International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Industrial economics and entrepreneurship developmentmanishbhadke
Abraham Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physiological and safety needs before moving up to higher level needs for love, esteem, and self-actualization. McClelland's acquired needs theory suggests that people's needs for achievement, affiliation, and power develop over time based on life experiences and influence behaviors. Previous research found that individuals with a high need for achievement tend to be more motivated toward entrepreneurial activities that allow them to take responsibility for outcomes and receive feedback on their performance. The Kakinada experiment in India provided entrepreneurship training and found it had a positive influence on participants' need for achievement. Small scale industries are important for the Indian economy as they generate employment, promote
Integration & Quality of Work Life by Raja Rao PagidipalliRaja Ramesh
This document discusses quality of work life and industrial relations. It defines quality of work life as the degree to which workers can satisfy personal needs through their job experiences. Eight criteria for measuring quality of work life are described, including adequate compensation, safe working conditions, opportunities for growth and social relevance of work. Quality circles are discussed as a way to involve workers in problem solving. Industrial relations are defined as relationships between workers and management. Causes of industrial disputes and methods for settling disputes like investigation, mediation, conciliation and arbitration are outlined.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
An examination of the work culture, motivation, quality of work life on the r...inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
AN EMPIRICAL STUDY ON THE EFFECT OF DEMOGRAPHIC VARIABLES ON QUALITY OF WORK ...IAEME Publication
In this era of globalization, the organizations have realized the importance of human resources in achieving the goals of organizations. Improving Productivity, enhancing employee commitment, reducing attrition rate are some of the major challenges the organizations are facing in today’s dynamic environment. Quality of Work Life(QWL) has emerged as a concept whose main foundation is on developing jobs and working conditions that satisfy the employees personal needs through their experience in the organization. QWL refers to a relationship between the employees and their work environment by including the human perspective to the economic and technical perspective, thereby improving the overall satisfaction, motivation, commitment and involvement employees experience while working in the organizations. Rise in the Quality of Work Life enhances employees' wellbeing there by the wellbeing of the whole organization.
Industrial economics and entrepreneurship developmentmanishbhadke
Abraham Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physiological and safety needs before moving up to higher level needs for love, esteem, and self-actualization. McClelland's acquired needs theory suggests that people's needs for achievement, affiliation, and power develop over time based on life experiences and influence behaviors. Previous research found that individuals with a high need for achievement tend to be more motivated toward entrepreneurial activities that allow them to take responsibility for outcomes and receive feedback on their performance. The Kakinada experiment in India provided entrepreneurship training and found it had a positive influence on participants' need for achievement. Small scale industries are important for the Indian economy as they generate employment, promote
Integration & Quality of Work Life by Raja Rao PagidipalliRaja Ramesh
This document discusses quality of work life and industrial relations. It defines quality of work life as the degree to which workers can satisfy personal needs through their job experiences. Eight criteria for measuring quality of work life are described, including adequate compensation, safe working conditions, opportunities for growth and social relevance of work. Quality circles are discussed as a way to involve workers in problem solving. Industrial relations are defined as relationships between workers and management. Causes of industrial disputes and methods for settling disputes like investigation, mediation, conciliation and arbitration are outlined.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
An examination of the work culture, motivation, quality of work life on the r...inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
AN EMPIRICAL STUDY ON THE EFFECT OF DEMOGRAPHIC VARIABLES ON QUALITY OF WORK ...IAEME Publication
In this era of globalization, the organizations have realized the importance of human resources in achieving the goals of organizations. Improving Productivity, enhancing employee commitment, reducing attrition rate are some of the major challenges the organizations are facing in today’s dynamic environment. Quality of Work Life(QWL) has emerged as a concept whose main foundation is on developing jobs and working conditions that satisfy the employees personal needs through their experience in the organization. QWL refers to a relationship between the employees and their work environment by including the human perspective to the economic and technical perspective, thereby improving the overall satisfaction, motivation, commitment and involvement employees experience while working in the organizations. Rise in the Quality of Work Life enhances employees' wellbeing there by the wellbeing of the whole organization.
Interrelations between quality of work life dimensions and faculty member job...Alexander Decker
This document discusses a study on the interrelations between quality of work life (QWL) dimensions and job satisfaction among faculty members in private universities in Bangladesh. The study aims to identify critical QWL factors and examine the relationships between QWL dimensions and job satisfaction. A survey was conducted with 72 faculty members across 11 private universities using a structured questionnaire. The results found that all QWL dimensions, such as compensation, working conditions, career development opportunities, and decision making participation, were positively correlated with job satisfaction. This indicates improving QWL can increase job satisfaction among faculty in private universities in Bangladesh.
A Learning and Improvement Model in Entrepreneurial LeadershipIOSR Journals
Currently entrepreneurial leadership has expended and increased momentum as developingmodel of both in research and practice. Though, there is not sufficient knowledgeon the theoretical and intangible basis of this emerging area of analysisandlot of questions are raised up on how to grow entrepreneur leadershipabilities, capabilitiesprecisely in university students. The basicmotive of thistheoretical paper is to slight the gap through offering the theoretical andconceptual basics of entrepreneur leadership. This paper has also examinedvariousfeatures of entrepreneurial education in the perspective of universitygiven entrepreneur-ship programs and then projected a model for entrepreneurial-leadership enlargement. The projected model describes entrepreneurial leadershipenlargementbase on a dynamic progression of “experimental, social interactive,observational and reflective learning” which make available a base for entrepreneur leadership exercise, enlightenment and research.
Organizational climate psychological engagement towards human side of man...dr m m bagali, phd in hr
This document discusses organizational culture and employee empowerment. It defines empowerment as giving decision-making authority and responsibility to employees at all levels of an organization. This allows employees freedom in how they do their jobs and influence the organization's direction. The document advocates for organizations to shift from a welfare approach to human resources to an empowerment approach. When employees are empowered and feel a sense of ownership, it can lead to higher productivity, commitment, and organizational success. The empowerment of employees is seen as especially important for companies operating in a competitive global environment.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
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Call us at : 08263069601
(Prefer mailing. Call in emergency )
This document presents the results of a study investigating the influence of transformational leadership and organizational culture on chairman innovation at three Islamic high schools (STAIs) in Jambi Province, Indonesia. The study found:
1) Transformational leadership has a direct, positive and significant influence on chairman innovation at the STAIs.
