A Study on Quality of Work Life of Employees in Vardhman Knit Garments in Ludhiana District

1. INTRODUCTION

The QWL of people and places depends upon many things, the availability of good-paying jobs, access to critical services such as education, health care and communication, strong community and a healthy natural environment to name a few community people and places are equally dependent upon these things, the challenges to well-being look very different in rural areas. Some of these challenges are related to problems in the main stream economy while others, are unique to the institutional frame work of rural area. State and Local Governments are faced with the challenge of balancing the need for sustainable economic growth with the need to deliver key services, maintain a better Quality of Work Life and confront fiscal constraints. Each of these aspects of development is complex since each community has its own growth-related challenges and unique unit circumstances that affect its response to the pressures of growth. These pressures are forcing decision makers at all levels of government to improve their development decisions and to find better ways of delivering servicing and assisting communities attain better Quality of Work Life.

The main reviews of literature of the study are given below: M. Rajarajan, M. Vetrivel (2012) "Welfare measures and quality of work life among the workers towards Sipcot Industries - An Analysis" this study provokes the people concerned to take some positive measures in order to improve them, the researcher will feel amply rewarded. Devappa Renuka Swamy, T.S. Nanjundeswaraswamy (2014) in "Review of literature on quality of work life" researcher in general identified seven quality of work life variables to measure the QWL of employees namely, good working environment, job satisfaction, chance of growth, fair compensation, employees' motivation, and communication flow, flexible or suitable working time. Study revealed that QWL is not highly established as per the view of employees. Syed Robayet Ferdous (2017) in the study "Factors promoting work satisfaction of readymade garment

behaves, acceptable working environment, hygienic canteen and medical facility to keep the labour satisfied into their work. Mandira Dey, Pradyumna Tripathy (2015) in the study "Quality of work - life - A Fulcrum to employer-employee relationship" The authors have suggested a quality of work Life Model called "TRACK" that stands on five pillars i.e. transparency, relationship, autonomy, collaboration, and knowledge which demand both the employer as well as employees commitment to the organization and an environment in which this commitment can flourish. Jnaneswar K (2016) "Study on the level of quality of work life experienced by the employees of public sector units in Kerala" in the study researcher study attempts to find out the level of quality of work life among the employees of public sector unit in Kerala and also finds that male and female employees are experiencing the same level of quality of work life. Geunpil Ryu (2018) "Public employees' well-being when having long working hours and low-salary working conditions" in this study researcher focused on two main occupational stressors-working hours and inadequate salary - and the interaction effects between the two.

On the basis of the literature reviewed, the following main objectives of the study are envisaged: 1. To study the employees‘ perception about Quality of Work Life and know about the Work Life of employees working in Vardhman Knit Garments. 2. To study various factors affecting Quality of Work Life among the employees. 3. To analyze the Quality of Work Life and Job Satisfaction of employees.

The present study is based on primary and secondary data. It is descriptive and exploratory study in nature. The pre-tested structured questionnaire has been used for the collection of primary data from the respondents. The company records, company website and various journals have collected as secondary data for the study. The sample size taken in the organization is around 150 employees and was selected by the convenience sampling method. The Simple percentage analysis, Chi square test have used by the researcher for analysis. The present study contains 150 respondents for analysis and interpretation. The demographic values are important one to determine the originality of the study. That is given below:

The above table-1 shows that, 71.33% of the respondents are male Community and remaining 28.67% of the respondents are female community. It is clear that, 24.67% of the respondents are age 18-25 years, 57.33 % of the respondents are age 26-35 years, 14.67% of the respondents are age 36-45 years, 3.33% of the respondents are age 46-50 years. It is inferred from the above table, 46.67% of the respondents are unmarried and remaining 53.33% of the respondents are married. The above table shows that, 90% of the respondents are earning monthly Income of Rs 5000 to 10000, 6.67% of the respondents are earning monthly Income of Rs 10001 to 15000, 3.33% of the respondents are earning monthly Income of Rs 15001 to Rs 20000, and the rest no one earning monthly income of above Rs 20000. It is clear that, 77.33% of the respondents work experience is less than 5 years, 16.67% of the respondents work experience is 6-10 years, 4.67% years. The above table shows that, 60% of the respondents are SSLC level, 15.33% of the respondents are plus two levels, 18% of the respondents are graduates, 4% Of the respondents are postgraduates, and remaining 2.67% of the respondents are professional qualification. It is clear that, 69.33% of the respondents are in entry level, 14.67% of the respondents are in the first level, 13.33% of the respondents are in the middle level and the remaining 2.67% of the employees are in senior management.

The above table - 2 shows Calculate value of gender is 28.48 greater than the table value 9.488. So the null hypothesis is rejected. It shows that there is no association between gender and overall rate of Quality of Work Life. The calculated value of age group is 55.77 greater than the table value 26.296. So the null hypothesis is rejected. Chi-square analysis shows that there is no association between age group and overall rate of Quality of Work Life. The calculated value of marital status is 27.45 greater than the table value 9.488. So the null hypothesis is rejected. Chi-square analysis shows that there is no association between marital status and overall rate of Quality of Work Life. The calculated value of monthly income is 26.57 greater than the table value 21.026. So the null hypothesis is rejected. Chi-square analysis shows that there is no association between income level and overall rate of Quality of Work Life. The calculated value of work experience is 35.57 greater than the table value 26.296. So the null hypothesis is rejected. Chi-square analysis shows that there is no association between the work experience and overall rate of Quality of Work Life. The educational qualification has significant association between the variables.

