QUALITY OF WORK LIFE

SUBMITTED TO:
Pawandeep
mam
SUBMITTED BY:
Sakshi

Chaudhary(11076)
Molly
Tagore(11130)

INTRODUCTION
What is Quality of Work Life (QWL) ?
The traditional job design developed by F.W. Taylor
which focused on division of labour, hierarchy has
undergone a revolutionary change to give more
attention to human values. This was done because
the workers had become totally dependent on their
superiors, deskilled to such an extent that made their
work life monotonous & did not provide enough job
satisfaction.
Thus, the demand for redesigning of jobs by
involving employees in many work related areas,
focusing on the quality of work and catering to their
needs is known as QWALITY OF WORK LIFE.

DEFINITIONS
AMERICAN SOCIETY OF TRAINING AND
DEVELOPMENT
A process of work organisations which enables its
members at all levels to participate actively and
efficiently in shaping the organisations environment,
methods and outcomes. It is a value based process,
which is aimed towards meeting the twin goals and
enhanced effectiveness of organisation and improved
quality of life at work for employees.
According to J.L. Shuttle;
The quality of working life aims at healthier, more
satisfied and more productive employees and more
efficient, adaptive and profitable organisations.

Scope

Compensa
tion

Health
and safety

Job
Security

Job
Design

Social
Integrat
ion and
Team
Spirit

Protecti
on of
Individu
al
Rights

Social
Relevan
ce of
work

Respect
for Non
work
Activitie
s

APPROACHES TO IMPROVE
QWL
JOB
ENRICHMEN
T

STRESS
MANAGEME
NT

PROMOTION
AND
CAREER
PLANNING

JOB
SATISFACTIO
N

QUALITY
CRISES

SUGGESTION
SCHEME

EMPLOYEE
PARTICIPATIO
N

AUTONOMOU
S WORK
TEAMS

EMPOWERME
NT

FLEXIBLE
ORGANISATIO
N STRUCTURE

JOB ENRICHMENT

 Job Enrichment simply means motivating self

driven employees by increasing a workers
autonomy and authority.
It is a set of conditions in which one can see his
work as meaningful and interesting and
enjoyable.
However, job enrichment may not work for those
employees who are already satisfied with their
current level of responsibility. Therefore , to make
it more effective for them the managers must
take into account characteristics of the job and
employee, be supportive for innovation & change
and most importantly have an understanding of
needs and wants of the employees.

STRESS MANAGEMENT
In todays competitive work
environment stress is increasing day
by day among employees. The
various causes of stress are:

INDIVIDUAL
STRESSORS

ORGANISATION
AL
STRESSORS

 Reducing organisational is as important as

motivating employees.
Organisation must develop programmes
which help the employees in reducing their
stress.
Stress of employees can be reduced by
redesigning of jobs by providing more
responsibility, authority and better
meaningful work.
Some stress management techniques
adopted are in house gym, gaming
sections, quarterly tours, TVs placed in
corridors, etc.

JOB SATISFACTION
Job satisfaction simply means the level of
satisfaction an employee gets with the
kind of job he or she does and it is one of
the most important concerns of personnel
management.
Job satisfaction is affected by many
factors like job content, level of job, etc
and based on these Hackman and
oldham suggested the Job
Characteristics Theory.

According to the theory, there are

five core job dimensions:
SKILL VARIETY
TASK IDENTITY
TASK SIGNIFICANCE
AUTONOMY
FEEDBACK
These job dimensions lead to high
internal work motivation, high growth
satisfaction, high work effectiveness
and low absenteeism.