A STUDY ON QUALITY OF WORK LIFE OF EMPLOYEES IN

MANGALODHAYAM PHARMACEUTICALS (PVT) LTD

As a part of the partial fulfillment of the requirement

For the award of the Degree of

MASTER OF COMMERCE
Submitted by
FASEELA.K.M
Reg No: KVAQDCM058
Enroll No: 1601465
Submitted to the

UNIVERSITY OF CALICUT
2016-2018
DECLARATION

I FASEELA.K.M, student of m.com & school of distance education, Calicut university

do hereby declare that the project report entitled "A Study on Quality of work Life of
employees" at mangalodhayam pharmaceuticals private Limited, changaramkulam,
submitted in partial fulfillment for the award of the degree of Master Of Commerce

I also assure that this project report has not been submitted to any other university or
institution for the award of any degree/diploma/certificate or title before.

Date: FASEELA.K.M

Place:
ACKNOWLEDGEMENT

First of all I thankful to god almighty for all his blessings throughout my life with a
light and that helpful me to do this project in a better manner.

I would like to express my heartfelt thanks to "Mangalodhayam Pharmaceuticals

Private Limited" for giving me a privilege to conduct the project report work in their
esteemed organization.

I am also thankful to my family members and friends for their constant support and
encouragement.

Date:
FASEELA.K.M
Place:
TABLE OF CONTENTS

Chapter Title Page No:

INTRODUCTION
1.1 Introduction

1.2 Statement Of The Problem

1.3 Objective Of The Study

1
1.4 Scope Of The Study

1.5 Significance of The Study

1.6 Research Methodology

1.7 Limitations Of The Study

2 REVIEW OF LITERATURE

INDUSTRY AND COMPANY PROFILE

3.1 Industry Profile

3
3.2 Company Profile

4 DATA ANALYSIS AND INTERPRETATION

5 FINDINGS,SUGGESTIONS AND CONCLUSION

5.1 Findings

5.2 Suggestions

5.3 Conclusion

BIBLIOGRAPHY

APPENDIX-QUESTIONNAIRE
LIST OF TABLES

Table Number Title Page No

4.1 Gender of employees
4.2 Marital status
4.3 Qualification of employees
4.4 Working experience
4.5 Working condition
4.6 Work load
4.7 Communication flow within the organization
4.8 Experience Sharing among employees
4.9 Training enriches skills of employees
4.10 Training improves productivity
4.11 Working environment in the organization
4.12 Working schedule in the organization
4.13 Compensation as per work load
4.14 Tasks are clearly defined to increase productivity
4.15 Facilities provided by the organization motivates to
improve productivity
4.16 Motivating factor
4.17 Co-worker's co-operation to improve QWL
4.18 QWL helps to improve productivity
4.19 Leisure time
4.20 Stress at work
LIST OF GRAPHS

Graph Number Title Page No

4.1 Gender of employees
4.2 Marital status
4.3 Qualification of employees
4.4 Working experience
4.5 Working condition
4.6 Work load
4.7 Communication flow within the organization
4.8 Experience Sharing among employees
4.9 Training enriches skills of employees
4.10 Training improves productivity
4.11 Working environment in the organization
4.12 Working schedule in the organization
4.13 Compensation as per work load
4.14 Tasks are clearly defined to increase productivity
4.15 Facilities provided by the organization motivates to
improve productivity
4.16 Motivating factor
4.17 Co-worker's co-operation to improve QWL
4.18 QWL helps to improve productivity
4.19 Leisure time
4.20 Stress at work
CHAPTER-1
INTRODUCTION
1.1 INTRODUCTION
Human beings are considered as the most important resources in any organization. The
success of an organization depends upon the ability to manage human resources.
Therefore human resources need to be managed in such a way that is consistent with
broad organizational requirements. The organization need to be better working
condition security and other welfare benefits to employee for this purpose

Organizations in the past gave more importance on advanced technology for higher
productivity surpassing the needs and mental state of its employees. This created a
negative impact on the working environment among employees. Thus it was realized
that societal support goes hand in hand with technical innovations. This integration
can only be made through Quality of Work Life programs. Quality of Work Life
denotes all the organizational inputs which aim at the employee's satisfaction and
enhancing organizational effectiveness the term Quality of Work Life has appeared in
research journals and press in USA only in 1970s. It refers to the favorableness or
unfavourableness of a job environment for people. Quality of Work Life mean
different thing to different people

The study was conducted to assess the quality of work life of employee's in
Mangalodayam pharmaceuticals private limited. The organization are required to
adopt a strategy to improve the employee's quality of work life to satisfy both
organizational objectives and employee needs

Qualities of work life programs are activities undertaken by organization to improve

working condition as well as productivity. It aims to finding the existing work life
situation prevailing in the company through analyzing the attitude of employees on
the parameter like reward, respect recognition, security and growth opportunity and
working condition The term Quality of Work Life aims at changing the entire
organizational climate by humanizing work, individualizing organization and
changing the structures and managerial system. It takes in to consideration the socio-
psychological need of the employees. Every organization should give proper
importance to work life of employees for job satisfaction in order to make them stay
in the organization

1.2 STATEMENT OF THE PROBLEM

In every organization the best method for improving the satisfaction and co-operation
among employees is improving the Quality of Work Life. It encompasses a lot because
it refers to the thing an employer does that adds to the lives of employees. Those things
are some combination of benefits explicit and implied, tangible and intangible that
make somewhere good place to work. Implied in the area of Quality of work life is the
notion that to be a good employer, business or institution must recognize that
employees have lives before and after work (and during work as well). That
recognition, in turn, creates trust and loyalty among employees and everybody
benefits. Dissatisfaction with quality of work life is a problem, which affects almost
all workers regardless of position or status, many managers seek to reduce
dissatisfaction in all organizational levels, including their own. This is a complex
problem, to isolate and identify all of attributes, which affect quality of work life.
However, critics counter that the quality of work life is a system or program, which
not only motivates people, but also leads to organizational effectiveness

Quality of work life is the impact on people as well as on organizational effectiveness.

The study is conducted to assess Quality of Work Life of employees in
'Mangalodhayam Pharmaceuticals Limited'.

1.3 OBJECTIVES OF THE STUDY

 To assess Quality of Work Life of employees in 'Mangalodhayam
Pharmaceuticals Limited’
 To study various factors like compensation, experience, working conditions etc...
Influence Quality of Work Life of employees.
 To recommend solutions to improve Quality of Work Life of employees in
'Mangalodhayam Pharmaceuticals Limited'.
1.4 SCOPE OF THE STUDY
Work place constitutes a major factor in the proper functioning of an enterprise. They
should be developed in order to continue the success of an organization. The scope of
this project is limited to the Quality of Work Life of employees in 'Mangalodhayam
Pharmaceuticals Limited’. The study covers compensation, working schedule, welfare
facilities provided by the company and the way to improve Quality of Work Life of
employees. The study will help to understand the perception of employees regarding
Quality of Work Life and also it serve as an effective feedback to management to adopt
better measures and techniques for improving the Quality of Work Life

1.5 SIGNIFICANCE OF THE STUDY

Quality of Work Life is viewed as an alternative to the control approach of managing
people. The Quality of Work Life considers people as an asset to the organization
rather than cost. It believes that people perform better when they are allowed to
participate in managing their work and make decisions. This approach motivates
people by satisfying their economic needs but also their social and psychological needs
to be satisfied. The study should help to understand Quality of Work Life of employees
and find solutions to improve the quality of work life.

