POORNIMAVIJAYAKUMAR POORNIMA VIJAYAKUMAR

QUALITY OF WORK LIFE(QWL)

Louis Davis coined the term Quality of Work Life in 1972. Quality of Work Life simply means the overall quality of human experience in the work place.

QWL emphasizes on having a work environment where an employees activities becomes more important.
Involves implementing procedures or policies that make the work less hectic & more rewarding for the employees. In other words, QWL is any conscious effort for improving working conditions , work content & its safety, security, wages & benefits etc.

Definition
Quality of work life refers to programmes designed to create a workplace that enhances employee well-being. (Thomas S. Bateman & Scott A. Snell: 2003)

Quality of Work Life is a process by which an organization responds to employee needs for developing mechanisms to allow them to share fully in making the decisions that design their lives at work. (Richard E. Walton)

Objectives of QWL
To attract and retain talents. To increase the quality and productivity through higher job satisfaction. To prevent high levels of employee stress and tensions. To improve the standard of living of employees. To balance family and work related demands. To facilitate effective integration of work and personal life. To create a positive attitude in the minds of the employee. To increase the effectiveness of the organization (profitability, goal accomplishment etc.)

Principles of QWL
N.Q.Herrick and

M.Maccoby
The Principle of Security: Quality of work cannot be improved until employees are relieved of the anxiety, fear and loss of future employment. Job security and safety against occupational hazards is an essential precondition of humanization of work.
The Principle of Equity: There should be a direct and positive relation between effort and reward. All types of discrimination between people doing similar work and with same level of performance must be eliminated

Principles of QWL
N.Q.Herrick and
M.Maccoby
The Principle of individualism: Employees differ in terms of their attitudes, skills, potentials etc. Every individual should be provided the opportunities for development of his personality and potential The Principle of Democracy: This means greater authority and responsibility to employees. Meaningful participation in decision making process improves the quality of work life.

Need For QWL

EMPLOYEES PROFESSIONAL LIFE PERSONAL LIFE

CONFLICT AREAS

DEVIANCE IN BEHAVIOUR AND RESULT

PROFESSIONAL SPHERE PERSONAL SPHERE

QWL PROGRAMMES

INDIVIDUAL & ORGANISATIONAL EFFECTIVENESS

Dimensions of QWL By Richard Walton

ADEQUATE & FAIR COMPENSATION
OPPORTUNITY FOR CAREER GROWTH WORK AND TOTAL LIFE SPACE

SAFE AND HEALTHY WORKPLACE

OPPORTUNITY TO USE & DEVELOP HUMAN CAPACITIES

QUALITY OF WORK LIFE

SOCIAL INTEGRATION IN WORK ORGANISATION

SOCIAL RELEVANCE OF WORK LIFE

CONSTITUTIONAL ISATION

DIMENSIONS OF QWL
Adequate and Fair Compensation : - A just and equitable balance between effort & reward - Helps to motivate, seek commitment, effectively engage and strategically retain employees. Safe & Healthy Workplace : - Assuring Reasonable hours of work - Maintaining Cleanliness - Providing a Pollution free atmosphere, risk free work, etc., Opportunity to use and develop Human Capacities : - Jobs must involve variety of challenging tasks - Ensure talent utilisation, sufficient autonomy and timely feedback.

DIMENSIONS OF QWL
Opportunity for Career Growth: - The work should provide career opportunities for development of new abilities and expansion of existing skills Social Integration in Work force: - A sense of identity with in the organisation - Openness, trust, equitable treatment, Constitutionalisation: - An organisation has to stay with in the legal limits. - Providing freedom of speech, equity, authority

DIMENSIONS OF QWL
Work & Personal Life: - Strike a balance between personal and professional life.
Social Relevance of Work: - Work should not only b a source of material and psychological satisfaction, but a means to social welfare.

Benefits of QWL
1. Improved Job Satisfaction 2. Stronger Commitment to the organizations goal. 3. Greater growth and development of the individual as a person and as a productive member of the organization. 4. Improved physical and psychological health 5. Decreased absenteeism and turnover, and fewer accidents. 6. Higher quality and quantity of output of goods and services. 7. Improved labour- management communication 8. Improved pay and benefits.

Model OF QWL
JOB CHARACTERISTI CS
JOB INVOLVEMENT JOB SATICFACTION, LOW TURNOVER, SENSE OF COMPETENCE PERSONALITY TRAITS LOW ABSENTEEISM

P R OD U C T I V I T Y

How to measure QWL

Turnover data Morale surveys No. of grievances handled Absenteeism in date Performance criteria Personal interviews

How to improve QWL?

Job security Equitable rewards Enhancing self esteem Self- managed teams Work conditions Flexible work schedules Trust & open communication Participative climate & team spirit To empower them to deliver results

How to improve QWL?

Job re-design & job enrichment Recognition for work done followed by rewards Management of employee stress Congenial worker- supervisor relations Open & transparent management style Sound Grievance Handling system Autonomy to draw resources & deliver results To offer employees opportunities to participate in decisions affecting them

High QWL exists when..

1. Democratic management practices are prevalent in the organization 2. When employees jobs are enriching 3. They are treated with dignity & safe working conditions are present

Companies practicing QWL

GM Ford Motors Xerox IBM BHEL TISCO

In Conclusion......
Consider people as asset & not as cost People perform better when allowed to participate in managing their work & make decisions QWL Satisfies not only their economic needs but also their social & psychological needs The Importance of Striking a balance between career & personal lives are critical and made possible by implementing QWL programmes. All these increase productivity, efficient, satisfied & committed work force to achieve organisational objectives

Thank You !!!