Post on 06-Mar-2023
INTRODUCTION
Self study report on “Quality of Work Life
(QWL) and Employee Satisfaction”. The world is moving
with very high speed and managing an organization has
become more complex than ever before. There is a
competition going on between companies to attract and
retain quality human resource in order to be ahead of
its competitors in a particular industry. At this
backdrop, Quality of Work Life (QWL) has emerged as
one of the most important aspect of Job that ensures
long term association of the employees with the
organization.
Quality of Work Life is the existence of a
certain set of organizational conditions or
practices. This definition frequently argues that a
high quality of work life exists when democratic
management practices are used, employee’s jobs are
enriched, employees are treated with dignity and safe
working conditions exist. Quality of Work Life refers
to the level of satisfaction, motivation, involvement
and commitment individuals experience with respect to
their lives at work.
Quality of Work Life is the degree to which
individuals are able to satisfy their important
personal needs while employed by the firm. Companies
interested in enhancing employees Quality of Work
Life generally try to instill in employees the
feelings of security, equity, pride, internal
democracy, ownership, autonomy, responsibility and
flexibility.
Objective
To find out the Concept, Objectives and Importance of
QWL
To identify the factors affecting Quality of Work
Life
To understand the relationship between QWL and
employee satisfaction.
Strategies to improve Quality of Work Life
Scope
The world today is a world of revolutionary
changes. It gives us a change to scan the 20th
century and foresee the 21st century new challenges
in various field are being accepted. The advantage of
the information technology along with the
industrialization in India demands a highly
motivated, skilled and goal oriented work force.
Quality of work life has become the watchword in
today’s industrial scene, because when there is
proper quality of work life for the employees it will
lead to the satisfaction of the employees, and hence
the scope of the study was to analyze quality of work
life and employee satisfaction .This study is
attempted to explore various dimensions of Quality of
Work Life (QWL) and factors affecting QWL.
Research Methodology
Research is a systematic method of finding
solutions to problems. It is essentially an
investigation, a recording and an analysis of
evidence for the purpose of gaining knowledge.
According to Clifford woody, “research comprises of
defining and redefining problem, formulating
hypothesis or suggested solutions, collecting,
organizing and evaluating data, reaching conclusions,
testing conclusions to determine whether they fit the
formulated hypothesis.
Methodology used in the study
Secondary data
Secondary data are those data which are already
collected and recorded. It has already been collected
by someone else and had undergone statistical
processing according to his needs and requirements.
The major source of secondary data may be from
published source or unpublished source. The relevant
data for this study is collected from published
sources such as magazine and internet.
The data used in this study is secondary data
in the form of published E-journals. The data is
collected from about six E-journals and literature
review is conducted to have a detailed knowledge
about the subject.
LITERATURE REVIEW
Miller, 1978; Kirkman, 1981; Metz; 1982 Mirvis
Lawler, 1984; Cooper, 1988) define the qualities of
work life are broadly similar to the study on
Singaporean Employees Development suggest four
dimensions of Quality of Work Life labeled as 1)
Favorable work environment 2) Personal growth and
autonomy 3) Nature of job and 4) Stimulating
opportunities and co-workers good performance while
employees are respected and treated like mature
people.
The study on Singaporean Employees development,
Cheng S in a high QWL there should be a positive
impact on personal life, an opportunity to be
involved in decision as well as an acceptable level
of physical comfort. Job seen to exist within high
QWL work situations are those in which there is
minimum negative impact on one’s personal life, and
hopefully one which has a positive impact on one’s
personal life.
We would expect that those dimensions
comprising QWL that were found in present sample are
consistent with the rapid economic growth and
increasingly high levels of educational standards in
Singapore. Research studies (Taylor, 1977; Taylor
1978; Donald, 1997) have greatly established that QWL
is positively associated with job satisfaction and
can be significant motivator. One implication of this
finding for management is the need to consider the
type of intrinsic and extrinsic factor highlighted by
four aspects of QWL that comprise the motivational
reward-incentive system used in organization.
