Quality of Work Life Icici Insurance

A SYNPOSIS Report on
A STUDY ON QUALITY OF WORKLIFE WITH

REFERENCE TO
ICICI PRUDENTIAL LIFE INSURANCE
Submitted for the partial
Fulfillment of the requirement for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted
By
Gaddam Hema
(142220672052)
Under The Esteemed Guidance of

Mrs.S. MALIKA BEGUM
Associate Professor
CSI INSTITUTE OF PG STUDIES

(Affiliated to Osmania University)
HYDERABAD
2020-2022
1
A PROJECT REPORT
ON
QUALITY OF WORK LIFE
2
CHAPTER – I
INTRODUCTION
INTRODUCTION OF HUMAN RESOURCE MANAGEMENT (HRM)
For any organization, Human resource is of paramount importance for the success. It
is a source of strength and aid, wealth of an organization which can help it in achieving its
goals. Human resource consist of the total knowledge, skills, creative abilities, talents and
aptitudes of an organization’s work force, as well as the values, attitudes and beliefs of the
individuals involve in it. No business/organization can exit and grow without appropriate
human resources in the present complex environment. So, human resource has become the
focus of attention of every progressive organization Human Resource Management is that
process of management which Develops and manages the human element of an enterprise
i.e., recruit, select, Train and develop members of an organization, not only management
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skills but also the attitudes and aspirations of people. Human resource management is
concerned with integration getting all the members of the organization involved and working
together With a sense of common purpose. HRM is Proactive rather than reactive, qualitative
improvement of people who are considered as the most valuable assets of an organization.
DEFINITIONS OF HRM
Personnel management is the planning, organization. Directing and controlling of the
procurement, development compensation, integration, maintenance and separation of human
resources to the end that individual, organization and societal objectives are accomplished
“Edwin-B. Flippo”.
HRM is a process consisting of four functions-acquisitions development, motivation
and maintenance of human resources.
FEATURES OF HRM:
 HRM is concerned with development of human resource
 It is central subsystem permitting all functions of management.
 It converts all levels and categories.
 It is concerned with behavioral emotional and social aspects of personnel.
 It applies to all organizations in the universe.
IMPORTANCE OF HRM
1. Harmony in management – employee relationships
2. Duty of every manager
3. Development of people
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INTRODUCTION TO QUALITY OF WORK LIFE
The present study was conducted to examine the work related factors and demographic factors
have any relationship with the perception of quality of work life and to explore the relationship
between quality of work and quality of life in textile industries located at Tirunelveli. The work
related factors are combined in six categories: working environment, welfare measures, safety
measures, supervision, participation in decision making and intercommunication. The results
hold that demographic factors and work related factors have significant relationship with
perception of quality of work life.
DEFINITION - QWL
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Quality of work life means “the degree of top members of a work organization is able to
satisfy important personal needs through their experience in the organization”.
QWL could be defined as “the Quality of the relationship between the man and task.”
MEANING
Quality of work life has gained deserved prominence in the Organizational Behavior as
an indicator of the overall of human experience in the work place. It expresses a special way of
thinking about people their work and the organizational in which careers are fulfilled.
QWL refers to the relationship between a worker and his environment, adding the human
dimension to the technical and economic dimensions within which the work is normally viewed
and designed. QWL focus on the problem of creating a human working Environment where
employees work co – operatively and achieve results collectively. It also includes: The program
seeks to promote human dignity and growth. Employees work collaboratively they determine
work change participate. The programs assume compatibility of people and organization.
QWL refers to the level of satisfaction, motivation, involvement and commitment
individuals experience with respect to their line at work. QWL is the degree of excellence
brought about the work and working conditions which contribute to the overall satisfaction and
performance primarily at the individual level but finally at the organizational level.
CONCEPT
QWL is a prescriptive concept, it attempts to design work environments so as to
Maximize concern for human welfare. QWL acts in two dimensions:
 Goal
 Process
QWL acts as goal by

 Creation of more involving
 Satisfying and effective jobs
 Work environment for people at all levels of the organization
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QWL acts as process by
 Make efforts to realize this goal through active participation
The whole essence of QWL may be stated thus, the QWL is co – operative rather than
authoritarian; evolutionary and open rather static and rigid; informal rather than mechanistic;
mutual respect and trust than hatred against each other.
Objectives of QWL
The major objectives for the QWL are:
 Improve Employees satisfaction strengthen workplace learning, and
 Better Manage on – going chance and transition
MAJOR FACTORS AFFECTING THE QWL

QWL means having good supervision, good working conditions, and good pay and benefits an
interesting and challenging, and a rewarding job. The major factors that effect the QWL may be
stated thus.
 PAY
QWL is basically built around the concept of equitable pay. In the days ahead, employees
may want to participate in the profits of the firm as will. Employees must be paid their due share
in the progress and prosperity of the firm.
 BENEFITS
Workers throughout the globe have raises their expectations over the years and now feel entitled
to benefits that were once considered a part of the bargaining process.
 JOB SECURITY
Employees want stability of employment. They do not like to be the victims of whimsical
personal policies and stay at the mercy of employers.
 ALTERNATIVE WORK SCHEDULES
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Employees demand more freedom at the workplace, especially in scheduling their work. Among
the alternative work schedules capable of enhancing the quality of work life for some employees
are:
1. Flexi time: A system of flexible working hours,
2. Staggered hours: Here groups of employees begin and end work at different intervals.
3. Compressed workweek: It involves more hours of work per day for fever days, per week.
4. Job enrichment: It attempts to increase a person's level of output by providing that persons
with exciting, interesting, stimulating or challenging work.
5. Autonomous work groups (AWGs): Here a group of workers will be given some control of
decision-making and have responsibility for a task area without day-to-day supervision, and with
authority to influence and control both group members and their behavior.
Occupational Stress
Occupational mental-health programmed dealing with stress is beginning to emerge as a new and
important aspect of QWL programmes. Obviously, and individual suffering from an
uncomfortable amount of job-related stress cannot enjoy a high quality of work life.
Worker Participation
Employees have a genuine hunger for participation in organizational issues affecting their lives.
Naturally they demand far more participation in the decision making process at the workplace.
Social Integration
The work environment should provide opportunities for preserving an employee's
personal identify and self-esteem through freedom from prejudice, a sense of community,
interpersonal openness and the absence of stratification in the organization.
Work and total life space
A person's work should not overbalance his life. Ideally speaking, work schedules, career
demands and other job requirements should not take up too much of a person's leisure time and
family life.
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WAY TO CREATE HIGH QWL
QWL deals with the relationship between every employee and his or her work
organization. This relationship is formal in sometimes less formal. This contract is
psychological; contract. "Psychological contract is the set of expectations held be the
individual specifying what the individual and the organization expect to give and receive
from each other in the course of their working relationship". This contract represents the
expected exchange of values that encourages the individual to work for the organization
and motivates the organization to employees
QWL AND CULTURE
QWL involves a variety of different factors held to be of some importance by employees in
Canada, U.S.A., Japan, and Western Europe. Singaporeans presumably have their own
conceptions about what comprises a quality working life. These notions have been tempered by
their respective experiences at work as well as their particular cultural values.
ploy tha Hofstede identified four broad dimensions of culture that he named individualism,
power distance, masculinity, and uncertainty avoidance. Hofstede depicted Singapore as being
much less individualistic than countries like the USA and Canada. Being low on individualism,
Singaporean employees may expect a more group oriented, family-like relationship than
employees from more highly individualistic countries such as the USA.
t person, (i.e) Contribution and Inducements.
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A healthy psychological contract means that inducements and contributions are balance.
INDUCEMENTS = CONTRIBUTIONS
(Organization to employees) = (employee to organization)
This is the way for organization to create healthy psychological contract and Jobs satisfaction
for their members is to provide them with High QWL environment.
ASPECTS OF HIGH QWl

