INTRODUCTION

People are becoming more quality conscious as of their work, the

products & the quality of their work life. The efficiency of each activity
depends on the quality of work life of the people. Quality of work life is
not based on a particular theory nor does advocate a particular technique
for application. Instead quality of work life is concerned with the overall
climate of work. What objectively the better quality of work life is
unclear at present but it may be defined as an intrinsic standard of the
work life of an employee.

Quality of work life will be varying from place to place, industry

to industry and culture to culture. Here is an attempt to peer into the
quality of work life of workers in GTN Textiles, Alwaye.

The realm of quality of work life of employees in Kerala, being

hither to uncharted, and the study is bound to suffer from shortcomings.
Yet, I place it on record for what it is worth.

1
 OVERVIEW OF INDUSTRY

The textile industry occupies a pride of place in the Indian

economy. It is one of the largest industries in the world in terms of
spinning and weaving capacities. The first attempt to start a textile mill in
India was made in Kolkatta by an English man named Bowreah in 1819.
Textile industry is one of the oldest and key segments of our economy
accounting for almost 14% of the industrial production of the country and
providing direct and indirect employment to 35million people. This
industry is one of the largest net foreign exchange earner and accounting
for almost 27% of the country's total exports.

The cotton yarn exports from India have grown substantially in last
20 years and at present it has 25% market share in the global cotton yarn
trade. The exports of cotton yarn from India can be divided into three
categories viz., coarse counts, medium count and fine & super fine yarn.
Almost 85% of the cotton yarn exports from India are of coarser counts
and the balance 15% comprises of medium, fine & superfine yarn, which
are mostly combed.

Opportunities, Threats, Risks & Concerns:

The share of Indian cotton yarn exports in the world trade, which
at present stands at 25% has been stagnating due to recession in the world
market and global events. Competition from the countries like Pakistan,
Indonesia, Syria, Egypt & Turkmenistan is also affecting the trade.

2
 These factors, however, affect mainly in the coarser count sector
up to 30s, which constitute 85% of the trade. Upon dismantling quota
system under WTO export to EU & USA, will be completely free from
January 2005 resulting in a free world trade.

In a free market scenario, it is only the units, which are most

efficient and can produce goods in cost effective manner with strong
emphasis on quality and customer services, will be able to survive and
prosper.

Besides, the Indian textile has the inherent advantage of home

grown cotton, comparatively cheaper labor and India that has the largest
area under cotton cultivation, has one of the lowest yields i.e., 300kg per
hectare. The technological mission on cotton launched by the government
recently is expected to improve the productivity to

nearly double of the present yield will help the industry to meet its
growing of raw cotton at reasonable prices.

3
 COMPANY PROFILE

GTN Textiles LTD, Alwaye, was incorporated on August 02, 1962

in Alwaye, and commissioned in 1964 for the manufacture of cotton yarn
with a capacity of 12000 spindles. In 1966, the company was taken over
by the present management, the GTN group. The GTN group, which
started with a single unit at Alwaye, has gradually grown into a multi-
location, multi-unit textile group with spindleage nearing 150000. GTN
Textiles, Alwaye unit has an installed capacity around 40000 spindles.

The company works for 7 days in a week using three-shift timing,

viz., 8am to 4pm, 4pm to12pm, and 12pm to 8am. The Alwaye unit
recruits only male employees. It employs 100 staff and 150 workmen.

GTN has followed the policy of up gradation of its equipment and

adoption of state-of-the art technology. The manufacturing facilities and
testing laboratory of the organization are equipped with modern
equipment and machinery, majority of which are state-of-the

art technology. The organization has set up an organization

framework complete with quality assurance personnel and the systems.

The GTN Textiles LTD is an ISO-9001 certified company. GTN,

Alwaye has received "Award for excellence" from the ICMF Birla
Economic and Textile Research Foundation for sustained modernization
and technological up gradation, "Texprocil Award" for outstanding export
achievements for the last 16 consecutive years, GTN is named as the
"Star Exporter" and "Export House" for its excellent performance in
export.

4
Group Companies:

 GTN Textiles Ltd: 150000 spindles

(Alwaye, Medak, Nagpur & Shahad Nagar)

 Patspin India Ltd: 100% export oriented cotton yarn spinning unit in
collaboration with M/S ITOCHU Corporation, Japan with latest
Trutztscher, Rieter, Toyoda, Luwa, Spinlab, Uster equipments to
produce counts from 245 to 805 combed of world class quality
standard.