1.6 RESEARCH METHODOLOGY

Research is a systematic and scientific search for pertinent information on a specific
topic. Research methodology is a way to solve the research problem. It may be
understood of studying how research done scientifically, Research is a common
parlance is referred to search for knowledge. One can be also define research as a
scientific and systematic search for pertinent information on a specific topic.
TYPE OF RESEARCH

The study is descriptive in nature. Descriptive study is taken up when the researcher
is interested in knowing the present status the par regarding the particular area of
interest. The conclusion is arrived from the collected data.

Method of data collection

 Primary data
The primary data was collected than the respondents by administering a
structured questionnaire.
 Secondary data
Apart from primary data the secondary data is being collected through text
books, records, journals and internet, used for this study.

Sampling Frame
The following departments are functioning in this organization

 Marketing Department
 Finance Department
 Human resource Department
 Production Department

Sample unit
The sampling units used for this research are those who are working in
Mangalodhayam pharmaceuticals, Pvt.Ltd Changaramkulam

Sample size
The number of samples collected for the study is 50 workers.
Sampling method
Simple random sampling would be used to select some workers
Period of study
The study was conducted for a period of 21 days. And all the objectives should be
attained with in this given period only.

Tools and Techniques

The data collected from questionnaire are analyzed using simple percentage analysis
method and percentage can be computed by dividing the no. of respond- dents by
total samples and multiplying it by 100.

 Simple percentage

1.7 LIMITATIONS OF THE STUDY

 The employees may be reluctant to express their views openly.

 There is only a limited coverage of participants due to limited scope of study.
 Accuracy of the data depends on response of informants.
 Shortage of time is an important limitation of this project.
 Due to time constrains and busy schedule of the employees it was difficult to
interact with them completely.
CHAPTER-2
REVIEW OF LITERATURE
REVIEW OF LITERATURE

 Skrovan (1983) and American Society for Training and Development (

ASTD) defined the QWL as a process for the working organization, which
enables the employees at each hierarchy to actively participate in building the
organization environment, developing organizational model so as to produce
the organizational achievements. This process is based on the two goals
together 1) To improve organizational efficiency and 2) To improve the
quality of working life.

 Taylor (1979) more pragmatically identified the essential components of Quality

of working life as; basic extrinsic job factors of wages, hours and working
conditions, and the intrinsic job notions of the nature of the work itself. He
suggested that relevant Quality of working life concepts may vary according to
organization and employee group.

 Sayeed and Sinha (1981) examined the relationship between Quality of Work Life
dimensions, job satisfaction and performance measures on the two groups of
sample working in high Quality of Work Life and low Quality of Work Life
organizations. The result revealed that Quality of Work Life dimensions are related
to job satisfaction in both the types of organizations. A comparison between high
and low Quality of Work Life organization further indicated systematic variation
in the correlation pattern i.e. organization with low Quality of Work Life tended to
yield comparatively better relationship between Quality of Work Life dimensions
and performance measures than the organization with high Quality of Work Life.

 Ambrosini (1983) while reviewing the literature on Quality of Work Life found
the decline of work centered approach and the growth of interest in the relationship
between work and non-work sphere. The prime perspective adopted during 1960
and 1970 are summarized, citing the emphasis on organizational and socio-
technical studies of post Taylorist labor transformation. The emergence of the
concept of Subjective work experience than documented stressing the importance
of the time dimensions and work flexibility as determinant of Quality of Work Life.
Singh (1983) made an attempt to improve Quality of Work Life by recognizing
work and eliminating split-up goals and thereby, made work satisfying and
productive.

 Singhal (1983), emphasized on the job quality of life where it is pointed out
that quality of working life (Quality of Work Life) will be meaningful if the
people working in organization live a happy life in society. Economic, family
and health related aspects to which employees are exposed as member of
larger significant-society are significant factors that influence their quality of
working life (Quality of Work Life) experience. He also made a point that
Quality of Work Life is a time and situation bound concept that requires
constant revisions and modifications as psycho-socio and organizational
contents change over time.

 Kontbluh (1984) suggested that the contribution, of increased worker's

participation in decision-making is appearing more often on labour-
management agenda as a strategy to increased employee's Quality of Work
Life. The reason for management interest include need for (i) increased
probability positive quality (ii) improving Quality of Work Life for the new
workers who are educated and have good work ethics, but are alienated and
unmotivated under current management practices and (iii) meeting foreign
competition.

 Sinha(1986) enumerated that modern workers demand jobs that satisfy their
inner needs. In the light of the content and process theories of motivation,
it is postulated that the popular way of determining Quality of Work Life is
to measure the attitude that constitutes job satisfaction. Moreover, it is also
suggested that the prospects of better Quality of Work Life in India have to
take sociological, psychological and related context into account.
 Payne and Pheysey (1971) in the light of an interesting study conducted on
organizational climate came to conclusion that job satisfaction is an indicative
of positive Quality of Work Life. This was to highlight qualities of employee’s
work life. Job satisfaction is an indicative of positive quality of working life.
Hence, whatever studies will be put forth on job satisfaction would be
determining relationship of some variable as its important determinants.

 Hartenstein and Huddleston (1984) enumerated that for Quality of Work

Life measures to be successful, management and labor must have shared
values, without such values, managers are often authoritarian and deny workers
sense of involvement, responsibility and autonomy, resulting in the workers
lack of commitment and low productivity.

 Costello and Sang (1974), reported that majority of job incumbents of

publicly owned utility firms were satisfied with security and social needs but,
were different in the fulfillment of increase order needs self-esteem, autonomy
and self-actualization. Study conducted by Rhillehard et.al (1969) on managers,
compared managers working in government agencies with those from business
and industries. They found that perceived deficiency in need fulfillment likely
to increase successively at lower level which was almost similar to the
findings of Johnson and Marcrum (1968). Their study also revealed that
increased dissatisfaction was found among managers of government agencies
as compared to managers of business and industries.

