Professional Documents
Culture Documents
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QWL
ABSTRACT
aims to gain an insight into current working life policies and practices, as
influence quality of work life are Adequate and Fair Compensation; Safe
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
by the employees. In due course of our project we have visited the company
and interacted with the people concerned. Here I also got the opportunity to
organisation.
CONTENTS
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PART I
INTRODUCTION
1.1WHAT IS QUALITY OF WORK LIFE? (QWL) 8-15
1.2SPECIFIC ISSUES IN QWL 16-20
1.3STRATEGIES FOR IMPROVEMENT
OF QWL 21-23
PART II
LIMITATIONS 69
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WHAT IS QWL?
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A Rationale
reaching for higher-order needs, something more than merely earning their
bread. Employers now had two reasons for re-designing jobs and
organisations for a better QWL:
1. Classical design originally gave inadequate attention to human needs.
2. The needs and aspirations of workers themselves were changing.
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anyone's happiness - those 'without which no member of the human race can
be happy.'
248
construct. QOL reflects the difference, the gap, between the hopes and
such that life expectations are usually adjusted so as to lie within the realm
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QWL
central to the human condition, and we are brought in touch with a sense of
or left as a legacy.
- Frankl VE. 'Man's search for meaning.' New York: Pocket Books, 1963.
Our definition of quality of life is: The degree to which a person enjoys the
opportunities and limitations each person has in his/her life and reflect the
enjoys good health." Three major life domains are identified: Being,
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Most of the organisations provide safe and healthy working conditions due
Contrary to the traditional assumptions, QWL is improved the extent that the
worker can exercise more control over his or her work, and the degree to
but not a part of it. Further, QWL provides for opportunities like autonomy
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the higher level. QWL provides future opportunity for continued growth and
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
work is useful to the society and the vice versa is also true.
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Trade unions claim that they are responsible for the improvement in various
issues in QWL besides normal wages, salaries, fringe benefits, etc. and takes
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Good pay still dominates most of the other factors in employee satisfaction.
of increase in cost of living index, increase in levels and rates of income tax
working hours, pause in the work schedule, worker’s abilities and nature and
match with the job requirements. Stress is caused due to irritability, hyper—
employ productivity. The P/HR manager, in order to minimise the stress, has
identify, prevent and tackle the problem. He may arrange the treatment of
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programme should also cover relaxation, physical exercise, diet control, etc.
introduced for the convenience and comfort of the workers as the work sch
which offers the individual the leisure time, flexible hours of work is
preferred.
and 1e improves WL. Workers also feel that they have control êr their work,
use their skills and make a real contribution to the job if they are allowed
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(vi) Recognition
better QWL.
Workers have a sense of fair treatment’ when the company gives them the
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employees. The promotional policies and activities should be fair and just in
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These are also called autonomous work groups or integrated work teams.
These work 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
who is one among them. Each team performs all activities including
selecting their people. Each team has authority to make decisions and
regulate the activities. The group as a whole is accountable for the success or
failure. Salaries are fixed both on the basis of individual and group
achievement.
Narrow jobs can be combined into larger units of accomplishment. Jobs are
needs.
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grid is suitable.
(vi) Job Security This tops the employees’ list of priorities. It should be
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worklife.
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Today’s workforce consists of literate workers who expect more than just
money from their work.
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The concept of teamwork has evolved from the organised toil that has
its own social dimensions. Good teams can hardly be imported from
outside. They usually occur as an indigenous incidence at the workplace and
nurturing the same over time is the responsibility of management. Here, it
may also be discerned that the composition of available workers in no more
a local phenomenon as in the past. Mobility is caused by migration beyond
culture barriers and isolation, relocation and globalised deployment. This
phenomenon has become universal and is causing great changes in the work
environment at factories as well as offices. The new influx of skilled
workers seeking greener pastures is even questioning the skills of new
employers and thereby restructuring the new environs on par with those of
best in the world, unwittingly though.
Money Matters
For good QWL, cash is not the only answer. Today, the workers are
aware of the job requirements of job as also the fact that the performance of
the same is measured against the basic goals and objectives of the
organisation and more importantly, wages are paid according to the larger
picture specific to the industry and the employer’s place in the same.
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Dual income workers, meaning both spouses working are the order of
the day. The work life balance differs in this category and greater
understanding and flexibility are required with respect to leave,
compensation and working hours in the larger framework.
Teamwork
Teamwork is the new mantra of modern day people’s excellence
strategy. Today’s teams are self-propelled ones. The modern manager has
to strive at the group coherence for common cause of the project. The ideal
team has wider discretion and sense of responsibility than before as how best
to go about with its business. Here, each member can find a new sense of
belonging to each other in the unit and concentrate on the group’s new
responsibility towards employer’s goals. This will boost the coziness and
morale of members in the positive environment created by each other’s trust.
