DECLARATION

I, RUCHI, a student of ST. XAVIERS College have completed the Project

on ‘Impact of Quality of Work Life on employee satisfication in
prabhatkhabar, ranchifor the Academic Year 2010-2013
The information given in this project is true to the best of my
knowledge.

Signature of Signature of
H.O.D. DEPTT OF B.B.A CANDIDATE

ST. XAVIERS College

Date: Date :
 CERTIFICATE OF APPROVAL

The foregoing project entitled “Quality of Work Life’’ at neutral publishing

house limited is hereby approved as a creditable study of research presented in a
satisfactory manner to warrant its acceptance as perquisite to the degree for
which it has been submitted.

It is further understood that by this approval, the undersigned don’t necessarily

endorse any conclusion drawn or opinion expressed therein.

Internal Examiner External Examiner

 ACKNOWLEDGEMENT

“No project is ever a work of only one person, and this one is no exception.”

No work is complete in itself without credit being given to the persons who
helped in achieving a desired task.

First and foremost, I would like to take this opportunity to express my sincere
gratitude and thanks to Mr. NAVEEN SINHA (Sr. manager, HR) and Mr.SUJIT
KUMAR ( Asst. Manager, HR) for providing an opportunity to do my ON THE
JOB TRAINING program in NPHL and for providing me the necessary
guidance during my project.

I would like to acknowledge the help and support of Mr. AbhijitDey(HOD BBA
DEPT) under whose guidance I did my project.

Last but not the least I would like to thank all the respondents for giving their
precious time, relevant information and experience I required, without which
the project report would not have been completed. The overall experience
inevitably polished my skills in due course.

THANKING YOU.

RUCHI.

BBA IIIRD YR (HR)

EXECUTIVE SUMMARY
As a part of our educational curriculum, I did my FOUR months ON THE JOB
training at NEUTRAL PUBLISHING HOUSE LIMITED. The project carried out
during the training was “To study the quality of work life and measure its impact on
employee satisfaction “ in the organization.

The main objective of this study was to know the awareness, perception and
satisfaction level of employees regarding the work life of the organization, and to give
suggestions to improve their satisfaction.

Our project was structured into the following phases :

PHASE -1: In this phase, an extensive study on the theoretical aspect of the variables
like ‘Quality of work life’ and employee satisfaction’ were done. I referred to various
books, articles, journals, websites, etc. this was followed by the study of the personnel
manual of the organization for knowing about the HR policies and benefits being
provided to the employees for studying the work life of the organization. Besides
these, I also had a few interactive sessions with my guide regarding the Quality of
work life, employee satisfaction and their dimensions.

PHASE-2: In the next phase, questionnaire was prepared, which was approved after
some suggestions and corrections by my guide. The sample size of the survey was 40
out of 150 employees which included employees from different department of NPHL

PHASE-3: Analysis was done on the basis of questionnaires filled up by the

employees and the suggestions made by them. On the basis of the analysis, it was
found that most of the employees were aware of the benefits provided by the
company. But at the same time, most of them were not aware of the HR policies of the
company. On further analyzing the dimensions of work life, various strengths of the
system came into light. Most of the respondents appreciated the physical working
conditions, supportive management, but satisfaction with the job was higher with
senior level of management .
As per the feedbacks given by the respondents, it was analyzed that though the work
life in the organization is good there is ample scope of improvement in terms of
benefits and compensation provided, rewards and recognition policy of the company.
Though the mean of employee satisfaction was high but the there was a lot of job
stress among the employees.

PHASE-4: After the analysis was complete, suggestions for the improvement of the
system on the basis of the findings were given. It was found that the employees
required more awareness of the system in terms of HR policies, training and
development, and rewards and recognition policy which is possible only through
proper coaching and guidance. A suggestion for improvement in pay and benefits
level was given, also training and development was suggested to design in a way so
that it takes proper care of every facet of the individual i.e. to balance their work and
family life to relieve them of the job stress, also the process should be focused on
career development of the individuals. Last but not the least, the employee should be
given proper reward/recognition and appreciation for good performance in order to
motivate and encourage them.

PHASE-5: After the suggestion phase was over, the whole drafting of the project
was done and it was finalized after a review with the guide.

Thus the study conducted on the quality of work life and its impact on employee
satisfaction at NPHL gave me a lot of valuable information regarding the work life of
the organization, the awareness and perception of employees from the organizational
policies and practices and their level of satisfaction from the various aspects of work
life of the organization.
PRABHAT KHABAR
INTRODUCTION OF NEUTRAL PUBLISHING HOUSE LTD.

Neutral Publishing House Limited is an organization which publishes daily

news paper known as PRABHAT KHABAR, it was started by a local politician
Late GyanRanjan on August 14th 1984 and in 1989 Neutral Publishing House
Limited was taken over by USHA MARTIN PVT LTD. From then
PrabhatKhabar has opened its nine branches which are as follows:-

1. In year 1984- Ranchi

2. In year 1995 – Jamshedpur,
3. In year 1996 – Patna,
4. In year 1999 – Dhanbad,
5. In year 2000 – Kolkata,
6. In year 2004 – Dhanbad,
7. In year 2006 – Siligudi,
8. In year 2010 - Muzaffarpur
9. In year 2010 – Bhagalpur
10.In year 2011 -Gaya
The Journey of PrabhatKhabar
PRABHAT KHABAR AT PRESENT

