Quality Of: Work Life

Quality of Work Life
Presented By
-Pratibha and
QWL is the level at which the members of an organisation can satisfy their personal requirements through their experience in the organisation. Its main obj. is to focus on creating a good working environment as a result of which employees work together in a cooperative way and contribute their best in achieving the organizational goals.
Quality of work life (QWL) is viewed as an alternative to the control approach of managing people. The QWL approach considers people as an assets to the organization rather than as costs. It believes that people perform better when they are allowed to participate in managing their work and make decisions.
Definition:Lawler (1982):Quality of Working Life is conceptually similar to well-being of employees but differs from job satisfaction which solely represents the workplace domain.
Mirvis and Lawler (1984):-
Quality of working life was associated with satisfaction with wages, hours and working conditions. They describe the basic elements of a good quality of work life as; safe work environment, equitable wages, equal employment opportunities and opportunities for advancement.
Danna & Griffin (1999):-
Quality of Working Life is not a unitary concept, but has been seen as incorporating a hierarchy of perspectives that not only include work-based factors such as job satisfaction, satisfaction with pay and relationships with work colleagues, but also factors that broadly reflect life satisfaction and general feelings of well-being . Thus ,the defining of quality of work life involves three major parts: occupational health care, suitable working time and appropriate salary.
Ellis and Pompli (2002):-
They identified a number of factors contributing to job dissatisfaction and quality of working life in nurses, including: Poor working environments, Resident aggression, Workload, Unable to deliver quality of care preferred, Balance of work and family, Shift work, Lack of involvement in decision making, Professional isolation, Lack of recognition, Poor relationships with supervisor/peers, Role conflict, Lack of opportunity to learn new skills.
Bearfield (2003):He used 16 questions to examine quality of working life, and distinguished between causes of dissatisfaction in professionals, intermediate clerical, sales and service workers, indicating that different concerns might have to be addressed for different groups.
1959-1972
1969-1975 1972-1975
QWL=variable
QWL= Approach QWL= Methods
1975-1980
1979-1982
QWL= Movements
QWL=best approach
QWL means different things to

different persons
to a clerk in dispatch To a mineworker Shop floor workers A probationary officer
MEASUREMENT
The Work-Related Quality of Life scale (WRQoL) uses 6 core factors to explain most of the variation in an individuals quality of working life
Job and Career Satisfaction Working Conditions General Well-Being Home-Work Interface Stress at Work and Control at Work
Scope of QWL
(i) Restructuring of multiple dimensions of the organisation by instituting a mechanism which introduces and sustains changes over time; (ii) Focus on work teams; (iii)Autonomy in planning work; (iv)Focus on skill development; and (v) Increased responsiveness to employee concerns.
Needs to be fulfilled by the organisation

Adequate pay Favourable and safer environment Job security Employment Benefit Job satisfaction Scope of advancement
Approaches to improve QWL

Flexibility in work schedule 1.Flexi time- A system of flexible working hours. 2.Staggered hours- Different groups of employees begin and end work at different intervals. 3.Compressed work week-It involves more hours of work per day for fewer days per week.
Autonomous workgroups
Example- Milliken &Company in The United States employs 14300 workers or what company terms associates. The company has achieved a flat management structure in which associates, working primarily in selfmanaged work teams ,exercise considerable authority. Self managed work teams are groups of employees who have the power to make operating decisions and operate the system designed by managers. This approach has worked so well that Milliken has eliminated nearly 700 management positions since 1981, freeing that many individuals to serve as process-improvement specialists. Since the early 1980s, productivity has increased 42 per cent, and sales have risen significantly.
Job Enrichement Opportunity for growth Suggestion system

It can make work easier
It can make-work more safe It can remove mistakes It can improve quality . It can increase efficiency It can decrease rejects It can reduce costs It can give more satisfaction to customers through better service
Employees participation
Thank You

Quality Of: Work Life

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Quality of Work Life

Mirvis and Lawler (1984):-

Danna & Griffin (1999):-

Ellis and Pompli (2002):-

QWL means different things to

Needs to be fulfilled by the organisation

Approaches to improve QWL

Job Enrichement Opportunity for growth Suggestion system

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