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Quality of work life

Quality of work life. MEANING. QUALITY OF WORK LIFE DIRECTLY INFLUENCES THE PRODUCTIVITY AND SATISFACTION LEVEL OF EMPLOYEES.

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Quality of work life

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  1. Quality of work life

  2. MEANING QUALITY OF WORK LIFE DIRECTLY INFLUENCES THE PRODUCTIVITY AND SATISFACTION LEVEL OF EMPLOYEES. THE MANAGERIAL PERSONNEL MAY FEEL FURSTRATED BECAUSE OF UNSATISFACTORY TERMS OF EMPLOYMENT , ROLE CONFLICTS , JOB PRESSURES , LACK OF FREEDOM IN WORK , ABSENCE OF CHALLENGING WORK ETC.

  3. CONCEPT • QUALITY OF WORKING LIFE REFERS TO THE FAVOURABLENESS OR UNFAVOURABLENESS OF THE JOB ENVIORMENT OF AN ORGANISATION FOR ITS EMPLOYEES . • IT IS A GENERIC TERM WHICH COVERS A PERSON’S FEELINGS ABOUT EVERY DIMENSIONS OF HIS WORK E.G.ECONOMIC INCENTIVES AS REWARDS , JOB SECURITY , WORKING CONDITIONS , ORGANISATIONAL AND INTERPERSONAL RELATIONSHIP ETC.

  4. DEFINITIONS • ACCORDING TO –AMERCIAN SOCIETY OF TRAINING AND DEVELOPMENT • “QWAL IS A PROCESS OF WORK ORGANISATIONS WHICH ENABLES ITS MEMBERS AT ALL LEVELS TO PARTICIPATE ACTIVELY AND EFFECTIVELY IN SHAPING THE OGRANISATION’S ENVIRONMENT , METHODS OUTCOMES . IT IS A VALUE BASED PROCESS WHICH IS AIMED TOWARDS MEETING THE TWIN GOALS OF ENHANCED EFFECTIVENESS OF THE ORGANISATIONS AND IMPROVED QUALITY OF LIFE AT WORK FOR THE EMPLOYEE’S.

  5. SCOPE OF QWL • QWL INCLUDES THE FOLLOWING ASPECTS: • 1.COMPENSATIONS-THE SALARY STRUCTURE SHOULD BE EQUITABLE. THERE SHOULD BE A BALANCE BETWEEN EFFORTS AND REWARD. THE COMPENSATIONS LEVEL WILL DETERMINE THE STANDARD OF LIVING OF LIVING OF EMPLOYEES . THERE SHOULD BE A SPECIFIC LEVEL OF COMPENATION WHICH WILL ENSURES A MINIMUM LEVEL OF STANDARD OF LIVING .

  6. 2.JOB SECURITY-THERE SHOULD BE A SECURITY OF SERVICE . THE EMPLOYEES SHOULD NOT BE UNDER THREAT OF LOSING THE JOB . AN UNCENTAINTY ABOUT JOB SECURITY WILL ALWAYS KEEP EMPLOYEES UNDER TENSION AND THEIR PERFORMANCE ON WORK WILL BE ADVERSELY AFFECTED. • 3.SAFE AND HEALTHY WORKING CONDITIONS-THE WORKING CONDITIONS SHOULD FREE FROM HEALTH HAZARDS. THE EMPLOYEES SHOULD FEEL SAFE WHILE UNDERTAKING WORK . THERE SHOULD BE RESONABLE WORKING HOURES, CLEANLINESS, POLLUTIONS FREE ATMOSPHERE, RISK FREE WORK ETC.

  7. 4.JOB DESIGN-JOB DESIGN SHOULD BE SUCH WHICH IS CAPABLE OF MEETING THE NEEDS OF THE ORGANISATION FOR PRODUCTION AND THE INDIVIDUAL FOR SATISFYING WORK .THE PERSON UNDERTAKING THE JOB SHOULD NOT FELL ANY STRESS WHILE WORKING . QUALITY OF WOK LIFE CAN BE IMPROVED IF THE JOB ALLOWS SUFFICIENT AUTONOMY OF WORK DECISIONS. • 5.SOCIAL INTIGRATION IN WORK FORCE-SOCIAL INTEGRATION IN WORK FORCE CAN BE ESTABLISED BY CREATING FREEDOM FROM PREJUDICE , SUPPORTING PRIMARY WORK GROUPS , A SENSE OF COMMUNITY AND INTER-PERSONAL OPENNESS AND UPWARD MOBILITY.