Designing the job and the work environment so as to
include the characterization of the QWL dimensions
discussed above will contribute to the worker’s sense
of well-being and provide a more positive start to
other motivation programmes within the organization.
Kirkman (1989) suggest that in the future work
society; the drive for more humanitarian treatment
both in and out of work will increase.
Cheng S in his paper QWL through employee
participation in Singapore has discussed the
following for different approaches to QWL employee
share option scheme, joint management consultant,
quality circle and industrial relation circle.
This is an interesting situation given the high
degree of emphasis on achieving high standards in
performance and quality known in Singapore.
QWL has also been viewed in a variety of ways
including (a)as a movement (b) as asset of
organizational intervention and (C) as a type of
working life felt by employees QWL, self evaluation
and life satisfaction among American Africans.
But when for many people sex and relationships
are troublesome since they are often hazardous to our
health work plays an even greater role in keeping us
"out of trouble." Regardless of how much we earn,
most of us have some kind of agenda or work plan.And
with so many people opening a home and a cyber-
office, with mounting levels of technology-related
stress, owner turned content. Many of us end up
involved in more than one job, which we feel
compelled to get done, spending the greatest portion
of our lives in what we consider our workplace. So
Quality of Work Life (QWL) is not some notion of
frivolous luxury. QWL is just as real and useful as
virtual reality itself.
THEORETICAL FRAMEWORK
In recent years the phrase “Quality of life”
has been used with increasing frequency to describe
certain environmental and humanistic values neglected
by industrial productivity and economic growth.
Within business organizations attention has been
focused on the Quality of human experience in the
work place. At the same time many firms have
questioned their viability in increasingly
competitive world markets. These dual concerns have
created a growing interest in the possibilities of
redesigning the nature of work. Many current
organizational experiments seek to improve both
productivity for the organization and the quality of
working life for its members.
Definition:
Richard and J. Loy define Quality of Work Life
means “the degree to much the members of the working organization
are able to satisfy important personnel needs through their experience
in the organization.”
Concept of Quality of Work Life (QWL)
The term quality of work life appeared in
Research journals and press in USA only in 1970s. It
refers to the favorable or unfavorable aspect of a
job environment for people working in the
organization.
Richard and J.Joy defined QWL as the degree to
which members of a work organization are able to
satisfy personnel needs through their experience in
the organizations. Richard E. Walton explained QWL in
term of following eight conditions;
1. Adequate and fair compensation: The committee on
fair wages defines wages as the wage which is above
the living age.
2. Safe and healthy working conditions: Most of the
organizations provide safe and healthy working
conditions.
3. Opportunity to use and develop human capacities:
The worker can exercise more control over his or her
work, QWL provides for opportunities like autonomy in
work and participation in planning in order to use
human capabilities.
4. Opportunity for career growth: Opportunities for
promotions are limited for the employees due to
either educational barriers or due to limited opening
at the higher level. QWL provides opportunity for
continued growth and security and by expanding
employs knowledge and qualifications.
5. Social integration in the work place: it can be
established by creating freedom from prejudice,
supporting primary work groups, a sense of community
and inter personal open egalitarianism and upward
mobility.
6. Constitutionalism in the work organizations:
constitutionalism protection is provided to employees
on such matters as privacy, free speech, equity and
due process.
7. Work and quality of life: QWL provides for the
balanced relationship among work, non work and family
life should not be strained by working hours,
including business travel, transfers, vacations etc.
8. Social Relevance of work: QWL is concerned about
the establishment of social relevance to work in a
socially beneficial banner.
Objectives of Quality of Work Life
To increase in individual productivity,
accountability and commitment.
For better teamwork and communication.
For improving the morale of employees.
To reduce organizational stress.
To improve relationships both on and off the job.
To improve the safety working conditions.
To provide adequate Human Resource Development
Programs.
To improve employee satisfaction.
To strengthen workplace learning.
To better manage on-going change and transition.
To participate in management at all levels in shaping
the organization.
