sangrose labratories

Quality of Work Life @ Sangrose Laboratories Pvt. Ltd

Rajagiri College of Social Sciences Masters in Human Resources Management 1

Section I

Profile Study

Of the

Organization



INDUSTRY PROFILE

A. GLOBAL PHARMACEUTICAL INDUSTRY

The pharmaceuticals market consists of ethical drugs only and does not include consumer healthcare or

animal healthcare. The global pharmaceutical industry revenue is forecasted to reach an estimated

$1,226.0 billion by 2018, with good growth over the next five years (2013-2018). The industry is

expected to register growth led by aging population, changing lifestyles, hectic daily activities,

unhealthy eating habits, increasing incidence of chronic diseases across the entire global population

providing growth opportunities for the industry players.

The industry is engaged in discovery, development, manufacture, and marketing of prescription drugs.

Industry products include ethical drugs and consumer healthcare but animal healthcare drugs are not

included.

The global pharmaceutical market faces major challenge from increasing investment and strict

regulation. Changing lifestyles and the fast socio-demographic shift due to urbanization in both

developed and growth markets globally are expected drive the demand. The ability to create new

technology and innovative drugs is a key driver for success in this market.

North America is projected to lead the pharmaceutical industry. Vaccine industry is expected to record

the highest growth during the forecast period. ROW industry is expected to witness the highest growth

during 2013-2018. Government initiatives in Brazil to encourage drugs industries by providing free

pricing policies and special financial investment options will attract the industry players. APAC holds

good growth potential for the future.

B. INDUSTRY SEGMENTATION BY PRODUCTS:

Pharmaceutical sales include:

Ethical (Prescribed) Drugs: These are drugs which can't be dispensed without a physician‘s

prescription

Over-The-Counter (OTC) Drugs: These are drugs which are readily available on drugstore

shelves. Ethical drugs account for about 60% of total industry sales, with OTC products

representing the balance.



Segmentation By Products

Ethical (Prescribed) Drugs

Antidepressants

Antipsychotics

Barbiturates

Benzodiazepines

Narcotics

Opiates

Sedatives

Tobacco

Tranquilizers

Over The Counter (OTC)

Analgesics

Cold, Allergy, & Cough Remedies

Sleep Aids

Stimulants

Gastrointestinal Medications

Diet Aids

Skin Products



C. MAJOR PLAYERS IN THE GLOBAL MARKET

1. Roche

It is a Swiss pharma company. Drugs are produced to treat depression, malignant tumors, insomnia,

Hepatitis B and C, etc. It produces drugs like Bactrim, Avastin, Rohypnol, etc.

2012 R&D spend - $10.44 billion

2. Novartis

It is a Swiss pharma company. Sandoz, a generic drug manufacturer, is also owned by it. Drugs

produced are for Parkinson‘s disease, osteoporosis, hypertension, etc. It produces drugs like

clozapine, diclofenac, letrozole, etc.


3. Merck and Co

It is an American pharma company. It produces drugs that treat arthritis, river blindness, etc.

Mectizan, Cordaptive, etc are some of its brands. It is also involved in a lot of social work.


4. Pfizer

It is an American pharma company. It produces drugs for diseases like metabolic, cancer,

cardiovascular, etc. Lipitor, Difulcan, Celebra, etc are some of its brands. In the last few years,

Pfizer has been in limelight for various wrong reasons like illegal marketing of drugs which were

unapproved by USFDA.


5. Johnson and Johnson

It is a U.S. based pharma company. Band-aids and baby products produced by this company are well

known. It has won numerous awards and recognitions for the social work that it does. Benadryl,

Calpol, etc are some other famous drugs by this company.


6. Sanofi

It is a French pharma company. It not only produces prescription medicines but also over the

counter medicines. The portfolio of diseases catered to are cardiovascular, central nervous system,

diabetes, cancer, etc. Ketoprofen, Zolpidem, Combiflam, etc are some of the drugs produced by this

company.

2012 spend - $6.49 billion



7. GlaxoSmithKline

It is a pharma company of British origin which came into existence by the merger of Glaxo

Wellcome plc and SmithKline Beecham plc. The diseases that it caters to are asthma, cancer, viral,

diabetes, infections, etc. Pandemrix, Ralgex, etc are some of its brands. It also produces nutritional

products like Boost and Horlicks.

2012 spend – $6.45 billion

8. Eli Lilly

It is a pharma company based in America. Penicillin, polio vaccine, insulin, etc were mass produced

first by this company. It also produces medicines for psychiatric treatment. Cymbalta, Gemzar,

Prozac, etc are some of the famous brands of Eli Lilly.

2012 &D spend- $5.27 billion

9. AstraZeneca

It is a British-Swedish pharma company. It produces drugs for cancer, respiratory diseases, etc.

2012 spend - $4.45 billion

10. Abbott Laboratories

This is an American pharmaceutical company. It was the first to develop the blood screening test for

HIV. Drugs are produced for various diseases like HIV, chronic diseases, thyroid, arthritis, etc.

Humira, Norvir, etc are some of its well known drugs.

2012 R&D spend – $4.33 billion

D. INDIAN PHARMACEUTICAL INDUSTRY

The Indian pharmaceuticals market has achieved strong, double digit growth for the 2007 – 2011

periods. The market is expected to maintain this level of robust growth from 2012 through to the end of

the forecast period in 2016.

The Indian pharmaceuticals market had total revenues of $12.3 billion in 2011, representing a

compound annual growth rate (CAGR) of 17.6% between 2007 and 2011. In comparison, the Chinese

and Japanese markets grew with CAGRs of 20.6% and 4.4% respectively, over the same period, to

reach respective values of $55.4 billion and $106 billion in 2011.

The performance of the market is forecast to decelerate, with an anticipated CAGR of 17.2% for the

five-year period 2011 - 2016, which is expected to drive the market to a value of $27.3 billion by the

end of 2016. Comparatively, the Chinese and Japanese markets will grow with CAGRs of 14.3% and

1.9% respectively, over the same period, to reach respective values of $108.1 billion and $116.3 billion

in 2016.



Market Value

The Indian pharmaceuticals market grew by 15.3% in 2011 to reach a value of $12.3 billion.

The compound annual growth rate of the market in the period 2007–11 was 17.6%.



Geography Segmentation

India accounts for 5.7% of the Asia-Pacific pharmaceuticals market value.

Japan accounts for a further 48.8% of the Asia-Pacific market.



Market Share

Cipla Ltd is the leading player in the Indian pharmaceuticals market, generating a 4.1% share of the

market's value.

Ranbaxy Laboratories Limited accounts for a further 3.6% of the market.



Market Value Forecast

In 2016, the Indian pharmaceuticals market is forecast to have a value of $27.3 billion, an increase of

122% since 2011.

The compound annual growth rate of the market in the period 2011–16 is predicted to be 17.2%.



E. FIVE FORCES ANALYSIS

The pharmaceuticals market will be analyzed taking pharmaceutical manufacturers as players. The key

buyers will be taken as hospitals and pharmacies, and providers of active pharmaceutical ingredients

and clinical trial services as the key suppliers.

(i) Buyer Power

Buyer power is moderate



(ii) Supplier Power

Supplier power is moderate

(iii) New Entrants

The threat of new entrants is only moderate



(iv) Threat Of Substitutes

The threat of substitutes is assessed as strong

(v) Degree Of Rivalry

The degree of rivalry is moderate



I.I COMPANY PROFILE

A. SANGROSE LABORATORIES PVT.LTD

(i) HISTORY

Sangrose Laboratories was incorporated in the year 1987 as a private limited company. The chief

mastermind behind the initiation of this venture is Mr. C.K.Alexander. He is having 30 yrs of

experience in Pharmaceutical Industry with over 25 yrs. in the top management. His vast experience

and the proactive approach triggered him to start a company like this.

Sangrose started production of Anti Leprosy Bulk Drug Clofazimine I.P/B.P in the year of 1989 with

the initial capacity of one ton/annum. The company attained remarkable growth in the yester years and

enhanced its production capacity to 14 tons per annum in 1994. The company commenced the soft

gelatin encapsulation unit alongside, in the same year. The Company also initiated the formulation

units for other dosage forms including Tablets, Hard Gelatin Capsules, Creams, Ointments and Liquid

Orals. Currently the company has a fully fledged API Manufacturing Unit for Clofazimine IP/BP/

Ph.Eur and has a well equipped Formulation Unit wherein over 300 different formulations are

manufactured

(ii) VISION

"Reaching out globally to help serve mankind"

To make it possible for common man to make avail of therapeutically effective medicine to prevent

and cure diseases, to ease suffering and to enhance the quality of life.

(iii) MISSION

Innovation

We create an atmosphere suitable for motivating individuals to bring out a will to

experiment and in turn help one to excel.

Friendly Environment

At Sangrose, the self-esteem and dignity of an individual is upheld. We provide an open

cultured environment for expression of views and ideas

Teamwork

At Sangrose, we create a better sense of teamwork, thus enabling individual

accomplishments towards organizational objective and in turn developing the self



(iv) CORE VALUES

C- Care for customers.

R- Respect for associates.

E- Excellent teamwork.

A-Always learning.

T- Trust mutually.

E- Ethical practices.

