QUALITY OF WORK LIFE IN MAINTAINING WORK LIFE BALANCES.pdf

Project report on
“QUALITY OF WORK LIFE IN MAINTAINING WORK LIFE
BALANCES AT VELOCEK CYBERNETICS PRIVATE LIMITED”
In partial fulfillment of the requirement for the award of degree of
Master of Business Administration in IB (MBA-IB)
Submitted By:
IMAD UD DIN WANI
Reg. No. IUST0120013621
Roll No. MBA-20-20
Batch – 2020-22
Under the guidance of:
Mr. Umar Khan
Quality Manager at Velocek Cybernetics Private
Limited
Srinagar J&K, India
DEPARTMENT OF MANAGEMENT STUDIES
SCHOOL OF BUSINESS STUDIES
ISLAMIC UNIVERSITY OF SCIENCE & TECHNOLOGY
AWANTIPORA, J&K

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EXECUTIVE SUMMARY
I did a project called "Quality of work life in maintaining work life balances at
Velocek Cybernetics Private Limited" as part of the MBA curriculum. The
main reason I took this project to learn is how different working conditions
affect employees in their work ethic.
The main purpose / purpose of doing this work is to understand what it means
to have a good working life for employees and how it affects companies. This
project helps me to understand how the company’s Human Resources
Department is trying to improve their business by maintaining good
relationships with employees. It helps to understand how good working
conditions help employees to perform better. ‘Lifelong Work Quality’
emphasizes how an employee and employer should maintain a proper balance
between their work and family. It emphasizes how people can maintain
balance by adapting their working hours.
QWL is about employee engagement, which includes ways to encourage
employees to participate in decision-making. This helps to build good
relationships. This project emphasizes the use of quality circles by companies
like Motorola, which helps solve many quality and human problems.
This project is a way to introduce the nitty-gritty that is involved in employee
relationships with their organization and employers. It helps me to understand
how organizations regularly monitor health and safety in order to run their
business smoothly.
Finally, this project, demonstrates examples of lessons on how different
organizations care for the workplace, in order to keep their employees and
other partners happy.

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DECLARATION
I Imad Ud Din Wani hereby declare that the project report entitles
“QUALITY OF WORK LIFE IN MAINTAINING WORK LIFE
BALANCES AT VELOCEK CYBERNETICS PRIVATE LIMITED”
submitted by me in partial fulfillment for the requirement for the award of the
degree of “Master of Business Administration ’’ of Islamic University Of
Science & Technology, Awantipora and it has not been submitted previously
in part or full to any university or institute.

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ACKNOWLEDGEMENT
I am very happy to present this dissertation report on “QUALITY OF
WORK LIFE IN MAINTAINING WORK LIFE BALANCES AT
VELOCEK CYBERNETICS PRIVATE LIMITED” as a part of Master of
Business Administration.
I sincerely thank my guide Dr. Shakeel Ul Rehman, for his guidance and
valuable suggestions continuous support and encouragement played a
significant role in bringing out the report. The stimulus provided and
encouraging feedback helped me sustain my spirits.
I would like to express my cordial gratitude to Mr. Umar Khan (Quality
Manager at Velocek Cybernetics Private Limited) for giving this opportunity
to undertake project work in such an esteemed organization.
My special acknowledgements to all faculty members of Islamic University
of Science & Technology, Awantipora for generously sharing their insight
and experience with me.
Finally, much credit goes to my beloved parents and close friends for their
contribution, who have given right inspiration, encouragement and support in
my efforts in successful completion of the research work.

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ABSTRACT
I have undertaken the project on “Quality of Work Life” as a part of the
curriculum of the MBA. The main reason I took up this project is to learn how
different work life situations affect employees in their working styles.
The main intent/aim of doing this project is to understand what good quality
work life means to employees and how it affects the companies. The project
helps me to understand how a company’s HR Department try to improve their
business by keeping good relations with employees. It helps to understand
how good working conditions help employees to work more efficiently.
‘Quality Work Life’ emphasises on how an employee and employer should
keep a proper balance between their work and family. It emphasises how
people can keep balance by making their work timings flexible.

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TABLE OF CONTENT
Chapter
Particular Page No.
Ch - 1 Introduction
09
Research problem
56
Need of the study
57
Scope of the study
58
Objectives of the study
59
Research Hypothesis
59
Research methodology
60
Limitation of the study
62
Ch - 2 Literature review
63
Ch - 3 Industry profile
67
Company profile
72
Ch - 4 Data analysis and interpretation
74
Ch - 5 Findings, Suggestion & Recommendation
87
Conclusion
90
Bibliography
91
Questionnaire
92

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LIST OF TABLE & FIGURE
Sr.
No.
Particular
Page
No.
1 Difference between job enrichment and job enlargement 14
2 Benefits of job enrichment emerge in three areas 15
3
The department also has both a direct and indirect influence on employee
motivation and satisfaction
18
4 A Reward Performance Model of Motivation 20

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INTRODUCTION
This study measures the effects of occupational health status on employees. It
aims to gain an understanding of current policy and occupational health, as
well as issues affecting the working life balance of employees. Few significant
factors affecting occupational health benefits Adequate and Fair
Compensation; Safe and Healthy Working Conditions; Opportunity to Use and
Develop Personal Skills; Opportunity for Job Growth etc.
QWL provides a balanced relationship between work, unemployment and
family factors. In other words, family and social life should not be affected by
working hours that include overtime work, part-time work, business travel,
money transfers, holidays, etc.
This report is compiled after extensive research and is based on information
provided by a private company and a list of questions completed by
employees. During the course of my project I visited the company and
interviewed the people involved. Here I also had the opportunity to learn about
the balance of work ethic offered by employees by an organization.
Story-Occupational Health Quality is a new level of Management thinking,
but it should be noted that it has always been with us.
First there are the two words involved here - Work and Life, meaning that the
employee has a job (work) and is certainly healthy - what’s important is how
to combine both successfully?
In highly developed and organized business situations employees are strongly
encouraged to balance these two aspects wisely.
For example, a job starts at 8 o'clock and the employee reports immediately,
the job closes at 5 o'clock and closes accordingly, based on the fact that all
assigned tasks are completed correctly.
The above situation allows the employee to spend time on other personal
matters - for example sports and leisure, visiting, attending social events
during the week etc.

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However in the worst case scenario some employers may expect you to work
late -8'00 pm starting at 8'00am and even call you on weekends and public
holidays to be at work.
The unfortunate consequence of this new situation was that the employee
would not have had the time to talk about the third person — he could no
longer do things, interact with people, nor –
Even registering for a temporary management program and in some extreme
cases leads to a breakdown in relationships, especially marriage.
As a result of the above some honest and efficient corporate executives around
the world have set flexible working hours to adapt to exceptional working life,
for example, overseas engineers, medical / related doctors, and the latest
companies.
This is a situation (for companies) where employees can not resume work late
or take a few hours off during the week but have to reimburse them at other
times in the future.
The essence of all of this is for the employee to understand the need to balance
his / her job and health, one should not suffer or be ignored by another but
more importantly complement each other.
The term refers to the likelihood or disapproval of the universe of human
activity. QWL programs are one way organizations recognize their
responsibility to improve the best jobs and working conditions for people and
the economic life of the organization. Items on the QWL standard system
include - open communication, equitable reward systems, concern for
employee safety and satisfactory performance and participation in decision-
making. Many of QWL’s first efforts have focused on career advancement. In
addition to improving the work system, QWL programs often emphasize

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human resource development, job reduction and the development of more co-
operative relationships between employees and employees.
Strong domestic and international competition is driving organizations to be
more productive. Diligent managers and labor departments are responding to
this challenge by finding new ways to improve productivity. Some strategies
rely heavily on new investments and technologies. Others demand changes in
employee relations.
Labor departments are involved in efforts to promote productivity through
change in labor relations. QWL means good supervision, good working
conditions, good pay and benefits as well as enjoyable, challenging and
rewarding work. High QWL is sought after by the employee relations
philosophy that promotes the use of QWL efforts, which are organizational
efforts to give employees greater opportunities to contribute to their work and
their contributions to the overall well-being of the organization. That is, the
busy labor department is finding ways to empower employees to use their
“brains and intelligence”, often by making employees more involved in the
decision-making process.
A Rationale
The art of simplicity and simplicity became popular at the turn of the century.
Employees are assigned small jobs and are supported by strong managers in
the hope that efficiency will improve. The idea was to reduce costs by using
untrained employees who could easily do a small, repetitive part of each job.
Many problems arose from that old project design, however. There was an
extreme division of labor. Employees have been segregated from their
colleagues because their specialized activities weaken their community of
interest throughout the product. Unskilled workers lose their pride in their
work and are frustrated with their work. High quality (social and growth)

