Kalai Project

A STUDY ON QUALITY OF WORKLIFEATCOSMIC EQUIPMENTS (INDIA) PRIVATE LTDPROJECT REPORTSubmitted to theUNIVERSITY OF MADRAS

In partial fulfillment for the award of the degree ofMASTER OF BUSINESS ADMINISTRATIONSubmitted byV.KALAYARASANRegister No: MB13052 Under The Guidance of Dr M.K. Shakila

GURU NANAK COLLEGE, VELACHERY, CHENNAI -42APRIL 2015

DECLARATIONI, V. KALAYARASAN , Reg No : 711300136, final year MBA Student of Guru Nanak Collage, has done a project report for a period of Three months from December 2014 to March 2015. The project title is A STUDY ON QUALITY OF WORKLIFE with reference to COSMIC EQUIPMENTS (INDIA) PVT.LTD. I declare that this is my original work.

Place: CHENNAI V.KALAYARASANDate: Reg no: MB13052

BONAFIDE CERIFICATEThis is to certify that project report entitled A STUDY ON QUALITY OF WORKLIFE is a bonafide record of work carried out by V.KALAYARASAN(Reg No : MB13052)Under my guidance and supervision, in partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION, of the UNIVERSITY OF MADRAS.

Place: chennai Guided by Date: Dr M.K. Shakila

GURU NANAK COLLEGEDEPARTMENT OF MASTER OF BUSINESS ADMINISTRATION

This is to certify that the project entitledA STUDY ON QUALITY OF WORKLIFEIs a bonfire record of work done byV.KALAYARASAN(Register No:711300136)Of MBA during the year 2014-2015

Dr M.K. SHAKILA DR.M.K.SHAKILAProject Guide Head of the Department

Submitted for the project viva - voce examination held on

Internal Examiner External Examiner

ACKNOWLEDGMENTI take this opportunity to thank our principal Dr. M. SELVARAJ. M.SC,PH.D., who encouraged me throughout to do this project.I extend my hearty thanks to DR .GUNITA ARUN CHANDHOK, M.COM,B.ED, M.PHIL, MBA , PH.D .for continuous motivation.I also extend my hearty thanks to DR. P.V. KUMARAGURU, M.SC., M.B.A.,M.PHIL., PH.D., for his support. I sincerely thank the Head of the Department, Dr M.K. Shakila, M.B.A., M.Phil., Ph.D, who encouraged me to proceed a head with the work and offered many invaluable suggestions for the betterment of this project and there by acting as a constant source of encouraged.I would also like to thank my guide Dr M.K. Shakila, M.B.A., M.Phil., Ph.D ., who motivated and guided me for the successful completion of the project work .Words are not enough to thank her who sacrificed her precious time in helping me.Finally, I thank all my family members and friends who stood by me throughout my course.

V.KALAYARASAN

CONTENT

Chapter NoTitlePage No

List of tables

List of charts

IINTRODUCTION

1.1 Introduction of the study

1.2 need for the study

1.3 scope of the study

1.4 Objective of the study

1.5 statement of the problem

IIREVIEW OF LITERATURE

INDUSTRY PROFILE

COMPANY PROFILE

IIIRESEARCH METHODOLOGY

IVANALYSIS AND INTERPRETATION

VFINDINGS,SUGGESTIONS ANDCONCLUSION

6.1 Findings

6.2 Suggestions

6.3 Conclusion

Bibliography

Appendix

QUALITY OF WORK LIFE

INTRODUCTION

Quality of work life refers to the favorableness (or) un favorableness of a job environment for people. The basic purpose is to developed jobs that are excellent for people a well as for production. Quality of work life is large step for forward from the traditional job design of scientific management which focused mostly on specialization and efficiency for the performance of narrow tasks. The major indicators of quality of work life are job involvement, job satisfaction and productivity.

DEFINITION

Quality of work life is the degree to which work-in an organization contributes to material and psychological well being of its members HARRISON

SCOPE OF QUALITY OF WORK LIFE

Work plays a central role in the life of the workers engaged in a productive organization. It has an improvement impact on

1) Shaping his personality.2) Determining his performance.3) Commitment of follow employees4) Commitment to the organization and the society.

NEED FOR THE STUDY

The most significant resources of an organization are human resources, without it the organization cannot function. In fact, challenges, opportunity and also the frustration of creating and managing organization very often originate from the people relate problems that arise within them. People related problems often steam from the mistaken belief that people are alike, that they may be treated identically. There would be a lot of variability in psychological features, which demand attention.

The present study on QUALITY OF WORK LIFE OF EMPLOYEES WITH SPECIAL REFERENCE TO COSMIC EQUIPMENTS(INDIA)PVT.LTD.. aims to know how for the employees has a comfortable and enjoyable work life. There are so many factors determining the quality of work life. The present day employees are much concerned about wage, compensation, challenging job, job security, freedom and autonomy participation in decision making, level of environment and commitment to assess the Level of Quality of Work Life.

OBJECTIVES OF THE STUDY

Primary objectives

To find out the quality of work life of employees to COSMIC EQUIPMENTS(INDIA)PVT.LTD. To study the attitude of employees towards various welfare measures provided in the unit under study. To find out employee problems and offer suitable suggestions on the basis of the findings.

Secondary objectives

To identify measures to overcome these drawbacks. To know the real situation of the employees.

