ABSTRACT This paper seeks to understand how quality of work life has been achieved in organizations.

Due to changes in work environment i.e. technological, high competition, rise of employee unions etc, employers are not only offering pay as compensation, but are considering other benefits both intrinsic & extrinsic to create a quality working environment that will attract and retain the best brains in the industry. ith focus on recruitment, compensation, training & development, supervision and motivation, this paper seeks to clarify the extent of quality of work life in organizations. ! case study of the "inistry of #outh and $ports is undertaken.

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+.Introduction OBJECTIVES %. &.ow are organizations handling their human resources by providing a favorable working environment and attending to their workers needs to ensure quality of work life) Definition. 7.com.g. 0. PROBLEM STATEMENT . • • • • • 6mployee participation in management 3airness and equity $ocial support $elf development "eaningful future at work & .. wages. To know the favorableness and unfavorableness of work in organizations. $eek to know what employees like or don't like about their (obs. These needs include skill variety. $ee to know the work conditions and environment in organizations. hours of work & working conditions8 and intrinsic (ob factors. 0 as the level of 7satisfaction9 happiness8 or dissatisfaction with ones career. eHOW. :arious authors have proposed models of quality of working life which include a wide range of factors. H c!m n" Ot#m n $%&'() drew attention to psychological growth needs as necessary considerations in . %. a scholarly website defines . T *+or $%&'&) came up with components such as extrinsic (ob factors 7e. $eek to come up with a strategy to improve quality of work life in organizations. 08 hy) *. autonomy and feedback. task identity. task significance./!01T# 23 245 0136. .uality of work life refers to the favorableness or unfavorableness of the work environment &. .e states that quality of work life must have considerations such as-.

4eward and compensation systems must also be aligned to satisfy. • • • • • =larity of goals and role ambiguity !ppraisal 4ecognition and reward >ersonal development career benefits 6nhancement and training needs Training and Development is aimed at nurturing employee talent and enable them perform more difficult tasks. appraisal and information sharing. $everal reward criteria proposed include 4ewards based on performance. • • • • • • $atisfaction of wages . A+ n Price $233') states that empowering frontline employees and emphasis on team work helps to harness intelligence & energies of employees thus creating potential for success and quality results. team briefings. interpersonal skills. * .i. This is achieved through giving knowledge and competencies to handle high performance work through team work.ours and working conditions $afe working environment 6quitable wages 6qual employment opportunities 2pportunities for advancement D nn " 1riffin $%&&&) argues that . motivate and retain employees.er $%&/0) suggested that . 0 was associated with-.Mir. 1t has been proposed that positive (ob satisfaction has been influenced by factors such as-.nd Lo. <ob and =areer $atisfaction 7<=$8 of quality work life is said to reflect on employee's feelings and their satisfaction and contentment with their (obs and the training they receive to do it.uality of work life is a wider concept that incorporates not only work based factors as pay and relations at work but also reflect on life satisfaction and general feeling of well being.

sex. and sleep. drink. >eople also desire self. ergonomically designed work environment with appropriate base salary compensation.  1n the workplace. DeCen4o nd Ro55in $233/) The above contributions are largely based on the need theories e. structure.  1n the workplace. seniority. • Esteem. along with an environment free of violence. skill.g. They need stability. and important.food. (ob difficulty and discretion time. all the five needs must be attended to in order to achieve a quality working life.Hier rc#* of need. The needs are-. secure.fulfilment. competent.These are basic physical comfort or bodily needs. high status. and intimacy?for social acceptance and affection from one@s peers. to become more of what they are capable of being. increased responsibility.  1n the workplace. family. !s identified by M -+o. + .workers and between workers and managers. and order. They seek to attain self. in #i. and free from fear.esteem and need a good self image. • Belongingness and love6 This is a need for friends.>eople want the esteem of others and they want to be regarded as useful. • Self-actualization6 This highest motivation level involves people striving to actualize their full potential. (ob security and fringe benefits. • Physiological. and recognition for contributions satisfy these needs.  1n the workplace.effort. this need is satisfied by participation in work groups with good relationships among co. these needs translate into a safe. • Security/safety6 >eople want to feel safe.theory.

fairness and equity. supervision among others. top level. CASE ST7D8 Ten questionnaires on quality of work life were issued out.t# t ro-e The above responses clearly cut on issues of compensation. A .level and four for support staff. with three questionnaires at each level i. receiving training. "id. EBC that comprised of mid level and support level management complained of pay to be inadequate for normal expenses and less than they deserve • • %BBC think their (obs describe their abilities. or accepting challenging assignments. • • ABC complained of too much work leading to less time for personal life and recreation. !ccording to what the employees wanted the employer to do for them in order to work efficiently included  Demanded more training  >ay sufficiently  . The respondents were from all the departments of the organization and gave the following response-.e. 1n the workplace. people satisfy this need by being creative. training & development. &BC mentioned the issue of conflicting roles and reporting relationships Addre--in9 t#e i--ue.ave (ob security  >rovide necessary tools of work • • • %BBC of respondents mentioned that they had good supervision and promotions on ability DBC of them en(oyed their work but only required to be equipped with office equipment and have clarity on their roles.

supervision is good meaning that there are clear outlines regarding goals and ob(ectives. 2thers include provision of entertainment9country club membership for employees. 6mployment !ct also provides for some of the rights and time off work as essential. each and every work done and each and every result. employee retention. need satisfaction and internal equity besides external considerations such as competitor offers and market rates. >romotions on ability means there are equal opportunities for advancement thus a motivation to employees. Summ r* " Conc+u-ion . =ompany gatherings that incorporate family members of employees are advisable. 6mployees should be managed properly and motivated by providing best remuneration and compensation as per the industry standards. $uch cases may lead to employee turnover hence the need to update pay structures to meet employee needs and be in line with organizational goals. . 1t is responsible for each and every decision taken. >rovision of leaves. Food communication is also a key factor when it comes to supervisor worker relationships. Training and equipping employees also contributes to . Too much work leading to poor personal life must be addressed to ensure the employee lives a socially balanced life. company trips are advisable. quality work environment. 0. time offs. Food pay structures should feature aspects as employee motivation. Tools of work must be ergonomically designed and provided. the organization should provide leaves and time off for recreational activities to achieve a . !ccording to respondents. there's need for clarity of roles to avoid conflicting reporting relationships.uman 4esource is the most vital resource for any organization to ensure . 0 by ensuring employee are skilled enough and equipped to handle assigned tasks. Developed countries have holidays such as 7Take your child to your work place8 day.owever. The entire work E ith the mention of less time for recreation.=ompensation was quite clear that employees were dissatisfied thus less motivated.

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