Importance of Quality of Work Life:
Improved Quality of Work Life was not
considered as important factor in India until
recently as there were important impending factors
like resource deficiency, environmental threats and
some services of financial problems.
Quality of Work Life programme has become important
in work place for the following reasons:
1.Increase demands at work
2.Loss of long term employee guarantees
3.The need for enhanced work place skills
4.Greater competition for talent
5.Increased women in work fore
Major Factors Affecting the QWL
WORK LIFE BALANCE
BENEFITS TO
THE
ORGANIZAT
ION
WORKLIFE BALANCE
BENEFITSTO THE
INDIVIDUAL
Measured increases in
individual
productivity,
accountability and
commitment
Better teamwork and
communication
Improved morale
Less negative
organizational stress
More value and
balance in your daily
life
Better understanding
of what your best
individual work life
balance is
Increased
productivity
Improved
relationships both on
and off the job
Reduced stress
Jerome M Rosow, president of the Work in
American Institute, has identified seven critical
factors which will affect the quality of work life
during the years ahead. These are pay, employee
benefits, job security, alternative work schedules,
occupational stress, participation and Social
integration.
Pay
QWL must be built around an equitable pay
programs. In future more workers may want to
participate in the profits of the firm.
Benefits
Since workers are now better organized,
educated and vociferous, they demand more from the
employers all over the world-apart from the pay-in
the form of social security and welfare benefits as
matter of right which were once considered a part of
the bargaining process.
Job Security
Conditions in the work environment must be
created by the employer which will give all the
employees freedom from fear of losing their jobs. A
system must be created in which there are healthy
working conditions with optimum financial security.
The points stressed above are essential to improve
the QWL in organizations.
Alternative Work Schedules
With a view to tackle job boredom, modern
organizations have been experimenting with several
forms of alternate work schedules such as four-day
work week, flexi-time and part-time work. Compressed
work week is a work schedule in which a trade is made
between the number of hours worked per day, and the
number of days worked per week, or order to work the
standard length hours-four days, 10 hours each day or
three days, 12 hours each day are examples of the QWL
schedule. In India this is being implemented by a few
companies successfully.
Occupational stress
Occupational mental-health programmes dealing
with stress are beginning to emerge as a new and
important aspect of QWL programmes. Obviously, and
individual suffering from uncomfortable amount of
job-related stress cannot enjoy a high quality of
work life.
Workers participation
Employees have a genuine hunger for
participating in organizational issues affecting
their lives. Naturally they demand far more
participation in decision making process at the work
place.
Social integration
The work environment should provide
opportunities for preserving an employee’s personal
identify and self-esteem through freedom from
prejudice, a sense of community, interpersonal
openness and absence of stratification the
organization.
Problems of implementing Quality of Work Life
programmes:
Bohlander has identified three common problems
of implementing Quality of Work Life programme. The
three areas are:
Managerial attitudes
Union influence
Restrictiveness of industrial engineering
Strategies to improve Quality of Work Life
By implementing some changes, the management
can create sense of involvement, commitment and
togetherness among the employees which paves way for
better Quality of Work Life.
a.Job enrichment and Job redesign
b.Autonomous work redesign
c.Opportunity for growth
d.Administrative or organizational justice
e.Job security
f.Suggestion system
g.Flexibility in work schedules
h.Employee participation
Quality of Work life improvements are defined
as any activity which takes place at every level of
an organization which seeks greater organizational
effectiveness through the enhancement of human
dignity and growth. A process through which the
state holders in the organization, management, unions
and employees - learn how to work together better to
determine for themselves what actions, changes and
improvements are desirable and workable in order to
achieve the win and simultaneous goals of an improved
quality of life at work for all members of the
organization and greater effectiveness for both the
company and the unions.
QWL and Employees Satisfaction
Employee satisfaction is very important aspect
for any organization in order to ensure its effective
functioning. In today’s competitive world we see
organizations are spending lot of time and money on
employee satisfaction in an effort to improve
productivity, increase customer satisfaction, and
also to help the organization needs. Executive should
maintain a satisfied work forces, hence the employee
satisfaction and QWL directly effects the company
ability to properly serve its customers and if it is
not measured. It cannot be effectively improved and
maintained.