QWL are highlighted by the following Benchmarks of managerial excellence.
Participation: Involving people from all levels of responsibility in decision-making
Trust : Reside signing jobs systems and structures to give people more
freedom at work.
Reinforcement : Creating reward systems that are fair, relevant and contingent on work
performance
Responsiveness : Making the work setting more pleasant and able to serve individual
needs.
QWL PROGRAMS
QWL programs concentrate on creating a working environment that is conductive to
the satisfaction of worker needs. This program assumes that a job and the work environment
should be structured to meet as many of the workers needs as possible.
Richard Walton has organized into eight categories. These should be integrated, coordinated
and properly managed.
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These programs are helped to avoid some pitfalls like :
 QWL program must be implemented with the co-operation of management and labour.
 Action plans must be carried to completion.
 Care must be taken to concentrate the focus on the joint objectives of improving the QWL.
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RESULTS OF HIGH QWL
 High Productivity
 Increase organizational effectiveness
 High employee satisfaction
 High morale
 Reduce the absenteeism and labour turn over
 Increase the quality of life of employees
 High employee involvement
 Peaceful industrial relation
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 NEED AND IMPORTANCE OF THE STUDY
The project was undergone in ICICI PRUDENTIAL LIFE INSURANCE SYSTEMS
LIMITED for a period of two months. Theoretical knowledge is insufficient to cope up with
the modern functioning of the companies. So in order to gain practical knowledge, the
project was done at ICICI PRUDENTIAL LIFE INSURANCE SYSTEMS LIMITED on the
topic “A STUDY ON QUALITY OF WORK LIFE”.
Quality is generally defined as “Conformance to requirements”. Quality is “as fitness
for purpose”. The concept of quality is not apply to all goods and services created by human
beings, but also for workplace where the employees were employed.
Quality in the workplace comes from understanding and then fully meeting, the needs
of all your internal and external customers, now and into the future and doing so with
continual improvement in efficiency and effectiveness.
QWL refers to the favorableness or un – favorableness of a total job environment of
the people. The basic purpose is to develop jobs and working conditions that are excellent for
people as well as for the economic health of the organization. QWL provides a more
humanized work environment. It attempts to serve the higher – order needs of workers as
well as their more basic needs. It seeks to employ the higher skills of workers and to provide
an environment that encourages improving their skills.
The above said are very essential things to improve the work life of employees in the
organization.
There is a need to study the concept of QWL which helps us to understand the success stories
of the organizations which are very small compared with their competitors but due to their
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planned approach and effective control measures by applying the concept of QWL
overwhelmed themselves in their achievements in the existing dynamic environment.
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 OBJECTIVES OF THE STUDY
 To study the workers participation in ICICI PRUDENTIAL LIFE INSURANCE SYSTEMS

LIMITE
 To examine how the training and development programs helps to improve the quality of work life.
 To know how the various welfare activities and other benefits helps to bring a better quality of work
life.
 To know how the existing working conditions, industrial health and safety help to improve the
quality of work life.
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 SCOPE OF THE STUDY
The study is confined to ICICI PRUDENTIAL LIFE INSURANCE Systems Ltd only with
special reference to QWL. Efforts are made to cover all departments of employees but the study
may not fully reflect the entire opinion of the employees. The sample chosen for the study were
the employees of ICICI PRUDENTIAL LIFE INSURANCE Systems Ltd, Gandhi Nagar & the
size of the sample is 30.
Quality of work life covers various aspects under the general umbrella of supportive
organizational behavior. Thus, the QWL should be broad in its scope. It must be evaluate the
attitude of the employees towards the personnel policies. The research will be helpful in
understanding the current position of the respective company. And provide some strategies to
extent the employee’s satisfaction with little modification which is based on the internal facilities
of the company.
This research can be further used to evaluate the facilities provided by the management towards
the employees. This study also helps in manipulating the basic exception of the employees.
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HYPOTHESIS OF THE STUDY
Workers who feel that they are supported and appreciated by their supervisors are more likely
to feel that they contribute to the organization’s productivity.
QWL is considered a multi-dimensional construct with no clearly accepted definition of the

term. This subjective definition means accurate measurement of its parameters is complex.
QWL differs from job satisfaction , as job satisfaction is considered one of the outcomes of
QWL. In turn, QWL is mainly associated with job satisfaction, motivation, productivity,
health, job security, safety and well-being .
Following , QWL involves four major parts: a safe work environment; occupational health
care; appropriate working time; and fitting salary. According to , QWL involves the effect of
the workplace on satisfaction with the job, satisfaction in non-work life domains, and
satisfaction with overall life, personal happiness and subjective well-being.
The factors relevant to employees’ QWL include the social environment within the
organization, the relationship between life on and off the job, the specific tasks they perform
and the work environment .
Providing safe and healthy working conditions aims to ensure the employee’s good health,
thus, taking measures to improve QWL is expected to increase employee’s motivation
ultimately leading to the enhancement of performance and productivity .
Accordingly, a work environment that is able to fulfill the employee’s personal needs will
lead to an excellent QWL
Thus, the following research hypothesis is considered:
Hypothesis 2 (H2).
Workers who feel that they are integrated in a good working environment are more likely
than others to feel that they contribute to the organization’s productivity.
Researchers have proposed differentiated models concerning QWL. For example, in a model
is proposed in which the needs of psychological growth were connected to QWL. The same
authors recognized several needs: skill variety; task identity; task significance; autonomy;
and feedback.
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In , a model is originally proposed founded on five critical key-factors concerning the
satisfaction of workers’ needs, namely:
(i) work environment;

(ii) (ii) job requirements;
(iii) (iii) supervisory behavior;
(iv) (iv) ancillary programs; and (v) organizational commitment.
The second vision is highly valued in organizations committed to playing a responsible role
in society, since QWL benefits the employee’s pride, social commitment, satisfaction and the
organization’s contribution to society and can also be positively influenced by organizational
support, for instance by relieving fatigue and enhancing self-efficacy
QWL has been considered as the condition experienced by the individual in terms of the
dynamic pursuit of their hierarchically organized goals within work domains, whilst reducing
the gap separating the individual from these goals can have a positive impact on the
individual’s general quality of life, organizational performance, and consequently on the
overall functioning of society .
Furthermore, QWL is a phenomenon that can originate a change in terms of organizational

culture, since the former corresponds to employees’ interpretation of all the conditions in a
workplace and their perception of those conditions
In a related vein, QWL can be approached as an indicator of the overall quality of the human
experience at work The same author advocates that it creates a favorable workplace, which
enhances employee well-being and satisfaction.
Employees that feel they are treated with respect by people they work with, and employees
who feel proud of their job, increase their feeling of belonging to the company, thus feeling
that they are an asset to the organization Studies found that feeling respected is a predictor of
QWL, together with self-esteem, variety in daily routine, challenging job, autonomy, safety,
rewards and good future opportunities; and as already mentioned an improved QWL is
expected to lead to a higher productivity
Considering the previous vision, the QWL construct can be completed by incorporating
subjective measures related with employee satisfaction, motivation, involvement and
commitment with respect to their lives at work . In the same vein, QWL corresponds to the
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degree to which individuals are able to satisfy their important personal needs while employed
by the firm. This gives rise to the following research hypothesis:
 LIMITATIONS OF THE STUDY
 Converting qualitative data into quantitative data may often lead to inaccurate results. The
respondents may not have expressed their strong negative feelings about the policies, which result
in the error of central tendency.
 Few respondents were reluctant while answering the questions.
 Efforts were made to cover maximum employees but the study may not
reflect the opinion of the entire employees.
 The accuracy of the analysis & the conclusion drawn entirely depends upon the reliability of
the information provided by the employees, which may change according to time & situation.
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RESEARCH METHODOLOGY
SAMPLING DESIGN:
Exploratory research is carried out for the study. For achieving the objectives, a study was
conducted. For surveys, personal interviews of various managerial level employees were
undertaken. Personal interviews were conducted as a mode of survey to make the study more
meaningful & so that maximum information could be collected. For conducting the personal
interview of workers a questionnaire was made. The questionnaire was structured with close-
ended questions.
SAMPLE SIZE:
A sample size of 30 employees was selected randomly for the study using convenience
sampling and close-ended questionnaire.
DATA COLLECTION:
Once the pre-testing was over the researcher started the data collection, the study utilized
both the primary and secondary data.
PRIMARY DATA:
It is done by a well-structured questionnaire & discussions with the HRD Manager &
interviews with a few number of employees.
Primary sources Questionnaire
Personal interviews
SECONDARY DATA:
Primary data for one party becomes secondary data for the other users. Secondary data refers
to the existing data that had been collected with an objective other than the research purpose.
Secondary Sources
Secondary data is gathered from Academic texts,Company profile.,Journals,Websites.
Period of The Study : The time period of my concerned project was 45 days.
The data which I collected is current in nature.
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CHAPTER II
REVIEW OF LITERATURE
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RESEARCH METHODOLOGY
For better understanding of the driver’s quality of work life, qualitative methods were
employed in this study. This is because; a major strength of the qualitative approach is
the depth to which explorations are conducted and descriptions are written, usually
resulting in sufficient details for the reader to grasp the idiosyncrasies of the situation .
The research for this study was conducted onsite at the bus depots since Creswell
explains that qualitative research takes place in the natural setting. According to
Creswell, qualitative researchers look for involvement of their participants in data
collection and seek to build rapport and credibility with the individuals in the study.
Sensitizing concepts, referring to the concepts or categories that analysts bring to the
data, provide the researcher with a general direction in which to look for data . This
study was influenced by the sensitizing concepts that emerged from the review of the
literature, namely work stress, factors influencing quality of work and strategies adopted
to cope with stress.
DATA COLLECTION
Data collection took around four months which consisted of individual interviews
and naturalistic observation. Interviews were conducted using a semi-structured
interview guide which served to guide but not govern the discussion. Questions were
open-ended in order to provide participants with the opportunity to fully explain their
experiences.
DATA ANALYSIS
Following the procedure recommended by Strauss and Corbin , three types of
coding were adopted to analyze the data. First, open coding was used to discover and
identify the properties and dimensions of concepts in the data. Second, axial coding was
employed to link the core categories together at the level of properties and dimensions.
Third, selective coding was used as a process of integrating and refining theory. To
organize this process, a systematic approach to the analysis of transcripts was adopted in
a procedure akin to that of Turner .
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CONCLUSION
Growing threats to well-being such as increased road traffic and increasingly tight
running schedules from commercial pressure will no doubt add to the burden felt by bus
drivers. Such observations may add to the notion that poor well-being in drivers is part
and parcel of the job for bus drivers, though this perspective is not helpful or ethically
appropriate.
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RESEARCH REVIEW:
 MILLER
Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis & Lawler, 1984; Cooper, 1988)
define the qualities of work life are broadly similar to the study on Singaporean
Employees Development suggest four dimensions of Quality of work life labeled as,
i) Favorable work environment
ii) Personal growth and autonomy
iii) Nature of job and iv)Stimulating opportunities and co-workers Good performance is
recognized in addition to rewards
iv) being based upon performance while employees are respected and treated like mature people.
Historically, work has occupied an important place in the life of human beings.
How people have thought and felt about the working experience has also been an age old
concern for both workers and managers. During the twentieth century, our social science
conceptualisations The term quality of working life (QWL) was probably coined
originally at the first international conference on QWL at Arden House in (Davis &
Cherns).
Mills probably coined the term quality of working life and suggested that it had
moved permanently into the vocabulary of unions and management, even if a lot of the
people using it were not exactly sure what territory it covered.regarding work have been
labelled scientific management, human relations, socio-technical systems theory, and now
possibly holistic learning organizations.
QWL owes its origins to the marriage of the structural, systems perspective of