 GTN Export Ltd:

1. Knitting Division

2. Yarn processing Division

3. Exports Division

 Cotton Division: consist of the following companies.

1. Standard Cotton Corporation.

2. Perfect Cotton Corporation.

3. Patcot Company.

4. Purav Trading Company.

5. Perfect Cotton Company.

5
Vision Statement:

"The market place is the driving force behind everything we do,

and we aim and achieve the highest level of customer satisfaction on a
continuous basis in all our transactions."

GTN believes in continuous up gradation of its product's quality

and service by investment in the latest technology and its successful
implementation.

Global Market:

GTN group has the distinction of pioneering exports to Japan and

Italy especially fine and superfine yarns. 2/3 of the group's productions
are sold in Japan and Italy.

The following chart gives the break up of GTN group's exports to

various countries.

Country Percentage
Japan 30%
Italy 40%
Belgium 6%
South Korea 7%
UK 4%
Australia 4%
China 2%
Others 7%
SWOT ANLYSIS:

 STRENGTH

6
 • Latest technology

• Established product

• Established market

• Strong finance

• Experienced and committed personnel.

• 95 % capacity utilization.

• State of the art quality assurance.

• Foreign collaboration.

• Stock of raw materials for 5-6 months.

• Decades of experience in trading cotton and yarn before

venturing into this line of activity.

 WEAKNESS

• Raw material prices are on the increase.

• Many machineries have become obsolete.

• The operating expenses are on the higher side.

 OPPORTUNITIES

• Expanding exports.

• Availability of cheap labor.

• Forward as well as backward integration.

7
 THREAT

• Growing competition from foreign brands.

• Rising prices of raw materials.

8
 PRODUCT PROFILE

GTN Textiles is one of the largest cotton yarn exporting

organization from India and is currently exporting at most 100% of its
total production to countries like Japan, Italy, South Korea, Taiwan,
Indonesia, Singapore, Malaysia & West Germany. The company
pioneered exports of cotton yarn to Japan & Italy where it has maintained
its leadership.

GTN manufactures 100% cotton yarn, carded and combed with

counts ranging from Ne 30s to 140s single, double for knitting and
weaving and geared yarns. The organization has specialized in the
production of fine and super fine yarns.

Expansion of Abbreviations:

VCMD - Vice Chairman & Managing Director

Dir - Director
CE - Chief Executive
VPT - Vice President (Technical)
SGMW - Senior General Manager (Works)
GMES - General Manager (Engineering Services)
SMM - Senior Manager (Maintenance)
GM (P&IR) - General Manager (Personnel & IR)
GMP - General Manager (Production)
GME - General Manager (Export)
SO(C) - Senior Officer (Commercial)
SMQA - Senior Manager (Quality Assurance)
MM - Manager (Maintenance)

9
MP - Manager (Production)
MRM - Manager (Raw Material)
DMM - Deputy Manager (Maintenance)
AMP - Assistant Manager (Production)
DME - Deputy Manager (Electrical)
DMT - Deputy Manager (Training)
AMQA - Assistant Manager Quality Assurance

DIFFERENT DEPARTMENTS OF GTN:

 Raw Material Department:

The major functions of this department are - procurement of

right quality of raw materials at the right time, keep long-term stock
and issue of raw material for manufacturing purpose.

 Quality Assurance Department:

The Quality Assurance Department is situated in the factory

with state-of-the art laboratory for testing the quality of the cotton
yarn at various stages of production and of the finished product.

 Research & Development Department:

The activities associated with this department are - translating

customer’s quality requirements into achievable specifications,
continuously improve quality and reliability of product based on the
information feed back.

 Finance Department:

Finance Department prepares the accounts and auditing of all

financial transactions of the company and has the advisory function

10
 in financial and establishment matters.

Maintenance Department:

The objectives of this department are-minimizing long run

maintenance cost, providing safe working environment, minimizing
break down.

Production Department:

This department controls the production process, product

identification, material handling, storage, packaging & delivery.

 Stores Department:

The store department carries out the requirements of all the

departments of the company. The function of this department is to
purchase and store various materials according to the requirements.

 Personnel Department:

The functions of personal department include human resource

planning, recruitment, selection and induction, training &
development of employees, employee welfare, wage and salary
administration etc.

 Time keeping Department:

This department checks the time of entry and exit of all the
workers, mark the attendance of the workers in the register.