 Rice (1984-85), found out the relationship between work satisfaction and
quality of life. Work experience and outcomes can affect person's general
quality of life both directly or indirectly through their effects on family
interaction, leisure activities and levels of health and energy. Modification in
workplace can have their effect by changing environment or changing worker's
own class and they can affect his quality and family life.
CHAPTER-3
INDUSTRY AND COMPANY PROFILE
3.1 INDUSTRY PROFILE

Ayurveda, the science of life, prevention and longevity is the oldest and most holistic
medical system available on the planet today. It was placed written form over 5000
years ago in India. It was said to be a world medicine dealing with body and the spirit.
According to Charaka, the ancient Physician sage, life is unified state of physical body,
the Cognitive organs, the mind and the soul thus signifying a living being. Before the
advent of writing, the ancient wisdom of this healing system was a part of the spiritual
tradition of the Sanatana Dharma (Universal Religion) or Vedic Religion

The term Ayurveda Literally means the science of life. The word 'Ayu' means 'Life,
and 'Veda' means 'Knowledge'. It is a notable contribution of the 'AYURVEDA' which
is only seen in classical works called Sanithas during the period of 600 B.C. Ayurveda
deals with the maintenance of Health and relief from diseases. It is a world famous
ancient natural treatment.

During the 500 years of foreign domination of India, Ayurveda was held in ridicule.
And it withered. But the invisible spirit of this life of science survived and thrived.
Years ago word 'Ayurveda' was looked down up on with contempt by people who
were fascinated by the wonders and the attractions of "Allopathic' system. But today
the situation has changed. Human being retaining to nature, they now started relating
up on the traditional type of treatment uproots the deceases.

India possessed a highly developed system of medical science even during primitive
the days. The passing of time and development of science and technology changed
Ayurveda as an accepted branch of Medical Science all over the world. There is no
other branch in our culture having an acute composition. As Ayurveda when compared
with modern medicines with the increase in population and wide use of Ayurveda, it
has become a universally accepted system of medicines used for different diseases.

Today Ayurveda has caught the attention of the people worldwide not only laymen
and patients but also medical luminaries of high standing. Leading protagonists of
western medical concede the effective curing capacity of Ayurveda, which does not
have any harmful side effects. It is hoped that Ayurveda will be contributing a great
deal in the development of comprehensive rational system of medicines.

The Indian pharmaceutical industry is in the front rank of India's science based
industries with wide ranging capabilities in the complex field of drug manufacture and
technology. It ranks very high in the third world in terms of technology, quality and
range of medicines manufactured.

Industries play a key role in promoting and sustaining development in the vital field
of medicines. Indian pharmaceuticals industry boosts quality of products and many
units approved by regulatory authorities in USA and UK. Prevention and longevity is
the oldest and most holistic medical system available on the planet today. It was
written forms over 500 years ago in India. It was said to be the world of medicines
dealing with body and spirit.

HISTORY OF AYURVEDA

Ayurveda is an ancient system of life (Ayur) knowledge (Veda) arising in thousands

of years ago. The great rishis or seers of ancient India came to understand creation
through deep meditation and other spiritual practices.

The rishis sought to reveal the deepest truth of human physiology and health. They
observed fundamentals of life, organized them in to an elaborate system, and compiled
India's philosophical and spiritual texts, called Veda knowledge. Ayurveda is derived
from ancient sanskrit roots- ayus' and 'Ved' and offering a rich, comprehensive outlook
to a healthy life. The main source of knowledge in this field therefore remains the
vedas, the divine books of knowledge they propounded, and more specifically the
fourth of the series namely Athervaveda. The most famous are charaka samhida and
sushrutha samhida which concentrate on internal medicine and surgery respectively
the four ancient books of Indian knowledge, wisdom and culture are known as the four
Vedas:- Rig-Veda, Sama-Veda, Yajur -Veda, and Atharva- Veda.
The earliest concept of Ayurveda was put in to writing by Veda-vyasa the famous sage
and shaktavesha avatar of Vishnu, dhanavantari in Atharva-veda, which is one of the
four most ancient books of Indian knowledge, wisdom and culture. Eight disciplines
of ayurveda treatment, called ashtangas are:-

1. Kaya chikitsa (internal medicine):- kaya means living human body. This
treatment includes all diseases situated in the body.

2. Shalya thantra (surgery):- Describe about pre-operative procedures, general

procedures, post-operative procedures, anesthesia and marma’s. It also describes
about bandages, shashta, yantras and sutures (stiches).

3. Bhuta-Vidya (Psychiatry):- Deals with spiritual healing

4. Shalakya-tantra:- It is a division of otorhinolaryngology (ENT) and

ophthalmology.

5. Agada Tantra (toxicology):- Deals with treatment for food poisoning, snake
bites, insect bites, dog bites, etc.

6. Kaumarabhritya tantra (pediatrics):- Deals with health and diseases related to

children.

7. Vajikama (purification of the genetic organs):- Deals with male and female
genetic organs.

8. Rasayana tantra:- Deals with prevention of diseases and improving immunity

and rejuvenation.

Life is a combination of our essential parts; mind, body, sense and soul basically, there
are two goals of Ayurveda. They are

 To maintain the health of healthy

 To heal the sick
Thus it is concerned with measures to protect "Ayus". Ayurveda is an effective therapy
which helps to cure disease with almost no side effects. When compared with
allopathic, Ayurveda is more effective. Allopathy can be improved with the use of
ayurvedic medicines along. Thus nowadays, people are talking more interest in
Ayurveda and also huge wave of learning and practicing Ayurveda is created.
Ayurvedic massages and panchakarma techniques are famous worldwide.

SCOPE OF AYURVEDA

Ayurveda has deal with Anatomy, physiology, etiology, pathology, therapeutics,

achievements of good health, hematology including the stage of disease, physicians,
therapies including wholesome locality and procedure The body is composed of
panchamahaboothas and divided in to several organs. Its multifarious functions are
maintained and regulated by the food

AYURVEDA IN KERALA

The number of persons undergoing Ayurveda treatment is increasing day by day.

Most of the nation import raw material from India and developed medicines in their
fall fledged laboratories and market in India under higher price. Ayurvedic industry
has greater significance in bringing tourist of Kerala. Sirodhara, pizhichil.
Navarakizhi, and Podikizhi are some of the Kerala special Ayurvedic procedures. One
important aspect of Kerala formulations is that the stress is more on herbal components
rather than on metals or minerals. There is also the history of Ayurvedic physicians
developing some areas of specializations like pediatrics, ophthalmology, martial
therapy etc. It is as old as the existence of species over the planet earth. It is more
fascinating science basically teaches us how to lead a healthy, happy, happy and
comfortable life. There has been a tremendous growth in Ayurveda. Thus there are
many ayurvedic concerns in Kerala like:

 Sitharam ayurvedic pharmaceuticals

 Nagarjuna Ayurvedic oushada shala
 Kottakkal Ayurveda shala
 Ashtavaidyam thaikatu mooss vaidyasala
 Oushadi Thrissur
 S.D pharmacy
 Sri bhagavathy madam

Since Kerala is known as "gods on country" Ayurveda is believed as a science which

has power of removing illness among the people.
3.2 COMPANY PROFILE

Mangalodayam Pharmaceuticals is the leading Company in the field of manufacturing

Ayurveda medicines is well equipped with most modern machineries and well trained
technicians and professionals so as to keep the quality of products at any cost. Started
as a small unit Mangalodayam Pharmaceuticals has now acquire a heavy
manufacturing capacity so that they could now able to satisfy their clients for their
bulk requirements and can easily handle any type of the challenges from the market.
It produces more than 450 products and distributes its products in almost al districts
in the northern region of Kerala.

