1) The document discusses a study on the quality of work life among employees of public and private banks in Baddi, India. 2) The objectives are to analyze perceptions of quality of work life, its dimensions, and impact on employees. 3) The research methodology includes a descriptive design, questionnaires to collect primary data from 64 bank employees, and secondary data collection.

1. Manish Kumar
MBA 4th sem.
Branch- School Of Management Studies
Baddi University Of Emerging Sciences and Technology

2. CONTENT
 Introduction of topic
 Objective of study
 Research Methodology
Research design used in project
 Method of data collection
Primary data collection method
Secondary data collection method
 Sampling frame
 Sample size
 tool for data analysis
 Limitation of the study
 Finding and conclusion

3. INTRODUCTION OF TOPIC
 Quality of relationship between employees & total working
environment
 a process by which an organization responds to employee needs
The factors that influence and decide the Quality of work life are:
 Salary
 Opportunities
 Job Rotation
 Authority
 Activities (Entertainment)
 Job Security
 Training
 Health

4. OBJECTIVE OF STUDY
1. To find out the influence of demographic variables such
as age, gender, designation, education, job experience,
income, area of banks etc. On the level of quality of work
life among employees.
2. To analyze the perception of bank employees regarding
various dimensions of quality of work life.
3. To analyze the level of quality of work life in banks.
4 .To analyze the impact of quality of work life on bank
employees.

5. RESEARCH METHDOLOGY
 Research design -The study is descriptive in nature.
Descriptive studies are more than just a collection of
data; that involves measurements, classifications,
analysis, comparison and interpretation. It tells about
what exists at present by determining the nature and
degree of existing conditions.
 Data collection method:
Primary Data-The primary data are collected with the help
of employees consisting of managers, and clerks of
public and private sector banks through questionnaire.
Secondary Data-Secondary data is collected from
websites, Newspapers and Publication for the study.

6.  Sampling Frame-I have selected Baddi region for my
study and my project is based on Quality of work life
among the employees of public and private banks
specifically in Baddi.
 Sample size-Sample Size 8 branches and 8 respondents
each ≈ 64 respondents
 Statistical tools for data analysis -Simple percentage
method

7.  For a survey design based on a simple random sample, the
sample
 size required can be calculated according to the following
formula.
 Description:
 n = required sample size
 t = confidence level
 p = estimated level
 m = margin of error

8. Limitation of the study
 The researcher study is regarding to quality of work life.
The study was limited to 64 respondents. Due to the time
limitation, the researcher could conduct the study on
particular bank who are UG and PG employees.
As the study, is confined to a different bank, the result of
the study cannot be generalized.

9. Finding and Conclusion
Finding :-
• The dominant age group among the respondents of Banks is
between 30-39 years of age and 40-49 years of age in both
Private and Public sector banks. However, the number of
respondents belonging to age group from 50 to 59 is high in
Public Sector Banks than in Private Sector Banks in Baddi
region.
• The dominant level of education among respondents in
Banks is observed to be graduation and Post Graduation. It
is observed that graduates and Post graduates are equally
dominant in both the sectors. However, Post Graduates are
observed to be slightly high in Public sector Banks than in
Private Sector Banks in Baddi region. Diploma holders and
Undergraduates are considerably low in both Sectors.

10.  Since Marital Status has a close link with the Bank
Employees’ Quality of Work Life, the present study gives
credence to this variable. 'Married’ segment is observed to
be high among the respondents of both Private and
Public Sector Banks in Baddi region.
 From the measurement of factors influencing Quality of
Work Life of employees in Private and Public Sector
Banks, certain findings are derived from the researcher.
The study revealed certain findings with regard to the
factors influencing ‘Quality of Work Life’ of employees
belonging to Private and Public Sector Banks in Baddi
region.

11.  The employees in public sector banks are able to obtain good
support from the staff than the employees in private sector
banks.
 It is observed that the employees belonging to both private
and public banks have good interpersonal relationship at
formal level and informal level.
 It is noted that the employees in public sector banks feel proud
to tell about the organization to others. Also the employees in
public sector banks have clear path of career advancement
when compared to the employees in private sector banks.

12. CONCLUSION
 Quality work life basically is all about employee involvement,
which consists of methods to motivate employees to
participate in decision making. This help in building in good
relationship
 As employees of Private Banks are work loaded and
stressed, the Private Banking Sectors can maintain
recreation clubs by including a number of activities
ranging from Bird watching, horse riding, golfing,
educational visits to entertaining stops, movie watching
etc. The banking sectors may have a stress free
environment, which in due course refreshes his/her mind
to contribute better performance.

13.  The employees of the Public Bank need to maintain good
relationship with their colleagues in work environment. In
order to be successful, an individual need to be able to positively
influence the people around them in the work place to gain
cooperation, respect and support. The Banking sector may
provide exclusive work atmosphere with periodical
refreshments like fun games and sports where the employees
can develop the personal insight necessary to work effectively
with people. This will enable to read people’s reactions and
modify an individual’s approach whenever necessary. Further, it
will assist the employees to feel as members of the organization,
to become more responsive in relationships in the workplace
and to develop relationships based on trust. Ultimately, the
employees will receive support from their staff in times of
necessity and this willenable the employees to contribute more
in their work.