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 Safety & Security Department:

This department looks after the safety of the company,

make right patrolling inside the company premises, check the workers
and vehicles at the time of entry & exit.

 Marketing Department:

Marketing department control the exports and sales matters of

the company, conduct market survey and the product preference test,
design marketing strategies, analyze marketing opportunities etc.

RATIONALE OF THE STUDY

The economic development of a nation lies in the improvement of

the quality of its people. The efficiency of each activity depends on the
quality of work life of the people. In the recent times organization have
human beings as its asset. Human beings are regarded as the dynamic
factor of production. Even though next generation will be the generation
of automation, the human factor is still very important because efficiency
and productivity again depends on human beings.
The quality of work life has an important bearing on the total
quality of the people. A high quality of work life leads to a better quality
of life of the people and vice versa. Culture, customs and norms, images
and attributes conferred by society on particular job,

profession & occupations, and the worker's home life-all constitute

strong motivational roles.

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 There has been much concern today about the decent wages,
convenient working hours, conducive working conditions etc. A person's
enthusiasm for his job reflects his attitude of mind to work environment
and his willingness to strive for the goals set for him by the organization
in which he is employed. One of the most interesting approaches to
improve the morale of the workers is improving the quality work life.
Better quality of work life leads to motivation and satisfaction. Motivated
and satisfied employees have no reasons to indulge in strikes or gheraos.

Sinha (1977) in Indian context suggests that the realities of acute

poverty, high unemployment, unreasonably high disparity between the
poor and rich, cast some doubt on the authentically of the concept. It
further points out that 'In India a man is seldom judged by what he does.
More often the criteria is how he relates with others.

Quality of work life is the qualitative standard of a persons work

life. In the proposed study an attempt is made to analyze and find out the
factors that affect quality of work life.

LITERATURE REVIEW AND THEORETICAL

FRAME WORK
Quality of work life is a modern concept, which has its origin in
Western countries. This is a new concept in the field of "Organization
Behavior". The quality of work life means bringing to the work place
maximum democratic life-style and balancing the needs of production
and needs of the employees for self-fulfillment. The term quality of work

13
life has appeared in research journals and the press in USA only in
1970's.

J.Richard & J. Lloy defines quality of work life as "The degree to

which members of a work organization are able to satisfy important
personal needs through their experience in the organization."

One recent analysis of quality of work life described it as, "A

concern about the impact of work on people as well as on organization
effectiveness and the idea of the participation in organizational problem
solving and decision-making."

"Quality of work life improvements" 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 stake holders in the
organization, management, unions & employees --- learn how to work
together better --- to determine for themselves what actions, changes and
improvements are desirable & workable, in order to achieve the thin and
simultaneous goals and improved quality of life at work for all members
of the organization and greater effectiveness for both company and the
unions.

Specific issues in quality of work life:

Klott, Mundick & Schuster suggested 11 major quality of work life

issues.

1. Pay& stability of employment

2. Occupational stress

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 3. Organizational health program.

4. Alternative work schedule.

5. Participative management

6. Recognition

7. Congenial worker supervisor relation

8. Grievances procedure

9. Adequacy of resources

10.Seniority& merit in promotion

11.Employment on permanent basis

The personnel or human resource manager has to identify these

issues & must take lead to provide them so as to maintain higher order
quality of work life.

Quality of work life and productivity:

The general perception is that improvement in quality of work life

costs much to the organization. But it is not so as improvement over the
existing salary, working condition & benefits will not cost much.
However, the rate of increase in productivity is higher than that cost of
quality of work life. Thus, increase in quality of work life result in
increase in productivity. But continual increase in quality of work life
eventually leads to reduction in productivity due to increase in cost of out
put. This is because the workers out put do not increase proportionately
after a certain level, even though quality of work life increases

15
Barriers to quality of work life:

Quality of work life suffers from barriers, like any other new
scheme. Management, employees & unions fear the effect of unknown
change .All these parties feel that the benefits of this concept are few,
though they are convinced about its effect on personnel management as a
whole and on the individual parties separately. Management should
develop strategies to improve quality of work life in view of the barriers.

Studies on quality of work life:

The studies done in the area of quality of work life mainly focuses
on relationship between working conditions and job satisfaction, new
forms of work organization, organizational arrangement & other aspects
of humanization of work and the quality of work life. Some of these
studies are given below.

