Quality of work life

Some are effective in reducing conflict within a specific role identity or between two or more role identities. During the early years of the movement, much research was conducted to document instances where QWL programs resulted in an increase in productivity and employee growth and self-development.

Work life balance Organizations should provide relaxation time for the employees and offer tips to balance their personal and professional lives.

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As such, high-involvement programs serve to enhance person-environment fit in the work domain. The working conditions must be safe and fear of economic want should be eliminated.

It has been proposed that this Positive Job Satisfaction factor is influenced by various issues including clarity of goals and role ambiguity, appraisal, recognition and reward, personal development career benefits and enhancement and training needs.

It comprises of all the collective feelings, which reside in the mind of the employee ,while he works in the organization ,he is in the office or away from it.

quality of work life pdf

QWL From a Quality-of-Life Perspective While an economic orientation may remain a necessity for business organizations, it need not preclude a focus on overall employee well-being. Issues that appear to influence employee HWI include adequate facilities at work, flexible working hours and the understanding of managers.

Factors affecting quality of work life

With the increasing shift of the economy towards knowledge economy, the meaning and quality of work life has undergone a drastic change. Pay should be fixed on the basis of work done , responsibility undertaken ,individual skills ,performance and accomplishments. Defining Quality of work life What is quality? Life satisfaction is a higher order concept that encompasses domain satisfactions. People segment their feelings or compensate for divergent affective reactions across life domains work life, family life, social life, etc. The most common type of work-family conflict is time-based conflict experienced when the time devoted to one role makes the fulfillment of the other difficult. Nature of Job: For example, a driller in the oil drilling unit, a diver, a fire-fighter, traffic policeman, tram engine driver, construction laborers, welder, miner, lathe mechanic have to do dangerous jobs and have to be more alert in order to avoid any loss of limb, or loss of life which is irreparable; whereas a pilot, doctor, judge, journalist have to be more prudent and tactful in handling the situation; a CEO, a professor, a teacher have more responsibility and accountability but safe working environment; a cashier or a security guard cannot afford to be careless in his job as it involves loss of money, property and wealth; a politician or a public figure cannot afford to be careless, for his reputation and goodwill is at stake. The goal of alternative work arrangements is to minimize work-family conflict and help employees balance the demands of their work and family lives. Gone are the days when the priority of employees used to be for physical and material needs. It is suggested that general well-being both influences, and is influenced by work. In addition, the work unit should experience rewards and punishments collectively. The Control at Work CAW subscale of the WRQoL scale addresses how much employees feel they can control their work through the freedom to express their opinions and being involved in decisions at work. Humanisation of work requires that employees are allowed to decide their own pace of activity and design of work operations. Issues that appear to influence employee HWI include adequate facilities at work, flexible working hours and the understanding of managers.

Organizations have found that programs designed to increase job satisfaction and empower employees can increase employee productivity and job performance.

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Quality of Work Life (QWL) in Career Development