Quality of Work Life Essay Example for Free

Quality of Work Life EssayEmployees at each level many term envision a sense of frustration because low level of wages, poor running(a) trains, unfavourable hurt of mesh, inhuman treatement by their superiors the like whereas managerial personnel feel frustrated because of alienation over their condition of employment , interpersonal conflicts, role conflicts, Job pressure , lack of freedom , absence of challenging ladder, and so forthtera QWL means different things to different people, J. Richard J.Loy define QWL as the degree to which members of a work organization argon able to satisfy mportant personnel needs through with(predicate) their experience in the organization. In the search for better productivity, manager executives alike argon discovering the important contribution of QWL. Hackman suttle describe QWL from varied spatial relationpoints. From a professional view point , it refers to industrial democracy, increase workewrs participation in corporate decision making , or end of the goals of human realations.In terms of counselling 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 totals, perspective , it is a more equitable sharing of the income and resources of the work of organization, and more human fitter 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 great 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 de termine for themselves what actions, changes improvements are desirable and workable in requestliness 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.Trade 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) redress Employment on permanent basis Good pay still dominates most of the other 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 cas ual, temporary, probationary basis get togethers them sense of insecurity. On the other hand , employment on the other basis gives them security leads to higher order QWL. (2) Occupational Stress Stress is a condition of strain on ones emotions, thought process physical condition . stress is determined by the workers abilities nature and match with the Job requirements.Stress is cause due irritability, oblation prestigious designation to the Jobs, providing nearly 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 problem.He may arrange the treatment of problem with the intumesceness unit or provide some s tress 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 ascendency , other forms of cardiovascular risk reduction, family planning etc.Effective implementation of these progrme results in reduction in absenteeism, hospitalization ,disability, unreasonable Job turnover premature death. It should also covers relaxation, physical exercise , diet control etc. 4) resource work schedule Alternative work schedule including work at home , flexible 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 have control their work, use their skills make a real contribution to the Job if they re allowed to participate in fanciful 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) Congenial Worker- supervisor Relation Harmonious supervisor- worker relations give the worker essence of social association , belongingness, achievement of worker results etc. This in turn guide to better QWL. 8) Grievance procedu re workers have a sence of fair treatement when the company gives them opportunity to ventilate their grievances and flirt their case succinctly rather than settling the problems arbitrarily. (9) Adequacy of resources Resources should match with stated objective otherwise , employee pass on not be able to attain them . This results in the employee dissatisfaction and lower QWL. 10) Seniority merit in promotions longevity 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 demand social security welfare benefits as a matter of right which were once considered a part of bargaining process.