Richard. E. Walton (1974), one of the major interpreters of quality

of work life movement, in an article 'criteria for quality of work life in
Davis' gives eight major conceptual variables relating to quality of work
life.

1. Adequate & fair compensation.

2. Safe & healthy working conditions.
3. Immediate opportunity to use and develop human capacities.
4. Opportunity for continued growth and security.
5. Social integration in the work organization.
6. Constitutionalism in the work organization.
7. Work and total life space.
8. The social relevance of work life.

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 Ganguly & Joseph (1976) studied quality of work life among
young workers in Air India with special reference to life and job
satisfaction issues. Findings indicates that, of the various physical and
psychological working conditions, pride in organization, job earned
community respect, reasonable working hours etc are more positively co
related with job satisfaction than friendship with colleagues, good work
location, physical strain, variety of skills and risk of injury. Expectations
& aspirations of young workers affect the quality of work life.
As technology advances the idea of participative management will
have more meaning & application for quality of work life (Taylor 1971).
Walton (1974) suggests that quality of work life can be analyzed on three
levels: Organizations, employee situations and behavioral systems. Davis
(1983) describes the utility of social of network for enhancing quality of
work life.

Relevance of quality of work life in India:

Sinha (1977) in Indian context, suggests that - the realities of acute
poverty, high unemployment, unreasonably high disparity between the
poor and rich, cast some doubt on the authentically of the concept.
Sinha suggests that the foremost indicator of quality of life in India
would be the possibilities of the fulfillment of the basic needs of man and
secondly, reduction of enormous economic disparities in the haves and
have-nots. This would lead to (1) more committed job behavior, (2) the
resultant increases in productivity, which we desperately need in order to
meet the basic requirements of the majority.

17
 Although in India high unemployment makes any work attractive,
however, three critical elements do apply for organization to become
more responsive.

1. Technological changes in work.

2. Educated entrance.

3. Market uncertainties.

In the Indian context we need to recognize employee's economic,

social, self-actualization needs accordingly so that they could develop
their potential and experience better quality of work life. Thorsurd (1981)
reported the findings of quality of work life programs that took place in
the Public Sectors in India. The important implication of his report is that
new form of work organization can be applied to developing countries as
low education is no problem for work restructuring and monetary
incentives can be used for changing work organization for developing
countries like India.

The western approach to quality of work life should not be applied

to the Indian context without searching the inner and social relevance of
the concept. India is, as we know is still in the grips of extreme poverty,
lack of education and exploitation. Hence, any attempt to study and apply
quality of work life concept will not affect much significance and
relevance. A look into the environmental and surrounding factors
becomes necessary to bring a real meaning to the analysis of the quality
of work life in the Indian context.

18
 METHODOLOGY

Statement of the problem:

"A study on worker's perception on their quality of work life".

Conceptual definition:

Quality of work life is general phrase or relative concept that

covers a person's feelings about every dimension of work including
economic rewards and benefits, security, safe and healthy working
conditions, organizational & inter personal relations.

Operational definition:

Quality of work life is the quality standard of an employee's work

life & this quality is the resultant factor of all the aspects, each having its
own share which comes in the area of action of a working person.

Objectives:
The main objective is to study the quality of work life at GTN
Textiles, Alwaye. They have an excellent HRD that always strives for the
betterment of the quality of work life of the employees. They are certified
ISO - 9001 company.
The objectives are the following:
•To study the educational level experience bears any relation to the
quality of work life.
•To study whether factors like age, education, and job satisfaction of the
workers bear any relation to the quality of work life.

19
•To study whether the motivating factors & welfare activities affect the
quality of work life.
•To analyze the relative factors affecting quality of work life among the
workers.

Methodology:

To fulfill any task, it is necessary to follow a systematic method.

The methodology followed in this study is detailed here.

 Type of study:

The type of the study was descriptive in nature. Descriptive

studies aim at portraying accurately the attitudes or views of a
particular group of people towards any situation.

 Source of information:

The relevant data in the subject under study was collected from
the following sources.

1. Primary data: These data were collected from the workmen

of the company.

2. Secondary data: The secondary data was collected from

journals, manuals and existing records of the company. Also

number of books and papers on quality of work life were
used.

 Sampling design:

For the research, simple random sampling method was

adopted.

20
 Sample size:

Seven hundred and seventy two workmen in the

organization are considered as universe. Hundred respondents were
selected at random basis.