2) Organizational culture also has a direct, positive and significant impact on chairman innovation.
3) Transformational leadership and organizational culture together have a simultaneous direct and indirect effect on chairman innovation at the STAIs in Jambi Province.
This document summarizes a journal article about the impact of professional bodies on training and development at Nation Media Group in Kenya. It finds that professional bodies play an important role in improving employee skills and making them more effective. However, Nation Media Group lacks policies supporting training through professional bodies. There are also challenges like lack of career paths, high employee turnover, and difficulties selecting which professional bodies to partner with given the diverse professions within the company. The document recommends that Nation Media Group conduct training needs analyses, require membership in professional bodies, and establish partnerships to facilitate continual training and advance professional standards among its employees.
In efforts of unifying and defining the Company culture, a study was conducted to create a benchmark and a framework based on the market trends. In this study, the history, cause, and trends of the evolving culture were studied carefully. A group of top national and international companies with well-known cultures was studied. This helped create a correlation and differentiation between the perks and the culture.
Strategic management involves analyzing the internal and external environment to formulate long-term goals and plans. Key aspects include undertaking a SWOT analysis, developing a mission and vision, identifying strategic options, and setting objectives. Implementation requires engaging stakeholders, monitoring performance using tools like the balanced scorecard, and reviewing strategies over time based on environmental changes. Successful strategies differentiate the business, achieve a low cost advantage, or focus on a niche market.
Scientific Management Theory focuses on finding the optimal way to accomplish tasks using minimal resources. Frederick Taylor is considered the father of modern management for introducing this theory. Modernism focuses on finding universal truths to optimize resource utilization, while Postmodernism rejects the idea of a single set of principles and advocates using diverse management tools in different organizational areas. Organizational culture can be viewed as the glue that holds an organization together or as a compass that provides direction. Taylorism and Fordism both emphasized scientific approaches to mass production and consumption. Ford applied Taylor's principles using assembly lines and machines to reduce labor and increase efficiency.
1. Scientific Management Theory developed by Frederick Taylor focuses on finding the optimal way to structure tasks and allocate resources to maximize output.
2. Modernism views management as seeking universal truths to optimize resource utilization, while Postmodernism rejects the idea of universal principles and advocates diverse management approaches for different organizations and contexts.
3. Taylorism and Fordism both applied scientific principles to mass production, with Henry Ford innovating assembly lines and machine automation to reduce labor and increase efficiency in automobile manufacturing.
Effect of Leadership styles on Organisational commitment.Deepak Chandhok
Research Project on finding effects of Leadership Styles on Organisational Commitment in government sector under the guidance of Dr.Purva Kansal(Associate professor), University Business School.
Octapace Culture: A Study of Hospitality Sector in Lucknow Regionscmsnoida5
This document summarizes a study on organizational culture in the hospitality sector in Lucknow, India. The study used mixed methods including surveys and interviews of 200 employees to analyze the impact of OCTAPACE cultural parameters on organizational effectiveness. The results found that organizational culture has a significant impact on effectiveness. Companies need a performance-driven culture to motivate employees and maintain competitive advantage. Limitations included the study being static and potential for response bias. The implications are that management must develop a performance-focused environment to strengthen the connections between culture, practices, and performance.
Managing Workforce Diversity in Competitive Environmentinventionjournals
This document discusses managing workforce diversity in a competitive environment. It defines diversity and identifies its various dimensions. It explores the benefits of a diverse workforce, such as improved decision making and increased creativity, but also notes potential challenges like increased conflict. The document outlines different approaches to diversity management that have evolved over time, from assimilation to managing diversity to recognize different cultures. It discusses the need for diversity management in India due to its highly diverse workforce. Effective diversity management practices can help companies better understand and serve diverse customer groups and access a wider talent pool.
The document provides an overview of organizational structure, culture, leadership, and motivation within Capco, a financial services company. It discusses Capco's flat organizational structure and modern culture that promote employee engagement and creativity. This relationship between structure and culture positively impacts business performance by facilitating collaboration and innovation. The document also examines factors like personality and perception that influence individual worker behavior. Different leadership styles are compared in terms of their effectiveness, with democratic and coaching styles found to foster responsibility and commitment among Capco employees.
The 3000-word assignment requires students to discuss in three key areas:
1) The importance of organizational structure and culture for effective performance including an analysis of leadership theories and their impact on employee motivation and behavior.
2) How motivational theories influence behavior and the usefulness of these theories for managers.
3) The nature of groups and teams in organizations and the factors that promote or inhibit effective teamwork, as well as the impact of technology on team functioning.
The submission deadline is February 1st, 2013.
Organizational culture has been identified as a mediating variable in this study. There are many
terms used by different researchers to denote organizational culture. Similarly, there are many
definitions of organizational culture. This report mainly focuses on Organization Culture and
Behavior on Chaudhary Group, a leading company based in Nepal. The report gives
information based on analysis of workplace culture in Chaudhary Group, how they deal with
the positive and negative impacts of organization culture prevalent in the company, followed
by the conclusion including challenges that the company will face in the time to come.
Based on study and findings from various sources, culture at CG includes areas like creating
value for customers, nation, entrepreneurship, humility, etc. that play vital roles in causing
positive and negative impact and how CG behaves within and outside the company. Overall,
there are many positive as well as negative impacts that affect how the CG operates.
All in all, we can say that CG has its own strengths, weaknesses, opportunities and threats that
are determined by CG culture.
Este documento presenta una parábola sobre el infierno y el cielo. En el infierno, las personas tenían una mesa llena de comida pero solo podían comer con palillos muy largos, por lo que pasaban hambre a pesar de la abundancia. En el cielo, las personas también tenían palillos largos pero se ayudaban mutuamente a comer, por lo que todos estaban felices y alimentados. La parábola sugiere que debemos ayudar a los demás en lugar de pensar solo en nosotros mismos.
El documento argumenta que la educación debe cultivar un compromiso con los problemas globales como la pobreza y la desigualdad. Sugiere que los países ricos tienden a ignorar los problemas del resto del mundo y que la educación también puede caer en este enfoque localista. Finalmente, afirma que se necesitan agentes sociales comprometidos, incluidos padres y educadores, para reconstruir el mundo de una manera más justa y ética.
