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INTRODUCTION

1.1 ABOUT THE STUDY


Fw.Taylors scientific management principles creating 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 cure of money . from then till today continuous research and experiments have been undertaken to understand human beings at work and the ways to improve their job satisfaction balance with the aim of the organization to combine better productivity with job and employees satisfaction in order to achieve this twin objectives ,different approaches have been developed and applied the concept of quality of work life has originated from this continuous research process. Quality of work life denotes all the organizational inputs which aim at the employees satisfaction and enhancing organizational effectiveness .in the late 1959,s the term quit was used to stress the prevailing poor quality of at work place and it was first defined then n terms peoples reaction to work , particularly an individuals , job satisfaction and mental health . It also refers to favorableness or un favorableness of job environment for people. The following eight major conceptual categories to provide a frame work for analyzing its salient features. a) b) c) d) e) f) g) h) Adequate and fair compensation Safety and healthy working conditions Immediate opportunity to use and develop human capacities Future opportunity for continued growth and security Social integration in work environment Constitutionalism or the rule of law in the work organization Work and the total life space The social relevance of work.

Multifarious criteria that characterize this industrial orientation include fair compensation healthy working conditions and opportunities for developing skills continued growth and security conducive work environment protection of workers rights, social relevance and balance between work and personal life . Later quality came to be recognized as an approach or methods such as job enrichment ,self managed teams and labour managed committees.

2 The management is every organization should sincerely invite their employees to suggest ways to improve their operation and the quality of their work life , only if these ideas are received n a spirit of appreciation . the employees should then be asked to participate in studying the feasibility and recommended appropriate means of implementing each suggestion that survives such review .the quality of life at work probably would than be enhanced .A management practice that manifests concern about job enrichment , employee security , career opportunities and opportunities for employees to have voice in matters which affect them is entirely consistent with meticulously controlled operations in the interest of efficiency , effectiveness quality assurance , customer service , profitability and high employee morale. Quality of work life (QWL) is a philosophy , a set of principles which holds that people are the most importance resource in the organization as they are trust worthy responsible and capable of making valuable contribution and they should be treated with dignity and respect the elements that are relevant to an individuals Quality of work life include the task , the physical work environment within the organization ,administrative system and relationship between life on and off the job . QWL consists of opportunities for active involvement in group working arrangements or problem solving that are of mutual benefits to employees or employers , based on labour MGT ; cooperation people also conceive of QWL as asset of methods such as autonomous work groups job enrichment , and high involvement aimed at boosting the satisfaction and productivity of workers it requires employee commitment can flourish . Thus QWL is a comprehensive construct that includes as individuals job related well being and the extent to which work experiences are rewarding fulfilling and devoid of stress and other negative personal consequences . Accordingly the rising number of two-income households is heightening the concern for employees quality of work life .Given that female participation of work is increasing it is apparent that males and females independently will need to take care of both work and home . Therefore ,Quality of work experience rather than work place wiliness is crucial in promoting healthier working environment .Past research on QWL : The evolution of QWL began n late 1960s emphasizing the human dimensions of work . By focusing on the quality of the relationship between the works and the working environment . QWL as a discipline began in the us in September 1972 when the phrase was coined at a democratization of work conference held at Columbia universitys. Arden house to discuss two movement .The first was political movement in western Europe called industrial democracy militant . socialist labour unions were lobbying the parliaments and assemblies of England ,France ,west Germany, Sweden and Italy to legislate worker participation in corporate decision making . The second movement was the emergence I n the u.s of a number of social science theories about humanizing the work place . This shows that the model that evolved during the early years.

1.2 INDUSTRY PROFILE


Kerala has the richest and one of the most extensive heavy mineral and sand deposits of the world. The chavara deposits contain illmenite ,rutile,leucoxene ,zircon, monazite and sillmente ,the commercial significance was known for the first time in 1909 when Dr.schaumberg , a German scientist discovered the presences of monazite in the black beach sands Manaval Kurichi in the east Travancore state . the presence of mineral sand in the coir rope traditional item of export from this part from this part of the country led to the discovery. Later the geological survey of India established the occurance of monazite and other metals like illmenite ,rutile ,leucoxene,sillimenite and zircon.

TITANIUM DIOXIDE INDUSTRY IN INDIA


The India reserves of illuminate and rutile is expected to be around six crores .the important sources of illuminate in India are the beach sands of south Kerala and tamil nadu .beach reserves are also seen in maharastra,Orissa and Andhra Pradesh .The reseves n Tamil nadu and Kerala are around 25 million tons .this information throws light into the probabilities of new manufacture and completion in titanium dioxide pigment industry in Indian market .the demand for the new manufactures will be more with the increased demand of paints ,plastics rubber etc .

PRODUCT DEMAND
Titanium di oxide is a significant raw material used in paint ,medicine ,plastics, ink etc.with the globalsatiion of business the communication has become faster by means of telephone ,fax , computer, transportation, periodical etc.which boosts the demand for the products like plastic and paper. this resulted in higher demand for titanium dioxide n the sectors. The demand for this product is likely to be around 4 million tons . manufacturer is committed to develop sufficient capacity to satisfy that fact demand.

1.3 COMPANY PROFILE VISION:

KMML to be a world class producer of mineral sand based value added products.

MISSION:

To become the nodal agency for promoting and establishing mineral based industries in the state to ensure value addition and the effective and controlled exploitation of the mineral reserves . To develop adequate supply base for the services and utility for development of the mineral based industries. To create more awareness about corporate social responsibilities for chemical industries in the state. To become the leader in controlling green house gas emissions so as to promote the concept of green earth.

ADMNISTRATIONS:
The Managing Director is the chief executive head of the organization he is the responsible for the effective performance of the company on one hand and the board of directors on the other . there is the general manager to assist managing director is administering the company activities and coordinate activities and coordinate activities between various departments of the company.

