Significance of Quality of Work Life in Small Scale Industries, Employees in Cuddalore (SIPCOT) D Elamparuthi Assistant Professor Department of Business Administration DDE, Annamalai University Tamilnadu, India. reedamn@gmail.com Abstract The focus of this paper concerns a study of quality of work life for the employees of small scale industries. The aim of study is to determine the existence of QWL (Quality of Work Life) in small scale industries as per the view of employees. As the QWL is very essential for industries to continue to attract and retain employees. The existence of QWL in the industrial unit is valuable to both employees and industries. Index Terms Employees, Small Scale Industries, Quality of Work life (QWL), Working Environment I. INTRODUCTION Quality of work life (QWL) has been defined as the place of work environments that help and maintain employee happiness with an intend to improving work place condition for employees. QWL is concerned with the overall atmosphere of work and the impact on work and people as well as on organization effectiveness. Quality of Work Life incorporate a ladder of perspectives that not only include work-based factors such as job fulfillment, satisfaction with compensate and relationship with work colleagues, but also factors that mostly reflects life situation and general feelings of well being. Quality of Work Life (QWL) the term was first introduced in 1972 during an international labour relations conference (ILC). QWL usual more attention after United Auto Workers and General Motors initiate a QWL program for work reforms. According to Goodman QWL is an effort to streamline multiple dimensions of the organisation and to institute a device which introduce and sustains changes overtime. Importance of QWL in Small Scale industrial units A small scale industry contributes greatly to the country s economy. It is one of the major means to overcome unemployment. It leads to progress in job satisfaction of the employees and contributes to the overall routine of the industries. The contribution of small scale industries in total industrial output is 39.42%, 35% share in exports, 6.71% in gross domestic product and provide employment to about 27.14 million percents ( According to ministry of SSI, 2004-05). The absence of QWL leads to the dissatisfaction in job, lack of S Jumbulingam Assistant Professor Department of Business Administration DDE, Annamalai University Tamilnadu, India. motivation and moral. The reason to non-performance in SSI are many like lack of finance, technology, non availability of skilled labor, turnover, absenteeism etc. but the hidden cause for all these troubles is one and only quality of work life. II. LITERATURE REVIEW The Second International Planning Team (1963) in their Endeavour to study the small scale industries in India, concentrated their study on certain priority areas, viz, competitiveness and pattern of the development of small units, extent of the dispersal of small industries to rural areas, problems impeding the growth of small scale units, and policies and programmes of assistance to small industry. Oommen (1967) made an attempt to examine and evaluate the role of small industry development programmes in lending a helping hand in India s economic growth. The study concluded that the development programmes for the small scale industry had by and large failed to fulfill their objectives. This was especially true in the utilization of local resources, creation of employment and dispersal of industrial growth. Sekharan (1975) industrial estates have not achieved many of the objectives for which they were intended namely, fostering the development of small entrepreneurs, industrial development of backward areas, rural industrialization, decentralization of industrial development, etc. Industrial estates have not been economically viable since the programme had not made a dent in many of the problems like slum clearance, relieving cities of congestions and over-crowding and provision of employment opportunities of the type earn while you learn to students of universities and polytechnics etc. Aditi Raghuram (2012) had built on prose pertaining to gender-specific stressors and executive support theory to examine a model of stress for immigrants. Investigation of a national, archival data set (N = 150) established that, consistent with study involving U.S. citizens, immigrant women reported higher stress than immigrant men. Study comprehensive the literature, conversely, by performance that the sex stress correlation is not uncomplicated for this inhabitants. Purposely, superior maintain moderated the effect of sex such that male 26
female stress differences were twice as large when supervisors were less supportive. Terry (2006) study was examined female and male perceptions of stress among what has been a predominately male-occupied situation, probation officers. Overall, the findings suggest that female probation officers put on view greater signs of physical stress yet, remarkably, reflect lower levels of occupational stress in the study at hand. With the boundaries of this study in intellect, projections for auxiliary research are delineated. Dov Elizur(2008) The foremost objective of the present study was to suggest a ample definitional structure for the quality of work life (QWL) concept and to test its formation empirically. A facet meaning of Quality of work life and its relation to quality of life (QOL) in general based on action systemic concepts is proposed, which provides guidelines for