Professional Documents
Culture Documents
1.1INTRODUCTION
Quality of work life is a partnership between a company and its employees where
everyone works together to achieve the business objective of the company and the
personal aspiration of the employees. It is therefore largely the organization’s
responsibility to create an environment and culture conducive to this partnership.
Quality of work life is a barometer that determines the association of a person with
the organization. Now the managers believe that improving the quality of work life
will increase the productivity. Therefore, quality of work life needs to be measured at
regular intervals in order to track the employee’s contribution to the success of the
organization.
3
The present study aims at finding out the Quality of Work Life in NGIL. The study
was limited to the lower level workers working at the Gelatin Division of NGIL and
the Registered Office.
• The study attempts to assess the employees’ attitude in five different Core
Competencies, which are considered to be essential for maintaining good Quality of
Work Life.
• By assessing these Core Competencies, the management can know which are
the areas lagging behind and which all problems of the employees need to be
addressed to improve the Quality of Work Life.
• The study also aims at giving some suggestions to improve the Quality of Work
Life.
4
Primary objective:
To find out the Quality of Work Life among the workers of Nitta Gelatin India Ltd.
Secondary Objectives:
1. To know whether they are able to balance their work life and family life
INDUSRY PROFILE
Introduction
Efficient utilization of meat by-products is important for the profitability
of the meat industry. It has been estimated that 11.4 percent of the gross income from
beef, and 7.5 percent of the income from pork, come from the by-products. In the
past, by-products were a favorite food in Asia, but health concerns have led to an
increased focus on non-food uses, such as pet foods and pharmaceuticals. In response
to these problems, meat processors have directed their marketing and research efforts
towards non-food uses, such as pet food, pharmaceuticals, cosmetics and animal feed.
By-products (including organs, fat or lard, skin, feet, abdominal and intestinal
contents, bone and blood) of cattle, pigs and lambs represent 66.0, 52.0 and 68.0
percent of the live weight, respectively. More than half the animal by-products are
not suitable for normal consumption, because of their unusual physical and chemical
characteristics. As a result, a valuable source of potential revenue is lost, and the cost
of disposing of these products is increasing.
These include the nutrient content, the price, and whether there
are comparable competing products. Traditions, culture and religion are often
important when a meat by-product is being utilized for food. Regulatory
requirements are also important, because many countries restrict the use of meat by-
products for reasons of food safety and quality. An example is the USFDA
7
requirement that mechanically separated meat and variety meats must be specifically
identified as an ingredient on labels.
GELATIN
Production
The worldwide production amount of gelatin is about 300,000 tons per year.
On a commercial scale, gelatin is made from by-products of the meat and leather
industry, mainly pork skins, pork and cattle bones, or split cattle hides.
New and innovative functional food products can be created with gelatin.
Foods with gelatin, whether sweet or savory, are an ideal source of protein.
Gelatin can also be used as an important aid in the development of stem cell
therapy. It is especially well suited to it because it is excellently compatible and
completely degradable in the body.
In the near future, gelatin could be of great help in a tanker accident where
thousands of litres of oil pollute the sea.
8
COMPANY PROFILE
Manufacturing Locations:
• Subsidiary:
Bamni Proteins Ltd., Dudholi, Near Chandrapur, Maharashtra, Pin- 442 701
Company’s Vision
• Continue as an institution with a culture of mutual care and commitment, a satisfying work
environment and continuous learning opportunities.
Quality Policy
Installed Capacity:
1. Ossein Division
b) Compound Glue
b) Dicalcium Phosphate
Major Competitors:
The major competitors of NGIL are:
Global Indian
P.B, UK IGCL
K & K, Japan CJ
11
Abbreviations
ED (HR&G Admn) :Executive Director ( Human Resource & General
Administration)
Manpower Strength:
The manpower of Nitta Gelatin India Ltd. is as given below.