QUALITY OBJECTIVES:

1. 2. 3. 4. 5.

Customer driven continuous improvement Encouraging innovation and technology updation. Training and Empowering work force. Caring for requirements of society. Compliance with documented quality system.

Expansion in KMML s Past lies n the promise of the future . the company stand poised for more expansion and diversification all along the line world mineral deposit s are available at chavara ,which is estimated to be 25 million tones .KMML has made plans 0 utilize the vast resources.

ABOUT KMML
The Kerala minerals and metals Ltd (KMML ) is the worlds first fully integrated titanium dioxide plant .they are one of the leading producers of titanium dioxide plant .they are one of the leading producers of

5 titanium dioxide pigment Indias first and only manufacturer of rutile grade titanium dioxide by chloride route. Since its incorporation ,KMML has made a distinctive mark in the fields of mining, mineral processing and manufacturing .KMML has won national acclaim for its impressive performance . KMML manufactures mineral sand like illeminite ,natural Rutile ,zircon and intermediary products like synthetic route (beneficiated illeminite),titanium Tetra chloride which forms basic components for a variety of industrial uses and converts the waste iron oxide in to bricks (towards zero waste

technology)for building purpose .minerals like Zircon and monazite have got its applications extended to the development of nuclear technology. KMMLs products are marketed under the brand name KEMOX.KEMOX RC 822 (Rutile grade

Titanium dioxide )is a multiple application pigment which is of greater demand in the world market.KMM L also produces other grades of titanium dioxide pigments like RC-800 ,RC-813 and -802. The most eco friendly &socially committed company. The Kerala metals and minerals ltd (KMML) kollam,kerala,india is one of the pioneers in the field of minerals sand industry in India. Close access to one of the worlds richest beach helps KMML to have world class production of minerals . KMML is a fully owned Kerala government enterprise .there are about 1900 employees in the company at present who are helping KMML grow. Collaboration with international companies like benelite corporation of America.woodall duokham UK and Mc gee chemical corporation USA has also aided KMML on a global level. KMML,s titanium pigments are reputed for their degree of gloss ,tint retention capacities and ease dispersion . these qualities give KMML a formidable identity in the industry . KMML is certified ISO 90 in the year 2000 for implementing world class quality standards . Recently ,KMML-ISRO-VSSC entered into an MOU for the production of titanium metal /sponge which is considered to be a mile stone in the history of KMML.

EMERGENCE OF KMML
F.X PERERA &SONS (TRAVANCORE) PRIVATE LIMITED M/s F.X Perera &sons (Travancore private limited were the pioneers who established the first full fledged minerals separation process. It was established by a dynamic entrepreneur late Mr.J.E.A perera who was a man of vision and foresight .He constantly tried to improve the mineral technology and for this purpose to experimented with the latest ideas than available even before they had been fully fledged in the technologically advanced countries .Sri perera and his company faced financial crisis in the

6 fifties .Large amount due to royalty and taxes fill into arrears to the government and it took over the management of the company in January 1956. From 1956-1972 the company was run by the industrial department of the Kerala government ;under the name F.X.P minerals in 1972 the ownership of the company was transferred to the state government through a sale deed executed by the name Kerala minerals and metals Ltd and was registered under the companies act of 1956. Earlier it had the plant namely the minerals separation plant at kovilthottam in 1979. It set another unit namely titanium di oxide pigment unit with an initials estimate cost Rs .65 crores .it was originally expected to be completed by the end of 1982 but actual completion taken place and commercial production started at the end of 1984 resulting cost overrun of Rs 40 crores .then the plant was ready for commercial production .The cost of the projected becomes Rs.105 crores . originally , a rare earth mineral separation plan till 80s , KMML began its prestigious pigment production with a liven &capacity of 48000 MT per years .The effort for debottle necking and incremental expansion in the past years become a reality in 2005 and installed capacity was declared as 40,000 Mt per annum. The factory is situated very near to NH 17 on sea costs . The present location of the factory is at sankaramangalam near chavara . A small town not very far to kollam district head quarters .The KMML is new popularly referred to as the titanium complex.

MILESTONE IN THE HISTORY OF KMML


I932: F.X.Perera & Sons LTD established a mineral seperation unit in chavara. 1949: Travancore titanium products established in veli at TVM. 1972:Firm was taken over by the government of Kerala and named as KMML. 1979:Setting up of Tio2 production plan was started. 1984:Tio2 plant was commissioned in December 1984 and production of Tio2 was started.

PLANT CONSTRUCTION
The titanium Dioxide plant construction was started in the year !979 and commissioned on December 1984 . This is the most modern process available in the word for the production of titanium Dioxide . The company has divided erect the project in two ways in the first stage they have erected a plant with a capacity of 22,000 tones of titanium dioxide annually . In the second stage , this capacity will be doubled .The total capital cost of this unit was Rs .105 crores the paid up capital of Rs.32 crores has been wholly contributed by the government of Kerala The balance requirements have been financed as long term loans by financial institutions. The estimated cost of titanium di oxide Pigment plant was Rs.65 crores and was expected to be completed by the end of 198 . but the actual completion took place at the end of 1984 resulting of project become Rs .105 crores.