Students will discuss their fears in this unit. Friends talk about common fears like heights, spiders, needles and describe why they have these fears. Students also role play conversations where they politely decline invitations using language to describe their fears. They play a board game to discuss how afraid they are of different things on a scale and compare results to see who is the biggest "scaredy cat".
El documento discute el problema mundial del hambre, notando que casi 1000 millones de personas pasan hambre y que cada 3 segundos muere una persona debido a la falta de alimentos. Examina cómo el hambre afecta especialmente a los niños y cómo se usa como un arma en los conflictos. También señala que los gobiernos a menudo no protegen adecuadamente a su población del hambre. Finalmente, resume los Objetivos de Desarrollo del Milenio de la ONU para reducir la pobreza y el hambre.
This document discusses smart cities and Alcatel-Lucent's role in enabling them. It notes that by 2050, 66% of the world's population will live in cities, and that cities will generate 64% of GDP growth over the next 10 years. It then outlines Alcatel-Lucent's solutions for smart city connectivity, infrastructure, and applications including its Motive device management platform, CloudBand NFV solution, IP/MPLS networking, small cells/FTTx, and partnerships with companies like Schneider. The document argues that Alcatel-Lucent can help cities with its expertise in these areas as well as innovation, services, and engagement.
Este documento contiene varias citas de diferentes autores sobre el tema de dar y compartir. Las citas resaltan la importancia de dar desinteresadamente, sin esperar nada a cambio, y cómo el acto de dar trae mayor felicidad que recibir. Dar es un verbo que requiere poco esfuerzo pero puede levantar al mundo.
Interrelations between quality of work life dimensions and faculty member job...Alexander Decker
This document discusses a study on the interrelations between quality of work life (QWL) dimensions and job satisfaction among faculty members in private universities in Bangladesh. The study aims to identify critical QWL factors and examine the relationships between QWL dimensions and job satisfaction. A survey was conducted with 72 faculty members across 11 private universities using a structured questionnaire. The results found that all QWL dimensions, such as compensation, working conditions, career development opportunities, and decision making participation, were positively correlated with job satisfaction. This indicates improving QWL can increase job satisfaction among faculty in private universities in Bangladesh.
A Learning and Improvement Model in Entrepreneurial LeadershipIOSR Journals
Currently entrepreneurial leadership has expended and increased momentum as developingmodel of both in research and practice. Though, there is not sufficient knowledgeon the theoretical and intangible basis of this emerging area of analysisandlot of questions are raised up on how to grow entrepreneur leadershipabilities, capabilitiesprecisely in university students. The basicmotive of thistheoretical paper is to slight the gap through offering the theoretical andconceptual basics of entrepreneur leadership. This paper has also examinedvariousfeatures of entrepreneurial education in the perspective of universitygiven entrepreneur-ship programs and then projected a model for entrepreneurial-leadership enlargement. The projected model describes entrepreneurial leadershipenlargementbase on a dynamic progression of “experimental, social interactive,observational and reflective learning” which make available a base for entrepreneur leadership exercise, enlightenment and research.
Organizational climate psychological engagement towards human side of man...dr m m bagali, phd in hr
This document discusses organizational culture and employee empowerment. It defines empowerment as giving decision-making authority and responsibility to employees at all levels of an organization. This allows employees freedom in how they do their jobs and influence the organization's direction. The document advocates for organizations to shift from a welfare approach to human resources to an empowerment approach. When employees are empowered and feel a sense of ownership, it can lead to higher productivity, commitment, and organizational success. The empowerment of employees is seen as especially important for companies operating in a competitive global environment.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
This document presents the results of a study investigating the influence of transformational leadership and organizational culture on chairman innovation at three Islamic high schools (STAIs) in Jambi Province, Indonesia. The study found:
1) Transformational leadership has a direct, positive and significant influence on chairman innovation at the STAIs.
2) Organizational culture also has a direct, positive and significant impact on chairman innovation.
3) Transformational leadership and organizational culture together have a simultaneous direct and indirect effect on chairman innovation at the STAIs in Jambi Province.
This document summarizes a journal article about the impact of professional bodies on training and development at Nation Media Group in Kenya. It finds that professional bodies play an important role in improving employee skills and making them more effective. However, Nation Media Group lacks policies supporting training through professional bodies. There are also challenges like lack of career paths, high employee turnover, and difficulties selecting which professional bodies to partner with given the diverse professions within the company. The document recommends that Nation Media Group conduct training needs analyses, require membership in professional bodies, and establish partnerships to facilitate continual training and advance professional standards among its employees.
In efforts of unifying and defining the Company culture, a study was conducted to create a benchmark and a framework based on the market trends. In this study, the history, cause, and trends of the evolving culture were studied carefully. A group of top national and international companies with well-known cultures was studied. This helped create a correlation and differentiation between the perks and the culture.
Strategic management involves analyzing the internal and external environment to formulate long-term goals and plans. Key aspects include undertaking a SWOT analysis, developing a mission and vision, identifying strategic options, and setting objectives. Implementation requires engaging stakeholders, monitoring performance using tools like the balanced scorecard, and reviewing strategies over time based on environmental changes. Successful strategies differentiate the business, achieve a low cost advantage, or focus on a niche market.
Scientific Management Theory focuses on finding the optimal way to accomplish tasks using minimal resources. Frederick Taylor is considered the father of modern management for introducing this theory. Modernism focuses on finding universal truths to optimize resource utilization, while Postmodernism rejects the idea of a single set of principles and advocates using diverse management tools in different organizational areas. Organizational culture can be viewed as the glue that holds an organization together or as a compass that provides direction. Taylorism and Fordism both emphasized scientific approaches to mass production and consumption. Ford applied Taylor's principles using assembly lines and machines to reduce labor and increase efficiency.
1. Scientific Management Theory developed by Frederick Taylor focuses on finding the optimal way to structure tasks and allocate resources to maximize output.
2. Modernism views management as seeking universal truths to optimize resource utilization, while Postmodernism rejects the idea of universal principles and advocates diverse management approaches for different organizations and contexts.
3. Taylorism and Fordism both applied scientific principles to mass production, with Henry Ford innovating assembly lines and machine automation to reduce labor and increase efficiency in automobile manufacturing.
Effect of Leadership styles on Organisational commitment.Deepak Chandhok
Research Project on finding effects of Leadership Styles on Organisational Commitment in government sector under the guidance of Dr.Purva Kansal(Associate professor), University Business School.