Mgt. staff 20 40 25 10 95
PRODUCT PROFILE
12
Product Mix:
Ossein(intermediary product)
Dicalcium Phosphate
Compound Glue
Chitosan
Ossein
The bones are received, crushed - broken into small pieces no larger than one-half
inch. Crushed bone is loaded into wooden tanks, each of which holds greater than 10
tons. The bone is demineralized by soaking it in Hydrochloric Acid. Demineralized
bone is called Ossein, or collagen. NGIL manufactures Ossein under the technical
guidance of NITTA. Besides using Ossein for the manufacture of Gelatin, NGIL
exports its Ossein to NITTA on a buy-back arrangement. With demand for Gelatin
going up, NGIL has stepped up production capacity of Ossein to 7000 MT per annum
and set up facilities to produce 5000 MT per annum of Limed Ossein.
Gelatin
Gelatins are of three grades – (Edible, Pharmaceutical,and Photographic.)
There are many versatile uses for gelatin in modern food production. The main reason
for this is its unique ability to react under heat. Gelatin melts at 37 degrees Celsius
and becomes firm again when it cools down. Its pleasant eating properties make it
irreplaceable for the food sector. Some of the uses are:
• Sweets
• Baked Goods
• Drinks
13
Pharmaceutical Gelatin:
• Vitamin Preparations
• Gelatin Sponges
• Plasma Expanders
Photographic applications:
Silver salt photographic materials consist of up to 15 layers containing gelatin that are
coated onto film or paper. Gelatin’s properties are needed to produce photographic
materials such as amateur films, color paper, graphic films and X-ray films, in
industrial volumes. Gelatin is also indispensable for digital photography.
Compound Glue
NGIL plant has the capacity to manufacture 300 MT per annum of Compound Glue.
Compound Glue, a Gelatin based adhesive is mainly used in case making machines
for hard cover books, box labeling, album labeling and hard board box files.
Chitosan
Chitosan is a natural biopolymer originating from the shells(exo-skeletons) of
crustaceans like shrimp, lobster , squilla , crabs and other shellfish. Chitosan is a
cationic polymer (+ve charge) and finds multifarious applications in pharmaceutical,
medical, cosmetic, food and agriculture, textile water treatment etc.
14
CHAPTER 2
HR PROFILE
Definitions of HRM
For the vast majority of people in the past, work began at or before dawn and
continued until dusk. Most lived in a subsistence-level economy. In other words, you
worked in order to strive, or you died. There was little distinction between work and
non work time. Work consumed most of your day, so there was little non work time.
The work being done, as just mentioned, was essentially toiled. Toil, continuous labor
16
or strenuous work, best describes the quality of work life for workers of the past.
Before the Industrial Revolution, most people were farmers or crafts workers using
muscle power to shape wood, stone, iron, or dirt. People generally relied on
themselves for providing for their needs, or they bartered what they produced for
what they needed. Often, little or nothing was left after providing for basic needs.
There was little hope that conditions would change.
The factors that influence and decide Quality of Work Life are
17
1 Attitude: The person who is entrusted with a particular job needs to have
sufficient knowledge, required skill and expertise, enough experience, enthusiasm,
energy level, willingness to learn new things, dynamism, sense of belongingness in
the organization, involvement in the job, inter personnel relations, adaptability to
changes in the situation, openness for innovative ideas, competitiveness, zeal, ability
to work under pressure, leadership qualities and team spirit .
2 Environment: The job may involve dealing customers who have varying
tolerance level, preferences, behavioral pattern, level of understanding or it may
involve working with dangerous machines like drilling pipes, cranes, lathe machines,
welding and soldering machines, or even with animals where maximum safety
precautions have to be observed which needs lot of concentration, alertness, presence
of mind, quick with involuntary actions , synchronization of eyes, hands and body,
sometimes high level of patience, tactfulness, empathy and compassion and control
over emotions.
