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One of the major problems facing many industrial countries is the quality of work life. The term quality of work life means different things to different person. To some it means industrial democracy or increased employee participation in formal organizational decision-making.

The American Society of Training and development defined quality of work life as a Process of quick organization, which enables its members at all levels to actively participate in sharing the organization Environment Method and out comes.

This study quantifies the effects of quality of work life on employees. It also studies about working life policies and practices, work-life balance of employees,

Compensation; Safe and

Healthy Working Conditions;

Develop Human Capabilities;

Opportunity for Career Growth etc.


The scope of the study covers the opinion from

the employees about the QUALITY OF

WORK LIFE in various levels.

It studies the promotion in the performance of

the employees

To know their mind set towards organizational

climate and the management ethics.

The researcher prepared a questionnaire based on the observation and interaction with the employees. An unstructured questionnaire were prepared and used to check the validity and construct variables.

A sample of 20 employees was identified and the

raw questionnaires were filled out by them. After that the necessary corrections were made and properly structured questionnaire were prepared.

Runcie (1980) studied that an employee have positive perception of the Quality of Work Life

in the company.
The Company should improve the working

conditions, increase production and quality


Runcie(1980). Antecedents and consequences of salesperson job satisfaction: meta analysis and assessment of causal effects. Journal of Marketing Research, 30 (1), 63-77.

Hackman and Oldhams (1980) highlight that Quality of Work Life the interaction between work environment and personal needs. The work environment is able to fulfill employees personal needs. a positive work environment will lead to an excellent Quality of Work Life.

Hackman and Oldhams(1980): Human Resource Management

and Performance. International Journal of Management Reviews, 1:


Cohen and Rosenthal (1980) describe Quality of Work Life as an intentionally designed effort to bring out increased labour management

To jointly solve the problem of improving

organisational performance and employee satisfaction.

Cohen and Rosenthal(1980) Human Resource Management and Industrial Relations: Text, Reading and Cases. Boston: Little Brown Pp:249-315

Singh (1983) states that, overall climate of work

place, Reduced supervision, increased selfregulation and self-management are the pillars of Quality of Work Life.

Singh(1983) Linking Reward Systems and Corporate Cultures. San Francisco: Jossey Bass Pp:177-197

Rice (1985) emphasized the relationship between work satisfaction and Quality of peoples lives. He stated that work experiences and outcomes can affect persons general Quality of life.

Rice(1985). A gender-based framework of the experience of job

insecurity and its effects on work attitudes. European Journal of

Work and Organizational Psychology, 8, 197-217.

Hackman and Oldham(1987) described psychological growth needs as relevant to the

consideration of Quality of working life.

Hackman and Oldham(1987). Organizational development in the 1980s. Journal of Management, 13(2),393-417.

Sekharan (1988) observes that, concept of Quality of

Work Life included the issues of wages, working hours, and working conditions, workers involvement in the job, their levels of satisfaction with various aspects in the work environment, their perceived job competence, accomplishment on the job.

Sekharan(1988), Managing quality. NY: MacMillan. Pp.2-3

According to Keith (1989), Quality of Work Life refers to the favourableness or unfavourableness of a job environment for

And develop jobs aiming at Human Resource

Development as well as production

Keith (1989). Social well-being. Social Psychology Quarterly, 61, 121140.

Jain (1991), Quality of Work Life represents a blending of motivational factors of work, sociotechnical system, mature lives to the work, spending time, energy and physical and mental resources to this effort.

Jain(1991). Political influence behavior and career success. Journal of Management, 20, 43-65.

Ritti (1991) in his study found that lack of opportunity to perform meaningful work is the root of frustration among engineers and who have more autonomy at workplace feel more satisfied with their work life.

Ritti (1991). Quality of work life in the knitwear sector of the

Canadian textile industry. Public Personnel Management, 20(4),


Baba and Jamal (1991) listed what they

described as typical indicators of quality of

working life.

Baba and Jamal(1991). Towards a consensual structure of mood. Psychological Bulletin, 98, 219-235.

Gani (1993) in his study stated that Quality of Work Life concept is the value of treating the worker as a human being. He emphasized that changes in the socio-technical system thorough improvement, in physical and psychological working environment, design and redesign of work practices, hierarchical structure and allowing workers in decision making.
Gani (1993). Mental health in the Workplace. Geneva: International Labour Office.Pp.234-45.

Kumar and Tripathy (1993), stated that Quality of Work Life in organisations, namely job design, workers participation, welfare and quality circles.

Quality Circles are one of the ways of involving

employees at the bottom level of the organisation in decisions affecting work and work related problems.
Kumar and Tripathy (1993). The nature and development of the construct quality of work life. Acta Academia, 37(2), 96- 122.

Lau, Wong, Chan and Law (2001) stated that Quality of Work Life as the favourable working environment that supports and promotes satisfaction by providing employees with rewards, job security and career growth opportunities.
Lau, Wong, Chan and Law(2001) Choice of Employment Systems in Internal Labour Markets. Industrial Relations, 26: 4667.

Glasier (2002) thinks that quality of work life implies job security, good working conditions, adequate and fair compensation, more even than equal employment opportunity all together.

Glasier (2002). Role efficacy, role clarity, and role performance effectiveness. Small Group Research,



Sirota (2007) found that under utilization of workers skill and abilities cause low Quality of Work Life He suggested job enrichment programme to correct the problems of workers skill and abilities.

Sirota(2007). The relationship between task interdependency and role stress: A revisit of the Job Demands-Control Model. Journal of Management Studies, 44(2), 284-303.