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QUALITY OF WORK LIFE OF WORKERS IN FIREWORKS INDUSTRY – A STUDY WITH
REFERENCE TO TAMILNADU
K. Jegatheesan
1, M. Selvakumar
2, K. Kalaivani
31,2 Post graduate and ResearchDepartment of Commerce, Ayya Nadar Janaki Ammal College, Sivakasi,(India)
3Post graduate and Research Department of Commerce, Sri Kaliswari College, Sivakasi,(India)
ABSTRACT
Quality of work life has become the watchword in today’s industrial scene, because when there is a proper quality of work life for the employees, it will lead to the satisfaction of the employees. Generally the quality of work life of workers is based on Hours of work and arrangements of working time; Work organization and job content; Impact of new technologies on working conditions; Working conditions of women, young workers, old workers and other special categories; Work-related welfare services and facilities. In the study area more number of fireworks are functioning. This industry is providing employment opportunity to the daily wages of earners. Generally, productivity of these industries are based on the number of workers. Moreover Quality of Work Life is considered to be very important in the fireworks industries. For the past few years, a huge number of people lost their life due to fire accidents. Hence a good Quality of Work Life can only provide a safe and secured work environment to the workers. The title of the study is “Quality of Work Life of Workers in Fireworks Industry – A Study with Reference to Tamilnadu”. The researcher had studied about the various dimensions of Quality of Work Life (QWL) and factors affecting the Quality of Work Life of the workers of fireworks in the study area.
Keywords: QWL, Job Satisfaction, Work life balance, Fireworks
I INTRODUCTION
Human resource management (HRM), through a new nomenclature as a field of study today’s context, existed in some form with the evolution of human organizations. However, it’s systematically study started with the development of the field of management in beginning of 20th century. It has followed the development of pattern of management.1
The most important part of each organization is its human resource. The way employers behave and how they treat the workers would affect their attitudes and working behaviours. When people have a positive attitude towards their
657 | P a g e job, their employers, the department or the organization they work in, they become much more motivated to work efficiently. Today the affectivity and high function of organizations will not occur without the assistance and cooperation of the workers. Thus emphasize was always on the various needs of the employees which determines their efficiency and effectiveness.2
Human Resource is an important factor of production whose behaviour and productivity cannot be predicted. As such management of human resource is a complex process. However, productivity can be improved considerably through proper management of human resource play a significant role in developing countries like ours. Proper human resource management depends on various factors including Quality of Work Life. It is one of the new sub- systems of Human Resource Management.
Quality of Work Life (QWL) activity gained importance between 1969 and 1974, when a broad group of researchers, scholars, union leaders and government personnel developed interest in how to improve the quality of an individual through on-the-job experience. Quality of Work Life has been defined by many researchers in a variety of ways, such as quality of work and employment quality. QWL is very significant in the context of commitment to work motivation and job performance. It is the degree to which members of a work organization are able to satisfy important personal needs through their experiences in the organization. Managerial expectations are strongly linked with the organizational quality of work life and it is a way to facilitate the gratification of human needs and goal achievement.
Many organizations i.e. from small to large scale have become a leading type of organization in the world. The present world is being ruled by these organizations which are directly involved in raising and controlling the nation’s wealth and resources, economic, political, social, cultural etc.3
Likewise fireworks are one of the labour intensive industries in the country. The fireworks industry plays a vital role in providing ample employment opportunities for the people in Tamilnadu. The industry produces crackers both for domestic consumption and export. The most of the units are small and medium in size. Which employs more than 70,000 people directly, apart from this more than 1,50,000 people are employed indirectly concerned with crackers manufacturing like paper tube making, wire cutting, box making, lorry transport, Sales and distribution all over the country. The growth of the fireworks industry stems from the adoption of latest technology and the effective utilization of the opportunities of its macro environment. The requiring raw materials are produced indigenously. A developing country like India offers millions of unemployed, with fireworks tasks as a gainful employment. The strong entrepreneurial plan and personalized skills of Tamilnadu contribute to the efficient management of negotiations and control of operations leading to the effectiveness, quick delivery and quality of products all over the world.