(v) OBJECTIVES

To manufacture, produce, refine process ,formulate bye sell, import, export or otherwise

deal in Basic Drugs Pytho chemicals, plant extracts, dyes pesticides and their immediate,

laboratory and scientific chemicals used or capable of being used. In the pharmaceuticals,

textiles, agriculture, fertilizers, petro chemicals or any mixtures deviates and compound

thereof.

To manufacture, produce, distribute, sell makes research, export and to deal in

pharmaceuticals, drugs, chemicals, medicine preparation, dyes pesticides, cosmetics, their

intermediate including sophisticated item oils, injection, orals, syrups, tablets capsules and

in any such other forms of human as well as animal use.

To carry on the business of chemicals, druggists importers and manufactures of and dealers

in pharmaceuticals, medical chemical, pathological , clinical, industrial and other

preparation and articles compounds drugs and dealers in chemicals surgical and scientific

apparatus and material.

(vi) ACHIEVEMENTS & AWARDS

Awarded the 2nd prize in the Safety Awards 2010 by the Government of Kerala, Drugs and

Pharmaceuticals.

Awarded as Top-1 Central Excise Tax Payer (Private Sector) 2008 by the Customs and Central

Excise, Government of India.

Awarded the Best Revenue Performance award, 2005-2006, by the Customs and Central

Excise, Government of India.

Sangrose Laboratories has received GMP Certificate from WHO, equivalent to ISO.



Nominated the best small-scale industry of Alapuzha District consecutively for 3 years and 4th

in the state.

Runner up for the Management Excellency Award of Berchamans Institute of Management

Selected as one of the Best Entrepreneurs of the State

Gold Card member of Kerala Financial Corporation, the finance agency based on growth

expansion and prompt payment.

The firm has been closely associated with National Leprosy Eradication program of Govt. of

India by being the supplier of Clofazimine.

(vii) QUALITY POLICY

Sangrose Laboratories Pvt. Ltd, proudly pronounce its personal commitment to provide cost effective

products of desired QUALITY which are uniform, pure and therapeutically effective especially for the

under-served and marginalized communities. We are dedicated to achieve the highest level of quality in

delivering therapeutically potent drugs. Our motto is "Reaching out globally to help serve mankind".

Sangrose accords the highest emphasis to building quality into a product.

Sangrose is committed to:

Provide high quality products that contributes to the health and well being of the domestic and

global community

Create quality control and manufacturing control procedures in accordance with global

standards to maintain international compliance.

Enhancing the skills of management and staff through review and actively pursuing an on-

going training policy, the objective of which is to prepare staff to perform their work more

effectively

Promoting the culture of continual quality improvements and the philosophy of getting things

"right first time".

Promoting the quality management systems and ensuring implementation is achieved by

internal auditing, management review, corrective and preventive action

Continuously pursue new and innovative technology and know-how in order to

manufacture highest quality product.



(viii) CONCERN FOR ENVIRONMENT

At Sangrose, the management of the environment is not an appendage to its business; it is integral to it.

Sangrose does not forget its social commitment a significant part of its total capital outlay is for

environmental protection.

This commitment to the environment goes beyond statutory requirements for an important reason: at

the company we have consistently believed that environment protection and enrichment are not just

preferred responses because the ecological fabric of our world is now more fragile than ever, but

because this is man's basic responsibility and its protection is the right way to do business.

A continuous monitoring system has been set up to ensure that no harm is done to the environment.

Sangrose has created a green belt around the factory for total environmental protection.

Environmental performance is measured across a number of parameters, some of them being:

Water Usage

Energy Usage

Wastewater Discharge

COD & TDS Load Discharge

Hazardous & non-hazardous waste disposal

Green house gas emissions

Rain water harvesting and

Effluent treatment plant

Effluent treatment

The environment is considered as God's gift, which should be preserved for the future generations. Our

right is only to protect it, not to destroy it. In Sangrose, about 15% of its total capital outlay is utilized

for environmental protection. A well defined treatment system has been established for the treatment of

effluent generated from the manufacturing area. A continuously monitoring system has been set up to

ensure that no harm is done to the environment. Other than daily internal monitoring, an external

agency has been appointed for a monthly monitoring of the system. The Effluent Treatment Plant has a

capacity to treat 6000 litres per day, both chemically & biologically. The treated water is used for the

purpose of irrigation.



(ix) OFFICES & BRANCHES

CORPORATE OFFICE

BRANCH OFFICES

SANGROSE LABORATORIES PVT LTD

INDUSTRIAL ESTATE

KALLIMELP.O,

MAVELIKARA-690 509,

KERALA.

Tel:+91-479 –,2357090/91,2357130, 2356578 07

E-mail: [email protected].

SANGROSE LABORATORIES PVT LTD

1/A-4, PIRAMAL NAGAR, S.V ROAD,

MUMBAI – 400 062.

Tel: +91-22-28780210, 28746509,

E.mail:[email protected]

SANGROSE LABORATORIES PVT.

LTD.,

ZONAL OFFICE

NO 54, SRI RAM SHOPPING CENTRE

1ST FLOOR, BALAJI NAGAR, SNR

COLLEGE ROAD,

COIMBATORE 641044 TAMIL NADU

Table 5



(x) ORGANIZATION CHART

Figure 11: Organization Chart



The Management

Mr. C.K. Alexander, Managing Director

Mr. George Mathew , Director

Mr. Thomas Alexander , Director

Mr. C.K. Joseph , Director

Employee Strength

Administration Staff - 35

Technical Staff - 45

Engineers - 7

Marketing Division - 25

Workers -72

(xi) PRODUCTS

Api- Clofazimine

The bulk drugs API business for Sangrose handles the sales and marketing of API to

customers across the globe and also serves some captive needs of the formulation business

within the company.

Sangrose takes pride as the only and largest producer of API-CLOFAZIMINE in the world.

Being a leader brings responsibility. This means that they care about the impact that they

have on the people and places touched by their mission to improve health around the world.

This mission gives them the purpose to develop Innovative medicines and products that help



millions of people around the world. In fact, they are the only Pharmaceutical company to

tackle the World health organization‘s leprosy eradication programme.

The scientific and technical strengths of Sangrose have made it a partner of choice for several

multinational corporations. Sangrose has long-term exclusive agreements with reputed

companies such as Sandoz for distribution of its products in the regulated markets

Contract Manufacturing

Today, the company manufactures and markets API (Bulk Actives), Finished Dosages to

over 100 companies worldwide, in addition to having a very promising Drug Pipeline Today,

Sangrose continues its journey. Leveraging on its ‗Low Cost, High Intellect‘ advantage,

foraying into new markets and new businesses. Taking on new challenges and growing

stronger and more capable.

The specialty product range features solid oral dosage forms (tablets, capsules-hard gelatin

and soft gelatin) Creams, ointments and liquid orals.

Soft Gelatin Capsules

The mainstay of Sangrose is their expertise in manufacturing soft gelatin capsules,

They have a global presence in the export of soft gelatin capsules to Nigeria, Srilanka, and

Middle East. They manufacture more than 400 finishes dosage formulations of soft gelatin

capsules.

Sangrose Dermatology

o ANTI LEPROTIC [Table 6(a)]

BRAND NAME FORM PACKING COMPOSITION

CLOFROS-50 Soft Gel 50 mg - Strip of 10's Clofazimine

CLOFROS-100 Soft Gel 100 mg - Strip of 10's Clofazimine

o ANTI ACNE [Table 6(b)]


*RETISO -10 Soft Gel 10 mg - Strip of 10's Isotertinoin

RETISO-20 Soft Gel 20 mg - Strip of 10's Isotertinoin

o HAIR, SKIN & NAIL CARE [Table 6(c)]


BIOS Tabs 5 mg - Strip of 10's Biotin 5 Mg



BIOS PLUS Soft Gel Strip of 10's Biotin 10 mg, Calcium

pantothenate, Sodium selinate

equivalent selenium 65 mcg

Cupric oxide equivalent to

elemental copper 3 mg Zinc

oxide equivalent to elemental

zinc 22.5 mg

o DEPIGMENTING AGENTS [Table 6(d)]


Cojiclean Plus Cream 15 Gms Tube Kojic Acid 2% , Alpha Lipoic

Acid 2%

Cojiclean Cream 15 Gms Tube Kojic Acid 0.75% , Alpha

Lipoic Acid 2.5%

o TOPICAL CORTICOSTEROIDS [Table 6(e)]


HYDROSTER Cream 15 Gms Tube Hydrocortisone 1%

EMSONE Cream 5 Gms Tube Mometasone Furoate 0.1%

*EMSONE-PLUS Cream 10 Gms Tube Mometasone Furoate

0.1%,Salicylic Acid 6%

CLO-B Cream 30 Gms Tube Clobetasol Propionate 0.05%

CLOSAL Cream 15 Gms Tube Clobetasol Propionate 0.05%,

Salicylic Acid 3%

*CLOSAL Ointment 15 Gms Tube Clobetasol Propionate 0.05%,

Salicylic Acid 6%

CLOGEN Cream 20 Gms Tube Clobetasol Propionate 0.05%,

Gentamycin 0.1%

*CLOGEN-NF Cream 20 Gms Tube Clobetasol propionate 0.05 %,

Gentamicin 0.1 %, Miconazole

nitrate 2 %, Zinc sulphate 2.5

%.

