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1.1 Intoduction
Quality is generally defined as Conformance to requirements. The concept of
quality is not apply to all goods and services created by human beings, but also for
workplace where the employees were employed.
Quality in the workplace comes from understanding and then meeting, the needs
of all your internal and external customers
QWL refers to the favorableness or un favorableness of a total job environment
of the people. The basic purpose is to develop jobs and working conditions that are
excellent for people as well as for the economic health of the organization. QWL
provides a more humanized work environment. It attempts to serve the higher order
needs of workers as well as their more basic needs. It seeks to employ the higher skills of
workers and to provide an environment that encourages improving their skills.
Q - Quest for excellence
U - Understanding
A - Action
L - LeadershipI - Involvement of the people
T - Team spirit
Y - Yardstick to measure progressThe above said are very essential things to improve the work life of employees in
the organization.
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1.2Significance Of
The Study
Quality of work life covers various aspects under the general umbrella of
supportive organizational behavior. Thus, the QWL should be broad in its scope. It must
be evaluate the attitude of the employees towards the personnel policies. The research
will be helpful in understanding the current position of the respective company. And
provide some strategies to extent the employees satisfaction with little modification
which is based on the internal facilities of the company.
This research can be further used to evaluate the facilities provided by the
management towards the employees. This study also helps in manipulating the basic
exception of the employees.
1.3 Objectives Of
The Study:2
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To study the quality of work life of (QWL) employees in compaany
To find out how quality of work life leads to high satisfaction
To know the existing working conditions, Industrial Health and safety help to
improve the quality of work life.
To study the workers participation in company
To examine how the training and development programmes helps to improve the
quality of work life.
To know how the various welfare activities and other benefits helps to bring a
better quality of work life.
1.4Limitations Of
The Study
Converting qualitative data into quantitative data may often lead to
inaccurate results.
The respondents may not have expressed them strong negative feelings
about the policies, which results in the error of central tendency.
Few respondents were reluctant while answering the questions.
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1.5 REVIEW OF LITERATURE
1.5a THEORETICAL REVIEW:
Defination
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 the
organization
QWL could be defined as the Quality of the relationship between the man and
task.
Meaning
Quality of work life has gained deserved prominence in the Organizational
Behavior as an indicator of the overall of human experience in the work place. It
expresses a special way of thinking about people their work, and the organizational in
which careers are fulfilled.
QWL refers to the relationship between a worker and his environment, adding the
human dimension to the technical and economic dimensions within which the work is
normally viewed and designed. QWL focus on the problem of creating a human working
environment where employees work co operatively and achieve results collectively. It
also includes.
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The programme seeks to promote human dignity and growth
Employees work collaboratively They determine work change participate
The programmes assume compatibility of people and organization
QWL refers to the level of satisfaction, motivation, involvement and commitment
individuals experience with respect to their line at work. QWL is the degree of excellence
brought about work and working conditions which contribute to the overall satisfaction
and performance primarily at the individual level but finally at the organizational level.
ConceptQWL is a prescriptive concept, it attempts to design work environments so as to
maximize concern for human welfare. QWL acts in two dimensions.
Goal
Process
QWL acts as goal by
Creation of more involving
satisfying and effective jobs
Work environment for people at all levels of the organization
QWL acts as process by
Make efforts to realize this goal through active participation
The whole essence of QWL may be stated thus, the QWL is co operative rather
than authoritarian; evolutionary and open rather static and rigid; informal rather than
mechanistic; mutual respect and trust than hatred against each other.
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Objectives of
QWL
The major three main objectives for the QWL are
Improve employees satisfaction strengthen workplace learning, and
Better manage on going chance and transition
Major Factors
Affecting The
QWL6
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QWL means having good supervision, good working conditions, good pay and
benefits an interesting and challenging, and a rewarding job. The major factors that effect
the QWL may be stated thus.