Positive energies, free of workplace anxiety, will garner better working
results. Involvement in teamwork deters deserters and employer need not
bother himself over the detention exercises and save money on motivation
and campaigns.
Boss Factor
Gone are the days when employers controlled workers by suppressing
the initiative and independence by berating their brilliance and skills, by
designing and entrusting arduous and monotonous jobs and offer mere sops
in terms of wages and weekly off. Trust develops when managers pay some
attention to the welfare of the workers and treat them well by being honest in
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their relations. The employer should keep in mind that every unpaid hour of
overtime the worker spends on work is an hour less spent with the family.
Influences
Overwork is tolerated in emerging industries unlike government
departments as part of the game and work culture. This is so, what with the
soaring competition among the tightly contested players. The point is
empowerment of workforce in the area of involvement.
All said and one, the workers are considered as the invisible branch
ambassadors and internal customers in certain industries. It is evident that
most of the managements are increasingly realising that quality alone stands
to gain in the ultimate analysis. Restructuring the industrial relations in
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work area is the key for improving the quality of product and the price of the
stock. Without creating supportive environment in restructured
environment, higher quality of work cannot be extracted. It is already high
time the older theories of industrial relations should be unlearnt.
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It is not uncommon to see people who aspire to have work and personal
life in synchronisation. The work life balance has become the buzzword for
the present generation. Thus in an ideal world, most people would like their
output assessed by the results they achieve at work and not by the hours they
spend slaying away at their desk. Thus, in turn, would leave them free to
pursue their personal interests outside work. Only a handful of employees
have understood this intrinsic desire of employees and have turned it into a
competitive advantage. Occupational Psychology assumes a key role as it
contributes to work models but also with the thorough study of factors
underlying the work/life balance. The study of work and family life is a
relatively recent field. They argue out a case for alternative work models.
indicated their preference for more flexible working hours. Nearly half
perceived increased difficulties in balancing their work and personal life and
well over half said pressure to perform at work left them less and less time
for their personal life, making them feel that they are missing out. The
analysis of this research data was descriptive and no attempts were made to
analyse any traits underlying the work/life balance. There are two important
issues to be looked at. They are:
1. Two distinct factors underlying the work/life balance. One is related to
the general status quo of the workplace and the other one to attitudes held
by the individual.
2. That these factors would correlate with other variables, such as
commitment, gender or age.
mile and ensure that the right quantity of time is provided for the bonds of
trust and love to grow. Children, in particular, believe that the more time you
spend with them reflects how much you love them. It is said laughter is the
shortest distance between two people. The “Relationship Balance” creates a
sense of fulfilment and the synergy spill over positively in all of the other
areas of your life. The warmth and love on the home front enables a person
to focus intensively and concentrate fully on the professional work and
achieve high degree of success. The other important dimension is career
balance. Einstein once said that one should be a person of value rather than a
person of success. There is a natural human urge in most of us to have deep
sense of fulfilment through our work lie. Our personal life will be very dull
and boring if work life isn’t exciting and doesn’t offer scope to bring out the
dormant talent in us. The urge to do some commercial activity by creative
methods to succeed in the market place and obtain monetary as well social
rewards is inherent in all human beings.
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The paradox of the situation is that what motivates people most takes
so relatively little to do-just a little time and thoughtfulness for fresher. In a
recent research study of 1500 employees conducted by Dr. Gerald Graham,
personal congratulations by managers of employees who do a good job were
ranked first among 67 potential incentives evaluated. Second on the list was
a personal note for good performance written by the manager.
When it comes to rewards, most managers perceive that the only thing
that motivates their employees is money and more money. While money can
be a significant way of letting employees know their worth to the
organisation, it may not always be the sole sustaining motivational factor to
most individuals. In other words, money is important enough, and yet, may
not be the be all or end all of employee motivation. More often than not,
non-pecuniary factors may equally motivate employees to do their best on
the job.
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You must have both love and work in your life to make you healthy.
Don't you agree? Well, this is what Sigmund Freud had said decades ago for
healthy workers. Family is an essential ingredient for the love that exists in
the life of the employees. But are the corporates structuring the work
patterns so as to ensure the necessary balances? Are the corporates providing
opportunities to their employees to spend quality time in their personal
lives? Many researchers indicate that maintaining a good balance in work
and life has become a priority for the corporates in the developed nations.
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Let us now look at the factors that have created the need for maintaining
work life balance.
Various researchers have pointed out the following.
Technological Breakthroughs
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Researchers have pointed out that a balance between work and life is
maintained when there is no conflict between work and family demands.