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needs have been left unsatisfied. The result was an increase in incomes and
absenteeism, a decline in seniority and a divided workforce. Conflict often
arose when workers wanted to improve their conditions and organizations
failed to respond appropriately. The real reason was that in many cases the
work itself was not satisfactory.
Forces for Change
Contributing to this problem was the fact that the staff was also changing.
They are educated, very wealthy (in part because of the success of the old job
design), and independent. They begin to meet the high standard of living,
which is more than just receiving their bread. Employers now had two reasons
to redesign jobs with better QWL organizations:
 The old design at first did not adequately address the needs of the
people..
 The needs and desires of the workers themselves were changing.
Humanised Work through QWL
One approach was to redesign the jobs to suit the needs of the people, and to
reorganize the organizations to make them more attractive. This approach
aims to improve QWL. There is a need to give employees an additional
challenge, a full-time job, an opportunity to apply their ideas. Paying close
attention to QWL provides a man-made work environment. It strives to meet
the basic needs of employees and their basic needs. It seeks to employ the best
skills of employees and to provide them with an environment that encourages
them to develop their skills. The theory is that human resources should be
developed and not just exploited. In addition, the work should not be overly
serious. It should not put employees under unnecessary stress. It should not
damage or degrade their human dignity. It should not be intimidating or
unnecessarily dangerous. Lastly, it should contribute to, or at least leave
uninterrupted, the skills of employees to perform in other areas of life, such as

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citizens, spouse and parent. That is, the work should contribute to the
development of the general public.
Job Enlargement vs. Job Enrichment
Modern interest in the quality of life of the work was encouraged by efforts to
change the scope of human activities in an effort to motivate them. The scope
of the work has two dimensions - width and depth. Scope of activities is the
number of different tasks a person is directly involved in. It ranges from very
small (one repetitive task) to wide (several tasks). Workers with a wider range
of small jobs were sometimes offered a variety of jobs to reduce their
independence; this process is called job enhancement. To perform these
additional tasks, employees spend less time on each task. Another way to
change the scope of work is to swap jobs, which include the occasional share
of the employee in completely different jobs. Job flexibility is an effective
way to develop more skills for employees, which benefits the organization
while creating greater employee interest and job options.
Job mentoring takes a different approach by adding additional incentives to
the work to make it more rewarding. It was founded by Frederick Herzberg on
the basis of his studies showing that the most effective way to motivate
employees was to focus on high quality needs. Job enrichment aims to
increase the depth of work by giving employees more control, responsibility
and wisdom about the plows they do their job. The difference between
growing and enriching is illustrated in the illustration on the following page.

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Difference between job enrichment and job enlargement
Higher-
order
Lower-
order
Few Many
Number of tasks
(Focus on Breadth)
In the above figure we see that job enrichment focuses on satisfying higher-
order needs, while job enlargement concentrates on adding additional tasks to
the worker’s job for greater variety. The two approaches can even be blended,
by both expanding the number of tasks and adding more motivators, for a two-
pronged attempt to improve QWL.
Job enrichment Jon enrichment
and enlargement
Routine job Job enlargement

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Job enrichment brings benefits, as shown in the below figure.
Benefits of job enrichment emerge in three areas
Its overall effect is to promote a role that promotes growth and self-
realization. The work is designed in such a way that it inspires inner
inspiration. Because motivation increases, performance should improve, thus
providing both man-made and highly productive work. Adverse effects are
also often reduced, such as profit, absence, complaints and downtime. In this
way both work and community benefit. The employee does better, gets more
JOB
ENRICHMENT
BENEFITS
Individual:
 Growth
 Self-
actualisation
 Job
satisfaction
Organisation:
 Intrinsically
motivated
employees
 Better employee
performance
 Less absenteeism
and turnover;
fewer grievances
Society:
 Full use of
human
resources
 More effective
organisations

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satisfaction in the workplace and knows himself better, thus being able to
participate effectively in all aspects of life. The community benefits from a
more efficient person and a better job performance.
Applying Job Enrichment
In terms of Herzberg motivation, job enrichment occurs when the work itself
is most challenging, where success is encouraged, when there is an
opportunity for growth and when responsibility, feedback and recognition are
given. However, employees are the final judges of what enriches their work.
What managers can do is gather information about what often hits job
prospects, try those changes to the job plan and see if employees feel that
enrichment has taken place.
In an effort to create positive aspects, managers also look at aspects of care. It
tries to keep the aspects of care consistent or elevated as the motivating factors
increase. If maintenance factors are allowed to decline during the counseling
program, then employees may not respond well to the counseling program
because they are hampered by inadequate nutrition. The need for a way for
career planning programs is satisfied by the practice of profit sharing.
Since hob training should take place from the perspective of each employee,
not all employees will choose advanced jobs if they have a choice. There is an
emergency relationship in terms of the needs of different jobs, and some
employees prefer the simplicity and security of standard jobs.
In one instance a manufacturer set up production in two different ways. Employees
were allowed to choose between work on a standard assembly line and at a bench
where they individually assembled the entire product. In the beginning few employees
chose to work at the enriched jobs, but gradually about half the workers chose them the
more routine assembly operation seemed to fit the needs of the other half.

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Core Dimensions: A Job Characteristics Approach
How can jobs be improved? And how does career advancement produce
desirable results? J. Richard Hackman and Greg Oldham have developed a
career path that identifies five key areas of focus - skills diversity, job
identification, job value, independence and feedback. Ideally, a job should
have all five levels in order to be fully enriched. If one size seems lost,
employees lack intelligence and motivation can diminish.
Basic size affects work attitudes, which often improve performance,
satisfaction and quality of work as well as reducing profits and absenteeism.
Their impact on work value is less reliable. Many administrative and white-
collar functions, as well as blue-collar functions, are often lacking in other key
features. Although there are significant individual differences in how
employees respond to seniority, the average employee finds them to be the
basis for inner motivation. The magnitude and its effects are shown in the
following diagram and discussed in detail here.
The Human Resource Department’s Role
The role of the labor department in QWL efforts varies greatly. In some
organizations, senior management appoints an officer who will ensure that
QWL and production efforts take place throughout the organization. In most
cases, these supervisors have a small staff and must rely on the labor
department for assistance with staff training, communication, attitude
response, and similar assistance. In some organizations, the department is
responsible for initiating and directing the factory QWL and production
efforts.
Perhaps the most important role of the department is to gain the support of key
management. Management support - especially senior management support
seems to be an almost universal requirement for the success of QWL
programs. By ensuring employee satisfaction and significant benefits, ranging

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from low pay and profits to high productivity and minimal risks, the
department can help convince skeptical managers. Sometimes QWL
documents may appear in operational lessons before and after the QWL effort.
Without documenting these results, senior management may not have
continued with their strong support.
The department also has both a direct and indirect influence on employee
motivation and satisfaction.
Satisfaction
Direct
Orientation
Training and
Development
Career Planning
Counseling Supervisor
Employee
Indirect
Safety and Health policies
Compensation practices
Other policies and practices
Human
Resource
Department
Q
U
A
L
I
T
Y
O
F
W
O
R
K
L
I
F
E

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Motivation
As the above figure shows, the department communicates directly with staff
and management through training, training and development, career planning,
and mentoring activities. At the same time, these activities can help the
manager to do a better job of motivating employees.
Departmental policies and procedures also contribute to indirect motivation
and satisfaction. Strong safety and health systems, for example, can provide
employees and management with a sense of safety from the risks and dangers
of industrial health. Similarly, compensation policies may encourage and
satisfy employees with compensation schemes, or they may undermine
motivation and satisfaction with inadequate promotions or direct salary cuts.
Staff motivation and satisfaction serve as a response to the organisation's
QWL and day-to-day departmental activities.
Motivation
Motivation is a complex issue. It incorporates the unique feelings, thoughts
and experiences of our past as we share various relationships within and
outside organizations. Expecting one way to promote performance in all
situations is almost impossible. In fact, even theorists and researchers hold
different views about motivation. However, motivation can be defined as a
person's motivation to take action because that person wants to do so. People
do it because they feel they have to do it. However, if they are motivated they
make good choices to do something - because, for example, it satisfies some
of their needs.
Job Satisfaction
Job satisfaction is the likeness or dislike of employees who view their work as
their own. As a stimulant, it touches the environment. Job satisfaction is
influenced by job design. Jobs that are rich in ethical values - such as
independence, diversity, job ownership, job value and accountability all

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contribute to employee satisfaction. Similarly, supervision is important
because the acceptance of a job by a work team contributes to satisfaction. By
nature, each component of the environmental system, can increase, or
decrease, job satisfaction.
Rewards Satisfaction and Performance
The basic problem is whether satisfaction results in better performance, or
better performance leads to satisfaction. What are your priorities? The reason
for this obvious uncertainty about the relationship between performance and
satisfaction is that the prizes are in place as shown in the picture below.

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A Reward Performance Model of Motivation
Rewards
Reinforcement
Performance Satisfaction
Motivation Self-image
Inner drives Self-esteem
Self-expectation
Needs and Desire
Whether satisfaction will improve depends on whether the rewards are in line
with the expectations, needs and desires of the employee as indicated below. If
better performance leads to higher rewards and if these rewards appear to be
appropriate and equal, then it results in improved satisfaction. On the other
hand, inadequate rewards can cause dissatisfaction. In any case, contentment
employee
 Job itself
 Small groups
 Organisation
 External
environment

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is a response that affects the image of the individual and the motivation to act.
The amount of work satisfaction relationships is a continuous system, which
makes it difficult to assess the impact of satisfaction on motivation or
performance, and vice versa.