Octapace Culture: A Study of Hospitality Sector in Lucknow Regionscmsnoida5
This document summarizes a study on organizational culture in the hospitality sector in Lucknow, India. The study used mixed methods including surveys and interviews of 200 employees to analyze the impact of OCTAPACE cultural parameters on organizational effectiveness. The results found that organizational culture has a significant impact on effectiveness. Companies need a performance-driven culture to motivate employees and maintain competitive advantage. Limitations included the study being static and potential for response bias. The implications are that management must develop a performance-focused environment to strengthen the connections between culture, practices, and performance.
Managing Workforce Diversity in Competitive Environmentinventionjournals
This document discusses managing workforce diversity in a competitive environment. It defines diversity and identifies its various dimensions. It explores the benefits of a diverse workforce, such as improved decision making and increased creativity, but also notes potential challenges like increased conflict. The document outlines different approaches to diversity management that have evolved over time, from assimilation to managing diversity to recognize different cultures. It discusses the need for diversity management in India due to its highly diverse workforce. Effective diversity management practices can help companies better understand and serve diverse customer groups and access a wider talent pool.
The document provides an overview of organizational structure, culture, leadership, and motivation within Capco, a financial services company. It discusses Capco's flat organizational structure and modern culture that promote employee engagement and creativity. This relationship between structure and culture positively impacts business performance by facilitating collaboration and innovation. The document also examines factors like personality and perception that influence individual worker behavior. Different leadership styles are compared in terms of their effectiveness, with democratic and coaching styles found to foster responsibility and commitment among Capco employees.
The 3000-word assignment requires students to discuss in three key areas:
1) The importance of organizational structure and culture for effective performance including an analysis of leadership theories and their impact on employee motivation and behavior.
2) How motivational theories influence behavior and the usefulness of these theories for managers.
3) The nature of groups and teams in organizations and the factors that promote or inhibit effective teamwork, as well as the impact of technology on team functioning.
The submission deadline is February 1st, 2013.
Organizational culture has been identified as a mediating variable in this study. There are many
terms used by different researchers to denote organizational culture. Similarly, there are many
definitions of organizational culture. This report mainly focuses on Organization Culture and
Behavior on Chaudhary Group, a leading company based in Nepal. The report gives
information based on analysis of workplace culture in Chaudhary Group, how they deal with
the positive and negative impacts of organization culture prevalent in the company, followed
by the conclusion including challenges that the company will face in the time to come.
Based on study and findings from various sources, culture at CG includes areas like creating
value for customers, nation, entrepreneurship, humility, etc. that play vital roles in causing
positive and negative impact and how CG behaves within and outside the company. Overall,
there are many positive as well as negative impacts that affect how the CG operates.
All in all, we can say that CG has its own strengths, weaknesses, opportunities and threats that
are determined by CG culture.
Este documento presenta una parábola sobre el infierno y el cielo. En el infierno, las personas tenían una mesa llena de comida pero solo podían comer con palillos muy largos, por lo que pasaban hambre a pesar de la abundancia. En el cielo, las personas también tenían palillos largos pero se ayudaban mutuamente a comer, por lo que todos estaban felices y alimentados. La parábola sugiere que debemos ayudar a los demás en lugar de pensar solo en nosotros mismos.
El documento argumenta que la educación debe cultivar un compromiso con los problemas globales como la pobreza y la desigualdad. Sugiere que los países ricos tienden a ignorar los problemas del resto del mundo y que la educación también puede caer en este enfoque localista. Finalmente, afirma que se necesitan agentes sociales comprometidos, incluidos padres y educadores, para reconstruir el mundo de una manera más justa y ética.
Students will discuss their fears in this unit. Friends talk about common fears like heights, spiders, needles and describe why they have these fears. Students also role play conversations where they politely decline invitations using language to describe their fears. They play a board game to discuss how afraid they are of different things on a scale and compare results to see who is the biggest "scaredy cat".
El documento discute el problema mundial del hambre, notando que casi 1000 millones de personas pasan hambre y que cada 3 segundos muere una persona debido a la falta de alimentos. Examina cómo el hambre afecta especialmente a los niños y cómo se usa como un arma en los conflictos. También señala que los gobiernos a menudo no protegen adecuadamente a su población del hambre. Finalmente, resume los Objetivos de Desarrollo del Milenio de la ONU para reducir la pobreza y el hambre.
This document discusses smart cities and Alcatel-Lucent's role in enabling them. It notes that by 2050, 66% of the world's population will live in cities, and that cities will generate 64% of GDP growth over the next 10 years. It then outlines Alcatel-Lucent's solutions for smart city connectivity, infrastructure, and applications including its Motive device management platform, CloudBand NFV solution, IP/MPLS networking, small cells/FTTx, and partnerships with companies like Schneider. The document argues that Alcatel-Lucent can help cities with its expertise in these areas as well as innovation, services, and engagement.
Este documento contiene varias citas de diferentes autores sobre el tema de dar y compartir. Las citas resaltan la importancia de dar desinteresadamente, sin esperar nada a cambio, y cómo el acto de dar trae mayor felicidad que recibir. Dar es un verbo que requiere poco esfuerzo pero puede levantar al mundo.
El documento proporciona pautas para analizar un cuadro en 5 pasos: 1) observar el cuadro en silencio; 2) reconocer sus elementos y estructura; 3) sentir las sensaciones y recuerdos que evoca; 4) interpretar su significado religioso; 5) aplicar su mensaje a la propia vida y oración. Se incluye un análisis detallado de la obra "La comida de los pecadores" como ejemplo.
Este documento presenta un cuento para despertar la sensibilidad hacia los pobres. Cuenta la historia de una niña mimada a la que su abuelo le regala una pulsera negra de un país pobre. Al día siguiente, cuando la niña intenta comprar el almuerzo y asistir a la escuela, la rechazan por ser pobre según la etiqueta de la pulsera. La niña se da cuenta que no todos los niños tienen las mismas oportunidades. A partir de entonces, deja de quejarse y decide ayudar a los ni
The document discusses quality of life and quality of work life. It defines quality of life as being impacted by social, health, economic and environmental conditions that influence human development. Quality of work life is defined as the quality of relationship between employees and their total working environment. The document outlines several domains of quality of life including being, belonging, and becoming. It also discusses the scope of quality of work life, benefits like improved satisfaction and commitment, and strategies to improve it such as flexible schedules and employee participation.