Pay
QWL is basically built around the concept of equitable pay. In the days ahead,
employees may want to participate in the profits of the firm as will. Employees must be
paid their due share in the progress and prosperity of the firm.
Benefits
Workers throughout the globe have raises their expectations over the years and
now feel entitled to benefits that were once considered a part of the bargaining process.
Job Security
Employees want stability of employment. They do not like to be the victims of
whimsical personal policies and stay at the mercy of employers.
Alternative Work Schedules
Employees demand more freedom at the workplace, especially in scheduling their
work. Among the alternative work schedules capable of enhancing the quality of work
life for some employees are:
i. Flexi time: A system of flexible working hours,
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ii. Staggered hours: Here groups of employees begin and end work at different
intervals.
iii. Compressed workweek: It involves more hours of work per day for fever days,
per week.
iv. Job enrichment: It attempts to increase a person's level of output by providing that
persons with exciting, interesting, stimulating or challenging work.
v. Autonomous work groups (AWGs): Here a group of workers will be given some
control of decision-making and have responsibility for a task area without day-to-
day supervision, and with authority to influence and control both group members
and their behavior.
Occupational Stress
Occupational mental-health programmes dealing with stress are beginning to
emerge as a new and important aspect of QWL programmes. Obviously, and individual
suffering from an uncomfortable amount of job-related stress cannot enjoy a high quality
of work life. '
Worker Participation
Employees have a genuine hunger for participation in organizational issues
affecting their lives. Naturally they demand far more participation in the decision making
process at the workplace.
Social Integration
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The work environment should provide opportunities for preserving an employee's
personal identify and self-esteem through freedom from prejudice, a sense of community,
interpersonal openness and the absence of stratification in the organization.
Work and total life space
A person's work should not overbalance his life. Ideally speaking, work
schedules, career demands and other job requirements should not take up too much of a
person's leisure time and family life.
WAY TO CREATE HIGH QWL
QWL deals with the relationship between every employee and his or her work
organization. This relationship is formal in sometimes less formal. This contract is
psychological; contract. "Psychological contract is the set of expectations held be the
individual specifying what the individual and the organization expect to give and receive
from each other in the course of their working relationship". This contract represents the
expected exchange of values that encourages the individual to work for the organization
and motivates the organization to employ that person, (i.e) Contribution and
Inducements.
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A healthy psychological contract means that inducements and contributions are balance.
INDUCEMENTS = CONTRIBUTIONS
(Organization to employees) = (employee to organization)
This is the way for organization to create healthy psychological contract and Jobs
satisfaction for their members is to provide them with High QWL environment.
Aspect Of High
QWLQWL are highlighted by the following Benchmarks of managerial excellence.
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Participation:- Involving people from all levels of responsibility in decision-
making
Trust:- Reside signing jobs systems and structures to give people more freedom at work.
Reinforcement:- Creating reward systems that are fair, relevant and contingent on
work performance
Responsiveness:- Making the work setting more pleasant and able to serve individual
Needs.
QWL PROGRAMMES
QWL programmes concentrate on creating a working environment that is
Conductive to the satisfaction of worker needs. This program assumes that a job and the
work environment should be structured to meet as many of the workers needs as possible.
Richard Walton has organized into eight categories. These should be integrated,
coordinated and properly managed.
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These programmes are helped to avoid some pitfalls like
QWL program must be implemented with the co-operation of management and
labour.
Action plans must be carried to completion.
Care mist be taken to concentrate the focus on the joint objectives of improving
the QWL.
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Results Of High
QWL
High Productivity
Increase organizational effectiveness
High employee satisfaction
High morale .
Reduce the absenteeism and labour turn over
Increase the quality of life of employees
High employee involvement
Peaceful industrial relation
4.2
Suggestions
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And
Recommendati
ons
i. Improvement in rewarding and awarding policies.
ii. Introduction of Promotion policy at operation level
Employees need high motivation from the top management of
the company.
