Comparative Study of Quality of Work Life Management in Tcs & Ibm: a Case Study Analysis

Job, work, and life satisfaction: a work life balance strategy and procedures should be designed within Alpha Electronics to ensure a stress free working environment and help achieving maximum staff satisfaction

Introduction Stress affects millions of people. One of the most common forms of stress is that related to our careers and the workplace. In today 's economic difficulty, work related stress is even more pronounced than ever before. Everyone who has ever held a job has, felt the pressure of work-related stress. Any job can have stressful elements, even if you love what you do. According to the American Psychological Association 's (APA) annual Stress in America Survey. Only 37 percent of Americans surveyed said they were doing

Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.

4 Course  Materials   Textbook:   Johns,  G.  &  Saks,  A.  M.  (2011).   Organizational  Behaviour:   Understanding  and   Managing  Life  at  Work:  CUSTOM

Happiness on the job is closely related to contentment of values. In fact, happiness could just be

The purpose of the study was to show how supportive management practices and enriched work design

It is noted that employees spend a large amount of their time at work. Work is becoming more than just a 9-5, but a place work longevity friendships are created. Also created is what the article termed as workaholism, reporting that workaholism not only cause a great deal of stress but can also cause mental fatigue and physical somatic systems. All of these aliments can hinder spiritualty – which can lead to absence, low performance, and a financial hit for the company. The financial components include medical expenses, loss of productivity, health insurance.

In this paper I will discuss stress and the workplace stress survey from the American Institute of Stress and if left untreated, how it will negatively affect the workforce. I will explain the results of my survey scores and why I believe they are positive and negative. Additionally, I will describe personal examples of the stressors that are always at work and how to identify and overcome them before they cause irreparable damage.

We spend much of daily lives working. In fact, Americans spend about eight-times as many hours working as they do eating and drinking (U.S. Bureau of Labor Statistics, 2013). Approximately seven in ten Americans report that they experience symptoms of stress (Anderson, Belar, Breckler, Nordal, Ballard, Bufka, Bossolo & Bethune, 2013). Stress is elicited by a variety of psychological stimulus associated with our jobs, our residences, our social interactions, and the activities we engage in (p. 249, Franken, 2007). Many Americans live with the burden of an unsatisfying job as well as a stressful workplace. An online survey of 1,848 people in the United States, conducted by the American Psychological Association, found that 74 percent of

A qualitative study is appropriate for this research, due the nature of the four elements as they characterize the impact of how an individual’s life is affected by each. The population of this study, are the full time and part employees currently

Worker satisfaction is a result of the work environment meeting the physical and psychological needs of workers, such as safety, compensation, and acknowledgement of achievements. Employer satisfactoriness is defined as, “the workplace’s reaction to the worker’s capabilities” (Brown, 2016, p. 57). Dawis recognizes four workplace capabilities that influence the satisfactoriness of employers: celerity, pace, rhythm, and endurance. If both the workers and the employers are satisfied, then a worker will stay at a job. The time spent at a single job is called tenure. The biggest strength of the TWA model is that it does take into consideration both the worker and the work environment to learn about the interaction between the

As stated in chapter two, many different programs are referred to as quality of working life (QWL) are designed and implemented to increase employees’ satisfaction with their work environment along with their productivity (Carrell & Heavrin, 2010, p.68). The quality of working life programs differ from past union-management communications in several ways. The textbook stated that quality of working programs are formed by workers and management to facility better communication between management and workers. These programs are in place to improve labor management relationships among each other. Unlike past union, the quality working life programs involves workers in decisions about issues in the workplace; in addition, it allowed them to address

Employee satisfaction can be taken as a summation of employee’s feelings in six important areas. The most likely workplace determinants of employee satisfaction are whether the employee (1) finds the job interesting; (2) has good relationships with management; (3) has a high income; (4) can work independently; (5) has good advancement opportunities and; (6) has good relations with colleagues.

Organisations and economies are presently more than ever faced with obstacles, and this places a demand for higher productivity which can only be achieved by employees that have successfully achieved improved work life balance in their lives (Naithani 2010).

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the