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Quality of Work Life (QWL)

This document discusses quality of work life (QWL), which refers to the relationship between employees and their total working environment. QWL aims to create a positive attitude, increase productivity, improve standards of living, and increase organizational effectiveness. It can be improved through flexibility, autonomous work groups, job enrichment, growth opportunities, participation, and communication. Major QWL issues include pay/benefits, job security, occupational stress, and resource adequacy. Strategies to improve QWL involve self-managed work teams, participative management, relationships, promotion, recognition, health programs, and alternative schedules. QWL is measured through questionnaires and interviews and requires cooperation between management and employees. Improving QWL leads to

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PRINCE KUMAR SINGH
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33 views19 pages

Quality of Work Life (QWL)

This document discusses quality of work life (QWL), which refers to the relationship between employees and their total working environment. QWL aims to create a positive attitude, increase productivity, improve standards of living, and increase organizational effectiveness. It can be improved through flexibility, autonomous work groups, job enrichment, growth opportunities, participation, and communication. Major QWL issues include pay/benefits, job security, occupational stress, and resource adequacy. Strategies to improve QWL involve self-managed work teams, participative management, relationships, promotion, recognition, health programs, and alternative schedules. QWL is measured through questionnaires and interviews and requires cooperation between management and employees. Improving QWL leads to

Uploaded by

PRINCE KUMAR SINGH
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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QUALITY OF WORK LIFE

(QWL)
QWL
 Quality of relationship between employees &
total working environment

 It is a process by which an organization


responds to employee needs

 Varying from industry to industry


OBJECTIVES

 To create a positive attitude

 To increase productivity

 To improve standard of living of the people

 To increase the effectiveness of the


organization
APPROACHES TO IMPROVE QWL
Flexibilityin work schedule
Autonomous work group
Job enrichment
Opportunity for growth
Participation
Communication
MAJOR ISSUES IN QWL
1. Pay and stability of employees

 Employees will demand more in the form of


social security and welfare benefits

 Not given proper payments will affect the QWL

2. Job security

 Should not have fear of losing their job

 Systems with healthy working conditions &


optimum financial security
3.Occupational stress

 Due to working conditions , working


schedule , hypertension, irritability etc..

 Adversely effect employ productivity

4. Adequacy of resources

Match between resource availability & company


objectives

Lead to employee dissatisfaction


STRATEGIES FOR IMPROVEMENT OF QWL
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. Participative management

 Allowed to participate in management


participative schemes quality circle
 Develop a positive attitude

3. Worker- supervisor relationship

 Social association , belongingness,


achieve of work results etc…
4. Promotion
 Opportunity to move in to jobs with
 High job satisfaction and prestige
 Orderly, logical and prompt source of
recruitment for the management to fill
vacancies

5. Recognition
 Human being rather than employee
 Rewarding system, job enrichment , offering
membership etc
6.Organizational health program

 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…
MEASURING OF QWL
 Questionnaires and

 Interviews

Example In General Motors the management gives


a questionnaire of 16 critical dimensions of Q.W.L
to its employees each year. The responses are then
used to measure the employees’ perception of their
work life.
IMPLEMENTATION OF QWL
 Management and Employees’ co-operation
 Action plans developed must be followed
Support of middle-managers by top management
and bottom-level employees to implement the
program
The objectives of Q.W.L should be a joint one,
i.e., for workers it is to improve Q.W.L; for
management it is to improve organizational
efficiency
EFFECTS OF QWL
Job involvement
Sense of competence
Job satisfaction
Job performance and productivity
BARRIERS OF QWL
 Resistance to change both by mgt and employees

 There is a general perception that Q.W.L


implementation will cost much to the organization

 Continuous increase in Q.W.L may result in less


productivity, i.e., after a certain level the
productivity will not increase in proportion to the
increase in Q.W.L
BARRIERS OF QWL IN INDIA
Widespread unhappiness due to comparison
with colleagues

 Skepticism about the performance appraisal


system and promotion criteria

Division into camps and cliques hampering


fruitful communication
Frequent fits of anger of top level officials
Regional prejudice

 Glorification of speed and excitement as against


serenity

 Unreasonable personal expectation

 Limitless addiction to lower-order material needs

Source: The Hindu, November 29,


1990, p 18
QWL IN IBM
Wages & benefits
Working Hours
Nondiscrimination & harassment
Respect & dignity
Health & safety

QWL IN TATA GROUP


Gifts & donations
Health, safety & environment
Ethical conduct
SOME NEW METHODS OF QWL
Apple Computers office has a meditation room and
employees are given 30 minutes to meditate or pray.

 Marriott International’s 10,000 workers dedicate a day of


service to their local communities each year

 IBM funds childcare centers at 60 of its locations

 Intel offers 22 weeks of maternity leave


Presented by,
Prashant Shukla
Srikant N Patro
Ankita Masih
Ankit Kumar
Ankur Pandey
Bharath Akula
Shahzadey Alam

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