658 | P a g e The fireworks industry in Tamilnadu has emerged as a premier supplier of value added items earning high foreign exchange. Over the past six years, there has been a phenomenal change in technology and large numbers of sophisticated computerized machines, full-fledged processing units, and other machinery required in fireworks industry have been imported. More over the yearly additional requirements of skilled and unskilled workers are estimated to be in the range in-between 10,000 to 25,000 which indicates the demand of workers. On the other hand the employees of these industries feel that they are adversely affected by unrealistic schedules, unfair wages, extended working times, forced overtime work, late arrival of materials for production, erratic reshuffling of work schedules, congested work places, low levels of autonomy in their jobs, lack of managerial expertise and provisions to solve their problems etc; which are all closely related to the quality of their work life.
Therefore, QWL can be said as work culture of the organisation, as pointed out by Richard E. Walton. It comprises whole work life of employee at the organization. QWL issues such as Adequate and fair compensation, Safe and healthy working conditions, Opportunity to use and develop human capacities, Opportunity for career growth, Social integration in the work force, Constitutionalism in the work organisation, Work and QWL, and Social relevance of work.
Quality of Work Life is related to activities which takes place at every level of an organization, and which simultaneously enhance human dignity and growth and promote greater organizational effectiveness. Hence, it is relevant here to make an attempt to identify the most important dimensions that contribute to the enhancement of Quality of Work Life under different perceptions workers in fireworks industry.
II STATEMENT OF THE PROBLEM
The Quality of Work Life in an organization is inevitable for the smooth running and success of its workers. It should be maintained effectively to ensure that all the workers are running at their peak potential and free from stress and strain. The Quality of Work Life can be affected due to many issues such as working conditions, workers health, improper social welfare measures, extended working hours, compulsory overtime, quality of life and the quality of work which are not yet addressed well etc increased stress level of the workers at their job and lead to job dissatisfaction in the study area.
As mentioned above one of the major problem faced by fireworks industry particularly attainment of quality of work life of workers in the study area. Because firework plays a crucial role in the promotion and development of economy and it is one of the explosive industries. The production of fireworks products is manual one, and labour is an important factor of production in the fireworks industry. Fireworks industries are mainly employing skilled, semi- skilled and unskilled workers; those who are neither educationally qualified nor technically experienced. Majority of the workers of these industries feels that their industry are not providing adequate measures to balance their work
659 | P a g e and personal life and thereby struggling to provide a congenial climate for the workers to attain the quality of work life.
In this context, it would be more relevant to make an attempt to study the problems related to Quality of Work Life which may help the industry to considerably reduce the attrition rate and to provide high level of job satisfaction to their workers. Therefore an attempt has been made to study the quality of work life of workers of fireworks industry in Tamilnadu.
III SCOPE OF THE STUDY
The study aims to analyse the human resource problems related with quality of work life of workers in fireworks industry in Tamilnadu. The study is expected to provide an insight into the issues of quality of work life of the workers. Further the study analyses that how better working conditions help workers to work more efficiently and how a worker should keep a proper balance between their work life and personal life. The study approaches the problems from the viewpoint of workers to attain the quality of work life in their industry in the study area.
IV OBJECTIVES OF THE STUDY
The main objective of the study is how the workers are balancing their work and life by and when they attain the Quality of Work Life. The following are the broader objectives of the study.
To understand the concept of Quality of Work Life.
To study the Socio Economic Status of workers of fireworks industry.
To analyse the factors influencing Quality of Work Life of workers in fireworks industry.
To analysis of Quality of Work Life according to Socio – Economic Status and Employment Status of workers in fireworks industry.
To analyse the Relationship between Workers Satisfaction and Level of Quality of Work Life.
To offer suitable Suggestions on the basis of Findings of the study.