*BETASAN Cream 10 Gms Tube Betamethasone 0.05%

BETASAN-S Cream 10 Gms Tube Betamethasone 0.05%, Salicylic

acid 6%

GENCLOBEC Cream 15 Gms Tube Gentamycin 0.1% Clotrimazole



1% Beclomethasone 0.025%

o ANTIFUNGALS [Table 6(f)]


*SANFLU-50 Soft Gel 50 mg - Strip of 10's Fluconazole

SANFLU-150 Soft Gel 150 mg - Strip of 10's Fluconazole



TERBINORM

CREAM

Cream 15 Gms Tube Terbinafine 1%

TERBINORM

CAPSULES

Soft Gel 250 mg - Strip of 7's Terbinafine 250 Mg

CLOTRIOS Cream 15 Gms Tube Clotrimazole

o HYPERKERATOTIC [Table 6(g)]


AKRALIC-3% Oint 20 Gms Tube Salicylic Acid 3%



AKRALIC-12% Oint 50 Gms Jar Salicylic Acid 12%

o ANTIBACTERIALS [Table 6(h)]


M PRO Cream 5 Gms Tube Mupirocin 1%

VILMYCIN-250 Tabs 250 mg - Strip of 10's Azithromycin 250 mg


ROXILIDE Tabs 150 mg - Strip of 10's Roxithromycin 150 mg



o MOISTURIZERS [Table 6(i)]


NURISH ULTRA Cream 50 Gms Jar Aloe Vera 10%, White Soft

Paraffin 3 %, Light Liquid

Paraffin 7 %

NURISH Cream 40 Gms Jar Aloe Vera 5% Squalene 5 %, Vit

E 0.5%,Vit A 1.0%

*OLINDA Lotion 100 Ml Bottle White Soft Paraffin 15 %, Light

Liquid Paraffin 6 %

o SUNSCREEN [Table 6(j)]


HIGHCARO Soft Caps 30 mg - Strip of 10's Beta-carotene 30 mg

o ANTI ALLERGIC [Table 6(k)]


ZETIN-L Soft Caps 5 mg - Strip of 10's Levocetirizine 5mg

CETSAN Tabs 10 mg - Strip of 10's Cetirizine 10 mg

o MULTIVITAMINS, MINERALS & SUPPLEMENTS [Table 6(l)]


ZEMEGA-3 Soft Caps Strip of 10's EPA 180, DHA 120

ECOSOFT Soft Caps Strip of 10's Clo Liver Oil 300 MG, Vitamin

E 400 iu

o ANTIMICROBIALS [Table 6(m)]


SANPODIN Oint 25 Gms Tube Povidone Iodine



Sangrose Multispecialty

o ANTI LEPROTIC [Table 7(a)]


M PRO Cream 5 Gms Tube Mupirocin 1%



VILMYCIN-A Caps Strip of 6's Azithromycin 250 mg,

Ambroxol 30 Mg

OXCIN Soft Caps 200 mg - Strip of 6's Ofloxacin 200 Mg

CIPROSE Tabs 500 mg - Strip of 10's Ciprofloxacin 500 Mg

ROXILIDE Tabs 150 mg - Strip of 10's Roxithromycin 150 Mg

OXYCLOX-LB Caps Strip of 10's Amoxicillin Trihydrate 250 mg,

Cloxacillin Sodium 250 mg,

Lactic acid Bacillus 10 Mg

o MULTIVITAMINS, MINERALS & SUPPLEMENTS [Table 7(b)]


ZEMEGA-3 Soft Caps Strip of 10's EPA 180, DHA 120

ECOSOFT Soft Caps Strip of 10's Clo Liver Oil 300 MG, Vitamin

E 400 iu

*SANFOL Soft Caps Strip of 10's Folic acid IP - 5 mg

FEFOZ Soft Caps Strip of 10's Carbonyl iron 100 Mg, Folic

Acid-1.5 mg, Vit B12 5 mg,

Zinc 20 mg

*FEFOZ-XT Soft Caps Strip of 10's Ferrous Ascorbate equivalent to

elemental iron- 50 mg

Folic acid IP - 1.1 mg

Zinc sulphate monohydrate USP

equivalent to elemental zinc-

22.5 mg

NEURONYL Soft Caps Strip of 10's Methylcobalamin 1500 mcg,

Folic Acid 5 mg, D-alpha

tocopherol Acetate 100 IU, Vit

B6 3 mg, Biotin 25 mcg

NETWORK Soft Caps Strip of 10's Beta-carotene 5 mg, Lycopene

6% (2000 mcg)Leutin 8%(3

mg), Vit E 25IU,Vitamin C 150

Mg, ZnSo4 27.5 Mg



VITAXON Soft Caps Strip of 10's Benfotiamine 100 mg, Vit c

75mg, Zn 15 mg MCB-500

Mcg, A L A 100 mg, Folic Acid

1.5 mg, Vit B2 10 mg,

Pyridoxine Hcl 3 mg, Vit E 25

iu, Pantothenic Acid 50 Mg

REJUVEN Soft Caps Strip of 10's ALA50m, MCB500 Mcg, Vit E

25iu, Vit A 2500, Vit C 75mg

REJUVEN-G Soft Caps Strip of 10's Methylcobalamin 500 Mcg ,

Gabapentin 300 Mg

ALFA-HA Soft Caps Strip of 10's Beta-carotene 15%- 4.13 mg,

Alfa Calcitriol- 0.25 mcg,

MCHC-500 MG( CA-125,PH-

65) Boron 750 mcg

LQ-PLUS Soft Caps Strip of 10's Lycopene 5000 mcg ,

Ubidecarenone BP 30 mg (co-

enzyme q 10)

*LQ-FORTE Soft Caps Strip of 10's Co enzyme Q10 - 100 mg (

Ubidecarenone USP)

Lycopene - 3000mcg

*NUPREG Soft Caps Strip of 10's Methylcobalamin 750 mg,

Pregabalin 75 mg

*CALMAX SYR 100 ML SYRUP Boron 62.5 mcg/5 ml, Calcium

carbonate equivalent to

Elemental calcium 125 mg

312.5 mg/5 ml, Elemental

magnesium 10mg/5ml,

Elemental manganese

0.5mg/5ml, Vitamin

D3 62.5iu/5 ml/ Elemental zinc

2.5 mg/5ml

*CALMAX-D Soft Caps Strip of 10's Each soft gel capsule contains

1250 mg Calcium carbonate

from an organic source(oyster

shell)equivalent to elemental

Calcium 500mg

Vitamin D3 IP-250 Iu

*JOINT SURE Tabs Strip of 10's Diacerin + glucosamine

Each soft gel capsule contains

Glucosamine sulphate potassium

chloride USP - 750 mg

Diacerin - 50 mg



o ANTIULCER [Table 7(c)]


*PANTOSE-40 Tabs 500 mg - Strip of 10's Pantoprazole

o PAIN RELIEF [Table 7(d)]


DISAN GEL Gel 15 Gms Tube Diclofenac Sodium.16, Linseed

oil 3%, Menthol 5%, Methyl

Salicylate10%

PYRONORN PLUS Tabs Strip of 10's Aceclofenac, Paracetamol

PYRONORN-650 Tabs 650 mg - Strip of 10's Paracetamol

o COUGH SYRUPS [Table 7(e)]


SANCOF-D Syrup 60 Ml Pet Bottle Dextromethorphan

hydrobromide 10 mg

Phenylephrine hydrochloride 1p

5 mg Chlorpheniramine maleate

1p 2 mg

SANCOF-X Syrup 60 Ml Pet Bottle Bromhexine Hcl 4 mg,

Terbutaline 1.25 mg,

Guaiphensin50 mg.

SANCOF-X Syrup 100 Ml Pet Bottle Bromhexine Hcl 4 mg,

Terbutaline 1.25 mg,

Guaiphensin50 mg.

Sangrose Neuro-Gynae Division

o DISAN GEL

Active Ingredient: Diclofenac Sodium, Linseed oil, Menthol, Methyl Salicylate

Indication: Analgesic gel

o REJUVEN

Active Ingredient: Methylcobalamin, Alpha Lipoic Acid, Vitamin A, C,E

Indication: Nutrition, Antioxidant

o VITAXON



Active Ingredient: Benfotiamine Vitamin C,E, B12, Zinc, Methylcobalamin, Alpha

Lipoic Acid, Folic Acid Pantothenic Acid


o NURONYL

Active Ingredient: Methylcobalamin, Folic Acid, D-alpha tocopherol Acetate, Vit

B6,

Biotin Indication: Nutrition, Nutrition, Antioxidant

o NETWORK

Active Ingredient: Beta-carotene, Lycopene, Leutin, Vitamin E, C, Zinc


o ALFA-HA

Active Ingredient: Beta-carotene, Alfa Calcitriol , Microcrystalline calcium

hydroxyapatite compound, Boron.


o FEFOZ

Active Ingredient: Carbonyl iron ,Folic Acid ,Vit B12,Zinc.

Indication: Pregnancy, Breastfeed.

o CALMAX

Active Ingredient: Calcitriol, Calcium carbonate, Zinc.