organizational behaviour with the interpersonal, human relations, supervisory-style
perspective QWL has been quite well received as an approach leading to greater
democratization and humanization of the work place as well as to greater productivity on
the part of the work force. QWL programs propose a movement toward greater
engagement with the cooperation, knowledge, and tacit skills of the work force.
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The wage-work bargain (a fair day’s pay for a fair day’s work), the
protection of workers from the hazards of illness and unemployment, and the
protection of the worker from arbitrary the authority of management.
More recently, Deutsch and Schurman suggested that strategies in the USA
developed by unions are to increase the amount of employee participation and
involvement in decision-making around the areas of new technology, work
environment and skill training and development. This move is set within a context
of a split between anti-union and pro-union factions who would like to see
different kinds of activities among the employees. The existence of and the
quality of the relationship between union and management is an important factor
in the success of cooperative undertakings.
The Study on Singaporean Employees development, Cheng S says in a high QWL

there should be a positive impact on personal life, an opportunity to be involved in
decision as well as an acceptable level of physical comfort. Jobs seen to exist within high
QWL work situations are those in which there is minimal negative impact on one’s
personal life, and hopefully one which has a positive impact on one’s personal life.
We would expect that these dimensions comprising QWL that were found in the
present sample are consistent with the rapid economic growth and increasingly higher
levels of educational standards in Singapore. Research studies (Taylor, Taylor, Donald, )
have generally established that QWL is positively associated with job satisfaction and can
be a significant motivator. One implication of this finding for management is the need
to consider the type of intrinsic and extrinsic factors highlighted by the four
aspects of QWL that comprise the motivational reward-incentive system used in
organizations. Designing the job and the work environment so as to include the
characteristics of the QWL dimensions discussed above will contribute to the worker’s
sense of well-being, and providea more positive start to other work motivation
programmes within the organization.. Kirkman suggests that in the future work society;
the drive for more humanitarian treatment both in and out of work will increase.
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Cheng S in his paper QWL through employee participation in Singapore has discussed
the following four different approaches to QWL Employee share option scheme, Joint
management consultation, Quality circle and Industrial relations circle.
This is an interesting situation given the high degree of emphasis on achieving high
standards in performance and quality known in Singapore. QWL has also been viewed in
a variety of ways including a) as a movement b) as a set of organizational interventions
and
c) as a type of working life felt by employees QWL, Self-evaluation and life satisfaction
among American Africans.
when for many people sex and relationships are troublesome--since they are often
hazardous to our health--work plays an even greater role in keeping us "out of trouble."
regardless of how much we earn, most of us have some kind of agenda or work plan. and
with so many people opening a home and a cyber-office, with mounting levels of
technology-related stress (which hyperlink "http://www.qwl.com/bruria.html" bruria
ginton, owner turned content-provider, calls frustression), many of us end up involved in
more than one job, which we feel compelled to get done, spending the greatest portion of
our lives in what we consider our workplace. so quality of work life (qwl) is not some
notion of frivolous luxury. qwl is just as real and useful as virtual reality itself. the term
quality of working life (qwl) was probably coined originally at the first international
conference on qwl at arden house in (davis & cherns, . mills probably coined the term
quality of working life and suggested that it had moved permanently into the vocabulary
of unions and management.
Sample
data were collected by means of structured questionnaires from 332
singaporean employees. the questionnaires were delivered to the workplace
and those who volunteered to participate answered the questions on their own
time. all questionnaires were accompanied by a covering letter stating the
purpose of the study, as well as its voluntary, and confidential nature. the
questionnaires were returned to a liaison officer in sealed envelopes. the
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completed questionnaires were collected by the authors. a number of
questionnaires were also mailed to employees in a few organizations that
communicated to the investigators that they were willing to participate. the
response rate for employees was 66.4%. this high response rate is probably
due to the commitment of senior management to the study and
conscientious follow-up of the organizational representative for the project.
Measurement Device
A thirty-five (35) item questionnaire, derived and adapted from an earlier QWL study

Miller, , was used to measure QWL. Respondents were asked to rate the extent to which
they perceived the importance of each QWL item in their work situation. The scale
employed a 5-point Likert format ranging from (1) ‘very low importance’ to (5) ‘very
high importance’.
DISCUSSION
The results from the present study suggest four underlying dimensions of QWL:
supportivemanagement and favorable work environment, personal growth and autonomy,
the nature of the job, and stimulating opportunities and co-workers.
The first factor relates to a favorable working environment. A high QWL job is one in

which there is an efficient work situation, a management who is concerned about helping
subordinates solve problems and actively assists on work problems, no negative impact
on personal life as well as an absence of inappropriate work demands. Factor 1
emphasizes that good performance is recognized in addition to rewards being based upon
performance while employees are respected and treated like mature people.
The second QWL factor was labeled personal growth and autonomy. For there to be a
high QWL, employees in this sample also wanted competent supervision and a
management who actively assisted them on solving work problems and who were also
concerned about their personal problems. A high quality work life was perceived to be
one in which there was an opportunity to develop close personal ties, achieve career goals
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with an absence ofexcessiv job stress.The third QWL factor identified has been labeled
rewarding nature of the
Job. Work situations providing adequate levels of pay and other benefits are
Perceived as being high QWL work environments. As socio-economic
Conditions change, it is expected that the importance of this factor will also change.
The fourth and last factor identified was the perception of stimulating opportunities
And co-workers. It is clear from the findings that the aspiring Singaporean job
Entrant seeks a relatively high level of security, career opportunities, personal
Development and reward incentives in his/her working environment. We would expect
that
these dimensions comprising QWL that were found in the present sample
are consistent with the rapid economic growth and increasingly higher levels of
educational standards in Singapore.
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 CHENG. S
The Influence Of Quality Of Work Life On Employee
The bottom line of it being that the workers feel that they have been treated unfairly or
inequitably remunerated at their workplace. Yet still, accumulating evidence indicates
that it is expensive for companies to hire a new worker than it is to retain a current
serving worker
Besides, companies lose millions or even billions of money or have their reputation
damaged every time workers withdraw their labor or expose their unfair treatment or
remuneration at their workplace. As a result, both academicians and labor experts have
been pondering and grappling with questions such as what really ought to be done to
motivate workers good enough to evade labor strikes and reduce turnover intention or
turnover.
There is a large body of research literature showing that since companies incur high
screening and training costs in hiring new workers, they often attempt to discourage
employee turnover and inter-firm mobility among their valued workers by establishing
long-term employment relationships and by attempting to enhance employees’ utility
derived from work.
However, based on the researcher’s literature review, it is surprising that researchers have
rarely investigated the important influence of employees’ perceptions of quality of work
life (QWL) on their tenure intention - particularly in developing countries such as those in
Southern Africa. Perhaps too, it might not be prudent and judicious to assume a-priori
that the meager prior evidence from the developed parts of the world on this matter is
applicable to developing countries.
The present research is designed to fill these identified research gaps and further validate
the existing sparse evidence on quality of work life and tenure intention relationship by
examining the influence of employee perception of quality of work life on their tenure
intention in sector.
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Fairness Theory
Fairness theory has previously been used in management studies to explain employee
reactions to organizational authorities (Brockner, Fishman, Reb, Goldman, Speigel &
Garden, 2007; Azar & Darvish, 2010). According to Folger (2001) and Cropanzano &
Rupp (2003), Fairness theory is about injustice and justice is concerned with moral virtue.
Fairness theory attempts to integrate the distinct components of justice into a global
theory of fairness (Folger & Cropanzano, 2001). In psychology studies, Fairness theory
suggests that when the individuals face negative situations, they make cognitive
comparisons, known as ‘‘counterfactual thoughts’’ (Nicklin, Greenbaum, McNall, Folger
& Williams, 2011). They compare what actually happened to what might have been
(Elovainio, Bos, Linna, Kivimäki, Mursula & Pentti, 2005). Furthermore, individuals add
their own thoughts, past experiences and personal modes of thinking to create complex
interpretations (Azar & Darvish, 2010).
Relating Fairness theory to the current research, this study submit that when SME
employees evaluate the quality of work life at their workplace, they judge it against what
should, could and would alternative scenarios. They will ask themselves counterfactual
question such as, would our quality of work life be better if their remunerations increase
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. The hypothesized linkages between these research constructs are provided
hereafter the conceptual model in Figure 1.
Employee Job Satisfaction (EJS)
yee Perception of Quality of Work Life (QWL) Employee Tenure Intention (ETI)
Employee Job Commitment (EJC)

