1.

1 Intoduction
Quality is generally defined as “Conformance to requirements”. The concept of

quality is not apply to all goods and services created by human beings, but also for

workplace where the employees were employed.

Quality in the workplace comes from understanding and then meeting, the needs

of all your internal and external customers

QWL refers to the favorableness or un – favorableness of a total job environment

of the people. The basic purpose is to develop jobs and working conditions that are

excellent for people as well as for the economic health of the organization. QWL

provides a more humanized work environment. It attempts to serve the higher – order

needs of workers as well as their more basic needs. It seeks to employ the higher skills of

workers and to provide an environment that encourages improving their skills.

Q - Quest for excellence

U - Understanding
A - Action
L - Leadership
I - Involvement of the people
T - Team spirit
Y - Yardstick to measure progress
The above said are very essential things to improve the work life of employees in

the organization.

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1.2 Significance Of

The Study
Quality of work life covers various aspects under the general umbrella of

supportive organizational behavior. Thus, the QWL should be broad in its scope. It must

be evaluate the attitude of the employees towards the personnel policies. The research

will be helpful in understanding the current position of the respective company. And

provide some strategies to extent the employees satisfaction with little modification

which is based on the internal facilities of the company.

This research can be further used to evaluate the facilities provided by the

management towards the employees. This study also helps in manipulating the basic

exception of the employees.

1.3 Objectives Of

The Study:
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 • To study the quality of work life of (QWL) employees in compaany

• To find out how quality of work life leads to high satisfaction

• To know the existing working conditions, Industrial Health and safety help to

improve the quality of work life.

• To study the workers participation in company

• To examine how the training and development programmes helps to improve the

quality of work life.

• To know how the various welfare activities and other benefits helps to bring a

better quality of work life.

1.4 Limitations Of

The Study
 Converting qualitative data into quantitative data may often lead to

inaccurate results.

 The respondents may not have expressed them strong negative feelings

about the policies, which results in the error of central tendency.

 Few respondents were reluctant while answering the questions.

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1.5 REVIEW OF LITERATURE

1.5a THEORETICAL REVIEW:

Defination
Quality of work life means “the degree top which members of a work

organization are able to satisfy important personal needs through their experience in the

organization”

QWL could be defined as “the Quality of the relationship between the man and

task.

Meaning
Quality of work life has gained deserved prominence in the Organizational

Behavior as an indicator of the overall of human experience in the work place. It

expresses a special way of thinking about people their work, and the organizational in

which careers are fulfilled.

QWL refers to the relationship between a worker and his environment, adding the

human dimension to the technical and economic dimensions within which the work is

normally viewed and designed. QWL focus on the problem of creating a human working

environment where employees work co – operatively and achieve results collectively. It

also includes.

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 • The programme seeks to promote human dignity and growth

• Employees work collaboratively They determine work change participate

• The programmes assume compatibility of people and organization

QWL refers to the level of satisfaction, motivation, involvement and commitment

individuals experience with respect to their line at work. QWL is the degree of excellence

brought about work and working conditions which contribute to the overall satisfaction

and performance primarily at the individual level but finally at the organizational level.

Concept
QWL is a prescriptive concept, it attempts to design work environments so as to
maximize concern for human welfare. QWL acts in two dimensions.
• Goal

• Process

QWL acts as goal by

• Creation of more involving

• satisfying and effective jobs

• Work environment for people at all levels of the organization

QWL acts as process by

• Make efforts to realize this goal through active participation

The whole essence of QWL may be stated thus, the QWL is co – operative rather

than authoritarian; evolutionary and open rather static and rigid; informal rather than

mechanistic; mutual respect and trust than hatred against each other.

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Objectives of

QWL
The major three main objectives for the QWL are

• Improve employees satisfaction strengthen workplace learning, and

• Better manage on – going chance and transition

Major Factors

Affecting The

QWL
6
 QWL means having good supervision, good working conditions, good pay and

benefits an interesting and challenging, and a rewarding job. The major factors that effect

the QWL may be stated thus.