MINERALS SEPERATON PLANT


The deposits of heavy minerals sand are found in the coastal area between Neendakara and kayamkulam extending over a length of kms with an average width of 800metres .investigations have found that the mineral sands occur by to depth of 9 meters below the surface using methods are magnetic electrostatic and tabling the study has established that if a plant is setup with an annual capacity of 25,0000 tones of illumenite and other minerals in proportion , even at 60% production it will make profit . TITANIUM DIOXIDE PIGMENT PLANT The company received letter of intent in 1974 for the production of 48,000 tones of titanium dioxide using the chloride route technology(The chloride route technology is the most modern process for the production of Tio2 ) the company has decided to implement the project in two stages . In the first stage it will install a capacity of 22,000 tons annually and in the second stage it will be doubled . market study conducted by Indian an international agencies have stabilized that there will be sufficient demand for the product . if the plant can operate at 60% capacity , it can work without loss . at full capacity it will generate a handsome profit. Export: Even Though KMML faces stiff competition from multinational,KMML receives number of export orders through email fax and correspondence from customers abroad Tio2 of KMML has been exported to 1. 2. 3. 4. 5. 6. Korea Italy Colombo Turkey Iran Mauritius

GLOBAL COMPETITORS 1. Ishihara (JAPAN) 2. Hankak(seoul,korea) 3. Mitinum(Germany) 4. Ker.mc.gre(us) 5. Hotin comp (us) 6. Tio2 fine9 (Netherlands)

8 7. Fletcher titanium products (newzeland) 8. Kemia (Finland)

Future Plans 1. Capacity Enhancement of mineral seperation plan from 12000tones per annum to 30,000 tons per annum by modernization and by putting up a new plant with capacity of Rs 30,000 tons per annum of illmenite as part of major expansion . 2. Capacity enhancement of Tio2 plant from 30,00 tones per annum to 60,000 tons per annum as part of major expansion. 3. Setting up a synthetic rutile plant with 1,30,000 tones per annum capacity as part of expansion. 4. Putting up a new additional 100 TPD oxygen plant as part of major expansion 5. Putting up a new chlorinator in chlorination section. 6. Putting up a new digester in beneficiation section. 7. Putting up one new calcines , tank and other auxiliary equipments in beneficial plant. 8. By pass arrangement in oxidation section to increase the existing capacity to 30,000 metric tones 9. Installation of a new bagging machine in pigment finished section as per the customers. .requirements for avoiding dust pollution at the bagging area and for improving the efficiency in bagging section. 10. Putting up of a new de mineralized water plant for fuel saving and to improve the quality of process water. 11. Increasing the capacity of existing cooling tower.

HUMAN RESOURCES DEPARTMENT


The role of human resource department in QWL efforts vary widely .n some organization top management appoints an executive to ensure that QWL and productivity efforts occur throughout the organization . In most cases there executives have a small staff and must rely on the human resources department for help with employee training communication attitude survey feedback and similar assistance .In other organization the department is responsible for initiating and directing the firm QWL and productivity efforts perhaps the most crucial role of department s winning the support appears to be an almost universal prerequisite for successful QWL programs By substantiating employees satisfaction and bottom un benefits which range from lower absenteeism and turn over to higher productivity and fewer accidents the department can help convince doubting managers .sometimes documentation of QWL can result from studies of performance before and after a QWL effort .without documentation of these results top management might not have continued its strong support.

9 The figure given below illustrates the department makes direct contact with employees and supervisors through orientation training and development career planning and counseling activities .at the same time ,these activities may help a supervisor do a better job of motivating employees.

Satisfaction

Direct
Orientation Training &Development
HUMAN RESOURCE Employee DEPARTMENT

QUALITY

WORK

Career planning
LIFE

supervisor

Counselling

Indirect
Safety and health practices Compensation practices Other policies and practices MOTIVATION
KMML stands for its total Quality culture in terms of people ,products ,services ,work place safety ,energy and environment .The company is fully equipped to train manpower at all levels covering the entire range of activities from mining to manufacture to marketing . the emphasis is to attract nurture and train the best human resources in the industry . the companys biggest asset is its human resources quality with a 2000 plus workforce .We have a full fledged human resource development (HRO) department .that focus on regular training and refresher courses for skill betterment and personality development and also to inculcate. Quality consciousness and safety awareness .We are committed to training and retainers the best of human resources from the world over building capabilities in the organization across boundaries in the mining sector. The companys HR strategy and policy looks to achieve optimum productivity through best use of the human and technology potential fulfilling the companys vision to become a world class organization for mining and mineral separation .the reduce the paucity of professionals arising due to higher capacity utilization retirement ,expansion and modernization .this is achieved b y decising a progrmme of

10 inducting qualified technocrats and management professional of multiple levels .to ensure smooth technology transition , a series of human resources training program and familiarization regimens are conducted regularly .This department is concerned with the manpower management of the company and it is headed by the joint general manager (personnel and administration ).the sincerity and dedication of the employees is a major success factor with a fully fledged HRD department ; regular training and refresher courses are given to employees .Apart from skill development there courses include quality consciousness safety awareness and personality development .

Functions of Human Resource department In KMML 1. 2. 3. 4. 5. Recruitment ,selection and placement of personnel Matters relating to promotion and transfers of personnel Training and development to staff Matters relating to welfare safety and security salaries ,allowances, bonus ,incentives etc. Matters relating with public relation disciplinary with public relation disciplinary proceedings , retirement and superannuation 6. Maintenance of attendance registers.

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PERSONNEL AND ADMNISTRATIVE DEPARTMENT


JGM (P&A) DGM (P&A) MANAGER(P&A) DY.M (P&A) DY.M (LEGAL) ASST AO(CNTN) PO(I) PO(S) PRO AAO SO MANAGER(W) MEDICAL SUPERINTENDENT

A P O

A P O

A P O

A P O time keeper RECORD KEEPER SI Room boy S GRID


Chief cook supervisor

Male nurse

compounder

sweeper

Casual worker

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2.1 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE To study about the quality of work life among the employees in KMML.
To understand the effectiveness of working as a group to the quality of work life. To findout the association between age, workload and stress in employees of KMML. To study the importance of communication, motivation, leadership and its effectiveness in QWL. To identify the major factor that influences the QWL of employees. To understand the working environment prevailing in KMML. To identify the major factor that influence to take leave on job.

