Quality of Worklife and Role and Efficiency

8/13/2019 Quality of Worklife and Role and Efficiency

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Quality of work life emphsizes improving thehuman dimension of work.

Quality of work life is degree to whichmembers of a work organization are able tosatisfy important personal needs throughtheir experiences in the organization.

It focuses on the problem of creating ahuman working environment whereemployees work cooperately and achieveresults collectively.


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QWL includes four essential elements:1. Seeks to promote human dignity and

growth.2. Employees work collaboratively3. Improving work environment

4. Participative problem solving.


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What is Quality: Quality is the ability of aproduct or service to consistently meet or exceedcustomer expectations".What is work? Work can be defined as the

application of discretion within limits in order toproduce a result.

What is work life? Work life does not merelymeans the facilities provided to the employeesduring office hours. It comprises of all thecollusive feelings, which reside in the mind ofthe employee while he works in theorganization, he is in the office or away from it.


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Quality of work Life is a Persons life.

It covers a persons feelings about everydimension of work including economicrewards and benefits, security, workingcondition, Organizational and interpersonalrelations and its intrinsic meaning in personslife.

Therefore we can simply say Q.W.L. is concern

not only to improve life at work, but also lifeoutside work.


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QWL is prescriptive concept.It attempts to design work environmentso as to maximize concern for humanwelfare.It is a goal as well as process

goal is creation of more involving, satisfying

and effective jobs and work environmentfor people at all levels.


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As a process QWL involves efforts torealize this goal through active

participation.


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Quality of worklife is a philosophy, a set ofprinciples, which holds that people are themost important resource in the organization.

The elements that are relevant to anindividuals quality of worklife include:

i. The task

ii. Physical work environmentiii. Social environment within the organization

iv. Administrative system and relationship

between life on and off the job.


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People conceive of quality of work life as a setof methods, such as:

i. Autonomous work groups.ii. Job enrichment

iii. High involvement aimed at boosting the

satisfaction and productivity of workers.Cumming and Worley mention that thequality of worklife has two meanings.

Firstly, it means a good feeling towards workand good mental health experienced fromwork in terms of incentive,safe working

condition and growth.


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Secondly, it means the ways the organizations

use to assure the quality of work such ascreating the meaning and importance of workresponsibility by applying efficient team workand management and labour relation systems.

For promoting the quality of worklife variousmanagement strategies such as a new designs,

quality control circle, and participativemanagement are to be initiated.


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Major factors that affect QWL may bestated

1) Pay.2) Benefits.3) Job security.4) Alternative work schedule.5) Occupational stress.6) Worker participation7) Social integration8) Work and total life space


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After Industrial Revolution, the importance ofhuman factor reduced because of the vastmechanization. Various problems like jobdissatisfaction, boredom, absenteeism, lackof commitment etc came up.

Most management theories give emphasis onproduction, manipulating the skills ofemployees.


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Tavy stock Institute of Human Relationsresearch on workers problems in Industrial

world and they produced a study approachcalled Socio-technical system in which theygave great importance to job design to

satisfy human needs adequately and theneed for Q.W.L. in an organization wasemphasized.


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To attract and retain talentsTo improve the standard of living of theemployees. To decrease absenteeism.

To prevent stress. To create a positive attitude in the mindsof the employees.Effective integration of working andpersonal life.To increase the effectiveness of theorganization (Profitability, goalaccomplishment etc.).


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Increase the productivity.Reduction in grievances.

Democratization of work.Fair treatment of employees work atwork place.

It Leads to high motivation and morale.Minimization of the conflicts.


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TURNOVER DATAABSENTEEISM DATA

MORALE SUPPORTNUMBER OF GRIEVANCES HANDLED


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In India, some of the companies that emphasizethe quality of work life are Hewlett-Packard,Smith Kline Beecham, American Express,Colgate Palmolive, Gillette, Dr.Reddys Laboratories,Reliance and Maruti UdyogLimited.

The factors that led to theQWL movement inour country:


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i. Changing profile of the Indian worker from and

illiterate, rural,low caste individual to educated,urban.

ii. Worker is not just like other factors of

production such as, machinery, land,and capital iii. In India, around 10 per cent of workers in

organized sector are unionized.

iv. QWL is one of the newer conceptsexperimenting how to make effective utilizationof human resources.


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The Richard Walton, an American Professor,played a major role in developing the conceptof Quality of Work Life. The five factors he

proposed:1. Adequate and Fair compensation

2. Safe and healthy working conditions

3. Opportunity to develop human capacities4. Opportunity for career growth

5. Social integration in the workforce


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QWL THROUGH EMPLOYEE INVOLVEMENT(EI):One of the most common methods usedto create QWL is employee involvement.Employee involvement (EI) consists of avariety of systematic methods thatempower employees to participate in thedecisions that affect them and theirrelationship with the organization.


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QUALITY CIRCLES:Quality circles are smallgroups of employees who meet regularly with

their common leader to identify and solve work-related problems. They are a highly specific formof team building, which are common in Japanand gained popularity in North America in thelate1970s and early 1980s.

SOCIO-TECHNICAL SYSTEMS:Socio-technicalsystems are interventions in the work situationthat restructure the work, the work groups, andthe relationship between workers and thetechnologies they use to do their jobs.


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More than just enlarging or enriching a job,these approaches may result in more radicalchanges in the work environment . AUTONOMOUS WORK GROUP: These are teamsof workers, without a formal company-appointed leader, who decide amongthemselves most decisions traditionally handledby supervisors. The key feature of these groups

is a high degree of self-determination byemployees in the management of their day-to-day work.


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Resistance to change both by management andemployees.

There is a general perception that Q.W.L

implementation will cost much to theorganization

Continuous increase in QWL may result in less

productivity, i.e.., after a certain level theproductivity will not increase in proportion tothe increase in QWL.


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Widespread unhappiness due to comparisonwith colleagues.

Regional prejudice

Skepticism about the performance appraisalsystem and promotion criteria.


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THE UNIONS AND WORKERS SHOULD

Educate and make workers aware of QWL.

Identify areas of collaboration withmanagement.

Encourage workers to participate in QWLactivities.

THE GOVERNMENT SHOULD

Legislate standards and norms in newer areas.

Execute actions to ensure implementation oflegislated facilities.


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Quality of Work Life plays a vital role in HumanResource Management.QWL creative awareness ofworkers in successful Organization. Therefore, QWLis becoming an important human resources issue in

all organizations. The Quality of Work Life intends todevelop enhance and utilize human resourceeffectively, to improve Quality of products, services,productivity and reduce cost of production per unitof output and to satisfy the workers psychologicalneeds for self-esteem, participation,recognition,etc.,Improved Quality of Work Life leads to improvedperformance.


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Quality of Worklife and Role and Efficiency