4 Nature of Job: For example, a driller in the oil drilling unit, a diver, a fire-
fighter, traffic policeman, train engine driver, construction laborers , welder, miner,
lathe mechanic have to do dangerous jobs and have to be have to be more alert in
order to avoid any loss of limb, or loss of life which is irreparable ; whereas a pilot,
doctor, judge, journalist have to be more prudent and tactful in handling the situation;
a CEO, a professor, a teacher have more responsibility and accountability but have
safe working environment; a cashier , a security guard cannot afford to be careless in
his job as it involves loss of money, property and wealth; a politician or a public
figure cannot afford to be careless for his reputation and goodwill is at stake
5 People: Almost everyone has to deal with three set of people in the work place.
Those are mainly boss, co-workers in the same level and subordinates. Apart from
this, some profession needs interaction with people like patients, media persons and
public,customers, thieves, robbers, physically disabled people, mentally challenged,
children, foreign delegates, gangsters, politicians, public figures and celebrities.
18
These situations demand high level of prudence, cool temper, tactfulness, humor,
kindness, diplomacy and sensitiveness.
6 Stress Level: All these above mentioned factors are inter-related and inter-
dependant. Stress level need not be directly proportional to the compensation. Stress
is of different types- mental stress, physical stress and psychological stress. A
Managing Director of the company will have a mental stress, a laborer will have
physical stress, a psychiatrist will have a psychological or emotional stress. Mental
stress and emotional stress cause more damage than physical stress.
Quality of Work Life is defined as any activity which takes place at every
level of an organization which seeks greater organizational effectiveness through the
enhancement of human dignity and growth….a process through which the
stakeholders in the organization- management, unions and employees- learn how to
work together better….. to determine for themselves what actions, charges and
improvements are desirable and workable in order to achieve the twin and
simultaneous goals of an improved quality of life at work for all members of the
organization and greater effectiveness for both the company and unions.
Key elements of the definitions are highlighted as being (1) promote human dignity
19
and growth, (2) work together collaboratively, (3) participatively determine work
changes, and (4) assume compatibility of people and organizational goals
An ideal quality of work life program will encompass practices in some major areas
as discussed below:
classes' religions, races, crafts, and designations must be treated equally on a social
platform. In other words, it created egalitarian environment.
4. Job Enrichment: Job enrichment frequently involves greater use of factors that are
intended to motivate the worker rather than only to maintain a satisfied feeling
towards the job. Basically, job enrichment is a form of challenging or improving a job
so that a worker is likely to be more motivated. It provides the employee with the
opportunity of greater recognition, achievement, growth, and responsibility, the lack
of which can cause worker alienation.
5.Job rotation: Job rotation involves workers switching tasks at regular intervals.
Many managers believe that providing employees with a variety of work experiences
can help reduce boredom. This also helps to make the employees more motivated.
7 Well pay and floating holidays: Excessive employee absenteeism can be a serious
problem for many managers. As a means of discouraging absenteeism and tardiness,
some organizations provide an extra reward through a program of well pay for those
who do show up for work as expected. Under this proposal, workers who put in a
given number of days without being absent or late are given an extra day off.
9.Child and elder care: Off-the-job concerns can certainly affect an employee’s on-
the-job morale, and small children are a major concern of today’s employees. A large
proportion of the workforce requires some sort of child-care facilities for their small
children. An increasing number of organizations have begun to recognize that
establishing on-site childcare centres has improved employee morale, reduced
22
absenteeism and lateness, and reduced turnover. Elder care is caring for older people,
typically relatives.
Principles of QWL
Quality of work cannot be improved until employees are relied of the anxiety, fear
and loss of future employment. The working conditions must be safe and fear of
economic want should be eliminated.
There should direct and positive relations between effort and rewards. All types of
discriminations between people doing similar work and with same level of
performance must eliminate. Equity also requires sharing and profits of the
organization.
Employees differ in terms of their attitudes, skills, potentials etc. Therefore, every
individual should be provided the opportunities for development of his potential and
personality. Humanization of work requires that employees are able to decide their
own pace of activities and design of work operations.
Since, quality of work is concerned with work environment and the impact of work
on the employees , therefore, the participation of employees in problem solving and
decision- making is concerned to be necessary. Participation of employees leads to
human-technological-organizational interface, which creates improved quality of life
in society and workplace.