LIMITATIONS

1. Lack of respondents interest in answering the questions, and also might not have revealed true information.2. Busy schedule of respondents

INDUSTRY PROFILE

Air conditioning(often referred to asA/C,ACorarchon) is the process of altering the properties ofare(primarilytemperature andhumidity) to more comfortable conditions, typically with the aim of distributing the conditioned air to an occupied space to improvethermal comfortandindoor air quality.

HVAC(heating ventilating and air conditioning; also heating, ventilation, and air conditioning)is the technology of indoor and vehicular environmental comfort. Its goal is to providethermal comfortand acceptableindoor air quality. HVAC system design is a sub discipline of mechanical, based on the principles ofthermodynamics,fluid mechanics, andheat transfer.Refrigerationis sometimes added to the field's abbreviation as HVAC&R or HVACR, or ventilating is dropped as in HACR (such as the designation of HACR-rated circuit).

HVAC is important in the design of medium to large industrial and office buildings such asskyscrapersand in marine environments such asaquariums, where safe andhealthy buildingconditions are regulated with respect to temperature and humidity, using fresh air from outdoors.

VentilatingorVentilation is the process of "changing" or replacing air in any space to provide highquality which involves temperature control, oxygen replenishment, and removal of moisture, odours, smoke, heat, dust, airborne bacteria, and carbon dioxide. Ventilation removes unpleasant smells and excessive moisture, introduces outside air, keeps interior building air circulating, and prevents stagnation of the interior air.Ventilation includes both the exchange of air to the outside as well as circulation of air within the building. It is one of the most important factors for maintaining acceptable indoor air quality in buildings. Methods for ventilating a building may be divided intomechanical/forced andnatural types.

Air Conditioning

An air conditioning system, or a standalone air conditioner, provides cooling andhumidity controlfor all or part of a building. Air conditioned buildings often have sealed windows, because open windows would work against the system intended to maintain constant indoor air conditions. Outside, fresh air is generally drawn into the system by a vent into the indoor heat exchanger section, creating positive air pressure. The percentage of return air made up of fresh air can usually be manipulated by adjusting the opening of this vent. Typical fresh air intake is about 10%.

Air conditioning and refrigeration are provided through the removal of heat. Heat can be removed throughradiation,convection, orconduction. Refrigeration conduction media such as water, air, ice, and chemicals are referred to asrefrigerants. A refrigerant is employed either in aheat pumpsystem in which acompressoris used to drive thermodynamicrefrigeration cycle, or in afree coolingsystem which uses pumps to circulate a cool refrigerant (typically water or a glycol mix).

Refrigeration cycleTherefrigeration cycleuses four essential elements to cool. The system refrigerant starts its cycle in a gaseous state. Thecompressorpumps the refrigerant gas up to a high pressure and temperature. From there it enters a heat exchanger (sometimes called acondensing coilor condenser) where it loses energy (heat) to the outside, cools, and condenses into its liquid phase. Anexpansion valve(also called metering device) regulates the refrigerant liquid to flow at the proper rate. The liquid refrigerant is returned to another heat exchanger where it is allowed to evaporate; hence the heat exchanger is often called anevaporating coilor evaporator. As the liquid refrigerant evaporates it absorbs energy (heat) from the inside air, returns to the compressor, and repeats the cycle. In the process, heat is absorbed from indoors and transferred outdoors, resulting in cooling of the building.In variable climates, the system may include areversing valvethat switches from heating in winter to cooling in summer. By reversing the flow of refrigerant, the heat pump refrigeration cycle is changed from cooling to heating or vice versa. This allows a facility to be heated and cooled by a single piece of equipment by the same means, and with the same hardware.

Free coolingFree cooling systems can have very high efficiencies, and are sometimes combined with seasonal thermal energy storage so the cold of winter can be used for summer air conditioning. Common storage mediums are deep aquifers or a natural underground rock mass accessed via a cluster of small-diameter, heat exchanger equipped boreholes. Some systems with small storages are hybrids, using free cooling early in the cooling season, and later employing a heat pump to chill the circulation coming from the storage. The heat pump is added-in because the storage acts as aheat sinkwhen the system is in cooling (as opposed to charging) mode, causing the temperature to gradually increase during the cooling season.Some systems include an "economizer mode", which is sometimes called a "free cooling mode". When economizing, the control system will open (fully or partially) the outside air damper and close (fully or partially) the return air damper. This will cause fresh, outside air to be supplied to the system. When the outside air is cooler than the demanded cool air, this will allow the demand to be met without using the mechanical supply of cooling (typically chilled water or a direct expansion "DX" unit), thus saving energy. The control system can compare the temperature of the outside air vs. return air, or it can compare the enthalpy of the air, as is frequently done in climates where humidity is more of an issue. In both cases, the outside air must be less energetic than the return air for the system to enter the economizer mode.

Central vs. split systemCentral, 'all-air' air conditioning systems (or package systems) with a combined outdoor condenser/evaporator unit are often installed in modern residences, offices, and public buildings, but are difficult to retrofit (install in a building that was not designed to receive it) because of the bulky air ducts required.An alternative to central systems is the use of separate indoor and outdoor coils in split systems. These systems, although most often seen in residential applications, are gaining popularity in small commercial buildings. The evaporator coil is connected to a remote condenser unit using refrigerant piping between an indoor and outdoor unit instead of ducting air directly from the outdoor unit. Indoor units with directional vents mount onto walls, suspended from ceilings, or fit into the ceiling. Other indoor units mount inside the ceiling cavity, so that short lengths of duct handle air from the indoor unit to vents or diffusers around the rooms.