the selection of objects and the formulation of hypotheses about the arrangement of interrelationships surrounded by workings of QWL. Based on data collected from samples of workforce, the hypotheses were experienced by means of Guttman's Smallest Space Analysis. The results support the hypotheses. An experiential doubly ordered theoretical system, a radex structure, was obtained that reflects the two facets of the description of QWL: mode of carrying out meaningful, integrative, adaptive and conventional; and field of functioning psychological,, social, cultural and physical. The arrangement of the total creation of QWL and QOL is a conical structure as hypothesized. Lawler (1982) presents a numeral of governmental and public policy approaches to humanizing the quality of work life (QOWL). Intentional broadcasting of new practices is limited in convenience by a lack of knowledge and motivation for adopting practices directed toward improving the QOWL. Considerable work life improvement can best be achieved by a combination of more evaluation research and new legislation designed to encourage experimentation with new approaches to designing work organizations. Raduan C. Rose (2010). QWL is limited and several studies commonly correlates with job satisfaction but no study on quality of work life has associated with occupation interrelated factors. This investigational was done to forecast QWL in relation to career-related proportions. The sample consists of 475 managers from the free trade zone in Malaysia for both the multinational corporations (MNCs) and the small-medium industries (SMIs). The outcome indicates that three exogenous variables are significant: profession satisfaction, career achievement and occupation balance, with 63% of the variance in QWL. Walton, Richard (1980) quality of work life (QWL) as a direct to the evaluation and development of this field of professional behavior. Service structuring, humanization of work, and socio-technical systems are used to interchangeably with QWL. Topics measured include evaluation attitude, designed diffusion of QWL tricks, and combined bargaining and QWL activities. Lau & Bruce (1998), Quality of Work Life is a dynamic multidimensional construct that currently includes such concepts as training and career advancement opportunities, job security, participation in decision making and reward systems. The same as Quality of Work Life has been defined as the workplace strategies, operations and atmosphere that promote and maintain employee satisfaction with an aim to improving working conditions for employees and organisational effectiveness for employers. III. RESEARCH METHODS A. Objective Objectives of this research paper: 1. To find out in which examine quality performance dimension the industry is performing well and in which dimension it needs progress. 2. To find various QWL factors. 3. To know employees requirement. 4. To prevent stress. B. Factors that affect the quality of work life 1. To Achieving some level of personal growth may be quite related to the quality of communication in the industry. Communication plays vital role to achieve results in priority area. Industry can improve the quality of working life through improving the nature and quality of communication of the mission and vision through the use of team as a first step the process of employee participation. 2. Career development and growth- The purpose of career planning as part of an employee development program is not only to help, employees feel like their industry are investing in them but also help people manage the many aspects of their lives. 3. Flexible work arrangement- Flexible work arrangements are thought to contribute to job motivation and dedication. They also enable the employee to use time more effectively by scheduling activities in a way that suits his or her situation best. 4. Family- responsive culture- the industry and culture toward combining work and family roles is important for employees seeking work-family balance. 5. Employee motivation- The money is not the only motivation, where as other environment also plays very vital role for employee motivation and performance. 6. Industrial climate- Various facts of industrial climate have been measured and previous researches on QWL. Three of them are- affective, cognitive and instrumental. The affective facet of industrial climate primarily comprises of the quality of relationships in the industry. The cognitive climate facet consists of a sense of deriving intrinsic reward from one s work comprising of meaningfulness, competence, self determination, and impact and work- 27
family interference. The instrumental climate facet is defined as follows: work process, structure and extrinsic rewards including access to resources and time control. 7. Job satisfaction- Job satisfaction is one of the central variables in work and is seen as an important indication of working life quality. 