PrabhatKhabar at present,is the number one Hindi newspaper in the

state of Jharkhand(Source ABC,JJ 2012),fast growing in Bihar and a
prominent Hindi daily of eastern India;but the picture was not always
this rosy. It was founded in 1984 by a local politician and in a span of
just five years,its circulation dipped to 500 copies per day,making it a
sick newspaper.In 1989, a new management took over the paper.It
started its journey when strong Hindi dailies were winding up their
editions(Jansatta,Navbharat Times etc). The undivided Bihar market
was not at all in there in the advertiser’s laundry list. The objective of
the paper was to bring a change in the society with development of the
state. The editorial team firmly believed in need to putting stories of
health,education,corruption and other content affecting the life of a
common man on top of the news agenda in contrast to the so called Page
3 or Lifestyle journalism.PrabhatKhabar, the peoples voice for the past
27 years has only got stronger and even more powerful. It has now
become a symbol of truth and courage in journalism, a fire burning in
the hearts and minds of the people. With a readership base of 85.57
Lacs(Total Readership,IRS 2012 Q2),its presence today spans across 3
states in Eastern part of India(Jharkhand,Bihar,West Bengal)through 10
editions
(Ranchi,Jamshedpur,Dhanbad,Deoghar,Patna,Muzaffarpur,Bhagalpur,G
aya,Kolkata,Silliguri) with a daily circulation of 7.55 Lac+ copies(Audit
Bureau of Circulations,JD11 plus CA certification and company internal
PO records) making it truly a revolution.Needless to mention that in the
present scenario of FDI’s and IPO’s in other Print Media
Companies,PrabhatKhabar has managed to gain 7th position in the list
of Most Read Hindi Newspapers in India as per IRS 2012 Q1(TR), by
its own resources and unrelenting support of its readers and all other
supporters.It is the only Hindi Daily in the country which is facing
competition from the top 3 language dailies.Its pro-active role in
highlighting the people’s problems related with
corruption,health,hygiene and education have also made the paper
popular in Jharkhand with a tagline”AkhbarNahiAndolssssan-It’s a
Revolution and not just a newspaper”.Several campaigns have been
launched to bring to light prevailing corruption in different offices and
departments,the poor quality of road construction,and poor quality of
education in government schools,the dilapidated condition of schools
and hospitals,etc..as a part of a continuing effort to show good and
ethical journalism.Some of the important issues raised included Animal
Husbandry Scam,JPSCScam,Campaign to ban polythene, water
conservation,illegal occupancy of PSU  and government
quarters,NirmalBaba,RajyaSabha Election etc and In Bihar the
newspaper changed its tagline to “Bihar JageDeshAage-Awakened
Bihar will lead to development of the Country’s and is taking lead in
various social campaigns for mass appeal for development of the state.It
has also launched a campaign for “Special Status to Bihar” which was
kicked off Chief Minister himself.Good and credible editorial content
coupled with pro people journalism can lead to rising circulation
numbers,readership base and ultimately monetize into advertisement
revenues.Reader’s loyalty achieved from a good editorial content is the
only sustainable benchmark of effective and efficient performance for a
newspaper in contrast to the short term stickiness forcibly secured by
marketing and other sales promotional measures.
Rising of Prabhat Khabar on a fast lane of growth 
No doubt to reckon PrabhatKhabar as one of the fastest growing Hindi dailies in
Jharkhand and its neighbouring regions including West Bengal and Bihar. But
the story behind the success of this newspaper is more about dedication and
struggle. KK Goenka, managing director, PrabhatKhabar, Neutral Publishing
House Limited and RK Dutta, executive director, PrabhatKhabar talked to
JyaneswarLaishram of All About Newspapers to unfold some untold tales
behind the making of this promising Hindi daily. 
Establishment of PrabhatKhabar in the year 1984 was followed by an instant policy failure in
1989 which eventually led to almost shutdown of the newspaper. Operated by some local
politicians in a poor/sub-standard infrastructure, overstaffed (250 employees) for six-page
newspaper circulated just 500 copies, single edition of PrabhatKhabar printed in Ranchi was
in a pathetic situation way back before it was acquired by Neutral Publishing House Limited,
promoted by Usha Martin Group. The acquisition marked a big turning point of the
newspaper! 
Rapid growth 
PrabhatKhabar is now circulating 10 editions printed in different locations in Jharkhand,
West Bengal and Bihar. Jharkhand editions are printed in Ranchi, Jamshedpur, Dhanbad and
Deoghar; in Bihar, it gets printed in Patna, Muzafarpur, Bhagalpur and Gaya; and two
editions in West Bengal are printed in Kolkata and Siliguri. A total readership of 75 lakh as
per the latest Indian Readership Survey (IRS) report and circulation of 8 lakh copies daily in
all the cities make PrabhatKhabar one of the most acclaimed Hindi dailies in the region.
“In a short span of one and a half years, we have grown from 9th position to 7th among the
top 10 Hindi dailies in the country,” said KK Goenka adding that PrabhatKhabar is also
known for its credibility towards the causes for the people and society. Pro-people
PrabhatKhabar is proud of its contents presented by a generous editorial team led by chief
editor Harivansh. “We never compromise on public issues as we are the first Hindi daily who
pulled the animal husbandry scam out of closet in the region,” remarked KK Goenka. 
Three musketeers 
KK Goenka, RK Dutta and Harivansh are considerably the three craftsmen behind the overall
development of PrabhatKhabar brick by brick which underwent quite an eventful and
challenging journey for more than two decades to bring it to the podium where it is standing
today. The newspaper boasts of its competence in competing three leading national dailies
viz. DainikJagran, DainikBhaskar and Hindustan, which is indeed a biggest asset achieved!
Big expansion
Having been witnessing big expansion over the last two years in Bihar, PrabhatKhabar
unveiled its editions for Muzaffarpur, Bhagalpur and Gaya in the last one and a half year.
“Though we started in Patna in 1996, it was just a dormant edition with just 25-30 thousand
copies. But re-launch of the edition now taps a circulation of four lakh copies daily,” asserted
KK Goenka. Now, PrabhatKhabar in Patna gives tough fight to many national dailies who
really feel the pinch. And the same jolt is in Kolkata as the newspaper stands at number two
in the metro.
Infrastructure boost
“Ever since the days when there were just a few newspapers in Jharkhand, we thought of
plans on improving infrastructure to a state-of-the-art facility,” said RK Dutta adding, “We
kept discussing the matters with Manugraph and TPH over the years and we developed
gradually in phase manners.” All the regional centres are equipped with all colour presses
except Deoghar, Gaya and Kolkata where editions posses lesser pages, which however will
be updated to colour machines sooner than later
New technologies are always being the main forte at the production facility of
PrabhatKhabar. “Earlier the supplements were separate and manually inserted but now we
have equipped with Balloon Former, which helps insert the supplement printed
simultaneously with the main section,” informed RK Dutta. He further mentioned, “In order
to save time and manpower in distribution we already have initiated with some companies for
automisation, which will save time for packaging and dispatch.” 
Technology front 
Pacing up with the latest technology, ink optimisation software is another adoption lying
underway with which reduction in consumption of inks will be viable upto 10-15 percent.
Internal maintenance team of PrabhatKhabar closely vigils over IT and MIS systems as
editorial team of the newspaper will soon be furnished with web-base technology helping
reporters in remotest destinations to remain in touch with the news desk of the main office.
New look
Since changes have been a proven dynamism of PrabhatKhabar over the years, the newspaper
recently got a brand new look in which fonts have been changed into reader-friendly styles
and layouts become more attractive than ever!
VISION OF NEUTRAL PUBLISHING HOUSE

To become the most influential, respected and trusted business house in the
country to positively affect human life and make the society better place to live
in.