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2.2 NEED OF STUDY


The basic purpose of QWL is to develop jobs and working conditions that are excellent for people as well as for the economic health of the organization .quality of work life means having quality supervision ,quality working conditions ,good pay and benefits ,challenging and rewarding job etc .quality of work life is concerned with the overall climate of the work .Quality of work life is concerned with the overall climate of the work .quality of work life is making everything of quality and because of these reasons ,this study became worth .Many large companies India have tested and are still experimenting with the ways to improve the quality of the work life and improve the productivity .it is interesting to note that most have reported noteworthy success with enrichment effort.

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2.3 SCOPE OF STUDY


The scope of QWL movement which originally included only job design efforts based on the social technical systems approach has gradually widened very much so as to include a wide variety of interventions such as quality circles ,suggestion schemes ,employee participation ,empowerment ,autonomous work teams etc .while the specifies of these interventions vary in each case the common elements in all these interventions seem to be as under:

I. II. III.

Focus on Work Teams ; Autonomy in planning Work ; Focus on skill development and increased responsiveness to employee concerns.

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2.4 LIMITATIONS OF THE STUDY


Time period of the study was limited . As the employees where busy with their meetings &other works , it was impossible to get the responses up to my expectation . Quite a few respondents were different in response to the questionnaire bowing to the personal prejudice &fear .much time was spent to dispel their fear and to assure confidentially . Some Employees did not show much interest in filling up the questionnaire because they think it is a waste of time . As the data collection was done by the survey methods by using questionnaires . The study includes all the limitations inherent to the questionnaire form of research.

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2.5 RESEARCH METHODOLOGY


Type of research A study on quality work life among the employees in Kerala minerals & metals Ltd has been under taken to study the nature of the tasks performed by different categories of employees and their feeling about their job, vivels of employees about the physical environment prevailing in the organization relationship maintained with other employees and the benefits extended in titanium dioxide plant of it views of the respondents covered for this study describe the opinion of employees on above aspects which decide the quality of work life of employees in titanium dioxide plant of KMML . hence the research study is categorized as descriptive research method. Sources of Data The source of information for this study has been collected from the personnel and HR Department of titanium dioxide pigment unit of KMML . manuals and respects published by Kerala minerals and metals Ltd and the same is also the source of the information for making preparation for this study . Primary Data Primary data have been collected from the employees (respondents)objectives and purpose of the study have been explained to the respondents who are in permanent rolls in Kerala minerals and metals ltd and the data needed for this study has been directly collected from them. Secondary Data Data required for this study have been collected from official sources of Kerala minerals and metals ltd . All the industry details provided by the organization have been collected from personnel and administration department . the reports and pamphlets released by the organization is also a source of information. Data Collection method Secondary data have been collected from official sources of Kerala minerals and metals ltd. And through their manuals and reports . primary data have been collected through survey method. The tool used for conducting survey was questionnaire a well structured questionnaire has been formulated as the basis of the objectives framed for this study summated scale (likert type 5 point scale ) has been used here .A pilot study has been conducted to know the practicability and statistical amenability of the

questionnaire and accordingly necessary modification was made before final survey close ended questions have been incorporated in questionnaire to bring out the views employees of minerals and metals ltd . Data collected through primary sources have been been analyzed for arriving findings and collection.

17 Universe: Employees of Kerala minerals and metals Ltd who are in the rolls of the organization during the period of survey the total population was around 1900. Sampling frame List of the employees has been collected from the official records of Kerala minerals and metals ltd and source list or sampling frame has been prepared for the study. Sample size The sample size chosen for the study is 110. Sampling Technique Sampling technique used for these study is simple random sampling from the sampling frame the respondents needed for this study has been prepared. Employees (respondents) who are working in the titanium dioxide plant of KMML have been selected on a random basis after approaching different departments of employees the respondents needed for this survey has been prepared by a way of covering all the categories of the employees in titanium dioxide plant of Kerala minerals and metals ltd. Research Tools Applied (1)percentage analysis Percentage analysis is an easy technique to analyze and interpret the collected data . The results are shown n percentage . (2)Charts used : Bar chart.

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2.6 REVIEW OF LITERATURE


CACIOPPE (1980) developed the quality of work experience survey to evaluate the less tangible and qualitative aspects of life at work .The primary purpose of the survey is to measure the degree to which people perceive that their work experiences reflects an ideal work environment at an individual ,group and organizational level .The criteria for this ideal work environment includes effectiveness , efficiency, human wellbeing and organizational climate and has been described more specifically elsewhere (cacioppe,(1984).since the surveys inception in1977 .14 public sector and 14 private sector organization have utilized the survey for the practical purpose of evaluating how their employees perceived their work and to implement changes to the organization to enhance the quality of work life.

JANT BOGG & CURY COOPER (1995) found that senior u.k civil servants were significantly more job dissatisfied and displayed more mental and physical ill health than their private sector counter parts . The main sources of stress were factors intrinsic to the job such as poorer comparative pay and working conditions and a strong feeling of possessing little control over their job and their organization. DAVID J GLEW , ANNE M.OLEARY-KELLY(1995) Provided an overview of research related to participation programs in organization . although certain relationships. such as the participation performance .Association have been adequately addressed in the literature other aspects of the participation. Process have received a participation frame work that organizes what is and is not known about participation develop an operational definition of participation summarize the incentives that motivate participation , review individual and

organizational contextual factors that relates to participation .outcome relationship and note essential measurement questions.

JOE JAINA & SHAUN TYSON(2004) the subject of work based relationships as a source. Of support feedback and development has centricity in much of the research into management development .specifically work dealing with manager /subordinates and poor relationships ;as well as more formally defined developmental relationship such as that of the mentor , coach of counselor are of interest to the management researcher . they examined the

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concept of psychological similarly through shared meanings ,in relation to the maintenance and development of self efficiency beliefs .this examination is carried out through comparative case studies in two very different organizational settings ; the corporate and the not for private sector . it was found that in work based relationships in which the parties are psychologically similar. Such relationships are more likely to support the maintenance and development of self efficiency beliefs. PATRICK M.WRIGHT ,WENDY R.BOSWELL.(2002) proposed a

typology of HRM research based on two dimensions level of analysis (individual/group or organizations )and number of practices (single or multiple )they used this frame work to review the recent research in each of the four sub areas . They argued that while significant progress has been made within each area ,the potential for greater gains exists by looking across each area .toward this end they suggested some future research direction based on a more integrative view of HRM they believe that both areas can contribute significantly to each other resulting in a more profound impact o n the field of HRM than each can contribute independently.

