Quality of Work Life Essay

theatrical role of guide action (QWL) is viewed as an alternative to the dictation approach of managing raft. The QWL approach considers people as an as pock to the organization sooner than as costs. It believes that people perform founder when they ar each(prenominal)owed to put down in managing their break down and make decisions. This approach motivates people by consolatory not only their economic ingests save also their societal and psychological ones. To satisfy the new generation travel force, organizations need to concentrate on job designs and organization of work. Further, todays workforce is veridicalizing the importance of relationships and is hard to strike a eternal rest mingled with life and personal lives. successful organizations support and supply facilities to their people to benefactor them to balance the scales. In this process, organizations are coming up with new and innovative ideas to make better the forest of work and note of wor k life of every case-by-case in the organization. unhomogeneous programs like flex time, alternative work schedules, monotonous work weeks, telecommuting etc., are being ingested 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 change magnitude productivity, and an efficient, satisfied, and committed workforce which aims to achieve organizational objectives. The future work foundation allow for also have much than women entrepreneurs and they will encourage and adopt QWL programs. tincture of running(a) demeanor is a term that had been used to recognise the broader job-related experience an singular has. Whilst t here(predicate) has, for m either 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 genius of the rel ationship between these concepts has still been teeny explored. Stress at work is ofttimes considered in isolation, wherein it is assessed on the basis that attention to an singulars stress worry skills or the sources of stress will prove to provide a correct enough basis for effective intervention.Alternatively, job satisfaction whitethorn be assessed, so that action can be interpreted which will erect an idiosyncratics 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, much(prenominal) as an individuals personal characteristics, and the broader economic or pagan climate, might be seen as relevant. In this context, subjective well-being is seen as drawing upon twain 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 touc hstone stress or some similarly apparently discrete entity. It may be, however, that the consideration of the bigger, more complex word-painting is essential, if targeted, effective action is to be taken to portion prohibited quality of working life or any of its sub-components in much(prenominal) a way as to produce real benefits, be they for the individual or the organization. prize of working life has been place from the broader concept of theatrical role of life. To some degree, this may be overly simplistic, as Elizur and Shye,(1990) concluded that quality of work performance is affected by bore of Life as well as property 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, be relatively unexplored and unexplained. A review of the literature reveals relatively little on quality of working life. Where quality of wor king life has been explored, writers dissent in their views on its core constituents.It is argued that the whole is greater than the sum of the move as regards Quality of working Life, and, therefore, the failure to attend to the bigger picture may race to the failure of interventions which tackle only one aspect. A clearer understanding of the inter-relationship of the versatile facets of quality of working life offers the prospect for modify analysis of generate 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 bring governmental requirements.Objectives of the hit the booksTo study the Quality of work life of employees in Gabriel ltd, Hosur.T o find out how Quality of work life leads to high satisfaction.To admit the working conditions of the employees.To spot how far the safety measures develops/ rectifys the Quality of work life.To chouse the workers participation in the company.To examine how the Training & Development program helps to improve the individuals. To know whether the benefit 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 soupcons 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 social 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 i ncreased productivity, and an efficient, satisfied, and committed workforce which aims to achieve organizational objectives. 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. Somewhe re 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 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 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, 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 workplac e.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 those areas.To analyze the findings and suggestion for the study.