Indication: Health, Nutrition

Sangrose Generics

o ANALGESICS & ANTIPYRETICS [Table 8(a)]

Products Available as

Paracetamol Tablets IP 500 mg 10 X 10‘s

Paracetamol 125 mg / 5 ml Susp 60 ml

Ibuprofen Tablets IP 400 mg 10 X 10‘s

Diclofenac Sodium Tablets 50 mg 10 X 10‘s

o ANTIALLERGICS [Table 8(b)]


Cetirizine Tablets 10 mg 10 X 10‘s



o ANTIBACTERIALS [Table 8(c)]


Co-Trimoxazole(Sulfamethoxazole 400 mg + Trimethoprim 80 mg)

Tablets

10 X 10‘s

Co-Trimoxazole(Sulfamethoxazole 800 mg + Trimethoprim 160

mg) Tablets

10 X 10‘s

Amoxicillin Caps 250 mg 10 X 10‘s

Amoxicillin Caps 500 mg 10 X 10‘s

Amoxicillin dry syrup 125 mg/ 5 ml 30 ml

Ampicillin Caps 250 mg 10 X 10‘s

Ampicillin Caps 500 mg 10 X 10‘s 0

Cephalexin Tablets 250 mg 10 X 10‘s

Cephalexin Dry syrup 125mg/5ml 30 ml

Ciprofloxacin Tablets 500 mg 10 X 10‘s

Cloxacillin Caps 250 mg 10 X 10‘s

o ANTIPSYCHOTICS [Table 8(d)]

Products Available

as

Chlorpromazine Tablets 50 mg 10 X 10‘s

Chlorpromazine Tablets 100 mg 10 X 10‘s

o TOPICAL ANTIFUNGAL [Table 8(e)]


Clotrimazole Cream 2 % 15 gm

o TOPICAL ANTISEPTIC [Table 8(f)]


Povidone Iodine Ointment 5% 25 gm



o ANTHELMINTIC [Table 8(g)]

Products Available

as

Albendazole Tablets 400 mg 1‘s

Mebendazole Tablets 100 mg 6‘s

o ANTIPROTOZOAL / ANTIBACTERIAL [Table 8(h)]

Products Available

as

Metronidazole Tablets 200 mg 10 X 10‘s

o ANTIULCER [Table 8(i)]

Products Available

as

Ranitidine Tablets 150 mg 10 X 10‘s

o ANTIHYPERTENSIVE [Table 8(j)]

Products Available

as

Nifedipine Soft Caps 5 mg 10 X 10‘s

Nifedipine Soft Caps 10 mg 10 X 10‘s

o ANTIASTHMATICS [Table 8(k)]

Products Available

as

Salbutamol Tablets 4 mg 10 X 10‘s

Betamethasone Tablets 0.5 mg 10 X 10‘s



(xii) FUNCTIONAL DEPARTMENTS

Marketing Department

The marketing department at Sangrose is headed by Mr. James Rajasingh. He has 13

Marketing executives and an Office Assistant under him. Most of the activities under

marketing happen at the Coimbatore branch.

o Sales

The meeting of the company with the bosses and the subordinates is once in a month. The

target is growing to 20-30 percents. Control is been exercised by the administrative control.

The company has depots and also have stockiest and carry forward agents. The discount

structure of the company is 20 percent to retailers and 10 percents to stockiest. The collection

system of the company is 60 days time duration.

o Pricing

The pricing policy of Sangrose Laboratories Pvt.Ltd, which is basically responsibility of the

marketing department, is a function basically of cost and demand factors. The price charged

must be enabling the Sangrose Laboratories products to recover the cost of production and

also earn a reasonable margin of profit

o Advertisement

The company concentrates only in institutional or good will type advertisement. Institutional

advertising is designed to promote an idea or the name of the company in the eyes of public.

Sangrose Laboratories expense on advertising is very meager that does not mean to say that

the company has compromised on advertising. The firm has advertised its product effectively

and adequately. This can easily be judged by the reputation enjoyed by its products both in

domestic and international market.

Finance Department

The Finance department is headed by Mr. Thomas Samuel, the Finance Manager. The

finance department is not computerized and still follows all the traditional methods of

accounting and bookkeeping. There are a total of 6 Office assistants who works under the

finance department.

Credit policy

Sangrose Laboratories do have some standardss for credit granting. They have grantor for selling

their products who in turn sell the product. They sell on credit basis and to new against advance

payment.



Credit period

The credit period refers to the length of time customers are allowed to pay for their purchase.

Sangrose Laboratories give a credit period of 15 days and grace period but for the outstation party it

various from 60 days to 100 days..

Collections

The collection programs of the firm aimed at timely collection of receivables. In Sangrose

Laboratories collection are done through bank where letter of credit is only for export goods. They

do have concentrating bank system in Bombay.

Purchase Department

The Purchase department is headed by Mr. Thomas Alexander one of the directors of the

company. This department is in charge of all purchases connected to the company, right from

stationary to plant materials. The department is also responsible for the procurement of the

required material as well as issuing the items to the different departments accordingly.

The Purchase department looks into approving of vendors for materials required in various areas of

the plant. For this the purchase department has the vendor approval procedure, through which each

vendor has to go through initially before they are approved for purchase.

The purchase department receives a recursion of the amount required in the plant in case of

items needed for production process through the stores department. However, it usually

makes estimation as to when referring to the stock ledge or that is submitted to the manager

every month needs the requirements for local purchase that is for those items that can be

purchased locally local Indent is made by the purchase department & send to the supplier

Stores Department

The Stores Department also comes under Quality Assurance Department and is headed by

Mr Thomas Alexander. The Stores Department has four sections namely

o Raw Materials

o Finished Products

o Packing Materials

o Miscellaneous Products



Receipt procedure

A purchase indent is made depending on the stock position. Inspection of the purchased item for

quality to quantity is made. After the items have been inspected and verified they are stocked in

bins or cupboards. In case the items is not big in size for large items. They are stocked on

metallic racks the packs.

Orders received are then entered in the register followed by the stock receipt. This is entered in

the stores ledger. The particular on the stores ledger are later entered in the computer for their

cases access in case the records have to be referred as a later date.

Issue procedure:

The issuing of materials is done on FIFO basis. After the materials are issued its particular are

entered on the stores ledger. These particulars on the stores ledger are entered into the computer

All materials which are received in the Stores department are entered in Batch Identification

Card (BIN) for efficiency and easy retrieval in the future.

Production Department

The production process at Sangrose is mainly divided among two main divisions namely

API / Bulk Drug: This includes CLOFAZIMINE, which is an anti leprosy drug, and

Formulation : This includes Soft gelatin, Hard Gelatin, Tablets, Ointments & Creams,

Oral liquids

There is one manager each for each of these divisions. Since API is manufactured based on

demand and not produced continuously, both managers concentrates on the Formulation

division otherwise.

Machineries

The various types of machinery and equipment are necessary for the production of medicine

.The plant is equipped with machinery to produce 15000-20000 kgs basic drug

(CLOFAZIMINE) per annum so 20 lack capsules per shift. The plant basically requires

the following machines.

SS Reactor with condenser



MS Rubber Lined Reactor

SS Reactor

MS Glass Line Reactor

SS Centrifuge

Rubber Lined Centrifuge

Multimill (Hammer type)

Soft Capsulation machines

Gelatin Cooking Vessel

Capsulation washing equipment

Production requisites

To run the plant smoothly so continuously it requires adequate supply of Raw materials, Electricity

and water.

Raw materials

The man requites the medicine processing is chemicals. In Sangrose Laboratories put limited put

ltd., the most important raw materials Amino compound and it is purchased from Baroda.

Power and fuel

In Sangrose Laboratories electricity is used as power 90 is required for working machines so

lighting facilities. The company has low tension connection of 100 KVA. But the company intends

to convert it into a High tension connection of 250 KVA by installing its own Transformer.

Water

The company has pay well in the nearby private land in the possession of the company.

The Panchayath water supply is also available to the company. In addition to this the industrial

Estate has its own water supply system.

Production Process

Sangrose Laboratories Pvt. Ltd. is a medicine manufacturing company. As it has got its own

formulas the production process is to be kept secret. It will not disclose even with the employees



of the company. The Managing Director MR.C.K ALEXNANDER, who is the chief chemist in the

production unit. Is the key factor behind the formulation of the medicines.

Raw Materials

Mixing

Encapsulation

Washing

Drying (2-3 Hours)

Washing

Packing

Dispatching

Packing

Firstly the Bulk Drug will filled in plastic bag then put it into the metal drums and sealed. The Drug

packed metal Drums contains 35 kg capacity and capsules are packing in Blisters.

Effluent treatment

In Sangrose Laboratories Pvt. Ltd about 15% of its total capital outlay is for environmental

protection. A well defined treatment system has been evolved for the treatment of effluent

generated from the manufacture area. A continuous monitoring system has been set into ensure that

no harm is done to the environment other than daily internal monitoring. An external agency has

been appointed for a monthly counter monitoring of the System.

The Effluent treatment plant has a capacity to treat appointed for a monthly counter monitoring of

the system. The Effluent treatment plant has a capacity to treat 6000 liters per day both chemically

and biologically. The treated water is used for the cultivation of land.