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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 current context, QWL as a Human Resource Management strategy is
seen as the key to development in all applications, not just as a contract. This
is important for any organization in its healthy growth. This is done in line
with the Customer Relationship Management strategies.
Strategy and Tactics
Over the years, since the industrial revolution, many experiments have gone
into the application of human labor force in the workplace openly or in a
transparent manner. Due to the evolution of advanced technology, the critical
need to look at QWL in a new way is understandable and discussed. Big
companies tirelessly apply this concept of Employee Development (some call
it Human Goodness).
Globalization has pushed national boundaries, creating an information-based
economy that roams and embraces the world. The major economies are
interconnected technologically and economically, and are highly connected at
the moment. The new global workplace requires certain requirements such as
high level of thinking skills such as abstraction system thinking and test
questions, problem solving and team work. Demand is huge for new programs,
which is a participatory business involving manageable staff called
storytellers.

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Men Counted
In simple terms, all of the above requirements can be easily met by providing
an improved level of work life for employees available on rolls. Employees
are often referred to as groups or groups in common language and whatever
they do is in line with group work.
The idea of working as a team came from a structured hard work with its
social dimensions. Good teams can't be bought out. They often occur as
indigenous incidents in the workplace and the same magnification over time is
the responsibility of management. Here, it can also be seen that the formation
of available staff is no longer as local as it used to be. Migration is the result of
migration across cultural borders and segregation, migration and international
exports. The incident has taken place around the world and is causing major
changes in the workplace in factories and offices. The new influx of skilled
workers looking for greener pastures even demands the skills of new
employers and thus redesigns the new surroundings in proportion to the
world's best, however.
Money Matters
With good QWL, cash is not the only answer. Today, employees are aware of
job requirements as well as the fact that similar performance is measured by
the organization's basic goals and objectives and most importantly, wages are
paid according to the larger picture pertaining to the industry and the
employer's environment alike.
Increasing the share of workers' salaries and benefits through legislation and
the competitive co-operation of senior managers in various sectors of industry
and business at various levels have re-created the employee's sense of working
quality. In addition, other things are equal, employers are increasingly
competing with their competitors in providing better working conditions and
rewards. This may be for a number of reasons other than worrying about the
personal angle of the employees, such as the employer's tendency to climb the

26
bandwagon, gain desirable benefits or attract better talent in their herd such as
adding a skills base and other non-economics. inputs as basics of knowledge.
Undoubtedly, the growing tendency to hire knowledge bases gives modern
managers benefits in many ways. Some of them are targeted product
innovation and cost cutting. When we talk about a product, it may seem
reckless to some that the product is marketed for its quality and price by the
environment created by the place where employees and customers interact and
trade, such as the location of the institutions / services as well as the
company's pay scales. This proves that the QWL of the manufacturer / service
provider is the same as the product quality.

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Non-economic – ‘Job Security’
The changing workforce consists of literate workers who expect more than
just money from their work life. Their idea of salvation lies in the respect they
obtain in the work environment, like how they are individually dealt and
communicated with by other members in the team as well as the employer,
what kind of work he is entrusted with, etc. Some of these non-economic
aspect are: Self-respect, satisfaction, recognition, merit compensation in job
allocation, incompatibility of work conditions affecting health, bullying by
older peers and boss, physical constraints like distance to work, lack of
flexible working hours, work-life imbalances, invasion of privacy in case of
certain cultural groups and gender discrimination and drug addiction. One or
more of the problems like above can cast a ‘job-insecurity’ question, for no
direct and visible fault of the employer. Yet, the employer has to identify the
source of workers problems and try to mitigate the conditions and take
supportive steps in the organisation so that the workers will be easily retained
and motivated and earn ROI. The loss of man-hours to the national income
due to the above factors is simply overwhelming.
Employer should instill in the worker the feeling of trust and confidence by
creating appropriate channels and systems to alleviate the above shortcomings
so that the workers use their best mental faculties on the achievement of goals
and objectives of the employer.
To cite some examples, employers in certain software companies have
provided infrastructure to train the children of workers in vocational activities
including computer education, so that the workers need not engage their
attention on this aspect. Employee care initiatives taken by certain companies
include creation of Hobby clubs, Fun and Leisure Clubs for the physical and
psychological well-beingness of workers and their families. After all, the
workers are inexorably linked to the welfare of their families, as it is their
primary concern.

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Dual income workers, meaning both spouses working are the order of the day.
The work life balance differs in this category and greater understanding and
flexibility are required with respect to leave, compensation and working hours
in the larger framework.
Teamwork
Teamwork is the new mantra of modern day people’s excellence strategy.
Today’s teams are self-propelled ones. The modern manager has to strive at
the group coherence for common cause of the project. The ideal team has
wider discretion and sense of responsibility than before as how best to go
about with its business. Here, each member can find a new sense of belonging
to each other in the unit and concentrate on the group’s new responsibility
towards employer’s goals. This will boost the coziness and morale of
members in the positive environment created by each other’s trust. Positive
energies, free of workplace anxiety, will garner better working results.
Involvement in teamwork deters deserters and employer need not bother
himself over the detention exercises and save money on motivation and
campaigns.
Boss Factor
Gone are the days when employers controlled workers by suppressing the
initiative and independence by berating their brilliance and skills, by designing
and entrusting arduous and monotonous jobs and offer mere sops in terms of
wages and weekly off. Trust develops when managers pay some attention to
the welfare of the workers and treat them well by being honest in their
relations. The employer should keep in mind that every unpaid hour of
overtime the worker spends on work is an hour less spent with the family.
New performance appraisals are put into vogue to assess a worker’s
contribution vis-à-vis on employer’s objectives and to find out the training and
updating needs and levels of motivation and commitment. As observed in
some advanced companies, the workers themselves are drawing their benefits

29
by filing appraisal forms and drawing simultaneously the appropriate benefits
by the click of the mouse directly from their drawing rooms, courtesy e-HR
systems. In addition, there are quite a number of channels for informal
reviews. Feedback on worker’s performance, if well interpreted and analysed,
could go a long way in improving ethics at workplace.
Involvement and Communication
Multi-skilling and exposing workers to different lines of activity in the unit
indirectly leads to the greater involvement and better job security of worker in
the organisation. The employer too, can make use of the varied skills to any
altered situations of restructuring and other market adaptations. Thus, the
monotony of work life can be alleviated. The employer, armed with the depth
of cross-trained human resources, need not go hunting for new talent and thus
save on the unspent pay packets, which can be spent usefully on the amenities
for workers. No doubt, rivals should be envying him for this edge.
The change should be apparent in mutual trust and confidence towards
effective understanding of the needs of worker and employer. The new
knowledge-based workers are mostly young in the fields of technology and
management. They are more forthcoming in trusting the boss and older peers.
Now, all modern managements are cognisant of the innate desire of workers to
be accepted as part of the organisation for identity and other social reasons.
Effective dialogue is used between managers and those who use well-
structured communication channels that open the way for improved interaction
and participation at the emotional level. The level of decision-making is a
slippery slope to the grassroots manager, where the poor person has to
consider a number of quick decisions on behalf of the organization. Unless the
team lags behind and is involved in the commitment, the manager is unable to
perform new tasks in production, distribution, human beauty, customer
relationships, etc., due to the ‘e’ feature named after many departments.
Logically, consensus plays your part in cost effectiveness. Successful
managers are those who listen to their employees.

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Influences
Overwork is tolerated in emerging industries as opposed to government
departments as part of sport and work culture. This is the case, what about the
rising competition between highly contested players. The point is to equip
employees in a participatory environment.
All told, once staffed, they were regarded as invisible branch agents and
internal clients in certain industries. It is clear that most managers are
increasingly realizing that quality alone will benefit from the final analysis.
Redefining industrial relations in the workplace is key to improving product
quality and stock price. Without creating a support environment in a
redesigned environment, a high level of work will not be achieved. It is time
for the old ideas of industrial relations to be unread.

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QUALITY OF WORK LIFE – THE HUMAN
IMPLICATIONS
“One 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 how difficult it is to describe the profound truth contained in the
words of the greatest man who ever lived. The sad reality of modern life is that
the Quality of Work Life (QWL) has taken a toll because most of us work
harder than ever. On average, people in developed countries spend an
astonishing 14 to 15 hours a day compared with the average 8 to 9 hours.
What is even more worrying is that this trend is growing. Shisa; stress leading
to health risks is a natural reaction. The concept of lifelong employment or
hard work security is declining as more and more people are contracted and
have no longer long-term employment security.
Although normal job structures appear to be depleted, this has not resulted in
further staff flexibility. Employers, in general, are still reluctant to fully hire
employees before they ‘show their worth’. The psychological stress on the
worker is great and their lives are marked by intense conflict during private
life. Young workers who do a lot of work make the job tedious and difficult

