Enhancing Qwl

8/3/2019 Enhancing Qwl

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Quality ofWork Life


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Work Life

Presented By

-Pratibha and


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QWL is the level at which the members of an

organisation can satisfy their personalrequirements through their experience in the

organisation.

Its main obj. is to focus on creating a good

working environment as a result of which

employees work together in a cooperative wayand contribute their best in achieving the

organizational goals.


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Quality of work life (QWL) is viewed as analternative to the control approach of managingpeople.

The QWL approach considers people as anassets to the organization rather than ascosts.

It believes that people perform better when theyareallowed to participate in managing theirwork and make decisions.


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Lawler (1982):-Quality of Working Life is conceptually

similar to well-being of employees but

differs from job satisfaction which solelyrepresents the workplace domain.

Definition:-


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Mirvis and Lawler (1984):-

Quality of working life was associated with

satisfaction with wages, hours and working

conditions. They describe the basicelements of a good quality of work life as;

safe work environment, equitable wages,

equal employment opportunities and

opportunities for advancement.


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Danna & Griffin (1999):-

Quality of Working Life is not a unitary concept,but has been seen as incorporating a hierarchy of

perspectives that not only include work-based

factors such as job satisfaction, satisfaction withpay and relationships with work colleagues, but

also factors that broadly reflect life satisfaction and

general feelings of well-being .

Thus ,the defining of quality of work life involves

three major parts: occupational health care, suitable

working time and appropriate salary.


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Ellis and Pompli (2002):-

They identified a number of factors contributingto job dissatisfaction and quality of working life

in nurses, including: Poor working environments,

Resident aggression, Workload, Unable to deliverquality of care preferred, Balance of work and

family, Shift work, Lack of involvement in

decision making, Professional isolation, Lack ofrecognition, Poor relationships with

supervisor/peers, Role conflict, Lack of

opportunity to learn new skills.


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Bearfield (2003):-

He used 16 questions to examine quality of

working life, and distinguished between

causes of dissatisfaction in professionals,intermediate clerical, sales and service

workers, indicating that different concerns

might have to be addressed for different

groups.


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1959-1972 QWL=variable

1969-1975 QWL= Approach

1972-1975 QWL= Methods

1975-1980 QWL= Movements

1979-1982 QWL=best approach


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QWL means different things todifferent persons

to a clerk in dispatch

To a mineworker

Shop floor workers

A probationary officer


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MEASUREMENT

The Work-Related Quality of Life scale (WRQoL)

uses 6 core factors to explain most of the variation

in an individuals quality of working life

Job and Career Satisfaction Working Conditions

General Well-Being

Home-Work Interface Stress at Work and

Control at Work


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Scope of QWL

(i) Restructuring of multiple dimensions of theorganisation by instituting a mechanism which

introduces and sustains changes over time;(ii) Focus on work teams;

(iii)Autonomy in planning work;

(iv)Focus on skill development; and(v) Increased responsiveness to employee concerns.


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Needs to be fulfilled by theorganisation

Adequate pay

Favourable and safer environment

Job security Employment Benefit

Job satisfaction

Scope of advancement


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Approaches to improve QWL

Flexibility in work schedule

1.Flexi time- A system of flexible workinghours.

2.Staggered hours- Different groups ofemployees begin and end work at differentintervals.

3.Compressed work week-It involves morehours of work per day for fewer days perweek.


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Autonomous workgroups

Example- Milliken &Company in The United States employs 14300workers or what company terms associates. The company has achieved

a flat management structure in which associates, working primarily in self-managed work teams ,exercise considerable authority. Self managed

work teams are groups of employees who have the power to makeoperating decisions and operate the system designed by managers. Thisapproach has worked so well that Milliken has eliminated nearly 700management positions since 1981, freeing that many individuals to serveas process-improvement specialists. Since the early

1980s, productivity has increased 42 per cent, and sales have risensignificantly.


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Job Enrichement

Opportunity for growth Suggestion system

It can make work easier It can make-work more safe

It can remove mistakes

It can improve quality

. It can increase efficiency

It can decrease rejects

It can reduce costs It can give more satisfaction to customers through better service

Employees participation


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Thank You

Documents

Enhancing Qwl