  8. 6.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 . 7.OPPORTUNITIES FOR CAREER GROWTH-OPPORTUNITY FOR CAREER GROWTH ARE LIMITED IN MANY OF THE CATEGORIES EITHER DUE TO EDUCATIONAL BARRIERS OR DUE TO LIMITED OPENINGS AT THE HIGHER LEVEL . QWL PROVIDES FUTURE OPPORTUNITIES FOR CONTINUED GROWTH AND SECURITY BY EXPANDING ONE’S CAPABILITIES ,KNOWLEDGE AND UPWARD MOBILITY.

  9. PRINCIPLES OF QWL HERRICK AND M.MACCOBY HAS GIVEN THE FOLLOWING PRINCIPLES OF QUALITY OF WORK LIFE. 1.PRINCIPLE OF SECURITY-THE FIRST AND FOREMOST THING IN THE MINDS OF EMPLOYEES WILL BE THE SECURITY OF JOB . QUALITY OF WORK LIFE CANNOT IMPROVE UNTIL THE EMPLOYEES ARE RELIVED OF THE ANXIETY FEAR AND LOSS OF FUTURE EMPLOYMENT. JOB SECURITY AND SAFETY AGAINST OCCUPATIONAL HAZARDS IS AN ESSENTIAL PRE-CONDITIONS OF HUMANISATION OF WORK.

  10. 2.PRINCIPLE OF EQUITY-THERE SHOULD BE A DIRECT LINK BETWEEN EFFORTS AND REWARD . THE WAGE STRUCTURE SHOULD BE COMMENSURATIVE TO THE WORK UNDERTAKEN BY EMPLOYEES . THERE SHOULD BE A RULE FOR SIMILAR PAY FOR SIMILAR WORK . ANY TYPE OF DISCRIMINATION AMONG WORKERS WILL BRING JEALOUSY AND ANGER AMONG THE AGRIEVED . EQUITY ALSO REQURIES SHARING THE PROFITS OF THE ORGANISATION. 3.PRINCIPLES OF INDIVIDUALISM-EMPLOYEES MAY DIFFER IN THEIR SKILL , ATTITUDES , POTENTIAL ETC. BUT EVERYBODY SHOULD GET OPPORTUNITY TO DEVELOP HIS/HER TALENT AND POTENTIAL . THEY SHOULD BE PROVIDED APPROPRIATE CONDITIONS AND OPPORTUNITIES TO SHOW THEIR TALENT AND BE REWARDED FOR THEIR WORK .

  11. . 4.PRINCIPLES OF DEMOCRACY-THE EMPLOYEES SHOULD BE DECISION MAKING PROCESS . THEY SHOULD BE ALLOWED GREATER AUTHORITY AND RESPONSIBILITY IN PLANNING AND EXECUTING THEIR WORK.

  12. SPECIFIC ISSUES IN QWL MANAGEMENT CLAIM THAT HIGHER WAGES , MORE BENEFITS AND BETTER FACILITES HAVE RESULTED IN IMPROVED QUALITY OF WORKING LIFE. TRADE UNION , ON THE OTHER HAND , TAKE RESPONSIBILITY FOR IMPROVEMENT IN VARIOUS FACILITES TO WORKERS. BESIDES HIGHER WAGES AND BETTER FACILITIES , THERE ARE MORE ISSUE INVOLVED IN QWL. KOLT , MUNDICK AND SCHUSTER SUGGESTED 11 MAJOR ISSUES IN QWL.

  13. THESE ISSUES ARE AS FOLLOW’S: 1.PAY AND STABILITY OF EMPLOYMENT –GOOD S THE MOST IMPORTANT FACTOR WHICH BRINGS SATISFACTION TO THE EMPLOYEES . HIGHER WAGES COMPENSATE THE RISING COST OF LIVING . THE EMPLOYER SHOULD EVOLVE ALTERNATIVE MEANS FOR PROVIDING WAGES FOR COMPENSATING INCREASE IN COST OF LIVING INDEX , INCREASING RATES OF INCOME AND PROFESSIONAL TAX. STABILITY TO A GREAT EXTENT CAN BE PROVIDED BY ENHANCING THE FACILITIES FOR HUMAN RESOURCE DEVELOPMENT . 2.OCCUPATIONAL STRESS-STRESS IS A CONDITIONS OF STRAIN ON ONE’S EMOTIONS ,THOUGHT PROCESS AND PHYSICAL CONDITIONS . IT IS CAUSED DUE TO IRRITABILITY ,HYPER-EXCITATION, UNSTABLE BEHAVIOURE ,FATIGUE ETC.