32
for the employee. The implication of all this is that it leaves the employee less
time for leisure, family and leisure time as a whole.
It is rare to see people who desire to have a job and personal health go hand in
hand. The balance of working life has become a story for the present
generation. So in a good country, most people would rather have their results
verified by the results they get at work than by the hours they spend killing at
their desk. Therefore, it would leave them free to pursue their own interests
outside of work. Only a handful of employees have come to understand this
inner desire of the workers and have turned it into a competitive advantage.
Occupational Psychology plays an important role as it contributes to the work
models but also to the in-depth study of the factors below the work / health
balance. The study of work and family life is a relatively recent field. They are
arguing the case for other types of work.
Flexibility in the workplace is becoming increasingly important for employers
and employees. A good balance between personal and professional roles can
go a long way in resolving disputes. In fact, researchers say that by helping to
manage work conflicts / company life the company actually increases the
employee's “psychological well-being”. This is true of at least some learning
organizations that are open to HR processes with such novels. They view
flexible applications as an opportunity for successful employment, reduced
staffing and absenteeism. Most importantly it helps them to present an
improved business image.
Occupational psychology in the UK indicates that managers feel they are
working long hours unfairly and pushing their employees too hard. Only a
relatively small percentage feel reasonable enough to indicate their choice of
flexible working hours. Nearly half saw an increase in difficulty in balancing
their work and personal life and more than half said that the pressure to do
work left them less time in their own life, making them feel like they were
missing out. Analysis of this research data was descriptive and no effort was

33
made to analyze any of the factors below the work / health balance. There are
two key issues to consider.
They are:
 Two distinct factors underlying the work/life balance. One is related to the
general status quo of the workplace and the other one to attitudes held by
the individual.
 That these factors would correlate with other variables, such as
commitment, gender or age.
It is a natural human desire to enjoy material prosperity at the beginning of life
in order to enjoy a better quality of life in the future. The point that many do
not realize is that life is not so divisive that one can perform tasks in sequence
- one after another. Life is a mass that holds all the strings together and that is
why the need to balance work life with other related issues. There is nothing
wrong with wanting a career. We all have a deep human hunger for creating
something good with the work we do and excelling in the work we have
chosen.
One important part is the balance of the relationship. Many of us excuse
ourselves by limiting our “good times” to family. The truth of the matter is
that we often see that the time spent with the family should be high in quality
and the amount does not matter. One has to travel a long distance and make
sure that the right time is given so that the bonds of trust and love grow.
Children, in particular, believe that much of the time you spend with them
reflects your love for them. Laughter is said to be the shortest distance
between two people. "Relationship Balance" creates a sense of fulfillment and
interaction extends well into all other aspects of your life. The warmth and
love in front of the home enables a person to focus more fully and fully on his
professional career and to achieve greater success. Another important factor is

34
the balance of work. Einstein once said that a person must be important rather
than successful. There is a natural human desire in many of us to have a deep
sense of satisfaction with our work lies. Our personal lives will be dull and
boring if the work life is not pleasant and does not provide a place to express
the talent that lies with us. The desire to do some kind of creative work to
succeed in the marketplace and to earn financial and social rewards is
available to all.
The point of wisdom is: Do not trade for the pleasures of life for the sake of
profit. Instead, benefit from it. Rate your commitment to being the best you
can be at work with a deep commitment to being a great family person and a
loving friend. Understand that without balance in all the important aspects of
your life, you will never find lasting happiness and a sense of well-being.

35
THE HUMAN FACTOR IN REWARDING EMPLOYEES
It is not uncommon to meet someone who does not respond to gratitude. In
fact, we view such people as heretics. However, how many managers are
sensitive to this issue? Their numbers are not encouraging at all. Most of them
do not consider it a major part of their work today. Work schedules have
become more difficult due to growing production needs and employees are
expected to perform in a way that will benefit the company. Resources are
limited, budget is limited and in this training is the first injury. This means that
the employee must look internally, rather than looking at the organization to
improve his or her skills.
The business environment today is characterized by speed and technology.
Personal interaction with administrators has been replaced by a virtual
computer connector. The minimum personal supervision of a supervisor with
an employee is provided in obtaining business information, and there is no
space left for the supervisor to determine if the employee has done a good job
while performing his or her “job”. The blessings of technology are a mixed
bag.

36
In his book, Mega Trends, John Naisbett gives an excellent account of a
workplace change. He says the places where we work are becoming more and
more professional, there will be a great need for work to be more personal and
personal. He calls this practice high-tech / high-touch. Ironically, all of this is
happening at a time when the desire of employees is to have a greater purpose
in their lives, especially in their work.
The paradox of the situation is that what motivates more people takes less to
do — just a little more time and thinking to make it new. In a recent study of
1500 staff surveys conducted by Drs. Gerald Graham, personal
congratulations to the supervisors of the staff who did a good job listed first
among the 67 potential beneficiaries tested. Second on the list was a personal
performance note written by the manager.
Eve's knowledge can be rewarding. Numerous studies show that open
communication was counted as the most important reason why employees
report on staying with their current jobs. Everyone wants to know “what's
going on?” - especially, as it affects them, and simply telling them is
encouraging. In view of this fact, the question arises, How difficult is it to tell
people that?
When it comes to awards, many executives see that the thing that motivates
their employees is money and a lot of money. While money may be an
important means of informing employees about its value to the organization, it
may not be the only motivation for most people. In other words, money is
important enough, but still, it may not be all or eliminate all motivation for
employees. More often than not, non-financial factors may motivate
employees to do their best in the workplace.
The least important reason why money is a facilitator is that in many
organizations, job reviews and related salary increases occur only once a year.
In order to motivate employees, performance requires rewarding the

37
achievements and progress made by employees by achieving goals more often.
Normal income - not the financial needs that have to happen almost every day.
Invisible objects are very important to the employee. It may be small but
significant for employees to be informed of the work they have done, to be
informed of their concerns and to have a compassionate clue that gives them
time to listen. None of these items are very expensive, but they all take the
time and consideration of a ship that you usually take care of. With a little
ingenuity, a manager can discover what inspires his employees and builds a
spark for them. His job is to make those things happen. If one of the
employees makes an extra effort on an important project or achieves a set goal
jointly, he or she should see success in a unique and memorable way.
Managers will find that if they are creative and different in reward, it will be
more fun for both of them. Examples can only be determined by the mind of
the manager. It could be sending a birthday present to the beloved daughter of
an employee to pay for a family dinner. The manager can give employees,
who have done very well, more than a three-day weekend.
Recognition and rewards can be very powerful motivating tools. It is
interesting to note that simple and honest recognition at low cost, paperwork
and management can have a significant impact on employees. At Walt Disney,
one of the company's 180 degree recognition programs is called the Fred Air
Award, named after an employee named Fred. When Fred began to walk an
hour to a paid position, five people taught him the numbers needed to succeed
at Disney. This assistance raised the award, where the word "Fred" became a
synonym for friendship, wisdom, zeal and trust. Originally awarded as a lark,
the medal has been highly coveted by the organization.
Rewarding employees for the special work they have done is important so that
they remain motivated enough to continue to do their best. While money is
important, a manager can achieve better employee performance by means of
personal, artistic and humorous methods.

38
QWL THROUGH EMPLOYEE INVOLVEMENT (EI)
One of the most widely used methods of building QWL is staff engagement.
Employee engagement (EI) consists of a variety of strategic approaches that
empower employees to participate in decisions that affect them and their
relationships with the organization. With (EI), employees feel responsible,
even “owned” for the decisions they participate in. To be effective, however,
the EI must be more than a systematic approach; it must be part of the
organization's culture by being part of the management philosophy. Some
companies have for decades had this philosophy focused on their design;
Hewlett-Packard, IBM, General Motors, Ford, etc.
Pygmalion Effect
The implications of management and human resources professionals are to
create an organizational culture that treats people as if they were experts in
their field and empowers them to use those technologies. When managers do
this, it may be the result of Pygmalion, which occurs when people live up to
the high expectations of others. If managers continue to think that people want
to contribute and look for ways to take that contribution, better decisions,
improved productivity and higher QWL are possible.

39
QWL and EI INTERVENTIONS
Many different companies have implemented interventions to get employees
to participate or improve QWL. Examples include the participatory
management system of Motorola, Boeing leopard teams, etc.
Boeing’s ‘Tiger Teams’
Quality Circles
Quality circles are small groups of workers who meet regularly with one of
their leaders to identify and resolve work-related issues. They are a special
kind of group formation, common in Japan and gained popularity in North
America in the late 1970s and early 1980s. In the 1980s many Japanese mid-
sized firms had quality control circles for hourly workers. This initiative
started as a quality improvement program but has become a common practice
for many Japanese managers and the basis for QWL efforts in many Japanese
firms.
Several factors make this approach unique. First, circle membership is
voluntary for both the leader (usually the manager) and the members (usually
hourly staff). Second, the construction of quality circles is often preceded by
in-house training. For managers these periods usually last two or three days.
Most of the time is devoted to discussions of small group flexibility,
leadership skills, and QWL teaching and quality circle philosophies. Almost a
day is spent on a variety of problem-solving strategies. Employees also get an
Boeing uses a single-focus task force approach called ‘tiger teams’. Generally
these teams are assembled to solve some production-delaying problem that the supervisor
and employees cannot overcome. Various approaches to team building share a common
underlying philosophy. Groups of people usually are better at solving problems than an
individual. And even though the “purpose” of these approaches may be to find a solution,
a by-product is improved quality of work life.