DehumidificationDehumidification (air drying) in an air conditioning system is provided by the evaporator. Since the evaporator operates at a temperature below thedew point, moisture in the air condenses on the evaporator coil tubes. This moisture is collected at the bottom of the evaporator in a pan and removed by piping to a central drain or onto the ground outside.Adehumidifieris an air-conditioner-like device that controls the humidity of a room or building. It is often employed in basements which have a higherrelative humiditybecause of their lower temperature (and propensity for damp floors and walls). In food retailing establishments, large open chillier cabinets are highly effective at dehumidifying the internal air. Conversely, a humidifier increases thehumidityof a building.

MaintenanceAll modern air conditioning systems, even small window package units, are equipped with internal air filters. These are generally of a lightweight gauzy material, and must be replaced or washed as conditions warrant. For example, a building in a high dust environment, or a home with furry pets, will need to have the filters changed more often than buildings without these dirt loads. Failure to replace these filters as needed will contribute to a lower heat exchange rate, resulting in wasted energy, shortened equipment life, and higher energy bills; low air flow can result in "iced-up" or "iced-over" evaporator coils, which can completely stop air flow. Additionally, very dirty or plugged filters can cause overheating during a heating cycle, and can result in damage to the system or even fire.Because an air conditioner moves heat between the indoor coil and the outdoor coil, both must be kept clean. This means that, in addition to replacing the air filter at the evaporator coil, it is also necessary to regularly clean the condenser coil. Failure to keep the condenser clean will eventually result in harm to the compressor, because the condenser coil is responsible for discharging both the indoor heat (as picked up by the evaporator) and the heat generated by the electric motor driving the compressor.

Air conditioning energyThe performance of vapour compression refrigeration cycles is limited bythermodynamics. These air conditioning andheat pumpdevicesmoveheat rather than convert it from one form to another, sothermal efficienciesdo not appropriately describe the performance of these devices. The Coefficient-of-Performance (COP) measures performance, but this dimensionless measure has not been adopted, but rather the Energy Efficiency Ratio (EER). EER is the Energy Efficiency Ratio based on a 35C (95F) outdoor temperature. To more accurately describe the performance of air conditioning equipment over a typical cooling season a modified version of the EER is used, the Seasonal Energy Efficiency Ratio (SEER), or in Europe theESEER. SEER ratings are based on seasonal temperature averages instead of a constant 35C outdoor temperature. The current industry minimum SEER rating is 13 SEER.Engineers have pointed out some areas where efficiency of the existing hardware could be improved. For example, the fan blades used to move the air are usually stamped from sheet metal, an economical method of manufacture, but as a result they are not aerodynamically efficient. A well-designed blade could reduce electrical power required to move the air by a third.

Air Filtration and Cleaning

Air cleaning and filtration is an important factor of our indoor environment because cleaning the air filters out what the lungs cannot by removing particles, contaminants, vapours and gases from the air. The filtered and cleaned air then is used in heating, ventilation and air conditioning. Air cleaning and filtration should be taken in account when protecting our building environments.

Refrigerant developmentThe first air conditioners andrefrigeratorsemployed toxic or flammable gases, such asammonia,methyl chloride, orpropane, that could result in fatal accidents when they leaked.Thomas Mingle, Jr.created the first non-flammable, non-toxic chlorofluorocarbon gas,Freon, in 1928. The name is atrademarkname owned byDuPontfor anyChlorofluorocarbon(CFC),Hydra chlorofluorocarbon(HCFC), or Hydro fluorocarbon(HFC) refrigerant. The refrigerant names include a number indicating the molecular composition (e.g. R-11, R-12, R-22, R-134A). The blend most used in direct-expansion home and building comfort cooling is an HCFC known asR-22.R-12was the most common blend used in automobiles in the US until 1994, when most designs changed toR-134Adue to the ozone-depleting potential of R-12. R-11 and R-12 are no longer manufactured in the US for this type of application, so the only source for air-conditioning repair purposes is the cleaned and purified gas recovered from other air conditioner systems. Several non-ozone-depleting refrigerants have been developed as alternatives, includingR-410A. It was first commercially used by Carrier Corp. under the brand name Puron.Modernrefrigerantshave been developed to be more environmentally safe than many of the earlychlorofluorocarbon-based refrigerants used in the early- and mid-twentieth century. These include asHCFCs(R-22, used in most U.S. homes even before 2011) andHFCs(R-134a, used in most cars) have replaced most CFC use. HCFCs, in turn, are supposed to have been in the process of being phased out under theMontreal Protocoland replaced by hydro fluorocarbons (HFCs) such asR-410A, which lack chlorine. HFCs, however, contribute to climate change problems. Moreover, policy and political influence by corporate executives resisted change. Corporations insisted that no alternatives to HFCs existed. The environmental organizationGreenpeacesolicited a European laboratory to research an alternative ozone- and climate-safe refrigerant in 1992, gained patent rights to a hydrocarbon mix of is pentane and isobutene, but then left the technology as open access. Their activist marketing first in Germany led to companies like Whirlpool, Bosch, and later LG and others to incorporate the technology throughout Europe, then Asia, although the corporate executives resisted in Latin America, so that it arrived in Argentina produced by a domestic firm in 2003, and then finally with giant Bosch's production in Brazil by 2004. In 1995, Germany made CFC refrigerators illegal. DuPont and other companies blocked the refrigerant in the U.S. with the U.S. E.P.A., disparaging the approach as "that German technology. Nevertheless, in 2004, Greenpeace worked with multinational corporations like Coca-Cola and Unilever, and later PepsiCo and others, to create a corporate coalition called Refrigerants Naturally. Then, four years later, Ben & Jerry's of Unilever and General Electric began to take steps to support production and use in the U.S. Only in 2011 did the E.P.A. finally decide in favour of the ozone- and climate-safe refrigerant for U.S. manufacture.