OUR VISION

Nature provides pure and simple ingredients needed for the healthy living of mankind.
We are focusing on the variety of traditional, natural treatment for the mind, body and
soul, incorporated with clean modern mass production techniques.

OUR MISSION

Mangalodayam Pharmaceuticals Private Ltd. Formulates pure, natural, safe and

effective herbal medicines from nature. We wish to provide our patients with the
treatments and medicines that follow the pathways of traditional medicines coupled
with the modern technological advancements. We utilize our man power and
equipment for the production of most effective and natural Ayurveda remedies for
illness and for a healthy living.

HISTORY OF THE COMPANY

It was established in the year 1960 in the name of Mangalodayam Pharmaceuticals. In
1983 it has registered under the Small Scale Industries Act. In January 1994, the
Mangalodayam Pharmaceuticals has promoted a new unit by a partnership company
named "Mangalodayam Pharmaceuticals'. At present Mangalodayam Pharmaceuticals
Pvt. LTD. is a registered Company as per the Indian Company's Act.

More than 450 Ayurvedic medicines are manufactured by the company under various
categories like Aristas and Asavas, Medicated Ghees and Kuzhamps.
In 30th December 2002, the Company has got GMP Certificate (Good Manufacturer
Certificate) from the Government of Kerala.

It is actually a confluence of modern science and traditional methods that we witnesses

in the factory. Modern machines have reduced the laborious tasks in involved in
traditional ayurvedic preparations and thus large scale production is possible.
Traditional Ayurvedic Acharyans physicians combine their skills in researching and
developing valuable medicines for the wellbeing of the present generation.

The company concentrates in manufacturing a large number of Ayurvedic products

and allied products at a higher quality. The company has its markets in the districts of
Malappuram Trissur, Palakkad, Kozhikode, Kannur, Kasargode. It sells its products
through its own branches and franchise all over these districts. The common
competitors of this company are Kottakkal Arya Pharmaceuticals, Vaidya Ratna
Prabha, Nagarjuna Ayurveda oushadha Sala, SD Pharmacy etc.

The company has its factory in Changaramkulam, 24 km North of Guruvayur. There

is about 2 acres of land for the company where the office, factory building, worker's
rest room were laid off. It is situated in a place which has an easy access of road,
electricity, water supply, communication and banking facilities.

The company enjoys the advantages of both urban and rural site. The main advantages
are:

 The place is well connected with road.

 Right labor force is available.
 Power and water supply is easily available.
 Plenty of land is available for building construction and expansion purpose.
 Land is comparatively cheap.
 Availability of some raw materials which are not available in the market through
villagers.
 Undesirable manufacturing neighbors are not present here.

Mangalodayam is a manufacturer of genuine and quality Ayurvedic medicines and

allied products. The company gives prime importance to the quality of manufacturing
products. There is a separate department working in Mangalodayam under the control
of a quality supervisor .The company has consciously made a quality culture through
employee participation and motivation. It takes approapriate steps to minimize the
quality of products in a cost effective manner.

Management and administration is an important aspect of every organization. The

management and control of Mangalodayam Pharmaceuticals is vested in
P.v.Muhammed Sageer, the managing director and is responsible for the affaires and
proper conduct of the business.

The functions of administration department are:

 Strive to achieve organizational goals.

 Maintenance of general discipline.
 Supervision of legal obligations.
 Staffing.
 Training and maintenance of employees
 Keeping good employer employee relationship.

The general administration department of the company has to look after all the matters
relating to finance and personnel since there is no separate department for this purpose.
In this company, administration department works under the control of General
Manager.

ADMINISTRATION AND MANAGEMENT

Management and administration is the life blood of every organization. It is the co-
ordination of all resources through the process of planning, organizing, and controlling
in order to attain stated objectives. The performance of the organization reflects the
ability of the management. The management and control of management of
pharmaceutical are vested P.V.MUHAMMAD SAGEER, the Managing Director and
he is responsible for the affaires and proper conduct of the business.
BOARD OF DIRECTORS

DIRECTOR

HUMAN RESOURCE MANAGEMENT

BUSINESS RECRUITMENT EXECUTIVES

PLANNING POLICY
The main policy of the company is to produce qualitative products. It should be
marketed at proper time when there is a demand. In case of Mangalodayam
Pharmaceuticals they have certain standards to ensure the quality of the products.
Company believes that our people is the here of our organi zation and they should give
them better quality products.

ORGANIZATIONAL STRUCTURE OE THE FIRM

The organization structure of Mangalodayam pharmaceuticals manufacturing firm is

the relationship among various management person by avoiding the gap and
overlapping authority and responsibility. The authority follows down from proprietor
through manager to different departments. Management has appointed in administration
officer for the overall administration of the firm.

The functions of administration officer are:-

 Conformation and maintenance of general discipline

 Achievements of organizational goal
 Supervision of legal obligations
The important departments of Mangalodayam pharmaceuticals are described below in
a detailed manner

PRODUCTION DEPARTMENT

Production is the process of converting materials in to finished goods. All other

activities receive around this activity from 1983. Mangalodayam started producing
medicines in bulk quantity to reduce the demand supply gap with no compromise on
quality.

FINANCE DEPARTMENET
Finance is the life blood of every organization. Finance is the motivating factor of
business for future growth and survival. Finance department is responsible for
Decisions and for the accounting transactions made. It meets the fund requirement, of
all other department and issue the fund according to the need.

The important functions are:-

 Financial planning
 Acquisition of funds
 Financial forecasting
 Maintaining proper liquidity
 Deciding of wages and salaries

PERSONNEL DEPARTMENT

Human Resource or personnel department is that part of the management which is

connected with the people at work which shows the relationships with enterprise. The
employees are now being recognized as human being not a living factor of production.
The Human Resource department is responsible for payment of remuneration,
grievance handling etc. Personnel management is to manage the workforce so as to
get maximum benefit to both the organization and to employees.

The important objectives of personnel department are:-

 To assure the availability of human resource
 To maintain good relationship between the employees
 To maintain leave register, attendance making and overtime confirmation

MARKETING DEPARTMENT

Marketing Department affects every aspect of our daily life. Market is the process of
providing the right quality in the right quantity in the right place at the right time. The
ultimate objective of market is satisfaction of customer needs desire.

In marketing departments are distributed through agent and dealers. Mainly they
depend up on franchising for marketing their product. The unit appointed more than
150 dealers in the district of Malappuram, Palakkad, Thrissur, Kozhikode, and
Kanpur.

SALES DEPARTMENT

The firm has appointed sales representatives to collect the orders from the agents and
dealers. Generally orders are accepted once in week. While receiving the orders, It is
verified in the store, the store keeper marks the available items. Then the clerk prepares
the sales invoice.