40
explanation of the role of the manager as the group negotiator and information
on the concept of quality circle. Third, as stated in the training, the team is
allowed to choose the problems it wants to fix. Managers may raise concerns,
but the team is empowered to decide which ones to pursue. Ideally, the
electoral process is not by democratic vote but by consensus, in which
everyone agrees on a matter to be resolved. (If managers have been pressuring
issues that need to be resolved, these issues can be handled in the same way as
they were resolved prior to the launch of quality circles).
When employees are allowed to choose the problems they want to fix, they
will likely be more motivated to find solutions. And they may be motivated to
stay as members of the circle and solve additional problems in the future.
Sociotechnical Systems
Another intervention to improve QWL is the use of sociotechnical systems.
Sociotechnical programs are interventions in the work environment that
reorganize work, work groups, and relationships between employees and the
technology they use to perform their duties. In addition to enhancing or
enriching the work, these methods can cause major changes in the workplace.
Autonomous Work Groups
The most common, albeit rare, method of staff involvement is the use of
independent working groups. These are groups of workers, who do not have
an official leader appointed by the company, who decide among themselves
the many traditional decisions that are handled by management. An important
factor in these groups is the high level of professionalism of employees in
managing their daily work. This usually includes integrated control of work
speed, job distribution, vacation planning, and participatory participation in
recruiting and training of new members. Direct monitoring is often required.

41
QWL is more likely to improve as employees seek jobs with more ethical
features. These demands are likely to arise from a diverse and diverse
working-class workforce that anticipates additional challenges and greater
independence in its work - such as employee participation in management-
held decisions.

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EMPLOYEE RELATIONS PRACTICES
Apart from structural interference in the way people work together, almost
everything that the labor department does affects labor relations directly or
indirectly. Many jobs are neglected by employees, including, for example,
hiring, selection, benefit management and other important tasks. Some jobs
only affect employees from time to time, such as working hours and salary
updates. However, the department directly affects individual QWL and
employee engagement through its communication, counseling, and
disciplinary procedures.

43
Employee relations activities are shared with management due to the growing
complexity of organizational structures, policies, and union management
relationships. For example, at the beginning of this century, managers were the
only ones responsible for dealing with employees and hiring, which led to
unethical practices, such as bias and gossip to management. Today, with the
need for more comprehensive, legal, and organizational approaches, labor
professionals are given greater responsibility to work with employees. The
result is a dual burden between the department and management. Of course,
managers remain responsible for communicating with work-related needs.
They are also responsible for advising and punishing their employees, in
accordance with guidelines established by the department. However, when
serious problems have been identified in counseling or major disciplinary
action, labor professionals are often involved in ensuring fairness and
consistency of treatment.
Employee Communication
Information is the engine that drives organizations. Information about the
organization, its environment, its products and services, and its people is
important to managers and employees. Without information, managers cannot
make effective decisions about markets or services, especially human
resources. Similarly, inadequate information can cause stress and
dissatisfaction among employees. This global need for information is met by
the organization's communication system. The communication system
provides legal and informal means of disseminating information about the
organization for appropriate decision-making.
All organizations have employee communication plans. Many organizations
use a combination of formal, structured communication and informal, interim
programs. For convenience, many of these methods can be broken down into

44
lower communication systems, available for staff information, and higher
communication systems, available for employee information.
Grape communication is a random process that arises spontaneously from
social interactions in an organization is a human interaction that arises
naturally from the human desire to make friends and share ideas. The
Department of Labor is interested in the vine because it provides a useful, non-
record response from staff, when human resources professionals are willing to
listen, understand, and interpret information.
Internal grievance procedures are the official means by which an employee
can register a grievance. These procedures are usually implemented by the
department of labor and require the employee to submit a written complaint.
The labor relations specialist then investigates the complaint and advises the
author on the results.
Rap sessions are meetings between managers and work groups to discuss
complaints, suggestions, opinions or questions. These meetings may begin by
sharing information with management to inform the team about developments
in the company. However, the main goal is to promote high-level
communication, often with several levels of staff and sub-managers present at
the same time. If these meetings are informal face-to-face discussions between
a senior manager and senior staff, the process may be called deep-sensing if it
attempts to conduct a thorough investigation of employees' mental issues. .
These times are also called direct staff meetings because they enable senior
management to communicate directly with employees. Constructive
suggestions sometimes come from these meetings.Suggestions are a legitimate
way of producing, evaluating and implementing employee ideas. This
approach may be effective if managers provide prompt and accurate
evaluation, if managers are trained to promote employee suggestions, and if
senior management actively supports the system. Unfortunately, testing often
takes months to process or managers see proposals as too much work for them

45
with few personal benefits. As a result, many of the company's proposal plans
are on paper but they do not work well.Attitude assessments are systematic
ways to determine what employees think about their organization. These
surveys can be conducted in face-to-face interviews, but are usually conducted
through an anonymous questionnaire. An attitude survey usually seeks to learn
what employees think about working conditions, supervision and employee
policies. Questions about new programs or special concerns for management
can also be asked. The resulting information can be used to assess specific
concerns, such as how individual managers are perceived by their employees.
Employee Counselling
Counseling is a discussion of a problem with the employee, with the
general intention of helping the employee to solve or deal with it. Stress
and personal problems may affect both the functioning and the
adjustment of the employee's normal life; therefore, it is in the best
interests of all stakeholders (employer, employee and community) to
assist the employee to return to full employment. Counseling is a useful
tool to help you achieve this goal. The success rate of a successful
counseling program is often large.
Counseling is a very confidential relationship, and your records should
be limited to people who are directly involved in solving the counseling
problem. These procedures are necessary to protect the privacy of the
employee and to protect the employer from possible liability in cases
such as intrusion of privacy or slander. The goal of some companies is
to transfer all military and family counseling to civil society. These
companies believe that, for reasons of employee privacy, they should
not be involved in these problems. Employers should also ensure that

46
their counseling programs comply with EEO rules by providing
equitable counseling services to all protected working groups.
Discipline
Counseling does not always work. Sometimes an employee's behavior is
unreasonably disruptive or work is not acceptable. Under these circumstances,
discipline is needed. Discipline is an administrative action to promote
compliance with organizational standards. There are two types of behavior:
 Prevention discipline
 Correction
An order to prevent an act taken to encourage employees to comply with the
rules and regulations in order to avoid violations. The basic goal is to promote
self-control, and the Department of Labor is playing a key role. For example,
it develops absence management systems and complaints. It conveys values to
employees and encourages employees to adhere to them. It also encourages
staff participation in setting standards, as employees will better support the
rules they have helped establish. Employees will also strongly support well-
stated values rather than negative ones, such as “Safety first!” rather than
"Ignore!" Effective discipline is a systematic relationship and the department
needs to be concerned about all aspects of the system.
An order to remedy the action following the violation. It seeks to prevent
further violations and to ensure compliance in the future. Usually the
corrective or disciplinary action is punitive, such as a warning or suspension
without payment. These actions are usually initiated by a close line manager
but may need to be approved by a senior manager or human resources
department. Permissions exist to monitor trade union or subsequent legal
proceedings and to ensure uniform application of the rules throughout the
organization. Any complaints. Then go to the top level in the company and I
become a unionist.

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EMPLOYEE HEALTH IS COMPANY’S WEALTH
A look at the websites of various organizations and annual reports reveals that
the lack of a comprehensive employee health plan has resulted in indirect,
recurring losses in companies.
In a Canadian government study, the Canada Life Assurance Company survey
team saw a 4 percent increase in productivity after launching the employee
eligibility program. In addition, 47 percent of program participants reported
that they felt more alert, had better relationships with colleagues, and
generally enjoyed their work more.
Researchers in Sweden found that mental performance was significantly better
for physically fit workers than for unqualified workers. Fit employees made 27
percent fewer mistakes in tasks that included concentration and short-term
memory, compared to the performance of unqualified employees.
Studies conducted by various US medical research institutes based in the US
and UK have shown that 80-90 percent of people of any age, gender, physical
activity and regular computer use may suffer from vision and health problems.
Another study conducted by the Department of Human Resources, the
University of Environmental and Natural Sciences, Japan, showed that visual
acuity occurred after 60 minutes of video presentation (VCD) activity.
Considering this only supports the fact that the vast majority of workers suffer
from work-related health problems and that well-planned, comprehensive
health promotion programs can help reduce such diseases. This will pave the
way for overall productivity.
However, companies have never noticed the presence of this silent abuser,
they have stopped exploring the magnitude of the problem. Therefore, they
continue to spend many working hours leading to a stressful lifestyle for
employees.
“While initially, companies may seem to benefit from additional staff efforts
during long, stressful days, rising health care premiums could prove otherwise.

48
One study, for example, based on the Multiple Risk Factor Intervention Trial,
showed that men who skipped their annual holidays were more likely to die
from heart disease than bed potatoes or smokers who escaped short breaks a
year, ”he writes. Wendy D Lynch in Business Health about the state of
American work.
The home environment is also poor. Following the advice of Western-born
companies, Indian corporations may also appear to be overwhelmed by
overworked employees trying to gain power over their coffee cups and
cigarette butts. Many employees report working hours and work unlimited
hours that the company is supposed to get more if employees put in extra work
hours just a myth.