Evaporative coolingIn very dry climates, evaporative coolers, sometimes referred to as swamp coolers or desert coolers, are popular for improving coolness during hot weather. An evaporative cooler is a device that draws outside air through a wet pad, such as a largesponge soaked with water. Thesensible heatof the incoming air, as measured by adry bulb thermometer, is reduced. Thetotal heat(sensible heat plus latent heat) of the entering air is unchanged. Some of the sensible heat of the entering air is converted to latent heat by the evaporation of water in the wet cooler pads. If the entering air is dry enough, the results can be quite cooling. Evaporative coolers tend to feel as if they are not working during times of high humidity, when there is not much dry air with which the coolers can work to make the air as cool as possible for dwelling occupants. Unlike other types of air conditioners, evaporative coolers rely on the outside air to be channelled through cooler pads that cool the air before it reaches the inside of a house through its air duct system; this cooled outside air must be allowed to push the warmer air within the house out through an exhaust opening such as an open door or window. These coolers cost less and are mechanically simple to understand and maintain.

PROFILE OF THE COMPANY

Incepted in the year2002,Cosmic Equipments India Pvt. Ltd.have been a leading name engaged in manufacturing, supplying and wholesaling a wide range ofair terminal and air distributionproducts like air valves, air damper. The company is a vital part ofR. K. Group of companiesand since its inception we have strive to establish a mutually beneficial and long lasting relationships with our customers. Equipped with the highest quality management systems, we offer a host of high-Quality extruded aluminium products for our clientele, all across the globe. Our unmatched engineering, designing and moulding capabilities has enabled us to deliver excellent quality with most affordable prices. We stringently follow our quality policies to manufacture superlative products through an unending assistance from the Quality Management System that we have applied within our organization which guarantees high quality standards in all the products right from incoming stage to final stage. We have a long list of clients that includes some of the leading names of the domestic and international market and have satisfied them with our products and fair business deals owing to which they do repeated business with us.We are looking for queries from Chennaipattanam, Chennai or Madras, Kanchipuram and Tiruvallur.

Product Portfolio

Procuring superior quality raw material such as aluminium from reliable vendors across the globe, we have been able to manufacture an optimum range of air terminal and air distribution products such as Grilles which comprises of Linear fixed Bar Grille, Double Deflection grille and many more. Diffusers such as Slot Diffusers, Armstrong Board / Regular Diffusers and Jet diffusers that have been manufactured adopting latest technological developments. Available in standard sizes and shapes our wide range of Louvers are a collection of innovative products that are loaded with world class quality features. We also manufacture Dampers such as volume control dampers, fire dam more.

Salient Features of our products are: Rugged construction Dimensionally accurate Proper deflections Standardized finishes Customized designs Easy to installOur Mentors

Under the active leadership of our founder memberMr. R. Kothandam, we have stood out as a most prominent manufacturer and supplier of various types of air terminal and air distribution products. He holds a vast industrial experience in manufacturing and erection of air terminal and air distribution products and have guided us through the ups and downs of business.

Managed by Mr. K. Saravanan, who holds vast experience in marketing and manufacturing of these Air distribution products and have sheered our path to achieve the pinnacle of success.

Team of Experts

The company has the assistance of a team of highly experienced individuals, whose extensive process knowledge assist us in providing flawless range of air terminal and air distribution products. The entire workforce is categorized into different teams so as to ensure the flawless execution of orders. Every team has a separate job to handle and they complete the assigned task effectively in the given times frame.Salient Features of our products are: Rugged construction Dimensionally accurate Proper deflections Standardized finishes Customized designs Easy to install

Our MentorsUnder the active leadership of our founder memberMr. R. Kothandam, we have stood out as a most prominent manufacturer and supplier of various types of air terminal and air distribution products. He holds a vast industrial experience in manufacturing and erection of air terminal and air distribution products and have guided us through the ups and downs of business.

Managed by Mr. K. Saravanan, who holds vast experience in marketing and manufacturing of these Air distribution products and have sheered our path to achieve the pinnacle of success.

Our workforce comprises of: Engineers Technocrats Designers\Software personnel Quality inspectors Research and development professional Sales and marketing personnel Skilled workforce

the companys engineers and technocrats have in depth knowledge of the industry related process and provide their effective assistance in manufacturing and superior.

Making flexible use of CAD & CAM software, our designers/software personnel quality helps us in innovating products as per the specifications of our clients. These are perfectly assisted by our R&D professional who conduct regular market research and provide designers the necessary information regarding the changes market.

Efficiency and skills of the workforce is extremely crucial in the progress of our company. Hence, we hold regular training sessions for them to better their skills and knowledge about latest happenings in our work field. Our supervisors keep highest level of interactions with the workforce for bettering the knowledge level of the workforce & qualitative productions.The company offers premium quality of products that have been appreciated by our clients all over the world. We make use of state of art infrastructure and have created long lasting relations with our clients on the basis of following parameters that include:

High performance Cost effective Customization of goods Well organized team Sound infrastructure Wide client network On time delivery

Research and DevelopmentOur modern R&D department is well equipped with latest tools and equipments that help our researchers in conducting various projects. The important information that are obtained after the completion of research work help the production team in manufacturing value added industrial supplies. Our researchers work on different aspects related to our product range to make them qualitatively superior. They keep themselves abreast with the latest findings and innovates new technology that can increase the production capacity of our manufacturing unit.