1 Management should be open to the employees in all decisions and activities of the
organization. The employees should be given freedom to express their views
regarding the working condition or other official problems
2 Employees must be given the opportunity to participate in the decision-making
process
3 Supervisors must be trained to do their job effectively and to get the jobs done in an
efficient manner
4 The barrier between management and employees must be broken and there should be
provision for face-to-face talks. A trustful environment should be established in the
organization
5 Employees should be given feedback for their performance so as to boost them or to
help them improve the quality of work
6 Employees should be promoted for their excellent work
problem has been identified and research design or plan chalked out. Data collection
can be done through primary data collection and secondary data collection method as
the data are collected using interviews, questionnaire method, records, articles etc.
Research Design:
“A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to the purpose with
economy in procedure.” In fact, the research design is the conceptual structure within
which research is conducted; it constitutes the blueprint for the collection,
measurement and analysis of data.
A descriptive research was undertaken in order to achieve the objectives.
Area of study:
The research is confined to the Registered office and Gelatin Division of NGIL.
Sampling Design:
It is not possible to conduct the study of a population by considering all items of the
population. Therefore, we select a sample from the population and makes studies
25
Sample size:
Research Instrument:
The research instrument used for the study was structured questionnaire
Statistical Tools:
Chi-square test:
Tabulates a variable into categories and computes a chi-square statistic based on the
differences between observed and expected frequencies.
The chi-square test procedure tabulates a variable into categories and
computes a chi-square statistic. This goodness-of-fit test compares the observed and
expected frequencies in each category to test that all categories contain the same
proportion of values or test that each category contains a user-specified proportion of
values.
FORMULA
(O-E)2
Chi-square = E
O = observed frequency E = expected frequency
Table 2.3.1
SATISFACTION LEVEL OF RESPONDENTS IN THEIR JOB
26
45
40
35
30
25
20
15
10
5
0
Strongly Agree No opinion Disagree Strongly
Agree Disagree
INFERENCE
From the above table, it is clear that 23.33% of the employees strongly agreed and
73.33% agreed with this statement. 3.34% of them had no opinion. None of them
disagreed or strongly disagreed with this statement.
Table 2.3.3
Opinon whether able to balance work life and family life.
S RESPONSES NO. OF PERCE
L RESPON NTAGE
. SE
N
27
Chart 2.3.2
Opinon whether able to balance work life and family life.
45
40
35
30
No. of 25
response 20
15
10
5
0
Strongly Agree No Disagree Strongly
Agree opinion Disagree
Responses
INFERENCE
From the above table, it is clear that 8.33% of the employees strongly agreed and
68.33% agreed with this statement. 18.34% of them do not have opinion and 5%
disagreed with the above statement.
Table 2.3.3
Opinon whether able to balance work life and family life.
Chart 2.3.3
Opinon whether able to balance work life and family life.
S trongly A gree
A gree
No opinion
Dis agree
S trongly Disagree
INFERENCE
Out of 60 employees, 15% strongly agreed and 58.33% agreed with the above
statement.16.67% of them do not have opinion. 8.33% disagreed and 1.67% of the
employees strongly disagreed with the above statement.
Table 2.3.4
Opinion regarding on more time to spend with family
29
Chart 2.3.4
Opinion regarding on more time to spend with family
40
35
30
25
No. of
20
response
15
10
5
0
Strongly Agree No Disagree Strongly
Agree opinion Disagree
Responses
INFERENCE
From the analysis of data, it is clear that 18.33% of the employees strongly agreed
and 65% agreed with the statement. 15% of the employees do not have any opinion
and 1.67% disagreed with the statement. None of them strongly disagreed
Table 2.3.5
Compensation packages are good.
30
Chart 2.3.5
Compensation packages are good
Strongly Agree
Agree
No opinion
Disagree
Strongly Disagree
INFERENCE
From the above table, it is clear that 8.33% of the employees strongly agreed and 60%
agreed with this statement. 21.67% of them do not have opinion and 8.33% disagreed
and 1.67% strongly disagreed with the statement.
Table 2.3.6
Opinion regarding the wage/salary in accordance with performance.
