QUALITY OF WORK LIFE

(QWL)
 QWL
 Quality of relationship between employees &
total working environment

 It is a process by which an organization

responds to employee needs

 Varying from industry to industry

 OBJECTIVES

 To create a positive attitude

 To increase productivity

 To improve standard of living of the people

 To increase the effectiveness of the

organization
 APPROACHES TO IMPROVE QWL
Flexibilityin work schedule
Autonomous work group
Job enrichment
Opportunity for growth
Participation
Communication
MAJOR ISSUES IN QWL
1. Pay and stability of employees

 Employees will demand more in the form of

social security and welfare benefits

 Not given proper payments will affect the QWL

2. Job security

 Should not have fear of losing their job

 Systems with healthy working conditions &

optimum financial security
3.Occupational stress

 Due to working conditions , working

schedule , hypertension, irritability etc..

 Adversely effect employ productivity

4. Adequacy of resources

Match between resource availability & company

objectives

Lead to employee dissatisfaction

STRATEGIES FOR IMPROVEMENT OF QWL
1. Self managed work team

 Autonomous work group or integrated work

teams

 Plan , co-ordinate & control activities with the

help of team leader

 Employee participation
2. Participative management

 Allowed to participate in management

participative schemes quality circle
 Develop a positive attitude

3. Worker- supervisor relationship

 Social association , belongingness,

achieve of work results etc…
4. Promotion
 Opportunity to move in to jobs with
 High job satisfaction and prestige
 Orderly, logical and prompt source of
recruitment for the management to fill
vacancies

5. Recognition
 Human being rather than employee
 Rewarding system, job enrichment , offering
membership etc
6.Organizational health program

 Educating employee about health problems

 Results in reduction of absenteeism,

hospitalization etc..

7. Alternative work schedule

Work at home, flexible working hours, part time

employment etc…
 MEASURING OF QWL
 Questionnaires and

 Interviews

Example In General Motors the management gives

a questionnaire of 16 critical dimensions of Q.W.L
to its employees each year. The responses are then
used to measure the employees’ perception of their
work life.
IMPLEMENTATION OF QWL
 Management and Employees’ co-operation
 Action plans developed must be followed
Support of middle-managers by top management
and bottom-level employees to implement the
program
The objectives of Q.W.L should be a joint one,
i.e., for workers it is to improve Q.W.L; for
management it is to improve organizational
efficiency
EFFECTS OF QWL
Job involvement
Sense of competence
Job satisfaction
Job performance and productivity
 BARRIERS OF QWL
 Resistance to change both by mgt and employees

 There is a general perception that Q.W.L

implementation will cost much to the organization

 Continuous increase in Q.W.L may result in less

productivity, i.e., after a certain level the
productivity will not increase in proportion to the
increase in Q.W.L
BARRIERS OF QWL IN INDIA
Widespread unhappiness due to comparison
with colleagues

 Skepticism about the performance appraisal

system and promotion criteria

Division into camps and cliques hampering

fruitful communication
Frequent fits of anger of top level officials
Regional prejudice

 Glorification of speed and excitement as against

serenity

 Unreasonable personal expectation

 Limitless addiction to lower-order material needs

Source: The Hindu, November 29,

1990, p 18
QWL IN IBM
Wages & benefits
Working Hours
Nondiscrimination & harassment
Respect & dignity
Health & safety

QWL IN TATA GROUP

Gifts & donations
Health, safety & environment
Ethical conduct
SOME NEW METHODS OF QWL
Apple Computers office has a meditation room and
employees are given 30 minutes to meditate or pray.

 Marriott International’s 10,000 workers dedicate a day of

service to their local communities each year

 IBM funds childcare centers at 60 of its locations

 Intel offers 22 weeks of maternity leave

Presented by,
Prashant Shukla
Srikant N Patro
Ankita Masih
Ankit Kumar
Ankur Pandey
Bharath Akula
Shahzadey Alam