MISSION OF NEUTRAL PUBLISHING HOUSE

Creating a world class news paper though editorial excellence and independence
and by offering innovative multimedia solution to the market for profitable
growth and sustenance.

Management Team at Neutral Publishing House Limited (Levels)

CORPORATE STATE UNIT

-- Chief Editor -- Jharkhand

-- Managing Director -- Bihar

-- Executive Director -- West Bengal

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MANAGEMENT OF NPHL

Top Management of PrabhatKhaba

Chief Editor—Mr. Harivansh Narayan Singh.

Managing Director- Mr. K.K. Goenka

Executive Director- Mr. R.K. Dutta

DEPARTMENTWISE MANAGEMENT

Departments Corporate State Head Unit Head

Head

Editorial Mr.Rajendra Mr.Anup Sinha Mr. Vijay K.

Tiwari Pathak
Advertising Mr. Rajeev
Mr. Vijay
Mr.SwaroopManda
Bahadur
l
Production Mr.R.R.
Adhikari
IT Mr.R.R.Adhikari
Finance & MIS Mr.AlokePoddar Mr. Vijay Agarwal

Brands Mr.Sanjeev
Kumar Singh
Circulation Mr.Pinaki Gupta Mr.Sanjay Kumar
Internet Mr.Kislaya
 b
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Departments of PRABHAT KHABAR

There are eight departments in neutral publishing house which helps in smooth
functioning of the organization, which are as follows:-
Neutral publishing house has four brands:-

1. PrabhatKhabar
2. Radio Dhoom – 104.8 Fm
3. PrabhatKhabar Institute Of Media Studies (PKIMS)
4. e- Portal

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5 4 PRODUCTS OF NPHL
 Supplements of publishing house

 Avsar: A tabloid weekly magazine published

in all editions on every Tuesday for youth, features articles on career world
views, education etc.
 Youth Plus: A tabloid weekly magazine
published in all Jharkand editions on every Wednesday for youth. It’s a
magazine with features & articles on fashion & Life style.
 Balprabhat: A tabloid weekly published in all
Jharkand editions on every Thursday for children. It covers children oriented
features, short stories, comic strips & cartoons etc.
 Surbhi: A tabloid weekly published in Ranchi,
Dhanbad, Deoghar& West Bengal editions on every Friday for women. It
covers mainly topics of feminine interests. Such as health, fashion, cookery and
recipes etc.
 Rang: A special interest broadsheet magazine
weekly published in all editions on every Saturday. It is a complete
entertainment feature magazine on television and films etc.
 Ravivar: A tabloid weekly published in all
editions on every Sunday. It is a complete general interest magazine featuring
general topics, current issues, articles about famous personalities & celebrities,
health, astrology, art & culture.

SUPPLEMENTS OF PRABHAT KHABAR

KNOWLEDGE

BAL PRABAHT AVSAR

SUPPLEMENTS

SURBHI
RANG

RAVIVAR
QUALITY OF WORKLIFE
 INTRODUCTION
The world is moving with very high speed and managing an organisation has
become more complex than ever before. There is a competition going on between companies
to attract and retain quality human resource in order to be ahead of its competitors in a
particular industry. At this backdrop, quality of work life (QWL) has emerged as one of the
most important aspect of job ensures long term association of the employee with the
organisation.

QWL and employee satisfaction at NEUTRAL PUBLISING HOUSE LIMITED

Company is considered to be the most critical aspect. It is found that there are few facilities
are to be provided by the organisation in order to maintain, retain the employee as well the
high productivity of the organisation. Hence, the management has to look upon the facilities
that are not available and is the points where employee are dissatisfied with unavailability of
the facility.

Because of the facilities that are unavailable will lead for low productivity, stress,
un-satisfaction etc. At the same time it is observed that when the employee are provided with
internal, personal, spiritual, working environment will lead for higher productivity of the
organisation.

This study is attempted to understanding the impact of QWL on employee

satisfaction and organisational productivity with special reference to NEUTRAL
PUBLISING HOUSE LIMITED Company.
OBJECTIVE OF THE STUDY
To understand the relationship between Quality of work life and employee satisfaction.
To know the level of employee satisfaction.
To know the measure taken by the organisation to improve the quality of work life of the
employee in the organisation.
To know whether QWL leads to improved productivity of the organisation.
To study whether QWL motivates the employee to learn further for present and future roles.
SPECIFIC ISSUSES IN QWL
Besides normal wages, salaries, fringe benefits etc..,the specific issues are being identified by
the human resource managers on regular basis. Following issues are highly relevant and
determine the Quality Of Work life in any organisation;

Pay and stability of employment: Good pay dominations most of the factors in
employee satisfaction. After native term of providing wages should be developed to increase
the cost of living index, profession tax, etc...

Occupational stress: It is a condition of strain on employee emotions. Stress is caused due

to irritability, hyper excitation or depression, unstable behaviour, fatigue, stirring heavy
smoking and drug abuse has to be identified.

Organisional health programmes:Its helps to aim at educating about health programmes,

means of maintaining and improving of health.

Alternative work schedules: Includes flexi times, work at home, staggered hours,
reduced work hours, part time employment.

Participative management and control of work: The trades unions and workers
believe that workers participate in management and decision-making improves QWL.

Recognition:Rewarding system, congratulating the employee for their achievement, job

enrichment, offering membership in clubs or association, vehicles, etc. Recognizes the
employees.
Literature survey

According to Richard and Loy, QWL is “the degree to which members at work
organisation are able to satisfy important personal needs through their
experience in the organization.”

-HRM self instruction material for PTU DEP.

According to Nader and Lawler, QWL is “concerned about the impact of work
on people as well as on organizational effectiveness, and idea of participation in
organizational problem solving and decision making.”

-HRM self instruction material for PTU DEP.

According to Skrovan, “this value based process is aimed towards meeting the
twin goals of enhanced effectiveness of organisation and improved quality of
life at work for employees”

-HRM(Mirza S Saiyadain)

As per Cohen and Rosenthal it is an “internationally designed effort to bring

about increased labour management corporation to jointly solve the problem of
improving organizational performance and employees satisfaction.”

