Sangrose Labratories

Quality of Work Life @ Sangrose Laboratories Pvt.
Ltd

Rajagiri College of Social Sciences Masters in Human Resources Management 1

Section I

Profile Study
Of the
Organization

Quality of Work Life @ Sangrose Laboratories Pvt. Ltd


INDUSTRY PROFILE
A. GLOBAL PHARMACEUTICAL INDUSTRY
The pharmaceuticals market consists of ethical drugs only and does not include consumer healthcare or
animal healthcare. The global pharmaceutical industry revenue is forecasted to reach an estimated
$1,226.0 billion by 2018, with good growth over the next five years (2013-2018). The industry is
expected to register growth led by aging population, changing lifestyles, hectic daily activities,
unhealthy eating habits, increasing incidence of chronic diseases across the entire global population
providing growth opportunities for the industry players.
The industry is engaged in discovery, development, manufacture, and marketing of prescription drugs.
Industry products include ethical drugs and consumer healthcare but animal healthcare drugs are not
included.
The global pharmaceutical market faces major challenge from increasing investment and strict
regulation. Changing lifestyles and the fast socio-demographic shift due to urbanization in both
developed and growth markets globally are expected drive the demand. The ability to create new
technology and innovative drugs is a key driver for success in this market.
North America is projected to lead the pharmaceutical industry. Vaccine industry is expected to record
the highest growth during the forecast period. ROW industry is expected to witness the highest growth
during 2013-2018. Government initiatives in Brazil to encourage drugs industries by providing free
pricing policies and special financial investment options will attract the industry players. APAC holds
good growth potential for the future.
B. INDUSTRY SEGMENTATION BY PRODUCTS:
Pharmaceutical sales include:
Ethical (Prescribed) Drugs: These are drugs which can't be dispensed without a physicians
prescription
Over-The-Counter (OTC) Drugs: These are drugs which are readily available on drugstore
shelves. Ethical drugs account for about 60% of total industry sales, with OTC products
representing the balance.


Segmentation By
Products
Ethical (Prescribed)
Drugs
Antidepressants
Antipsychotics
Barbiturates
Benzodiazepines
Narcotics
Opiates
Sedatives
Tobacco
Tranquilizers
Over The
Counter (OTC)
Analgesics
Cold, Allergy, &
Cough Remedies
Sleep Aids
Stimulants
Gastrointestinal
Medications
Diet Aids
Skin Products


C. MAJOR PLAYERS IN THE GLOBAL MARKET
1. Roche
It is a Swiss pharma company. Drugs are produced to treat depression, malignant tumors, insomnia,
Hepatitis B and C, etc. It produces drugs like Bactrim, Avastin, Rohypnol, etc.
2012 R&D spend - $10.44 billion
2. Novartis
It is a Swiss pharma company. Sandoz, a generic drug manufacturer, is also owned by it. Drugs
produced are for Parkinsons disease, osteoporosis, hypertension, etc. It produces drugs like
clozapine, diclofenac, letrozole, etc.
3. Merck and Co
It is an American pharma company. It produces drugs that treat arthritis, river blindness, etc.
Mectizan, Cordaptive, etc are some of its brands. It is also involved in a lot of social work.
4. Pfizer
It is an American pharma company. It produces drugs for diseases like metabolic, cancer,
cardiovascular, etc. Lipitor, Difulcan, Celebra, etc are some of its brands. In the last few years,
Pfizer has been in limelight for various wrong reasons like illegal marketing of drugs which were
unapproved by USFDA.
5. Johnson and Johnson
It is a U.S. based pharma company. Band-aids and baby products produced by this company are well
known. It has won numerous awards and recognitions for the social work that it does. Benadryl,
Calpol, etc are some other famous drugs by this company.
6. Sanofi
It is a French pharma company. It not only produces prescription medicines but also over the
counter medicines. The portfolio of diseases catered to are cardiovascular, central nervous system,
diabetes, cancer, etc. Ketoprofen, Zolpidem, Combiflam, etc are some of the drugs produced by this
company.
2012 spend - $6.49 billion



7. GlaxoSmithKline
It is a pharma company of British origin which came into existence by the merger of Glaxo
Wellcome plc and SmithKline Beecham plc. The diseases that it caters to are asthma, cancer, viral,
diabetes, infections, etc. Pandemrix, Ralgex, etc are some of its brands. It also produces nutritional
products like Boost and Horlicks.
2012 spend $6.45 billion
8. Eli Lilly
It is a pharma company based in America. Penicillin, polio vaccine, insulin, etc were mass produced
first by this company. It also produces medicines for psychiatric treatment. Cymbalta, Gemzar,
Prozac, etc are some of the famous brands of Eli Lilly.
2012 &D spend- $5.27 billion
9. AstraZeneca
It is a British-Swedish pharma company. It produces drugs for cancer, respiratory diseases, etc.
2012 spend - $4.45 billion
10. Abbott Laboratories
This is an American pharmaceutical company. It was the first to develop the blood screening test for
HIV. Drugs are produced for various diseases like HIV, chronic diseases, thyroid, arthritis, etc.
Humira, Norvir, etc are some of its well known drugs.
2012 R&D spend $4.33 billion

D. INDIAN PHARMACEUTICAL INDUSTRY
The Indian pharmaceuticals market has achieved strong, double digit growth for the 2007 2011
periods. The market is expected to maintain this level of robust growth from 2012 through to the end of
the forecast period in 2016.
The Indian pharmaceuticals market had total revenues of $12.3 billion in 2011, representing a
compound annual growth rate (CAGR) of 17.6% between 2007 and 2011. In comparison, the Chinese
and Japanese markets grew with CAGRs of 20.6% and 4.4% respectively, over the same period, to
reach respective values of $55.4 billion and $106 billion in 2011.
The performance of the market is forecast to decelerate, with an anticipated CAGR of 17.2% for the
five-year period 2011 - 2016, which is expected to drive the market to a value of $27.3 billion by the
end of 2016. Comparatively, the Chinese and Japanese markets will grow with CAGRs of 14.3% and
1.9% respectively, over the same period, to reach respective values of $108.1 billion and $116.3 billion
in 2016.



Market Value
The Indian pharmaceuticals market grew by 15.3% in 2011 to reach a value of $12.3 billion.
The compound annual growth rate of the market in the period 200711 was 17.6%.



Geography Segmentation
India accounts for 5.7% of the Asia-Pacific pharmaceuticals market value.
Japan accounts for a further 48.8% of the Asia-Pacific market.



Market Share
Cipla Ltd is the leading player in the Indian pharmaceuticals market, generating a 4.1% share of the
market's value.
Ranbaxy Laboratories Limited accounts for a further 3.6% of the market.



Market Value Forecast
In 2016, the Indian pharmaceuticals market is forecast to have a value of $27.3 billion, an increase of
122% since 2011.
The compound annual growth rate of the market in the period 201116 is predicted to be 17.2%.


Rajagiri College of Social Sciences Masters in Human Resources Management
10

E. FIVE FORCES ANALYSIS
The pharmaceuticals market will be analyzed taking pharmaceutical manufacturers as players. The key
buyers will be taken as hospitals and pharmacies, and providers of active pharmaceutical ingredients
and clinical trial services as the key suppliers.

(i) Buyer Power

Buyer power is moderate


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(ii) Supplier Power

Supplier power is moderate

(iii) New Entrants

The threat of new entrants is only moderate


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(iv) Threat Of Substitutes

The threat of substitutes is assessed as strong

(v) Degree Of Rivalry

The degree of rivalry is moderate


13

I.I COMPANY PROFILE
A. SANGROSE LABORATORIES PVT.LTD

(i) HISTORY
Sangrose Laboratories was incorporated in the year 1987 as a private limited company. The chief
mastermind behind the initiation of this venture is Mr. C.K.Alexander. He is having 30 yrs of
experience in Pharmaceutical Industry with over 25 yrs. in the top management. His vast experience
and the proactive approach triggered him to start a company like this.
Sangrose started production of Anti Leprosy Bulk Drug Clofazimine I.P/B.P in the year of 1989 with
the initial capacity of one ton/annum. The company attained remarkable growth in the yester years and
enhanced its production capacity to 14 tons per annum in 1994. The company commenced the soft
gelatin encapsulation unit alongside, in the same year. The Company also initiated the formulation
units for other dosage forms including Tablets, Hard Gelatin Capsules, Creams, Ointments and Liquid
Orals. Currently the company has a fully fledged API Manufacturing Unit for Clofazimine IP/BP/
Ph.Eur and has a well equipped Formulation Unit wherein over 300 different formulations are
manufactured
(ii) VISION
"Reaching out globally to help serve mankind"
To make it possible for common man to make avail of therapeutically effective medicine to prevent
and cure diseases, to ease suffering and to enhance the quality of life.

(iii) MISSION
Innovation
We create an atmosphere suitable for motivating individuals to bring out a will to
experiment and in turn help one to excel.
Friendly Environment
At Sangrose, the self-esteem and dignity of an individual is upheld. We provide an open
cultured environment for expression of views and ideas
Teamwork
At Sangrose, we create a better sense of teamwork, thus enabling individual
accomplishments towards organizational objective and in turn developing the self


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(iv) CORE VALUES
C- Care for customers.
R- Respect for associates.
E- Excellent teamwork.
A-Always learning.
T- Trust mutually.
E- Ethical practices.

