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Quality of Work Life

The document discusses the concept of quality of work life (QWL). It defines QWL as the quality of relationships between employees and their total working environment, and as a process where organizations involve employees in decisions that affect their work lives. Some key components of QWL include opportunities for learning and growth, participative determination of work changes, and social integration in the work organization. Improving QWL can benefit both employees and organizations, but also poses difficulties for unions and management to accept risks to established practices.

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Indranil Sarkar
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81 views1 page

Quality of Work Life

The document discusses the concept of quality of work life (QWL). It defines QWL as the quality of relationships between employees and their total working environment, and as a process where organizations involve employees in decisions that affect their work lives. Some key components of QWL include opportunities for learning and growth, participative determination of work changes, and social integration in the work organization. Improving QWL can benefit both employees and organizations, but also poses difficulties for unions and management to accept risks to established practices.

Uploaded by

Indranil Sarkar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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3/22/2010

CONCEPT OF QUALITY OF
QUALITY OF WORK LIFE
WORK LIFE (QWL)
(QWL)
THE QUALITY OF RELATIONSHIP BETWEEN
EMPLOYEES AND THE TOTAL WORKING
THE TERM QWL WAS COINED BY ENVIRONMENT.
LOUIS DAVIS.
IT IS A PROCESS BY WHICH AN
ORGANIZATION RESPONDS TO EMPLOYEE
THE FIRST INTERNATIONAL QWL NEEDS FOR DEVELOPING MECHANISMS TO
CONFERENCE WAS HELD IN ALLOW THEM TO SHARE FULLY IN MAKING
TORENTO IN 1972. THE DECISIONS THAT DESIGN THEIR LIVES
AT WORK.

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COMPONENTS OF QUALITY OF
WORK LIFE
BENEFITS OF QWL
LEARNING PROMOTION OF COLLABORATIVE
& GROWTH HUMAN DIGNITY
OPPORTUNITIES
WORK HEALTHIER, SATISFIED AND
AND GROWTH
PRODUCTIVE EMPLOYEES.
WORK AND PARTICIPATIVE
EFFICIENT, ADAPTIVE AND
TOTAL DETERMINATION
LIFE SPACE
OF WORK CHANGES PROFITABLE ORGANIZATIONS.
ENHANCED WORKERS MANAGERS AND WORKERS SIT
ADEQUATE & FAIR
COMPENSATION QUALITY OF
PARTICIPATION IN DOWN WITH EACH OTHER AS
QUALITY
& SECURITY WORK LIFE IMPROVEMENT EQUALS AND LOOK FOR SOLUTIONS
WHICH SERVE EVERYBODYS
SAFE & HEALTHY
WORKING SOCIAL INTEGRATION INTERESTS.
SOCIAL RELEVANCE IN THE WORK
CONDITION
OF WORK LIFE ORGANIZATION
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STRATEGIES FOR IMPROVING


DIFFICULTIES OF QWL
QWL
BOTH UNION AND MANAGEMENT a. THE DEVELOPMENT OF CAREERS AND
OPEN THEMSELVES TO SUBSTANTIAL CAREER PATHS.
RISKS. b. WORK DESIGN.
PARTICULARLY, THE MIDDLE c. ORGANIZATIONAL REWARD SYSTEMS.
MANAGEMENT MAY PERCEIVE THE d. DESIGN AND MAINTENANCE OF GROUP
AND INTERGROUP RELATIONSHIPS.
MANAGEMENT IS BECOMING SOFT
AND GIVING INTO UNION e. MANAGERIAL PRACTICES &
DOMINANCE. f. INTERNAL AND EXTERNAL STRATEGIES
FOR CHANGE.
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