 Respondents:

The respondents were the workmen of GTN Textiles,

Alwaye.

 Tools for data collection and analysis:

The tool used for data collection was interview scheduled for
workers (Questionnaire). The schedule was prepared to collect the
data on areas, which affect quality of work life. The investigator
conducted personal interview with all the respondents chosen as
sample. The tools used for data analysis include diagrams like Pie
diagram, Bar diagram etc.

 Pre- Testing:

In order to understand the effectiveness of the questionnaire

designed, a pre-test was conducted with five respondents. Based on
the pre-test questionnaire was redrafted.

 Pilot study:

Pilot study was conducted in order to check the feasibility of

the study and availability of data. During the pilot study it was
evident that the workers were ready to give any information and
they offered their full co-operation.

21
  Survey:

Personal interviews were conducted with hundred workers

out of the universe. Pre-tested questionnaire was used to collect
information.

STUDY DESIGN

A study on workers perception on

Title of the study
their quality of work life

Type of the study Descriptive

1. Primary data
Sources of information
2. Secondary data

Method of data collection Sample survey

Sample size Hundred

Respondents Workers of GTN Textiles, Alwaye

Method of sampling Simple random sampling

1. Questionnaire
Tools for data collection
2. Personal interviews
1. Bar diagram
Tools for data analysis
2. Pie diagram

22
 Scheme of chapterisation:

The whole study is divided into four chapters. The first

chapter gives an introduction towards the study, overview of the
textile industry, company profile, product profile, organization
structure & departments of GTN, rationale of the study, literature
review etc. The second chapter deals with the survey methodology.
Data analysis and interpretation of the result are presented in the
third chapter. Chapter four is used to bring out findings, conclusions
& recommendations of the study.

 Limitations of the study:

The reliability of the data used in this study depends on the

information given by the workers. An in depth study of all workers
of the company could not be carried out due to the shortage of time.

PROFILE OF THE WORKMEN

23
 The study on the personal data is necessary for a research study. In
the case of this study also investigator study the personal details of the
workmen of the GTN Textiles, Alwaye. There are 772 workers and 117
staff at GTN Textiles. A sample was fixed as 100 from workmen
category. This was deliberately fixed because the preliminary study
shows that the workers had the same aspirations and desire and they all
had almost the same opinion. The profiles of the workmen were
categorized according to age, location, educational qualification,
experience & marital status. The details are given below.

Table 1

24
 Distribution of respondents by designation

Out of the 100 workers, there are 18 cleaning gang workers, 22

Designation Distribution
Cleaning gang worker 18
Sider 22
Electrician 6
Winder 16
Dofingmen 12
Operator 2
Helper 6
Packer 10
Spinner 6
Occupational reserve piecer 2
Total 100
siders, 6 electricians, 16 winders, 12 dofingmen, 2 operators, 6 helpers,
10 packers, 6 spinners and 2 occupational reserve piecers. This can be
represented with the help of following diagram.

Figure 1
Distribution of respondents by designation

25
 0
5
10
15
20
25

18
Cleaning gang w orker
22

sider

6
Electrician

Age group
Cone w inder
16

dofingman
12

operator

Table 2
6

helper

packer
10

Distribution of respondents by age

Distribution
6

spinner

occupational reserve
2

piecer

26
18-28 0
28-38 8
38-48 28
48-58 64
Total 100

Out of the 100 workers, 8 workers come under the category

of 28-38 years, and 28 workers come under the category of 38-48
years. A maximum of 64 workers are in the age group of 48-58
years. This points out that a majority of 64 % were highly
experienced workers. This can be represented with the help of
following figure.

Figure 2

27
 Distribution of respondents by age
70

64

60

50

40

30 28

20

10 8

0
0
18-28 28-38 38-48 48-58

Table 3
Distribution of respondents by marital status
Marital status Distribution
Married 100
Bachelor 0
Total 100

28
 From the above table it is clear that all the respondents were
settled down with their family. This can be represented by the
following diagram.

Figure 3
Distribution of respondents by marital status

29
 100

100

90

80

70

60

50

40

30

20
0

10

0
Married Bachelor

Table 4
Distribution of respondents by location

Location Distribution
Village 62
Town 28
Corporation 10
Total 100

30
 Out of the 100 workers, majority of workers, i.e., 62% were
coming from village. From the remaining 38%, 10% were coming
from corporation and 28% were coming from town. This is
represented in the following figure.