(v) OBJECTIVES
To manufacture, produce, refine process ,formulate bye sell, import, export or otherwise
deal in Basic Drugs Pytho chemicals, plant extracts, dyes pesticides and their immediate,
laboratory and scientific chemicals used or capable of being used. In the pharmaceuticals,
textiles, agriculture, fertilizers, petro chemicals or any mixtures deviates and compound
thereof.
To manufacture, produce, distribute, sell makes research, export and to deal in
pharmaceuticals, drugs, chemicals, medicine preparation, dyes pesticides, cosmetics, their
intermediate including sophisticated item oils, injection, orals, syrups, tablets capsules and
in any such other forms of human as well as animal use.
To carry on the business of chemicals, druggists importers and manufactures of and dealers
in pharmaceuticals, medical chemical, pathological , clinical, industrial and other
preparation and articles compounds drugs and dealers in chemicals surgical and scientific
apparatus and material.

(vi) ACHIEVEMENTS & AWARDS

Awarded the 2nd prize in the Safety Awards 2010 by the Government of Kerala, Drugs and
Pharmaceuticals.
Awarded as Top-1 Central Excise Tax Payer (Private Sector) 2008 by the Customs and Central
Excise, Government of India.
Awarded the Best Revenue Performance award, 2005-2006, by the Customs and Central
Excise, Government of India.
Sangrose Laboratories has received GMP Certificate from WHO, equivalent to ISO.

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Nominated the best small-scale industry of Alapuzha District consecutively for 3 years and 4th
in the state.
Runner up for the Management Excellency Award of Berchamans Institute of Management
Selected as one of the Best Entrepreneurs of the State
Gold Card member of Kerala Financial Corporation, the finance agency based on growth
expansion and prompt payment.
The firm has been closely associated with National Leprosy Eradication program of Govt. of
India by being the supplier of Clofazimine.

(vii) QUALITY POLICY
Sangrose Laboratories Pvt. Ltd, proudly pronounce its personal commitment to provide cost effective
products of desired QUALITY which are uniform, pure and therapeutically effective especially for the
under-served and marginalized communities. We are dedicated to achieve the highest level of quality in
delivering therapeutically potent drugs. Our motto is "Reaching out globally to help serve mankind".
Sangrose accords the highest emphasis to building quality into a product.
Sangrose is committed to:
Provide high quality products that contributes to the health and well being of the domestic and
global community
Create quality control and manufacturing control procedures in accordance with global
standards to maintain international compliance.
Enhancing the skills of management and staff through review and actively pursuing an on-
going training policy, the objective of which is to prepare staff to perform their work more
effectively
Promoting the culture of continual quality improvements and the philosophy of getting things
"right first time".
Promoting the quality management systems and ensuring implementation is achieved by
internal auditing, management review, corrective and preventive action
Continuously pursue new and innovative technology and know-how in order to
manufacture highest quality product.


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(viii) CONCERN FOR ENVIRONMENT
At Sangrose, the management of the environment is not an appendage to its business; it is integral to it.
Sangrose does not forget its social commitment a significant part of its total capital outlay is for
environmental protection.
This commitment to the environment goes beyond statutory requirements for an important reason: at
the company we have consistently believed that environment protection and enrichment are not just
preferred responses because the ecological fabric of our world is now more fragile than ever, but
because this is man's basic responsibility and its protection is the right way to do business.
A continuous monitoring system has been set up to ensure that no harm is done to the environment.
Sangrose has created a green belt around the factory for total environmental protection.
Environmental performance is measured across a number of parameters, some of them being:
Water Usage
Energy Usage
Wastewater Discharge
COD & TDS Load Discharge
Hazardous & non-hazardous waste disposal
Green house gas emissions
Rain water harvesting and
Effluent treatment plant
Effluent treatment
The environment is considered as God's gift, which should be preserved for the future generations. Our
right is only to protect it, not to destroy it. In Sangrose, about 15% of its total capital outlay is utilized
for environmental protection. A well defined treatment system has been established for the treatment of
effluent generated from the manufacturing area. A continuously monitoring system has been set up to
ensure that no harm is done to the environment. Other than daily internal monitoring, an external
agency has been appointed for a monthly monitoring of the system. The Effluent Treatment Plant has a
capacity to treat 6000 litres per day, both chemically & biologically. The treated water is used for the
purpose of irrigation.


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(ix) OFFICES & BRANCHES
CORPORATE OFFICE

BRANCH OFFICES
SANGROSE LABORATORIES PVT LTD
INDUSTRIAL ESTATE
KALLIMELP.O,
MAVELIKARA-690 509,
KERALA.
Tel:+91-479 ,2357090/91,2357130, 2356578 07
E-mail: info@sangroselabs.com.
SANGROSE LABORATORIES PVT LTD
1/A-4, PIRAMAL NAGAR, S.V ROAD,
MUMBAI 400 062.
Tel: +91-22-28780210, 28746509,
E.mail:sangroselabs@yahoo.com
SANGROSE LABORATORIES PVT.
LTD.,
ZONAL OFFICE
NO 54, SRI RAM SHOPPING CENTRE
1ST FLOOR, BALAJI NAGAR, SNR
COLLEGE ROAD,
COIMBATORE 641044 TAMIL NADU

Table 5


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(x) ORGANIZATION CHART

Figure 11: Organization Chart


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The Management
Mr. C.K. Alexander, Managing Director
Mr. George Mathew , Director
Mr. Thomas Alexander , Director
Mr. C.K. Joseph , Director
Employee Strength
Administration Staff - 35
Technical Staff - 45
Engineers - 7
Marketing Division - 25
Workers -72

(xi) PRODUCTS

Api- Clofazimine
The bulk drugs API business for Sangrose handles the sales and marketing of API to
customers across the globe and also serves some captive needs of the formulation business
within the company.
Sangrose takes pride as the only and largest producer of API-CLOFAZIMINE in the world.
Being a leader brings responsibility. This means that they care about the impact that they
have on the people and places touched by their mission to improve health around the world.
This mission gives them the purpose to develop Innovative medicines and products that help

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millions of people around the world. In fact, they are the only Pharmaceutical company to
tackle the World health organizations leprosy eradication programme.
The scientific and technical strengths of Sangrose have made it a partner of choice for several
multinational corporations. Sangrose has long-term exclusive agreements with reputed
companies such as Sandoz for distribution of its products in the regulated markets
Contract Manufacturing
Today, the company manufactures and markets API (Bulk Actives), Finished Dosages to
over 100 companies worldwide, in addition to having a very promising Drug Pipeline Today,
Sangrose continues its journey. Leveraging on its Low Cost, High Intellect advantage,
foraying into new markets and new businesses. Taking on new challenges and growing
stronger and more capable.
The specialty product range features solid oral dosage forms (tablets, capsules-hard gelatin
and soft gelatin) Creams, ointments and liquid orals.
Soft Gelatin Capsules
The mainstay of Sangrose is their expertise in manufacturing soft gelatin capsules,
They have a global presence in the export of soft gelatin capsules to Nigeria, Srilanka, and
Middle East. They manufacture more than 400 finishes dosage formulations of soft gelatin
capsules.
Sangrose Dermatology
o ANTI LEPROTIC [Table 6(a)]
BRAND NAME FORM PACKING COMPOSITION
CLOFROS-50 Soft Gel 50 mg - Strip of 10's Clofazimine
CLOFROS-100 Soft Gel 100 mg - Strip of 10's Clofazimine

o ANTI ACNE [Table 6(b)]
*RETISO -10 Soft Gel 10 mg - Strip of 10's Isotertinoin
RETISO-20 Soft Gel 20 mg - Strip of 10's Isotertinoin
o HAIR, SKIN & NAIL CARE [Table 6(c)]
BIOS Tabs 5 mg - Strip of 10's Biotin 5 Mg

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BIOS PLUS Soft Gel Strip of 10's Biotin 10 mg, Calcium
pantothenate, Sodium selinate
equivalent selenium 65 mcg
Cupric oxide equivalent to
elemental copper 3 mg Zinc
oxide equivalent to elemental
zinc 22.5 mg

o DEPIGMENTING AGENTS [Table 6(d)]
Cojiclean Plus Cream 15 Gms Tube Kojic Acid 2% , Alpha Lipoic
Acid 2%
Cojiclean Cream 15 Gms Tube Kojic Acid 0.75% , Alpha
Lipoic Acid 2.5%

o TOPICAL CORTICOSTEROIDS [Table 6(e)]
HYDROSTER Cream 15 Gms Tube Hydrocortisone 1%
EMSONE Cream 5 Gms Tube Mometasone Furoate 0.1%
*EMSONE-PLUS Cream 10 Gms Tube Mometasone Furoate
0.1%,Salicylic Acid 6%
CLO-B Cream 30 Gms Tube Clobetasol Propionate 0.05%
CLOSAL Cream 15 Gms Tube Clobetasol Propionate 0.05%,
Salicylic Acid 3%
*CLOSAL Ointment 15 Gms Tube Clobetasol Propionate 0.05%,
Salicylic Acid 6%
CLOGEN Cream 20 Gms Tube Clobetasol Propionate 0.05%,
Gentamycin 0.1%
*CLOGEN-NF Cream 20 Gms Tube Clobetasol propionate 0.05 %,
Gentamicin 0.1 %, Miconazole
nitrate 2 %, Zinc sulphate 2.5
%.
*BETASAN Cream 10 Gms Tube Betamethasone 0.05%