-HRM(Mirza S Saiyadain)

According to Takezawa, “what constitute a high quality of work life may vary
in relation to both the workers aspiration and the objective reality of his work
and society.It is ultimately defined by the worker himself.

-HRM(Mirza S Saiyadain)
Quality of work life (QWL)is viewed as an alternative to the control
approach of managing people. The QWL approach considers people as an
‘asset' to the organization rather than as ‘costs'. It believes that people perform
better when they are allowed to participate in managing their work and make
decisions.

This approach motivates people by satisfying not only their economic needs but
also their social and psychological ones. To satisfy the new generation
workforce, organizations need to concentrate on job designs and organization of
work. Further, today's workforce is realizing the importance of relationships and
is trying to strike a balance between career and personal lives.

Successful organizations support and provide facilities to their people to help

them to balance the scales. In this process, organizations are coming up with
new and innovative ideas to improve the quality of work and quality of work
life of every individual in the organization. Various programs like flex time,
alternative work schedules, compressed work weeks, telecommuting etc., are
being adopted by these organizations.

Technological advances further help organizations to implement these programs

successfully. Organizations are enjoying the fruits of implementing QWL
programs in the form of increased productivity, and an efficient, satisfied, and
committed workforce which aims to achieve organizational objectives. The
future work world will also have more women entrepreneurs and they will
encourage and adopt QWL programs.
WHAT IS QUALITY OF WORK LIFE ??

QWL can be define as "The quality of relationship between employees and the
total working environment.”

QWL is a process by which an organization responds to employee needs for

developing mechanisms to allow them to share fully in making the decisions
that design their lives at work.

QWL is the extent to which employees can enhance their personal lives through
their work environment and experiences.

QWL is also defined as the degree of personal satisfaction experienced at

work. Quality of working life is dependent on the extent to which an employee
feels valued, rewarded, motivated, consulted, and empowered. It is also
influenced by factors such as job security, opportunities for career development,
work patterns, and work-life balance.

Thus, the term “quality of work life” means different things to different persons,
for e.g. to a worker on a assembly line, it may mean a fair day’s pay, safe
working conditions, and a supervisor who treats him with dignity. To a young
new entrant, it may mean opportunity for advancement, creative tasks and a
successful career.
QWL programs can be evaluated on the basis of :

a. Fair compensation and job security: The economic interests of people

drive them to work at a job and employee satisfaction depends at least partially ,
on the compensation offered. Pay should be fixed on the basis of the work done,
responsibilities undertaken, individual skills, performance and
accomplishments. Job security is another factor that is of concern to employees.
Permanent employment provides security to the employees and improves their
QWL.
b. Health is wealth: Organizations should realize that their true wealth lies in
their employees and so providing a healthy work environment for employees
should be their primary objective.

c. Provide personal and career growth opportunities: An organization

should provide employees with opportunities for personal/professional
development and growth and to prepare them to accept responsibilities at higher
levels.

d. Participative management style and recognition: This improves the

quality of work life. Workers feel that they have control over their work
processes and they also offer innovative ideas to improve them. Recognition
also helps to motivate employees to perform better. Recognition can be in the
form of rewarding employees for jobs well done.

e. Work-life balance: Organizations should provide relaxation time for the

employees to balance their personal and professional lives and not strain
employees personal and social life by forcing on them demanding working
hours, overtime work, business travel, untimely transfers etc.

f. Fun at workplace: This is growing trend adopted by today’s organizations.

WHEN DID THE CONCEPT OF QWL STARTED..??

Organisation, in the past, gave more importance on advanced technology

for higher productivity surpassing the needs and mental state of its employees.
This created a negative impact on the working environment among the
employees. Thus it was realized that societal support goes hand in hand with
technical innovations. This integration can only be made through quality of
work life program. Quality of work life denotes all the organizational inputs
which aim at the employee’s satisfaction and enhancing organizational
effectiveness. In the late 1950’s the term QWL was used to stress the prevailing
poor quality of life at work place and it was first defined in terms of people
reaction to work, particularly individual’s job satisfaction and mental health. It
also refers to favourableness or unfavourableness of the job environment of the
people.

WHO STARTED THE CONCEPT OF QWL….???

Quality of work life (QWL) has assumed increasing interest and

importance in both industrialized as well as developing countries of the world.
In India, its scope seems to be broader than many labour legislation enacted to
protect the workers. It is more than a sheer work organization movement which
focuses on job security and economic growth to the employees.

The American society of training and development established a task

force on QWL in 1979. This task force defined QWL as “a process of work
organizations which enables its members at all levels to actively participate in
shaping the organizations, environment, methods and outcomes. This value
based process is aimed towards meeting the twin goals of enhanced
effectiveness of organization and improved quality of life at work for
employees.

Why QWL is Important..??

Job involvement- job involved people spend more time on job and turn out
better performance.

QWL gives employee job satisfaction. High job satisfaction leads to high work
performance, less employee turnover and less absenteeism.

As employees engage themselves more and more in work activities, they require
a great sense of competence and experience and higher level of job
involvement.
Moreover, Quality of Work life plays a very important role in the life of the
workers who are involved in production.

It plays a very important role in:

(a) Shaping the personality of the employee.

(b) Determining his personality.
(c) Commitment to fellow employees, and
(d) Commitment to the organization and to the society.

Where have the research being carried ..??

Various authors and researchers have proposed models of quality of working

life which include a wide range of factors.

Hackman and Oldham (1976)drew attention to what they described as

psychological growth needs as relevant to the consideration of Quality of
working life. Several such needs were identified :

 Skill variety,
 Task Identity,
 Task significance,
 Autonomy and
 Feedback.

They suggested that such needs have to be addressed if employees are to

experience high quality of working life.

Taylor (1979) more pragmatically identified the essential components of quality

of working life as basic extrinsic job factors of wages, hours and working
conditions, and the intrinsic job notions of the nature of the work itself. He
suggested that a number of other aspects could be added, including :
  individual power,
 employee participation in the management,
 fairness and equity,
 social support,
 use of one’s present skills,
 self development,
 a meaningful future at work,
 social relevance of the work or product,
 effect on extra work activities.

