Qwl in Cement Industry Essay Sample

Quality of work life ( QWL ) aims at incorporating the socio- psychological demands of people in the organisation. The alone demands of a peculiar engineering. the construction and processes with the overall of the organisation and the bing socio- cultural surroundings. It is. therefore. concerned with the over all clime of the work. Quality of work life is concerned with impact of work on people every bit good as on organisation effectivity. and the thought of engagement in organisational job resolution and determination devising. The grades to members of a work organisation are able to fulfill of import personal demands though their experience in the organisation.

The basic intent of bettering QWL is to alter the clime at work so that human- technological – organisational interface leads to a better quality of work life. Quality of work life trades with assorted facets of work environment. which facilitates the human resource development expeditiously. Thus. quality of work life includes and motivates the employees. Its function were a sense of defeat because of low degree of rewards. hapless on the job conditions. unfavourable footings of employment. inter personal struggles. function struggles. occupation force per unit areas. deficiency of freedom in work. absence of disputing work. etc. Quality of work life is individual’s reaction to work or the personal effects of the work experience. A many-sided construct where the work environment is meaningful to employees. Components include liberty. acknowledgment. belonging. advancement. development and external wagess. A work norm in modern industry indicates 1. Employees function in the industry is different from his function in the household. 2. Superior knows the best and he has the right to enforce on the bomber – ordinates. 3. Rules are for employees and they have to follow them. 4. Employees have the right to lay-off their workers due to selling and engineering factors. FACTORS TO IMPROVE QUALITY OF WORK LIFE:

There are Numberss of factors involved in single factors. occupation factors. and organisational factors. The features of these to occupation satisfaction and household to occupation public presentation and productiveness. FACTORS IN QWL AND THEIR IMPACT

|Individual factors |
|Ability |
|Work force |
|Need of occupation |
|Job factors |
|Nature of occupation |
|Compensation factors |
|Participation |
|Communication |
|Support |
| |
|Job engagement |
| |
|Sense of competency |

| |
|Job satisfaction |

|Performance productiveness |

An person in the organisation wants to fulfill his demands while working for it. Depending on the nature of the person. he may desire just fiscal bundle employment benefits. occupation security and interesting work. engagement in determination devising. procedure impacting him and his work. and acquiring proper feed back about his public presentation. If these factors are favorable. the person will experience occupation engagement and sense of competency. accordingly occupation satisfaction and lend positively with the support of organizational installations. Therefore. in bettering QWL. all these factors have to be taken into history. FLEXIBILITY IN WORK SCHEDULE

Employees want flexibleness in work agenda. There may be three facets of flexibleness – a system of flexible on the job hours. Staggered on the job hours – different clip intervals for get downing and terminal of working hours. To the extent. this flexibleness is proved in the work system. It becomes more
actuating to the employees. AUTONOMOUS WORK GROUP

Creation of independent work group helps in making positive feelings among employees. They may be given freedom to take their ain squads. There should be freedom of determination doing sing the pick of methods for work. distribution of undertakings among group members. and planing of work agendas. JOB ENRICHMENT

Job enrichment efforts to plan a occupation in such a manner it becomes more interesting and disputing. The grade of occupation enrichment determines the grade of QWL. OPPORTUNITY FOR GROWTH
An employee. peculiarly the accomplishment – oriented one. seeks growing through this work. If the work provides him chance for personal growing. it will develop his personality. He will experience committed to the occupation and the organisation. Engagement

Engagement in determination devising. peculiarly on the affairs straight concerned with an individual’s working. It has an of import bearing on his satisfaction and public presentation. Higher grade of engagement increases the QWL and overall organisational clime.

Communication
To do QWL sound. effectual two – manner communicating is necessary. Through the downward communicating. employees would have information about the assorted facets of the organisation. peculiarly that which concern them. instructions about occupation public presentation.

Effects OF QUALITY OF WORK LIFE
QWL affects occupation engagement. sense of competency. occupation satisfaction and occupation public presentation of favourable QWL which implies its fact below.

JOB INVOLVEMENT
Job Involvement indicates the extent of people’s designation humor or self-importance investing in the occupation. Job involved people spend more clip on occupation and turn better public presentation. Challenging occupations which have skill assortment influence
employees to acquire involved in their occupations. Similarly. people with high demand for accomplishment and high ethic feel involved in occupations.