V HYPOTHESES OF THE STUDY
On the basis of the foregoing research objectives, the following null hypotheses have been framed for the present study.
There is no relationship between gender, age, marital status, literacy level, educational qualification, family size of the workers, monthly income, religion of the respondents and level of quality of work life.
There is no significant difference in the level of quality of work life of workers on the basis of nature of job, designation of workers, type of appointment, working experience and age of entering the work.
660 | P a g e VI PERIOD OF THE STUDY
Data collection has been done during the Period of 2012 to 2013.
VII AREA OF THE STUDY
The researcher has selected Tamilnadu as the study area. Fireworks play a very vital role especially in southern part of Tamilnadu. It provides job opportunities throughout the state of Tamilnadu.
VIII METHODOLOGY
The primary data were collected directly from the respondents through a well set pre-tested interview schedule in the study area. The secondary data were collected mainly from the books and publications of the inspector of factories, journals, magazines, websites and so on.
IX SAMPLING METHOD
In the study area workers are large in number and it is not feasible to collect the data from all the respondents.
Therefore it is decided to apply sampling technique to study the current problem. The www.surveysystem.com is used to identify the sample size. According to this website, 390 is identified as appropriate sample size
In order to select the sample respondents, the researcher has selected four districts such as Virudhunagar, Madurai, Tuticorin and Tirunelveli from the southern part of Tamilnadu. Because, these are the districts are having a large number of units and also more number of workers. For this purpose the researcher has selected only four districts for his research. Proportionate Stratified Random Sampling Technique has been used to select the sample unit and Purposive Sampling Technique has been used to identify the sampling workers, proportionate to the population, from the districts. Table 1 given below shows the District wise distribution of sample workers.
Table 1
District wise Distribution of Sample Workers
S.No. Districts
Population Sample
No. of Units No. of Workers No. of Units
No. of Workers
1 Virudhunagar 813 73,464 81 367
2 Madurai 12 1,066 1 5
3 Tuticorin 15 1,347 2 7
4 Tirunelveli 25 2224 3 11
Total 865 78,101 87 390
Source: Commissioner of Labour Tamilnadu
661 | P a g e X DATA ANALYSIS
The collected data has been analyzed by using appropriate statistical tools like Percentage analysis, Reliability Test, Factor Analysis, Chi-Square Test, Cramer V Test, Analysis of Variance and Discriminant analysis with the help of SPSS.
XI SCHEME OF CHAPTERIZATION
The research report has been organized and presented in six chapters.
Chapter I
The first chapter presents an Introduction and Design of the Study.
Chapter II
The second chapter covers the theoretical background of Quality of Work Life.
Chapter III
The third chapter studies about the Socio-economic status of the workers in fireworks industry.
Chapter IV
The fourth chapter evaluates the factors influencing Quality of Work Life of workers in fireworks industry.
Chapter V
The fifth chapter identifies the analyses the Quality of Work Life according to Socio – Economic Status and Employment Status of workers in fireworks industry.
Chapter VI
The sixth chapter analyses the relationship between Satisfaction and Quality of Work Life.
Chapter VII
The seventh chapter presents the summary of the findings and offers the suitable suggestions on the basis of the findings of the study.
XII SUMMARY OF FINDINGS
The study discloses that majority (52.10%) of the respondents are female.
The survey reveals that the most (39.70%) of the respondents are under 26 – 35 years of age in the study area.
The analysis infers that majority (73.30%) of the respondents are married.
It is found that majority (56.20%) of the respondents are literate.
It is inferred that most (39.27%) of the respondents have studied up to SSLC and an equal percentage have completed Higher Secondary Level.
It is understood that majority (73.60%) of the respondents live under nuclear family system in the study area.
It is inferred that most (44.60%) of the respondents have more than four members in their family.
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It is understand that most (44.10%) of the respondents have earned between Rs.5,001 to Rs.10,000 as monthly income.
It is found that majority (83.10%) of the respondents are Hindus in the study area.
Majority (35.10%) of the respondents belong to BC category in the study area.