Mirvis and Lawler (1984) suggested that quality of working life was
associated with satisfaction with wages, hours and working conditions,
describing the “basic elements of a good quality of work life” as :

 safe work environment,

 equitable wages,
 equal employment opportunities and
 opportunities for advancement.

Baba and Jamal (1991)listed what they described as typical indicators of

quality of working life, including:

 job satisfaction,
 job involvement,
 work role ambiguity,
 work role conflict,
 work role overload,
 organisational commitment and
 turn-over intentions.
Baba and Jamal also explored routinisation of job content, suggesting that this
facet should be investigated as part of the concept of quality of working life

Ellis and Pompli (2002) identified a number of factors contributing to job

dissatisfaction and quality of working life in nurses, including:

 poor working environments,

 resident aggression,
 workload, innability to deliver quality of care preferred,
 balance of work and family,
 shift work

Abraham Maslow, were seen as relevant in underpinning this model, covering

health & safety, economic and family, social, esteem, actualization, knowledge
and aesthetics, although the relevance of non-work aspects is play down as
attention is focused on quality of work life rather than the broader concept of
qualityoflife.

HOW QWL IS MEASURED….???

There are few recognized measures of quality of working life, and of those that
exist few have evidence of validity and reliability, that is, there is a very limited
literature based on peer reviewed evaluations of available assessments.

Work-Related Quality of Life scale (WRQoL), indicates that this assessment

device should prove to be a useful instrument, although further evaluation
would be useful. The WRQoWL measure uses six core factors to explain most
of the variation in an individual’s quality of working life: Job and Career
Satisfaction; Working Conditions; General Well-Being; Home-Work Interface;
Stress at Work and Control at Work.
Job & Career Satisfaction (JCS) scale of the Work-Related Quality of Life
scale (WRQoL) is said to reflect an employee’s feelings about, or evaluation of,
their satisfaction or contentment with their job and career and the training they
receive to do it. Within the WRQoL measure, JCS is reflected by questions
asking how satisfied people feel about their work. It has been proposed that this
Positive Job Satisfaction factor is influenced by various issues including clarity
of goals and role ambiguity, appraisal, recognition and reward, personal
development career benefits and enhancement and training needs.

General well-being (GWB) scale of the Work-Related Quality of Life scale

(WRQoL), aims to assess the extent to which an individual feels good or
content in themselves, in a way which may be independent of their work
situation. Mental health problems, predominantly depression and anxiety
disorders, are general well-being of the population. The WRQoL GWB factor
assesses issues of mood, depression and anxiety, life satisfaction, general
quality of life, optimism and happiness.

WRQoL Stress at Work sub-scale (SAW) reflects the extent to which an

individual perceives they have excessive pressures, and feel stressed at work.
The WRQoL SAW factor is assessed through items dealing with demand and
perception of stress and actual demand overload. Whilst it is possible to be
pressured at work and not be stressed at work, in general, high stress is
associated with high pressure.

Control at Work (CAW) subscale of the WRQoL scale addresses how much
employees feel they can control their work through the freedom to express their
opinions and being involved in decisions at work. Perceived control at work as
measured by the Work-Related Quality of Life scale (WRQoL) is recognized as
a central concept in the understanding of relationships between stressful
experiences, behaviour and health. Control at work, within the theoretical model
underpinning the WRQoL, is influenced by issues of communication at work,
decision making and decision control.

WRQoL Home-Work Interface scale (HWI) measures the extent to which an

employer is perceived to support the family and home life of employees. This
factor explores the interrelationship between home and work life domains.

Working Conditions scale of the WRQoL assesses the extent to which the
employee is satisfied with the fundamental resources, working conditions and
security necessary to do their job effectively. Physical working conditions
influence employee health and safety and thus employee Quality of working
life. This scale also taps into satisfaction with the resources provided to help
people do their jobs.
QWL is defined as the favorable conditions and environment of a workplace
that support and promote employee satisfaction by providing them with
rewards, benefits and growth opportunities. The dimensions taken up in this
literature for explaining the QWL are described as follows:
Universlly Adopted policies and practices of work life balance
1.Part Time working
It is defined as less than 30 hours per week. hours may be worked over any usually numer of
days

Benefits Points to be consider

Allow cover for busy periods Part-time working regulations extend the rights
of part-time workers more in lines with those
of full time staff
Popular option for women returning from Can increase overall staff numbers and there
maternity leave fore training costs and fixed overheads
Negative associations with low pay/low status

2.Flexi-Time

Workers choose the hours they work within defined limits.usually there are set “core” times
for attendance and controls over the maximum credit or debit hours which can be built up and
carried over a period of time.

Benefits Points to consider

Can help with travel difficulties Needs to be well organized/managed

Can help reduce absence Requiresa a degree of self management

Enables company to extend the hours when a
service can be provided
Working times can be adjusted to meet
peaks /troughs
Improved time keeping

3. Annual Hours

Agreed weekly hours are replaced by an annual hours arrangement and a forward working
pattern of rostered and reserve hours. By agreement, reserve hours may be triggered at short
notice .pay is usually set at a regular, guaranteed monthly sum .

Benefits Points to be consider

Increases flexibility to handle seasonal Administratively complex to design and
fluctuations in demand operate

Allows parents and carrers to arrange their Implications of national minimum wage
working hours around term time/school legislation
holidays
Allows parents and carrers to take advantages
of off peak holidays
4.Term time working

It is an arrangement in which reduced hours or times off is agreed for school holidays.

Benefits Points to be consider

Help recruit and retain employees with Absence during prime holiday time may
school age children make it difficult to arrange cover

5.FlexibleRostering
Arrangements which allow employees to schedule their working times and patterns to match
predicted staffing level needs over a set period. Hours earned or owed may be stored in a
“time bank”.

Benefits Points to consider

Reduces absenteeism Requires central administration

Reduces time taken off for sickness Voluntary co-operation essential

Increases flexibity to meet workload peaks Implication of nationl minimum wage

and troughs legislation
Individual choice increases motivation Implications of working time regulations

Employee satisfaction

Employee satisfaction is a primary dependent variable. It is negatively related to

absenteeism and turnover and has a high positive relationship with various
factors like positive work environment, benefits, rewards etc. Satisfied
employees tend to be more productive, creative and committed to their
employers, and recent studies have shown a direct correlation between
employee satisfaction and customer satisfaction.HR managers who can create
work environments that attract, motivate, satisfy and retain hard-working
individuals will be better positioned to succeed in a competitive business
environment that demands quality and cost-efficiency. Research has discovered
that by creating a positive workplace for their employees, managers have
increased their own job satisfaction as well.

