QUALITY OF WORKING LIFE AND QUALITY

CIRCLES

GROUP NO-08AZHAR K.P – 07

FOUZIYA – 17MOHAMMED HASIF – 27

NIMISHA DEVANANDAN – 37

SHAMEEM V – 47SOUMYA SIVARAMAN -

57

INTRODUCTION

The quality of working life is a generic phrase that covers a person’s feelings about every dimensions of work, including economic rewards and benefits, security, working condition, organizational ad interpersonal relationships and its intrinsic meaning in a persons life.

AZHAR K.P

The concept of Quality of working life Process by which an org. attempts to

unleash the creative potential of its personal

The essential component of any QWL improvement program is the existence of a genuine opportunity for individuals or task groups

It is a degree to which members of a work organization are able to satisfy their personal needs through their experience in the organization

Scope of QWL

Work plays a central role in the life of the workers in a productive org.

It has an impact on a) Shaping his personalityb) Determining his performancec) Commitment to fellow employeesd) Commitment to the org. and the

society

The workers expect the foll. Needs to be fulfilled by their organization

1. Fair and reasonable pay2. Favorable and safer environment3. Employment benefits4. Job security5. Job satisfaction6. Provision of autonomy as well as

control for developing human resources

7. Scope for better career opportunities

PRINCIPLES OF QWLPrinciples of security: working condition must be

safe, employee does not have fear etcPrinciples of equity: eliminate discrimination

between people doing same workPrinciples of individualism: individual have the

opportunity to develop his potentialPrinciples of democracy: greater authority &

responsibility to employees

NIMISHA

TECHNIQUES FOR IMPROVING QWL

Flexible work schedules :flextime is a system of flexible working hours, staggered hours schedule means that different groups of employees begin & end at different intervals

Job rotation :improves quality of work, satisfies higher level needs of employees

Opportunity for development: employees are provided with opportunities for their advancement & growth

Autonomous work groups: called self managed work teams, freedom of decision making to employees

Employee’s participation in management: Quality circles, suggestion system etc helps to improve QWL

Job security: stability of employmentEquitable justice: partiality & biasness at any

stage discourage the workers

Specific issues in QWL

Pay and stability of employment Occupational stress Organisational health programmes Alternative work schedule Participative management and

control of work Recognition

SOUMYA

Congenial worker supervisor relation Grievance procedure Adequacy of resources Seniority and merit in promotions Employment on permanent basis

Pay and stability of employment Alternative means for providing

wages should be developed

Stability can be provided by enhancing the facilities for HRM

Occupational stress

Stress is a condition of strain on one’s emotions thought process and physical condition

Determined by nature of work, working conditions, working hours etc…

Affect employee productivity

Organisational health programmes Aims at educating employees about

health problem, means of maintaining improving health etc…

Helps in reducing absenteeism excessive

job turnover.

Alternative work schedule

It include work at home, flexible working hours etc are introduced

Offers individual leisure time.

Participative management and control of work Workers are participated in

management and decision making to improve the QWL

Uses the skills of the workers and make they a real contribution to the job.

Recognition

Recognizing employee as a human being rather than a laborer.

Participative management, job enrichment offering prestigious designation to the job, decent work places add some means to recognize employees

Congenial work supervision

Better worker supervisor relation increase the quality of work life.

Gives the worker a sense of association belongingness etc.

Grievance procedure

Company must give the opportunity to ventilate the grievance of the employees.

This will increase quality of work life

Adequacy of resources

Resources must be adequate

Otherwise objectives cannot be attained

It create dissatisfaction

Seniority and merit in promotion Seniority is taken in case of

operating employees

Merit is considered for managerial people

Seniority cum merit is considered for ministerial employees

Employment on permanent basis Workers on casual ,temporary

probationary basis will gives a sense of insecurity

Employment on permanent basis will give security and lead to better QWL

EFFECTS QUALITY OF WORK LIFE

FOUSIYA

JOB INVOLVEMENT SENSE OF COMPETENCE JOB SATISFACTION JOB PERFORMANCE AND

PRODUCTIVITY

Job involvement:- indicates the extent of peoples identification with or ego investment in the job

Sense of competence:-it denotes the feelings of confidence that one has in ones own competence.

Job satisfaction:-it is a set of favourable or unfavourable feelings with which employees view their jobs,more specifically the nature of jobs they do, the quality of supervision they receive, co-workers pay and perks and promotional avenues.

Job performance and productivity:-job involvement, job satisfaction, and sense of competence affect job performance and productivity of employees.

Quality circle

The concept of quality circle emerged from quality control.

Definition :- a quality circle is a small

group of employees doing similar or related work who meet regularly to identify, analyze and solve product quality problems and to improve general operations.

Features of quality circle

1. A quality circle is a voluntary group.2. It represent a collective effort.3. It intends to improve the quality of

output.4. It coordinates activities of members

towards improving the quality of work in workshop.

5. It has no discrimination among age,sex and position.

IMPACT OF QWL ON ORGANISATIONAL CLIMATE•Achieve integration among the technological, human, organisational and society demands which are often contradictory and conflicting .•Providing greater autonomy and opportunity for self-direction and self-control to workers.•Teach new values and attitudes at the workplace•Design systems which will sustain and strengthen the predominant patterns of behaviour.•Improving productivity, adaptability, and overall effectiveness of organisation.

HASIF

Areas of QWL

Compensation Health and safety Job security Social integration Protection of individual rights Social relevance of work Respect for non-work activities

REQUIREMENTS FOR SUCCESS OF QWL

SHAMEEM

Cont..

Management must be committed to an open and transparent style of operation.

Employees must be given opportunities for advancement in the organisation.

Supervisors must be trained to function effectively.

Traditional status barriers between management and workforce must be broken to permit establishment of an atmosphere of trust.

Cont…

Employees should receive feedback on result achieved and recognition for superior perfomance.

Personnel should be selected for excellence in their perfomance.

Both positive and negative outcomes of QWL improvement should be analyzed.

QWL and Fringe Benefits

HR manager has to build and maintain QWL providing a wide range of fringe benefits. Fringe benefits and social security benefits result in improvement in productivity ,reduction in absenteeism , turnover etc.

QWL and Productivity

The general perception is that improvement in QWL costs much to the organisation. But it is not so as improvement over the existing salary, working condition and benefits will not cost much. Improved QWL leads to improved perfomance.

QWL and HR Development

Quality of Work life is broader than motivation though these two terms to be similar. All personnel related activates affect quality of work life

Cont…

Continuous need of research on quality of working life improvement.

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