Majority (78.70%) of the respondents are non-administrative workers.
It is lucid that majority (52.80%) of the respondents have worked as regular workers in their factory.
It indicates that majority (54.60%) of the respondents are appointed under weekly wages system in the study area.
It is manifest that majority (24.62%) of the respondents say that 101 – 150 workers are working in their factory.
It is clear that 123 (31.50%) respondents have gained 3 – 6 years of experience in their respective field.
It is inferred that majority (62.56%) of the respondents say that the mode of payment of wages is once in a week in the study area.
It is evident that majority (52.80%) of the respondents have not gained any previous work experience with regard to the current job.
The analysis reveals that most (45.11%) of the respondents have left two jobs before present employment in the study area.
Most (44.02%) of the respondents have shifted from their previous job due to better working environment.
It is clear that most (41.50%) of the respondents are going to the job to earn more income in their field.
It is realized that majority (54.10%) of the respondents have entered their job when they were below 25 years old.
Most (41.00%) of the respondents got the present job by their own effort in the study area.
Most (34.10%) of the respondents have worked 10 – 12 months in the last year.
It is grasped that most (31.80%) of the respondents say that the distance of factory is 3 – 6 kms from their residence.
It is transparent that majority (57.20%) of the respondents reach the workplace factory through their factory staff bus.
It can be inferred that majority of the workers have agreed for the statements factors influencing quality of work life of workers for the statements numbered 1, 6, 9, 18; most of the respondents have given their opinion as strongly agree and for the remaining two statements namely 7 and 8 most of the respondents have given their opinion as undecided.
The Cronbach’s Alpha value of 0.863 infers that the Likert’s scale used for identifying the factors influencing the quality of work life of workers is considered Reliable.
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To find out the factors influencing quality of work life of workers in fireworks industry, the factor analysis has been applied. The results of the factor analyses reveal that the factors are grouped under the following headings.
Work Environment
Work Culture
Self Development
Freedom of Work
Compensation
Job Flexibility
Work Relationship
It has been observed that out of 390 respondents, 59 (15.13%) workers have high level of quality of work life, maximum of 249 (63.85%) have medium level of quality of work life and 82 (21.02%) of them who come under the category of low level of quality of work life.
To test the relationship between the socio-economic variables and their level of quality of work life of fireworks industries, chi-square test has been applied. The chi-square test reveals that there is no significant relationship between gender, age, marital status, literacy level, educational qualification, size of the family and level of quality of work life.
The chi-square test result reveals that there is a significant relationship between monthly income, religion and level of quality of work life of workers in fireworks industry.
To determine the strength of the relationship between the assumed variables Contingency Coefficient and Cramer’s V Statistics are applied. The result reveals that there is a low level of relationship between the socio- economic variables and their level of quality of work life of workers in fireworks industry in the study area.
The researcher has applied one way ANOVA to test the significant difference between employment details such as nature of job, designation of workers, working experience, type of appointment, age of entering the work and level of quality of work life. The result shows that there is a significant difference between employment details such as nature of job, designation of workers, working experience, type of appointment, age of entering the work and level of quality of work life.
The researcher has analysed the level of satisfaction of workers towards quality of work life. The result revealed that out of 390 respondents, Majority of the respondents have agreed with the statements numbered 2,3,5,6,7,8,9,10,11,12,13,14,15,16,17,18,19,20 and 173 respondents (44.40%) have agreed with the statement of
“I am happy with my colleagues”, 115 respondents (29.50%) states that they are disagreed about “I am not pressured to work long hours”.
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The researcher has applied to predict the workers satisfaction. In order to know the workers satisfaction, the researcher has applied the factor analysis to analyse the factors influencing the opinion of workers towards Quality of Work Life. Based on the factor scores, the researcher has computed the level of Quality of Work Life.