This document is a minor project report submitted by Sher Singh to fulfill the requirements for a Bachelor of Business Administration degree. It examines the topic of quality of work life. The report includes a student declaration, certificate from the project guide, acknowledgements, contents page, and the beginning of chapter 1 which defines quality of work life and discusses its measurement. It also provides a conceptual model showing the interrelationship between job characteristics, satisfaction, competence and other factors.
A COMPARATIVE SURVEY OF THE IMPACT OF TRAINING AND DEVELOPMENT ON QUALITY OF ...IAEME Publication
Quality of Work Life (QWL) of employees in any organization plays a very vital role in shaping of both the employees and the organization. The objective of this research is to highlight the prominence of training and development programmes adopted in manufacturing industries encompassing the private and public sectors and the impact that it exerts on the quality of work life of employees in these sectors.
This document is a project report submitted by Sneha Venkatraman to Mumbai University in 2004 on the topic of Quality of Work Life (QWL). It includes an acknowledgements section thanking those who helped with the project, as well as sections on the contents, intent, and preface of the report. The report appears to provide an overview of QWL, including definitions of key concepts, the rationale for QWL programs, and the role of human resource departments in improving QWL. It also references theories on job enrichment and core job dimensions. The document lays the foundation for further exploration of QWL practices through case studies.
This document discusses quality of work life (QWL) at two case studies - CMC Ltd. and Pune Municipal Transport (PMT).
For CMC Ltd., the company focuses on developing people through an open culture with flexibility, trust, autonomy, and collaboration. This leads to benefits like employee involvement, innovation, and flexible policies. However, some negatives were also reported like ambiguity, need for streamlining, and potential for misuse of flexibility.
For PMT bus drivers, issues with QWL included lack of decision making, fatigue, fear of assault, tight schedules, poor working conditions, and work-life imbalance. Strategies proposed to improve QWL included social facilities, teamwork, flexible
Quality of Work Life (QWL) refers to creating a work environment that improves employee satisfaction and organizational effectiveness. The concept originated as industrialization reduced the importance of human factors in work. Early research emphasized improving job design to better satisfy human needs. QWL aims to enhance working conditions, compensation, job content, and opportunities for personal growth and expression. High QWL involves democratic management, enriching jobs, treating people with dignity, and safe working conditions. Improving QWL benefits both employees and organizations by increasing productivity, morale, and commitment while reducing absenteeism.
The document discusses quality of worklife (QWL), which involves factors like supervision, working conditions, pay, benefits, and job satisfaction. QWL aims to help employees enhance their personal lives through their work. It focuses on employee well-being rather than just work aspects. Organizations are starting to consider overall employee development and reducing stress, while maintaining economic health. Approaches to improving QWL discussed in the document include job security, flexible schedules, job redesign, development opportunities, employee participation, and autonomous work groups.
This document presents information on quality of worklife (QWL) from a presentation given by Seema, an MBA student. It defines QWL as involving the quality of supervision, working conditions, pay, benefits and the nature of the job. The objectives of QWL are outlined as understanding the relationship between QWL and employee satisfaction, learning employee satisfaction levels, and determining if QWL improves organizational productivity and motivates employees to learn. Approaches to improving QWL discussed include job security, flexible schedules, job redesign, opportunities for development, and employee participation in management. Techniques for improving QWL focus on compensation, working conditions, career growth opportunities, and social integration in the workforce.
This document is a research project report submitted by Himanshu Shukla to Babu Banarasi Das University in partial fulfillment of an MBA degree. The research project examines work-life balance in the private banking sector in Lucknow, India under the guidance of Dr. Bhawana Pande. The report includes an introduction, industry profile, literature review, objectives, research methodology, data analysis, findings, recommendations, and conclusion. The report also includes certificates of completion, declarations, acknowledgements, prefaces, tables of contents, and a bibliography. The research aims to conduct a comprehensive study of work-life balance practices and challenges in the private banking sector in Lucknow.
The document discusses performance management at the Balme library of the University of Ghana. It identifies a key issue with their performance management system as a lack of training and development provided by managers. Without manager involvement, the entire performance management process is negatively impacted and likely to fail. Specifically, management feedback and development is crucial for motivating employees, developing skills, and ensuring goals are met effectively. The largest consequences of removing this critical factor would be felt across the library and university.
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The document summarizes an article about relating employees' motivation and quality of work life to Victor Vroom's Expectancy Theory. It discusses how employees' efforts driven by goals can lead to effective performance and positive rewards, thereby increasing quality of work life. The document applies the Expectancy Theory model to an educational institution in Oman, identifying factors like work environment, policies, relationships and rewards that motivate performance and improve work life quality.
This document summarizes a study on motivating employees in the workplace. It identifies 9 key levers for motivation grouped into 3 categories: live, grow, and connect. The live category includes work environment, working conditions, and work-life balance. The grow category covers career development, recognition, and responsibility. The connect category comprises team spirit and corporate culture/values. The study provides an innovative model for organizations to leverage these motivation factors to inspire long-term employee engagement and boost business performance.
Human resource development (HRD) aims to continuously identify, develop, and utilize the skills and talents of an organization's workforce. It involves organized training activities designed to improve employee performance and promote personal growth. HRD helps create a work environment that allows employees to learn skills needed for their current and future roles. The goal is to integrate employee development with organizational strategies and changes in job requirements.
10.2 Introduction
of all the factors of production. man is by far the most important. the importance of human factor in any type of co-operative endeavor cannot be overemphasised. it is a matter of common knowledge that every business organistation depends for its effective functioning not so much on its material of fainancial resources. the product of any manufacturing organisation by itself is not enough to win coustomers over, it is the service support thats gives it the edge to steal a march over its competitors. the human resources become even more important in the service industry whose value is delivered through information, personal interaction or group work. this is the only resource which can produce unlimited amounts through betters ideas. their is no apparent limit to what people can accomplish when they are motivated to use their potential to create new and other better ideas. no other resource can do this.
Characteristics of Human Resources
Following are some unique Characteristics of this resource which underscore the need for a manager to be more than good at handaling men . he most recogonise their importance as akey resource to be obtained cheaply, used sparingly and developed and exploited as fully us possible.