Effluent Treatment Procedure

Raw effluent:-

The Raw Effluent being very little in quantity is collected a Rubber lined concrete tank heated and

aerated to concentrate. When a sufficient quality is obtained it is to be sold to the consultants of the

company for neutralizing the alkaline effluents of other industries.



Wash Water:-

The wash water from the production area is collected a separate Rubber lined tank for treatment.

The Effluent is pumped into a mixer come flocculation tank, where liquid ammonia or lime is

added for neutralizing. The dried mass is permitted to be used as a land fill by the pollution in

Drums and kept sealed for incinerating they will be incinerated.

The clear overview form the location tank and the filter bed are pumped into on aeration tank where

the clear liquid is generated and then passed into a carbon filter bed to absorb and then passed into a

carbon filter bed to absorb any remaining organic matters. The filtered liquid is collected in hopper

bottom secondary setting tank. From the secondary setting tank it is pumped into another creation

tank and biomass is added. After sufficient creation the over flow passed into clarifier where any

suspended biomass is collected into be sludge put and the clear water is directly passed 3.5 acres of

agricultural land for irrigation as permitted by the pollution control board.

There are above 106 people working in the Company who are regularly subjected to medical

examination by qualified medical practitioner as per the direction of Drugs controller of Kerala and

so far no case of any contagious or other diseases are reported.

Quality Control Department

The Quality Control Department at Sangrose is headed by Ms. Elcy K Mathew. There are 3 Senior

Chemists, 5 Junior Chemists and 1 Lab Assistant. In Sangrose Laboratory Pvt.Ltd., the quality

control department uses the following quality control measures

1. Raw material analysis

2. In process analysis

3. Finished Product Analysis

The QC report is generated for the raw materials, in process products, finished products and also the

packing materials as well. A Batch Manufacturing Record (BMR) is also generated for each batch

of products which details all the proportion of contents, methods undergone and other details. The

BMR is verified for each batch by the QC department before they are approved for shipment to

customers.

The quality control Laboratory functioning in the company has sophisticated equipment like U.V

Spectrophotometer, Disintegration testing equipment, dissolution testing equipment ,Electronic PH



meters, digital electronic balance etc. The qualified and approved chemists and pharmacists

working in the company ensure quality to the product

Maintenance & Engineering Department

In Sangrose, Maintenance & Engineering Department deals with the mechanical as well as the

electrical maintenance of the whole organization. Even through production department has their

own set of inspection by maintenance supervisors, major repairs are carried out by the maintenance

departments. There are 2 engineering executives, who supervises the working of 3 operators, 1

Mechanical technician, 1 electrical technician and a boiler operator.

Mechanical Maintenance

The Mechanical maintenance department or sectors is headed by the mechanical maintenance head.

One supervisor and some helpers assist him. Usually scheduled maintenance is carried out. Apart

from weakly checkup for machineries in the processing department is carried out. In addition to this

lathe and welding work is also carried on. The cost of maintain is calculated on the basis of

maintain hours spend and the reports is submitted to the account departments on a monthly basis.

Electrical Maintenance

Electrical maintenance section is headed by electrical scheduled maintenances is carried out .The

inspection and report of all electrical systems and within the factory is carried out by the electrical

maintenance section.

Planned Preventive Maintenances Programme

All equipments are cleaned thoroughly before and after production.

At regular periods machines are reassembled and service like lubricating is also done.

Individual maintenance manuals are kept for equipment and any servicing or replacement

is dully recorded.



Human Resources Department

At Sangrose Laboratories the HR department comes under Administration. The HR department is

led by Mrs. Sheenu Varghese who is the Public Relations Officer. Following are some of the

important Labour welfare facilities are undertaken by the organization.

Free Lunch And Refreshment

For the normal working hour no lunch is provided but if the employees are working more than

normal working hours, which is more than 9 hours a day, then free lunch is provided. Coffee is

provided twice a day during regular working hours.

Travelling Allowance

Traveling allowance is given by the organization for office purpose only. Attending the office every

day is not considered as office purpose. So hence no traveling allowances are given for coming to

the office. Sales personnel are given travel allowances based on the area and distance they are

covering each day.

Bonus

The company is paying 20 % bonus to the workers during the financial year. In Sangrose bonus is

paid more than the rules of payment of bonus act. According to the act even if the firm incurs loss a

minimum bonus of 8.33% of the total wages has to be given to the workers.

Insurance Benefits

In Sangrose all employees are covered under employee‘s state insurance (ESI). Beside that

employees are covered by a special group insurance policy issued by the United India Insurance.

Gratuity

Gratuity is an amount paid to an employee on his retirement or death in appreciation of his post

sources in organization. In Sangrose gratuity is paid according to the rules of payment of gratuity

Act.

Medical Facilities

The organization is also having provision for medical facilities, if an employee falls sick or meets

with accident. The organization is bearing all the medical expenses. Besides that the company has



also arranged annual medical checkups for all employees, for which 2 doctors come to the

organization every year. The company is not having any tie ups with any hospitals for the purpose.

Provident Fund Scheme.

The company is having a provident fund scheme to which employee and employer contributes

equally, generally 12% of salary is deducted and from which the amount will be contributed by the

management. This type of scheme helps to increase the satisfaction of employees that as they will

get lump sum amount while leaving the job.

Measures Taken By The Management For Worker Safety

In Sangrose Laboratories workers (Chemists, and Assist Chemists and Lab Assistant) who are

production department in provided with aprons, Mask, gloves etc for materials handlings. The

factory is tally equipped with firefighting equipment training are given to all employees to operate

the firm fighting equipment.

Sources Of Recruitment In The Comapany

Advertisement

In Sangrose they use d Direct Advertisement method through newspapers and magazines. This

direct method is advisable as applicant get on idea about the organization

Employee Reference

The workers introduce their friends and relatives having good knowledge in the field. This hill is

taken into Consideration while the emergency of workers needed in the Organization.

Consult In

The potential job sackers approaching personally so Consult Sangrose regarding the jobs. The

company selects the suitable candidate from among rich candidate through selection process.

From Surrounding Place

The working staying nearby the organization is been given priority whenever they need unskilled

workers.



Walk in

Sometimes, the company advises the potential candidates to attend an interview directly without a

prior application or a specified date or time at a specified place. The suitable candidate from among

the interviews will be selected for appointment after screening the candidate through test so

interviews.

Selection Process

The selection pattern however is not common for all organization. It varies from one to another

depending on the situation and needs of the organization. Therefore at Sangrose Laboratories they

involve application blank, interview and medical test in the selection procedure.

Application blank will help the company to learn an applicant‘s background and life history. After

studying the application blank they select the qualified applicant and call them for interview. Here

are three interviews which the candidate must pass through. The first interview is with the head of

HR department, the next with any one of the directors of the company and last with the Managing

Director himself. If the person comes to the organization based on recommendations the interview

will be conducted only by the MD.

If he passes the interview, he is asked to attend a medical test after which he will be appointed in

the organization.

Training

In Sangrose Laboratories the new workers are put to work with the experienced workers. Here the

experienced worker helps the new worker in understanding the job better and gives him specific

instructions on doing the job. This method is useful where an experienced or skilled worker

requires help. Sangrose laboratories follow direct training method of the employees.

Payment of Wages And Salary

All employees of the company are paid per day to the pay ‘scale’, workers are paid per day wage

and staffs are paid monthly salary. In case of new employees, their first month salary will be paid

to them in cash if they do not have an existing bank account into which salary can be transferred.

The company has a tie up with State Bank of India, which has all salary accounts of its employees.



Working Conditions and Facilities

The firm maintains good working conditions and working surroundings are hygienic. Importance is

given to maintain the cleanliness. Employees have been provided with adequate and spacious rest

rooms. Proper care has been taken to avoid accidents of any nature since the managing director

himself is easily accessible to workers a good labour management relationship exists in the firm and

hence there has been no history of labour disputes in Sangrose Laboratories.

Entry and Exit

The security section regulates the entry and exit of the personnel and material to the factory. In case

of materials, gate pass is necessary for both entry and exit. Out Pass systems is also there, were the

INS and OUTS are recorded by the security officer at the gate.

Industrial Relations

A good industrial relation exists in the organization. The management and the employees jointly

find the solution for the problems. There exist a well maintained relation between employer and

employee. In Sangrose laboratories there is no trade union, because there exists a well maintained

relationship between employer and employee.

Grievance

In sangrose laboratories there is no grievance, because there exists a well maintained relationship

between employer and employee.



(xiii) SWOT ANALYSIS

STRENGTH

GMP Certification

Only manufacturer of CLOFAZIMINE in Kerala

Long term relationship with the customers indicate the trust in their product

Location within the Industrial Estate provides quick movement of raw materials and

finished products

Advanced product planning and designing

WEAKNESS

No healthy communication between the departments

Advertising expenses is very meager

Absence of employee engagement activities

OPPORTUNITIES

Production can be in USP\BP STDS (tablets)

Good scope in case the firm imports machinery from abroad to increase the capacity

Direct marketing will help increase the customer base

Make use of the current growth trend in the pharmaceutical industry

THREAT

Advertisement done by other players to capture the market

Substitute product manufactured by other laboratories.

Competitors paying higher commission to agents pose a threat to the existing business

structure of the company.



