An Article on Quality of Work Life

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AN ARTICLE ON QUALITY OF WORK LIFE

IntroductionHuman resource management

Human resources are the most valuable and unique assets of an organization. The

successful management of an organizations human resource existing, dynamic and challenging

task, especially at a time when the world has become a global village and economies are in a

state of flux. The scarcity of talented resources and the growing expectations of the modern day

worker have further increased the complexity of the human resource function. Even though

specific human resource department, the actual management of human resources is the

responsibility of all the managers in the organization.

It is therefore necessary for all managers to understand and give due importance to the different

human resource policies and activities in the organization. Human resource management outlines

the importance of HRM and its different functions in an organization.

Meaning:

People are the main resource of all productive efforts in every organization. A detailed study of

people is main function of HRM. HRM means the process of accomplishing organizational

objectives by acquiring, retaining, terminating, developing and properly using the human

resource in the organization. While acquiring the human resource, people with talent, skill and

motivation should be recruit ed. HRM also considers that there should not be high manpower

turnover. This means human resource adopted to work should remain in the organization for

fairly a long time.

Those employees who are unruly and do not follow the rules and procedures should be made to

retire from service. Developing involves educating, training and makes the human resource to

accept any type of current or future work. HRM encompasses every activity relating to human

resource in an organization.


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Definition:

Prof. Thomas G. Spates offers the following definition: HR administration is a code of the way

of organizing and treating individuals at work so that they will each get greatest possible

realization of their intrinsic abilities, thus attaining maximum efficiency for themselves and their

group, and thereby giving to the enterprise of which they are a part its determining competitive

advantage and its optimum results.

Quality of work life (qwl)

The defining of quality of work life involves three major parts: occupational health care, suitable

working time and appropriate salary. The safe work environment provides the basis for the

person to enjoy working. The work should not pose a health hazard for the person.The term "quality of work life" (QWL) was first introduced in 1972 during an international labor

relations conference. The basic objectives of an effective QWL program are improved working

conditions (mainly from an employee's perspective) and greater organizational effectiveness

(mainly from an employers perspective).

A win-win situation may result if QWL is positively linked to business performance. Positive

results of QWL have been supported by a number of previous studies, including reduced

absenteeism, lower turnover, and improved job satisfaction. Not only does QWL contribute to a

company's ability to recruit quality people, but also it enhances a company's competitiveness.

Common beliefs support the contention that QWL will positively nurture a more flexible, loyal,

and motivated workforce, which are essential in determining the company's competitiveness

Quality of work life is different from organization to organization.

Work ethics and work culture determine the quality of work life. Poor the above two, worst

becomes the quality of work life. De-motivated and/or non-motivated workforce never ever

enjoys quality work life. Employees will have working-life quality when they:

Burn for their work, because it is an extension of what they want to do with their life. Develop

and become master in chosen field.


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Experience fellowship with colleagues and management and is proud of their place of work, and

create real value for customers and the surrounding world by producing products and services of

high quality.

These four elements are called personal quality of life, mastery, fellowship and creation of real

value.

Quality of life starts with taking responsibility for our own life and then it spreads in ever-

widening circles.

Without personal development we cannot count on developing professionally, i.e. at work. Good

quality of life is a prerequisite for the following, mastery, fellowship and creation of real value.

Personal development is about two things: to develop the way we think of life, i.e. our

philosophy of life, and to improve the way we actually live, i.e. our practice of life.

Quality of Life is tied to perception of meaning.

The quest for meaning is central to the human condition, and we are brought in touch with a

sense of meaning when we reflect on that which we have created, loved, believed in or left as a

legacy.

Definition of quality of life is:

The degree to which a person enjoys the important possibilities of his/her life. Possibilities result

from the opportunities and limitations each person has in his/her life and reflect the interaction of

personal and environmental factors. Enjoyment has two components: the experience of

satisfaction and the possession or achievement of some characteristic, as illustrated by the

expression: "She enjoys good health."

Three major life domains are:

Being Belonging, and


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Becoming.The Being domain includes the basic aspects of "who one is" and has three sub-domains.

Physical being includes aspects of physical health, personal hygiene, nutrition, exercise,

grooming, clothing, and physical appearance. Psychological being includes the person's

psychological health and adjustment, cognitions, feelings, and evaluations concerning the self,

and self-control. Spiritual Being reflects personal values, personal standards of conduct, and

spiritual beliefs which may or may not be associated with organized religions.

Belonging includes the person's fit with his/her environments and also has three sub-domains.

Physical Belonging is defined as the connections the person has with his/her physical

environments such as home, workplace, neighborhood, school and community. Social Belonging

includes links with social environments and includes the sense of acceptance by intimate others,

family, friends, co-workers, and neighborhood and community. Community belonging represents

access to resources normally available to community members, such as adequate income, health

and social services, employment, educational and recreational programs, and community

activities.

Becoming refers to the purposeful activities carried out to achieve personal goals, hopes, and

wishes. Practical Becoming describes day-to-day actions such as domestic activities, paid work,

school or volunteer activities, and seeing to health or social needs. Leisure Becoming includes

activities that promote relaxation and stress reduction. These include card games, neighborhood

walks, and family visits, or longer duration activities such as vacations or holidays. Growth

Becoming activities promote the improvement or maintenance of knowledge and skills.


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An Article on Quality of Work Life