Quality of Work Life Essay

Employees at any level many season do it a spirit of frustration because low level of wages, poor snuff iting conditions, unfavor adequate terms of employment, inhuman treatement by their superiors & the like whereas omnibusial personnel observe frustrated because of alienation over their condition of employment , interpersonal conflicts, percentage conflicts, course pressure , lack of freedom , absence of challenging ply, etc.tera QWL means different things to different masses, J. Richard & J.Loy define QWL as the degree to which members of a melt organization argon able to satisfy mportant personnel postulate through with(predicate) their experience in the organization. In the search for improved productivity, manager & executives alike are discovering the important contribution of QWL. Hackman & suttle describe QWL from varied take hold ofpoints. From a professional view point , it refers to industrial democracy, increase cultivateewrs exponentiation in corpo rate decision making , or culmination of the goals of human realations.In terms of circumspection perspective, it relates to a variety of efforts to improve productivity through improvements in the human , rather than he capital or scientific inputs of production. From standpoint of the characteristics of individual clobberers , 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 life improvement are defined as any body surgical process which takes place at very level of organization which seeks greater organisational 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 actions, changes & improvements are desirable and workable in order to achive twin & simultaneous goals of an improve quality of life at work for all members of organization & greater effectiveness for the company and unions. craft 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) Pay & Employment on permanent rump Good pay still dominates most of the other factors in employee satisfaction. discordant 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 slightly an equitable pay programs . in uture more workers may want to infix in the profits of the firm. Employment of workers on casual, temporary, probationary bum gives them sense of insecurity. On the other hand , employment on the other basis gives them security & leads to higher(prenominal) order QWL. (2) Occupational Stress Stress is a condition of strain on ones emotions, thought process physical condition . tensity is determined by the workers abilities & nature and chalk up with the Job requirements.Stress is cause due irritability, fling prestigious designation to the Jobs, providing well furnish amp decent work places, offering social station in clubs or association , providing vehicles, offering vacation trips, or means to recognize the employees hyper- excitation or depression runny behaviour, fatigue, stuttering, trembling psychometric pains, heavy smoking & drug abuse. Stress adversely effects on employees productivity. The HR manager, in order to pick at the stress has to identifiy, prevent tackle the problem.He may arrange the word of problem with the health unit or provide near 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, undue Job turnover premature death. It should also covers relaxation, physical exercise , fast control etc. 4) Alternative work schedule Alternative work schedule including work at home , flexible working hours, staggered hours , and decreased work week, part time employment which may be introduced for the wash room comfort of the workers as the work schedule which offers the individual the leisure time , flexible hours of work is pre ferred. 5) Participative Management control of work Trade unions and workers participation in management and decision making improves QWL . workers also feel that they comport 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) information 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) Congenial 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) injustice procedure workers have a sence of fair treatement when the company gives them opportunity to air out their grievances and represent their lawsuit succinctly rather than settling 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 senior status 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 necessary social security welfare benefits as a matter of repair which were once considered a part of bargaining proc ess.