Quality of Work Life Essay

Quality of usage life (QWL) is viewed as an selection to the control approach of managing people. The QWL approach considers people as an asset to the organization rather than as costs. It believes that people per grad better when they ar allowed to participate in managing their work and make decisions. This approach motivates people by satisfying not solo their sparing needs but in addition their amicable and psychological ones. To satisfy the new generation workforce, organizations need to concentrate on job designs and organization of work. Further, at onces workforce is realizing the importance of relationships and is trying to charter a balance between career and personal lives.Successful organizations support and provide facilities to their people to assist them to balance the scales. In this process, organizations are coming up with new and innovative ideas to meliorate the quality of work and quality of work life of every item-by-item in the organization. Various p rograms like flex time, alternative work schedules, compressed work weeks, telecommuting etc., are being tangleed by these organizations. Technological advances upgrade help organizations to implement these programs successfully.Organizations are enjoying the fruits of implementing QWL programs in the form of increased productivity, and an efficient, satisfied, and committed workforce which aims to achieve organizational objectives. The future work world result also have more women entrepreneurs and they will encourage and adopt QWL programs. Quality of Working Life is a term that had been used to describe the broader job-related experience an soul has. Whilst in that respect has, for many years, been much research into job mirth and, more recently, an interest has arisen into the broader concepts of stress and subjective well-being, the precise nature of the relationship between these concepts has still been pocket-size explored. Stress at work is often considered in isolati on, wherein it is assessed on the basis that maintenance to an individualistics stress management skills or the sources of stress will prove to provide a good plentiful basis for heartive intervention.Alternatively, job triumph may be assessed, so that action can be relegaten which will enhance an individuals performance. Somewhere in all this, there is often an awareness of the greater context, whereupon the home-work context is considered, for example, and other factors, such(prenominal) as an individuals personal characteristics, and the broader economic or cultural climate, might be seen as relevant. In this context, subjective well-being is seen as lottery upon both work and non-work aspects of life. However, more interlacing models of an individuals experience in the workplace often appear to be set aside in an endeavor to simplify the process of trying to measuring stick stress or some similarly apparently discrete entity. It may be, however, that the consideration of the bigger, more complex picture is essential, if targeted, effective action is to be interpreted to address quality of operative life or any of its sub-components in such a mien as to produce real benefits, be they for the individual or the organization.Quality of functional life has been differentiated from the broader concept of Quality of life. To some degree, this may be overly simplistic, as Elizur and Shye,(1990) concluded that quality of work performance is affected by Quality of Life as well as Quality of working life. However, it will be argued here that the specific attention to work-related aspects of quality of life is valid. Whilst Quality of Life has been more widely studied , Quality of working life, stay relatively unexplored and unexplained. A review of the literary productions reveals relatively little on quality of working life. Where quality of working life has been explored, writers differ in their views on its core constituents.It is argued that the wh ole is greater than the sum of the parts as regards Quality of working Life, and, therefore, the failure to attend to the bigger picture may rail to the failure of interventions which tackle only one aspect. A clearer understanding of the inter-relationship of the various facets of quality of working life offers the opportunity for improved analysis of cause and effect in the workplace.This consideration of Quality of working Life as the greater context for various factors in the workplace, such as job satisfaction and stress, may offer opportunity for more efficient interventions in the workplace. The effective targeting of stress reduction, for example, may otherwise prove a hopeless task for employers pressured to take action to meet governmental requirements.Objectives of the consumeTo study the Quality of work life of employees in Gabriel ltd, Hosur.To find out how Quality of work life leads to in high spirits satisfaction.To know the working conditions of the employees.To know how far the recourse measures develops/improves the Quality of work life.To know the workers participation in the company.To examine how the Training & Development program helps to improve the individuals. To know whether the welfare activities and other benefits helps to bring a better Quality of work life. To suggest suitable measures to improve the quality of work life.To find out the major areas of dissatisfaction if any, and provide valuable suggestions improving the employees satisfaction in those areas.To analyze