  14. STRESS ADVERSLY AFFECTS EMPLOYEE’S PRODUCTIVITY . THE NATURE WORK , WORKING HOURES , PAUSE IN THE WORK SCHEDULE ALSO DETERMINE THE LEVEL OF STRESS. THE CAUSE OF STRESS SHOULD BE IDENTIFIED BY PERSONNEL MANAGER AND EFFORTS BE MADE TO CONTROL THEM. 3.ORGANISATIONAL HEALTH PROGRAMMES-THES PROGRAMMES AIM AT EDUCATING ABOUT HEALTH PROBLEMS, MEAN OF MAINTAINING THE ILL EFFECT OF SOME BAD HABITS LIKE DRIKING, SMOKING ETC. THE EFFECTIVE IMPLEMENTATION OF THESE PROGRAMMES MAY RESULT IN REDUCTION IN ABSENTEESIM, HOSPITALISATION, DISABILITY , EXCESS JOB TURNOVER AND PREMATURE DEATH.

  15. 4.ALTERNATIVE WORK SCHEDULES-THE WORKING SCHEDULES WHICH OFFER LESIURE TIME, FLEXIBLE WORKING HOURS ARE PREFFERRED BY EMPLOYEES. THE RIGID WORKING SCHEDULES MAY CREATE DISTRESS AND FATIGUE AMONG EMPLOYEES . THE PREFERENCE OF EMPOLYEES MAY BE TAKEN INTO ACCOUNT WHILE DECIDING WORK SCHEDULES. 5.PARTICIPATIVE MANAGEMENT AND CONTROL OF WORK –THERE IS A FEELING AMONG WORKERS THAT THEIR PARTICIPATION IN DECISION MAKING PROCESS CAN IMPROVE THE QUALITY OF WORK LIFE. IT MAY BRING A FEELING AMONG WORKERS THAT THEY HAVE CONTROL OVER THEIR WORK AND MAKE A REAL CONTRIBUTION TO THE JOB .

  16. 6. RECOGNITION-RECOGNITION OF WORKERS AS HUMAN BEING INCREASE THE QUALITY OF WORK LIFE . THE APPRECIATION OF GOOD WORK, CONGRATULATING EMPLOYEES FOR ACHIEVEMENT , PROVIDING GOOD WORKING PLACES , PROVIDING VEHICLES ETC . MAY BE SOME OF THE STEPS WHICH WILL PROVIDE RECOGINITION TO EMPLOYEES. 7. CONGENIAL WORKER-SUPERIOR RELATIONS-HARMONIOUS WORKERS-SUPERIOR RELATIONS WILL HELP IN CREATING A GOOD RAPPORT AMONG THEM AND WORKERS WILL BE MOTIVATED TO CONTRIBUTE MAXIMUM TOWARDS THEIR WORK. 8.GRIEVANCE PROCEDURE-WORKERS SHOULD BE ALLOWED TO EXPRESS THEIR GRIEVANCE BEFORE THEIR SUPERIOR AND SHOULD BE MADE TO REDRESS THEIR GENUINE PROBLEMS . SUCH AN EXERCISE WILL CREATE A FEELING OF BELONGINGNESS AMONG WORKERS.