Employees needs more compensation from the company
Employees expects mutual relationship between co-workers
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Employees needs special training from the company related to
their job during working period.
Employees expects the quality of work to be measured
periodically be the company
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4.3Conclusion
This research highlights some of the small gaps in employees satisfaction
towards the company.
Quality mission includes not only the quality of the products but also the Quality
of Work Life.
A company aims to promote the peaceful industrial relations and good
organization which is highlighted by management and the employees.
Since employees are the backbone of the company. So company should satisfy
them in order to improve the business in the higher competitive market of the
liberalized economy.
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References
BOOKS:
1. K. Aswathappa (1997), Human Resources and
Personal Management Tata Mcgraw-Hill Publishing Company Limited,
New Delhi 110 001.
2. John M. Ivancevich (2003), Human Resources and
Personal Management Tata Mcgraw-Hill Publishing Company Limited,
New Delhi 110 001.
3. C. R. Kothari (2001) Research Methodology of
Wishwa Prakashan Publishing, Chennai 17, Edition
4. C. B. Mamoria and S. V. Gankar (2001), Personnel
Management Text & Cases, Himalaya Publishing house Mumbai, XXI
Edition.
5. R.S.N. Pillai and V. Bhagavathi (1998), Statistics
of Sultan Chand and sons, New Delhi, pp. 132-141, II Edition.
6. Biswaject pattanayak (2001), Human Resources and
Personal Management Prentice Hall of India Pvt., Ltd. New Delhi.
WEBSITES:
www.classicmoulds.com
www.humanresources.com
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www.qualityofworklife.com
www.ask.com
www.indianplasticportal.com
APPENDIX
QUALITY OF WORK LIFE - RESPONSE SHEET
QUESTIONNAIRE
1. Personal Details
NAME (OPTIONAL) :
AGE : 20 TO 30
: 31 TO 45
: 46 AND ABOVE
QUALIFICATION :
DESIGNATION :
EXPERIENCE :
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Strongly agree
Agree
Disagree
Strongly Disagree
4. Conditions tin the job allows me to be productive
Strongly agree
Agree
Disagree
Strongly Disagree
5. The organization provides an opportunity to develop my own abilities
Strongly agree
Agree
Disagree
Strongly Disagree
6. The organization provides enough instruction to get the job done
Strongly agree
Agree
Disagree
Strongly Disagree
7. The organization is providing a high quality tools and techniques to do the job
Strongly agree
Agree
Disagree
Strongly Disagree
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8. The opportunity for promotions are good
Strongly agree
Agree
Disagree
Strongly Disagree
9. The safety of workers is at high priority
Yes No
10. Does the infrastructure facilities is good
Yes No
If, yes which of the following do you like
First aid Canteen
Lightening arid Ventilation Others
11. Fringe benefits are good in the organization
Strongly agree
Agree
Disagree
Strongly Disagree
12. The supervisor is concerned about the welfare activities of the employees
Strongly agree
Agree
Disagree
Strongly Disagree
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13. The job is secured
Strongly agree
Agree
Disagree
Strongly Disagree
14. The supervisor is helpful to me in getting the job done
Strongly agree
Agree
Disagree
Strongly Disagree
15. The training opportunities has really helped in improving the quality of work.
Strongly agree
Agree
Disagree
Strongly Disagree
16. How often do you find work stressful?
Always
Often
Sometimes
Never
17. Which of the following best describes your usual work schedule?
First Shift
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Second Shift
Third Shift
General Shift
18. Rank the following motivational insights:
Insights Rank (1-5)
1 Interesting work
2 Recognition
3 Awards & Rewards
4 Compensation
5 Friendly co - workers
19. The suggestions give by me are always accepted and motivated by the superior
Strongly agree
Agree
Disagree
Strongly Disagree
20. I am proud to be a part of CLASSIC MOULDS & DIES LTD
Strongly agree
Agree
Disagree
Strongly Disagree
21. Your valuable suggestion to improve QWL _____________________________
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