Table 4.

1
Years Of Experience In The Company

Years Of Experience No. Of Responses Percentage

Less than 3 years 13 43.33%

3-5 years 10 33.33%

More than 5 years 7 23.33%

TOTAL 30 100%
Chart 4.1
Years Of Experience In The Company

INTERPRETATION: From the above data, it can be interpreted that 43.3% have been
working in the company for less than 3years 33.3% for 5 years and 23.3% for more than 5
year.
 Table 4.2
Showing Whether Quality Of Worklif Contributes To Better Perfomance
Of The Respondent

Opinion No. of Responses Percentage

Neutral 9 30.0%

Disagree 9 30.0%

Strongly Agree 5 16.67%

Agree 4 13.33%

Strongly Disagree 3 10.0%

TOTAL 30 100%

Chart 4.2
Showing Whether Quality Of Worklife Contributes To Better Perfomance
Of The Respondent
Interpretation: From the above data, it can be interpreted that 30% of respondents hold a
neutral opinion, while an equal 30% disagree with the statement. Additionally, 16.67%
strongly agree, 13.33% agree, and 10% strongly disagree. This indicates a diverse range of
opinions, with no single viewpoint dominating the responses.
 Table 4.3
Key Factor Influencing Quality Of Work Life

Factor No. Of Responses Percentage

Physical Facilities 11 36.67%

Salary 7 23.33%

Recognition 6 20.0%

Superior-Subordinate Relation 6 20.0%

TOTAL 30 100%
CHART 4.3
KEY FACTOR INFLUENCING QUALITY OF WORKLIFE

INTERPRETATION: From the above data, it can be interpreted that 36.67% of respondents consider physical
facilities as the most important factor, followed by 23.33% who prioritize salary. Additionally, 20% of respondents
value recognition, while another 20% emphasize superior-subordinate relationships. This indicates that workplace
environment and financial benefits play a significant role in influencing employee satisfaction.
 Table 4.4
Whether Is The Work Environment Open And Trustworthy

Opinion No. of Responses Percentage

No 19 63.33%

Yes 11 36.67%

TOTAL 30 100%

Chart 4.4
Whether Is The Work Environment Open And Trustworthy

yes

no

0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00%

Interpretation: From the above data, it can be interpreted that 63.33% of respondents do
not agree with the opinion, while 36.67% agree. This indicates that the majority of
participants hold a negative or differing view on the subject, whereas a smaller portion
supports it.

Table 4.5
The Organization Values Contributions Of The Employees
 Opinion No. of Responses Percentage

Agree 12 40.0%

Strongly Disagree 6 20.0%

Neutral 6 20.0%

Disagree 4 13.33%

Strongly Agree 2 6.67%

TOTAL 30 100%

Chart 4.5
The Organization Values Contributions Of The Employees

INTERPRETATION: From the above data, it can be interpreted that 40% of respondents
agree with the statement, while 20% strongly disagree and 20% remain neutral. Additionally,
13.33% disagree, and 6.67% strongly agree. This indicates that while a significant portion of
respondents hold a positive view, there are also varying opinions, with some expressing
disagreement or neutrality.
 Table 4.6
Whether Employees Experience Stress At Work

Opinion No. of Responses Percentage

Rarely 10 33.33%

Sometimes 6 20.0%

Often 5 16.67%

Always 5 16.67%

Never 4 13.33%

TOTAL 30 100%

Chart 4.6
Whether Employees Experience Stress At Work

Interpretation: From the above data, it can be interpreted that 33.33% of respondents rarely
experience the given situation, while 20% encounter it sometimes. Additionally, 16.67%
often face it, and an equal 16.67% always experience it, whereas 13.33% never do. This
suggests that while occurrences vary, the majority of respondents experience it infrequently.
 Table 4.7
Quality of worklife of employees for better perfomence

Opinion Response Percentage

Strongly agree 6 20%
Agree 9 30%
Neutral 7 23.33%
Disagree 6 20%
Strongly Disagree 2 6.67%
TOTAL 30 100%
Chart 4.7
Quality of worklife of employees for better perfomence