THOMAS A. WRIGHT (2007) used data from a 2 year field study to examine the relationship among psychological wellbeing ,job satisfaction and employee job performance with employee turnover using a sample of 112 managers employed at a large organizations on the west coast of the united states and controlling for employees age, gender ,ethnicity and job performance, wellbeing and job satisfaction were found to predict turnover in a non additive manner as expected wellbeing was found to moderate the relation between the job satisfaction and job separation ,such that job satisfaction was most strongly (and negatively) related to turn over when wellbeing was low. HELEN DE CIERI (1991) viewed that occupational health and safety has continued to gain recognisation as a important issue for managers and workers in Australia significant progress has been made in recent years particularly with regard to occupational health and safety legislation while some problems in the work place have been addressed ,several issues have emerged as problem requiring attention in te 1990s current trends are moving away from a compensatory approach towards the prevention of hazardous work place conditions and practices and the promotion of occupational health and safety with emphasis on holistic workplace programs and strategies.

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TABLE.3.1 AGE OF THE RESPONDENTS

PARTICULARS
20 - 30 30 - 40 40 50 Above 50 Total

NO. OF RESPONDENTS
15 40 39 16 110

PERCENTAGE
13.6% 36.4% 35.5% 14.5% 100

(Source: primary data)


Interpretation

13.6% of the respondents are between 20-30 years of age. 36.4% of the respondents are between 30-40 years of age. 35.5% of the respondents are between 40-50 years of age. 14.5% of the respondents are above 50 years of age.

Inference

36.4% of the respondents are between 30-40 years of age is revealed by the study.

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CHART.3.1 AGE OF THE RESPONDENTS

NO. OF RESPONDENTS
40 35 30 25 20 15 10 5 0 20 - 30 30 - 40 40 50 Above 50 NO. OF RESPONDENTS

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TABLE 3.2 GENDER OF THE RESPONDENTS

PARTICULARS
MALE FEMALE TOTAL

NO. OF RESPONDENTS
65 45 110

PERCENTAGE
59.1% 40.9% 100

(Source: primary data)


INTERPRETATION

59.1% of the respondents are male. 40.9%of the respondents are female.

Inference

59.1% of the respondents are male as is revealed by the study.

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CHART 3.2 GENDER OF THE RESPONDENTS

NO. OF RESPONDENTS
80 60 40 20 0 MALE FEMALE NO. OF RESPONDENTS

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TABLE 3.3 EXPERIENCE OF THE RESPONDENTS

PARTICULARS
0-5 5-10 10-15 Above 15 YEARS TOTAL

NO. OF RESPONDENTS
15 40 45 10 110

PERCNTAGE
13.6% 36.4% 40.9% 9.1% 100

(Source: primary data)

INTERPRETATION

13.6% of the respondents have between 0-5 years of experience. 36.4% of the respondents have between 5-10 years of experience. 40.9% of the respondents have between 10-15 years of experience. 9.1% of the respondents have experience of above 15 years.

INFERENCE

40.9% of the respondents have between 10-15 years of experience as revealed by the study.

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CHART 3.3 EXPERIENCE OF THE RESPONDENTS

NO. OF RESPONDENTS
45 40 35 30 25 20 15 10 5 0 0-5 05-Oct Oct-15 Above 15 YEARS

NO. OF RESPONDENTS

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TABLE 3.4 How many kilometers daily travel from your residence

PARTICULARS 1-5 5-10 Above 10 TOTAL

NO. OF RESPONDENTS 65 30 15 110

PERCENTAGE 59.1% 27.3% 13.6% 100

(Source: primary data)

INTERPRETATION

59.1% of the respondents are travel daily 1-5 kilometers. 27.3% of the respondents are travel daily 5-10 kilometers. 13.6% of the respondents are travel daily above 10 kilometers.

INFERENCE

59.1% of the respondents are travel daily 1-5 kilometers is revealed by the study.

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CHART 3.4 How many kilometers daily travel from your residence

NO. OF RESPONDENTS
70 60 50 40 30 20 10 0 01-May 05-Oct Above 10 NO. OF RESPONDENTS

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Table No 3.5 My work is interesting

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 49 12 34 09 06 110

PERCENTAGE 44.5% 10.9% 30.9% 8.2% 5.5% 100% (Source of Primary data)

Interpretation 44.5% of the respondents strongly agree that their work is interesting. 10.9% of the respondents agree that their work is interesting. 30.9% of the respondents neutral in their opinion that their work is interesting. 8.2% of the respondents disagree that their work is interesting. 5.5% of the respondents strongly disagree that their work is interesting.

Inference

44.5% of the respondents strongly agree that their work is interesting is revealed by the study.

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CHART 3.5 My work is interesting

RESPONDENTS
50 45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree

RESPONDENTS

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Table No 3.6 The job security is good in my company

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 43 48 19 0 0 110

PERCENTAGE 39.1% 43.6% 17.3% 0% 0% 100% (Source of Primary data)

Interpretation 39.1% of the respondents strongly agree that the job security is good in the company. 43.6% of the respondents agree that the job security is good in the company. 17.3% of the respondents neutral in their opinion that the job security is good in the company. 0% of the respondents disagree that the job security is good in the company. 0% of the respondents strongly disagree that the job security is good in the company.

Inference

43.6% of the respondents agree that the job security is good in the company is revealed by the study.