The level of workers satisfaction towards Quality of Work Life is measured into two levels such as satisfied and dissatisfied. In order to need a correct classification and model validation out of 390 sample respondents, the researcher has selected 195 sample respondents (i.e., 50%) of the total sample respondents and used discriminant analysis. The discriminant analysis reveals that the classification results over all 83.10 per cent of the cases correctly classified in the model. As per Unstandardized Canonical Discriminant Functions evaluated at group means 45.7 per cent of variance in the discriminating model between a prospective groups Satisfied / Dissatisfied is due to the changes in the seven predictor variables namely Work Environment, Work Culture, Self Development, Freedom of Work, Job Satisfaction, Relationship and Co-operation and Compensation.
XIII SUGGESTIONS
The following suggestions are offered for improving the level of quality of work life of workers in fireworks industry.
1. In the study area most of the workers are the female. It is recommended that necessary facilities such as rest room, sick room, Creech facilities etc can be provided for better quality of work life.
2. Most of the workers are new, so job training and necessary precautions and awareness can be given related to their work nature such as safe hand gloves of materials, technique of operation of machine, immediate first aid etc.
3. Study shows that the reasons for employees turnover is due to working condition, job security, ill health factors and long distance which results in changing of job even more than four times a year, it is suggested that the management can provide safe and precautionary working conditions and the employment can be regularized by providing them monthly wages and including all other employment benefits like Provident Fund, Employee State Insurance, etc.
4. For more job Satisfaction employees who come in their own conveyance can be provided with travelling allowances which may lessen the burden of travelling expenses.
5. Promotion and increment should be based on the years of service and performance of employees.
6. Most of the workers have not gained any previous working experience. Hence it is suggested that necessary training and awareness programmes like fire safety, handling of chemicals may be conducted
7. Interest free loan and amenities for education and household functions can be provided to the employees.
8. The Discriminant analysis reveals that the factors which have more influence a QWL. In this analysis, work environment ranks first which implies that the concerned fireworks industry has a good work environment which should be maintain and little improvement like providing hand gloves, face mask and other first aid solution will
665 | P a g e be better. Next influencing factor is work culture which can be enhanced by introducing job rotation system, self evaluation and assessment tools and following basic principle like one man one boss concept. This will improve the work culture in the organization resulting in better quality of work life. Next influencing factor is self development which is an essential in every organisation, because development of individual levels to development of organisation. This factor can be developed by providing training programmes basic education, developmental games, quest for career development. Freedom of work is the next priority factor which has influence on QWL. This factor can be more effective if systems have target oriented production, flexible working has on flexible schedule are introduced in the organization. This will enable the employees in better productivity.
Work relationship stands next in the list where the relationship between the subordinates and seniors are considered as important for organisation quality of work life. Study shows that if mentoring system may improve. The team work and team sprit among the employees. It is clearly exhibited in the analysis the compensation has an low influence an quality of work life which on means that a revised compensation scheme should be implemented based on risk involved in their job. The least influence factor is job flexibility according to the analysis which reveals that employees are having monotonous nature of work which reduces their performance and efficiency, employees can be placed according to their area of interest or job rotation will be a solution to this factor.
9. This study also reveals that there is a significant association between monthly income and their level of quality of work life of workers in fireworks industry. Hence it is suggested that the salary may be increased to improve the level of QWL.
XIV CONCLUSION
The fireworks industries have emerged as an important industry in Tamil Nadu providing ample employment opportunities and increasing the industrial output for both domestic and export needs. Most of the units are small and medium in size and generally based on workers who are indirectly concerned with manufacturing and workers working on contract and daily basis.
Human Resource is an important factor of production whose behaviour and productivity cannot be predicted Proper human resource management depends on various factors including QWL. It is an inevitable term in the field of Human Resource Management. It is essential for organisation to continue, attract and retain valuable labour force.
The term QWL refers to the favourableness or unfavourableness of a total job environment for people.
The present study has made an in-depth analysis of the factors influencing QWL of workers in fireworks industry.
This industry is advised to follow the suggestions given in the study which will improve the employees QWL and will lead to satisfy both the organizational objective and employee needs.
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