vietnam.

• VISION OF THE COMPANY

To make ICICI prudential the dominant Life and pensions player built
on trust by world-class people and service. This we hope to achieve
by:
• Understanding the needs of customers and offering them
superior Products and service
• Leveraging technology to service customers quickly,
efficiently and Conveniently
• Developing and implementing superior risk management
and Investment strategies to offer sustainable and stable
returns to our Policyholders
• Providing an enabling environment to foster growth and
learning for Our employees
• And above all, building transparency in all our dealings.
The success of the company will be founded in its unflinching
commitment to 5 core values- Integrity, Customer First, Boundary
less, Ownership and passion. Each of the values describes what the
company stands for, the qualities of our people and the way we work.
We do believe that we are on the threshold of an exciting new
opportunity, where we can play a significant role in redefining and
reshaping the sector. Given the quality of our parentage and the
commitment of our team, there are no limits to our growth.

• DISTRIBUTION NETWORK
ICICI Prudential has one of the largest distribution networks
amongst Private life insurers in India with a network of over 83,000
advisors, and having commenced operations in 207 cities and towns
in India, stretching from Bhuj in the west to Guwahati in the east,
and Jammu in the north to Trivandrum in the south. The company

26
has 9 bancassurance partners, having tie-ups with ICICI Bank,
Bank of India, Federal Bank, South Indian Bank, Lord Krishna Bank,
and some co-operative banks; as well as over 200 corporate agents
and brokers. It has also tied up with NGOs, MFIs and corporates
for the distribution of rural policies.

27
 Chapter-5

DATA ANALYSYS AND INTERPRETATION:-

28
Data analysis and interpretation is done with the help of graphs.

1) To what extend are you comfortable is done with the benefits that
are aimed towareds your self- improvement.

To great extent---------------5%
To some extent---------------43%
Satisfactory----------------------52%

60%
50%

40% T O G R EA T EX T EN T
30% T O S O M E EX T EN T

20% S A T IS F A C T O R Y

10%

0%

Response:
 5% of employees say that they are satisfied to great extent
with the provision of benefits at the work place.
 43% of the employees say that they are satisfied with the
Provision of benefits to some extent.
 And 52% say that they are just satisfied and 0 say that not
satisfied.

2) To what extent is your performance justified with adequate and Fair

compensation?

29
 To great extent-----------------------------13%
To some extent----------------------------22%
Satisfactory --------------------------------65%
Not satisfied--------------------------------0%

70%
60%
50% T O G R EA T EX T EN T
40% T O S O M E EX T EN T
30% S A T IS F A C T O R Y
20% N O T S A T IS F IED
10%
0%

Response:
 13% of the employees say that their performance is justified
with adequate and fair compensation.
 22% of the employees say that their performance is justified
only to some extent.
 65% of the employees are just satisfied regarding this.

3. To what extent your organization is maintaining the appropriate

balance of work?

30
 To great extent-----------------------------9%
To some extent----------------------------47.50%
Satisfactory --------------------------------43.50%
Not satisfied--------------------------------0%

50%
T O G R EA T
40% EX T EN T
TO SOM E
30% EX T EN T
20% S A T IS F A C T O R
Y
10%
NO T
0% S A T IS F IE D

Response:
 9% of the employees say to great extent that the
Organization maintaining appropriate balance of work..
 47.5% of the employees say to some extent the Organization
maintaining appropriate balance of work and.
 43.5% of the employees are satisfied.

4) Your organization provides an opportunity for growth and continued

security?

31
 Strongly agree------------------------------17.40%
Agree ----------------------------------------82.6%
Disagree -------------------------------------0%
Strongly disagree----------------------------0%

1 0 0 .0 0 % ST RONG L Y
A G R EE
8 0 .0 0 %
A G R EE
6 0 .0 0 %

4 0 .0 0 % D IS A G R EE

2 0 .0 0 %
ST RONG L Y
0 .0 0 % D IS A G R EE

Response:
 17.4% of the employees strongly agree that the organization
 Provides an excellent opportunity for growth and continued
security.
 86.4% of the employees agree that the organization Provides
opportunities for growth and continued security.