If the company which does not measured and
improved the employees satisfaction may face
increasing turnover, declining productivity from the
people that remain, and limited ability to attract
and retain qualified replacements. Dissatisfaction
with working life is a problem, which affects all
workers at one time or another. Hence the sustained
vitality and profitability of the organization is
clearly linked to the satisfaction of its work force.
All the employees mostly feel they are working
harder, faster and longer hours than even before and
hence employees are attempting to determine what kind
of investments in staff really payoff, and if there
is no balance the stress of the employee leads to
lack of commitment to the corporation, poor
productivity and even leaving the company. The
problem of the employees can be solved by many
methods employer should try to address the employee
turnover and job satisfaction issues. The issue must
be first determined in order to take effective action
plan towards employees ’satisfaction.
Some companies take or implement by convinced
focus groups and conducted employee satisfaction
survey to find out their employees feel to determine
what they can do to make their employee happy.
Employers have found beneficial to allow work
assignment for their employees. This is another way
to improve employee productivity and morale. If we
see the other alternative assignment even they are
widely used today-they are telecommuting, flexi time,
and alternative work schedule. Four types of flexi
time include 1. Flexitour 2. Gliding time 3.
Variable day 4. Maniflex
QWL to improve and eliminate job stress,
employers can also make efforts to the aware of the
workload and job demands, employer need to examine
employee training, communication, reward system,
coworker relationship and work environment. If the
employees are given freedom to choose their own work
schedules; quality and productivity of the work
increases. Because of this opportunity given to the
employee will also bring to the responsibility for
finishing work within specified time. Non- financial
rewards often have more impact than finance
reorganization in attaining job satisfaction
rewarding the employees is important. Job
satisfaction can be improved by the recognizing the
employees’ performance through providing other works,
benefits, and non-financial rewards. Job satisfaction
is a motivator in work endeavors, and QWL is a key
indicator of the overall quality of human experience
in the work place. QWL expresses a clear way of
thinking about people, their work, and other
organization in which their career are fulfilled. QWL
establishes a clear objective that high performance
can be achieved with high job satisfaction. Unclear
targets and objectives and poor communications can
contribute to dissatisfaction and eventually lead to
poor work performance.
Conclusion
It is concluded from the whole study that the
quality of work life helps in reducing the
absenteeism in the work place, the facilities and
services provided by the organization helps to
increase sense and belongingness amongst the
employees. It also enhances career growth and
satisfaction of the employees towards organization.
A happy and healthy employee will give better
turnover, make good decisions and positively
contribute to organizational goal. An assured good
quality of work will not only attract young and new
talent but also retain the existing experienced
talent.
Workplace flexibility is increasingly becoming
important both for the employers as well as the
employees. A good fit between people’s personal and
work roles can go along way in resolving conflicts.
In fact researcher claim that by helping to manage
employee’s work/life conflicts the company actually
increases “psychological availability for work” of an
employee. This is at least true of some learning
organizations that are open to such novel HR
practices. They look at flexible work arrangements as
an opportunity for more efficient recruitment,
decrease in staff turnover and absenteeism. Very
importantly it helps them to project an improved
corporate image.
Bibliography
K.Aswathappa(1997), “Human Resource and Personal
Management” Tata Mcgraw- Hill Publishing Company
Limited, New Delhi-110 001
C.R Kothari (2001) “Research Methodology” of Wishwa
prakashan Publishing, Chennai-17th edition
Journals:
ICFAI Journal of Management
The Indian Management
Websites:
www.ling-tech.com
www.humanresouces.uce.edu
www.managementparadise.com
Limitations of the study
The study is conducted on the basis of
secondary data collected from other published
sources. There may be arise in the context and are
not completely reliable. The researcher enters into
the conclusion from the review of past studies
conducted on the topic. Both the findings and
suggestions are also based on the secondary data
available.