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AZHAR K.P – 07 FOUZIYA – 17 MOHAMMED HASIF – 27 NIMISHA DEVANANDAN – 37 SHAMEEM V – 47 SOUMYA SIVARAMAN - 57
The quality of working life is a generic phrase that covers a person’s feelings about every dimensions of work, including economic rewards and benefits, security, working condition, organizational ad interpersonal relationships and its intrinsic meaning in a persons life.
The concept of Quality of working life
Process by which an org. attempts to unleash
the creative potential of its personal The essential component of any QWL improvement program is the existence of a genuine opportunity for individuals or task groups It is a degree to which members of a work organization are able to satisfy their personal needs through their experience in the organization
Scope of QWL
Work plays a central role in the life of the workers in a productive org. It has an impact on c) Shaping his personality d) Determining his performance e) Commitment to fellow employees f) Commitment to the org. and the society
The workers expect the foll. Needs to be fulfilled by their organization
1. 2. 3. 4. 5. 6. Fair and reasonable pay Favorable and safer environment Employment benefits Job security Job satisfaction Provision of autonomy as well as control for developing human resources 7. Scope for better career opportunities
PRINCIPLES OF QWL
Ø Principles of security: working condition must be safe, employee does not have fear etc Ø Principles of equity: eliminate discrimination between people doing same work Ø Principles of individualism: individual have the opportunity to develop his potential Ø Principles of democracy: greater authority & responsibility to employees
TECHNIQUES FOR IMPROVING QWL
Ø Flexible work schedules :flextime is a system of flexible working hours, staggered hours schedule means that different groups of employees begin & end at different intervals Ø Job rotation :improves quality of work, satisfies higher level needs of employees Ø Opportunity for development: employees are provided with opportunities for their advancement & growth
Ø Autonomous work groups: called self managed work teams, freedom of decision making to employees Ø Employee’s participation in management: Quality circles, suggestion system etc helps to improve QWL Ø Job security: stability of employment Ø Equitable justice: partiality & biasness at any stage discourage the workers
Specific issues in QWL
Pay and stability of employment Occupational stress Organisational health programmes Alternative work schedule Participative management and control of work Recognition
Congenial worker supervisor relation Grievance procedure Adequacy of resources Seniority and merit in promotions Employment on permanent basis
Pay and stability of employment
Alternative means for providing
wages should be developed
Stability can be provided by
enhancing the facilities for HRM
Stress is a condition of strain on one’s
emotions thought process and physical condition
Determined by nature of work,
working conditions, working hours etc…
Affect employee productivity
Organisational health programmes
Aims at educating employees about
health problem, means of maintaining improving health etc…
Helps in reducing absenteeism
excessive job turnover.
Alternative work schedule
It include work at home, flexible
working hours etc are introduced
Offers individual leisure time.
Participative management and control of work
Workers are participated in
management and decision making to improve the QWL
Uses the skills of the workers and
make they a real contribution to the job.
Recognizing employee as a human
being rather than a laborer.
Participative management, job
enrichment offering prestigious designation to the job, decent work places add some means to recognize employees
Congenial work supervision
Better worker supervisor relation
increase the quality of work life.
Gives the worker a sense of
association belongingness etc.
Company must give the opportunity
to ventilate the grievance of the employees.
This will increase quality of work life
Adequacy of resources
Resources must be adequate Otherwise objectives cannot be
It create dissatisfaction
Seniority and merit in promotion
Seniority is taken in case of operating
Merit is considered for managerial
Seniority cum merit is considered for
Employment on permanent basis
Workers on casual ,temporary
probationary basis will gives a sense of insecurity
Employment on permanent basis will
give security and lead to better QWL
EFFECTS QUALITY OF WORK LIFE
JOB INVOLVEMENT SENSE OF COMPETENCE JOB SATISFACTION JOB PERFORMANCE AND PRODUCTIVITY
Job involvement:- indicates the extent of
peoples identification with or ego investment in the job Sense of competence:-it denotes the feelings of confidence that one has in ones own competence. Job satisfaction:-it is a set of favourable or unfavourable feelings with which employees view their jobs,more specifically the nature of jobs they do, the quality of supervision they receive, co-workers pay and perks and promotional avenues.
Job performance and productivity:-job
involvement, job satisfaction, and sense of competence affect job performance and productivity of employees.
The concept of quality circle emerged
from quality control.
Definition :- a quality circle is a small
group of employees doing similar or related work who meet regularly to identify, analyze and solve product quality problems and to improve general operations.
Features of quality circle
1. A quality circle is a voluntary group. 2. It represent a collective effort. 3. It intends to improve the quality of output. 4. It coordinates activities of members towards improving the quality of work in workshop. 5. It has no discrimination among age,sex and position.
IMPACT OF QWL ON ORGANISATIONAL CLIMATE
•Achieve integration among the technological, human, organisational and society demands which are often contradictory and conflicting . •Providing greater autonomy and opportunity for self-direction and selfcontrol to workers. •Teach new values and attitudes at the workplace •Design systems which will sustain and strengthen the predominant patterns of behaviour.
Areas of QWL
Compensation Health and safety Job security Social integration Protection of individual rights Social relevance of work Respect for non-work activities
REQUIREMENTS FOR SUCCESS OF QWL
Ø Management must be committed to an open and transparent style of operation. Ø Employees must be given opportunities for advancement in the organisation. Ø Supervisors must be trained to function effectively. Ø Traditional status barriers between management and workforce must be broken to permit establishment of an atmosphere of trust.
Ø Employees should receive feedback on result achieved and recognition for superior perfomance. Ø Personnel should be selected for excellence in their perfomance. Ø Both positive and negative outcomes of QWL improvement should be analyzed.
QWL and Fringe Benefits
HR manager has to build and maintain QWL providing a wide range of fringe benefits. Fringe benefits and social security benefits result in improvement in productivity ,reduction in absenteeism , turnover etc.
QWL and Productivity
The general perception is that improvement in QWL costs much to the organisation. But it is not so as improvement over the existing salary, working condition and benefits will not cost much. Improved QWL leads to improved perfomance.
QWL and HR Development
Quality of Work life is broader than motivation though these two terms to be similar. All personnel related activates affect quality of work life
Ø Continuous need of research on quality of working life improvement.
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