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CHART 3.6 The job security is good in my company

RESPONDENTS
50 45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree

RESPONDENTS

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Table No 3.7 I receive good fringe benefits

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 42 45 12 08 03 110

PERCENTAGE 38.2% 40.9% 10.9% 7.3% 2.7% 100% (Source of Primary data)

Interpretation 38.2% of the respondents strongly agree that they receive good fringe benefits. 40.9% of the respondents agree that they receive good fringe benefits. 10.9% of the respondents neutral in their opinion that they receive good fringe benefits. 7.3% of the respondents disagree that they receives good fringe benefits. 2.7% of the respondents strongly disagree that they receives good fringe benefits.

Inference

40.9% of the respondents agree that they receive good fringe benefits is revealed by the study.

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CHART 3.7 I receive good fringe benefits

RESPONDENTS
45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree

RESPONDENTS

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Table No 3.8 I am well trained for my job

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 51 36 14 09 0 110

PERCENTAGE 46.4% 32.7% 12.7% 8.2% 0% 100% (Source of Primary data)

Interpretation 46.4% of the respondents strongly agree that they are well trained for their job. 32.7% of the respondents agree that they are well trained for their job. 12.7% of the respondents neutral in their opinion that they are well trained for their job. 8.2% of the respondents disagree that they are well trained for their job. 0% of the respondents strongly disagree that they are well trained for their job.

Inference

46.4% of the respondents strongly agree that they are well trained for their job is revealed by the study.

35

CHART 3.8 I am well trained for my job

RESPONDENTS
60 50 40 30 20 10 0 Strongly agree Agree Neutral Disagree Strongly disagree RESPONDENTS

36

Table No 3.9 I am motivated enough to do my work

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 39 35 36 0 0 110

PERCENTAGE 35.5% 31.8% 32.7% 0% 0% 100% (Source of Primary data)

Interpretation 35.5% of the respondents strongly agree that they are motivated to do their work. 31.8% of the respondents agree that they are motivated to do their work. 32.7% of the respondents neutral in their opinion that they are motivated to do their work. 0% of the respondents disagree that they are motivated to do their work. 0% of the respondents strongly disagree that they are motivated to do their work.

Inference

35.5% of the respondents strongly agree that they are motivated to do their work is revealed by the study.

37

CHART 3.9 I am motivated enough to do my work

RESPONDENTS
40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree RESPONDENTS

38

Table No 3.10 The physical environment of my work is satisfactory

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 56 36 18 0 0 110

PERCENTAGE 50.9% 32.7% 16.4% 0% 0% 100% (Source of Primary data)

Interpretation 50.9% of the respondents strongly agree that the physical environment is satisfactory. 32.7% of the respondents agree that the physical environment is satisfactory. 16.4% of the respondents neutral in their opinion that the physical environment is satisfactory. 0% of the respondents disagree that the physical environment is satisfactory. 0% of the respondents strongly disagree that the physical environment is satisfactory.

Inference

50.9% of the respondents strongly agree that the physical environment is satisfactory is revealed by the study.

39

CHART 3.10 The physical environment of my work is satisfactory

RESPONDENTS
60 50 40 30 20 10 0 Strongly agree Agree Neutral Disagree Strongly disagree RESPONDENTS

40

Table No 3.11 High priority given to safety of workers

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 36 54 20 0 0 110

PERCENTAGE 32.7% 49.1% 18.2% 0% 0% 100% (Source of Primary data)

Interpretation 32.7% of the respondents strongly agree that high priority is giving to the safety of workers. 49.1% of the respondents agree that high priority is giving to the safety of workers. 18.2% of the workers are neutral in their opinion that high priority is giving to the safety of workers. 0% of the respondents disagree that high priority is giving to the safety of workers. 0% of the respondents strongly disagree that high priority is giving to the safety of workers.

Inference

49.1% of the respondents agree that high priority is giving to the safety of workers is revealed by the study.

41

CHART 3.11 High priority given to safety of workers

RESPONDENTS
60 50 40 30 20 10 0 Strongly agree Agree Neutral Disagree Strongly disagree RESPONDENTS

42

Table No 3.12 I can work well in the atmosphere

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 20 48 42 0 0 110

PERCENTAGE 18.2% 43.6% 38.2% 0% 0% 100% (Source of Primary data)

Interpretation 18.2% of the respondents strongly agree that they can work well in the atmosphere. 43.6% of the respondents agree that they can work well in the atmosphere. 38.2% of the respondents neutral in their opinion that they can work well in the atmosphere. 0% of the respondents disagree that they can work well in the atmosphere. 0% of the respondents strongly disagree that they can work well in the atmosphere.

Inference

43.6% of the respondents agree that they can work well in the atmosphere is revealed by the study.

43

CHART 3.12 I can work well in the atmosphere

RESPONDENTS
50 45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree

RESPONDENTS

44

Table No 3.13 The relationship with my supervisor is good

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 36 23 39 09 03 110

PERCENTAGE 32.7% 20.9% 35.5% 8.2% 2.7% 100% (Source of Primary data)

Interpretation 32.7% of the respondents strongly agree that the relationship with their supervisor is good. 20.9% of the respondents agree that the relationship with their supervisor is good. 35.5% of the respondents neutral in their opinion that the relationship with their supervisor is good. 8.2% of the respondents disagree that the relationship with their supervisor is good. 2.7% of the respondents strongly disagree that the relationship with their supervisor is good.

Inference

35.5% of the respondents neutral in their opinion that the relationship with their supervisor is good is revealed by the study.

45

CHART 3.13 The relationship with my supervisor is good

RESPONDENTS
40 35 30 25 20 15 10 5 0

RESPONDENTS

46

Table No 3.14 The workload and stress in my job are at a reasonable level

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 15 26 48 18 03 110

PERCENTAGE 13.6% 23.6% 43.6% 16.4% 2.7% 100% (Source of Primary data)

Interpretation 13.9% of the respondents strongly agree that the work load and stress is reasonable. 23.6% of the respondents agree that the work load and stress is reasonable. 43.6% of the respondents neutral in their opinion that the work load and stress is reasonable. 16.4% of the respondents disagree that the work load and stress is reasonable. 2.7% of the respondents strongly disagree that the work load and stress is reasonable.