Strongly Disagree 6.67%

Disagree 20%

Neutral 23.33%

Agree 30%

Strongly agree 20%

0% 5% 10% 15% 20% 25% 30% 35%

Strongly agree Agree Neutral Disagree Strongly Disagree

Interpretation: From the above data, it can be interpreted that 30% of respondents agree
with the statement, while 20% strongly agree. Additionally, 23.33% remain neutral, 20%
disagree, and 6.67% strongly disagree. This indicates that while a majority lean toward
agreement, a significant portion either hold a neutral stance or disagree.
 Table 4.8
Satisfaction on opportunities for career growth
Satisfaction No. of Responses Percentage

Satisfied 10 33.33%

Dissatisfied 7 23.33%

Very Dissatisfied 5 16.67%

Very satisfied 4 13.33%

Neutral 4 13.33%

TOTAL 30 100%

Chart 4.8
Satisfaction on opportunities for career growth

Interpretation: From the above data, it can be interpreted that 33.33% of respondents are
satisfied, while 23.33% are dissatisfied. Additionally, 16.67% are very dissatisfied, whereas
13.33% are very satisfied, and another 13.33% remain neutral. This indicates that while a
significant portion of respondents are content, there is also notable dissatisfaction among
them.
 Table 4.9
Opinion On Workload

Opinion No. of Responses Percentage

Rarely 9 30.0%

Sometimes 7 23.33%

Often 6 20.0%

Never 4 13.33%

Always 4 13.33%

TOTAL 30 100%

Chart 4.9
Opinion On Workload

Interpretation: From the above data, it can be interpreted that 30% of respondents rarely
experience the given situation, while 23.33% encounter it sometimes. Additionally, 20%
often face it, whereas 13.33% never experience it, and another 13.33% always do. This
suggests that while experiences vary, most respondents face the situation infrequently.
 Table 4.10
Whether The Policies On Leave And Time Of f Adequate To Meet
Employee Needs
Opinion No. of Responses Percentage

Disagree 8 26.67%

Strongly Disagree 7 23.33%

Agree 6 20.0%

Strongly Agree 6 20.0%

Neutral 3 10.0%

TOTAL 30 100%

Chart 4.10
Whether The Policies On Leave And Time Of Adequate To Meet
Employee Needs

Neutral 10.00%

Strongly Agree 20.00%

Agree 20.00%

Strongly Disagree 23.33%

Disagree 26.67%

Series 1
0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00%

Interpretation: From the above data, it can be interpreted that 26.67% of respondents
disagree, while 23.33% strongly disagree with the statement. On the other hand, 20% agree,
and another 20% strongly agree, indicating a divided opinion. Additionally, 10% remain
neutral, suggesting some level of uncertainty or indifference among respondents.
 Table 4.11
Role of supervisors in maintaining work-life balance

Opinion No. of Responses Percentage

Agree 10 33.33%

Strongly Agree 9 30.0%

Neutral 6 20.0%

Strongly Disagree 4 13.33%

Disagree 1 3.33%

TOTAL 30 100%

Chart 4.11
Role of supervisors in maintaining work-life balance

Interpretation: From the above data, it can be interpreted that 33.33% of respondents agree
and 30% strongly agree, indicating a majority have a positive opinion. Meanwhile, 20%
remain neutral, suggesting some level of uncertainty. On the other hand, 13.33% strongly
disagree, and 3.33% disagree, showing a small portion of respondents have a negative
perception.
 Table 4. 12
Resources For Professional Development

Opinion No. of Responses Percentage

No 18 60.0%

Yes 12 40.0%

Total 30 100%

Chart 4. 12
Resources For Professional Development

Interpretation: From the above data, it can be interpreted that 60% of respondents answered
"No", indicating a majority hold a negative stance on the subject, while 40% responded
"Yes", showing a significant portion with a positive opinion.
 Table 4.13
Measures to address workplace grievances or concern

Opinion No. of Responses Percentage

No 16 53.33%

Yes 14 46.67%

TOTAL 30 100%
Chart 4.13
Measures to address workplace grievances or concern

Interpretation: From the above data, it can be interpreted that 53.33% of respondents
answered 'No', indicating that the majority do not support or agree with the statement, while
46.67% responded 'Yes', showing a nearly balanced division in opinion.
 Table 4.14
Quality of work life impacts your performance at work