Another research points out that, organization with more satisfied employees
tend to be more effective than organization with fewer satisfied employees.
Research also bears witness to the fact that a satisfied employee has a positive
attitude towards his work and thus will try to avoid being absent from work.

Thus, employee satisfaction has been a major objective of HR managers for

years.How do employees feel about their jobs, their supervisors, and many other
factors has clear financial implications for organization's future success.  The
most objective measures of satisfaction/dissatisfaction in organizations are
employee retention and turnover.

Employee satisfaction is defined as, “the collection of feelings the individuals

hold for their job”. Frederick Hertzberg theorized that employee satisfaction has
two dimensions: "hygiene" and motivation. Hygiene issues, such as salary and
supervision, decrease employees' dissatisfaction with the work environment.
Motivators, such as recognition and achievement, make workers more
productive, creative and committed.

The study is to measure the satisfaction of employees from the work climate of
the organization. Thus the existing literature studies employee satisfaction from
the point of view of dimensions like, benefit satisfaction, pay satisfaction,
satisfaction with the work environment, job stress, and overall job satisfaction.

1. Benefits and pay satisfaction

Benefits and pay satisfaction is one of the most important aspect of employee
satisfaction. According to a previous research, in organizations experiencing
high turnover, compensation was the most common reason given for leaving.
“Too many organizations seem to believe that the only motivation to work is an
economic one.” (Gary Hamel)

2. Satisfaction with the work environment

The environment in which people work has a tremendous effect on their level of
pride for themselves and for the work they are doing. The work environments
which are proper and match employee’s expectations have positive impact on
employee satisfaction. So managers must do everything to keep the equipments
and facilities up to date. Even a nice chair can make a world of difference to an
individual's psyche. Also, overcrowding may result into dissatisfaction from
work environment.

3. Job stress

Job stress is defined as, “a discrepancy between an employee’s perceived state

and desired state, provided that the presence of this discrepancy is considered
important by the employee”.

The employee’s perceived state is defined broadly as his or her subjective

representation of working condition or other aspect of current situation; the
employee’s desired state is also defined broadly, subsuming more specific
constructs like personal goals and values. The job stress so defined influences
job satisfaction and employee well being. The job stress is known to increase
the risk of a wide range of health effects; it may thus result into absence from
duty via decreased motivation and satisfaction.

4. Overall job satisfaction

Job satisfaction is defined as a ‘pleasurable or positive emotional state resulting

from the appraisal of one’s job or job experiences’ (Locke,1976). Thus job
satisfaction is often regarded as the work related attitude with potential
antecedent conditions leading to it (such as autonomy and pay), and potential
consequences resulting from it( such as absenteeism and job performance)

The global approach of job satisfaction focuses on an individual’s overall job

satisfaction which suggests that job satisfaction is more than the sum of its
parts, and individual can express dissatisfaction with the facets of the job like
salary, promotion, recognition etc. and still be generally satisfied (Smither,
1994; Thiery, 1998).

Overall job satisfaction is the most important factor for measuring employee
satisfaction. An individual if satisfied from his job overall, he will not think of
leaving his company.
WORK LIFE

AT

NPHL
Medical benefits
Management has got certain hospitals at RANCHI under their panel where the
employees, (both regular and retired) get medical treatment on credit basis, i.e.
the bills are directly settled by the company.
For regular employees, all dependent family members and for retired
employees, both husband and wife are entitled to get the medical benefits.
Besides this, NPSL provides medical insurance for a minimum period of 24 hrs.
Canteen facility
NPHL provides to its employees, the facility of taking lunch (which is provided
by a cook hired for this purpose) in the canteen. On an average 100 packets of
lunch are made daily. The outside agency has been engaged for supplying lunch
through tendering process. There is also provision of guest meal free of cost.
The company provides the facility of taking tea in the office, two times a day
free of cost.
Compensation and rewards
“Pay for performance relative to the market” which means it keeps internal as
well as external competition in mind.
Payment/benefit and pay strategy depends upon tax effectiveness, rules
standard, needs of employees and their family and ethical policy.
Working hours
In general the shift is from 9.30 am to 5.30 p.m.The press works for 24 hrs with
alternate shift of the printing press workers.
Attendance
Employees have to register either by marking attendance in the attendance
register or by punching card into the biometric punching machine.
 RESEARCH

METHODOLOGY
 RESEARCH METHODOLOGY

RESEARCH DESIGN:

In order to reach to relevant conclusion. Research work has been designed in a proper way.
Research part is divided into following steps: -

1) Studying the personnel manual of the organization

2) Literature survey

3) Assuming NULL HYPOTHESIS

4) Analysis

5) Conclusion

1) Studying the manual:To study the benefits provided to the employees by the
company and to know various human resource policies and practices an extensive study of
the personnel manual of the organization was done.

2)Literature Survey: In order to know the actual concept of QWL and Employee
Satisfaction, an extensive literature survey has been done. Information from various sources
like the journals, books, articles, and internet is collected as secondary information.

3)Assuming null hypothesis and alternative hypothesis:

H:µO= QUALITY OF WORK LIFE DOES NOT AFFECT EMPLOYEE SATISFACTION.

H:µ1=QUALITY OF WORK LIFE DO AFFECT EMPLOYEE SATISFACTION.

3)Analysis: The size of the universe was-150 employees i.e. from various departments. The
size of the sample for the study was 40 employees which was 30 % of the population size.
The employees were selected randomly from the following departments:

 HR and Personnel department

 Media marketing
 Public relation department
 Finance department
 Reporters
 Lower level staffs
The MEAN , MEDIAN , MODE of the responses for various dimensions were found out.
The dimensions were CHECKED FOR THE TEST OF HYPOTHESIS BY A METHOD
USED FOR ATTRIBUTES TYPE DATA.

the responses were shown through various graphs like, bar graph, pie chart etc.