BETASAN-S Cream 10 Gms Tube Betamethasone 0.05%, Salicylic
acid 6%
GENCLOBEC Cream 15 Gms Tube Gentamycin 0.1% Clotrimazole

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1% Beclomethasone 0.025%

o ANTIFUNGALS [Table 6(f)]
*SANFLU-50 Soft Gel 50 mg - Strip of 10's Fluconazole
SANFLU-150 Soft Gel 150 mg - Strip of 10's Fluconazole
TERBINORM
CREAM
Cream 15 Gms Tube Terbinafine 1%
TERBINORM
CAPSULES
Soft Gel 250 mg - Strip of 7's Terbinafine 250 Mg
CLOTRIOS Cream 15 Gms Tube Clotrimazole

o HYPERKERATOTIC [Table 6(g)]
AKRALIC-3% Oint 20 Gms Tube Salicylic Acid 3%
AKRALIC-12% Oint 50 Gms Jar Salicylic Acid 12%

o ANTIBACTERIALS [Table 6(h)]
M PRO Cream 5 Gms Tube Mupirocin 1%
VILMYCIN-250 Tabs 250 mg - Strip of 10's Azithromycin 250 mg
ROXILIDE Tabs 150 mg - Strip of 10's Roxithromycin 150 mg


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o MOISTURIZERS [Table 6(i)]
NURISH ULTRA Cream 50 Gms Jar Aloe Vera 10%, White Soft
Paraffin 3 %, Light Liquid
Paraffin 7 %
NURISH Cream 40 Gms Jar Aloe Vera 5% Squalene 5 %, Vit
E 0.5%,Vit A 1.0%
*OLINDA Lotion 100 Ml Bottle White Soft Paraffin 15 %, Light
Liquid Paraffin 6 %

o SUNSCREEN [Table 6(j)]
HIGHCARO Soft Caps 30 mg - Strip of 10's Beta-carotene 30 mg

o ANTI ALLERGIC [Table 6(k)]
ZETIN-L Soft Caps 5 mg - Strip of 10's Levocetirizine 5mg
CETSAN Tabs 10 mg - Strip of 10's Cetirizine 10 mg

o MULTIVITAMINS, MINERALS & SUPPLEMENTS [Table 6(l)]
ZEMEGA-3 Soft Caps Strip of 10's EPA 180, DHA 120
ECOSOFT Soft Caps Strip of 10's Clo Liver Oil 300 MG, Vitamin
E 400 iu

o ANTIMICROBIALS [Table 6(m)]
SANPODIN Oint 25 Gms Tube Povidone Iodine


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Sangrose Multispecialty
o ANTI LEPROTIC [Table 7(a)]
M PRO Cream 5 Gms Tube Mupirocin 1%
VILMYCIN-A Caps Strip of 6's Azithromycin 250 mg,
Ambroxol 30 Mg
OXCIN Soft Caps 200 mg - Strip of 6's Ofloxacin 200 Mg
CIPROSE Tabs 500 mg - Strip of 10's Ciprofloxacin 500 Mg
ROXILIDE Tabs 150 mg - Strip of 10's Roxithromycin 150 Mg
OXYCLOX-LB Caps Strip of 10's Amoxicillin Trihydrate 250 mg,
Cloxacillin Sodium 250 mg,
Lactic acid Bacillus 10 Mg

o MULTIVITAMINS, MINERALS & SUPPLEMENTS [Table 7(b)]
ZEMEGA-3 Soft Caps Strip of 10's EPA 180, DHA 120
ECOSOFT Soft Caps Strip of 10's Clo Liver Oil 300 MG, Vitamin
E 400 iu
*SANFOL Soft Caps Strip of 10's Folic acid IP - 5 mg
FEFOZ Soft Caps Strip of 10's Carbonyl iron 100 Mg, Folic
Acid-1.5 mg, Vit B12 5 mg,
Zinc 20 mg
*FEFOZ-XT Soft Caps Strip of 10's Ferrous Ascorbate equivalent to
elemental iron- 50 mg
Folic acid IP - 1.1 mg
Zinc sulphate monohydrate USP
equivalent to elemental zinc-
22.5 mg
NEURONYL Soft Caps Strip of 10's Methylcobalamin 1500 mcg,
Folic Acid 5 mg, D-alpha
tocopherol Acetate 100 IU, Vit
B6 3 mg, Biotin 25 mcg
NETWORK Soft Caps Strip of 10's Beta-carotene 5 mg, Lycopene
6% (2000 mcg)Leutin 8%(3
mg), Vit E 25IU,Vitamin C 150
Mg, ZnSo4 27.5 Mg

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VITAXON Soft Caps Strip of 10's Benfotiamine 100 mg, Vit c
75mg, Zn 15 mg MCB-500
Mcg, A L A 100 mg, Folic Acid
1.5 mg, Vit B2 10 mg,
Pyridoxine Hcl 3 mg, Vit E 25
iu, Pantothenic Acid 50 Mg
REJUVEN Soft Caps Strip of 10's ALA50m, MCB500 Mcg, Vit E
25iu, Vit A 2500, Vit C 75mg
REJUVEN-G Soft Caps Strip of 10's Methylcobalamin 500 Mcg ,
Gabapentin 300 Mg
ALFA-HA Soft Caps Strip of 10's Beta-carotene 15%- 4.13 mg,
Alfa Calcitriol- 0.25 mcg,
MCHC-500 MG( CA-125,PH-
65) Boron 750 mcg
LQ-PLUS Soft Caps Strip of 10's Lycopene 5000 mcg ,
Ubidecarenone BP 30 mg (co-
enzyme q 10)
*LQ-FORTE Soft Caps Strip of 10's Co enzyme Q10 - 100 mg (
Ubidecarenone USP)
Lycopene - 3000mcg
*NUPREG Soft Caps Strip of 10's Methylcobalamin 750 mg,
Pregabalin 75 mg
*CALMAX SYR 100 ML SYRUP Boron 62.5 mcg/5 ml, Calcium
carbonate equivalent to
Elemental calcium 125 mg
312.5 mg/5 ml, Elemental
magnesium 10mg/5ml,
Elemental manganese
0.5mg/5ml, Vitamin
D3 62.5iu/5 ml/ Elemental zinc
2.5 mg/5ml
*CALMAX-D Soft Caps Strip of 10's Each soft gel capsule contains
1250 mg Calcium carbonate
from an organic source(oyster
shell)equivalent to elemental
Calcium 500mg
Vitamin D3 IP-250 Iu
*JOINT SURE Tabs Strip of 10's Diacerin + glucosamine
Each soft gel capsule contains
Glucosamine sulphate potassium
chloride USP - 750 mg
Diacerin - 50 mg


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o ANTIULCER [Table 7(c)]
*PANTOSE-40 Tabs 500 mg - Strip of 10's Pantoprazole

o PAIN RELIEF [Table 7(d)]
DISAN GEL Gel 15 Gms Tube Diclofenac Sodium.16, Linseed
oil 3%, Menthol 5%, Methyl
Salicylate10%
PYRONORN PLUS Tabs Strip of 10's Aceclofenac, Paracetamol
PYRONORN-650 Tabs 650 mg - Strip of 10's Paracetamol

o COUGH SYRUPS [Table 7(e)]
SANCOF-D Syrup 60 Ml Pet Bottle Dextromethorphan
hydrobromide 10 mg
Phenylephrine hydrochloride 1p
5 mg Chlorpheniramine maleate
1p 2 mg
SANCOF-X Syrup 60 Ml Pet Bottle Bromhexine Hcl 4 mg,
Terbutaline 1.25 mg,
Guaiphensin50 mg.
SANCOF-X Syrup 100 Ml Pet Bottle Bromhexine Hcl 4 mg,
Terbutaline 1.25 mg,
Guaiphensin50 mg.