Though this seems to be idealistic situation, what the corporates need to
remember is that the conflicts should not reach unacceptable levels where it
would tend to affect the productivity of the employee. According to 1998
America @ Work (SM) study conducted by Aon Consulting Worldwide
Inc., an HR consulting firm based in Chicago, the employees of today put
their commitment to organisations they work for only if the management
recognises the importance of their personal and family life.
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linked with the objectives of the organisation. But this is not enough. What
is needed is to ensure and communicate the support of the senior
management. The top management of the company must clearly
communicate its eagerness and willingness to restructure the work schedules
in such a manner that it can balance the work and life of the employees.
This will require clear articulation from the company that it values the
personal lives of its employees. The employees must understand that their
organisation also keeps in mind the value of their life and personal
relationship. Such articulation can be done through the company’s vision
and mission statements.
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Sustain It
Once the organisation follows and internalises the practice of flexible
work schedules for its employees, it is very necessary that it sustains it over
a long period of time. Such sustainability can e brought about by clear
demarcations of accountability and means to measure it. In other words, the
focus and purpose of creating balanced work life should be maintained at
any cost. This will also call for review and evaluation of the current work
environment and make modifications in the schedules accordingly.
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1. More employees may stay on in a job, return after a break or take a job
with one company over another if they can match their other needs better
with those of their paid work.
2. This results in savings for the employer – avoiding the cost of losing an
3. Employers who support their staff in this way often gain the bonus of
Reducing absenteeism
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2. Workers (including their managers) who are healthy and not over-
1. Minimising work-life role conflict can help prevent role overload and
help people have a more satisfying working life, fulfilling their potential
both in paid work and outside it.
2. Work life balance can minimise stress and fatigue at work, enabling
people to have safer and healthier working lives. Workplace stress and
fatigue can contribute to injuries at work and at home.
3. Self-employed people control their own work time to some extent. Most
1. Parents and carers, people with disabilities and those nearing retirement
are among those who may increase their workforce participation if more
flexible work arrangements are possible. Employment has positive
individual and social benefits beyond the financial rewards.
2. Employers may also benefit from a wider pool of talent to draw from –
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found that there was strong demand amongst lone parents, carers and
disabled people for flexible working time arrangements.
Overseas studies have found that family life can interfere with paid work,
and the reverse. At the extreme, if family life suffers this may have wider
social costs.
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Usually defined as less than 30 hours per week. Hours may be worked over
any number of days.
2. Flexi-time
Workers choose the hours they work within defined limits. Usually there are
set 'core' times for attendance and controls over the maximum credit or debit
hours which can be built up and carried over a period of time.
3. Annualised Hours
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reserve hours may be triggered at short notice. Pay is usually set at a regular,
guaranteed monthly sum.
5.Flexible Rostering
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sickness essential
increases flexibility to meet implications of national
3
workload peaks and troughs minimum wage legislation.
individual choice increases implications of working
4
motivation time regulations
6.Shift Swap
Often referred to as 'V-Time'. Employees trade pay for time over an agreed
period with an option to return
to full time afterwards.
Benefits
can help retain staff faced
with a difficult personal
1
situation or medium term
domestic emergency
8. Tele-working or Flexiplace
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9. Job Share
Two, or more, people divide responsibility for one full time job.
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responsibilities
capital costs may qualify
7
for tax relief
OBJECTIVES OF STUDY
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employees
RESEARCH METHODOLOGY
For achieving the objectives of study, survey was conducted. For survey,
personal interviews of various managerial level employees were undertaken.
Personal interviews were selected as the mode of survey to make the study
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WORK PROFILE
32% of the respondents are from marketing field. 10% are from back
operations. 19% are from finance. 15% are from MIS. And 24% are from
human resource.
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QWL
No Response
18%
Satisfied Satisfied
Unsatisfied 52%
Unsatisfied
30%
No Response
Out of 100 respondents, 52% said that they are satisfied with their work
place environment. 18% were unsatisfied, and rest did not respond. It shows
that more than 50% of the respondents are satisfied with their working
environment.
Sanitation
12%
Transport
46%
Safety
38%
Drinking Water
4% Sanitation
Safety
Drinking Water
Transport
Majority of respondents were mainly satisfied with the transport facility i.e.
46%. 38% were satisfied with safety at workplace arrangements.
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Concession
28%
Free
72%
Free
Concession
QWL
No
22%
Yes
No
Yes
78%
In the survey 78% responded that their job rotation facility is provided to
them by their organizations. While 22% said no such facility is provided at
their respective work place.