4)Conclusion: Information gathered from the findings is concluded after doing the
analysis.
DATA COLLECTION SOURCES:
Research is based on two sources:

1) Primary Data
2) Secondary Data
1)Primary Data

a.) Questionnaire: Primary Data has been collected by preparing questionnaire. The objective
questionnaire contained questions on dimensions viz;

Quality of work life

i. Physical working condition

ii. Training and development
iii. communication
iv. Promotion and career advancement
v. Team member’s performance/cooperation
vi. Human resource policies
vii. Concern for employees
viii. Pay loans and advances
ix. Reward and recognitions
x. Benefits
Employee satisfaction

i. Benefits satisfaction
ii. Pay satisfaction
iii. Satisfaction with the work environment
iv. Job stress
v. Overall job satisfaction
b.) Personal Interview: Essentially informal ones that proved to be very
effective as well as interesting. As these were not note taking of names, p.no.
etc the respondents felt free and expressed their views without any kind of
hesitation with some exceptional case.

3) Secondary Data: Secondary data has been collected by reviewing different

literatures like books which are published, articles, internet, magazines, and
website of the company.

LIMITATIONS OF THE RESEARCH

While undertaking our ON THE JOB TRAINING and making this project I was
confronted with the following limitations:
The constraint of time as I had only 6-8 weeks to complete our project.
An unintended error on part of the respondent may have crept in.
It was not possible to go to each and every employee to get the
questionnairefilled due to large population size.
Many executives were on leave or not available because of various reasons.
Most of the respondents were reluctant to give response to the questions
because of the time constraint.
 DATA

ANALYSIS

AND

INTERPRETATION
QUESTION 1:

SINCE HOW MANY YEARS HAVE YOU BEEN WORKING IN NPHL ?

Question 1
8%

1
2
3
30% 48% 4
5

15%

THE COMPANY HIRES FRESH TALENT AND MOST OF THE

EMPLOYEES ARE YOUNG TO THE COMPANY.

QUESTION 2:

THE ORGANISATION GIVES YOU FREEDOM TO USE YOUR

SKILLS IN YOUR AREA?

Question 2
3% THE
5%

33% 1
2
3
4

60%
ORGANISATION CONSIDERS MOTIVATION AS AN IMPORTANT TOOL
FOR THE BETTER PERFORMANCE OF IT’S EMPLOYEES.

QUESTION 3

THE MANAGEMENT GIVES YOU RECOGNITION FOR GOOD

RESULTS ACHIEVED?

Question 3
3%
5% 13%
10% 1
2
3
4
5

70%

REWARDS AND RECOGNITION DO PLAY AN IMPORTANT ROLE IN

THE ORGANISATION.

QUESTION 4

THE PROMOTIONAL POLICY IN THE COMPANY IS?

Question 4
8%
20% 1
13% 2
3
4
5

30% 30%
MOST OF THE EMPLOYEES AGREE ON GOOD PROMOTIONAL
POLICY OF THE ORGANISATION.

QUESTION 4

THE MOTIVATION GIVEN AT WORK PLACE BY THE SUPERVISOR

IS?

Question 5
4; 2

3; 9 1; 13

2; 16

MAJORITY OF THE RESPONSES ARE IN FAVOUR OF MOTIVATION

AT WORK.

QUESTION 6

THE RELATION WITH MY IMMEDIATE SUPERVISOR IS?

Question 6
5; 2
3; 3

1; 15

2; 20
THE ORGANISATION MAINTAINS A GOOD SUPERIOR SUBORDINATE
RELATION.

QUESTION 7

THE TRAINING PROVIDED BY THE COMPANY IS?

Question 7
4; 3

3; 5
1; 14

2; 18

THE ORGANISATION ALSO GIVES IMPORTANCE TO ENHANCEMENT

OF SKILLS AND ATTITUDE THROUGH APT TRAINING PROCESS.

QUESTION 8

THE WELFARE ACTIVITIES PROVIDED BY THE COMPANY ARE?

Question 8

1; 7

4; 13

3; 4 2; 16
WELFARE ACTITVIES ARE NOT UP TO THE MARK WITH MAJOR
RESPONSES ARE NOT IN FAVOUR.

QUESTION 9

HOW DO YOU RATE THE MEDICAL REIMBURSEMENT SCHEME

BY THE COMPANY IS?

Question 9
5; 2
1; 6
4; 4

3; 6

2; 22

THE EMPLOYEES DO GET PROPER REIMBURSEMENT OF THEIR

MEDICAL EXPENSES IF APPLICABLE.

QUESTION 10

THE WORK ENVIRONMENT IS?

Question 10
4; 1 5; 1

3; 7
1; 14

2; 17
THE WORK ENVIRONMENT SHOWS A POSITIVE RESPONSE WITH
MAJORITY OPTIONS FOR GOOD AND EXCELLENT.

QUESTION 11

THE WORK TIMINGS OF THE ORGANISATION IS?

Question 11
5; 1

4; 7 1; 9

3; 9

2; 14

FLEXI WORK TIMING SHOULD BE ADOPTED BY THE

ORGANISATION.

QUESTION 12

DO YOU GO TO OFFICE AT ODD HOURS IN CASE OF WORK

LOAD?

Question 12
5; 4

1; 11
4; 6

3; 1

2; 18
DUE TO EXCESS WORK LOAD EMPLOYEES COMPLAIN OF
COMPLETING PENDING OFFICE WORK AT HOME.

QUESTION 13

DO YOU ATTEND OFFICE CALLS AFTER OFFICE HOURS?

Question 13
5; 2
4; 4

3; 2

1; 19

2; 13

IT IS SEEN THAT EMPLOYEES OFTEN ATTEND OFFICE CALLS

AFTER OFFICE HOURS.

QUESTION 14

HOW MUCH TIME DO YOU SPEND WITH YOUR FAMILY EACH

DAY?

Question 14
1; 2
5; 5

2; 9

4; 16
3; 8
WORK LIFE BALANCE IS MISSING IN THE ORGANISATION.

QUESTION 15

HOW MANY HOURS A WEEK DO YOU HELP YOUR CHILDREN IN

STUDIES?