  17. 9.ADEQUACY OF RESOURCES-IN ODER TO ATTAIN ORGANISATIONAL OBJECTIVES , THE RESOURES SHOULD MATCH THE REQUIREMENT. IN CASE THE EMPLOYEES ARE NOT ABLE TO ATTAIN THEIR GOALS DUE TO SCARCITY OF FUNDS THEN THIS MAY RESULT IN DISSATISFACTION AND LOWER QWL. 10.EMPLOYMENT ON PERMANENT BASIS-THE EMPLOYMENT OF EMPLOYEES ON CASUAL , TEMPORARY OR POBATION BASIS WILL GIVE THEM A SENSE OF INSECURITY . EMPLOYMENT ON PERMANENT BASIS , ON THE HAND , GIVES THEM SECURITY AND LEADS TO HIGHER QWL. 11.SENIORITY AND MERIT IN PROMOTIONS-SENIORITY IS THE GENERAL CRETERION FOLLOWED IN PROMOTIONS . MERITS SHOULD BE GIVEN DUE WEIGHTAGE WHILE GIVING PROMOTIONS TO MANAGERIAL AND HIGHER POSITIONS. WHEN EMPLOYEES KNOW THAT WORK PERFORMANCE IS ALSO AN IMPORTANT CRETERION ALONGWITH SENIORITY WHILE DECIDING PROMOTIONS , THIS WILL ENCOURAGE HARD WORKERS AND WILL ENHANCE QWL.

  18. TECHNIQUES FOR IMPROVING QWL THE QUALITY OF WORK LIFE MOVEMENT IS OF RECENT ORIGIN . THERE IS A NEED FOR CONCERTED EFFORTS BOTH OF INDIVIDUAL AS WELL AS AT ORGANISATION LEVEL FOR IMPROVING THE QUALITY OF WORK LIFE . SOME OF THE TECHNIQUES FOR IMPROVING QWL ARE AS FOLLOW: 1.SELF-MANAGED WORK TEAMS-THESE ARE ALSO CALLED AUTONOMONS WORK GROUPS OR INTEGRATED WORK TEAMS . THESE TEAMS ARE FORMED WITH 10 TO 20 EMPLOYEES WHO PLAN , CO-ORDINATE AND CONTROL THE ACTIVITIES OF THE TEAM WITH THE HELP OF A TEAM LEADER CHOOSEN FROM AMONG THEM . EACH TEAM SELECT ITS OWN MEMBERS AND PERFORM ALL ACTIVITIES.

  19. 2.JOB REDESIGN AND ENRICHMENT-JOBS REDESIGNING AND ENRICHMENT IMPROVES THE QUALITY OF THE JOB . IT ATTEMPTS TO PROVIDE A PERSON WITH A EXCITING , INTERESTING , STIMULATING AND CHALLENGING WORK . NARROW JOBS CAN BE COMBINED INTO LARGER UNITS OF ACCOMPLISHMENT . JOBS ARE REDESIGNED WITH A VIEW TO ENRICHING THEM TO SATISFY HIGHER ORDER HUMAN NEEDS. 3.ALTERNATIVE WORK SCHEDULES-THERE SHOULD BE A PROVISION FOR FLEXIBLE WORKING HOURS, JOB – SHARING AND REDUCED WORK WEEK. 4.CAREER DEVELOPMENT – CAREER DEVELOPMENT IS VERY IMPORTANT FOR AMBITIOUS AND HARD WORKING EMPLOYEES . THERE SHOULD BE A PROVISION FOR CAREER PLANNING , COMMUNICATING AND COUNSELLING THE EMPLOYEES ABOUT THE CAREER OPPORTUNITIES ,EDUCATION AND DEVELOPMENT ETC. s

  20. 5.JOB SECURITY-EMPLOYEES WANT STABILITY AND JOB SECURITY . JOB SECURITY WILL HELP IN ENHANCHING QWL. 6.EMPLOYEE’S PARTICIPATION –EMPLOYEES WANT TO PARTICIPATE IN DECISION MAKING PROCESS . WHEN THEY ARE ALLOWED TO TAKE PART IN THE PROCESS OF DECISION MAKING HAVING BEARING ONTHEM THEN THEY WILL FEEL IT THEIR RESPONSIBILITY TO IMPLEMENT THEM , SINCE ACTS WILL HELP IN ENHANCHING THE JOB SATISFACTION OF EMPLOYEES . 7.EQUITABLE JUSTICE-THE PRINCIPLES OF JUSTICE, FAIR AND EQUITY SHOULD BE TAKEN CARE OF IN PROMOTIONS, TRANSFER,DEMOTIONS,WORK ASSIGNMENT , GRIEVANCE SETTING ETC.PARTIALITY AND BIASEDNESS CAN DISCOURAGE EMPLOYEES AND LOWER THE QWL.

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