Professional Documents
Culture Documents
ON
The modern interest in quality of work life was stimulated through efforts
to change the scope of people’s jobs in attempting to motivate them. Job scope
has two dimensions – breadth and depth. Job breadth is the number of
different tasks an individual is directly responsible for. It ranges from very
narrow (one task performed repetitively) to wide (several tasks). Employees
with narrow job breadth were sometimes given a wider variety of duties in
order to reduce their monotony; this process is called job enlargement. In order
to perform these additional duties, employees spend less time on each duty.
Another approach to changing job breadth is job rotation, which involves
periodic assignment of an employee to completely different sets of job
activities. Job rotation is an effective way to develop multiple skills in
employees, which benefits the organisation while creating greater job interest
and career options for the employee.
order
Few Many
Number of tasks
(Focus on Breadth)
Individual:
• Growth
• Self-
actualisation
Organisation:
• Intrinsically
JOB motivated
ENRICHMENT employees
BENEFITS • Better employee
performance
• Less absenteeism
and turnover;
fewer grievances
Society:
• Full use of
human
resources
• More effective
organisations
Its general result is a role enrichment that encourages growth and self-
actualisation. The job is built in such a way that intrinsic motivation is
encouraged. Because motivation is increased, performance should improve,
thus providing both a more humanised and a more productive job. Negative
effects also tend to be reduced, such as turnover, absences, grievances and idle
time. In this manner both the worker and society benefit. The worker performs
better, experiences greater job satisfaction and becomes more self-actualised,
thus being able to participate in all life roles more effectively. Society benefits
from the more effectively functioning person as well as from better job
performance.
Since hob enrichment must occur from each employee’s personal viewpoint,
not all employees will choose enriched jobs if they have an option. A
contingency relationship exists in terms of different job needs, and some
employees prefer the simplicity and security of more routine jobs.
IMPACT OF QWL ON ORGANIZATION
CLIMATE
OBJECTIVES OF STUDY
1. The aim and objective of this study is to identify Quality of work life and
their effectiveness on workers/staff in Retail sector.
5. Also to find out how the organisations meets the demands of the
workforce in respect to individual needs.
RESEARCH METHODOLOGY
Secondary data has been used and is collected from different websites, and also
from various books, journals and magazines which are mentioned in
bibliography section.
The retail sector is well aware of the challenges the industry faces, especially
when it comes to staff retention and turnover, particularly on the shop floor.
Although, it continues to try to accommodate things like flexible working
hours, working from home occasionally for office based retail positions, job
sharing and staff who have young children to care for, there is still much more
to be done if it wants to have a much broader appeal. The retail industry
employs over 3 million people (data collected March 08).
The Retail Sector of Indian Economy is going through the phase of tremendous
transformation. The retail sector of Indian economy is categorized into two
segments such as organized retail sector and unorganized retail sector with the
latter holding the larger share of the retail market. At present the organized
retail sector is catching up very fast. The impact of the alterations in the format
of the retail sector changed the lifestyle of the Indian consumers drastically. The
evident increase in consumerist activity is colossal which has already chipped
out a money making recess for the retail sector of Indian economy.
Retail market in China is expected to be the second largest (behind the USA) in
the world by 2012, overtaking Japan. At the end of the 1980's to the beginning
of the 1990's, chain supermarkets and chain stores serving people's daily needs
appeared in China. After ten years of rapid growth, the total sales volume of the
country's chain retail industry has reached 700 billion RMB (US$87 billion) in
2004.
Estimated to grow to the value of US $500 billion by 2010, retail sector is one
of the most rapidly growing sectors in India. Organised retail chains are still at
its infancy and occupies a market share of 5 per cent vis-à-vis the unorganized,
family owned retail outlets
The retail sector has undergone a major transformation when it comes to
working hours over recent years since the introduction of 24 hour shopping and
the opening of many stores on Sundays.
One of the major goals of Retail sector is to create a flexible work environment
where we can respond in the most agile way to the demands of a client service
business while providing our employees with control and influence over their
own quality of life.
Concerns about job quality have become more widespread, crossing all
industries and occupations. The Retail sector in particular has risen to the
forefront of discussions about job quality because of the rapid growth and
development of these new forms of work organization over the past two
decades. However, despite there being an extensive quality of work life
literature, and emerging research on call centre job quality, there is yet to be a
study that systematically links the quality of work with employment in the
Retail sector context.
QUALITY OF WORK LIFE MEASURES IN
RETAIL SECTOR
(xii) Recognition:
Recognising 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 designations to the jobs, providing well furnished and decent work
places, offering membership in clubs or association, providing vehicles,
offering vacation trips are some means to recognise the employees.