Sense OF COMPETENCE
Sense of competency denotes the feelings of assurance that one has in one’s competency. occupation design affects the Sense of competency. By prosecuting in a work that calls for a assortment of accomplishments. abilities and endowments. persons gain command over their work environment. As they engage themselves more and more in work activities. they get a great Sense of competency and experience and higher degree of occupation engagement. JOB SATISFACTION

Job satisfaction is a set of favourable or unfavourable feelings with which view their occupations. more specifically the nature of occupations they do the quality of supervising they receive. co- workers pay and fringe benefits and promotional avenues. Job satisfaction affects occupation public presentation. employee bend over and absenteeism. JOB PERFORMANCE AND PRODUCTIVITY

Job engagement. occupation satisfaction. sense of competency affects occupation public presentation and productiveness of employees. When the degree of occupation public presentation and factors are occupation engagement. occupation satisfaction and sense of competency is high. Since there is congruity between the employee and the occupation. there is high degree of public presentation. PRINCIPLES OF QUALITY OF WORK LIFE

Principle of Security
Quality of work life can non be improved until employees are relieved of the anxiousness fright and loss of future employment. The on the job conditions must be safe and fright of economic privation should be eliminated. Job security and safety against occupational jeopardies are an indispensable stipulation of humanisation of work. Principle of Equity

There should be a direct and positive relation between attempt and wages. All types of favoritism between people making similar work and with same degree of public presentation must be eliminated. Equity besides requires sharing the net incomes of the organisation.

Principle of Individuality
Employees differ in footings of their attitudes skill possible. Therefore every person should be provided the chance for development of his personality and potency. Humanization of work requires that employees are allowed to make up one’s mind their work gait of activity and design of work operations. Principle of Democracy

This means greater authorization and duty to employees. Meaningful engagement in the determination doing procedure improves the quality of work life. BENEFITS OF QUALITY OF WORK LIFE In general. the benefits of quality of work life include healthier. satisfied and productive employees and efficient. adaptative and profitable organisations. Specifically. the benefits are ? More positive feelings towards one’s self esteem. ? More positive feeling towards one’s occupation.

? More positive feelings towards the organisation. ? Improved physical and psychological wellness.
? Greater growing and development of the person as a individual and as a productive member of the organisation. ? Decreased absenteeism and turnover.
? Higher quality and measure of end product of goods and services. In concurrence with the above benefits. when undertaken jointly by brotherhood and direction. collaborative quality of work life programmes lead to improved labour-management communicating. more effectual and smoother contract dialogues. improved wage and benefits. more effectual brotherhood administrations. To mention and illustration. the century brass company was plagued with declining quality jobs. worsening productiveness and brotherhood agitation. It is believed that the execution of the quality of work life undertaking has built an attitude of common trust in the company. Consequently. directors and workers are sitting down with each other as peers and looking for solutions which serve everybody’s involvements.

Overall quality of work life involves interaction of the person and the administration to fulfill each others demands and outlooks. Quality of work life betterments may besides ease such societal ends as greater economic prosperity or political stableness. They may besides supply redresss to such societal immoralities like mental wellness jobs. unemployment. drug and alcohol-addition. among workers and their households. Last. quality of work life betterment is besides desirable from the position of human-centered values. MEASUREMENT OF QUALITY OF WORK LIFE

Job engagement
It represents the grade of an individual’s designation with or ego engagement in the occupation. The more cardinal the occupation is to individual’s life. the greater is his engagement in it. Therefore the single spends more clip and energy on the occupation. Peoples with high occupation engagement are better and more productive. Research reveals that accomplishments assortment accomplishment and challenges help to better occupation engagement. Job satisfaction

It implies the workers satisfaction with the environment of his occupation environment dwelling of nature of work ; quality of supervising. wage. colleagues and chances for publicity etc. occupation satisfaction is related to occupation.

Sense of competency
It refers to the feelings of assurance that an person has in his ain credence. Sense of competency and occupation involvement reinforce each other. An single acquires a greater sense of competency as he engages himself more and more in work activities when he feels more competent becomes more involved in his occupation and becomes better motivated. When both sense of competency and occupation engagement are high. the degree of satisfaction besides increases. The inter – relationship between occupation features. occupation satisfaction. sense of competency and motive. Job public presentation

When an individual’s occupation engagement. occupation satisfaction and sense of competency addition. there is a rise in occupation public presentation. Productiveness When the degree of occupation public presentation increases the end product per unit of input goes up. These lucifer between occupation features and productiveness traits of employees by and large result in higher productiveness. Assorted standards are germinating in past two decennaries to mensurate quality of work life. Assorted research workers who carried on surveies in this country came up with assorted standards which are non wholly different from each other as cited earlier. through many standards evolved. Walton’s eight factors are considered as most comprehensive standards for measuring of quality of work life. Adequate and just compensation

In malice of the importance gained by the other factors during last two decennaries. compensation plays a grater function in employee’s satisfaction. Particularly in a state like India where the employee public assistance plans take back place. compensation is the chief beginning of satisfaction of the employee.

