Introduction Quality Of Work Life

Robbins (1989) proposed Quality Of Work Life programs are

another way in which organizations responds to employee needs
by developing mechanism to allow them to share fully in making the
decisions that design their lives at work their responsibility to
develop jobs and working conditions that are excellent for people
as well as for economic health of the organisation. quality of work
life as a ”process by which an organisation responds to employee
needs by developing mechanism to allow them to share fully in
making the decision that design their lives at work ”.

According to Plug, Meyer, Louw and Gouws (1991), “mental

health is a condition of relative good adaptation which is
accompanied by a feeling of satisfaction, a zest for
potential and skills as well as the absence of
psychopathological conditions”.

Mayo (Gellerman,1963), Argyris (1957), McGregor

(1966) and other mid-20th century writers pointed out that
organizational practices.

The workplace itself may contribute to distress and, ultimately to

mental disorders (Thomas & Hersen, 2002).

This notion dates back to the 1930s, with studies examining the
presence of
Inhalable chemicals and employee emotionality (Tiffin, 1942).
Too much work,
poorly defined responsibilities, an unsupportive boss, a lack of
control and many
other factors can constitute stressors that, in turn, under the right
conditions, can create sufficient strain such that a person becomes
physicaayaffect D’Souza, Strazdins, Broom, Rodgers and Berry
(2006) added that both high work
demands and job insecurity have been shown to predict poor
meSpence, Wilson, Kavanagh, Strong and Worrel
(2001) maintained that the personal support aspect of supervision
aims to optimize
motivation, morale and to minimize work-related stress, burnout
and mental health
problem service provision often unfolds within the constraints of
limited fiscal resources and increasing demands for service
accountability (Wallach
& Mueller, 2006).

Kosny and Eakin (2008) added that despite some of the intrinsic
rewards the work offers, jobs in these organizations can be difficult
and demanding,
characterized by high demands, long working hours, low pay,
exposure to violence
and infectious disease, conditions which may be deleterious to
worker health and safety.

Definition Quality Of Work Life:

Quality of work life means”The degree top which

members of a work organization are able to satisfy
important personal needs through their experience in
Organization”.
 Quality of work life defined as the relationship
between man & task.
Quality is generally defined as “conformance to
requirements”

Quality is “as fitness for purpose.”

Quality of work life refers to favourableness or

unfavourableness of a total job environment of the people.

Quality of work life provides a more humanized work

environment. It attempts to serve the higher order needs of
workers as well as their more basic needs.

Quality of work life programs are another way in

which organizations recognise their responsibility to
develop jobs and working conditions that are excellent for
people as well as for economic health of the organization.

QUALITY:

Q = Quality for excellence.

U = Understanding.

A = Action.

L = Leadership.
I = Involvement of the people.

T = Team spirit.

Y = Yard stick to measure progress.

The above said are very essential things to improve the

work life of employees in the organization.

Objectives OF Quality Of Work Life:

PRIMARY OBJECTIVES:

* To know the overall quality of work life in the organization

and its impact on employees work culture.

SECONDARY OBJECTIVES:

* To measure the level of satisfaction of employees towards

the 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 those areas.

* To analyze the findings and suggestion for the study.

 * To measure the level of satisfaction of
employees towards the quality of work life.

* To find out how quality of work life leads to high satisfaction.

* To evaluate and analyze the Quality of work

life.
* To study the factors determinants of Quality
of work life.
* To examine the impact of welfare measures
on Quality of work life.
* To evaluate the of quality of work life and
s u g g e s t m e a s u r e s i n improving quality of work life

The objectives formulated for the conduct of the present

study are stated
Below:

* To find out the extent and levels of ‘Quality of Work

Life’ and ‘Occupational Stress’.

* To compare the ‘Quality of Work Life’ among the

Library
Professionals categorized on the basis of:

(i) Gender (ii) Age (iii) Marital status (iv) Number of

children
(v) Educational background (vi) Job title category (vii)
Professional experience (viii) Primary functional area (ix)
Salary
range (x) Involvement in IT applications (xi) Number of
supervisors (xii) Work schedule (xiii) Type of library (xiv)
Size
of library (xv) Type of management.

* To compare the level of ‘Occupational Stress’

categorzied on the basis Of:

(I) Gender (ii) Age (iii) Marital status (iv) Number of

children
(v) Educational back ground (vi) Job title category (vii)
Professional experience (viii) Primary functional area (ix)
Salary range (x) Involvement in IT applications (xi)
Number of supervisors (xii) Work schedule (xiii) Type of
library (xiv) Size of library (xv) Type of management.

* To estimate the relationship between the ‘Quality of

Work Life’ independent variables selected (viz.):
Gender, Age, Marital status,
Number of children, Educational background, Job title
category,
Professional experience, Primary functional area, Salary
range,
Involvement in IT applications, Number of supervisors,
Work schedule, Type of library, Size of library, Type of
management.

* To estimate the relationship between the ‘Occupational

Stress’ independent variables selected (viz.)
Gender, Age, Marital status,
Number of children, Educational background, Job title
category,
Professional experience, Primary functional area, Salary
range,
Involvement in IT applications, Number of supervisors,
Work
schedule, Type of library, Size of library, Type of
management.

* To study the extent of association between ‘Quality of

Work
Life` and ‘Occupational Stress’.

SCOPE OF QUALITY OF WORK LIFE:

* Quality of work life is a multi dimensional aspect.

* The workers expect the following needs to be fulfilled.

* Compensation the reward for the work should be fair

and reasonable.

* The organization should take care of health and safety

of the employees.

* Job security should be given to the employees.

* Job specification should match the individuals.

* An organization responds to employee needs for
developing mechanisms to allow them to share fully in
making the decisions that design their lives at work.