5) Do the benefits provide by the organization suites your needs?

Yes ---------------------------------------86.95%
No-----------------------------------------0%

32
 Can’t say---------------------------------13.05%

1 0 0 .0 0 %

8 0 .0 0 %
Y ES
6 0 .0 0 %
NO
4 0 .0 0 %
C A NT SA Y
2 0 .0 0 %
0 .0 0 %

Response:
 86.95% of the employees say yes that the benefits Provided
by the organization suites their needs.
 13.5% of the employees can’t say.

6) which of the following best describes your usual work schedule?

Day shift------------------------------------82.60%
Afternoon shift-----------------------------17.40%

33
 Night shift------------------------------------0%
Split shift--------------------- ---------------0%
Irregular shift--------------------------------0%
Rotationg shift-------------------------------0%

D A Y S H IF T

1 0 0 .0 0 %
A F T ER N O O N
8 0 .0 0 % S H IF T

6 0 .0 0 % N I G H T S H IF T

4 0 .0 0 %
S P L IT S H IF T
2 0 .0 0 %

0 .0 0 % IR R E G U L A R
S H IF T
R O T A T IO N G
S H IF T

Response:
 82.6% of the employees say that they are comfort with the
Day shifts.
 And 17.4% of the employees comfort with the afternoon
Shift.

7) Dose your job let you to use your skills and abilities?

Strongly agree----------------------------21%
Agree -------------------------------------79%
Disagree ----------------------------------0%

34
 Strongly disagree -----------------------0%

80%
ST RONG L Y
70%
A G R EE
60%
A G R EE
50%
40%
30% D IS A G R EE
20%
10% ST RONG L Y
D IS A G R EE
0%

Response:
 21% of the employees strongly agree that the job let them to
use their skills and abilities.
 79% of the employees only agree that the job let them to
Use their skills and abilities.

8) In your job, how often do you take part with others in marking
decisions that affect you?

Often ------------------------------------30.40%
Some times-----------------------------69.60%
Rarely -----------------------------------0%

35
 Never-------------------------------------0%

7 0 .0 0 %
6 0 .0 0 %
5 0 .0 0 % O FT EN
4 0 .0 0 % S O M E T IM E S
3 0 .0 0 % ` R A R EL Y
2 0 .0 0 %
N EV ER
1 0 .0 0 %
0 .0 0 %

Response:
 30.40% of the employees say often they discuss with others
in marking decisions.
 And 79.6% of the employees say only some times they
discuss with others regarding the decision making

9) In your job, do you normally work as part of a team, or do you work

Mostly on your own?

Yes, I work as a part of team ---------------------82.60%

No, I work on my own------------------------------8.70%
I work as an individual ----------------------------8.70%

36
 Y ES , I W O R K
1 0 0 .0 0 % A S A P A RT O F
8 0 .0 0 % T EA M

6 0 .0 0 % NO , I W O RK O N
M Y OWN
4 0 .0 0 %
2 0 .0 0 % I W O RK A S A N
0 .0 0 % IN D IV ID U A L

Response:
 82.6% of the employees say that they are working as part of
a team
 And 8.7% of the employees say that they work on their own
and 8.7% of the employees work as an individual.

10) Is the current promotion policy at your organization promotion its

employees to grow up in the organizational level?

Yes -----------------------------------91.32%
No-------------------------------------4.34%
Not sure-------------------------------4.36%

37
 1 0 0 .0 0 %

8 0 .0 0 %
Y ES
6 0 .0 0 %
NO
4 0 .0 0 %
NO T S URE
2 0 .0 0 %

0 .0 0 %

Response:
 91.32% of the employees say yes that the promotion Policy
enables them to grow up in organizational level.
 And 4.34% say no and 4.36% of the employees can’t say.

11) You have the training opportunity in order to perform your job
Safely and competently.

Very true----------------------------30.43%
Some what true---------------------52.17%
Not to true---------------------------0%
Not at all true-----------------------17.30%

38
 6 0 .0 0 % V ER Y T R U E
5 0 .0 0 %
4 0 .0 0 % S O M E W HA T
T RUE
3 0 .0 0 %
NO T T O T RUE
2 0 .0 0 %
1 0 .0 0 %
NOT A T A L L
0 .0 0 % T RUE

Response:
 30.43% of the employees say very true that the organization
providing training sessions.
 And 52.17% of the employees say some what true.
 And 17.3% say not at all true.

