quality of life at workplace

7/28/2019 quality of life at workplace

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TEAM MEMBERES

NAME: ROLL #:

NAYYER MAHMOOD SHAH CE09-10M49SHEHROZE ALI CE09-10M13KASHIF YASIN CE09-10M01REHANKHAN CE09-10M23SIAF ULLAH SALEEM PG09-10M01


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Topic:Quality of life at the

Workplace


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What is

Quality?The ongoing process of

building and sustaining

relationships byassessing, anticipating, and

fulfilling stated and

implied needs.


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Lets Look at some other definition

A product or process that is Reliable, and that performs itsintended function is said to be a quality product.

Quality is a momentary perception that occurs when

something in our environment interacts with us, in the pre-intellectual awareness that comes before rational thought takes

over and begins establishing order. Judgment of the resulting order

is then reported as good or bad quality value.

Quality is nothing more or less than the perception the customerhas of you, your products, and your services.


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Quali ty o f Work L ife (QWL) :

The favorable conditions and environments of a workplacethat support and promote employee satisfaction by providing

them with rewards, job security, and growth opportunities.

Q.W.L can be said to be all the original inputs which aim atimproving the employees satisfaction and enhancing

organizational effectiveness.

Q.W.L is a concern not only to improve life at work, but also

life outside work. It is nothing but having a work environmentwhere an employees activities become more important.


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Quali ty of Work Li fe-Orig in o f the

concept :

After Industrial Revolution, the importance of human factorreduced because of the vast mechanization. Various problems

like job dissatisfaction, boredom, absenteeism, lack of

commitment etc came up.

Most management theories gave emphasis on production,

manipulating the skills of the employees.


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Indus tr ies Pract ic ing QWL:

Engro Enterprises

Fauji Fertilizers

PARCO

UNILEVER

Dawood Hercules

Schulmberger

Countr ies Ini t ial ly Pract iced Quali ty o f Work L ife:

Sweden

DenmarkHolland

Switzerland

Australia

USA


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Early Warning Signs:

Early Warning Signs are:

Not wanting to go to work.

Difficulty doing what I need to do.

Inability to concentrate.

Being late.

Anxiety.

Gets irritable quickly.

Messy work space.

Cry easily forgetting things.Losing things


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Case Stud ies of QWL:

Cases of Workplace April 1999, Taber AlbertaFourteen year old

boy shoots and kills one and wounds another at his high school. Boy wasthe victim of bullying. This happened right after the Columbine

shootings.

November 2005, Windsor

A Doctor who was dating a nurse heworked with stabbed her to death in the recovery room several months

after she broke up with him. He then injected himself with medication

and killed himself. Both left children behind.

Cases of Workplace Violence July 2008, Henderson KentuckyHarassed worker brings a gun to work and shoots five people to death

them himself. Note said I never deserved this.


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Quali ty Of l i fe is needed to :

1) Quality of relationship between employees & total workingenvironment.

2) It is a process by which an organization responds to

employee needs.

3) To create a positive attitude.

4) To increase productivity.

5) To improve standard of living of the people.


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Facto rs Inf luencing to QWL:

Attitude

Stress

Level

EnvironmentCareer prospects

Opportunities

Challenge Nature of job

Growth and Development

People Risk InvolvedReward


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All of these Health and Safety regulations have been put in place by many

acts and regulations, that manufacturers must follow:

The Health and Safety at Work Act (1974)The Factories Act (1961)

COSHH (Control of Substances Hazardous to Health)

The Management of Health and Safety at Work Regulations (1992)

These make sure manufacturers make products safely and the workersinvolved in these processes are also kept safe.

Regu lat ions for QWL:


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Unions must adopt more proactive and creative roles in the

work place and discard their largely reactive strategy to employer

initiatives.

This encourages unions to take collaborative course and

minimize adversarial and competitive tactics which brings

employee satisfaction and better QWL in the work place.

Role of unions in QWL:

The unions can play a constructive role in QWL effort by sustaining

and even enhancing its relevancy as a legitimate institution which

represent the rights and interests of the workers.