Sangrose Neuro-Gynae Division
o DISAN GEL
Active Ingredient: Diclofenac Sodium, Linseed oil, Menthol, Methyl Salicylate
Indication: Analgesic gel
o REJUVEN
Active Ingredient: Methylcobalamin, Alpha Lipoic Acid, Vitamin A, C,E
Indication: Nutrition, Antioxidant

o VITAXON

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Active Ingredient: Benfotiamine Vitamin C,E, B12, Zinc, Methylcobalamin, Alpha
Lipoic Acid, Folic Acid Pantothenic Acid
o NURONYL
Active Ingredient: Methylcobalamin, Folic Acid, D-alpha tocopherol Acetate, Vit
B6,
Biotin Indication: Nutrition, Nutrition, Antioxidant
o NETWORK
Active Ingredient: Beta-carotene, Lycopene, Leutin, Vitamin E, C, Zinc
o ALFA-HA
Active Ingredient: Beta-carotene, Alfa Calcitriol , Microcrystalline calcium
hydroxyapatite compound, Boron.
o FEFOZ
Active Ingredient: Carbonyl iron ,Folic Acid ,Vit B12,Zinc.
Indication: Pregnancy, Breastfeed.
o CALMAX
Active Ingredient: Calcitriol, Calcium carbonate, Zinc.
Indication: Health, Nutrition
Sangrose Generics
o ANALGESICS & ANTIPYRETICS [Table 8(a)]
Products Available as
Paracetamol Tablets IP 500 mg 10 X 10s
Paracetamol 125 mg / 5 ml Susp 60 ml
Ibuprofen Tablets IP 400 mg 10 X 10s
Diclofenac Sodium Tablets 50 mg 10 X 10s

o ANTIALLERGICS [Table 8(b)]
Cetirizine Tablets 10 mg
10 X 10s


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o ANTIBACTERIALS [Table 8(c)]
Co-Trimoxazole(Sulfamethoxazole 400 mg + Trimethoprim 80 mg)
Tablets
10 X 10s
Co-Trimoxazole(Sulfamethoxazole 800 mg + Trimethoprim 160
mg) Tablets
10 X 10s
Amoxicillin Caps 250 mg 10 X 10s
Amoxicillin Caps 500 mg 10 X 10s
Amoxicillin dry syrup 125 mg/ 5 ml 30 ml
Ampicillin Caps 250 mg 10 X 10s
Ampicillin Caps 500 mg 10 X 10s 0
Cephalexin Tablets 250 mg 10 X 10s
Cephalexin Dry syrup 125mg/5ml 30 ml
Ciprofloxacin Tablets 500 mg 10 X 10s
Cloxacillin Caps 250 mg 10 X 10s

o ANTIPSYCHOTICS [Table 8(d)]
Products Available
as
Chlorpromazine Tablets 50 mg 10 X 10s
Chlorpromazine Tablets 100 mg 10 X 10s

o TOPICAL ANTIFUNGAL [Table 8(e)]
Clotrimazole Cream 2 % 15 gm

o TOPICAL ANTISEPTIC [Table 8(f)]
Povidone Iodine Ointment 5% 25 gm


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o ANTHELMINTIC [Table 8(g)]
Products Available
as
Albendazole Tablets 400 mg 1s
Mebendazole Tablets 100 mg 6s

o ANTIPROTOZOAL / ANTIBACTERIAL [Table 8(h)]
Products Available
as
Metronidazole Tablets 200 mg 10 X 10s

o ANTIULCER [Table 8(i)]
Products Available
as
Ranitidine Tablets 150 mg 10 X 10s

o ANTIHYPERTENSIVE [Table 8(j)]
Products Available
as
Nifedipine Soft Caps 5 mg 10 X 10s
Nifedipine Soft Caps 10 mg 10 X 10s

o ANTIASTHMATICS [Table 8(k)]
Products Available
as
Salbutamol Tablets 4 mg 10 X 10s
Betamethasone Tablets 0.5 mg 10 X 10s


30

(xii) FUNCTIONAL DEPARTMENTS
Marketing Department
The marketing department at Sangrose is headed by Mr. James Rajasingh. He has 13
Marketing executives and an Office Assistant under him. Most of the activities under
marketing happen at the Coimbatore branch.
o Sales
The meeting of the company with the bosses and the subordinates is once in a month. The
target is growing to 20-30 percents. Control is been exercised by the administrative control.
The company has depots and also have stockiest and carry forward agents. The discount
structure of the company is 20 percent to retailers and 10 percents to stockiest. The collection
system of the company is 60 days time duration.
o Pricing
The pricing policy of Sangrose Laboratories Pvt.Ltd, which is basically responsibility of the
marketing department, is a function basically of cost and demand factors. The price charged
must be enabling the Sangrose Laboratories products to recover the cost of production and
also earn a reasonable margin of profit
o Advertisement
The company concentrates only in institutional or good will type advertisement. Institutional
advertising is designed to promote an idea or the name of the company in the eyes of public.
Sangrose Laboratories expense on advertising is very meager that does not mean to say that
the company has compromised on advertising. The firm has advertised its product effectively
and adequately. This can easily be judged by the reputation enjoyed by its products both in
domestic and international market.
Finance Department
The Finance department is headed by Mr. Thomas Samuel, the Finance Manager. The
finance department is not computerized and still follows all the traditional methods of
accounting and bookkeeping. There are a total of 6 Office assistants who works under the
finance department.
Credit policy
Sangrose Laboratories do have some standardss for credit granting. They have grantor for selling
their products who in turn sell the product. They sell on credit basis and to new against advance
payment.

31

Credit period
The credit period refers to the length of time customers are allowed to pay for their purchase.
Sangrose Laboratories give a credit period of 15 days and grace period but for the outstation party it
various from 60 days to 100 days..
Collections
The collection programs of the firm aimed at timely collection of receivables. In Sangrose
Laboratories collection are done through bank where letter of credit is only for export goods. They
do have concentrating bank system in Bombay.
Purchase Department
The Purchase department is headed by Mr. Thomas Alexander one of the directors of the
company. This department is in charge of all purchases connected to the company, right from
stationary to plant materials. The department is also responsible for the procurement of the
required material as well as issuing the items to the different departments accordingly.

The Purchase department looks into approving of vendors for materials required in various areas of
the plant. For this the purchase department has the vendor approval procedure, through which each
vendor has to go through initially before they are approved for purchase.
The purchase department receives a recursion of the amount required in the plant in case of
items needed for production process through the stores department. However, it usually
makes estimation as to when referring to the stock ledge or that is submitted to the manager
every month needs the requirements for local purchase that is for those items that can be
purchased locally local Indent is made by the purchase department & send to the supplier
Stores Department
The Stores Department also comes under Quality Assurance Department and is headed by
Mr Thomas Alexander. The Stores Department has four sections namely
o Raw Materials
o Finished Products
o Packing Materials
o Miscellaneous Products


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Receipt procedure
A purchase indent is made depending on the stock position. Inspection of the purchased item for
quality to quantity is made. After the items have been inspected and verified they are stocked in
bins or cupboards. In case the items is not big in size for large items. They are stocked on
metallic racks the packs.
Orders received are then entered in the register followed by the stock receipt. This is entered in
the stores ledger. The particular on the stores ledger are later entered in the computer for their
cases access in case the records have to be referred as a later date.
Issue procedure:
The issuing of materials is done on FIFO basis. After the materials are issued its particular are
entered on the stores ledger. These particulars on the stores ledger are entered into the computer
All materials which are received in the Stores department are entered in Batch Identification
Card (BIN) for efficiency and easy retrieval in the future.
Production Department
The production process at Sangrose is mainly divided among two main divisions namely
API / Bulk Drug: This includes CLOFAZIMINE, which is an anti leprosy drug, and
Formulation : This includes Soft gelatin, Hard Gelatin, Tablets, Ointments & Creams,
Oral liquids
There is one manager each for each of these divisions. Since API is manufactured based on
demand and not produced continuously, both managers concentrates on the Formulation
division otherwise.
Machineries
The various types of machinery and equipment are necessary for the production of medicine
.The plant is equipped with machinery to produce 15000-20000 kgs basic drug
(CLOFAZIMINE) per annum so 20 lack capsules per shift. The plant basically requires
the following machines.
SS Reactor with condenser

33

MS Rubber Lined Reactor
SS Reactor
MS Glass Line Reactor
SS Centrifuge
Rubber Lined Centrifuge
Multimill (Hammer type)
Soft Capsulation machines
Gelatin Cooking Vessel
Capsulation washing equipment
Production requisites
To run the plant smoothly so continuously it requires adequate supply of Raw materials, Electricity
and water.
Raw materials
The man requites the medicine processing is chemicals. In Sangrose Laboratories put limited put
ltd., the most important raw materials Amino compound and it is purchased from Baroda.
Power and fuel
In Sangrose Laboratories electricity is used as power 90 is required for working machines so
lighting facilities. The company has low tension connection of 100 KVA. But the company intends
to convert it into a High tension connection of 250 KVA by installing its own Transformer.
Water
The company has pay well in the nearby private land in the possession of the company.
The Panchayath water supply is also available to the company. In addition to this the industrial
Estate has its own water supply system.
Production Process
Sangrose Laboratories Pvt. Ltd. is a medicine manufacturing company. As it has got its own
formulas the production process is to be kept secret. It will not disclose even with the employees

34

of the company. The Managing Director MR.C.K ALEXNANDER, who is the chief chemist in the
production unit. Is the key factor behind the formulation of the medicines.
Raw Materials
Mixing
Encapsulation
Washing
Drying (2-3 Hours)
Washing
Packing
Dispatching
Packing
Firstly the Bulk Drug will filled in plastic bag then put it into the metal drums and sealed. The Drug
packed metal Drums contains 35 kg capacity and capsules are packing in Blisters.
Effluent treatment
In Sangrose Laboratories Pvt. Ltd about 15% of its total capital outlay is for environmental
protection. A well defined treatment system has been evolved for the treatment of effluent
generated from the manufacture area. A continuous monitoring system has been set into ensure that
no harm is done to the environment other than daily internal monitoring. An external agency has
been appointed for a monthly counter monitoring of the System.
The Effluent treatment plant has a capacity to treat appointed for a monthly counter monitoring of
the system. The Effluent treatment plant has a capacity to treat 6000 liters per day both chemically
and biologically. The treated water is used for the cultivation of land.
Effluent Treatment Procedure
Raw effluent:-
The Raw Effluent being very little in quantity is collected a Rubber lined concrete tank heated and
aerated to concentrate. When a sufficient quality is obtained it is to be sold to the consultants of the
company for neutralizing the alkaline effluents of other industries.