12) In general, how would you describe relations at your work place
between management and employees?

Very good --------------------13.04%

Good---------------------------60.86%
Satisfactory---------------------21.73%
Bad-------------------------------0%
Can’t say------------------------4.34%

39
 V ER Y G O O D
7 0 .0 0 %
6 0 .0 0 % GOD
5 0 .0 0 %
4 0 .0 0 % S A T IS F A C T O R
3 0 .0 0 % Y
2 0 .0 0 % BA D
1 0 .0 0 %
0 .0 0 % C A N 'T S A Y

Response:
 13.04% of the employees say they have very good relations
with the management.
 And 60.86% employees say they have good relations with the
management.
 21.73% of the employees say they are satisfied relations with
the management and 4.34% can’t say.

13) How often do you find your work stressful?

Often--------------------------------------13.04%
Some times------------------------------60.86%
Rarely------------------------------------21.73%
Never -----------------------------------0%

40
 7 0 .0 0 %
6 0 .0 0 %
5 0 .0 0 % O FT EN
4 0 .0 0 % S O M E T IM E S
3 0 .0 0 % R A R EL Y
2 0 .0 0 %
N EV ER
1 0 .0 0 %
0 .0 0 %

Response:
 13.04% of the employees often find their work is stressful.
 60.86% of the employees find sometimes their work is stressful
 21.73% of the employees find rarely their work is stressful.

14) what are the recreational programs under taken by your

Organizations?

L.T.C-------------------------0%
Paid holiday------------------13.04%
Weekend get together---------56.52%
Other ----------------------------30.43%

41
 60%
L .T .C
50%
40% P A ID H O L I D A Y
30%
W EEK EN D G ET
20% T O G ET H ER
10% O T H ER
0%

Response:
 13.04% say paid hloyday.
 56.52% say weekend get together.
 30.43% say other programs as the recreational programs

15) How often do your work at home as part of your job?

Never----------------------------------------26.08%
A few times in a year---------------------4.34%
About once in a month--------------------26.08%
About once in a week---------------------34.78%
More than once in a week----------------8.69%

42
 N EV ER

3 5 .0 0 %
3 0 .0 0 %
A F EW T IM E S
2 5 .0 0 % IN A Y EA R
2 0 .0 0 %
1 5 .0 0 %
A BOUT O NC E
1 0 .0 0 % IN A M O N T H
5 .0 0 %
0 .0 0 % A BOUT O NC E
IN A W EE K

M O RE T HA N
O N C E IN A
W EEK

Response:
• 26.08% Say never they work at home as part of the job.
• 4.34% say few times in a year.
• 26.08% say once in a month.
• 34.78% say once in a week.
• And 8.69% say more than once in a week that they work
at home as part of the job.

16) How fare is what you earn on your job in comparison to others
doing the same type of work you do?

More than you deserve----------------------------39.13%

Some what less than you deserve----------------21.74%
About as much as you deserve-------------------39.13%
Much less than you deserve----------------------0%

43
 M O RE T HA N
Y O U D ES ER V E
4 0 .0 0 %
3 5 .0 0 %
3 0 .0 0 % SO M E W HA T
2 5 .0 0 % L ES S T HA N
2 0 .0 0 % Y O U D ES ER V E
1 5 .0 0 % A BO UT A S
1 0 .0 0 % M UC H A S YO U
5 .0 0 % DES ERV E
0 .0 0 %
M U C H L ES S
THA N YOY
DES ERV E

Response:
 39.13% of the employees say that they are earning more than
they deserve.
 21.74% say less than they deserve.
 And 39.13 say as much as they deserve.

