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A Study on Quality of Work Life of TASMAC Employees in Dindigul City | OMICS International
ISSN: 2162-6359
International Journal of Economics & Management Sciences
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A Study on Quality of Work Life of TASMAC Employees in Dindigul City

Sheikfareeth S*

Department of Rural Industries and Management, Gandhigram Rural Institute, Gandhigram-624302, Tamil Nadu, India

*Corresponding Author:
Sheikfareeth S
Department of Rural Industries and Management
Gandhigram Rural Institute
Gandhigram-624302, Tamil Nadu, India
Tel: 0451 245 2371
E-mail: [email protected]

Received date: Feb 01, 2016; Accepted date: Feb 18, 2016; Published date: Feb 19, 2016

Citation: Sheikfareeth S (2016) A Study on Quality of Work Life of TASMAC Employees in Dindigul City. Int J Econ Manag Sci 5:329. doi:10.4172/2162-6359.1000329

Copyright: © 2016 Sheikfareeth S. This is an open-access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.

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Abstract

Quality of work life is viewed as an alternative to the control approach of managing people. It refers to the relationship between a worker and his work environment. A happy and a healthy employee will give better turnover, make good decisions and positively contribute to the organizational goal. An assured good quality of work life will not only attract young and new talent but also retain the existing experienced talent. An organization‘s HR department assumes responsibility for the effective running of the Quality of Work Life for their employees. Tamilnadu State Marketing Corporation (TASMAC) has around 30,000 employees and operates about 6800 retail liquor outlets throughout the state. Employees of TASMAC are not considered as government employees and are not entitled to the benefits and legal rights (like statutory pay, paid holidays and an 8 hour workday) of other employees of the state. Since its establishment happened in 1983, there is not much research study had been made? So an attempt has been made to study the Quality of work life of the employees of TASMAC in Dindigul city. Primary data was collected from the 100 TASMAC workers in Dindigul District. The study found that the monetary benefit cannot satisfy the individual and work life of the employees. The job recognition is the highly motivating factors in the promotion of the Quality of work life.

Keywords

Work environment; Employees; HR department

Introduction

Quality of work life (QWL) is viewed as an alternative to the control approach of managing people. The QWL approach considers people as an 'asset' to the organization rather than as 'costs'. This approach motivates people by satisfying not only their economic needs but also their social and psychological ones. In this process, organizations are coming up with new and innovative ideas to improve the quality of work and quality of work life of every individual in the organization.

The American society of training and development establish a task force in 1979. This task force defined quality of work life as “A process of work organization which enables its members at all levels to actively participate in shaping organization environments, methods and outcomes”. This value based process is aimed towards meeting the twin goals of enhanced effectiveness of organization and improve reality of life at work for employees.

Quality of work life refers to the relationship between a worker and his environment, adding the human dimensions to the technical and economic dimensions with in which the work is normally viewed and designed.

Quality of work life includes three essential elements –

• The program seeks to promote human dignity and growth

• Employees work collaboratively they determine work change participate

• The program assumes compatibility of people and organizational goals

The Tamil Nadu State Promoting Enterprise (TASMAC) is an organization possessed by the Administration of Tamil Nadu, registered under the Indian companies’ act, 1956 for wholesale distributing of liquor in Tamil Nadu. TASMAC turned into the wholesale restraining infrastructure for liquor. In October 2003, the administration passed a revision to make TASMAC the sole retail merchant of liquor in the state

Statement of problem

Quality of Work Life in an organization is essential for the smooth running and success of its business activity. A happy and a healthy employee positively contribute to the organizational goal. An assured good quality of work life will not only attract young and new talent but also retain the existing experienced talent. An organization‘s HR department assumes responsibility for the effective running of the Quality of Work Life for their employees [1]. Tamil Nadu State Marketing Corporation (TASMAC) has around 30,000 laborers and works around 6800 retail alcohol outlets all through the state. Employees of TASMAC are not considered as government representatives and are not qualified for the advantages and lawful rights (like statutory pay, paid occasions and an 8 hour workday) of different workers of the state. The researcher has made an endeavor in such manner and has attempted the present study to analyses Quality of Work Life among Employees of Tamil Nadu State Marketing Corporation (TASMAC) with Reference to Dindigul City. Furthermore, to offer suitable proposals to the corporation, find a way to enhance the Quality of Work Life among its laborers. In Dindigul city there are about 164 retail distributing shops and out of that 117 shops have bar, with 876 workers (167 Shop administrators, 452 Sales people, 85 Bar chiefs, 172 barkeeps) and 10 office staffs. Since its foundation happened in 1983, there is very little research study had been made. So an endeavor has been made to think about the Nature of work life of the representatives of TASMAC in Dindigul city [2,3]. Essential information was gathered from the 100 TASMAC specialists from chose retail distributing outlets.

