1. QUALITY OF WORK LIFE
(QWL)
Human Resource Management

2. QWL
 Quality of relationship between employees &
total working environment
 It is a process by which an organization
responds to employee needs
 Varying from industry to industry

3. OBJECTIVES
 To create a positive attitude
 To increase productivity
 To improve standard of living of the people
 To increase the effectiveness of the
organization

4. MAJOR ISSUES IN QWL
1. Pay and stability of employees
 Employees will demand more in the form of
social security and welfare benefits
 Not given proper payments will affect the QWL
2. Job security
 Should not have fear of losing their job
 Systems with healthy working conditions &
optimum financial security

5. 3.Occupational stress
 Due to working conditions , working schedule
, hypertension, irritability etc..

Adversely effect employ productivity
4. Adequacy of resources
Match between resource availability & company
objectives
Lead to employee dissatisfaction

6. STRATEGIES FOR IMPROVEMENT OF QWL
1. Self managed work team
 Autonomous work group or integrated work
teams
 Plan , co-ordinate & control activities with the
help of team leader
 Employee participation

7. 2. Participative management
 Allowed to participate in management
participative schemes quality circle
 Develop a positive attitude
3. Worker- supervisor relationship

Social association , belongingness,
achieve of work results etc…

8. 4.



Promotion
Opportunity to move in to jobs with
High job satisfaction and prestige
Orderly, logical and prompt source of
recruitment for the management to fill
vacancies
5. Recognition
 Human being rather than employee
 Rewarding system, job enrichment , offering
membership etc

9. 6.Organizational health program
 Educating employee about health problems
 Results in reduction of
absenteeism, hospitalization etc..
7. Alternative work schedule
Work at home, flexible working hours, part time
employment etc…

10. MEASURING OF QWL
 Questionnaires and
 Interviews
Example In General Motors the management gives
a questionnaire of 16 critical dimensions of Q.W.L
to its employees each year. The responses are then
used to measure the employees’ perception of their
work life.

11. IMPLEMENTATION OF QWL
 Management and Employees’ co-operation
 Action plans developed must be followed
Support of middle-managers by top management
and bottom-level employees to implement the
program
The objectives of Q.W.L should be a joint
one, i.e., for workers it is to improve Q.W.L; for
management it is to improve organizational
efficiency

12. BARRIERS OF QWL
 Resistance to change both by mgt and employees
 There is a general perception that Q.W.L
implementation will cost much to the organization
 Continuous increase in Q.W.L may result in less
productivity, i.e., after a certain level the
productivity will not increase in proportion to the
increase in Q.W.L

13. BARRIERS OF QWL IN INDIA
Widespread unhappiness due to comparison
with colleagues

 Skepticism about the performance appraisal
system and promotion criteria
Division into camps and cliques hampering
fruitful communication

14. Frequent fits of anger of top level officials
Regional prejudice

 Glorification of speed and excitement as against
serenity
 Unreasonable personal expectation
 Limitless addiction to lower-order material
needs
Source: The Hindu, November
29, 1990, p 18

15. QWL IN IBM
Wages & benefits
Working Hours
Nondiscrimination & harassment
Respect & dignity
Health & safety
QWL IN TATA GROUP
Gifts & donations
Health, safety & environment
Ethical conduct

16. SOME NEW METHODS OF QWL
Apple Computers office has a meditation room and
employees are given 30 minutes to meditate or pray.
 Marriott International’s 10,000 workers dedicate a
day of service to their local communities each year
 IBM funds childcare centers at 60 of its locations
 Intel offers 22 weeks of maternity leave

17. Presented by,
Prashant Shukla
Srikant N Patro
Ankita Masih
Ankit Kumar
Ankur Pandey
Bharath Akula
Shahzadey Alam