SECTION II

PROBLEM CENTERED

STUDY



A. PROJECT TITLE

Measuring the effectiveness of QWL using indicators at Sangrose Laboratories Pvt. Ltd

B. PROBLEM IDENTIFICATION

QWL is a process by which an organization responds to employee needs for developing

mechanisms to allow them to share fully in making the decisions that design their lives at

work. A better quality of work life for employees leads to a higher productivity for the

employer. It is almost impossible today to pick up a newspaper of news-magazine without

finding a reference to quality of work/working life. In the search for improved productivity,

manager and executives alike are discovering the important contribution of QWL. QWL

entails the design of work systems that enhance the working life experiences of

organizational members, thereby improving commitment to and motivation for achieving

organizational goals.

C. RELEVANCE OF THE STUDY

The success of any organization is highly dependent on how it attracts recruits, motivates,

and retains its workforce. Today's organizations need to be more flexible so that they are

equipped to develop their workforce and enjoy their commitment. Therefore, organizations

are required to adopt a strategy to improve the employees ‗Quality of Work Life' (QWL) to

satisfy both the organizational objectives and employee needs. The term (QWL) refers to the

favorableness or unfavorableness of a total job environment for people. QWL programs are

another way in which organizations recognize their responsibility to develop jobs and

working conditions that are excellent for people as well as for economic health of the

organization. The elements in a typical QWL program include - open communications,

equitable reward systems, a concern for employee job security and satisfying careers and

participation in decision making. It is assumed that if employees have more positive

attitudes about the organization and their productivity increases, everything else being

equal, the organization should be more effective.

This study is conducted to measure the effectiveness of Quality of Work Life existing at

Sangrose Laboratories Pvt. Ltd. Indicators like Leadership, Corporate culture, Job

Challenges, Rewards and Recognitions, team work and working conditions of employees

are used to further the study.



D. OBJECTIVES

i. To analyze the Quality of Work Life of employees at Sangrose Laboratories

Pvt. Ltd using indicators

ii. To find out the extent of Worker Supervisor Relationship existing within the

organization

iii. To find out the extent of Compensation, Fringe Benefits and Rewards &

Recognition existing within the organization

iv. To find out the level of Occupational Stress, Safety and Welfare Measures

existing in the organization.

v. To find out the extent of Training, Participative Management and Adequate

Resources available to the employees

E. LITERATURE REVIEW

The quest for improved productivity through human resources has its beginning in the early

1900s. F.W Taylor‘s scientific management principles created a new awareness regarding

human resources, who were earlier considered as mere instruments of production, ready to

work from dawn to dusk under whatever conditions and being motivated by the lure of

money. From then, till today continuous research and experiments have been undertaken to

understand human beings at work and then ways to improve their satisfaction, balanced with

the aim of the organization to combine better productivity with the job. In order to achieve

this twin objective, different approaches have been developed and applied. The concept of

QWL has originated from this continuous research process. Modern society is

organizational society. Individuals spend much of their lives in organizations. Hence, the

importance of QWL is unquestionable. It has an ideological core comprising the perceptual

gap across individuals about the real connotation of QL as well as QWL. The QWL

movement aims at integrating the socio-psychological needs of employees, the unique

requirements of a particular technology, the structure Psychological needs of employees, the

unique requirements of a particular technology, the structure and processes of the

organization. It is a set of methods, approaches and technologies for enhancing the work

environment. According to American Society of Training & Development, ―it is a process

of work organizations which enables its members at all levels to participate actively &

efficiently in shaping the organization environment methods and outcomes‖. It is a value

based process aimed towards meeting twin objectives.



a. Evolution of QWL

Hian and Einstein (1990) have traced origin of the term "Quality of Work Life" (QWL) as

first being introduced in 1972, during an international labor relations conference in Rome,

though it had been in existence since 1960s. QWL received more attention after United

Auto Workers and General Motors Company in the United States of America initiated a

QWL program for work reforms to make work pleasant. Robbins (1989) defined QWL as a

process by which an organization responds to employee needs by developing mechanisms to

allow them to share fully in making the decisions that design their lives at work. The author

adds that Quality of work life is specifically related to the level of happiness a person

derives for his career. Walton attributes the evolution of QWL to various phases in history.

Legislation enacted in early 20th century to protect employees from job injury and to

eliminate working conditions, followed by the unionization movement in the 1930‘s and

1940‘s were the initial steps. The emphasis was given on the following factors:

Working condition

Job security

Work place & economic gains

Positive relationship between morale & productivity

Equal employment opportunity

Human needs & expectations

Relationship between motivation & leadership

QWL has been well recognized as a multi-dimensional construct and it may not be universal

or eternal. Each person has different needs when it comes to their careers; the quality level

of their work life is determined by whether those needs are being met. While some people

might be content with a simple minimum wage job as long as it helps pay the bills, others

would find such a job to be too tedious or involve too much physical labor and would find

such a position to be highly unsatisfactory.

In brief, QWL includes,

An opportunity to exercise one's talents and capacities, to face challenges and

situations that require independent initiative and self-direction;

An activity thought to be worthwhile by the individuals involved;



An activity in which one understands the role the individual plays in the

achievement of some overall goals; and

A sense of taking pride in what one is doing and in doing it well.

b. What Does QWL Really Deals About?

Quality of work life improvements are defined as any activity which takes place at every

level of an organization, which seeks greater organizational effectiveness through the

enhancement of human dignity and growth … a process through which the stockholders in

the organization management, unions and employees — learn how to work together better to

determine for themselves what actions, changes and improvements are desirable and

workable in order to achieve the twin and simultaneous goals of an improved quality of life

at work for all members of the organization and greater effectiveness for both the company

and the unions. Richard E. Walton explains quality of work life in terms of eight broad

conditions of employment that constitute desirable quality of work life. He proposed the

same criteria for measuring QWL. Those criteria include:

Adequate and Fair Compensation: There are different opinions about adequate

compensation. The committee on Fair Wages defined fair wage as‖ . . . the wage

which is above the minimum wage, but below the living wage

Safe and Healthy Working Conditions: Most of the organizations provide safe and

healthy working conditions due to humanitarian requirements and/or legal

requirements. In fact, these conditions are a matter or enlightened self-interest.

Opportunity to Use and Develop Human Capacities: Contrary to the traditional

assumptions, QWL is improved… ―to the extent that the worker can exercise more

control over his or her work, and the degree to which the job embraces and entire

meaningful task‖ … but not a part of it. Further, QWL provides for opportunities like

autonomy in work and participation in planning in order to use human capabilities.

Opportunity for Career Growth: Opportunities for promotions are limited in case of

all categories of employees either due to educational barriers or due to limited

openings at the higher level. QWL provides future opportunity for continued growth

and security by expanding one‘s capabilities, knowledge and qualifications.

Social Integration in the Work Force: Social integration in the work force can be

established by creating freedom from prejudice, supporting primary work groups, a



sense of community and inter- personnel openness, egalitarianism and upward

mobility

Constitutionalism in the Work Organization: QWL provides constitutional protection

to the employees only to the level of desirability as it hampers workers. It happens

because the management‘s action is challenged in every action and bureaucratic

procedures need to be followed at that level. Constitutional protection is provided to

employees on such matters as privacy, free speech, equity and due process

Work and Quality of Life: QWL provides for the balanced relationship among work,

non-work and family aspects of life. In other words family life and social life should

not be strained by working hours including overtime work, work during

inconvenient hours, business travel, transfers, vacations etc

Social Relevance of Work: QWL is concerned about the establishment of social

relevance to work in a socially beneficial manner. The workers‘ self-esteem would

be high if his work is useful to the society and the vice versa is also true.

Besides normal wages, salaries, fringe benefits etc.., the specific issues are being

identified by the human resource managers on regular basis. Following issues are highly

relevant and determine the Quality of Work Life in any organization;

Pay and stability of employment: Good pay dominates most of the factors in

employee satisfaction. Alternative means of providing wages should be

developed to increase the cost of living index, profession tax etc.

Occupational stress: It‘s a condition of strain on employee emotions. Stress is

caused due to irritability, hyper excitation or depression, unstable behavior,

fatigue, stirring heavy smoking and drug abuse has to be identified.

Organizational health Programmes: Its helps to aim at educating about health

Programmes, means of maintaining and improving of health.

Alternative work schedules: Includes flexi times, work at home, staggered hours,

reduce work hours, part time employment.

Participative management and control of work: The trade unions and workers

believe that workers participation in management and decision - making

improves QWL.



Recognition: Rewarding system, congratulating the employees for their

achievement, job enrichment, offering membership in clubs or association,

vehicles, etc recognizes the employees.

Congenial worker-supervisor relations: This gives the worker a sense of social

association, belongingness, achievement of work results etc.

Grievance procedure: Employees will have a fair treatment when the company

gives them the opportunity to ventilate their grievances and present their case

sincerely rather than settling the problem arbitrarily.

Adequacy of resources: Resources should match with states objectives;

otherwise employees will not be able to attain the objectives.

Seniority and meriting promotions: Seniority is considered as basis for

promotion. Merit is considered as the basis for advancement for managerial

people.