Pay

QWL is basically built around the concept of equitable pay. In the days ahead,

employees may want to participate in the profits of the firm as will. Employees must be

paid their due share in the progress and prosperity of the firm.

Benefits

Workers throughout the globe have raises their expectations over the years and

now feel entitled to benefits that were once considered a part of the bargaining process.

Job Security

Employees want stability of employment. They do not like to be the victims of

whimsical personal policies and stay at the mercy of employers.

Alternative Work Schedules

Employees demand more freedom at the workplace, especially in scheduling their

work. Among the alternative work schedules capable of enhancing the quality of work

life for some employees are:

i. Flexi time: A system of flexible working hours,

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 ii. Staggered hours: Here groups of employees begin and end work at different

intervals.

iii. Compressed workweek: It involves more hours of work per day for fever days,

per week.

iv. Job enrichment: It attempts to increase a person's level of output by providing that

persons with exciting, interesting, stimulating or challenging work.

v. Autonomous work groups (AWGs): Here a group of workers will be given some

control of decision-making and have responsibility for a task area without day-to-

day supervision, and with authority to influence and control both group members

and their behavior.

Occupational Stress

Occupational mental-health programmes dealing with stress are beginning to

emerge as a new and important aspect of QWL programmes. Obviously, and individual

suffering from an uncomfortable amount of job-related stress cannot enjoy a high quality

of work life. '

Worker Participation

Employees have a genuine hunger for participation in organizational issues

affecting their lives. Naturally they demand far more participation in the decision making

process at the workplace.

Social Integration

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 The work environment should provide opportunities for preserving an employee's

personal identify and self-esteem through freedom from prejudice, a sense of community,

interpersonal openness and the absence of stratification in the organization.

Work and total life space

A person's work should not overbalance his life. Ideally speaking, work

schedules, career demands and other job requirements should not take up too much of a

person's leisure time and family life.

WAY TO CREATE HIGH QWL

QWL deals with the relationship between every employee and his or her work

organization. This relationship is formal in sometimes less formal. This contract is

psychological; contract. "Psychological contract is the set of expectations held be the

individual specifying what the individual and the organization expect to give and receive

from each other in the course of their working relationship". This contract represents the

expected exchange of values that encourages the individual to work for the organization

and motivates the organization to employ that person, (i.e) Contribution and

Inducements.

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A healthy psychological contract means that inducements and contributions are balance.

INDUCEMENTS = CONTRIBUTIONS

(Organization to employees) = (employee to organization)

This is the way for organization to create healthy psychological contract and Jobs

satisfaction for their members is to provide them with High QWL environment.

Aspect Of High

QWL
QWL are highlighted by the following Benchmarks of managerial excellence.

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Participation:- Involving people from all levels of responsibility in decision-

making

Trust:- Reside signing jobs systems and structures to give people more freedom at work.

Reinforcement:- Creating reward systems that are fair, relevant and contingent on

work performance

Responsiveness:- Making the work setting more pleasant and able to serve individual

Needs.

QWL PROGRAMMES

QWL programmes concentrate on creating a working environment that is

Conductive to the satisfaction of worker needs. This program assumes that a job and the

work environment should be structured to meet as many of the workers needs as possible.

Richard Walton has organized into eight categories. These should be integrated,

coordinated and properly managed.

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These programmes are helped to avoid some pitfalls like

• QWL program must be implemented with the co-operation of management and

labour.

• Action plans must be carried to completion.

• Care mist be taken to concentrate the focus on the joint objectives of improving

the QWL.

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Results Of High

QWL
• High Productivity

• Increase organizational effectiveness

• High employee satisfaction

• High morale .

