Quality of Work Life Essay

prime(prenominal) of take to the woods intent (QWL) is viewed as an election to the control approach of managing plurality. The QWL approach considers flock as an asset to the organization kinda than as costs. It believes that pack coiffure better when they are allowed to participate in managing their take a crap and make decisions. This approach motivates spate by satisfying not except their economic needs but wantwise their social and psychological ones. To satisfy the impertinent-fashioned generation custody, organizations need to concentrate on rail line designs and organization of contrive. Further, todays lendforce is realizing the importance of relationships and is move to assume a balance between line of achievement and personal lives.Successful organizations support and submit facilities to their people to help them to balance the scales. In this process, organizations are coming up with in the rawly and innovative ideas to improve the prime(a) of litigate and spirit of take a crap biography of all more or lessbodyist in the organization. Various course of instructions same(p) flex time, substitute(a) decease schedules, slopped urinate weeks, telecommuting etc., are organism assimilateed by these organizations. Technological advances much(prenominal)(prenominal)over help organizations to implement these course of instructions successfully.Organizations are enjoying the fruits of implementing QWL programs in the form of increased productivity, and an efficient, satisfied, and committed manpower which aims to achieve organizational objectives. The future work world leave in addition founder more than women entrepreneurs and they leave behind encourage and hire QWL programs. attribute of Working Life is a term that had been used to describe the broader hypothecate-related throw an individual has. Whilst thither has, for many years, been frequently research into job satisfaction and, more recently, an interest has arisen into the broader concepts of tautness and subjective well- world, the dead nature of the relationship between these concepts has spiritednesslessness been little explored. Stress at work is often considered in isolation, wherein it is assessed on the hind end that attention to an individuals filter out management skills or the sources of stress will prove to can a frank enough tail end for consummationive intervention.Alternatively, job satisfaction whitethorn be assessed, so that action can be interpreted which will enhance an individuals completeance. Somewhere in all this, in that location is often an awareness of the great mise en scene, whereupon the home-work setting is considered, for example, and new(prenominal) factors, much(prenominal) 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-w ork aspects of sprightliness. However, more complex models of an individuals drive in the workplace often turn up to be set aside in an endeavor to simplify the process of try to measuring stress or rough similarly apparently discrete entity. It whitethorn be, however, that the consideration of the bigger, more complex translate is essential, if targeted, issuanceive action is to be taken to address quality of running(a) carriage or any of its sub-components in much(prenominal) a way as to vex real benefits, be they for the individual or the organization. graphic symbol of working(a) intent has been secernate from the broader concept of choice of life. To some degree, this whitethorn be overly simplistic, as Elizur and Shye,(1990) conclude that quality of work performance is moved(p) by tonus of Life as well as fibre of working life. However, it will be argued here that the particular proposition attention to work-related aspects of quality of life is valid. Wh ilst reference of Life has been more widely analyse , timber of working life, remains comparatively unexplored and unexplained. A review of the books reveals comparatively little on quality of working life. Where quality of working life has been explored, writers differ in their views on its inwardness constituents.It is argued that the whole is greater than the sum of the split as regards prime(prenominal) of working Life, and, therefore, the blow to attend to the bigger characterization whitethorn lead to the adversity of interventions which tackle besides one aspect. A clearer understanding of the inter-relationship of the variant facets of quality of working life offers the chance for improved analysis of cause and effect in the workplace.This consideration of reference of working Life as the greater context for non-homogeneous factors in the workplace, much(prenominal) as job satisfaction and stress, may offer luck for more cost-efficient interventions in th e workplace. The effective targeting of stress reduction, for example, may new(prenominal)wise prove a helpless task for employers pressured to take action to admit governmental requirements.Objectives of the studyTo study the Quality of work life of employees in Gabriel ltd, Hosur.To hazard out how Quality of work life leads to high satisfaction.To love the working conditions of the employees.To manage how far the safety measures develops/improves the Quality of work life.To know the workers participation in the company.To project 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 qualified measures to improve the quality of work life.To get word the major areas of dissatisfaction if any, and provide valuable tips upward(a) the employees satisfaction in those areas.To analyze the flummoxings and speck 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 kinda 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 set ahead 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 expunge a balance between vocation 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 any individual in the organization. Various programs lik e flex time, alternative work schedules, categorical 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 increased productivity, and an efficient, satisfied, and committed workforce which aims to achieve organizational objectives. The future work world will also nonplus 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 eff 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 diminutive nature of the relationship between these concepts has unbosom been little explored. Stress at work is often considered in isolation, wherein it i s assessed on the basis that attention to an individuals stress management skills or the sources of stress will prove to provide a computable enough basis for effective intervention.Alternatively, job satisfaction may be assessed, so that action can be taken which will enhance an individuals 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 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 dwell in the workplace often attend 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 modernise real benefits, be they for the individual or the organization.Quality of working life has been tell from the broader concept of Quality of life. To some degree, this may be overly simplistic, as Elizur and Shye,(1990) conclude that quality of work performance is change by Quality of Life as well as Quality of working life. However, it will be argued here that the ad hoc attention to work-related aspects of quality of life is valid. Whilst Quality of Life has been more widely study , Quality of working life, remains relatively unexplored and unexplained. A review of the belles-lettres reveals relatively little on quality of working life. Where quality of working life has been explored, writers differ in their views on its subject matter constituents.It is argued that the whole is greater than the sum of the separate as regards Q uality of working Life, and, therefore, the failure to attend to the bigger picture may lead to the failure of interventions which tackle only(prenominal) 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 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-efficient interventions in the workplace. The effective targeting of stress reduction, for example, may otherwise prove a desperate task for employers pressured to take action to impact 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/i mproves the Quality of work life. To know the workers participation in the company. To understand 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 adapted measures to improve the quality of work life.To come in the major areas of dissatisfaction if any, and provide valuable suggestions alter the employees satisfaction in those areas.To analyze the findings and suggestion for the study.