49
Problems Galore
Blurred vision, spondylitis, discomfort, fatigue, depression, depression,
irritability and obesity are just a few of the problems. Lack of care can lead to
chronic illness, in which not only a person is affected, but his whole family
has to suffer.
Another problem that directly affects the mind of the employee is the lack of
sense of belonging to his organization. “There is a lot of work to be expected
from an organization, apart from a payroll relationship. The feeling of
adherence to his company is very important, ”said many employees.
Prof B M Hedge, Vice-Chancellor, Manipal Academy of Higher Education
admits, “Japan has one of the lowest rates of heart attack in the world. One of
the reasons is the lack of distinction between bosses and employees. So the
feeling of being a friend helps! ”
Health education programs improve the productivity and quality of staff.
"Companies may do a lot for health care workers, but there is little that is
important in preventive health care," said Dr Prathap Reddy, chairman of the
Apollo Hospitals Group, emphasizing the importance of protecting the health
of diseases such as cancer and heart disease.
The Right Approach
“Most human resource managers and directors of companies understand that
an employee who cannot sleep or his or her caffeinated manager has not taken
a hard three-year break. But what is "peak"? Lacking clarity, Americans have
fallen into the “best” way, with indescribable effects on their lives, ”says
Lynch.
So its top-time employers are waking up and realizing the fact that many
working hours do not need to mean more product. To maintain that, they need
to use the well-being of their employees as a business strategy. “It is very

50
important that we do not just give the right budget for the company's health
care system. As there is a proper budget for the company's health care
services, it is also important to follow professional appointments and uniform
application practices. In other words, the concept of health care must be
holistic - encouraging, protective and healing, ”said Captain Dr Rakesh Dullu,
deputy health and medical manager, Hero Honda.
"At the same time, we must not forget that if we can take care of the health of
our families, we are actually reducing the stress of workers and we can expect
a better and higher quality product for them," he said. he adds. But in the
current context there are only countless organizations that have family health
programs for their employees. Because of the abundance of services that can
or may not be provided, many companies are happy to provide a medical
refund of a few hundred rupees to their employees. Ideally, it should focus on
prevention rather than treatment.
Minor items such as low-fat diets in restaurants and the provision of fresh fruit
or juices from time to time may help employees maintain a healthy mind and
body. However, this is not a small thing that a company can do. Considering
the long hours of work, the intense competition and the growing pressure,
experts suggest a few "must have" for any organization:
Health systems: Although health insurance has not yet reached India,
companies must ensure that their employees receive insurance. Hero Honda,
for example, is linked to certain hospitals based in Gurgaon where, depending
on the availability of specialized doctors, staff are referred for treatment. All
employees in the company are paid under the National Insurance scheme. "We
have our own criteria for choosing a hospital and we are always in contact
with the doctors there," said Dr Dullu.
Morepen 3H applies its medical team to its staff as well. "Although we do not
have a systematic approach, our team of 8 doctors and mobile clinics are

51
always available for basic examination," said Atul Gandotra, Vice President of
Commerce, Marketing and Sales, 3H Morepen.
While senior employees have medical insurance, a refund of Rs 600 is given
to junior employees.
Visiting physician: Proper and timely advice saves both time and money. A
good doctor not only prescribes medication but also advises his patients to stay
healthy. Many diseases such as back pain, etc. which go unnoticed until they
begin to interfere with daily work (and thus the result of work) can be resolved
in the first place.
Sports events or recreation: Such activities do not give a break from work
but also help in re-energising the mind. In short, they keep one’s mind and
body fit.
Health club facilities/ Gym: Most big companies like GE, LG, Infosys etc.
have a well-equipped gym for their employees. Such a facility not only helps a
person keep fit, but also serves as a de-stressing factor.
Right Infrastructure: Ergonomics of furniture, easy-to-use computers,
appropriate ventilation and light source, ceiling height, working area, all
aspects affecting health and therefore individual product.
BALANCING THE WORK AND LIFE OF YOUR
EMPLOYEES
Studies show that a balanced work ethic can lead to greater productivity of
employees. As the economy develops towards the knowledge economy, the
definition and significance of the quality of work life also takes on new
significance. The article provides details on factor $ that should be activated to
determine the balance between employee and employee life.

52
You have to have both love and work in your life to live. Don't you agree?
However, this is what Sigmund Freud said decades ago to healthy workers.
The family is an essential ingredient of love that works in the lives of workers.
But do companies adjust job patterns to ensure the required balance? Do
companies offer opportunities for their employees to spend quality time in
their own lives? Many researchers indicate that maintaining a good work ethic
is a priority for companies in developed lands.
At the beginning of the industrial revolution, the needs and priorities of the
workers were at the end of the pyramid of the state of Maslow's need. Priority
was given to physical and material safety. With rapid cultural and economic
development, however, the priorities outside the work became increasingly
different. Employees begin to demand a high quality of life that is meaningful
because of the results of their work. After all, what are they doing? A happy,
happy and dignified life.
With the growth of the economy towards a knowledge economy, the definition
and significance of the standard of living of the work also takes on new
significance. Today, the meaning of the word 'work' has changed. It is more
closely related to mental functioning than physical activity. Therefore,
companies need to simplify and redesign their work schedules to bring balance
to the work life of their employees. Understanding and managing the levels
and complexity of different motivation needs is another area, requiring careful
attention from companies to bring about equality in the workplace.
Now let's look at the factors that created the need to maintain a working life
balance.
Various researchers have suggested the following.
Shifts in Societal Patterns

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Gone are the days of united families where you had to take care of the elders
and they, too, had to develop your feelings. Today's nuclear families, with
both working partners, have created new emotional demands on workers.
Financial and social obligations have taken on a different level of importance
today. Not only that, the needs of organizations today have also changed.
Money is collected in small pockets, among those categories of people with
the 'most wanted' information. And these so-called ‘knowledge workers’ are
the ones who have the greatest need to balance their work and life.
Technological Breakthroughs
Significant advances in information technology and communications have
changed our world view. At the same time, it requires more of today's
workers. Strong deadlines, solid schedules and growing business objectives
are a natural result of your own.
New Horizon of Expectations
For the above reasons there has been a complete change in the level of
expectations of today's employees. In fact, in the book Geeks and Geezers,
Thomas and Bennis explain how work and life-styles differ from one
generation to the next. Baby boomers can no longer afford to donate their lives
to the company they work for. Although Generation X and Y are very
committed to meeting your needs for both work and family life. Next, they are
looking for a newly defined and redesigned way to get the jobs assigned to
them.
Researchers have shown that a balance between work and life is maintained
when there is no conflict between work and family needs. While this situation
seems to be an expected situation, companies should keep in mind that conflict
should not reach unacceptable levels where it could disrupt job productivity.
According to a 1998 study by America @ Work (SM) by Aon Consulting

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Worldwide Inc., a Chicago-based HR consulting firm, today's employees
place their commitment to the organizations they work for only if managers
realize the importance of their personal and family values. life.
Finding a balance between work and life is as difficult for companies as it is
for employees. However, the responsibility for maintaining this rests with
many companies because, as noted in the Hawthorne Experiment, the human
world is primarily focused on their work environment. Thus careful
consideration of work patterns and activity planning will be one of the first
steps in designing a work plan that can balance life and work. HR managers,
as well as active heads and line managers, should strive to bring flexibility to
operational patterns within organizations. A trade-off between organizational
needs and the personal needs of employees should be worked out. The
following are some ways in which this can be done. Although this is not an
exhaustive list, it does provide startup companies for developing applications
that can balance work and health.
Creating Institutional Support Mechanisms
The first and foremost requirement is to create conditions that will provide
organizational support with regard to maintaining the flexibility of the work
and the health of the employees. This includes spreading a culture of
flexibility in the workplace, HR policies and other organizational rules that
allow employees to maintain a good mix of personal life and work.
There is a need to clearly define the link between keeping this in line with
business conditions and objectives. For example, Eli Lilly executives begin
their work at a company with a clear understanding of what the company
expects. They enter a week-long program, called the Supervisor School which
covers the business issue of occupational health programs. Thus, management
ensures that job flexibility is linked to organizational goals. But this is not

55
enough. What is needed is the assurance and communication and support of
senior management. The senior management of the company must clearly
demonstrate its willingness and willingness to restructure work schedules in
such a way that it can balance work and employee life. This will require a
clear statement from the company that it values the personal health of its
employees. Employees must understand that their organization also
remembers the importance of their health and personal relationships. Such
disclosure can be made with the company’s perspective and intent statements.
Providing Managerial Support
Speaking only lips that go to the balance of working life will not be enough.
Organizations should ensure that there are appropriate organizational design
plans that allow employees to have flexible time. This may even require a new
look at the HR manual, the organization may have.
It is also necessary to check such flexibility programs from time to time.
Otherwise, tightness will enter into work schedules, which may create a new
magnitude of the problem in the employee's health patterns. In order to keep
pace with changing work patterns and employee health, organizations can set
up special training programs that will inform employees about new work
styles. This can be done by sharing successful work schedule models and real-
life example lessons.
Practising What You Preach
Above all, organizations need to create their own flexible work schedules.
Flexible performance patterns should be part of an organization's plans. This
will require the creation of a network environment that can provide a ‘backup’
system to support labor relations. This will require staff to work in a variety of
ways, so that temporary emergency or shortages in one department can be met

56
by other departments. Therefore, the role of the HR department needs to be
reviewed and expanded to support the needs of the organization and the
individual.
Sustain It
If an organization follows and incorporates the practice of flexible work
schedules into its employees, it is very necessary to maintain it for a long time.
Such stability can be brought about by clear boundaries of accountability and
measurement methods. In other words, the focus and purpose of creating a
balanced work life should be maintained at any cost. This will also require
reviewing and evaluating the current operating environment and making
adjustments to the schedules accordingly.
Several researchers have shown that a balanced work life creates greater
productivity for workers. The important thing is to take the long and not the
short term which seems to be the focus of most organizations. Therefore,
while it may seem that employees have more time for leisure, the effect of a
balanced work life will be clearly seen at the end of the company.