The activities of sales department are:-

 High margin of profit or commission to dealers for canvassing sales through
doctors
 Commission and incentives to such representatives
 High margin of profit or commission to dealers

ADVERTISEMENT

The concern much not gives more emphasis on advertisement, because of quality of
medicine. The real advertisements mainly through the mouth. The dealing of
advertisement is under the control of manager. The firm advertises the product through
Medias like newspapers and magazines, wall painting, sign board etc. Advertisement
on road side put also done.
PURCHASE DEPARTMENT

Purchasing is an integral and very important function of business. This department

plays an inevitable role in every organization. Because purchasing has its effects on
every virtual factor concerning the manufacturer, quality, cost, efficiency and prompt
delivery of goods to customers. The head office of the department is purchase
manager.

The important objective of the financial department of Mangalodayam

pharmaceuticals are:-

 To obtain materials economically

 To procure right materials
 To procure materials in right quality
 To get hold of materials in right quality
 To acquire from the right and reliable source of Veda

Organizational structure is a frame work of relationship of persons operating at various

levels to accomplish common objectives. An organizational structure is systematic
combination of people's function and physical facility. An effective organizational
structure is followed in the company.

COMPETITORS OF MANGALODAYAM PHARMACEUTICALS

 Vaidyamadam, Mezhathur
 Kottakkal Vaidhyasala
 Changampally Aryavaidhyasala
 CNS Chikilsalayam, Mezhathur
 Nagarjuna
 SD Pharmacy
 Sidha Oushadhasala
 Madhura Ayurvedha Nilayam
 Vaidhyaratnaprabha
 Changaramkulam Aryavaidyasala
 Coimbatore Aryavaidyapharma
 Amritha Ayurvedic, Trissur
 Raja health acres, Koottanad

PRODUCT PROFILE

Some of our more popular patented products

Arsokalpam:
Main ingredients:-
 vyosha
 Ajali  Jaggery
 Triphala  Yavani
 Deepayaka  Maricha
 Trijatha  Yashti
 Dhanya  Pippalimoola
 Trivrit  Sooranakanda
 Hasthipippali  Swarnapathra

Indication: Removes constipation and gives fast relief from piles, indigestion, gas
trouble and all other diseases due to constipation and piles. This medication can also
be used as a laxative.

Dosage: 5 to 10 gm after dinner

Pharmaceutical form: Lehyam (Semi solid preparation)

Presentation: 100gm, 250 gm, 500 gm.

Sravakalpam:

Main ingredients:-
 Rakthachandana  Thukakseeri
 Amrutha  Khadira
 Sariba  Useera
 Chandana  Musali
 Silajithu  Pukan
 Ghee
 Sathavari
 Jaggery

Indication: Leucorrhoea and associated diseases, back pain, body weakness and as a
health nourisher.

Dosage: 5 to 10 gm daily morning and evening after food

Pharmaceutical form: Lehyam Semi solid preparation)

Presentation: 250gm, 500gm.

Narikalpam:
Main ingredients:-
 Erandathailam  Jeeraka
 Lasuna  Pachila
 Elam  Krishajeeraka
 Lavanga  Pachalavanam
 Gudam  Sundi
 Maricha  Pravalam
 Honey
 Omam

Indication: Lack of concentration, loss of memory power and all kinds of mental
disorders.
Dosage: 15 ml to 20 ml twice daily after food.
Pharmaceutical form: Arishtam
Presentation: 200 ml, 450 ml
Balamrutham:
Main ingredients:-
 Chandana  Jaggery
 Marich  Thrijatha
 Draksha  Krimihara
 Mustha  Khanda
 Ela  Vidamga
 Pipali  Lavanga
 Honey
 Thaleespatra

Indication: Pediatric tonic for general health, lack of appetite, low resistance power.

Dosage: 5 ml to 10 ml with 30 ml of water twice a day

Pharmaceutical form: Arishtam

Presentation: 200 ml, 450 ml

Mehasamhari Kashayam:

Main ingredients:-
 Kathaka  Samanga
 Abda  Vairi
 Abhaya  Darvi
 Padmaka  Yavasha
 Amrutha  Dhatri
 Rajani  Khadira
 Chandana
 Choothabeeja

Indication: Diabetes Mellitus, reduces fatigue and constipation related with diabetes
Dosage: 5 ml to 10 ml with 60 ml of water, in empty stomach in the morning and
evening
Pharmaceutical form: kashayam
Presentation: 200 ml
ORGANIZATIONAL STRUCTURE

CHAIRMAN

MD

MARKETING PRODUCTION FINANCE HRD

STORE
SUPERVISOR
SALES ACCOUNTANT
REPRESENT
PURCHASE
SUPERVISOR

PRODUCTION
DEALERS CLERK
SUPERVISOR

QUALITY
CONTROLLE
SUPERVISOR
R

LABOURERS
CHAPTER - 4
DATA ANALYSIS AND INTERPRETATION
GENDER OF EMPLOYEES
Table 4.1 shows gender of employees

Gender of employees Frequency Percent

Male 34 68%
Female 16 32%
Total 50 100%
Source: Primary Data
Chart No: 4.1

Female, 32%

Male
Male, 68%
Female

GENDER OF EMPLOYEES

INTERPRETATION:

The chart 4.1 indicates that about 68% of employees working in Mangalodayam
pharmaceuticals private limited are male and 32% are female employees.
MARITAL STATUS

Table No: 4.2 shows marital status of employees

Marital status Frequency Percent

Single 17 34%
Married 33 66%
Total 50 100%
Source: Primary Data

Chart No: 4.2

Single
34%

Single
Married
Married
66%

MARITAL STATUS OF EMPLOYEES

INTERPRETATION:
The chart 4.2 indicates that about 34% of employees working in Mangalodayam
pharmaceuticals private limited are single and 66% are married.
QUALIFICATION OF EMPLOYEES
Table No: 4.3 shows the qualification level of employees

Qualification Frequency Percent

Below SSLC 12 24%
SSLC 14 28%
PLUS TWO 16 32%
DEGREE 6 12%
POST GRADUATION 2 4%
TOTAL 50 100%
Source: Primary data
Chart No: 4.3

POST GRADUATION
4%

Below SSLC
DEGREE 24%
12%
Below SSLC
SSLC
PLUS TWO
DEGREE

SSLC POST GRADUATION

PLUS TWO 28%
32%

QUALIFICATION LEVEL OF EMPLOYEES

INTERPRETATION:

The chart No:4.3 indicates about 24% employees are below SSLC level and 28%
employees are with SSLC and 32% are plus two level and only 12% belongs to
graduate level. 4% employees belongs to PG
WORKING EXPERIENCE

Table 4.4 shows working experience of employees

Working Experience Frequency Percent

0-4 years 14 28%
5-9 years 18 36%
10-14 years 11 22%
14 years above 7 14%
Total 50 100
Source: Primary Data

