Quality of Work Life Essay

Employees at any level many time picture a sense experience of frustration be induce low level of wages, poor operative conditions, unfavour open terms of barter, in tender treatement by their superiors & angstrom the like whereas coachial personnel feel frustrated because of alienation over their condition of drill , interpersonal conflicts, role conflicts, Job pressure , lack of freedom , absence of challenging elaborate, etc. QWL marrow different things to different people, J. Richard & ampere J.Loy set QWL as the degree to which members of a work organization are able to occupy mportant personnel needs through their experience in the organization. In the search for improved productivity, manager & executives alike are discovering the outstanding contribution of QWL. Hackman & suttle describe QWL from varied em fannymentpoints. From a professional view point , it refers to industrial democracy, increase workewrs participation in corporate closing reservation , or culmination of the goals of benevolent realations.In terms of wariness spot, it relates to a variety of efforts to improve productivity through improvements in the human , preferably than he capital or technological inputs of production. From standpoint of the characteristics of several(prenominal) proletarians , it refers to the degree to which members of a work organization are able to satisfy important personal needs through their experience in the organization. From the unions, perspective , it is a more equitable sharing of the income and resources of the work of organization, and more human & wellnessier working conditions.DIMENSIONS OF STUDY Quality of work demeanor improvement are defined as any activity which takes place at very level of organization which seeks greater organizational effectivity through enhancement of human dignity and growth a physical process through which the stockholders in the organization management, union and employees- learn how to work unneurotic to bump to determine for themselves what actions, changes & improvements are desirable and workable in order to achive twin & simultaneous goals of an improve quality of biography at work for all members of organization & greater posture for the company and unions.Trade union claim that they are responsible for the improvements in various facilities to workers hereas management takes credit for improved salaries, benefits & facilities. However, HR manager has identified specific issues in QWL. Klott Mundick& Schuster suggested major QWL issues. They are (1) reconcile & Employment on permanent alkali Good profits still dominates most of the other factors in employee satisfaction. Various alternative means for providing wages should be developed in view of increase in cost of living index , increase in levels & place of income tax & profession tax.QWL must be build close to an equitable pay programs . in uture more workers may want t o put down in the profits of the firm. Employment of workers on casual, temporary, probationary founding gives them sense of insecurity. On the other hand , employment on the other earth gives them security & leads to higher order QWL. (2) Occupational judge Stress is a condition of strain on ones emotions, estimate process physical condition . stress is determined by the workers abilities & nature and match with the Job requirements.Stress is cause due irritability, whirl prestigious designation to the Jobs, providing well leave amp decent work places, offering membership in clubs or connexion , providing vehicles, offering vacation trips, or means to recognize the employees hyper- excitation or depression unstable behaviour, fatigue, stuttering, trembling psyc dwelling housetric pains, heavy sess & drug abuse. Stress adversely effects on employees productivity. The HR manager, in order to minimize the stress has to identifiy, prevent tackle the problem.He may arrange the treatment of problem with the health unit or provide some stress buster activities during the hectic work register. 3) organizational Health programs Organizational health programs aim at educating employees about health problems means of maintaining improving health etc. These programme covers drinking and smoking cessation ( if it is affecting the productivity of employee ) , hypertension accountant , other forms of cardiovascular risk reduction, family planning etc.Effective implementation of these progrme results in reduction in absenteeism, hospitalization ,disability, excessive Job snatchover premature death. It should as well as covers relaxation, physical exercise , diet control etc. 4) Alternative work schedule Alternative work schedule including work at home , flexible working hours, staggered hours , and reduced work week, part time employment which may be introduced for the convenience comfort of the workers as the work schedule which offers the in dividual the leisure time , flexible hours of work is preferred. 5) Participative Management control of work Trade unions and workers participation in management and decision making improves QWL . workers also feel that they have control their work, use their skills make a real contribution to the Job if they re allowed to participate in yeasty and decision making process. (6) Recognition recognizing the employee as a human cosmos rather than as a labourer increases the QWL .Participative management , awarding the reward systems , congratulating the employees for their achievement , Job enrichment, offering prestigious designation to the Jobs, providing well furnish and decent work places,offering membership in club or associations , providing vehicles , offering vacation trips, or some means to recognize the employees . (7) Congenial Worker- supervisor Relation Harmonious supervisor- worker relations give the worker amount of money of social association , belongingness, a chievement of worker results etc. This in turn led to better QWL. 8) Grievance procedure workers have a sence of dependable treatement when the company gives them opportunity to ventilate their grievances and represent their case succinctly rather than settling the problems arbitrarily. (9) Adequacy of resources Resources should match with stated objective otherwise , employee leave alone not be able to attain them . This results in the employee dissatisfaction and lower QWL. 10) higher status merit in furtherances seniority is generally taken as the basis of promotion in case of operating employees .Merit is considered as the basis for advancement for managerial people whereas seniority cum- merit is preferred for promotion of ministerial employees. The promotional policies activities should be fair 7 Just in order to ensure higher QWL. (11) Welfare Benefits Since workers are now better organized , educated vociferous, they demand social security welfare benefits as a m atter of right which were once considered a part of negotiate process.