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Organizat ion s ro le towards unions

for QWL:

For this, organizations should start involvement of

unions in participation process by establishing cohesive,supportive organized groups based on an educational

strategy that analyses the work processes of the plant or

office and comes up with a programme of reforms aimed

at increasing individual autonomy, skills, social support,and empowerment.


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Pay and stabi l ity o f employees :

Employees will demand more in the form of social security and

welfare benefits. Not given proper payments will affect the QWL.

Job secur ity :

Should not have fear of losing their job. Systems with healthy working conditions & optimum financial

security.

Major Issues In QWL :


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Occupat ional stress :

Due to working conditions, working schedule , hypertension,

irritability etc..

Adversely effect employ productivity.

Adequacy of resou rces:

Match between resource availability & company objectives

Lead to employee dissatisfaction


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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) Par t ic ipat ive management :

Allowed to participate in management participative schemes quality

circle.

Develop a positive attitude.

Strateg ies For Improvement Of QWL

:


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3) Promot ion:

Opportunity to move in to jobs with high job satisfaction and prestige

Orderly, logical and prompt source of recruitment for themanagement to fill vacancies.

4) Recogn it ion :

Human being rather than employee rewarding system, job enrichment,

offering membership etc

5) Worker Supervisor Relat ion :

Social association , belongingness, achieve of work results etc


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6) Organizat ional health prog ram :

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

7) Job Secu ri ty.


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High Quality Performance Needs and Connections:

Contr ibutors:

Everyday interactionRespectful engagement

Task enabling

Trusting

CONTRIBUTOR

S

HIGH QUALITY

FEATURES OFCONTEXTS ORGANIZTIONAL

CONSEQUENCE

S


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Organizat ional:

Enhanced cooperation.

Enhanced coordination.

Employee attachment.

Organizational learning effectiveness.

Consequences:Individual self esteem.

Physical and psychological health.

Task learning engagement.

Features of th e Con text:

Values (moral and

Rewards and recognitionGetting things done within proposed/expected time.

Interpersonal helping.

Leadership.


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Role Of Human ResourceDepartment:

Role varies widely.

In some organizations executives will be appointed & they will depend

on HR department for getting help.

In others HR department itself is responsible.


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RESEARCH METHODOLOGY:

Primary data:

The QUESTIONNAIRE method was used to collect theinformation from the employees.

Secondary data:

Books, Past records from the same topic Internet


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BENEFITS OF IMPROVING WORK LIFE

BALANCE:

BENEFITS OF IMPROVING WORK LIFE BALANCE AREAS

FOLLOWING:

Aiding Employee

Recruitment and Retention

Reduce AbsenteeismImprove Quality of Peoples Working Live

Benefiting Families and Communities


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FINDINGS:

1) From the total number of respondents, 12% are from human resource.

11% are from production, 9% are from finance, 6% are from

commercial. And 62% are from other departments.

2) Workers are well satisfied with the working conditions and the

facilities provided, this is where private or MNC companies are well

ahead of Public Companies.

3) Extra facilities like food, medical/ Health, Insurance facilities are

provided in the company.


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4) Health and yoga camps are provided for meditation and relaxing

after a hectic work.

5) Management flexibility with respect to the social responsibility to

the workers is not up to the mark.

6) It is found that employees value emergency leaves, study leave,

and career's leave a lot.

7) Employees feel that flexi time services is very essential for them.


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Suggest ions:

The companies are following the best practices for the welfare of the

human resources because of the favorableness of job environment is very

for all the employees.

1. upgrade the capacities of the machinery will help the operators in

completing their task

2. organization health programs are to be conducted more frequently inthe factory premises.

3. The company has a health unit to identify and prevent problems

relating to employees health and to minimize their stress.

4. awarding and rewarding employees at the lower level more frequentlydevelops a sense of recognition.

5. seniority is generally taken as the basis for promotion in case of

operating employees but merit should also be considered suggestions.


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CONCLUSION:

Quality work life basically is all about employee involvement, which

consists of methods to motivate employees to participate in decisionmaking.

This help in building in good relationship to retain a good talent,

organization should have low stress level and high quality of work life.


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quality of life at workplace