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QUALITY OF WORKLIFE
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Concept of QWL
The concept of QWL originated in India in mid-
1970s when the country was passing trough a
phase of intense labor unrest
However, it failed to take roots
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What is QWL?
QWL has been defined as the quality of
relationship between employees and the total
working environment
Seeks to create conditions which
Promote individual learning and development
Provide individuals with influence and controlover what they do and how they do
Make available to the individuals interesting
and meaningful work
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What is QWL?
Refers to
Concern about the impact of work on people
as well as on organizational effectiveness
The idea of participation in organizational
problem solving and decision-making
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What is QWL?
According to Walton, it 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
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What is QWL?
Eight criteria
Adequate and fair compensation
Safe and healthy environment
Development of human capacities
Growth and security
Social integration Constitutionalism
Total life space
Social relevance
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What is QWL?
Overall, QWL is related to
Job satisfaction, humanizing work or
individualizing the organization
OD programmers
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2 important areas
Impact of work and the work environment
on employees and organizational
productivity
It focuses on improving the conditions ofwork to create a supportive and healthy
work environment
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Globalization
Competition
Timely delivery
Quality
Cost
Redesigning organizations was
triggered by a number of factors:
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Work environment
Unhygienic environment
Stressed out employees
Profitability of organizations was affected
Redesigning organizations was
triggered by a number of factors:
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Productivity
Falling productivity became a majorconcern
Ill-health and ineffectiveness of
organizations was the cause
Redesigning organizations was
triggered by a number of factors:
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Technology
Advanced technology helps to
accomplish complex tasks
Reduction in production and
operational costs
Redesigning organizations was
triggered by a number of factors:
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Profile of workforce
o more educated, informed, affluent,
independent and refined
o women workforce coming into
limelight
Redesigning organizations was
triggered by a number of factors:
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The needs.
Provision of a safe and healthy environment
Establishment of effective supervision and
management
Adequate and fair compensation
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The needs.
Development of work skills
Creation of a positive attitude towards work
and the organization
Effective management of change and
transition
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Benefits of QWL
Healthy environment
Productive workforce
Opportunities for learning and professional
growth
Employee participation in decision-making
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Benefits of QWL
Better communication between labor and
management
Fair compensation and security for workers
It builds mutual trust among the members of
the organization
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Benefits of QWL
More positive feelings towards ones self
More positive feelings towards ones job
More positive feelings towards the
organization
Improved physical and psychological health
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Benefits of QWL
Greater growth and development of the
individual
Decreased absenteeism and turnover
Higher quality and quantity of output
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Potential difficulties of QWL
If QWL initiatives are collaboratively launched
by the management and the union
Management feels it might result inloss of managerial control over the
union
Union fears it might be overpowered
by the management
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Strategies for improving QWL
J Richard Hackman and J L Suttle haverecommended 6 strategies to improve QWL inorganizations:
Effective career guidance Reward Systems
Role of supervision and management
Job design
Design and maintaining group and inter-group relationships
Internal and external strategies for change