57
Benefits of improving work-life balance
Aiding employee recruitment and retention
 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.
 Employers who support their employees in this way usually receive a
loyalty bonus from those employees.
 Employers who support their staff in this way often gain the bonus of
loyalty from those staff.
The British Work-Life Balance Study 2000, which included a survey
representing 2500 workplaces, found that 58 percent of employers thought the
work life balance improved employees 'motivation and commitment, and 52
percent thought workers' benefits and absenteeism were low. , and to help
retain female staff. The 2002 Australian Benchmarking Study found that
organizations that used occupational health strategies and evaluated them saw
reduced profits, absenteeism, and additional compensation from parental
leave.
Reducing absenteeism
 Many companies that have introduced family-friendly or flexible
working practices have seen benefits through reductions in
absenteeism. Sickness rates may fall as pressures are managed
better, while employees may have better methods of dealing with
work-life conflicts than taking unplanned leave.
 Workers (including their managers) who are healthy and not
over-stressed may be more efficient.

58
Improving the quality of people's working lives
 Minimising work-life role conflict can help prevent role overload
and help people have a more satisfying working life, fulfilling
their potential both in paid work and outside it.
 Work life balance can minimise stress and fatigue at work,
enabling people to have safer and healthier working lives.
Workplace stress and fatigue can contribute to injuries at work
and at home.
 Self-employed people control their own work time to some
extent. Most existing information on work-life balance is targeted
at those in employment relationships. However, the self-
employed too may benefit from maintaining healthy work habits
and developing strategies to manage work-flows which enable
them to balance work with other roles in their lives.
Matching people who wouldn’t otherwise work with jobs
 Parents and carers, people with disabilities and those nearing
retirement are among those who may increase their workforce
participation if more flexible work arrangements are possible.
Employment has positive individual and social benefits beyond
the financial rewards.
 Employers may also benefit from a wider pool of talent to draw
from – this is particularly to their benefit when skill shortages
exist.
 The Baseline Study of Work-Life Balance Practices in Great
Britain found that there was strong demand amongst lone parents,

59
carers and disabled people for flexible working time
arrangements.
Benefiting families and communities
 In a situation of conflict between work and family, one or other suffers.
Overseas studies have found that family life can interfere with paid
work, and the reverse. At the extreme, if family life suffers this may
have wider social costs.
 Involvement in community, culture, sports or other activities can
benefit the community and the community as a whole. For example,
voluntary participation on school board administrators can contribute
to improving the quality of education for our children. Although such
activities are not the responsibility of individual employers, they may
choose to actively support them, as public works can reflect the
company's good citizenship, as well as help develop the skills that
employees can use in the workplace.
How can work-life balance help improve our health and safety?
Part of achieving a good job / health balance is to ensure that work does not
have a negative impact on people's lives outside of work and their mental and
physical health. There is a possibility that workplace pressure and fatigue may
extend to the private area, as well as vice versa.
Under the Occupational Health and Safety Act of 1992, employers have a
responsibility to control or eliminate hazards, which may cause injury or
illness in the workplace. Depression and fatigue are fully integrated into this.

60
WANNA BE HAPPY AT WORKPLACE?
“I always seen to be feeling either superior or inferior, one upon or one
down, better off or worse off then everyone else. The superior moments are
elating, but the are and blessed moments are when I feel equal.” – Hugh
Prather
A man should understand that he and his office are two separate things.
There is a need to create a healthy balance between the two of you. In the
end, the consensus is achieved by combining whatever skills are needed to
define a person's standard of living.
Most of the time we end up thinking “I would be happy if …… ..” or I would
be happy when …… ..? against our wish or it did not happen the way we
wished. Sometimes, though, we are confident that we will be happy when we
receive a lot of promotions or achievements. But when the goal is achieved,
there will always be others who will fill the void created by wishful thinking,
making happiness a long-term dream.

61
Contrary to these desires, the truth is simply different. Sometimes the most
sought-after promotions may fail; days may break; jobs may be lost, and
relationships may be shattered. This dilemma raises the question: If we know
that things can and do happen, why do we put off happiness? Why should the
comments of colleagues at work put us under pressure? Now the strange
question is, is it possible to live in a world full of misery, injustice, etc., and
not be affected by it at all? Is there a way to maintain happiness throughout
life, whether in the office or at home?
Yes, there is a way out: One has to accept that things may go wrong and the
world is not created to get out of the way; has its own unique approach. This
acceptance alone can enable one to face reality with humor, ease, and
calmness that leads to happiness, no matter what. Simply put, his attitude and
work habits define happiness. Second, one needs to please the spirit of Vedic
singing:
Actively applying this principle in the workplace will not only create a much-
needed ‘balance’ between occupational health and personal health needs but
will also create ‘harmony’ between colleagues, peers and management in the
workplace. To make this philosophy of life work, it is important that "our
inner thoughts confirm the outward actions". The obvious requirement, then, is
to develop a set of attitudes that promote “great happiness throughout life”.
O citizens of the world! Live in harmony and concord.
Be Organised and co-operative.
Speak with one voice and make your resolutions.
With one mind.

62
The following are some of the cultivable attitudes:
Right State of Mind
No one is born happy. As Erich Fromm put it, happiness is not a gift of gods.
It is accomplished through human inward production. He, who performs his
role as a child playing a game for the purpose of playing, enjoys the best of
both worlds. Unfortunately, as we grow older and wiser, it is reported that we
often relax the ‘thought’ that a child is often found with turning ordinary
places into treasures. We often watch children ‘live to the present’ and show a
new level of freedom, of “letting them go”. Perhaps they have come to realize
that happiness results from self-indulgence. Therefore, an adult should
develop that ‘automatic’ and a refreshing spirit that tends to let go of
homosexuality just to enjoy the job.
According to Aristotle, it was people who, endowed with self-sufficiency,
fatigue and the ability to relax, through ingenuity, find happiness in all their
actions. "All the normal activities of life capture some pleasure," and historian
William Durant. It is those people who develop a love for themselves, yes for
real reasons, who are successful in enjoying or enjoying even the most unusual
events in everyday life. It is usually those unhappy people who have never
blamed themselves for their condition; instead they blame their jobs,
marriages, or cruelty for fate. Such people will not have the warmth they can
offer at work or at home, and they are destined to be barren and confused. To
overcome this weakness, one needs to reach the right level of communication
with oneself and one's family. The key to agreeing with you is "family love
and understanding".
It is possible for all of us to sharpen our mind to look at man and nature and to
see that the seat of happiness is in the power and uniqueness of all living
things. So the attitude “of all things and of all things” will open the way to
happiness. And this is what is preached even outside the inheritance:

63
Let us never become complacent in our pursuit of the flu, the selfishness of
illness and the anxieties of life. Instead, cultivate a positive attitude that fully
evaluates a person's potential for quality of life. Mental cleanness in thought,
word and deed is a step toward achieving success in the workplace. Such an
attitude automatically triggers the most important ‘shraddha’ (dedication) to
achieve any success, the ‘quality of life’ that is its natural follower.
Behave with others as you would with yourself.
Look upon all the living beings as your bosom friends, for in all of them there
resides one soul.
All are but a part of that universal soul.
A person who believes that all are his soul-mates and loves them all alike, never
feel lonely.
The divine qualities of forgiveness, compassion and service will make him
lovable in the eyes of all.
He will experience intense joy throughout his life.

64
Physical Fitness
Good health is a source of happiness. As the body and the mind are linked,
illness can lead to mental disorders and even depression. This can hinder a
person from pursuing his goals. Our text says, "The body is a means of
religious pursuit". Poor health not only creates tension in the affected person
but also affects the whole family. But in this modern age of speed, the feat and
tension man in his race has lost sight of the importance of his life.
A healthy lifestyle enables a person to focus on his job and to do his job
properly. Therefore, the development of a healthy lifestyle is a sin that no one
is to protect personal interests and improve the quality of life. Good habits
such as punctuation, sleep, exercise, and activity play an important role in
maintaining a healthy lifestyle. Excessive indulgence in fleshly pleasures
deprives a person of the ability to focus on the goal and achieve it.
Exercise raises the levels of endorphins that are known to cause pleasure. It
also creates a sense of well-being that gives impetus to production. Exercise
makes a man think faster. It also strengthens the ability to increase human
productivity.
We all need leadership to love the work most of us do for a living. A person
who does not like work experiences a painful repetition of negative emotions
at work and this can lead to emotional illness. On the other hand, if a person
loves work and feels good about his job, he will have a happy mood.
Therefore, it must be acknowledged that a love of work is a powerful antidote
to emotional illness.