the findings and suggestion for the study.Quality of Work LifeQuality of work life (QWL) is viewed as an alternative to the control approach of managing people. The QWL approach considers people as an asset to the organization rather than as costs. It believes that people perform better when they are allowed to participate in managing their work and make decisions. This approach motivates people by satisfying not only their economic needs but also their socia l and psychological ones. To satisfy the new generation workforce, organizations need to concentrate on job designs and organization of work. Further, todays workforce is realizing the importance of relationships and is trying to strike a balance between career and personal lives.Successful organizations support and provide facilities to their people to help them to balance the scales. In this process, organizations are coming up with new and innovative ideas to improve the quality of work and quality of work life of every individual in the organization. Various programs like flex time, alternative work schedules, compressed work weeks, telecommuting etc., are being adopted by these organizations. Technological advances further help organizations to implement these programs successfully.Organizations are enjoying the fruits of implementing QWL programs in the form of increased productivity, and an efficient, satisfied, and committed workforce which aims to achieve organizational obj ectives. The future work world will also have more women entrepreneurs and they will encourage and adopt QWL programs. Quality of Working Life is a term that had been used to describe the broader job-related experience an individual has. Whilst there has, for many years, been much research into job satisfaction and, more recently, an interest has arisen into the broader concepts of stress and subjective well-being, the precise nature of the relationship between these concepts has still been little explored. Stress at work is often considered in isolation, wherein it is assessed on the basis that attention to an individuals stress management skills or the sources of stress will prove to provide a good enough basis for effective intervention.Alternatively, job satisfaction may be assessed, so that action can be taken which will enhance an individuals performance. Somewhere in all this, there is often an awareness of the greater context, whereupon the home-work context is considered, f or example, and other factors, such as an individuals personal characteristics, and the broader economic or cultural climate, might be seen as relevant. In this context, subjective well-being is seen as drawing upon both work and non-work aspects of life. However, more complex models of an individuals experience in the workplace often appear to be set aside in an endeavor to simplify the process of trying to measuring stress or some similarly apparently discrete entity. It may be, however, that the consideration of the bigger, more complex picture is essential, if targeted, effective action is to be taken to address quality of working life or any of its sub-components in such a way as to produce real benefits, be they for the individual or the organization.Quality of working life has been differentiated from the broader concept of Quality of life. To some degree, this may be overly simplistic, as Elizur and Shye,(1990) concluded that quality of work performance is affected by Qualit y of Life as well as Quality of working life. However, it will be argued here that the specific attention to work-related aspects of quality of life is valid. Whilst Quality of Life has been more widely studied , Quality of working life, remains relatively unexplored and unexplained. A review of the literature reveals relatively little on quality of working life. Where quality of working life has been explored, writers differ in their views on its core constituents.It is argued that the whole is greater than the sum of the parts as regards Quality of working Life, and, therefore, the failure to attend to the bigger picture may lead to the failure of interventions which tackle only one aspect. A clearer understanding of the inter-relationship of the various facets of quality of working life offers the opportunity for improved analysis of cause and effect in the workplace.This consideration of Quality of working Life as the greater context for various factors in the workplace, such as job satisfaction and stress, may offer opportunity for more cost-effective interventions in the workplace. The effective targeting of stress reduction, for example, may otherwise prove a hopeless task for employers pressured to take action to meet governmental requirements.Objectives of the studyTo study the Quality of work life of employees in Gabriel ltd, Hosur. To find out how Quality of work life leads to high satisfaction. To know the working conditions of the employees. To know how far the safety measures develops/improves the Quality of work life. To know the workers participation in the company. To examine how the Training & Development program helps to improve the individuals. To know whether the welfare activities and other benefits helps to bring a better Quality of work life. To suggest suitable measures to improve the quality of work life.To identify the major areas of dissatisfaction if any, and provide valuable suggestions improving the employees satisfaction in thos e areas.To analyze the findings and suggestion for the study.