Figure 4
Distribution of respondents by location

31
 10

Village
28 Town
Coperation
62

Table 5
Distribution of respondents by educational qualification
Educational qualification Distribution
Below 8th 10
8-10 74
PDC 8
Diploma 8
Total 100

32
 Among the workmen majority of 74% come under the category of
8-10. There were 8 diploma holders and 8PDC holders. 10% of workers
were educated below 8th standard. This is illustrated in the following
figure.
Figure 5
Distribution of respondents by educational qualification

74
80

70

60

50

40

30

20 10
8 8

10

0
below 8 8 to 10 pdc Diploma

33
 Table 6
Are you satisfied with the present job?
Are you satisfied with the present job? Distribution
Yes 82
No 16
Average 2
Total 100

Job satisfaction is a major indicator of employee morale.

82% of the represents are satisfied with their job. 16% of the
respondents are not satisfied with their job. 2% of them have
average satisfaction. This can be represented with the help of the
following figure:

34
 Figure 6
Are you satisfied with the present job?

2
16

yes
no
average

82

35
 Table 7
Do you feel that your position in the society is enhanced
because of the job?
Do you feel that your position in the
society is enhanced because of the Distribution
job?
Yes 86
No 14
Total 100

86% of the respondents agree that their position in the society is

enhanced because of the job. But 14% of the respondents were of the
view that their social status is not enhanced in any way, because of their
job. This can be represented with the help of the following figure

36
 Figure 7
Do you feel that your position in the society is enhanced
because of the job

14

yes
no

86

37
 Table 8
Does the working conditions have risk of illness & injury?

Does the working condition have risk of

Distribution
illness & injury?
Yes 86
No 14
Total 100

86% of the respondents believe that there is risk of illness & injury
in the working condition. Only 14% of workers have the opinion that the
working conditions have no risk of illness & injury. This can be
represented with the help of the following figure.

38
 Figure 8
Does the working conditions have risk of illness & injury?

14

yes
no

86

39
 Table 9

Do you receive equal treatment in all matters like employee

compensation, job security etc?

Do you receive equal treatment in all Distribution

matters like employee compensation, job
security etc?
Yes 96
No 4
Total 100

96% of the respondents agree that they receive equal treatment in all
matters like employee compensation, job security etc

40
 Figure 9

Do you receive equal treatment in all matters like employee

compensation, job security etc?

Yes
No

41
 Table 10
Are your ideas to bring new changes in the organization
appreciated?

Are your ideas to bring new changes un

Distribution
the organization appreciated?
Yes 70
No 22
Average 4
Total 100

70% of the respondents agree that their innovative ideas to bring

new changes in the organization were appreciated by the
management.22% disagree this. This can be represented with the help of
the following figure

42
 Figure 10
Are your ideas to bring new changes in the organization
appreciated?

22

4 yes
no
Average
70

43
 Table 11

Does the management take care of your feelings & interest?

Does the management take care of

Distribution
your feelings & interest?
Yes 88
No 10
Average 2
Total 100

From the table it can be seen that 88% of the respondents have the
opinion that the management protects their feelings & interest. 10% of
the workers disagree with the same.2%of the workers have only average
satisfaction.

44
 Figure 11

Does the management take care of your feelings & interest?

Yes
No
Average

45
 Table 12

Do you think that the members of the senior staff pay

attention to grievances of junior staff?

Do you think that your senior

staff pays attention to your Distribution
grievances?
Yes 90
No 8
Average 2
Total 100

90% of the workers agree that their complaints are well handled by
the senior staff. Only 8% disagree this. This can be represented with the
help of the following figure.

46
 Figure 12
Do you think that the members of the senior staff pay
attention to grievances of junior staff?

8
2 yes
no
Average
90

47
 Table 13

Do you get correct information about your work, duties etc?

Do you get correct information about

Distribution
your work, duties etc?
Yes 98
No 2
Total 100

From the table it is clear that almost all the respondents agreed that
they get correct information about their work & duties etc.

48
 Chart 13

Do you get correct information about your work, duties etc?

Yes
No

49
 Table 14
Are you able to meet your requirements with the current
wages?

Are you able to meet your requirements with

Distribution
the current wages?
Yes 60
No 40
Total 100

60% of the respondents admit that they are not able to meet their
requirements with the current wages. 4% of the workers are satisfied with
the present wages. This can be represented with the help of the following
figure.