Employment on permanent basis: It gives security and leads to higher order

QWL.

c. Enhancing the Quality Of Life in Workplace

Higher quality of life in the workplace leads to higher employee retention and worker

satisfaction. According to a study from Northwestern University, employee satisfaction is

directly linked to customer satisfaction, which is directly linked to a company‘s financial

performance. From the benefits that a company offers to the snacks available at break time,

numerous opportunities are available to improve the workplace environment.

Hire Quality Attitudes

Human attitude plays a big role in workplace quality of life. Hiring people with the

right attitude toward solutions, teamwork and healthy work environments can help

create a culture of empowerment and healthier interaction. Companies such as

Southwest Airlines and ING Direct have had success, going so far as to elevate

attitude and personality above skills and industry experience when considering new

hires. The idea is that job skills can be taught but high-quality mindsets and work

habits benefit the culture of the company overall.

Enhance Organizational Support

Offering benefits that can help ease employee worries enhances quality of work life.

Day care, flexible hours, work-from-home options and monetary bonuses help solve



problems for many employees -- improving their ability to concentrate and produce

at work. Leaders' approaches to workplace safety are also critical to the quality of

office life. Effective enforcement of policies on harassment of any kind builds

employee trust. Putting an employee assistance program in place for workers

struggling with personal problems such as alcoholism or depression is a valuable

investment in employee well-being.

Improve Office Comfort

Improvements in lighting, temperature, music choice, cubicle and desk

arrangements, and bathroom and kitchen cleanliness can make working in the office

more comfortable. Live trees and plants improve aesthetics. Discomfort can be a

distraction that takes away from productivity and overall job satisfaction over time.

Creating a workplace atmosphere that is secure, clean and comfortable demonstrates

basic respect for the people and the company.

Encourage Personal Health

Supporting nutrition, fitness and stress relief in your employees contributes to a

higher-quality workplace environment. Inc. magazine suggests keeping people

moving around by getting them to walk to different floors for meetings or hiring

health coaches to teach about healthier living. Removing junk food from vending

machines and serving healthier fresh foods may be something your company can do

to support better nutrition. Allow employees to take breaks before meetings to

organize their thoughts. As a company leader, arrange for the occasional wellness

day for your employees. Bring in a massage therapist, chiropractor or yoga instructor

and let employees sign up for the experience. Set up group walks outdoors, gym

breaks or spa days for interested employees. Activity and healthy diets improve

creativity and productivity.

d. Obstacles to QWL Programme

It is not easy to implement QWL programme. Many hurdles do crop up from time to time.

Managerial Attitudes: QWL demands democratization at in work place. Managers

must be willing to share decision making with employees but they may be reluctant

to give a part of decision making power.



Union‘s Attitude: Union may have a genuine feeling that QWL programme speed up

work performance & achieve productivity without offering adequate returns to

workers.

Cost Consideration: The capital cost & day-to-day operational expenses of QWL

programmes seem to be quite phenomenal beyond the reach of organization.



F. RESEARCH METHODOLOGY

From the business dictionary, QWL means ―The extent to which employees can enhance their

personal lives through their work environment and experiences‖. Quality of Working Life can

be generally defined as ―The quality of relationship between employees and the total working

environment. According to Jerome M. Rosow ―When organizations have addressed the issue

of quality of working life; they have always achieved great productivity breakthroughs". In a

deeper sense, quality of work life (QWL) refers to the quality of life (QL) of individuals in

their working organizations – commercial, educational, cultural, religious, philanthropic or

whatever they are. QWL means different things to different people. J. Richard and J. Loy

define QWL as ―the degree to which members of a work organization are able to satisfy

important personnel needs through their experience in the organization. The definition by

Serey (2006) on QWL is quite conclusive and best meet the contemporary work environment.

The definition is related to meaningful and satisfying work which emphasizes 4 C's i.e.

Concern, consciousness capacity and commitment.

a. Tools for Data Collection

The process of data collection was carried out using questionnaires which was distributed

amongst the employees. This included the administration staff, technical staff and the

engineers working at Sangrose Laboratories Pvt Ltd, their responses were collected and

analysed.

Population: 87

Sampling Frame: 33

b. Sources of Data Collection

The primary sources of data collection was the questionnaire which was circulated among the

employees



G. DATA ANALYSIS & INTERPRETATION

a. Employee Development

The Job allows me to use my skills and abilities to the maximum level

FREQUENCY PERCENTAGE

STRONGLY DISAGREE 3 9

DISAGREE 1 3

SLIGHTLY DISAGREE 1 3

NEUTRAL 4 12

SLIGHTLY AGREE 2 6

AGREE 17 52

STRONGLY AGREE 5 15

Mean : 5.18

Table 9: Employee Development

Figure 12: Employee Development

Interpretation: More than half of the respondents agree that the organization has been helpful in

utilizing and developing their skills and abilities to the maximum level. However more than 10% of

the respondents also has the view point that the organization is not helping in employee

development

9%3%

3%

12%

6%

52%

15%

EMPLOYEE DEVELOPMENT

STRONGLY DISAGREE

DISAGREE

SLIGHTLY DISAGREE

NEUTRAL

SLIGHTLY AGREE

AGREE

STRONGLY AGREE



b. Job Security

There is job security



DISAGREE 0 0


NEUTRAL 2 6

SLIGHTLY AGREE 5 15

AGREE 19 58

STRONGLY AGREE 2 6

Mean : 5.15

Table 10: Job Security

Figure 13: Job Security

Interpretation: More than half of the respondents agree that the organization provides them with a

level of job security. However 15% of the respondents have been found to disagree with the

statement.

9%

6%

6%

15%

58%

6%

JOB SECURITY

STRONGLY DISAGREE

DISAGREE

SLIGHTLY DISAGREE

NEUTRAL

SLIGHTLY AGREE

AGREE

STRONGLY AGREE



c. Worker – Supervisor Relationship

Good superior Subordinate relationship helps to get the job done

FREQUENC

Y

PERCENTAG

E


DISAGREE 1 3


NEUTRAL 2 6

SLIGHTLY AGREE 4 12

AGREE 20 61

STRONGLY AGREE 4 12

Mean: 5.52

The superior is helpful to me in getting the job done

FREQUENC

Y

PERCENTAG

E


DISAGREE 2 6


NEUTRAL 2 6

SLIGHTLY AGREE 4 12

AGREE 18 55

STRONGLY AGREE 7 21

Mean: 5.73

Overall Mean: 5.625

Table 11: Worker Supervisor Relationship

Figure 14: Worker Supervisor Relationship

Interpretation: More than 70% of the respondents agree that they have a very good worker –

supervisor relationship which helps their job and life in the organization go smoothly. However less

than 10% of the respondents disagrees on the same.

1% 5%1%

6%

12%

58%

17%

WORKER - SUPERVISOR

RELATIONSHIP

STRONGLY DISAGREE

DISAGREE

SLIGHTLY DISAGREE

NEUTRAL

SLIGHTLY AGREE

AGREE

STRONGLY AGREE



d. Rewards & Recognition

I am treated with respect in the work place

FREQUENC

Y

PERCENTAG

E


DISAGREE 1 3


NEUTRAL 4 12

SLIGHTLY AGREE 3 9

AGREE 19 58

STRONGLY AGREE 4 12

Mean: 5.49

The opportunities for promotions are good

FREQUENC

Y

PERCENTAG

E


DISAGREE 0 0


NEUTRAL 6 18

SLIGHTLY AGREE 4 12

AGREE 16 49

STRONGLY AGREE 2 6

Mean: 4.94

Overall Mean: 5.215

Table 12: Rewards & Recognition

Figure 15: Rewards & Recognition

Interpretation: More than 50% of the employees are of the opinion that they are treated with

respect and have a very good opportunity for promotion if their performance is consistent. Less than

10% of the employees believe that their chance of promotion within the company is very low.

5% 1%6%

15%

11%53%

9%

REWARDS & RECOGNITION

STRONGLY DISAGREE

DISAGREE

SLIGHTLY DISAGREE

NEUTRAL

SLIGHTLY AGREE

AGREE

STRONGLY AGREE



e. Safety & Welfare Measures

The safety of workers is at high priority



DISAGREE 2 6


NEUTRAL 4 12

SLIGHTLY AGREE 10 30

AGREE 11 33

STRONGLY AGREE 3 9

Mean: 4.91

The superior is concerned about the welfare activities of the employees



DISAGREE 2 6


NEUTRAL 4 12

SLIGHTLY AGREE 9 27

AGREE 11 33

STRONGLY AGREE 2 6

Mean: 4.73

Overall Mean: 4.82

Table 13: Safety & Welfare Measures

Figure 16: Safety & Welfare Measures

Interpretation: Employees are not much satisfied with the safety and welfare measures existing in

the company. Even though majority is satisfied with the measures it does not constitute for a good

percentage

6%6%

6%

12%

29%

33%

8%

SAFETY & WELFARE MEASURES

STRONGLY DISAGREE

DISAGREE

SLIGHTLY DISAGREE

NEUTRAL

SLIGHTLY AGREE

AGREE

STRONGLY AGREE



f. Compensation & Fringe Benefits

Fringe benefits are good in the organization

FREQUENC

Y PERCENTAG

E


DISAGREE 3 9


NEUTRAL 6 18

SLIGHTLY AGREE 8 24

AGREE 9 27

STRONGLY AGREE 1 3

Mean : 4.27

Table 14: Compensation & Fringe Benefits

Figure 17: Compensation & Fringe Benefits

Interpretation: Only 30% of the employees are completely satisfied with the compensation and

fringe benefits provided by the company, while a good majority borders the neutral zone.

