Quality of work life is a process of organizations, which enables its members at all levels to participate actively and efficiently in shaping the organizations environment and out comes. It is a value based process which is aimed towards meeting the twin goals of enhanced effectiveness of organizations and improved quality of work life at work for employees. Several notable factors that influence quality of work life are adequate and fair compensation, safe and healthy working conditions, opportunities to use and develop human capabilities, opportunities for career growth, etc. QWL provides for the balanced relationship among work, non-work and family aspects of life. In other words, family life and social life should not be strained by working hours including over time work, work during inconvenient hours, business travels, transfers, vacations, etc...
Good companies become great through a series of initiatives done consistently overtime. There are no shortcuts. It is pain full process, but they must be done to keep companies alive for tomorrow's challenges, not just for today's challenges".
In 1983 in the first ever business world's most respected companies survey was conducted, companies were assessed on eight parameters quality of management, quality of products and services, innovativeness, financial soundness, ability to attract and retain talent, environmental responsibility, profitability and work place environment. The most obvious and commonly used metrics such as market share, market capitalization and turn over, were deliberately left out. The whole idea of having a survey such as this was to gauge how it peers, based mostly on criteria that went way beyond the numbers perceived a company. Over the years, the survey has been progressively refined, and now parameters added. None of the newer parameters (now there are 19) violate the original principle that this was meant to be a perception based survey.
Hence quantitative metrics such as profits, etc, are still eschewed, yet, what gets reiterated time and again is the respect in business is very much intertwined with market reality and performance.
[...] With the progressive shift of the economy towards a knowledge economy, the meaning and Importance of tile quality of work life is also assuming a new significance. The article details the factor$ that should be tuned to attain balance between work and life of an employee. You must have both love and work in your life to make you healthy. Don't you agree? Well, this is what Sigmund Freud had said decades ago for healthy workers. Family is an essential ingredient for the love that exists in the life of the employees. [...]
[...] SUGGESTIONS OR RECOMENDATIONS : Based on the analysis the suggestions and recommendations to this organization are not more because the quality of work life levels are satisfied by the employees in the organization but the small or few suggestions to organization to keep its best place in maintaining quality of work life are : After analyzing the data we come to know that the employers need to handle employers in such a way that the employees don't get frustrated with the stress and over burdened of the work The organization should decrease the stress levels of the employees and assign them with the work with less stress levels or must provide enough time to complete their work with out much stress. [...]
[...] Restructuring the industrial relations in work area is the key for improving the quality of product and the price of the stock. Without creating supportive environment in restructured environment, higher quality of work cannot be extracted. It is already high time the older theories of industrial relations should be unlearnt. QUALITY OF WORK LIFE THE HUMAN IMPLICATIONS cannot do right in one area of life whilst he is occupied in doing wrong in another. Life is one invisible whole” Mahatma Gandhi How true and difficult is to paraphrase the profound truth contained in the words of one of the greatest human beings of the modern world. [...]
[...] QUALITY OF WORK LIFE AS HR STARTEGY AN ANALYSIS Today's workforce consists of literate workers who expect more than just money from their work. In the modern scenario, QWL as a strategy of Human Resource Management is being recognized as the ultimate key for development among all the work systems, not merely as a concession. This is integral to any organization towards its wholesome growth. This is attempted on par with strategies of Customer Relation Management. Strategy and Tactics Over the years, since industrial revolution, much experimentation has gone into exploiting potential of human capital in work areas either explicitly or implicitly. [...]
[...] More employees may stay on in a job, return after a break or take a job with one company over another if they can match their other needs better with those of their paid work This results in savings for the employer avoiding the cost of losing an experienced worker and recruiting someone new Employers who support their staff in this way often gain the bonus of loyalty from those staff The British Work-Life Balance Study 2000, including a representative survey of 2500 workplaces, found that 58 per cent of employers thought that work-life balance practices had improved staff motivation and commitment, and 52 per cent thought labor turnover and absenteeism were lower, and that they helped retain female employees. [...]
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