Compensation bundle includes all other periphery benefits and societal public assistance plans. Fringe benefits give employee a feeling of deriving something excess. Recently. the construct periphery benefits and societal security steps are deriving importance in Indian industrial scene. Free transit at minimal cost. hospital installation. group insurance programmes. retirement benefits are some of the of import public assistance steps. What is equal and just is another inquiry for treatment. What is equal at one topographic point may non be the same in another. Administrations at rural. semi rural-urban parts can fulfill their employees with relatively lower degrees of compensation than their urban- based opposite numbers. The urban-based administrations normally compensate the excess cost of life. through higher costliness allowances. maintaining the basic wage same. Safe and healthy working conditions

Physical working conditions are the 2nd of import facets in mensurating quality of work life as Walton has justly categorized. Employees who spend a batch of clip at their workplace see the physical working conditions as of import factor. Especially chemical industries. technology industries. fertilisers industries etc. do the direction to take excess attention to protect its employees. But most of such industries are covered by mills act. which prescribes normal and conditions to be adopted in such industries to protect the employees.

But apart from above mentioned industries. others besides have to take stairss to keep proper physical status. Proper siting agreements. H2O installation. fresh air and healthful conditions are of import to the employees who engage themselves in deskwork. Absence of such good conditions may ensue in complaint like back hurting and rumatic strivings which in bend frustrates the employees who may develop emphasis. Physical conditions at work topographic points. which is the 2nd place for employees is therefore an of import factor in mensurating quality of work life. Opportunity to develop human capacities

An employee is most satisfied. given an oppurtunity to utilize and develop his capacities. Harmonizing to Maslow. people want to fulfill their higher order demands. More regultions and control mechanism by the direction may dissatisfy the employees. This was the ground why Taylor was criticised. An employee. provided optimal grade of freedom in work could better him on the occupation. which gives huge satisfaction. Periodic treatments with the employees. naming for suggestions. and bordering work groups like quality circles help employee in bettering capablenesss on occupation. Proper preparation through assorted methods non merely at the beginning. but from clip to clip besides helps an employee to better his capablenesss. which in bend satisfy him. Opportunity for calling growing

The employees seek calling growing more and more late. Job security ceased to fulfill the employees. Employee tends to float from occupation. which does non assure calling growing. More and more administrations are assisting employees in this way by assisting them pull their calling waies. The organisations have a counsellor for this intent. which helps the employees. Not merely pulling calling waies. but the organisation besides helps employer achieve following place through preparation. Organization chart is so prepared to suit employees in following higher place. Interval advancing system is deriving importance. The employee is prepared to take up a higher place where there is a possibility. Drawn-out employment in the same place may do employee to develop emphasis. Care is taken to chart proper calling charts for employees at some degree so as a balance of human resource in the organisation is maintained. Social Integration in the Work Force

Harmonizing to Walton. a hearty designation and self-pride are influenced by give features of the work topographic point. Freedom from bias. equalitarianism and upward mobility are the stairss to be necessary taken by the direction whereas supportive work groups and commissions of feeling and interpersonal openness are the consequence of attempt from both the direction and workers. An organisation can possess supportive work group and interpersonal openness. In other words. industrial democracy through set uping plants commissions. Another measure in this way could be puting up to joint direction councils. These were foremost set up by industrial Disputes act 1947. in 1958. Constitutitonlism

Bias on portion of direction. deficiency of privateness. improper procedure of subject etc. . tamper the constitutionalism of an organisation. The constitutionalism can be considered as hygiene factor I. e. . though it may non fulfill or actuate the employees well. The absence of it is decidedly felt employees and may hold inauspicious effects. Though employees consider work topographic point is their 2nd place the Y may non desire to unwrap or discourse their private lives at work topographic point. As such direction should take stairss to keep its employee’s privateness. unless he himself come out with his jobs. where the direction can offers some guidance or any other aid. So as in instance of prejudice. it is most dissatisfying to an employee to happen out that his co-worker is being treated otherwise from him. which will hold an inauspicious consequence on hiss quality of work life. Work and Quality of life

The really intent of work being at work topographic point is his work. As such work itself is of great importance. Satisfactory work can act upon the employee’s quality of work life vastly. A ambitious work. which utilizes the capablenesss of employees’ dramas of import function in quality of work life. Right individual for right occupation is the slogan deriving importance. Social Relevance of work

The employees feel a demand to associate their work socially. For illustration. those in service-oriented organisations who straight relate their occupations socially and can fall in immediate acknowledgment in a group are most satisfied. If his organisation is attached /criticized by the authorities or public on any facet. the employ develop emphasis and is frustrated. As such societal relevancy of the work of each employee is really in mensurating his quality of work life. APPROACHES TO QUALITY OF WORK LIFE