35

Wash Water:-
The wash water from the production area is collected a separate Rubber lined tank for treatment.
The Effluent is pumped into a mixer come flocculation tank, where liquid ammonia or lime is
added for neutralizing. The dried mass is permitted to be used as a land fill by the pollution in
Drums and kept sealed for incinerating they will be incinerated.
The clear overview form the location tank and the filter bed are pumped into on aeration tank where
the clear liquid is generated and then passed into a carbon filter bed to absorb and then passed into a
carbon filter bed to absorb any remaining organic matters. The filtered liquid is collected in hopper
bottom secondary setting tank. From the secondary setting tank it is pumped into another creation
tank and biomass is added. After sufficient creation the over flow passed into clarifier where any
suspended biomass is collected into be sludge put and the clear water is directly passed 3.5 acres of
agricultural land for irrigation as permitted by the pollution control board.
There are above 106 people working in the Company who are regularly subjected to medical
examination by qualified medical practitioner as per the direction of Drugs controller of Kerala and
so far no case of any contagious or other diseases are reported.
Quality Control Department
The Quality Control Department at Sangrose is headed by Ms. Elcy K Mathew. There are 3 Senior
Chemists, 5 Junior Chemists and 1 Lab Assistant. In Sangrose Laboratory Pvt.Ltd., the quality
control department uses the following quality control measures
1. Raw material analysis
2. In process analysis
3. Finished Product Analysis
The QC report is generated for the raw materials, in process products, finished products and also the
packing materials as well. A Batch Manufacturing Record (BMR) is also generated for each batch
of products which details all the proportion of contents, methods undergone and other details. The
BMR is verified for each batch by the QC department before they are approved for shipment to
customers.
The quality control Laboratory functioning in the company has sophisticated equipment like U.V
Spectrophotometer, Disintegration testing equipment, dissolution testing equipment ,Electronic PH

36

meters, digital electronic balance etc. The qualified and approved chemists and pharmacists
working in the company ensure quality to the product
Maintenance & Engineering Department
In Sangrose, Maintenance & Engineering Department deals with the mechanical as well as the
electrical maintenance of the whole organization. Even through production department has their
own set of inspection by maintenance supervisors, major repairs are carried out by the maintenance
departments. There are 2 engineering executives, who supervises the working of 3 operators, 1
Mechanical technician, 1 electrical technician and a boiler operator.
Mechanical Maintenance
The Mechanical maintenance department or sectors is headed by the mechanical maintenance head.
One supervisor and some helpers assist him. Usually scheduled maintenance is carried out. Apart
from weakly checkup for machineries in the processing department is carried out. In addition to this
lathe and welding work is also carried on. The cost of maintain is calculated on the basis of
maintain hours spend and the reports is submitted to the account departments on a monthly basis.
Electrical Maintenance
Electrical maintenance section is headed by electrical scheduled maintenances is carried out .The
inspection and report of all electrical systems and within the factory is carried out by the electrical
maintenance section.
Planned Preventive Maintenances Programme
All equipments are cleaned thoroughly before and after production.
At regular periods machines are reassembled and service like lubricating is also done.
Individual maintenance manuals are kept for equipment and any servicing or replacement
is dully recorded.


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Human Resources Department
At Sangrose Laboratories the HR department comes under Administration. The HR department is
led by Mrs. Sheenu Varghese who is the Public Relations Officer. Following are some of the
important Labour welfare facilities are undertaken by the organization.
Free Lunch And Refreshment
For the normal working hour no lunch is provided but if the employees are working more than
normal working hours, which is more than 9 hours a day, then free lunch is provided. Coffee is
provided twice a day during regular working hours.
Travelling Allowance
Traveling allowance is given by the organization for office purpose only. Attending the office every
day is not considered as office purpose. So hence no traveling allowances are given for coming to
the office. Sales personnel are given travel allowances based on the area and distance they are
covering each day.
Bonus
The company is paying 20 % bonus to the workers during the financial year. In Sangrose bonus is
paid more than the rules of payment of bonus act. According to the act even if the firm incurs loss a
minimum bonus of 8.33% of the total wages has to be given to the workers.
Insurance Benefits
In Sangrose all employees are covered under employees state insurance (ESI). Beside that
employees are covered by a special group insurance policy issued by the United India Insurance.
Gratuity
Gratuity is an amount paid to an employee on his retirement or death in appreciation of his post
sources in organization. In Sangrose gratuity is paid according to the rules of payment of gratuity
Act.
Medical Facilities
The organization is also having provision for medical facilities, if an employee falls sick or meets
with accident. The organization is bearing all the medical expenses. Besides that the company has

38

also arranged annual medical checkups for all employees, for which 2 doctors come to the
organization every year. The company is not having any tie ups with any hospitals for the purpose.
Provident Fund Scheme.
The company is having a provident fund scheme to which employee and employer contributes
equally, generally 12% of salary is deducted and from which the amount will be contributed by the
management. This type of scheme helps to increase the satisfaction of employees that as they will
get lump sum amount while leaving the job.
Measures Taken By The Management For Worker Safety
In Sangrose Laboratories workers (Chemists, and Assist Chemists and Lab Assistant) who are
production department in provided with aprons, Mask, gloves etc for materials handlings. The
factory is tally equipped with firefighting equipment training are given to all employees to operate
the firm fighting equipment.
Sources Of Recruitment In The Comapany
Advertisement
In Sangrose they use d Direct Advertisement method through newspapers and magazines. This
direct method is advisable as applicant get on idea about the organization
Employee Reference
The workers introduce their friends and relatives having good knowledge in the field. This hill is
taken into Consideration while the emergency of workers needed in the Organization.
Consult In
The potential job sackers approaching personally so Consult Sangrose regarding the jobs. The
company selects the suitable candidate from among rich candidate through selection process.
From Surrounding Place
The working staying nearby the organization is been given priority whenever they need unskilled
workers.

39

Walk in
Sometimes, the company advises the potential candidates to attend an interview directly without a
prior application or a specified date or time at a specified place. The suitable candidate from among
the interviews will be selected for appointment after screening the candidate through test so
interviews.
Selection Process
The selection pattern however is not common for all organization. It varies from one to another
depending on the situation and needs of the organization. Therefore at Sangrose Laboratories they
involve application blank, interview and medical test in the selection procedure.
Application blank will help the company to learn an applicants background and life history. After
studying the application blank they select the qualified applicant and call them for interview. Here
are three interviews which the candidate must pass through. The first interview is with the head of
HR department, the next with any one of the directors of the company and last with the Managing
Director himself. If the person comes to the organization based on recommendations the interview
will be conducted only by the MD.
If he passes the interview, he is asked to attend a medical test after which he will be appointed in
the organization.
Training
In Sangrose Laboratories the new workers are put to work with the experienced workers. Here the
experienced worker helps the new worker in understanding the job better and gives him specific
instructions on doing the job. This method is useful where an experienced or skilled worker
requires help. Sangrose laboratories follow direct training method of the employees.
Payment of Wages And Salary
All employees of the company are paid per day to the pay scale, workers are paid per day wage
and staffs are paid monthly salary. In case of new employees, their first month salary will be paid
to them in cash if they do not have an existing bank account into which salary can be transferred.
The company has a tie up with State Bank of India, which has all salary accounts of its employees.

40

Working Conditions and Facilities
The firm maintains good working conditions and working surroundings are hygienic. Importance is
given to maintain the cleanliness. Employees have been provided with adequate and spacious rest
rooms. Proper care has been taken to avoid accidents of any nature since the managing director
himself is easily accessible to workers a good labour management relationship exists in the firm and
hence there has been no history of labour disputes in Sangrose Laboratories.
Entry and Exit
The security section regulates the entry and exit of the personnel and material to the factory. In case
of materials, gate pass is necessary for both entry and exit. Out Pass systems is also there, were the
INS and OUTS are recorded by the security officer at the gate.
Industrial Relations
A good industrial relation exists in the organization. The management and the employees jointly
find the solution for the problems. There exist a well maintained relation between employer and
employee. In Sangrose laboratories there is no trade union, because there exists a well maintained
relationship between employer and employee.
Grievance
In sangrose laboratories there is no grievance, because there exists a well maintained relationship
between employer and employee.


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(xiii) SWOT ANALYSIS
STRENGTH
GMP Certification
Only manufacturer of CLOFAZIMINE in Kerala
Long term relationship with the customers indicate the trust in their product
Location within the Industrial Estate provides quick movement of raw materials and
finished products
Advanced product planning and designing

WEAKNESS
No healthy communication between the departments
Advertising expenses is very meager
Absence of employee engagement activities

OPPORTUNITIES
Production can be in USP\BP STDS (tablets)
Good scope in case the firm imports machinery from abroad to increase the capacity
Direct marketing will help increase the customer base
Make use of the current growth trend in the pharmaceutical industry

THREAT
Advertisement done by other players to capture the market
Substitute product manufactured by other laboratories.
Competitors paying higher commission to agents pose a threat to the existing business
structure of the company.