(1) This resourcesc is animate, active and living. It is man alone who with his ability to feel, think, conceive and grow shows satisfacation or dissatisfaction, resentment or pleasure, resistance or acceptance for all type of managerial actions. All emotional problems emanate from human factor only.
(2) This resource is most complex and unpredictable in its behaviour. Each individual has his own distinct background. This makes each individual unique in his psychological framework. No two individuals have exactly similar psychological frameworks. Hence, they cannot be interchanged, much less standardised. This implies that all individuals in an organisation cannot be treated alike. In employing and supervising people and in endeavouring to reach their motivation, a manager must follow tailor-made approach based on his understanding of the actions, attitudes, needs and urges of the worker concerned. This is a very formidable and challenging task.
(3) Only this resource is the most scarce resource. Capital is no longer the most important economic input for modern industrial corporation function. Capital has become a commodity instead of a scarce resource. It is readily available for a price that is commensurate with risk.
(4) Only this resource can help an organisation attain sustained competitive advantage by facilitating the development of competencies that are firm-specific and difficult to imitate.
(5) Only this resource appreciates in value with the passage of time. As time passes people become experienced and skilled. It is not so with other resources which generally depreciate as time goes on.
(6) Only this resource has the ability to unionise and instil fear of opposition in
management.
(7) Only this resource has s
Study on Employee Involvement & Welfare Measures at ABNLKrishna Kumar C
This document discusses human resource management (HRM) and employee involvement and welfare measures. It defines HRM as managing people in an organization to achieve business objectives. The objectives and functions of HRM include social, organizational, functional and personal goals. Employee involvement means empowering employees to participate in decision making. Employee welfare includes benefits and facilities provided to improve employee well-being and life. Involving and caring for employees can boost motivation, productivity and commitment to help organizations succeed.
Human Resource Development: A Conceptual Expositionijtsrd
Development of persons to their maximum potential and the conservation of talent is the Human Resource Development (HRD) concept. HRD has been defined as œthe process of increasing the knowledge, skills and the people in society. But today, there is a little awareness of the fact that HRD is a contributing factor for the economic growth of the country. Without qualitative improvement of human resource the possibilities of an improvement in the standard of living of the masses are remote. An organization is known not by concrete and bricks but by the type of its human resource. It is constructed or destroyed by quality and behavior of its people. It has growingly been realized that improvement in manpower in key to both micro and macros developers. Tirumala Rao Guruvu"Human Resource Development: A Conceptual Exposition" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-1 | Issue-6 , October 2017, URL: http://www.ijtsrd.com/papers/ijtsrd4614.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/4614/human-resource-development-a-conceptual-exposition/tirumala-rao-guruvu
Prof. T.V. Rao developed the HRD Matrix model to explain the interrelationships between human resource development instruments, processes, outcomes, and organizational effectiveness. The model includes HRD instruments like performance appraisal and training that lead to processes such as role clarity and development climate among employees. These processes should result in competent, satisfied, and dynamic employees, while the outcomes influence long-term organizational effectiveness along with other factors like the environment.
Industry Movement from Feudalistic Organizations to Mature Thrifty Organizationsijtsrd
‘Money’ is the sole objective of a profession and it is not necessary it comes through employment only. So the supporting structure of a state should be like that it supports citizen when off the duty through credit in form of various allowances payable to them under certain norms. ‘Recruitment’ and ‘Development’ should be made in line such that the twin objectives should be met for which the concept of ‘Revolving Recruitment’ as well as ‘Support Systems’ should be implemented as discussed. We will hopefully say a goodbye to feudalistic structure soon and the coming age would be of mature thrifty organizations. It is high time that we realize we need the talent to work for the development of country and for it we do not need full employment but quality employment through the help of research and education which brings in institutions as well as technology. Vividh Bansal "Industry: Movement from Feudalistic Organizations to Mature Thrifty Organizations" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-1 , February 2023, URL: https://www.ijtsrd.com/papers/ijtsrd53874.pdf Paper URL: https://www.ijtsrd.com/management/other/53874/industry-movement-from-feudalistic-organizations-to-mature-thrifty-organizations/vividh-bansal
This document is a project report submitted by Pooja Parihar for her Bachelor of
Management Studies program at ICLES' Motilal Jhunjhunwala College in Mumbai, India. The project focuses on performance appraisal. It includes an introduction, literature review on human resource management and performance appraisal, a case study on performance appraisal practices at Mastek company, and a conclusion. The document covers key aspects of performance appraisal such as objectives, importance, steps, and methods. It also discusses performance culture and attributes evaluated at Mastek.
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A0211010105
1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org Volume 2 Issue 11ǁ November. 2013ǁ PP.01-04
“Quality of Work Life – The Need of the Hour”
1,
Mr. Venkata Subrahmanyam C. V., 2,Ms. S. Pattu Meenakshi,
3,
Dr. K. Ravichandran
1
Research Scholar, Department of Entrepreneurship Studies, Madurai Kamaraj University, Madurai – 625 021
Research Scholar, Department of Management Studies, Madurai Kamaraj University, Madurai – 625 021
3
Professor & Head, Department of Entrepreneurship Studies, Madurai Kamaraj University, Madurai – 625 021
2
ABSTRACT: The success of any organization is highly dependent on how it attracts, recruits, motivates, and
retains its workforce. Today's organizations need to be more flexible so that they are equipped to develop their
workforce and enjoy their commitment. Therefore, organizations are required to adopt a strategy to improve
the employees ‘Quality of Work Life' (QWL) to satisfy both the organizational objectives and employee needs.
The term (QWL) refers to the favorableness or unfavorableness of a total job environment for people. QWL
programs are another way in which organizations recognize their responsibility to develop jobs and working
conditions that are excellent for people as well as for economic health of the organization. The elements in a
typical QWL program include - open communications, equitable reward systems, a concern for employee job
security and satisfying careers and participation in decision making. It is assumed that if employees have more
positive attitudes about the organization and their productivity increases, everything else being equal, the
organization should be more effective. This paper aims at describing about the QWL concept and also
highlights on its need in today’s organizations.
