Presented by
Pratap Kumar Pathak
Welcome
Conceptualizing Quality of Work
Life
Context of Quality of Work Life
• Happy and satisfied, and productive workers
are the basic outcomes of QWL.
• Four things are important for QWL
– Firstly, employees must take the work pleasing
and challenging
– Secondly, they must be fit for it.
– Thirdly, they must not do too much of it.
– Finally, they must have a sense of success.
Increasing Concerns over QWL
Harmony
between work
and family life
Quality of Work Life
• QWL is the most interesting approach to motivation
concentrating on physical and mental satisfaction throughout
the life in job.
• It refers to the favourableness or unfavourableness of a total
job environment for people at work.
• Through QWL programmes, organizations recognize their
responsibility to develop jobs and working conditions that are
excellent for people as well as for the economic health of the
organization.
• It is systems approach to job design and a promising
development in the broad areas of job enrichment, combined
with a grounding in the sociotechnical systems approach to
management of human resources.
• It is an interdisciplinary field of inquiry and action combining
industrial and organization psychology, industrial engineering,
organization theory and management development,
motivation and leadership theory and industrial relations
Prospect for
Development
Job Challenge at
Satisfaction Work
Income and
Social
Employability security
Five
Dimensions
of QWL
Quality of Time
work sovereignty
Basic Elements of QWL
• Supportive organizational behaviour and climate
– Open communications
– Equitable reward systems
– Adequate concern for employee’s job security and satisfying careers
– Caring supervision
– Participation in decision making
– Cooperative labour-management relations
• Job enrichment and job enlargement
– Job enrichment is related to Herzberg’s theory of motivation in which recognition,
autonomy, capacity and accountability are seen as real motivators
– Efforts to change the scope and breadth of job
– Vertical and horizontal loading of job contents and responsibility
– Making the job challenging and meaningful
Development of
employee’s professional Basic Elements
capacity: job and
behaviour of Quality of
Work Life
Protection of individual
interests and rights
Create
Positive
Attitude
Improve
Enhance
standard of
Productivity
living
Objectives
of QWL
Different Approaches to QWL
Mechanistic Economic
Behavioural Technological
Humanistic
Impacts of QWL
Meaningful/empowered
Sense of competence
job involvement
Impacts
Opportunity to Constitutionalism
use and develop in the work
human capacities organization
Quality Contribution of
Social relevance
of work of Work work on quality
of life
Life
Measuring Quality of Work Life:
Different Indices
• Brief Index of Affective Job Satisfaction
• Work-related Quality of Life Scale
– Stress at Work
– Control at Work
• Job and Career Satisfaction Scale
• General Well-being Scale
• Home-work interface Scale
• Working Conditions Scale
Different Indices for Measuring QWL
Brief Index • Job satisfaction and level of affective commitment
of Affective • Factors of affection include: pay, promotion,
supervision, relationship with co-workers, work itself
Job • Determinants of affection: Nationality, job level, job
type, population type, age group
Satisfaction
Job security
Occupational stress
Issues
Inadequacy of
Advancement of
opportunities and
resources
Technology
Increased virtuality
of management
system
Improving the QWL: Different
Approaches
Employee Job
Involvement reengineering
Innovation Job
• Organization and • Flexi time
development creativity flexibility • Flex place
• Encouraging • Flexibility in process and
innovation method
• Management support
for innovative tasks
• Innovation schemes
Any queries, comments and
feedback…..PLEASE.
Thank You for your attention,
support and inspiration