12%

9%

6%

18%

24%

28%

3%

COMPENSATION & FRINGE

BENEFITS

STRONGLY DISAGREE

DISAGREE

SLIGHTLY DISAGREE

NEUTRAL

SLIGHTLY AGREE

AGREE

STRONGLY AGREE



g. Occupational Stress

How often do you find work stressful?


ALWAYS 2 6

OFTEN 4 12

SOMETIMES 26 79

NEVER 1 3

Mean : 2.79

Table 15: Occupational Stress

Figure 18: Occupational Stress

Interpretation: A very large majority of nearly 80% are of the opinion that they face occupational

stress while on job at times.

6%

12%

79%

3%

OCCUPATIONAL STRESS

ALWAYS

OFTEN

SOMETIMES

NEVER



h. Training & Participative Management

The training opportunities have really helped in improving the quality of work

FREQUENC

Y PERCENTAG

E


DISAGREE 3 9


NEUTRAL 3 9

SLIGHTLY AGREE 6 18

AGREE 14 42

STRONGLY AGREE 4 12

Mean: 5.06

The suggestions are always accepted and motivated by the superior

FREQUENC

Y PERCENTAG

E


DISAGREE 2 6


NEUTRAL 4 12

SLIGHTLY AGREE 7 21

AGREE 9 27

STRONGLY AGREE 6 18

Mean: 4.91

Overall Mean: 4.98

Table 16: Training & Participative Management

Figure 19: Training & Participative Management

Interpretation: A large majority of the employees believe that the training they receive prior and in

the course of their work have helped them in improving the overall quality of their work.

Participative management concept however is not much prevalent within the organization.

4% 7%

8%

11%

20%

35%

15%

TRAINING & PARTICIPATIVE

MANAGEMENT

STRONGLY DISAGREE

DISAGREE

SLIGHTLY DISAGREE

NEUTRAL

SLIGHTLY AGREE

AGREE

STRONGLY AGREE



i. Adequate Resources

The organization is providing high quality tools and techniques to do the job

FREQUENC

Y PERCENTAG

E


DISAGREE 2 6


NEUTRAL 6 18

SLIGHTLY AGREE 9 27

AGREE 11 33

STRONGLY AGREE 1 3

Mean : 4.67

Table 17 : Adequate Resources

Figure 20: Adequate Resources

Interpretation: A very small percentage of the employees believe that the organization is

providing them with adequate resources for doing their job. A large number of employees are

dissatisfied with the resources available to them for the job.

6%6%

6%

18%

27%

34%

3%

ADEQUATE RESOURCES

STRONGLY DISAGREE

DISAGREE

SLIGHTLY DISAGREE

NEUTRAL

SLIGHTLY AGREE

AGREE

STRONGLY AGREE



H. LIMITATIONS

Collecting the responses from the employees took more time than expected

Not all were ready to give genuine responses to the questionnaire

The population included only the executive cadre including administration staff,

engineers and technical staff. This was a huge limitation because the whole study

represents responses of this section of the employees only.

I. FINDINGS

a. The employees believe that they have a very good chance of developing their skills

and abilities while working in the organization

b. The employees have a sense of Job security that help them stay truthful and

dedicated to the job

c. Employees share a very healthy and strong Worker – Supervisor relationship as a

result the supervisors are well apprised about any problems faced by the employees,

both personal and professional.

d. The employees are treated with respect and have a very high chance at promotion if

their performance is consistent and they are eligible.

e. The safety and welfare measures existing in the company are adequate as per laws

and standards; however employees feel improvement can be done in this front.

f. The Compensation and Fringe benefits which are prevalent in the organization are as

per industry standards, but employees are not satisfied with the same.

g. A very large percentage of the employees state that they face occupational stress at

job sometimes.

h. The trainings which are given to the new employees and existing ones have been

very helpful in getting the jobs done efficiently. The employees are also of the

opinion that their suggestions and recommendations are not much taken into

consideration while making decisions.

i. Employees feel that adequate resources are not being provided by the company for

carrying out their jobs, they are not satisfied with the resources available to them.

j. Overall the employees have a good Quality of Work Life within the organization;

however they can look into issues like fringe benefits, adequate resources and work

life balance of employees.



J. RECOMMENDATIONS

a. The company has very few extra-curricular activities and programs which play a key

role in making the employees feel like they are part of a family. New activities and

programs need to be planned on a monthly basis and on special festive occasions to

bring in all the employees together.

b. Since the organization is into pharmaceutical manufacturing business trainings

should be made more extensive so that employees are well equipped regarding the

upcoming trend in the market. This will also help the organization keep up in the

surging competition.

c. The organization still uses traditional methods of computing in all departments. They

do not have a dedicated information system which can help them keep track of

business more efficiently and effectively. This will help the supervisors and

managers to keep track of the employees and their performance more closely.

d. Departmental communication should be improved if the company needs to carry out

its functions smoothly. Frequent inter and intra departmental meetings will ensure

that all departments work in accordance for the achievement of the organizations

goals and objectives.

e. Being a pharmaceutical manufacturing concern, Research & Development is a very

vital part in the path of success and progress. Currently at Sangrose Laboratories the

Research & Development wing is not functioning due to some technical issues. This

needs to be corrected and the R & D department needs to be reinstated.



K. CONCLUSION

Measuring the effectiveness of Quality of Work Life using indicators at Sangrose Laboratories Pvt.

Ltd was a great learning experience. It helped in understanding the intricacies of designing a

program in an organization. The study helped in finding out the most critical reasons responsible for

determining the Quality of Work Life of employees in the organization along with certain other

concerns. The study helped in understanding the relative importance of various factors responsible

for QWL, it also revealed the fact that that opportunity for development and growth is most

important for the employees of the organization.

In the life of a working individual, the quality of work life holds prime importance. Over a period of

time, numerous opportunities have been created in the corporate world, each offering a more

conducive work environment to the employee than the last. This has given rise to employee

expectations, which coupled with the acceptance of the importance of employee retention, has

forced employers to think even about the minutest of parameters which influence the quality of

work life. It is concluded that, to be successful, QWL programmes must be planned thoroughly.

The aspirations and attitudes of workers must be examined closely before launching any

programme. The work must be studied carefully and a congenial work atmosphere must be

provided where the work itself provokes interest and workers genuinely desire to progress on their

own.



BIBLIOGRAPHY

1) Publications

a. International Journal of Business and Management Invention: ―Quality of Work Life

– The Need of the Hour‖ By Mr. Venkata Subrahmanyam C. V., Ms. S. Pattu

Meenakshi, Dr. K. Ravichandran

b. International Trade Administration Office of Health & Consumer Goods :

Pharmaceutical Industry Profile

c. Centre for Trade and Development (CENTAD), New Delhi, 2010: Competition Law

and Indian Pharmaceutical Industry

d. A Study On Quality Of Work Life Among Employees Of BPO Sector In NCR

Region: Amita Gupta & Priyanka Chaudhary, Advance Institute of Management

e. International Journal of Marketing, Financial Services & Management Research

Vol.1 Issue 10, October 2012, ISSN 2277 3622: ―Quality Of Work Life-An

Overview‖ By Dr. A Jayakumar; K Kalaiselvi

f. Journal of Business Management & Social Sciences Research (JBM&SSR) ISSN

No: 2319-5614, Volume3, No.2, February 2014: ―Quality Of Work Life‖ By Anshul

Jaiswal, Assistant Professor, Arya Mahila P.G.College, Varanasi, (U.P) India

2) Websites

a. Centers for Disease Control and Prevention : http://www.cdc.gov/niosh/

b. Slideshare : http://www.slideshare.net/

c. CiteHR : http://www.citehr.com/

d. ResearchGate : http://www.researchgate.net/

e. International Centre for Business Research: http://icbr.net/0204.30

http://www.cdc.gov/niosh/

http://www.slideshare.net/

http://www.citehr.com/

http://www.researchgate.net/

http://icbr.net/0204.30



Section iii

Annexure



QUESTIONNAIRE: QUALITY OF WORK LIFE

1=Strongly Disagree; 5= Slightly Agree;

2= Disagree; 6=Agree;

3= Slightly Disagree; 7=Strongly Agree

4= Neutral;

Sl. No Statement 1 2 3 4 5 6 7

1 The Job allows me to use my skills and abilities to

the maximum level

2 I am treated with respect in the work place

3 The organization provides an opportunity to develop

my own abilities

4 Good superior Subordinate relationship helps to get

the job done.

5 The organization is providing high quality tools and

techniques to do the job

6 The opportunities for promotions are good

7 The safety of workers is at high priority

8 Compensation & Fringe benefits are good in the

organization

9 The superior is concerned about the welfare

activities of the employees

10 There is job security

11 The superior is helpful to me in getting the job done

12 The training opportunities have really helped in improving the quality of work

13 The suggestions are always accepted and motivated by the superior

14. How often do you find work stressful?

Always Often Sometimes Never

Comments (If Any):

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