QUALITY OF WORKING

LIFE AND QUALITY

CIRCLES

GROUP NO-08
AZHAR K.P – 07
FOUZIYA – 17
MOHAMMED HASIF – 27
NIMISHA DEVANANDAN –
37
SHAMEEM V – 47
SOUMYA SIVARAMAN - 57
INTRODUCTION

The quality of working life is a generic phrase

that covers a person’s feelings about every
dimensions of work, including economic
rewards and benefits, security, working
condition, organizational ad interpersonal
relationships and its intrinsic meaning in a
persons life.

AZHAR
K.P
The concept of Quality of working life

 Process by which an org. attempts to unleash

the creative potential of its personal
 The essential component of any QWL
improvement program is the existence of a
genuine opportunity for individuals or task
groups
 It is a degree to which members of a work
organization are able to satisfy their personal
needs through their experience in the
organization
Scope of QWL

Work plays a central role in the life of the

workers in a productive org.
It has an impact on
c) Shaping his personality
d) Determining his performance
e) Commitment to fellow employees
f) Commitment to the org. and the society
The workers expect the foll. Needs to
be fulfilled by their organization
1. Fair and reasonable pay
2. Favorable and safer environment
3. Employment benefits
4. Job security
5. Job satisfaction
6. Provision of autonomy as well as control
for developing human resources
7. Scope for better career opportunities
 PRINCIPLES OF QWL
Ø Principles of security: working condition must be
safe, employee does not have fear etc
Ø Principles of equity: eliminate discrimination
between people doing same work
Ø Principles of individualism: individual have the
opportunity to develop his potential
Ø Principles of democracy: greater authority &
responsibility to employees

NIMISHA
 TECHNIQUES FOR IMPROVING QWL
Ø Flexible work schedules :flextime is a system of
flexible working hours, staggered hours schedule
means that different groups of employees begin &
end at different intervals
Ø Job rotation :improves quality of work, satisfies
higher level needs of employees
Ø Opportunity for development: employees are
provided with opportunities for their advancement
& growth
Ø Autonomous work groups: called self managed
work teams, freedom of decision making to
employees
Ø Employee’s participation in management: Quality
circles, suggestion system etc helps to improve
QWL
Ø Job security: stability of employment
Ø Equitable justice: partiality & biasness at any stage
discourage the workers
Specific issues in QWL

 Pay and stability of employment

 Occupational stress
 Organisational health programmes
 Alternative work schedule
 Participative management and control
of work
 Recognition

SOUMYA
 Congenial worker supervisor relation
 Grievance procedure
 Adequacy of resources
 Seniority and merit in promotions
 Employment on permanent basis
Pay and stability of
employment
 Alternative means for providing
wages should be developed

 Stability can be provided by

enhancing the facilities for HRM
Occupational stress

 Stress is a condition of strain on one’s

emotions thought process and
physical condition

 Determined by nature of work,

working conditions, working hours
etc…

 Affect employee productivity

Organisational health
programmes
 Aims at educating employees about
health problem, means of maintaining
improving health etc…

 Helps in reducing absenteeism

excessive
job turnover.
Alternative work schedule

 It include work at home, flexible

working hours etc are introduced

 Offers individual leisure time.

Participative management and
control of work
 Workers are participated in
management and decision making to
improve the QWL

 Uses the skills of the workers and

make they a real contribution to the
job.
Recognition

 Recognizing employee as a human

being rather than a laborer.

 Participative management, job

enrichment offering prestigious
designation to the job, decent work
places add some means to recognize
employees
Congenial work supervision

 Better worker supervisor relation

increase the quality of work life.

 Gives the worker a sense of

association belongingness etc.
Grievance procedure

 Company must give the opportunity

to ventilate the grievance of the
employees.

 This will increase quality of work life

Adequacy of resources

 Resources must be adequate

 Otherwise objectives cannot be

attained

 It create dissatisfaction
Seniority and merit in
promotion
 Seniority is taken in case of operating
employees

 Merit is considered for managerial

people

 Seniority cum merit is considered for

ministerial employees
Employment on permanent
basis
 Workers on casual ,temporary
probationary basis will gives a sense
of insecurity

 Employment on permanent basis will

give security and lead to better QWL
EFFECTS QUALITY OF
WORK LIFE

FOUSIY
A
 JOB INVOLVEMENT
 SENSE OF COMPETENCE
 JOB SATISFACTION
 JOB PERFORMANCE AND
PRODUCTIVITY
 Job involvement:- indicates the extent of
peoples identification with or ego
investment in the job
 Sense of competence:-it denotes the
feelings of confidence that one has in
ones own competence.
 Job satisfaction:-it is a set of favourable
or unfavourable feelings with which
employees view their jobs,more
specifically the nature of jobs they do,
the quality of supervision they receive,
co-workers pay and perks and
promotional avenues.
 Job performance and productivity:-job
involvement, job satisfaction, and
sense of competence affect job
performance and productivity of
employees.
Quality circle

 The concept of quality circle emerged

from quality control.

 Definition :- a quality circle is a small

group of employees doing similar or
related work who meet regularly to
identify, analyze and solve product
quality problems and to improve
general operations.
Features of quality circle

1. A quality circle is a voluntary group.

2. It represent a collective effort.
3. It intends to improve the quality of
output.
4. It coordinates activities of members
towards improving the quality of
work in workshop.
5. It has no discrimination among
age,sex and position.
IMPACT OF QWL ON
ORGANISATIONAL CLIMATE
•Achieve integration among the
technological, human, organisational and
society demands which are often
contradictory and conflicting .
•Providing greater autonomy and
opportunity for self-direction and self-
control to workers.
•Teach new values and attitudes at the
workplace
•Design systems which will sustain and
strengthen the predominant patterns of
behaviour.
HASIF
Areas of QWL

 Compensation
 Health and safety
 Job security
 Social integration
 Protection of individual rights
 Social relevance of work
 Respect for non-work activities
REQUIREMENTS FOR
SUCCESS OF QWL

SHAMEEM
Cont..

Ø Management must be committed to an

open and transparent style of operation.
Ø Employees must be given opportunities for
advancement in the organisation.
Ø Supervisors must be trained to function
effectively.
Ø Traditional status barriers between
management and workforce must be
broken to permit establishment of an
atmosphere of trust.
Cont…

Ø Employees should receive feedback on

result achieved and recognition for
superior perfomance.
Ø Personnel should be selected for excellence
in their perfomance.
Ø Both positive and negative outcomes of
QWL improvement should be analyzed.
QWL and Fringe Benefits

HR manager has to build and maintain QWL

providing a wide range of fringe benefits.
Fringe benefits and social security benefits
result in improvement in productivity
,reduction in absenteeism , turnover etc.
QWL and Productivity

The general perception is that improvement

in QWL costs much to the organisation. But
it is not so as improvement over the
existing salary, working condition and
benefits will not cost much. Improved QWL
leads to improved perfomance.
QWL and HR Development

Quality of Work life is broader than

motivation though these two terms to be
similar. All personnel related activates
affect quality of work life
 Cont…

Ø Continuous need of research on quality of

working life improvement.
THANK YOU