KEY WORDS: QWL; QWL in India; Quality Work Life; Quality of Work Life; QWL Evolution
I. INTRODUCTION
The quest for improved productivity through human resources has its beginning in the early 1900s. F.W
Taylor’s scientific management principles created a new awareness regarding human resources, who were
earlier considered as mere instruments of production, ready to work from dawn to dusk under whatever
conditions and being motivated by the lure of money. From then, till today continuous research and experiments
have been undertaken to understand human beings at work and then ways to improve their satisfaction, balanced
with the aim of the organization to combine better productivity with the job. In order to achieve this twin
objective, different approaches have been developed and applied. The concept of QWL has originated from this
continuous research process. Modern society is organizational society. Individuals spend much of their lives in
organizations. Hence, the importance of QWL is unquestionable. It has an ideological core comprising the
perceptual gap across individuals about the real connotation of QL as well as QWL. The QWL movement aims
at integrating the socio-psychological needs of employees, the unique requirements of a particular technology,
the structure Psychological needs of employees, the unique requirements of a particular technology, the
structure and processes of the organization. It is a set of methods, approaches and technologies for enhancing the
work environment. According to American Society of Training & Development, “it is a process of work
organizations which enables its members at all levels to participate actively & efficiently in shaping the
organization environment methods and outcomes‖. It is a value based process aimed towards meeting twin
objectives.
Evolution of QWL:
Hian and Einstein (1990) have traced origin of the term "Quality of Work Life" (QWL) as first being
introduced in 1972, during an international labor relations conference in Rome, though it had been in existence
since 1960s. QWL received more attention after United Auto Workers and General Motors Company in the
United States of America initiated a QWL program for work reforms to make work pleasant. Robbins (1989)
defined QWL as a process by which an organization responds to employee needs by developing mechanisms to
allow them to share fully in making the decisions that design their lives at work. The author adds that Quality of
work life is specifically related to the level of happiness a person derives for his career. Walton attributes the
evolution of QWL to various phases in history. Legislation enacted in early 20th century to protect employees
from job injury and to eliminate working conditions, followed by the unionization movement in the 1930’s and
1940’s were the initial steps. The emphasis was given on the following factors:
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2. Quality of Work Life – The Need…
1)
2)
3)
4)
5)
6)
7)
Working condition
Job security
Work place & economic gains
Positive relationship between morale & productivity
Equal employment opportunity
Human needs & expectations
Relationship between motivation & leadership
QWL has been well recognized as a multi-dimensional construct and it may not be universal or eternal.
Each person has different needs when it comes to their careers; the quality level of their work life is determined
by whether those needs are being met. While some people might be content with a simple minimum wage job as
long as it helps pay the bills, others would find such a job to be too tedious or involve too much physical labor
and would find such a position to be highly unsatisfactory.
II. DEFINITION
From the business dictionary, QWL means ―The extent to which employees can enhance their personal
lives through their work environment and experiences‖. Quality of Working Life can be generally defined as
―The quality of relationship between employees and the total working environment.‖According to Jerome M.
Rosow ―When organizations have addressed the issue of quality of working life, they have always achieved
great productivity breakthroughs". In a deeper sense, quality of work life (QWL) refers to the quality of life
(QL) of individuals in their working organizations – commercial, educational, cultural, religious, philanthropic
or whatever they are. There has been much concern today about decent wages, convenient working hours,
conducive working conditions etc. Their term ―Quality of work life‖ has appeared in research journals and the
press in USA only in 1970s. There is no generally acceptable definition about this term. However, some
attempts were made to describe the term quality of work life (QWL). It refers to the favourableness or
unfavourableness of a job environment for people. QWL means different things to different people. J. Richard
and J. Loy define QWL as ―the degree to which members of a work organization are able to satisfy important
personnel needs through their experience in the organization.‖The definition by Serey (2006) on QWL is quite
conclusive and best meet the contemporary work environment. The definition is related to meaningful and
satisfying work which emphasizes 4 C's i.e. Concern, consciousness capacity and commitment. In brief, QWL
includes,
1)
2)
3)
4)
An opportunity to exercise one's talents and capacities, to face challenges and situations that require
independent initiative and self-direction;
An activity thought to be worthwhile by the individuals involved;
An activity in which one understands the role the individual plays in the achievement of some overall
goals; and
A sense of taking pride in what one is doing and in doing it well.
What Does QWL Really Deals About?
Quality of work life improvements are defined as any activity which takes place at every level of an
organization, which seeks greater organizational effectiveness through the enhancement of human dignity and
growth … a process through which the stockholders in the organization management, unions and employees —
learn how to work together better to determine for themselves what actions, changes and improvements are
desirable and workable in order to achieve the twin and simultaneous goals of an improved quality of life at
work for all members of the organization and greater effectiveness for both the company and the unions.
Richard E. Walton explains quality of work life in terms of eight broad conditions of employment that constitute
desirable quality of work life. He proposed the same criteria for measuring QWL. Those criteria include:
1)
2)
Adequate and Fair Compensation: There are different opinions about adequate compensation. The
committee on Fair Wages defined fair wage as‖ . . . the wage which is above the minimum wage, but
below the living wage.‖
Safe and Healthy Working Conditions: Most of the organizations provide safe and healthy working
conditions due to humanitarian requirements and/or legal requirements. In fact, these conditions are a
matter or enlightened self-interest.
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3. Quality of Work Life – The Need…
3)
4)
5)
6)
7)
8)
Opportunity to Use and Develop Human Capacities: Contrary to the traditional assumptions, QWL is
improved… ―to the extent that the worker can exercise more control over his or her work, and the degree
to which the job embraces and entire meaningful task‖ … but not a part of it. Further, QWL provides for
opportunities like autonomy in work and participation in planning in order to use human capabilities.
Opportunity for Career Growth: Opportunities for promotions are limited in case of all categories of
employees either due to educational barriers or due to limited openings at the higher level. QWL provides
future opportunity for continued growth and security by expanding one’s capabilities, knowledge and
qualifications.
Social Integration in the Work Force: Social integration in the work force can be established by
creating freedom from prejudice, supporting primary work groups, a sense of community and interpersonnel openness, egalitarianism and upward mobility.
Constitutionalism in the Work Organization: QWL provides constitutional protection to the
employees only to the level of desirability as it hampers workers. It happens because the management’s
action is challenged in every action and bureaucratic procedures need to be followed at that level.
Constitutional protection is provided to employees on such matters as privacy, free speech, equity and
due process.