Chart No: 4.4

20
18
16
14
12
Frequency

10
8
6
4
2
0
0-4 years 5-9 years 10-4 years 14 years above
Years
WORKING EXPERIENCE OF EMPLOYEES

INTERPRETATION:
Table No: 4.4 indicates that about 28% of employees are with 4 years working
experience and 36% of employees are with experience of 5-9 years and 22% of
employees with 10-14 years and about 14% are with above 14 years of working
experiences.
PHYSICAL WORKING CONDITION

Table No: 4.5 shows quality of work life pf employees with respect to their physical
working condition

Physical working Frequency Percent

condition
Excellent 15 30%
Good 24 48%
Average 10 20%
Poor 1 2%
Total 50 100
Source: Primary Data

Chart No: 4.5

Excellent 15

Good 24

Average 10

Poor 1

0 5 10 15 20 25 30
Frequecy

PHYSICAL WORKING CONDITION

INTERPRETATION:
Table No: 4.5 indicates that about 30% employees enjoy excellent physical working
conditions and 48% employees enjoys good working conditions and 20% employees
enjoy an average working conditions and the remaining 2% are with poor physical
working conditions.
WORK LOAD
Table No: 4.6 shows the work load of employees in organization.

Work load Frequency Percent

Too much and not finished on time 3 6%
Too much and finished on time 13 26%
Distributed and finished 21 42%
Less 13 26%
Total 50 100
Source: Primary Data
Chart No: 4.6

25

20

15
21
10
13 13
5
3
0
Too much and Too much and Distributed and Less
not finished on finished on time finished
time

WORK LOAD OF EMPLOYEES

INTERPRETATION:

Table No:4.6 indicates that about 6% of employees have too much work load and they
cannot finish their work on time and 26% employees have too much work load but they
can finish on time and about 42% employees work are evenly distributed and can finish
on time and only 26% employees has less work load.
COMMUNICATION FLOW WITHIN THE ORGANIZATION

Table No: 4.7 shows whether the communication flow within the organization are
satisfactory

Communication flow are Frequency Percent

satisfactory
Strongly disagree 1 2%
Disagree 8 16%
Neutral 12 24%
Agree 22 44%
Strongly agree 7 14%
Total 50 100%
Source: primary Data

Chart No: 4.7

1
7
8

Strongly disagree
Disagree
12 Neutral
Agree
22
Strongly agree

COMMUNICATION FLOW ARE SATISFACTORY

INTERPRETATION:

Table No: 4.7 indicates that about 14% employees are strongly agree with satisfactory
communication flows within the organization and 44% agree with satisfactory
communication flows and 24% are neither agree nor disagree regarding satisfactory
communication flows and 16% employees are not enjoying satisfactory communication
flows within the organization and 2% employees strongly disagree with satisfactory
communication flows within organization.
EXPERIENCE SHARING AMONG EMPLOYEES

Table No: 4.8 show employees experience sharing to help each other

Experience sharing among Frequency Percent

employees
Yes 24 48%
No 9 18%
Neutral 17 34%
Total 50 100%
Source: Primary Data
Chart No: 4.8

Neutral
34%
Yes
48%
Yes
No
No
18% Neutral

EXPERIENCE SHARING AMONG EMPLOYEES

INTERPRETATION:

Table No: 4.8 indicate that about 48% employees share experiences to help each other
and 18% are not sharing experiences each other. 34% employees neither agree nor
disagree to this opinion. That means through experience sharing QWL can be improved.
TRAINING

Table No: 4.9 shows show whether the organization provides training enrich the skills
of employees

Training enrich skills of Frequency Percent

employees
Strongly disagree 1 2%
Disagree 5 10%
Neutral 16 32%
Agree 20 40%
Strongly agree 8 16%
Total 50 100%
Source: Primary Data

Chart No: 4.9

Strongly agree 8

Agree 20

Neutral 16

Disagree 5

Strongly
1
disagree
0 5 10 15 20 25

TRAINING ENRICH SKILLS OF EMPLOYEES

INTERPRETATION:
Table No: 4.9 indicate that about 2% employees are strongly disagree to the opinion
that training enriches their skills and 10% employees disagree to the opinion and about
32% employees neither agree nor disagree and 40% employees agree to the opinion that
training enriches their skills and the remaining 16% are strongly agree to the opinion.
That means majority of employees get high QWL through training.
PROPER TRAINING IMPROVES PRODUCTIVITY

Table No: 4.10 show whether proper training improves productivity and thereby
QWL.

Training enrich productivity Frequency Percent

Strongly disagree 4 8%
Disagree 13 26%
Neutral 8 16%
Agree 18 36%
Strongly agree 7 14%
Total 50 100%
Source: Primary Data
Chart No: 4.10

Strongly agree 7

Agree 18

Neutral 8

Disagree 13

Strongly 4
disagree

0 2 4 6 8 10 12 14 16 18

T R A I N I N G E N R I C H P R O D U C T I VI T Y

INTERPRETATION:

Table No: 4.10 indicate that about 14% employees strongly agree to proper training
improves productivity and 36% employees agree to proper training improves
productivity and 16% employees neither agree nor disagree to the opinion proper
training improves productivity and 26% employees disagree to proper training
improves productivity and remaining 8% employees strongly disagree to proper training
improves productivity. It reveals majority of employees gets high QWL through proper
training.
WORKING ENVIRONMENT IN THE ORGANIZATION

Table No: 4.11 shows QWL through proper working environment within the
organization

Working environment Frequency Percent

Participative 28 56%
Autonomy 9 18%
Neutral 13 26%
Total 50 100%
Source: Primary Data

Chart No: 4.11

26%

56%
Participative
18%
Autonomy
Neutral

WORKING ENVIRONMENT

INTERPRETATION:
Table No: 4. 11 indicate that a majority of 56% of employees working in the
organization enjoy participative working environment and 18% with autonomy in
working in working environment and the left 24% with neither participative nor
autonomy in working environment. It reveals that QWL with respect to working
environment is high
WORKING SCHEDULE IN THE ORGANIZAYION

Table No: 4.12 shows QWL with respect to the working schedule in the organization

Working schedule in the Frequency Percent

organization
Highly dissatisfactory 2 4%
Dissatisfactory 8 16%
Neutral 16 32%
Satisfactory 17 34%
Highly satisfactory 7 14%
Total 50 100%
Source: Primary Data
Chart No: 4.12

Highly dissatisfactory
Highly satisfactory
4%
14% Dissatisfactory
16%

Highly dissatisfactory
Dissatisfactory
Satisfactory Neutral
34%
Neutral Satisfactory
32%
Highly satisfactory

WORK SCHEDULE IN THE ORGANIZATION

INTERPRETATION:
Table No: 4. 12 indicates that about 14% employees get high satisfaction and thereby
QWL with respect to working schedule and 34% employees are satisfied with working
schedule and 32% neither satisfied nor dissatisfied with working schedule and 16%
employees are dissatisfied with working schedule nor 4% employees are highly
dissatisfied with working schedule. That means majority employees get high QWL with
respect to working schedule.
COMPENSATION ACCORDING TO WORK LOAD