Company Factsheet

Basic Information

Nature of Business Manufacturer Supplier Wholesaler

Key Customers Voltas Ltd ETA Engineering Pvt. Ltd. Trac Fujico Air Systems Ltd. L.G. Hitachi

IndustryAir distribution products

Registered Address9- A, Kalaivani Street Extention, Keelkattalai, Chennai, Tamil Nadu - 600 117

Year of Establishment2002

Total Number of Employees51 to 100 People

Legal Status of FirmPrivate Ltd. Co. Registered under Indian Companies Act 1956

Proprietor NameMr. K. Saravanan

InfrastructureLocation TypeSemi-Urban

Building InfrastructurePermanent

Size of Premises4,500 square feet

Company USPQuality Measures/Testing FacilitiesYes

CHAPTER-IIIRESEARCH METHODOLOGYIntroduction: Research is the process of systematic and in-depth study or search for any particular topic, subject or area of investigation, backed by collection, compilation, presentation and interpretation of relevant details or data. Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. Research may develop hypothesis and test it. In it we study the various steps that are generally adopted by the researcher in studying his research problem along with the logic behind them. Research must be based on fact observable data forms a sound basis for research inductive investigation lead better support to research finding for analyzing facts a scientific methodology of analysis must be developed and result interpreted logically. It is necessary for the researcher to know not only the research method or techniques but also the methodology. Thus, when we talk of research methodology we not only talk of the research methods but also consider the logic behind the methods we use in the context of our research study and explain why we are using a particular method or technique and why we are not using others so that research results. are capable of being evaluated either by the researcher himself or by others. Research problems would result in certain conclusions by means of logical analysis which the decision-maker may use for his action or solution.Research design:A research design is purely and simply the frame work plan for a study that guides the collection and analysis of a data. In this study the researcher has adopted descriptive research design.Descriptive research design:It includes surveys and fact finding enquires of different kinds. It simply describes something such as a demographic of employees. It deals with description of the state of offers as it is and the researchers have no influence on the respondents.Data collection: Data collection is one of the most important aspects of research. For the success of any project accurate data is very important and necessary. The information collected through research methodology must be accurate and relevant.Methods of data collection:1. Primary Data1. Secondary Data

Primary Data:Data collected by a researcher is known as primary data. It is collected by a person for his own use obtained from findings. This is considered as firsthand information. This is that data which is collected by us to meet our own specific purpose. The data is collected by the means of questionnaire filled in by the employees at different posts of cosmic equipments(india) pvt ltd. This method of data collection is very popular particularly in big manufacture organizations.Secondary Data:Secondary data means data that are already available i.e., they refer to data which has already been collected and analyzed by someone else. This type of data information can also be used by the researcher for his use as second hand information sources through which secondary data can be collected. Secondary data may either be published data or unpublished data.

The research approach:Survey MethodThe research instrument:QuestionnaireThe respondents:The employees of the organization.Sampling:It is the process of selecting representative subset of a total population for obtaining data for the study of the whole population the subset is known as sample. The sample size is selected for the study 100 employees. The techniques of sampling unit in this study are convenience sampling.

Convenience sampling:In this method the sample units are chosen primarily on the basis of the convenience to the researcher. Statistical tool: SPSS 20Statistical analysis used:1. Simple percentage analysis 1. T-Test C. Chi- square testD. one way Anova testA. Simple percentage analysis:Simple percentage can also be used to compare the relationship distribution of two or more items. For calculations the simple percentage the following formula used. Percentage of the respondents = Number of respondents/Total respondents*100

B. T -Test T Test is often called Student's T test in the name of its founder "Student". T test is used to compare two different set of values. It is generally performed on a small set of data. T test is generally applied to normal distribution which has a small set of values. This test compares the mean of two samples. T test uses means and standard deviations of two samples to make a comparison. The formula for T test is given below:

FormulaWhere,x1 = Mean of first set of valuesx2 = Mean of second set of valuesS1 = Standard deviation of first set of valuesS2 = Standard deviation of second set of valuesn1 = Total number of values in first setn2 = Total number of values in second set.C. Chi-SquareChi-square is a statistical test commonly used to compare observed data with data we would expect to obtain according to a specific hypothesis. For example, if, according to Mendel's laws, you expected 10 of 20 offspring from a cross to be male and the actual observed number was 8 males, then you might want to know about the "goodness to fit" between the observed and expected. Were the deviations (differences between observed and expected) the result of chance, or were they due to other factors. How much deviation can occur before you, the investigator, must conclude that something other than chance is at work, causing the observed to differ from the expected. The chi-square test is always testing what scientists call thenull hypothesis,which states that there is no significant difference between the expected and observed result.The formula for calculating chi-square (2) is:2=(o-e)2/e

D.ANOVA TESTAnova is a statistical test which analyzes variance. It is helpful in making comparison of two or more means which enables a researcher to draw various results and predictions about two or more sets of data. Anova test includes one-way anova, two-way anova or multiple anova depending upon the type and arrangement of the data. One-way anova has the following test statistics:Anova FormulaF = MST/MSEWhere,F = Anova CoefficientMST = Mean sum of squares of totalMSE = Mean sum of squares due to error.Questionnaire:The questionnaire is prepared in such a way that is correct the comprehensive objectives of the study. Open end, multiple choice of questionnaire adopted in this research.Period of study:The time period of the study is 3 months.

