The document summarizes a study on the quality of work-life of employees at Club Mahindra in Ashtamudi, Kollam. It discusses the significance and objectives of studying quality of work-life. It describes the resort profile, methodology used which was a survey of 50 employees selected randomly out of 85 total employees. The findings include that employees had an above average opinion of the work-life environment and elements that improve quality of work-life. Their opinion of amenities was moderate and there was no difference in opinion between education levels. Suggestions include maintaining a good work-life atmosphere, implementing more strategies, and providing standard amenities.

1. PROJECT THEME:
THE QUALITY OF WORK-LIFE OF EMPLOYEES EMPLOYING AT
CLUB MAHINDRA.
[ASHTAMUDI – KOLLAM]
BY: ROBINS MATHEW
ROLLNO: 15MMH122

2. SIGNIFICANCE OF THE STUDY
 Quality of work life is becoming an imperative issue to achieve the goals of the organization in every sector whether it is
education, service sector, banking sector, tourism, manufacturing, etc.
 Attrition, employees commitment, productivity etc. depend upon the aspects or dimensions of Quality of work life.
 High QWL can give a result in better organizational performance, effectiveness, innovativeness, etc. Consequently, to
contribute better life for all those peoples whom organizational members serve and with whom they deal and interact.
 Quality of human resources depends on the quality of working life offered through the management or organisation.
 Today, quality of work life also affects the corporate social responsibility.

3. PROFILE

5. CLUB MAHINDRA RESORT,Ashtamudi
 Location : Kollam
 Area : 2579 square km
 Altitude : sea level
 Nearest airport : Thiruvananthapuram
 Nearest railway station : Kollam
 Property : Timeshare property
 Climate : Tropical
 Categorization of rooms : 22 floating rooms
2 queens cottages
22 hotel units
 Best time to visit : September-February

6. METHODOLOGY
 The research was systematically done considering the whole employees of Club Mahindra, Ashtamudi as the
population for the study.
 The total population is 85
 The respondents or sample size of the study figures to be 50
 The samples were collected using the method of simple random sampling
 Interview schedule was used for convenience.
 Friedman test, one sample T- tests and one-way anova were used for the data analysis.
 The statistical tool used is 5 point scale varies from excellent to downscale.

7. OBJECTIVES
I. To evaluate the work-life of the employees at the organizational atmosphere.
II. To examine the special strategies implemented towards the progression of the work-life efficiency of the personnel.
III. To know about the benefits of the work-life balance to the individual.
IV. To analyze the basic elements which improvise the quality of work-life.
V. To recognize the quality of amenities in connection with the standardization of employees.

8. RESEARCH DEMOGRAPHY

9. INTERPRETATION
 The chart mentions about the two
gender groups, falls as male and
female.
 The total number of respondents were
50.
 The total respondents or samples were
50 out of which 74% of respondents
were males which means 37 male, and
26% of respondents were female,
which means 13 female.
74%
26%
Gender Classification
male female

10. INTERPRETATION
 The chart shows the respondents from
various age groups.
 The age level categorized as 3 groups.
 Most of the respondents falls under the
age group of below 25.
Below 25, 8.2,
64%
25 - 35, 3.2,
25%
Above 35, 1.4,
11%
Age Level
Below 25 25 - 35 Above 35

11. INTERPRETATION
This chart shows the educational
classification of 50 respondents.
The educational classification was on
the basis of :
 Primary
 Secondary
 Diploma
There is an equal percentage of
educational qualification in primary
and secondary level, where majority of
employees are diploma holders.
Primary
22%
Secondary
22%
College
56%
Other
56%
Education Qualification
Primary Secondary College

12. INTERPRETATION
The chart exhibits the work experience of
the personnel in the organization.
A good number of the employees have
work experience more than 5 years which
obviously add profit to the particular
organization, which is a positive sign.
16
14
28
BELOW 2 YEARS 2 TO 5 YEARS ABOVE 5 YEARS
FREQUENCY
WORK EXPERIENCE
Work experience
Below 2 years 2 to 5 years Above 5 years