Work and Quality of Life: QWL provides for the balanced relationship among work, non-work and
family aspects of life. In other words family life and social life should not be strained by working hours
including overtime work, work during inconvenient hours, business travel, transfers, vacations etc.
Social Relevance of Work: QWL is concerned about the establishment of social relevance to work in a
socially beneficial manner. The workers’ self-esteem would be high if his work is useful to the society
and the vice versa is also true.
Specific Issues in QWL:
Besides normal wages, salaries, fringe benefits etc.., the specific issues are being identified by the
human resource managers on regular basis. Following issues are highly relevant and determine the Quality of
Work Life in any organization;
1)
2)
3)
4)
5)
6)
7)
8)
9)
10)
11)
Pay and stability of employment: Good pay dominates most of the factors in employee satisfaction.
Alternative means of providing wages should be developed to increase the cost of living index, profession
tax etc..,
Occupational stress: It’s a condition of strain on employee emotions. Stress is caused due to irritability,
hyper excitation or depression, unstable behavior, fatigue, stirring heavy smoking and drug abuse has to
be identified.
Organizational health Programmes: Its helps to aim at educating about health Programmes, means of
maintaining and improving of health.
Alternative work schedules:Includes flexi times, work at home, staggered hours, reduce work hours,
part time employment.
Participative management and control of work: The trade unions and workers believe that workers
participation in management and decision - making improves QWL.
Recognition: Rewarding system, congratulating the employees for their achievement, job enrichment,
offering membership in clubs or association, vehicles, etc recognizes the employees.
Congenial worker-supervisor relations: This gives the worker a sense of social association,
belongingness, achievement of work results etc.
Grievance procedure: Employees will have a fair treatment when the company gives them the
opportunity to ventilate their grievances and present their case sincerely rather than settling the problem
arbitrarily.
Adequacy of resources:Resources should match with states objectives; otherwise employees will not be
able to attain the objectives.
Seniority and meriting promotions: Seniority is considered as basis for promotion. Merit is considered
as the basis for advancement for managerial people.
Employment on permanent basis: It gives security and leads to higher order QWL.
How to Enhance the Quality Of Life in a Workplace Environment?
Higher quality of life in the workplace leads to higher employee retention and worker satisfaction.
According to a study from Northwestern University, employee satisfaction is directly linked to customer
satisfaction, which is directly linked to a company’s financial performance. From the benefits that a company
offers to the snacks available at break time, numerous opportunities are available to improve the workplace
environment.
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4. Quality of Work Life – The Need…
Hire Quality Attitudes
Human attitude plays a big role in workplace quality of life. Hiring people with the right attitude
toward solutions, teamwork and healthy work environments can help create a culture of empowerment and
healthier interaction. Companies such as Southwest Airlines and ING Direct have had success, going so far as to
elevate attitude and personality above skills and industry experience when considering new hires. The idea is
that job skills can be taught but high-quality mindsets and work habits benefit the culture of the company
overall.
Enhance Organizational Support
Offering benefits that can help ease employee worries enhances quality of work life. Day care, flexible
hours, work-from-home options and monetary bonuses help solve problems for many employees -- improving
their ability to concentrate and produce at work. Leaders' approaches to workplace safety are also critical to the
quality of office life. Effective enforcement of policies on harassment of any kind builds employee trust. Putting
an employee assistance program in place for workers struggling with personal problems such as alcoholism or
depression is a valuable investment in employee well-being.
Improve Office Comfort
Improvements in lighting, temperature, music choice, cubicle and desk arrangements, and bathroom
and kitchen cleanliness can make working in the office more comfortable. Live trees and plants improve
aesthetics. Discomfort can be a distraction that takes away from productivity and overall job satisfaction over
time. Creating a workplace atmosphere that is secure, clean and comfortable demonstrates basic respect for the
people and the company.
Encourage Personal Health
Supporting nutrition, fitness and stress relief in your employees contributes to a higher-quality
workplace environment. Inc. magazine suggests keeping people moving around by getting them to walk to
different floors for meetings or hiring health coaches to teach about healthier living. Removing junk food from
vending machines and serving healthier fresh foods may be something your company can do to support better
nutrition. Allow employees to take breaks before meetings to organize their thoughts. As a company leader,
arrange for the occasional wellness day for your employees. Bring in a massage therapist, chiropractor or yoga
instructor and let employees sign up for the experience. Set up group walks outdoors, gym breaks or spa days
for interested employees. Activity and healthy diets improve creativity and productivity.
Some Obstacles to QWL Programme
It is not easy to implement QWL programme. Many hurdles do crop up from time to time.
1) MANAGERIAL ATTITUDES: QWL demands democratization at in work place. Managers must be
willing to share decision making with employees but they may be reluctant to give a part of decision
making power.
2) UNION’S ATTITUDE: Union may have a genuine feeling that QWL programme speed up work
performance & achieve productivity without offering adequate returns to workers.
3) COST CONSIDERATION: The capital cost & day-to-day operational expenses of QWL programmes
seem to be quite phenomenal beyond the reach of organization.
III. CONCLUSION
In the life of a working individual, the quality of work life holds prime importance. Over a period of
time, numerous opportunities have been created in the corporate world, each offering a more conducive work
environment to the employee than the last. This has given rise to employee expectations, which coupled with the
acceptance of the importance of employee retention, has forced employers to think even about the minutest of
parameters which influence the quality of work life. It is concluded that, to be successful, QWL programmes
must be planned thoroughly. The aspirations and attitudes of workers must be examined closely before
launching any programme. The work must be studied carefully and a congenial work atmosphere must be
provided where the work itself provokes interest and workers genuinely desire to progress on their own.
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5. Quality of Work Life – The Need…
REFERENCES
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http://www.businessdictionary.com/definition/quality-of-worklife.html#ixzz2i9XJeHbc
http://www.ehow.com/about_5079610_meaning-quality-work-life.html#ixzz2iBCxDFNJ
http://gobalhrm.blogspot.in/p/quality-of-work-life.html
http://www.hrmars.com/admin/pics/1823.pdf
http://www.gurugram.org.in/blog/115-quality-of-work-life-qwl-.html
http://www.grin.com/en/e-book/187529/quality-of-work-life-qwl-employee-satisfaction
http://www.mbaskool.com/business-concepts/human-resources-hr-terms/2390-quality-of-work-life-qwl.html
http://work.chron.com/enhance-quality-life-workplace-environment-1110.html
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