Quality of Work Life Essay

In todays high tech, fast-paced world, the start environment is very different than it was a generation ago. It is now r atomic number 18 for a person to stay with a single company his or her full defecateing smell. at that place are multiple reasons for this, alone approximatelyly because employees are often willing to leave a company for soften opportunities, companies want to find ways not only to hire qualified people, but also to retain them. As to a greater extent than companies start to realize that a happy employee is an effective employee, they have started to look for ways to cleanse the persist environment.Many have implemented various toy-life programs to help employees, including alternate work arrangements, onsite childcare, exercise facilities, relaxed dress codes, and more. Quality-of-work-life programs go beyond work/life programs by focusing attention slight on employee necessarily outside of work and realizing that frolic stress and the quality of life at work is purge more direct bearing on worker satisfaction. Open communications, mentoring programs, and bringing up more amicable relationships among workers are some of the ways employers are up(a) the quality of work life.Emerging TrendsForces For ChangeA factor modify to the problem was that the workers themselves were changing. They became educated, more affluent (partly because of the effectiveness of classical commerce design), and more independent. They began reaching for higher-order needs, something more than merely earning their bread. Employers now had two reasons for re-designing bloodlines and organisations for a better QWL * Classical design originally gave inadequate attention to human needs. * The needs and aspirations of workers themselves were changing.Humanised Work Through QWLOne option was to re-design jobs to have the attributes desired by people, and re-design organisations to have the environment desired by the people.This approach seeks to impro ve QWL. There is a need to give workers more of a challenge, more of a whole task, more opportunity to use their ideas. Close attention to QWL provides a more humanised work environment. It attempts to serve the higher-order needs of workers as well as their more basic needs.It seeks to employ the higher skills of workers and to provide an environment that encourages them to improve their skills. The idea is that human resources should be developed and not simply used. Further, the work should not have excessively negative conditions. It should not put workers infra undue stress. It should not damage or degrade their humanness. It should not be threatening or unduly dangerous. Finally, it should contribute to, or at least(prenominal) leave unimpaired, workers abilities to perform in other life roles, such as citizen, spouse and parent. That is, work should contribute to general social advancement. traffic blowup vs. avocation EnrichmentThe modern interest in quality of work life was stimulated through efforts to change the scope of peoples jobs in attempting to motivate them. Job scope has two dimensions comprehensiveness and depth. Job breadth is the number of different tasks an individual is directly responsible for. It ranges from very nail (one task performed repetitively) to wide (several tasks). Employees with narrow job breadth were sometimes abandoned a wider variety of duties in order to reduce their monotony this deal is called job enlargement. In order to perform these additional duties, employees spend less time on each duty. Another approach to changing job breadth is job rotation, which involves periodic assignment of an employee to completely different sets of job activities. Job rotation is an effective way to develop multiple skills in employees, which benefits the organisation while creating greater job interest and career options for the employee.Job enrichment takes a different approach by adding additional motivators to a job to m ake it more rewarding. It was developed by Frederick Herzberg on the basis of his studies indicating that the most effective way to motivate workers was by focusing on higher-order needs. Job enrichment seeks to add depth to a job by giving workers more control, responsibility and discretion over hoe their job is performed. The difference amid enlargement and enrichment is illustrated in the figure on the next page.