50
 Figure 14
Are you able to meet your requirements with the current
wages?

40
yes
no
60

51
 Table 15
Does the energy& time spent on the job effect your life
adversely?

Does the energy& time spent on the job

Distribution
effect your life adversely?
Yes 46
No 54
Total 100

From the table it can be easily understood that 54% of the

respondents have the opinion that the energy & time spent on the job not
at all affect their life .46% of them agree that their life is adversely
affected by the time& energy spent on the job.

52
 Figure:15
Does the energy& time spent on the job effect your life
adversely?

Yes
No

53
 Table 16
Do you neglect your health due to your job?
Do you neglect your health due to your Distribution
job?
Yes 30
No 70
Total 100

70% of the workers have the opinion that they do not neglect their
health due to their job.

54
 Chart 16
Do you neglect your health due to your job?

Yes
No

55
 Table 17
Does the members of the work organization interact in
terms of
ideas & feelings?
Does the members of the work organization
Distribution
interact in terms of ideas & feelings?
Yes 100
No 0
Total 100

From the table it is clear that all the respondents enjoy a high
degree of friendship & co-operation in the plant among the work
group.100% of the respondents maintain friendly relationship with their
work group. This can be represented with the help of the following
figure.

56
 Figure 17
Does the members of the work organization interact in
terms of
ideas & feelings?

100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%
yes no

57
 Table 18

“Working in a group is not a problem here.” Do you agree

with this statement?

“Working in a group is not a problem here.”

Distribution
Do you agree with this statement?
Yes 90
No 10
Total 100

From the above table, it can be clearly seen that almost all
respondents agree the statement “Working in a group is not a problem
here.” This shows that the workers maintain good group relation.

58
 Figure 18

“Working in a group is not a problem here.” Do you agree

with this statement?

Yes
No

59
 Table 19
Does the organization facilitate self-improvement for
workers?

Does the organization facilitate self-

Distribution
improvement for workers?
Yes 28
No 72
Total 100

72% of the workers have the opinion that the organization does not
facilitate any programs for their self-improvement. This can be
represented with the help of the following figure.

Figure 19
Does the organization facilitate self-improvement for

60
 workers?

72

yes
no

28

Table 20
Are you satisfied with the welfare activities of the
organization?

Are you satisfied with the welfare activities

Distribution
of the organization?

61
 Yes 70
No 30
Total 100

70%of the respondents were satisfied with the welfare measures

adopted by the company.30% of the respondents were not satisfied with
the welfare activities of the company. This can be represented with the
help of the following figure.

Figure 20
Are you satisfied with the welfare activities of the
organization?

62
 30

yes
no

70

Table 21

Would you continue to in the present job regardless of pay

received?

63
 Would you continue to in the present
Distribution
job regardless of pay receive?
Yes 62
No 38
Total 100

From the table it is clear that 62% of the workers would like to
continue in the present job regardless of the pay they received. This can
be represented with the help of the following figure:

Figure 21

Would you continue to in the present job regardless of pay

received

64
70 62

60

50 38

40

30

20

10

0
yes no

RESEARCH FINDINGS

 Among the 16% of the respondents who are not satisfied with the
present job, the job satisfaction is the least in the age group 38-58.
This shows that the company has failed in motivating those workers.

65
 Those who are educated beyond matriculation disagree that their
social status is enhanced because of this job. As against this 62% of
them who are matriculated feel that their social status is elevated as a
result of job. Generally more educated employees tend to be less
satisfied with their job probably due to their higher job aspirations.
 86% opined the working condition have risk of illness &injury. Of
this 58% belong to the age group 48-58. Illness &injury is not a
concern for the age group of 28-38.
 The findings show a positive attitude of people regarding equal
treatment like employee compensation, job security etc. The % is as
high as 96.
 The management encourages innovation& ideas to bring changes in
the organization. However workers in the age group 28-38 disagree
with the statement.
 Regarding grievance redressal &managers attitude towards feelings
and interests of workers, there is a positive response from 90% of the
respondents.
 Even though the, the workers agree that the pay, which they get, is
better than other mills in Kerala, most of them are not satisfied with
the current wages. This shows that there is an inherent defect in the
wage system.

 Friendship& co-operation is outstanding aspect in the organization.

This reveals that the workers maintain good group relationship.

 The organization has not initiated any programs for self-

improvement of workers, which is evident from 72% of negative
responses.