8. Industrial support- Industrial support is defined as the extent to which employees perceive that the industry values their contributions and cares about their wellbeing. C. Research methodology The study is an attempt to identify the existence of QWL in small scale industries with regard to employees and to find out important QWL factors. The detail about the various concepts and terms used in questionnaire was identified with the help of reviews of previews studies. D. Sampling The existence of quality of work life in the SSI has been measured on the basis of variables related to QWL. The employees are asked to rate these variables. To find out quality of work life in small scale industries in cuddalore SIPCOT area, a survey is conducted on 90 employees of industries. IV. DATA ANALYSIS 1. Working environment Table No.1 Respondents about Working Environment Satisfied No Dis Dis 9 25 20 23 13 90 10% 27.77% 22.22% 25.55% 14.19% 100% It is inferred that 27% of the respondents (Employee) are with the working Environment Table No.2 Respondents about Safety Provided Satisfied No Dis Dis 2. Safety 10 16 22 30 13 90 11.11% 17.77% 24.44% 33.33% 14.44% 100% It is inferred that 30% of the employees are dis with the safety provided Table No.3 Respondents about Job Security Satisfied No Dis Dis 3. Job Security 13 21 25 26 5 90 14.44% 23.33% 27.77% 28.88% 5.55% 100% It is inferred 28.88% of the employees are dis with the Job Security Table No.4 Respondents about Job Stress Satisfied No Dis Dis 4. Stress 15 21 20 20 14 90 16.66% 23.33% 22.22% 22.22% 15.55% 100% It is inferred 23.33% of the employees are with the job stress 28
Table No.5 Respondents about Motivated by the superior Satisfied No Dis Dis 5. Motivated by superior 15 22 19 24 10 90 16.66% 24.44% 21.11% 26.66% 11.11% 100% It is inferred 26.66% of the employees are dis with the Motivated by the superior Table No.6 Respondents about Job allow using his skills Satisfied No Dis Dis 6. Job allow to use my skills 14 28 26 13 9 90 15.55% 31.11% 28.88% 14.44% 10.00% 100% It is inferred that 31.11% of the employees are with job allow to using his skills Table No.7 Respondents about the Promotion Opportunities Satisfied No Dis Dis 7. Promotion opportunities 8 15 25 27 15 90 8.88% 16.66% 27.77% 30.00% 16.66% 100% It is inferred that 30% of the employees are dis with promotion opportunities. Table No.8 Respondents about Provide the facility enough Satisfied No Dis Dis 8. Provide enough 13 27 26 18 6 90 14.44% 30.00% 28.88% 20.00% 6.66% 100% It is inferred that 28.88% of the employees are No with facility provided Table No.9 Respondents about Treated with respect Satisfied No Dis Dis 9. Treated with respect 14 29 27 15 5 90 15.55% 32.22% 30.00% 16.66% 5.55% 100% It is inferred that 32.22% of the employees are with treated with respect 29
Table No.10 Respondents about Working hours Satisfied No Dis Dis 10. Working hours 17 23 20 24 6 90 11. Job allow to be productive 18.88% 25.55% 22.22% 26.66% 6.66% 100% It is inferred that 26.66% of the employees are dis with the working hour Table No.11 Respondents about Job allow to be productive Satisfied No Dis Dis 8 15 29 24 15 90 8.88% 16.66% 32.22% 26.66% 16.66% 100% It is inferred that 32.22% of the employees are No with the Job Productive Table No.12 Respondents about Training Opportunities Satisfied No Dis Dis 12. Is training 16 26 23 19 6 90 opportunities helpful 17.77% 28.88% 25.55% 21.11% 6.66% 100% It is inferred that 28.88% of the employees are Satisfied with the training opportunities Table No.13 Respondents about Salary Satisfied No Dis Dis 13. Salary 12 26 25 18 9 90 Satisfaction 13.33% 28.88% 27.77% 20.00% 10.00% 100% It was found that only 28.88% of employees are with the salary Table No.14 Respondents about the Employees Motivation Satisfied No Dis Dis 14. Employee 15 24 23 32 6 90 Motivation 16.66% 26.66% 25.55% 35.55% 6.66% 100% It is inferred that 35.55% of the employees are dis with employees motivation Table No.15 Respondents about the Proud to be part of the industry Satisfied No Dis Dis 15. Proud to be part 15 23 21 21 10 90 of industry 16.66% 25.55% 23.33% 23.33% 11.11% 100% It is inferred that 25.55% of the employees are proud to be part of the industry 30
V. RESULT AND DISCUSSION. 1. It is inferred that 27% of the respondents (Employee) are with the working Environment 2. It is inferred 23.33% of the employees are with the job stress 3. It is inferred that 31.11% of the employees are with job allow to using his skills 4. It is inferred that 32.22% of the employees are with treated with respect 5. It is inferred that 28.88% of the employees are Satisfied with the training opportunities 6. It was found that only 28.88% of employees are with the salary 7. It is inferred that 25.55% of the employees are proud to be part of the industry. Flex time- A system of flexible working hours, flexi time serves as a work scheduling scheme allowing individual employees, within established limits, to control and redistribute their working hours around organizational demands. Job Enrichment- a program for redesigning employees jobs to allow greater autonomy and responsibility in the performance of work tasks. Management by objectives- Participation of an employee with his superior in setting employee goals that is consistent with the objectives of the organization as a whole. MBO is viewed as a way to integrate personal and organizational needs. Job Rotation- A program in which employees continue their present jobs, but duties are added with the intent of making the job more rewarding. Employee Participation- A program aimed at a greater sharing of responsibility for decision making. VI. SUGGESTIONS The quality of work life is very essential for the employees of small scale industries to get the quality output from them. So to improve QWL in an industry following should be improved in the area of Employee Motivation, Working hours, provide the facility and Promotion Opportunities. VII. CONCLUSION The study examined the QWL existence in small l scale industries. Study revealed that QWL is not highly prevalent as per the view of employees. 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