17) To what extent has the organization provides scope for the
Employee development?

a) To great extent-------------------------8.70%
b) To some extent-------------------------47.82%
c) Satisfactory -----------------------------43.48%
d) Not satisfied-----------------------------0%

44
 5 0 .0 0 % T O G R EA T
EX T EN T
4 0 .0 0 %
TO SOM E
3 0 .0 0 % EX T EN T
2 0 .0 0 % S A T IS F A C T O R
Y
1 0 .0 0 %
NO T
0 .0 0 % S A T IS F IE D

Response:
 8.7% of the employees say to great extent that the
organization provides scope for the employee development
 47.82% say to some extent the organization provides scope
for the employee development.
 43.48% say satisfactory.

18) There are no discriminations and there is high degree of social

Integration at the work place?

Strongly agree ------------------------------------8.69%

Agree-----------------------------------------------47.84%
Disagree -------------------------------------------43.47%
Strongly disagree----------------------------------0%

45
 5 0 .0 0 % ST RONG L Y
A G R EE
4 0 .0 0 %
A G R EE
3 0 .0 0 %

2 0 .0 0 % D IS A G R EE

1 0 .0 0 %
ST RONG L Y
0 .0 0 % D IS A G R EE

Response:
 8.69% of the employees strongly agree there are no
discriminations and there is high degree of social integration at
the work place.
 47.84% of the employees agree there are no discriminations
and there is high degree of social integration at the work
place.
 43.47% of the employees disagree regarding this.

19) To what extent do you think that you are best suited for the job?

To great extent -------------------34.78%

To some extent-------------------34.78%
Satisfactory -----------------------30.4%
Not satisfied-----------------------0%

46
 3 5 .0 0 % T O G R EA T
3 0 .0 0 % EX T EN T
2 5 .0 0 % TO SOM E
2 0 .0 0 % EX T EN T
1 5 .0 0 % S A T IS F A C T O R
1 0 .0 0 % Y
5 .0 0 % NO T
0 .0 0 % S A T IS F IE D

Response:
 34.78% of the employees say to great extent they are Suited
for the job.
 34.78 say to some extent they are suited for the job.
 And 30.44% said satisfactory.

20) Workers need strong trade unions to protect their interests.

a. Strongly agree------------------------------4.34%
b. Agree----------------------------------------65.21%
c. Disagree------------------------------------17.39%
d. Strongly disagree --------------------------13.04%

47
 7 0 .0 0 % ST RONG L Y
6 0 .0 0 % A G R EE
5 0 .0 0 % A G R EE
4 0 .0 0 %
3 0 .0 0 % D IS A G R EE
2 0 .0 0 %
1 0 .0 0 % ST RONG L Y
0 .0 0 % D IS A G R EE

Response:
 4.34% of the employees strongly agree that they need
Strong trade unions to protect their interests.
 65.21% agree that they need strong trade unions to
Protect their interests.
 17.39% disagree that they need strong trade unions to
Protect their interests.
 And 13.04% strongly disagree regarding this.

21) Can you quote more valuable suggestions in order to improve the
System of “ QUALITY OF WORK LIFE”?

a. Yes -----------------------------------------79%
b. No------------------------------------------21%

48
 80%

60%

Y ES
40%
NO
20%

0%

Response:
 79% of the employees say yes they can quote more
Valuable suggestions in order to improve the system of
“QUALITY OF WORK LIFE”.
 And 21% of the employees say no regarding this.

49
 Chapter-6

LIMITATIONS OF THE STUDY

1. Firstly, the respondents were not available readily and the data
were
2. collected

50
 3. as per the convenience of the respondents.
4. Secondly, the sample of 100 respondents was given by the
5. organization hence appropriate sample techniques were not
applied
6. for selecting the respondents.
7. Thirdly, time is also one of the constraints. Duration of 45 days
is not
8. Sufficient to cover all the aspects of the study.

For the above limitations the study conducted may not give the true
Representations of the entire organization.

51
 Chapter-7

SUGGESTIONS

The topic selected is quality of work life. The significance of selection

the topic relates to its importance in the study to make the employees

52
more efficient, so that organizational goal can be achieved through
Personal development.

The study deals with the particular viewpoint on quality of work life
and analysis of their viewpoint on the training program. Many of the
Respondents agree that the department is manned with competent
Personnel and has adequate facilities, fully equipped with required
Teaching aids and congenial climate.