2
5
Perhaps the answer is, better quality of work life makes employees happy with their job at
their workplace and that happiness trickles down to their homes and family life. There is
some evidence showing that satisfied employees are happy employees; happy employees
are dedicated and loyal employees; happy employees are therefore productive and also
tend to stay longer with a company
32
Eventually, the fulfillment of employees’ needs will trigger their satisfaction with the job,
commitment to their job and hence leading to desire long tenure at their workplace.
H1: There is a positive relationship between quality of work life and employees’
job Satisfaction in the sector.
job
Commitment in the sector.
tenure intention in the sector.
Sample and data collection
The data used for this study were collected from employees in Harare – the biggest city in
Zimbabwe. The sample included employees in both the manufacturing and service sector.
University of Zimbabwe students were recruited to assist with the distribution and
collection of the questionnaires after permission was sought from the owners or
managers.
Measurement instrument development
Research scales were operational zed mainly on the basis of previous work. Proper
modifications were made in order to fit the current research context and purpose.
All the measurement items were measured on a 5-point Liker-type scales that was
anchored by 1= strongly disagree to 5= strongly agree to express the degree of
agreement. I
Measurement Model Results
The researcher followed the two-step approach advocated by Anderson & Gerbing
that is, to estimate a measurement model prior to examining structural model
33
relationships. The four research constructs were modeled as four correlated first-order
factors that corresponded to a six-item quality of work life factor, a five-item employee
job satisfaction factor, a six-item employee job commitment factor, and a three-item
employee tenure intention factor. LISREL 8.8 was used, with covariance as input, to
estimate the model.
DISCUSSION AND CONCLUSIONS
The purpose of the current research was to examine the influence of employees’
perception of quality of work life on their job satisfaction, job commitment and tenure
intention. The Fairness theory was utilizes to provide a theoretical grounding for the
conceptualized framework. In particular, five hypotheses were posited.
IMPLICATIONS OF THE STUDY
The current research is the first to study these relationships using data collected from
employee’s .Because of the rapidly growing importance sector, particularly employment
generation and economic growth.
These findings provide fruitful implications for both practitioners and academicians. On
the academic side, this study makes a significant contribution to the organizational
behavior and human resources management literature by systematically examining the
influence of quality of work life on employees
LIMITATIONS AND FUTURE RESEARCH
Although this study makes significant contributions to both academia and practice, it was
limited in some ways, and therefore some future research directions are suggested. First,
the data were gathered from the employees’ side. The results would be more informative
if data from both sides of the dyad were compared. Future studies may be conducted by
using paired data from both the employers and employees sides. Second, the current study
was limited.
34
CHAPTER -3
COMPANY AND INDUSTRY PROFILE
35
COMPANY PROFILE
ICICI prudential life insurance at a Glance:
The ICICI prudential life insurance Group, founded in 1992 by Sri Nara
Chandra Babu Naidu, is one of the fastest growing Private Sector Enterprises in India, with
three-business divisions viz., Dairy, Retail and Agri under its flagship Company ICICI
prudential life insurance Foods (India) Limited (HFIL), one infrastructure subsidiary - ICICI
prudential life insurance Infra Developers Limited and other associate Companies viz., ICICI
prudential life insurance Finlease Limited, ICICI prudential life insurance International
Limited and ICICI prudential life insurance Agro Merine Private Limited. The annual
turnover of ICICI prudential life insurance Foods crossed Rs.347 crores in 2006-07 and is
aiming for Rs.700 crores during 2007-08.
Presently ICICI prudential life insurance’s milk products have market presence in
Andhra Pradesh, Karnataka, Kerala, Tamil Nadu and Maharashtra and its retail stores across
Bangalore, Chennai and Hyderabad. Integrated agri operations are in Chittoor and Medak
Districts and these are backbone to retail operations.
In the year 1994, HFIL went to Public Issue to raise resources, which was
oversubscribed 54 times and its shares are listed under B1 Category on BSE (Stock Code:
519552) and NSE (Stock Code: HERITGFOOD)
About the Founder:
Sri Chandra Babu Naidu is one of the greatest Dynamic, Pragmatic, Progressive and
Visionary Leaders of the 21st Century. With an objective of bringing prosperity in to the rural
families through co-operative efforts, he along with his relatives, friends and associates
36
promoted ICICI prudential life insurance Foods in the year 1992 taking opportunity from
the Industrial Policy, 1991 of the Government of India and he has been successful in his
endeavor.
At present, ICICI prudential life insurance has market presence in all the states of
South India. More than three thousand villages and five lakh farmers are being benefited in
these states. On the other side, ICICI prudential life insurance is serving more than 6 lakh
customers needs, employing more than 700 employees and generating indirectly employment
opportunity to more than 5000 people. Beginning with a humble annual turnover of just
Rs.4.38 crores in 1993-94, the sales turnover has reached close to Rs.300 crores during the
financial year 2005-2006.
Sri Naidu held various coveted and honorable positions including Chief Minister of
Andhra Pradesh, Minister for Finance & Revenue, Minister for Archives & Cinematography,
Member of the A.P. Legislative Assembly, Director of A.P. Small Industries Development
Corporation, and Chairman of Karshaka Parishad.
Sri Naidu has won numerous awards including " Member of the World Economic
Forum's Dream Cabinet" (Time Asia ), "South Asian of the Year " (Time Asia ), " Business
Person of the Year " (Economic Times), and " IT Indian of the Millennium " ( India Today).
Sri Naidu was chosen as one of 50 leaders at the forefront of change in the year 2000
by the Business Week magazine for being an unflinching proponent of technology and for his
drive to transform the State of Andhra Pradesh.
Forward looking statements:
“We have grown, and intended to grow, focusing on harnessing our willingness to
experiment and innovate our ability to transform our drive towards excellence in quality, our
people first attitude and our strategic direction.
Mission:
37
Bringing prosperity into rural families of India through co-operative efforts and
providing customers with hygienic, affordable and convenient supply of " Fresh and Healthy
" food products.
Vision:
To be a progressive billion dollar organization with a pan India foot print by 2012.To
achieve this by delighting customers with "Fresh and Healthy" food products, those are a
benchmark for quality in the industry.
We are committed to enhanced prosperity and the emfoodment of the farming
community through our unique "Relationship Farming" Model.
To be a preferred employer by nurturing entrepreneurship, managing career
aspirations and providing innovative avenues for enhanced employee prosperity.
ICICI prudential life insurance Slogan:
When you are healthy, we are healthy
when you are happy, we are happy
We live for your "HEALTH & HAPPINESS"
Quality policy of HFIL:
We are committed to achieve customer satisfaction through hygienically processed
and packed Milk and Milk Products. We strive to continually improve the quality of our
products and services through up gradation of technologies and systems.
ICICI prudential life insurance's soul has always been imbibed with an unwritten
perpetual commitment to itself, to always produce and provide quality products with
continuous efforts to improve the process and environment.
Adhering to its moral commitment and its continuous drive to achieve excellence in
38
quality of Milk, Milk products & Systems, ICICI prudential life insurance has always been
laying emphasis on not only reviewing & re-defining quality standards, but also in
implementing them successfully. All activities of Processing, Quality control, Purchase,
Stores, Marketing and Training have been documented with detailed quality plans in each of