Opinion No. of Responses Percentage

Strongly Agree 6 20%

Agree 10 33.3%

Neutral 7 23.33%

Disagree 5 16.67%

Strongly disagree 2 6.67%

TOTAL 30 100%

Chart 4.14
Quality of work life impacts your performance at work

Strongly disagree 6.67%

Disagree 16.67%

Neutral 23.33%

Agree 33.30%

Strongly Agree 20%

0% 5% 10% 15% 20% 25% 30% 35%

Column1

Interpretation:From the above data, it can be interpreted that 33.3% of respondents agree,
making it the most common opinion, followed by 23.33% who remain neutral. Additionally,
20% strongly agree, indicating a significant level of support. However, 16.67% disagree and
6.67% strongly disagree, reflecting some level of dissatisfaction or opposition.
 Table 4.15
Whether supportive work-life environment make you more productive

Opinion No. of Responses Percentage

Never 8 26.67%

Always 7 23.33%

Often 6 20.0%

Rarely 5 16.67%

Sometimes 4 13.33%

TOTAL 30 100%
Chart 4.15
Whether supportive work-life environment make you more productive

Series 1
30.00% 26.67%
25.00% 23.33%
20.00%
20.00% 16.67%
15.00% 13.33%

10.00%
5.00%
0.00%
Never Always Often Rarely Sometimes

Series 1

Interpretation: From the above data, it can be interpreted that 26.67% of respondents
selected 'Never', making it the most common response, while 23.33% chose 'Always',
indicating a strong contrast in opinions. Additionally, 20% responded with 'Often', 16.67%
with 'Rarely', and 13.33% with 'Sometimes', showing varied experiences among respondents.
 Table 4.16
Motivation and wellbeing

Opinion No. of Responses Percentage

Yes 20 66.66%

No 10 33.33%

Total 30 100%

Chart 4.16
Motivation and wellbeing

Chart Title
70.00% 66.66%

60.00%

50.00%

40.00% 33.33%
30.00%

20.00%

10.00%

0.00%
yes no

Series 1 Column1 Column2

Interpretation: From the above data, it can be interpreted that 66.66% of
respondents answered 'Yes', indicating a majority agreement, while 33.33%
responded with 'No', showing that a smaller portion disagrees. This suggests
that most respondents share a common perspective on the given opinion.
 Table 4.17
Affect of work-life challenges in the ability to meet deadlines

Opinion No. of Responses Percentage

Sometimes 10 33.33%

Always 8 26.67%

Rarely 5 16.67%

Often 5 16.67%

Never 2 6.67%

Total 30 100%

Chart 4.17
Affect of work-life challenges in the ability to meet deadlines
Interpretation: From the above data, it can be interpreted that 33.33% of
respondents chose 'Sometimes', indicating that this experience is occasional
for many. 26.67% responded with 'Always', showing consistent occurrence.
16.67% selected 'Rarely' and 'Often', suggesting moderate frequency. Only
6.67% chose 'Never', implying that very few respondents do not experience
this situation at all.
 Table 4.18
Importance of personal needs over work needs

Opinion No. of Responses Percentage

Agree 11 36.67%

Disagree 8 26.67%

Neutral 6 20.0%

Strongly Disagree 4 13.33%

Strongly Agree 1 3.33%

Total 30 100%

Chart 4.18
Importance of personal needs over work needs
Interpretation: From the above data, it can be interpreted that 36.67% of
respondents 'Agree', indicating a positive inclination towards the statement.
26.67% 'Disagree', reflecting a significant portion with a contrary view. 20%
remain 'Neutral', showing uncertainty or indifference. 13.33% 'Strongly
Disagree', emphasizing stronger disagreement, while only 3.33% 'Strongly
Agree', suggesting minimal strong support.
 Table 4.19
Whether work-life quality improves teamwork and
collaboration
Opinion No. of Responses Percentage

Yes 15 50.0%

No 15 50.0%

Total 30 100%

Chart 4.19
Whether work-life quality improves teamwork and
collaboration

Interpretation: From the above data, it can be interpreted that 50% of

respondents answered 'Yes', indicating an equal split in opinion. Similarly,
50% responded 'No', showing that there is no clear majority, and opinions
are evenly divided on the matter.
 Table 4.20
Organization's commitment to improving work-life quality