Question 15
15%
28% 1
2
3
4
28% 5

23%
8%

Mixed response WHICH AGAIN STRESSES ON IMBALANCE IN WORK

LIFE.
MEASURES OF CENTRAL TENDENCY

QUESTION MEAN MEDIAN MODE

1. N.A. N.A. 19- 0 TO 3
YEARS
2. 3.20 3 23- AGREE
3. 3.80 4 27- GOOD
4. 2.40 3 12-
SATISFACTORY
5. 3.00 3 16- GOOD
6. 3.15 3 20- GOOD
7. 3.07 3 18- GOOD
8. 2.42 3 16- GOOD
9. 2.55 3 20- GOOD
10. 3.05 3 17- GOOD
11. 2.82 3 14- GOOD
12. 3.16 3 18- SELDOM
13. 4.43 3 19- SOMETIMES
14. 1.67 1 27- 30 TO 60 MIN
15. 2.20 3 11- 7 TO 10
HOURS
16. 2.00 3 14- NO
RESPONSE
17. 1.30 1 13- NO
RESPONSE
18. N.A. 2 16- NO
COMPLAINT
 CONCLUSION
The study undertaken at HMVL on quality of work life and employee
satisfaction gave me lot of exposure on the work life of the organization and
how does it affects employee satisfaction. The study involved an analysis of the
benefits, HR policies, communication system of the organization. Throughout
the study, I analyzed the awareness, perception and satisfaction level of
employees regarding the work life prevailing in the organization. It was
observed that quality of work life of the organization have a great impact on
employee satisfaction. The correlation among the two variables was found to be
very high. HMVL is taking enough care to improve quality of work life and
employee satisfaction. However efforts should be made to make the
compensation and benefits at par with the leading organizations, system of
rewarding both individuals and teams should be developed to encourage people
for work. A special emphasis must be given on career development of
employees. Since job stress was found to be very high among the employees the
organization should take every facet of an employee under consideration. The
most important finding from the study was that if compensation level is not
revised by HMVL, the retention of people in the junior and middle level of
management may go out of hand. Thus it can be concluded from the study that,
though the QWL and employee satisfaction is high in the organization there is
ample scope of improvement as far as benefits and compensation and job stress
is concerned. Overall, the whole study provided me valuable learning. The
experience inevitably polished my skills in the course of my training in HMVL.
 SUGGESTIONS AND
RECOMMENDATIONS
 The employees should be made more aware of the benefits and HR policies of the
company. The company should implement a training and awareness program for
managers so that they know what employee benefits, services and opportunities are
available.
 The satisfaction level of the junior level of management needs to be improved.
 The organization culture should be made such that the employees encourage their
colleagues in taking initiative and also get involved in their decision making.
 The pay scale of the company and the benefits provided needs to be revised as per market
condition.
 The appreciation to the efforts should be given in the form of recognition, certificates,
salary rise, incentives, variable pay etc.
 Performance based cash rewards needs to be introduced.
 The promotion policy should be made clearer to the employees, to save the employees
who are not promoted from de-motivation.
 The sitting arrangements should be improved in some departments. Work stations should
be arranged for all the employees.
 Since the motivation among team members of some departments was found to be low,
team work in the organization shall be encouraged by giving recognitions to the teams
rather than the individuals.
 The HR department should focus on empowerment of employees, their career
development and career planning.
 The promotion policy needs to be revised to bring young managers at the top.
 The job stress among employees was found to be very high, so the employees should be
given training and counseling on work family balance. Yoga and meditation classes could
be organized for the employees.
 The employees should be encouraged to have a personal vision and they to match those
vision with the overall objectives of the organization.To address this issue it is
recommended that there should be more communication about company’s mission,
vision, financial performance, core values, and strategic goals, so that employees know
more about what is happening and how it affects them.
 Such environment must be developed in the organization where the employees find ways
to share the load with other team members. Sharing the load makes work easier to
manage and less stressful.
 The communication system in the organization should be made more free so that the
employees feel more comfortable to talk things over with their buddy, friend, supervisor
when things trouble them, and don't keep it bottled up inside.
 The HR department should pay particular attention to the need to refresh body, mind and
spirit of the employees.
 The employer should demonstrate to the employees that the company cares about them,
wants them to advance in their careers and help them satisfy their needs for personal
growth.
 The employees should be provided training that is not only relevant but helps broaden
employee experience and provide development opportunities.
 ANNEXURE
Employee’s Responses, Views and attitude towards quality of work life

1. Since how many years you have been working in HMVL/HT?

a) 0 to 3 years b) 3 to 7 years
c) 7 to 12 years d) More than 12 years.

2. The Organization gives you freedom to use your skills in your area of job?

a) Strongly agree b) Agree

c) Neutral d) Disagree

3. The management gives you recognition for good results achieved?

a) Strongly agree b) Agree

c) Neutral d) Disagree

4. The Promotional policy in the company is,

a) Excellent b) Good
c) Satisfactory d) Unsatisfactory

5. The motivation given at the work place by the supervisors/Senior Authority is,

a) Excellent b) Good
c) Satisfactory d) Unsatisfactory

6. The relation with my immediate superior is,

a) Excellent b)Good
c) Satisfactory d) Unsatisfactory

7.The training provided by the company is,

a) Excellent b)Good
c)Average d)Poor

8. The Welfare activities provided are,

Excellent b)Good
Average d)Poor

9. How do you rate the medical reimbursement scheme provided by the company is,

Excellent b)Good
Average d)Poor

10. The work environment is,

a) Excellent b)Good
 c) Average d)Poor

11. The work timings of the organisation is,

a) Excellent b)Good
c) Satisfactory d) Unsatisfactory

12.Do you go to office at odd hours in case work load?

a) Often b)Sometimes
c) Seldom d)Never

13. Do you attend offices calls after office hours?

a) Often b)Sometimes
c) Seldom d)Never

14. How much time do you spend with your family each day?

a) Less than 30 minutes b) 30 to 60 minutes

c) 60 to 90 minutes d) More than 90 minutes

15. How many hours a week do you help your children in studies?

a) 0 b) 3-5
c) 5-7 d) 7-10

16. How many times do you go for vacations each year?

a) 0 b) 1
c) 2-3 d) more than 3

17. How many times have you missed an important social gathering because of office work?

a) 0 b) Up to 2
c) Up to 6 d) More than 6

18. You frequently complain of (tick the appropriate)

a) Insomnia b) Headache
c) Hair Fall d) Depression

BIBLIOGRAPHY

 HRM(Mirza S Saiyadain)
 HRM self instruction material for PTU DEP.

 Cooper R. Donald & Schindler S Pamela(2006), business

Research Methods , 9nd edition, McGraw-Hill .
 www.htmedia.in
 www.hmvl.in
 Luthans , Fred (2005), Organizational Behaviour, 10th edition,
McGraw-Hill.
 www.workinfo.com
 http://humanresources.about.com
 www.citehr.com
 www.google.com
 Business statistics by Gupta & Gupta.