Most of the employees attended the quality of work life program to

Gain knowledge on their self-interest. But some of the respondents
Gave their suggestions so that the program can be more effective.

Some of the suggestions are as fallows:-

1. work should be distributed among employees uniformly.

2. job rotation

3. objective appraisal

4. transparent in communication both ways (top level to low level

& vice versa)

5. Qualification Vs service at the time of appraisal to employees

needs more transparency and effective strategies.

6. More motivational classes on the attitudinal change of the

employee towards the job.

7. Man power system need’s to be more effective.

8. Appraisal system needs changes before and after appraisal of

employee there should be pre and post counseling for

employees.

9. Compulsory leave of 45 days.

53
10. work allotment should be made as per the performance

11. More social get together should be planned by official to

meet The family members of the employee’s

54
 Chapter-8

CONCLUSIONS

After conducting an intense study on quality of work life program in

ICICI prudential Life Insurance Company the fallowing conclusions
were derived.

55
1. Organization should focus on the benefits that are aimed towards

Self-improvement of the employees

2. Organization needs to maintain the appropriate balance of work.

3. Opportunity for the career growth is very good.

4. Benefits provided by the Organization are very good to satisfy the

Employee personal needs.

5. Team work in the organization is very good.

6. Organization should focus on training sessions in order to motivate

the employees.

7. Work stress on the employees is some what high.

8. Organizfation needs to provide scope for the employee

development.

9. There is some discrimination at the work place.

10. On the whole the quality of work life program in ICICI Prudential

Life Insurance Company. Is good.

56
 Chapter -9

BIBLIOGRAPHY

INTERNET

57
 • www.google.com

• www.ask.com

• www.iciciprulife.com

BOOKS
• Human Resource and Personnel Management- William Wrether
• ICFAI University press—HRM Review

58
 Annexure

QUESTIONNAIRE ON QUALITY OF WORK LIFE

NAME:
DESIGNATION:

59
1. To what extent are you comfortable with the benefits that are
aimed towards your Self Improvement ?

To great extent [ ] To Some extent [ ] Satisfactory [ ]

Not Satisfied [ ]

2. To what extent is your performance justified with adequate &

fair compensation

To great extent [ ] To Some extent [ ] Satisfactory [ ]

Not Satisfied [ ]

3. To what extent your organization is maintaining the appropriate

balance of work

To great extent [ ] To Some extent [ ] Satisfactory [ ]

Not Satisfied [ ]

4. Do the benefits provide by the organization suits your needs ?

Yes [ ] No[ ] can’t say [ ]

5. Your organization provides opportunity for growth & continued

security.

Strongly agree [ ] Agree [ ] Disagree[ ]

Strongly disagree [ ]

6. Which of the following best describes your usual work schedule?

Day Shift [ ] Afternoon Shift [ ] Night Shift [ ] Split Shift[ ]

Irregular Shift [ ] rotating shift[ ]

7. Does your job let you to use your skills & Abilities?

Strongly agree [ ] agree [ ] Disagree [ ] strongly disagree [ ]

8. In your job, how often do you take part with others in making
decisions that affects you ?

Often [ ] sometimes [ ] rarely [ ] never [ ]

9. In your job do you normally work as a part of a team or do you

work mostly on your own?

Yes I work as a part of a team [ ] No, I work on my own [ ]

I work as an individual [ ]

60
10. Is your current promotion policy at your organization
promoting its employees to grow up in the organizational level?

Yes[ ] No[ ] Not Sure [ ]

11. You have training opportunities in order to perform job

safely & competently

Very True [ ] Some what True [ ] Not Too True[ ] Not at all
True[ ]

12. In general, how would you describe relations at your work place
between Management & Employees?

Very Good [ ] Good [ ] Satisfactory [ ] Bad[ ] Can’t Say[ ]

13. How often do you find your work stressful?

Often [ ] Sometimes [ ] Rarely [ ] Never [ ]

14. What are the recreational programs undertaken by your

organization?

LTC [ ] Pay Holiday [ ] Weekend Get Together [ ] Others [ ]

15. How often do you work at your home as a part your job?

Never[ ] Few Times in a year[ ] About once in a month[ ]

About once in week[ ] More than once in a week[ ]

61