Opinion No. of Responses Percentage

Strongly agree 10 33.33%

Agree 6 20.0%

Strongly disagree 6 20.0%

Disagree 4 13.33%

neutral 4 13.33%

Total 30 100%

Table 4.20
Organization's commitment to improving work-life quality
Interpretation: From the above data, it can be interpreted that 33.33% of
respondents remained neutral, indicating a balanced stance on the issue.
20% strongly agreed, and another 20% agreed, showing a significant portion
of respondents have a positive opinion. Meanwhile, 13.33% strongly
disagreed, and another 13.33% disagreed, reflecting some level of
dissatisfaction or disagreement.
 Table 4.21
Positive About Work Life Experience
Opinion No. of Responses Percentage

Yes 15 50.0%

No 15 50.0%

Total 30 100%

Chart 4.21
Positive About Work Life Experience

no

yes

0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00%

Column2 Column1 Series 1

Interepretation: From the above data, it can be interpreted that the

respondents are evenly split in their opinions about their work-life
experience. 50% of respondents feel positive about their work-life
experience, while the other 50% do not share the same sentiment. This
indicates a balanced perspective, suggesting that workplace conditions and
experiences vary among employees.
 Table 4.22
Satisfied With Communication Of Work-Life Balance
Policies
Satisfaction No. of Responses Percentage

Very Satisfied 9 30.0%

Neutral 7 23.33%

Dissatisfied 5 16.67%

Satisfied 5 16.67%

Very Dissatisfied 4 13.33%

Total 30 100%

Table 4.22
Satisfied With Communication Of Work-Life Balance
Policies
Interpretation: From the above data, it can be interpreted that 30% of
respondents are very satisfied with their work-life experience, while 16.67%
are satisfied. A significant portion, 23.33%, remains neutral, indicating
neither satisfaction nor dissatisfaction. However, 16.67% of respondents are
dissatisfied, and 13.33% are very dissatisfied, highlighting concerns that
may need to be addressed to improve overall job satisfaction.
 Table 4.23
Whether performance is rewarded periodically

Response No. of Responses Percentage

No 16 53.33%

Yes 14 46.67%

Total 30 100%

Chart 4.23
Whether performance is rewarded periodically

Interpretation: From the above data, it can be interpreted that 53.33% of

respondents answered 'No,' indicating that they do not experience or agree
with the given factor, while 46.67% responded 'Yes,' suggesting a nearly
balanced opinion with a slight majority leaning towards disagreement. This
indicates a mixed perception among employees regarding the subject in
question.
 Table 4.24
Satisfaction on Job

Satisfaction No of response Percentage

Very Satisfied 11 36.67%

Satisfied 7 23.33%

Dissatisfied 7 23.33%

Very Dissatisfied 4 13.33%

Neutral 1 3.33%

TOTAL 30 100

Chart 4.24
Satisfaction on Job
Interpretation : From the above data, it can be interpreted that 36.67% of
respondents are very satisfied, making it the most common response.
23.33% are satisfied, while an equal 23.33% are dissatisfied. Additionally,
13.33% are very dissatisfied, and 3.33% remain neutral. This indicates that
while a significant portion of respondents have a positive experience,
dissatisfaction levels are also notable, highlighting the need for
improvements in certain aspects of work life.
 Table 4.25
Quality Of Worklife At The Organization

Ratings No. of Responses Percentage

Outstanding 8 26.67%

Good 7 23.33%

Poor 7 23.33%

Excellent 5 16.67%

Average 3 10.0%

Total 30 100%

Chart 4.25
Quality Of Worklife At The Organization
Interpretation: From the above data, it can be interpreted that 26.67% of
respondents rated their experience as outstanding, making it the most
common response. 23.33% rated it as good, while an equal 23.33% rated it
as poor. Additionally, 16.67% found it excellent, and 10% considered it
average. This indicates a mixed perception, with a significant portion having
a positive experience, while a considerable number expressed
dissatisfaction, suggesting areas for improvement.
 Table 4.26
Major problems faced in the work environment

Problems No. of Responses Percentage

Job Insecurity 12 40.0%

Others 9 30.0%

High Workload 4 13.33%

Poor Leadership 4 13.33%

Poor Communication 1 3.33%

Total 30 100%

Chart 4.26
Major problems faced in the work environment
Interpretation: From the above data, it can be interpreted that job insecurity
is the most common issue (40%), followed by other problems (30%). High
workload and poor leadership each affect 13.33% of respondents, while poor
communication impacts 3.33%. This highlights the need to address job
stability and leadership to improve the work environment.