Proposal for Quality of Work Life

A major report on the quality of working life refers to organisations in the 1990s as in a state of constant change. According sixty-one per cent of managers says their organisations have carried out restructuring in the past year. A report shows the managers in these organisation say this has led

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.

of aspects of daily life are all benefits we receive. However, despite the benefits, there are also

And the new need for job satisfaction is the key to the quality of work.” (CITE) This is important to recognize because it point out just how important job satisfaction is to overall job productivity. Job satisfaction is important because by having a job that somebody really enjoys doing and succeeding in, it motivates them to do their best on a daily basis. This is incredibly relevant in the lives of medical professionals because they constantly need to be putting 100% effort into their work or people could have serious health complications, and in sever situation, even

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

The deeply human issues of happiness, satisfaction, meaning, and fulfillment need to be available in the workplace. When people feel these things there is meaningfulness at work and they are motivated and uphold the heights of excellence. People will not give their best until and unless an environment which respects and supports their values is provided. It is important to fill these human issues of the people so they feel valued along with laying down the corporate foundation. The most important is happiness. Happiness is the ultimate personal peace and without peace, a happy life is impossible. Happiness as work is participating in something that brings fulfillment and can be delivered through

Research on the effects of SES on well-being is well-established. González Swanson, Lynch & Williams (2016) find that SES is a positive predictor of one’s job satisfaction. Figure 1. presents a conceptual model of low SES workers. Therefore, a research question has been posited that:

Moreover, when results are disappointing, we tend to find someone or something outside ourselves to blame when things go wrong. All too often, “proactiveness” is reactiveness in disguise. True proactiveness comes from seeing how we contribute to our own problems. Actions in organizations are dominated by concern with events: last month’s sales, the new budget cuts, the last quarter’s earnings, who just got promoted or fired, the new product our competitors just announced, the delay in launching a new product, and so on. Our fixation on events is actually part of our evolutionary programming. The irony is that today the primary threats to our survival, both of our organizations and of our societies, come not from sudden events but from slow, gradual processes. The arms race, environmental decay, the erosion of our society’s public education system, increasingly obsolete physical capital, and decline in design or product quality are all slow, gradual processes. Learning to see slow, gradual processes requires slowing down our frenetic pace and paying attention to the subtle as well as the dramatic. We learn best from experience but we never directly experience the consequences of many of our most important decisions. The most critical decisions made in organizations have systemwide consequences that stretch over years or decades.

Globalization and economic development have dramatically altered working conditions over the last decade (Towers Watson, 2014). Restructuring, a higher workload, increased use of automation and technology and the speed of change have had a significant impact on the organization as well as its employees and their well-being (Clark, 2011). Working conditions refer to the organizational structure and environment such as terms of employment, hours of work, health and safety policies, physical environment and on-site facilities like fitness and daycare centers (Schulte and Vainio, 2010). It also includes workload, job control and support from management and colleagues (Dewe and Cooper, 2012). The International Labour Organization (2009) considers Workplace Well-being to relate to all aspects of working life, from the quality and safety of the physical environment, to how workers feel about their work, colleagues, management, organizational culture, structure and policies. Employees with a high level of well-being are more productive and engaged at work (Cooper and Cartwright, 1994). However, employee well-being is subjective. Different occupations and individuals have different requirements for optimal well-being (Havlovic and Keenan, 1995). Organizational initiatives and working conditions can also impact the well-being of each worker differently. One must also consider that while employee well-being at work is impacted by working conditions, it can also be influenced by non job

Taking a quality of life approach, the research questions that this paper aims to answer are: what are eWorker’s individual perceptions and closely-held beliefs about their work arrangements? Is eWork a good work arrangement as perceived by the workers themselves? The focus on individuals, rather than on policies, institutions, organizations, companies, comes from the need to understand particularly what these work arrangements mean for individual people and how they affect their lifestyles and quality of life. This project will define quality of life as "The degree to which a person enjoys the important possibilities of his/her life" (Raphael, et. al, 1998: 2) in three major life domains: being, belonging and becoming (Renwick and Brown, 1996). Being refers to who one is and includes Physical Being (health, hygiene, nutrition, exercice and general appearence); Psychological Being (psychological health, feelings and evaluations about the self such as self-esteem) and Spiritual Being (one's personal values, standards of conduct and spiritual beliefs). Belonging is about the person's fit with her environment and includes Physical Belonging (connections with the physical environments of home,

In its National Study of the Changing Workforce, the Families and Work Institute showed earnings and benefits have only a 3 percent impact on job satisfaction. "Job quality" and "workplace support" have a combined 70 percent.

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

Service organizations play a crucial role in any country. In our country, it is the backbone of our economy in terms of creation of employment potential and contribution to the National income. The study of Quality of Working life has been an important and critical area in management and organizational performance from last several years especially in the LIC. Work is an integral part of our everyday life, as it is our livelihood or career or business. On an average we spend around twelve hours daily in the work place that is one third of our entire life. It does influence the overall Quality of our life. For the research, based on the literature review and brainstorming with academicians eight important dimensions were identified. They are organizational climate & culture, Work life balance, compensation of employees, participation of decision-making, opportunity for growth and development, work environment, Welfare measures, Social relevance of work.Life Insurance Corporation of India which concentrates all these factors, a study has been undertaken in order to find out the opinion of employees about the effectiveness of Quality of Work life in the corporation.

types of predictors which were studied include, job satisfaction – when one has a positive feeling

Quality of work life is the measure to which individuals are able to satisfy their important personal needs while in work by the bank. Quality of work life refers to the level of happiness or dissatisfaction with one 's work. It describes a person’s or group’s standard of living environment, public health, safety and general atmosphere while quality of work life encompasses things that influence their well-being such as salary and benefits. Quality of work life is increasingly a major part of the total benefits package. The present study is attempted to know various factors effecting quality of work life