31
Table 2.3.6
Opinion regarding the wage/salary in accordance with performance.
INFERENCE
From the analysis of the above statement, it is very clear that 6.67% of the employees
strongly agreed and 63.33% agreed with the above statement. 16.67% of the
respondents do not have any opinion.11.66% disagreed and 1.67% strongly disagreed
with the above statement.
Table 2.3.7
Opinion regarding safe working environment
32
Chart 2.3.7
Opinion regarding safe working environment
40
35
30 Strongly Agree
25 Agree
No opinion
20
Disagree
15
Strongly Disagree
10
5
0
INFERENCE
The above analysis shows that 13.33%strongly agreed and 65% agreed with the above
statement. 13.33% of them have no opinion. 8.34% of the employees disagreed with
the statement while none of them strongly disagreed with the same.
Table 2.3.8
Necessary safety measures
33
Chart 2.3.8
Necessary safety measures
40
35
30
25
20 PERCENTAGE
15 NO. OF
RESPONSE
10
0
Strongly Agree No opinion Disagree Strongly
Agree Disagree
INFERENCE
From the above table, it is clear that 13.33% of the employees strongly agreed and
63.33% agreed with this statement. 11.67% of them do not have any opinion. 11.67%
disagreed with the statement and none of them strongly disagreed.
Table 2.3.9
Promotion policy of NGIL is fair.
34
Chart 2.3.9
Promotion policy of NGIL is fair.
Strongly Agree
Agree
No opinion
Disagree
Strongly Disagree
INFERENCE
Out of 60 employees, 6.67% strongly agreed and 50% agreed with the above
statement.26.67% of them do not have any opinion. 8.33% disagreed and 8.33%
strongly disagreed with the above statement.
Table 2.3.10
Promotions are given to persons who deserve a better position.
35
Strongly Agree 3 5%
Agree 25 41.67%
No opinion 23 38.33%
Disagree 3 5%
Strongly Disagree 6 10%
TOTAL 60 100%
Chart 2.3.10
Promotions are given to persons who deserve a better position.
Strongly Agree
Agree
No opinion
Disagree
Strongly Disagree
INFERENCE
Total number of respondents is 60. Among them 5% strongly agreed and 41.67%
agreed with the statement. 38.33% of the respondents do not have any opinion. 5%
disagreed and 10% strongly disagreed with the above statement.
Table 2.3.11
Opinion regarding facilities to upgrade knowledge and skill.
36
Table 2.3.11
Opinion regarding facilities to upgrade knowledge and skill.
40
30
20
10
0
Strongly Agree No opinion Disagree Strongly
Agree Disagree
INFERENCE
The above analysis shows that 15% strongly agreed and 65% agreed with the above
statement. 16.67% of them have no opinion. 3.33% of the employees disagreed with
the statement while none of them strongly disagreed with it.
Table 2.3.12
Opinion regarding opportunities to skill on work.
37
Chart 2.3.12
Opinion regarding opportunities to skill on work
45
No. of response
40
35
30
25
20
15
10
5
0
Strongly Agree No opinion Disagree Strongly
Agree Disagree
Responses
INFERENCE
Out of 60 employees, 13.33% strongly agreed and 68.34% agreed with the above
statement.15% of them do not have any opinion. 3.33% disagreed and none of them
disagreed.
Table 2.3.13
Opinion regarding teamwork in the organization.
38
Table 2.3.13
Opinion regarding teamwork in the organization
40
35
30
25
20
PERCENTAGE
15
NO. OF
10
RESPONSE
5
0
Strongly Agree No opinion Disagree
Agree
INFERENCE
From the above table, it is clear that 8.33% of the employees strongly agreed and
61.67% agreed with this statement. 15% of them do not have any opinion. 15%
disagreed with the statement and none of them strongly disagreed
Table 2.3.14
NGIL is very much concerned about the welfare of the employees.
39
Chart 2.3.14
NGIL is very much concerned about the welfare of the employees.