65
Exercise Control on Time
Psychiatrists often complain that most people take a random trip in life,
traveling without getting anywhere. However, some busy executives around
the world are able to promote productive activities by making time for family
and leisure activities. When one examines their lifestyle, one can easily pick
up the following tips to manage time effectively, efficiently and purposefully
as well.
Psychiatrists report that normal body temperature varies by about 3 degrees
during the day and increases or decreases efficiency equally. People often
wake up very early in the morning and in the evening every afternoon is
known to be drowsy. These are the most effective hours often used by
successful managers to deal with difficult tasks. Many also use said time to
create creative thoughts and pursuits while providing the most effective time
for less important activities such as reading the newsletter, checking the daily
mail, and so on.
Since we can never drive to an unfamiliar place without a road map, we save a
lot of time, without increasing the efficiency levels so that we can write down
the tasks that will be done on each new day. Listed activities that include both
work-related and home-based activities may be prioritized or priority and
under A, less important B, and less important C. Such exercises open the way
for easy implementation.
Most of the time at work is reported to be lost due to frequent office visits.
Another way to manage unexpected delays is to schedule such meetings on
time. Similarly, the phone is another aid that steals a lot of time, too, without
being discovered by the user. It is recommended that you write on a piece of
paper before making a call and stay on track to finish the conversation early.
One must always remember that making good use of our time does not mean
that we should never give up. There are some managers who prefer to take a
break or catnap to be re-empowered. Similarly, some prefer to rest for a few

66
minutes with shallow, deep breaths. Getting rid of one’s routine from time to
time certainly helps one to work faster and better. A well-managed day leads
to doing work without stress and adds quality to life.
Cultivate ‘Hope’ – The Vital Spark of Life
Martin Luther King said everything done in the world was done with hope.
Exactly as Samuel Johnson put it, hope perhaps, the greatest happiness that
this world has to offer. In fact, no one can live without it. It is the only force
behind human dreaming, planning, and existence. As the old axiom says a
happy heart does good as a tree.
After all, life is a race of light and darkness, happiness is the opposite of
despair. However, we all hope, many times, because it is probably natural for
a person. Hope is as natural for humans as it is for the seed. Every morning is
a new beginning and most of us get out of bed dreaming of a good day. Hope
is written loudly on earth and in the sky and in all that breathes. Hope,
although natural and vital for humanity, can be exhausting, as our lives grow.
And that is where we need to gain hope ‘by trusting right now’. This makes
one need to call for hope and learn to look forward to the beauty of the next
minute, the next hour, the promise of delicious food, an increase in paycheck,
etc. Hope is a mental framework or climate. of the heart that helps the nurse to
have a positive attitude at work or in life. Such a positive attitude transforms a
function made into a loving organization and at that level performance
improves. It alone allows a person to do a commendable job. It is often noted
that ordinary people who are strengthened by faith perform extraordinary acts.
That is why one should lovingly call it ‘hope’ in order to “lead us to victory in
the long journey of life”.
Build Network of Friends
A study of the West later revealed that the lucky ones are those who have a lot
of friends and acquaintances. Research has also shown that most of the jobs

67
offered are mostly from acquaintances. These lucky people reportedly love to
get together and come out in large numbers to make friends.
These people have a natural ability to initiate friendly communication through
facial expressions, body language, tone of voice, very specific words, eye
contact, etc., in appropriate proportions and to form an excellent network of
friends. They can strike up a conversation with a stranger in the next seat of
the plane and talk to him as if they had known this man for a long time.
These features can easily be developed by anyone to build a network of
friends. The larger the web of friendly contacts, the more opportunities one
can take advantage of. A large network of friends provides a sense of social
security without enriching one's life. After all, having a good conversation is
also important in family life because it can keep many emotional illnesses at
bay. A person who can build a good network of friends can obviously make a
family meal a repetition of joy and happiness.
The changing workplace
It is often said that the days of life-long employment and corporate career
ladders are gone. Many people feel their jobs are less secure than in the past.
But is that right? The international research reviewed by the Future of Work
project doesn’t always support these concerns:
 Some groups of workers have suffered a drop in job tenure, but long-
term employment relationships appear to be more resilient than you’d
expect.
 Non-standard employment (part-time, temporary, casual and self-
employed work) is on the rise, and that trend is likely to continue.
 People’s need for flexibility is one of the key drivers of part-time and
self-employed work.

68
 However, some temporary and casual workers are more likely to suffer
job insecurity, low pay and poor working conditions.

69
RESEARCH PROBLEM
Though every organization attempts to improve the employer-employee
relations and through it, the quality of work life of employees, problems may
occur in effective implementation of QWL programs.
People will not do their best when they feel that employers’ commitment in
terms of reward and recognition is lacking. Commitment is a mutual
phenomenon. When employers want to get the best from employees but do not
give them reward and recognition, people will not be committed to work.
These problems may occur because of:
1. Poor reward and recognition
2. Dead-end jobs
3. Managing by intimidation
4. Negative working environment
5. No job security
6. Negative attitude

70
NEED OF THE STUDY
Many companies find that paying attention to the needs of employees can
benefit a company in terms of productivity, employee loyalty and corporate
reputation.
A growing number of QWL-focused companies are improving their
relationships with stakeholders. They can communicate their ideas, policies,
and work on complex social issues; and to develop interest among key
stakeholders such as consumers, suppliers, employees etc.
Programs that help employees balance their work and work life can improve
productivity. Recognition and support of a company - with its stated values
and policies - of employee commitment, interests and pressures, can relieve
external employee stress.
This allows them to focus on their activities during the working day and helps
reduce absenteeism. The result can be both improved productivity and
strengthening staff commitment and loyalty.

71
SCOPE OF THE STUDY
Workplace quality is the quality of the relationship between employees and
the workplace as a whole.
A Good Workplace is where “You trust the people you work for, you are
proud of what you do, and you enjoy the people you work with.”
The quality of work life represents concerns about the individual size of the
employee and is related to job satisfaction and organizational development.

72
OBJECTIVES OF STUDY
 To find out effects of quality of work life initiatives on employees.
 To find out way to improve quality of work life.
 To gain an insight into current working life policies and practices, as well
as work-life balance issues.
 To relate the theoretical learning with the real life situation.
HYPOTHESIS OF THE STUDY
Hypothesis:
H1: There is no relation between quality of work life and employee
performance.
H2: Employees are not satisfied with the safety measures and welfare facilities
provided.

73
RESEARCH METHODOLOGY
To achieve learning objectives, an online survey was conducted. In order to
conduct research, personal interviews were conducted with various
management level staff. Interviews were chosen as an online survey to make
the research more meaningful and to gather more information. In order to
conduct a staff interview, a questionnaire was compiled. The questionnaire
was compiled with closed queries.
Managers have been interviewed in various fields that may have an impact on
the quality of life of employees and the transformation of employees. no.
services provided to employees, process promotion, salary increase, bonus
promotion category etc. given to employees.
DATA COLLECTION TECHNIQUES
I. Primary sources:
 Discussion with the personnel of Velocek cybernetics private
limited.
 Casual interview and individual discussion with employees.
 Personal observation on the activities of HR department.
II. Secondary sources:
 Annual report, publications, training materials
 Periodical statements of the company, brochures, booklets etc.
 Official Website of the Velocek cybernetics private limited.
 Documentary file of the Velocek cybernetics private limited.
Sampling
Sample plan is definite plan for obtaining a sample from a given population.
 Population

74
All the employees of Velocek cybernetics private limited have been
considered as the population of the study.
 Sampling unit
Employees who is working in organization
 Sample size
Total sample size was 100 employees.
 Sample Design
The non-probability convenience sampling procedure is used in survey to
collect the information and make this report accurately.

75
LIMITATIONS OF THE STUDY
1. The information provided by the workers is not definitely true.
2 The samples of workers are not representative of the total workforce.
3. The workers hesitate disclosing the true facts in order to secure their job.
4. There is no measure to check out whether the information provided by the
workers are correct or not.

76
CHAPTER – 2
LITERATURE REVIEW

77
LITERATURE REVIEW
The present paper enlightens us about the contributions of the previous
researcher so that we can better understand this concept by examining the
findings and identifying research spaces that will be able to provide more
scope for further research. The literature review is as follows:
Raduon Che Rose et al. (2006) Evidence-based research conducted to predict
QWL in terms of work-related size The sample contains 475 managers from
free trade areas in Malaysia in both international organizations (MNCs) and
small and medium enterprises (SMIs). The results show that three variables
are important: job satisfaction, job success, and job balance, with a 63 percent
QWL difference.
Indrasen Singh (2007) conducted a study to measure the satisfaction of the
work of professional drivers. This study looks at drivers' perceptions of
specific areas of their work and how these areas are important in satisfying
their work. Managers 'opinions about drivers are also considered and
compared to drivers' opinions. Job satisfaction is considered to measure driver
productivity, profitability among current drivers, the attraction of new drivers
and the number of drivers leaving the industry. Strategies to help managers
incorporate these outcomes into practice are proposed.
Bani Kochar (2008) points out that a combination of three key factors namely,
Balance (workplace, pay, peer co-operation) is the motivation for motivation
(job transfer, authority, opportunity for growth, development) and balance
(high rewards for high stress, job security) it is important to promote job
satisfaction and performance among academics.
Praveen M Kulkarni et., Al. (2009) found that the organization has a culture
that is not in line with the current market environment; this fact has
contributed to the level of employee satisfaction. In addition, he advocates that

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