the departments.
Today ICICI prudential life insurance feels that the ISO certificate is not only an
epitome of achieved targets, but also a scale to identify & reckon, what is yet to be achieved
on a continuous basis. Though, it is a beginning, ICICI prudential life insurance has initiated
the process of standardizing and adopting similar quality systems at most of its other plants.
Commitments:
Milk Producers:
Change in styles of rural families in terms of::
 Regular high income through co-operative efforts.
 Women participation in income generation.
 Saved from price exploitation by un-organized sector.
 Remunerative prices for milk.
 Increase of milk productivity through input and extension activities
 Shift from risky agriculture to dairy farming .
 ICICI prudential life insurance
 Financial support for purchase of cattle; insuring cattle
 Establishment of Cattle Health Care Centers
 Supplying high quality Cattle feed
39
 Organizing "Rythu Sadasu" and Video programmes for educating the farmers in
dairy farming
Customers:
 Timely Supply of Quality & Healthy Products
 Supply high quality milk and milk products at affordable prices
 Focused on Nutritional Foods
 More than 4 lakh happy customers
 High customer satisfaction
 24 hours help lines ( <10 complaints a day)
Employees:
 Enhancing the Technical and Managerial skills of Employees through continuous
training and development.
 Best appraisal systems to motivate employees.
 Incentive, bonus and reward systems to encourage employees.
 ICICI prudential life insurance forges ahead with a motto "add value to everything
you do"
Shareholders:
Returns:
Consistent Dividend Payment since Public Issue (January 1995)
Service:
 Highest impotence to investor service; no notice from any regulatory authority since
2001 in respect of investor service
 Very transparent disclosures
40
Suppliers:
Doehlar: technical collaboration in Milk drinks, yogurts drinks and fruit flavored
drinks Alfa-Laval: supplier of high-end machinery and technical support Focusing on Tetra
pack association for products package.
Society:
 Potential Employment Generation
more than 3500 employees are working with ICICI prudential life insurance
more than 9500 procurement agents got self employment in rural areas
more than 5000 sales agents associated with the company
 Employment for the youth by providing financial and animal husbandry support for
establishing MINI DAIRIES
 Producing highly health conscious products for the society
QUALITIES OF MANAGEMENT PRINCIPLES:
 Customer focus to understand and meet the changing needs and expectations of
customers.
 People involvement to promote team work and tap the potential of people.
 Leadership to set constancy of purpose and promote quality culture trough out the
organization.
 Process approach to assess the efficiency and effectiveness of each process.
 Systems approach to understand the sequence and interaction of process.
 Factual approach to decision making to ensure its accuracy.
41
 Continual improvement processes for improved business results.
 Development of suppliers to get right product and services in right time at right place.
Product/Market wise performance:
The total turnover is Rs 341 Crores during the financial year 2006-07 against the
turnover of 292.02 Crores in 2005-06. Today ICICI prudential life insurance distributes
quality milk & milk products in the states of A.P, Karnataka, Kerala & Tamil nadu.
During the year 2006-07 liquid milk sales was Rs.28329.79 lakhs against Rs.24525.23
lakhs in the previous year. The sales of milk products including bulk sales of cream, ghee and
butter were recorded Rs 5781.59 lakhs against Rs 4677.21 lakhs.
Milk sales:
23% growth was recorded in AP 2.38 lakhs liters per day(LLPD) in 2006-07 against
1.93 LLPD in 2005-06. 13% growth was recorded in Tamilnadu-1.53 LLPD in 2006-07
against 1.35 LLPD in 2005-06. Overall growth of 6% was recorded- 5.49 LLPD in 2006-07
against 5.16 LLPD. Flavored milk sales recorded a growth rate of 77% over 2005-06. Butter
milk sales have gone up by 45% over 2005-06.
Outlook:
Considering the growth potential in the liquid milk market, the company has drawn
plans to increase its market share in the existing markets and to enter into new markets there
by doubling revenues in dairy business in the next 3 years. To achieve this object, company is
undertaking major expansion in dairy business by inverting over Rs20 crores during 2006-07
and over Rs10 crores during the current year to strengthen the milk procurement.
BRANCHES OF HFIL:
HFIL has 3 wings. They are
1. Dairy
2. Retail
42
3. Agribusiness
1. Dairy:
It is the major wing among all. The dairy products manufactured by HFIL are
Milk, curd, butter, ghee, flavored milk, paneer, doodhpeda, ice cream.
2. Retail:
In the retail sector HFIL has outlets namely “Fresh@”. In those stores the products
sold are vegetables, milk& milk products, grocery, pulses, fruits etc.
In Hyderabad 19 retail shops are there. In Bangalore& Chennai, 3&4 respectively are
there. Totally there are 26 retail shops are there.
Fresh@ is a unique chain of retail stores, designed to meet the needs of the modern
Indian consumer. The store rediscovers the taste of nature every day making grocery
shopping a never before experience.
The unique& distinctive feature of Fresh@ is that it offers the widest range of fresh
fruits and vegetables which are directly hand picked from the farms. Freshness lies in their
merchandise and the customers are always welcomed with fresh fruits and vegetables no
matter what time they walk in.
3. Agri Business:
In this business HFIL employees will go to farmers and have a deal with them. Those
farmers will sell their goods like vegetables, pulses to HFIL only. And HFIL will transport
the goods to retail outlets.
The agricultural professors will examine which area is suitable to import vegetables
from and also examine the vegetables, pulses and fruits in the lab. And finally they report to
the Head-Agribusiness. Representatives as per the instructions given by the agri professors
will approach the farmers directly and make a deal with them. It is the process of registering
43
the farmers.
INDUSTRY PROFILE
India is the world's second largest producer of food next to China, and has the
potential of being the biggest with the food and agricultural sector. The total food production
in India is likely to double in the next ten years and there is an opportunity for large
investments in food and food processing technologies, skills and equipment, especially in
areas of Canning, Dairy and Food Processing, Specialty Processing, Packaging, Frozen
Food/Refrigeration and Thermo Processing. Fruits & Vegetables, Fisheries, Milk & Milk
Products, Meat & Poultry, Packaged/Convenience Foods.
India is one of the world’s major food producers but accounts for less than 1.5 per
cent of international food trade. This indicates vast scope for both investors and exporters.
Food exports in 1998 stood at US $5.8 billion whereas the world total was US $438 billion.
The Indian food industries sales turnover is Rs 140,000 crore (1 crore = 10 million) annually
as at the start of year 2000.
India's food processing sector covers fruit and vegetables; meat and poultry; milk and
milk products, alcoholic beverages, fisheries, plantation, grain processing and other consumer
product groups like confectionery, chocolates and cocoa products, Soya-based products,
mineral water, high protein foods etc. We cover an exhaustive database of an array of
44
suppliers, manufacturers, exporters and importers widely dealing in sectors like the -Food
Industry.
The most promising sub-sectors includes -Soft-drink bottling, Confectionery
manufacture, Fishing, aquaculture, Grain-milling and grain-based products, Meat and poultry
processing, Alcoholic beverages, Milk processing, Tomato paste, Fast-food, Ready-to-eat
breakfast cereals, Food additives, flavors etc.
The food industry is the complex, global collective of diverse businesses that together
supply much of the food energy consumed by the world population. Only subsistence
farmers, those who survive on what they grow, can be considered outside of the scope of the
modern food industry.
The food industry includes:
 Regulation: local, regional, national and international rules and regulations for food
production and sale, including • food quality and food safety, and industry lobbying
activities Education: academic, vocational, consultancy.
 Research and development: food technology
 Financial services, credit Manufacturing: agrichemicals, seed, farm machinery and