70
60
50
40
30 6
20
10
0
Agree No opinion Disagree Strongly TOTAL
Disagree
INFERENCE
From the above table, it is clear that 10% of the employees strongly agreed and
51.67% agreed with this statement. 23.33% of them do not have any opinion. 15%
disagreed and 3.33% strongly disagreed with the statement.
Table 2.3.15
Opinion regarding whether the company values employees
contribution
RESPONSES NO. OF RESPONSE PERCENTAGE
40
Chart2.3.15
Opinion regarding whether the company values employees
contribution.
40
35
30
25
20
15
10
5
0
Strongly Agree No opinion Disagree Strongly
Agree Disagree
INFERENCE
Out of 60 employees, 8.33% strongly agreed and 66.67% agreed with the above
statement.18.33% of them do not have any opinion. 6.67% disagreed and 3.33% of
the employees strongly disagreed with the above statement.
Table 2.3.16
Equal opportunities are given to all employees.
Strongly Agree 3 5%
Agree 30 50%
No opinion 20 33.33%
Disagree 6 10%
Strongly Disagree 1 1.67%
TOTAL 60 100%
Chart 2.3.16
Equal opportunities are given to all employees.
Strongly Agree
Agree
No opinion
Disagree
Strongly Disagree
INFERENCE
The above analysis shows that 5% strongly agreed and 50% agreed with the above
statement. 33.33% of them have no opinion. 10% of the employees disagreed with the
statement and 1.67% have strong disappointment with the statement.
Table 2.3.17
Respondents of proud to be an employee of NGIL.
RESPONSE
Strongly Agree 11 18.33%
Agree 45 75%
No opinion 4 6.67%
Disagree 0 0%
Strongly Disagree 0 0%
TOTAL 60 100%
Chart 2.3.17
Respondents of proud to be an employee of NGIL.
50
45
40
35
30
25
20
15
10
5
0
Strongly Agree No opinion Disagree Strongly
Agree Disagree
INFERENCE
From the above table, it is clear that 18.33% of the employees strongly agreed and
75% agreed with this statement. 6.67% of them do not have any opinion. None of
them disagreed and strongly disagreed with the above statement.
Table 2.3.18
Opinion whether one feel valued by my company.
RESPONSE
Strongly Agree 10 16.67%
Agree 41 68.33%
No opinion 9 15%
Disagree 0 0%
Strongly Disagree 0 0%
TOTAL 60 100%
Chart 2.3.18
Opinion whether one feel valued by my company.
45
40
35
No.of response
30
25
20
15
10
5
0
Strongly Agree No opinion Disagree Strongly
Agree Disagree
Responses
INFERENCE
The above analysis shows that 16.67% strongly agreed and 68.33% agreed with the
above statement. 15% of them have no opinion. None of them disagreed and
strongly disagreed with the above statement.
CHI-SQUARE TEST
44
Observed Table
Strongly agree 14 4 18
Agree 44 38 82
No opinion 2 10 12
Disagree 0 7 7
Total disagree 0 1 1
14 9 5 25 2.7
4 9 -5 25 2.7
44 41 3 9 0.21
38 41 -3 9 0.21
2 6 -4 16 2.66
10 6 4 16 2.66
0 3.5 -3.5 12.25 3.5
7 3.5 3.5 12.25 3.5
0 0.5 -0.5 0.25 0.5
1 0.5 0.5 0.25 0.5
∑(Oij-
Eij)2/Eij
= 19.298
Degree of freedom = (r-1)*(c-1)
= (2-1)*(5-1)
=4
The table value of χ2 for 4 degree of freedom at 5% level of significance is 9.488
CHAPTER 3
46
FINDINGS
1. The level of job satisfaction of the employees seems to be high. Most of them think
that they are contributing to the efficient functioning of the organization. They think that
they are physically as well as mentally fit for doing their job. Most of them believe that they
47
are not overburdened with their jobs; even some people have no opinion and disagreement.
2. Most of the employees are able to balance their work life and family life. Almost all
of them wish to get some more time to spend with their family.
