Quality of Work Life Essay

Employees at any level many time experience a sense of defeat be mystify low level of wages, poor working conditions, unfavour commensurate terms of employment, in benevolent treatement by their superiors & the like whereas managerial personnel feel frustrated because of alienation e preciseplace their condition of employment , interpersonal conflicts, role conflicts, Job pressure , lack of freedom , absence of challenging work, etc. QWL means different things to different multitude, J. Richard & J.Loy fructify QWL as the degree to which members of a work administration are able to satisfy mportant personnel needs with their experience in the organization. In the reckon for improved productivity, manager & executives alike are discovering the important contribution of QWL. Hackman & suttle describe QWL from varied viewpoints. From a professional view point , it refers to industrial democracy, summation workewrs engagement in corporate decision making , or culmination of th e goals of human realations.In terms of management perspective, it relates to a variety of efforts to improve productivity through improvements in the human , rather than he capital or technological inputs of production. From standpoint of the characteristics of individual workers , 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 & healthier working conditions.DIMENSIONS OF STUDY Quality of work life improvement are defined as any activity which takes place at very level of organization which seeks greater organizational effectiveness through enhancement of human dignity and growth a process through which the stockholders in the organization management, union and employees- learn how to work together to better to determine for themselves what ac tions, changes & improvements are desirable and workable in order to achive twin & simultaneous goals of an improve reference of life at work for all members of organization & greater effectiveness for the company and unions.Trade union claim that they are responsible for the improvements in conglomerate 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) Pay & Employment on permanent buttocks Good put up still dominates most of the opposite 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 & rates of income tax & profession tax.QWL must be build around an equitable pay programs . in uture more workers may want to participate in the profits of the firm. Employment of workers on casual, temporary, probationary basis gives them sense of insecurity. On the other eliminate , employment on the other basis gives them security & leads to higher order QWL. (2) Occupational Stress Stress is a condition of strain on superstars emotions, thought process physical condition . stress is determined by the workers abilities & nature and match with the Job requirements.Stress is cause due irritability, whirl prestigious surname to the Jobs, providing well furnish amp decent work places, offering membership in clubs or association , providing vehicles, offering vacation trips, or means to recognize the employees hyper- excitation or depression unstable behaviour, fatigue, stuttering, trembling psychometric pains, heavy smoking & drug abuse. Stress adversely effects on employees productivity. The HR manager, in order to minimize the stress has to identifiy, prevent tackle the occupation.He may arrange the treatment of problem with the health unit or provide some stress buster activities during the hectic work schedule. 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 control , other forms of cardiovascular risk reduction, family planning etc.Effective implementation of these progrme results in reduction in absenteeism, hospitalization ,disability, excessive Job deliberateover premature death. It should in like manner covers relaxation, physical exercise , diet control etc. 4) Alternative work schedule Alternative work schedule including work at home , whippy 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 individual 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 set about control their work, use their skills make a real contribution to the Job if they re allowed to participate in creative and decision making process. (6) Recognition recognizing the employee as a human being rather than as a labourer increases the QWL .Participative management , awarding the rewarding 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) agreeable Worker- supervisor Relation Harmonious supervisor- worker relations give the worker essence of social association , belongingness, achievement of worker results etc. This in turn led to better QWL. 8) Grievance procedure worker s have a sence of fair treatement when the company gives them opportunity to ventilate their grievances and represent their case succinctly rather than subsiding the problems arbitrarily. (9) Adequacy of resources Resources should match with stated objective otherwise , employee will not be able to attain them . This results in the employee dissatisfaction and lower QWL. 10) Seniority merit in promotions 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) eudaimonia Benefits Since workers are now better organized , educated vociferous, they demand social security welfare benefits as a matter of right which were once considered a part of bargaining process.