supplies, agricultural construction, etc.
 Agriculture: Rising of crops and livestock, seafood Food processing: preparation of

fresh products for market, manufacture of prepared food products.
 Marketing: promotion of generic products (e.g. milk board), new products, public
opinion, through advertising, packaging, public relations, etc
 Wholesale and distribution: warehousing, transportation, logistics
 Retail: supermarket chains and independent food stores, direct-to-consumer,

restaurant, food services
 Consumer: End user has one of the highest influences on the food industry through
things like preference
45
The Economic Research Service of the USDA uses the term food system to describe the
same thing:
"The U.S. food system is a complex network of farmers and the industries that link to
them. Those links include makers of farm equipment and chemicals as well as firms that
provide services to agribusinesses, such as providers of transportation and financial services.
The system also includes the food marketing industries that link farms to consumers and
which include food and fiber processors, wholesalers, retailers, and foodservice
establishments."
History
Food processing dates back to the prehistoric ages when crude processing
incorporated slaughtering, fermenting, sun drying, preserving with salt, and various types of
cooking (such as roasting, smoking, steaming, and oven baking). Salt-preservation was
especially common for foods that constituted warrior and sailors' diets, up until the
introduction of canning methods. Evidence for the existence of these methods exists in the
writings of the ancient Greek, Chaldean, Egyptian and Roman civilizations as well as
archaeological evidence from Europe, North and South America and Asia. These tried and
tested processing techniques remained essentially the same until the advent of the industrial
revolution. Examples of ready-meals also exist from pre industrial revolution times such as
the Cornish pasty and the Haggis Modern food processing technology in the 19th and 20th
century was largely developed to serve military needs. In 1809Nicolas Appert invented a
vacuum bottling technique that would supply food for French troops, and this contributed to
the development of tinning and then canning by Peter Durand in 1810. Although initially
expensive and somewhat hazardous due to the lead used in cans, canned goods would later
46
become a staple around the world Pasteurization. Discovered by Louis Pasturing 1862, was a
significant advance in ensuring the micro-biological safety of food.
In the 20th century, World War II, the space race and the rising consumer society in
developed countries (including the United States) contributed to the growth of food benzoate
processing with such advances asspray drying, juice concentrates, freeze drying and the
introduction of artificial sweeteners, coloring agents, and preservatives such as sodium
HYPERLINK "http://en.wikipedia.org/wiki/Sodium_benzoate" \o "Sodium benzoate" . In the
late 20th century products such as dried instant soups, reconstituted fruits and juices, and self
cooking meals such as MRE food ration were developed.
In Western Europe and North America, the second half of the 20th century witnessed
a rise in the pursuit of convenience; food processors especially marketed their products to
middle-class working wives and mothers. Frozen foods (often credited to Clarence Birdseye)
found their success in sales of juice concentrates and "TV dinners". Processors utilized the
perceived value of time to appeal to the postwar population, and this same appeal contributes
to the success of convenience foods today.
The Indian packaged processed foods industry is estimated at US$ 10.87 billion –
US$ 13.05 billion, including biscuits, chocolates, ice-cream, confectionery, snacks, cheese
and butter. Growing at a healthy 14-15 per cent over the past two-three years, major players
in the sector include Britannia, Nestle, Amul, ITC Foods, Parle, Kellogg’s, GlaxoSmithKline,
Wrigley and Frito-Lay, among others.
The industry received foreign direct investments (FDI) totaling US$ 143.80 million in
2007-08 against US$ 5.70 million in the previous fiscal. The cumulative FDI received by the
industry from April 2000-August 2009 stood at US$ 878.32 million.
However, India’s share in exports of processed food in global trade is only 1.5 per
cent; whereas the size of the global processed-food market is estimated at US$ 3.2 trillion and
47
nearly 80 per cent of agricultural products in the developed countries get processed and
packaged.
In order to further grow the food processing industry, the government has formulated
a Vision-2015 action plan under which specific targets have been set. This includes tripling
the size of the food processing industry from around US$ 70 billion to about US$ 210 billion,
raising the level of processing of perishables from 6 per cent to 20 per cent, increasing value
addition from 20 per cent to 35 per cent, and enhancing India’s share in global food trade
from 1.5 per cent to 3 per cent. This would require an investment of US$ 20.6 billion.
According to an Ernst and Young (E&Y) presentation, the food processing industry in
India will grow 30-40 per cent as against the present 15 per cent in the next 10-years.
Prime Minister Dr Manmohan Singh on October 6, 2009 laid out a blueprint for rapid
growth in the country’s food processing sector. The Prime Minister said that this can be
achieved by simplifying the tax structure, formulating a National Food Processing Policy and
improving rural infrastructure.
Moreover, according to Union Minister for Food Processing Industries, Subodh Kant
Sahai the central government is envisaging an investment of US$ 21.50 billion in the food
processing industry over the next five years, a major chunk of which it plans to attract from
the private sector and financial institutions.
48
CHAPTER-IV
DATA ANALYSIS
&
INTERPRETATION
49
DATA ANALYSIS & INTERPRETATION
1. Overall, as an employee how satisfied are you with ICICI prudential life
insurance as an employer?
Table 1: employee satisfaction
Attributes No. of respondents % of responses

Highly satisfied 45 45%
Satisfied 25 25%
Neutral 15 15%
Dissatisfied 10 10%
Highly disSatisfied 5 5%
Total 100
100
90
80 Highly satisfied
70 Satisfied
60
Neutral
50
40 Dissatisfied
30 Highly disSatisfied
20 Total
10
0
No. of respondents % of responses
Graph 1: employee satisfaction
INTERPRETATION
45% of the employees strongly agree that employer is satisfying, 25% agree for the same,
whereas 15% of the employees have a neutral opinion about their Satisfaction with the
employer.
CONCLUSION
With the above interpretation it can be said that more number of employees satisfied with
the company.
50
2. How long have you been working for company?
Table 2: work tenure in the organization
Attributes No. Of respondents % of responses

Less than one year 4 13.33
One yr to less than two yrs 6 20
Two yrs to less than five yrs 7 23.33
Five yrs to less than ten yrs 6 20
Ten yrs or more 7 23.33
Total 30 100
Graph 2: work tenure in the organization
25
20
15
10
5
0 No. of respondents
r s s s e % of responses
yea yr e yr yr or
o n m
on
e tw fiv te r
n an an
han
r so
ha th th st y
sst ess less les Ten
Le l
o o to
art r st yrs
e y e
ney T wo Fiv
O
INTERPRETATION
13.33 % of the employees are new to the company. since they have been working with the
company from less than 1 year only. 20 % of the employees have been working from 1 year
to less than 2 years.23.33 % of the employees have been working from a range of 2 year to
below 5 years .20 % of the employees have been working from 5 years to less than 10 years.
23.33 % of the employees have been working from more than 10 years
CONCLUSION.
With the above interpretation it can be said that there are fewer number of fresh recruits
while there are more number of experienced employees with more than 5 years of experience.
3.How motivating is the work environment?
Table 3: motivating environment in organization

51
EXCELLENT 45 45%
GOOD 25 25%
NEUTRAL 20 20%
BAD 5 5%
WORST 5 5%
Total 100
100
90
80 EXCELLENT
70 GOOD
60
NEUTRAL
50
40 BAD
30 WORST
20 Total
10
0
Graph 3: motivating environment in organization
INTERPRETATION
45% of the employees expressed that the company’s motivation in the work
environment is extremely good. 25 % of the employees mederatly respond that the motivation
is fair in work environment.5% % of the employees said neither they get motivation or get
de-motivation.
CONCLUSION
With the above interpretation it can be said that there are more number of employees
motivated with the present working environment
4.Quality is a top priority with ICICI prudential life insurance?
Table 4: quality in organization

Strongly disagree 0 0
52
Disagree 0 0
Neutral 7 23.33
Agree 10 33.33
Strongly agree 13 43.33
Total 30 100
Graph 4: quality in organization

50
45
40
35
30
25
20
10 % of responses
5
0
ee ee l e ee
gr gr utra gre gr
a a a
di
s
Di
s Ne A
gly
lg y on
n r
ro St
St
INTERPRETATION
33.33% of the employees agree that the organization give much importance to
quality.43.33 % of the employees strongly opinioned that the company gave greater
importance to quality. 23.33 % of the employees gave neutral opinion about this issue i.e.
they neither agreed nor disagreed that company’s top priority is quality.
CONCLUSION
agreed that the organization give much importance to quality.
5. There is adequate communication between departments?
Table 5: communication between departments

Disagree 3 10
Neutral 6 20
Agree 9 30
Strongly agree 12 40
53
Total 30 100
Graph 5: communication between departments
45
40
35
30
25
20
15
5 % of responses
0
INTERPRETATION
40 % of the employees strongly agreed that the organization have adequate

communication between departments. 30 % of the employees agreed moderately that there is
adequate communication between departments. 10% of the employees are disagree that the
organization have adequate communication between departments. 20 % of the employees
neither agreed nor disagreed that the organizations have adequate communication between
departments.
CONCLUSION
agreed that the organization have adequate communication between deportment.
6.Individual initiative is encouraged at ICICI prudential life insurance?

Table 6: encouragement of individual initiative

Disagree 3 10
Neutral 5 16.67
Agree 10 33.33
Total 30 100
Graph 6: encouragement of individual initiative
54
45
40
35
30
25
20
10 % of responses
5
0
ee ee l e ee
gr gr tra re gr
si a sa
Ne
u Ag a
d Di gly
n gly r on
ro St
St
INTERPRETATION
40% of the employees are strongly opinioned that the individual initiative is
encouraged at the organization. 33.33 % of the employees agreed that the company giving
importance to individual initivative.10 % of the employees said there is no initiation of
individual in ICICI prudential life insurance.16.67 % of the employees said that neither there
is encouragement nor discouragement of individual initiative in the company.
CONCLUSION
With the above interpretation it can be said that there are more number of employees agreed
that the organization encouraged individual initiative.
7.Nothing at ICICI prudential life insurance keeps me from doing my best every day?
Table 7: Bringing the best of employee

Disagree 8 26.67
Neutral 4 13.33
Agree 8 26.67
Total 30 100
Graph 7: Bringing the best of employee
55
35
30
25
20
15
% of responses
5
0
ee ee l e ee
gr gr tra re gr
si a sa
Ne
u Ag a
d Di gly
n gly r on
ro St
St
INTERPRETATION
33.33 % of the employees strongly agreed that ICICI prudential life insurance environment
has done nothing
to increase their work performance day to day, 26.67 % of the employees are agree,
13.33 % of the employees are at neutral point.
26.67 % of the employees disagreed with this opinion.
CONCLUSION
that ICICI prudential life insurance environment has done nothing to increase their work
performance day to day.
8.I have a clearly established career path at ICICI prudential life insurance?
Table 8: career in organization

Disagree 2 6.67
Neutral 3 10
Agree 9 30
Total 30 100
56
Graph 8: career in organization
60
50
40
30
20
No. of respondents
10 % of responses
0
ee ee l e ee
gr gr ra re gr
a a eut Ag a
d is Di
s N ly
gly ong
r
r on St
St
INTERPRETATION
53.33 % of the employees strongly agreed that the job at the ICICI prudential life insurance is
improved their career path further, 30 % of the employees are agree and 10 % of the
employees gave neutral opinion regarding the improvement of their career at the
organization.
6.67 % of the employees said that they didn’t get any career improvement at ICICI prudential
life insurance.
CONCLUSION
that the job at the ICICI prudential life insurance is improved their career path further.
9.I have opportunities to learn and grow?
Table 9: career in organization