DATA ANALYSIS AND INTERPRETATION TABLE:4.1 Table representing the gender - wise classificationGender

FrequencyPercentValid PercentCumulative Percent

ValidMALE3333.033.033.0

FEMALE6767.067.0100.0

Total100100.0100.0

Interpretation:Among the total number of respondents, 33% of the respondents are male respondents and 67% of the respondents are female respondents.

TABLE:4.2Table representing the age -wise classification.Age


Validbelow25yrs3333.033.033.0

26-30yrs3434.034.067.0

31-35yrs2626.026.093.0

36-40yrs77.07.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents ,33% of respondents are below 25 years of the old,34% of respondents are 26-30 years of the old,26% of respondents are 31-35 years of the old,7% of respondents are 36-40 years of the old. TABLE :4.3Table representing the marital status wise classification

Status


Validsingle7373.073.073.0

Married2727.027.0100.0

Total100100.0100.0

Interpretation Among the total number of respondents of 73% respondents are single and 27% respondents are married.Education level


Validno formal education1313.013.013.0

school level education2020.020.033.0

under graduates4646.046.079.0

post graduates2121.021.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 46% of respondents have done Under graduate, 21% of respondents have done Post graduate, 20% of respondents have school level education, 13% of respondents have no formal education.Experience


Validwithin 2 yrs1313.013.013.0

within 3 yrs2020.020.033.0

within 4 yrs2727.027.060.0

within 5 yrs2121.021.081.0

above 5 yrs1919.019.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 27% of respondents have 4 years experience, 21% of respondents have 5 years experience, 20% of respondents have 3 years experience, 19% of respondents have above 5 years and 13% of respondents have 2 years experience.Salary


Validbelow Rs.100001313.013.013.0

Rs 10001 to 200002020.020.033.0

Rs 20001 to 300002727.027.060.0

Rs 30001 to 400002121.021.081.0

Rs above 400001919.019.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 27% of respondents are in 20001 to 30000 income group, 21% of respondents are in 30001 to 40000 income group, 20% of respondents are in 10001to 20000 income group, 19% of respondents are in above 40000 income group and 13% of respondents are in below 10000 income group.Are you provided with adequate training facilities?


Validyes6767.067.067.0

no3333.033.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 67% of respondents are happy with the current training facilities provided by the company, 33% of respondents are not happy with the training facilities.Is the relationship with superior cordial?


Validyes8181.081.081.0

no1919.019.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 81% of respondents having good relationship with superior cordial, 19% of respondents are not having a good relationship with superior cordial.Is the relationship with co-workers cordial?


Validyes6666.066.066.0

no3434.034.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 66% of respondents having good relationship with co-workers cordial, 34% of respondents are not having a good relationship with co-workers cordial.

Are you provided with reasonable incentives?


Validyes5353.053.053.0

no4747.047.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 53% of respondents are happy with the incentives provided by the company, 47% of respondents are not happy with the incentives.

Are you give superiors opportunity to communicate your ideas, complaints to you directly?


Validyes8888.088.088.0

no1212.012.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 88% of respondents are happy that the superiors giving opportunity to the employees ideas, 12% of respondents are not happy because they feel the superiors are not giving opportunity for the employees ideas.Do you feel that you are getting a feedback from the management regarding your performance from time to time


Validyes4040.040.040.0

no6060.060.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 40% of respondents are felt good that they getting a feedback from the management regarding their performance from time to time, 60% of respondents are not felt good that they getting a feedback from the management regarding their performance from time to time. Are you satisfied with the safety measures in the organisation?


Validyes7979.079.079.0

no2121.021.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 79% of respondents are satisfied with the safety measures in the organisation, 21% of respondents are not satisfied with the safety measures in the organisation. Are you provided with the reasonable & adequate leave facilities?


Validyes7474.074.074.0

no2626.026.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 74% of respondents are happy with the leave facilities provided by the company, 26% of respondents are not happy with the leave facilities.

Are you satisfied with the availability of ventilation and lighting, etc?


Validyes7979.079.079.0

no2121.021.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 79% of respondents are satisfied with the availability of ventilation and lighting in the organisation, 21% of respondents are not satisfied with the availability of ventilation and lighting.

Are you provided with transport facilities?


ValidYes1818.018.018.0

No8282.082.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 18% of respondents are happy with the transport facilities provided by the company, 82% of respondents are not happy with the transport facilities.Over all scoring


Valid1166.06.06.0

121313.013.019.0

1377.07.026.0

142020.020.046.0

152121.021.067.0

161313.013.080.0

1777.07.087.0

181313.013.0100.0

Total100100.0100.0

Do you feel that the current job give you more satisfaction


Validstrongly agreed2727.027.027.0

Agreed3434.034.061.0

Neutral1313.013.074.0

Disagreed1313.013.087.0

strongly disagreed1313.013.0100.0

Total100100.0100.0

INTREPRETION: Among the total number of respondents, 34% of respondents are agreed with the current job that gives the more satisfaction, 27% of respondents are strongly agreed with the current job, 13% of respondents are neither agreed nor disagreed the current job.Is the recreation facilities satisfaction



agreed1313.013.033.0

neutral2727.027.060.0

disagreed2727.027.087.0


Total100100.0100.0

INTREPRETION:Among the total number of respondents, 27% of respondents are neither agreed nor disagreed with the recreation facilities, 20% of respondents are strongly agreed with the recreation facilities.

do you feel the motivation in the organisation is adequate



neutral4747.047.067.0

dis agreed2020.020.087.0


Total100100.0100.0

INTREPRETION: Among the total number of respondents, 47% of respondents are neither agreed nor disagreed the motivation factor in the organisation, 20% of respondents are strongly agreed the motivation factor in the organisation.

do you feel that the management adopts a systematic grievance redresses procedure to settle the grievances



Agrred1313.013.033.0

Neutral2727.027.060.0

dis agreed2727.027.087.0


Total100100.0100.0

INTREPRETION: Among the total number of respondents, 27% of respondents are neither agreed nor disagreed that the management adopts a systematic grievance redressel procedure to settle the grievances, 20% of respondents are strongly agreed that the management adopts a systematic grievance redressel procedure to settle the grievances.