Table No: 4.13 shows compensation of employees according to work load

Compensation as per work load Frequency Percent

Highly dissatisfactory 1 2%
Dissatisfactory 7 14%
Neutral 19 38%
Satisfactory 18 36%
Highly satisfactory 5 10%
Total 50 100%
Source: Primary Data
Chart No: 4.13

5 1
7

Highly dissatisfactory
18 Dissatisfactory
Neutral
19
Satisfactory
Highly satisfactory

COMPENSATION AS PER WORK LOAD

INTERPRETATION:
Table No: 4. 13 shows employees QWL with reference to compensation according to
their work load. About 2% employees are highly dissatisfactory with respect to their
work load and 14% are dissatisfactory and about 38% employees neither satisfied nor
dissatisfied and 36% employees are satisfied and 10% employees are highly satisfactory
with respect to compensation.
TASK ARE CLEARLY DEFINED INCREASE PRODUCTIVITY

Table No: 4.14 show whether task are clearly defined to increase productivity of
employees

Task are clearly defined Frequency Percent

Strongly disagree 2 4%
Disagree 9 18%
Neutral 15 30%
Agree 15 30%
Strongly agree 9 18%
Total 50 100%
Source: Primary Data
Chart No: 4.14

2
9
9

Strongly disagree
15
15 Disagree
Neutral
Agree
Strongly agree

TASK ARE CLEARLY DEFINED

INTERPRETATION:
Table No: 4.14 shows whether task are clearly defined or not to increase productivity
of employees. About 4% of employees strongly disagree with the opinion task are
clearly defined and 18% are disagree with the opinion and 30% employees neither agree
nor disagree with the opinion and 30% employees agree that task are clearly defined
and 18% employees strongly agree with the opinion.
FACILITIES PROVIDED BY THE ORGANIZATION MOTIVATES TO
IMPROVE PRODUCTIVITY
Table No: 4.15 shows whether facilities motivates employees to improve productivity
or not

Facilities to improve productivity Frequency Percent

Strongly disagree 1 2%
Disagree 2 4%
Neutral 17 34%
Agree 19 38%
Strongly agree 11 22%
Total 50 100%
Source: Primary Data
Chart No: 4.15

2% 4%
22%

34%

Strongly disagree
Disagree

38%
Neutral
Agree
Strongly agree

FACILITIES TO IMPROVE PRODUCTIVITY

INTERPRETATION:
Table No: 4. 15 shows facilities of the organization helps to improve productivity and
there by QWL about 22% of employees strongly agree with facilities helps to improve
productivity about 38% agree with the opinion 34% neither agree nor disagree and 4%
disagree and 2% are strongly disagree with the opinion. Majority are with favorable
opinion
MOTIVATIN FACTOR

Table No: 4.16 shows motivating factor of employees

Motivating factor Frequency Percent

Salary increase 11 22%
Leave 17 34%
Motivational talk 11 22%
Recognition 9 18%
Supervision 2 4%
Total 50 100%
Source: Primary Data
Chart No: 4.16

MOTIVATIONAL FACTOR
18
16
14
12
10
8
6
4
2
0
SALARY LEAVE MOTIVATIONAL RECOGNITION SUPERVISION
INCREASE TALK

INTERPRETATION:
Table No: 4.16 shows about 22% employees consider salary as motivating factor, 34%
with leave, 22% consider motivational talk 18% are with recognition only 4% are with
supervision
CO-WORKERS CO-OPERATION TO IMPROVE QWL

Table No: 4.17 shows opinion regarding co-workers co-operation to improve QWL

Co-operation to improve QWL Frequency Percent

Strongly disagree 1 2%
Disagree 3 6%
Neutral 15 30%
Agree 22 44%
Strongly agree 9 18%
Total 50 100%
Source: Primary Data
Chart No: 4.17

Strongly agree 11

Agree 19

Neutral 17

Disagree 2

Strongly disagree 1

0 5 10 15 20

FACILITIES TO IMPROVE PRODUCTIVITY

INTERPRETAION:

Table No: 4.17 shows about 18% employees strongly agree with co-workers co-
operation helps to improve QWL about 44% agree with the opinion about 30% are
neither agree nor disagree with the opinion 6% disagree and 2% strongly disagree with
the opinion. So majority are with favorable opinion that co-operation can improve
QWL.
QWL HELPS TO IMPROVE PRODUCTIVITY

Table No: 4.18 shows whether QWL helps to improve productive or not.

QWL to improve productivity Frequency Percent

Strongly disagree 1 2%
Disagree 2 4%
Neutral 16 32%
Agree 19 38%
Strongly agree 12 24%
Total 50 100%
Source: Primary Data
Chart No: 4.18

FACILITIES TO IMPROVE PRODUCTIVITY

20 19

18
16
16

14
12
12

10

4
2
2 1

0
Strongly Disagree Neutral Agree Strongly agree
disagree

INTERPRETATION:

Table No: 4.18 shows 24% employees strongly agree with the opinion QWL helps to
improve productivity about 38% agree with the opinion and 32% are neither agree nor
disagree 4% disagree and 2% strongly disagree with the opinion.
LEISURE TIME

Table No: 4.19 shows satisfaction of employees with the leisure time available in the
organization

Leisure time satisfactory Frequency Percent

Strongly disagree 1 2%
Disagree 8 16%
Neutral 17 34%
Agree 15 30%
Strongly agree 9 18%
Total 50 100%
Source: Primary Data
Chart No: 4.19

LEISURE TIME SATISFACTORY

18
17
16
15
14
12
10
8 9
8
6
4 1
2
0
Strongly
disagree Disagree
Neutral
Agree
Strongly agree

INTERPRETATION:
Table No: 4.19 shows that about 2% employees strongly disagree with the satisfaction
of leisure time in the organization and about 16% disagree and 34% neither agree nor
disagree with the opinion and 30% employees agree with leisure time satisfaction and
18% employees strongly agree with the opinion.
STESS AT WORK
Table No: 4.20 shows stress level of employees at work

Stress at work Frequency Percent

Strongly disagree 16 32%
Disagree 18 36%
Neutral 9 18%
Agree 6 12%
Strongly agree 1 2%
Total 50 100%
Source: Primary Data
Chart No: 4.20

Strongly agree
Agree 2%
12% Strongly disagree
32%

Neutral
18%

Strongly disagree
Disagree
Neutral
Agree
Strongly agree

Disagree
36%

STRESS AT WORK

INTERPRETATION:

Table No: 4.20 indicate that about 32% employees strongly disagree with the opinion
that they have stress at work and 36% employees disagree with the opinion and 18%
neither agree nor disagree with the opinion and 12% agree the opinion and 2%
employees strongly that they have stress at work.
CHAPTER-5

FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS

The objective of the study is to assess Quality of Work life of employees in the
mangalodayam Pharmaceuticals Private Limited. It also studies various factors like
compensation, experience, working conditions etc. to influence the QWL of employees.