Inference

43.6% of the respondents neutral in their opinion that the work load and stress is reasonable is revealed by the study.

47

CHART 3.14 The workload and stress in my job are at a reasonable level

RESPONDENTS
50 45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree

RESPONDENTS

48

Table No 3.15 My work as a group is interesting and lets me complete job easily

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 26 45 24 09 06 110

PERCENTAGE 23.6% 40.9% 21.8% 8.2% 5.5% 100% (Source of Primary data)

Interpretation 23.6% of the respondents strongly agree that their group work is interesting and help them complete their job easily. 40.9% of the respondents agree that their group work is interesting and help them complete their job easily. 21.8% of the respondents neutral in their opinion that their group work is interesting and help them complete their job easily. 8.2% of the respondents disagree that their group work is interesting and help them complete their job easily. 5.5% of the respondents strongly disagree that their group work is interesting and help them complete their job easily. Inference

40.9% of the respondents agree that their group work is interesting and help them complete their job easily is revealed by the study.

49

CHART 3.15 My work as a group is interesting and lets me complete job easily

RESPONDENTS
45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree

RESPONDENTS

50

Table No 3.16 I receive enough help and equipment to get the job done

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 48 36 14 09 03 110

PERCENTAGE 43.6% 32.7% 12.7% 8.2% 2.7% 100% (Source of Primary data)

Interpretation 43.6% of the respondents strongly agree that they receive enough help and equipment to get the job done. 32.7% of the respondents agree that they receive enough help and equipment to get the job done. 12.7% of the respondents neutral in their opinion that they receive enough help and equipment to get the job done. 8.2% of the respondents disagree that they receive enough help and equipment to get the job done. 2.7% of the respondents strongly disagree that they receive enough help and equipment to get the job done.

Inference

43.6% of the respondents strongly agree that they receive enough help and equipment to get the job done is revealed by the study.

51

CHART 3.16 I receive enough help and equipment to get the job done

RESPONDENTS
50 45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree

RESPONDENTS

52

Table No 3.17 I have enough time to meet family and job demands

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 24 17 45 18 06 110

PERCENTAGE 21.8% 15.5% 40.9% 16.7% 5.5% 100% (Source of Primary data)

Interpretation 21.8% of the respondents strongly agree that they get enough time meet their family and job demands. 15.5% of the respondents agree that they get enough time meet their family and job demands. 40.9% of the respondents neutral in their opinion that they get enough time meet their family and job demands. 16.7% of the respondents disagree that they get enough time meet their family and job demands. 5.5% of the respondents strongly disagree that they get enough time meet their family and job demands. Inference

40.9% of the respondents neutral in their opinion that they get enough time meet their family and job demands is revealed by the study.

53

CHART 3.17 I have enough time to meet family and job demands

RESPONDENTS
45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree

RESPONDENTS

54

Table No 3.18 At the work place I am treated with respect

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 26 45 24 09 06 110

PERCENTAGE 23.6% 40.9% 21.8% 8.2% 5.5% 100% (Source of Primary data)

Interpretation 23.6% of the respondents strongly agree that in the work place they are treated with respect. 40.9% of the respondents agree that in the work place they are treated with respect. 21.8% of the respondents neutral in their opinion that in the work place they are treated with respect. 8.2% of the respondents disagree that in the work place they are treated with respect. 5.5% of the respondents strongly disagree that in the work place they are treated with respect. Inference

40.9% of the respondents agree that in the work place they are treated with respect is revealed by the study.

55

CHART 3.18 At the work place I am treated with respect

RESPONDENTS
45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree

RESPONDENTS

56

Table No 3.19 My main satisfaction in life comes from my work

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 20 30 40 15 5 110

PERCENTAGE 18.2% 27.3% 36.4% 13.6% 4.5% 100% (Source of Primary data)

Interpretation 18.2% of the respondents strongly agree that their satisfaction in life comes from their work. 27.3% of the respondents agree that their satisfaction in life comes from their work. 36.4% of the respondents neutral in their opinion that their satisfaction in life comes from their work. 13.6% of the respondents disagree that their satisfaction in life comes from their work. 4.5% of the respondents strongly disagree that their satisfaction in life comes from their work. Inference

36.4% of the respondents neutral in their opinion that their satisfaction in life comes from their work is revealed by the study.

57

CHART 3.19 My main satisfaction in life comes from my work

RESPONDENTS
40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree RESPONDENTS

58

Table No 3.20 I am usually involved with the decisions that affect my work

LEVELS Strongly agree Agree Neutral Disagree Strongly disagree Total

RESPONDENTS 39 36 12 23 0 110

PERCENTAGE 35.5% 32.7% 10.9% 20.9% 0% 100% (Source of Primary data)

Interpretation 35.5% of the respondents strongly agree that they are usually involved with the decisions that affect their work. 32.7% of the respondents agree that they are usually involved with the decisions that affect their work. 10.9% of the respondents neutral in their opinion that they are usually involved with the decisions that affect their work. 20.9% of the respondents disagree that they are usually involved with the decisions that affect their work. 0% of the respondents strongly disagree that they are usually involved with the decisions that affect their work.

Inference

35.5% of the respondents strongly agree that they are usually involved with the decisions that affect their work is revealed by the study.

59

CHART 3.20 I am usually involved with the decisions that affect my work

RESPONDENTS
40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree RESPONDENTS

60

4.1 FINDINGS
There is statistically significant relation between the marital status and motivated enough to do work and also there is statistically significant relation between the Work is interesting and Salary. There is an association between job security and experience and also there s a association between work load and stress. 36.4% of the respondents are between 30-40 years of age is revealed by the study.