66
 The welfare facilities provided by the company are relatively good.

 Irrespective of the pay 62%of the workers would like to continue in

the present job. This shows the commitment of workers to the
company.

67
 SUGGESTION

The following remedial measures are identified for improving quality of

work life.

 SAFETY AND ACCIDENT PREVENTION:

Safety at work can be maintained and accidents can be

prevented if the company makes an effort to eliminate personal
factors(such as negligence, carelessness vanity etc) and material
factors(such as unguarded defective machineries, defensive
equipments hand tools) Supervisor should pay enough attention to
workers to check ,whether proper operational procedures & safety
instructions are followed during the work process. For this the
groups should be taught safe methods of operation. In addition to this
consistent & timely safety instructions to workers, written instruction
etc should be offered.

 JOB SATISFACTION:

It implies the workers satisfaction with his job environment

consisting of nature of work, opportunities for promotion, pay etc.
An age wise analysis of the respondents who were not satisfied with
the present job reveals that job satisfaction is the least in the age
group 38-58.company should give more stress to improve the work
life of people in that age group. In order to improve job satisfaction,
there should be variation in job content of those workers who are
dissatisfied. The workers should be given greater freedom of
operation, more challenging works. Such jobs carry greater prestige,
self-control & need satisfaction.

68
 RENEWAL OF WAGE SYSTEM:

The wage system should be revised such that it ensures for the
worker& his family reasonable standard of living. Wage system can
be made effective, if we take into consideration the indices
prevailing for the same. There should be clearly established
procedures for hearing& adjusting complaints concerning wages.

 PERFORMANCE APPRAISAL:

A systematic performance appraisal system should be

implemented in the worker category also. Based on the feedback
obtained, areas of improvement can be identified, which promotes a
positive work environment that contributes to productivity.

69
 CONCLUSION

Quality of work life is the qualitative standard of person’s work

life. The study has revealed that the indices of QWL of workers at GTN
are favorable. Almost all the workers at GTN are satisfied with the present
job, welfare measures adopted by the company. Regarding grievance
redressal & managers attitude towards the interest& feelings of workers
there is a positive response from 90% of the respondents.

The study has also highlighted certain major aspects, which require
further improvements. The company should give more emphasis on
educating
the workers about the importance and the use of safety equipments,
initiate programs for the self- improvement of workers.

The concept of QWL has been operationalised through various

systems such as job enrichment, worker’s participation in management,
employee welfare etc. While some of these have been successful in
improving QWL, others are still to show results. The QWL movement is
of recent origin and has a long way to go. Individuals as well as
organized efforts are required to improve the QWL for millions of
workers in the country.

70
 BIBLIOGRAPHY

 Human Resource Management and Personnel

Management
K. A . Aswathappa
 Personnel and Human Resource Management
P. Subba Rao
V. S. P. Rao
 Management
Harol Knooz & etal.
 Personnel Management
Mammoria
 Organizational Behavior
Fred Luthans
 Quality Of Work life
Sangeetha Jain
 India’s Textile Sector
Sanjiv Misra
 Problems & Prospects of Textile Industry
B. Saloo
 GTN Textile-Quality Manual

71
 QUESTIONNAIRE
Designation :
Years at Service :
Marital status :
Life Background :
Age :
Educational qualification :
Monthly Income :

1. Are you satisfied with the present job?

Yes No

2. Do you feel that your position in the society is enhanced

because of the job?

Yes No

3. Does the working conditions have risk of illness & injury?

Yes No

4. Do you receive equal treatment in all matters like employee

compensation, job security etc?

Yes No

5. Are your ideas to bring new changes in the organization

appreciated?

Yes No Average

6. Does the management take care of your feelings& interests?

Yes No Average

72
7. Do you think that members of senior staff pay attention to
grievances of the junior staff?

Yes No

8. Do you get correct information about your work, duties etc?

Yes No

9. Are you able to meet your requirements with your current

wages?

Yes No
10.Does the energy and time spent on the job affect your life
adversely?

Yes No

11.Do you neglect your health due to your job?

Yes No

12.Does the members of the work organization interact in terms

of ideas& feelings?

Yes No

13.“Working in a group is not a problem here.” Do you agree

with this statement?

Yes No

14.Does the organization facilitate the self- improvement for

members?

Yes No

73
15.Are you satisfied with the welfare activities of the
organization?

Yes No

16.Would you continue to be in the present job regardless of

pay received?

Yes No

74