Quality of Work Life Essay

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In today’s high tech. fast-paced universe. the work environment is really different than it was a coevals ago. It is now rare for a individual to remain with a individual company his or her full on the job life. There are multiple grounds for this. but largely because employees are frequently willing to go forth a company for better chances. companies need to happen ways non merely to engage qualified people. but besides to retain them. As more companies start to recognize that a happy employee is an effectual employee. they have started to look for ways to better the work environment.

Many have implemented assorted work-life plans to assist employees. including alternate work agreements. onsite child care. exercising installations. relaxed frock codifications. and more. Quality-of-work-life plans go beyond work/life plans by concentrating attending less on employee demands outside of work and recognizing that occupation emphasis and the quality of life at work is even more direct bearing on worker satisfaction. Open communications. mentoring plans. and furthering more amicable relationships among workers are some of the ways employers are bettering the quality of work life.

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Emerging Tendencies

Forces For Change

A factor lending to the job was that the workers themselves were altering. They became educated. more flush ( partially because of the effectivity of classical occupation design ) . and more independent. They began making for higher-order demands. something more than simply gaining their staff of life. Employers now had two grounds for re-designing occupations and administrations for a better QWL: * Classical design originally gave unequal attending to human demands. * The demands and aspirations of workers themselves were altering.

Humanised Work Through QWL

One option was to re-design occupations to hold the properties desired by people. and re-design administrations to hold the environment desired by the people.
This attack seeks to better QWL. There is a demand to give workers more of a challenge. more of a whole undertaking. more chance to utilize their thoughts. Close attending to QWL provides a more humanised work environment. It attempts to function the higher-order demands of workers every bit good as their more basic demands.

It seeks to use the higher accomplishments of workers and to supply an environment that encourages them to better their accomplishments. The thought is that human resources should be developed and non merely used. Further. the work should non hold overly negative conditions. It should non set workers under undue emphasis. It should non damage or degrade their humanity. It should non be endangering or unduly unsafe. Finally. it should lend to. or at least leave unimpaired. workers’ abilities to execute in other life functions. such as citizen. partner and parent. That is. work should lend to general societal promotion.

Job Enlargement vs. Job Enrichment

The modern involvement in quality of work life was stimulated through attempts to alter the range of people’s occupations in trying to actuate them. Job range has two dimensions – comprehensiveness and deepness. Job comprehensiveness is the figure of different undertakings an person is straight responsible for. It ranges from really narrow ( one undertaking performed repetitively ) to broad ( several undertakings ) . Employees with narrow occupation comprehensivenesss were sometimes given a wider assortment of responsibilities in order to cut down their humdrum ; this procedure is called occupation expansion. In order to execute these extra responsibilities. employees spend less clip on each responsibility. Another attack to altering occupation comprehensiveness is occupation rotary motion. which involves periodic assignment of an employee to wholly different sets of occupation activities. Job rotary motion is an effectual manner to develop multiple accomplishments in employees. which benefits the administration while making greater occupation involvement and calling options for the employee.

Job enrichment takes a different attack by adding extra incentives to a occupation to do it more rewarding. It was developed by Frederick Herzberg on the footing of his surveies bespeaking that the most effectual manner to actuate workers was by concentrating on higher-order demands. Job enrichment seeks to add deepness to a occupation by giving workers more control. duty and discretion over hoe their occupation is performed. The difference between expansion and enrichment is illustrated in the figure on the following page.

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