 It is found from study that majority of employees get satisfaction with respect to
the communication flows within the organization.

 Majority of employees in the organization share experience to help each other.

 Most of the employees agreeing with the opinion that training enrich skills.

 Most of the employees in the organization opined that training can improve their
productivity.

 Majority of employees in the organization enjoy participative working

environment, only a minority portion with autonomy and some of the employees
are with neutral opinion.

 Most of the employees get satisfied with the working schedule of the
organization.

 It is found from the study that most of the employees are satisfied with work
load.

 Most of the respondents agree that training will act as a catalyst in motivating
them.

 Most of the respondents were strongly agree that workload among workers are
very high.

 This organization maintains a good employee employer relationship.

 Most of the employees are satisfied with the freedom to perform their duties.
 In this study it is found that most of the workers are highly satisfied with the
working hours in the organization.

 Most of the employees are always makes an involvement in decision making.

 Majority of the employees are satisfied with the job security in organization.

 The study reveals that most of the employees are satisfied with the performance
appraisal adopted by management.

 Most of the workers are having more than 5 year experience in the organization.

 Most of the workers are satisfied with monetary incentives provided to them.

 Only few of the employees are satisfied with the salary given by the employer.
Majority of the workers are not satisfied with their salary.
5.2 SUGGESTIONS

After the detailed analysis of the organization it is recommended the following

suggestions to improve the Quality of Work life of employees in mangalodhayam
Pharmaceuticals Private Limited.

 Quality circles should be formed in the organization in order to improve Quality

of Work Life of employees.

 New ideas and suggestions should be invited from the workers and they should
be suitably rewarded if their ideas work out well.

 Adequate training and development program should be conducted to develop

skills of employees.

 Adequate counseling classes should be given to employees to maintain their

work life balance.

 In order to avoid boredom and make the work more interesting job rotation and
job enrichment should be introduced.

 Stress management Programs should be introduced.

 Employee performance related pay should be introduced in order get maximum

contribution from them.

 The company needs to provide more employee welfare facilities such as canteen,
cafeteria etc.

 Rest and lunch rooms and prayer facilities should be taken for consideration by
the company.

 Provision of grievance redressed system can increase the QWL of employees.

5.3 CONCLUSION

Quality of Work Life is defined as the level of empowerment in a person's life. QWL
programs are another way in which organizations recognize their responsibility to
develop jobs and working conditions that are excellent for people as well as for
economic health of the organization. The elements in a typical QWL program include
open communications, equitable reward systems, a concern for employee job security
and satisfying careers, and participation in decision making.

QWL advocates having good supervision, good working conditions, good pay and
benefits and interesting, challenging and rewarding job. High QWL is sought through
an employee relation philosophy that encourages the use of QWL efforts, which are
systematic attempts by an organization to give workers greater opportunities to affect
their job and their contributions to the organization's overall effectiveness. That is, a
proactive human resource department finds the way to empower employees so that they
draw on their brains and wits, usually by getting the employees more involved in the
decision making process. It is believed that people perform better when they are allowed
to participate in the managing their work and make decisions.

The study undertaken at mangalodhayam Pharmaceuticals Private Limited was

intended to assess the QWL of employees. It was conducted for a period of 45 days.
During this period an attempt was made to study the same. It was founded from the
study that majority of employees are experiencing favorable QWL in the organization.
BIBLIOGRAPHY

1. Subbarao p., Human Resource Management, Discovery Publishing house, New

Delhi, 1992.
2. Biswajeet Pattanaayak, Human Resource Management, prentice hall of India
private Limited, New Delhi, 2002
3. Archana Tyagi, Organization behavior, Excel Books Publications, New Delhi,
1997
4. Edwin B Flippo, Personnel Management, Mc Graw Hill Books Company, 1984
5. Kothari C.R., Research Methodology- Methods and Techniques, New Age
International Private Limited, 2005
6. Khanka S.S., Organization Behavior, S. Chand &Company Limited 2002.

WEBLIOGRAPHY

1. Googleweblight.Com
2. www.wikipedia.com
3. www.slideshare.net
4. www.businessmanagementideas.com
APPENDIX
QUESTIONNAIRE

I FASEELA.K.M, M.com student of University of Calicut have to do a project on the

Quality of Work Life of employees in Mangalodayam Pharmaceuticals Private Ltd,
Changaramkulam. This questionnaire aims at measuring the same.

May I kindly request you to fill up the questionnaire given below to make this study a
success and I assure you that the information gathered from this shall be used for my
academic purpose only.

Thanking you,
FASEELA.K.M

PART A : PERSONAL INFORMATION

Name:
Gender: Male - Female
Age:
Marital Status: Single - Married
Educational Qualification:
PART B : RESEARCH DATA
1. Since how many years have you been 0-4 years 5-9 years
working with this organization? 10-14years above 14 years

2. How is the physical working condition in Excellent Good

the company? Average Poor
3. What do you think about the work load in the organization?
 Work load is too much and task are not finished on time
 Work load is too much but due to participative environment employees
are not able to complete tasks
 Work load is evenly distributed and employees are able to complete tasks
 Work load is less

4. Do you think communication and information flow between departments is

satisfactory?
Strongly agree Agree Neutral
Disagree Strongly disagree
5. Do the employees share experiences to Yes No
help each other?
6. Does the company provide training to Yes No
enriching the skills of employees?
7. Do you think proper training improves the productivity of the company and
employees?
Strongly agree Agree Neutral
Disagree Strongly disagree
8. How is the working environment in the organization?
Participative Autonomy Neutral

9. How is working schedule of the organization?

Highly satisfactory Satisfactory Neutral
Highly dissatisfactory Dissatisfactory
10. Does the organization provide satisfactory Yes No
compensation according to your work load?
11. Are the tasks are clearly defined for Yes No
increasing productivity?
12. Do the facilities provided by the organization motivates you to improve your
productivity?
Strongly agree Agree Neutral
Disagree Strongly disagree
13. Which motivates you most?
Salary increase Promotion Leave
Motivational talks Recognition Supervision
14. What do you think that co-workers are in co-operation to improve the Quality of
Work Life?
Highly satisfactory Satisfactory Neutral
Highly dissatisfactory Dissatisfactory
15. Do you think the Quality of work Life of the organization helps to improve your
productivity?
Highly satisfactory Satisfactory Neutral
Highly dissatisfactory Dissatisfactory
16. Do you work at home as a part of your job? Yes No
17. How often you work at home as a part of your job?
Daily Weekly Monthly
Yearly Not on regular basis
18. Could you find a balance between job and family life?
Yes No Neutral
19. Is the leisure time provided by the company is satisfactory?
Strongly agree Agree Neutral
Disagree Strongly disagree
20. Do you experience stress at work?
Strongly agree Agree Neutral
Disagree Strongly disagree