Is the first aid and medical facilities are available on time



Agrred5454.054.067.0

Neutral1414.014.081.0

dis agreed77.07.088.0


Total100100.0100.0

INTREPRETION: Among the total number of respondents, 14% of respondents are neither agreed nor disagreed with the first aid and medical facilities available on time, 54% of respondents are agreed with the first aid and medical facilities available on time.Is there growth in your position



Agrred3333.033.075.0

Neutral77.07.082.0

dis agreed1212.012.094.0


Total100100.0100.0

INTREPRETION: Among the total number of respondents, 42% of respondents are strongly agreed that there is a growth in their position, 33% of respondents are agreed that there is a growth in their position.how does the organisation support your careers development



agrred2828.028.042.0

neutral77.07.049.0

dis agreed2121.021.070.0


Total100100.0100.0

INTREPRETION: Among the total number of respondents, 30% of respondents are strongly disagreed that the organisation supports their career development, 28% of respondents are agreed that the organisation supports their career development.Are you aware satin tied with our company policies



agrred2525.025.053.0

neutral2121.021.074.0

dis agreed1414.014.088.0


Total100100.0100.0

INTREPRETION:Among the total number of respondents, 28% of respondents are strongly agreed that they aware of satin tied with their company policies, 25% of respondents are agreed that they aware of satin tied with their company policies

STATISTICAL TOOL

Hypothesis-1T-TESTRepresenting the non-monetary benefits with the gender of the respondents Null hypothesis (H0)There is no significant difference between non-monetary benefits and genders .Alternative hypothesis (H1)There is significant difference between non monetary benefits and genders .NON MONETARY BENEFITS OF THE RESPONDENTS * GENDERS OF THE RESPONDENTS. T-TEST.

Group Statistics

genderNMeanStd. DeviationStd. Error Mean

overall scoreMALE3324.827.8561.368

FEMALE6720.576.088.744

Levines Test for Equality of Variances

FSig.tdfSig. (2-tailed)Mean DifferenceStd. Error Difference

overall scoreEqual variances assumed.760.3852.97698.0044.2511.428

Equal variances not assumed2.73151.546.0094.2511.557

INTERPRETATION:There is significant difference between non-monetary benefit and the gender of respondents .Since the t test value 3.014 is greater than 2.56 , the alternative hypothesis is accepted at 1% significance level . Based on the mean value it can be found that the female employees ( M = 7.06 , D = 1.84 ) strongly agree that non- monetary benefits motivate the employees in the company .

Hypothesis-5ONE-WAY ANOVARepresenting the rewards system between age of the respondents Null hypothesis (H0)There is no significant differences between rewards system of the company and age of the respondents.Alternative hypothesis (H1)There is significant difference between rewards system of the company and age of the respondents.REWARDS SYSTEM OF THE RESPONDENTS * WORKING EXPERIENCEOF THE RESPONDENTS. ONE WAY ANOVA TEST.

ANOVA

Overallscore

Sum of SquaresDfMean SquareFSig.

Between Groups670.8694167.7173.839.006

Within Groups4150.0419543.685

Total4820.91099

Overallscore

Duncan

experienceNSubset for alpha = 0.05

12

within 2 yrs1315.54

within 5 yrs2121.67

within 3 yrs2022.90

above 5 yrs1923.21

within 4 yrs2723.74

Sig.1.000.387

INTERPRETATION;

There exist a significant relationship between the age and the reward system of the company. form the post hoc results it can be interpreted that the respondent in the 36-40 years age group and above 40 years age group are satisfied with the current reward system followed in the company.

Gender * are you provided with adequate training factices?H0: There is no significant association between gender and adequate training facilities.H1: There is a significant association between gender and adequate training facilities.

Cross tabulation

are you provided with adequate training facities?Total

yesNo

GenderMALECount27633

% within gender81.8%18.2%100.0%

% within are you provided with adequate training facities?40.3%18.2%33.0%

FEMALECount402767

% within gender59.7%40.3%100.0%


TotalCount6733100

% within gender67.0%33.0%100.0%


Chi-Square Tests

ValuedfAsymp. Sig. (2-sided)Exact Sig. (2-sided)Exact Sig. (1-sided)

Pearson Chi-Square4.891a1.027

Continuity Correctionb3.9421.047

Likelihood Ratio5.1991.023

Fisher's Exact Test.041.021

Linear-by-Linear Association4.8431.028

N of Valid Cases100

a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 10.89.

b. Computed only for a 2x2 table

INTERPRETATION:The Pearson chi-square value, 4.891 is significant at 1% level, so the alternate hypothesis is accepted. From the above table and chart, it can be interpreted that about 40.3% of male respondents have accepted the current training facilities while 59.7% of female respondents of a company respectively.

Age * are you provided with reasonable incentives?

H0: There is no significant association between age and provided with reasonable incentives.H1: There is a significant association between age and provided with reasonable incentives.