59.1% of the respondents are male as is revealed by the study. 40.9% of the respondents have between 10-15 years of experience as revealed by the study. 59.1% of the respondents are travel daily 1-5 kilometers is revealed by the study. 44.5% of the respondents strongly agree that their work is interesting is revealed by the study. 43.6% of the respondents agree that the job security is good in the company is revealed by the study. 40.9% of the respondents agree that they receive good fringe benefits is revealed by the study. 46.4% of the respondents strongly agree that they are well trained for their job is revealed by the study. 35.5% of the respondents strongly agree that they are motivated to do their work is revealed by the study. 50.9% of the respondents strongly agree that the physical environment is satisfactory is revealed by the study. 49.1% of the respondents agree that high priority is giving to the safety of workers is revealed by the study. 43.6% of the respondents agree that they can work well in the atmosphere is revealed by the study. 35.5% of the respondents neutral in their opinion that the relationship with their supervisor is good is revealed by the study. 43.6% of the respondents neutral in their opinion that the work load and stress is reasonable is revealed by the study. 40.9% of the respondents agree that their group work is interesting and help them complete their job easily is revealed by the study.

61

43.6% of the respondents strongly agree that they receive enough help and equipment to get the job done is revealed by the study. 40.9% of the respondents neutral in their opinion that they get enough time meet their family and job demands is revealed by the study. 40.9% of the respondents agree that in the work place they are treated with respect is revealed by the study. 36.4% of the respondents neutral in their opinion that their satisfaction in life comes from their work is revealed by the study. 35.5% of the respondents strongly agree that they are usually involved with the decisions that affect their work is revealed by the study.

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4.2 SUGGESTION
Quality of work life of employees in Kerala minerals and metals Ltd is on the positive side .In order to improve the quality of work life of employees in the organization the management can concentrate in following areas . More focus has to be given n assigning the work load and chance for stress in accordance with the age of the employees . Similarly efforts should be taken to maintain work life balance with respect to experience of the employees . The management has to show interest in and explore the possibility to provide skill development to a greater extent. The scope of this practice should be extended by collecting the data about the change in job performance and feedbacks periodically. Measures has to be implemented to finish the work n the office hours or by allowing to extend the work time and facilities , allowances as only less numbers of the employees stated as they are interested in working at home as part of job . The efforts to co-ordinate and enhance the relationship between employee and the groups should be taken with responsibility by the respective departments heads. In order to strengthen the inter personal relation of employees with their superior the heads of departments can conduct departmental meetings periodically and encourage all the employees to give their views without hesitation . The management also facilitate to have get together at section or department level for reducing the gap between employees and managers. Employees of KMML Require educational facilities to be offered in the organization to facilitate more chances for their children to get admission in premier institutions for the betterment of the wards of employees. The gap between the managerial employees and workers has to be reduced and the relationship has to be strengthened . The need of the organization has to be properly explained to the employees during counseling sessions and make the employees to feel that they are part and parcel of the organization.

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4.3 CONCLUSION
Modern organization are taking continuous efforts to improve the quality of work life of its employees .There organization are very much interested in attracting potential condition in the market ,trying to retain the efficient manpower and making attempts to reduce turnover rate of employees . Being a government of Kerala undertaking , Kerala minerals and metals Ltd is also taking steps to improve the quality of work life of its employees. For making any improvement . t is necessary to know the prevailing environment in the organization through the views expressed by its employees . Therefore an attempt has been made to gets the view of employees of titanium D oxide plant about the quality of work life enjoyed by them .The outcome of the study will facilitate the authoritarian to know the pulses of employees and their expectation and makes improvements in the quality of work life of employees. The Data needed for this study have been collected through officials source and primary data was collected directly from the respondents selected for the study .The collected data have been compiled and analyzed based on the analysis the findings of the study have been listed and suggestions have been offered to strengthen the prevailing quality of work life of employees of kerala minerals and metals ltd .

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APPPENDIX
Age: 20-30 Sex: Male 30-40 Female Pree degree/+2 Unmarried Degree PG 40-50 Above 50

Educational Qualification: SSLC Marital status :Married Department: Designation. Experience: (years):0-5 Salary : Below15000 Family size : 1 kid 5-10

10-15

above 15 Above 25000 others

15000-25000 2 Kid

Joint family

How many Kilometers daily travel from your residence. 1-5 5-10 Above10

Put tick marks in appropriate columns as you wish to rate the following statement [5-strongly agree,4agree,3-neutral,2-disagree,1-strongly disagree]

5 1.My work is interesting 2.The job security is good in my company 3. I receive good fringe benefits 4.I am well trained for my job 5.I am motivated enough to do my work 6.The physical environment of my work is satisfactory 7.High priority given to safety of workers 8.I can work well in the atmosphere (considering regulations management style, structure & other workers attitudes) 09.The relationship with my supervisor is good SA

65 10.can you balance your work life and personal life 11.The workload and stress in my job are at a reasonable level 12.I am usually involved with the decisions that affect my work 13.My work as a group is interesting and lets me complete jobs easily 14.Meetings of the group are held often enough 15.I have an opportunity to develop my own special abilities 16. I receive enough help and equipment to get the job done 17.I have enough information to get the job done contributing new ideas 18.I am given a lot of freedom to decide how to do my own work 19.There is scope in my work to develop improved ways of doing things and/or contributing new ideas 20.I have enough time to meet family and job demands 21.On my job ,i know exactly what is expected of me 22.At the workplace ,i am treated with respect 23.My main satisfaction in life comes from my work 24.I feel good in working at home as part of my main job (answer this only if you work at home as part of your main job ) 25.I take leave on my job because of Transportation problem Social religious problem Salary dissatisfaction Stress Poor working condition personal problem Sickness Boredom with job Tiredness Accidents Alcoholism

Others .

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