Good pay still dominates most of the other factors in employee satisfaction.
Majority of the retail outlets like Wall mart, Big bazaar, Marks and Spencer
believe that alternative means for providing wages should be developed in view
of increase in cost of living index, increase in levels and rates of income tax and
profession tax. Stability to a greater extent can be provided by enhancing the
facilities for human resource development
EMPLOYEE EMPLOYEMENT:
One of the most common methods used to create QWL is employee
involvement, which Marks and Spencer is using effectively. Employee
involvement (EI) consists of a variety of systematic methods that empower
employees to participate in the decisions that affect them and their relationship
with the organisation. Through (EI), employees feel a sense of responsibility,
even “ownership” of decisions in which they participate.
RECOGNITION:
Flat organizational structures help organizations facilitate employee
participation. A participative management style improves the quality of work
life. Workers feel that they have control over their work processes and they also
offer innovative ideas to improve them.
WORK-LIFE BALANCE:
Marks and Spencer provide relaxation time for the employees and offer tips to
balance their personal and professional lives.
MEDICAL SERVICES:
CANTEEN FACILITIES:
The retail company has four well-equipped canteens inside the plant and one
staff canteen, which provide catering facilities to all employees of Marks and
Spencer.
TRANSPORT FACILITIES:
Marks and Spencer has provided subsidized transport facilities to their
employees. In addition, vehicle allowance and vehicle purchase loan schemes
are also there in order to facilitate its employees.
TELECOMMUNICATION CENTER:
A telecommunication center is also made inside the township in order to
facilitate the employees with telecom services.
EMPLOYEE COUNSELING
Counselling is the discussion of a problem with an employee, with the
general objective of helping the worker either resolve or cope with it. Stress and
personal problems are likely to affect both performance and an employee’s
general life adjustment; therefore, it is in the best interests of all those
concerned (employer, employee and community) to help the employee return to
full effectiveness. Counselling is a useful tool to help accomplish this goal. The
success rate counselling program often is substantial.
GRIEVANCE PROCEDURE:
Workers have a sense of fair treatment’ when the company gives them the
opportunity to ventilate their grievances and represent their case succinctly
rather than settling the problems arbitrarily. Marks and Spencer offer an
effective grievance procedure to its employees.
BENEFITS OF QUALITY OF WORK LIFE
TO EMPLOYEES AND ORGANIZATION
the potential to attract high quality, innovative and productive staff in an
increasingly competitive labor market
Higher levels of staff morale, job satisfaction, organizational
commitment, dedication and loyalty amongst existing employees
resulting in retention of current employees whose skills, knowledge and
talents are invaluable.
An enhanced public perception of the organisation as one that
demonstrates an appreciation of flexibility in work to assist staff to
manage their work-life balance.
Better able to manage multiple responsibilities without feeling guilty
about sacrificing priorities at work or outside.
More likely to feel in control of their life because they have choices as
opposed to feeling as if they are being forced to sacrifice work or other
priorities.
May feel more secure, happier – and thus motivated – working for an
employer that supports their right to make choices between work and
home life.
CONCLUSION
A good human resource practice would encourage professionals to be
more productive while enjoying their work. Therefore, QWL is becoming
an important human resource issue in all organizations.
By knowing the constructs of QWL, organizations are able to identify
ways and means to improve the approach in minimizing the adverse
impact of changes in work environments pertaining to QWL as it seen
that Retail sector is in boom.
Retail sector have implemented various work-life programs to help
employees, including alternate work arrangements, onsite childcare,
exercise facilities, relaxed dress codes, and more.
8. How far training programs helps an employee to achieve the required skill
for performing the job efficiently?
a) To great extent
b) To some extent
c) Rarely
12. I am given adequate and fair compensation for the work I do?
a) Strongly agree
b) Agree
c) Disagree
d) Strongly disagree
14. The company does a good job of linking rewards to job performance
a) Strongly agree
b) Agree
c) Disagree
d) Strongly disagree
15. I feel that my work allows me to do in a particular area where I can do best.
a) Strongly agree
b) Agree
c) Disagree
d) Strongly disagree
16. There is a balance between stated objectives and resources provided by the
company.
a) Strongly agree
b) Agree
c) Disagree
d) Strongly disagree
BIBLIOGRRAPHY
BOOKS:
WEBSITES:
www.psychology.wikia..com
www.citehr.com
www.hrmglobal.com/Articles/.../Quality-of-Work-Life.html
www.icmrindia.org/courseware/.../hrm-DS18.htm
www.allbusiness.com/accounting-reporting