3. From the opinion of the employees, it is clear that the compensation package of
NGIL is fair. But, most of the employees do not think that they can support their family
needs with their salary
4. About 78% of the employees think that the working environment in NGIL is safe.
From this, it is clear that necessary safety measures are taken by the company.
5. Most of the employees have a negative attitude towards the promotion policy of
NGIL and hence they think that promotions are given to persons who undeserve a better
position. From the opinion of the employees, it can be inferred that the promotion policy of
NGIL is not fair
6. Majority of the employees believe that the management provides facilities to upgrade
their knowledge and skill. Their opinion indicates that they are given opportunity to apply
their skills on work. It can be concluded that effective training policies are imparted to the
employees.
7. From the opinion of the respondents it can be inferred that there is teamwork in the
organization. They think they get support from their team members. They also think that
their superior supports them well
8. Majority of the employees believe that the company values their contribution. But
most of them do not think that equal opportunities are given to all employees
9. About 83% of the employees are proud to be an employee of NGIL. Most of them
find future for themselves in the company and feel valued by NGIL.
10. There is no significant relationship between employees job satisfaction and their wage /
salary of employees in NGIL
SUGGESTIONS
Based on the findings evolved out of the analysis of the data, following suggestions
are made by the researcher, which will help the organization to improve the Quality
of work life and thereby achieve organizational goals.
48
1. The chance for promotion in the organization is less. It will be better if the
workers are given promotion based on performance along with the experience. This
will increase the performance of the organization as a whole.
2. Since most of the employees wish to get some more time to spend with their
family, it would be better if the management implement ‘Flexi-time work schedule’
in the organization.
4. Vast majority of the employees are satisfied with their jobs. The management
should try to retain their satisfaction for sustaining the efficient performance. The
management shall follow schemes like job rotation, job enrichment etc.
1 Job Rotation helps employees to avoid boredom of doing same job repeatedly. It
also gives opportunity to broaden the knowledge of employees by doing different
jobs. They learn about different enterprise functions by rotating into different
positions.
The researcher wishes to place on record her deep sense of gratitude to all the
personnel who were good enough to extend their wholehearted support and
cooperation during the survey process. Without their valuable guidance, this survey
would not have been successful.
The researcher dedicates this project report to all those well-wishers who were kind
enough to extend a helping hand in her untiring efforts to complete this project report
in time.
CONCLUSION
This study aimed at finding the Quality of Work Life in Nitta Gelatin
49
India Limited. Researcher conducted Quality of Work Life survey among the workers
of the organization. The data was collected by means of interview schedule using a
closed-ended questionnaire hence it has all limitations of the interview method.
Employees independently answered the questions and data such collected was
tabulated, analyzed and interpreted to give certain suggestions.
Based on the findings, it can be concluded that, the Quality of Work Life
in NGIL is good. In the survey, nine core areas, relating to the organization from the
workers’ point of view were assessed. These areas need to be maintained in order to
make the Quality of Work Life good. The core areas include their job satisfaction,
work life balance, compensation packages, safety, promotion policies, training, team
work, management’s concern and big picture about the organization.
BIBLIOGRAPHY
BOOKS
50
WEBSITES
1 www.kcpl.com
2 www.gelatin.org
QUESTIONNAIRE
Length of Service:
51
STATEMENTS A
G NO DISAGREE SRONGLY
STRONG AGREE OPINIO DISAGREE
LY N
AGREE
JOB
I am satisfied with my job
1
2 I am not overburdened with
my job
WORKLIFE BALANCE
I am able to balance my work
3 life and family life
I wish I could get some more
4 time to spend with my family
COMPENSATION
The compensation packages
5 are good
5
I am getting wage/salary in
accordance with my
6 performance
SAFETY
Safe working environment
7 exist in the organisation
Necessary safety measures
8 are taken by the company
PROMOTION POLICY
The promotion policy of
9 NGIL is fair
Promotions are given to
persons who deserve a better
10 position
TRAINING
The management provides
facilities to upgrade my
11 knowledge and skill
I am given opportunity to
12 apply my skill on work
TEAM WORK
There is team work in the
13 organization
MANAGEMENT’S
CONCERN
52