42

SECTION II

PROBLEM CENTERED
STUDY


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A. PROJECT TITLE
Measuring the effectiveness of QWL using indicators at Sangrose Laboratories Pvt. Ltd

B. PROBLEM IDENTIFICATION

QWL is a process by which an organization responds to employee needs for developing
mechanisms to allow them to share fully in making the decisions that design their lives at
work. A better quality of work life for employees leads to a higher productivity for the
employer. It is almost impossible today to pick up a newspaper of news-magazine without
finding a reference to quality of work/working life. In the search for improved productivity,
manager and executives alike are discovering the important contribution of QWL. QWL
entails the design of work systems that enhance the working life experiences of
organizational members, thereby improving commitment to and motivation for achieving
organizational goals.

C. RELEVANCE OF THE STUDY
The success of any organization is highly dependent on how it attracts recruits, motivates,
and retains its workforce. Today's organizations need to be more flexible so that they are
equipped to develop their workforce and enjoy their commitment. Therefore, organizations
are required to adopt a strategy to improve the employees Quality of Work Life' (QWL) to
satisfy both the organizational objectives and employee needs. The term (QWL) refers to the
favorableness or unfavorableness of a total job environment for people. 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. It is assumed that if employees have more positive
attitudes about the organization and their productivity increases, everything else being
equal, the organization should be more effective.
This study is conducted to measure the effectiveness of Quality of Work Life existing at
Sangrose Laboratories Pvt. Ltd. Indicators like Leadership, Corporate culture, Job
Challenges, Rewards and Recognitions, team work and working conditions of employees
are used to further the study.

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D. OBJECTIVES
i. To analyze the Quality of Work Life of employees at Sangrose Laboratories
Pvt. Ltd using indicators
ii. To find out the extent of Worker Supervisor Relationship existing within the
organization
iii. To find out the extent of Compensation, Fringe Benefits and Rewards &
Recognition existing within the organization
iv. To find out the level of Occupational Stress, Safety and Welfare Measures
existing in the organization.
v. To find out the extent of Training, Participative Management and Adequate
Resources available to the employees

E. LITERATURE REVIEW
The quest for improved productivity through human resources has its beginning in the early
1900s. F.W Taylors scientific management principles created a new awareness regarding
human resources, who were earlier considered as mere instruments of production, ready to
work from dawn to dusk under whatever conditions and being motivated by the lure of
money. From then, till today continuous research and experiments have been undertaken to
understand human beings at work and then ways to improve their satisfaction, balanced with
the aim of the organization to combine better productivity with the job. In order to achieve
this twin objective, different approaches have been developed and applied. The concept of
QWL has originated from this continuous research process. Modern society is
organizational society. Individuals spend much of their lives in organizations. Hence, the
importance of QWL is unquestionable. It has an ideological core comprising the perceptual
gap across individuals about the real connotation of QL as well as QWL. The QWL
movement aims at integrating the socio-psychological needs of employees, the unique
requirements of a particular technology, the structure Psychological needs of employees, the
unique requirements of a particular technology, the structure and processes of the
organization. It is a set of methods, approaches and technologies for enhancing the work
environment. According to American Society of Training & Development, it is a process
of work organizations which enables its members at all levels to participate actively &
efficiently in shaping the organization environment methods and outcomes. It is a value
based process aimed towards meeting twin objectives.

45

a. Evolution of QWL
Hian and Einstein (1990) have traced origin of the term "Quality of Work Life" (QWL) as
first being introduced in 1972, during an international labor relations conference in Rome,
though it had been in existence since 1960s. QWL received more attention after United
Auto Workers and General Motors Company in the United States of America initiated a
QWL program for work reforms to make work pleasant. Robbins (1989) defined QWL as a
process by which an organization responds to employee needs by developing mechanisms to
allow them to share fully in making the decisions that design their lives at work. The author
adds that Quality of work life is specifically related to the level of happiness a person
derives for his career. Walton attributes the evolution of QWL to various phases in history.
Legislation enacted in early 20th century to protect employees from job injury and to
eliminate working conditions, followed by the unionization movement in the 1930s and
1940s were the initial steps. The emphasis was given on the following factors:
Working condition
Job security
Work place & economic gains
Positive relationship between morale & productivity
Equal employment opportunity
Human needs & expectations
Relationship between motivation & leadership
QWL has been well recognized as a multi-dimensional construct and it may not be universal
or eternal. Each person has different needs when it comes to their careers; the quality level
of their work life is determined by whether those needs are being met. While some people
might be content with a simple minimum wage job as long as it helps pay the bills, others
would find such a job to be too tedious or involve too much physical labor and would find
such a position to be highly unsatisfactory.
In brief, QWL includes,
An opportunity to exercise one's talents and capacities, to face challenges and
situations that require independent initiative and self-direction;
An activity thought to be worthwhile by the individuals involved;

46

An activity in which one understands the role the individual plays in the
achievement of some overall goals; and
A sense of taking pride in what one is doing and in doing it well.

b. What Does QWL Really Deals About?
Quality of work life improvements are defined as any activity which takes place at every
level of an organization, which seeks greater organizational effectiveness through the
enhancement of human dignity and growth a process through which the stockholders in
the organization management, unions and employees learn how to work together better to
determine for themselves what actions, changes and improvements are desirable and
workable in order to achieve the twin and simultaneous goals of an improved quality of life
at work for all members of the organization and greater effectiveness for both the company
and the unions. Richard E. Walton explains quality of work life in terms of eight broad
conditions of employment that constitute desirable quality of work life. He proposed the
same criteria for measuring QWL. Those criteria include:
Adequate and Fair Compensation: There are different opinions about adequate
compensation. The committee on Fair Wages defined fair wage as . . . the wage
which is above the minimum wage, but below the living wage
Safe and Healthy Working Conditions: Most of the organizations provide safe and
healthy working conditions due to humanitarian requirements and/or legal
requirements. In fact, these conditions are a matter or enlightened self-interest.
Opportunity to Use and Develop Human Capacities: Contrary to the traditional
assumptions, QWL is improved to the extent that the worker can exercise more
control over his or her work, and the degree to which the job embraces and entire
meaningful task but not a part of it. Further, QWL provides for opportunities like
autonomy in work and participation in planning in order to use human capabilities.
Opportunity for Career Growth: Opportunities for promotions are limited in case of
all categories of employees either due to educational barriers or due to limited
openings at the higher level. QWL provides future opportunity for continued growth
and security by expanding ones capabilities, knowledge and qualifications.
Social Integration in the Work Force: Social integration in the work force can be
established by creating freedom from prejudice, supporting primary work groups, a

47

sense of community and inter- personnel openness, egalitarianism and upward
mobility
Constitutionalism in the Work Organization: QWL provides constitutional protection
to the employees only to the level of desirability as it hampers workers. It happens
because the managements action is challenged in every action and bureaucratic
procedures need to be followed at that level. Constitutional protection is provided to
employees on such matters as privacy, free speech, equity and due process
Work and Quality of Life: QWL provides for the balanced relationship among work,
non-work and family aspects of life. In other words family life and social life should
not be strained by working hours including overtime work, work during
inconvenient hours, business travel, transfers, vacations etc
Social Relevance of Work: QWL is concerned about the establishment of social
relevance to work in a socially beneficial manner. The workers self-esteem would
be high if his work is useful to the society and the vice versa is also true.
Besides normal wages, salaries, fringe benefits etc.., the specific issues are being
identified by the human resource managers on regular basis. Following issues are highly
relevant and determine the Quality of Work Life in any organization;
Pay and stability of employment: Good pay dominates most of the factors in
employee satisfaction. Alternative means of providing wages should be
developed to increase the cost of living index, profession tax etc.
Occupational stress: Its a condition of strain on employee emotions. Stress is
caused due to irritability, hyper excitation or depression, unstable behavior,
fatigue, stirring heavy smoking and drug abuse has to be identified.
Organizational health Programmes: Its helps to aim at educating about health
Programmes, means of maintaining and improving of health.
Alternative work schedules: Includes flexi times, work at home, staggered hours,
reduce work hours, part time employment.
Participative management and control of work: The trade unions and workers
believe that workers participation in management and decision - making
improves QWL.