Disagree 1 3.33
Neutral 6 20
Agree 8 26.67
Total 30 100
Graph 9: career in organization
57
60
50
40
30
20
No. of respondents
10 % of responses
0
ee ee l e ee
gr gr u tra gre gr
a a a
d is Di
s Ne A
l y
gly ng
ro
r on St
St
INTERPRETATION
50 % of the employees said that they have lot of opportunities to learn and improve their
skills at ICICI prudential life insurance. 26.67 % of the employees agree and 20 % of the
employees gave their opinion that neither they encouraged nor discouraged to learn or
improve their skills.
3.33 % of the employees said that they never get any opportunities to improve their skills.
CONCLUSION
that they have lot of opportunities to learn and improve their skills at ICICI prudential life
insurance.
10.You have an equitable & fair appraisal system that reflects your performance.
Table 10: fair appraisal system

Strongly disagree 2 6.67
Disagree 4 13.33
Neutral 11 36.67
Agree 9 30
Total 30 100
Graph 10: fair appraisal system
58
40
35
30
25
20 No. of
respondents
15 % of responses
10
0
Strongly disagree Disagree Neutral Agree Strongly agree
INTERPRETATION
13.33 % of the employees strongly agree and 30 % of the

employeesagrethattheappraisalsystem reflects their performance.36.67% of the employees
have a neutral opinion.13.33% of the employees disagree and 6.67% of the employees
strongly disagree with this opinion.
CONCLUSION
With the above interpretation it can be said that there are more number of employees agree to
neutral that they have an equitable & fair appraisal that reflect their performance.
11. The company does a good job of linking rewards to job performance?
Table 11: linking rewards to job performance

Disagree 4 13.33
Neutral 7 23.33
Agree 8 26.67
Strongly agree 9 30
Total 30 100
Graph 11: linking rewards to job performance
59
35
30
25
20
No. of respondents
15 % of responses
10
0
Strongly disagree Disagree Neutral Agree Strongly agree
INTERPRETATION
30 % of the employees said that the company has given good rewards to their work according
to the performance of individuals, 26.67 % of the employees agree and
23.33 % of the employees gave a neutral opinion regarding rewards to job performance.
20 % of the employees said that they didn’t get any rewards.
CONCLUSION
that the company has given good rewards to their work according to the performance of
individuals.
12.I believe my job is secure.
Table 12: opportunities for growth

Disagree 5 16.67
Neutral 4 13.33
Agree 6 20
Total 30 100
Graph12: opportunities for growth
60
50
45
40
35
30
25
20
% of responses
10
5
0
ee ee l e ee
gr gr tra re gr
si a si a Ne
u Ag a
d D gly
ngly r on
r o St
St
INTERPRETATION
43.33 % of the employees believe that they have secure job at ICICI prudential life insurance.
20% of the employees agree and 13.33 % of the employees felt that neither they are
vulnerable nor they felt secure by doing job at ICICI prudential life insurance.
23.33 % of the employees not felt that their job is secure.
CONCLUSION
that they have secure job at ICICI prudential life insurance.
13. Do you think that job permanency & job security are more important than gaining
skills & adequate knowledge?
Table 13: opinion on job permanency & security upon gaining skills & knowledge
Attributes No. of respondents % of respondents

Strongly agree 55 55%
Agree 25 25%
neutral 15 15%
Disagree 5 5%
Strongly disagree 0 0%
Total 100
61
100
90
80 Strongly agree
70 Agree
60
neutral
50
40 Disagree
30 Strongly disagree
20
Total
10
0
No. of respondents % of respondents
Graph 13: opinion on job permanency & security upon gaining skills & knowledge
INTERPRETATION
55%of the employees gave importance to skill and knowledge, 25%of the employees gave
importance to job security and job permanency, 5% of the employees choose their option i.e.
either job security and job permanency or gaining skill and adequate knowledge disagree.
CONCLUSION
With the above interpretation it can be said that there are more number of employees choice
biased with the situations.
14.I can keep a reasonable balance between work and personal life?
Table 14: maintaining work-life balance

Disagree 4 13.33
Neutral 8 26.67
Agree 7 23.33
Strongly agree 9 30
Total 30 100
Graph 14: maintaining work-life balance
62
35
30
25
20
% of responses
10
INTERPRETATION:
30 % of the employees’ express that they are maintaining balanced responsibility between
their work and personal life.23.33 % of the employees agree.
26.67 % of the employees said that neither they are good nor worse in maintain equal
responsibility between their work and personal life. 20 % of the employees agreed that they
are not maintaining reasonable balance between work and personal life.
CONCLUSION
that they are maintaining balanced responsibility between their work and personal life.
15.ICICI prudential life insurance provides as much as ongoing training as I need?
Table 15: Training provided to employees

Disagree 5 16.67
Neutral 8 26.67
Agree 6 20
Strongly agree 6 20
Total 30 100
Graph 15 Training provided to employees
63
30
25
20
15
% of responses
5
0
ee ee l e ee
gr gr utra gre gr
a a A a
di
s
Di
s Ne ly
lg y ng
n rt o
ro S
St
INTERPRETATION
20 % of the employees strongly agreed that they have trained properly to do their job
perfectly.
20 % of the employees agreed and 26.67 % of the employees at neutral point in this regard.
I.e. they neither trained nor untrained completely with regard to their job.
33.33 % of the employees said that they didn’t train to do their job which they need.
CONCLUSION
that they have trained properly to do their job perfectly.
16.I am satisfied with the benefits package i.e. sick leave policy, health care benefits, etc
Table 16: benefits provided to employees

Disagree 5 16.67
Neutral 10 33.33
Agree 8 26.67
Strongly agree 3 10
Total 30 100
Graph 16: benefits provided to employees
64
35
30
25
20
15
5 % of responses
INTERPRETATION
36.67 % of the employees satisfied with the benefit packages provided by the company.
33.33 % of the employees said that neither they satisfied nor they disappointed with the
benefits provided by the company.
30 % of the employees disagree with the benefit packages provided by the company is
satisfactory.
CONCLUSION
that they are satisfied with the benefit packages provided by the company
17.How far training programs helps an employee to achieve the required skills for
programming the job efficiently?
Table 17: gaining of skills in training programs

To great extent 45 45%
To some extent 15 15%
frequently 25 25%
Rarely 10 10%
Not at all 5 5%
Total 100
65
100
90
80 To great extent
70 To some extent
60
frequently
50
40 Rarely
30 Not at all
20 Total
10
0
Graph 17: gaining of skills in training programs
INTERPRETATION
45 % of the employees said that the training program is very helpful to achieve their desired
skills to work efficiently.
15 % of the employees said that the training program, to some extent is useful to achieve their
required skills.
10 % and 5% of their employees express their dissatisfaction towards training program
provided by the company as it is useful them rarely.
CONCLUSION
With the above interpretation it can be said that there are more number of employees are
agreed that the training program, to some extent is useful to achieve their required skills.
18. Would you recommend employment at ICICI prudential life insurance to a friend?
Table 18: recommendation of organization

Definitely not 0 0
Probably not 0 0
May be 5 16.67
Probably would 8 26.67
Definitely would 17 56.67
Total 30 100
Graph 18: recommendation of organization
66
60
50
40
30
% of responses
10
0
t t be d d
no no ul ul
le y ly ay o o
it ab M yw ly
w
fin ob abl ite
De Pr o b fin
Pr De
INTERPRETATION
56.67 % of the employees strongly recommended working in ICICI prudential life insurance.
26.67 % of the employees slightly recommended working in ICICI prudential life insurance.
16.67 % of the employees not sure to recommend a friend to work in ICICI prudential life
insurance.
There are no employees who opposed to recommend any one to work with the company.
CONCLUSION
With the above interpretation it can be said that there are more number of employees who are
strongly recommended working in ICICI prudential life insurance.
19. I am given adequate & fair compensation for the work I do.
Table 19: fair compensation system