• Reduce the absenteeism and labour turn over

• Increase the quality of life of employees

• High employee involvement

• Peaceful industrial relation

4.2

Suggestions
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And

Recommendati

ons

i. Improvement in rewarding and awarding policies.

ii. Introduction of Promotion policy at operation level

 Employees need high motivation from the top management of

the company.

 Employees needs more compensation from the company

 Employees expects mutual relationship between co-workers

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 Employee’s needs special training from the company related to

their job during working period.

 Employees expects the quality of work to be measured

periodically be the company

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4.3 Conclusion

This research highlights some of the small gaps in employee’s satisfaction

towards the company.

Quality mission includes not only the quality of the products but also the Quality

of Work Life.

A company aims to promote the peaceful industrial relations and good

organization which is highlighted by management and the employees.

Since employees are the backbone of the company. So company should satisfy

them in order to improve the business in the higher competitive market of the

liberalized economy.

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 References
BOOKS:

1. K. Aswathappa (1997), “Human Resources and

Personal Management” Tata Mcgraw-Hill Publishing Company Limited,

New Delhi – 110 001.

2. John M. Ivancevich (2003), “Human Resources and

Personal Management” Tata Mcgraw-Hill Publishing Company Limited,

New Delhi – 110 001.

3. C. R. Kothari (2001) “Research Methodology” of

Wishwa Prakashan Publishing, Chennai – 17, Edition

4. C. B. Mamoria and S. V. Gankar (2001), “Personnel

Management Text & Cases”, Himalaya Publishing house Mumbai, XXI

Edition.

5. R.S.N. Pillai and V. Bhagavathi (1998), “Statistics”

of Sultan Chand and sons, New Delhi, pp. 132-141, II Edition.

6. Biswaject pattanayak (2001), “Human Resources and

Personal Management” Prentice Hall of India Pvt., Ltd. New Delhi.

WEBSITES:

www.classicmoulds.com

www.humanresources.com

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 www.qualityofworklife.com

www.ask.com

www.indianplasticportal.com

APPENDIX
QUALITY OF WORK LIFE - RESPONSE SHEET
QUESTIONNAIRE

1. Personal Details

NAME (OPTIONAL) :

AGE : 20 TO 30

: 31 TO 45

: 46 AND ABOVE

QUALIFICATION :

DESIGNATION :

EXPERIENCE :

<1 year 1-5 years

5-10 years 10 years
INCOME
<5000 5000-10000
10000-20000 >20000
2. The Job allows me to use my skills and abilities to the maximum level

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

3. I am treated with respect in the work place

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  Strongly agree
 Agree
 Disagree
 Strongly Disagree

4. Conditions tin the job allows me to be productive

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

5. The organization provides an opportunity to develop my own abilities

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

6. The organization provides enough instruction to get the job done

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

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

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

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8. The opportunity for promotions are good

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

9. The safety of workers is at high priority

Yes No

10. Does the infrastructure facilities is good

Yes No

If, yes which of the following do you like

First aid Canteen

Lightening arid Ventilation Others

11. Fringe benefits are good in the organization

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

12. The supervisor is concerned about the welfare activities of the employees

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

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13. The job is secured
 Strongly agree
 Agree
 Disagree
 Strongly Disagree

14. The supervisor is helpful to me in getting the job done

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

15. The training opportunities has really helped in improving the quality of work.

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

16. How often do you find work stressful?

 Always

 Often

 Sometimes

 Never

17. Which of the following best describes your usual work schedule?

 First Shift

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  Second Shift

 Third Shift

 General Shift

18. Rank the following motivational insights:

Insights Rank (1-5)

1 Interesting work
2 Recognition
3 Awards & Rewards
4 Compensation
5 Friendly co - workers

19. The suggestions give by me are always accepted and motivated by the superior

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

20. I am proud to be a part of CLASSIC MOULDS & DIES LTD

 Strongly agree

 Agree

 Disagree

 Strongly Disagree

21. Your valuable suggestion to improve QWL _____________________________

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