Crosstab

are you provideed with reasonable incentives?Total

Yesno

agebelow25yrsCount201333

% within age60.6%39.4%100.0%

% within are you provideed with reasonable incentives?37.7%27.7%33.0%

26-30yrsCount142034

% within age41.2%58.8%100.0%


31-35yrsCount19726

% within age73.1%26.9%100.0%


36-40yrsCount077

% within age0.0%100.0%100.0%


TotalCount5347100

% within age53.0%47.0%100.0%


Chi-Square Tests

ValueDfAsymp. Sig. (2-sided)

Pearson Chi-Square14.775a3.002

Likelihood Ratio17.6583.001

Linear-by-Linear Association1.0191.313

N of Valid Cases100

a. 2 cells (25.0%) have expected count less than 5. The minimum expected count is 3.29.

S roup

INTERPRETATION:The Pearson chi-square value, 14.775 is significant at 1% level, so the alternate hypothesis is accepted. From the above table and chart, it can be interpreted that 38% of respondents below 25 years age group are more happy with the incentives while 26.4% of respondents 26-30 years age group have less satisfaction respectively.

FINDINGS

Majority of 50% of employees are of age group between 40-50 It can be found that there are more female candidate than male who are working in the company Majority of 60% of employees educational qualification is below UG It is found that employees working in cosmic equipments private ltd are getting salary above 20,000. It is observed that 48% of employees agrees with recreation facilities Many of them agree that there is adequate motivation Majority of 58% of the employees are strongly agree that there is satisfaction in their job 68% of employees have good relationship with superior 60% of employees are having good relationship with co-workers Nearly 79% of employees are provided with reasonable incentives It is found that Majority 63% of the employees are agreed with getting feedback from the management regarding their performance Almost 65% of the employees are highly satisfied with freedom and autonomy to do the job Majority 74% of the employees strongly agree with availability of first aid and medical facilities on time 55% of the employees strongly agree with the point that the climate in their organization is more suitable to their psychological feelings Many employees are satisfied with the leave facilities in organization 53% of the employees are satisfied with the safety measures provided by the company 75% of the employees are satisfied with the ventilation and lighting facility available in organization

SUGGESTIONS

Incentives are an important factor for motivating the employees. Both financial and non-financial incentives induce the workers to perform their job better. Incentives can also help the employees to improve their standard of living and workers commitment to the job will be increased the company can take necessary steps to improve the incentive schemes to satisfy the employees to improve their standard of living.Sufficient leave facilities will help the employees to work efficiently. If the provision of leave is not sufficient to the workers then it will lead to mental stress to them. Leave facilities will help to improve the performance of the employees. The company can extend the leaves facilities to satisfy more the employees.Feedback from the management regarding the performance of the employees is very essential to increase the performance employees. The management should give to the employees so as to make them to understand their importance in the company. The company can give both positive and negative feedback to the employees to improve themselves. It helps to know their strength and weakness.

CONCLUSION

Quality of work life is a driving force in an organization. If the employees are provided with proper facilities and good working environment, it will definitely increase the performance of employees.From the above study it is clear that the quality of work life is good in COSMIC EQUIPMENTS(INDIA)PVT.LTD. The employees feel better within organization and are loyal. Employees are satisfied with the quality of work life such as incentives, relationship with the superior by that they also gets opportunity to communicate their ideas, complaints directly.

QUESTIONNAIRE

1. Name ...

2. Gender .a) Male b) Female 3. Agea) Below 25years b) 26-30 years c) 31-35 yearsd) 36-40years e) above 40 years 4. Marital status: a) Single b) Married 5. Education level:a) No formal education b) School level education c) Under graduated)Post graduate e) Other please specify6) How many years have you been working in this company?a) within 2yrs b) within 3 yrs c) within 4 yrsd) within 5 yrs e) above 5yrs7) Salary of the employee per montha) Below Rs.10000 b) Rs 10001 to 20000 c) Rs 20001 to 30000d) Rs 30001 to 40000 e) Rs above 40000

8. Are you provided with adequate training facilities?a) Yesb) No9. Is the relationship with superior cordial?a) Yesb) No

10. Is the relationship with co-worker cordial?a) Yesb) No

11. Are you provided with reasonable incentives?a) Yesb) No

12. Are you give superiors opportunity to communicate your ideas, complaints to your directlya) Yesb) No13. Do you feel that you are getting a feedback from the management regarding your performance from time to timea) Yesb) No14. Does the management gives you enough freedom and autonomy to do the job?a) Yesb) No15. Are you satisfied with the safety measures in the organization?a) Yesb) No16. Are you provided with the reasonable & adequate leave facilities?a) Yesb) No17. Are you satisfied with the availability of ventilation and lighting, etc?a) Yes b) No18. Are you provided with transport facilities?a) Yesb) NoS.NOFACTORSSAANDSD

19Do you feel that the current job give you more satisfaction

20Is the recreation facility satisfaction

21Do you feel that the motivation in the the organization is adequate

22Do you feel that the management adopts a systematic grievance redresseal procedure to settle the grievances

Medical facility

23Is the first aid and medical facilities are available on time

Job related skills

24How beatifying is the records system in your company

25Is there growth in you position

26How does the organization support your careers development

27Are you aware satin tied with your company policies

BIBLIOGRAPHY K.ASWAHTHAPPA, Human Resource and Personnel Management, (2001) DR.P.C.Pardeshi, Human Resource Management,(2005) Margaret Dale Kogan, Page Publishers, 2003 Gareth Roberts, CIPD Publishing, 1997

Kalai Project

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