48

Recognition: Rewarding system, congratulating the employees for their
achievement, job enrichment, offering membership in clubs or association,
vehicles, etc recognizes the employees.
Congenial worker-supervisor relations: This gives the worker a sense of social
association, belongingness, achievement of work results etc.
Grievance procedure: Employees will have a fair treatment when the company
gives them the opportunity to ventilate their grievances and present their case
sincerely rather than settling the problem arbitrarily.
Adequacy of resources: Resources should match with states objectives;
otherwise employees will not be able to attain the objectives.
Seniority and meriting promotions: Seniority is considered as basis for
promotion. Merit is considered as the basis for advancement for managerial
people.
Employment on permanent basis: It gives security and leads to higher order
QWL.
c. Enhancing the Quality Of Life in Workplace
Higher quality of life in the workplace leads to higher employee retention and worker
satisfaction. According to a study from Northwestern University, employee satisfaction is
directly linked to customer satisfaction, which is directly linked to a companys financial
performance. From the benefits that a company offers to the snacks available at break time,
numerous opportunities are available to improve the workplace environment.
Hire Quality Attitudes
Human attitude plays a big role in workplace quality of life. Hiring people with the
right attitude toward solutions, teamwork and healthy work environments can help
create a culture of empowerment and healthier interaction. Companies such as
Southwest Airlines and ING Direct have had success, going so far as to elevate
attitude and personality above skills and industry experience when considering new
hires. The idea is that job skills can be taught but high-quality mindsets and work
habits benefit the culture of the company overall.
Enhance Organizational Support
Offering benefits that can help ease employee worries enhances quality of work life.
Day care, flexible hours, work-from-home options and monetary bonuses help solve

49

problems for many employees -- improving their ability to concentrate and produce
at work. Leaders' approaches to workplace safety are also critical to the quality of
office life. Effective enforcement of policies on harassment of any kind builds
employee trust. Putting an employee assistance program in place for workers
struggling with personal problems such as alcoholism or depression is a valuable
investment in employee well-being.
Improve Office Comfort
Improvements in lighting, temperature, music choice, cubicle and desk
arrangements, and bathroom and kitchen cleanliness can make working in the office
more comfortable. Live trees and plants improve aesthetics. Discomfort can be a
distraction that takes away from productivity and overall job satisfaction over time.
Creating a workplace atmosphere that is secure, clean and comfortable demonstrates
basic respect for the people and the company.
Encourage Personal Health
Supporting nutrition, fitness and stress relief in your employees contributes to a
higher-quality workplace environment. Inc. magazine suggests keeping people
moving around by getting them to walk to different floors for meetings or hiring
health coaches to teach about healthier living. Removing junk food from vending
machines and serving healthier fresh foods may be something your company can do
to support better nutrition. Allow employees to take breaks before meetings to
organize their thoughts. As a company leader, arrange for the occasional wellness
day for your employees. Bring in a massage therapist, chiropractor or yoga instructor
and let employees sign up for the experience. Set up group walks outdoors, gym
breaks or spa days for interested employees. Activity and healthy diets improve
creativity and productivity.

d. Obstacles to QWL Programme
It is not easy to implement QWL programme. Many hurdles do crop up from time to time.
Managerial Attitudes: QWL demands democratization at in work place. Managers
must be willing to share decision making with employees but they may be reluctant
to give a part of decision making power.

50

Unions Attitude: Union may have a genuine feeling that QWL programme speed up
work performance & achieve productivity without offering adequate returns to
workers.
Cost Consideration: The capital cost & day-to-day operational expenses of QWL
programmes seem to be quite phenomenal beyond the reach of organization.


51

F. RESEARCH METHODOLOGY

From the business dictionary, QWL means The extent to which employees can enhance their
personal lives through their work environment and experiences. Quality of Working Life can
be generally defined as The quality of relationship between employees and the total working
environment. According to Jerome M. Rosow When organizations have addressed the issue
of quality of working life; they have always achieved great productivity breakthroughs". In a
deeper sense, quality of work life (QWL) refers to the quality of life (QL) of individuals in
their working organizations commercial, educational, cultural, religious, philanthropic or
whatever they are. QWL means different things to different people. J. Richard and J. Loy
define QWL as the degree to which members of a work organization are able to satisfy
important personnel needs through their experience in the organization. The definition by
Serey (2006) on QWL is quite conclusive and best meet the contemporary work environment.
The definition is related to meaningful and satisfying work which emphasizes 4 C's i.e.
Concern, consciousness capacity and commitment.

a. Tools for Data Collection
The process of data collection was carried out using questionnaires which was distributed
amongst the employees. This included the administration staff, technical staff and the
engineers working at Sangrose Laboratories Pvt Ltd, their responses were collected and
analysed.
Population: 87
Sampling Frame: 33
b. Sources of Data Collection
The primary sources of data collection was the questionnaire which was circulated among the
employees


52

G. DATA ANALYSIS & INTERPRETATION

a. Employee Development
The Job allows me to use my skills and abilities to the maximum level
FREQUENCY PERCENTAGE
STRONGLY DISAGREE 3 9
DISAGREE 1 3
SLIGHTLY DISAGREE 1 3
NEUTRAL 4 12
SLIGHTLY AGREE 2 6
AGREE 17 52
STRONGLY AGREE 5 15
Mean : 5.18

Table 9: Employee Development

Figure 12: Employee Development
Interpretation: More than half of the respondents agree that the organization has been helpful in
utilizing and developing their skills and abilities to the maximum level. However more than 10% of
the respondents also has the view point that the organization is not helping in employee
development

9%
3%
3%
12%
6%
52%
15%
EMPLOYEE DEVELOPMENT
STRONGLY DISAGREE
DISAGREE
SLIGHTLY DISAGREE
NEUTRAL
SLIGHTLY AGREE
AGREE
STRONGLY AGREE

53

b. Job Security
There is job security

STRONGLY DISAGREE
3 9
DISAGREE
0 0
SLIGHTLY DISAGREE
2 6
NEUTRAL 2 6
SLIGHTLY AGREE
5 15
AGREE
19 58
STRONGLY AGREE
2 6
Mean : 5.15

Table 10: Job Security

Figure 13: Job Security
Interpretation: More than half of the respondents agree that the organization provides them with a
level of job security. However 15% of the respondents have been found to disagree with the
statement.

9%
6%
6%
15%
58%
6%
JOB SECURITY
STRONGLY DISAGREE
DISAGREE
SLIGHTLY DISAGREE
NEUTRAL
SLIGHTLY AGREE
AGREE
STRONGLY AGREE

54

c. Worker Supervisor Relationship
Good superior Subordinate relationship helps to get the job done

FREQUENC
Y
PERCENTAG
E
DISAGREE 1 3
NEUTRAL 2 6
SLIGHTLY AGREE 4 12
AGREE 20 61
STRONGLY AGREE 4 12
Mean: 5.52

The superior is helpful to me in getting the job done

FREQUENC
Y
PERCENTAG
E
STRONGLY DISAGREE
0 0
DISAGREE 2 6
NEUTRAL 2 6
SLIGHTLY AGREE 4 12
AGREE 18 55
STRONGLY AGREE 7 21
Mean: 5.73

Overall Mean: 5.625
Table 11: Worker Supervisor Relationship

Figure 14: Worker Supervisor Relationship
Interpretation: More than 70% of the respondents agree that they have a very good worker
supervisor relationship which helps their job and life in the organization go smoothly. However less
than 10% of the respondents disagrees on the same.
1%5%
1%
6%
12%
58%
17%
WORKER - SUPERVISOR
RELATIONSHIP
STRONGLY DISAGREE
DISAGREE
SLIGHTLY DISAGREE
NEUTRAL
SLIGHTLY AGREE
AGREE
STRONGLY AGREE

55

d. Rewards & Recognition
I am treated with respect in the work place

FREQUENC
Y
PERCENTAG
E
DISAGREE 1 3
NEUTRAL 4 12
SLIGHTLY AGREE 3 9
AGREE 19 58
STRONGLY AGREE 4 12
Mean: 5.49

The opportunities for promotions are good

FREQUENC
Y
PERCENTAG
E
STRONGLY DISAGREE
3 9
DISAGREE 0 0
NEUTRAL 6 18
SLIGHTLY AGREE 4 12
AGREE 16 49
STRONGLY AGREE 2 6
Mean: 4.94

Overall Mean: 5.215
Table 12: Rewards & Recognition

Figure 15: Rewards & Recognition
Interpretation: More than 50% of the employees are of the opinion that they are treated with
respect and have a very good opportunity for promotion if their performance is consistent. Less than
10% of the employees believe that their chance of promotion within the company is very low.
5%
1%
6%
15%
11%
53%
9%
REWARDS & RECOGNITION
STRONGLY DISAGREE
DISAGREE
SLIGHTLY DISAGREE
NEUTRAL
SLIGHTLY AGREE
AGREE
STRONGLY AGREE

56

e. Safety & Welfare Measures
The safety of workers is at high priority
DISAGREE 2 6
NEUTRAL 4 12
SLIGHTLY AGREE 10 30
AGREE 11 33
STRONGLY AGREE 3 9
Mean: 4.91

The superior is concerned about the welfare activities of the employees

STRONGLY DISAGREE
2 6
DISAGREE 2 6
NEUTRAL 4 12
SLIGHTLY AGREE 9 27
AGREE 11 33
STRONGLY AGREE 2 6
Mean: 4.73

Overall Mean: 4.82

Table 13: Safety & Welfare Measures

Figure 16: Safety & Welfare Measures
Interpretation: Employees are not much satisfied with the safety and welfare measures existing in
the company. Even though majority is satisfied with the measures it does not constitute for a good
percentage
6%
6%
6%
12%
29%
33%
8%
SAFETY & WELFARE MEASURES
STRONGLY DISAGREE
DISAGREE
SLIGHTLY DISAGREE
NEUTRAL
SLIGHTLY AGREE
AGREE
STRONGLY AGREE

57

f. Compensation & Fringe Benefits

Fringe benefits are good in the organization

FREQUENC
Y
PERCENTAG
E
STRONGLY DISAGREE
4 12
DISAGREE
3 9
SLIGHTLY DISAGREE
2 6
NEUTRAL
6 18
SLIGHTLY AGREE
8 24
AGREE
9 27
STRONGLY AGREE
1 3
Mean : 4.27

Table 14: Compensation & Fringe Benefits

Figure 17: Compensation & Fringe Benefits
Interpretation: Only 30% of the employees are completely satisfied with the compensation and
fringe benefits provided by the company, while a good majority borders the neutral zone.

