1.
AMRITSAR COLLEGE OF ENGINEERING AND
TECHNOLOGY
Submitted to:-
Ms. Ridhim Pathak
(Assistant Prof)
Submitted By:-
Manik Laad (2217025)
Maninder Kaur(2217026)
Manpreet Kaur(2217027)
Meenakshi (2217028)
QUALITY OF WORK LIFE
DEPARTMENT OF MANAGEMENT STUDIES

2.
MEANING OF QWL
 Quality of work life deals with various
aspects of work environment which
facilitates the human resource
development efficiently.
QWL is the degree to which work in an
organization contributes to material &
psychological well being of its members.
It is a process of joint decision making,
collaboration & building mutual respect
between management & employees.

3.
OBJECTIVES OF QWL
To improve employee satisfaction & create a positive
attitude in the mind of employee.
To enhance productivity of employee & improve the
standard of their living.
To improve physical & psychological health of
employees.
To improve management of the ongoing change &
transition.

4.
To reinforce workplace learning.
To build the image of the company as best in
recruitment, retention, & general motivation of talents.
To increase the effectiveness of the organisation.
To help employees in the effective integration of their
work & personal life.

5.
PRINCILPES OF QWL
Principle of Security: Quality of work cannot
be improved until employees are relieved of
the anxiety, fear, & loss of future employment.
Principle of Equity: There should be a direct &
positive relation between effort & reward. All
types of discrimination between people doing
similar work & with same level of performance
must be eliminated .

6.
Principle of Individualism: Employees differ in
term of their attitudes, skills, potentials. Every
individual should be provided the opportunity
for development of his personality & potential.
Principle of Democracy: This means greater
authority & responsibility to employees.
Meaningful participants in decision making
process improves the quality of work life.

7.
Job Security: Employee want stability of employment.
Adequate job security provided to the employees will
improve the quality of work life to a large extent.
 communication :To make QWL effective two-way
communication is necessary.There should be both
upward and downward communication in the
organisation.
 Participative Management : People in the organisation
should be allowed to participate in the management
decisions affecting their lives.

8.
Organisational Justice: The principle of
organisational justice should be applied in
disciplinary actions, grievance procedures,
promotions, transfers, work assignments,
etc.
Adequate Compensation: There should be
an equitable balance between the effort
and the compensation.
Self-Managed Work Teams: These are also
called as autonomous work groups. In
which 10-20 employees plan, coordinate
and control the activities of team with the
help of team leader.

9.
JOB Enrichment: Job enrichment attempts
to design a job to make it interesting and
challenging so that the worker makes
meaning out of that.
Career Development: If employees are
provided with opportunities for their
advancement and growth, they will be highly
motivated and their commitment to the
organisation will increase.
Flexible Work Schedule: There should be
flexible working hours, part time
employment, work at home, etc.

10.
RESPONSIBILTY OF QWL
Employers: Responsibilities of employers include:
 Provisions of physical amenities at the workplace, health &
safety
 Involving workers in decision making on all matters.
 Formation of QWL of work design.
Unions & Workers: Responsibilities include:
 Educating & making workers aware of QWL.
 Search areas of collaboration with management.
 Encouraging workers to participate in QWL activities.

11.
Professional Organisation: Responsibilities
include:
 Organise workshops & seminars to bring awareness.
 Initiate specific research projects in this field.
 Developing state-of-art profiles on QWL.
Government: Responsibilities include:
 Legislating standards & norms in newer areas.
 Encouragement & adoption of appropriate technology.
 Finding projects on QWL.

12.
BENEFITS OF QWL
Enhanced Social Relationships: QWL consists of
opportunities for active involvement in group working
arrangements. These opportunities provide social forum
geared towards a mutual tackling of problems facing the
organisation by all the relevant working groups.
Improves Organisation’s Overall Performance: QWL offers
the great advantage of improve the organisation’s overall
performance. Through the adaptation of policies &
programmes.
Increase Worker’s Commitment: QWL increases the level
of commitment exhibited by workers towards their
specific work assignment & organization as a whole.

13.
OBSTACLES TO QWL
oManagerial Attitude: QWL demands democratisation
at in the workplace. Managers must be willing to share
their decision making powers with employees.
oUnion’s Attitude: Unions have a genuine feelings that
QWL programmes speed up work performance & achieve
productivity improvements without offering adequate
returns to workers.
oCost Consideration: The capital costs & the day-to-
day operational expenses of QWL programmes seem to be
quite phenomenal-beyond reach of organisation.

14.
QUALITY OF WORK LIFE
Eurocamp Travel which provides family camping holidays,has a
reputation for the high-quality of its equipment and services, and
has become market leader in this rapidly growing
Holiday sector.In recent years, sales offices have been opened in
the Netherlands and Germany ,and Eurocamp’s geographic
coverage has been extended from its original French
Sites to include sites throughout Europe. As the business has
become larger and more complex ,the demands placed on the
office systems have also become greater, reinforcing
The need for functional specialisation of staff, yet requiring more
interdepartmental understanding and cooperation. When it
became clear that the Eurocamp’s service package could be copied
by the competitors eager to attract premium customers, the
company decided to reinforce quality at every stage in their
process.

15.
This was, they believed. The main criterion that already
differentiated Eurocamp and this was also potentially the most
difficult for lower priced competitors to follow. A consultant
Was brought in to facilitate a major quality improvement
programme. This was conceived as a ‘top-down’ approach where
important projects were identified and tackled by trained teams.
But these projects were not achieving the sustainable
improvement. The failure was also due to involving seniors
managers who could not devote their .Then company launched
Quality Management System(QMS).Each department established
a quality steering committee which comprised one director ,a
trained facilitator and volunteers . The emphasis on satisfying the
internal customer. Early success demonstrated validity of
approach and generated a high level of enthusiasm throughout
the company.

16.
Q1. What are the differences between
‘top-down’ approach and Quality
Management System initiative?
Q2. What do you think are the main
advantages and problems with the
more participative approach?

17.
Q1.What are the differences between ‘top-down’
approach and Quality Management System
initiative?
The difference between ‘top-down’ approach
and Quality Management System initiative is
that :
In ‘top-down’ approach important projects
were identified and tackled by trained teams
but projects were unable to achieve
anticipated improvements because only senior
managers were involved who could not devote
required time to projects and also lacks
understanding about the projects. This
approach was a failure for the company.

18.
In Quality Management System
initiative, quality steering
committee was established
comprising of one director, trained
facilitator and volunteer from
every grade of employee. The
emphasis on this stage was
identification and improvement of
internal processes and satisfying
the internal customers. This
approach proved as success for
the company.

19.
Q2.What do you think are the main advantages
and problems with the more participative
approach?
The main advantages of the more participative
approach are:
1. It helps in increasing productivity.
2. Job satisfaction.
3. Motivation.
4. Improved Quality.
5. Reduction in cost.
6. Reduced employee grievances.
7. Fewer problems with product and services.
8. Good image in public for its higher quality of
product and services.
9. Good human relations.

20.
The problems with the participative
approach are:
1. Decision making slows down.
2. Security issues may arise because
employee have access to lots of facts
and information.
3. Conflicts may arise between
employees.
4. Takes long time to reach solutions for
the problems.