Disagree 2 6.67
Neutral 10 33.33
Agree 13 43.33
Total 30 100
Graph 19: fair compensation system
67
50
45
40
35
30
No. of respondents
25
% of responses
20
15
10
5
0
Strongly disagree disagree Neutral Agree Strongly agree
INTERPRETATION
60 % of the employees are satisfied with the compensation paid by the company for their
work.
33.33 % of the employees said that neither they satisfied nor dissatisfied with the
compensation paid by the company for their work, as they are at neutral point.
6.67 % of the only employees who are not satisfied with the salary provided by the company.
CONCLUSION
With the above interpretation it can be said that there are more number of employees who are
satisfied with the compensation paid by the company for their work.
20.Fringe benefits like insurance,retirement & health care benefit are provided by the
organization?
OPTIONS RESPONDENT %PERCENTAGE
YES 75 75%
NO 25 25%
TOTAL 100
68
100
90
80
70
60 YES
50 NO
40 TOTAL
30
20
10
0
RESPONDENT %PERCENTAGE
INTERPRETATION
The above chart says that 75%of the employees are getting fringe benefit like insurance,
retirement & health care benefit are provided by the organization.
CONCLUSION
With the above interpretation it can be said that there are more number of employees who
are providet fringe benefit by the organization.
69
CHAPTER-V
 FINDINGS
 CONCLUSIONS
 SUGGESTIONS
 BIBLIOGRAPHY
FINDINGS
 45% of the employees strongly agree that employer is satisfying with ICICI prudential
life insurance as an employer.
 23.3 % of the employees have been working from a range of 2 year to below 5 years.
23.33 % of the employees have been working from more than 10 years.
70
 45% of the employees expressed that the company’s motivation in the work
environment is extremely good.
 43.33 % of the employees strongly opinioned that the company gave greater
importance to quality.
 40 % of the employees strongly agreed that the organization have adequate
communication between departments.
 40% of the employees are strongly opinioned that the individual initiative is
encouraged at the organization.
 33.33 % of the employees strongly agreed that ICICI prudential life insurance
environment has done nothing to increase their work performance day to day.
 53.33 % of the employees strongly agreed that the job at the ICICI prudential life
insurance is improved their career path further,
 50 % of the employees said that they have lot of opportunities to learn and improve
their skills at ICICI prudential life insurance.
 36.67% of the employees have a neutral opinion. For an equitable &fair appraisal that
reflects your performance.
 30 % of the employees said that the company has given good rewards to their work
according to the performance of individuals,
 43.33 % of the employees believe that they have secure job at ICICI prudential life
insurance.
CONCLUSIONS
 The organization provides good working conditions to the workers. By this the
quality of working life of the employees in the organization is very good.
 The organization gives much importance to quality which is very essential to
survive in the competitive market & retain the customers.
71
 The organization is maintaining congenial atmosphere where the employees are
able to keep a reasonable balance between work & personal life.
 The organization doesn’t provide adequate ongoing training programs for its
employees.
 There is more number of employees who are providet fringe benefit by the
organization
organization
organization.
 There is more number of employees who are satisfied with the compensation paid
by the company for their work.
 There is more number of employees who are strongly recommended working in
ICICI prudential life insurance.
 There are more number of employees agreed that they are satisfied with the benefit
packages provided by the company.
 There is more number of employees motivated with the present working
environment.
SUGGESTIONS
 The management should learn that inviting opinion or collective wisdom in problem
solving or decision making from the persons they supervise leads to better quality.
72
 The management should revise the pay structures according to the changing
environment.
 The management should conduct more sessions of training to the employees that leads
to better performance & contribution.
 The organization must provide adequate & necessary benefit packages such as health
care benefits, sick leave policies & insurance benefits that are necessary for an
employee.
BIBLIOGRAPHY
Name of the book Author Publisher and year
1.Human Resource Management Aswathappa Tata McGraw Hill(2020)
73
2.Human Resource Management Shashi K. Gupta Kalyani(2019)
3.Managing Human Resources Wayne F. Cascio Tata McGraw Hill(2018)
4.Personnel & Human Resource Mgt Subba Rao Himalaya(2019)
WEBSITES REFERRED:
www.ICICI prudential life insuranceindustries.com
www.google.com
www.wikipedia.com
www.citehr.com.
74
APPENDIX
75
QUESTIONNAIRE
1. Overall, how satisfied are you with ICICI prudential life insurance as an
employer?
a) A)highly satisfied
b) b)satisfied
c) neutral
d) dissatisfied
e) highly dissatisfied
2. How long have you been working for company?

a) Less than one year
b)One year to less than two years
c) Two years to less than five years
d)Five years to less than ten years
e) Ten years or more
3. How motivating is the work environment?

a) Excellent
b) Good
c) Neutral
d) Bad
e) worst
4. Quality is a top priority with ICICI prudential life insurance?

a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree
76
5. There is adequate communication between deportments?
b) Disagree
c) Neutral
d) Agree
e) Strongly agree
6. Individual initiative is encouraged at ICICI prudential life insurance?

b) Disagree
c) Neutral
d) Agree
e) Strongly agree
7. Nothing at ICICI prudential life insurance keeps me from doing my best every day?
b) Disagree
c) Neutral
d) Agree
e) Strongly agree
8. I have a clearly established career path at ICICI prudential life insurance?

b) Disagree
c) Neutral
d) Agree
e) Strongly agree
9. I have opportunities to learn and grow?

b) Disagree
c) Neutral
d) Agree
77
e) Strongly agree
10. An equitable & fair appraisal that reflects your performance
b) Disagree
c) Neutral
d) Agree
e) Strongly agree
11. The company does a good job of linking rewards to job performance?
b) Disagree
c) Neutral
d) Agree
e) Strongly agree
12. I believe my job is secure.

b) Disagree
c) Neutral
d) Agree
e) Strongly agree
13. Do you think that job permanency & job security are more important than
gaining skills & adequate knowledge?
a) strongly agree
b) agree
c) neutral
d) disagree
e) strongly disagree
14.I can keep a reasonable balance between work and personal life?
b) Disagree
c) Neutral
d) Agree
78
e) Strongly agree
15. ICICI prudential life insurance provides as much as ongoing training as I need?
b) Disagree
c) Neutral
d) Agree
e) Strongly disagree
16.I am satisfied with the benefits package i.e. sick leave policy, health care benefits, etc
A) Strongly disagree
B) Disagree
c) Neutral
d) Agree
e) Strongly agree
17.How far training programs helps an employee to achieve the required skills for
programming the job efficiently?
a) To great extent
b) To some extent
c) Frequently
d) Rarely
e) Not at all
18.Would you recommend employment at ICICI prudential life insurance to a friend?
a) Definitely not
b) Probably not
c) May be
d) Probably would
e) Definitely would
19.I am given adequate & fair compensation for the work I do

a)Strongly disagree
b)_Disagree
c) neutral
d) Agree
d) Strongly agree
79
20.Fringe benefits like insurance, retirement & health care benefits are provided by
the organization?
1. Yes No
80

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Quality of Work Life Icici Insurance

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A SYNPOSIS Report on

A STUDY ON QUALITY OF WORKLIFE WITH

MASTER OF BUSINESS ADMINISTRATION

Under The Esteemed Guidance of

CSI INSTITUTE OF PG STUDIES

QUALITY OF WORK LIFE

INTRODUCTION OF HUMAN RESOURCE MANAGEMENT (HRM)

QWL acts as goal by

MAJOR FACTORS AFFECTING THE QWL

 ALTERNATIVE WORK SCHEDULES

ASPECTS OF HIGH QWl

 Increase organizational effectiveness

 High employee satisfaction

 Reduce the absenteeism and labour turn over

 Increase the quality of life of employees

 High employee involvement

 Peaceful industrial relation

The project was undergone in ICICI PRUDENTIAL LIFE INSURANCE SYSTEMS

topic “A STUDY ON QUALITY OF WORK LIFE”.

Quality is generally defined as “Conformance to requirements”. Quality is “as fitness

continual improvement in efficiency and effectiveness.

QWL refers to the favorableness or un – favorableness of a total job environment of

an environment that encourages improving their skills.

overwhelmed themselves in their achievements in the existing dynamic environment.

 To study the workers participation in ICICI PRUDENTIAL LIFE INSURANCE SYSTEMS

QWL is considered a multi-dimensional construct with no clearly accepted definition of the

Thus, the following research hypothesis is considered:

(i) work environment;

Furthermore, QWL is a phenomenon that can originate a change in terms of organizational

 LIMITATIONS OF THE STUDY

 Few respondents were reluctant while answering the questions.

QWL owes its origins to the marriage of the structural, systems perspective of

The Study on Singaporean Employees development, Cheng S says in a high QWL

data were collected by means of structured questionnaires from 332

singaporean employees. the questionnaires were delivered to the workplace

time. all questionnaires were accompanied by a covering letter stating the

questionnaires were returned to a liaison officer in sealed envelopes. the

questionnaires were also mailed to employees in a few organizations that

communicated to the investigators that they were willing to participate. the

due to the commitment of senior management to the study and

conscientious follow-up of the organizational representative for the project.

A thirty-five (35) item questionnaire, derived and adapted from an earlier QWL study

The first factor relates to a favorable working environment. A high QWL job is one in

The Influence Of Quality Of Work Life On Employee

hereafter the conceptual model in Figure 1.

Employee Job Satisfaction (EJS)

Employee Job Commitment (EJC)

Sample and data collection

Measurement instrument development

Measurement Model Results

DISCUSSION AND CONCLUSIONS

IMPLICATIONS OF THE STUDY

LIMITATIONS AND FUTURE RESEARCH

COMPANY AND INDUSTRY PROFILE

ICICI prudential life insurance at a Glance:

aiming for Rs.700 crores during 2007-08.

Districts and these are backbone to retail operations.

519552) and NSE (Stock Code: HERITGFOOD)