ABSTRACT This paper seeks to understand how quality of work life has been achieved in organizations.

Due to changes in work environment i.e. technological, high competition, rise of employee unions etc, employers are not only offering pay as compensation, but are considering other benefits both intrinsic & extrinsic to create a quality working environment that will attract and retain the best brains in the industry. ith focus on recruitment, compensation, training & development, supervision and motivation, this paper seeks to clarify the extent of quality of work life in organizations. ! case study of the "inistry of #outh and $ports is undertaken.

Introduction
OBJECTIVES %. To know the favorableness and unfavorableness of work in organizations. &. $eek to know what employees like or don't like about their (obs. +. $eek to come up with a strategy to improve quality of work life in organizations. PROBLEM STATEMENT ,ow are organizations handling their human resources by providing a favorable working environment and attending to their workers needs to ensure quality of work life) Definition- ./!01T# 23 245 0136. 7. 08 hy) *. $ee to know the work conditions and environment in organizations.

%. .uality of work life refers to the favorableness or unfavorableness of the work environment &. eHOW.com, a scholarly website defines . 0 as the level of 7satisfaction9 happiness8 or dissatisfaction with ones career. :arious authors have proposed models of quality of working life which include a wide range of factors. H c!m n" Ot#m n $%&'() drew attention to psychological growth needs as necessary considerations in . 0. These needs include skill variety, task identity, task significance, autonomy and feedback. T *+or $%&'&) came up with components such as extrinsic (ob factors 7e.g. wages, hours of work & working conditions8 and intrinsic (ob factors. ,e states that quality of work life must have considerations such as-; 6mployee participation in management 3airness and equity $ocial support $elf development "eaningful future at work &

Mir,i- nd Lo.er $%&/0) suggested that . 0 was associated with-; $atisfaction of wages ,ours and working conditions $afe working environment 6quitable wages 6qual employment opportunities 2pportunities for advancement

D nn " 1riffin $%&&&) argues that .uality of work life is a wider concept that incorporates not only work based factors as pay and relations at work but also reflect on life satisfaction and general feeling of well being. <ob and =areer $atisfaction 7<=$8 of quality work life is said to reflect on employee's feelings and their satisfaction and contentment with their (obs and the training they receive to do it. 1t has been proposed that positive (ob satisfaction has been influenced by factors such as-; =larity of goals and role ambiguity !ppraisal 4ecognition and reward >ersonal development career benefits 6nhancement and training needs

Training and Development is aimed at nurturing employee talent and enable them perform more difficult tasks. A+ n Price $233') states that empowering frontline employees and emphasis on team work helps to harness intelligence & energies of employees thus creating potential for success and quality results. This is achieved through giving knowledge and competencies to handle high performance work through team work, team briefings, interpersonal skills, appraisal and information sharing. 4eward and compensation systems must also be aligned to satisfy, motivate and retain employees. $everal reward criteria proposed include 4ewards based on performance,

effort, skill, seniority, (ob difficulty and discretion time. DeCen4o nd Ro55in $233/) The above contributions are largely based on the need theories e.g. !s identified by M -+o. in #i- Hier rc#* of need- theory, all the five needs must be attended to in order to achieve a quality working life. The needs are-; Physiological- These are basic physical comfort or bodily needs- food, sex, drink, and sleep. 1n the workplace, these needs translate into a safe, ergonomically designed work environment with appropriate base salary compensation.

Security/safety6 >eople want to feel safe, secure, and free from fear. They need stability, structure, and order. 1n the workplace, (ob security and fringe benefits, along with an environment free of violence.

Belongingness and love6 This is a need for friends, family, and intimacy?for social acceptance and affection from one@s peers. 1n the workplace, this need is satisfied by participation in work groups with good relationships among co;workers and between workers and managers.

Esteem- >eople want the esteem of others and they want to be regarded as useful, competent, and important. >eople also desire self;esteem and need a good self image. 1n the workplace, increased responsibility, high status, and recognition for contributions satisfy these needs.

Self-actualization6 This highest motivation level involves people striving to actualize their full potential, to become more of what they are capable of being. They seek to attain self;fulfilment. +

 1n the workplace, people satisfy this need by being creative, receiving training, or accepting challenging assignments. CASE ST7D8 Ten questionnaires on quality of work life were issued out, with three questionnaires at each level i.e. top level, "id;level and four for support staff. The respondents were from all the departments of the organization and gave the following response-; ABC complained of too much work leading to less time for personal life and recreation. !ccording to what the employees wanted the employer to do for them in order to work efficiently included Demanded more training >ay sufficiently ,ave (ob security >rovide necessary tools of work %BBC of respondents mentioned that they had good supervision and promotions on ability DBC of them en(oyed their work but only required to be equipped with office equipment and have clarity on their roles. EBC that comprised of mid level and support level management complained of pay to be inadequate for normal expenses and less than they deserve %BBC think their (obs describe their abilities. &BC mentioned the issue of conflicting roles and reporting relationships Addre--in9 t#e i--ue- t# t ro-e The above responses clearly cut on issues of compensation, training & development, fairness and equity, supervision among others.

=ompensation was quite clear that employees were dissatisfied thus less motivated. $uch cases may lead to employee turnover hence the need to update pay structures to meet employee needs and be in line with organizational goals. Food pay structures should feature aspects as employee motivation, employee retention, need satisfaction and internal equity besides external considerations such as competitor offers and market rates. Training and equipping employees also contributes to . 0 by ensuring employee are skilled enough and equipped to handle assigned tasks. Tools of work must be ergonomically designed and provided. >romotions on ability means there are equal opportunities for advancement thus a motivation to employees. quality work environment. !ccording to respondents, supervision is good meaning that there are clear outlines regarding goals and ob(ectives. ,owever, there's need for clarity of roles to avoid conflicting reporting relationships. Food communication is also a key factor when it comes to supervisor worker relationships. Too much work leading to poor personal life must be addressed to ensure the employee lives a socially balanced life. >rovision of leaves, time offs, company trips are advisable. Developed countries have holidays such as 7Take your child to your work place8 day. =ompany gatherings that incorporate family members of employees are advisable. 2thers include provision of entertainment9country club membership for employees. 6mployment !ct also provides for some of the rights and time off work as essential. Summ r* " Conc+u-ion ,uman 4esource is the most vital resource for any organization to ensure . 0. 1t is responsible for each and every decision taken, each and every work done and each and every result. 6mployees should be managed properly and motivated by providing best remuneration and compensation as per the industry standards. The entire work E ith the mention of less time for recreation, the organization should provide leaves and time off for recreational activities to achieve a

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E. www.wikipedia.org9wiki9qualityKofKworkKlife

I. www.e how.com