Professional Documents
Culture Documents
INTRODUCTION
One of the major problems facing many industrial countries is the quality of work life. The term quality of work life means different things to different person. To some it means industrial democracy or increased employee participation in formal organizational decision-making.
DEFINITION
The American Society of Training and development defined quality of work life as a Process of quick organization, which enables its members at all levels to actively participate in sharing the organization Environment Method and out comes.
PROBLEM STATEMENTS
This study quantifies the effects of quality of work life on employees. It also studies about working life policies and practices, work-life balance of employees,
PILOT STUDY
The researcher prepared a questionnaire based on the observation and interaction with the employees. An unstructured questionnaire were prepared and used to check the validity and construct variables.
REVIEW OF LITERATURE
Runcie (1980) studied that an employee have positive perception of the Quality of Work Life
in the company.
The Company should improve the working
Runcie(1980). Antecedents and consequences of salesperson job satisfaction: meta analysis and assessment of causal effects. Journal of Marketing Research, 30 (1), 63-77.
Hackman and Oldhams (1980) highlight that Quality of Work Life the interaction between work environment and personal needs. The work environment is able to fulfill employees personal needs. a positive work environment will lead to an excellent Quality of Work Life.
Cohen and Rosenthal (1980) describe Quality of Work Life as an intentionally designed effort to bring out increased labour management
Cohen and Rosenthal(1980) Human Resource Management and Industrial Relations: Text, Reading and Cases. Boston: Little Brown Pp:249-315
Singh(1983) Linking Reward Systems and Corporate Cultures. San Francisco: Jossey Bass Pp:177-197
Rice (1985) emphasized the relationship between work satisfaction and Quality of peoples lives. He stated that work experiences and outcomes can affect persons general Quality of life.
Hackman and Oldham(1987). Organizational development in the 1980s. Journal of Management, 13(2),393-417.
According to Keith (1989), Quality of Work Life refers to the favourableness or unfavourableness of a job environment for
people.
And develop jobs aiming at Human Resource
Jain (1991), Quality of Work Life represents a blending of motivational factors of work, sociotechnical system, mature lives to the work, spending time, energy and physical and mental resources to this effort.
Jain(1991). Political influence behavior and career success. Journal of Management, 20, 43-65.
Ritti (1991) in his study found that lack of opportunity to perform meaningful work is the root of frustration among engineers and who have more autonomy at workplace feel more satisfied with their work life.
working life.
Baba and Jamal(1991). Towards a consensual structure of mood. Psychological Bulletin, 98, 219-235.
Gani (1993) in his study stated that Quality of Work Life concept is the value of treating the worker as a human being. He emphasized that changes in the socio-technical system thorough improvement, in physical and psychological working environment, design and redesign of work practices, hierarchical structure and allowing workers in decision making.
Gani (1993). Mental health in the Workplace. Geneva: International Labour Office.Pp.234-45.
Kumar and Tripathy (1993), stated that Quality of Work Life in organisations, namely job design, workers participation, welfare and quality circles.
Lau, Wong, Chan and Law (2001) stated that Quality of Work Life as the favourable working environment that supports and promotes satisfaction by providing employees with rewards, job security and career growth opportunities.
Lau, Wong, Chan and Law(2001) Choice of Employment Systems in Internal Labour Markets. Industrial Relations, 26: 4667.
Glasier (2002) thinks that quality of work life implies job security, good working conditions, adequate and fair compensation, more even than equal employment opportunity all together.
Glasier (2002). Role efficacy, role clarity, and role performance effectiveness. Small Group Research,
33,
233253.
Sirota (2007) found that under utilization of workers skill and abilities cause low Quality of Work Life He suggested job enrichment programme to correct the problems of workers skill and abilities.
Sirota(2007). The relationship between task interdependency and role stress: A revisit of the Job Demands-Control Model. Journal of Management Studies, 44(2), 284-303.