19-05-2014, 04:34 PM
A STUDY ON QUALITY OF WORK LIFE AT LUCAS-TVS, PADI.
A STUDY ON QUALITY.pdf (Size: 598.22 KB / Downloads: 28)
ABSTRACT
The research is on the basis of A STUDY ON “QUALITY OF WORK LIFE” AT
LUCAS-TVS, PADI. Due to changes in technology and to meet various demands of the
employees and to withstand the place in the Global market the company has to focus onemployees satisfaction on major areas like job security, job satisfaction, medical facilities,
canteen facilities, rewards, ESI, etc.,.
Surveys are an effective way of knowing about employees’ quality of work life in the
organization. While exit interviews are generally used, they are a delayed way of knowing the
quality of work life.
The study was based on the descriptive research design. The sampling design being used here is
Simple Random Sampling. The sample size 46 has been used
Thus this report seeks to utilize primary research, through structured questionnaires and
secondary method involves data collection through magazines and websites.
The tools being used for analysis and interpretation are Chi-Square test and five point
liker scales.
Quality of Work Life:
Quality 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, today's 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 increased 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.
Measurement
There are few recognised measures of quality of working life, and of those that exist few have
evidence of validity and reliability, that is, there is a very limited literature based on peer
reviewed evbaluations of available assessments. A recent statistical analysis of a new measure,
the Work-Related Quality of Life scale (WRQoL)(18), indicates that this assessment device
should prove to be a useful instrument, although further evaluation would be useful. The
WRQoWL measure uses 6 core factors to explain most of the variation in an individuals quality
of working life: Job and Career Satisfaction; Working Conditions; General Well-Being; Home-
Work Interface; Stress at Work and Control at Work.
The Job & Career Satisfaction Job and Career satisfaction (JCS)scale of the the Work-Related
Quality of Life scale (WRQoL) is said to reflect an employee’s feelings about, or evaluation of,
their satisfaction or contentment with their job and career and the training they receive to do it.
Within the WRQoL measure, JCS is reflected by questions asking how satisfied people feel
about their work. It has been proposed that this Positive Job Satisfaction factor is influenced by
various issues including clarity of goals and role ambiguity, appraisal, recognition and reward,
personal development career benefits and enhancement and training needs.
The General well-being (GWB)scale of the Work-Related Quality of Life scale (WRQoL)(18),
aims to assess the extent to which an individual feels good or content in themselves, in a way
which may be independent of their work situation. It is suggested that general well-being both
influences, and is influenced by work. Mental health problems, predominantly depression and
anxiety disorders, are common, and may have a major impact on the general well-being of the
population. The WRQoL GWB factor assesses issues of mood, depression and anxiety, life
satisfaction, general quality of life, optimism and happiness.
Applications
Regular assessment of Quality of Working Life can potentially provide organisations with
important information about the welfare of their employees, such as job satisfaction, general
well-being, work-related stress and the home-work interface. Studies in the UK University sector
have shown a valid measure of Quality of Working Life exists (19) and can be used as a basis for
effective interventions.
Worrall and Cooper (2006)(14) recently reported that a low level of well-being at work is
estimated to cost about 5-10% of Gross National Product per annum, yet Quality of Working
Life as a theoretical construct remains relatively unexplored and unexplained within the
organisational psychology research literature.
A large chunk of most peoples’ lives will be spent at work. Most people recognise the
importance of sleeping well, and actively try to enjoy the leisure time that they can snatch. But
all too often, people tend to see work as something they just have to put up with, or even
something they don’t even expect to enjoy.
Some of the factors used to measure quality of working life pick up on things that don’t actually
make people feel good, but which seem to make people feel bad about work if those things are
absent. For example, noise – if the place where someone works is too noisy, they might get
frequent headaches, or find they can not concentrate, and so feel dissatisfied. But when it is quiet
enough they don’t feel pleased or happy - they just don’t feel bad. This can apply to a range of
factors that affect someone's working conditions.