12%
9%
6%
18%
24%
28%
3%
COMPENSATION & FRINGE
BENEFITS
STRONGLY DISAGREE
DISAGREE
SLIGHTLY DISAGREE
NEUTRAL
SLIGHTLY AGREE
AGREE
STRONGLY AGREE

58

g. Occupational Stress

How often do you find work stressful?

ALWAYS
2 6
OFTEN
4 12
SOMETIMES 26 79
NEVER
1 3
Mean : 2.79

Table 15: Occupational Stress

Figure 18: Occupational Stress
Interpretation: A very large majority of nearly 80% are of the opinion that they face occupational
stress while on job at times.

6%
12%
79%
3%
OCCUPATIONAL STRESS
ALWAYS
OFTEN
SOMETIMES
NEVER

59

h. Training & Participative Management
The training opportunities have really helped in improving the quality of work

FREQUENC
Y
PERCENTAG
E
DISAGREE 3 9
NEUTRAL 3 9
SLIGHTLY AGREE 6 18
AGREE 14 42
STRONGLY AGREE 4 12
Mean: 5.06

The suggestions are always accepted and motivated by the superior

FREQUENC
Y
PERCENTAG
E
STRONGLY DISAGREE
2 6
DISAGREE 2 6
NEUTRAL 4 12
SLIGHTLY AGREE 7 21
AGREE 9 27
STRONGLY AGREE 6 18
Mean: 4.91

Overall Mean: 4.98
Table 16: Training & Participative Management

Figure 19: Training & Participative Management
Interpretation: A large majority of the employees believe that the training they receive prior and in
the course of their work have helped them in improving the overall quality of their work.
Participative management concept however is not much prevalent within the organization.
4%
7%
8%
11%
20%
35%
15%
TRAINING & PARTICIPATIVE
MANAGEMENT
STRONGLY DISAGREE
DISAGREE
SLIGHTLY DISAGREE
NEUTRAL
SLIGHTLY AGREE
AGREE
STRONGLY AGREE

60

i. Adequate Resources

The organization is providing high quality tools and techniques to do the job

FREQUENC
Y
PERCENTAG
E
STRONGLY DISAGREE
2 6
DISAGREE
2 6
SLIGHTLY DISAGREE
2 6
NEUTRAL
6 18
SLIGHTLY AGREE
9 27
AGREE
11 33
STRONGLY AGREE
1 3
Mean : 4.67

Table 17 : Adequate Resources

Figure 20: Adequate Resources
Interpretation: A very small percentage of the employees believe that the organization is
providing them with adequate resources for doing their job. A large number of employees are
dissatisfied with the resources available to them for the job.

6%
6%
6%
18%
27%
34%
3%
ADEQUATE RESOURCES
STRONGLY DISAGREE
DISAGREE
SLIGHTLY DISAGREE
NEUTRAL
SLIGHTLY AGREE
AGREE
STRONGLY AGREE

61

H. LIMITATIONS
Collecting the responses from the employees took more time than expected
Not all were ready to give genuine responses to the questionnaire
The population included only the executive cadre including administration staff,
engineers and technical staff. This was a huge limitation because the whole study
represents responses of this section of the employees only.

I. FINDINGS
a. The employees believe that they have a very good chance of developing their skills
and abilities while working in the organization
b. The employees have a sense of Job security that help them stay truthful and
dedicated to the job
c. Employees share a very healthy and strong Worker Supervisor relationship as a
result the supervisors are well apprised about any problems faced by the employees,
both personal and professional.
d. The employees are treated with respect and have a very high chance at promotion if
their performance is consistent and they are eligible.
e. The safety and welfare measures existing in the company are adequate as per laws
and standards; however employees feel improvement can be done in this front.
f. The Compensation and Fringe benefits which are prevalent in the organization are as
per industry standards, but employees are not satisfied with the same.
g. A very large percentage of the employees state that they face occupational stress at
job sometimes.
h. The trainings which are given to the new employees and existing ones have been
very helpful in getting the jobs done efficiently. The employees are also of the
opinion that their suggestions and recommendations are not much taken into
consideration while making decisions.
i. Employees feel that adequate resources are not being provided by the company for
carrying out their jobs, they are not satisfied with the resources available to them.
j. Overall the employees have a good Quality of Work Life within the organization;
however they can look into issues like fringe benefits, adequate resources and work
life balance of employees.


62

J. RECOMMENDATIONS
a. The company has very few extra-curricular activities and programs which play a key
role in making the employees feel like they are part of a family. New activities and
programs need to be planned on a monthly basis and on special festive occasions to
bring in all the employees together.
b. Since the organization is into pharmaceutical manufacturing business trainings
should be made more extensive so that employees are well equipped regarding the
upcoming trend in the market. This will also help the organization keep up in the
surging competition.
c. The organization still uses traditional methods of computing in all departments. They
do not have a dedicated information system which can help them keep track of
business more efficiently and effectively. This will help the supervisors and
managers to keep track of the employees and their performance more closely.
d. Departmental communication should be improved if the company needs to carry out
its functions smoothly. Frequent inter and intra departmental meetings will ensure
that all departments work in accordance for the achievement of the organizations
goals and objectives.
e. Being a pharmaceutical manufacturing concern, Research & Development is a very
vital part in the path of success and progress. Currently at Sangrose Laboratories the
Research & Development wing is not functioning due to some technical issues. This
needs to be corrected and the R & D department needs to be reinstated.


63

K. CONCLUSION
Measuring the effectiveness of Quality of Work Life using indicators at Sangrose Laboratories Pvt.
Ltd was a great learning experience. It helped in understanding the intricacies of designing a
program in an organization. The study helped in finding out the most critical reasons responsible for
determining the Quality of Work Life of employees in the organization along with certain other
concerns. The study helped in understanding the relative importance of various factors responsible
for QWL, it also revealed the fact that that opportunity for development and growth is most
important for the employees of the organization.
In the life of a working individual, the quality of work life holds prime importance. Over a period of
time, numerous opportunities have been created in the corporate world, each offering a more
conducive work environment to the employee than the last. This has given rise to employee
expectations, which coupled with the acceptance of the importance of employee retention, has
forced employers to think even about the minutest of parameters which influence the quality of
work life. It is concluded that, to be successful, QWL programmes must be planned thoroughly.
The aspirations and attitudes of workers must be examined closely before launching any
programme. The work must be studied carefully and a congenial work atmosphere must be
provided where the work itself provokes interest and workers genuinely desire to progress on their
own.


64

BIBLIOGRAPHY
1) Publications
a. International Journal of Business and Management Invention: Quality of Work Life
The Need of the Hour By Mr. Venkata Subrahmanyam C. V., Ms. S. Pattu
Meenakshi, Dr. K. Ravichandran
b. International Trade Administration Office of Health & Consumer Goods :
Pharmaceutical Industry Profile
c. Centre for Trade and Development (CENTAD), New Delhi, 2010: Competition Law
and Indian Pharmaceutical Industry
d. A Study On Quality Of Work Life Among Employees Of BPO Sector In NCR
Region: Amita Gupta & Priyanka Chaudhary, Advance Institute of Management
e. International Journal of Marketing, Financial Services & Management Research
Vol.1 Issue 10, October 2012, ISSN 2277 3622: Quality Of Work Life-An
Overview By Dr. A Jayakumar; K Kalaiselvi
f. Journal of Business Management & Social Sciences Research (JBM&SSR) ISSN
No: 2319-5614, Volume3, No.2, February 2014: Quality Of Work Life By Anshul
Jaiswal, Assistant Professor, Arya Mahila P.G.College, Varanasi, (U.P) India
2) Websites
a. Centers for Disease Control and Prevention : http://www.cdc.gov/niosh/
b. Slideshare : http://www.slideshare.net/
c. CiteHR : http://www.citehr.com/
d. ResearchGate : http://www.researchgate.net/
e. International Centre for Business Research: http://icbr.net/0204.30


65

Section iii

Annexure


66

QUESTIONNAIRE: QUALITY OF WORK LIFE

1=Strongly Disagree; 5= Slightly Agree;
2= Disagree; 6=Agree;
3= Slightly Disagree; 7=Strongly Agree
4= Neutral;

Sl. No Statement 1 2 3 4 5 6 7
1 The Job allows me to use my skills and abilities to
the maximum level

2 I am treated with respect in the work place
3 The organization provides an opportunity to develop
my own abilities

4 Good superior Subordinate relationship helps to get
the job done.

5 The organization is providing high quality tools and
techniques to do the job

6 The opportunities for promotions are good
7 The safety of workers is at high priority
8 Compensation & Fringe benefits are good in the
organization

9 The superior is concerned about the welfare
activities of the employees

10 There is job security
11 The superior is helpful to me in getting the job done
12 The training opportunities have really helped in
improving the quality of work

13 The suggestions are always accepted and motivated
by the superior

14. How often do you find work stressful?
Always Often Sometimes Never
Comments (If Any):

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