Objectives

1. To know whether employees are satisfied with their salary

2. To study which motivational factor (selective factors) gives higher impact on employee Quality of work life

3. To suggest some suitable measures to improve the Quality of work life among employees

Methodology

The population in selected location is 876. The sample size taken to conduct the research study is 100 workers from the retail vending outlets in Dindigul city. The respondents were selected by using convenient sampling technique. Structured interview schedule was used for primary data collection.

Results and Analysis

1. Salary is one of the important factors which influence the employee satisfaction. The salary of the employees of TASMAC is consolidated salary per month at the rate of Rs.4500 for supervisors, Rs.3200 for salesman and Rs.2700 for Assistants and Bartenders. The opinion collected from the employees of TASMAC on the salary and the employee satisfaction is given in Table 1.

Response Respondents Category No. of Respondents Percentage
S.Agree Supervisors(11) 1 1
Agree 10 10
Neutral Supervisor(10) Salesman(14) 35 35
Assistants(11)
Disagree Supervisor(4) Salesman(10) 42 42
Assistants(28)
S.Disagree Salesman(1) Assistants(11) 12 12
Total   100 100

Table 1: Employee satisfaction towards salary. Source: Primary data

Table 1 reveals that nearly half of the respondents (42 Percent) disagree that salary package does not satisfy them, whereas 35 percent of the respondents holds neutral. And the least number of respondents (10) agree that they are satisfied. It is inferred that most of the respondents disagreed the salary level of the employee satisfaction is also poor in the Dindigul city. The opinion analyzed in the Table 1 is illustrated in Figure 1.

economics-and-management-sciences-employees-opinion

Figure 1: Employees opinion

2. Job recognition is the highest motivating factor which influences the employee quality of work life. The opinion collected from the TASMAC employees about the motivating factor which motivates them than the other selective motivating factors is given in Table 2.

Factors Rank 1 2 3 4 5 Total WA Rank
Leadership style 27 10 20 15 28 100 20.47 2
Job recognition 26 10 15 28 21 100 20.53 1
Work schedule 14 28 24 11 23 100 20.07 3
Growth Opportunity 11 30 21 23 15 100 20.07 3
Work environment 22 22 20 23 13 100 18.87 4
  100 100 100 100 100      

Table 2: Motivational factor (among selective factors) gives higher impact on employee QWL. Source: Primary data

Leadership style is a leader's style of providing direction, implementing plans, and motivating people. Whereas Job recognition is the timely, informal or formal acknowledgement of a person’s or team’s Performance, behavior, effort or business result but work schedule includes the days and hours that an employee is expected to be working and growth opportunity is opportunity for promotion which makes an employee to work harder to prove that he is worthy of being promoted. Then Work environment involves the physical geographical location as well as the immediate surroundings of the workplace [4-7].

Suggestions

1. The Corporation can form a committee comprising of experts from the industry and employees to revise the existing salary package, since most of the employees disagrees with the prevailing salary package.

2. Corporation can look into existing working time schedules and bring in some changes in employees work time, will help to reduce the work stress of the employees and also improve their work life quality.

3. The Corporation can focus on rewards and promotion policies and make necessary corrections in it. By adopting transparency in management practice most of the problems can be successfully resolved.

Conclusion

The present study on quality of work life among the employees of Tamilnadu State Marketing Corporation, Dindigul city will help the corporation to evaluate the quality of employees work life, which will suggest the corporation in devising plans to improve the Quality of work life and performance of employees in turn achieves organizational goal effectively. The suggestion given in this report is made based on research done.

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