13. INTERPRETATION
 The respondents are from 11
departments as shown in the chart.
 Most of the respondents are from the
department of F&B(P) which is 11.
 And there is only 1 respondent from
the department of F&B(S).
 There are 5 each respondents from
the departments of SPA,H.K and
administration.
 Sales and finance departments share
2 each respondents.
 The respondents from H.A and F.O &
travel is 6 each.
 There are 3 and 4 respondents in
sales and engineering departments
respectively.
5
4
2
11
1
6
6
5
2
3
5
ADMINISTRATIVE,SECURITYAND
CAFETERIA
ENGINEERING
FINANCE
F&B(P)
F&B(S)
F.O& TRAVEL DESK
H.A
H.K
PURCHASE
SALES
SPA
0 2 4 6 8 10 12
Departments
Administrative,security and cafeteria Engineering
Finance F&B(P)
F&B(S) F.O& Travel desk
H.A H.K
Purchase Sales
SPA

14. DATA
ANALYSIS
HYPOTHESIS
 The opinion of employees as regards the work-life
environment is equal to average.
 The employees do not differ significantly about the
strategies taken by the organization towards the
progression of work-life efficiency.
 The employees do not differ significantly as regards
the benefits gain through work-life balance.
 The opinion of the employees as regards the elements
which improvise the quality of work-life is equal to
average.
 The opinion of employees as regards the quality of
amenities is moderate.
 There is no significant difference between the opinion
as regards the amenities provided.

15. HO:- The opinion of employees as regards the work-life
environment is equal to average.
Since the p-value is below 0.05, the null hypothesis is rejected
Sample
size
Mean t P-value
Work-life environment 50 3.40 4.041 .000

16. HO:- The employees do not differ significantly about
the strategies taken by the organization towards the
progression of work-life efficiency.
Rank 1 job security
Rank 2 employee participation
Rank 3 opportunity for growth
Strategies Mean rank
Suggestion system 1.92
Flexibility in work schedules 2.66
Job security 3.63
Opportunity for growth 3.30
Employee participation 3.49

17. HO:- The employees do not differ significantly as
regards the benefits gain through work-life balance.
Rank 1 improved relationship
Rank 2 increased commitment
Rank 3 increased productivity
Benefits Mean rank
Reduced stress 1.69
Increased productivity 2.96
Refreshed mind 2.25
Increased commitment 3.45
Improved relationship 4.65

18. HO:- The opinion of the employees as regards the elements which improvise the
quality of work-life is equal to average.
Thus, majority of the p-values are below 0.05 the null hypothesis is rejected over
here.
Elements Sample
size
mean t P-
value
Safe work environment 50 3.43 3.207 .002
Equitable wages 50 2.48 -3.949 .000
Equal employment
opportunities
50 3.02 .163 .871
Opportunity to learn and
grow
50 3.72 5.494 .000
Protection of individual
growth
50 3.16 1.159 .252

19. HO:- The opinion of employees as regards the quality of amenities is moderate.
Since majority of the p-values are above 0.05, the null hypothesis is accepted.
Amenities Sample
size
mean t P-
value
Accommodation 50 3.00 .000 1.000
Clothing 50 2.96 -.375 .709
Food 50 2.68 -2.682 .010
Insurance 50 2.86 -1.044 .301
Transportation 50 1.88 -7.897 .000

20. HO:- There is no significant difference between the opinion as regards the amenities provided.
Thus, all the p-values are above
0.05 the null hypothesis is accepted.
Amenities categories Mean F-value P-value
Accommodation Primary
Secondary
college
3.09
2.82
3.04
.490 .616
Clothing Primary
Secondary
college
3.18
3.00
2.86
.742 .481
Food Primary
Secondary
college
3.00
2.55
2.61
1.037 .362
Insurance Primary
Secondary
college
2.82
2.91
2.86
.025 .976
Transportation Primary
Secondary
college
1.73
1.73
2.00
.445 .643

21. Findings
 The opinion of employees as regards the work-life environment is above
average.
 The company can attain progression in the work-life efficiency by
applying more strategies and systems.
 The employee can gain benefits through work-life balance.
 The opinion of the employees as regards the elements which improvise the
quality of work-life is above average.
 The opinion of employees as regards the quality of amenities is moderate.
 There is no significant difference between the opinion as regards the
amenities provided.

22. Suggestions
 It is good to maintain a good work-life atmosphere.
 It is gainful if they include more useful strategies, which would help the
organization to achieve more profit.
 If there is a well set amenities provided, it can improve the quality of work-
life of employees.
 Most of the employees were unhappy with the amenities provided. It is better
to provide standard amenities, in-order to boost the work-place satisfaction
among the employees.

23. Limitations
 Language barrier.
 Busy schedule of the organization was a hindrance for data collection.

24. THANK YOU