This document discusses quality of work life (QWL), which refers to the relationship between employees and their total working environment. QWL aims to create a positive attitude, increase productivity and improve standards of living. Major issues that affect QWL include pay/benefits, job security, occupational stress, and adequate resources. Strategies to improve QWL involve self-managed work teams, participative management, supervisor relationships, promotion opportunities, recognition programs, health initiatives, and flexible schedules. QWL is measured through surveys and interviews. Successful implementation requires cooperation between management and employees through action plans and middle management support. Barriers to effective QWL include resistance to change and perceptions that it reduces productivity.

1. QUALITY OF WORK LIFE
(QWL)
Human Resource Management

2. QWL
 Quality of relationship between employees &
total working environment
 It is a process by which an organization
responds to employee needs
 Varying from industry to industry

3. OBJECTIVES
 To create a positive attitude
 To increase productivity
 To improve standard of living of the people
 To increase the effectiveness of the
organization

4. MAJOR ISSUES IN QWL
1. Pay and stability of employees
 Employees will demand more in the form of
social security and welfare benefits
 Not given proper payments will affect the QWL
2. Job security
 Should not have fear of losing their job
 Systems with healthy working conditions &
optimum financial security

5. 3.Occupational stress
 Due to working conditions , working schedule
, hypertension, irritability etc..

Adversely effect employ productivity
4. Adequacy of resources
Match between resource availability & company
objectives
Lead to employee dissatisfaction

6. STRATEGIES FOR IMPROVEMENT OF QWL
1. Self managed work team
 Autonomous work group or integrated work
teams
 Plan , co-ordinate & control activities with the
help of team leader
 Employee participation

7. 2. Participative management
 Allowed to participate in management
participative schemes quality circle
 Develop a positive attitude
3. Worker- supervisor relationship

Social association , belongingness,
achieve of work results etc…

8. 4.



Promotion
Opportunity to move in to jobs with
High job satisfaction and prestige
Orderly, logical and prompt source of
recruitment for the management to fill
vacancies
5. Recognition
 Human being rather than employee
 Rewarding system, job enrichment , offering
membership etc

9. 6.Organizational health program
 Educating employee about health problems
 Results in reduction of
absenteeism, hospitalization etc..
7. Alternative work schedule
Work at home, flexible working hours, part time
employment etc…

10. MEASURING OF QWL
 Questionnaires and
 Interviews
Example In General Motors the management gives
a questionnaire of 16 critical dimensions of Q.W.L
to its employees each year. The responses are then
used to measure the employees’ perception of their
work life.

11. IMPLEMENTATION OF QWL
 Management and Employees’ co-operation
 Action plans developed must be followed
Support of middle-managers by top management
and bottom-level employees to implement the
program
The objectives of Q.W.L should be a joint
one, i.e., for workers it is to improve Q.W.L; for
management it is to improve organizational
efficiency

12. BARRIERS OF QWL
 Resistance to change both by mgt and employees
 There is a general perception that Q.W.L
implementation will cost much to the organization
 Continuous increase in Q.W.L may result in less
productivity, i.e., after a certain level the
productivity will not increase in proportion to the
increase in Q.W.L

13. BARRIERS OF QWL IN INDIA
Widespread unhappiness due to comparison
with colleagues

 Skepticism about the performance appraisal
system and promotion criteria
Division into camps and cliques hampering
fruitful communication

14. Frequent fits of anger of top level officials
Regional prejudice

 Glorification of speed and excitement as against
serenity
 Unreasonable personal expectation
 Limitless addiction to lower-order material
needs
Source: The Hindu, November
29, 1990, p 18

15. QWL IN IBM
Wages & benefits
Working Hours
Nondiscrimination & harassment
Respect & dignity
Health & safety
QWL IN TATA GROUP
Gifts & donations
Health, safety & environment
Ethical conduct

16. SOME NEW METHODS OF QWL
Apple Computers office has a meditation room and
employees are given 30 minutes to meditate or pray.
 Marriott International’s 10,000 workers dedicate a
day of service to their local communities each year
 IBM funds childcare centers at 60 of its locations
 Intel offers 22 weeks of maternity leave

17. Presented by,
Prashant Shukla
Srikant N Patro
Ankita Masih
Ankit Kumar
Ankur Pandey
Bharath Akula
Shahzadey Alam