Quality of Work Life

Outline:

 Introduction:
 Characteristics
 Objectives
 Scope
 Factors Effecting Quality of QWL
 Strategies to improve QWL
 Conclusion
 INTRODUCTION

This chapter serves as an introduction and provides the necessary theoretical framework
for developing proper perspectives of the subject. Quality of work life (QWL) is a relatively
new concept which is defined as the overall quality of an individual’s working life. The
quality of work life refers to all the organizational inputs that aim at the employee's
satisfaction and enhancing organizational effectiveness. Quality of life include factors such
as happiness and fulfilment.

Definition: QWL is a process of work organisation which enables its members at all levels to
actively; participate in shaping the organizations environment, methods and outcomes. This
value-based process is aimed toward meeting the twin goals of enhance effectiveness of
organisations and improved quality of life at work for employees.”

Meaning: Having a work environment where an employee's activities become more

important, implementing procedures or policies that make the work less routine and more
rewarding for the employees.
 Characteristics of QWL

 Fair compensation and job security

 Personal and career growth opportunities
 Level of Risk and reward
 Participative style of leadership
 Balance between personal and professional life

Objectives of QWL
 To create a positive attitude
 To increase productivity
 To improve standard of living

Ways to achieve quality of work life (QWL)

.
1. Providing Job Security:
If an employee is confident that his job is secure, they are much more relaxed and can
perform better.

It gives them a confidence that even if something goes wrong by mistake, their job will not
be at stake
2. Rewards and recognition:
If an employee is awarded for a good performance, it helps them to perform even better.
The leadership and top management must ensure recognition of the efforts of subordinates.
This is an importance aspect of good governance as well.
3. Flexible work timings:
Flexibility during working hours is something which is appreciated by employees. This gives
employees a chance to do their work and work on certain important personal
commitments. This significantly contributes to improving the quality of work life for an
employee. Companies also promote a compressed work week concept.
4. Increased employee participation:
Involving employees in discussions, strategies & feedback is something which helps increase
the employees QWL & contribution towards a particular role.
5. Open communication:
Transparency between management and employees & effective team management gives
them confidence as they are updated with the business and feel at ease being approachable
6. Career growth plans:
Discussing the future of the employee in the company, interesting aspects of the job, career
development etc. are all appreciated by employees
7. Job enrichment:
Companies which can enrich the job with new tasks, better learning & training, more
opportunities etc. are more likely to keep employees happy at work
All these factors contribute to achieving a QWL for an employee
 Scope of QWL

 Compensation: The compensation paid by the organization for the work should be
more than the minimum standard for life. Further, the compensation should be just
and fair, i.e., equivalent to the work performed.
 Health and Safety: The working conditions should be safe in terms of all the
hazards which cause harm to the health and safety of the employees. An ideal work
environment has standard working hours, cleanliness, risk-free work, proper lighting
and sanitation facilities, etc.
 Job Security: Security of the job must be present because if that is lacking, then the
employee will be in constant fear for their future stability and settlement, with respect
to the work and income
 Job Design: Job design should be such that it can fulfil the needs of the organization
as well as its employees in the sense that it meets the production requirements of the
organization while providing satisfaction and interest in work to the employees.
Further, the job should provide sufficient freedom and control and timely feedback on
performance.
 Social Integration: The development of a sense of identity in the employees is
necessary regarding the organization. For this purpose, the elimination of
discrimination is important. Also, the employees should be motivated to work in
teams and groups. By doing so, they will be able to connect and work in cooperation
and coordination with one another.
 Social Relevance for Work: Work not just fulfils an individual’s psychological and
material needs. Rather, it also leads to social welfare. An organization can only
improve the quality of work-life when it gives due weightage to the social aspects.

Factors effecting QWL

 Factors such as workplace environment, peers, income and work duties influence
how satisfied an employee is with the job. When job satisfaction is positive, this
contributes to a better quality of working life.
 Workplace-stress refers to the amount of stress experienced by an employee in the
work environment. Workplace-stress is caused by numerous factors, including what
duties an individual must perform, or their peer group in a company, and their
overall workload
 Other factors which influence quality of working life are: (i) individual employees
wage, (ii) their working hours, (iii) workplace conditions, (iv) fairness in the
workplace, (v) personal characteristics such as anxiety or depression .
 Strategies to improve QWL
 Participative management
 Promotion
 Recognition
 Worker-employee relationship
 Self-managed
 Employee participation

Barriers to QWL
 Resistance to change both management & employees.
 General perception that QWL implementation will cost much to the organization
 Continuous increase in QWL may result in less.

Conclusion
Quality of work life basically is all about employee involvement, which consists of methods
to motivate employees to participate in decision making. This help in building in good
relationship.
To retain a good talent, organization should have low stress level and high quality of work
life.