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No
42%
Yes
Yes
No
58%
58% of the respondents said their organization do hold such camps for them,
while 42% said no such facility is provided to them by their organizations.
very un important
unimportant
don’t know
important
very important
Overall 90% of the total respondents felt that carer’s leaves that are being
provided by their organizations are important to them. 8% said they are not
aware of such facilities and 2% felt that such facilities are not of much
importance to them
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very un important
unimportant
don’t know
important
very important
59% said that emergency leaves are very important to them, 28% said that
its important for them, 5% said that such leaves are not of much importance
to them, and rest 8% are not aware of such leaves in their organizations.
very un important
unimportant
don’t know
important
very important
45% of respondents don’t feel that such facility is of any use to them, overall
40% feel that such facilities are of great help for enhancing the quality of
their work life, rest 15% are not aware of such facilities at their work place.
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don’t know
important
very important
Total 85% respondents feel that this policy helps them balance their work
and life. Only 4% of the total respondents feel otherwise. Rest of the
respondents i.e. 11% are not aware of such policy.
very un important
unimportant
don’t know
important
very important
This is one question on which all the respondents agree that this policy is
very important for them.
can carry out their regular work duties while caring for
dependents until other arrangements can be made)
very un important
unimportant
don’t know
important
very important
very un important
unimportant
don’t know
important
very important
51% feel that this policy is very important. 37% feel this policy is important.
12% feel that such policy is not at all important for them. This policy
ensures that employees do not neglect their health.
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very un important
unimportant
don’t know
important
very important
34% respondents feel that this is not a good work life balance policy because
the very reason for which they do over time i.e. money if not given to them
then they don’t feel like working for over time. Rest of 66% feels that it is
very important. As they will get to spend quality time with their family
which is more important then monetary benefits
self-rostering
very un important
unimportant
don’t know
important
very important
Majority i.e. 85% feels that this is one of the best policies and is of great
importance. As this policy helps workers to work according to their comfort
level. Only 5% respondents feel that it is not of much importance to them.
Rest 10% has no idea about such policy.
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very un important
unimportant
don’t know
important
very important
92% respondents say that for them counseling services are very important
where as 6% feel that such practices are of not much significance to them,
and rest 2% are not aware of such practices.
17. Exercise facilities (the organisation provides on site or
subsidizes exercise facilities/gym membership)
very un important
unimportant
don’t know
important
very important
62% respondents say that membership facilities are very important and have
a positive impact on their personal lives. 33% said that such facilities don’t
affect their personal lives and are not important to them.
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relocation assistance
very un important
unimportant
don’t know
important
very important
Here all the employees agreed that relocation assistance is very important for
them.
FINDINGS
Of the total number of respondents, 32% are from marketing field. 10% are
from back operations. 19% are from finance. 15% are from MIS. And 24%
are from human resource.
Workers are well satisfied with the working conditions and the facilities
provided, this is where private or MNC companies are well ahead of Public
Companies.
Extra facilities like food or transportation being provided, but in return they
charge the perks but in addition those perks are not so high as compared to
the well high class facilities. Meanwhile the job rotation is provided 78 %
Health and yoga camps are to be provided for meditation and relaxing after a
hectic work but not as compared to the burden of the work as only 58 % are
provided such facilities and they consider it important also.
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It is found that employees value emergency leaves, study leave, and carer’s
leave a lot
Pooling of leave so that employees can use them when need arises is very
popular policy with employees. Some other popular work life balance
policies with employees are: maternity/ adoption leave and relocation
assistance policy.
We found that organizations are concerned for the health of their employees
that’s why they have introduced the policy of cap on time where a limit is
put on the number of hour’s overtime that can be worked by the employees.
Time off in lieu of money and self rostering are two very innovative
policies.
After analyzing the data we have come to the conclusion that employers
need to handle employees in such a manner that employees don’t get
frustrated with the stress and over burdened of the work.
Health and yoga camps to provide on regular basis to make their workers get
rid of stress of work load.
Employees should be given free memberships in the clubs so that they can
refresh themselves.
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Policies like time off in lieu of money, self rostering and flexi time should
be used more prominently in the organisations.
Policies like:
a) Adoption Leave
b) Career Break
c) Right to Request Flexible Working
d) Flexi-time
e) Job Share
f) Maternity Leave
g) Parental Leave, Carer’s Leave and Time off for Dependants
h) Paternity Leave
i) Childcare Facilities
Should be used as per the customized needs of the employees.
LIMITATIONS
1. The information provided by the workers is not definitely true.
2 The samples of workers are not representative of the total workforce.
3. The workers hesitate disclosing the true facts in order to secure their job.
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BIBILOGRAPHY
INTERNET
• www.google.com
• www.ask.com
• www.wikepidea.com
BOOKS
• Human Resource and Personnel Management – William Wrether
• ICFAI University Press – HRM Review
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QUESTIONNAIRE
Dear Respondent,
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Satisfied
Unsatisfied
No Response
6. Satisfaction with working condition or facilities provided?
Yes No
Sanitation
Safety
Drinking Water
Transport
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71