The above table-3 shows that satisfaction level in quality workers life of the study. In this present study, the respondents were strongly agreeing all variables in the organization. The quality of workers life is dependent on the whole the variables in the present study.

The Quality of Work Life is an inevitable aspect in the modern Industrial scenario and more over the corporate Industries are coming out from Industry and participate in the employee's society. So corporate are also having the hands in the Quality of Work Life about its employees. Most of the respondents (71.33%) in this study are male, so gender doesn't make any difference among employees QWL and Perception. Mostly the respondents (57.33%) have come under the age group of 26-35 years. Most of the respondents (64%) have their rented house. Most of the respondents (81.33%) belong to joint family. The work life satisfaction towards the QWL is very high in both the joint and nuclear family. Most of the employees (53.33%) were married. The most of the respondents (90%) are coming under the monthly income between Rs. 5000-10000 and also the researcher concludes that the work life satisfaction towards QWL is very high in the different income level. Most of the respondents (77.33%) are coming under the 0-5 years‘ work experience. Most of them come under entry level and middle level in the organization. The perception or knowledge of

education (58%) and Socializing (54%) improve QWL. The researcher analyzed that there is very high work life satisfaction (59.33%) towards QWL in different work experience. Almost every respondent (47.33%) believe that security and stableness of job gives good position in the society there by improves QWL. In this organization there is good satisfaction of organizational policy (42%) and welfare measures. The management attitude is so good in this organization that more than half of the respondents are satisfied with management attitude towards the employee. Most of the employees (46%) have the opinion that organization gives motivation for self-development. The study proves that the organization provide training for all level employees in different field. So this organizational training influences their life in a good manner and they improve their quality through this training. Most of the respondents (42.67%) believe that interpersonal relationship has great role in QWL. The organization has a very good relationship (52.66%) with their coworkers and management. So they feel secure within the organization. From this study the researcher find that most of the employees in the organization have very good awareness about the Quality of Work Life (QWL).

The researcher suggestions to the company are the employees should be motivated to express their reasonable feelings freely with their supervisors. Employee suggestion schemes should be welcomed in the field of various routine and strategic decision making areas. Vardhman Knit Garments should give priority to safety and mental and physical health of the work force. The top management should arrange some work-life programmes to improve their work - life balance. The employee should be given proper opportunities to utilize their learnt exposure. More encouragement should be given to employees to try out their creative ideas. The company should give more awareness about importance of life with their work life. The top management of this organization should make some further effort to identify the potential of the employees and utilize the same.

The major limitations of the study are: • As the period of study is limited, the researcher cannot get the opinion of all employees within the stipulated time. • Data is totally dependent on the respondent's view which could be bias in future.

The Vardhman Knit Garments is being a well-established and reputed profit making monopolistic Indian company with an annual turnover of above 6250 cores, has an enthusiastic and committed work force. This human capital asset of Vardhman Knit Garments can be called a boon to the company. The company provided immense information regarding factors of Quality of Work Life, attitude of employees towards their work life, coworkers and management. This study leads me to the conclusion that in Vardhman Knit Garments each and every employee of the organization perceive his work life, social life, family life there by perceive his overall Quality of Work Life. The researcher got a very informative interaction between the employees of Vardhman Knit Garments so from this study the researcher can improve their level of knowledge about QWL. The researcher gave some suggestions to improve their work - life balance. As a whole the researcher finds that in Vardhman Knit Garments, the work life satisfaction towards the QWL is high and the awareness about QWL is very impressive in Vardhman Knit Garments.

1. Rajarajan, M. & Vetrivel, M. (2012), "Welfare measures of quality of work life among the workers towards Sipcot Industries - An Analysis", Asia Pacific Journal of Research, Vol., I, Issue XXX, ISSN: 2320-5504, E-Issn-2347-4793. 2. Devappa Renuka Swamy, T.S. Nanjundeswaraswamy (2014), "Quality of work life: Scale development and validation", International Journal of Caring Sciences, Vol. 8, Issue 2, pp. 155-165. 3. Robayet Ferdous, Syed (2017), "Factors promoting work satisfaction of readymade garment (RMG) worker in Bangladesh: An empirical analysis", Journal of Scientific Research and Development, 2(8)" pp. 39-47, ISSN 1115-. 4. Mandira Dey. Dutta, & Pradyumna, Tripathy (2015), "Quality of work life - A Fulcrum to employer - employee relationship", Vol. 4, Issue 1, Online ISSN-2320-0073, Abhinav International Monthly Referred Journal of Research in Management and Technology. 5. Jnaneswar K. (2016), "A study on the level of quality of work life experienced by the employees of public sector units in Kerala", 6. Geunpil Ryu. (2016), "Public employees' well-being when having long working hours and low-salary working conditions", Public Personnel Management, 2016, Vol. 45(1), pp. 70-89. 7. R. Jayan and Dr. A. Shameem (2017), "An empirical investigation about quality of work culture in logistics firms in Chennai", International Journal of Mechanical Engineering and Technology, 8(7), pp. 1001-1010.